Spelling suggestions: "subject:"employee assistance programs."" "subject:"mployee assistance programs.""
71 |
The experiences and perceptions of police members regarding the effectiveness of trauma debriefing within the South African Police ServiceChabalala, Tinyiko Godfrey. January 2004 (has links)
Thesis (MSoc.Sci (Employee Assistance Programme)) -- University of Pretoria, 2004. / Includes bibliographical references.
|
72 |
Generiese riglyne vir die implementering van gelyke geleenthede by 'n groep nie-aangewese werknemersStrauss, Eltrone. January 2004 (has links)
Thesis (M. Comm. (Human resources management))-University of Pretoria, 2004. / Summaries in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.
|
73 |
A brief intervention for screened problem drinking in an employee assistance program /Chan, Karen K. January 2006 (has links)
Thesis (Ph. D.)--University of Washington, 2006. / Vita. Includes bibliographical references (leaves 82-97).
|
74 |
Profiling Employees Participation in Employer Sponsored Fitness Programs in MaineBerube, Wendy-Jo January 2003 (has links) (PDF)
No description available.
|
75 |
An investigation into the status of wellness interventions in the South African business context.Laubscher, Liesl 03 1900 (has links)
Thesis (MComm)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: Wellness is the desired optimum level of existence an individual can experience and is
conceptualized to be the balance among six dimensions, namely physical, emotional,
social, vocational, spiritual and intellectual. An imbalance may be created through
various factors that could affect the individual adversely and disturb the balance or
wellness aspiring for.
This study was prompted by the significant influence of unhealthy behaviours on the
South African population and its concomitant effects on the workplace. The wellness of
the individual is gaining new interest in times where human beings are plagued by
increased levels of stress, disease as well as constant and unpredictable change. Wellness
programmes are at the forefront of restoring the balance of the working population and
the strive towards excellence presents advantages to both the employer and employee.
There appears to be an increase in the emergence of wellness interventions since its initial
origin in the mining industry of South Africa. There is, however, a lack of research
conducted on these programmes to support the development and future improvement and
expansion of this vital intervention. This study aimed to investigate the extent of
wellness programmes in South African organisations as well as the sophisticated
conceptualization of these programmes within this context. The study further extended to
the formulation of a model presenting the system of wellness as well as its practical
application. In order to investigate and explore these factors, a research questionnaire
was developed and presented to a sample of 58 respondents for completion.
The results indicate that there are various sophisticated methods applied in the structure
and maintenance of wellness programmes in those organisations with such programmes
implemented. A tendency towards appreciating the concept of wellness was further
identified among respondents. It was however, also ascertained that specific guidance
and information about the field of wellness programmes could be advantageous to the
future development and frequency of such interventions in the South African business
framework. / AFRIKAANSE OPSOMMING: "Wellness" is die begeerde optimum vlak van bestaan wat 'n individu kan ervaar en word
voorgehou as die balans tussen ses dimensies naamlik die fisieke, emosionele, sosiale,
beroepsgerig, sowel as geestesingesteldheid en intellektualiteit. 'n Wanbelans kan
geskep word deur verskillende faktore wat die individu nadelig kan raak en die balans
versteur of die "wellness" waarna hy streefbenadeel.
Hierdie studie is aangespoor deur die belangrike invloed van ongesonde gedrag op die
Suid Afrikaanse bevolking en gepaardgaande invloed by die werkplek. Die "wellness"
van die individu wek nuwe belangstelling in tye waar mense se lewens al meer versuur
word deur verhoogde stresvlakke, siektes sowel as voortdurende en onvoorspelbare
verandering. "Wellness" programme is aan die voorpunt om die balans van die werkende
bevolking te herstel en die strewe na perfeksie verteenwoordig 'n tweeledige voordeel vir
sowel die wergewer as die wernemer.
Dit kom voor asof daar 'n vermeerdering is in die toetrede tot die "wellness" programme
se bestaansvlak sedert die aansprong daarvan sy beslag gekry het in die mynwese van
Suid Afrika. Daar is egter 'n gebrek aan navorsing wat gedoen is aangaande hierdie
programme om die ontwikkeling daarvan te ondersteun asook die toekomstige
verbetering en uitbreiding van hierdie lewensbelangrike intervensie in die individu se
lewe.
Met hierdie studiestuk is daar beoog om die omvang van "wellness" programme in Suid
Afrikaanse organisasies te ondersoek sowel as die gesofistikeerde begrip van hierdie
programme in konteks te plaas. Die studie is verder verbreed tot die ontwikkeling van 'n
model wat die stelsel van "wellness" en sy praktiese toepassing uitbeeld. Om hierdie
faktore te ondersoek is 'n navorsingsvraelys ontwikkel en voorgelê aan 58 respondente
vir voltooiing.
Die resultate dui aan dat daar verskeie gesofistikeerde metodes aangewend word in die
samestelling en onderhoud van "wellness" programme in daardie organisasies wat wel
sulke programme ingestel het. 'n Tendens is waargeneem dat die konsep van "wellness"
meer en meer na waarde geskat word soos aangedui deur die resultate behaal.
Diesnieteenstaande is daar ook vasgestel dat spesifieke leiding en inligting omtrent hierdie veld van "welIness" voordeling kan wees vir die toekomstige ontwikkeling en
behaling van sulke intervensies in die Suid Afrikaanse besigheidskonteks.
|
76 |
Theoretical and practical perspectives of employee wellness programmes at a selected South African universityGie, Liiza January 2017 (has links)
Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2017. / In attempting to contribute to social transformation, South African Higher Education has undergone considerable changes, taking on greater student enrollment, increasing curriculum responsiveness, and prioritising pass- and graduation rates, all of which have put universities’ resources, specifically their human resources, under considerable pressure and stress (Rensburg, 2013: 5). Paradoxically, there has been no meaningful attempt to address the negative effects of these pressures and stress on the wellness of those who are expected to cope with the enormous changes. In addition, Higher Education Institutions’ (HEIs’) mergers, although honourable in intention, have resulted in negative, unintended consequences for staff. Previous research studies have highlighted the growing occupational stressors experienced by HEIs’ staff; however, limited sustainable solutions have been forthcoming. It is on this premise that this research study aimed to develop a holistic employee wellness programme model that would provide a support system for university staff. This model would alleviate the impact of challenges experienced in staff daily work and on their personal lives, and ultimately aid in promoting quality of work life and balance within the institution. The intention was to prevent university staff from experiencing job burnout and health-related problems, thereby promoting their optimal wellness and performance at work.
A mixed methods research design was adopted involving a case study and a quasi-experimental research design. Purposive sampling was applied within the case study unit which included both academic and non-academic staff, as they shared similar attributes and wellness experiences within a university. Triangulation mixed methods that was applied combined, with equal importance, both quantitative and qualitative data which were brought together for comparison.
This research study identified thirteen employee wellness factors that formed the foundation of a holistic employee wellness programme. Each employee wellness factor was allocated according to three types of interventions, namely primary – prevention, secondary – reduction, and tertiary – treatment, in order to promote employee-organisational health and wellness. The prevention intervention firstly promotes quality of work life and balance through a number of wellness factors, namely, Wellness working environment, Organisational intervention expectations, Organisational wellness support, Organisational culture, Human relations, and Social support; and, secondly, workplace health is promoted through the wellness factors, Physical health and wellness, and Lifestyle. The reduction intervention builds psychological capital through Psychological health and wellness, Resourcefulness, Resilience, and Basic work life skills.
|
77 |
Employee Assistance Program (EAP) as a context for social work practice placementCummings, Nicki January 2017 (has links)
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.
|
78 |
Utilisation of employee assistance programme to reduce absenteeism on construction sitesMashinini, Michael Thammie 25 November 2013 (has links)
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.
|
79 |
Loopbaanontwikkeling in verhouding tot bedryfsmaatskaplikewerk : 'n teoretiese fundering (Afrikaans)Kasselman, Joachim Petrus Hermanus 11 January 2007 (has links)
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
|
80 |
A need for an employee assistance program in the hospitality industry to help alcoholic employeesDeSousa, Philip Joseph 01 March 1986 (has links)
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.
|
Page generated in 0.0738 seconds