...Rationale for Competency-Based Supervision Deonae Shackelford Western New Mexico University Rationale for Competency-Based Supervision The subject area of competency-based supervision is not one that I ever considered until I entered into the field work phase of the MSW program. Even upon entering the program I had not considered nor had I an understanding for what the field work portion would entail and the importance of it. My idea was that I would have an opportunity to gain some practical experience to go along with the education and knowledge I am acquiring while in school. How well the person in charge of me is trained or how in-depth their knowledge is about the practice of social work is was not a consideration. Now, that I am in an agency, in particular one where the person in charge of my supervision does not hold a degree of any kind, I have personal experience with the necessity of competency-based supervision when working in the social services field, particularly social work. Analysis of Supervision The National Association of Social Workers (NASW) and the Association of Social Work Boards (ASWB) have developed Best Practice Standards in Social Work Supervision. The goal of this regulatory board and organization of professional membership task force is to support and strengthen supervision standards for professional social workers. The Best Practice Standards are also to provide a general framework that promotes uniformity and serves as a resource...
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...The Impact of Job Characteristics on Social and Human Service Workers Reva I. Allen/Eric G. Lambert/Sudershan Pasupuleti/Terry Cluse-Tolar/Lois A. Ventura, Department of Social Work, University of Toledo 1 In many career fields, there is a tendency to try to find the right person for the job instead of trying to make the job right for the person. Koeske and Kirk (1995) wrote, “Social work administrators presume that there are certain characteristics of human service workers that predispose some of the workers to thrive in a particular job while workers with other characteristics are more likely to dislike the job or do poorly” (p. 15). Additionally, some administrators of social and human service agencies appear to be more concerned with the impact of workers on their agency than the impact of the organization on workers. “Blaming the employee” focuses the attention away from the real causes (Arches 1991). It is true that social and human service workers can and do have meaningful effects on their employing organizations. It is, however, naive to assume that employees are not affected by the organization. It is reasonable to assume that many employees who have negative or positive impacts on the employing organization do so because of how they were treated at work. The work environment has real and lasting effects on most employees. It is generally theorized that the work environment influences employees mainly through their attitudinal states, and these...
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...Executive Director Position summary The director of programs is responsible for the implementation, management, supervision and evaluation of all the organization’s programs in accordance with the national standards set out by the organization. As a member of the senior management team, the director of programs participates in strategic planning and budgeting initiatives in addition to problem solving. He/she works within the guidelines, policies and mission of the organization and will be accountable and responsible for specific projects as assigned. Duties and responsibilities Human resource management • Direct, plan and coordinate the work of the program staff including supervision and evaluation, training and team building • Organize and attend weekly departmental meetings to maintain effective communication • Ensure adequate and qualified staff to carry out the program activities • In consultation with the executive director, responsible for the selection, hiring, coaching, and discipline of the program employees Program delivery • Responsible for the implementation, management, supervision and evaluation of all activities of the program in accordance with National Standards • Remain up-to-date on all modifications to the National Standards implementing the same in a timely and organized manner • Responsible for the supervision and management of the data management software • Compile, maintain and report on the monthly, quarterly...
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... People are social beings. Our acquaintances beget both benefits and consequences. Interpersonal conflict arising from supervisors, colleagues, and client interactions is a form of stress commonly found at work (Kuhns, 2008). Recently, increasing interest has sparked research towards abusive supervision and its negative consequences. Empirical research has found that abusive supervision leads to increased turnover, less favorable attitudes, increased conflict between relationships, and lower in-role and extra-role behaviors (Tepper, 2000). Abusive supervision is a “subordinate’s perception of the extent to which their supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact” (Tepper, 2000, p. 178). It is considered a form of counterproductive workplace behavior which is opposite to the organization’s interests (Hoobler & Brass, 2006). Abusive supervision is perceptual in nature and based on an individual’s subjective assessment (Tepper, 2001). That is, some individuals may view their supervisor’s behavior as abusive in one situation and non abusive in another. Furthermore, two subordinates may differ in their assessment of a common supervisor’s actions. When confronted with abusive supervisory behaviors, subordinates may be unwilling to admit that they have experienced abusive supervision by their supervisors, while others may exaggerate their supervisor’s hostility. Abusive supervision has a downward influence...
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...Supervision, Consultation, and Advocacy Lauren Young Survey of Research in Human Development for Professional Counselors Fall Quarter 2013 Abstract Inside the draft includes an evaluation of two supervision models for mental health. The benefits of a supervisor and a supervisee are narrated during the training process and once the training process is completed. The ethical importance of clinical supervision is defined and supported in the draft. Consultation and advocacy are both defined for the field of counseling as well as compared and contrasted for the mental health specialization. One can relate the role of advocacy and consultation as she becomes a professional counselor within mental health. Institutional and social barriers that might impede or hinder the access and equity of success for ones clients is also discussed. In addition, strategies are deliberated that one can utilize in their work to address multicultural issues and advocate for diverse populations. Lastly, one develops a hypothetical example of consultation for a couple. Clinical Supervision According to Milne and Oliver (2000), “clinical supervision is central to initial professional training and to continuing professional development, taking up a significant proportion of mental health professionals’ time” (p. 291). An integrated approach to supervision has been developed by combining the developmental model of Littrell, Lee-Borden, and Lorenz (1979) and Bernard's (1979, 1997) discrimination...
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...has given rise to complex social issues that affect man and his environment (Serafica). In order to alleviate the social issues that threaten man’s social functioning, many humanitarian professions have sprung. One of those which have been existing since the early times is the Social Work profession. As the world becomes even more complex and challenging, Social Workers are demanded to become more responsive and adaptable to the call of the times. It is therefore important that Social Workers, as they perform their roles in responding to the changing needs and demands of the various sectors, should be well equipped with necessary knowledge, attitudes, and skills for a more competent practice. Social Work can be described as a practicing profession that requires sound knowledge and competency in practice (Hepworth, Looney, & Larsen, 2002). Students have to learn and acquire knowledge and skills throughout the entire course. They are also expected to perform these knowledge and skills in various occasions in the course, such as in lectures, in seminars, and most importantly, the fieldwork placements. Field Instruction Program in the Social Work curriculum performs a very vital role in the training of future Social Workers. It enables the students to concretize the theories and concepts they have learned in the classroom, it allows the students to test their abilities in supervised educational settings and enables them to master and synthesize Social Work knowledge, values and skills...
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...Human services refers to a variety of delivery systems such as social welfare services, education, mental health services, and other forms of healthcare. Human services professionals may provide services directly to clients or help clients access services. Human services professionals also manage agencies that provide these services. And because of their engagement with human conditions, they are involved in policy development and advocacy. The academic discipline of human services educates these professionals at the associate, bachelor's, and graduate levels and studies how delivery systems and public policies affect service users. The history of human services as an academic discipline[edit] Human services has its roots in charitable activities of religious and civic organizations that date back to the Colonial period. However, the academic discipline of human services did not start until the 1960s. At that time, a group of college academics started the new human services movement and began to promote the adoption of a new ideology about human service delivery and professionalism among traditional helping disciplines.[2] The movement's major goal was to make service delivery more efficient, effective, and humane. The other goals dealt with the reeducation of traditional helping professionals to have a greater appreciation of the individual as a whole person and to be accountable to the communities they serve. Furthermore, professionals would learn to take responsibility at...
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......................................................................1 Organisational Context ...............................................................................................................................................2 Social and Economic Contexts ...................................................................................................................................3 Theoretical Overview .................................................................................................................................................3 Methodology ..............................................................................................................................................................8 Data Sample ...........................................................................................................................................................8 Measures .................................................................................................................................................................9 Control Variables ...............................................................................................................................................9 Abusive Supervision (AS) ................................................................................................................................ 10 Ethical Leadership (EL) ...............................................................................
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... | |Responsible To: |Local Team Clinical Lead | Job Purpose The principal purpose of the job is to improve the psychological health & wellbeing of people within an identified Devon locality. The post holder will be part of an Improving Access to Psychological Therapies (IAPT) service and will provide high intensity interventions - initially cognitive behavioural therapy (CBT). The post holder will work with clients who have a range of complex Anxiety and Depression related problems for which CBT is demonstrated to be clinically effective. The post holder will work with people with different cultural backgrounds and ages, using interpreters when necessary and should be committed to equal opportunities The post holder will act as a lead specialist for IAPT, providing professional clinical supervision to less experienced staff, trainees & students. As a senior clinician the post holder will be expected to contribute to the leadership of the local service providing support and undertake delegated responsibilities under the...
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...health coach is a licensed social worker who does clinical work. I am interested in more one on one therapy. She was open to having me shadow her when met with a client. The clients that she usually conducts assessments with typically have anxiety or depression. I was interested in meeting with the health coach to help with my case presentation considering she creates BPSAs and treatment plans. I was able to sit in on a first appointment that she had with a patient that was experiencing depression. I think the process went well. In addition, this week the other intern and I had to find resources for a patient that had bed bugs. The health coach had a patient that was experiencing issues with bed bugs. I discussed this with my supervisor and how having a patient with beg bugs may cause me to avoid seeing that patients. However, it is important to remember that some patients have no control over certain situations. In addition, how it is our job to help the patient. I also re-explored the no show...
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...‘Lisa’ Lisa is a newly qualified social worker who has recently joined the Newfield Children with Disability team. Lisa met her line manager, Jules, and her ASYE assessor, Frank, in her first week in the Newfield Children with Disability team. In the meeting they developed a learning agreement for Lisa’s ASYE. Lisa brought to the meeting a copy of a report from her final placement whilst at university. The report shows that Lisa is an enthusiastic and promising social worker with a good knowledge of social work theory; however, she has not worked in a Children with Disability team before so Frank and Jules agree to provide Lisa with a detailed induction. The learning agreement also set out that Frank and Lisa will meet on a monthly basis to review her work and draw together the assessment evidence for the year. This will be in addition to the supervision that Lisa will have with Jules; they will meet weekly for the first six weeks. In the section of the learning agreement on quality assurance, Jules is named as a third partner who will offer additional support and insight. Based on this, Lisa, Jules and Frank agree to meet together every other month. Lisa and Frank will also have formal review meetings at three and six months. At the end of Lisa’s second month at Newfield, she meets Frank to review her progress. As well as meeting to draw up the learning agreement, they have had a further meeting to discuss Lisa’s work and her capability to work at the required level. In the previous...
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...The Hawthorne Experiments The Hawthorne experiments were groundbreaking studies in human relations that were conducted between 1924 and 1932 at Western Electric Company's Hawthorne Works in Chicago. Originally designed as illumination studies to determine the relationship between lighting and productivity, the initial tests were sponsored by the National Research Council (NRC) of the National Academy of Sciences. In 1927 a research team from the Harvard Business School was invited to join the studies after the illumination tests drew unanticipated results. Two additional series of tests, the relay-assembly tests and the bank-wiring tests, followed the illumination tests. The studies assumed the label Hawthorne experiments or studies from the location of the Western Electric plant. Concluded by 1932, the Hawthorne studies, with emphasis on a new interpretation of group behavior, were the basis for the school of human relations. ILLUMINATION TESTS In the early 1920s Chicago's Western Electric Hawthorne Works employed 12,000 workers. The plant was a primary manufacturer of telephones, and in 1924 the company provided a site to cooperate with the NRC on a series of test room studies to determine the relationship between illumination and worker efficiency. The basic idea was to vary and record levels of illumination in a test room with the expectation that as lighting was increased, productivity would too. In another test room, illumination was decreased, with the correlating...
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...The Impact of Lebanese Labor Law and Governmental lack of Supervision with Proposed Solutions The Lebanese labor Law can be defined as a system of standards and rules in business society where standards of human conduct that impose obligations and grant corresponding rights and rules regarding the ascertainment, creating, modification and enforcement of these standards to achieve justice between the employer and the employee.(Global Encyclopedia p-235 L). The Lebanese constitution of 1926, as amended, is still in force today. Its main feature is the representation given to the various religious communities in public employment, the formation of government, and the selection of the legislature. It guarantees basic individual rights and freedoms...
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...M) YEAR OF STUDY Y3S1 UNIT ORGANISATIONAL BEHAVIOUR UNIT CODE: HPS - 2302 PRESENTED BY 1. Samuel Njoroge Mwangi - HD211-C004-0075/2014 DATE DUE Friday, 21st November, 2014 PRESENTED TO: Alice Muringu 1. JOB SATISFACTION 4 A. DEFINATION 4 B. IMPORTANT FACTORS USED TO MEASURE AND INFLUENCE JOB SATISFACTION 4 C. DETERMINANTS OF JOB SATISFACTION 5 i. The Evaluative Component 5 ii. The Cognitive Component 6 iii. The Affective Component 7 D. CAUSES OF JOB SATISFACTION 9 i. Job characteristic 9 ii. Social information processing (organizational characteristics) 10 iii. Dispositional (worker characteristics) 10 iv. Life Satisfaction 10 E. IMPACT FOR JOB SATISFACTION 11 F. JOB SATISFACTION APPLICATIONS 12 i. Company policies 12 ii. Salary/benefits 12 iii. Interpersonal /social relations 12 iv. Working condition 13 v. Achievement 13 vi. Recognition 13 vii. Autonomy 14 viii. Advancement 14 ix. Job Security 14 x. Work-life Balance Practices 14 G. MEASURES OF JOB SATISFACTION 15 i. Overall Job Satisfaction 15 ii. Job Descriptive Index (JDI) 15 iii. Global Job Satisfaction 16 iv. Job Satisfaction Relative to Expectations 16 v. Minnesota Satisfaction Questionnaire 16 vi. Job in General Scale 17 vii. Job Satisfaction Survey 17 viii. Job Satisfaction Index 17 ix. Job Diagnostic Survey 18 x. Career Satisfaction 18 H. REFERENCE 20 * JOB SATISFACTION DEFINATION Job satisfaction is the level of contentment a person...
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...Counselling in Health and Social Care – role, application and boundaries. Ethics and legal factors Everyone who works within the health and social care sector has to abide by the ethical guidelines. "Ethics can be defined as a set of moral principles or rules of conduct" (O'Farrell, 1999). The ethics framework states the guidelines that are expected of each counsellor and professional and it consists of three elements; Values, principles and also personal moral qualities. "Professional ethics may be viewed as the rightful domain of moral philosophy which is concerned with establishing principles for articulating what is 'good' and what is 'bad'." (Nelson-Jones, 2002) Six major ethical principles of the BACP are; self-respect, individual autonomy, beneficence (benefiting the client), non-maleficence (not harming the client), justice (fair distribution of services within the society) and fidelity (honouring promises and underpinning trust). These can be viewed for underpinning the practice of counsellors and superior practitioners. Ethical principles are well suited to examining the justification for particular decisions and actions. However, reliance on principles alone may detract from the importance of the practitioner's personal qualities and their ethical significance in the counselling or therapeutic relationship (BACP, 2013). Values inform principles and they are important to the counsellor to expressing their commitment to ethics. The values of counsellors include;...
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