Académique Documents
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Chapter 11
Cheaper to train, treat, and retain existing workers than to hire new ones
Same techniques are used, especially coaching Same kinds of analysis and planning needed
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Problem Identification
Screening device Absenteeism records Supervisors observations Referral Voluntary participation
Education
Pamphlets Videos Lectures Unsolicited
Counseling
Needs a non-threatening person with whom the worker can discuss problems and seek help. Options include:
Referral
Directing employee to appropriate resources for assistance e.g.,
Physician Substance abuse treatment center Marriage counselor Alcoholics Anonymous (AA) Other options (clergy)
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Treatment
The actual intervention to solve the problem e.g.,
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Follow-up
Needed to:
Ensure the employee is indeed carrying out the treatment Obtain information on employee progress Ensure that referrals and treatment are effective
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In-House Efforts
Advantages: Internal control Familiarity with organization Better coordination of efforts Sense of ownership Greater internal credibility Disadvantages: Confidentiality Lack of needed resources Employee reluctance to use services Limitations in staff skill and expertise
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Identify troubled employees Motivate them to resolve their problems Provide access to counseling and treatment, as appropriate
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Items of Importance
Extent of substance abuse and mental health problems faced by companies Approaches to employee assistance Effectiveness of EAPs in treating substance abuse and mental health problems
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Substance Abuse
Over 19 million Americans abuse alcohol or drugs Alcohol is involved in 47% of industrial injuries Substance abuse costs U.S. businesses over $100 billion per year
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Substance Abuse 2
6.5% of workers reported going to work while under the influence of drugs or alcohol 5%8% reported being under the influence of marijuana at work Companies lose over $7,000/year for each abuser of alcohol or drugs
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Mental Health
It is estimated that: 18.8 million Americans suffer from a depressive illness every year 23% of the American population has some sort of mental disorder 5.4 % have a serious mental illness
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Eating Managing money Functioning in family groups Functioning at work Functioning in society Functioning in educational settings
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Absenteeism Poor performance and work habits Low job satisfaction Indecisiveness Interpersonal conflicts Violence and aggressive behaviors at work
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Has a physical or mental impairment that substantially limits one or more major life activities, Has a record of such impairment, or Is regarded as having such an impairment, i.e., an employers perception of a disability would be covered.
Guarantees equal access to jobs for those with disabilities Includes mental and emotional disabilities, along with physical disabilities How to deal with individuals with such disabilities (EEOC Guidelines, May, 1997)
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Constructive Confrontation
In this approach, a supervisor:
monitors performance confronts employee on poor performance coaches to improve performance urges use of EAPs counseling service emphasizes the consequences of continued poor performance
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Effectiveness of EAPs
Effectiveness is generally accepted Estimated 50% to 85% effectiveness rate Estimated savings of $2 to $20 per dollar invested in EAP However, much EAP evaluation is subjective, and strongly criticized
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Costs vs. benefits of the program in dollars Whether its cheaper to replace an individual than to successfully treat that person
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What is Stress?
Some environmental force affecting the individual (a stressor) Individuals response to the stressor Interaction between individual and the stressor Individuals react in different ways to stress
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Organizational Stressors
Factors intrinsic to the job Organizational structure and control Rewards systems Human resource systems Leadership
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Sources or stress, how it feels, how to avoid it, how to cope with it Provides new ways to manage stress such as:
Time management training Assertiveness training
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Skill-Acquisition Interventions
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A Model of SMIs
Focuses on the individual Helps the individual cope Perhaps more focus should be placed on stressors from the work environment
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Effectiveness of SMIs
Research hasnt been rigorous enough to measure effectiveness accurately Well-conducted research demonstrates some success More research is needed
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Obesity Smoking
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Control of Hypertension
Hypertension blood pressure greater than 140/90 repeatedly over time Greater incidence of heart disease and stroke
Control through, exercise, weight loss, medication, stress reduction and low salt diet
Benefit: $1.89 to $2.72 reduction in health claims per dollar spent on program
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Effectiveness of Counseling
Determine organizational demographics Determine expected participation rates Estimate start-up and maintenance costs Implement test and tracking system Measure pre- and postprogram Analyze results for users and non-users Do present and future cost-benefit analyses
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Legal Issues
Using counseling programs to comply with legislation may increase liability to lawsuits:
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Ethical Issues
Confidentiality:
Records should be held in strictest confidence, and kept separate from the employees regular personnel file Release only with specific employee permission Mandatory versus voluntary
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Nature of Participation:
Question
Should participation be mandatory or voluntary? Why?
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Closing Thoughts
EAPs show that companies care HRD professionals have the skills and expertise to provide EAP information Promoting employee health and well-being can contributes positively to an organizations bottom line.
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Summary
Employee well-being affects ability, availability, and readiness to perform a job Employee counseling encompasses a lot of areas It is an HRD function that:
Ensures that employees are now effective contributors to the organization, and that they will continue to be in the future Needs professionals who are qualified to deal with the difficult issues involved with this topic
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