WHAPS 704

Tiaki: Assessment 1

Penny Horsfall 200175688

Te Titohu Arahina Te Hunga Tangata Graduate Diploma in

Professional Supervision Bi-culturalism in Practice
Student Name:

Penny Horsfall

Student ID:

200175688

Assessment Title:

Tiaki Assessment 1

Assessment Code:
Kaiako:

Due Date:
Date Submitted:
Word Count:

WHAPS 704
Hine Moeke-Murray & Tainia Rose Tutaki

1 July 2016
11 July 2016
1988

Students please read and sign:

Plagiarism is the use of others work that is submitted as your own. This will
lead to disciplinary action as outlined in Te Wnanga o Aotearoa Tikanga
Ako.
I declare that the attached assignment is my original work and I have made a
copy for my own records.

Signature __________ Date ____11 July 2016___________

Received by the Kaiako

Signature_________________________________ Date_______________________

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Contents

1. Introduction

2. Context

3. ANZASW Principle 1. 5.7. Responsibility to Colleagues

4. Tiaki: Kaitiakitanga

5. ANZASW Principle 2. 6.3 Supervisors have the Responsibility to:

6. Tiaki: Pono

7. ANZASW Principle 3. 6.3 Supervisors have the Responsibility to:

8. Tiaki: Mana Motuhake
9. Conclusion
10. References

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1. Introduction
Ehara taku toa i te toa takitahi
Engari taku toa i te toa takitini, takimano.

Achievement and success is not through us as individuals, but as a group we can

achieve common goals of competency. (ANZASW Code of Ethics, 1993)

In this essay I have been asked to utilise three principles from the ANZASW Code
of Ethics and three of my own Tiaki in order to analyse and evaluate a case study
of supervision in relation to my practice as a supervisor. I will first explain the
case study in order to provide a clear context of the situation at hand. Utilising the
case study I will then analyse and evaluate each ANZASW principle providing a
response then I will do the same with my own tiaki. After completing this I will
provide a conclusion.

2. Context
For the purposes of this essay I have given these people different names. I was
approached by Jane (social worker) who raised concerns about Sue (colleague in
our team). This information came from a neighbour that lived across the road and
worked in the same organisation as us. The concerns were that there were many
people frequenting Sues home during the day and drive-by behaviour. It was
suggested that her partner was selling drugs due to his history with previous drug
convictions. The neighbour had approached Sue and asked was everything alright.
She said that Sue appeared to brush off the comment and that everything was fine.
Jane also advised that the surrounding neighbours had become increasingly
concerned by what was happening in their quiet street and had spoken with the
police.

I immediately requested that Sue come to the office so as to discuss the serious
concerns raised. I explained to Sue the information conveyed to me she appeared

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surprised about the information and acknowledged that she has had the odd
remark from different neighbours but didnt think anything of it. Her partner had

returned to live in the home after a short separation she said that she agreed to this
as he had nowhere else to live. Sue stated that when she was home after work she
did not witness this behaviour but a part from friends and whanau no one else
visited. Sue was adamant that there were no signs of illicit drug taking or
behaviour suggestive of her home being a tinny house she said I have a 13 year
old daughter and wouldnt allow it.

As we discussed the situation further Sue realised that this was serious as the
police were now involved. Sue requested that she go home as she couldnt think
clearly and was obviously upset. The next day she advised that she confronted her
partner to whom he denied the allegations but she didnt leave it there she called
the detective to discuss the concerns raised to her. The detective confirmed that
her partner had in fact been under investigation and asked if she knew that he was
selling drugs to which she denied. The police arrested him and searched her home
and workshop where they found money and class A drugs. Another important
factor is that Im closely related to Sue.

3. ANZASW Principle 1.
5.7 Responsibility to Colleagues
Both the everyday and professional conduct and integrity of members must be
beyond reproach. Where a situation is too serious to be resolved by discussion
with the colleague concerned, instances of professional misconduct or unethical
behaviour by that colleague (particularly where this involves actions that are
harmful to clients) must be brought to the attention of the appropriate bodies.

In the first instance Jane followed a process which was appropriate bringing this
to my attention as their supervisor. Jane was mindful that the info given was via a
third person to whom they both wanted to remain anonymous. She felt conflicted
having been told the information she also felt compromised as a colleague and
recognised that this situation was beyond a general discussion with her colleague.
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My response was to acknowledge Jane in how difficult this must have been.
Ethically this was going to be difficult in how I was going to explain parts of the
conversation to Sue without trying not to implicate the others.

4. Tiaki: Kaitiakitanga
Kaitiakitanga was in operation and as Jane and Sues kaitiaki I had a
responsibility to support both social workers ensuring that there were no
repercussions on anyone. Jane is a relatively new social worker whereas Sue has
been practicing as long as me and for Jane it wasnt easy I recognised the Tukana
Teina in action.

Through ata whakarongo I listened and asked questions seeking their world view
and understanding of the concerns raised. To listen with reflective deliberation.
This requires patience and tolerance. It gives space to listen and communicate to
the heart, mind and soul of the speaker, kaupapa and environment. It requires the
conscious participation of all senses. It signals the elements of trust, integrity and
respectfulness of what is being shared (Pohatu, 204). This was a struggle for me
due to our shared whakapapa being the kaitiaki of a person you are related to is a
challenge in itself. Acknowledging this, Sue was whanau and I needed to offer
support to her.

In addition this I was approached by someone a couple of months prior and spoke
with Sue regarding her own behaviour in public being drug and alcohol affected.
Taking all of this into account I had to remain pono to the concerns raised in this
situation remaining in role as the kaitiaki. To become wiser is to stay tuned to the
insights bred of challenge, tension, joy and breakthrough felt within the
experience of being there. Such glimmers of insight are brought to understanding
by reflection and somehow embodied into discerning judgement. (Smythe et al.
2009, p.20)

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5. ANZASW Principle 2
6.3 Supervisors have the Responsibility to:
act promptly and professionally at all times in the best interest of clients and
supervisees
meet their ethical duties and obligations to the organisation and the profession.

In accordance with this principal it was important that I act promptly it was
important for me to have as I had a responsibility to clients that Sue worked with,
Jane as a colleague and Sue. Conveying the information was difficult as I could
see the huge implications that this could have on Sues reputation as a social
worker, team and organisation. As Sues supervisor I had an ethical responsibility
to enquire and ask the critical question did you know that this was going on. Her
response remained the same and her actions were appropriate.

6. Tiaki: Pono
Being pono to the process was important and knowing self I have always been a
responsible person and the ability to critique, analyse and reason situations in
trying to remove my own notions and prejudices.
It is not personal intellectual intelligence alone that enables us to successfully
navigate lifes various situations, either as direct workers or as supervisors our
emotions also play a part. The skill of self-awareness helps us to counter our
biases and reach for greater objectivity. (Dolgoff, 2005, p.7). over 40 words
As Sues kaitiaki I had no choice but to move quickly and seek to define and
interpret her korero. This was not an easy situation knowing what I knew about
Sue it put doubt in my mind and I found myself asking what is my position in this
situation?. It was through this process that I moved from whanau to kaitiaki I
needed to go through this in order to position myself as her kaitiaki and needed to
validate my position and provide empathy and support to Sue.

7. ANZASW Principle 3.
7.1 Responsibility for Self
Members act with integrity at all times, and in the knowledge that their standards
of behaviour reflect also on the Association and the profession of social work.
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Through this principle Sue needed to take responsibility for the issues raised the
seriousness and prior knowledge of her partners previous convictions with drugs.
Sue had a professional responsibility as a social worker to clients, team and to the
organisation. Sue had a personal responsibility to herself, daughter and whanau.
Tairawhiti was a small community and news travels fast this could potentially
damage Sues reputation and bring disrepute to all concerned.
Emotional intelligence is the ability that enables the supervisor to understand
his or her own feelings and to manage these in the supervisory relationship. It
is the ability to accurately read how his or her supervisees are feeling and to
manage these feelings in relation to him or herself within the supervision
relationship (Davys, Beddoe, 2010, p64).
In this situation Sue acted appropriately and promptly confronting the partner and
speaking with police.

8. Tiaki: Mana Motuhake

Being Pono to the process for me was the most important aspect. Like Sue I had a
responsibility to uphold my own integrity as I had a wider responsibility to the
team and organisation. I decided as kaitiaki to remove myself from the situation
and allow Sue the opportunity to reflect and I was there to observe the process to
ensure Mana Motuhake for all. As Graham Smith (1997:25) writes,
The act of struggle itself is seen to be an important factor in the cycle of
conscientisation, resistance and praxis in not only making sense of ones life;
but in also transforming it in more meaningful ways, and ultimately reclaiming
it.

9. Conclusion
This essay has given me a good opportunity to analyse and evaluate the case
study. In reflection it was a difficult situation and it provided me with many
challenges, considerations and learnings both personally and professionally. An
evaluation is that during this process I didnt refer to the Code of Ethics to see
what I needed to do as I instinctively followed my own tiaki. These tiaki of
kaitiakitanga, pono and mana motuhake guided the processes which in effect lead
to a positive outcome.
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The 3 principles I used from the Code of Ethics use highly emotive words and
alludes to a punitive outcome in a wider disciplinary context ie profession, bodies
and association. Learning for me was that when I explained the case study in the
context of each Code of Ethics principle I found myself writing and thinking in
the same way. Now that Im aware of this the challenge is which world view I
choose to be in.

10. References

New Zealand Association of Social Workers (Inc). (1993). Code of Ethics. Second
Revision.

Davys, A., & Beddoe, L. (2010). Best Practice in Professional Supervision A

guide for the helping professionals. London: Jessica Kingsley Publishers.

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Dolgoff, R. (2005). An Introduction to Supervisory Practices in Human Services.

Boston, MA: Pearson Education.
Pohatu, T. (2004). Ata: Growing Respectful Relationships. He Pukenga Korero,p6.
Smith, G. (1997). The development of Kaupapa Mori: Theory and praxis.
Unpublished Ph.D. Thesis, Education Department, University of Auckland.
Smythe, E. A., MacCulloch, T. and Charmley, R. (2009) Professional supervision:
Trusting the wisdom that come. British Journal of Guidance and
Counselling 23, 1, 17-25.

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