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    Question.2273 - GUIDELINES· This is a 7-8-pages, double-spaced in a standard font and text size· Adhere to APA throughout your paper. APA Manual, 7th edition: see pp. 61-67 and format your paper based on the sample student paper. You do not need a cover page or reference page.· Use the structure outlined below. The questions are guidelines to be used as discussion points and not as a question/answer interview. STRUCTUREFormat your paper with the following headings. IntroductionDescribe the supervisor you interviewed and reasons for this selection. Explore how this social worker became a supervisor.· How did he/she become a social work supervisor?· What is your licensing level? Please specify.· What does he/she like about supervision?· How would he/she describe himself/herself as a supervisor?· How would he/she train a new supervisor?· What skills or knowledge does he/she think would be important for a new supervisor to have?SettingDescribe the agency, facility, clinic, hospital, or other setting in which the supervisor works.Supervision RolesDetail how the social work supervisor balances the administrative, educational, and supportive functions of the supervision role.· What type of orientation does he/she provide for staff?· How are staff developed?· How are educational, support, and administrative functions balanced in supervision?· What is the use of relationship in supervision, importance of it, and how is it developed/maintained?· How are issues of power and authority handled?· How is conflict between employees managed?Ethical Issues or Dilemmas· Critique the supervisor’s practice setting and situation regarding ethical and legal obligations of supervisors.· Ask him/ her to reflect on an ethical issue, dilemmas and/or legal issues in their practice setting as a supervisor.ConceptsApply a minimum of three (3) concepts from the course material below to the interview and reference accordingly:· Cultural competency in supervision (race, class, ethnicity, national origin, gender, sexual orientation, disability, religion, immigrant status, etc.)· How is work-related stress and/or secondary trauma addressed?· How are performance appraisals/evaluations and feedback given?· What is his/her leadership style?Interest in SupervisionThis final section of the paper is to include a discussion of your own career path and interest in supervision, with a plan for development. This is something that you can add What is your licensing level? Please specify./How did you become a social work supervisor?• My name is Diana Beltran and I am LCSW. I became the clinical director at Therapy Works Counseling in August 2022 and have been supervising interns since 2019. What do like about supervision?/How would you describe yourself as a supervisor?• I enjoy supervision because I believe in giving something a little bit back and being a part of the learning process of future clinicians, especially bilingual clinicians. How would you train a new supervisor?• My style of supervision is attentive, working towards compromise and solution, providing support and training, as well as creating a safe learning environment. What skills or knowledge does you think would be important for a new supervisor to have?• If I were to train a new supervisor, I would recommend them taking a supervisor training to learn about the differences of learning and then approaching each person with their style of learning. I would also encourage the new supervisor to listen to the needs of the supervisee and ensure that we are meeting the supervisee’s needs. Describe the agency, facility, clinic, hospital, or other setting in which the supervisor works.• Basic trainings in ethics, learning styles, and having a welcoming approach I work at a Bilingual Private practice that serves the Latino/Hispanic community. What type of orientation does do you provide for staff?• I do an onboarding training where we discuss policies, rules, and how to use the EMR system How are staff developed?• Staff are encouraged to attend trainings, attend consultations, and seek assistance with the clinical director (me) How are educational, support, and administrative functions balanced in supervision?• As a supervisor I send resources to my clinicians and interns so that they can use them for their practice What is the use of relationship in supervision, importance of it, and how is it developed/maintained?• I try to maintain a friendly and approachable relationship with staff and interns. I set boundaries as well and make sure to approach each staff member differently based on their style and approach. How are issues of power and authority handled?• I do a lot of validation and utilize the term that I am here to be a support system, not an authority figure. How is conflict between employees managed?• I set up meetings with the parties involved and attempt to solve the issues with the owner as well as find a compromise with everyone. If a compromise is not found, I want to have time to be able to find one. Setting and situation regarding ethical and legal obligations of supervisors.• My job as an LCSW supervisor is to uphold all ethical standards and guidelines that are held in the practices but most importantly by my board. I encourage other licensure holders to follow the board’s standards. Reflect on an ethical issue, dilemmas and/or legal issues in their practice setting as a supervisor.• At this time, we had not had any legal issue that caused conflict. I was called to court and followed all the rules and regulations of my subpoena as well as communicated with the client about paperwork. Cultural competency in supervision (race, class, ethnicity, national origin, gender, sexual orientation, disability, religion, immigrant status, etc.)• We all Hispanic and bilingual. I encourage staff to attend BIPOC networking events and attend diversity trainings. How is work-related stress and/or secondary trauma addressed?• I encourage staff to use self-care and take days off as needed to take care of themselves How are performance appraisals/evaluations and feedback given?• I provide them in an email format and allow for questions to be asked and all feedback is welcomed What is your leadership style?• I guess my supervision style is a little laid back, fair, and solution focused

    Answer Below:

    IntroductionThe xxxxxxxxxx interviewed xxx this xxxxx is xxxxx Beltran xxx she xx an xxxx she xx a xxxxxxxx director xx Therapy xxxxx Counselling xxx she xx at xxx job xxxxx August xxxx though xxx started xxxx job xx she xxx been xxxxxxxxxxxx interns xxxxx My xxxxxxxxx level xx of x social xxxx supervisor xxx following xxxxx is xxxxx to xxxxxxx everything xxxxx this xxxxxxxxx and xxx the xxxxxxx involved xx the xxxx of x supervisor xxx lady xxxxxxxxxxx Diana xx in xxx field xxx a xxxx time xxx she xxxxxxxx this xxxxxxxxxx is xxx way xx giving xxxx to xxxxxxx and xxxxx a xxxx of xxx learning xxxxxxx for xxxxxx clinicians xxx believes xxx is xx attentive xxxxxxx who xxxxxxx to xxxx a xxxxxxx between xxxxxxxxxx and xxxxxxxx She xxxxx to xxxxxxx training xxx support xx interns xx creating x safe xxxxxxxxxxx According xx her xx she xxxxx train x new xxxxxxxxxx she xxxxx ensure xxxx are xxxxxxxxxxxxxxx with xxxxxxxxx styles xx learning xxx utilize xxxx to xxxxx advantage xxx firmly xxxxxxxxxx listening xx the xxxxxxxxxxxx needs xx understand xxx meet xxxxx expectations xxxxxx The xxxxxx should xxxx the xxxxxx to xxxxx and xxxxxx communicate xxxxxxxx SettingThe xxxxxx that xxxxx works xx seems xxxx a xxxx place xxx new xxxxxxxxxxx to xxx their xxxxxxxx and xxxxxxxxxx the xxxxxxxxxxxxxx of xxx industry xx a xxxxxx level xxxxx works xx the xxxxxxxxx Private xxxxxxxx This xxxxxx is xxxxxxxxxxx to xxxxx the xxxxxx community xxxxxx to xxx work xxxxxxxxxxx and xxxxxxx this xxxxxx has x welcoming xxxxxxxxxxx where xx wants xxx interns xx learners xx have xxxxx knowledge xx ethics xxx learning xxx work xxxxxxxxxxx wants xxx interns xx be xxxxxxxxxx about xxxxxxxxxxx and xxxxxx back xx the xxxxxx Hispanic xxxxxxxxx Supervision xxxxxxxxx section xxxx discuss xxx supervision xxxxx that xxxxx and xxx facility xxxxxxx for xxx learners xxx starters xxx orientation xxxxxxxxx at xxx facility xxxxxxxx an xxxxxxxxxx training xxxxxxx for xxx interns xxxxx they xxxxxxx the xxxxxxxxx policies xxx rules xxxx govern xxx agency xxx the xxx system xxxxxx the xxxxxxxxxxxx When xx comes xx the xxxxx the xxxxxxxxxxxx puts xxxxx emphasis xx the xxxx that xxxx should xxxxxx meetings xxxxxxxxx consultations xxx seek xxxxxxxxxx with xxxxx This xxxxxx that xxx organization xxxxxxxxxxx the xxxxxxxxxx of xxxxxxxxxx staff xxxxxxxxxxx and xxx importance xx making xxxxxxxx available xxx them xx it's xxx only xxxx at xxx staff x disposal xx learn xxx upskill xxxxxxxxxx This xxxxxxxxxxxx indeed xxxxxxx on xxx learning xxx development xx the xxxxxxxx as xxxx as xxx staff xx each xxxxxx is xx the xxxx level xx understanding xxx skills xxxx are xxxxxx in xxx organization xxx interview xxxx goes xx to xxxxxxxxxx how xxxxxxxxx and xxxxxxxxxxxxxx are xxxxxxxx at xxx organization xxxxx the xxxxxxxx is xxxxx fascinating xx mentioned xxxxx the xxxxxxxxxxxx focuses xx practical xxxxxx development xxxxxxx workshops xxx consultations xxxx not xxxx helps xxxx gain xxxxxxxxx knowledge xxx aids xxxx to xxxxxxxxxx the xxxxxxxxxxxxxx behind xxx counselling xxxxxxxxx Iwhen xx needed xxx when xxxxxxx face xxxx issues xxx administration xx rightly xxxxxxxxx to xxxxx them xxxxxxx and xxxxxxxxx are xxxx available xx them xxx educational xxxxxxxx When xx comes xx the xxxxxxxxxxxx between xxx staff xxx interns xx is xxxxxxx that xxxxx is x healthy xxxxxxxx between xxx two xxx clinical xxxxxxxx believes xx having x friendly xxxxxxxxxxxx so xxxx when xxxx come xxxxxx a xxxxxxx they xxx solve xx together xx the xxxx time xxxxx is x healthy xxxxxxxx that xx not xxxxxxx by xxxxxx in xx outside xxx team xxxxx concludes xxxx every xxxxxx within xxx organization xxxxxxxx each xxxxx Again xxxx member xx approached xx the xxx they xxxxxx so xxxx person xxxxx grasps xxxx is xxxxxx to xx done xxx the xxxx of xxxx is xxxxxxxxxx When xx comes xx power xxx authority xxx work xxxxxxxxxxx at xxx organization xxxxxxx on xxxxxxx rather xxxx orders xxx work xxxxxxxxxxx thrives xx supporting xxxx other xxx growing xxxxxxxx so xxx organization xxxxx as x whole xxxxxxxxxxxx when xx comes xx conflict xxxxxxxxxx the xxxxxxxxxxxx takes xxxxxxxxxxxxxx to xxxx a xxxxxx ground xxxxxxx the xxx parties xxx director xxxxxxxx in xxxxxxx a xxxxxxxxxx in xxx solution xxxx if xx takes xxxx to xxxxxx it xxx Ethical xxxxxxxxxx the xxxxxxx provided xx seems xxxx the xxxxxxxx works xx a xxxxxxxxxxxx private xxxxxx that xxxxxx to xxx Latino xxxxxxxx population xx might xx crucial xx learn xxxx regarding xxx particular xxxxx and xxxxx requirements xxxx are xxxxxxxxxx in xxxx practice xxxxxxx even xx the xxxxxxxxxxx emphasise xxxxxxxx basic xxxxxxxx sessions xx morals xxxxxx of xxxxxxxx as xxxx as xxxxxx a xxxxxxxx attitude xx is xxxxxxx to xxxx into xxxxxxx for xxxxxxxx how xxxx the xxxxxxxx addresses xxxxxxxx like xxxxxxx written xxxxxxxx as xxxx as xxxxxxxxxx breaches xxxxxxxxxxx the xxxxxxxxxxx fails xx inform xxxx of xxx particular xxxxx or xxxxx conundrums xxxx have xxxxxxxx in xxxxx practice xxxxxxxxxxx Supervisors xxxxxx frequently xxxxxxxx and xxxx with xxx legal xx moral xxxxxxxx that xxx crop xx in xxxxx work xxxxxx As xx illustration xx a xxxxxx gave xxxxxxxxxxx that xxxxxxxxx they xxxxx pose x risk xxx themselves xx another xxx supervisors xxxxx be xxxxxxxxx to xxxxxx the xxxx and xxxxxxxxx the xxxxxxxxxx security xxxxxxxxx the xxxxxxxx ethical xxx legal xxxxxxxxxxx All xxxxxx considered xx would xx crucial xxx the xxxxxxxxxxx to xxxxxxxxxxxx examine xxx maintain xxxxx and xxxxxxx norms xx the xxxxxxxxxx and xxxx to xxxxxx assistance xx counsel xxxx necessary xx resolve xxx legal xx moral xxxxxxxxxx that xxx emerge xxxxxxxxxxx supervisor xxxxxx that xxxx work xxx a xxxxxxxxx private xxxxxxxx that xxxxxx to xxx Latino xxxxxxxx community xxxxxxxxxxxxx their xxxxxxxx competency xxxx promote xxxxxxxxx training xxxxxxxx as xxxx as xxxxx networking xxxxxx to xxxxx workers xxxxxxxxxxxxx their xxxxxxxxxx to xxxxxxxxxx competent xxxxxxxxxx The xxxxxxxxxx recognises xxx significance xx treating xxxxxxxxxxxx pressure xx well xx secondary xxxxxx in xxx team xxxxxxxxxx self-care xx well xx taking xxxx off xx necessary xxx looking xxxxx themselves xxxxxxxxx et xx Feedback xx well xx performance xxxxxxxxxxx The xxxxxxxxxx invites xxxxxxxxx and xxxxxxxxx from xxxxx workers xx well xx sends xxxxxxxxxxx evaluations xxxxxxxxxxx as xxxx as xxxxxxxx to xxxx via xxxxx This xxxxxx of xxxxxx feedback xxxxxxxxxx the xxxxx of xxxxxxxxxx interaction xxx candid xxxxxxxxxx among xxx manager xxx their xxxxxxxxx Leadership xxxxx The xxxxxxx identifies xxxxxxxxxx as xxxxxx a xxxx back xxxxxxxxx as xxxx as xxxxxxxxxxxxxxxx style xx leadership xxxxx is x type xx democratic xxxxxxxxxx To xxxxxxxx possibilities xx well xx make xxxxxxx this xxxxxxxx entails xxxxxxx cooperatively xxxx the xxxxxxxxx while xxxxxxxxxx to xxxxxxxx power xxx influence xx the xxxxxxxxxxx Cultural xxxxxxxxxx in xxxxxxxxxxxxxxx it xxxxx to xxxxxxxxxxx in xxxxxxxx therapy xxx area xx cultural xxxxxxxxxx proves xx play x huge xxxx This xxxxxx helps xx learning xxx relating xx people xxxx a xxxxxxx culture xxx understanding xxxxxxxxxx from xxxxx perspective xxxx this xxxxxxx one xxx relate xxxx and xxx the xxxxxxxxx by xxxxxxx themselves xx their xxxxx Cultural xxxxxxxxxx helps xx appreciate xxx culture xx the xxxxxxxxxx and xxxxx something xxxx one xxxxxxx One xxxxx role xxxxxxxx competency xxxxx in xxxxxxxxxxx is xx making xxxxxxxxxxxxx sensible xxx effective xxxx one xxxxxx et xx For xxxxxxxx a xxxxxxxxxx may xxxx across x supervisee xxx is xxxxxxxxx to xxxxx the xxxxxxxxxxx and xxxxxxxx aspects xx their xxxxxxxxx but xx they xxx culturally xxxxxxxxx it xxxxx enable xxxx to xxxxxxxxxxx sensibly xxx provide xxxxx services xxxxxxxxx the xxxxx of xxxxx people xxxxxxxx competency xxxxxx be xx important xxxxx of xxx organization xxxx focuses xx supervising xxxxxxxx because xx brings xxx the xxxxx aspect xx the xxxxxxxx Both xxx supervisor xxx the xxxxxxxxxx connect xx an xxxxxxxxx level xxxxx is xxxxxxxxxxx as xx important xxxxxx of xxxxxxxxxx and xxxxxxxxxxx at xxx professional xxxxx It xxxxx both xxxxx to xxxxxxxxx caste xxxxx education xxxxxx identity xxxxxx privilege xxx the xxxxxx of xxx individual xxxxxxx recognition xxxxxxxx identities xxx recognized xxx used xx modify xxx training xxx the xxxxxxxxxx From xxx interview xx is xxxxxxx that xxx organization xxxxxxxxxx the xxxxxxxxxxx in xxxxxxx and xxxxx impact xx training xxxxxxxxxxxx et xx That x why xxx clinical xxxxxxxx emphasizes xxxxxxxxx BIPOC xxxxxxxxxx events xxx diversity xxxxxxxx to xxxxxx the xxxxx is xxxxxxxxxx updating xxxxx skills xx this xxxxxx When xxxx happens x system xx harmony xx developed xxxxxxx the xxxxx and xxx supervisee xxxxxxxx on xxxxxxxxx connection xxxx way xxx issues xxx interpreted xxxx and xxx best xxx to xxxx those xxxxxx out xx understood xxx the xxxxxxxx is xxxxx in xxx appropriate xxxxxxxxx These xxxx help xxx organization xx best xxxx community xxxxx Handling xxxxxxxxxxxxxxx to xxx interview xxxxxx is xxxxxxx at xxx organization xx several xxxxxxxxx ways xxx clinical xxxxxxxx emphasizes xxxxxx sure xxx staff xx taking xxxx of xxxxxxxxxx and xxxx the xxxxxxxx is xxx much xxx them xxxx they xxxx on xxx verge xx burning xxx the xxxxxxxx makes xxxx that xxxx take xxxx rest xx recharge xxxxxxxxxx Supervision xxx clinical xxxxxxx is xx exhaustive xxxxxxxx mainly xxxxxxx there xx a xxx of xxxxxx work xxxxx is xxxxxxxx with xxxxxxxx orientation xxxxxxxxx and xxxxxxxxxxxxx Moreover xxxxx is x constant xxxx to xxxxxxx a xxxxxxxxxx based xx cultural xxxxxxxxxx and xxxxxxxx what xxxxxxxx would xxxx best xxx a xxxxxxx individual xxx of xxxxx processes xxxxxxx mental xx well xx physical xxxxxx Ko xxxx So xxx staff xxxxx to xxxx days xxx to xxxxx on xxxxxxxxxx and xxxxxxxx their xxxxxx to xxxx sure xxxx are xxx compromising xxxxx mental xxxxxx due xx work xxxx the xxxxxxxxx it xx evident xxxx mental xxxxxx is xxxxxxxxxx and xxxx approached xxxxxx the xxxxxxxxxxxx The xxxxx as xxxx as xxx administration xxxx responsibility xxx not xxxx helping xxx community xxx also xxx people xxx are xxxxxxx to xxxx the xxxxxxxxx Addressing xxxxxx health xxxxxx the xxxxxxxxxxxxxx also xxxx that xxx work xxxxxxx is xxxxxxxx and xxxxxxxxxx updates xxxxxx to xxxx generations xx all xxxx and xxxxx They xxxxxxxxxx the xxxx and xxx effort xxxx goes xxxxxx training xxx looking xxxxx the xxxxxxxxx across xxxxxxxxx cultures xxxxxxx as xxxx as xxxxxxxx towards xxxxxxxxxxx and xxxxxx the xxxxxxxxxxxxx of xxxx a xxxxx in xxx organization xx appreciated xxxxxxxxxxx and xxxxxxxxxxxxxxxxxx and xxxxxxxx on xxxxxxxxxxx learning xxxx a xxxx of xxxxx skills xxx competencies xxxxx evaluation xxxx into xxxxxx about xxx personal xxxxxxxx of xxx supervisors xxxxxxxx involves xxxxxx and xxxxxxxxxxx to xxxxx on xxxxxxx areas xxx turn xxxxxxxxxx into xxxxxxxxx When xxxx of xxxx work xxxxxxxx it xxxxx the xxxxxxxxxx to xxxxxxx skills xxx abilities xx develop xxxxxxxxx in xxxxx where xxxx are xxxxx lacking xxxx play x distinct xxxx in xxxxxxx professional xxxxxx by xxxxxxxxxxxx assessing xxxxxxxxxxx and xxxxxx remarks xxxx it xxxxx to xxxxxxxx there xxx five xxxxx of xxxxxx feedback xxxxx is xxxxxxxxxxx affirmative xxxxxxxxxx exploratory xxx evaluative xxxx lez-Cruz xx al xxxxx different xxxxx of xxxxxxxxx feedback xxxx an xxxxxxxxxx reflect xx their xxxxxxx areas xx their xxx and xxxx better xxxxxxxx on xxxxx they xxxxxx work xxxx to xxxxxxx themselves xxxx the xxxxxxxxx it xx evident xxxx evaluation xxx feedback xxxxxxxxxx an xxxxxxxxx aspect xx the xxxxxxxxxxxx and xxx director xxxxxxx on xxxxxx a xxxxxxxxxxxx with xxx staff xx having xxxxxxxx conversations xxxxx their xxxxxxxxxxx assessment xxx acting xx a xxxxxxx system xx their xxxxxxxxxxxx journey xx discussing xxx evaluation xxx administration xxxxxx focuses xx the xxxxxxx growth xx the xxxxxxxxxxxx by xxxxxx the xxxx strong xxxxxxxx in xxxxxxxxxxx To xxxxx with x believe xxxxxxx supervision xxx can xxxxx managerial xxxxxxxxxx within xxx department xx the xxxxxxxxxxxx they xxx working xx Through xxxxxxxxxxx through xxxxxxxxxxx I xx able xx clearly xxxxxxxx the xxxxxxxxx and xxxxxxxxxx of xxx individual xxx team xxxxxx I xxxx be xxxxxxxxxxx which xxxx help xxxx identify xx consequently xxxx will xx able xx identify xxx correct xxx to xxxxxxxx their xxxxxxxxx and xxxxxxxx their xxxxxxxx thus xxxxxxx supervision x will xxxx a xxxx role xx increasing xx individual x efficiency xxxxx would xxxxxxxx benefit xxx organization x would xx working xxx I xxxx always xxxx the xxxx of x person xxx likes xx have xxxxxxxxxxxxxx the xxxx of x supervisor xxxxx with x lot xx roles xxx responsibilities xxxx as xxxxxxx the xxxxxxxxx organizing xxx workflow xxx monitoring xxx employees xx a xxxxx basis xxx of xxx skills xxxxxxxx to xxxxxxx these xxxx are xxxxxxx with xx skills xxxxxxx supervision x would xx handling xxxx responsibilities xxx my xxxxxxxxxxxx that xxxxx help xx and xx organization xxxxxxxxxx my xxxxxxxx I xxxx always xxxx in xxxxxx of xxxxx the xxxxxxxxx manager x am xx control xx my xxxx and xx charge xx the xxxxxx execution xx projects xxxxx supervision xxxxxxxx these xxxxxx my xxxxxxxx in xxxx area xxxxxx Self-development xxxxxxx self-development xxxx is xxxxxxxx to xxxxxxx skills xxx my xxxxxx growth xxx to xxxx expertise xx clinical xxxxxxxxxxx Skills xxxxxx to xx developed xxxxxxxx goal xxxx needs xx be xxxx Understanding xx be xxxx to xxxxxxx with xxxxxx from xxxxxxxxx cultures xxx understand xxx place xxxxx they xxx coming xxxx to xxxxx an xxxxxxxxx bridge xxx supervision xxxx to xxxxxx resources xxx studying xxxxxx up xx assistance xx see xxx other xxxxxxxxxxx in xxx industry xxxxxxx with xxxxxx from xxx community xxx make xxxxxxx to xxxx their xxxxx Openness xx the xxxxxxxxxx To xx able xx contribute xxxx to xxxx efforts xx well xx in xxxxxxxxxx roles xxxxxxxx to xxx discussion xxxx only xx developed xx constant xxxxxxxxxxxxx in xxxxxxxxxxx that xxx happening xxxxxx giving xxx of xxxx equal xxxxxxxxxx flexibility xx be xxxx to xxxxxx for xxxxxxxxx balance xxx be xxxx to xxxxxx different xxxxx together xx the xxxx time xxxxx focusing xx their xxxxxxxxxxxx Flexibility xxxx come xxxx participation xxx learning xx manage xxxx With xxxxxxxx effort xxx experience xxxx can xx achieved xxxxxxxx resolution xx be xxxx to xxxx a xxxxxxxx as xxxx as xxxxxxxx and xxxxxx at x balance xxxx works xxx both xxxxxxx Upskilling xx necessary xx attending xxxxxxxxx and xxxxxx and xxxxxxxxx the xxxxxx staff xxx understanding xxxxx approaches xx conflict xxxxxxxxxx ReferencesBoukis x Koritos x Daunt x L xxxxxxxxxxxxxxxx A xxxxxxx of xxxxxxxx incivility xx frontline xxxxxxxxx and xxx moderating xxxx of xxxxxxxxxx leadership xxxxx Tourism xxxxxxxxxx https xxx sciencedirect xxx science xxxxxxx pii x Gonz xxxxxxxx T x Botella-Carrubi x Mart xxxxxxxxxxx C x Supervisor xxxxxxxxxx style xxxxxxxx regulatory xxxxx and xxxxxxxxxx performance x perspectivism xxxxxxxx Journal xx Business xxxxxxxx - xxxxx www xxxxxxxxxxxxx com xxxxxxx article xxx S xxxxxxxxxxxx Y xxxxxxxxx M xxxx G xxxx motivations xx antecedents xxx outcomes xx leadership xxxxxxxxxxx self-determination xxxxxx and xxx full xxxxx leadership xxxxxx European xxxxxxxxxx Journal x https xxx sciencedirect xxx science xxxxxxx pii x Ko x H xxxx H x Effect xx leadership xxxxx and xxxxxxxxxxxxxx climate xx employees' xxxx safety xxx hygiene xxxxxxxxx in xxx institutional xxxx service xx schools xxxx science xxxxxxxxx - xxxxx onlinelibrary xxxxx com xxx abs xxx Mikkelson x C xxxxx D xxxxx C xxxxxxxxxx communication xxxxxxxx and xxxxxxxxxx styles xx supervisor xxxxxxxx relationships xxxxxxxxxxxxx Journal xx Business xxxxxxxxxxxxx - xxxxx journals xxxxxxx com xxx pdf

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    Answer: No answer updated...
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    Answer: No answer updated...
    Question: No question updated...
    Answer: No answer updated...
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