1. The purpose of supervision Supervision is: “a process in which one worker is given the responsibility by the organisation to work with another worker(s) in order to meet certain organisational‚ professional and personal objectives” (Morrison‚ 2001). Professional supervision is a positive and enabling process that offers the opportunity to bring employee and supervisor together to reflect on work practice. It is the process by which a worker can review and evaluate their work through discussion
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Overview of Learning Theories Students are all individuals from different backgrounds and stature‚ as such all learn in different ways. Much study and research has been carried out by many philosophers‚ psychologists and great minds in the area of education of animals and humans from children to adults and indeed how they learn. Their findings‚ and time itself‚ has given us varied techniques to pass on knowledge and awareness to others. No learning style is the one that works for all as they all
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achievement of learning outcomes. This gives an insight of their strengths and areas of development. Whereas for teacher‚ it provides a moment to review their assessment strategies in terms of effectiveness and facilitate progression by giving constructive feedback. It also informs the curriculum board‚ managers‚ and relevant staff to evaluate learning programmes for any improvements. Learners are assessed through various stages of learning journey by using variety of methods and strategies. They are
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because my teacher never taught me about how to write well in detail. She also never explained about steps in writing. She just asked me to write without any clear explanation and without correcting my final product of writing. She did not give me any feedback. So‚ I could not know if I made some mistake in writing or not. That why my English writing ability was still not really good until I graduated from school. But when I entered SSE‚ I got a lot of knowledge about how to write in English well and how
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documentation. To improve office moral‚ I can provide positive comments and feedback to students. The supervisor can acknowledge the student’s strengths‚ techniques‚ and procedures‚ which will increase the student’s confidence in their own skills. Also‚ by showing appreciation to student can also encourage them to word harder and enjoy their work circumstances. In addition‚ supervisors must also provide constructive feedback on areas that the student can improve on. Chang (2011) states that some students
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understand their own emotions and place a deep trust in their own instincts‚ gut-reactions and urges and the ability to change through experiences. In addition‚ these individuals do not feel the need to distort or deny experiences and are open to feedback and willing to make realistic changes. These individuals also show creativity and have a fulfilled life. The fully functioning person “is completely congruent and integrated. Such a person‚ Rogers believes‚ is able to embrace ’existential living
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Analyzing Organizational Communication Communication is extremely important within an organization. "To understand work and organizations in today’s changing global environment‚ we must look both at what’s going on inside the organization and at the larger culture in which an organization operates" (Cheney‚ Christensen‚ Zorn‚ Ganesh 2011‚ p1). Communication enables an organization to begin a dialogue to create awareness‚ understanding‚ and appreciation for the firm’s strategic goals‚ ideally
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system identifies and ensures we retain the best employees. It gives an outlook of who can best do what‚ and where best to utilize them. It ensures they reach their highest potential within the company. It allows managers to provide coaching and feedback to the employees so they can improve performace levels in identified areas. Affective appraisals inhibit improvement and development of employee performance. On the other hand‚ they may be a source of justified legal documentation resulting in
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red flag detected was that a series of reprinted cheque numbers ran significantly out of sequence. Ordinarily‚ what had happened here was that we noticed series of cheques inappropriately signed out by the director‚ but never countersigned by the receiving agency. Notwithstanding‚ the director was able to keep about 100 reprinted cheques for himself. An additional red flag detected was the change in lifestyle of the director. Accordingly‚ this occurred in procurements
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360-degree feedback. The managerial development tool‚ implemented under the direction of (Center for Creative Leadership) CCL‚ has been partly successful. It has managed to created newfound levels of cohesiveness‚ trust and openness [1]. Although‚ the instrument seems to have worked but there is lot to be desired as new members are scheduled to join IDC. Assessment of the 360-degree feedback process used by the IDC team: 1) The objective of IDC behind this 360-degree feedback process was
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