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Introduction

Alfred Kadushin, a researcher, author, and practitioner, developed the Kadushin model, a structured, empirically supported, and integrated paradigm intended to improve management and supervision skills. Kadushin described monitoring as being like a three-legged stool. Effective supervision depends on all supervisory duties. According to Kadushin's concept, supervisors need to be proficient in three areas: education, support, and administration (Tropman, 2022). Regarding the case study, the teaching function would entail educating Karen, the supportive function would entail figuring out what is causing Karen's stress, and the administrative function would entail alerting Karen about compliance issues.

Elements of the Kadushin Model

The supervisor performs the role of an educator by supplying social workers with the direction, information, and skills necessary for their professional development. Educating social workers on theory, methods, and ethical standards that are pertinent to their profession is a part of this. The supervisor's supporting role involves recognising the struggles and accomplishments of social workers while offering them emotional support. The administrative component of supervision focuses on managing and coordinating caseloads, agency policies, and other organisational facets of social work practice (Tsui, 2021).

Application in the Case Study

Teaching

I would initially concentrate on the supervision's teaching role during the session. Karen and I would discuss the value of frequent attendance at supervision and its advantages for her career advancement and general well-being. I would say that the opportunity for reflection on her work, discussion of complex cases, and asking for advice and support are all valuable aspects of supervision. In addition, I would give her tools and advice for prioritising activities, managing her workload effectively, and striking a better work-life balance. This may entail learning time management strategies, establishing attainable goals, and becoming proficient at delegating when required.

Support

I talk about the helpful role of supervision, given Karen's apparent stress and tiredness. She could communicate her feelings and worries in a secure and nonjudgmental environment. I would genuinely hear her experiences and respect her feelings.I would find out the precise causes of her stress and look into any underlying concerns, whether they be personal or professional, that might be having an impact on her health. If required, I could advise utilising extra support services offered by the company or by other agencies, such as counselling or employee assistance programs (O'Donoghue & O' Donoghue, 2019).

Administration

I would emphasise the significance of showing up for scheduled sessions and abiding by agency policies in relation to the administrative function of supervision. I would advise Karen to attend supervision meetings as scheduled and to consider the effects her inconsistent attendance may have on her professional development and the calibre of the services she offers customers. We would discuss any practical issues that would prevent her from attending and look into potential solutions together. If necessary, we can talk about changing the meeting hours or frequency to fit her schedule while still maintaining constant supervision (Armour, 2018).

Mediation

When discussing mediation in the context of supervision, it's meant to relate to resolving any problems or disagreements that might develop between the supervisor and the supervisee. If I were the one being supervised, I would use this part of supervision to voice any worries I might have regarding the supervisory relationship, the supervision method, or any other pertinent issues. In line with this, I would seek clarification on expectations and look for methods to enhance my interactions with the supervisor in terms of both communication and teamwork. I would voice my concerns and work cooperatively with the supervisor to find solutions if any supervision-related difficulties might be preventing me from attending or participating (Pawar & Ascombe, 2022).

References

Armour, M. (2018). Supervision's' Three Amigos': Exploring the Evolving Functions of Supervision and its Application in the Field of Coaching. http://dx.doi.org/10.22316/poc/03.1.03

O'Donoghue, K., & O'Donoghue, R. (2019). The application of ethics within social work supervision: A selected literature and research review. Ethics and Social Welfare, 13(4), 340-360. https://doi.org/10.1080/17496535.2019.1590438

Pawar, M., & Anscombe, A. W. (2022). Concepts and Theories Employed in Supervision. In Enlightening Professional Supervision in Social Work: Voices and Virtues of Supervisors (pp. 171-192). Cham: Springer International Publishing. https://doi.org/10.1007/978-3-031-18541-0_9

Tropman, J. E. (2022). Managerial Supervision. In Encyclopedia of Social Work. https://doi.org/10.1093/acrefore/9780199975839.013.1511

Tsui, M. S. (2021). The comprehensive model of social work supervision. In The Routledge International Handbook of Social Work Supervision (pp. 309-320). Routledge. https://books.google.com/books?hl=en&lr=&id=hxMtEAAAQBAJ 

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