Questions:
8.
Work with inner city clients often requires
what practical aspect?
9.
What
are the classic questions of supervisee discipline?
10.
What are behaviors of a trustworthy
clinical supervisor?
11.
What
are results you can expect when you are supervising effectively?
12.
As a mentor, what are your key
jobs regarding supervisee aptitude?
13.
What the types of supervisee thinking?
14.
To
establish a need for change, the supervisor should show how the specific behavior
affects which three areas?
15.
According
to Kernberg, to solve problems effectively you must be able to describe what it
is that you want and what it is that you get in the supervisee's performance.
What main performance concepts are identified here?
16.
What things clearly specify the
exact gap between desired performance and the supervisee's actual performance?
17.
Why
do gay/lesbian/bisexual students with depression often go undiagnosed?
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Answers:
A. Did the employee clearly understand the rule or policy
that was violated? Did the employee know in advance that such conduct would be
subject to disciplinary action? Was the rule violated reasonably related to the
safe, efficient, and orderly
operation of the business? Is there substantial
evidence that the employee actually did violate the rule? Is the action planned
reasonably related to the seriousness of the offense, the employee's record
with the organization, and to action taken with
other employees who have committed
a similar offense?
B. Clarify expectations, provide training, arrange
appropriate consequences, provide feedback, and remove obstacles
C. Clarification
of performance expectations, Changes In point of view, Increased self-sufficiency/autonomy,
Insight into behavior and feelings, Acceptance of difficult tasks
D. The individual, the group, and the organization
E. (1) Evaluate the
team member's understanding (2) Encourage your supervisee to feel perfectly comfortable
asking.
F. Because they are already seen as "different", their
depressions can easily be misconstrued as acting out.
G. Maintains eye
contact, individualizes compliments, readily shares financial information with
others.
H. Authority-driven, deductive, sensory, emotional, intuitive,
and scientific
I. Collaborative efforts with another service agency
to assist with handling pragmatic issues, such as financial matters.
J. Desired performance and actual performance
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