There has been a criticism that no speciality settled in operation of business by social welfare center which caters social welfare service to its resident and has been increased in large quantity since 1989. Social work supervision is a essential instrument for training of professional socal worker...
There has been a criticism that no speciality settled in operation of business by social welfare center which caters social welfare service to its resident and has been increased in large quantity since 1989. Social work supervision is a essential instrument for training of professional socal worker and professional development, eventually plays a important role in providing effective and fruitful social work service with their clients. This study was performed about traditional function of social work supervision which can be divided into administrative, educational and supportive function on the basis of Kadushin model and detailed issues follows as, 1)Understanding of current supervision system in a community welfare center, 2)Understanding of degree of practice of administrative, educational and supportive supervision in a community welfare center, 3)According to supervision system, supervisor, supervisee, and agency factors checking out the practice of the staff supervision, 4)By analyzing above results, suggestion of improvement plan for supervision of community welfare center's staff in Korea was made. Documental investigation, Questionnaire survey and Case study were performed simultaneously as a method of study. As analysis method of data, frequency analysis, descriptive statistics, t-test, Anova test, correlation is operated through utilizing SAS. The results of survey follows as First, As to practice system of supervision, frequency of practice is on a regular basis but when viewed in the light of time, it is mainly practiced through the indication of duty or in the time of approval. Also as a type of practice and method, Individual provision was mainly practiced through individual interview with supervisor. As a obstacle for supervision, insufficient time caused by overloaded work of supervisor and supervisee was most counted reason of all. Second, As to trait of supervisor, male's percentage was larger in the proportion of males to females. Most of them have the first degree certificate of qualification and specialized in social welfare in school. And supervisor at length of service between 4-6 years occupied the majority of number and chief of section was most common post among them. There were no noticeable difference whether supervisors takes the case or not, and the number of the supervisee per one supervisor was generally between 4-6, but some of them is in charge of more than ten supervisee which shows overloaded work. Third, As to the degree of supervision practice, administrative function ranked No.1, and the rest was in the order of educational, supportive supervisor. In the administrative supervision, practice of orientation for new social worker and the degree of participation in new staff's appointment was most high and low degree of practice was shown in explanation about responsibility, authority and limit of trusted duty. In the educational supervision, individualized instruction , knowledge needed for business and offering of skill which have a direct impact on supply of service for their clients were not accomplished and only remained in the basic level such as instruction of recording. In the supportive supervision, respect for supervisee's skill, knowledge and duty was high, but no function of controlling stress or work-weight for supervisee which can prevent supervisee from exhaustion was found. Fourth, As to relation between supervision system and degree of supervision practice, in the terms of the method and type of super -vision and obstacle for supervision, both relativity and difference was shown in administrative, educational and supportive function, but difference by supervision provider was shown in only administrative supervision. Fifth, As to difference of supervision practice degree by the trait of the supervisor, there is a difference by supervisor's sex, age, whether he/she specialized in social welfare or not, has a certificate of qualification or not, level of education, length of service, case charging frequency and by the number of supervisor who's in charge, but no difference was shown by religion, state of marriage and position at the agency. Sixth, As to the degree of supervision practice according to trait of agency, Difference was shown by the establishment year of agency, corporate body, total number of staffs belong to agency, rate of social worker among the entire staff, office hour and whether president of agency specialized in social welfare or not. Finally, As to the degree of supervision practice according to the trait of supervisee, No difference was shown by sex, age, religion, length of service, one's place of duty and field of duty, difference was shown only by level of education and certificate of qualification. Suggestions from above results as follows. First, The institutional aspect of agency is the most important factor in the right establishment of staff's supervision. It is required for agency to formulate staff's supervision into business regulation of agency and to apply it's results to performance rating, promotion and remuneration through evaluation process. Second, Supervision by programs should be practiced to get supervision directly from person in its charge, and for the clarification of task line and peer groups supervision. Third, Reeducation of supervisor and attitude taking supervision as a duty is required. Fourth, Systematic education and continuous reeducation by social welfare instruction group is required. Fifth, From a political point of view, supervision should be defined as a compulsory task of the agency and be used as substantial criterion for evaluation of agency. Finally, As a suggestion for following study, development of supervision model suitable to current situation in our country will be requested.
There has been a criticism that no speciality settled in operation of business by social welfare center which caters social welfare service to its resident and has been increased in large quantity since 1989. Social work supervision is a essential instrument for training of professional socal worker and professional development, eventually plays a important role in providing effective and fruitful social work service with their clients. This study was performed about traditional function of social work supervision which can be divided into administrative, educational and supportive function on the basis of Kadushin model and detailed issues follows as, 1)Understanding of current supervision system in a community welfare center, 2)Understanding of degree of practice of administrative, educational and supportive supervision in a community welfare center, 3)According to supervision system, supervisor, supervisee, and agency factors checking out the practice of the staff supervision, 4)By analyzing above results, suggestion of improvement plan for supervision of community welfare center's staff in Korea was made. Documental investigation, Questionnaire survey and Case study were performed simultaneously as a method of study. As analysis method of data, frequency analysis, descriptive statistics, t-test, Anova test, correlation is operated through utilizing SAS. The results of survey follows as First, As to practice system of supervision, frequency of practice is on a regular basis but when viewed in the light of time, it is mainly practiced through the indication of duty or in the time of approval. Also as a type of practice and method, Individual provision was mainly practiced through individual interview with supervisor. As a obstacle for supervision, insufficient time caused by overloaded work of supervisor and supervisee was most counted reason of all. Second, As to trait of supervisor, male's percentage was larger in the proportion of males to females. Most of them have the first degree certificate of qualification and specialized in social welfare in school. And supervisor at length of service between 4-6 years occupied the majority of number and chief of section was most common post among them. There were no noticeable difference whether supervisors takes the case or not, and the number of the supervisee per one supervisor was generally between 4-6, but some of them is in charge of more than ten supervisee which shows overloaded work. Third, As to the degree of supervision practice, administrative function ranked No.1, and the rest was in the order of educational, supportive supervisor. In the administrative supervision, practice of orientation for new social worker and the degree of participation in new staff's appointment was most high and low degree of practice was shown in explanation about responsibility, authority and limit of trusted duty. In the educational supervision, individualized instruction , knowledge needed for business and offering of skill which have a direct impact on supply of service for their clients were not accomplished and only remained in the basic level such as instruction of recording. In the supportive supervision, respect for supervisee's skill, knowledge and duty was high, but no function of controlling stress or work-weight for supervisee which can prevent supervisee from exhaustion was found. Fourth, As to relation between supervision system and degree of supervision practice, in the terms of the method and type of super -vision and obstacle for supervision, both relativity and difference was shown in administrative, educational and supportive function, but difference by supervision provider was shown in only administrative supervision. Fifth, As to difference of supervision practice degree by the trait of the supervisor, there is a difference by supervisor's sex, age, whether he/she specialized in social welfare or not, has a certificate of qualification or not, level of education, length of service, case charging frequency and by the number of supervisor who's in charge, but no difference was shown by religion, state of marriage and position at the agency. Sixth, As to the degree of supervision practice according to trait of agency, Difference was shown by the establishment year of agency, corporate body, total number of staffs belong to agency, rate of social worker among the entire staff, office hour and whether president of agency specialized in social welfare or not. Finally, As to the degree of supervision practice according to the trait of supervisee, No difference was shown by sex, age, religion, length of service, one's place of duty and field of duty, difference was shown only by level of education and certificate of qualification. Suggestions from above results as follows. First, The institutional aspect of agency is the most important factor in the right establishment of staff's supervision. It is required for agency to formulate staff's supervision into business regulation of agency and to apply it's results to performance rating, promotion and remuneration through evaluation process. Second, Supervision by programs should be practiced to get supervision directly from person in its charge, and for the clarification of task line and peer groups supervision. Third, Reeducation of supervisor and attitude taking supervision as a duty is required. Fourth, Systematic education and continuous reeducation by social welfare instruction group is required. Fifth, From a political point of view, supervision should be defined as a compulsory task of the agency and be used as substantial criterion for evaluation of agency. Finally, As a suggestion for following study, development of supervision model suitable to current situation in our country will be requested.
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#지역사회복지관 직원 수퍼비전실천 Alfred Kadushin
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