Management: Discussion Questions
- What are the similarities and differences between employee coaching (Chapter 10) and employee counseling (discussed in this chapter)?
Coaching is defined as a modern way of helping workers or team players to enhance their skills or learn new ones that assist in achieving the set goals and solve personal challenges (Werner & DeSimone, 2011). It serves as a platform for ensuring the team or person being coached is encouraged to have self-reflection that will help them maximize their full potential (Marsick & Watkins, 2015). Sports coaching is compared with coaching in management where coaches and managers are argued to share the same responsibilities. “Many of the characteristics of an effective athletic coach should also be present in an effective manager coach (Werner & DeSimone, 2011, p. 326).” As such, coaching is aimed at addressing the issues identified both in a workplace and among athletes. The roles of coaching include developing the performers, helping the performers reflect rather than directing them, and helping the performers make decisions that will be of help in the workplace.
Conversely, counseling involves the process of an employee seeking help from employers or any person they can quickly discuss their difficulties with (Kurzman, 2013). As such, counseling may vary from discussion with the supervisor on the issues encountered in the daily operations in work to health professional diagnosis and treatment. Employee counseling is one of the primarily embraced strategies by most organizations in maintaining the physical and emotional health of employees (Werner & DeSimone, 2011, p. 359).
Some of the components making up an employee counseling program are similar to those utilized in coaching. Problem identification is similar in both activities. Coaching is based on identifying the problem the employees are facing and helping them improve on the same by providing the ideal platform and sharing of personal experiences. Similarly, identification of the problem is the first step in counseling since the counselor has to identify the problem before seeking the best alternatives that can help in tackling it (McMahon, 2016). Counselling differs from coaching in that it is a process of psychological testing, diagnosis, and advising on the best solutions for improving on the issue identified (Werner & DeSimone, 2011). On the contrary, coaching does not give such answers but ensures the workers are equipped with the necessary skills of overcoming challenges in the workplace.
- There is controversy about the effectiveness of EAPs and the constructive confrontation approach in treating alcohol abuse. Present the positions supporting both sides of the argument. Given what you have learned about this issue, what do you think about their effectiveness? Support your choice.
Constructive confrontation approach is relevant in treating alcohol abuse in that it defines alcoholism directly, hence, provides the appropriate solutions in a straightforward approach (Werner & DeSimone, 2011). The different amounts of alcohol consumption are relevant in identifying the strategy to embrace in counseling the victims. This approach defines effectiveness in multiple ways, which ensure that there is no relapse of the condition. Alcoholism varies depending on the amount of consumption (Werner & DeSimone, 2011). Minimal consumption of alcohol does not often affect an employee’s work performance as compared to over indulgence in alcohol abuse. Using this approach, employees can be counseled on their alcohol consumption behavior, hence, mitigating the possibility of reckless alcohol consumption that will in future lead to poor work performance. Therefore, this approach is vital in solving the alcohol abuse issue systematically before it results in poor performance.
EAPs are discussed as effective bodies in tackling alcohol abuse in that they ensure the workplace comply with the set law such as the Work- Free Work- Place Act of 1988 (Werner & DeSimone, 2011). Rather than dealing directly with the alcohol abuse victims, the program focuses on ensuring that the workplace complies with the law by following up on the workers’ performance. The programs are aimed at the performance of the worker and not their alcohol consumption trend.
Notably, it is against the law for administration to watch the performance of a worker deteriorate to a level that they are sacked. As per the programs, an employee may be fired because of his or her job performance and not because of the alcoholism. “Some authors see EAPs as a way to prevent lawsuits relating to the wrongful discharge or reasonable accommodation (Werner & DeSimone, 2011p. 383).” EAPs are ideal methods for controlling alcohol abuse and at maintaining the good performance of the employees. Excessive alcohol consumption goes in hand with poor performance. A closer evaluation of EAPs makes it difficult to distinguish whether the programs are aimed at bringing real benefits or representing value for money (Bophela & Govender, 2015). EAPs provide an employer with a platform for handling the employees on behaviors they are ill-equipped to deal with. Although there are critics of the use of the two approaches discussed, it would be ideal to use combined approached to come up with more impact. Through use of EAP and other welfare initiatives, employee engagement and business productivity will be improved.
- Employee counseling and wellness programs of all types are popular in the United States, despite the relative lack of scientific evidence that conclusively supports the efficacy of these programs. If managers are such bottom-line decision makers, why do they continue to offer these programs when an ironclad case for their effectiveness has not yet been made? Describe two reasons why it is difficult to conduct conclusive scientific studies as to the effectiveness of employee counseling services.
McMahon (2016) states that the process of counseling in a workplace entails giving the employees a platform where they can safely talk about the issues affecting them. Counselors help these employees find the solutions to these problems by providing non-judgmental and empathic recommendations. As such, the counselors help workers finds solutions to their problems. Workplace counselors serve two clients, the employees and the organization they work for (McMahon, 2016). Therefore, the counselors should be mindful of the context in which the employees work in and the environment they will return. Therefore, different counselors use different approaches suitable for the organizations they work for. They may use solution focused therapy, transitional analysis or behavioral therapy (Kurzman, 2013). It is difficult to conduct conclusive scientific since the counselors use varying approaches. The future developments of counseling is another factor that makes it difficult to perform conclusive approaches. Bophela and Govender (2015) assert that different organizations embrace different approaches such as the use of EAPs and use of constructive confrontation approach.
Chapter 12
- How does Levinson’s approach to adult development relate to Greenhaus and colleagues’ five-stage model of career development? That is, compare and contrast the similarities and differences between these two models.
The Levinson model has life structure as the center of the theory (Werner & DeSimone, 2011). The theory asserts that a person life is shaped by the physical and social environment that they live in. Work and family are among the primary factors that affect an individual’s life. Levinson model classifies four season cycles in an individual’s life which include pre-adulthood, early adulthood, middle adulthood, and late adulthood. The different stages are classified based on the work and family roles. Based on the model, individuals can plan their career life by knowing what to expect at a certain age of life. Based on the model, most men settle at career advancement at thirty years old. The Greenhaus model comprises of stepwise career development such as career appraisal, exploration, goal setting, strategy development and strategy implementation (Werner & DeSimone, 2011). The two models are similar in that they are involved in personal development in life. However, Levinson model majors more on reflecting on transition to adulthood and all the involved roles while the Greenhouse model explains the ladder towards a better career.
- Describe ways in which career management can be viewed as a problem-solving and decision-making process.
Career Management can be viewed as a problem-solving process since it gives different ways that a person can achieve their career goals. According to Mone and London (2014), it sets habits that the employees can follow to enable them to achieve their career goals hence viewed as a problem-solving process. As a decision-making process, career management helps people know their values hence make ideal decisions. Engaging in career development conversations is one of the ways that it serves as a decision-making process (Marsick & Watkins, 2015). Through this, the employees can set new goals hence change their career needs. The problem relationships are establishing in career management help in problem-solving process where job searching is made easier.
- Discuss the value of self-assessment tools and activities to effective career development.
Self-assessment is important in career development because it helps the employees reflect on their values, personality traits, interests, and skills. It also helps employees gain insight that can help them uncover their potential towards an optimal career path (Mone & London, 2014). As such, self-assessment is critical in identifying options that are ideal for a person’s career life through the use of self-evaluation questions. Among the factors that the employees explore through self-assessment that help improve on both their personal life and career, life includes evaluating values, skills, interest and personality (Mone & London, 2014). By understanding these factors, the employees are in a position to give themselves credit and use the acquired skills in problem-solving.
- Recent research suggests that career plateaus are more complex than previously thought. Briefly explain why an individual’s perception of being plateaued is important and how organizations may want to develop multiple ways for dealing with plateaued employees.
Managing plateaued employee needs the managers to make use of proper communication strategy. This is because management has a direct correlation between the workers and their performance (Werner & DeSimone, 2011). Use of good communication is essential in giving proper feedback to employees whose performance is mediocre due to lack of necessary communication. Being strict is another way of ensuring work hard. However, this strategy involves invoking fear hence some aspects such as happiness and positivity are sucked out of the employees. This strategy may be applicable for pushing the workers past their comfort zone, but it is not an ideal way of motivating the employees to work beyond their limits.
References
Bophela, N. R. & Govender, P. (2015). Employee assistance programs (EAPs): Tools for quality of work life. Problems and Perspectives in Management, 13(2), 506-514.
Kurzman, P. A. (2013). Employee Assistance Programs for the new millennium: Emergence of the comprehensive model. Social Work in Mental Health, 11(5), 381-403.
Marsick, V. J. & Watkins, K. (2015). Informal and Incidental Learning in the Workplace (Routledge Revivals). New York, NY: Routledge.
McMahon, M. (Ed.). (2016). Career counseling: Constructivist approaches. New York, NY: Routledge.
Mone, E. M. & London, M. (2014). Employee engagement through effective performance management: A practical guide for managers. New York, NY: Routledge.
Werner, J. M. & DeSimone, R. L. (2011). Human resource development. Chicago: Cengage Learning.
