HIV and AIDS stigma has become a vital challenge for all stakeholders in the workplace. Although government has developed policies on managing HIV and AIDS, indications are that the implementation of these policies and strategies has not been effective in mitigating HIV and AIDS workplace stigma. The key thrust for conducting this qualitative study was to explore the perceptions of Employee Wellness Practitioners concerning HIV and AIDS stigma in the Gauteng Provincial Government [GPG] departments. The study was geared towards ascertaining empirically the Employee Wellness Programme [EWP] practitioners’ perceptions regarding the manifestation of HIV and AIDS stigma, the context of stigma in a government department, and insight into whether workplace interventions have been effective in mitigating stigma. The general orientation to the study in Chapter 1 provides an overview of the definition of the problem of stigma, and also of the goals and objectives of the study, the research question, empirical approach, research design and methodologies used, pilot testing of data collection instrument, research population, sampling methods, ethical considerations and the structure of the study report. Fourteen EWP practitioners from the 13 GPG departments were interviewed by the researcher. The literature review in Chapter 2 theoretically scrutinises the problem of HIV and AIDS stigma with specific reference to the types, forms sources, causes and consequences of stigma. The conjectural context of HIV and AIDS stigma in the workplace is expounded and workplace interventions are explored. Chapter 3 of this study presents and analyses the data collected from the respondents. Findings indicate that HIV and AIDS stigma is widespread in the GPG departments and that workplace responses as per EWP practitioners’ perceptions are diverse. HIV and AIDS stigma mitigation strategies necessitate the use of multi-dimensional, multi-disciplinary and multi-sectoral approaches which should be tailored to address the challenges and needs of relevant stakeholders. From the results of this study it is apparent that HIV and AIDS stigma has an immense impact on the performance of government employees, and that current HIV and Employee Wellness policies are not sufficient to enhance stigma mitigation in the workplace. Lack of support, commitment and visionary leadership in government departments impede the hard EWP practitioners’ efforts to de-stigmatise HIV and AIDS in the GPG. Chapter 4 presents the conclusions and recommendations for prioritisation and implementation through workplace interventions. Copyright / Dissertation (MSW)--University of Pretoria, 2009. / Social Work and Criminology / unrestricted

Text in Afrikaans / The purpose of the research was to determine the extent to which health issues, and particularly work stress, are managed at a welfare organization. The group investigated consisted of 49 registered social workers employed at nine welfare organizations in the Nelson Mandela Metropole. The research process was directed by quantitative research, the research information being obtained through a literature study and structured questionnaire. A number of health issues were identified in the workplace. Based on the empirical investigation it was concluded that health management does not enjoy a high priority at welfare organisations. The health issues that have the most impact on the respondents' work ability are work stress and burnout. It is recommended that organisations compile a holistic policy for health management. There is a need for implementation of employee assistance and wellness programmes for health management. Such programmes promote the productivity and general wellbeing of social workers. / Die doel van die navorsingstudie was om te bepaal tot watter mate gesondheidskwessies, in die besonder werkstres, by 'n welsynsorganisasie bestuur word. Die ondersoekgroep het bestaan uit 49 geregistreerde maatskaplike werkers werksaam by nege welsynsorganisasies in die Nelson Mandela Metropool. Die navorsingsproses is deur kwantitatiewe navorsing gerig en die navorsingsinligting is met behulp van 'n literatuurstudie en gestruktureerde vraelys bekom. Daar word tans 'n aantal gesondheidskwessies in die werkplek geidentifiseer. Na aanleiding van die empiriese ondersoek is daar tot die gevolgtrekking gekom dat gesondheidbestuur nie 'n hoe prioriteit geniet by welsynsorgnisasies nie. Die gesondheidskwessies wat die mees beduidende impak op die respondente se werkvermoe het, is werkstres en uitbranding. Daar word aanbeveel dat organisasies 'n holistiese beleid ten opsigte van gesondheidsbestuur opstel. Daar is 'n behoefie aan die implementering van werknemerhulp- en werknemerwelstandprogramme vir gesondheidsbestuur omdat sulke programme die produktiwiteit en algemene welstand van maatskaplike werkers kan bevorder. / Social Work / M.Diac. (Social Work)

Text in Afrikaans / The purpose of the research was to determine the extent to which health issues, and particularly work stress, are managed at a welfare organization. The group investigated consisted of 49 registered social workers employed at nine welfare organizations in the Nelson Mandela Metropole. The research process was directed by quantitative research, the research information being obtained through a literature study and structured questionnaire. A number of health issues were identified in the workplace. Based on the empirical investigation it was concluded that health management does not enjoy a high priority at welfare organisations. The health issues that have the most impact on the respondents' work ability are work stress and burnout. It is recommended that organisations compile a holistic policy for health management. There is a need for implementation of employee assistance and wellness programmes for health management. Such programmes promote the productivity and general wellbeing of social workers. / Die doel van die navorsingstudie was om te bepaal tot watter mate gesondheidskwessies, in die besonder werkstres, by 'n welsynsorganisasie bestuur word. Die ondersoekgroep het bestaan uit 49 geregistreerde maatskaplike werkers werksaam by nege welsynsorganisasies in die Nelson Mandela Metropool. Die navorsingsproses is deur kwantitatiewe navorsing gerig en die navorsingsinligting is met behulp van 'n literatuurstudie en gestruktureerde vraelys bekom. Daar word tans 'n aantal gesondheidskwessies in die werkplek geidentifiseer. Na aanleiding van die empiriese ondersoek is daar tot die gevolgtrekking gekom dat gesondheidbestuur nie 'n hoe prioriteit geniet by welsynsorgnisasies nie. Die gesondheidskwessies wat die mees beduidende impak op die respondente se werkvermoe het, is werkstres en uitbranding. Daar word aanbeveel dat organisasies 'n holistiese beleid ten opsigte van gesondheidsbestuur opstel. Daar is 'n behoefie aan die implementering van werknemerhulp- en werknemerwelstandprogramme vir gesondheidsbestuur omdat sulke programme die produktiwiteit en algemene welstand van maatskaplike werkers kan bevorder. / Social Work / M.Diac. (Social Work)

The general aim of this study was to gain insight into the perceptions and experiences of line managers regarding the impact of an employee wellness programme (EWP) on employee wellness and performance at a selected municipality in KwaZulu-Natal. As a purposive sample, ten line managers were selected to participate in the study by means of semi-structured interviews. The literature review aimed to conceptualise wellness, employee wellness and employee performance, as well as to explore the impact of EWPs on employee wellness and performance. The specific empirical study aims were to determine line managers’ level of awareness and knowledge of the municipality EWP and its purpose, to explore the challenges faced by line managers within the EWP, to explore if the line managers perceived and experienced the municipality EWP as being beneficial to employee wellness and whether participating in the EWP improved employee performance. Lastly, the aim was to make recommendations for improvement that can assist the municipality in enhancing the impact of the EWP on employee wellness and performance within the industrial psychology discipline, and in particular when it comes to employee wellness. The research findings reveal that line managers were aware of and had knowledge about the existence of the EWP through marketing campaigns, inductions and activities. They also confirmed they had personal engagement experience through participation in the programme. They perceived the main purpose of the EWP as being to support employees in achieving a work-life balance and providing counselling and advisory services. Participants noted certain challenges with regard to participating in the programme, such as fear of being judged, victimised and stigmatised, and a lack of confidentiality and trust, which affects employees’ privacy and security. Also, they doubted wellness officer competence, which included the necessary skills and training for dealing with complex cases. Lastly, gender and cultural beliefs also posed challenges. Line managers found it beneficial to participate in the EWP. It improved employee wellness and performance. Employees developed mechanisms to cope with work, personal and emotional problems. Wellness officer availability, competence and skills were recommended by participants as ways of enhancing the EWP. Involvement of other stakeholders was another recommendation for improvement. This involvement would include wellness champions, organised labour and line managers. Programme managers should consider increasing EWP awareness by improving marketing, while emphasising programme benefits and confidentiality. / Industrial and Organisational Psychology / M. Com (Industrial and Organizational Psychology)