The Effects of the Economic Crisis on th

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Published on October 8, 2009

Author: aSGuest27787

Source: authorstream.com

The Effects of the Economic Crisis on the Workforce : The Effects of the Economic Crisis on the Workforce John M. Conrad, ACSW,LCSW Coordinator, Bayview Professional Associates Employee Assistance Program OBJECTIVES : OBJECTIVES BE ABLE TO IDENTIFY HOW EMPLOYEES MAY BE AFFECTED BY THE ECONOMIC DOWNTURN WHO IS AT MOST RISK IDENTIFY THE FIVE COMPONENTS THAT ARE CRITICAL IN BUILDING RESILIENCE. BE ABLE TO UTILIZE THE FORMULA FOR RESILEINCE IN MOTIVATING YOUR WORKFORCE. BE ABLE TO DEVELOP PSYCHOLOGICAL CAPITAL IN YOUR WORKFORCE HOW DID WE GET HERE? : HOW DID WE GET HERE? BEAR STERNS LEMYON BROTHERS HOUSING MARKET RECESSION ETC……………. HOW WAS THE WORKFORCE AFFECTED : HOW WAS THE WORKFORCE AFFECTED UNCERTAINTY: MEDIA 24/7 COVERAGE CREATES FEAR, STRESS AND UNCERTAINTY FEAR: LOSS OF JOBS, LOSS OF RETIREMENT BENEFITS, LOSS OF SECURITY LACK OF MOTIVATION: EMPLOYEES DREAMS DEMINISH AS DOES THEIR EXCITEMENT ABOUT THEIR JOB. HOPELESSNESS: FEAR, UNCERTAINTY AND LACK OF MOTIVATION AFFECTS THE WORKER AND ULTIMATELY THE EMPLOYER. WHAT IS RESILIENCE : WHAT IS RESILIENCE RESILIENCE IS DEFINED BY WEBSTER AS “THE ABILITY TO JUMP BACK; BEING CAPABLE OF WITHSTANDING SHOCK WITHOUT PERMANENT DEFORMATION OR RUPTURE. CRIMANDO AND SIMONE IN THEIR 2008 ARTICLE: “FROM BOURBON STREET TO WALL STREET”, DIFFERENTIATE BETWEEN GRIEF AND TRAUMA AS: GRIEF IS OUR RESPONSE TO SOMETHING GOOD GOING OUT OF OUR LIVES. TRAUMA IS OUR RESPONSE TO SOMETHING BAD COMING INTO OUR LIVES. THE FIVE COMPONENTS OF RESILIENCE….(WESTBAY AND SARFATY) : THE FIVE COMPONENTS OF RESILIENCE….(WESTBAY AND SARFATY) ACCEPTANCE: THE ABILITY TO EXAMINE WHAT DO WE HAVE CONTROL OVER AND WHAT IS OUT OF OUR CONTROL. ACCOUNTABILITY: WHAT ROLE CAN THE EMPLOYEE PLAY IN THE SOLUTION. CLARITY: WHAT DOES THE EMPLOYEE WANT TO ACCOMPLISH IN THE SOLUTION OF THE PROBLEM. INTEGRITY: COMMIT TO A COURSE OF ACTION AND STICK WITH IT. BALANCE: MAINTAIN BALANCE BOTH PHYSICALLY AND EMOTIONALLY: MASLOWS HEIRARCHY OF NEEDS MASLOWS HEIRARCY OF NEEDS : MASLOWS HEIRARCY OF NEEDS MAINTAINING FAMILY STRUCTURE AS A CONTRIBUTION TO RESILIENCE : MAINTAINING FAMILY STRUCTURE AS A CONTRIBUTION TO RESILIENCE The Success Principles….By Jack Cranfield….. Formula for Success: E + R = 0 E = THE EVENT R = YOUR RESPONSE O = OUTCOME STRATEGIES HR CAN USE TO ENCOURAGE AND PROMOTE RESILIENCE : STRATEGIES HR CAN USE TO ENCOURAGE AND PROMOTE RESILIENCE MAKE SURE YOU HAVE NEWS UPDATES THAT ARE CREDIBLE AND RELIABLE MAINTAIN EXSISTING AND PREDICTABLE WORKPLACE ROUTINES ENCOURAGE INDEPENDENCE AND AUTONOMY AS MUCH AS POSSIBLE BE ON THE LOOK OUT FOR NEGATIVELY AND CATASTROPHIZING KEEP A SENSE OF HUMOR BE IN THE PRESENT AS MUCH AS IS POSSIBLE PSYCHOLOGIAL CAPITAL : PSYCHOLOGIAL CAPITAL SELF-EFFICACY: FASHIONING A WORKPLAE WHERE EMPLOYEES FEEL CONFIDENT ABOUT THEIR JOBS OPTIMISM: CREATING AN ENVIRONMENT WHERE WORKERS MAKE POSITIVE ATTRIBTIONS ON THEIR OWN AND THEIR TEAM’S EFFORTS. HOPE: BUILDING AN EXPECTATION FOR SUCCESS. HOPE MOTIVATES EMPLOYEES TO FORMULATE WORKABLE STRATEGIES FOR REACHING THEIR WORK GOALS RESILIENCY: HELPING WORKERS RESPOND FLEXIBLY IN THE FACE OF SETBACKS. OPTIMISM : OPTIMISM OPTIMISM EXPECTS THE BEST OUTCOMES. AN OPTIMIST EXPECTS SUCCESSFUL OUTCOMES TO BE ACHIEVED RATHER THAN ATTRIBUTED TO LUCK. OPTIMISM CAN APPEAR TO BE DISINGENIOUS IF NOT PERCEIVED AS SINCERE. OPTIMISM CAN BE CONTAGIOUS IN AN ORGANIZATION. HOW DO MANAGERS FACILIATE HOPE…C.RICK SNYDER (SNYDER,RAND, AND SIGMON 2005). : HOW DO MANAGERS FACILIATE HOPE…C.RICK SNYDER (SNYDER,RAND, AND SIGMON 2005). Build Expectations for Success Enable Employees to Motivate and Develop Workable Strategies for Reaching Their Goals. Model Hope for your Employee’s

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