Search results

Problems arise in attempting to evaluate Employee Assistance Programmes (EAP) in the widest sense. Terms such as “evaluation”, and “benefits” are regarded as potentially complex, as is the adequate definition of what constitutes “employee assistance”. Studies concerned both with alcohol programmes and with stress management are reviewed; specific problems are highlighted. Methodology and the appropriateness of the traditional scientific method are much discussed. “Meta‐evaluation” is proposed to run concurrently with the unravelling of methodological questions in order to address the interfacing of programmes with other sections of the organisation, and the extent to which environmental and organisational factors rather than individuals are targeted for change.

The focus is on the planning and implementation of stress interventions within trade union organisations in the UK. Case material from two trade union projects is presented, together with an overview of some of the key areas of potential stress in such organisational settings. In addition, an approach to stress diagnosis and management is outlined which does not separate the individual from the organisation in an artificial way. The emphasis is rather on the interactive processes which underpin individual and organisational existence. This theoretical stance has a number of implications for intervention strategies, and these are also outlined. A review of some of the key points which are relevant to the planning of stress interventions in the organisational setting is presented in conclusion.

“Stress” has recently become a very fashionable term, and there is a danger of researchers and practitioners becoming interested in the concept for this reason alone. While the “bandwagon” effect has no doubt contributed to the growing interest in this area, and to the growing number of articles on stress appearing in the popular press, it is worth considering the possibility that this interest masks a cry for help on the part of increasing numbers of individuals and groups. Before exploring the role of the trainer in relation to the management of stress and its prevention, it may be worth considering some of the available research in order to put the problem into perspective.

This article considers the case for providing a counselling service for organisational employees, and reviews the forms that such facilities might take. While counselling facilities have been available in the community for a long time (e.g. as “pastoral care”), the provision of these services within organisations is a relatively recent phenomenon.

The purpose of this paper is to present an overview and analysis of a professional doctorate that was designed specifically for the training of psychologists in the fields of counselling psychology and psychotherapy, namely, the Doctorate in Counselling Psychology and Psychotherapy by Professional Studies (DCPsych).

This programme has needed to combine the demands of different professional bodies for the development of a range of clinical competencies with the doctoral level demands of the university and of the UK Quality Assurance Agency in terms of adherence to a required set of doctoral level descriptors.

The paper presents a critical review of a number of key areas that have needed to be addressed in both the design and delivery of this programme. It addresses in some detail the interface between clinical training and research activities, demonstrating how these can intertwine and mutually complement each other. Specific issues that are addressed in the paper include the articulation of relevant doctoral level descriptors, the teasing out of key areas that define doctoral level work and the complexities of putting some of these into practice within the DCPsych programme.

In particular, the paper reflects on the issue of critical capability at doctoral level, the challenge of making a significant contribution to the practice field and the implications for candidates of journeying towards a position of authority as they develop their doctoral work. The paper concludes with the suggestion that what has been developed is an extremely interesting and innovative programme that is not for the faint hearted.

Discusses the need for counselling in the workplace, the recognition of that need, and the requirements for counselling schemes. Considers the definition of counselling, counselling in the work setting, trade unions, and the choice of counselling scheme. Concludes that the success of a counselling scheme depends on the commitment of senior management to the values of counselling, the design of the scheme, and on the counsellors working effectively in the organisational setting.

This article describes the practical example and experience of setting up from scratch an organisation called Support Line for Kent Social Services Department. It covers briefly the type of service, the marketing of it and organisational context and evaluation.

Examines how counselling can be useful in terms of the contribution it can make to organisational and individual development. Considers the reasons why counselling should be more central to organisational activity – stress, change, and career shifts – as well as generic qualities of counselling, and ways of making counselling more accessible. Surmises that counselling reduces absenteeism and improves morale and motivation, to the financial benefit of the company.

The importance to the personnel profession of the management of working women is discussed with reference to the position of women at work in Britain today, how gender inequalities arose, and how the position needs to change through this decade. The issue of child care is addressed, and women’s stress, coping and health reviewed. Women’s economic value as producers and consumers is cast in a European‐wide framework. An analysis of the effects of their historic position on Britain’s working women today is made with particular reference to the powerful influence of Victorian domestic ideology. A personnel management policy that accommodates women’s needs and capacity for exercising choice is advocated, as a potential mutual benefit to the woman and her employer.