There are many examples of models of professional supervision in care, they include developmental, discrimination, supervisory alliance as well as specific models of care. guidance such as behavioral supervision. Many cases include one-on-one sessions between the supervisor and supervisee, which can be seen as helpful in ensuring that work within staff is thoroughly discussed between work groups. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay Developmental models happen to be the belief that a person still has the capacity to grow towards their personal goals, hence the name development. It can be known that people continue to improve their current ethics and improve towards an area in which they feel most comfortable. They can aim to use their professional skills in an environment and therefore strengthen their knowledge towards their understanding of the subject. According to Stoltenberg and Delworth's (1987) model, it was intended to have many different developmental levels for the supervisee to resort to when seeking to expand their knowledge regarding the elements necessary to pursue advanced work. The long list included examples such as intervention skills and environmental assessment techniques. In order to complete these levels, one requires a strong developmental technique which would be significantly beneficial in supervision. According to Stoltenberg and Delworth Theory, (1987), it indicates that there are three main levels in which concerns the supervisee, the beginner, the intermediate and also the advanced. This can provide evidence that development can be achieved throughout the process, as the supervisee is able to develop their skills in order to achieve all set goals. Another main element of the theory is that it includes the processes of awareness, motivation and autonomy, in which these constitute fundamental elements for the growth of the skills of the person being supervised within the workforce. work and beyond. There are established processes for recognizing the strengths and weaknesses of the supervisee when processing a series of key ratings. As they progress through the fields, they are then able to use the development to their own advantage with the aim of using what they have absorbed in their personal work. It has been proven that in many cases, when people are able to negotiate what they have learned and use their weaknesses for their own progress and advance what they already know into more progressive areas, they are then able to improve to the best of their abilities. . This will become especially important as they continue to improve. By combining the ability to strengthen and develop your skills in different areas, it will greatly benefit your overall experience and the future of your work, it will also allow you to advance. your self-confidence as well as your self-resilience at each individual level in the area of ​​interest. As Worthington (1987) suggests, when the supervisee aims to improve and achieve the correct development, the supervisor's behavior will tend to change as he recognizes the attempts made by the supervisee since his goal is to expand his understanding. This can also be highlighted by Bernard and Goodyear when they state: “This relationship is evaluative, extends over time and has the objectives.