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Social Issues and Workplace Wellness: An Action Based Assessment

Technical Report · January 2008

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 Report to the
Office of Leadership and Service Learning (OLSL),
University of North Carolina at Greensboro

on the project entitled

“Social Issues and Workplace Wellness:

An Action Based Assessment”

Research and Community Team of UNCG, Rockingham County Mental Health, and
LifeBalance Employee Assistance Program included:

Sherrill W. Hayes, Robert Middleton, Lori Kallam, and Kathy Melvin

Report prepared by:

Sherrill W. Hayes, Ph.D.
Conflict Resolution Program
University of North Carolina at Greensboro
 Executive Summary

The purpose of the study was to understand the impact of current social, economic,
personal, and workplace issues on a representative cross-section of employees in the North
Carolina workforce. This research consisted of nine focus groups with employees based in
Rockingham County, North Carolina who had current contracts with the LifeBalance
Employee Assistance Program (EAP) through Rockingham County Mental Health Services.
The focus groups were co-facilitated by student/EAP employee teams.
The primary question addressed in the focus groups was: “What types of programs,
services, training, educational, or other opportunities would you like to see provided by your
EAP and/or UNCG?” Asking participants an open-ended, solution-focused question
allowed them to describe the impact of social context on their personal lives while
minimizing potential self filtering and social desirability bias often associated with more
directive questioning techniques.
A total of nine (9) workplace focus groups were categorized into three groups: Public
Service, Health Care, and Manufacturing, and Professional. Focus group participants were
candid with the facilitators about personal, social, economic, and workplace pressures.
Improving emotional wellness seemed to take priority over physical health and wellness,
with participant discussions focusing on issues such as, improving communication, reducing
conflict, and managing stress. Based on a cross-group analysis, four primary themes
emerged from the research: Interpersonal/Workplace Communication & Conflict
Resolution; Workforce Development Training.; Parenting & Caregiving; and Health &
Physical Wellness. Those in Public Service expressed not only their personal interests but
also expressed concern about client needs. Training interests varied across the different
professionals groups, but there was interest in all groups for UNCG to have a greater role in
providing training and education opportunities in Rockingham County.
The results of this research will be directly applied by LifeBalance EAP, Rockingham
County Mental Health, and the CIVIC Project at UNCG in the modification of existing and
development of new training and service programs. The implications have a much wider
impact for the UNCG community in relation to the since many of the needs of the
workforce could be addressed by departments, programs, and research networks.

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I. Introduction

The research used focus groups in an action-based research paradigm to uncover the
most pressing personal, social, and economic issues facing the workforce in North Carolina.
This project will be a collaborative effort between UNCG’s Conflict Resolution Program
and Rockingham County Mental Health Center’s (RCMHC) Employee Assistance Program
(EAP).

UNC Tomorrow and Rockingham County

Partnerships between the community and University related to workforce
development have recently been in the spotlight. The UNC System’s North Carolina
Tomorrow Commission led a dialog driven initiative between Universities and communities
to identify critical needs and points of relationship. According to attendees at the UNC
Tomorrow Triad Region Listening Forum (University of North Carolina System, 2007) and
the resulting UNCG Tomorrow’s Proposed Major Initiatives (Planning Proposal Committee,
2008) the university needs to be a stronger partner with Piedmont Triad government and
business. Some important action points included: workers better educated in “soft” skills;
finding alternative methods of problem solving; recognizing quality of life as an employee
retention issue; and assisting “counties on the edge” where a university may not exist.
One of the “counties on the edge” in the Piedmont Triad is Rockingham County. It
is located in the middle of North Carolina bordering Virginia, directly north of Guilford
County. The estimated population of Rockingham County as of 2004 was 92,517. Within
the population, 61.8 per cent were labeled as “working age” population. As with many
counties in rural North Carolina, Rockingham County is a rural county that has faced
significant economic and social changes over the past twenty years especially affected by
manufacturing and agriculture job loss. Historically, the workforce in the community was
engaged in the tobacco industry, either through farming or factories, or in textile mills.
Today only 0.6% of the Rockingham County labor force is working in agriculture. The labor
force was made up of: Manufacturing 38.6 per cent, Agriculture 0.6 per cent, Professionals
22.3 per cent, Production 28.5 per cent, and Sales 22.4 per cent. Textile mills have continued
to downsize as manufacturing has moved overseas, resulting in significant layoffs for the
Rockingham County workforce. Workers have had to transition within this context, seeking
different employment and having to develop or be trained in new skills. The unemployment
rate for 2007 in Rockingham County was 6.0 per cent, before the economic downturn in
2008. (Employment Security Commission of NC, 2007).

Employee Assistance Programs (EAP)

Given the changes to the economic and social life of the last few decades, employers
have attempted to develop ways to help their employees deal with societal challenges that
affect work-life balance. One type of program that emerged was the Employee Assistance
Programs (EAP). These programs play in helping workers cope with the full gamut of social,
personal and financial issues. Workplaces use EAP services to help reduce the adverse

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impact of personal problems on employee job performance, health, and well being. The
main goal of the EAP is to encourage awareness and appropriate assistance with problems
that affect an employee’s job performance before problems escalate and result in increased
distress and/or decreased productivity (Employee Assistance Professionals Association,
2008; Employee Assistance Society of North America, 2008). Additional areas of emphasis
are to retain productive workers rather than incurring expense of re-training and to minimize
employer health costs by helping employees find appropriate, economical resources to assist
in problem resolution
LifeBalance EAP has been provided to clients through Rockingham County Mental
Health Center (RCMHC) to businesses, industries, and agencies within Rockingham County
for over twenty years. The EAP, marketed to employers as an employer/employee benefit,
seeks to provide confidential assistance for a broad range of employee concerns such as
family/marital, phase of life, and substance abuse issues. In addition, the EAP provides
supervisory support and consultation, and training to personnel overall on topics relative to
work-life balance and emotional wellness. Employers voluntarily enter into a contracted
agreement with LifeBalance EAP and RCMHC for services provided on an annual basis.
EAP consultants assess each workplace in order to tailor training, and problem resolution
strategies to the specific workforce culture (Melvin, n.d.)

Using EAPs in research recruitment

From a research perspective, there are two important aspects of accessing research
participants from Employee Assistance Programs, and in this case specifically LifeBalance
EAP in Rockingham County.
First, EAP programs are established in workplaces as a trusted resource for
management and employees. LifeBalance has been in existence for over twenty years and
contracts with twenty-two organizations. Next, the organizations that contract with
LifeBalance have employees who cross all social and economic boundaries of the North
Carolina workforce, ranging from traditional industry, to education, city and county
government, and medical professionals. Finally, this EAP has a history of developing
programs based on employee feedback using “lunch and learn” seminars; therefore, asking
for employee input will not be an unusual situation. These factors make this partnership an
attractive one for community-based research. The expertise of the EAP, the Conflict
Resolution faculty and students, and range of workers should provide an interesting insight
into the most pressing social issues in the workplace.

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II. Purpose of Study

The purpose of the study was to gather employees’ feedback about training needs on
topics related to personal wellness, social, and economic matters that they wished to have
provided on a local level, either through their worksite Employee Assistance Program (EAP)
or through partnerships with the University of North Carolina at Greensboro (UNCG).
From a broader perspective the researchers were reaching a diverse workforce population
from most major sectors of the economy and indirectly asking them to discuss the most
pressing social, economic, and personal issues in their lives.
It was proposed that by gathering information from a varied workforce population,
both UNCG and the contracted EAP would have valuable employee feedback about specific
training interests, thus assisting with planning and marketing future programs for employees
in their actual worksite or community. In addition, the researchers would gain insights into
the impact that social, economic, and personal issues have on the workplace in rural North
Carolina.

III. Research Questions

The overarching research question addressed in the focus groups was: What types of
programs, services, training, educational, or other opportunities would you like to see
provided by your EAP and/or UNCG? Although the question was directed towards specific
outcome, action-based objectives (e.g. developing programs), the question allowed the
researchers insight into the social, economic, and interpersonal issues in the lives of these
employees.

IV. Methodology

Focus Group Site selection

The plan was to select between 12 and 15 sites from the list of the seventeen (17)
current EAP contracts. The sites were to be chosen to reflect the economic, social, and
ethnic diversity of the North Carolina workforce. These focus groups were to consist of not
more than 25 people and last approximately ninety (90) minutes each. With each site’s
permission, we were hold the groups either during working hours or, if necessary,
immediately at the end of a shift. At sites where shift work is the norm (e.g. mills and
hospitals) it was understood that more than one group may need to be held to attract a full
range of employees.

Focus group methodology

Within each focus group information was gathered from the participants and the
participants were informed of their right to confidentiality. In each group the principle
question in each session was asked: “What types of programs, services, training, educational,
or other opportunities would you like to see provided by your EAP and/or UNCG?”

4
 The intention of using a practically-based question is that through the dialog of the
focus group, the social, personal, and economic issues underpinning those services will be
identified. This is preferable to problem-focused questioning, which often leads to poorer
voluntary participation rates and poorer quality feedback. The solution-focused nature of the
question will also assist the facilitator/researcher team keep the session focused.
Focus groups were co-facilitated by UNCG graduate students, faculty, and EAP
employees, all of whom had facilitation training and experience, and there were two
facilitators at each meeting. Each session allowed for large group and small group discussion
times to encourage full participation of all attendees. We will not audio or video tape the
sessions to avoid issues of confidentiality relating to any workplace or personal
complaints/issues that may arise. Records of the meeting will be kept by both facilitators and
shall include any personal notes taken by the facilitators or student observers, flip charts or
other written records made by attendees, and facilitators’ own anecdotal records.
It was through this function that the Independent Study assessment of social issues
and workplace wellness was proposed to be of benefit. The focus groups would differ,
however, from a typical scheduled EAP training due to the fact that a topic for EAP training
is selected in advance, either through Human Resources for some mandatory trainings, or
through a separate department where a supervisor may contact the EAP for specific topic
training such as “Teambuilding”.

V. Findings

This particular study conducted with both LifeBalance EAP and the Conflict
Resolution Program offered at UNCG has identified issues affecting the workforce in
Rockingham County. The range of participants was reflective of the employees served by
EAP contracts and the Rockingham County workforce. The results demonstrate that social
and economic issues such as violence, workplace communication, the recent economic
downturn, immigration, and work-family balance have an impact on the lives of these
workers.
Focus groups
The complete list of employers with contracted EAP services was reviewed, with a
sampling to represent a varied workforce selected for potential focus groups.
Representatives within each business or agency, usually through Human Resource managers,
were contacted, the purpose of the study explained, and tentative dates were arranged at
each worksite to meet with a focus group. The total number of focus groups conducted
reached nine (9). Co-facilitators conducted each focus group. LifeBalance EAP advertised
the focus groups and most sites were provided food and door prizes.
There were several exceptions to the planned methodology. Instead of publicizing the
focus groups, one group called the EAP consultants to speak about workplace conflict and
agreed to the focus group format, another asked that the consultants attend a regularly
scheduled staff meeting due to workers’ varying schedules, one group of employees met

5
during their lunchtime, and a third group was selected by the Human Resource manager due
to job duties and schedules with a production workforce. The other six groups had seen
flyers and/or e-mails about the focus group meeting, and were able to adjust their work
schedules to attend.
Participants
As of September 2007, LifeBalance EAP had seventeen (17) contracts totaling of
7,189 clients. In the research there were nine (9) focus groups and a total of 154 participants,
representing two per cent (2%) of the total population of employees with current EAP
contracts. Average size of the focus groups was 17, with a range from five to twenty-five.
The racial/ethnic profile of focus group participants was: 124 (80.5%) Caucasians, 22
(14.3%) African-Americans, 8 (5.2%) from other ethnic groups (e.g. American Indian,
Hispanic). The gender breakdown was: 42 male (2.7%), 110 female (71.4%), and 2 not
identified (1%). Although the sample was biased toward white females, this was influenced
by the principle composition workplaces in the sample, especially in public service and
health care.
Workplace Categories
Data from the nine (9) focus groups was divided into three major categories based on
the employment base. These categories were: “Public Services”; “Health Care”; and
“Manufacturing”. The researchers created one additional category called “Professional”.
This category was based on data from only one focus group of human resources
professionals which, although not a workplace, offered insights into a range of workplaces
not represented by the participants in the focus groups.
The three primary categories were used for several reasons. First, these categories
reflect the three areas with which LifeBalance EAP has contracts (see Appendix 1). The
categories also provided participants with some additional confidentiality in the reporting of
the research. Although specific workplaces will not be identified by name, in some instances
it may be possible to deduce them from available information. Finally, by grouping
workplaces by category provides a picture of potential trends across areas of the workforce
rather than just demonstrating issues specific to one particular workplace.
Results from “Public Service” Focus Groups
The largest of the categories was “Public Service”. The four (4) focus groups that
made up the Public Service category in this study included an elementary school, a city
government, and two county agencies. Participants from these groups totaled 46 per cent of
sample participants (n = 71), comparable to their overall proportion in the population of
EAP employees. Public Service employees represent the largest proportion of all employees
served by LifeBalance EAP contracts, an overall total of 3,516 employees (49 %) (See
Appendix 1).
Results from this category were the most difficult to analyze, not only because it
contained the most focus group participants, but because of the range of different
professions contained within the public service category (e.g. police, teachers, city

6
maintenance, social workers, etc.) What crystallized this group were their shared experiences
of dealing with a broad spectrum of public on a daily basis.
Personal and professional stress was a key theme in this group, as demonstrated by a
desire for training and services that focused on personal coping strategies, including stress
management, time management, improving workplace communication, and reducing family
and workplace conflict. In addition to these personal needs, employees in the Public Service
category also expressed concern over issues of personal safety in their jobs, especially related
to increasing violence and gangs. Economics and personal finance were also on the minds of
these employees, these issues were especially intertwined the costs related to travel and
taking time for training and continuing education. Several participants were also interested in
getting help with money management for their clients and themselves, as well as, personal
retirement planning (for more detail see Appendix 4, Table 1).
Result from “Health Care” Focus Groups
The next category was “Health Care”. Data for this group were collected in two (2)
focus groups including employees from a private health care company and a hospital.
Participants from these groups totaled 38 participants, making 26.4 per cent of the overall
sample. This percentage is comparable to the proportion of Health Care sector employees
served by EAP contracts. Health Care employees represent the third largest proportion of
employees served by all of LifeBalance’s EAP contacts, an overall total of 1,479 employees
(20.6%) (see Appendix 1).
As with the Public Service category, communication and conflict within the
workplace was a major issue with these employees. While violence was not as strong within
this theme as with Public Service employees, the ideas of positive communication, teamwork
and collaboration was much stronger. The employees also expressed and interest in a
stronger collaborative effort with trainings and educational opportunities offered with
Rockingham Community College and UNCG. One issue that came up in this group that did
not in Public Service or Manufacturing a desire for programs and services related to families
and children, especially education about child development (for more detail see Appendix 4,
Table 2).
Result from “Manufacturing” Focus Groups
The third category was “Manufacturing”. Data for this group were collected in focus
groups from two (2) manufacturing companies. Participants from these groups totaled 30
participants, making 19.5 per cent of the overall sample. The percentage is comparable to the
proportion of Manufacturing sector employees served by EAP contracts. Manufacturing
employees represent the second largest proportion of employees served by EAP contacts, an
overall total of 2,194 employees (30.5%) (see Appendix 1).
Discussions in these two groups were fairly evenly divided among three themes:
educational opportunities; workplace communication and conflict; and physical wellness.
Educational training needs were diverse ranging from Spanish and English classes due to a
mixed workforce; agricultural topics were discussed including landscaping, crops and
horticulture; and generally the need for further education in order to make more money to

7
provide for their families. Employees at both sites discussed topics related to conflict in the
workplace, teambuilding, improving workplace communication, and expanding
communication with supervisors. One employee specifically noted the need for a “neutral
third party” to help with discussions with supervisors.
A theme specific to this group was physical wellness. Employees at one of the sites
discussed their new employee wellness program and this led to ideas related to physical
activity including providing memberships to local gyms, YMCA or recreation centers., or
having equipment on site. One Human Resources Manager was interested in the results of
the focus group in order to incorporate the information into new wellness policies that are
being formulated (for more detail see Appendix 4, Table 3).
Results from “Professional” Focus Group
The researchers created one additional category called “Professional”. This category
was based on data from only one focus group of fifteen (15) human resources professionals.
Since this group did not fit the criteria for inclusion, it was not possible to include them in
the other categories. The principle reason the data for this group were analyzed was
awareness of and responsibility for the social, emotional, and personal issues of human
resources professionals in organizations are. They most frequently deal with the well-being
of employees in their organizations, but are often not tapped as an individual group.
Therefore, while this group did not fit the initial criteria the information they provided
offered a broader context and filled in some potential gaps.
This group had two themes, education/training and communication/conflict
resolution. The themes within education/training were diverse from specific courses like
nursing, human resources, substance abuse, and cultural diversity to more generic ideas like
course delivery methods (times of day and how they are promoted). Ideas in the
communication and conflict resolution theme were more similar to those from other groups;
there were no specific ideas just recognition that assistance was needed in this area (see
Appendix 4, Table 4).

Results Summary
Employees who participated in the focus groups appeared to appreciate the
opportunity to discuss their opinions and have facilitators present to record their interests.
Participants in the focus groups appeared willing to have the group facilitated by the EAP
consultants, and the EAP could benefit in program promotion by assisting with coordination
of future workplace training events as well as periodic assessments of workers’ opinions
about their concerns and preferences.
Ideas about improving emotional wellness in the workplace seemed to take priority
over physical health and wellness, as participants gave more attention in discussions to such
matters as managing stress and improving communication. Based on a cross-group analysis,
four primary themes emerged from the research: Interpersonal/Workplace Communication
& Conflict Resolution; Workforce Development Training.; Parenting & Caregiving; and
Health & Physical Wellness. Those in Public Service expressed not only their personal

8
interests but also expressed concern about client needs. Training interests varied across the
different professionals groups, but there was interest in all groups for UNCG to have a
greater role in providing training and education opportunities in Rockingham County.

VI. Recommendations

Evidence-based programs and awareness of differential impact of social issues on the workforce
Based on the results of this research, the impact of economic, social, and personal
forces on the workforce in Rockingham County was clear. Employees across all sectors of
the workforce are dealing with economic pressures that mean they would like to improve
their skills through higher and further education, but these same pressures make the drive
from Rockingham County to Greensboro in Guilford County an expense they would like to
avoid. It is also clear that social issues like violence and an increase in gang activity have been
felt more by Public Service employees; whereas, immigration of workers for whom English
is a second language have had more impact on those in manufacturing. Family and children’s
issues were brought up almost exclusively by Health Care employees, which may reflect the
demands of their jobs and an impact on work-life balance. Employees in Manufacturing
were also the only group to discuss physical wellness issues, but this may reflect the
introduction of an employee wellness program at one of the sites.
It seems that Human Resource professionals, Employee Assistance Programs
(EAPs), non-profit agencies, other service providers should be aware of the impact of
different social, economic, and personal issues on different segments of the workforce. This
awareness could allow for targeted trainings and programs that could improve the impact on
these employees and segments of the workforce.
UNCG broaden its impact as a regional university
Also clear were the desires of these workers for help from both their own Employee
Assistance Program (EAP) and the resources of a university with regional impact. Although
the participants in these focus groups may not have been aware, many of the resources,
programs, and expertise they desire already exist at UNCG. In addition to the higher
educational opportunities that he university as a whole can offer to the residents of
Rockingham County, which will be addressed later, Table 5 in Appendix 4 provides a list of
academic departments and programs, research networks and centers, and programs at
UNCG matched to specific needs expressed by citizen workers in Rockingham County. All
of the programs have either active student internship, research, and outreach programs that
could serve as benefits to these EAP sites. The researchers see this project serving as a
blueprint for other could develop an on-going university-community partnership to provide
job-related and interpersonal development opportunities to participants.

9
VII. References

Employee Assistance Professionals Association (2008). “About Employee Assistance”.

http://www.eapassn.org/public/pages/index.cfm?pageid=869. Last Accessed June 8,
2008.

Employment Assistance Society of North America (2008). “What is EPA”.

http://www.easna.org/what-is-epa.html. Last Accessed June 8, 2008.

Employment Security Commission of North Carolina (2008), Labor Market Information for
Rockingham County North Carolina. http://eslmi40.esc.state.nc.us/
ThematicLAUS/clfasp/CLFSAAYResults.asp. Last Accessed June 8, 2008.

Melvin, K. (n.d.) Employee Assistance Program. http://www.co.rockingham.nc.us/eap/

index.htm. Last Accessed June 8, 2008.

Planning Preparation Committee (2008). Strengthening UNCG Tomorrow: Proposed Major

Initiatives. http://uncgtomorrow.uncg.edu/initiatives/. Last Accessed by June 8,
2008.

University of North Carolina System (2007). Triad Listening Forum.

http://www.nctomorrow.org/content.php/reports_documents/regional_forums/U
NC_Tomorrow_Listening_Forum_Comments_Summary_-_Triad.pdf. Last
Accessed June 8, 2008.

10
 VIII. Appendices

Appendix 1 - LifeBalance Employee Assistance Program, Current Contracts –

September, 2007

Number of Total in
Contract/Employer Employees Category category
Health Care
Annie Penn Hospital 449 health 1479
Caswell Family Medicine 29 health
Morehead Hospital 946 health
Unified Home Care 55 health
Manufacturing
GilDan 390 manu 2194
Glass Dynamics 156 manu
Kobe Wieland 496 manu
Loparex 92 manu
McMichael Mills 280 manu
Metezler Automotive 372 manu
Pine Hall Brick 286 manu
Tietex 122 manu
Public Service
City of Eden 194 pub serv 3516
City of Reidsville 173 pub serv
City of Madison 45 pub serv
Rockingham Community College 175 pub serv
Rockingham County Schools 2000 pub serv
Rockingham County Employees 929 pub serv
Total number of employees under EAP
contract 7189

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Appendix 2 - Informed Consent Script

“Social Issues and Workplace Wellness in North Carolina: An action-based

assessment”

Today we will be discussing the role that your Employee Assistance Program (EAP) can play
on addressing issues that affect you in the workplace. You are invited to participate in this
focus group as part of a broader research study of work places with EAPs in Rockingham
County. Your site has been selected for this study because you have an EAP and represent
an important part of the workforce in this county and this state. I ask that you listen to this
presentation and ask any questions you may have before agreeing to participate further in
this study.
The study: The purpose of this study is to find out more about the issues affecting you at
work and home in an attempt to improve the services provided by the EAP. The facilitators
will ask a few starter questions, but we are primarily interested in your thoughts and with you
having a conversation with each other. Facilitators and observers will write down the things
you say on a flip chart, take some notes during the session, and when we divide you into
small groups may even ask you to write your ideas on paper we provide. Nothing will be
audio or video recorded. Involvement in the study is will take about 60 to 90 minutes.
Confidentiality: The records of this study will be kept private. You will not be personally
identified at any point during the research or in any written reports. All data and results will
be kept securely in a locked filing cabinet or password protected computer for 7 years after
completion of this study and will be destroyed by shredding and placed in “confidential”
waste sacks or deleted from any electronic media.
Risks/benefits: We hope that your involvement will provide us with information to
improve the services offered by your EAP and give researchers at UNCG more insight into
the issues facing the workforce in Rockingham County. The only risks involved with this
study involve the possibility that although all necessary precautions will be taken, some sites
or individuals may be identifiable. However, any of individuals able to be identified would
likely be colleagues with whom information had already been shared in the forum.
Voluntary nature/questions: Your decision whether or not to participate will not affect
your current or future relations with your workplace, LifeBalance EAP, Rockingham County
Mental Health, or the University of North Carolina at Greensboro. If you decide to
participate, you are free to withdraw at any time without further consequence. The
researcher conducting this study is Dr. Sherrill Hayes. If you have any questions about the
research you may contact us at (336) 217-5100 or if you have questions regarding your rights
as a participant in this project you may call UNCG’s Research Compliance Officer, Mr. Eric
Allen (336-256-1482).

Thank you for being here today and agreeing to participate in our focus group.

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Appendix 3 - Information for participants

“Social Issues and Workplace Wellness in North Carolina”

About the Study:

This study looks at the role that your Employee Assistance Program (EAP) can play in
addressing issues that affect you in the workplace. You are invited to participate in this focus
group as part of a broader research study of work places with EAPs in Rockingham County.

Background Information
Your site has been selected for this study because you have an EAP and represent an
important part of the workforce in this county and this state. The purpose of this study is to
find out more about the issues affecting you at work and home in an attempt to improve the
services provided by the EAP.

What's Involved?
The facilitators will ask a few starter questions, but we are primarily interested in your
thoughts and with you and your work colleagues having a conversation with each other
about the range of issues affecting you in the workplace. Facilitators and observers will write
down the things you say on a flip chart, take some notes during the session, and when we
divide you into small groups may even ask you to write your ideas on paper we provide.
Nothing will be audio or video recorded. Involvement in the study is will take about 60 to 90
minutes.

Confidentiality and Privacy

All information obtained from the focus groups is treated as strictly confidential. Groups are
identified only by code numbers. No information about specific individuals will be included
in research reports.

Your decision whether or not to participate will not affect your current or future relations
with your workplace, LifeBalance EAP, Rockingham County Mental Health, or the
University of North Carolina at Greensboro.

Contact Information
If you decide to participate, you are free to withdraw at any time without further
consequence. The researcher conducting this study is Dr. Sherrill Hayes. If you have any
questions about the research you may contact us at (336) 217-5100 or if you have questions
regarding your rights as a participant in this project you may call UNCG’s Research
Compliance Officer, Mr. Eric Allen (336-256-1482).

13
Appendix 4 – Data tables
Table 1 – Themes and quotes from focus groups in “Public Service” category
Themes from Primary quotes
focus groups
Violence, gangs, “How to deescalate situations that can become violent or have the potential for violence.”
and conflict “Violence is everywhere these days and I would like training on gangs and how to handle violence in the
resolution workplace.
“How to cope when my co-workers are in conflict.”
“Finding common ground in order to develop a conversation”
“Customer service and people skills”
“How to develop my listening techniques.”
“How to cope when my co-workers are in conflict.”
“I would like information about gangs and gang violence as it relates to Rockingham County. Also
information on gang activity.”

Personal coping “Stress relief”

“Time Management”
“Organization”
“Taking it on ourselves with the expectation that people are going to be nice and cordial.”
“Training on customer service and respect”

Training & “Could UNCG offer courses to us in order to get our CEUS for certification?”
Education (Travel “Train the trainer workshops so that we can meet all the necessary state requirements.”
sub-theme) “More training available at the Center rather than having to travel.”
“Location is key for me, gas is expensive.”
“I want to know more about UNCG’s online programs.”
“I want to know what services UNCG can offer me within the county vs. me having to drive all the way to
Greensboro.”

14
Table 2 – Themes and quotes from focus groups in “Health Care” category
Themes from Primary quotes
focus groups
Communication, “Conflict Resolution”
Conflict “How to handle workplace violence.”
Resolution, & “Interdepartmental communication between departments.”
Teambuilding “Just getting along with the people that I work with.”
“Leadership Training”
“Positive Communication”
“Working productively with others.”
“Racial/Ethnic Tolerance Acceptance – Getting along with all races and ethnicities”
“Stress Management”
“Teambuilding”

Family and Child “Blended families”

Development “Care giving and taking care of parents”
“Developmental stages of children”
“Grief support for teenagers”
“Grandparents raising grandchildren”
“I want to concentrate on conflict within the family.”
“I really want to understand my children better and would like to see some type of program about teenagers
and their behavior in this time of era.”

Training and “I would like to see classes through UNCG offered at Rockingham Community College.”
Education “Make training available locally”
“Tools to use when I get back from a training.”

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Table 3 – Themes and quotes from focus groups in “Manufacturing” category
Themes from Primary quotes
focus groups
Training & “Agricultural classes for plants, flowers, crops, greenhouse, horticultural, landscaping.”
Education “Business Management Courses”
(Language sub- “Computer classes with updates on computers maybe could deal with machine breakdowns.”
theme) “Could the college offer degree classes to help with an associate’s degree with computers/business or classes
in psychology?”
“Sculpture”
“UNCG could help us learn how to apply for college”
“Woodturning”
“Spanish and English classes”, “We have a diverse workforce”, “mixed crews”

Communication, “How to negotiate a raise”

Conflict, and “Preventing anger, conflict in the workplace”
Teambuilding “Speak out about problems with supervisors present in order to resolve conflicts with a neutral third party
present”
“Anger management for everyone, the one’s that need it don’t get it.”
“Time management”
“Generation Training”

Physical wellness “Health issues”

“Family Medical Leave Act, how does it work?”
“Safety”
“CPR courses for employees and family members”
“New employee wellness program”
“Could the company could provide memberships to a local gym, YMCA, or recreation center?”
“Have gym equipment on site for employees to use. “

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Table 4 – Themes and quotes from focus groups in “Professional” category
Themes from Primary quotes
focus groups
Training & The Professionals were interested in training opportunities that could be listed in the form of posters and
Education payroll stuffers.
“This group mainly prefers seminars due to its fit with their meeting agenda.”
“I would like to see UNCG offer more opportunities to intern in the HR field.”
“Acquiring new job skills to enhance promotions”
“Offer an AND to BSN Nursing Program.”
“Identifying substance abuse in the workplace”
“Cultural diversity”

Communication, “Conflict resolution”

Conflict resolution, “I would like to see the following conflict resolution, effective supervision, and communication.”
and “Training in the form of communication skills.”

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 Table 5 – Participant Identified Areas of Need and Existing Resources at UNCG
Topic Academic Depts. & Programs Research Networks & Centers
Interpersonal • Bryan School of Business • Center for New North Carolinians
Communication • Conflict Resolution Program • CIVIC Project
& Conflict • Department of Communication Studies • Community Based Research Network
Management
• Department of Counseling and • Office of Leadership and Service Learning
Educational Development • The Psychology Clinic
• Department of Psychology • Vacc Counseling and Consulting Clinic
Workforce • Bryan School of Business and Economics • Center for Business and Economic Research
development • Division of Continual Learning • Center for Entrepreneurship*
training & • Office of Professional Development Programs
Education
• Office of Public and Private Sector Partnerships
Parenting & • Department of Counseling and • Center for Youth Family and Community Partnerships
Caregiving Educational Development • Child and Family Research Network
• Department of Human Development and • Family Research Center
Family Studies • Gerontology Research Network
• Department of Social Work • The Psychology Clinic
• Gerontology Program • ADHD Clinic
• Vacc Counseling and Consulting Clinic
Men’s & • Department of Communication Sciences • Center for the Health of Vulnerable Populations
Women’s and Disorders • Speech and Hearing Center
Health • Department of Exercise & Sport Science o Applied Communicative Sciences Laboratory
• Department of Nutrition o Child & Infant Language Laboratory
• Department of Recreation, Tourism, & o Neuro Laboratory
Hospitality Management o Psychoacoustics/Speech Perception Laboratory
• School of Nursing* o Tinnitus Clinic
• School of Pharmacy* • Sport and Exercise Psychology Laboratory
• Institute for Translational Health Sciences*
* Related specifically to UNCG Tomorrow Proposed Major Initiative

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