The purpose of this study was to explore and highlight positive psychological strengths that are required and, to a lesser extent, negative psychological factors that are to be eliminated in employees attending EAP in the public service in order to make the EAP beneficial and successful. EAPs in the public service have not been as successful as expected because employees drop-out prematurely and/or benefit minimally from attending their sessions. Through the use of a qualitative research approach, this study explored positive psychological strengths that played a significant role in assisting employees attending EAP to achieve their health goals. Research data was collected through the narratives and in-depth interviews from eight participants, who shared their EAP experiences with the researcher. The collected data was analysed through the use of content analysis and positive psychological strengths in the form of themes emerged. The themes were compared with the framework of positive psychology, which is known as the VIA classification system of strengths and virtues framework, in order to determine alignment or compatibility with it. In addition, a few negative emotions were also reported as having been experienced by the participants while attending EAP. The results of this study indicate that certain positive psychological strengths possessed by employees while attending EAP contributed significantly in making them benefit from their EAP consultations. Although a few negative emotions were also reported as having being present during the EAP consultation, they did not affect the progression and success of the EAP. An EAP intervention model is recommended herein for future use, in order to facilitate the success of EAP sessions. / Psychology / D. Litt. et Phil. (Psychology)

Abstracts in English and Southern Sotho / Affordable and accessible preventive health programmes within the South African Police Service (SAPS) could be the best measures for managing epidemic diseases in the organisation. Employee health and wellness (EHW) programmes, including those dealing with the human immunodeficiency virus (HIV) and acquired immune deficiency syndrome (AIDS), are often the subjects of debate among scholars and human resource management practitioners within the context of developing effective and efficient interventions in the workplace to enhance the health management of employees. This study explores the nature and extent of the employee wellness programmes that focus on HIV/AIDS in the SAPS. In particular, the research examines how EHW practitioners in the SAPS experience the programmes and what support they receive regarding HIV/AIDS in the workplace. Data were collected from six EHW practitioners using semi-structured interviews. The study finds that HIV/AIDS programmes are categorised into different interventions, each with advantages and purpose. The findings will help determine if the HIV/AIDS programmes effectively cater to the health needs of employees within the SAPS. The findings from this study are limited to six EHW practitioners’ experiences in relation to how they perceive the employee wellness programmes in the SAPS, more specifically, the HIV/AIDS programmes. / Go hwetšagala ga mananeo a maphelo a thibelo ao a bolokegilego, ao a sa turego le a go fihlelelega ka gare ga Tirelo ya Maphodisa ya Afrika Borwa (SAPS) e ka ba legato le lekaone la thibelo la go laola malwetši a leuba ka gare ga tirelo ye. Mananeo a bophelo bjo bokaone bja bašomi, go akaretšwa ao a šomago ka twatši ya go palediša mašole a mmele go šoma (HIV) le bolwetši bja go šitwa ga mašole a mmele (AIDS), gantši ke seo se dirago gore dirutegi di ngangišane le bašomi ba lefapha la bašomi mabapi le go tšweletša ditsenogare tšeo di šomago gabotse le tša go hloka mathata ka mošomong ka nepo ya go maatlafatša taolo ya maphelo a bašomi. Maikemišetšomagolo a dinyakišišo e bile go utolla sebopego le bogolo bja mananeo a maphelo a makaone a bašomi ka go SAPS ao a lebeletšego kudu HIV/AIDS. Dinyakišišo di dirilwe go tseba ka fao bašomi ba maphelo a bašomi le go phela gabotse (EHW) ga bona ka SAPS ba itemogetšego mananeo ao le gore ke thekgo efe ye ba e hwetšago mabapi le HIV/AIDS ka mošomong. Dipotšišo tša dipoledišano tšeo di nyakago gore baarabi ba fe mabaka di dirilwe ka nepo ya go kgoboketša tshedimošo go tšwa go bašomi ba tshela (6) ba EHW ba ka SAPS bao ba kgathilego tema ka dinyakišišong. Dikutollo di laetša gore mananeo a HIV/AIDS a hlophilwe ka mehuta ye e fapafapanego ya ditsenogare, gomme le lengwe le le lengwe le na le menyetla le maikemišetšo a lona. Dikutollo tše di tla ba mohola go tseba ge eba mananeo a HIV/AIDS a šoma gabotse go hlokomela dinyakwa tša maphelo tša bašomi ka gare ga SAPS. Dikutollo go tšwa ka mo dinyakišišong tše di tšwa fela go maitemogelo a bašomi ba tshela ba EHW mabapi le ka fao ba bonago mananeo a mabapi le go phela gabotse ga bašomi ka SAPS, kudukudu, mananeo a HIV/AIDS. / Business Management / M. Com. (Business Management)

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)

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)

Employee involvement and participation in HIV-prevention interventions at the workplace remains a barrier to effective programme implementation, which contributes significantly to programme failure and the consequent continued spread of HIV among employees at the workplace. This study explores employee involvement and participation in HIV-prevention interventions at a Bulawayo tyre manufacturing firm. It assesses factors affecting employee involvement and participation in these interventions, and examines the implications of these findings for programme implementation. I used a semi-standardised interview schedule to conduct in-depth, face-to-face qualitative interviews and a self-administered questionnaire to collect quantitative data. The responses showed the nature of employee involvement in HIV-prevention at the firm was at a co-option level, and the type of participation was mere token participation. I recommended that the firm should develop a clear understanding of the importance of stakeholder involvement in HIV-prevention programmes. / Sociology / M.A. (Social Behaviour Studies in HIV/AIDS)

Imago relationship therapy was originally applied to couples counselling by Dr Hendrix (1992, 1993). This model was applied to a group of senior managers from the Lonmin Platinum Mine to create an understanding of intrapersonal and interpersonal dynamics to reduce the conflict levels they experienced in the workplace. Imago theory is applicable to the workplace because of the influence of intrapersonal processes on interpersonal dynamics, which is the same influence that causes conflict in romantic relationships. Love relationships consist of three stages, namely romantic love, the power struggle stage, and the real love stage. In the organisational context, these stages are the initial excitement phase, the power struggle stage, and the conscious relating stage. The study aimed to obtain quantitative and qualitative data on the effects of the Imago theory programme presented to the group of managers. The study thus aimed to determine whether the managers experienced a shift in their consciousness after the programme had been presented. Furthermore, the study aimed to determine whether such a shift in consciousness would have an effect on the individuals’ overall emotional wellbeing and if it would increase their overall life satisfaction. Furthermore, the study investigates if the programme had a positive effect on their interpersonal relationships (particularly with their subordinates). Twenty-two senior managers and 22 subordinates participated in the study. Certain pre-tests were conducted, followed by the seven-module intervention. The same post-tests were conducted after the training had taken place. Quantitative and qualitative results were obtained. The quantitative results showed that the participants’ problem solving abilities improved and that they experienced marginally higher levels of life satisfaction. The reactivity levels experienced by the participants during conflict situations decreased, and their levels of marital satisfaction improved. The results also showed that the managers responded more positively to their subordinates after the intervention. Furthermore, the subordinates experienced their managers as being more flexible after the intervention. The qualitative results indicated that a shift in consciousness did take place as envisaged. The group understood both intrapersonal and interpersonal psychodynamics. They also willingly applied Imago concepts to improve their functioning in the organisational context. / Psychology / D. Litt. et Phil. (Psychology)

Thesis (MA) -- University of Stellenbosch, 2004. / ENGLISH ABSTRACT: The relentless progression of HfV /AIDS epidemic has made it imperative that measures are put in place to minimise its impact on Small and Medium Enterprises (SME). mv is set to have a significant effect on every facet of the population, and SME is not immune. Business is likely to feel the impact ofmv/AIDS epidemic through reduced productivity, increased absenteeism, increased staff turnover, increased recruitment and training costs, increased cost of employee benefits and poor staff morale. One of the interventions is to implement a mv/AIDS policy and programme, yet a literature search showed that psychological studies of SME in implementing a mv/AIDS policy and programme are limited. The present study utilised the model of the theory of planned behaviour (Ajzen, 1985,1988, 1991), which is an extension of the theory of reasoned action (Fishbein & Ajzen, 1975; Ajzen & Fishbein, 1980). Intention to implement a mv/AIDS policy and programme was predicted by the theory of planned behaviour constructs such as attitude, subjective norm and perceived behavioural control. The theory of planned behaviour was found to be useful in assessing behavioural intention of SME in implementing a mv/AIDS policy and programme. These findings indicate that implementing an intervention like a mv/AIDS policy and programme by SMES is a behavioural intention motivated by attitudes, subjective norms and perceived behavioural control. / AFRIKAANSE OPSOMMING: Die meedoënlose progressie van die HIVNIGS pandemie het dit gebiedend noodsaaklik gemaak om maatreëls daar te stelom die impak daarvan op klein en medium sakeondernemings te minimaliseer. HIVNIGS sal 'n beduidende uitwerking hê op alle vlakke van die bevolking. Klein en medium sakeondernemings is geen uitsondering nie. Die uitwerking van die HIVNIGS pandemie sal tot gevolg hê 'n afname in produktiwiteit; 'n toename in personeelafwesigheid, personeelomset, personeelwerwing en - opleidingskoste, personeelvoordele; en swak personeel moreel. Een manier om die probleem aan te spreek is om 'n HIVNIGS beleid en program te implimenteer. Ongelukkig toon literêre navorsing dat psigologiese studies van klein en medium sakeondernemings om 'n HIVNIGS beleid en program te implimenteer, beperk is. Dié navorsing steun op die teorie van planmatige gedrag (Ajzen, 1985; 1988; 1991), wat 'n verlenging is van die teorie van beredeneerde optrede (Fishbein & Ajzen, 1975; Ajzen & Fishbein, 1980). Die oogmerk met die implimentering van 'n HIVNIGS beleid en program is bepaal deur die teorie van planmagtige gedrag soos waargeneem in geesteshouding, subjektiewe norme en waargenome beheerde gedrag. Daar is gevind dat die teorie van planmagtige gedrag nuttig is om die oogmerke en optrede van werknemers in klein en medium sakeondernemings te bepaal met die implimentering van 'n HIVNIGS beleid en program. Hierdie bevindings toon dat die implimentering en tussenkoms van 'n HIVNIGS beleid en program by klein en medium sakeondernemings'n gedragsoogmerk is wat gemotiveer word deur geesteshoudings, subjektiewe norme en waargenome beheerde gedrag.

Thesis (MScSportSc)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: For many companies, health care can consume half of corporate profits or more. Some employers look to cost sharing, cost shifting, managed care plans, risk rating and cash based rebates or incentives. These methods merely shift costs. Absenteeism in South Africa claims 3.2% of all scheduled work hours, 43 000 work hours per week, 9 days lost per employee per year and 1 employee in every 15 on a weekly basis. The main objective of this study was to establish the effect of a physical wellness intervention on the chronic absenteeism of a governmental company like Eskom. Fiftyfour males with a mean age of 42.13 years, participated in the program. Morphological and physiological variables included fat percentage; body mass index (BMI), cholesterol, blood pressure (BP), flexibility, cardiovascular endurance, waist circumference and muscle endurance. The participants were divided into four groups consisting of 12-15 individuals. Data was collected over a period of six months (March-August 2001). There were six sessions in which the subjects participated namely: wellness awareness, general body wellness, heart wellness, stress wellness, posture wellness and nutritional wellness. These sessions focussed on education, testing and physical activity, with follow-ups and maintenance at the Biokinetic rehabilitation station. Trends for the group were traced using a statistical analysis for absenteeism tallying the GSAR (gross sickness absentee rate) and AFR (absentee frequency rate) for the participants. The GSAR and AFR were significantly lower during the intervention. The return of investment was calculated based on the amount of hours worked per month on the August 2001 payroll, where the increment figure is based on an average increase of 7.9%. The result of the study concluded that work-site body wellness is health care reform that works, with absenteeism decreasing significantly and an improved employee health status. / AFRIKAANSE OPSOMMING: Baie maatskappye kan die helfte of meer van hul wins aan gesondheidsorg spandeer. Sommige werkgewers oorweeg kostedeling, verskuiwing van kostes, gesondheidsorgplanne, risikobepaling en kontantkortings of aansporings. Hierdie metodes skuif eerder net koste. In Suid-Afrika word 3.2% van alle geskeduleerde werksure as gevolg van afwesigheid verloor, 43 000 werksure per week, 9 dae per werknemer per jaar en 1 werknemer uit elke 15 op 'n weeklikse basis. Die hoofdoel van hierdie studie was om die effek van 'n fisieke welstand intervensie op die chroniese afwesigheid van 'n parastatale maatskappy soos Eskom daar te stel. Vier en vyftig mans met 'n gemiddelde ouderdom van 42.13 jaar het aan die program deelgeneem. Morfologiese en fisiologiese veranderlikes het vetpersentasie; liggaamsmass-indeks (LMI), cholesterol, bloeddruk (BD), soepelheid, kardiovaskulêre uithouvermoë, abdominale omtrek en spieruithouvermoë ingesluit. Die deelnemers is in vier groepe verdeel wat uit 12-15 persone bestaan het. Data is oor 'n periode van ses maande ingesamel (Maart-Augustus 2001). Die deelnemers het aan die volgende ses sessies deelgeneem: bewustheid van welstand, algemene liggaamlike welstand, hartwelstand, streswelstand, postuurwelstand en dieetwelstand. Hierdie sessies het op die opvoeding, toetsing en fisieke aktiwiteit gefokus met opvolg-ondersoeke en instandhouding by die Biokinetika rehabilitasiestasie. Neigings vir die groep is opgevolg deur statistiese analise vir afwesigheid deur die TSAS (totale siekte afwesigheidsyfer) en AFS (afwesigheidsfrekwensiesyfer) vir die deelnemers aan te teken. Die TSAS en AFS was beduidend laer tydens die intervensie. Die beleggingsopbrengs is bereken op die aantal ure per maand op die Augustus 2001 . betaalstaat met die toenamesyfer gebaseer op die gemiddelde verhoging van 7.9%. Die resultaat van die studie is dat liggaamlike welstand by die werksplek voordelig is vir gesondheidsorgverbetering en dat afwesigheid beduidend afneem terwyl daar ook 'n verbetering in die gesondheidstatus van werknemers was.

Made available in DSpace on 2016-04-29T13:30:50Z (GMT). No. of bitstreams: 1 Rafaela Aparecida Cocchiola Silva.pdf: 1379763 bytes, checksum: d9169bc2e127b4e663e564ed9fc381ae (MD5) Previous issue date: 2011-07-01 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This work had the intention to understand the mental disorders in political discussions focused on the health of the worker and the inclusion of this diagnostic category as a group of disease caused or triggered by conditions and labor relations. The proposal is based on theoretical and methodological perspective in the Social Discursive Psychology constructionist strand where the research assumes that knowledge is a collective enterprise, and thus a social practice. The theme of mental disorders in a professional context is an old subject in specialized literature, it is possible to find texts were mental disorders such as depression resulting from the use of substances harmful to health, were described in Ancient times. We can also find studies on mental disorders in the 1950s in France on the neurosis of the telephone. However, in Brazil, mental disorders were recognized as a group of diseases related to work only in 1999 by Decree 3048, which were divided in a set of 12 diagnostic categories and their etiologic agents or risk factors of occupational origin. It is argued that the inclusion of mental disorders and work-related illness stems from a confluence of factors which have allowed the expansion of the concept of health, seen not only as the absence of disease. Another important fact were the advances around the social prejudice against the subject of mental disorders and refining ways to recognize the causal connection based on the methodology of the Nexus Technical Epidemiological Welfare (NTEP), implemented by Social Security in 2007 for granting welfare benefits. The entry of mental disorders in policies on workers' health was examined considering the difficulties in recognizing the link between work and disease from the perspective of the three Conferences National Occupational Health. The debate about mental disorders was included on the agenda for health policy geared to the employee specifically in the 2nd CSNT held in 1994, and discussed that the difficulties of this recognition by both unionists and workers, were related to the peculiar characteristics of mental illnesses viewed as a source of individual illness and not as a consequence of the conditions and labor relations. Such a conception of individual determinants of mental disorders permeated the difficulties of recognizing the causal relationship, understood as the object of disputes and set of interests among the actors involved in the recognition of this issue as a work related disease, taken here as forms of regulation by biopower / Este trabalho teve por foco entender os transtornos mentais nas discussões políticas voltadas à saúde do trabalhador e a inclusão dessa categoria diagnóstica como um grupo de doença decorrente ou desencadeada pelas condições e relações de trabalho. A proposta se fundamenta na perspectiva teórico-metodológica da Psicologia Social Discursiva na vertente construcionista em que as pesquisas assumem que o conhecimento é um empreendimento coletivo, e, portanto, uma prática social. A temática dos transtornos mentais no âmbito profissional é assunto antigo na literatura especializada, sendo possível localizar textos em que patologias mentais, como a depressão decorrente do manuseio de substâncias nocivas à saúde, foram descritas na Antiguidade. Também podem ser localizados estudos sobre os transtornos mentais na década de 1950 na França sobre a neurose das telefonistas. Entretanto, no Brasil, os transtornos mentais foram reconhecidos como um grupo de doenças relacionadas ao trabalho somente em 1999, pelo Decreto 3.048, em que foram discriminados um conjunto de 12 categorias diagnósticas e seus respectivos agentes etiológicos ou fatores de risco de origem ocupacional. Argumenta-se que a inclusão dos transtornos mentais como doença relacionada ao trabalho decorre da confluência de fatores que propiciaram a ampliação da noção de saúde, vista não apenas como ausência de doença; dos avanços sociais em torno do preconceito em relação à temática dos transtornos mentais e do aprimoramento das formas de reconhecimento do nexo causal a partir da metodologia do Nexo Técnico Epidemiológico Previdenciário (NTEP), implantado pela Previdência Social em 2007 para a concessão dos benefícios previdenciários. A entrada dos transtornos mentais nas políticas voltadas à saúde dos trabalhadores foi analisada considerando as dificuldades em se reconhecer o nexo entre trabalho e a doença na perspectiva das três Conferencias Nacionais de Saúde do Trabalhador (CNST). O debate sobre os transtornos mentais foi incluído na agenda política de saúde voltada ao trabalhador especificamente na 2ª CSNT, realizada em 1994, sendo discutido que as dificuldades desse reconhecimento tanto pelos sindicalistas quanto pelos próprios trabalhadores relacionavam-se às características peculiares das doenças mentais vistas como forma de adoecimento e de origem exclusivamente individual e não como decorrente das condições e relações de trabalho. Tal concepção sobre determinantes individuais dos transtornos mentais permeavam as dificuldades do reconhecimento do nexo causal, entendidos como objeto de disputas e jogo de interesses entre os atores envolvidos no processo de reconhecimento desta temática como doença relacionada ao trabalho, tomados neste estudo como formas de regulação pelo biopoder

The need to focus and economize on scarce attention is increasingly being acknowledged within management accounting and control literature. The aim of this study is to investigate how practitioners go about creating new concepts and measurements to induce attention towards new issues and as-pects of strategic importance for the organization. In this case study, we follow a project group in a Swedish municipality, creating a management control model of employee health. A close-up view is provided through a narrative approach, based on filming and participant observation, illustrating the highly situated and contextual character of atten-tion in sensemaking processes. The naming of the concepts of management control was found to be associated with a science-framing, while references to local practices of management control induced practice-framing strongly de-emphasizing characteristic features of management control. Line-managers of the study accepted the framework without demands for indica-tors or predictive models. This outcome is in line with a practice notion of management control and a language-game understanding of human communication: management control systems are part of the practices defining meaning and directing at-tention towards different aspects of any situation. Rather than being a lan-guage, management control concepts and measurement may not provide much more than the phonetics of business. Consequently, it may be ques-tioned whether what gets measured automatically gets managed. In line with the attention-based view of the firm and a practice notion of management control, this study suggests that new attention is created through the naming and framing of management control ideals, and as a result of the expressions of managerial intent through practices.