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Posted: July 7th, 2022
Introduction
As a supervisor, at some point in your social work career, you will find yourself in the position of power, and in a situation where corrective and disciplinary action is indicated. It is important for supervisors to have the knowledge and skills to navigate these difficult situations.
Instructions
For this assignment, discuss the interplay between the Social Work Standards for Supervision (2008), Reamer’s (1998) obligations of a supervisor, and supervisory authority and power. By providing relevant examples from your personal experiences, and a connection to the course content, discuss this interplay, and the challenges of balancing the supervisory role and how you as a supervisor will address what clinicians need to do differently to solve problems, to move outside their comfort zone, to be accountable, and to demonstrate honesty in their work.
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The Social Work Standards for Supervision (2008) outlines the expectations for supervisors, providing guidance on the supervisory relationship, the responsibilities of the supervisor, and ethical considerations. Reamer’s (1998) obligations of a supervisor further elaborate on the importance of ethical conduct in supervision, emphasizing the importance of promoting ethical behavior and addressing unethical conduct.
Supervisors hold a position of authority and power in the workplace, which presents both opportunities and challenges. On one hand, this power allows for the implementation of corrective and disciplinary action when needed. On the other hand, it can be challenging to balance this authority with the need to build a positive and supportive supervisory relationship.
In my experience as a supervisor, I have had to address situations where corrective action was necessary. For example, I once had to address an issue with a clinician who was not completing documentation in a timely manner. This was a significant concern as it impacted the quality of care provided to clients and put the agency at risk of non-compliance with regulations.
In addressing this issue, I drew on the Social Work Standards for Supervision (2008) to guide the conversation. I emphasized the importance of timely documentation in ensuring quality care for clients, and I also addressed the clinician’s responsibilities as outlined in their job description. I did not use my authority to threaten or intimidate, but instead, I sought to work collaboratively with the clinician to develop a plan to address the issue.
Reamer’s (1998) obligations of a supervisor were also relevant in this situation, as I needed to promote ethical conduct and address the clinician’s failure to meet their obligations. I provided feedback on how their actions were impacting clients and the agency, and I encouraged them to take responsibility for their actions and work towards solutions.
In balancing the need for corrective action with the need to build a positive supervisory relationship, I found that focusing on the issue at hand and seeking to work collaboratively with the clinician was most effective. By providing specific feedback on what needed to change and working together to develop a plan, we were able to address the issue while also maintaining a positive relationship.
In the course content, we have discussed the importance of providing constructive feedback and creating a culture of accountability in the workplace. As a supervisor, it is essential to provide feedback that is specific, actionable, and delivered in a supportive manner. It is also important to create a culture where accountability is valued and encouraged, and where clinicians feel comfortable seeking support and guidance when needed.
In conclusion, the interplay between the Social Work Standards for Supervision (2008), Reamer’s (1998) obligations of a supervisor, and supervisory authority and power can present challenges for supervisors. By drawing on these resources, as well as course content on providing feedback and creating a culture of accountability, supervisors can navigate these challenges while promoting ethical conduct and building positive supervisory relationships.
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