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Author ORCID Identifier

https://orcid.org/0009-0002-9061-522X

Date Available

5-19-2025

Year of Publication

2023

Document Type

Capstone

Degree Name

Doctor of Social Work (DSW)

Faculty

Dr. Laura Escobar-Ratliff

Abstract

The title leader, supervisor, or manager, alone does not describe the qualities it takes to develop a workforce that is engaged, empowered, inclusive, diverse, and psychologically safe. To retain employees, one must understand these qualities and learn how to put them into action. It is said that people spend more time at work than they do at home. According to a study completed by Andrew Naber (2021) at Gettysburg College says, on average, people spend one-third of their life at work (p. 1). Having a poor experience in the workplace leads to turnover, decreased productivity, disengaged employees, and poor customer service. Leading others can be difficult, and most times leaders supervise by the way they were led or have no supervisory training at all. This capstone product provides three distinct scholarly articles that address leadership strategies for new supervisors in leading a diverse workforce.

Product one is a systematic literature review that examines leadership frameworks that promote job satisfaction and retention of healthcare employees. The population of this review will focus on social workers, nurses, and physicians. Job satisfaction is individually based, which can be quite difficult for a supervisor to meet the demands of all those they supervise. The leadership styles examined as a result of, the inclusion/exclusion criteria of the review were: Transformational, Authentic, Transactional, Human-Centered, and Ethical leadership styles.

Product two consists of a conceptual framework for cross-cultural supervision, that promotes employee engagement and retention. Supervisory education tends to focus predominantly on race and ethnicity and forgoes comprehension and how to put the practice in place. Supervisors should engage employees in conversations regarding race, equity, inclusion, and fair work practices. “Success at retaining employees requires an organizational culture that inspires loyalty and commitment” (Neuhauser, 2002, p.470). This article will introduce a new concept called the SHAPE Model of Supervision, which will address supervision structure, humility, and the limitations of those models when it comes to addressing cross-cultural supervision.

The third and final product prioritizes leadership training and the importance of the supervisor-supervisee relationship. This product combines research from the two previous products to build a new supervisory training solution. Social work education starts with understanding the value of the provider-patient relationship. This training guide teaches relationship building for social work leaders in healthcare. The training is developed to include social work core competencies and ethical practices, which will allow the leader to practice, supervise and model social work principles within the workforce.

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