Paunonen M
J Nurs Staff Dev. 1991 Sep-Oct;7(5):229-33.
This article discusses the concept and content of supervision and related forms of staff training. Of special concern is the implementation of supervision in nursing organizations and its role in promoting nursing quality. Finally, the article looks at the future prospects of supervision and the need for further development. In Finland, supervision was first introduced as a method of staff training in the 1960s, but it is only during the past decade or so that it has been adopted on a wider scale in different fields of health care. Recently, there has been increasing debate on the definition of the concept, on its content, and on how supervision should be distinguished from other forms of staff training. Critics are saying that existing conceptual analyses are superficial and remain surrounded by considerable ambiguity. In the practice of nursing supervision, the emphasis is often too heavily on the problems of nursing practice. As a result, any creative new ideas on the part of the supervised employee are easily ignored. Every effort should now be made to develop a more accurate and comprehensive definition of supervision by closely comparing supervision with related forms of staff training, many of which differ from supervision only marginally in terms of, say, goals and contents. Supervision is here compared with consultation, hierarchic supervision, guidance, and therapy.
本文探讨了督导的概念、内容以及员工培训的相关形式。特别值得关注的是护理机构中督导的实施情况及其在提升护理质量方面的作用。最后，本文审视了督导的未来前景以及进一步发展的必要性。在芬兰，督导最初于20世纪60年代作为一种员工培训方法引入，但直到过去十年左右，它才在医疗保健的不同领域得到更广泛的应用。最近，关于该概念的定义、其内容以及如何将督导与其他形式的员工培训区分开来的争论日益增多。批评者称，现有的概念分析很肤浅，仍存在相当大的模糊性。在护理督导实践中，重点往往过于集中在护理实践问题上。结果，受督导员工提出的任何创新性新想法都很容易被忽视。现在应该通过将督导与相关的员工培训形式进行密切比较，努力制定出更准确、更全面的督导定义，其中许多形式在目标和内容等方面与督导仅略有不同。本文将督导与咨询、层级督导、指导和治疗进行了比较。
