Power imbalance refers to a state where one worker in a correlation possesses comparatively excess power in excess of the othersadmin / April 17, 2019
Power imbalance refers to a state where one worker in a correlation possesses comparatively excess power in excess of the others. Power is a social structure according to power-dependence theory. Imbalance in power is a significant factor for subordinate-supervisor relationships (Davys, &Beddoe, 2010). Power is an important contextual consideration due to the assumption by researchers that supervisor subordinate relationships are maintained by both sides. However, it is obvious that the supervisors hold much power.
At St Mary’s most staffs are aware of the need to supervision in a clear management. Meeting staff at their level is a wise option as it cancels out a high ranking staff member portraying a power imbalance situation that may lead to disrespect from the staff (Davys, ;Beddoe, 2010). Supervision should be seen as a managing function process anticipated to promote the institutional goals and achievement and to promote capabilities of staffs professionally and personally.
As unit manager prior to supervision and I usually informed staff so to get them prepare for it. I let them know that I will be using standard format to document the information regarding the session. By carrying out supervision take into account a staff knowledge, skills and abilities. Supervision meetings will enable staff to develop agreement work and learning and developing and expand knowledge and skills. Identify learning and development needs. I also recognize when staff are working to a high standard. I give them praise and appreciation
In areas where staff needs to improve or need help, I will guidance or training them in order to help staff to improve their practice. I will respect staff’s confidentiality unless they reveal any unsafe, unethical or illegal practice. If unsafe, unethical or illegal practices have been suspected or accord, I will attempt to deal with the issue directly myself. If I remain concerned or staff are on unwilling to go through the appropriate procedures to address this, I will reveal the information only after informing staff that I’m going to do so. Appropriate action will be taken if staffs repeatedly fail to attend session or training.
As a supervisor I will continually developing myself and use my own clinical supervision support.