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Impact of Globalization on work practices: Culturally sensitive EAP services PowerPoint Presentation
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Impact of Globalization on work practices: Culturally sensitive EAP services

Impact of Globalization on work practices: Culturally sensitive EAP services

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Impact of Globalization on work practices: Culturally sensitive EAP services

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  1. Impact of Globalization on work practices: Culturally sensitive EAP services Dr.S.Kalyanasundaram, MD Consultant Psychiatrist Clinical Director, PPC India

  2. Indian work force • The booming Indian IT and ITES have become • symbolic of globalization in India • Younger work force – flexible, open, quick, risk • tolerant, hardy and adaptable • More number of women joining the work force • Highly trained – “techies” • Goal oriented, focused, high achievement • motivation India – “Fastest growing free market democracy” - Davos 2006

  3. Work Environment (1) • The Indian software services and BPOs have introduced novel management systems and work culture • “New work places” are characterized by flat and non-bureaucratic organizational structures • Informal relationships, team work and flexible management policies. • Seen across both Indian and Multinational Companies Fast paced globalization – highly trained technical Professionals with less developed life skills

  4. Work Environment (2) • Dynamic environments - fast paced and rapidly changing, westernization of work place • Career prospects – more opportunities for vertical and lateral movements • Nature of work – time – critical projects, high degree of precision • Fluctuating work patterns and timings Work force in transition from traditional practices to Western work styles – psychological pressure

  5. Issues at work place (1) • Psychological distress is neither visible nor • tangible • Difficult to recognize early signs of distress • Highly competitive environment • Concerns of being “benched” • At times non-supportive environment Added pressure and resultant stress not recognized early enough

  6. Issues at workplace (2) • Long and unrealistic working hours with • deadlines • Less time or energy for any other type of • recreation • Low energy levels and inadequate skills to • handle pressure long term • Inability to see value-addition for themselves • when working for large projects – therefore • lack of motivation

  7. Issues at workplace(3) • Low priority on the part of the organization • to develop the person holistically • Training programs are focused on skill and • competency development • Focus on emotional or psychological issues • a relatively low priority Inadequate skills, lack of support and expectation to perform make them stressed

  8. HR concerns • HR moving from personnel management and industrial relations to human capital development • A strong felt need by HR for EAP services but find it difficult to convince top management on return on investment • Many levels of decision making • Software and BPO companies struggle with high attrition rates Paradigm shift - from support function to a strategic partner in growth and development

  9. Impact on HR • Employability and career growth depend on • improving one’s skill set to keep up with rapid • changes and technology • To achieve it they often change jobs resulting in • the fluidity of the software labor market • Return on the investment cannot be assessed in • monetary terms HR Key Issues – recruitment, training, skills building, attrition

  10. HR Issues (1) • Companies recognize the need for counseling • and support services • But are constrained by the lack of availability of • structured and comprehensive programs • In-house counseling services have not proven to • be as effective due to confidentiality/reprisal • issues HR understands the importance but the system is not conducive to achieving it

  11. HR Issues (2) • People find it difficult to approach ‘others’ for • psychological help – cultural issue • Lack of orientation to seeking support for • psychological issues – stigma • Lack of availability of professional • psychological services A major concern is to get the right kind of Professional help within the system

  12. Impact on Employees • In a recent survey 90% of the employees interviewed admitted that • during times of worry their work was negatively impacted by an • average of 20% • This means they are 20% less productive and, in some cases, • considerably more • In a country like India, issues may even get compounded considering • the pressures they undergo to financially support members of their • family Conflict between individual need and a sense of responsibility

  13. A sample case • 29 year old unmarried male – team leader • Presenting with multiple somatic symptoms • Stressed, anxious and unable to function • Team consists of freshers • Pressure from the Manager • Project accepted and deadline set

  14. A sample case …contd. • Fear of being replaced • Good salary, poor skill set • Initially presented with chest pain • Consulted Cardiologist • Declared “Normal” • Stress and anxiety worsens A typical situation where an employee doesn’t know where to go for help

  15. Issues at Individual level (1) • Lack of knowledge and orientation • Poor perception that only the severely affected need to seek help • Poor help seeking behavior as a cultural concept • Away from home, at times cultural shock, as food habits, language • customs and traditions are different People come from different religious, ethnic and language backgrounds

  16. Issues at Individual level (2) • Adjustment issues forming new social support groups • Intolerance and rigidity leads to non-acceptance • Results in alienation and lack of social and family support • Transition from academic to work life • Peer pressure to conform Psychological health depends on the ability to integrate into the new environment

  17. Family structure • Traditional joint family structure • Giving way to Nuclear families • Less time with one another with different job timings • Overcome by exhaustion and trying to cope with both job and home • pressures • Couples working and find it difficult to start a family of their own Conflict between aspirations and desires – theirs and that of family elders

  18. Some statistics • Population over 1,000 Million • Psychiatrists 3,500 • Psychologists 600 • Psy. Soc. Workers 400 • Psychiatric Nurses 600 • Obviously inadequate numbers to cater to the growing needs • Solution? Increase numbers of affiliates

  19. Availability of Professional services • Training – facilities • Paucity of counselors • Bulk of the professionals are highly trained and experienced • Counselors in practice – not professionally trained or experienced Select and train them in Solution Focused Brief Therapy

  20. Challenges EAP needs to address • A psychological mind set about usefulness of • EAP services has to be brought in • The benefits will have to be demonstrated as case examples • Organization need to be able to see return on investment • for such services • Providing quality service is better in the long run • compared to short term gains From the crisis intervention mode to a preventive and proactive mode