Counselling at Workplace: Organization as a client

 Meaning-cum-Definition

            It is referred to as occupational counselling, employee counselling or workplace counselling. Workplace counselling refers to the ability to deal with issues that occur within an organization, such as conflict, stress-related absence, work-related trauma, and harassment/bullying” (Hughes & Kinder, 2007).

             Workplace counselling refers to, “Counselling provided in the work setting (whether this is internal or external service provision), to help employees with any mental health issues that have arisen from or are worsened by work” (Bajorek & Bevan, 2020).

Organization as a client

            Organisation refers to a structured group of individuals or entities that come together to pursue a common goal. Organizations typically have defined roles, responsibilities, and internal structures. They may have a legal existence, with specific rights and obligations, and can engage in various activities such as business operations, administration, advocacy, research, or providing services.

            The specific approach and techniques used by counsellors may vary depending on the counsellor’s expertise, the organizational context, and the nature of the issues being addressed.

            Assessing an organization for counselling is a process which involves the development of a consultancy relationship between the individual representing the counselling organization and the individual representing the potential client organization.

Organization as a client

            Counsellors have to have a different approach when working with organizations as clients due to the following reason: -

            The organisation is not a living being hence, certain aspects such as emotional, active listening, unconditional positive regard, total acceptance, and empathy are not applicable to the organisations.

            Organisation has its own history, traditions, character and patterns of internal dynamics; one that has a 'culture' of its own.

However, the counsellor has to understand: -

Ø  The key roles in the organization.

Ø  How the hierarchy of decision-making operates.

Ø  The levels of formal authority.

Ø  The payment and reward systems are in use.

Ø  Recent re-organizations or other changes.

Ø  The crucial issue for counsellors managing the counselling process is their role in helping to identify the source of organizational stress or dysfunction, how this is affecting their client, and what appropriate responses can be made.

Ways to treat an organisation as a client: -

1.         Needs assessment - The needs of an organisation are assessed to understand the organisation's challenges, goals, and requirements.

2.         Customised interventions – The collected data on need assessment provide a platform for the counsellors to develop tailor-made interventions and strategies to address the organizational issues.

3.         Collaborative relationship - Counselors establish a collaborative relationship with key stakeholders within the organization, such as leaders, managers, and employees. They work closely with them to gain insights, build trust, and ensure that interventions align with the organization's values and objectives.

4.         Confidentiality and ethical considerations - Counselors uphold confidentiality and adhere to ethical guidelines while working with organizations. The ethical issues of an organisation are different from human beings.

5.         Systems perspective - Counselors need to adopt a systems perspective when working with organizations. They consider the interconnectedness of various elements within the organization, such as culture, communication, leadership, and structure. Building on a 'systems approach in understanding organizations, Morgan (1986) posits three pragmatic issues for our consideration:

Ø  The organization does not exist in a vacuum; it is part of, and related to, the environment.

Ø  The organization comprises a number of interrelated sub-systems.

Ø  The organization needs an internal congruency between the sub-systems for it to flourish.

6.         Performance evaluation - Counselors assess the effectiveness of their interventions through various methods, such as surveys, interviews, and quantitative measures. They make adjustments, if required to their approaches as necessary, aiming to continually improve the outcomes for the organization.

7.         Consultation and training - The counsellors provide training to leaders, managers and employees. They may offer guidance on topics such as stress management, work-life balance, communication skills, conflict resolution, and emotional well-being.

 

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