Chap 10 An employee assistance

Phu Nguyen Nhut | 31201028852 program (EAP) is a referral

service that supervisors or
employees can use to seek
professional treatment for
various problems.
The key to the effectiveness of an EAP is
striking the right balance between collecting
information that can be used to promote
employee health, on the one hand, and the
employee?s right to privacy, on the other.
Many employees are afraid to come
- Whereas EAPs deal with employees who forward with information that they think may
have developed problems at work damage their careers, and so it is in the
because of health-related issues, employer?s best interest to support people
employee wellness programs take a who do self-refer by keeping their
proactive and preemptive focus on trying information confidential, and then
to prevent health-related problems in the supporting them through counseling and
first place. rehabilitation.
Outcome fairness refers to the - Not all employees will respond to positive
judgment that people make with respect incentives, however. Hence, some
to theoutcomes receivedrelative to the companies take a more punitiveapproach
outcomes received by other people with to wellness.
Procedural justice focuses
whom they identify (referent others).
specifically on themethods used to
determine the outcomes received.

Principles of
Justice
Interactional justice refers to the Progressive Discipline and
interpersonal nature of how the Alternative Dispute Resolution
outcomes were implemented.

Employee Assistance and

Wellness Program

- The permanent nature of an employee termination not only leaves the person angry, but it
Managing Involuntary Turnover also leads to confusion as to how to react and in a quandary regarding what happens next. If
the person feels there is nothing to lose and nowhere else to turn, the potential for violence
or litigation is higher than most organizations are willing to tolerate.
Outplacement - Therefore, many organizations provide outplacement counseling, which tries to help
Counseling dismissed employees manage the transition from one job to another.
Physical Job Withdrawal
- At the very least, outplacement counseling can help people realize that losing a job is not the
end of the world and that other opportunities exist.

EMPLOYEE SEPARATION AND

First, it allows the company to monitor trends
Behavior Change Psychological RETENTION over time and thus prevent problems in the
Withdrawal area of voluntary turnover before they happen.

A second reason for engaging in an ongoing program of employee satisfaction surveys is

that it provides a means of empirically assessing the impact of changes in policy (such as
introduction of a new performance appraisal system) or personnel (e.g., introduction of a
new CEO) on worker attitudes.

Survey Feedback Interventions

Process of Job Withdrawal

Third, when these surveys incorporate standardized scales

like the JDI, they often allow the company to compare itself
Managing Voluntary Turnover with others in the same industry along these dimensions.

Finally, although the focus in this section has been on

surveys of current employees, any strategic retention
policy also has to consider surveying people who are
about to become ex-employees.
The key driving force behind all the different forms of job withdrawal is
job satisfaction, which we define as a pleasurable feeling that The idea behind these quick-fire polls is to uncover issues faster and as they develop rather than wait
results from the perception that one?s job fulfills or allows for the until the end of the year when the issue may have festered. Also, these surveys tend to avoid long-term
fulfillment of one?s important job values. memory problems that reduce the value of once-ayear questionnaires. Usually these surveys are
anonymous in order to reduce employees?fear of voicing opinions, and organizations try to show
demonstrable actions taken soon after issues are raised.
Job Satisfaction and Job
Withdrawal

Measuring and Monitoring Job

A frame of reference is a standard point that serves as a Satisfaction
comparison for other points and thus provides meaning. Sources of Job dissatisfaction

Unsafe Working
Conditions
Pay and Benefits

Although satisfaction surveys used to be a once-a-year affair,

increasingly technology is creating opportunities for firms and
Supervisors and managers to get more rapid feedback. Pulse surveys are very short
Personal Dispositions questionnaires that go out every day or once a week that focus on
Co-workers
Tasks and Roles a small set of specific questions? perhaps even just one
question? which the company wants to keep track of over time.