Deal with work, personal problems and challenges that will affect job performance;
Improve productivity and work efficiency;
Reduce work accidents;
Reduce absenteeism and employee turnover;
Strengthen the cooperative relationship between employees;
Managing accident risks;
Attract and retain employees;
Reduce employee complaints;
Help solve the problem of addiction;
Improve staff morale and enthusiasm;
Provide management tools for performance analysis and improvement;
Show a caring attitude towards employees;
Help line managers to identify and solve employees' problems.
Development of EPA in China
Psychological introduction: EAP is still a new thing for most enterprises in China. In China, only a few foreign companies and China Mobile.
Two pieces of sad news in Weibo attracted public attention.
First, two Foxconn employees fought for the internal newspaper "Foxconn Man", then one gathered his accomplices and stabbed the other four times to death.
Another news is that DJ Yiyang of Hubei Xiantao Radio released the last Weibo in Weibo: "I have a headache now, and I just dialed the last call. I should be able to leave safely. I left in a hurry this time, that's all. You don't have to think about me. " Later, a colleague confirmed in Weibo that DJ Yiyang committed suicide by taking sleeping pills, and the rescue was invalid.
The dead are gone, but these realities make us have to think: Why? Why do colleagues have extremely violent incidents because of a newspaper, and why do seemingly enviable DJs choose to commit suicide-is there something wrong with employees' psychology or corporate culture? How can we prevent these problems from being delayed before they happen?
"Ant tribe" was forced to lift weights
In 2008, when China's per capita GDP exceeded 3,000 dollars, it entered the road of well-off life from the stage of food and clothing, bid farewell to the "physical age" to meet its own survival needs, and began to pay attention to love, belonging, trust, self-success and even self-realization in the rich stage, which we called "spiritual age". In this social transformation period, both organizations and individuals will face all kinds of challenges, followed by all kinds of troubles and pressures. In the "hardest hit area" of mental and psychological disorders, besides the blue-collar workers whose lives are monotonous and boring, urban white-collar workers also have many problems.
A survey on the mental health status of 77 professional people in six provinces and cities in China13/kloc-0 shows that the anxiety and depression of professional people in China are serious, with mild, moderate and severe depression accounting for 25.60%, 23.52% and 1.58% respectively.
China Youth Daily reported that 600,000 people in China die of karoshi every year, surpassing Japan to become the largest country in karoshi. This means that about 1600 people die of diseases caused by fatigue every day. Hao Bin, a stress management expert specially appointed by Beijing Youth Stress Management Service Center, told reporters that "karoshi" is an inevitable problem in the period of rapid social development, but it can be prevented.
According to the data from the Psychological Counseling Center of West China Hospital, the occupational population accounts for the largest proportion (30%), and teachers, doctors, civil servants, corporate managers, police and service industry employees are all high-risk groups.
The mental and psychological state of employees directly affects their individual and team work enthusiasm, and can indirectly or even directly affect the performance of enterprises. So, how can we prevent employees from having problems before they happen?
As a result, more and more large enterprises, especially Fortune 500 enterprises, began to introduce EAP in order to pay attention to the mental state of employees and provide psychological maintenance for professionals.
For most domestic enterprises, EAP is still a new thing, and only some foreign-funded enterprises in China, as well as a few large enterprises such as China Mobile and State Grid, are trying, but there is no doubt that EAP will play an increasingly important role in the future on an increasing scale.
At the media salon of "Communication, Understanding, Caring and Promoting Mental Health" sponsored by China Health Education Center and the Press and Publicity Center of the Ministry of Health, Dr. Zhu Zhuohong, an associate researcher at the Institute of Psychology of Chinese Academy of Sciences, Li Yonghua, director of China EAP Alliance and an internationally certified EA P consultant, and other experts explained past lives of EA P in detail.
Backbone under heavy pressure
EAP is EMPLOYEE ASSISTANCE PROGRAMS in English, which translates to "employee assistance plan". To put it simply, enterprises solve the social, psychological, economic and health problems of employees by providing services such as diagnosis, consultation and consultancy, and eliminate the troubles of employees in all aspects, so as to prevent problems and improve the quality of work and life of employees.
Although EAP was formed in 1930s and 1940s, it was not until the end of 1980s that the relationship between occupational stress and health was put forward, and the concept of positive psychology appeared in 2000. In 2002, former US President Professor Luthans put forward the concept of psychological capital in an article, mainly putting forward the core concept of positive psychology. He believes that positive psychology can make people feel happy, make us full of hope, improve our work performance and make life more meaningful.
More and more Fortune 500 companies begin to introduce EA P services or adopt EAP mechanism internally, such as Hewlett-Packard and IBM, and their China companies also adopt EAP services. Psychologists generally believe that if EAP system can be popularized in enterprises, it will better protect those social backbones who suffer from various pressures in their careers, thus promoting social development more actively.
Can you keep my secret?
When do you need EAP? For example, in the 2008 economic crisis, large-scale layoffs were needed. There are also some crises, such as suicide, which require some people to intervene and are difficult to solve by their own companies.
Many times, enterprises really need a neutral and professional third party to help them solve these problems. Li Yonghua, director of China EAP Alliance and internationally certified EAP consultant, admitted that he had been calling for help since Foxconn 13 jumped off a building in 2008. The purpose of these bosses is simple: they don't want similar suicides in enterprises.
But this may cause a concern of employees-people invited by the company help me consult. Can they keep my secret?
EAP companies must first communicate with business owners. What companies need to know is the tendency of groups or employees, not what people are thinking. In fact, a professional EAP company will not inform the company of employees' specific ideas, and it must have the premise of protecting privacy, unless, of course, employees' actions or ideas have endangered their own or others' lives.
Difficulties in EAP development
The development of EAP in China began in the early 1990s. At that time, it was discovered that Hewlett-Packard Company began to invite experts to the company to do some EAP research. At that time, there was no real EAP company in China. In 200 1 year, Lenovo began to provide EA P services within Lenovo, which is the first case in which domestic enterprises began to provide EAP services to employees.
In 2004, the EAP project of Shanghai Xuhui District People's Government was officially launched, and EAP finally entered government agencies. The concept of EAP has gradually become popular in China. After 2006, China government began to propose to build a harmonious society, and the development momentum of EAP became more and more fierce.
Although there are pathfinders, the development of EAP in China is still in its infancy. According to Dr. Zhu Zhuohong, an associate researcher at the Institute of Psychology, Chinese Academy of Sciences, the existing problems are as follows: First, the positioning is unclear, which is different from the overseas EA P measurement results; Second, certification is only the service of psychological counselors or psychological counselors, and there is no certification of EAP services, so people who do EAP services are mixed; Another difficulty is related to the traditional culture of China. The old traditional ideas will discriminate against people with mental illness, even those who are "out of line" ideologically, so many people are unwilling to receive psychological counseling, and even more unwilling to see a doctor in a psychiatric department. In China, EAP is easily confused with "ideological and political work".
More crucially, the service effect of EAP will lag behind 1-2 years, and many of them are intangible, so it is not easy to directly evaluate by work performance or the growth of output value in these two years. Enterprises will put a big question mark on whether EAP projects introduced with money are worth it. Even enterprises that introduce EA P may not be able to implement it completely. Some business owners may only care about "identification of problem employees", but in fact EAP also contains a broader content space such as how to improve managers' emotional intelligence.
In the period of social transformation, the changes and challenges faced by enterprises in China are more complicated than ever before. In addition, China is an educational model with obvious maternal cultural characteristics. People in China attach the most importance to interpersonal relationships. Once there is a problem in interpersonal relationship, the mental state of employees and the performance of the company will be "out of order". EAP, which started with humanistic care, is no different from the "spiritual welfare" provided by the company to employees and their families (some EAP projects cover their families). How to slow down the pace of employees, let the soul keep up, and optimize the relationship between individuals and families, individuals and others, individuals and organizations requires enterprises to invest more power.
The Realistic Challenges Faced by Enterprises in China
1 The labor cost is testing the manufacturing in China, and the contradiction between labor and capital is getting worse.
On the one hand, enterprises need change, but on the other hand, they also need harmony. If it is not handled properly, even if it is laid off or closed down, it will have many negative effects.
The increasing pressure of work and life has caused a lot of psychological pressure and risks.
Enterprises grow rapidly, but excellent managers need time to cultivate.
The new generation has become the mainstream of the workplace Adaptation and development are the way they should go, but the path is vague, the goal is empty and the steps are difficult.
Safety accidents and occupational disasters caused by employees' mental and psychological problems will cause greater losses.
The internationalization trend of enterprises is developing day by day, and cross-cultural integration and cooperation have become very important, which is a new topic.
-The 7th China International Forum on Enterprise Psychological Services.