ADDICTION A Social Menace A Social Menace

PROBLEMS FACED Unpredictable absenteeism upsetting company’s plans Unpredictable absenteeism upsetting company’s plans Deteriorating discipline in the organisation Deteriorating discipline in the organisation Company image Company image Accident leaving an unpleasant impact Accident leaving an unpleasant impact Poor production quality having a direct impact on the personnel turn over Poor production quality having a direct impact on the personnel turn over

WHY DO THESE PROBLEMS ARISE POSSIBLY DUE TO ADDICTION/ ALCOHOLISM

WHO IS AN ADDICT/ALCOHOLIC An Addict/Alcoholic is one whose uncontrolled drinking/using creates problems in all areas of his life including workplace and inspite of all these he continues using

CAN WE DO SOMETHING ABOUT SUCH AN EMPLOYEE YES WE CAN! Medical Research has shown that ADDICTION IS A DISEASE and specialized treatment will help him give up addiction

HOW DO WE IDENTIFY AN ADDICT EMPLOYEE Here is a list of indicators  Frequent unscheduled absence for 4-5 days o Absence on Mondays/Fridays:Absence immediately after holidays contd…….

Absenteeism contd…. Difficulty in giving reasons for absence Difficulty in giving reasons for absence Higher absenteeism rate than other employees for fever, stomach ache, etc Higher absenteeism rate than other employees for fever, stomach ache, etc Excessive sick leave Excessive sick leave

ON THE JOB ABSENTEEISM Coming to work late Coming to work late Leaving workplace early Leaving workplace early Frequent visits to toilet Frequent visits to toilet Complaining frequently of headache, stomach pain, fever, inability to work(frequent visits to the dispensary) Complaining frequently of headache, stomach pain, fever, inability to work(frequent visits to the dispensary) Unable to keep awake during night shifts Unable to keep awake during night shifts

LOWERED JOB EFFECIENCY Decreasing efficiency as compared to past performance Decreasing efficiency as compared to past performance Missing deadlines Missing deadlines Frequent mistakes due to poor judgment Frequent mistakes due to poor judgment Complaints from customers or other co- workers for being irritable Complaints from customers or other co- workers for being irritable Erratic job performance Erratic job performance

HIGH ACCIDENT RATE Accidents on the job Accidents on the job Accidents off the job Accidents off the job

DIFFICULTY IN CONCENTRATION Unable to remain alert, functions in a sloppy manner Unable to remain alert, functions in a sloppy manner Takes more time and effort to perform due to increased fatigue Takes more time and effort to perform due to increased fatigue Difficulty in recalling instruction / details Difficulty in recalling instruction / details

POOR INTER PERSONAL RELATIONSHIPS Defies authority Defies authority Over reacts to criticism Over reacts to criticism Complaints from colleagues— “difficult to get along with” Complaints from colleagues— “difficult to get along with” Begins to avoid colleagues Begins to avoid colleagues

OTHER INDICATORS Shabby appearance Shabby appearance Highly irritable Highly irritable Withdrawn and preoccupied Withdrawn and preoccupied Taking all loans / borrows money from other employees Taking all loans / borrows money from other employees Ignores rules and regulations—dress codes,etc. all Ignores rules and regulations—dress codes,etc. all Does not take care of machinery / tools Does not take care of machinery / tools

GUIDELINES FOR SUPERVISORS/LEADERS Avoid diagnosing the problem. Focus attention only on poor job performance. Do not state that drinking could be the problem Avoid diagnosing the problem. Focus attention only on poor job performance. Do not state that drinking could be the problem Talk about his drinking only if it happens on the job or he reports to work obviously drunk. Talk about his drinking only if it happens on the job or he reports to work obviously drunk. Avoid giving advice. The employee will not generally accept that he has a problem. Understand that alcoholism is a disease and help has to be given in the form a treatment Avoid giving advice. The employee will not generally accept that he has a problem. Understand that alcoholism is a disease and help has to be given in the form a treatmentcontd….

GUIDELINES (contd.) Avoid covering up as a friend.Do not take over other employee’s responsibilities. This will lead to delay in his seeking help Avoid covering up as a friend.Do not take over other employee’s responsibilities. This will lead to delay in his seeking help Avoid being trapped by the addict employee’s sympathy evoking tactics Avoid being trapped by the addict employee’s sympathy evoking tactics Avoid loosing temper.It does not help. It only deteriorates relationships Avoid loosing temper.It does not help. It only deteriorates relationships Avoid publicizing about the alcoholic employee.Maintain all details in strict confidence Avoid publicizing about the alcoholic employee.Maintain all details in strict confidence

TAKE ACTION---- HE NEEDS TREATMENT

SPECIFIC METHODS TO DEAL WITH AN ADDICT EMPLOYEE  Prepare a detailed report on employee’s job performance deficiencies. This should include  Specific dates absent or leave taken  Specific deadlines missed  Errors in work

Methods (contd) Discuss the situation with the employee— focus only on the employee’s deteriorating job performance and your feelings about it Discuss the situation with the employee— focus only on the employee’s deteriorating job performance and your feelings about it State your expectations clearly State your expectations clearly Watch for changes----if job performance improves, no further action needs to be taken. If performance does not improve its time for some action Watch for changes----if job performance improves, no further action needs to be taken. If performance does not improve its time for some action

REFERRING AN ADDICT EMPLOYEE TO TREATMENT— MANAGER’S BENEFIT You need not tolerate or put up with such employees You need not tolerate or put up with such employees You can make addict employees productive employees You can make addict employees productive employees You can experience improved morale in the department. So you can enjoy work environment You can experience improved morale in the department. So you can enjoy work environment

Guidelines for getting the best out of employees after treatment Encourage and ensure that the employee goes regularly for follow ups to the treatment center Encourage and ensure that the employee goes regularly for follow ups to the treatment center If job performance continues to be poor or declines after awhile, contact the treatment center immediately.

DOUBTS THAT MAY COME YOUR WAY How should I treat the employee on his return from the treatment center—Treat him just as anyone recovering from any other disease How should I treat the employee on his return from the treatment center—Treat him just as anyone recovering from any other disease Should I monitor the employee always— Monitor only his job performance not his activities Should I monitor the employee always— Monitor only his job performance not his activities How would I know if he is doing well—If he is not using his job performance will improve How would I know if he is doing well—If he is not using his job performance will improve

Doubts(contd…) What kind of an environment is needed to promote recovery of the addict employee? Provide support and encouragement. Avoid discussing the past, focus on the present What kind of an environment is needed to promote recovery of the addict employee? Provide support and encouragement. Avoid discussing the past, focus on the present What do I do if the employee starts using again? What do I do if the employee starts using again? Initially refer him to the personal department who in turn will refer him back to the treatment center contd………

DOUBTS (CONTD…) What about supervisors? Don’t we have such problems amongst supervisors? What about supervisors? Don’t we have such problems amongst supervisors? Addiction can develop in any person at any level Addiction can develop in any person at any level

DETERIORATING PATTERN OF JOB PERFORMANCE IN SUPERVISORS Often issues conflicting instructions to employees Often issues conflicting instructions to employees Fails to coordinate schedules Fails to coordinate schedules Gets subordinate to fill in and cover up responsibilities Gets subordinate to fill in and cover up responsibilities Submits incomplete reports and data Submits incomplete reports and data Uses employees skill and time inefficiently Uses employees skill and time inefficiently

A TREATMNET CENTER FOR ADDICTION RAJARHAT DISHA REHABILITATION CENTRE is a pioneer, voluntary non profit organisation dedicated to the treatment and rehabilitation of people addicted to alcohol and drugs The center offers a comprehensive treatment programme wherein both medical and psychological therapy are provide by a team of professionals

THE TREATMENT PROGRAMME INCLUDES Detoxification Intensive psychological therapy and family therapy programme. Individual counselling Follow-up