Can a supervisor be held liable for inappropriate behavior?
A supervisor can be held liable for “not identifying inappropriate therapy, ignoring inappropriate behavior, or supervising in a negligent or insufficient manner” (NASW Trust, 2000). Some employees perceive the sole job of a supervisor as making employees uncomfortable.
Do You Quit Your Company or your boss?
‘Employees don’t quit their companies, they quit their boss’ is a popular adage that has been proven empirically. In their chapter reviewing turnover and retention research, Holtom, Mitchell, Lee, and Eberly ( 2008) suggest, among other things, that future research focus on developing models that capture the importance of interpersonal ties.
Are there any ethical violations in a supervisory relationship?
The same ethical violations that can occur in a therapeutic relationship can be paralleled in a supervisory relationship. From performance evaluations to dual relationships, the supervisory relationship can be fraught with chances for uncomfortable, inappropriate, and potentially litigious situations.
How is abusive supervision related to job satisfaction?
Abusive supervision (hostile verbal and non-verbal behaviors) has been found to be related to lower levels of job satisfaction, normative and affective commitment and increased psychological distress (Tepper, 2000 ). Bligh, Kohles]
A supervisor can be held liable for “not identifying inappropriate therapy, ignoring inappropriate behavior, or supervising in a negligent or insufficient manner” (NASW Trust, 2000). Some employees perceive the sole job of a supervisor as making employees uncomfortable.
When do employees quit their company, they quit their boss?
1997 ). ‘Employees don’t quit their companies, they quit their boss’ is a popular adage that has been proven empirically. In their chapter reviewing turnover and retention research, Holtom, Mitchell, Lee, and Eberly (
The same ethical violations that can occur in a therapeutic relationship can be paralleled in a supervisory relationship. From performance evaluations to dual relationships, the supervisory relationship can be fraught with chances for uncomfortable, inappropriate, and potentially litigious situations.
How does the supervisor and employee relationship work?
Mutual Reward Theory (MRT). MRT states that the relationship between supervisor and employee is enhanced when a good reward exchange occurs between them. For example, the supervisor may provide the employee with the freedom to work with minimum supervision, personal recognition, and involvement in decision making. In return, the employee