Why is a supervision theory basis necessary? How does an effective leader bridge theory to practice?
Supervision involves having other people do work through delegation of duties. This requires that the people to whom work has been delegated be trusted and respected. There needs to be confidence between the employees and the supervisor. To compete effectively and achieve success companies usually rely on the involvement of their employees and must nurture their employees and encourage their initiative. This requires effective leaders who can encourage others to be committed and involved at work (Barry, Herbert & Jeannette, 2003). On one side, the supervisor bears pressure from the management, who wants the work done while on the other side, the employees want a fair leadership.
Understanding this theory of supervision is necessary in determining how well to have a good work done without problems so as not to crash with the management. On the other hand, supervisors need to understand how to relate well with the employees so that they can produce good work that pleases the management. In other words, the supervisor needs to understand how to deal with pressure from both sides.
So as to bridge theory into practice, an effective leader must put a lot effort so as to make changes into the system. This involves consistently applying what he/she has learnt into practice. After changes have become noticeable, more theoretical input is needed to maintain this change (Wells, 2009). This means that an effective leader needs to be patient, consistent and optimistic about change. He needs to be persuasive especially to the management so that his ways of leading will achieve into improved results and a better collaboration between the com...
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...the employees should be given and accept the authority and responsibility of the work assigned to him. By being given authority of the work, I believe that the employee shall feel that he has been trusted with the assignment and that it lies in his hands until completion. This sense of trust, I believe make the employee feel important in the group and that he can freely contribute towards making decisions regarding the assignment. By giving the employees responsibility of the work, I believe they will effectively work on it without the need of much supervision.
References
Barry, A., Herbet, S. & Jeannette, O., (2003). Leadership theory and practice: a “case” in point.
Journal of management decision, 41(10)
Wells, C. M., (2009). Leadership, Quantum Mechanics and the Relationship with Professional
Learning Communities. NCPEA Educational Leadership Review 10.
Supervisors, running a company, need to have 100% accountability of their employees. This is so that if someone else asks about a certain employee, the supervisor can give an accurate record of when the employee came in, where they can be found, and when their shift ends.
The developmental model, summarized in an article by Stoltenberg (2005), summarizes a supervision approach that uses developmental framework in clinical supervision. The author, Stolenberg (2005) and Ursula Delworth created a developmental model titled Integrated Developmental Model of supervision (IDM). IDM provided specific details about the changes in the supervisee throughout their time in clinical supervision. It also provided specific details on the types of supervision environments and supervisor intervention for each level of development (Stoltenberg, 2005).
Pierce, Jon L. and John W. Newstrom (2011) 6th edition. Leaders and the Leadership Process.
Northouse, Peter G. Leaderhip Theory and Practice. Ed. Fifth Edition. Thousand Oaks, CA: Sage Publications Inc, 2010.
A supervisor is the person in charge at your job, who monitors you as you work..
In regard to the supervisor, a key component of accomplishing goals is to simply know the team. A big part of knowing the officers is to understand the rudimentary psychological development of an officer’s motivation level and having the ability to empathize with their issues. Besides work environment and personal issues, this includes the attitudes of the supervisors, as they must set an example of their own expectations. Being aware of an officers’ health, family, financial, and social issues can show when it is time to make some changes, as they are the areas in which efficiency and enthusiasm begin to deteriorate. This is what makes management teams better at motivating the employees, as effective leaders can detect problems sooner and create better solutions for those
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.
The theory reduces the expectations from the leader, instead focuses on matching the leader to a task
It holds that various situations require different leadership styles to result in effective outcomes. According to this school of thought, it is the assessment of the competence, as well as the commitment of the leader’s subjects that makes the whole practice a success. As a result, a leader should access the two factors before deciding on either directive or supportive form of management.
It was thought that if a social worker was engaging in the life and struggles of a client, it needed to be ensured through supervision that the personal life of the worker did not influence their interactions. Presently, in HSO the notion of supervision demonstrates a dichotomy between hierarchy and control or support and nurture. Kadushin (1985) outlines support, education, and administration, as three areas to consider when looking at the conflict of practice and pressure faced by supervisors and the supervised. Gardner (2006) states that supervision within an organization is going to have it’s own culture, which may differ from the culture of the organization. The culture of supervision is impacted by the importance placed on it. To examine this, one could ask, does the supervisor have an agreement that is followed or an agenda for the meeting? Notability, supervision is a way to develop or maintain learning in a
A leader will learn more as the person in charge (Boseman, 2008). The leader will need to stay informed on the given topic, do more exploration and stay well-informed.
Komives, S., Lucas, N., & McMahon, T. (2007). Exploring Leadership (2nd ed.). Sans Francisco: Jossey-Bass.
Supervision could be interpreted from many points of view and have many perceptions about it. Differentiating description from interpretation in observation is so crucial for instructional improvement (Glickman, et al., 2014). Also are different methods that an administrator might use while doing his or her supervision, furthermore, how this information is going to be used to further assistance teachers. As Glickman, et al., (2014) mentions that observations are a method of assessing and planning skills are useful to a supervisor in setting goals and activities for himself or herself as well as for others. Following it will be describe two models, clinical supervision and peer coaching, similes and differences among the models, analyze the strengths and weaknesses of each model, how each model uses assessing and planning skills and each model's contribution to the supervisory process.
Northouse, P. (2010). Leadership: Theory and practice (5th ed.). Thousand Oaks, CA: Sage Publications, Inc.
Lussier, R.N. & Achua, C.F. (2010). Leadership: Theory, application, skill development (5th ed.). Mason, OH: South-Western.