Training Program For Supervisors Research Articles

Recruiting and Training the Paraprofessional Cataloger

The author provides a model training program for library supervisors who face the challenge of recruiting and training paraprofessional catalogers. Included are a sample job description, a list of general competencies based on the training program, and a bibliography of training and self-assessment aids.

Police officers’ views on cultivating organizational commitment

Many studies over the past two decades have demonstrated that employees with low levels of organizational commitment (OC) tend to be less effective. Recent research has suggested that the OC levels of police officers in Australia and New Zealand are lower that the OC levels of police in other countries. In addition, more experienced officers (especially sergeants) have lower levels of OC than less experienced officers. Reports the results of a survey of Australian police officers’ views on improving commitment to the police organization. Overall, the officers suggested that OC could be enhanced if they received more support and encouragement from senior officers. Significantly, the supervisors in the sample were more likely to identify problems with the structure and processes of the organization, whereas nonsupervisors tended to identify personal issues. A major implication of these findings is that training and information programs for supervisors need to be revised and reinforced.

Measuring the Effects of a Manager-Supervisor Training Program Through the Generalized Performance of Managers, Supervisors, Front-Line Staff and Clients in a Human Service Setting

Abstract This study investigated the effects of a supervisor training program on the subsequent use of objective measures and

Postgraduate Supervision Practices: Strategies for Development and Change

ABSTRACT This paper describes strategies for enhancing postgraduate supervision procedures and practices developed at Sydney University in response to a national focus upon improving the quality of postgraduate research education. The results of needs analyses conducted in Departments and Faculties and amongst postgraduate coordinators, supervisors and students are reported, and the subsequent development of an ongoing and systematic training program for supervisors of postgraduate students is described. The structure of the program, training methods adopted, and participant evaluations of the constituent workshops and seminars are discussed. Finally, consideration is given to aspects contributing to or militating against the success of the program and to alternative or complementary strategies for improving the quality of postgraduate research supervision.

The influence of management training upon organizational climate: An exploratory study

AbstractThe influence of three management training programs (MT) for first line supervisors (foremen) upon organizational climate were evaluated using a questionnaire design with repeated testing and statistical controls. The main objective for two of the three MT programs under study was to change the organizational climate in a direction that would facilitate learning at work. Results indicate that the most process‐oriented training program did change the organizational climate, as perceived by the supervisors, but paradoxically in an apparently negative direction, especially as far as interpersonal conflicts and supervisorial skills were concerned. This finding is interpreted as reflecting changes in supervisors' perception of organizational climate without any necessary ‘real’ change in the climate itself. The supervisors' increased awareness of organizational climate factors was, on a theoretical basis, considered to facilitate learning at work, thus explaining the apparent paradox.

Curriculum Guide for Training Counseling Supervisors: Rationale, Development, and Implementation

A standardized curriculum that can be applied to a variety of supervisor training programs is presented. Suggestions for implementation and research are included.

Supervisor Training in Employee Assistance Programs:

The role of the supervisor in the constructive confrontation process has been established as central to employee assistance programs (EAPs) (Googins and Kurtz, 1980; Hoffman and Roman, 1984; Roman and Blum, 1988). Supervisors are in a unique position to identify troubled employees and intervene in a meaningful way. As a result, EMS have implemented supervisor training programs in order to enhance supervisors' skills in performing these tasks. These training programs have been implemented and accepted in virtually all EAPs (Trice and Belasco, 1968; Trice and Roman; 1972). Despite the general acceptance of supervisors and supervisor training as critical to the E M mission, there has been very little research in this area by E M professionals. Thus, with only a few notable exceptions (Googins and Kurtz, 1980; Hoffman and Roman, 1984; Trice and Beyer, 1981), supervisor training remains relatively unexamined despite its importance to the EAP field. This paper will present data from the first phase of a study project funded by the National Institute of Drug Abuse to study the effectiveness of supervisor training. In this first phase a national telephone survey of EMS was conducted to obtain an accurate picture of the extent and nature of supervisor training practices within EAPs. On the basis of these survey data, an analysis of current supervisor training practices will be presented with particular emphasis placed on recent changes in the EAP and training environments. Finally, a number of recommendations are offered to enhance the quality of current training programs and help in designing new programs to meet the changing needs of EAPs.

Developing Training Programs for Clinical Supervisors

Training for clinical supervisors is receiving increased attention within the field of psychology. This article describes the two methods of supervisors that have been predominant the past, transfer of therapy training and reciprocal experience, as well as the limitations inherent each of these. In order to design comprehensive programs for the present and future this article offers a description of three necessary components. For the first component, theoretical content, the authors provide an outline of relevant conceptual material which can be incorporated. The authors particularly emphasize and elaborate upon the value of the second component, simulated experience and relate this to the social psychological concepts of role taking and rites of passage. The third component, in vivo practice with actual supervisees, is described as the final phase of a comprehensive program of for supervisors.

External (Legal) Coercion and Internal Commitment: A Case Study of an Affirmative Action Training Program in Municipal Government

This paper describes the background, execution, and outcomes of the first year of an affirmative action training program for managers and supervisors in city government. Several pressures, e.g., long-standing hiring practices, militated against the program's success. The forces that facilitate the program included the legal pressure of Title VII, support from the city manager, an ordinance mandating that action be taken, the collaboration between the trainer (agency staff) and university consultants, and theoretical analyses of the issues. Several expected and unanticipated outcomes are described.

Home treatment of childhood diarrhea in Punjab villages.

Diarrhea was the main cause of death among pre-school children under surveillance in a combined nutrition and infectious disease control program in Punjab India. Case fatality rates were low (0.7-4.1 deaths per 1000 cases) but incidence was very high averaging 41.0 episodes per 100 children per month. Initial efforts at home treatment with oral fluid were not successful but an intensive training program for supervisors village level workers and mothers resulted in a significant reduction in mortality from diarrhea although the incidence was unchanged. Training emphasized classification of cases into treatment categories according to defined criteria and placing responsibility for treatment of all but the most severe cases in the hands of auxiliaries and mothers.(AUTHOR ABSTRACT)

A Training Program for Supervisors: Anatomy of an Educational Development

In mid-1970 the University of California at Santa Barbara (UCSB) initiated development of a training program for supervising teachers who work with student teachers. After three years of development work, UCSB produced a self-contained Instructional Supervision Training Program (ISTP) which has demonstrated its capability for advancing selected supervisory skills in both college and local school system contexts. A preliminary version of ISTP was tested in nine field sites across the U.S. in 1972-73. All told, sixty different scores were available for the analysis of training effects; fifty-three of the scores are in the desired direction and forty five were statistically significant. The preliminary version was subsequently modified on the basis of field test results and feedback from field test users.