This is to report the attitude of a field supervisor, Mr. Rogger Bucheli, because I don’t want a field supervisor, who would, out of his own negligence, put me into trouble at the site where I work. On one Friday/Saturday early morning—3:25am (02/11/2017), Rogger Bucheli came to the Central RV Storage where I work and called me on the phone. When I answered the call, he asked me if I was at work. I told him that I was not at work. He asked me where I was that I was supposed to be at work.…
The article written by the Gunby's, Racial Microaggressions in the Workplace, found in Urban Education is about the micro-aggression that are daily seen in the workplace. The article shares of the reality of racial tendency in the American place that are very real. It tells of how the tensions are minor but slowly build up the stereotypes of American cultures. The racial tension and how their also many different connotations and contexts for the use of them stereotypes which aren't meant to be directly offense. The article looks into evidences based off of circumstances such as maritail status and gender.…
Ms. Linda: “I think that they need to be reminded the ground rules every day.” Supervisor: “You are right. Instead of enforcing ground rules, what else can you do? How can you motivate the children to engage more in the group time? Ms. Linda: “I think that I may try a different activity that children are interested in.…
Unfortunately, toxic leaders rear their ugly head in all branches. Toxic leaders use their rank and position to bully their subordinates into committing fraud and other crimes with promises or threats. One example is a unit on deployment in Iraq had an assigned Field Ordering Officer (FOO) money to assist with development of the country’s infrastructure. The unit’s commander appointed the executive office in charge of the FOO account along with a SFC as the assistant. During the deployment, the commander threatened the executive officer with bad evaluations almost guaranteeing the loss of promotion and the SFC with missions that are more dangerous if they did not sign purchase request that the commander hand carried.…
The supervisory leaders were also careless. They did not show a valuable concern over the years of operation in the…
Problem of Elder Mistreatment From a national level, to individual states the elder population is rising and relatedly the level of elder abuse is increasing as well. The term elder mistreatment and abuse is a broad category that differs from state to state. As of late, more and more states are beginning to engage in the seriousness of elder abuse and develop a common understanding for the term elder abuse. Through efforts of advocacy and policies elder mistreatment is beginning to be known as a national issue that needs to be handled with accordingly. According to the National Research Council they defined elder mistreatment as, “intentional actions that cause harm or create a serious risk of harm, whether or not intended, to a vulnerable…
The supervision process protects the setting as a whole through policies and procedures and shared knowledge disseminated amongst the workforce. Through professional supervision the supervisor develops their skills as they go through the supervision process enabling them to reflect on their own methods and then sharing this with their supervisee. They may share their own personal or professional experiences/knowledge or look to find external support to further their own knowledge and that of their supervisee. The children, families, outside agencies, professionals benefit as the supervisee’s develop their skills and put these in to practice as the supervisee develops confidence and professionalism to deal with these individuals and groups of…
Personally, I had experiences perceptual distortion of stereotype. During a squadron picnic, I brought ribs to share with the co-workers. My supervisor told me “why I did not bring tacos, salsa and chips”. My co-worker began to laugh about the joke. I actually got upset, but I felt obligate not to say anything, because it was my first week in the section and, also I was 21 years old.…
Employers are responsible for actions of all employees even if they are unaware of the behavior. Employers will also be liable is if they fail to take appropriate action within its control once it knows or has reason to know of the harassing. They cannot claim they did not know because the employee did not tell them. There is no such thing as taking ? no action?.…
From experiences, I have seen more cases of procedural and informational justice than distributive and interpersonal justice. To elaborate, the distributive form of justice was often a well-kept secret in the organizations I worked. Further, work assignments discrepancies were usually related to someone’s skill set or career development plan. Additionally, interpersonal justice cases were managed reasonably well by the HR department or union representative. There were indeed some cases when I felt I was not treated fair by my superiors.…
I am imagining myself as a Supervisor which will be a part of my advancement in my career. I understand that as a supervisor I have to embrace the new role and responsibilities that comes with the changes of being a Supervisor. In some cases it is hard to embrace your new role and your relationships as well as the perspective changes. I believe a Supervisor is responsible for making sure that the work gets done from his or her employees. The Supervisor is also responsible for making sure that the clientele is receiving all of the services that the program has to offer.…
1) I will think about finishing my hours and make my goal to finish them ahead of time. This motivates me because I like submitting my hours which gives me the idea that I’m being very productive when in reality I’m actually doing nothing. I treat it like a game which keeps my mind interested and encourages me to keep going. 2) I think that going to co-op is actually the easiest part of the course because my co-op is laid-back and the people are nice.…
We need to look for potential signs of abuse by speaking with the individual in a confidential manner and in private. This kind of underlying personal issue can be addressed by notifying your manager and filling in a safeguarding…
Toxic leadership is just that, toxic to the organization as well as the employees under the leader. The characteristics that leaders who are toxic have, include lack of integrity, arrogance, and a lack of regard for the actions that they take (Northouse, 2016). Just like how a bad apple can ruin the batch of apples, a toxic leader can ruin an organization or a department that they are managing. According to Northouse (2016), this type of leadership can occur when conditions are right. These conditions include an unstable work environment, followers who perceive threats to their position or employment, as well as a lack of checks and balances within the organization (Northouse, 2016).…
What are the procedures for reporting sexual harassment or a hostile work environment? 5. What consequences for the violator regarding sexual harassment? 6. Does sexual harassment or a hostile work environment extend only to employees?…