Employee Counselling – an
imperative
According
to Keith Davis – “Employee counselling involves a discussion of an emotional
problem with an employee with the general objective of decreasing it.”
Introduction:
Organizational
effectiveness in all dimensions and variables are of utmost importance to all
types, nature and size of Industries. Measuring organizational effectiveness in
terms of ratio and/or percentage gives insight to the stakeholders, more
particularly the Top Management on the points to ponder in respect of revenue
drivers and cost drivers. Four “M” – man, material, machine, money. Measuring all these in terms of performance and contribution is an essence.
Organizations
have limited external front control on material and money of course directly
correlating with money, but of course can exercise influence on the manpower
assets, whose performance and productivity count a lot in the process of
having healthy organizational effectiveness. As a measuring factor cost
incurred on manpower is assessed. Even if the performance and productivity of one
employee is less than desired that is also attributed to cost and organizational effectiveness.
The
very challenge is that even God does not have any control over the human mind while
organization is a combination of people. Management Gurus have done and doing
continued research as to how the performance and productivity of people can be
enhanced tapping the best of the best level of potentialities. Amongst many
ways and means Counselling has a very bigger role.
https://mscounseling.edumilestones.com/
The probable ground realities in the Organization –
that prompts to have external professional Employee Counselling:
1.
Every individual is unique having free will of him
or herself.
2.
As an individual all people in the organization has a set of attributes, habits, behaviour, way of thinking, level of understanding,
aspiration, needs, commitment, accommodativeness, discipline, ethics, morale,
motivation so and so forth
3.
Individuals belong to a family and possesses varied
level, type, and style of managing family
4.
Stress, Strain, Fear, Anger, Frustration,
Dissatisfaction, Arrogance, Carelessness, Over-expectation, Politics, Bearing
capacity, Unsuitability, Shortcomings, Casual approach, Floating rather than
Swimming, Reactivity, Negativity so and so forth forces are often visible in
the Composition of people in the Organization.
5.
Understanding and adapting with Vision, Mission,
Goals, Values, Principles, and Codes of Conduct of the Organization often become an issue in the composition of people
6.
Management philosophy, policies, styles, and practices
are sometimes, somewhere prone to reaction – expressed or unexpressed
7.
Accommodating and adapting to culture, climate, work environment, structure, strategy, and style might have an impact as well
8.
State and status of Interpersonal relationships both top-down and bottom-up play a pivotal role in performance and productivity
9.
Points to ponder for management of the organization
are what the ratio of employee productivity is; how to improve employee
productivity; how to reap the best of the best potentiality of the employees;
how to arrest attrition so and so forth.
10. HR fraternities
try to do their best using PMS, Training
and Development drives, Employee engagement programs etc
Conclusion:
From
the foregoing points it can be derived that people issues are huge in
organizations, yes the HR fraternity tries hard to build and improve
organizational performance and productivity and overall effectiveness of the
organization. Even then if looked at in depth getting counselled by an expert external counsellor
seems imperative for many reasons and that will obviously add value to the
people aspects of the Organization. Please see the link below.
https://mscounseling.edumilestones.com/