Approaches to Supervision
Approaches to Supervision Quiz
Discover your management style and how it impacts your relationships with staff! This quiz is designed to help you reflect on your supervisory approaches and identify areas for growth.
- Understand your management philosophy
- Reflect on your approach to staff relations
- Enhance your supervisory skills
For me the most important goal of management is to
Honor organizational authority
Respect Individual abilities
Establish Rapport with staff
Establish a shared commitment to goals
When faced with a decision that affects the whole staff, I:
Provide information that allows the staff to understand the reasons for my making the decision
Allow the staff autonomy of gathering the information they need and to make their own decision
Listen to each staff member's feelings and opinions and help staff arrive at a consensus decision
Collaborate with the staff in gathering information and generating a decision
My management most frequently emphasizes achieving goals of:
Upper level management
Individual professionals
Departmental cohesion or good staff relationships
The unit/organization
Most of my supervision occurs:
Irregularly, on an as needed basis
Infrequently, when requested
Frequently, as part of everyday interactions
Regularly and systematically on a planned schedule
I view supervision in the context of my work as interactions to:
Maintain clear work instructions
Encourage professional autonomy
Solidify relationships
Enhance productivity
I feel most successful as a manager when staff are fully knowledgeable about
The instructions I provided about work expectations
The work related concerns of the staff
The relationships among staff
The organization and its goals
My relationship with staff who I supervise is based primarily on:
Institutional definitions of responsibilities
My desire to allow maximum individual autonomy of action and style
Creating camaraderie and close personal relationships
Shared commitment to excellence
I handle poor staff performance by:
Instructing staff about how to handle the situation or solve the problem
Encouraging staff to find their own solutions to the problems
Showing personal support to continued effort at improved performance
Helping staff design better strategies for getting the work done
In my management, I hold to the belief that the single most important attribute of my relationship with staff is:
Maintaining respect for authority
Showing respect for independence of action
Creating harmony among people
Gaining commitment to mutually derived goals
When conflicts occur between a staff member whom I supervise and other units of the organization, I:
Intervene to assure compliance with institutional policies and procedures
Allow the staff member to deal with the matter in his or her own way
Support and/or defend my staff member
Mediate conflicts
Personal and professional development needs of staff are determined by:
Establishing discrepancies between institutional requirements and current staff attributes
Encouraging staff to pursue professional interests
Supporting staff members in doing what made them happy and productive
Supervisor and staff member collaborating
In my supervision of staff, individual fit with the institutional culture is viewed as:
Irrelevant, so long as the work is performed
A matter of staff member choice
Optional, so long as a sense of community is achieved
A significant determinant for success
When things go wrong for staff members, I tend to:
Offer direct advice for corrective action
Expect the staff member to find a solution or ask for help
Champion the staff member to bolster confidence
Look for an explanation jointly between the organization and the staff member
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