COUNSELLING AT WORK PLACES: A CASE STUDY OF SECONDARY SCHOOLS

IN MUKONO DISTRICT

BY

DOREEN KUNIHIRA
16/U/4063/BGD/PD

A RESEARCH REPORT SUBMITTED TO THE DEPARTMENT OF PSYCHOLOGY

IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD OF A
BACHELORS’ OF GUIDANCE AND COUNSELLING OF
KYAMBOGO UNIVERSITY

SEPTEMBER, 2019

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 DECLARATION
I Doreen Kunihira hereby declare that this research report is my original work and has never
been presented to any University or institution of higher learning for any award.
SIGNATURE ........................................... DATE ……………………………
DOREEN KUNIHIRA
16/U/4063/BGD/PD

APPROVAL
This is to certify that this research report entitled counselling at work places: a case study of
secondary schools in Mukono district ‘was produced by Doreen Kunihira under my supervision
and is ready for submission for examination to the Department of Psychology.
SIGNATURE……………………………… DATE…………/……………/……………
PROF. KAGARI JAMES
(SUPERVISOR)

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 DEDICATION
This work is dedicated to my dad Mr. Akugizibwe Geoffrey who laid a great foundation for my
education, may the Almighty God be with you and bless the works of your hands.

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j
ACKNOWLEDGEMENT
I strongly acknowledge the Almighty God who has brought me this far and who has helped me
finish this piece of work, I strongly say that Glory to the Almighty.
I highly appreciate my family who worked tirelessly towards sustaining my education.
I also thank my supervisor Prof. Kagari James for his guidance and willingness towards every
stage of this report, his guidance and affection greatly helped me to produce this work.
I extend my gratitude to the staff secondary schools in Mukono who I interacted with during data
collection process.
Finally, I thank my relatives and friends in particular Kagweri Allan, Biira Hilda and Ayebare
Nelson for their prayers and support

Thank you all and may reward you a thousand folds.

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 TABLES OF CONTENT

DECLARATION............................................................................................................................i

APPROVAL...................................................................................................................................ii

DEDICATION..............................................................................................................................iii

ACKNOWLEDGEMENT...........................................................................................................iv

TABLES OF CONTENT...............................................................................................................v

LIST OF TABLES.......................................................................................................................vii

LIST OF ACRONYMS..............................................................................................................viii

ABSTRACT..................................................................................................................................ix

CHAPTER ONE: INTRODUCTION..........................................................................................1

1.1 Introduction................................................................................................................................1

1.2 Background of the Study...........................................................................................................1

1.3 Statement of the Problem...........................................................................................................2

1.4 Purpose of the Study..................................................................................................................2

1.4.1 Objectives of the Study...........................................................................................................3

1.5 Research Questions the Study...................................................................................................3

1.6 Significance of the Study...........................................................................................................3

1.7 Scope of the Study.....................................................................................................................3

1.7.1 Content Scope.........................................................................................................................3

1.7.2 Geographical Scope................................................................................................................3

1.7.3 Time Scope.............................................................................................................................4

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1.8 Definition of Key Terms............................................................................................................4

CHAPTER TWO: LITERATURE REVIEW.............................................................................5

2.1 Introduction................................................................................................................................5

2.2 Counselling At Workplaces.......................................................................................................5

2.2.1 The Need for Workplace Counselling....................................................................................5

2.2.2 Challenges of Counselling At Workplaces.............................................................................8

2.2.3 Strategies to Execution of Workplace Counselling..............................................................11

CHAPTER THREE: METHODOLOGY.................................................................................16

3.1 Introduction..............................................................................................................................16

3.2 Research Design......................................................................................................................16

3.3 Target Population.....................................................................................................................16

3.4 Sampling Size..........................................................................................................................16

3.5 Sampling Techniques and Procedure.......................................................................................17

3.6 Data Collection Methods.........................................................................................................17

3.6.1 Primary Data.........................................................................................................................17

3.7 Data Collection Instruments....................................................................................................17

3.7.1 Questionnaire Guide.............................................................................................................17

3.8 Data Collection Procedure.......................................................................................................17

3.9. Data Analysis..........................................................................................................................18

3.9.1 Quantitative Data Analysis...................................................................................................18

3.10 Ethical Consideration.............................................................................................................18

CHAPTER FOUR: PRESENTATION AND DISCUSSION OF FINDINGS........................19

4.1 Introduction..............................................................................................................................19

4.2 Background Characteristics of the Respondents.....................................................................19

4.2.1 Gender of the Respondents...................................................................................................19

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4.2.2 Age of Respondents..............................................................................................................20

4.2.3 Religion of Respondents.......................................................................................................20

4.2.4 Marital Status of the Respondents........................................................................................20

4.2.4 Education Level of the Respondents....................................................................................21

4.3 To Examine the Need for Workplace Counselling..................................................................21

4.4 To examine challenges of counselling at workplaces..............................................................22

4.5 To establish strategies to execution of workplace counselling................................................23

CHAPTER FIVE: DISCUSSIONS, CONCLUSSIONS AND RECOMMENDATIONS.....26

5.1 Introduction..............................................................................................................................26

5.2 Discussion of Study Findings..................................................................................................26

5.2.1 To Examine the Need For Workplace Counselling..............................................................26

5.2.2 To Examine Challenges of Counselling at Workplaces.......................................................27

5.2.3 To Establish Strategies To Execution Of Workplace Counselling.......................................28

5.3 Conclusions of the Study.........................................................................................................29

5.4 Recommendations of the Study...............................................................................................30

5.5 Areas for further Study............................................................................................................31

REFERENCES............................................................................................................................32

APPENDIX: QUESTIONNAIRE FOR THE RESPONDENTS.............................................34

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 LIST OF TABLES
Table 1: Sample Size of respondent..............................................................................................16
Table 4.2: Gender distribution of respondent................................................................................19
Table 4.3: Age of respondents.......................................................................................................20
Table 4.4: Religion of respondents................................................................................................20
Table 4.5: Marital Status of the Respondents................................................................................21
Table 4.6: Level of Education of the respondents.........................................................................21
Table 7: Need for Workplace Counselling....................................................................................21
Table 8: Challenges of counselling at workplaces........................................................................22
Table 9: Strategies to execution of workplace counselling...........................................................23

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 LIST OF ACRONYMS
APA: American Psychological Association
BOG: Board of Governors

ABSTRACT
The study analysed the “counselling at work places: a case study of secondary schools in
Mukono district.” the objectives of the study were; to examine the need for workplace
counselling, to examine challenges of counselling at workplaces, to establish strategies to
execution of workplace counselling. Purposive and simple random sampling techniques were
used to select the samples by use of self-administered questionnaires which provided sufficient
data from the sample selected. Data was analysed quantitatively using statistical package for
social scientists, while qualitative data was analysed by use of content analysis.

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The findings showed that majority of respondents agreed to all the four challenges facing work
place counselling that were explored. A large proportion (80.7) agreed that fear of being
manipulation by exploiting their individual privacy is preventing employees from seeking work
place counselling, 66.1% agreed, majority (55.0%) of respondents agreed that they need
counseling on Work-life balance so that they can effectively managing leisure, 47.7% also
agreed that they need counseling on develop effective coping skills and an overwhelming
majority( 89.9% ) agreed that they need counseling on employees productivity.
The study therefore recommended that education and training on the benefits of workplace
counselling among secondary school staff. This training should include educating the staff on
coping with stress, counselling skills and handling stress. This sensitisation would assist in
destigmatising issues of psychological stress in the workplace.

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 CHAPTER ONE
INTRODUCTION
1.1 Introduction
This chapter presents background to the study, statement of the problem, and purpose of the
study, objectives of the study, research questions, and scope of the study, significance of the
study.
1.2 Background of the Study
Globally, the history of counselling in the workplaces appears to be more fully documented than
in UK; perhaps this is because central government in North America has been more actively
involved in the last century with the politics of employee care than has central government in
Britain. The history of counselling in the workplace in the United Kingdom is less well
documented usually only taking up a couple of pages in the literature (Carroll et al, 1999). They
suggested that counselling in the work place has been a gradual evaluation and actively that has
grown from practitioners and organizations operating individually, rather than through the
coordination of services and practice on a large scale. In countries like China, Japan and South
Africa companies are demanding for incorporating employee willingness programmes (Burton,
2004)
In today’s fast-paced corporate world, there is virtually no organization that is free from too
much anxiety rising out of various workplace related issues like managing deadlines, meeting
targets, lack of time to fulfill personal and family commitments, or bereaved and disturbed due to
some personal problem. These difficulties can arise anywhere, at any time in a person’s life,
including at work. From a holistic perspective, one’s work can play a significant part in fulfilling
the need for meaning and purpose in life, contributing to a positive sense of future and identity
(Cooper & McLeod, 2011). Organizations have realized the importance of having a stress-free
yet motivated and capable workforce. Emphasis has been laid on work life balance aimed to
reduce job burnout among employees. Many firms have integrated counselling services and
making it a part of their culture that they are offering services of employee counselling to its
employees (KIM, 2009; BACP, 2014). This gives them a safe place to talk about issues that
trouble them, and relieving their negative behavioural attributes such as anger, violence,
substance abuse, absenteeism, attendance at work, and work related accidents that impact
negatively on job performance, (Hughes, 2015; Porter et al, 2014 and Gupton, et al. (2011, p 92).

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Further still, McLeod (2010) undertook an extensive review of literature on the effectiveness of
workplace counselling in UK. His meta-analysis of studies showed that counselling was
consistently successful in improving the symptoms of short term psychological difficulties such
as anxiety, stress, and depression. The studies reviewed showed up to a 60% reduction in
absentee rates. Counselling also had positive effects on “job commitment, work functioning, job
satisfaction, and substance abuse” (McLeod, 2010, p. 245).
Despite the effectiveness of workplace counselling, it is possible that counsellors themselves
may contribute to the negative perception or stigma associated with counselling and mental
health concerns in organizations. Practitioners lacking experience, understanding, or background
in working in organizations may inadvertently create a resistance from professionals or their
employers to working with them, even though they have the skills and ability to make a
difference (Van der Rijt et al., 2013). These psychological realities that are present in the
workplace context include projections, transference, counter-transference, low self-esteem,
anger, depression, anxiety, stress, negative behaviour and burn-outs. The aims of counselling
largely rest on solving the diverse problems of people which include gaining insight, achieving
self-awareness, self-acceptance, self-actualization, acquisition of social skills, achieving
cognitive and behaviour change, empowerment and possible systemic change (Geldard and
Geldard, 2010). It is based on this that the study will be conducted on counselling at workplaces.
1.3 Statement of the Problem
To examine the inadequate counselling services in the workplaces
1.4 Purpose of the Study
The purpose of the study was to examine the effect of counselling on employee’s performance at
workplaces.

1.4.1 Objectives of the Study

i. To examine the need for workplace counseling
ii. To examine challenges of counseling at workplaces
iii. To establish strategies to execution of workplace counseling

1.5 Research Questions the Study

i. Examine the need for workplace counseling?
ii. What are the challenges of counseling at workplaces?

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 iii. What are the strategies to execution of workplace counseling

1.6 Significance of the Study

The findings of this study would shed light to stakeholders about the significance of counselling
in upholding discipline among employees. Organizational managers in general would appreciate
the importance of counselling in promoting discipline among employees and be encouraged to
go for Professional training in the discipline to be able to perform it professionally.
The information gathered from this study will assist policy makers, relevant stakeholders, and
the management of organizations in developing appropriate decision and action that will
strengthen the employee counselling programs in line with improving job performance.
The findings will benefit the employees by increasing their understanding of the role of
employee counselling programs and the benefits they have towards their job performance,
psychological health, and their personal lives in general.
This study will also make academic contribution in the field of performance and also expanding
the body of knowledge in research.
1.7 Scope of the Study
1.7.1 Content Scope
This study focused on the effects of counselling at work places, by considering staff perception
about workplace counselling, challenges faced during counselling at workplaces and establishing
strategies to execution of workplace counselling.
1.7.2 Geographical Scope
This study was carried out in secondary schools in Mukono district.
1.7.3 Time Scope
The study considered literature for a period of about 10 years (2009-2018) because there have
been a lot of issues regarding performance in universities that need counselling among staff
members. Actual process of proposal writing will begin in February, 2019 - August, 2019.
1.8 Definition of Key Terms
Workplace: This refers to the environment in which employees perform their duties and roles in
an organization.
According to McLeod (2010) counselling is an intervention that is (a) voluntarily chosen by the
client; (b) responsive to the individual needs of the client or group; and (c) primarily intended to
bring about change in an area of psychological/behavioural functioning.

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Workplace counselling is a way of relating and responding to an employee or colleague so that
he or she explores his or her thoughts, feelings, and behaviour to reach a clear self-
understanding. Counselling in the workplace helps to reduce symptoms of anxiety and
depression, improve mental health, lower levels of sickness and increase job satisfaction and
commitment (McLeod, 2010).

CHAPTER TWO
LITERATURE REVIEW
2.1 Introduction
This chapter provides literature related to the topic under the study. It contains literature from
various sources like text books, journals, Newspapers and internet relating to counselling at
workplaces.
2.2 Counselling At Workplaces
2.2.1 The Need for Workplace Counselling
Improve employee relations; Counselling is often used to help workers become more productive
and have a good performance in the organization as manager of human resources to assess the
performance of employees in the organization as well as used as a variety of methods to prevent
problems become worse is occur (Kassim, 2010). Kassim (2010) notes that problems faced by
workers in the organization also occurs in the organization environment uncomfortable and often
cause pressure workers guilty of discipline within the organization, such as delays in travel to
work, the problem of sexual harassment among workers, bullying and often not present in the
organization.
Similarly, the efforts of counselling are geared towards providing a positive relationship between
the employee and the organization. Patterson & Einsenberg (1983) define counselling as
"interactive process is unique relationship between the counsellors with the client" Therefore if
workplace counselling is conducted within the organization, then it should happen that there will

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be bilateral relations based on mutual respect and acceptance among managers and employees.
Morrison and Noran (2007) qualitative study on the negative relationship in the workplace found
that several aspects of the work environment directly exacerbated or created negative
relationship which in turn negatively impacted on respondent experiences of work. Studies
(Guppy & Marsden, 1997; Hiatt, Hargrave and Palmertree, 1999) show improvements in
supervisor-rated work performance have been reported.
Employee Productivity; Kassim (2010), confirmed the trend in Malaysia is concerned with the
management of the counselling needs of the organization for employees who have problems in
achieving effectiveness and to improve productivity. A study by Islam and Ismail (2008) in
Malaysia found that there was a significant increase in employee performance and productivity
in relation to accessing workplace counselling. Research has been carried out into the effect of
workplace counselling on other aspects of work behavior, such as staff retention (Blaze-Temple
& Howat, 1997), productivity and frequency of accidents (Chandler, Kroeker, Fynn, &
MacDonald, 1998) and improved self-rating of work performance have been reported (Philips,
2004; Rost, Smith, & Dickinson, 2004).
Employee Well-being; The literature shows that workplace counselling has been associated with
enhancing and improving employee well-being. Parks and Steelman (2008) in a meta-analysis
found that participation in organizational wellness programs was linked to reduced stress levels,
lower absenteeism, higher job satisfaction and increased productivity. Working pressure or stress
triggered when the elements of the ability to deal with urgent resolve (Kassim, 2010). Collins et
al. (2012) found that individual counselling interventions were effective in improving
psychological well-being both for clients and non-client employees in the same work area.
According to statistics from the American Psychological Association (APA), a startling two-
thirds of Americans say that work is a main source of stress in their lives up nearly 15 % from
those who ranked work stress at the top just a year before. Roughly 30 % of workers surveyed
reported extreme stress levels (APA, 2007, 2008). Stressed workers tend to be fatigued, prone to
mistakes and injuries, and are more likely to be absent. Barkhuizen and Rothmann (2004) study
showed high levels of physical and psychological ill health at work, amongst others in academic
and support staff of higher education institutions.
Rose (2000) found that regardless of their stress levels, people with higher levels of social
integration, report greater mental well-being Seligman (2002), and work on positive psychology

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has identified many of the drivers of well-being, found that engagement is a key element needed
to achieve more lasting happiness (Seligman, 2002). Several studies including Van der Klink et
al (2003); Gardner et al. (2005) found a positive impact of workplace counselling on
psychological symptoms and stress (McLeod, 2010). Similarly, Harris et al. (2002) Masi and
Jacobson (2003) also reported positive impacts of workplace counselling on psychological
symptoms and stress.
Employee Absenteeism; Studies by McGregor, Cunningham and Eaverly (2008) revealed that
factors in absenteeism and pre-absenteeism (reporting to work while ill) are predominantly
related to life events and health events. The results showed that over 30 % of respondents
indicated different health risks that required counselling intervention and support. Willingham
(2008) estimated one million workers miss work each day because of stress, costing companies
an estimated $ 602 per employee per year. Absenteeism is to blame for 26 % of health-related
loss of productivity in business.
The American Association of Psychology (APA) introduces the concept of Presenteeism, as the
term used to describe the opposite of absenteeism; Presenteeism is the phenomenon of
employees coming to work yet not functioning up to their capabilities on the job. In one survey,
60 % of workers reported losing productivity due to stress while at work during the past month
(APA, 2008).
Workplace stress is increasing (Palmer, Thomas & Clarke, 2003) estimated that work related
stress, depression, and anxiety account for the loss of approximately thirteen million working
days per year in Britain. Environmental factors that may be sources of stress are called stressors,
and the individual‘s response to the stressors is called strain (Cooper, Dewe & Driscoll, 2001).
According to McLeod (2010) one of the areas of work behavior extensively studied is employee
absence from work. Further, several studies (Rost et al., 2004; Van der Klink et al., (2003) have
found that participation in counselling has resulted in reduced sickness absence.
Workplace stress is increasing (Palmer, Thomas & Clarke, 2003) estimated that work related
stress, depression, and anxiety account for the loss of approximately thirteen million working
days per year in Britain. Environmental factors that may be sources of stress are called stressors,
and the individual‘s response to the stressors is called strain (Cooper, Dewe & Driscoll, 2001).
According to McLeod (2010) one of the areas of work behavior extensively studied is employee

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absence from work. Further, several studies (Rost et al., 2004; Van der Klink et al., (2003) have
found that participation in counselling has resulted in reduced sickness absence.
Career Development; in their study, Graham and Messner (1998) found that employees were less
satisfied with the income and opportunity to grow in their careers. Likewise, responses in terms
of experience showed that workers with 4 to 8 years’ experience (47.8%) were less satisfied with
chances for promotion and opportunities to grow in their careers. Many employees are unhappy
today due to the nature of promotions, incentives in the form of money, recognition, and being
less empowered in decision making in organizations (Balakrishanan, 2003).
Performance of employees in the organization of an organization plays an important role to make
the organization efficient organizations. Effectiveness of an organization is measured in terms of
survival and development. Poor performance and career development are two concepts that are
associated or attributed to lack of appropriate environmental motivation, personality problems,
giving assignments that are not appropriate, inappropriate supervision, lack of training and
failure to determine the level of the assignment (Balakrishanan, 2003).
2.2.2 Challenges of Counselling At Workplaces
Resources; Collins et al. (2012) argue that the effectiveness of workplace interventions is often
questioned, especially by those who hold the purse strings in their organizations. Employers
rightly want to know whether the investment they are making by supporting their workforce in
this particular way is justified by its results.
Lack and Poor Uptake of Services; Although counselling is commonly used to tackle stress, it
has been reported that in some organizations employees may be concerned that going for
counselling will be viewed as a weakness and will have a negative effect upon career progress
(Carroll, 1996). Gyllensten, Palmer and Farrants (2005) qualitative study of finance
organizations‘ perceptions of stress found that some organizations have negative views of
counselling and consequently do not use it to tackle stress.
Politicization of Workplace Counselling; A criticism of workplace counselling in organization is
that it can be too easily used by organization to shelve its responsibilities towards employees
especially regarding stress. For instance, Kassim (2010) found that the London Hazard Centre
reported that workplace counselling is being used to get companies off the hook over
organizational factors which are the root source of stress. Similarly, McLeod (2010) notes that

7
the negative outcomes of workplace counselling albeit small are often associated to the desire of
organizations to underplay the levels of stress experienced by their staff.
Client Satisfaction; McLeod (2010) reviewed literature on the level of client satisfaction in
workplace counselling study‘s findings that there is substantial evidence that workplace
counselling clients are generally satisfied with the service they have been offered. A number of
studies of workplace counselling, reflecting a wide range of organizational settings, have
reported more than 80 % of clients as being satisfied‘ or highly satisfied‘ (Millar, 2002; Philips,
2004). No studies reported low levels of client satisfaction with workplace counselling (McLeod,
2010).
Studies (Dulebohn et al, 2009) show evidence that workplace counselling programs have been
found to improving the mental health of organization members, these schemes also provide
benefits for the organization such as reduced rates of sickness absence (Torun et al., 2009).
However, Studies in the wider counselling and psychotherapy research, however, Lambert &
Ogles (2004) have established that 5-10 % of those who receive therapy report deteriorations in
their condition over the course of treatment. Similarly, Worrall (2005) found a negative outcome
of counselling rate of 8 % in a large sample of clients receiving counselling from a United
Kingdom (UK) employee counselling service.
Cultural practices; Culture is a set of ideas, beliefs and ways of behaving of a particular
organization or group of people or society. Each society has its own cultural practices based on
their ideas, beliefs and behaviour Some of them include initiation ceremonies early marriages
and gender issues among others. As a result the youths undergoing such will drop out of school
or others become indiscipline.
Head teachers and teachers face many problems in managing discipline in schools. Wright and
Katie (2003) reported that violence have implication in schools; teachers have less time to
deliver teaching in order to effectively manage classroom disruption, as well as facing many
other problem including lack of morale and job satisfaction .Some parents are influential and
have eroded the power of teachers over the students whenever teachers punish errant students.
Ngare (2007) observed that teachers are reluctant to punish errant students for fear of being sued
by parents. He cited a case of upper hill student who was expelled over alleged use of drugs, but
won a case in which he had question the decision of Board of Governors (BOG) to expel
him .The chairman of the Kenya Secondary Schools Heads Association, Mr. Cleophas Tirop was

8
quoted to have said that the ruling had set a bad precedent in schools as it has stripped teachers
of authority they enjoy. This poses a great challenge to teachers in their effort to manage
discipline (Ngare, 2007). The school surroundings have negative influence on student behaviour
Students find it had to accept a teacher’s advice against drug abuse, alcohol promiscuity because
these are common in their environment (GOK, 1976).
Drug abuse and substance abuse; the most commonly abused drugs are alcohol, tobacco,
cannabis sativa (bhang), heroine, Miraa, cocaine and mandrax among others. Some indicators of
possible drug and substance abuse are; decline in academic performance, lack of interest in
activities, mood swings, sullen and uncommunicative behaviour, and neglect of personal
hygiene, acquisition of new friends, changes in physical appearance such as red or glued eyes, a
lot of sleep or lack of sleep.
Studies in neuroscience and brain plasticity confirm that, just as stress and adversity can produce
alterations in the brain, social and emotional behavior can be modified by experience (e.g.,
Cozolino, 2014; McEwen & Sapolsky, 1995; Mendl, 1999). The impact of stress can be reduced
by enhancing positive emotions such as compassion and kindness. These emotions increase
activation of the prefrontal cortex and decrease amygdala activation, fear systems, and the threat
response (Cozolino, 2014; Davidson & McEwen, 2012). Positive emotions fuel psychological
resilience and may foster physical health, enable flexible, creative thinking and assist in building
coping resources. Finding positive meaning and positive emotions have a reciprocal relationship,
enabling more adaptive, creative problem-solving, contributing to a positive upward spiral.
Individuals who experience more positive emotions than others become more resilient to
adversity over time (Davidson & McEwen, 2012).
Professionals can fear that seeking counselling support will expose them as inadequate, creating
feelings of embarrassment, or fear others will see them as weak or inferior (van der Rijt et al.,
2013). If the psychological risks outweigh the benefits, a professional is unlikely to seek help
(Nadler, Ellis, & Bar, 2003). Reluctance or resistance can come at a high price: for a professional
struggling to cope in the contemporary workplace, appropriate support can mean the difference
between success and failure. A study with finance executives in the United Kingdom which
investigated resistance to seeking counselling and coaching for stress-related issues revealed that
the participants had negative perceptions of counselling (Gyllesten, Palmer, & Farrants, 2005).
They were concerned they would be stigmatized as having psychological or mental health

9
problems if it was known by their organization that they had sought counselling (Gyllesten et al.,
2005). Other studies looking at the resistance of professionals to seeking counselling support
provided by or paid for by their organization have suggested that there were concerns about the
confidentiality of the process and fears that the content of sessions would be reported back to the
organization (Carroll, 1996; van der Rijt et al., 2013).
According to Jackson (2013) workplace counsellors usually have a good understanding of the
organizational cultures and workplace issues that can impact upon workers‘ wellbeing, and they
have the option of referring the client onwards if they feel further specialist input is needed.
Today‘s organizations toady has to make many decisions regarding the allocation of resources
among its employees and business processes. The allocation of resources towards counselling
services and employee assistance programs in the developed countries is much more evidence as
compared to those in the developing countries. Nteng‘a et al. (2014) opine that most
organizations in Kenya leave the function of counselling and assisting employees to the close
friends and family to provide support for the troubled employee. Successful implementation of
workplace counselling will critically depend on sincere cooperation of internal organizational
resources from various infrastructures such as the top management, human resources
practitioners, and employee representatives (Cheng, 2012).
Working Conditions; the workplace environment that is set in place impacts on employee
morale, productivity and engagement - both positively and negatively. It is not just a coincidence
that new programs addressing lifestyle changes, work/life balance, health and fitness, previously
not considered key benefits are now primary considerations of potential employees
(Chandrasekhar, 2011).
Many managers and supervisors labour under the mistaken impression that the level of employee
performance on the job is proportional to the size of the employee‘s pay packet. Although this
may be true in a minority of cases, numerous employee surveys have shown by and large this to
be untrue. In fact, salary increases and bonuses for performance, in many instances, have a very
limited short-term effect. The extra money soon comes to be regarded not as an incentive but as
an entitlement. It is the quality of the employee‘s workplace environment that most impacts on
their level of motivation and subsequent performance (Chandrasekhar, 2011).

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2.2.3 Strategies to Execution of Workplace Counselling
Counselling as a Way Forward for Service Improvement: What Counselling is all about
Counselling is the act of assisting a client to have a positive perception about things. It aims to
assist the client to possibly perceive things from a different point of view from what the initially
perceive it, to enable the client function effectively. Counselling can enable a client to develop
positive feelings, experiences and behaviours that would facilitate positive change. In the opinion
of Roy (2011), counselling services are offered to the person that is undergoing a problem and
deserves professional assistance to enable him overcome such problem. She maintained that such
a problem could keep the individual disturbed and under tension; unless resolved, the
development of this individual will continue to be hampered.
Counselling therefore is a specialized service carried out by professionals or trained personnel in
personality development and in the act of handling exceptional individuals or groups. As
explained by Willey and Andrew cited in Roy (2011), counselling is a process involving two
individuals, one seeking assistance and the other a professionally trained person helped solved
problems to orient and direct him towards a goal, which leads to his maximum development and
growth. Counselling services are therefore required for individuals having developmental
problems because of the handicap they suffer in any area of emotional either because of
hereditary factors or environment conditions. Historically the term counselling was associated
with serious personal problems such as alcohol dependency and marital breakdown (Tony,
2005). In recent years the term has been widely used in management literature to the extent that
some writers have suggested that managers cannot avoid acting as counselors’. However, the
term is used in a vague way and often this employee “counselling” bears little relationship to
psychotherapy or other forms of professional counselling (Tony, 2005). When an employee's
performance or that of the work group is affected by personal problems, the employer, supervisor
or manager must intervene. According to Tony (2005) referral to professional counselling may
be appropriate.
According to McLeod (2001), counselling focuses on helping employees to learn how to solve
certain interpersonal, emotional and decision problems. Counsellors help their counselees to
‘learn’. According to Mayor (2001:17), “The criterion for success in any counselling is real
changes in behaviour on the part of the counselee”. Counsellors aim at creating an environment
that enables the counselee to identify his/her problem and utilize his/her resources to solve

11
his/her problems independently. Counsellors discourage continued dependence on the
counselling relationship as well as other relationships. Niels (2013) says counsellors are
concerned with maladaptive belief changes that increase employees' satisfaction with
themselves. This can encompass anything from assisting people choose a career option or
helping people develop better communication skills which creates good relationship with
workmates. Largely, counselling has been a 'remedial approach' where it was mainly used as a
remedy to a problem. But recently there has been a slight change in emphasis, from remedial to
'preventive” This means people do not need to wait until there is problem to utilize counselling
services but can prevent onset of a problem (McLeod and Henderson, 2003:7).
Powell (2011) argues that burnout presents is very high among employees of any successful
organization. Hence employees from successful organizations are more susceptible to burnout.
Karon (2013) points out that to remain competent, organizations should put strategies that deal
with burnout at all levels. According to McLeod and Henderson (Karon, 2013), the role of
counselling is to create a conducive environment which allows employees to identify, talk and
try to solve their personal and work related problems. These causes include: overworking, being
drained emotionally, intra and interpersonal problems and workplace conflicts, lack of resources,
inability to meet deadlines, over workload, poor relationship with authority, responsibility and
accountability, conflicts with superiors, lack of appreciation and support from supervisors, and
other various family problems. Counselling’s role is to provide an environment which enables
individuals to identify and put up strategies to deal with their problems in other words
counselling help people to help themselves (Joshi, 2010).
By counsellors having specialized training and use the principles of psychology to assist
employees. Joshsi (2010) says there are several institutes which provide courses in counselling.
In Zimbabwe some universities such as Zimbabwe Open University offer professional
counselling training. These universities train students in the specialized field of counselling. The
professionally trained counsellors are well equipped to assist people in need of help. They are
trained to: obtain informed consent before entering any counselling relationship, maintain
confidentiality, and observe counselling ethics, remain objective and minimize biases (McLeod,
2001).
By creation of a useful counselling relationship which requires certain attitudes and skills from
the counsellor and the set of attitudes required for effective and efficiency such as : Respect, that

12
is, positive regard for human dignity, observation and respect of an employee’s freedom and
rights and belief in potential growth for human, genuineness authenticity, considerate and Non-
judgmental approach towards the counselee (Joshsi, 2010).
According to Joshsi (2010), the set of skills required for a competent counsellor are: Decency
skills that is social etiquettes, warm manners, excellent verbal and non-verbal communication
skills, questioning and listening skills, objectivity, maintaining confidentiality and empathy,
through these attitudes and skills the counsellor creates good environment for relationship
building which in turn influences a positive feeling in the counselee, and a trust that the
counsellor will be of great assistance. The establishment of this rapport marks the beginning of
treatment.
Creating awareness: The starting point to introducing any new system in an organization is
creating awareness. In fact in the above mentioned research by Joshsi (2011), 75 % of the sample
population was not aware about a trained counsellor in the company. Awareness can be created
by various means the most common ones being posters and notice boards.
Joshsi (2011) observes that agencies also try to improve working and living conditions. In the
Haiti earthquake response, Moustafa Osman, head of humanitarian aid at Islamic Relief,
provided a television for the staff, allowed them to watch films in their down-time, and strongly
urged them to participate in weekly football games to maintain physical health and social
interaction. However, this was used as a way of preventing burnout not as a treatment of burnout.
Counselling is the act of assisting a client to have a positive perception about things. It aims to
assist the client to possibly perceive things from a different point of view from what the initially
perceive it, to enable the client function effectively. Counselling can enable a client to develop
positive feelings, experiences and behaviours that would facilitate positive change. In the opinion
of Roy (2011), counselling services are offered to the person that is undergoing a problem and
deserves professional assistance to enable him overcome such problem. She maintained that such
a problem could keep the individual disturbed and under tension; unless resolved, the
development of this individual will continue to be hampered. Counselling therefore is a
specialized service carried out by professionals or trained personnel in personality development
and in the act of handling exceptional individuals or groups. As explained by Willey and Andrew
cited in Roy (2011), counselling is a process involving two individuals, one seeking assistance

13
and the other a professionally trained person helped solved problems to orient and direct him
towards a goal, which leads to his maximum development and growth.
Counsellors discourage continued dependence on the counselling relationship as well as other
relationships. Niels (2013) says counsellors are concerned with maladaptive belief changes that
increase employees' satisfaction with themselves. This can encompass anything from assisting
people choose a career option or helping people develop better communication skills which
creates good relationship with workmates. Largely, counselling has been a 'remedial approach'
where it was mainly used as a remedy to a problem. But recently there has been a slight change
in emphasis, from remedial to 'preventive” This means people do not need to wait until there is
problem to utilize counselling services but can prevent onset of a problem (McLeod and
Henderson, 2003:7).
Joshi (2010) says “Counselling, basically, aims at helping individuals take charge of their lives.
For this, individuals need two types of skills: ability to make decisions wisely and altering one's
own behaviour to yield desirable consequences”. A counsellor’s role, then, becomes that of
creating an environment that enables effective counselling process, putting up a plan for
rehabilitation counselling or a strategy for dealing with burnout and formulation of suitable
learning experiences so that employees develop the required skills (Jenkins, 2006). Counsellors
should avoid giving advice or lectures of what should be done, but should with the active co-
operation of the counselee develop strategies for action to deal with the problems (McLeod,
2001). The Counsellor must not give a picture that the problem is too big which may result in the
employee thinking or feeling that the situation is hopeless (Schwenk, 2006). Instead, he/she
should give confidence the employee to start taking appropriate action, the successful
consequences of which would egg on the employee to carry on (Eisenberg and Delaney, 2010).

CHAPTER THREE
METHODOLOGY
3.1 Introduction
Franklin (2012) defines methodology as the systematic, theoretical analysis of the procedures
applied to a field of study. It comprises the theoretical analysis of the body of methods and

14
principles associated with a branch of knowledge. This chapter presents the research design,
study population and area, sampling technique, data collection technique, sampling size and
selection, data collection methods, sources of data, quality control, data analysis, data processing
and limitations.
3.2 Research Design
The study considered a cross sectional survey design because it permits collection of information
from a sample that is drawn from a predetermined population. Sekaran (2014) states that
quantitative methods are plans for carrying out research oriented towards quantification and are
applied in order to describe current conditions or to investigate relationships, including cause and
effect relationships. Furthermore, quantitative approaches such as questionnaires were used to
generate the empirical data for analysing workplace counselling in organizations.
3.3 Target Population
According to Amin (2005), a study population is a whole collection or the universe of all
members or units of a group that is a concerned in particular study. The whole population
composed of 140 respondents from Secondary Schools.
3.4 Sampling Size
The sample size will consist of 100 respondents as per Krejcie and Morgan (1970),
determination table below;

Table 3.1: Sample Size of respondent

Respondents Population size Sample size Sample technique
Head teacher 10 5 Purposive
Director of studies 10 10 Purposive
Teachers 120 88 Simple Random
Total 140 100
Source: Krejcie & Morgan’s Table (1970)

15
3.5 Sampling Techniques and Procedure
Simple random sampling and purposive sampling were used in the study (Creswell & Plano,
2014; Laerd, 2016). Simple random sampling technique was employed so as to eliminate bias by
giving all respondents equal chance to be chosen and purposive sampling was used because it
provides information from knowledgeable persons.
3.6 Data Collection Methods
3.6.1 Primary Data
The researcher distributed and retrieved the questionnaires for analysis.
3.7 Data Collection Instruments
3.7.1 Questionnaire Guide
A self-administered questionnaire was used to gather data over a large sample or number of
respondents (Barifaijo, 2010). Questionnaire was developed following recommended guidelines
by various scholars that include Kothari (2005) and in line with the objectives of the study.
Quantitative questions were close-ended and ranked on a five point Likert Scale (Strongly
Disagree, Disagree, Agree, neutral and Strongly Agree) to provide options of answers to
questions that will be formulated, as recommended by Robbins (2008). Questionnaire as a
method of data collection was used because it is less expensive compared to other methods of
data collection. It is also filled at the respondent’s convenience, hence increasing the chance of
getting valid information.
3.8 Data Collection Procedure
The following procedures were followed during data collection: An introductory letter from
Kyambogo University to guide the Researcher after developing a research proposal under the
guidance of the supervisor that introduced new to the relevant respondents in secondary schools.
The Researcher got permission from the school authorities whom questionnaires and interview
guides were administered according to the sample size. The questionnaires were administered by
the researcher herself, filled by the respondents and returned in due course.
3.9. Data Analysis
3.9.1 Quantitative Data Analysis
Manual editing of questionnaires was done to eliminate errors. After coding, tabulation was done
to clearly present various responses and the interpretation. Frequencies and percentages were
used in tabulation to portray statistics used to analyse and interpret the findings of the study

16
using statistical packages like Microsoft excel and SPSS (Statistical Package for Social
Scientists) were used to show the effect of workplace counselling in schools.
3.10 Ethical Consideration
According to Leary (2014), ethical issues refer to the integrity in the production of knowledge, as
well as the dignity welfare of the researched.
Voluntary participation: The research participants were informed that their participation in the
study and not to be rewarded in any way; it was entirely on voluntary basis. All the research
participants were informed of their rights to refuse to be interviewed, or to withdraw at any point
for any reason, without any prejudice or explanation.
The participant’s privacy was assured by the researcher, who kept all the information safely
locked up during the research process. Only the researcher had access to the data and shared it
with the supervisor for research guidance.
Informed consent: Before starting the study, the researcher was provide with accurate and
complete information to research regarding the purpose of the study. Participants agreed before
the interviews, and no respondents were forced to fill in the research form.

17
 CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND INTERPRETATION
4.1 INTRODUCTION
This chapter presents the findings of the study that examined the need for work place counseling,
challenges experience by organization in providing work place counseling and strategies for
effectively executing this counseling. Data was analysed using descriptive statistics. The
demographic characteristics of respondents are presented first then followed by the findings on
the study objectives.
4.2 Demographic information of respondents
A total of 109 respondents participated in the study. They provided personal information on a
variety of variables. This information helped in ascertaining the validity of the responses they
provided. The findings are summarized in the table below.
Table 4.2: Demographic information of respondents (N=100)

Variable Category F %
Gender Male 68 62.4
Female 41 37.6
Age of respondents 21-30 yrs 17 15.6
31-40 yrs 50 45.9
41-50 yrs 37 33.9
>=51 yrs 5 4.6
Marital status Married 64 58.7

Single 36 33.0
Divorced 9 8.3

Education Cert 11 10.1

Dip 33 30.3
Bachelor’s degree 65 59.6
Source: Primary data (2019)

1
4.2.1 Gender of respondents
The respondents were asked to indicate their gender because the researcher wanted to make sure
that the views of both male and female were adequately represented. The information in table 4.1
above shows that, majority (62.4 %) of the respondents were male and (37.6 %) were female
respondents. So the views of both genders were represented.
4.2.2 Age of Respondents
The respondents also indicated their age category. This was done to ascertain life experiences of
respondents and hence the need for counselling services at the work place. The findings in Table
4.1 above show that the majority (45.9%) of the respondnets were aged 31 to 40 years , 33.9
% were aged 41 to 50 years, 15.6 % were aged 21- 30 years and 4.6 % were aged 51 years and
above. This implies that the majority of reapsndnets were mature enough to undertand the
issues that were being inveistgated and so werea bale to provide rebibale responses.
4.2.2 Marital Status of Respondents
Respondents’ also indicted their marital status. The majority (57.8%) were married, 33.0% were
single and 8.3% were divorced. This means that respondents had serious life roles that could
pre-dispose them to emotional problems requiring counselling even at the work place.
4.2.3 Level of Education
The respondents also indicated their education attainment. Table 4.1 shows that 59.6 % had
bachelors degree, followed by 30.3 % who had diploma education , and 10.1 % who had
certificate education . Therefore, majority of respondents had higher level of education which
enabled them to have adequate knowledge on the issues that were being investigated. So it can
be argue that they provided reliable responses.
4.3: Need for work place Counselling
The first objective of the study was to respondents’ perception of the need for workplace
counselling. Frequency analysis was used. Respondents indicated the extent to which the
disagreed and agreed to each of the five statements measuring the variable. The more the items
on which respondents generally agreed, the higher the level of occurrence of the variable. The
findings are shown in the tables below.

2
Table 4.3a: Need For Counseling

No.of respondents Reasons/Answers from Respondents

1 Yes they are there and very many
2 Yes
3 Yes
4 Yes
5 Yes
6 Yes
7 I think they are there
8 Yes
10 Yes
11 Yes
12 Yes
13 Yes
14 Yes
15 Yes
16 Yes
17 Yes
18 To build confidence amongst members
19 Yes
20 Yes, they are
21 Yes
22 Yes
23 It helps individuals to share their problems with counsellors
24 Yes
25 Yes
26 Yes
27 Yes
28 Yes
29 It creates interpersonal relationship

3
30 Yes
31 Yes
32 Yes, are there
33 Yes
34 Yes
35 Yes
36 Yes, these are a number of them
37 Yes
38 Yes there are benefits of workplace counselling
39 Counselling
40 Yes, I hope depending on the circumstances one is passing through
41 Yes
42 Yes
43 Yes
44 Relationships
45 Yes, they are very many
46 Yes counselling has benefits
47 Yes, there are
48 Yes
49 Yes there is
50 Yes
51 Improving people’s attitudes towards work
52 Yes, counselling is inevitable for work
53 Yes
54 Yes
55 Yes
56 Yes, there is workplace counselling
57 Yes
58 Yes, there is workplace counselling
59 Yes
60 Yes, there are many

4
61 Yes, there are
62 Yes
63 Yes
64 Yes, there are many benefits
65 Yes, the benefits are many
66 Yes
67 Yes
68 Yes
69 Yes, they are crucial
70 Yes
71 Yes, there are benefits of workplace counselling
72 Yes
73 Yes
74 Yes
75 Ohh yes, there some benefits
76 Yes
77 Yes
78 Yes
79 Well, yes they are there
80 Yes, because it helps to guide a sense of direction to the members of the
school
81 Yes maybe but have no idea since it’s not applicable there
82 Yes
83 Yes, they are there
84 Yes
85 Yes
86 Yes
87 Yes
88 Yes
89 Yes
90 Of course

5
 91 Yes, there are benefits
92 Yes
93 Yes
94 Yes
95 Yes
96 Yes
97 Yes, there need for workplace counselling
98 Yes
99 Yes
100 Yes

Table 4.3b Qualitative Table (Need for counselling)

Need for counselling Responses

To build confidence amongst members 18,
Help individuals share their problems with others 23
To create interpersonal relationships 29
Improve people’s attitude towards works 51
Benefits of workplace counseling 12,3,4, among others

Findings from 4.2b shows that majority of respondents agreed that there need for workplace
counselling, others as indicated by responses 18 indicated to build confidence amongst members,
23 noted to help individuals share their problems with others, 29 indicated to create interpersonal
relationships 51 noted to improve people’s attitude towards works.

Table 4.3c: Quantitative table: Frequencies, percentages, ratings on Need for workplace
Counselling (N=100)
Need for workplace Stat SA A NS D SD Overall rating
counselling
Interpersonal relationships F 0 48 61 0 0 Not Sure

6
 % 0.0 44.0 56.0 0.0 0.0
Employees productivity F 0 98 7 4 0 Agree
% 0.0 89.9 5.4 3.7 0.0
Personal well being f 1 18 61 25 4 Not Sure
% 0.9 16.5 56.0 22.9 3.7

Develop effective coping f 0 52 31 0 26 Agree

skills % 0.0 47.7 28.4 0.0 23.9

Work-life balance(managing f 0 60 14 6 29 Agree

leisure)
% 0.0 55.0 12.8 5.5 26.6
Source: Primary data from the field (2019)

The findings in the table above that the majority (55.0%) of respondents agreed that they need
counselling on Work-life balance so that they can effectively managing leisure, 47.7% also
agreed that they need counselling on develop effective coping skills and an overwhelming
majority (89.9%) agreed that they need counselling on employees productivity. However,
respondents were not sure whether they need counselling on Interpersonal relationships (56.0%)
and Personal well-being (56.0%). This implies that work place counseling is needed on
performance, work-life balance and coping related issues. It is likely that respondents felt that
they can manage interpersonal and personal wellbeing issues on their own, so they did not need
professional psychological help.

4:4 Challenges facing work place Counseling

The second objective of the study was to ascertain respondents’ perception on challenges facing
workplace counseling. Frequency analysis was used. Respondents indicated the extent to which
the disagreed and agreed to each of the four statements measuring the variable. The more the

7
items on which respondents generally agreed, the higher the level of occurrence of the variable.
The findings are shown in the tables below.
Table 4.4: Quantitative table: Frequencies, percentages, ratings on Challenges facing
workplace Counselling (N=100)
Challenges facing Stat SA A NS D SD Overall rating
workplace counselling
Fear to lose confidentiality of f 1 65 43 0 0 %
Agree
information % .9 59.6 39.4 0.0 0.0
Negative career repercussions f 10 42 25 32 0 Agree
% 9.2 38.8 22.9 29.4 0.0
Negative attitude towards f 1 72 29 1 6 Agree
counseling % 0.9 66.1 26.6 0.9 5.5

Manipulation (exploiting f 10 88 6 0 5 Agree

individual privacy)
% 9.2 80.7 5.5 0.0 4.6

Source: Primary data from the field (2019)

The findings in the table above show that majority of respondents agreed to all the four
challenges facing work place counselling that were explored. A large proportion (80.7%) agreed
that fear of being manipulation by exploiting their individual privacy is preventing employees
from seeking work place counselling, 66.1% agreed that it is the negative attitude towards
counselling, 59.6% agreed that it is fear to lose confidentiality of information and 38.8% agreed
that it is fear of negative career repercussions. This finding shows that fear of negative
consequences of counseling are preventing employees from seeing work place counseling. This
is likely due to the fact that they perceive counseling as a tool of management to spy on them and
eventually control them or discipline them. It is also likely that where workplace counseling
exists, it is a department attached to the human resource that also has the role of supervising and
evaluating work performance. So employees felt that counseling services are a tool of the
department.

4:5 Strategies for execution of work place Counseling

8
The third objective of the study was to ascertain respondents’ perception what is need to
effectively execute workplace counseling. Frequency analysis was used. Respondents indicated
the extent to which the disagreed and agreed to each of the statements measuring the variable.
The more the items on which respondents generally agreed, the higher the level of occurrence of
the variable. The findings are shown in the tables below.
Table 4.5a: Strategies for execution of work place Counseling

No Answers of Respondents
1 Effective counselling
2 Teamwork
3 Building trust among workers
4 Set a standard that should be expected of all people at work
5 Being cooperative at school
Build trust on the part of the teachers
6 Counselling and school rules and regulations should be put in place
7 Establishing a very free and friendly atmosphere
8 Employment of social workers i.e. counsellors
9 The school administration should organise different counselling services where the staff would
discuss about different issues in different departments
10 Face to face counselling
11 High salary
12 The school should encourage personal development by encouraging staff to do more courses
13 One should go for guidance and counselling
14 Improve on salary payments and reducing the tension between teachers and administrators but
create respect
15 Encourage cooperation among the workers
16 Increase wages and improve on working conditions also encourage employes-employee
relationship
17 Understanding others through different avenues
18 Building team work to smoothen rapport
19 Steady and friendly cooperation between workers
20 Implementation of staff resolutions and recommendations

9
21 Creating a strong interpersonal relationships among workers
22 Creating a strong and efficient model of communication among the employees and
employer/Manager
23 Building trust among members
24 Come up with a conflict resolution mechanism
25 It is highly needed
26 Build trust in staff
27 Counselling workplace should introduced in every school
28 Workplace counselling will be beneficial
29 Improve relationship amongst workers
30 Building trust among the staff members
31 Encourage teamwork
32 Motivation of staff
33 Developing a mechanism through which such issues can be amicably raised and addressed
34 One to one meetings then departmental meetings and staff meetings for solutions
35 Ensuring free interaction among staff members
Creating passion for counselling and guidance for staff members
Regularly getting feedback from employees
36
37 Improvement in communication skills
38 Good employer-employee relationship
39
40 Encourage workers to cultivate a peaceful working environment, celebrate their uniqueness,
esteem and encourage the distinctions they admire in others
41 Embracing teamwork
42 Organising refresher courses for the teachers to equip them with more relevant skills
43 Constant dialogue between the employer and employees
Frequent payment of salaries
44 Continuing efforts to solve work related challenges
Providing free environment to affected persons

10
45
46 More effective counselling is strongly reached
47 Need for one to one talk in case of a challenge to both learners on school workers
48 Building trust between the staff and the administrators in the school
49 Commitment to obligations
50 Being open minded
51 Effective communication
52
53
54 Working as a team in case of any problem and having a one to one talk to solve any problem
55 Creating a free and friendly environment to enable people speak out their challenges and find
solutions
56 Counselling services
57 Salary increment
58 Sharing information with age group, creation of confidentiality in the counselling services
59 Counselling
60 Free and friendly environment
61 Change people’s attitudes towards counselling
62 Increase teacher’s salaries
63 Create a conducive environment for students and staff to be able to open up their issues to
counsellors
64 Motivation of work staff
65 Promoting positive attitude towards counselling among staff
66 Effective communication
67 Counselling and guidance of the employees
68 Embracing team work at all times
69 Meeting each worker at their convenient time
70 To involve much in counselling and guidance programmes
71 Improving on confidentiality and emphasizing one to one counselling
72 Equal opportunities for all
73 Motivation of staff

11
 74 Introducing workplace counselling
75 Workplace counselling is highly needed
76 Strongly needed
77 Motivation of staff
78 Counselling, workshops, staff retreats, weekly meetings
79 Promote trust among staff
80 General staff meetings
81 Workplace is highly related
82 I think workplace counselling and school rules and regulations should be put in place
83 Reducing suspicion on the side of the workers
Building trust among workers
84 Team work should be encouraged
85 For work related issues everyone should improve on his or her skills
86 Encourage colleagues to look for help from a well-informed counsellor
87 Encouraging cooperation
88 Encourage cooperation, hard work and prayers among all fellow workers
89 St John’s should employ career guidance personalities to talk to students individually
90 Have confidentiality privacy with information discussed during counselling
91 There should always be there dialogue among the members of staff
93 To discuss about them to find a long lasting solution
94 Workplace counselling would be helpful
95 Through introducing the use of suspensions and expulsions at St. Johns to improve the
behaviours of students
96 Emphasis should be put on counselling and guidance programme
97 Love, trust, oneness, teamwork and counselling services
98 Counselling would help
99 Creating a strong interpersonal relationship among workers
10 Carry out constant counselling in school for both teachers and students.
0

Table 4.5b Qualitative tables showing Strategies for execution of work place Counseling

12
 Strategies for execution of work place Counseling Responses
Effective counseling 1,6,13, 56,74
Build trust among workers 2,5, 26, 30,79
Establishing a free and fair atmosphere 7
Improve relationship among workers 99
Improve communication skills 37,51,66

Findings in the table 4.6a above indicate that there are many solutions to workplace counseling
shown by the responses given, Effective counseling (1,6,13, 56,74), Build trust among workers
(2,5, 26, 30,79), Establishing a free and fair atmosphere (7), Improve relationship among
workers (99) and Improve communication skills (37,51,66), among others.

Table 4.5c: Quantative table showing Frequencies, percentages, ratings on Strategies for
execution of workplace Counselling (N=100)
Strategies for execution of Stat SA A NS D SD Overall rating
workplace counseling
Develop a very free and F 8 60 41 0 0 %
Agree
friendly atmosphere % 7.3 55.0 37.6 0.0 0.0
Reduce suspicion and build F 35 64 10 0 0 Agree
trust on the part of the
% 32.1 58.7 9.2 0.0 0.0
workers

13
 Help workers to cope with F 8 67 34 0 0 Agree
challenges on their daily lives
% 7.3 61.5 31.2 0.0 0.0
and environment
Source: Primary data from the field (2019)

The findings in the table 4.5 above that the majority of respondents agreed to the three strategies
for improving the effectiveness of workplace counselling and other strongly agreed. A large
percentage of respondents(61.5%) said that workers should be helped to cope with challenges on
their daily lives and environment, 58.7% agreed that suspicion should be reduce suspicion and
trust be built among workers and 55.0% said that organizations should develop a very free and
friendly atmosphere for counselling. This implies that lack of trust in counseling services, and a
non-conducive counselling environment are the key problems affecting the effectiveness of
workplace counseling. Resolving these issues and making counseling relate to daily life
challenges may draw workers more to workplace counseling services.

Table 4.6: Implementation of workplace counseling

No. Answers/Responses
1 Increment of counsellor’s salaries
2 I highly recommend counselling in schools
3 They should organise and call a counsellor at least twice every term
4 Counselling should be done by a professional
5 By creating a conducive environment for the service
6 Opening counselling centre and proper time schedule within the school programme
7 Develop a strong workplace counselling service
8 Involving all staff and letting them know the importance of workplace counselling

14
9 To have as many counselling sessions as we could
10 There should be as a need to recruit a qualified counsellor
11 I suggest that it should be made a school routine of having counselling monthly
12 I suggest that the school administration should provide special days e.g. twice a week
to implement workplace counselling.
13 Teamwork
14 Encourage other students to join counselling services so as to achieve the best
15 Have regular talks to workers
16 We should be involved in workplace counselling
17 Employ a full time counsellor
18 Establishing a free and friendly atmosphere
19 Getting counsellors
20 Creating time for counselling workers
21 Individual staff can meet the counsellor or supervisor by oneself for counselling in
case of challenges met
22 Educate staff on the need for counselling
23 Getting counsellors for the schools
24 Organising open minded workshops, meetings and retreats
25 If need the teachers should be there
26 Setting up a counselling department
27 Involving all the staff
28 Involving all a staff and doing counselling weekly or monthly
29 Employment of counsellors by the school
30 Active counselling department
31 To reinforce the service for proper execution
32 By creating a conducive environment for counselling
33 There should be a counsellor and specification of dates and days of counselling for
effective information
34 Satisfaction of workers
35 Opening up a counsellors office
36 Equip staff with counselling skills

15
37 Recruitment of professional counsellors
38 Setting up of a counselling department
39 Establishment of a department in charge of counselling
40 I would suggest the administrators to employ a counsellor
41 Employment of counsellors
42 Help workers to cope up the change
43 Strongly needed
44 Bringing external counsellors
45 Confidentiality
46 Sensitizing all the staff members about it and encouraging the participation of the
members
47 Having a free and friendly environment
48 Ensure privacy, confidentiality and trust in the counsellor
49 I would think its fine
50 Be carried on in groups and one on one/ Face to face interaction
51 Opening up an office for the counsellor at the workplace
52 I would suggest that the initiative is a good drive only if taken in good faith by the
employers
53 I would suggest that the school creates a counselling office and department with more
counselling personnel
54 An office for a counsellor be gazette. A counsellor should be a non-resident of the
school special days should be put
55 It should be put on weekdays when all teachers are around
56 Providing gazetted area for counselling
57 Create a counselling club to execute counselling for both teachers and students
58 Provide counselling experts to the school at least once a week
59 Making Sunday services compulsory
60 Identify the problems workers face
Sensitize the workers on the need for workplace counselling
61 Through sensitizing the counsellor
62 Special counsellors to be invited and talk to employees together with the employers

16
63 Counselling at this institution is highly recommended
64 NIL
65 Nile high school should employ a full time counsellor
66 Having workshops about counselling for both staffs and learners as well
67 The school should have a counselling department for both students and teachers which
can be trusted by the staff
68 Create a robust counselling department
69 Promote counselling among staff
70 Establishing a friendly working atmosphere
71 N/A
72 Getting counsellors for the schools
73 Counselling should be done every week
74 Train staff in the need of workplace counselling
75 Teachers need to help
76 Employ a counsellor to help out in counselling
77 Establish a friendly atmosphere among staff
78 Staff should be stimulated to seek counselling
79 Employing a counsellor
Sensitizing staff members on the value of counselling
80 Establishing a friendly atmosphere
81 Employ a professional counsellor to be on ground
82 Increase wages
83 Team work should be encouraged
84 Counselling should be for free
85 Encourage counselling for all
86 It should be done as early as possible
87 The administrators should organise monthly counselling services
88 Put in place a counsellor not being administrative to avoid concealing information
89 I would suggest increase payments for counsellors
90 Helping workers to cope up with the changes on their daily lives and environment
91 Counselling workers should improve on time management

17
 92 To develop a friendly atmosphere at school
93 Train staff in counselling
94 Developing a very free and friendly atmosphere
95 Honesty
96 It should be done on a weekly basis
97 Workplace counsellors that are well trained should be employed at the school to
provide guidance and counselling services
98 Sensitization of the employer about benefits of counselling
99 I would suggest that our school should spare some day in a week for guidance and
counselling in order to improve on students’ behaviours
100 Information concerning guidance and counselling should be written and spread in
different places in school.

Table 4.6b: Qualitative table implementation of workplace counseling

Findings in the table 4.7a above indicate implementation of workplace counseling shown by the
responses given, Increment of counsellor’s salaries (1, 89), Counselling should be done by a
professional (4), Sensitization of the employer about benefits of counselling (98), Counselling
should be for free (84), Establishment of a department in charge of counselling (39), I suggest
that it should be made a school routine of having counselling monthly (11).

18
 CHAPTER FIVE
DISCUSSIONS, CONCLUSSIONS AND RECOMMENDATIONS
5.1 Introduction
The chapter presented the discussion of findings, conclusion and recommendation based on the
research findings.
5.2 Discussion of Study Findings
5.2.1 To Examine the Need For Workplace Counselling
The first objective of the study was the need for workplace counselling and finding in qualitative
4.2b showed that majority of respondents agreed that there need for workplace counselling,
others as indicated by responses 18 indicated to build confidence amongst members, 23 noted to
help individuals share their problems with others, 29 indicated to create interpersonal
relationships 51 noted to improve people’s attitude towards works.
Quantitative table 4.3c revealed majority (55.0%) of respondents agreed that they need
counselling on Work-life balance so that they can effectively managing leisure, 47.7% also
agreed that they need counselling on develop effective coping skills and an overwhelming
majority (89.9%) agreed that they need counselling on employees productivity. However,
respondents were not sure whether they need counselling on Interpersonal relationships (56.0%)
and Personal well-being (56.0%). These arguments are supported by Kassim, (2010) who
indicated that counselling is often used to help workers become more productive and have a
good performance in the organization as manager of human resources to assess the performance
of employees in the organization as well as used as a variety of methods to prevent problems
become worse is occur (Kassim, 2010).
Kassim (2010) notes that problems faced by workers in the organization also occurs in the
organization environment uncomfortable and often cause pressure workers guilty of discipline
within the organization, such as delays in travel to work, the problem of sexual harassment
among workers, bullying and often not present in the organization.
Further still Kassim (2010), confirmed the trend in Malaysia is concerned with the management
of the counselling needs of the organization for employees who have problems in achieving
effectiveness and to improve productivity. A study by Islam and Ismail (2008) in Malaysia found
that there was a significant increase in employee performance and productivity in relation to
accessing workplace counselling.

26
Findings were also supported by the literature of Parks and Steelman (2008) who showed that
workplace counselling has been associated with enhancing and improving employee well-being.
In a meta-analysis found that participation in organizational wellness programs was linked to
reduced stress levels, lower absenteeism, higher job satisfaction and increased productivity.
Working pressure or stress triggered when the elements of the ability to deal with urgent resolve
(Kassim, 2010; Collins et al. 2012).
5.2.2 To Examine Challenges of Counselling at Workplaces
The second objective looked challenges of counselling at workplaces where study findings in
table 4.4 revealed that majority of respondents agreed to all the four challenges facing work
place counselling that were explored. A large proportion (80.7%) agreed that fear of being
manipulation by exploiting their individual privacy is preventing employees from seeking work
place counselling, 66.1% agreed that it is the negative attitude towards counselling, 59.6%
agreed that it is fear to lose confidentiality of information and 38.8% agreed that it is fear of
negative career repercussions. These findings are are in support of Collins et al. (2012) who
argued that the effectiveness of workplace interventions is often questioned, especially by those
who hold the purse strings in their organizations. Employers rightly want to know whether the
investment they are making by supporting their workforce in this particular way is justified by its
results.

Study findings are also supported by Kassim (2010) who found that the London Hazard Centre
reported that workplace counselling is being used to get companies off the hook over
organizational factors which are the root source of stress. Similarly, McLeod (2010) notes that
the negative outcomes of workplace counselling albeit small are often associated to the desire of
organizations to underplay the levels of stress experienced by their staff.
According to Jackson (2013) workplace counsellors usually have a good understanding of the
organizational cultures and workplace issues that can impact upon workers‘ wellbeing, and they
have the option of referring the client onwards if they feel further specialist input is needed.
Today‘s organizations toady has to make many decisions regarding the allocation of resources
among its employees and business processes. The allocation of resources towards counselling
services and employee assistance programs in the developed countries is much more evidence as
compared to those in the developing countries. Nteng‘a et al. (2014) opine that most
organizations in Kenya leave the function of counselling and assisting employees to the close

27
friends and family to provide support for the troubled employee. Successful implementation of
workplace counselling will critically depend on sincere cooperation of internal organizational
resources from various infrastructures such as the top management, human resources
practitioners, and employee representatives (Cheng, 2012).
Professionals can fear that seeking counselling support will expose them as inadequate, creating
feelings of embarrassment, or fear others will see them as weak or inferior (van der Rijt et al.,
2013). If the psychological risks outweigh the benefits, a professional is unlikely to seek help
(Nadler, Ellis, & Bar, 2003). Reluctance or resistance can come at a high price: for a professional
struggling to cope in the contemporary workplace, appropriate support can mean the difference
between success and failure.
5.2.3 To Establish Strategies to Execution of Workplace Counselling
The third objective looked at strategies to execution of workplace counselling where the study
qualitative findings in the table 4.5b above indicate that there are many solutions to workplace
counseling shown by the responses given, Effective counseling (1, 6, 13, 56, 74), Build trust
among workers (2,5, 26, 30,79), Establishing a free and fair atmosphere (7), Improve
relationship among workers (99) and Improve communication skills (37, 51, 66), among others.
Quantitative findings in the table 4.5c above indicated that the majority of respondents agreed to
the three strategies for improving the effectiveness of workplace counselling and other strongly
agreed. A large percentage of respondents (61.5%) said that workers should be helped to cope
with challenges on their daily lives and environment, 58.7% agreed that suspicion should be
reduce suspicion and trust be built among workers and 55.0% said that organizations should
develop a very free and friendly atmosphere for counselling.

These arguments are in agreement with Roy (2011) who looked at counselling as a Way Forward
for Service Improvement: What Counselling is all about Counselling is the act of assisting a
client to have a positive perception about things. It aims to assist the client to possibly perceive
things from a different point of view from what the initially perceive it, to enable the client
function effectively. Counselling can enable a client to develop positive feelings, experiences
and behaviours that would facilitate positive change. In the opinion of Roy (2011), counselling
services are offered to the person that is undergoing a problem and deserves professional
assistance to enable him overcome such problem. She maintained that such a problem could keep

28
the individual disturbed and under tension; unless resolved, the development of this individual
will continue to be hampered.

Further still Roy (2011) opines that counselling is a specialized service carried out by
professionals or trained personnel in personality development and in the act of handling
exceptional individuals or groups. As explained by Willey and Andrew cited in Roy (2011),
counselling is a process involving two individuals, one seeking assistance and the other a
professionally trained person helped solved problems to orient and direct him towards a goal,
which leads to his maximum development and growth. Counselling services are therefore
required for individuals having developmental problems because of the handicap they suffer in
any area of emotional either because of hereditary factors or environment conditions.
Counsellors discourage continued dependence on the counselling relationship as well as other
relationships. Niels (2013) says counsellors are concerned with maladaptive belief changes that
increase employees' satisfaction with themselves. This can encompass anything from assisting
people choose a career option or helping people develop better communication skills which
creates good relationship with workmates. Largely, counselling has been a 'remedial approach'
where it was mainly used as a remedy to a problem. But recently there has been a slight change
in emphasis, from remedial to 'preventive” This means people do not need to wait until there is
problem to utilize counselling services but can prevent onset of a problem (McLeod and
Henderson, 2003:7).
According to McLeod and Henderson (Karon, 2013), the role of counselling is to create a
conducive environment which allows employees to identify, talk and try to solve their personal
and work related problems. These causes include: overworking, being drained emotionally, intra
and interpersonal problems and workplace conflicts, lack of resources, inability to meet
deadlines, over workload, poor relationship with authority, responsibility and accountability,
conflicts with superiors, lack of appreciation and support from supervisors, and other various
family problems. Counselling’s role is to provide an environment which enables individuals to
identify and put up strategies to deal with their problems in other words counselling help people
to help themselves (Joshi, 2010).
Joshsi (2011) observes that agencies also try to improve working and living conditions. In the
Haiti earthquake response, Moustafa Osman, head of humanitarian aid at Islamic Relief,
provided a television for the staff, allowed them to watch films in their down-time, and strongly

29
urged them to participate in weekly football games to maintain physical health and social
interaction. However, this was used as a way of preventing burnout not as a treatment of burnout.
More so, this did not address the beliefs and irrational thinking which causes burnout Most of the
activities used were meant for general mental health wellness and were not used as a remedy for
burnout (Rabin, 2000).
5.3 Conclusions of the Study
The study concludes that counselling is important in secondary schools and was offered in the
schools. Counselling services offered were educational guidance, career guidance and
psychological and social guidance. Through counselling, comprehensive advice on career /
courses is given to staff. There are less personal problems among the staff in schools and school
staff students were well disciplined with improved work productivity as a result of counselling.
The staff inventory, bulletins on different topics, handbooks for different educational
opportunities, books on social psychology, psychology magazines was available. Main
administrative roles of a Principal in delivering guidance and counselling services in the school
are facilitating the workshop of the H.O.D, budget for the department during school budget,
appoint and motivate teacher counsellors and providing necessary facilities and resources for the
guidance and counselling services. Lack of cooperation from administration, students’ unwilling
to discuss their problems are as a serious challenge and heavy teaching load for the teacher
counsellor seam a serious challenge. Main issues hindering guidance and counselling were lack
of resources in the school, lack of privacy since there were no guidance and counselling offices.
They lacked funds to sponsor the guest speakers and attend seminars. The students benefited
from guidance and counselling services especially in areas of learning, relationships and problem
solving and discipline observance. Students indicated that they preferred to go for counselling to
the peer counsellor.
The findings show that staff had a positive attitude towards workplace counselling. The study
therefore concludes that there is need for workplace counselling in secondary schools in Mukono
district. However, the results show that there are misconceptions about workplace counselling
which was attributed to lack of knowledge and awareness of what workplace counselling entails.
Staff shows preference for an external workplace counselling service. This is supported due to
the issue of confidentiality as in-house services are viewed as within the work environment and

30
information divulged through the counselling may surface in the organisation. Stigma and
discrimination is a barrier to implementation of workplace counselling.
The study concludes that the coping strategies adopted by staff were not adequate to deal with
the work related issues, these strategies included strikes, confiding in colleague, turning to
alcohol to escape the reality and praying to cope with the challenges. There is need for a
workplace counselling service for staff to effectively deal with workplace stressors in secondary
schools in Mukono district.
5.4 Recommendations of the Study
Based on the study findings, the researcher makes the following recommendations;
5.4.1 To examine the need for workplace counseling
Education and training on the benefits of workplace counselling among secondary school staff.
This training should include educating the staff on coping with stress, counselling skills and
handling stress. This sensitisation would assist in destigmatising issues of psychological stress in
the workplace.
That the human resource department should conduct a needs assessment in all departments, of
secondary schools in Mukono district in order to identify staff issues and workplace problems
which would be addressed by the workplace counselling policy. This approach should show the
different challenges and issues facing staff in each of the secondary school and departments as
this may vary given the scope of work and activities staff may be involved in.
5.4.2 To examine challenges of counseling at workplaces
For adequate provision of counselling materials as well as application of peer counselling, there
ought to be proper budgeting for the same in terms of finances and time respectively.
Introduction of workplace counselling services in secondary schools in Mukono, The study
found that the Human Resources Department is in the process of developing a workplace
counselling policy to be implemented by the human resources department. The findings of the
study would assist the Human Resources
5.4.3 To establish strategies to execution of workplace counseling
The principals in secondary schools should put in place counselling services and provide an
office where privacy is made a priority. This will encourage more school staff to visit the office.
Counsellors should be well trained on how to carry out their duties by being sent to attend many
seminars and workshops to improve on their skills.

31
Department by providing information on the perceptions of staff on workplace counselling in
order to determine which approach to adopt for workplace counselling for secondary schools in
Mukono.
School administrators should provide facilities such as counselling offices, magazines, audio and
video tapes to be used during guidance and counselling.
5.5 Areas for further Study
The study focused counselling at work places: a case study of secondary schools in Mukono
district. The study was limited to identifying the need for workplace counselling, challenges of
implementing workplace counselling services in the secondary schools and strategies to solve
these challenges. However, there is need for further study to establish the coping strategies that
staff can adopt to deal with personal and work related problems that are brought about by the
workplace. This research would provide useful as it would identify whether staff productivity is
indeed affected by stress and pressure brought about by the environment.

32
33
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APPENDIX: QUESTIONNAIRE FOR THE RESPONDENTS

Dear respondent;
I am Doreen Kunihira carrying out study about counselling at work places: a case study of
Secondary Schools from Mukono district. You have been selected as respondent please kindly
spear some minutes of your time and participate in the study by answering the question below.
The information will be treated with utmost confidentially and academic purposes.

35
SECTION A: BIO DATA
Sex
Male Female
Age
17-20 21-24 25-30
Religion
Catholic Muslim Born-again Others, Specify......................

Marital Status
Single Married Others Specify.....................

Academic qualification
Degree Masters Secondary None

SECTION B: TO EXAMINE THE NEED FOR WORKPLACE COUNSELLING

Are there benefits of workplace counselling?
………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………………

Below are the perceived benefits of workplace counselling. Please indicate to

What extent you agree or disagree that workplace counselling can improve?
Please tick the most appropriate option
Need of workplace counselling SDA D A SA
Interpersonal relationships
Employee Productivity
Personal well-being
Develop effective coping skills
Work-life balance (managing and leisure)
Key: SDA-Strongly disagree, D- disagree, A-agree, SA- Strongly agree

36
SECTION C: TO EXAMINE CHALLENGES OF COUNSELLING AT WORKPLACES
Please tick the most appropriate option
Barriers to uptake of workplace SDA D A SA
Counselling
Fear to lose confidentiality of information
Negative career repercussions
Negative attitude towards counselling
Manipulation (exploiting individual privacy)
Key: SDA-Strongly disagree, D- disagree, A-agree, SA- Strongly agree

SECTION D: TO ESTABLISH STRATEGIES TO EXECUTION OF WORKPLACE

COUNSELLING.
Please tick the most appropriate option
Solutions to challenges of counselling at workplaces. SDA D A SA
Develop a very free and friendly atmosphere.
Reduces suspicion and build trust on the part of the workers.
Help workers to cope with changes on their daily lives and
environment
Key: SDA-Strongly disagree, D- disagree, A-agree, SA- Strongly agree

What would be the solutions for work-related issues at St. John Secondary School?
………………………………………………………………………………………………
………………………………………………………………………………………………
What suggestions would you make for the implementation of a workplace counselling service at
St. John Secondary School?
………………………………………………………………………………………………………
………………………………………………………………………………………………………
Thank you for your participation

37