CoNcept of Counselling

8/3/2019 CoNcept of Counselling

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Submitted by Afaq Khan

3rd year BBM

Milagres College

MANGALORE UNIVERSITY


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What is Counselling?

Counselling is a process through which one personhelps another by purposeful conversation in anunderstanding atmosphere. It seeks to establish a

helping relationship in which the one counseled can

express their thoughts and feelings in such a way as toclarify their own situation, come to terms with somenew experience, see their difficulty more objectively,

and so face their problem with less anxiety and

tension. Its basic purpose is to assist the individual tomake their own decision from among the choices

available to them. (British Association for Counselling,Rugby 1989)


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Counselling is discussion of an employeesproblem that usually has an emotional content to it,

in order to help the employee cope with the situationbetter. Counselling seeks to improve employeesmental health. People feel comfortable aboutthemselves and about other people and are able tomeet the demands of life when they are in goodmental health.


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Why is Counselling Needed?

"HR initiatives only look at the organizationalperspective, but the well being of the workforce

depends just as much on the individual's well being.

And stress, from home or from the routine of workaffects not just the individual, but the workplace in

turn," says Dr Samir Parikh, consultant psychiatrist atMax Healthcare


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What are the objectives of Counselling?

According to Eisenberg & Delaney, the aims ofCounselling are as follows:

1. Understanding self2. Making impersonal decisions3. Setting achievable goals which enhance growth4. Planning in the present to bring about desired

future5. Effective solutions to personal and interpersonalproblems.6. Coping with difficult situations


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7. Controlling self defeating emotions

8. Acquiring effective transaction skills.9. Acquiring 'positive self-regard' and a sense ofoptimism about one's own ability to satisfy one's basicneeds.


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When to counsel?

An employee should be counseled when he or she haspersonal problems that affect job performance. Somesigns of a troubled employee include Sudden change of behavior

Preoccupation Irritability Increased accidents Increased fatigue

Excessive drinking Reduced production Waste Difficulty in absorbing training


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What are the traits of a good counsellor?

The set of attitudes required for an efficient counsellorare: Respect i.e. High esteem for human dignity,

recognition of a person's freedom & rights and faith inhuman potential to grow. Sincerity, authenticity. Understanding

Non-judgmental approach towards the counselee.


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The set of skills required for an efficient counsellor

are: Decency skills i.e. social etiquettes, warm manners Excellent communication skills which also includenon-verbal communication and listening skills

Objectivity Maintaining confidentiality Empathy


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Whats the process ofcounselling?

Types of counseling processes are SigmundFreuds Psychoanalytic Therapy; Carl Rogers ClientCentered Therapy; Carkhuff Model of Personal

Counselling; Gestalt approach to counselling; RationalEmotive Behaviour Therapy by Albert Ellis.


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The Counseling Process

Step 1. Describe the changed behavior. Let theemployee know that the organization is concerned

with work performance. The supervisor maintains

work standards by being consistent in dealing withtroubled employees. Explain in very specific terms

what the employee needs to do in order to perform upto the organization's expectations. Don't moralize.

Restrict the confrontation to job performance.


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Step 2. Get employee comments on the changedbehavior and the reason for it. Confine any negative

comments to the employee's job performance. Don'tdiagnose; you are not an expert. Listen and protectconfidentiality.

Step 3. Agree on a solution. Emphasize confidentiality.Don't be swayed or misled by emotional please,sympathy tactics, or "hard-luck" stories. Explain that

going for help does not exclude the employee fromstandard disciplinary procedures and that it does notopen the door for special privileges.


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Step 4. Summarize and get a commitment to change.

Seek commitment from the employee to meet workstandards and to get help, if necessary, with theproblem.

Step 5. Follow up. Once the problem is resolved and aproductive relationship is established, follow up isneeded.


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ThankYou

CoNcept of Counselling

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