PAPER VI: LABOUR WELFARE AND SOCIAL SECURITY MODULE THREE: COUNSELLING + DEFINITIONS OF COUNSELLING: + ACCORDING TO WEBSTERS ENGLISH DICTIONARY, CONSELLING IS “CONSULTATION , MUTUAL INTERCHANGE OF OPINION, DELIBERATING TOGETHER”. + ACCORDING TO ROBINSON, “THE TERM COUNSELLING COVERS ALL TYPES OF TWO PERSON SITUATIONS IN WHICH ONE PERSON-THE CLIENT IS HELPED TO ADJUST MORE EFFECTIVELY TO HIMSELF AND HIS ENVIRONMENT”. * ACCORDING TO THE DICTIONARY OF PERSONNEL MANAGEMENT, “CONSELLING IS GIVING PROFESSIONAL ADVICE TO OTHERS ON PERSONAL MATTER’. + COUNSELLOR IS THE PERSON WHO GIVES PROFESSIONAL ADVICE TO OTHERS ON PERSONAL MATTERS. * CONSELEE |S THE PERSON WHO TAKES OR UNDERGOES COUNSELLING.IMPORTANT ELEMENTS OF COUNSELLING: * COUNSELLING IS A DIALOGUE IN WHICH ONE PERSON PRACTICALLY HELPS ANOTHER IN HIS/HER DIFFICULTY. COUNSELLING ALSO REFERS TO THE COMMUNICATION OF FEELINGS AND EMOTIONS BETWEEN THE COUNSELLOR AND THE CLIENT (COUNSELEE). + THERE ARE THREE IMPORTANT ELEMENTS OF COUNSELLING: * 1. THERE SHOULD BE A DIALOGUE OR INTERACTION BETWEEN TWO PERSONS-A COUNSELLOR AND A COUNSELEE * 2. THERE SHOULD BE A PROBLEM + 3. THERE SHOULD BE AN INTERVIEW WITH A PURPOSE TO HELPTHE GOALS OR AIMS OF COUNSELLING OR THE PURPOSES OF COUNSELLING: ‘+ ACCORDING TO THE BRITISH ASSOCIATION OF COUNSELLING, THE TASK OF COUNSELLING IS TO GIVE THE CLIENT AN OPPORTUNITY TO EXPLORE, DISCOVER AND CLARIFY WAYS OF LIVING MORE RESOURCEFULLY AND TOWARDS GREATER WELL-BEING. + COUNSELLING IS A DIALOGUE IN WHICH ONE PERSON PRACTICALLY HELPS ANOTHER IN HIS OR HER DIFFICULTY. + THE PRIME AIM OR GOAL OF COUNSELLING IS TO HELP THE INDIVIDUAL DISCOVER THE SOLUTIONS TO HIS OR HER OWN PROBLEMS. ‘+ THE ULTIMATE PURPOSE OF COUNSELLING IS TO ENABLE A PERSON TO BECOME MORE RESPONSIBLE, TO LIVE MORE FULLY, HAPPILY AND CREATIVELY, THAN HE OR SHE COULD BEFORE, IN FULLER HARMONY WITH THOSE AROUND HIM/HER AND ENLARGE HIS OR HER SENSE OF RESPONSIBILITY TOWARDS OTHER PEOPLE. + COUNSELLING AIMS TO PROVIDE A SUPPORTIVE, ACCEPTING AND EMPHATIC RELATIONSHIP-TO HELP THE PERSON FEEL COMFORTABLE IN SEEKING HELP AND NOT FEEL THAT IT IS WRONG TO HAVE A PROBLEM.THE GOALS OR AIMS OF COUNSELLING OR THE PURPOSES OF COUNSELLING: * COUNSELLING AIMS TO HELP REDUCE THE LEVEL OF ANXIETY A PERSON HAS WHEN CONFRONTED WITH A STRESSFUL SITUATION. * COUNSELLING HELPS THE PERSON ACCEPT RESPONSIBILITY FOR HIS/HER PROBLEM AND DEAL WITH IT. ‘COUNSELLING HELPS THE CLIENT EXPLORE AND ANALYSE THE PROBLEM IN ALLITS ASPECTS. * COUNSELLING ENABLES THE PERSON TO EXPLORE POSSIBLE APPROACHES IN DEALING WITH HIS OR HER BROBLENS AND EQUIP HIM OR HER TO COPE WITH ANY FUTURE PROBLEMS HE/SHE MAY * COUNSELLING AIMS TO HELP BUILD A SENSE OF WORTH, SIGNIFICANCE AND SECURITY SO THAT THE PERSON MAY BE ABLE TO ADJUST AND ADAPT HIMSELE/HIERSELE EFFECTIVELY TO HIS/HER DAY-TO-DAY LUVING TT 18 CONCERNED WITH HELPING THE PEOPLE TO MAKE A CHOICE, COME TO. DECISION AND * COUNSELLING HELPS IN COMMUNICATING FEELINGS AND EMOTIONS AND THERBY REDUCE FRUSTRATIONS AND HELPS THE COUNSELEE IN TRYING TO COME TO GRIPS WITH REALITY. IT ENABLES PEOPLE TO THINK FOR THEMSELVES AND MAKE DECISIONS THAT ARE RIGHT FOR THEM. * COUNSELLING PLAYS THE ROLE OF A STRESS BUSTER AND ANXIETY RELIEVER AND CAN ALSO IN MANY CASES PLAY THE ROLE OF LIFE-SAVER.THE ESSENTIALS OR BASIC REQUIREMENTS OF EFFECTIVE COUNSELLING OR PRE- * ACCORDING TO THE DICTIONARY OF PERSONNEL MANAGEMENT, COUNSELLING IS DEFINED AS “GIVING PROFESSIONAL ADVICE TO OTHERS ON PERSONAL MATTERS”. * ACOUNSELLING CAN BE SUCCESSFUL ONLY WHEN CERTAIN PRE-CONDITIONS OR ESSENTIALS ARE MET. THE FOLLOWING ARE SOME OF THE IMPORTANT BASIC REQUIREMENTS/PRECONDITIONS OF EFFECTIVE COUNSELLING: * EXISTENCE OF PRIVACY IS A MAJOR REQUIREMENT FOR EFFECTIVE COUNSELLING. THE CONVERSATION OR DIALOGUE BETWEEN THE COUNSELLOR AND THE COUNSELEE MUST NOT BE OVERHEARD. THE PRESENCE OF OTHERS IN THE COUNSELLING HALL/ROOM MUST BE AVOIDED. THE COUNSELLOR SHALL MAINTAIN HIGH STANDARDS OF PROFESSIONAL ETHICS AND SHALL BE EMPATHETIC. * THERE SHOULD NOT BE ANY DISPLAY OF DIFFERENCE IN STATUS BETWEEN THE TWO. THE COUNSELLOR SHOULD NOT INVOLVE IN BOSSING OVER OR CRITICISING THE CLIENT.THE ESSENTIALS OR BASIC REQUIREMENTS OF EFFECTIVE COUNSELLING OR PRECONDITIONS OF SUCCESSFUL CONSELLING: + THE COUNSELLORS’ CONDUCT OF INTERVIEW/COUNSELLING, SHOULD BE BASED ON HELPING THE INDIVIDUAL TO EXPRESS HIMSELF, TO DISCUSS ALTERNATE POSSIBILITIES TO APPRECIATE HIS PROBLEMS AND DIFFICULTIES AND TO FIND WAYS BY WHICH THE CLIENT CAN MORE SUCCESSFULLY COPE WITH IT. + IN ANY COUNSELLING SESSION, THE COUNSELLOR WHOULD NOT ACT WITH AUTHORITY AS COUNSELLING IS IMPOSSIBLE BY THOSE WHO ARE AUTHORITIARIAN. * AS FAR AS POSSIBLE, THE DIALOGUE SHOULD BE UNOFFICIAL, INFORMAL, UNSTRUCTURED AND. SPONTANEOUS TO FACILITATE EFFECTIVE COUNSELLING. + THE MAIN TASK OF THE COUNSELLOR IS TO LISTEN ATTENTIVELY AND UNCRITICALLY. ONLY A COUNSELLOR WITH HELPFUL MENTALITY CAN INITIATE A SUCCESSFUL COUNSELLING SESSION.EMPLOYEE COUNSELLING OR INDUSTRIAL COUNSELLING: COUNSELLING IN INDUSTRIES: + PROFESSIONAL COUNSELLING IN INDUSTRIES/WORKPLACES FOR EMPLOYEES IS TERMED EMPLOYEE COUNSELLING OR INDUSTRIAL COUNSELLING. + MODERN, PROFESSIONAL COUNSELLING FOR EMPLOYEES EMERGED IN THE UNITED STATES OF AMERICA AS A RESULT OF AN EXPERIMENT CALLED “HAWTHORNE EXPERIMENTS”. HAWTHORNE EXPERIMENTS WAS CONDUCTED IN THE HAWTHORNE PLANT OF THE WESTERN ELECTRIC COMPANY OF USA DURING 1927-1932. THIS EXPERIMENT WAS CONDUCTED BY Prof. GEORGE ELTON MAYO AND HIS TEAM. CONSISTING OF F.J.ROETHLISBERGER, G.A. PENNOCK,WILLIAM DICKSON, WARNER AND WRIGHT. THIS EXPERIMENT RESULTED IN VARIOUS DEVELOPMENTS IN PSYCHOLOGY AND SOCIOLOGY.“HAWTHORNE EXPERIMENTS™......... + THE HAWTHORNE EXPERIMENTS DISCOVERED AND HIGHLIGHTED THE SUPREMACY OF SOCIAL AND HUMAN ELEMENTS IN INDUSTRY AND THEIR INFLUENCE IN INDUSTRY. THE EXPERIMENTS DISCOVERED ‘THAT JOB SATISFACTION INCREASED THROUGH EMPLOYEE PARTICIPATION IN DECISIONS RATHER THAN THROUGH SHORT-TERM INCENTIVES. * THIS EXPERIMENT ENHANCED THE UNDERSTANDING OF WHAT MOTIVATES INDIVIDUALS IN THE WORKPLACE-ESPECIALLY IN CONNECTION WITH SOCIAL NEEDS. IT ALSO HIGHLIGHTED THE FACT THAT WORKERS PRODUCTIVITY INCREASES WHEN THEY ARE MADE TO FEEL IMPORTANT. ‘+ ITWAS SEEN THAT THE PARTICIPATION OF THE EMPLOYEES AND THEIR INVOLVEMENT IN DECISION [MAKING RESULTED IN A MAJOR IMPACT ON THE PRODUCTIVITY OF THE ORGANIZATION. + THE HAWTHORNE EXPERIMENTS RESULTED IN THE EMERGENCE OF A NEW BRANCH IN SOCIOLOGY ‘CALLED ‘INDUSTRIAL SOCIOLOGY”, GEORGE ELTON MAYO IS CONSIDERED AS THE FATHER OF INDUSTRIAL SOCIOLOGY. * ANOTHER DIRECT RESULT OF THIS EXPERIMENT WAS THE DEVELOPMENT OF “EMPLOYEE \COUNSELLING" OR “INDUSTRIAL COUNSELLING” AS A TECHNIQUE OF MANAGEMENT. COUNSELLING ACTIVITY WAS FIRST EXTENDED TO DIFFERENT PLANTS OF THE WESTERN ELECTRIC COMPANY.EMPLOYEE COUNSELLING OR INDUSTRIAL COUNSELLING: COUNSELLING IN INDUSTRIES: + THE FOLLOWING ARE THE IMPORTANT TOPICS FOR INDUSTRIAL COUNSELLING/EMPLOYEE COUNSELLING: * DISTURBANCE IN FAMILY RELATIONSHIPS/ ISSUES OF WORK-LIFE IMBALANCE * DISSATISFACTION WITH PRESENT JOB (LACK OF JOB SATISFACTION) OR SALARY/ALLOWANCES. + DEMOTION OR DOWNGRADING RESULTING IN LOSS IN STATUS AND REDUCTON IN PAY + DISAPPOINTMENT AND FRUSTRATION OVER LACK OF ADVANCEMENT IN THE COMPANY * DISEASES, ILLNESS OR CONCERN OVER HEALTH OF SELF/FAMILY MEMBERS/COLLEAGUES * DISTURBANCE OR BREAKDOWN IN RELATIONS WITH FELLOW EMPLOYEE/SUPERVISORS/TEAM MEMBERS ete. * DISABILITY IN MEASURING UP TO COMPANY REQUIREMENT (ATTENDANCE/EFFICIENCY/PROJECT COMPLETION/INNOVATION etc.) * DISTURBANCE IN GENERAL PERSONALITY-ISSUES OF ALCOHOLISM, DRUG ABUSE, IRRESPONSIBLE ATTITUDE ete.BASIC PRINCIPLES OF COUNSELLING: {GIVE ONE DEFINITION OF COUNSELLING} 1, ACCEPTANCE: ALL SCHOOLS OF COUNSELLING AGREE THAT THE CLIENT MUST BE ACCEPTED AS HOLE PERSON-AS A HUMAN BEING. + 2. RESPECT FOR THE INDIVIDUAL: ALL SCHOOLS OF COUNSELLING ATTACH IMPORTANCE TO RESPECT FOR INDIVIDUAL/COUNSELEE. 3. LEARNING: ALL SCHOOLS OF COUNSELLING ACCEPT THE LEARING ELEMENT IN COUNSELLING . THERE IS EXCHANGE OF IDEAS-TWO WAY COMMUNICATION IN COUNSELLING. THUS THERE IS AN ELEMENT OF LEARNING FOR BOTH COUNSELLOR AND THE COUNSELEE. + 4. MUTUAL RECOGNITION: BY BOTH THE COUNSELLOR AND THE COUNSELEE AND MUTUAL RESPECT FOR EACH OTHER ALONG WITH CONGRUENCE (CONSISTENCY) ARE ALSO ESSENTIAL PRINCIPLES OF COUNSELLING. THIS WILL ENSURE SUCCESSFUL COUNSELLING.BASIC PRINCIPLES OF COUNSELLING: CONTINUATION... * 5. THINKING WITH THE CLIENT: ANOTHER BASIC PRINCIPLE OF COUNSELLING IS. THINKING WITH THE CLIENT RATHER THAN THINKING FOR THE CLIENT. EMPATHY IS MORE IMPORANT THAN SYMPATHY IN COUNSELLING. EMPATHY IS THE ABILITY TO IDENTIFY ONESELF MENTALLY WITH THE CLIENT AND THIS PRINCIPLE IS HELPFUL IN UNDERSTANDING A PERSON BETTER. * 6. CORDIAL RELATIONSHIP: ANOTHER BASIC PRINCIPLE OF COUNSELLING IS THAT CORDIALITY SHOULD PREVAIL THROUGH OUT COUNSELLING. A WARM AND FRIENDLY ATMOSPHERE MUST EXIST FOR THE SUCCESS OF ANY COUNSELLING.TECHNIQUES AND SKILLS FOR EFFECTIVE COUNSELLING: * THE FOLLOWING SKILLS/TECHNIQUES ARE EFFECTIVE FOR EFFECTIVE COUNSELLING. TO BE EFFECTIVE, A COUNSELLOR SHOULD POSSESS THE FOLLOWING : * EFFECTIVE COMMUNICATION SKILLS —SPEAKING, LISTENING * GOOD QUESTIONING SKILLS * ABILITY TO ESTABLISH RAPPORT WITH THE COUNSELEE * ABILITY TO WIN TRUST OF THE COUNSELEE * ADHERENCE TO THE QUALITY OF MAINTAINING CONFIDENTIALITY * EXTREME PATIENCE WHILE DEALING WITH THE COUNSELEEPROBLEMS OF COUNSELLING: * (GIVE ONE DEFINITION OF COUNSELLING} + CERTAIN PROBLEMS CAN EMERGE IN COUNSELLING SITUATION. THESE PROBLEMS CAN RESULT IN THE FAILURE OF COUNSELLING. SOME OF THE COMMON PROBLEMS WHICH CAN EMERGE IN COUNSELLING ARE AS FOLLOWS: + CHANCES OF SYMPATHISING WITH THE COUNSELEE + FEAR OF BREACH OF CONFIDENTIALITY, LACK OF TRUST AND SUSPICIONS ABOUT THE COUNSELLOR/COUNSELLING SESSION, IN THE MIND OF THE COUNSELEE + ROLE CONFLICT-IN THE CASE OF INDUSTRIAL COUNSELLING, THE H.R. MANAGER Etc. CAN BE THE INSIDER COUNSELLOR. HE/SHE CAN BE CAUGHT BETWEEN WORKERS AND MANAGEMENT. BOTH THESE PARTY CAN SUSPECT THE INSIDER COUNSELLOR AND THERE CAN BE ALLEGATION OF ‘TAKING ‘STAND’-MANAGEMENT MAY CONSIDER THE COUNSELLOR AS PRO-WORKER WHILE WORKERS MAY CONSIDER HIM/HR AS PRO-MANAGEMENT. THUS EACH PARTY CAN ACCUSE THE INSIDER COUNSELLOR AAS BEING PARTISAN. + INSIDER COUNSELLOR USUALLY LACK FREEDOM TO ACT ON HIS ON DUE TO INTERFERENCE FROM THE EMPLOYER/MANAGERS AND TRADE UNIONS.MANAGERS AS COUNSELLORS ROLE OF HUMAN RESOURCE MANAGERS AS COUNSELLORS THE HIGHER OFFICIALS-NAMELY SUPERVISORS, HEADS OF DEPARTMENTS, AND MANAGERS CAN ACT AS A COUNSELLOR FOR EMPLOYEES IN AN INDUSTRY/ORGANISATION. WHETHER IT IS. FORMAL OR INFORMAL, EMPLOYEE-COUNSELLING IS AN IMPORTANT ASPECT OF MANAGEMENT- WORKER COMMUNICATION. MANAGERS AS COUNSELLORS CAN PLAY AN IMPORTANT ROLE IN MOTIVATING THE WORKERS. IN MANY CASES, COUNSELLING IS DONE INFORMALLY BY THE IMMEDIATE ‘SUPERIOR/HOD/MANAGER. ALONG WITH GIVING ORDERS, PLANNING AND MAKING INSPECTIONS, THE CONCERNED MANAGER CAN HELP HIS/HER EMPLOYEES BY LISTENING TO THEIR GRIEVANCES IF THE COMPANY POLICY PERMITS SO. THE MANAGERS CAN PLAY AN IMPORTANT ROLE IN DISPELLING ANXIETIES OF WORKERS AND WORK OUT A SATISFACTORY SOLUTION TO THE WORKERS PROBLEM. ‘+ THE MANAGER-HUMAN RESOURCE MANAGERS IN PARTICULAR CAN PLAY AN IMPORTANT ROLE IN HELPING THE EMPLOYEES TO SOLVE THEIR PERSONAL PROBLEMS AND MAKE THEIR OWN PERSONAL DECISIONS AND INITIATE THEIR OWN PERSONAL ACTION.MANAGERS AS COUNSELLORS ROLE OF HUMAN RESOURCE MANAGERS AS COUNSELLORS.....CONTINUATION. + THE H.R.MANAGER IS A TRAINED PROFESSIONAL, USUALLY WITH A BEHAVIOURAL SCIENCE BACKGROUND (Eg. SOCIOLOGY, SOCIAL WORK, PSYCHOLOGY, INDUSTRIAL RELATIONS, LAW etc.). BECAUSE OF HIS/HER IN-DEPTH KNOWLEDGE, THE H.R. MANAGER CAN IDENTIFY AND DIAGNOSE ‘THE EMOTIONAL PROBLEMS OF EMPLOYEES AND SUGGEST SUITABLE SOLUTION WITH A PROVISION GF CONTINUOUS FEED BACK. + THE HUMAN RESOURCE MANAGERS CAN ORGANISE THEIR DEPATMENTS IN SUCH A WAY THAT. THEY HAVE THE REQUIRED NUMBER OF EMPLOYEE-COUNSELLORS IN THE H.R.DEPARTMENT. * AQUALIFIED H.R.MANAGER WILL BE AN EFFECTIVE COUNSELLOR AS HE/SHE CAN EFFECTIVELY PERFORM ALL THE FUNCTIONS OF COUNSELLING NAMELY- + ADVICE: ON THE MATTER BECAUSE OF WHICH THE WORKERS IS FEELING THE SENSE OF MAL- ADJUSTMENT. + REASSURANCE GIVES THE WORKER COURAGE AND CONFIDENCE TO FACE A PROBLEM ADEQUATELY.MANAGERS AS COUNSELLORS: ROLE OF HUMAN RESOURCE MANAGERS AS COUNSELLORS.....CONTINUATION.. * COMMUNICATION: HELPFUL IN CONVEYING EMOTIONAL FEELINGS OF EMPLOYEES. + RELEASE OF EMOTIONAL TENSION: PROVIDES AN OUTLET FOR RELEASING EMOTIONAL TENSIONS. ‘+ CLARIFIED THINKING: HELPS DEVELOP CLARIFIED THINKING IN THE MINDS OF EMPLOYEES (RIGHT THINKING). ‘+ REORIENTATION: INVOLVES A CHANGE IN THE PERSONS" PSYCHIC SELF THROUGH CHANGE IN BASIC GOALS AND VALUES. + THE MANAGERS WITH HUMAN RELATIONS TRAINING AND KNOWLEDGE OF COUNSELLING WILL HAVE BETTER SENSITIVITY, SOCIAL SKILL AND INTER-PERSONAL COMPETENCE TO DEAL WITH WORKERS’ PROBLEMS. ‘+ IN MODERN DAYS, COUNSELLING IS RECOGNISED AS AN IMPORTANT DIMENSION OF (COMMUNICATION WHICH EVERY MANAGER IN THE INDUSTRY/ORGANISATION SHOULD UNDERTAKE. THIS IS ESPECIALLY BECAUSE COUNSELLING INVOLVES EXCHANGE OF IDEAS AND FEELINGS BETWEEN THE TWO PARTIES-COUNSELLOR AND COUNSELEE.MANAGERS AS COUNSELLORS ROLE OF HUMAN RESOURCE MANAGERS AS COUNSELLORS..... CONTINUATION... + ALMOST ALL THE MANAGERS WILL BE PERFORMING THE ROLE OF A COUNSELLOR IN RELATION TO THE EMPLOYEES IN SOME CONTEXT OR THE OTHER. * IN MOST INDUSTRIES, THE HUMAN RESOURCE MANAGER AND OTHER H.R.PERSONNEL ARE UNIQUELY PLACED AND BETTER EQUIPPED TO PERFORM THE ROLE OF COUNSELLORS. * AHUMAN RESOURCE MANAGER CAN PERFORM THE ROLE IN EMPLOYEE COUNSELLING IN TWO FORMS NAMELY- + 1, WORKING AS A COUNSELLOR and * 2. PROVIDING TRAINING FOR COUNSELLING TO LINE MANAGERS FOR EFFECTIVE COUNSELLING OF WORKERS UNDER THEM. + THE H.R.MANAGERS CAN DEVELOP COUNSELLORS FROM AMONG THE LINE MANAGERS AND SUPERVISORS IN COUNSELLING, THROUGH PROPER TRAINING. THUS THE ROLE OF A WELL QUALIFIED AND EXPERIENCED HUMAN RESOURCE MANAGERS IS OF MUCH IMPORTANCE IN INDUSTRIAL/EMPLOYEE COUNSELLING.