Supervisory Leaders Research Articles

Administrative empowerment strategy and its role in crisis management and exceptional circumstances From the point of view of the supervisory leaders of the Coastal Municipalities Water Utility in the Gaza Strip governorates

هدفت الدراسة إلى التعرّف على دور استراتيجية التمكين الاداري في إدارة الأزمات والظروف الاستثنائية كدراسة مسحية على القيادات الإشرافية لدى مصلحة مياه بلديات الساحل بمحافظات قطاع غزة" واستخدمت الدراسة المنهج الوصفي التحليلي، والاستبانة أداةً لجمع البيانات؛ وللإجابة على تساؤلاتها واقتصر الباحثان في الدراسة على المناصب الإشرافية والمكونة من (30) مفردة وقد توصّلت الدراسة إلى جملة من النتائج كان أهمها أن هناك موافقة كبيرة من مفردات عينة الدراسة حول دور استراتيجية التمكين الإداري في إدارة الأزمات والظروف الاستثنائية لدى المؤسسة، حيث بلغ المتوسط الحسابي العام لجميع محاور الاستبانة ما قيميته (3.91)،وكانت النتائج بترتيب الأولويات التي حققت استراتيجية التمكين الإداري كالتالي: (التفويض، المشاركة في اتخاذ القرار، التدريب، تحفيز العاملين، والاتصال الفعال). وأوصت الدراسة مجموعة من التوصيات أبرزها: يجب على الإدارة العليا منح العاملين استقلالية أكبر للعمل خلال فترة الأزمات والظروف الاستثنائية، ومنح السلطات الكافية للعاملين للتغلب على الأزمات والظروف الاستثنائية.

NASW’s Supervisory Leaders in Aging: one-year practice change outcomes of an innovative training program for social work supervisors

ABSTRACT Social work supervision addresses professional development, staff support, and management of direct service workers. It is important in aging-services settings because of the impacts of complex and evolving biopsychosocial forces in clients’ lives. This article presents findings of the Supervisory Leaders in Aging (SLA) study based on data available one-year post completion. SLA is a 30-hour certificate program for supervisors from aging-services settings addressing best practices in supervision of gerontological practice. The study compares participants’ self-assessment of use of supervisory best practices before attending a 3-month workshop series and at two times following graduation. This article reports findings from the analysis of data provided by 114 out of 129 supervisors who completed the program. Participants increased the frequency of use of best practices at both three and 12 months after graduation. These increases were conceptually meaningful and statistically significant among participants who were low users of best practices prior to the program. SLA has led to significant adoption and maintenance of supervisory best practices among participating social work supervisors and especially among those who have not previously adopted routine use of best practices. The interactive small-group learning activities of SLA’s educational model should be promoted and the curriculum of best practices should be further refined and tested as SLA is implemented in other communities.

Development and validation of a measure of supervisory best practices in gerontological social work

Agency-based supervision is essential to skilled practice and staff retention, directly impacting the quality of services. The Supervisory Leaders in Aging (SLA) program was designed to strengthen supervision of the aging services workforce. SLA was implemented in four states and trained 134 social work supervisors. The purpose of this study was to develop a novel, comprehensive, and practice-informed measure of supervisory best-practices in gerontological social services. The primary outcome for the SLA program was the Practice Inventory for Supervision in Aging Services (PISAS), which evaluated the frequency of recent use of best practices as identified by the project team and vetted by instructors and an interdisciplinary advisory board. Reliability and confirmatory factor analyses were conducted to examine its psychometric properties. Findings demonstrated the scale had good internal consistency reliability (ɑ = 0.88). Confirmatory factor analyses indicated a three-factor solution, 1) Gerontological Social Work Skills, 2) Program Development Skills, and 3) Supervision and Leadership Skills, accounting for 72% of the variability in the 27 items. Gerontological Social Work Skills captured best practices regarding mental health in late life, heightening awareness of elder abuse, and working with families. Program Development Skills captured assessment, measuring outcomes, and translating evidence into practice. Supervision and Leadership Skills captured individual supervision, group supervision and leadership in interdisciplinary practice. Results indicated that PISAS is a reliable and valid measure of use of best practices in gerontological social work supervision. Further implications and limitations of this measure in assessing outcomes of gerontological education and training programs are discussed.

Towards a Theory of Critical Consciousness: A New Direction for the Development of Instructional and Supervisory Leaders

COVID-19 and the demand for racial justice caused the dark underbelly of white supremacy to be laid bare during 2020. These events call for a reexamination of the ontological and epistemological frameworks in academe and specifically within the field of educational leadership. The legacy of white supremacist ideology prevails as the existing and accepted ontological and epistemological perspectives of history offered in PreK-12 through post-secondary education. The political, economic, and social context highlights the need for instructional and supervisory leaders to be culturally responsive school leaders. This requires that programs preparing these leaders must grapple with and problematize the existing narratives purported in PreK-12 and post-secondary education; and recognize that racism, implicit bias, discrimination, and anti-Blackness are foundational issues in the field. Reimagining preparation programs by incorporating critical theories and liberatory praxis to support the development of culturally responsive instructional and supervisory leaders is imperative.

Addressing Dehumanizing Mathematical Practices: Using Supervisory Leaders’ Experiential Knowledge to Transform the Mathematics Classroom

Deficit language concerning historically marginalized students pervades much of education today. Black, Brown, and Indigenous children experience marginalization and dehumanizing practices in classrooms instead of participating in a safe space to learn and grow. For this paper we employ a crucial component from Critical Race Theory to address systemic racism in schools: we listen to the lived experiences of professionals of color. These personal narratives open avenues for social justice through critiquing current and historical political, economic, and sociocultural practices and policies. This study examined how four Black collaborators – one high school principal, one middle school principal, one elementary principal, and one special education teacher – each with decades of instructional experience, address four key dehumanizing practices students of color experience in classrooms across the country in their own supervision practices.

Supervisory Leaders in Aging: One-Year Practice Change Outcomes of Innovative Training Program

Social services for older adults are instrumental in addressing vulnerabilities associated with aging. Yet, practitioners report needing expanded geriatric knowledge and enhanced supervision. Agency-based supervision is essential to skilled practice and staff retention, directly impacting the quality of services delivered by the teams they support. The Supervisory Leaders in Aging (SLA) program of the National Association of Social Workers (NASW) was designed to strengthen supervision of the social service workforce. The SLA program, adopted in four states (IL, FL, MD, and NY), trained 134 MSW supervisors who support 1,200 social service staff, aimed at enhancing the well-being of 264,000 clients annually. This paper reports newly available final outcomes data from the 3-year implementation study of SLA. Trainees self-rated use of relevant supervisory best-practices was measured with novel 30-item instrument which captured frequency in use of supervisory best practices. The measure was administered prior to the first session and at three and twelve months after the final session. Comparisons of ratings across time periods demonstrate a range of positive and significant increases at the end of program workshops (0.12–0.56; mean of 0.30 points) and after one year (0.18–0.53; mean of 0.34 points). Supervisory best practices were maintained by those who already engaged in these behaviors, and participants who previously underutilized best practices adopted and maintained these behaviors as a result of the workshops. Implications of this tested model for enhancing workforce capacity will be discussed, including variation of impacts by supervisor characteristics and retention of learning gains over time.

NASW’s Supervisory Leaders in Aging: An Acceptable and Feasible Model for Training and Supporting Social Work Supervisors

Social services are instrumental in addressing challenges associated with aging. Yet, practitioners report needing expanded gerontological knowledge and better supervision. The Supervisory Leaders in Aging (SLA) program of the National Association of Social Workers (NASW) was designed to improve gerontological services by strengthening supervision of the social service workforce. With support from the John A. Hartford Foundation, the program was adopted between 2015 and 2017 in four regions, where NASW trained 134 MSW supervisors who support 1200 social service staff, potentially enhancing the well-being of 264,000 clients annually. The SLA curriculum and in-person educational approach constitute a model for supervisor professional development. Quality improvement evaluations suggested feasibility of program adoption and acceptability. Participants rated each of 10 workshops and 97% agreed that instructors were effective, that knowledge was expanded, and that content was relevant, appropriate, and likely to be used. Implications of this model for enhancing supervisory practice are discussed.

Idea Adoption in Workplace Innovation: Scale Development and Initial Validity Evidence

Despite the importance of workplace innovation, the adoption of creative ideas at workplace level has received little attention owing to a lack of measures for idea adoption. The purpose of this study was to develop and validate a scale that measures the process of idea adoption. More specific, the scale assesses the behavior of supervisory leaders in terms of idea openness, selection and application. Three studies were conducted to develop the idea adoption scale and investigate its psychometric properties (Study 1, n = 326); establish concurrent, convergent and divergent validity (Study 2, n = 334); and assess test-retest reliability over a three month period (Study 3, n = 189). The findings showed that the full idea adoption scale and its subscales have good psychometric properties: the three factor structure was supported and scales showed internal consistency and retest reliability. Furthermore, the scales’ associations with other variables provided initial evidence for concurrent, convergent and divergent validity. Several recommendations are made for the application of the scale in research and practice.

Acting and performing: influences of manager emotional intelligence

PurposeThe purpose of this paper is to examine the predictive role of manager emotional intelligence (MEI) with regard to emotional labor efforts and outcomes relationships. Testing evaluated the influence of MEI on the effects of emotional labor activities employed by subordinates (e.g. surface and active deep acting).Design/methodology/approachRelationships were examined between the emotional labor efforts employed by subordinates and their levels of depressed mood, as well as the supervisory leaders’ evaluations of the subordinates’ emotional performance resulting indirectly and directly from the emotional labor activities. Specifically, hypotheses that MEI will influence the performance of emotional labor and the effects of such activities on depressed mood and emotional performance were tested.FindingsFindings indicate that MEI moderates the impact of depressed mood on emotional performance.Originality/valueThis research adds to the emotional intelligence literature and enhances practical understanding of how organizations dependent on relationship-oriented, successful customer care can sponsor employee actions that facilitate results.

The Role of the Culture Management of Total Quality on the Organizational Performance of the Sports Federations, the Arab Republic of Egypt

The research aims to determine the role of the culture management of total quality on the organizational performance of the sports federations in the Arab Republic of Egypt. The researcher used the descriptive approach with the survey manner because it is suitable for achieving the goals of research. The research community is presented in the managerial and supervisory leaders, employees and beneficiaries of the sports federations in the Arab Republic of Egypt. The basic research sample consisted of (95) of the individual members of the board of some sports federations, their employees and beneficiaries of the services of the federations. The researcher designed a questionnaire as a tool for collecting data. It was applied on the sample in the period from 16/4/2016 to 16/6/2016. The research has come to a set of results, most notably: The directors of the sports federations in general care about the dissemination and application of all the overall quality in a medium degree. Also, the trends of managers about the level of organizational performance associated with the performance of human resources in general came in a medium degree. There are also statistically significant differences to the dimensions of the whole total quality management (TQM) represented in the convince of the top management of the sports federations with the culture of total quality management, participating and motivating the employees in the federations. In addition to training and qualifying the employees, making decisions based on the data, the ability to communicate effectively, strategic planning and the continuity of improvement of the level of performance of the sports federations. In light of the findings of the research, a set of recommendations are provided. They aim to establish the concept of the necessity of the adoption of the sports federations and taking into account the culture of total quality management and its dimensions in a comprehensive and meaningful to improve the organizational performance

Training Effectiveness at PT XYZ Using Kirkpatrick Model and Return on Investment of Training (ROI-Training)

The goal of the research was to evaluate the effectiveness of Kirkpatrick model and Return on Investment of Training at PT XYZ. Observation was applied to this research. The result has shown several facts such as trainee’s feedback score was 4,62 above 4,10 as required by the company in terms of reaction, the average final exam score was 3,66 above 3,00 as required by the company in terms of learning, the trainees’ superiors’ feedback score was 3,53 above 3,00 as required by the company and Return on Investment of Training (ROI-Training) was 58,88% above 15% as required by the company. With these results, the company can conclude that the program is effective in nurturing its supervisory leaders.

PENGARUH PENGAWASAN PIMPINAN TERHADAP DISIPLIN KERJA KARYAWAN PADA PABRIK MESIN INDUSTRI KECAMATAN GEGER KABUPATEN MADIUN

This study aims to determine Supervision Leadership in Plant Engineering Industry, to know Discipline Employees in Industry Machinery Factory, as well as to determine whether or not Influence Between Monitoring Employee Discipline Leader Against the Machine Factory Geger Madiun County Industrial District. This research uses design conclusive studies. Data collection using questionnaires, observation, documentation and data analysis using linear regression correlation test, F test and t test. The results showed that the supervisory leaders have influence at the same time a positive relationship to discipline employees working at Plant Engineering Geger Madiun County Industrial District. It can be seen from the results of linear regression analysis of Y = 11.277 + 0.840 X. This means that if the leadership supervision increased by 1%, the discipline of employees will increase by 0.840% if other factors held constant. Based on the hypothesis testing results obtained from the correlation test showed that rhitung is 0.6727 while the value rtabel at N = 30 is 0.361. Thus H0 is rejected, meaning that there is difference between the effect of supervision led to the discipline of employees at Plant Engineering Geger Madiun County Industrial District.

Patient safety climate (PSC) perceptions of frontline staff in acute care hospitals

Increased awareness regarding the importance of patient safety issues has led to the proliferation of theoretical conceptualizations, frameworks, and articles that apply safety experiences from high-reliability industries to medical settings. However, empirical research on patient safety and patient safety climate in medical settings still lags far behind the theoretical literature on these topics. The broader organizational literature suggests that ease of reporting, unit norms of openness, and participative leadership might be important variables for improving patient safety. The aim of this empirical study is to examine in detail how these three variables influence frontline staff perceptions of patient safety climate within health care organizations. A cross-sectional study design was used. Data were collected using a questionnaire composed of previously validated scales. The results of the study show that ease of reporting, unit norms of openness, and participative leadership are positively related to staff perceptions of patient safety climate. Health care management needs to involve frontline staff during the development and implementation stages of an error reporting system to ensure staff perceive error reporting to be easy and efficient. Senior and supervisory leaders at health care organizations must be provided with learning opportunities to improve their participative leadership skills so they can better integrate frontline staff ideas and concerns while making safety-related decisions. Finally, health care management must ensure that frontline staff are able to freely communicate safety concerns without fear of being punished or ridiculed by others.

Leading Learning-Focused Teacher Leadership in Urban High Schools

Drawing on findings from a national study of learning-focused leadership in challenging urban settings, this article examines the work of teacher leadership in urban high schools. In this context, a recently emerging cadre of nonsupervisory teacher leaders, working in collaboration with supervisory leaders, exercises a form of “distributed instructional leadership,” creating new channels for instructional renewal. Extensive qualitative data from four high schools in different urban districts across the United States illuminate the nature of these teacher leaders’ work in support of teaching and learning, the ways they and their supervisory counterparts worked as instructional leadership teams, and the role that they played in supporting teachers in classrooms within schools that face significant challenges. Study findings highlight the unique expertise necessary for these teacher leaders—including content expertise, pedagogical coaching skill, ability to build relational trust, and capacity to link the classroom with district- and school-determined learning improvement efforts. In conclusion, the article sketches the implications for reconfiguring supervisory leaders’ work so that the efforts of all remain productively and persistently focused on learning improvement.

‘Panoptic’ accountability: Supervisory leaders and normalizing or resisting professionals

‘Panoptic’ accountability: Supervisory leaders and normalizing or resisting professionals