The concept of supervision in the workplace environment has been studied by many professional experts. Self-supervision became a critical area of research since experts want to find out whether self-supervision can be obtained relying heavily on technology and resources or with a change in the organizational structure.
If self-supervision is practiced in the workplace for utilizing technology, it means that the workers function on their own without a supervisor to guide or direct them as long as there are sufficient resources and technology needed to carry out the tasks. On the other hand, if self-supervision is used in a company to modify the traditional hierarchical structure, it means that direct supervision is removed and employees are taught to become cross-functional in order to be equipped with the right skills and knowledge needed for management functions.
There are various models of self-supervision, which are the results of experts’ studies on different working conditions. This article will talk about the different concepts of a generalized self-supervision model, the issues and the major components that make up a model of self-supervision.
Supervision Models
One of the classifications of supervision based on how it is carried out is internal supervision, otherwise known as self-supervision. Contrary to direct supervision, the internal supervision model is based on the concept that low-level employees can perform their roles without the presence of first-line supervision. This requires them to understand the basic skills of supervision and to have some knowledge of management functions.
External supervision or direct supervision model focuses on first-line supervision of people in the management such as managers and supervisors. In this model employees directly report to them.
In a corporate setting, self-supervision can exist even with direct supervision as the main structure. If this happens, there is a change in organizational structure wherein both management and employees agree on their respective roles and their expectations from each other. This set-up is another supervision model called integrated supervision.
Another type of supervision model is called the parallel supervision wherein the management or direct supervisors do not recognize the worth or value of self-supervision, and do not acknowledge the supervision efforts performed by the self-supervised employees.
Issues in the Use of Self-Supervision Model
The three major issues incorporated in the use of a self-supervision model are self-disclosure, ethnical mindfulness and cultural values.
a. Self-Disclosure
The issue of self-disclosure revolves on the concept that the direct supervisors communicate openly with the self-supervised employees about their successes and failures at work, experiences as well as their feedback or remarks to the employees in order to establish an atmosphere of trust and comfort. This impacts the employees in the following ways:
- Regulating emotions, concerns, failures and challenges of the employee
- Setting an example on learning from one’s mistakes
- Giving examples for handling challenging and difficult situations
- Manifesting proper ways of showing emotions
- Motivating employees to practice proper self-disclosure
- Increasing the level of understanding and self-awareness of self-supervised employees
- Promoting a healthy relationship between supervisors and employees
b. Ethical Mindfulness
When using a self-supervision model, the various ways of showing self-disclosure can be applied as the criteria for ethical actions and manifestations. In self-disclosing, the following ethical principles must be observed:
- Benefit to the employees
- Causing no harm to the individuals
- Integrity and Fidelity
- Justice or fair treatment
- Respect toward self-determination
c. Cultural Values
Self-disclosures are effectively carried out with the consideration of the employees’ cultural values and orientation.
Major Components of a General Model of Self-Supervision
A self-supervision model must put emphasis on the self-reflective process. The three major components must be incorporated in the model: self-monitoring, ideal structure or model, change towards the ideal model.
a. Self-Monitoring
Self-supervision is effective by engaging in the process of self-monitoring.
b. Ideal Self-Supervision Model
When practicing self-supervision, you must compare your manifestations to the ideal standard. You can create your own model of how you self-supervise in contrast to how it is ideally done.
c. Change towards the Ideal Model
There are various models of self-supervision with different assumptions about how the change in an individual happens. These assumptions must be unambiguous in your chosen self-supervision model.
