DETERMINANTS OF EFFECTIVE IMPLEMENTATION OF WORKPLACE COUNSELING SERVICES IN KENYA: A CASE OF NAIROBI CITY COUNTY GOVERNMENT
Abstract
The study sought to investigate the determinants of effective implementation of workplace counseling at the Nairobi City County Government. The study used the descriptive research design since it was dealing with responses using statistics. The methodology and designs that the researcher used in conducting the research included the research design, population target, sampling design, and data collection instruments and procedures and data analysis. Data collected was analyzed by aid of Statistical Package for Social Sciences (SPSS V22). Questionnaires were used in collecting data. The researcher was able to administer and collect complete questionnaires for the analysis and conduct key informant interviews. The study found that employee wellbeing, employer-employee relationship, organizational culture and working conditions influences the implementation of counseling services. The study recommend that The counsellor should ensure that the counselling atmosphere is warm and conducive for communication. Encourage the employee to gain insight into the problem, in so doing avoiding cutting of employee's comments. Suggest positive steps that would lead to solving the problem or improve performance, avoiding giving the employee false hope. Create a desire for change in the employee by giving support that could lead to efficiency, not expecting a dramatic change in the employee’s performance because of a single counselling session.
Full Text:
PDFReferences
Akerele, P. M (2011), Human Resources Management, 5th ed., McGraw-Hill, New York
Asgarkhani, S. (2013), Herzberg's two-factor theory of motivation applied to the motivational techniques within financial institutions, Eastern Michigan University, Michigan.
Albrecht , H. & Andretta, A. A. (2011), "What kind of voice do loyal employees use?", British Journal of Industrial Relations, Vol. 41 No.1, pp.115-34.
Buon, T. (2012). Employee counseling and performance management. Journal of Occupational Health and Safety – Australia and New Zealand.8(1):59-67.
Buon, T. & Compton, B. (2010). The development of alcohol and other drug programs in the workplace. Journal of Occupational Health and Safety – Australia and New Zealand, 6:265-77.
Carroll, M. (2016).Workplace Counseling. Surrey: Sage.
Carroll, M. & Walton, M. (2010).Handbook of Counseling in Organizations. London: Sage.
Chandrasekar, K. (2011). Workplace Environment and Its Impact on Organizational Performance in Public Sector Organizations. International Journal of Enterprise Computing and Business Systems, 1 (1), 23-34
Cheng, F. K. (2012). Workplace Counseling in Hong Kong: A Pilot Study. Journal of International Social Issues, 1 (1), 87-105
Cole, A. (2013). Counseling in the Workplace. Open University Press: Oxford.
Collins, J., Gibson, A., Parkin, S., Parkinson, R., Shave, D. & Dyer, C. (2012). Counseling in the workplace: How time-limited counseling can effect change in well-being. Counseling and Psychotherapy Research, 12(2), 84-92
Cooper, C. L, Sadri, G., Allison, T. & Reynolds, P. (2010). Stress counseling in the Post Office. Counseling. Psychology Review. 3(1):3-11.
Cooper, C. L. & Cartwright, S. (2013). An intervention strategy for workplace stress. Journal of Psychosomatic Research, 43, 7-16.
Friery, K. (2016). Workplace counseling ― who is the Consumer? ‖ Counseling at Work, 54, 121-129
Geldard, D. & Geldard, K. (2012).Basic personal counseling, a training manual for counselors (7th Ed.). Sydney, Australia. Pearson Education.
Origon, G & Nzonzo, A.A. (2011), "What kind of voice do loyal employees use?”, British Journal of Industrial Relations, Vol. 41 No.1, pp.115-34.
Teijlingen van, E. & Hundley, V. (2011).The importance of pilot studies. Social research update, 35, 1-5.
Whiston, S. C. (2015). Principles and applications of assessment in counseling. (2nd ed). Thomson Brooks/Cole.43-74.
Refbacks
- There are currently no refbacks.