EMPLOYEE COUNSELLING

COUNSELLING

Presented by:-

DEFINITION According to Keith Davis;

“Counselling means, discussion of an emotional

problem with an employee with the general objective of

minimizing it”

CONCEPTcounselling is the process of advising employes so as to

enable him to overcome his

emotional problems.

Employee counselling may be informal or formalInformal counselling -: it takes place in day-

to-day work relationship between a manager and his subordinates without any plan or schedule.

Formal counselling -: it involves a planned and systematic programme of advising and assisting employees by their subordinates and/or by professionals/expert counsellors.

Objective of counsellingi. To understand himself better and to know his

potential, strengths and weakness.

ii. To have better understanding of the environment in which he functions.

iii. To prepare alternate action plans for improving his behavior and performance.

iv. To understand and solve personal problem through empathetic listening.

FUNCTIONS OF COUNSELLING

ADVICE -: Advice giving is a routine counseling matter between the worker and a supervisor/manager.

RE-ASSURANCE -: Reassurance is a way of giving courage to a worker to face a problem or to pose a confidence in himself .

RELEASE OF TENSION -: Important function of counseling is to release the employee’s emotional tension. it is also called ‘emotional catharsis’.

Cont……

REORIENTATION -: It involves a change in the employee’s psychic self through change in basic goals and values.

CLARIFIED THINKING -: Counseling encourages clarified thinking because mental blocks are cleared and the counselee is made to think rationally.

NEED FOR COUNCELLING

Conflicts

Frustration

Stress

NEED FOR COUNCELLING

• CONFLICT -: Emotional disorder may be caused by interpersonal and intergroup conflicts. It may be arise due to different backgrounds, points of view, need and personality of the fellow men or due to organizational change.

FRUSTRATION -:

Frustration the result of motivation drive being blocked to one from reaching a desired goal.

Reaction to frustration such as irritation, uneasy feeling or some other reactions are known as mechanism.

Reactions of frustrated behavior are aggression, apathy, withdrawal, resignation, fixation, physical disorders, substitute goals and compromise.

Cont……Sources of frustration -:

1. Management -:

2. Fellow worker -:

Cont……

STRESS -: It is a condition of strain on one’s emotions,

thought processes and /or physical .

Stress on the job may be desirable to some extent if it is a mild stress and not sustained over a long period of time.

Stress is also affected by the tolerance power of person concerned.

Cont……Stress may be on-the-job and off-the-job .

On-the-job -: The main causes of stress on the job itself (work overload, pressure of work, tension & insecurity), role conflicts and role ambiguity conflicts with people etc.

Off-the-job -: It may be caused by family and financials problems.

Barriers The biggest bottleneck in employee

counselling at the workplace is the lack of trust on the employee's part to believe in the organization

his superior to share and understand his problems

Also, the confidentiality that the counselor won't disclose his personal problems or issues to others in the organization.

TYPES OF COUNSELLING

DIRECTIVE COUNSELLING

NON-DIRECTIVE COUNSELLING

COOPERATIVE COUNSELLING

Directive counselling It is the process of listening to an employee’s

problem or difficulty, deciding with him what should be done , and then telling and motivating him to do it.

The major role of directive counseling is to accomplish the function of advice.

To a minor extent, it performance the function of reorientation is seldom achieved in directive counseling.

Cont……..

Useful communication often takes place in directive counselling.

Advice and reassurance can be worthwhile if they give the employee more courage to take a helpful course of action which is accepted and supported by the employee.

NON-DIRECTIVE COUNSELLING Non- directive or client centered counselling

is the process of skillfully listening and encouraging a counsellee or client to explain emotional problems, understand them and determine the course of action.

This technique is mostly used by professionals counsellors but managers can also practise it in the organisation.

Cont…….. professional counsellors usually practise some

form of counselling and often accomplish four function- communication, emotional release, clarified thinking and reorientation.

The unique advantage of non-directive counselling is its ability to cause the employee’s reorientation.

Cont……..T.W. Harrell has listed four technique

which are often used by the counsellors under non-directive counselling………..

Listening Focus on feelings, not on factsEmotional detachmentSmooth ending of the counselling

interview

cooperative Counselling Under coopertive counselling, both

counsellor and counsellee mutually cooperate to apply their knowledge, perpectives and values to the problem.

Keith Davis defines cooperative counselling as “a mutual discussion of an employee’s problem and a cooperative effort to set up conditions that will remedy it”

conclusionCounselling can go a long way in helping

the employees to have better control over their lives, take their decisions wisely and better charge of their responsibilities, reduce the level of stress and anxiety.

It helps the organization when the employees know that the organization cares for them, and build a sense of commitment with it

THANK YOU