Counsellors in org

Mostly known as welfare officers (usually have a degree in MSW HR)

Org has 50-70 employees necessary to have a welfare officer
Lack of research Impact of counselling at the workplace
Inhouse and consultant
Counselling for the CLIENTS as well

Characteristics
Short term
Solution focused
GOALS
Remedial goal
Developmental Goal
Ultimate goal
Mediating Goal
THEORIES OF COUNSELLING
STAGES OF COUNSELLING
1. Preparations- from the ORG- accept the individual in the space structure,
from the client- awareness programs and details about the counselling services, assurance of
confidentiality, role of the individual in counselling
and the counsellor- Infrastructure, policies, clear structure for managing the process,
evaluation system, briefing to the org (what kind of info can be passed on).
2. Assessment- understanding the issue from the client and organizational perspective,
weather counselling will work for the individual or not. Based on the psychometric
tools (MBTI GHQ)

3. Contracting

4. Engaging in counselling- managing personal dimensions, administrative side of

counselling
ETHICS
Autonomy
Beneficence and non-maleficence
Fidelity
justice
Model
Creating Ethical Sensitivity-
Formulating an amoral course of action

NOTES MISSING
Depression at workplace
Absenteeism at workplace
Voluntary and involuntary absenteeism
Hidden and direct cost per employee is affected when absenteeism is prominent
JIT- just in time process-
VSM- value stream process. Time taken to pass the information
RECI
Health plans and Therapy for substance abuse
Process begins with Screening
Single question for alcohol
Cut annoyed Guilty I – CAGI
Based on the level of intensity. Record keeping is a necessary practice
Brief interventions are provided (medication and Peer support)
Three levels-
Very brief intervention- not more than 5 mins, mostly focused on screening
Brief Intervention- 15 mins
Multi contact- multiple sessions, follow ups are done, session lasts for 15 mins usually
Detailed Case history
Screening
Initiation
Intervention
Intervention
CBT
Multidimensional family therapy- involving the family
Motivational incentives
Stages in recovery and role of Organization (substance abuse)
Transition stage
Stabilization stage
Early recovery
Middle recovery
Late recovery
ACTs
Family and medical leave act
Return to work agreement policy
Bullying
AKA mobbing
Lack of evidence one creates problem with initiating action
Intervention-
Moderation and mediation
Coaching
Organizational development
Employee Turnover
For
employers
consumers
For members of the public
Laser coaching
Sworder
Problem arising within individual
Problems by the work/organization acting on the individual
Problems arising outside the individual or the organizations
Power culture
Role culture
Achievement culture
Support culture
Managing counselling
Demanding a physical space
Negotiation of salary
Awareness of information disclosure
No. of session
Method of evaluation

Benefits in terms of cost effectiveness, absenteeism.

Analysis integral
Counselling in an organization setting a major challenge
Importance of creating a curriculum, in terms of organization dynamics, ethics, policies,
awareness of culture and organizational health.
Knowledge about the role of legislation also integral
Knowledge of stress diagnosis
Management and prevention in work settings
Knowledge of AIDS, substance abuse, and vocational guidance/career counselling
Jack of all organizational trades
Pickard three stages for training for counsellors in organization
Counselling in organization- applying skills in organization
Counselling for organization- counselling provision + organizational needs
Organizational counselling
Internal counselling provisions
Initially known as welfare officer services
Started in Britain in 19th century- to enhance the quality of wellbeing of employees
1886
1936- welfare workers association later named as institute of personnel management
Post office board
Standard textbook for welfare officers- Martin- described the roles and responsibilities,
process of selection and training, detailed description of welfare officer’s role
Stress and trauma care
Post office first adapt workplace counselling (1991)
Educating org to receive counselling
Set the counselling service
Challenges similar to a M&A scenario
Education process- knowing the two entities
Education here can be defined as management of learning for the individual and organization
Creating a frame of reference to facilitate this learning
6 steps –
Preparing for counselling
Assessing
Contracting
Introducing
Organization
Evaluating workplace counselling
Terminating the relationship
Employee assistance providers association
Assessing org for counselling
Tailor made approach based on the problem and required competencies
Assessing the change agents
Assessing the support systems
Logistics and economic constraints
OSI
ORG consideration
Counsellors availability and their willingness to work in the organization
Qualification
Experience
Knowledge of the org
Value system
Where are they located
Where does it take place?
Type of services offered
Cost to the org
Counsellors consideration
Age
History
Nature
Performance current and past
Market stability
Size and geographical spread
Statistic with respect to turnover and renumeration
Statement and policies
Management style
Three levels of contract
Administrative
Professional
Psychological
Managing the counselling process and publicising the service
Ethics
Management in terms of roles, responsibilities, and task
Publicise buy introducing the type of services, through organization networking
Skills required to publicise
Ability to understand the ORGs policy and culture
Establish a personal contact
Evaluating Counselling in an ORG
Terminating Counselling Within The ORG
Negotiating and defining services
Contracting with organization and clients
Identifying the client groups
Assessing the client
Deciding on appropriate responses
Issues in terminating
Exploring the area of short-term counselling
Exploring the nature of org culture and dynamics
Sugarman
Useful distinction
Mandatory referral
Suggested referral
Voluntary referral
Self-referral
Identifying the Client role
Same as above
Having established priorities
Common sense
Assessment
Audit-
Interventions give
Specific outcomes achieved
Providing questionnaires (pre and post to show the effectiveness)
Independent counselling advisory services.
Focus on cultural change
Structural and functional change context
Technological and cultural shocks
Organizational culture and impact on counselling (read up on models of counselling)
Stages that workplace counselling has gone through.
Diseases stage
Client cantered stage
Employee worth stage.
Company as client stage
CBT-
Maladaptive Thoughts by beck-
Arbiter inference
Selective abstraction
Over generalization
Minimization
Personalization
Dichotomous