Abstract This paper explores employeeassistanceprograms (EAP's), describing what they offer and the benefits that they can provide to employees and employers. It describes the benefits of EAP's regarding happier employees which lead to a more efficient workplace.
From the Paper "Employee assistance programs (EAP's) are programs that are generally provided by employers or in some cases jointly provided by employers and unions. Employee Assistance Programs (EAP's) are intended to assist employees and their family ..."
Abstract In this article, the writer presents an examination of employee benefit programs and looks at how they impact the public sector workplace. The writer explains what employment assistanceprograms (EAP's) are. The writer then discusses their history, management and impact and also studies how they fit into the public sector workforce. The writer concludes that, as public sector organizations move forward and budgets become tighter, EAP's should not only be maintained, but they should be enhanced to further reduce public sector workplace problems which in turn saves taxpayer dollars.
Outline:
Introduction
History
Purpose
Types of EAPs
Benefits of EAP in Public Sector Workforces
How EAPs Are Managed
Public Sector Specifics
Success or Failure
From the Paper "Over the years EAP's developed into programs meant to assist with any employee personal problem that had the potential to interfere with his or her ability to perform work duties. This can include marriage issues, financial stress, depression, drug or alcohol use, child care issues or other things that are not job related but have a negative impact on the employee's job performance."
"Employee Assistance Programs saw major growth during the 1970s when federal grants began to be offered to help offset the cost of providing such programs in the private and public sector."
Abstract This paper extensively describes the various types of drug rehabilitation programs that exist today. Th author contends that recovery extends beyond the detoxification phase, and must be followed-up with responsible care. Various alternatives are presented.
Introduction
EmployeeAssistancePrograms Inpatient and Outpatient Treatment Programs Treatment Modalities
Characteristics of a Successful Treatment Program
From the Paper "Drug rehabilitation is often a long-term process with many phases and facets. The first step in the rehabilitation process is detoxification. However this is usually not enough to change set patterns of addiction which may have been established over years of abuse. "Recovery from addiction involves an extended process which usually requires the help of drug addiction professionals. " (Drug-Rehabs.Org) Rehabilitation program have to take into account a variety of factors and aspects; such as the exposure to the same environment in which the addiction first occurred and workplace issues. The following are some of the main types of rehabilitation programs and treatments in use today. "
Abstract This paper evaluates the wellness program at a community college by reviewing the current status of the program, recommended goals and actions and predictions for the future. The author feels that the program lacks strong support from senior administration at the community college. The author states that organizational wellness programs are outgrowths of the employeeassistanceprogram (EAP) concept and presents its benefits such as better health of the workers.
Table of Contents
Introduction
Status of the Program Recommended Goals and Actions for the Program Prediction for the Future of the Program
From the Paper "The few initiatives made by the wellness program with some degree of resource support from the college administration have been successful over the short term. Over the long term, however, the absence of continuing resource support from the administration allowed the initiatives to die slow deaths.
The stage of readiness to support a workplace wellness program is low at the community college. Until the senior administration become aware of the organizational benefits of wellness programs and provide the resource and moral support required a wellness program to succeed, the existing wellness program at the community college will continue along its present path to nowhere."
Tags: support, health, employee, administration, status
Abstract This paper addresses the controversy over the effectiveness of public assistanceprograms, contending that in spite of the valid arguments against them, they do work but need improvement. It also mentions the development of public assistanceprograms.
From the Paper "President Lyndon B Johnson initiated the country's War on Poverty in his State of the Union address in which the statement "This administration today here and now declares unconditional war on poverty in America ..."
Tags: poverty, welfare, public assistance, Jewish welfare
Abstract The paper evaluates the ethics, compensation programs and benefits spending for company associates at Wal-Mart. The evaluation relies both on historical salary data, gender differences in pay, and on on the utilitarian concepts of ethics, and the interpretation of utilitarian ethics, as presented by various researchers.
Outline:
Introduction
Assessing the Ethics of Wal-Mart's Wage Structure
Utilitarian Ethics of Wal-mart's Compensation Program Conclusion
From the Paper "From the ethical and theoretical constructs as originally defend by Mill as utilitarianism (Mill 1861), their extensive use in the development of ethics-based programs for managing both governmental and corporate institutions, and the application of concepts to contemporary management (Adams, 1976), a solid theoretical framework has been created for evaluating if the salary, compensation and benefits practices of Wal-Mart. The mass merchandisers' practices in regard to hiring, retention and bonus payments to employees is ethically argued to be contributing to the company's greater financial performance and ability to invest heavily in its fulfillment systems, in addition to its retail stores.
Deliberately underpaying associates and managers for the purpose of driving up the profits per square foot of retail selling space may be highly utilitarian for shareholders, senior executives and other stakeholders, yet is egregiously unfair and unethical to workers. Drogin (2003) highlights the wage, benefits, and advancement opportunities are drastically out of balance between part-time, full-time and women who work for Wal-Mart as sales associates. For the utilitarianism of providing shareholder value, inequalities are needed from the associates to attain the higher profits. If Wal-Mart paid at wages that would give associates a higher quality of life, their revenue growth driven from massive investments in infrastructure would not be nearly as impressive.
"As Stone (1975) advocates that corporations first and foremost have the responsibility to deliver revenue growth and a solid return on investment to shareholders and don't really have a requirement for delivering CSR-related initiatives and support for the many unmet needs in their communities, Friedman (1970) accentuates this position by saying that corporate executives have no responsibility to deliver CSR benefits and initiatives"
Abstract This study attempts to determine the relationship between work autonomy and job satisfaction of EAP social workers in internal employeeassistanceprogram settings by looking at a number of work related factors. To begin with, the paper considers the extent of the relationship, if any, between work autonomy and job satisfaction among social workers. It then looks at the nature of job satisfaction from a social worker's perspective as well as how employeeassistanceprograms can assist social work managers in improving social worker job satisfaction.
Introduction
Statement of the Problem
Purpose of the Study
Significance of the Study
Key Term Definitions
Review of Literature - Overview
Work Autonomy within Organizations
Work Autonomy and Social Workers
Job Satisfaction within Organizations
Job Satisfaction and Social Workers
Theoretical Framework
From the Paper "Substance abuse in the American workplace is an enormously expensive and growing problem today. According to Pace, Smits and Youngblood (1992), there are literally billions of dollars being lost in terms of productivity, as well as an incalculable amount of human misery and the erosion of world preeminence in the marketplace as direct or indirect consequence of workplace substance abuse. These authors report that properly designed and managed EAPs have demonstrated a significant, proven, and much needed role to play in the prevention and the treatment of workplace substance abuse. "Yet there are only about 10,000 EAPs in existence today in the American workplace, covering perhaps 10 percent of the work force" (Pace, Smits & Youngblood, 1992, p. xvi)."
Abstract This paper discusses how it is vitally important that the workplace incorporate a safety program to ensure the well being of its employees, and indeed of all citizens living or moving within the premises of any specific workplace. The paper further discusses several issues of humanity that should be taken into account when formulating a workplace safety program.
Outline:
The Importance of a Well-Written Safety Program Steps to Establish a Safety Program Creating and Maintaining a Safety Program The Role of Cultural Diversity in Workplace Safety
The Written Safety Program Ensuring a Healthy Work Environment: EmployeeAssistancePrograms Other Issues: Public Safety
From the Paper "Another important matter is how the variety of cultures integrate with the general corporate culture. Each organization distinguishes itself by means of culture, which is delineated by the values and norms to which the company adheres. These need to be integrated with the safety culture framework, and the implementation of the safety program."
"As part of the corporate culture, group norms have to be clearly delineated. This also should be integrated with the various languages and cultures within the workplace. It is important that each employee be able to function within a group, especially in terms of the safety program. This is another aspect that will ensure the longevity of such a program. This is especially true in cases where a large part of the workforce is not used to functioning as a group, and where the work is of such a nature that individuals within the company perform their duties alone. "
This paper discusses employeeassistanceprograms to combat decreased productivity because of employees' alcoholism and personal problems: Purpose, funding, methods, effectiveness, socioeconomics and legal issues.
2,475 words (approx. 9.9 pages), 15 sources, 1991, $ 87.95
From the Paper "There are myriad problems which plague both public and private organizations resulting in decreased productivity (tardiness, absenteeism, work-place substance abuse, off-site substance abuse impacting performance, an increased incidence of accidents, faulty decision making, and decreased employee morale) due to an increasing incidence of "troubled employees". ... reports that factors such as new and modified life-styles, a changed workforce, increased female participation in the workforce, changed roles among females and males within the family structure and within the work-place, new management practices, the changing nature of work, a decline in union power and membership, technological advances resulting in rapid job changes and job elimination, and increased education, ... "
Abstract This paper explains that building successful reward systems, which ultimately keep employees productive and happy, will help organizations survive and prosper. The author points out that job pay structures should be competitive with other similar jobs in the organization and salary increases should be given as merit raises through yearly evaluations. The paper relates that a valued reward is paid time-off, which is earned for time worked a set number of hours per week. The author describes other benefits, such as health and life insurance, retirement funding and a child care flexible spending account, which can be arranged to meet individual employee needs. The paper stresses that employees or individuals seeking employment, as a rule, are looking for job security and promotion. The author underscores the importance of recognition as a benefit need.
From the Paper "To succeed as a working individual, in today's fast pace life, the need is recognized for improved Employee Service Benefits. These will be obtainable for assistance in child- care, through using an approved child-care facility. The lists of the child-care facilities are on hand and can be obtained through human resources. There is also a flexible spending account available to those who wish. As addressed from Employee Benefits Specialists a flexible spending account will "allow participants to set aside money on a pre-tax basis to pay for qualifying medical and dependent care expenses.""
Abstract This paper examines and analyzes the employee wellness program at the Pfizer company. The paper looks at the different facets and sub-programs under Pfizer's wellness program in an effort to assess the value of such a program to employee wellness initiatives in general.
From the Paper "Employee wellness programs are the newest wave in our all-important war against spiraling health care costs. Every facet of health care has become more expensive over the last several years: This year's presidential election debates showed how health care has reached the forefront: Both candidates argued that something must be done about the phenomenon, with Republicans railing against malpractice insurance costs, and Democrats pointing fingers at the barring of cheaper drugs from Canada."
Abstract This paper examines the Canada AssistanceProgram (CAP) in the context of Ontario in 2002. Initially, the development in CAP is outlined. Then the declining federal financial contribution and declining federal influence is documented. The new, restrictive regime introduced by the Ontario Tories after 1995 is outlined finally.
Abstract This paper proposes a plan for promoting effective employee development and retention, touching on training, human capital management, a career development planning model, and an employee relations program.
From the Paper Employee Development and RetentionAbstract Employee development and retention are critical to an organization'sability to meet its goals and challenges and retain profitability Thispaper discusses the factors that affect employee development and retentio
Tags:employee development, retention, training, human capital, career development planning model, employee relations program
Abstract This paper is a proposal for a drug free workplace program including implementation and maintanence of the program. The paper begins by propsing the development of a policy that is acceptable to all workers and managers. The writer next suggests that the company develops a Drug-Free Workplace Awareness Program and that they maintain a EmployeeAssistanceProgram (EAP) that provides help to employees who seek assistance for drug or alcohol abuse as well as for other personal or emotional problems. It argues that the company should support the policy of drug testing and provide justification for its actions.
From the Paper "The training program I?ve decided to develop is a drug free workplace program for Company X. We pride ourselves in the drug-free environment that we operate in. We also take pride in all of the individuals that are employed with us. Company X takes providing an environment that is safe for all employees very seriously and a large part of providing safety is to ensure employees a drug-free environment. The company has put in effect policies and procedures for employees to follow. These policies and procedures are related to our strict guidelines on maintaining a drug free environment. Company X requires that all employees take this drug-free plan seriously."
