Employee Assistance Programs

Management wants a happy workforce, because this will increase all levels of productivity as well as lessen any kind of work stoppage. Even though nonunion companies may have similar goals their approach may be a little different. Certain programs that apply to all employee as well as their feedbacks heighten their goals and also productivity.

When the employees sweat out to reach the production targets, they give their best and the mind-set or the attitude of the employees towards the organization changes. The management should set up monthly workshops to interact with their employees, thus making the employees feel that the management is well within their reach and is ready to listen to their pleas. Organizing such workshops will stimulate the feedback process which will help the management to cut down on production and sales costs in turn maximising the returns (Arnolds & Boshoff, 2002). Organizing technical trips and field tours further improves the management employee relationship as this allows the two parties to work together in a different environment and gain better ideas. The concepts of the ERG (existence, relatedness, growth) Model can be applied by recognizing individual employees who attain the highest productivity and then rewarding them with various benefits such as growth. Growth is what employees look for in any organization as the more

Employees are the most important asset of an organization and organization has the responsibility to keep happy, motivated and satisfied so that their interest does not diminish in work. Moreover, when employees are kept happy and satisfied then their productivity rises as they feel that the company has given them the importance.

An employee’s morale is tied to their work, the more stressed and dissatisfied the employees are the more their work will suffer. A happy employee means more work will be done, working in a happy and safe and secure work environment will make the workers more willing to work harder.

According to Stephen Wilcox, the FIDSA Principal and Founder Design Science stated, “The impact of alcoholism and drug dependence in the workplace often focuses on four major issues: premature death/fatal accidents, injuries/accident rates, absenteeism/extra sick leave, and loss of production” (Wilcox). A chart from Google gives a helpful visual of the different ages and genders that shows how they harm the workplace. Both men and women of all ages bring danger to the workplaces from their ability to do their job is affected, having to work extra hours, or there is an accident or close call at

Being under the influence can be a result of many different things, such as drinking alcohol or taking drugs. While doing such things can be fine when an employee is at home, these substances have no business in the workplace. Being under the influence at work can cause accidents, less production, tardiness or absenteeism, poor decision making, theft, and much more (“Drugs”, 2015). Employers can combat these problems by utilizing drug testing programs, establishing anti-drug abuse policies, and establishing an Employee Assistance Program.

Those factors can include but not limited to financial stress, family stress, work overload, and the human brain capacity. These factors can have an impact on the workplace environment and lead to risks such as: fatal accidents, tardiness, poor decision making, theft, loss of efficiency, engaging in trouble with co-workers or managers, and a higher turnover rate (Drugs and Alcohol in the Workplace, 2015). These risks can become very dangerous and cost effective for employers. The reason being is that not only will the employers have to worry about the health concerns of the employee, but also current employees as well who can be at risk to those who abuse. Employers must find ways to help prevent this to affect their work environment and how impact the money flow of the

However, in comparison, the EPA program addresses any issues that hinder the work performance of any employee. EAP is a worksite-focused program designed to assist in the identification and resolution of productivity problems associated with personal problems, such as alcohol and/or drug abuse.(2) If design properly, a wellness programs can best address early alcohol problems if they adopt the “back door” approach by incorporating specific information about alcohol’s negative effects on other health condition (1). An EAP alcohol program addresses the short term and long term use of alcohol treatment. (2) Like EPA, Duke’s PAS Personal Assistant programs consist of guidelines with short and long term goals for the employee. Upon hire the EAP program representative

Drug abuse by employees in the workplace is a major concern for many employers Approximately 16.4 million drug abusers and 15 million heavy alcohol users

Reasonable accommodation that manager may offer Larry may include proper counseling, periodic alcohol or drug testing, modification of job responsibilities and/or increased supervision. If Larry does not work on his alcoholism problem even after proper accommodations, previously talked about, then, manager should perform progressive discipline which is proper application of corrective measures by increasing its degrees, Larry can be motivated to change his behavior. Manager can make Larry sit and explain the situation to him that he is very good employee and company appreciates his hard work and contribution. He can be told that company expects him to become a role model to other employees because he is a senior worker and has very good performance record. This kind of conversation can motivate employee improve his situation (Course Book & Power Point).

Make sure the employees feel connected to their team, when they don’t feel valued it will impact their performance. Learn and challenge the employees to strive for better which will keep them productive. Provide security in their position to combat negative performance. Give voice and recognition which will empower employees and make them feel appreciated. Ensure all employees are being treated with fairness by communicating and leading effectively. Empower the employees to be able to make choices and decisions that can impact production, allow them to see their recommendations in action, and above all else, provide a clear sense of purpose. The goal here for the employees is to increase production to levels that will earn them a bonus, but ultimately the goal needs to be recognized as the success of the Engstrom plant to ensure job growth, steady income for its employees (Taylor, 2013).

Employees require motivation, reward and encouragement for maximum productivity. Punishment to workers not performing is also mandatory to prevent cases of poor performance. Ethical considerations must be looked at and employees must follow rules and company policies for plans made by management to be successful. Workers and management relate like a family and this has enabled the company perform to its expectation. These plans are aimed at ensuring total customer satisfaction and delight.

In terms of a business community, it is the responsibility of the leaders to promote an environment that focuses on establishing a worker's strength, discovering his or her potential, and then developing that potential in order to fulfill that person's purpose. In the business world, we see people all the time who feel their work is not fulfilling and lacking in purpose. These are also the kinds of people we see that show up to work and complete the bare minimum necessary for obtaining their paycheck. An employer who wants to have a successful company needs to promote the kind of work that is in their employees' best interests and allows them to feel useful each and every day. A happy employee will be more invested in the business's day to day operations, as well as the overall success of the organization.

Mangione, T.W.; Howland, J.; Amick, B.; Cote, J.; Lee, M.; Bell, N.; and Levine, S. Employee drinking practices and work performance. Journal of Studies on Alcohol 60(2):261-270, 1999.

is still growing and needs to hire more employees. For the future, do you have any suggestions for Mr. Zheng about employee qualifications and training sessions?...........................................................................................................8