The Bachelor of Social Work degree is a four year course consisting of classroom and field practicum training. In 2013, the Automotive Information and Development Centre (AIDC) and Nelson Mandela Metropolitan University agreed upon placing fourth year social work students within the Employee Assistance Programs affiliated with the AIDC. The research goal of this study is to enhance an understanding of Employee Assistance Programs (EAP) as a context for practicum training for (4th) fourth year social work students by exploring and describing the perceptions and experiences of students, campus supervisors and EAP company representatives. In this respect, the study seeks to determine whether EAP provides the opportunity to meet the Exit Level Outcomes for the Bachelor of Social Work degree. This study is focussed on the practical application of social work knowledge and skills; it is framed within the principles of the Outcomes Based Educational Approach to Education. It was thus considered relevant to introduce a literature review on this particular approach with the focus on the achievement of outcomes. In order to understand whether EAP is an effective learning context the researcher needed to understand how students apply the experience and bridge the gap between theory and practice to gain meaning and understanding and, essentially, learn from the practicum training experience thus further enhancing the framework. The experiential learning cycle presented by Kolb (1984) extended the framework to provide an appropriate model for facilitating learning by linking practice to theory and knowledge. Kolb’s experiential learning cycle was thus explored. The study utilised an exploratory, descriptive, qualitative approach, which is contextual in nature. Non-probability, purposive sampling was utilised to select fourth year social work students, supervisors and company representatives who were involved with EAPs and fourth year social work students at their company. Data collection incorporated semi-structured interviews. Data analysis resulted in themes, sub-themes, categories and sub-categories emerging. Upon analysis of these themes, it was clear that with the appropriate support and creativity, students were able to meet the required Exit Level Outcomes of the Bachelor of Social Work degree. The study concludes that the overall the experience of fourth year social work students placed at EAP companies has been a positive one, with students meeting the Exit Level Outcomes for the Bachelor of Social Work degree. Although this was a positive experience, greater preparation is required and communication between the relevant parties needs to be improved.

M.Tech (Construction Management) / Many construction companies are beginning to realize the value of their employees. Employees are to a large extent the engine of the organisation. Todays employees are under a lot of pressure and stress from home and at the construction sites. The construction industry just like any other industry, is faced with the challenges of dealing with personal as well as work related problems. These problems they have effect on job performance. An Employee assistance Programme is a programme that is utilized to resolve personal and work related programme. An EAP can be defined as a programme that is designed to deal with the personal and work related problems of employees and their family member, which may be impacting on productivity and social functioning. EAP has to be based on the special needs and interest of employees, who will be served by such a programme needs for assessment is important to ensure that the EAP closely matches the needs of the employees.

This actually an investigation into the need for an Employee Assistance programme in the Jubilee Community Hospital. This programme is said to be effective in dealing with the employee's problems for it focuses on addressing all the social problems, which influence job performance. The study was conducted within the framework of a survey design. Three categories of questionnaires were designed and handed out to employees, supervisors and members of the management to complete. From their response it was clear that employees at this particular hospital experience problems which influence their job performance and are being left unattended. The study shows that there is no Employee Assistance Programme in this hospital. Most of the troubled employees sought help privately from the neighbouring social workers. This method of seeking help is not conviniet to the employees because it is not accessible and it is time consuming as they need to take a day's leave to attend to their problems. It is evident that there is a need for a qualified employee assistance practitioner in this hospital who will attend mainly to the employees' problems, who will be trained to do so. A formal policy with regard to EAP is also essential in this hospital. / Dissertation (MSW)--University of Pretoria, 2000. / Social Work and Criminology / MSW / Unrestricted

The researcher has since 1996 been involved professionally in the field of Employee Assistance and has been witness to its evolution, growing complexity and potential to make a positive impact on the development of individuals and organizations through employer-employee relationship and workplace dynamics. The motivation for this study came from an interest to gain deeper understanding of the concept and implementation of EAPs by organizations in the researcher’s immediate environment and circle of potential influence. The development of EAPs in South Africa, influenced by various professions, has evolved as a result of different organizational needs which occur in varying forms and levels of sophistication depending on staffing, availability of resources and capacity within organizations. There is limited information available to EAP as a developing profession in terms of how programmes occur in South Africa. This study sought to analyze the prevalence and nature of EAPs in work organizations within the Buffalo City Municipal Area (BCMA) in the Eastern Cape Province, mainly to obtain reliable information on these programmes so that implementation of employee assistance can be evaluated and improved. This investigation provides a critical description of the implementation of EAPs in the BCMA with a view to establish prevalence, critically analyze the nature of EAPs, and to benchmark against existing Employee Assistance Professional Standards. The literature review includes a detailed examination of the history of EAPs in South Africa, contributions of the different professional disciplines, definitions of EAP, models currently in practice with the advantages, disadvantages and factors that influence the organizations choice of model and core technology of EAPs, as well as a critical examination of the 27 EAPA-SA Standards of 2005. The study is quantitative, exploratory and descriptive in nature as it sought to measure prevalence and provide descriptions of implementation methodologies in terms of form, shape, scope, staffing and services offered. These descriptive elements are benchmarked against the Standards for EAPs in South Africa, developed by the EAPA-SA, the official voice of the EAP profession. Questionnaires were administered to respondents that attended the local EAPA Branch and Occupational Health Nurses Association as well as Provincial Forum for Public Sector EAPs meetings. The respondents that were not reached this way were administered questionnaires personally. The population included organizations from both the private and public sector that employed a minimum staff compliment of two hundred. Since there are only 47 such organizations in the BCMA (both public and private sector), the entire population consisted of respondents and no sample was selected. Univariate analysis was used to assess data collected. The findings of the study indicate that EAPs are prevalent in BCMA organizations but they vary considerably in the way they have been developed and implemented. Benchmarked against the EAPA-SA Standards it is evident that while employee assistance programmes have certain basic elements in common, the overall design and implementation is fortuitous at best. Since the EAPA-SA standards have been developed concurrently with EAPs it is hoped that newly established EAPs will be a product of careful design rather than an inadvertent incident. EAPA-SA, educational institutions and business development forums need to collaborate and partner to provide comprehensive support to organizations and EAP practitioners to strengthen their EAPs. Correctly implemented, capacitated and resourced, EAPs can assist organizations to effectively manage their human resource behavior and health risks, maximize productivity as well as support individual employees to optimally manage personal and work challenges and function at their best. Copyright / Dissertation (MSW)--University of Pretoria, 2010. / Social Work and Criminology / unrestricted

The main impetus for conducting research of this type was for the researcher to better understand the nature and types of EAP and HIV and Aids programmes that exist in the selected Gauteng Public Service departments. The researcher was motivated to choose this subject as she was employed by the Gauteng Department of Education and is currently employed by the Gauteng Department of Health of which these departments are the largest departments in the province and was able see both the similarities and differences between how the EAP and HIV and Aids Workplace programmes were being conducted. One similarity between the programmes is that both EAP and HIV and Aids Workplace Programmes are concerned with employee well-being with the aim of enhancement of the quality of work life and productivity. Employee assistance programmes commenced in Gauteng as a directive from the office of the Premier in 1999 (Gauteng Department of Education [GDE] Draft EAP Policy, 2003).This directive was the seed that led the development of both EAP and HIV and Aids Workplace Programmes in the Gauteng Province. This was a smart decision of investing its employee’s wellness and was strategically originating from the top structure within the province. In this research an exploratory study was undertaken in order to identify the relationship between EAP and HIV and Aids Workplace Programmes in nine Gauteng government departments. The survey design was used within the quantitative approach and use was made of a structured questionnaire. The study was made up of the responses elicited from 14 employees representing 9 state departments within the Gauteng Provincial Government. These respondents were directly responsible for both or either EAP and HIV and Aids Workplace Programmes. Applied research, considers a situation in practice to answer practical question about the EAP and HIV and Aids Workplace Programmes within GPG, was used. The researcher sent out sixteen questionnaires using a purposive sampling method to select respondents for this study. A discussion of the theoretical overview covered EAP and HIV and Aids Workplace Programmes in South Africa. This was further delineated to EAP and HIV and Aids Workplace programmes in the public sector and to the Gauteng Province. The research findings indicated that that the departments surveyed varied drastically in terms of employee size from 60000 to 292. The majority of the respondents were female and were EAP coordinators and the most frequent undertaken daily task was counselling, although many of the government departments had been making use of an external service provider to render an EAP service. Counselling was a service offered by the external service provider. Other findings were that the majority of the respondent’s had a university degree and many even had post-graduate qualifications. Almost all departments surveyed had policies that were relevant to EAP and HIV and Aids Workplace Programmes in place. The recommended requirements needed to sustain the EAP and HIV and Aids Workplace programmes include the following: • Locating the EAP and HIV and Aids Workplace programmes at top management level within the respective departments. • Combining the HIV and Aids Workplace Programmes and EAP under the banner of Employee Wellness. • Ensuring that these programmes are adequately resourced both in terms of budget and staff. • On-going marketing of the programmes to increase utilization. This research has highlighted the need for an integrated programme under the banner of wellness that can holistically serve the needs of employees. EAP and HIV and Aids Workplace Programmes practised in isolation are not as effective as a integrated customised programme designed to suit the individual requirements of an organization and its employees. / Dissertation (MSD (Employee Assistance Programme))--University of Pretoria, 2008. / Social Work and Criminology / unrestricted

The aim of this study is to investigate the nature, extent and impact of micro lending on the social functioning of members of Correctional Services. The negative implications and involvement of employers in micro lending often surface too late because the borrower is not well enough informed. This study is approached from a systemic perspective, which focuses on the bilateral influence of systems and their role in the individual’s everyday life. Because of the fact that a void has been identified in regard to scientific literature and evidence concerning this problem, an explorative study has been undertaken for data collection. In order to reach the goal, literature studies were undertaken, conversations with experts and individuals who have had first hand experience regarding micro lending. For the purpose of this study a questionnaire has been used with fourty respondents. This study was undertaken at the Department of Correctional Services Baviaanspoort Management Area. This study is based on quantitative and developmental research principles, within the exploratory design. From the research findings, several results and recommendations were put forward. / Dissertation (MSD (EAP))--University of Pretoria, 2005. / Social Work / unrestricted

The full text of this thesis/dissertation is not available online. Pending permission from the author/supervisor access may be provided on <a href="mailto:upetd@up.ac.za">request.</a> Read the abstract in the section 00front of this document. / Thesis (D Phil (Social Work))--University of Pretoria, 2007. / Social Work and Criminology / Unrestricted

1)Area of investigation This hospitality project will cover Alcoholism in brief, available detoxification programs and the relative need for an Employee Assistance Program in the hospitality industry to help the alcoholic employee. 2)Materials and methods that were used Existing texts, professional and trade journals, government documents, phone conversations with industry leaders and the author's own experience in dealing with alcoholic employees. 3) Major findings a. There are an estimated 10 to 12 million problem drinkers (including alcoholics) in the adult (18 and over) population or approximately 8 percent of the 150 million adult. b. Liver cirrhosis (caused by alcohol) ranked as the sixth most common cause of death in the U.5. c. Alcohol abuse cost the U.S. $116.7 billion in 1903, consisting of $18 billion in lost production, $50.6 billion in reduced productivity, $17 billion in health and medical ii costs, $10 billion in motor vehicle accidents, $4 billion in violent crimes, $3 billion in racial responses and $2 billion in fire losses. (All $ amounts are approximate figures.) d. The rate of alcoholism is on an increase, e. As of 1985, there was only one major hospitality company with a program to help alcoholic employees. f. In the production and service industry, troubled employees used 3 to 4 more times as many medical benefits that their co-workers. g. Alcohol abuse has been overlooked and/or ignored and/or accepted in the hospitality industry. 4) Results and Conclusions a. Alcoholism in the hospitality industry cannot be ignored or accepted or overlooked any longer. b. The benefits to be derived from a good Employee Assistance Program for hospitality industry would be endless. c. There is an urgent need in the hospitality industry for a program to help alcoholic employees respond to available treatment and return to productive lives.

The research study was to identify what strategies could be used by organizations in managing or containing substance abuse in the workplace. In solving the research problems, the following actions were taken: A literature study was conducted to identify the scope and impact of substance abuse in the workplace; A literature study was also conducted to identify the strategies to prevent and contain substance abuse in the workplace;The findings from the literature studies were integrated into a model of best practices for the management of substance abuse in the workplace; The model was used as a basis for the development of a survey questionnaire to determine which strategies and wellness activities the surveyed companies were using. The questionnaire survey was administered at 25 companies in Port Elizabeth. The empirical results revealed that substance abuse was common at all organizations and the size of the organization had no bearing on the extent of the substance abuse problem. The majority of the participants in the study indicated that they experienced substance abuse problems in their organizations with alcohol consumption being the main problem at these organizations. The results also revealed that companies were not doing enough in terms of education and awareness campaigns. The lack of campaigns and education material could pose a difficult challenge to deal with and could result in companies experiencing adverse performance. Another contributing factor in the prevalence of substance abuse in the workplace was that alcohol and tobacco were referred to as socially acceptable substances.

Organizations assist employees to deal effectively with demanding work and the work environment, including their personal problems, through an Employee Assistance Programme (EAP). The essence of the EAP is the application of knowledge about behaviour and behavioural health to make accurate assessments, followed by appropriate action to improve the productivity and healthy functioning of the employees. According to the report from the Employee Wellness Directorate of the Eastern Cape, the Employee Assistance Programme Practitioners saw 576 employees in 2010. These statistics only represent a few districts in the Eastern Cape as some districts do not have Employee Assistance Practitioners offering employee assistance, hence this number could be higher. In some instances employees do self-referral, which may increase the number without the managers knowing who is utilizing the EAP. This makes it difficult for the managers to monitor such employees and the effectiveness of the intervention rendered. Managers refer employees but do not have control over whether employees made use of the EAP and on the progress in sessions as they do not always receive the feedback. The Employee Assistance counsellor may receive a written referral from the nursing manager and then consults the referred employee in private. The employee gives consent and then the EAP counsellor addresses the problem at hand. If it is a complex case needing expert intervention arrangements are made. If the intervention requires follow up sessions, the EAP counsellor makes the necessary arrangements through the referring manager until the problem is resolved. The EAP counsellor monitors the employee and asks the manager to support the employee without divulging details of the problem that was being addressed. However, the Nursing Managers do not know how effective the programme is and whether the employees benefit from the use. The above-mentioned problem led the researcher to ask the following questions: • What are the perceptions that Nurse Managers in the Department of Health in the Eastern Cape Province have of the effectiveness of the Employee Assistance Programme? • How can Nurse Managers optimize employees’ use of the EAP? The goal of this study was to identify the perceptions of Nurse Managers of the Employee Assistance Programme in order to determine how the programme’s use can be optimized. The researcher used a qualitative, explorative, descriptive and contextual design. The research population was selected purposively and included the Nursing Managers in the Department of Health in the Chris Hani District, Eastern Cape, who have referred employees to the Employee Assistance Programme. Semi-structured interviews were used during the data gathering process. Interviews were conducted at a venue convenient to the participants. Open-ended questions were asked to enable participants to express their perceptions on the topic. The researcher also used observation and field-notes to ensure that the data gathering provided rich information. The data was analysed using Tesch’s method of data analysis. Trustworthiness was ensured by using Guba’s model of trustworthiness. The ethical strategies of informed consent, confidentiality and anonymity, avoidance of harm and voluntary participation were ensured. Two themes emerged from the data analysis. Theme one showed that the participants had contrasting perceptions regarding the effectiveness of the current Employee Assistance Programme. Some felt that they have benefitted from the programme while others felt differently. Theme two described the participants’ views elated to improving the utilization of the EAP. Positive and negative factors that impacted on the implementation of EAP have been identified. Results show that both the employer and the employees could benefit if EAP is well implemented. Decentralization of EAP could be very cost effective and could save the employer thousands of rands because resources would be utilized better.