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EXPLORING COMPANY WELFARE

EXPLORING COMPANY WELFARE A brief background to the historical context of welfare in theworkplace is provided and current attitudes amongst UK companies in theprivate sector are explored. It is argued that both the link withpersonnel and prevailing social and economic theories have had a directbearing on the status of welfare provision. From the research, currentstyles of welfare provision are examined, falling roughly into threecategories 1 informal assistance through management 2 specialistprovision, either in the health facility or in its own right and 3external counselling services, including independent consultancies andpsychiatrists and psychoanalysts. Few organisations, however, offer thecomplete range of skills and services related to general welfare needs,and UK companies are not making use of those that do exist. As personnelmanagers choose to marginalise their welfare role and maximise theircontribution to supporting management needs they are distancingthemselves not only from that role but also from the employees. Waysmust be found of establishing an approach to company welfare compatiblewith the needs of society in the 1990s. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Employee Counselling Today Emerald Publishing

EXPLORING COMPANY WELFARE

Employee Counselling Today , Volume 3 (3): 6 – Mar 1, 1991

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Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
0955-8217
DOI
10.1108/13665629110136893
Publisher site
See Article on Publisher Site

Abstract

A brief background to the historical context of welfare in theworkplace is provided and current attitudes amongst UK companies in theprivate sector are explored. It is argued that both the link withpersonnel and prevailing social and economic theories have had a directbearing on the status of welfare provision. From the research, currentstyles of welfare provision are examined, falling roughly into threecategories 1 informal assistance through management 2 specialistprovision, either in the health facility or in its own right and 3external counselling services, including independent consultancies andpsychiatrists and psychoanalysts. Few organisations, however, offer thecomplete range of skills and services related to general welfare needs,and UK companies are not making use of those that do exist. As personnelmanagers choose to marginalise their welfare role and maximise theircontribution to supporting management needs they are distancingthemselves not only from that role but also from the employees. Waysmust be found of establishing an approach to company welfare compatiblewith the needs of society in the 1990s.

Journal

Employee Counselling TodayEmerald Publishing

Published: Mar 1, 1991

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