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SECAbb2 - Supervision: Effective Clinical Relationships with Your Supervisees-Abb 2 Post Test

Psychologist, Ohio MFT and Counselor Post Test:
Only Psychologists, Ohio MFT's and Ohio Counselors taking this course for credit need to complete these additional questions below to be in compliance with their Boards. requirements. If you are not a psychologist, Ohio MFT or Ohio Counselor please return to the original Answer Booklet. You do not need to complete the additional questions below.

Audio Transcript Questions The answer to Question 1 is found in Track 1 of the Course Content. The Answer to Question 2 is found in Track 2 of the Course Content... and so on. Select correct answer from below. Place letter on the blank line before the corresponding question.
Important Note! Underlined numbers below are links to that Section. If you leave this page, use your "Back" button to return to your answers, rather than clicking on a new "Answer Booklet" link. Or use Ctrl-N to open a new window and use a separate window to review content.

Please note every section does not have an additional question below. Some sections may have more than one question.

Questions:

1.2 What might a supervisee begin to feel when his/her supervisor merely imposes tasks on him/her?
2.2 What are four conflict-resolving tactics a supervisor of an agency providing leadership for large numbers of people might be familiar with?
3.2 What is the two part solution to your 'yeah, but' supervisee?
4.2 As a supervisor, what are four ethical questions to consider?
6.2 What are examples of the most favored excuses for supervisors not addressing an issue?
7.2 What may be a helpful technique for supervisors who feel empowerment could be a cornerstone in their relationship with their supervisee?
Answers:

A. Is it right? Is it fair? Who gets hurt? What does your instinct say?
B. 1. Give an oral warning; 2. give a written warning; 3. issue suspension without pay, and a final warning, or probation; 4. terminate the therapist
C. Importance, time constraints, avoiding being ‘anal, waiting it out, gunnysacking, smoothing over, small sighted, being pc, impartiality, and aggressiveness
D. He or she might begin to feel constrained and will possibly feel reluctant to work cooperatively
E. To address and acknowledge the problem that the supervisee faces and to place the responsibility of solving that conflict back onto the supervisee
F. The "Empowerment Quiz" Technique

Course Content Manual Questions The answer to Question 7 is found in Section 7 of the Course Content. The Answer to Question 8 is found in Section 8 of the Course Content... and so on. Select correct answer from below. Place letter on the blank line before the corresponding question

Please note every section does not have an additional question below. Some sections may have more than one question.

Questions:

8.2 According to Pinderhughes, what can control distancing and self mechanism, and enable the therapist to be more sensitive toward supervisees of different cultures and races?
9.2 What is one example of how a supervisor loses effectiveness due to rushing pell-mell into a discussion?
10.2 How does the usefulness of the self-quiz increase?
11.2 For any plan to be successful, it must be built on what three components?
11.3 What is your job as a mentor?
12.2 What are examples in the ‘Style Analysis Questions?’
13.2 What are examples of rewards?
14.2 What are three categories a problem falls into?
15.2 What is one question for ‘Clarify expectations’ concept?
Answers:

A. If somebody who knows the supervisor well answers it for him/her to supplement his/her self-perceptions
B. Self-knowledge
C. To Teach new skills
D. The employee may believe that this is merely a spur-of-the-moment reaction on the supervisor's part and not a matter of serious concern
E. Gift certificate to dinner and/or a movie, Promotion, Bonus or salary increase
F. Mutual trust and commitment, patient leadership, and emotional maturity
G. "Does the individual understand the exact gap between desired performance and actual performance?"
H. Performance, attendance, or conduct
I. Does this phase of the job make sense to you? Does any part of the task seem unnecessary?

 
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