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She was not afraid to share personal experiences, within levels of appropriate professional conduct. For example, when one Hispanic family with a son with a visual impairment expressed their frustration with dealing with their son's doctors, she took a special interest in their case. She referred them to appropriate agencies that could provide them with resources to deal with their son's condition and she also stressed the need to be an advocate within the school and medical systems. Ask questions, don't be afraid to repeat something if it isn't clear -- don't be ashamed if your English is not perfect, she counseled. She was sensitive enough to suggest when Hispanic families might need a translator, when dealing with legal or school administrators, if she knew that she or another Spanish-speaker would not be present during a meeting.
Competencies
Even for the supervisor I shadowed cultural barriers, such as cultural beliefs that denied physical or emotional complaints could be difficult to overcome. Also, there was often a resistance amongst Hispanic families in particular in applying to the authorities for help, out of fear of being treated with prejudice, as failures, or as illegal. Overall, I would say the greatest strength of this supervisor was her sensitivity to the concerns of the clients, 80% of whom were Hispanic. Many of these individuals seemed to have had bad experiences with the authorities...
government. This lack of trust often seemed to be a motivating factor for families of Hispanic origin not seeking out extra help, but because of the type of cultural as well as practical advice and knowledge she was able to give, this seemed to change, even over the course of a single interview.
Many of the individuals being interviewed or advised for the first time were initially leery of my presence. However, those who trusted her accepted my presence without questioning, indicating the level of trust and good will she had established with her clients. I also observed the confidence and trust shown by the individuals she oversaw 'in the field.' On a personal level, shadowing her was an inspiring indication of how personal experience can be deployed in an unforced fashion to create bonds in a meaningful and constructive way so that clients are more fully confident to deal with the challenges of having a child with special needs in their family. This caseworker was also able to take the approach of healing 'the whole family.' She often suggested enriching afterschool programs for children not directly under her supervision, but still within the challenged child's family, and suggested additional educational and vocational support services that might be helpful for the parents of the child's family.
Divorce is often a messy emotional as well as legal matter, and divorced women were often uncertain about the amount of time and energy they wanted to devote to securing child support payments. Women who had separated from abusive spouses were also uncertain as to how much time and energy they wished to devote to a relationship they wanted to forget, regardless of the possibilities of financial remuneration. Recent
By improving their self knowledge, leaders can change and develop as leaders of people. Clinical supervision for leaders is sometimes called administrative clinical supervision. This is managerial clinical supervision with a focus on problems related to leadership and organization of work, particularly human relations issues. Administrative clinical supervision makes use of experiential learning focused on oneself and one's work (Sirola-Karvinen and Hyrkas, 2008). Administrative clinical supervision means clinical supervision for
In essence, the program will help meet the physical, emotional, psychological, and spiritual needs of crime victims in the remote areas in South Carolina. Generally, the program is expected to have several impacts such as helping rural crime victims through increasing the services provided to them by Victim Service Programs. Secondly, the programs will help in increasing the number of rural crime victims who can access victim assistance programs. Third,
South Australia Ambulance Service Organizational Behaviour Case Analysis Who Ray Main should develop a system which empowers the culture of organization along with the shift towards automation and excellent customer service. Has to do what The leadership of South Australia Ambulance Service is required to do the following: To set a strategic direction for SAAS this would be compatible to the new strategic plan. Meet the service expectations of the clients by focusing more on efficient customer
Social equity is a key issue of public administration and forms the basic theme of the 2013 "Social Equity Leadership Conference," in June. This white paper discusses the key goals of the conference based on the conference issue for social equity as global engagement and local responsibility. These are the issue facing social equity among domestic and global public leaders in public and private agencies in the education, immigration,
Social & Ethical Issues in Management Brief Background/History of Corporation Epitech is a technology company that creates and develops software for administrative use for other corporations. The company was founded in the year 2009 and has since then grown to become one of the renowned software technology companies in the region. The headquarters of the company is situated in the state of Virginia. The company is best known for its Omega software