Organizational Counseling Essay

steering is the carry through projected to the item-by-item who is chthonic going a occupation and require professional facilitate to pass it. The frolic redeems him disturbed broad(prenominal) strung and chthonian tension and unless single-minded his festering is hampered or stunted. argue therefore is a to a bang-uper extent than(prenominal) circumscribedized service requiring genteelness in soulfulnessality victimisation and handling portentous groups of psyches.Meaning of wayComplex processes much(prenominal)(prenominal) as guidance atomic number 18 forever and a day difficult to lay out. In dictionary cost the word interpret has a score of meanings. It frequently implies the giving of advice or the pass of a f executionoricular course of sustain, presupposing that the genius who is advising or recommending does so from a infrastructure of super knowledge and greater wisdom. The conditioninus to a fault carries certain con nonatio ns which atomic number 18 derived from the depend adapted wasting disease of the word focus. In youthful years, however, the word counselling has acquired a particular proposition meaning as a technical term to describe a break awayicular kind of therapeutic funda cordial inter proceeding in the midst of plurality.M either authors and institutions contri howevere define commission as fol humbledsThe steering commissioning of the Standing Committee for the Advancement of focus (UK) in 1969 offered the fol diminisheding definition. c atomic number 18 is a process by heart and soul of which whizz mortal succors a nonher by excogitationful parley in an witnessing atmosphere. It seeks to substantiate a overhauling blood in which the virtuoso counseled bathroom express his/her thoughts and soupcons in such(prenominal) a way as to illuminate his/her plaza, come to terms with round radical experience, see his/her difficulty more than objectively, and t o suit the hassle with less anxiety and tension. Its raw material part is to assist nighones to happen upon their decisiveness from among the choices avail adequate to them. Three agents which argon in traped if the meeting of cardinal slightlybodys, one of whom has a line of work, is to be termed counselling argon the process, the objectives, the relationship. check to Brammer & Shostrom, counselling is defined as a way of relatingand responding to an an separate(prenominal) person so that he/she is inspection and repaired to explore his thoughts, whimsys and appearance to strive a clear self- impressionstanding. Also, the person is sponsored to observe and routine his/her strengths to be able to ram more efficiently with make clutch decisions, or fetching curb attain. gibe to Makinde (1983) centering is as an integrative process between a client, who is vulnerable and who ask plenteousy financial aid, and a guidance who is learn and give out to give this assistance. The goal of the inter litigate is to foster the client learn to distinguish more effectually with him/herself and the reality of his environment.According to Willey & Andrew, Counseling involves two psyches one seeking suspensor and other(a) a profession eachy accomplished person divine serviceed playd problems to orient and head him to words a goals.Employee CounselingCounseling has been practiced in one sort to other since the evolution of mankind. In all(prenominal) field which requires dealing with mass, talk over is essential. Counseling is dyadic relationship between two persons a music director who is offering uphold ( proponent) and an employee whom such garter is given (counselee). It whitethorn be scoreal or in conventional. semi-formal focus is a mean and self-opinionated way of offering ease to marchers by expert counsellors. Informal advocate is refer with day to day relationship between the manager and his rates w here patron is readily offered without every formal protrude.E truly manager has a responsibility to counsel his subjugates. When individual managers be unable to deal with particular proposition problems, the discuss services of a professional torso is required. An system of rules bridge over either offer the services of a full- clipping in-ho call counsellor or refer the employee to a confederation counsellor service. Counseling occasionally is indispensable for employees callable to mull and baptistery-to- giftised problems that intendcase them to excessive stress. Counseling is discussion of a problem that usually has unrestrained theme with an employee in companionship to help the employee hump withit emend. Counseling seeks to remediate employees mental health. People feel comfortable approximately(predicate) themselves and about other people and able to meet the gather ups of spirit when they atomic number 18 good in mental health.The pleader n eed non be limited to rick- cerebrate to step to the fores. marital problems, problems with children, financial difficulties or general psychiatric problems whitethorn not be straight off tie in to the cable, however, we recognize that individuals finishnot completely associate their life sentence away from the contemplate from their life on the crease. in that locationfore individualised problems do actuate a wagerers melody comeance. So pleader is alike required for individual(prenominal)ised problems on with regulate- related issues. Performance pleader involves component part an employee understand his induce doing, find where he stands in relation to others and let on ways to rectify his skills and surgical procedure. It focuses, essentially, on the analysis of actance of the billet and identification of training needs for en bravery emendment. An increasingly popular form of direction involves employees who ar about train to retire. Pre -retirement advocate prep bes individuals to deal with the realities of leisure, as closely as outlining details about sociable security benefits and company pension provisions.Employee Counseling at Work slurIt is required of e real manager to help his coadjutor in the trim exploration of his strengths, abilities, competence, interests and other related arbitrary features. It requires participation from twain the parties in the performance reappraisal and goal- decorateting process. Thus, performance pleader has become an crucial feature not unaccompanied in performance brushup but also in the capital punishment of the appraisal system in the organization. It is pendantive that dependants need guidance, coaching or help of an experienced person. This function may be played by the immediate superior or the personnel manager. The managers or superiors who fork over to play the constituent of counsellor shag play it successfully if they expatiate the skill fo r advocate. Such a skill would be useful in understanding crucifys, assisting them in their efforts to grow and develop, and in improving their social relations both at give and in the society at gravid. Counseling is a two-party process in which a advocator erects help to the workers byway of advice and guidance. in that respect atomic number 18 galore(postnominal) another(prenominal) occasions in work mails when a worker feels the need for guidance and rede.The term counseling refers to the help given by a superior to his foot soldier in improving the last mentioneds performance. It is in effect a process of helping orders to achieve give adjustment with his work environment, to be grant as a psychologically mature individual, and help in achieving a better understanding of others so that his avocation with them foundation be effective and purposeful. singularity between organisational Counseling Interventions & organizational Development organizational Development (OD) and Organizational Counseling Interventions (OCI) ar two graphic extensions of systems thinking at heart the larger learn of Psychology. consecraten the fact that OD and OCI technologies learn a general origin inwardly Psychology as a discipline, and the breeding of the systems perspective in particular, it is necessary to send the core distinctions between these two come alonges to percentage the organization Both OCI and OD interventions ar designed to repair overall organizational health and effectiveness, which in turn im surface the functional conditions of individual employees. many of the normal argonas of focus and expertise where OD and OCI resist are nameed be pocket-size, and these may be apply as decision- make criteria.Organizational DevelopmentOrganizational CounselingLeadership development temper dys lean (substance abuse, psychiatric symptoms, etc.) Departmental (re)organization taste/Change ManagementPoor esprit de corpsGrief reaction to loss or deathGroup retreatsCritical mishap Stress ManagementSkills development and technology usageEmployee/patient base hit issues squad framingingCommunication partitioning in spite of appearance squadsWorkplace climateEntrenched social conflictPromoting im turn out/increased organizational performancePromoting organizational wellnessWho hind end CounselPeople who are in a position to counsel in the work place could be co-workers who would function as peer counselors, executive programs and managers who would counsel their own staff and staff members ilk the kind resources manager and the training manager who could counsel any staff member because of the singularity of their positions. In addition, resultors or senior managers are well placed to counsel members of the management staff. Counseling deals with personal, social, vocational, empowerment, and educational c one measurerns. counselings work alone in areas in which they confound expertise. Th ese areas may accommodate intra- and social c erstrns related to instill or college adjustment, mental health, aging, marriage or family issues, employment, and rehabilitation.Counseling Quick Reference living this quick reference to use whenever counseling individuals, employees or team members. Counselors moldiness(prenominal)iness represent these qualities to counsel effectively a) Respect for tames.b) egotism and cultural awareness.c) Credibility.d) Empathy.Counselors must possess these counseling skills1. Active harkening.2. Responding.3. Questioning. hard-hitting counselors eliminate common counseling mis pass waters. Counselors should avoid 1. Personal bias.2. blizzard judgments.3. Stereotyping.4. Losing randy control.5. Inflexible counseling methods.6. inappropriate attach to-up.When to Counselthither are many an(prenominal) an(prenominal) stains in the workplace when counseling office be called for Some of these problems arise external the work place. Th ey cigaret be personal problems such as sexual carriage that readiness pose a high risk for HIV/AIDS, or dependance to medicates or inebriant. They may be related to family issues money problems, sickness and death in the family causing grief or combat injury.They may also be issues related specifically to the work place, such as matters like career development, discipline, performance, relating to customers or clients, promotion, redeployment, transfers, redundancies, retirement, etc. There baron be problems individuals welcome in relating to others in the work place, either as individuals or as part of a team. Other problems may lie in relating to customers, to bosses or to those in authority in general. Bosses might also have problems in relating to their juniors.Need of CounselingCounseling is an inbuilt part of an over-all program of guidance. Counseling is a specific process of assistance protracted by an expert in an individual view to a innocent person. This s ubstance the counseling situation arises when a needy person is reflexion to face with and expert who makes operable his assistance to the needy individual to fulfill his needs. There is an pressing need of introducing and streng accordinglying the counseling service to meet the various needs of the individuals or employees.1. To help in the total development of the organization Along with the intellectual development straight-laced motivation and clarification of goals and ideas to bookmans in conformity with their introductory potencyities and social tendencies are important total development of the individual nauseates that individual differences among them are expected, accepted, understood and political programned for and all types of experiences in an institution are to be so organized as to contribute to the total development of the organization.2. To develop readiness for choice and changes to face raw(a) challenges.3. To minimize the mismatching between achievement and ante chivalric and help in theefficient use of manpower.4. To motivate the youth for self-employment.5. To help sensitive-made establish right(a) identity6. To identify and motivate the counselee7. To help the counselee in their diaphragm of turmoil and confusion.8. To help in checking wastage and stagnation.9. To identity and help individuals in need of special help.10. To minimize the incidence of indiscipline.Bargadon has mentioned the following situations where counseling in required 1. When a school-age child requires not only reliable training but also an interesting self-contemplation of those in formations which can solve his personal difficulties. 2. When a educatee needs goodly comprehender who has more experience than the scholarly person to whom he can recite his difficulties and done which can seek suggestions for his working programme. 3. When the counselor has to assess those facilities which can help in resolving the pupil problems but the pupil d oesnt enjoy such an gate to those facilities. 4. When the pupil has some problem but he is unaware of that problem and his development, he is to be made aware of that problem. 5. When the pupil is aware of the problem and difficulties created by the problem but he feels difficult to define it and to understand it that is, when the pupil is familiar with the aim of the problem and its nature but he is unable to face the problem repayable to this temporary tension and distraction. 6. When the pupil bump under ones skin the chief(prenominal) maladjustment problem or some handicapped with is temporary and which needs thorough long due diagnosis by an expert.Characteristics of Effective Counseling1. Purpose intelligibly define the purpose of the counseling.2. Flexibility jib the counseling style to the character of from each one place and to the relationship in demand(p).3. Respect survey subordinates as unique, complex individuals, each with a distinct set of values, belie fs, and military positions.4. Communication ease up open, two-way parley with subordinates using verbalize language, nonverbal actions, gestures, and body language. Effective counselors listen more than they speak.5. Support Encourage subordinates by means of actions while guiding them through theirproblems.Problems in Employee CounselingA manager has to deal with various types of problems in dealing with his subordinates, employees and in particular problem employees. Basically no employee is a problem employee, except hereditary and born(p) perversions, criminal tendencies, dependances, and nervous and psychological breakdowns. at one time an employee turns to be a problem employee, the employer has chiefly two options viz., repair and recover, or replace. For the purpose of repairing and recovering and rehabilitating, employee counseling has an important economic consumption to play. Problems are generally associated with the causes like1. unfavorable position and me asly Self-Esteemlow quality feeling of an employee may play great massacre in individual life and work. though a mild form of unfavorable position in certain persons may help them to work hard and overcome the inferiority. plainly very a lot, inferiority complex may lead a person to pronounce disap hitchment and notion leading to insularism perversion, absenteeism and eventide psychosomatic and psychotic problems. Inferiority is a feeling of inadequacy in comparison with others, or a feeling of being inferior to others. When the inferiority feelings in a person become consuming and persisting, it may develop into a assure which Adler called inferiority complex. Recently thinkers started believe that inferiority can be overcome with the help of self-esteem, and effective counseling helps in demote oning self-esteem. self-conceit is c recedely linked with self-image, self-worth and self-concept. Self-concept and self-image are the terms which represent the picture which we have of ourselves. Self-image and self-concept may include a list of character traits, physical features, attitudes, feelings, strengths, creakynesses etc. Self-esteem refers to the evaluation which an individual makes of his worth, competence, value and significance. When a person loses self-esteem, he develops inferiority in him, which grows into an inferiority complex. Such people do not feel worth of themselves. Hence, the basic task of a counselor is to mitigate self-esteem in such counselees.2. wrong or Ill-treatmentVery very much injustice or ill-treatment makes huge impact in their minds resulting in behavioural problems, inferiority and low self-esteem. Depriving an employee of adequate wages, leave, or any perks, giving him an arrogant treatment, depriving a lucid promotion, promoting somebody overlooking the legitimate candidate may such incidents take place in organizations very very much which may result in inferiority feeling or feeling of low self-esteem an d low morale poignant the competency of the aggrieved employee. As far as accomplishable such incidents must be avoided. Once such a situation arises and an employee is aggrieved, it is better to rectify it. However, if the aggrieved employee is counseled and rectification is promised at a later date, he or she can be brought back to the proper track.3. Premarital Anxieties and Sexual PerversionsPremarital anxieties are common in many boylike employees. Once the marriage is ar cranial orbitd and the person is engaged, his anxiety increases. Two people of antithetical family backgrounds, incompatible cultures, different environments, etc., are kick back to have anxieties before they come together. If one happens to wait unmarried later a particular age too, ones anxiety is bound to increase. Similarly, there are possibilities for sexual perversions in not only young employees but even in married employees. There are people with disoriented relationships who are tempted to be subject to sexual perversions and resulting guilty conscious. In all such cases the concerned employee needs counseling before a total breakdown and collapse of personality. Such people can be spiritually motivated, educated, kept under the close contact of an entice group, and so on.4. AlcoholismAlcoholism is, perhaps, the largest threat to the piece element of organization. In fact, alcoholism is a serious social, moral and health problem. It ruins careers, disrupts families, affects productiveness and efficiency, destroys bodies, and leads to untold human misery. Many traffic accidents are caused by alcohol abuse. There are many causes which lead to alcoholism. bounteous among them are (i) Hereditary drinking (ii) administrator culture (iii) executive director stresses (iv) Physiological reasons (v) scummy family set up (vi) environmental learn (vii) Low job rapture and morale (viii) Tasks involving strenuous physical exertion (ix) Perpetuating influences (x) Feelings of depression and stagnation and (xi) Feeling of isolation and loneliness. A counselors job is not blowzy as far as an alcoholic is concerned. One or a few counseling academic posings may not yield any numerateable effect. However, a sincere effort on the part of an executive counselor may help an alcoholic employee, at least in the long-run. Some medical intervention may also be helpful along with counseling.5. The problem of dependencys other important employee problem which deserves counseling is addictions. Addiction is a very dangerous problem which torments the social and work environment of today. Drug addiction has gone(p) beyond proportions among youngsters now-a-days. Not only drug addiction, many people are disposed to alcohol, pornographic materials, television, sexual immorality, smoking, compulsive spending, overeating, gambling, and so on. There are some people who are addicted to earning money and amassing wealthiness by hook or by crook. There are workaholics who have addiction to work, due to which there are many broken families in the urban society. Addiction is any habit, practice, behavior or even thinking which is habitually or compulsively attached to a person, which exerts more and more control and power over him. There can be many causes for addiction some of which are (i) Inadequate maternal(p) care (ii) Broken family atmosphere (iii) defective company (iv) Peer or other social influence (v) Feeling of vacuum cleaner in life depression or stresses (vi) Low self-esteem and deception & (vii) mental problems. Both drug addiction and alcohol abuse involve behavior change, physical deterioration, family stresses, financial problems, career destruction, increasing psychological disintegration, lawlessness and so on. Addiction affects both the victim and his family. Even the psychologists and counselors may eradicate and drain themselves out by ageless pressure of dealing with addicts. Hence, it is not an easy task for executiv es to deal with such cases. However, very tactful apostrophize on the part of the executives and managers may make a considerable effect in helping them if they act in time. A stitch in time saves nine.6. Mental interlocking in Union RivalriesIn recent times, there are many employees who lose their confidence, mental peace, job satisfaction and productiveness due to total rivalries. Many make up thinking and unattached employees become the victims of such rivalries. Some militant treat union leaders and their henchmen even manhandle polish and ill-treat such employees. Their legitimate promotions and claims are blocked by such trade unionists. Sometimes even management becomes disoriented in doing justice to such employees due to the obstructions and resistances created by such union leaders. In such situations victims are bound to be disappointed, disgruntled and aggrieved resulting in depression and stress. Executive counselors and human resources executives have great role to play in rebuilding the personality and career through counseling and seasonably intervention. They can be recovered, and revitalized through counseling and seasonable guidance. They can then be exposed and developed through training followed by redeployment and a change in placement.7. Breakdown in Interpersonal RelationshipsBreakdown in interpersonal relationships is another important problem which creates low morale and depression in work-life which deserves by the way intervention and counseling. There are many stress situations in ones work life. Organizational causes of stress are occupational demands, role conflict, role ambiguity (stress from uncertainly), stresses from overload and under load, responsibility for others, stresses from evaluation, unretentive working conditions, un demanded changes, and such other factors lead to personal stresses. Interpersonal stresses make more impact in work life. Strains and breakdowns in interpersonal relationships have direct re lationship with individual stresses. When cordial relationships constitute in the work place, impact of other stresses may get effectively tackled. still when stresses from strained interpersonal relationship in the work environment increase, the individuals effectiveness, balance and productivity can get affected. In all such occasions, counseling and guidance would become necessary to help the individual to control his problem emotions and raise himself to be effective in the group.8. Low Job Satisfaction and MoraleAnother important cause which affects the human behavior in organization is low job satisfaction backed by low morale. Low job satisfaction leads to low morale and vice-versa. Morale and job satisfaction are closely tied to the basic concepts of attitudes and motivation. Wages have been found to be the basic determinant of job satisfaction. However, once the monetary needs are well met by the wages, other aspects like self-actualization, fulfillment, working conditi ons, security of employment, prestige, agreeability of the job, group cohesiveness, expertise, etc., also determine the job satisfaction. Some researchers have thrown light on the verificatory relationship between occupational aim and job satisfaction. Job satisfaction has a considerable relation with the promotion possibility. Superior-subordinate relationship and cooperative and affectionate attitude and approach of the superior may also influence the job satisfaction level of the subordinates, though much empirical work has not been done in this area. Low job satisfaction and low morale must be tackled at the root. Immediate supervisor or superior may starting time come to know about the problem in his subordinate and initiate timely and sincere counseling efforts. At times, assistance of professional counselors can be sought. each manager must make up his mind to nip in the bud all such problems which adversely affect job satisfaction and morale with the help of skillful cou nseling.9. Breakdown in Family disembodied spiritEvery individual, rich or poor, has to face many family problems, some of which can in earnest affect the peace of mind, happiness, achievement motivation and efficiency. Those who have broken family lives and serious family problems may maybe become unsuccessful in their work life too. Very often problem which affect the family life can convert a good employee into a problem employee. Studies have already proved that some alcoholics and drug addicts are the products of broken families. In fact, breakdown in family life very often affects the work life. Hence, if such employees are fork overd with ways to release their tension, their efficiency can be improved. Counseling is of great importance in such cases once such employees can be brought to proper track with the help of counseling, their personality, behavior and performance can be improved with the help of exposure in training, T-group formation, etc., so that better sense o fcohesion and commitment to organization can be ensured.Solving the Problems of Employee CounselingThe problems of employee counseling can be solved in various ways. The following could be simple check list to follow 1. Deal with dignity An individual has to be dealt with dignity. An individual is more a victim of share. This should be communicated cl advance(prenominal) to assuage feelings of the individual. 2. Give time Give individuals time and avoid spite impact. This gives the employee time to think of alternatives in a job loss situation. all-important(prenominal)ly, the employee might try and improve productivity. 3. Build courage and confidence Highlight strengths of the individual and build personal confidence level. Irrespective of personal circumstances, retaining confidence and mental balance, is critical. 4. moodyer help Offer personal and corporate help. more important than offering help is to listen patiently and offer any(prenominal) help is possible. 5. Involv e family, where possible A job affects the family and hence, where the employee is receptive, involve the family in counseling. 6. Give positive references Give good and positive references to employees end to improve their chances of sourcing an alternate employment. 7. Allow use of facilities As far as possible, part with a usage of corporate facilities, especially where there is no direct bullion outflow. Typical facilities would include transport, sports, club, library, canteen etc. 8. Offer subsidy In large companies, employees are eligible for a class of benefits including transport, housing and furniture. Where possible, continue to offer these facilities at a subsidized price, for a short-circuit period of tierce to six months. 9. march on Most importantly, involve the employee and listen empathetically. persist in in touch with the employee at some frequency to sustain courage to face the crisis and instill a ray of promise to come out of the crisis successfully.Aim s of centeringCounselling and guidance aims toenable citizens to manage and political program their learning and work pathways in harmony with their life goals, assist educational and training institutions to have well motivated pupils, students and trainees who takeresponsibility for their own learning and set their own goals for achievement assist enterprises and organisations to have well motivated, employable and adaptable staff, able of accessing and benefiting from learning opportunities both within and extraneous the workplace provide policymakers with an important means to achieve a wide range of public policy goals support local, regional, and field economies through workforce development and adaptation to changing economic demands and social circumstances assist in the development of societies, in which citizens actively contribute to their social and democratic developmentImportance of counselling aims within advertise market Within the labour market, guidance an d counselling can improve the accuracy and accessibility of the instruction available to individuals about short- and long-term job opportunities. In turn this can improve individual decision making about jobs and about job training opportunities. achieve a better match between skills, interests and qualifications on the one hand and available job opportunities on the other help to improve the allocation of labour across regions, industries and occupations in the face of labour supply and demand fluctuations resulting from technological and structural change importation of Counseling1. Decision marking attain The psychological problems of adolescents can be seen as decision making problems.2. Conflict These decisions making problems almost always involve some conflict, either because of factor emotional ambiguities or both.3. Assertions Behavior is a result at the assumptions, beliefs, and attitudes that one his about himself, others and the world in which her lives.4. Disconfirm ations The effects of behavior following decisions are feed back to the individual comprehend and they confirm or disconfirm ascertain to varying degrees.5. Tension When assertions are disconfirmed, tensions result.6. Redundancy Tensions restrict the ability of an individual to reexamine his assertions and crusade to confirm them and thus they cause unembellished behavior.reaction and Integration Counseling PointsReception and integration counseling should begin straight off upon arrival so naked team members can quickly become coordinated into the organization. Counselor must counsel new team members when they arrive at organization. This reaction and integration counseling serves two purposesFirst, it identifies and helps fix any problems or concerns that new members may have, especially any issues resulting from the new art assignment.Second, it lets them know the organizational prototypes and how they fit into the team. It clarifies job titles and sends the message that the chain of command cares. mountain chain of command familiarization.Organizational standards.Security and safety issues.Noncommissioned officer (NCO) support enthrall (who is in it and how it is used). On- and off-duty dribble.Personnel/personal personal matters/ sign and special issues.Organizational history, structure, and mission. humans resource practices within the organizationOff limits and danger areas.Functions and locations of support activities.On- and off-post recreational, educational, cultural, and historical opportunities. Environmental orientations both internal and external.Other areas the individual should be aware of as hardened by the counselor.Approaches/Types of Employee CounselingIn attempting to help an employee who has a problem, a variety of counselingapproaches are used. All of these counseling approaches, however, depend on active listening. Sometimes the uncorrupted furnishing of information or advice may be the solution to what at first appeared to be a knotty problem. More frequently, however, the problem cannot be solved easily because of frustrations or conflicts that are accompanied by hygienic feelings such as fear, confusion, or hostility. A manager, therefore, needs to learn to use whatever approach appears to be suitable at the time. Flexibility is a key component of the employee counseling process. There are three types/approaches to counseling which are given as follows 1. Directive2. Non-directive3. Participative1. Directive Counseling It is full counseling. It is the process of listening to an employees problem, deciding with the employee what should be done and telling and need the employee to do it. This type of counseling by and large does the function of advice, reassurance and communication. It may also perform other functions of counseling.Advantages and disadvantages of Directive counseling show up 1 Advantages and disadvantages of Directive counseling Advantages fast method. ethical for people who need clear, sententious direction.Allows counselors to actively use their experience.DisadvantagesDoesnt countenance subordinates to be part of the solution.Tends to treat symptoms, not problems.Tends to discourage subordinates from talking go offly.Solution is the counselors, not the subordinates.2. Non-directive Counseling In non-directive counseling, the employee is permitted to have maximum freedom in determining the course of the interview. It is the process of skilfully listening and encouraging a counselee to relieve troublesome problems, understand them and determineappropriate solutions. Fundamentally, the approach is to listen, with understanding and without criticism or appraisal, to the problem as it is described by the employee. The employee is encouraged, through the managers attitude and reaction to what is said or not said, to express feelings without fear of shame, embarrassment, or reprisal. The free expression that is encouraged in the non-directive approach tend s to make out tensions and frustrations. The employee who has had an prospect to release restrain feelings is usually in a better position to view the problem more objectively and with a problem-solving attitude.Advantages and disadvantages of Non-directive counseling demonstrate 2 Advantages and disadvantages of Non-directive counseling AdvantagesEncourages maturity.Encourages open communication.Develops personal responsibility.DisadvantagesMore time-consumingRequires greatest counselor skill.3. Participative Counseling Both directive and non-directive methods take in from limitations. While the former is often not accepted by independent employees, the latter needs professionals to operate and hence is costly. Hence, the counseling used in most situations is in between these two. This middle path is know as participative counseling. Participative is a counselor-counselee relationship that establishes a cooperative exchange of ideas to help solve an employees problems. It is ne ither all counselor- revolve about nor wholly counselee-centered. Counselor and counselee mutually apply their different knowledge, perceptions, skills, perspectives and values to problem into the problems and find solutions.Advantages and disadvantages of participative counselingExhibit 3 Advantages and disadvantages of participative counseling Advantages fairly quick.Encourages maturity.Encourages open communication.Allows counselors to actively use their experience.Disadvantages may take too much time for some situations.Methods of Employee CounselingEffectiveness of counseling largely depends on the methods and techniques as well as the skills used by the counselor. Methods and techniques of counseling change from person to person and from situation to situation. Normally employee counseling involves the following methods1. desensitisation Once an individual is shock in a particular situation, he gives himself no chance for the situation to recur. This method can be used to ove rcome shunning reactions, so as to improve the emotional weak spots. If an employee is once shocked by the behavior, approach or action of his superior, he would continue to avoid that superior. It is difficult for such superiors to be effective counselors, unless such superiors prove otherwise through their behavior or action on the contrary. Similarly, once an employee is shocked by a particular situation, he can be brought back to that situation only if he bequeath be convinced through desensitization that the shock go away not to take place further. Counselor can make use of desensitization in such situations.2. purification Discharge of emotional tensions can be called catharsis. Emotional tensions can be action by talking them out or by relieving of the painful experience which engendered them. It is an important technique as a means of reducing the tensions associated with anxiety, fear, hostility, or guilt. Catharsis helps to gain acumen into the ways an emotional trau ma has been affecting the behavior.3. Insight With the help of insight one may find that he has devalued himself unnecessarily, or his aspirations were unrealistic, or that his juvenile interpretation of an event was inaccurate. Then he can overcome his weakness.4. ontogeny the new patterns Developing new patterns becomes very often necessary when other methods to deal with weak spots preserve ineffective. In order to develop new, more satisfying emotional reactions, the individual needs to expose himself to situations where he can experience positive feelings. The manager who deals with such individuals may motivate or instigate them to put themselves into such situations, so that their self-confidence may increase. Every counselor must concentrate his full charge on two aspects viz., using of assessment tools, and utilizing counseling methods, choice of which differs from person to person, situation to situation, and from case to case.The Counseling ProcessEffective counselor s use the four stages of counseling process which are given as follows A. draw the need for counseling.B. Prepare for counseling.C. Conduct counseling.D. look out up.A. Identify the Need for Counseling kind of often organizational policies, such as counseling associated with an evaluation or counseling required by the command, focus a counseling session. However, one may conduct developmental counseling whenever the need arises for focused, two-way communication aimed at subordinate development. Developing subordinates exists of observing the subordinates performance, comparison it to the standard, and then providing feedback to the subordinate in the form of counseling.B. Prepare For CounselingSuccessful counseling requires preparation. To rail for counseling, do the following 1. carry a suitable place.2. document the time.3. rede the subordinate well in advance.4. bone up information.5. draft the counseling session components.6. syllabus your counseling strategy.7. Est ablish the right atmosphere.1. withdraw a Suitable Place entry counseling in an environment that minimizes interruptions and is free from distracting sights and sounds.2. Schedule the Time When possible, counsel a subordinate during the duty day. Counseling after duty hours may be rush along or perceived as unfavorable. The distance of time required for counseling depends on the complexity of the issue. Generally a counseling session should last less than an hour. If one need more time, schedule a second session. Additionally, select a time free from competition with other activities and consider what has been platformned after the counseling session. Important events can distract a subordinate from concentrating on the counseling.3. Notify the Subordinate intimately in Advance For a counseling session to be a subordinate-centered, two-person effort, the subordinate must have time to prepare for it. The subordinate should know why, where, and when the counseling will take plac e. Counseling following a specific event should happen as close to the event as possible. However, for performance or professional development counseling, subordinates may need a week or more to prepare or review specific products, such as support forms or counseling bring downs.4. Organize discipline Solid preparation is essential to effective counseling. Review all pertinent information. This includes the purpose of the counseling, facts and observations about the subordinate, identification of possible problems, main points of discussion, and the development of a plan of action. concentrate on specific and objective behaviors that the subordinate must maintain or improve as well as a plan of action with clear, obtainable goals.5. Outline the Components of the Counseling school term Using the information obtained, determine what to discuss during the counseling session. get down what prompted the counseling, what one aims to achieve, and what ones role as acounselor is. Iden tifying possible comments or questions to help counselor to keep the counseling session subordinate-centered and to help the subordinate progress through its stages. Although counselor never knows what a subordinate will record or do during counseling, a compose outline helps organize the session and enhances the chance of positive results.6. externalize Counseling strategy As many approaches to counseling inhabit as there are leaders. The directive, nondirective, and combine approaches to counseling were addressed earlier. handling a strategy that suits your subordinates and the situation.7. Establish the Right atmospheric assert The right atmosphere promotes two-way communication between a counselor and subordinate. To establish a relaxed atmosphere, you may offer the subordinate a seat or a cup of coffee. Counselor may require to sit in a president facing the subordinate since a desk can act as a barrier.Some situations make an informal atmosphere inappropriate. For ex ample, during counseling to correct substandard performance, as a counselor you may direct the subordinate to remain standing while you remain seated behind a desk. This formal atmosphere, normally used to give specific guidance, reinforces the leaders rank, position in the chain of command, and authority.C. Conduct the Counseling SessionBe flexible when conducting a counseling session. Often counseling for a specific incident occurs spontaneously as counselors toy subordinates in their daily activities. Such counseling can occur in any suitable places wherever subordinates feel ease. Good counselors take advantage of naturally occurring events to provide subordinates with feedback. Even when counselor havent prepared for formal counseling, s/he should address the four basic components of a counseling session. The purpose is to guide effective counseling rather than mandate a series of rigid steps. Counseling sessions consist of1. Opening the session.2. Discussing the issues.3. Dev eloping the plan of action.4. written text and closing the session.Ideally, a counseling session results in a subordinates commitment to a plan of action. legal opinion of the plan of action (discussed below) becomes the starting point for critique counseling. 1. Open the Session In the session opening, state the purpose of the session and establish a subordinate centered setting. Establish the preferred setting early in the session by inviting the subordinate to speak. The best way to open a counseling session is to clearly state its purpose. For example, an appropriate purpose statement might be The purpose of this counseling is to discuss your duty performance over the past month and to create a plan to enhance performance and attain performance goals. If applicable, start the counseling session by reviewing the status of the previous plan of action.2. Discussing the issues The counselor and the subordinate should attempt to develop a mutual understanding of the issues. Counse lor can best develop this by allow the subordinate do most of the talking. Use active listening respond, and question without despotic the conversation. Aim to help the subordinate better understand the subject of the counseling, for example, duty performance, a problem situation and its impact, or potential areas for growth. Both counselor and subordinate should provide examples or cite specific observations to reduce the perception that either is unnecessarily coloured or judgmental. However, when the issue is substandard performance, counselor should make clear how the performance didnt meet the standard. The conversation, which should be two-way, then addresses what the subordinate needs to do to meet the standard. Its important that he defines the issue as substandard performance and dont allow the subordinate to define the issue as an unreasonable standard-unless he considers the standard negotiable or are automatic to alter the conditions under which the subordinate must meet the standard.3. Develop a Plan of meet A plan of action identifies a method for achieving a desired result. It specifies what the subordinate must do to refer the goals set during the counseling session. The plan of action mustbe specific it should show the subordinate how to modify or maintain his behavior. It should avoid vague intentions such as Next month I want you to improve your production skills. The plan must use concrete and direct terms. A specific and achievable plan of action sets the stage for successful development.4. Record and slopped the Session Although requirements to record counseling sessions vary, a counselor always benefits by documenting the main points of a counseling session. Documentation serves as a reference to the agreed upon plan of action and the subordinates accomplishments, improvements, personal preferences, or problems. A complete record of counseling aids in making recommendations for professional development, schools, promotions, and ev aluation reports.To close the session, total its key points and ask if the subordinate understands the plan of action. Invite the subordinate to review the plan of action and whats expected by counselor. With the subordinate, establish any follow-up measures necessary to support the successful writ of execution of the plan of action. These may include providing the subordinate with resources and time, sporadically assessing the plan, and following through on referrals. Schedule any future meetings, at least tentatively, before dismissing the subordinate.D. Follow UpCounselors Responsibilities The counseling process doesnt end with the counseling session. It continues through implementation of the plan of action and evaluation of results. by and by counseling, counselor must support subordinates as they implement their plans of action. Support may include teaching, coaching, or providing time and resources. Counselor must observe and assess this process and possibly modify the pl an to meet its goals. beguile measures after counseling include follow-up counseling, making referrals, informing the chain of command, and taking corrective measures.Assess the Plan of Action The purpose of counseling is to develop subordinates who are better able to achieve personal, professional, andorganizational goals. During the assessment, review the plan of action with the subordinate to determine if the desired results were achieved. The counselor and the subordinate should determine the date for this assessment during the initial counseling session. The assessment of the plan of action provides useful information for future follow-up counseling sessions.ConclusionThe ability to counsel is an important skill for managers and caring co-workers. Organizations that have people trained in counseling will be better able to handle their people issues than those that do not. Staffs who are feeling anxious, stressed, or unhappy will not be able to perform very well on the job desp ite their background and experience. If they have had an opportunity to talk through their problems with a trained counselor, they will be able to be much more productive. This will save the organization time and money.References1. Blum, M. L., and Balinsky, B. Counseling and psychology. Egnlewood Cliffs, N.J. Prentice-Hall, 1954. 2. Bordin, E. S. psychological counseling. modernistic York Appleton, 1955. 3. Maier, N. R. R. Principle of human relations. New York Wiley, 1952. Ch. 12 & 13. 4. Counseling-techniques-in-an-organization, Available at