Supervision Problems in Social Work - Term Paper Example

Supervision Problem One of the supervision problems that may affect social work is on social undermining. Social undermining refers to the expression of negative words or emotions to a particular employee, or individual. On most occasions, the intention of social undermining is to prevent the employee under consideration from achieving his goals, or the goals of the agency under consideration (Lymbery, 2007). Social undermining may also involve favoring other employees, at the expense of another employee, who is qualified and capable of doing the work under consideration. On major occasions, social undermining is always reflected through the words of mouth. For example, the supervisor may be involved in making degredatory remarks and negative personal comments on a member of staff (Mizrahi, 2008). The following is a case study example on this concept of social undermining. “My supervisor constantly abuses me in front of my colleagues, always making negative comments regarding the quality of my work”. This is an aspect of social undermining, because the supervision does not recognize the input of the employee, and she constantly abuses the employee. It is possible to explain this relationship through the concept of parallel process in supervision. This is a concept that occurs, when the supervisor responds in a similar manner that an employee responds to him or her. Under this case study example, it is possible that the employee was previously undermining the supervisor. 2. Behaviors One important effect, which is cognitive in nature, is the loss of self esteem on the employee. For example, by continuously shouting on the employee, and speaking negative words against him or her, the employee under consideration would lose his or her esteem. Another cognitive effect that this problem will produce is depression (Freeman, 2011). Chances are high that the employee under consideration would be depressed, due to the feeling that he or she is not appreciated at the work place, or even the uncertainties on the thoughts that his or her colleagues have on him. Furthermore, the employee would also develop some psychosomatic symptoms. These are some physical diseases that may develop because of stress or depression and examples include back pains, high blood pressure, etc. Furthermore, social undermining has the capability of reducing the effectiveness of the worker, hence undermining the ability of the agency to meet its objectives (Kadushin and Harkness, 2002). Furthermore, social undermining has the capability of bringing hatred and distrust between the worker and the supervisor. This is very negative to an organization or agency that values team work as an important concept that can be used in meeting its objectives. Based on these facts therefore, this problem of social undermining is of great concern to the agency under consideration. 3. The Impact from the Systems Perspective Social undermining has a grave effect on the system. It plays a role in the development of a negative image or perception about the organization from the clients of the agency. This is dangerous, because an organization may fail to create a collaborative relationship between itself, and its clients. It is important to explain that without collaboration, chances are high that an agency may fail to meet its objectives, or identify the different needs that the clients of the agency under consideration have (Lymbery, 2007). This would make it very difficult for the organization to come up with the best policies or initiatives that can help in meeting the needs and desires of its clients (Mizrahi, 2008). Furthermore, if the client under consideration is a donor, then the agency is at risk of losing such kind of a client, mainly because of the negative perceptions that the donors may have towards the employees of the organization. It is important to explain that clients normally like working with organizations that are keen on following the various ethical standards that guide social work (Freeman, 2011). This is because the discipline in itself is aimed at serving the community or the society. Clients believe that an organization that values ethics, would not allow vices such as social under mining to take place. As mentioned earlier, social undermining also has some negative effects on the supervisee. These effects can either be cognitive or behavioral. Cognitive effects normally occur from the brain, and they are depicted from the emotions depicted by the supervisee. These effects would include development of stress, depression, and loss of self esteem (Kadushin and Harkness, 2002). This situation is very dangerous to the supervisee, mainly because they can develop some medical conditions, such as high blood pressure, back pains, etc. These are conditions referred to as psychosomatic symptoms. Furthermore, because of these cognitive responses, the supervisee may become inefficient in his or her duty, or even resign from their position. This would impact negatively to the agency, because it may be unable to meet its objectives. Furthermore, resignation of an employee would increase the administrative costs of the agency, because it will be forced to replace the employee under consideration (Freeman, 2011). Recruitment of new employees is an expensive process that has the capability of increasing the administrative costs of the organization. Social undermining also has a negative effect on the supervisor. For instance, the supervisor may start associating with people who have the same opinion towards the supervisee who is undergoing social undermining (Lindsay, 2009). This is an aspect which is referred to as confirmation bias, and it involves associating with people who share the same opinion. This is very dangerous to the agency, mainly because it would cause division within the work place. This would frustrate the capability of the agency to issue out its services in an effective and efficient manner. 4. Supervisor Intervention The first step in resolving this problem is discouraging gossip. Gossip is a very unethical behavior that is highly discouraged in a work place environment. This is because it has the capability of creating prejudice and discrimination on the victim. These are some of the unethical behaviors that are discouraged by the code of ethics which govern social work (Freeman, 2011). It is important to explain that new employees are always subject to gossip, and this is because they normally require guidance from senior employees. An employee who is not quick to adapt to the working conditions and culture of the organization, may receive some negative feed backs from their supervisors, and they may be subjected to gossip (Freeman, 2011). The organization should therefore find a way of reducing these gossips, and this is by creating a complaints box, where employees subjected to gossip can drop their accusations, and action should be taken by the management. The second step is for the management to be approachable, and allow its employees to address their concerns directly (Mizrahi, 2008). Employees who normally feel that the management are listening to them, normally have a sense of empowerment, hence they will have the confidence of reporting any negative issues that the organization faces. In case these problems arise, the management should look for a responsible employee, who should act as a guardian of an employee that is undergoing through social undermining (Freeman, 2011). Furthermore, the management should warn the people involved, and in extreme cases, the management should terminate their employment. Before terminating the employment of the employee under consideration, the management should take some time, and privately discuss with the supervisor, concerning his or her behavior. Some employees may be very receptive, and willing to change (Kadushin and Harkness, 2002). If the supervisor is unwilling to change, then his or her employment contract should be terminated. It is an ethical practice under social work, for the management of an agency to hear the defenses of the accused before carrying out an action. Furthermore, those who are guilty have to be warned, before any punitive action is taken. The fourth step is the development of boundaries, regarding work ethics and relationships. The management should come up with clear policies and guidelines on how its employees should interact and associate with one another. These interactions must be of mutual benefit and respect to another. Furthermore, the management should communicate these guidelines and policies in a clear manner. References: Freeman, E. (2011). Narrative approaches in social work practice a life span, culturally centered, strengths perspective. Springfield, Ill.: Charles C. Thomas. Top of Form Bottom of Form Kadushin, A., & Harkness, D. (2002). Supervision in social work (4th ed.). New York: Columbia University Press. Top of Form Bottom of Form Lindsay, T. (2009). Social work intervention. Exeter [England: Learning Matters. Top of Form Bottom of Form Lymbery, M. (2007). Social work a companion to learning. Loa Angeles: SAGE. Top of Form Bottom of Form Mizrahi, T. (2008). The encyclopedia of social work (20th ed.). Washington, DC: NASW Press ;. Read More