UNIT IV: SUPERVISION

1. UNIT IV: SUPERVISION Mrs. Indumathi Lecturer YNC

2. INTRODUCTION Supervision is generally termed as an educational process in which person with better training / more experience takes the responsibility of training a person with less training (or) less experience. In this educational process the leadership of the supervisor and the growth of the supervised combine to achieve and maintain progressively the highest level of performance of which the worker is capable. The word supervision is derived from two words super = above and video – I see meaning superior power of perceiving.

3. DEFINITION • An art or a process by which designated individual or group of individuals oversee the work of others and establish controls to improve the work as well as the worker”. • Supervision is observation and providing feedback to ensure the quality of the program and to enable the staff to perform to their maximum potential.

4. OBJECTIVES OF SUPERVISION

5. PURPOSE OF SUPERVISION

6. PRINCIPLES OF SUPERVISION • Supervision should aim at growth in knowledge and improvement of skill of the person. • Supervision has to be well planned. • Supervision should improve the ability in thinking and adjusting to the new situation.

7. Contd.. • Supervision should improve the ability in thinking and adjusting to the new situation. • It should helps to formulate objects. • The individual should be encouraged to put forth his best efforts in order to get appreciation from the supervision • Supervision should helps the individual to draw a pattern for analysis of success

8. Good supervision stimulates their interest and effectors. • Supervision should not overburden any individual / grants. • Supervision is a process of co-operation and co-ordination. • Supervision should create suitable climate for productive work. • Supervision should give autonomy to workers

9. Supervision should encourage innovation • Supervision should ensure staff development • Supervision should be teaching, learning process • Supervision should encourage deserved staff and decision making. • Supervision should provide good leadership.

10. PRINCIPLES APPLIED TO NURSING: • Supervision should be focused on the attainment of one goal. • Supervision is well planned. • It should posters the ability to think and act herself. • Supervision strives to make the ward a good learning place. • Supervision should care the personality of individual nurse. It encourages initiative, self reliance and helps to preserve both.

11. Contd.. • Helps her to attain objectives stimulates interest and effort. • Encourages and challenges her to greater endeavor through adequate approval commendation and by recognition of work well done. • To make pattern for analysis and to analyze continuously her success in reaching the objectives. • Stimulates the nurse’s ambition to grow in effective.

12. WHO IS SUPERVISOR? • A supervisor is a person who is primarily incharge of a section & is responsible for both quality & quantity of production, for the efficient performance of the equipment, & for the employees in his charge & their efficiency, training & morale

13. QUALITIES OF A GOOD SUPERVISOR:

14. SUPERVISION CONSIST OF Communication Leadership Evaluation Motivation

15. FUNCTIONS OF SUPERVISION: • .Administrative • . Educative C. Communicative D. Evaluative

16. OTHER FUNCTIONS ARE: • Co-ordinates there of subordinates and agents and promote team worker. • Promote social contact with in the team to bring staff together and increases group cohesiveness. • Develops mutual confidence • Raises level of motivation • Develops good IPR • Establish control over the subordinates

17. STEPS IN SUPERVISION • Defining of the job to be done • Selection and organization of supervisor activities based on available resources. • Anticipation of difficulties • Establishment of criterion for evaluation determining what extent the programme has met problem / objectives acc to plan.

18. Types of supervision:

19. Types of supervision: • Direct supervision – face to face talk with worker • Points to be considered: • Do not loose temper • Use democratic approach and avoid autocratic approach • Give workers chance to reply • Do not talk too much and too fast • be human in behavior • Do not give instructions – haphazard way.

20. (2) Indirect supervision: With the help of record and reports of the worker and through written instructions. This includes: • Ensuring – carrying out allotted work • Analysis of monthly progress – input efforts and achievement • Analyzing amount of work allotted • Support and guidance.

21. Methods of supervision:

22. *Technical – these are basic supervisory skills and which need to be trained – group discussion and conference For example: techniques of service study, record construction, time study etc. *Creative – provides maximum adaptation to the situation. Ex. Instead of orientation period of two week for each new staff member, a variable plan in both contents and time according to the needs of each individual should formulated.

23. Contd… II. *Cooperative – full participation of each member of the group in planning, action and decision. *Authorization: supervision responsibility centers entirely on the supervisor, with the staff following his / her orders.

24. III. *Scientific supervision – relies on objective study and measurement than personal judgment / opinion. *Institutive supervision : it needs to maintain IPR IV. *Task oriented supervision emphasize the task more than performer. * Employee oriented: Supervisors are more concerned about worker staff their needs and welfare than assigned tasks.

25. TOOLS FOR SUPERVISION

26. THE PROCESS OF SUPERVISION: STAGE 1: PREPARATION FOR SUPERVISION 1. A supervisor should focus on specific issue. • Efficacy of service provided • Relevant problems • Efficacy problem utilization management of limited resources. 2. Study of document 3. Identification of priorities 4. Preparation of a supervision schedule

27. Contd… STAGE 2: SUPERVISION • Establish contact • Review the objectives, targets and norms • Review job descriptions • Note actual / potential conflict • Observe the actual performance. • Observe the individual nursing staff carries out his/her tasks. • Identify the gaps & needs for follow up action based on feed back data attained through the observation.

28. Contd… STAGE 3: FOLLOW UP OF SUPERVISION • Organizing in-service training programmes/continuing education programmes for the nursing personnel. • Reorganization of time table / work plan/ duty roaster. • Initiating changes in logistic support or supply system. • Initiating actions for organizing staff welfare activities. • Counseling and guidance regarding career development and professional growth

29. Techniques of supervision • A technique is a way of doing something. Techniques vary with the personality and ability of the individuals who are being supervised, the activities that are being performed under supervision and the immediate circumstances. • Any technique used for supervision must be based on sound democratic psychological principles which takes account the nurse’s individuality.

30. Supervision of Staff Nurse Techniques used are: • The participation of the staff nurses in co-operative plan for the improvement of nursing on the ward. • Participation in formal ward-teaching programme. • Group conference with staff nurses participate in the formal to discuss new developments in medical care and to consider the progress the nursing care of the individual patients.

31. Supervision of student nurse: • Conferences: Initial, individual and group • Control of early experiences • Anecdotal records • Assistance with bed site care • Reassurance • Making opportunities for observation of unusual symptoms • Incidental teaching

32. PROBLEMS OF SUPERVISION • Shortage of nursing personnel. • Individual differences among personnel • Lack of information, insight and understanding of changes and developments. • Lack of clearly defined assignments, multiple responsibility and lack of planning on the part of those to whom personnel is responsible

33. Contd… 5. Outdated policies, procedures and guides to workmanship. 6. Inadequate, unsafe, and defective equipment. 7. Ill health in the part of personnel 8. Undesirable personnel characteristics with special attention to attitudes.

34. SUPERVISION AND GUIDANCE • Supervise and guide the health worker female, dais and female health guides in the delivery of health care services to community. • Strengthen the knowledge and skills of the health worker female. • Help the health worker female in improving her skills in working in the community.

35. Help and guide the health worker female in planning and organizing her program of activities. • Visit each sub centre at least one a week on a fixed day to observe and guide the health worker female in her day – day action. • Assess fortnightly the progress of work of the health worker female and submit an assessment report to the medical officer of the primary health programme.

36. Carryout supervisory Home visits in the area of the Health worker female with report to their duties under various National Health Programmes. • Supervise referral of all pregnant women for VDRL testing to community health centre/sub divisional hospital.

37. BIBLIOGRAPHY: 1. B. T Basvanthappa, Nursing Administration.2ndedition.Newdelhi :J.P Brothers medical publishers; 2008. 2.Kamal.S. Joylekar, Hospital ward management. Professional Adjustment and trends in nursing.1st edition. Mumbai: Vone medical publishers; 2002 3. Jean barett, ward management and teaching, 14th edition, 2003, konark publishers, Newdelhi,.

38. 5. Krishna KumariGulani, “Community Health Nursing - Principles and Practices. 1st Edition. PitumPura, Delhi: Kumar Publishing House; 2005. 6. AH Suryakantha. Community Medicine- with recent advances 1st edition. New Delhi: Jaypee Brothers; 2009. 7. Ministry of health and family welfare government of indiaNnational Training Strategy for in-service training under national rural health mission