Supervision in most extension programmes is government-controlled. The effect is bureaucratic red tape, which limits the initiative of the workers. The quality of supervision determines the extent to which the supervision in the extension system succeeds. Who are extension supervisors, and what work do they do?
Meaning and Importance of Supervision
Supervision may be defined as a social process, a critical observation, and direction of activities or a course of action. It deals mainly with leadership, guidance, and personnel development. Supervision is the art of working with a group of people over whom authority is exercised to achieve the goals of the extension organization.
Supervising people requires great skill, common sense, foresight, and intelligence. Extension supervision refers to the process where agricultural officers and superintendents, who are in charge of zones, blocks, and cells, assist junior staff to perform their duties more effectively. A supervisor, therefore, is anyone responsible for ensuring the effective performance of the work of others.
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The Importance of Agricultural Extension Supervision
Supervision is needed for the following reasons:
1. Giving and receiving instructions and directions.
2. Understanding essential policies, procedures, and rules in the organization.
3. Coordinating activities within the extension organization.
4. Developing understanding and cooperation between individuals and organizational units.
5. Guiding a smooth-functioning team in action.
6. Developing in each staff member the feeling of belonging and being informed of all relevant decisions.
7. Providing a relief valve for emotional tension.
8. Developing improved performance through goals and creative discipline.
Supervision is an integral part of administration. It is a cooperative activity that takes place through the shared ideas, efforts, and experiences of all staff members. Supervision is concerned with the cooperative improvement of the work setting, seeking improved teaching methods and creating a favourable physical, social, and psychological climate for learning and working.
Principles of Supervision in Agricultural Extension
Planning is fundamental to supervision. Supervision is creative, not prescriptive. It determines procedures based on the needs of each situation. Supervision replaces authority with leadership.
It is grounded in the democratic philosophy that respects individual differences, stimulates initiative, self-reliance, and individual responsibility. Supervision primarily builds creative human relationships and provides for the establishment of extension objectives, goals, and means for systematic evaluation of extension programmes. It also recognizes the need for constant monitoring and evaluation.
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Necessary Administrative Conditions for Agricultural Extension Supervision
The following administrative conditions facilitate effective extension supervision:
1. The number of people under a supervisor should be limited to a number they can effectively supervise (span of control).
2. Activities closely related to each other should be grouped under common direction.
3. The number of supervisory levels should be kept to a minimum.
4. Each supervisee should have only one supervisor to whom they report.
5. The system should allow the immediate supervisor to have the final say in selecting subordinates, ensuring the unique relationship between supervisor and supervisee is optimized.
6. Good supervision is not just about what is done but how it is carried out.
Functions of Agricultural Extension Supervision
The success of a supervisor depends on the success of those they supervise, and conversely, the success of those being supervised is dependent on the degree to which the supervisor acts responsibly towards various levels of personnel within the organization. The function of the supervisor can be divided into four main areas:
1. Personnel Functions in Agricultural Extension Supervision
For an effective extension programme, a trained supervisor must play the following roles:
a. Recruitment: Seek individuals with exceptional ability and initiative for vacant positions.
b. Selection: Provide advice in selecting those who will contribute significantly to extension work.
c. Placement for induction training: Ensure new employees are placed in locations that align with their interests.
d. Training: Visit new agents frequently to discuss policies and procedures.
e. Counseling: Consult regularly with agents on personnel issues, extension programmes, and policies.
f. Guidance: Assist agents in setting personal, educational, and occupational goals.
g. Appraisal: Evaluate the work of agents and guide them in self-appraisal.
h. Transfers and promotions: Make recommendations for transfers and promotions based on merit.
i. Separation: Ensure agents complete necessary reports and forms before separation, minimizing potential ill will.
2. Extension Programme Functions in Agricultural Supervision
The supervisor must perform the following roles to develop a successful extension programme:
a. Programme planning: Guide agents in planning and executing programmes.
b. Coordination: Assist agents in coordinating their programmes with subject matter departments.
c. Evaluation: Evaluate the effectiveness of the area’s programme.
3. Finance Function in Agricultural Extension Supervision
Supervisors are responsible for discussing the extension programme with the sponsoring organization and assisting with the preparation of state extension budgets when necessary.
4. Public Relations Functions in Agricultural Extension Supervision
To build good public relations, the supervisor must:
a. Working conditions: Assist local government staff in securing adequate, pleasant office facilities.
b. Communication: Encourage agents to express themselves freely and ensure ideas and suggestions from agents are communicated to the Extension Director, while also relaying the Director’s ideas to the agents.
Problems of Agricultural Extension Supervision in Nigeria
Supervision in Nigerian Extension Services faces several challenges, including poor staffing and a lack of logistical support. The problems can be categorized as follows:
- Staffing problems – inadequate numbers and poor quality of staff.
- Lack of or insufficient and inappropriate extension work tools.
- Lack of adequate logistical support.
- Poor and irregular supply of recommended farm inputs.
- Lack of professional improvement opportunities for staff.
- Financial difficulties.
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Frequently Asked Questions
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