According to the American Cancer Society, tobacco use is the single largest preventable cause of disease and premature death in the United States. Each year smoking accounts for about 443,000 premature deaths and about 49,400 non-smokers die as a result of exposure to secondhand smoke. However, 43.8 million Americans – nearly 1 in every 5 adults – still smoke cigarettes. It turns out that a majority of adult smokers say they want to quit; though without help, few succeed.
To be truly effective in managing conflict you must be able to understand what it is the person in conflict is trying to communicate. However, your perception of a situation largely impacts how you understand and interpret another person’s communication. Perception, sometimes described by phrases such as “world view” or “our mind’s eye,” is a process everyone experiences. Physiological, cultural, social, occupational, and self-concept aspects can all influence your perception.
Mental illness is a difficult issue to address within the workplace, and it becomes even more challenging when it is left unaddressed. Although an estimated 25 percent of Americans will experience a mental disorder in any given year, less than one-third of adults receive treatment for their disorder. Many organizations utilize an Employee Assistance Program (EAP) to address these issues; however, there is often a stigma associated with mental illness. Misconceptions about mental illness often contribute to the stigma, which leads many people to be ashamed and prevents them from seeking help.
A company’s workforce is its most valuable asset, and employee morale, engagement and productivity often form the glue that holds a business together. However, a recent Gallup survey found that 70% of American workers are either unengaged or actively disengaged in their work leaving them emotionally disconnected and unproductive. The survey also found that this lack of engagement and productivity has been estimated to cost U.S. companies up to $550 billion each year. These alarming statistics should prompt many managers to ask: how can we better inspire our employees?
What does it mean to be a supervisor? One dictionary defines the word supervisor as, “an individual who directs the work of others.” Of course, there is so much more to effective supervision. Initially, employees should be selected who are a good fit for your organization. Next, it is crucial to give them the tools and training they need to do the job. The working relationship that you establish between yourself and your employees, however, is really the foundation of supervisory excellence.
Designed as a resource for both the employer and the employee, Employee Assistance Program (EAP) services support a healthy, productive, and successful workforce. EAPs support employees and their families before, during and after daily struggles by providing expert guidance, information, intervention and referrals. By providing employees with the peace of mind they need in their personal lives, EAPs allow them to concentrate more effectively during their working day.
Discussing politics is an unprecedented judgment vehicle that too often is considered a menace to one particular venue—the workplace. Inundated with a surplus of political shows, articles, expert opinions, and editorials, we have succumbed to political discussions that often reveal more than we intend. In a society that alerts us to safeguard our privacy, discussing politics is a severe anomaly. It is an offering of our true beliefs and values; it delineates our stubborn habits and clarifies our code of living.
Few people like changes, especially if it is imposed upon them. When changes are imminent, rumors and misinformation run rampant. The stress caused by these times of uncertainty results in loss of motivation and productivity. There is tremendous stress on employees due to lack of information. Obviously, the most tension reducing approach is to keep employees informed every step of the way.
According to a recent poll conducted by Workplace Options, 65% of respondents indicated that they have experienced a conflict in the workplace. Additionally, 56% of those surveyed cited personality conflicts as the biggest source of workplace conflicts, while 52% of workers cited poor communication as the source. Surprisingly, 35% of workers indicated that their employers do not have a formal complaint process implemented for workplace conflict.
Emotional intelligence is described as a person’s ability to recognize and understand emotions in themself and others, and their ability to use this awareness to manage relationships. It affects how we manage behavior, navigate social complexities, and make personal decisions that achieve positive results. In times of turbulence and uncertainty, managers have to increasingly rely on emotional intelligence in order to deal more effectively and successfully with employees.