Workplace Counselling Perspectives - Case Study Example

WORKPLACE Counseling (John McLeod 2003) defines Workplace Counseling as "the provision of brief psychological therapy for employees of an organization, which is paid for by the employer. An 'external' service, such as an Employee Assistance Program (EAP), typically comprises face-to-face counseling, a telephone help line, legal advice and critical-incident debriefing. In and in-house' service, counselors may be directly employed by the organization. Workplace counseling offers employees a facility that is confidential, easily accessed (initial appointment normally within 2 weeks), provides a properly qualified and supervised practitioner, does not raise the threat of a diagnosis of psychiatric disorder, and promises to alleviate distress within a reasonably short period of time (most services allow only 6-8 sessions in any one year)." It should be noted that that Workplace Counseling is very significant as its "Counseling in the workplace could also reduce levels of sickness and absence by between 25-50%. * Workplace counseling is effective in relieving the symptoms of both anxiety and depression. * "People who need workplace counseling show signs of psychological distress equivalent to that found in out-patient psychiatric hospitals" (Professor McLeod). * Successful results can be achieved after as little as 3-8 sessions of counseling. * Workplace counseling at least covers its financial costs." (Workplace counseling) Also in (managing trauma and stress) it is noted that "Workplace counseling provides measurable benefits by offering staff solution focused counseling to assist in resolving issues of stress, trauma and personal problems which have a negative effect on both the employee and the workplace alike, costing businesses many millions of pounds every year." Meanwhile, there is a need to know the aim of counseling in a workplace. It is indeed very significant to asses these: '''''''''''''''''''''''''''' The value of counseling in the work environment '''''''''''''''''''''''''''' Issues appropriate for counseling '''''''''''''''''''''''''''' Demonstrating appropriate support and assistance '''''''''''''''''''''''''''' Who, how and when' ' (Valentine Sean) added more information on the subject matter where he says "Employment counseling is commonly used in companies to assist employees with various personal and professional challenges that are confronted in the workplace. Such guidance could affect the degree to which employees believe a company proactively supports an ethical orientation." The Value of counseling in the work place: Motivating all the workers. There is need at any working place to motivate workers in order to encourage them on what they are employed for. Counseling in a workplace thus explains to management the great need for that. (The guidelines for motivating workers) states that: "Keep rules and policies to a minimum. Rules are there to protect your business and create organization, if a rule does not serve that purpose only, then you will need to consider retiring that particular policy. After the rules are established, it is essential that all employees know what is expected of them. Make sure that the rules and/or policies are published and posted in a manner in which all employees are aware. Create a code of conduct. Make this a collaborative effort which involves all or most of the employees that work with you. Use this to identify values that should be held on high in your organization. Follow the rules. As a manager it is your job to be sure that not only the employees are following the rules, but that you are as well. All members of management should follow the rules that have been established. The employees should notice a sense of consistency from the management team rather than employees knowing which managers will let them "get away" with things while others will not. Management should recognize and address inappropriate behaviors on an as-needed basis rather than picking and/or "waiting" for someone to mess up. Use counseling or a progressive discipline approach rather than a "you're in trouble" approach. Clearly communicate work place expectations and guidelines for professional behavior. Ask for employee feedback on rules and policies that are in use. Also ask for ideas about editing the policies. Sometimes your employees have great ideas; after all, they do the job everyday! Be sure that these newfound ideas of consistency in enforcing policy don't come as a shock to employees. IF you have been letting employees "get away" with things in the past, you should meet with them and explain the policy as it is published and let them know about your change and the change that is expected in them." (The guidelines for motivating workers) Considering Counseling Service in an Organization As there is a need for good counseling in Organization, so as to push it forward toward rapid development, there is believe that organizations always yearning to get good services from their employed counselors. As such, many strategies should be put forward in order to achieve the desire goal. As a Counselor of an organization, one of the primary option ought to carry out is mapping a development through which it will explore in ensuring that it reach to the desire peak. At this juncture, a Counselor should formulate a Policy Work Book, carries guidelines and many sorts of development process for the organization. This should involve 'Policy Development of the Organization, and secondly include Staff Development. (Bezanson, Lynne) for being offering Counseling Service in Organization, after mapping out Policy development and Staff Development in two parts, "Each part begins with a self-assessment. In areas where the assessments indicate room for improvement, staffs are guided step-by-step through suggested procedures for decisions, defining outcome statements, and clarifying plans of action. It is suggested that the assessments and subsequent work be completed in full staff meetings or in time set aside for appropriate working groups. Times for each discussion range from 30-60 minutes and can be spread out over several weeks if necessary. The guided discussions cover eight areas critical to quality of service" Meanwhile, on this notes, there are eight procedures which ought to be explore in order to ensure that the Counseling Service is done effectively. Organization Mandate: This should be assessing in order to understand the goals of the Organization. Does it stepping towards satisfying their consumer's needs' Are they satisfying their clients' All these should be noted, so that appropriate measures and advice should be given fort rapid development. Service Offered: There should be assessment of services offered in the organization, to know specifically what kind of service they are offering, and thus by knowing this, it will further guide for good counseling. Mechanism for ensuring well-informed clients: As the organization Counselor, there is a great need to understand fully how hitherto clients are informed of the services offering in the organization, with a view to find out more strategies to encourage them continue and increase patronizing the organization. Additionally (Bezanson, Lynne) states other consideration and options ought to be undergone as a Counselor in an organization. These include: "Provider competence: Are there procedures to inventory competence at all staff levels' Are there standards for supervision' Professional behavior: Are standards of professional conduct in place and well known' Management practices review: A guide for examining the completeness of existing practices. Accountability statement: Assists in proving the worth of what you do, how to do it, and by whom." It is very important therefore to have it in mind as stakeholders steering the organization that "consumers evaluate the services they receive on the basis of how satisfied they are, the degree to which their expectations are met, the reliability of the services over time, and the results they achieve. Organizations which have in place policies and standards in each of the eight areas covered in Part one have a foundation which supports clients who experience these conditions and who evaluate services positively." (Bezanson, Lynne) To this end, the second important aspect is focalizing on Human Resource development, which deal with staffs, their career development services and how it should be carry out, Below Diagram shows some of the key issues that should be tackle toward ensuring 'Organizational Development' as parts of a counselor duties. Organizational Development Organizational Counseling Leadership development Personality dysfunction (substance abuse, psychiatric symptoms, etc.) Departmental (re)organization Stress/Change Management Poor Morale Grief reaction to loss or death Group retreats Critical Incident Stress Management Skills development and technology usage Employee/patient safety issues Team - building Communication breakdown within teams Workplace climate Entrenched interpersonal conflict Promoting improved/increased organizational performance Promoting organizational wellness (Organizational Counseling Interventions and Organizational Development) However, in conclusion, to accomplish this great task of counseling in organization, a counselor should endeavor to apply group and individual supervision during the period of his assignment. (Werstlein, Pamela O.) Said "Counselors do not function in isolation, so the group becomes a natural format to accomplish professional socialization and to increase learning in a setting that allows an experience to touch many. Supervision in groups provides an opportunity for counselors to experience mutual support, share common experiences, solve complex tasks, learn new behaviors, participate in skills training, increase interpersonal competencies, and increase insight. The core of group supervision is the interaction of the supervisees." "Collaborative learning is a pivotal benefit, with the supervisees having opportunities to be exposed to a variety of cases, interventions, and approaches to problem solving in the group. By viewing and being viewed, actively giving and receiving feedback, the supervisee's opportunities for experimental learning are expanded; this characterizes group supervision as a social modeling experience. From a relationship perspective, group supervision provides an atmosphere in which the supervisee learns to interact with peers in a way that encourages self-responsibility and increases mutuality between supervisor and supervisee." (Fostering Counselors' Development in Group Supervision) ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' References John McLeod 2003, "Does workplace counseling work'", "The British Journal of Psychiatric", http://bjp.rcpsych.org/cgi/content/full/182/2/103 ' Workplace counseling, http://thestressoflife.com/workplace_counseling_works.htm ' Managing trauma and stress, http://www.theredpoppycompany.co.uk/services.htm Bezanson, Lynne, "Quality Career Counseling Service", "Developmental Tools for Organization", http://www.ericdigests.org/1998-2/quality.htm' Organizational Counseling Interventions and Organizational Development, http://ucsfhr.ucsf.edu/index.php/assist/article/organizational-counseling-interventions-and-organizational-development/ Valentine Sean, Journal of Employment Counseling, http://goliath.ecnext.com/coms2/gi_0199-5565279/Employment-counseling-and-organizational-ethical.html Werstlein, Pamela O, Fostering Counselors' Development in Group Supervision. ERIC Digest, http://www.ericdigests.org/1995-1/group.htm Fostering Counselors' Development in Group Supervision, http://findarticles.com/p/articles/mi_pric/is_199404/ai_649711420 ' ' Read More