Professional Documents
Culture Documents
Supervision and Management
Supervision and Management
No
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Contents
INTRODUCTION
SupervisionDefinition
Objectives
Nature and scope of supervision
Purposes
Principles
Salient Features of supervision
Common supervisory methods
Principles applied to nursing
Supervisor
Qualities of a good supervisor
Functions of a supervisor
Steps in supervision
Types of supervision
Methods of supervision
Tools of supervision
Techniques & process of supervision
Factors of effective supervision
Problems of Supervision
Responsibilities of the nursing
supervisor
JOURNAL ARTICLE
CONCLUSION
BIBLIOGRAPHY
Page no.
Supervision is the name given to the activities that contribute to the achievement of
the goals of the plan prepared by the administrator. As stated earlier, it is a function of
the organisation, which operates in an organisational structure. Sometimes it is difficult to
draw a distinction between administration and supervision. The best way to distinguish
between them is that according to their purposes. ff the purpose is to improve instruction
then the activity may be termed as supervision. Whereas, the purpose of activity is
primarily concerned with areas other than improving instruction, then the activity could
be termed as administration. (J E marks, Emery Stoops, Joyce King-Stoops 1978). The
supervision was earlier conceived as inspecting and fault finding with subordinates. The
modern concept of supervision is to guide, and help the subordinates in their work by way
of training, demonstration, checking, individual counselling and guidance.
Supervision
is an ongoing process invariably interwoven with motivation,
performance appraisal as, staff development and leadership. Supervision includes inspecting
the anothers work, evaluating her or his performance, and approving or correcting
performance, supervision creates anxiety for seen and overseen.
The effectiveness of workers depends largely on the supervision they reserve. In
otherwords, quality of work is directly related to the degree of supervision. High
degree of supervision improves the quality of work, poor supervision leads to poor
work. Good supervision is facilitative, because knowledgeable overseen inspects work in
progress and can remedy inadequate performance before serious consequences develop.
PRINCIPLES OF SUPERVISION
1. Supervision should not overburden any individual or group.
2. Supervision should not exert undue pressure, causing unreasonable pressure for
achievement, results in low performance and low confidence in the supervisor.
3. Supervision should be general and not close.
4. Supervision should be professionally and technically competent for his/her success
in career.
5. Supervision calls for good planning and organisation, which ensures good
planning, organising and co-ordination.
6. Supervision is a process of co-operation and co-ordination.
7. Supervision needs to understand the problems and situations.
8. Supervision should create suitable climate for productive work.
9. Supervisors should communicate with workers freely for their effective
supervision, i.e. good communication is essential for supervisor.
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10.
11.
12. Supervision should encourage innovation allowing free flow of ideas and share
positive experiences of personnel.
13. Supervision should ensure staff development, i.e. it should focus on continued and
sustained staff growth and development.
14. Supervisors are always accountable for the performance of their subordinates
under his/her sign of control.
15.
16. Supervisors are required to help the workers develop the right attitude, i.e. by
adapting positive and supportive attitude rather an attitude of inspection.
17. Supervision should provide necessary counselling, guidance and training to staff.
18. Supervisors are responsible for checking and guidance.
19. Supervision should encourage deserved staff and decision making.
20. Supervision should provide good leadership. The good leadership is a part of good
supervision.
ii.
iii.
WHO IS SUPERVISOR?
A supervisor is a person who is primarily incharge of a section & is responsible for both
quality & quantity of production, for the efficient performance of the equipment, & for the
employees in his charge & their efficiency, training & morale
A supervisor drives authority from the departmental head for getting work done from the
workers by using the resources of the enterprises.
He issues instructions to the workers, directs their activities & reports to the department
head on the performance of his section
.
QUALITIES OF A GOOD SUPERVISOR:
The qualities of a supervisor derived from the personality characteristics and professional
competence, will include:
Trained person
Understand the training background and ability of the supervised.
Good knowledge, the local practice
Good in health, skills in T.G & have pleasing manner
Good listener.
Supervisor should have leads examplenory life
Creative enthusiasm
Just impartial human, tolerant and tactful
Helpful
Forcefulness, integrity and firmness.
Full awareness of the job and the rules and regulation.
Full awareness of existing situations.
Intelligence and willingness to grow.
Good power of judgement, impartial understanding of others', emotions, attitudes and
feelings and quickness in recognizing achievements of subordinates.
Ability to delegate duties and responsibilities; the right job to right person.
Continuous guidance, cooperation and coordination.
Sympathetic attitude and good listening.
Willingness to adopt new policies and accept changes if necessary.
Maintain good health, possess self-confidence, self control, enthusiasm for work and
human interests, human relations.
Ability to communicate information skilfully and tactfully, maintain two-way
communications
Ability to work with others and establish a climate of rapport.
Ability to inspire and take immediate action.
Update professional knowledge of the activities, techniques and procedures.
Objectivity, impartiality, approachability,fair discipline, loyalty and fairness in dealing.
Trustworthy and trust others and respect members.
Command respect from members and support member's ideas.
Has originality and initiativeness.
Humble and willing to accept his mistakes.
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SUPERVISION CONSIST OF
Leadership
Motivation
Communication
Evaluation
FUNCTIONS OF SUPERVISOR:
A. Administrative
B. Educative
C. Communicative
D. Evaluative
A. Administrative:
Assignment of the work loads of individual and groups according to the level of physical
and mental competence (or) preparing the duty roaster.
Identify the needs for supplies and equipment and providing materials and supplies to
facilitate the staff performance.
Identify the problem and helps to solve.
B. Educative:
Orientation
Teaching subordinates
Plan and conduct in service education program
Ensuring staff developments
C. Communicative
The supervision act as a communicator between the staff and authorities and other health
team members.
She facilitates communication
She should encourage free communication among persons between worker and community
representatives and members of health team.
D. Evaluative:
Supervisor is supposed to carryout performance appraisal of all the staff this
include identify the cause of difficulty.
Providing C E and guidance.
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STEPS IN SUPERVISION:
When supervision is needed the suprvisor has to make plan for supervision by using certain
steps to follow.
1. Defining of the job to be done
2. Selection and organization of supervisor activities based on available resources.
3. Anticipation of difficulties
4. Establishment of criterion for evaluation determining what extent the programme has met
problem / objectives according to plan.
1.
Definition of the job refers to that supervisor should know his position clearly
whether he/she is in line or staff position. The line position is administrative
character and the staff position is advisory and consultative. Usually the definition
of job requires an understanding of the general and specific objectives of his job, and
extent and limits of authority inherent in his/her position and the supervisor also should
be aware of problems and needs of the community as well as qualifications, qualities
and problems of the personnel.
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2.
3.
METHODS OF SUPERVISION:
(1) Technical vs. creative supervision
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Checklist
Rating scales
Nurses reports
Nursing rounds
Job descriptions
Personnel policies
Staff educations
TECHNIQUES OF SUPERVISION
A technique is a way of doing something. Techniques vary with the personality and
ability of the individuals who are being supervised, the activities that are being
performed under supervision and the immediate circumstances.
Any technique used for supervision must be based on sound democratic
psychological principles which takes account the nurses individuality.
Techniques of Supervision includes:
1. Group conference
2. Individual conference
3. Anectotal records
4. Initial conference
5. Control of early experience
6. Assistance with bedside care
7. Reassurance
8. Supervision of nursing procedure
9. Conferences-Individual,groups
10. Incidental teaching
Example as a method of teaching
Answering and asking questions
Demonstrationof desirable performance
Positive suggestions
Making an opportunity for observation of unusual symptoms.
PROBLEMS OF SUPERVISION
PROBLEMS IN NURSING SERVICE:
There are no perfect nursing service programs/situations without any problems
1. Shortage of nursing personnel.
2. Individual differences among personnel in interests, capacities and abilities.
3. Lack of information, insight and understanding of changes and developments in the
interest of the continuance and improvement of nursing.
4. Lack of clearly defined assignments, multiple responsibility and lack of planning on the
part of those to whom personnel is responsible
5. Outdated policies, procedures and guides to workmanship which cause them to be
disregarded and unused.
6. Inadequate, unsafe, and defective equipment.
7. . Ill health in the part of personnel
8. Undesirable personnel characteristics with special attention to attitudes.
COMMON PROBLEMS IN COMMUNITY HEALTH NURSING SUPERVISION:
1. Problems inherent to budgeting, planning and timing.
2. Personnel problems including problems of poor performance.
3. Grievances
4. Lack of financial resources.
5. Lack administrative support
6. Staff members who are inflexible and resist any type of change
7. Assignment to projects other than those committed to perform
8. Lack of political support
9. . Staff members who do not accept or support the program goals.
10. Conflict within the nursing unit itself
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11. Inability to proceed (for many reasons) because the timing is wrong
12. Inability to hire qualified personnel.
13. .Changes in program priorities.
14. Other issues can include anything from can rental, uniform allowance, security of the
staff within the community, need for supplies and equipment, duplication of services
provided by another organization.
Responsibilities of the Nursing Supervisor
Since supervisor usually will be the middle level manager, has got upward
downward responsibilities. The upward responsibilities will include:
and
Assign duties and responsibilities to right nurses to perform right job at right time.
Help nurses perform their job effectively,when needed.
.Arrange for their leave, day off and rotation plans.
Appraise the nurses performance for guidance.
Help the nurses adjust to situations when needed.
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Assist the nurses to take pride in their work, urging them to do their best with
dedication, human concern and sense of involvement.
Help them develop value system that would be beneficial to clients at all levels.
Develop spirit of dedication, teamwork, cooperation among the workers.
Take suitable steps to maintain high standard of performance at all levels.
Supervision in Field Setting
The following are the activities of supervision in the community health setting.
i. Home visiting: Home visiting along with the staff is one of the best ways in
supervision. The purpose of visit is to help and guide the staff. The frequency of
visit will depend on the need of the individual, or the request from individual or the
amount of time available for visiting. During home visiting the supervisor is
expected to make observations on:
The approach to the family,
The action taken by the nurse to meet the problem,
Standing orders are observed adequately,
The response of the health teaching did previously,
The plan made with the family about further course of action,
The nursing technique followed, and
Whether all aspects of the health problem dealt or not.
ii. Clinic visiting: Supervisor is also expected to visit the clinic, where she/he has to
make observations on:
Clinic set-up,
Sterilisation of equipments,
Nursing procedures being carried out,
Clinic records,
Health teaching being carried out, and
Supply, storage and maintenance of drugs and supplies.
iii. Visit to school and community: Supervisor is also expected to visit school and
related community organization, for:
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CONCLUSION
Supervision means overseeing the employees at work. It has been defined as the
authoritative direction of the work of one's subordinates. It is a necessary concomitant of
their hierarchical organisation in which each level of subordinate to the one immediately
above it and subject to its, orders. Workers at the intermediate levels of the organisation
supervise as well as are supervised. They supervise the work of those immediately below
them and their own work is subjected to the supervision of their superior officers. At
the lower level of the organisation, however supervision occurs in its pure form over the
first line workers who in their turn supervise on one else's work. . It is a continuous
process in which atmosphere of cordiality, mutual trust, respect and linking is essential
for the creation of positive relationship between the supervise and supervisor. The modern
concept of supervision is to guide and help the subordinates in their work by way of
training, checking, individual counselling and guidance.
JOURNAL ARTICLE
The effectiveness of clinical supervision in nursing: an evidenced based
literature review
AUSTRALIAN JOURNAL OF ADVANCED NURSING Volume 25 Number 3
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Authors
Scott Brunero
RN, DipApSc, BHSc, M.Nurs (Nurse Practitioner)Clinical Nurse Consultant, Liaison Mental Health Nursing, Prince of Wales Hospital,
Nursing Education Research Unit (NERU), Edmund Blackett Building, Sydney, New South Wales, Australia.
Jane Stein-Parbury
RN, MEd, PhD, FRCNA Professor of Mental Health Nursing, South Eastern Sydney and Illawarra Area Health Service and University of
Technology, Sydney, New South Wales, Australia.
Objective
Clinical supervision (CS) is attracting attention in the Australian nursing context with efforts
underway to embed CS into mental health settings and to extend it to the general nursing population.
The purpose of this paper is to review the available evidence regarding the effectiveness of CS in
nursing practice in order to inform these efforts.
Method
Relevant literature was located by first accessing research articles in peer-reviewed publications that
related to CS and nursing. A total of 32 articles were retrieved. In selecting articles for review, the
following criteria were then applied: the article reported an evaluation of the effectiveness of CS; the
participants in the study included qualified nurses (not students or generic health care workers); the
approach to CS was clearly described; and, the method of data collection and analysis, either
quantitative and/or qualitative, was explained in detail.
Results
Of the 32 studies identified in the literature 22 studies met the inclusion criteria. One feature that
differentiated the studies was research method, for example, pre-post design; and, articles were
initially grouped by method. The reported outcomes of the studies were then categorised according to
Proctors three functions of CS. The results of the studies demonstrated that all three functions,
restorative, normative and formative, were evident. The restorative function was noted slightly more
frequently than the other two functions.
Conclusions : There is research evidence to suggest that CS provides peer support and stress relief
for nurses (restorative function) as well a means of promoting professional accountability (normative
function) and skill and knowledge development (formative function).
BIBILIOGRAPHY
1. Jogindra Vati. Principles and practice of Nursing Administration(2013) .Jaypee
publications.
2. Anoop.N, Chetan Kumar, M.R, Deepak.K , A Text book on Nursing Management,2011.
3.Basvanthappa BT, Nursing Administration, 2nd edition,Jaypee publications.
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