During supervision, I expect my supervisor to constantly advise and guide me with my decisions. These decisions may mostly be work related; however, they may also have to do with licensure, or even school. I also expect encouragement and support from my supervisor when I need it. For example, if I have a bad day I expect my supervisor to be there to put me back on the right track. I expect for my supervisor and I to get along and have a mutual relationship where we both genuinely like each other as people. I expect for both parties to have an open type of communication. I also expect my supervisor, to take responsibility of any wrong doings I may enact. I do not mean my supervisor should be held responsible for me showing up twenty minutes later. I am referring to a possible mistake I may make if I have not been trained enough or just expected to know something through common sense. In the future, when my internship is over, I expect my supervisor to provide me with a good reference for any jobs I may pursue. I expect my supervisor to bring to my knowledge any possible openings for the company I am currently interning for. I hope at this point I will have grown enough that I will …show more content…
Another fear is not being able to relate to certain clients. For example, there are so many different cultures and beliefs I fear I will not be able to relate to some. Others I may completely just not understand. This fear even encompasses something as simple as not being able to understand an accent. I fear my supervisor will not address these issues during my internship, or even worse they do arise and my supervisor will not be able to help me solve them. I fear I flooded with work during my internship. I am scared I will never be able to catch up without working ridiculous hours. I also fear my supervisor will be too busy with their own work to pay attention to
I have been a supervisor over the years and have gained some experience however I may not be aware of most of the things that are important to the supervisee who needs to learn a lot for me in the clinical setting. Therefore my disposition should be that of a humble supervisor to allow them reach me with their problems and answer some of their questions. I need to give the supervisee the opportunity to teach me as well. I will not feel that I am above learning from them. i should also encourage my staff to allow supervisee speak their mind and bring to bear what they have learnt in class that is not reflected in my hospital this will afford us the needed change we
As now it can be concluded that to make a supervision session effective it is essential to have a deep understanding of these facts and theories. Characteristics of both supervisor and supervisee are equally important. As supervisors must know their roles and responsibilities at the same time, supervisee should have interest towards reflective practice. Maintaining a good supervisory relationship will be useful to analyse the problems. If there are any signs of underperformance seen in the supervisee, the supervisor can approach them to sort out the matter before it causes
Supervision is an opportunity where supervisees are able to review and reflect on their work in order to do it better. Supervisors bring their actual work practice to another person (individual supervision) and can help review what happened in their own practice in order to learn from that experience. Supervision is for better quality service. In a relationship of trust and transparency, supervisees talk about their work and through reflection and thoughtfulness learn from it and return to do it differently. Supervision is based on the assumption that
According to the developmental model, there are markers the supervisor should be aware of as the supervisee continues to grow. Level one, the supervisee will feel unsure of
It is key, when supervisors are employing a developmental approach of supervision, to identify the current stage the supervisee is in and to provide feedback and support appropriate to that particular developmental stage, whilst at the
It is imperative for supervisors to focus on what is required in order for his/her employees to accomplish their job. They must be supportive of their employees and provide continual feedback on their job performance .Supervisor need to include their employees when making changes that effect they way they perform their jobs or finding new way to do things that were problematic. Supervisors should give their employees more responsibly to make them feel more valued and powerful. There is also a major need for promotion, pay increase and compensation system (educational reimbursement, vacation incentives etc.
Morrison and Wonnacott (2010) state that these aspects are fundamental factors in supervision as they encourage me to be clear about my role, help me to develop my practice and should impact positively on the families that I work with. Research has suggested that quality supervision can lead to job satisfaction, organisational commitment and reduced staff turnover (Carpenter et al, 2012). In my second year placement my practice teacher encouraged me to use a reflection model in supervisions (Collingwood, 2005) that I still use three years later and it improves my ability to focus and reflect on my practice and
Supervision was defined by Bernard (2005) as the realization of our supervisees that they understand the therapeutic process and themselves a tad better than when they entered supervision, and our own realization that we have been players in the professional development of another.
Memory refers to the mental process of coding retaining, and retrieving information in the environment. (Dzulkifli & Mustafar, 2013) Cognitive psychologists are still studying how human cognitive deals with memorization. Many variables have been proposed to contribute to the retrieval operations and one of the variables in colour.
Operation mangers should also have the same skills as functional manager but they are responsible in managing day to day operations and they should also possess the authority to hire and fire employees.
Today is the second session that I had counselor with this particle client. He came in to see me for the same problem that he had before. But except this time client had be doing a little than before. Before I started with the interview I had use the five stages and dimension of the interviews a client. I want to have an empathic relationship with my client, and gathering story and find the strength of my client is part of getting to know my client. This time I had set a realistic goal that my client can work toward without feeling that he is not in control of making the decision. The next is stage restoring finding what is not working now and trying to find an alternative that will work then take the action of letting the client go or
The biggest challenge I cope with deals with open-ended questions. In theory, they are easy. However, when I am in the moment, I unconsciously resort to close-ended questions. Even when I feel like they are open, when I look back it is obvious they are not. I have been lucky that those I have talked with elaborated further without needing further prodding. Though I am not naïve enough to believe that future clients will do the same. Another of my weaknesses includes expressing empathy. I am great when it comes to empathizing with others, but I struggle with voicing it aloud. I have to stop myself from continuing the conversation and acknowledge my client’s feelings. I do not know why this is a struggle for me. It is not hard to accomplish, I just forget to do it. Another challenge I will face will deal with cultural competency. As I had not been around others significantly different than myself until I came to college, I find myself lacking in understanding. This is something I will be able to work on with time and experience. The more people I help, the more competent I am likely to
temper their need for public acclaim and financial reward with strong intrinsic motivations” (George, Sims, McLean, & Mayer, 2007).
On Tuesday, September first I met with my academic advisor, Dr. Ana Londono for the first time. We met in her office on the first floor of Young Hall. She informed me that it was only her third week as an advisor at Lindenwold University. I was a bit nervous after hearing that because my major is Pre-Nursing and I had a lot of questions to ask. One of my main reason of making an appointment with my advisor was to ask when I would be able to apply for nursing school. I took a lot of college credit classes in high school. So Dr. Londono and I went over my high school transcript and figured out what classes I had already taken. Lindenwood has a great connection with Goldfarb School of Nursing. On the Lindenwold website they provide a list of required
...rks. In a word, the MA experience was considered to be a bridge that combines the student learning with working skills, it would be of great help for my future career.