Healthcare and Medicine Reference
In-Depth Information
When problems in the workplace begin to surface, managers should meet
with the worker and find out what is bothering them. If the problem is
beyond their ability to resolve, professional help should be sought. Many
problems, however, can be dealt with by the organization. Work assign-
ments can be varied to prevent burnout. Promotional and salary decisions
can be made equitably to ensure that all workers feel treated with dignity
and respect. References of workers can be checked carefully with the
added protection of having potential workers undergo careful screening
and evaluation before they are hired, to identify those applicants with
obvious emotional problems or histories of violent behavior on other
jobs. Disputes between workers can be mediated informally before they
become serious problems. Laying workers off should be done with care
and concern for the individual and not in the heavy-handed and insensi-
tive way that it is usually done. When workers feel diminished and no
longer believe that the organization cares about them, the potential for
workplace problems grows in severity.
When organizations are responsive to their workers, many of the pro-
blems that lead to workplace violence can often be resolved. In these
companies, Employee Assistance Programs (EAPs) are used to offer work-
ers an alternative way of resolving problems that may be difficult to
resolve for managers and supervisors. Companies using EAPs offer a vari-
ety of alternatives to workers. Some EAPs are located in the organization
and are readily available. In these organizations, managers, workers, and
treatment personnel work closely together to resolve the problem. In
other organizations, the worker might go to a social agency or counseling
center with which the organization has contracted. The services provided
may be time-limited and supportive, or they may be longer term and
designed to meet the individual needs of the client.
Often workplace problems have their origins in the personal lives of
workers. Resolving personal problems is important, but keeping the
worker employed supersedes the resolution of a personal problem.
Organizations often correctly complain that workers do not improve on
the job after treatment is provided. This complaint is valid, but organiza-
tions also need to be made aware of how long it may take for the worker
to improve. Problems such as addictions to substances are slow to respond
to treatment and may take months to improve with the added possibility
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