ADDICTION

A Social MenaceA Social Menace

PROBLEMS FACED

Unpredictable absenteeism upsetting Unpredictable absenteeism upsetting company’s planscompany’s plans

Deteriorating discipline in the organisationDeteriorating discipline in the organisation Company imageCompany image Accident leaving an unpleasant impactAccident leaving an unpleasant impact Poor production quality having a direct Poor production quality having a direct

impact on the personnel turn overimpact on the personnel turn over

WHY DO THESE PROBLEMS ARISE

POSSIBLY DUE TO ADDICTION/ POSSIBLY DUE TO ADDICTION/ ALCOHOLISMALCOHOLISM

WHO IS AN ADDICT/ALCOHOLIC

An Addict/Alcoholic is one whose uncontrolled An Addict/Alcoholic is one whose uncontrolled drinking/using creates problems in all areas of drinking/using creates problems in all areas of his life including workplace and inspite of all his life including workplace and inspite of all

these he continues usingthese he continues using

CAN WE DO SOMETHING ABOUT SUCH AN EMPLOYEE

YES WE CAN! YES WE CAN!

Medical Research has shown that Medical Research has shown that ADDICTION IS A DISEASE and ADDICTION IS A DISEASE and specialized treatment will help him specialized treatment will help him

give up addiction give up addiction

HOW DO WE IDENTIFY AN ADDICT EMPLOYEE

Here is a list of indicatorsHere is a list of indicatorsFrequent unscheduled absence for Frequent unscheduled absence for

4-5 days4-5 daysoAbsence on Absence on

Mondays/Fridays:Absence Mondays/Fridays:Absence immediately after holidaysimmediately after holidays

contd…….contd…….

Absenteeism contd….

Difficulty in giving reasons for absenceDifficulty in giving reasons for absence

Higher absenteeism rate than other Higher absenteeism rate than other employees for fever, stomach ache, etcemployees for fever, stomach ache, etc

Excessive sick leaveExcessive sick leave

ON THE JOB ABSENTEEISM

Coming to work lateComing to work late Leaving workplace earlyLeaving workplace early Frequent visits to toiletFrequent visits to toilet Complaining frequently of headache, Complaining frequently of headache,

stomach pain, fever, inability to stomach pain, fever, inability to work(frequent visits to the dispensary)work(frequent visits to the dispensary)

Unable to keep awake during night shiftsUnable to keep awake during night shifts

LOWERED JOB EFFECIENCY

Decreasing efficiency as compared to past Decreasing efficiency as compared to past performanceperformance

Missing deadlinesMissing deadlines Frequent mistakes due to poor judgmentFrequent mistakes due to poor judgment Complaints from customers or other co-Complaints from customers or other co-

workers for being irritableworkers for being irritable Erratic job performanceErratic job performance

HIGH ACCIDENT RATE

Accidents on the jobAccidents on the job

Accidents off the jobAccidents off the job

DIFFICULTY IN CONCENTRATION

Unable to remain alert, functions in a Unable to remain alert, functions in a sloppy mannersloppy manner

Takes more time and effort to perform due Takes more time and effort to perform due to increased fatigueto increased fatigue

Difficulty in recalling instruction / detailsDifficulty in recalling instruction / details

POOR INTER PERSONAL RELATIONSHIPS

Defies authorityDefies authority

Over reacts to criticismOver reacts to criticism

Complaints from colleagues— “difficult to get Complaints from colleagues— “difficult to get along with”along with”

Begins to avoid colleaguesBegins to avoid colleagues

OTHER INDICATORS

Shabby appearanceShabby appearance Highly irritableHighly irritable Withdrawn and preoccupiedWithdrawn and preoccupied Taking all loans / borrows money from other Taking all loans / borrows money from other

employeesemployees Ignores rules and regulations—dress codes,etc. Ignores rules and regulations—dress codes,etc.

allall Does not take care of machinery / toolsDoes not take care of machinery / tools

GUIDELINES FOR SUPERVISORS/LEADERS

Avoid diagnosing the problem. Focus attention Avoid diagnosing the problem. Focus attention only on poor job performance. Do not state that only on poor job performance. Do not state that drinking could be the problemdrinking could be the problem

Talk about his drinking only if it happens on the Talk about his drinking only if it happens on the job or he reports to work obviously drunk.job or he reports to work obviously drunk.

Avoid giving advice. The employee will not Avoid giving advice. The employee will not generally accept that he has a problem. generally accept that he has a problem. Understand that alcoholism is a disease and help Understand that alcoholism is a disease and help has to be given in the form a treatmenthas to be given in the form a treatment

contd….contd….

GUIDELINES (contd.)

Avoid covering up as a friend.Do not take over other Avoid covering up as a friend.Do not take over other employee’s responsibilities. This will lead to delay in his employee’s responsibilities. This will lead to delay in his seeking helpseeking help

Avoid being trapped by the addict employee’s sympathy Avoid being trapped by the addict employee’s sympathy evoking tacticsevoking tactics

Avoid loosing temper.It does not help. It only deteriorates Avoid loosing temper.It does not help. It only deteriorates relationshipsrelationships

Avoid publicizing about the alcoholic employee.Maintain Avoid publicizing about the alcoholic employee.Maintain all details in strict confidenceall details in strict confidence

TAKE ACTION----

HE NEEDS TREATMENTHE NEEDS TREATMENT

SPECIFIC METHODS TO DEAL WITH AN ADDICT EMPLOYEE

Prepare a detailed report on employee’s Prepare a detailed report on employee’s job performance deficiencies. This should job performance deficiencies. This should includeinclude

Specific dates absent or leave takenSpecific dates absent or leave taken Specific deadlines missedSpecific deadlines missed Errors in workErrors in work

Methods (contd) Discuss the situation with the employee—Discuss the situation with the employee—

focus only on the employee’s deteriorating focus only on the employee’s deteriorating job performance and your feelings about itjob performance and your feelings about it

State your expectations clearlyState your expectations clearly Watch for changes----if job performance Watch for changes----if job performance

improves, no further action needs to be improves, no further action needs to be taken. If performance does not improve its taken. If performance does not improve its time for some actiontime for some action

REFERRING AN ADDICT EMPLOYEE TO TREATMENT—MANAGER’S BENEFIT You need not tolerate or put up with such You need not tolerate or put up with such

employeesemployees You can make addict employees productive You can make addict employees productive

employeesemployees You can experience improved morale in the You can experience improved morale in the

department. So you can enjoy work environmentdepartment. So you can enjoy work environment

Guidelines for getting the best out of employees after treatment

Encourage and ensure that the employee goes Encourage and ensure that the employee goes regularly for follow ups to the treatment regularly for follow ups to the treatment center 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 How should I treat the employee on his

return from the treatment center—Treat him return from the treatment center—Treat him just as anyone recovering from any other just as anyone recovering from any other diseasedisease

Should I monitor the employee always—Should I monitor the employee always—Monitor only his job performance not his Monitor only his job performance not his activitiesactivities

How would I know if he is doing well—If How would I know if he is doing well—If he is not using his job performance will he is not using his job performance will improveimprove

Doubts(contd…) What kind of an environment is needed to What kind of an environment is needed to

promote recovery of the addict employee? promote recovery of the addict employee? Provide support and encouragement. Avoid Provide support and encouragement. Avoid discussing the past, focus on the presentdiscussing the past, focus on the present

What do I do if the employee starts using What do I do if the employee starts using again?again?

Initially refer him to the personal department Initially refer him to the personal department who in turn will refer him back to the who in turn will refer him back to the treatment centertreatment center

contd………contd………

DOUBTS (CONTD…) What about supervisors? Don’t we have such What about supervisors? Don’t we have such

problems amongst supervisors?problems amongst supervisors?

Addiction can develop in any person at any Addiction can develop in any person at any levellevel

DETERIORATING PATTERN OF JOB PERFORMANCE IN SUPERVISORS

Often issues conflicting instructions to Often issues conflicting instructions to employeesemployees

Fails to coordinate schedulesFails to coordinate schedules Gets subordinate to fill in and cover up Gets subordinate to fill in and cover up

responsibilitiesresponsibilities Submits incomplete reports and dataSubmits incomplete reports and data Uses employees skill and time inefficientlyUses employees skill and time inefficiently

A TREATMNET CENTER FOR ADDICTION

RAJARHAT DISHA REHABILITATION RAJARHAT DISHA REHABILITATION CENTRE is a pioneer, voluntary non profit CENTRE is a pioneer, voluntary non profit organisation dedicated to the treatment and organisation dedicated to the treatment and

rehabilitation of people addicted to alcohol and rehabilitation of people addicted to alcohol and drugs drugs

The center offers a comprehensive treatment The center offers a comprehensive treatment programme wherein both medical and programme wherein both medical and

psychological therapy are provide by a team of psychological therapy are provide by a team of professionalsprofessionals

THE TREATMENT PROGRAMME INCLUDES

Detoxification

Intensive psychological therapy and family therapy programme.

Individual counselling

Follow-up