This document discusses various causes of stress for employees, including high blood pressure, nervousness, worry, inability to relax, alcohol use, sleep problems, attitudes, feelings of inability to cope, and emotional instability. It also lists job-related stressors such as new work procedures, work overload, deadlines, poor supervision, differences between company and employee values, frustration, and role ambiguity. Finally, it provides guidance on counseling employees, communicating rules clearly, ensuring privacy and consistency in disciplinary actions, and considering an employee's record and circumstances carefully before punishing them.

1. 1. HIGH BLOOD PRESSURE.
2. NERVOUSNESS AND TENSION.
3. CHRONIC WORRY
4. INABILITY TO RELAX.
5. EXCESSIVE USE OF ALCOHOL
6. PROBLEMS OF SLEEP
7.UNCOOPERATIVE ATTITUDES
8.FEELINGS OF INABILITY TO COPE.
9. EMOTIONAL INSTABILITY
10.DIGESTIVE PROBLEMS.

2. 1. NEW WORK PROCEDURES
2. WORK OVERLOAD
3. TIME DEADLINES
4. POOR QUALITY OF SUPERVISION
5. DIFFERENCES BETWEEN COMPANY
AND EMPLOYEES VALUES
6. FRUSTRATION
7. ROLE OF AMBIGUITY

3. EMPLOYEES
 FEELING INSECURE ABOUT
REQUIREMENTS.
 THE RISK REQUIRED BY GETTING A
PROMOTION
 FEELING UNSTABLE IN JOB
-KEITH DAVIS

4. 1. ADVICE – THIS IS THE ACT OF TELLING A
PERSON WHAT YOU THINK SHOULD BE
DONE.
2. REASSURANCE – THE AIM IS TO GIVE THE
EMPLOYEE COURAGE AND
CONFIDENCETO FACE A PROBLEM AND
THAT COUNSELEE IS PURSUING A
SUITABLE COURSE OF ACTION.

5. 3. COMMUNICATION – COUNSELING CAN BE
IMPROVE BOTH UPWARD AND DOWNWARD
COMMUNICATION.
4. THE UPWARD DIRECTION ENABLES THE
EMPLOYEES TO EXPRESS THEIR FEELINGS TO
MANAGEMENT.
5. THE COUNSELORS JOB IS TO DETERMINE
EMOTIONAL PROBLEMS TO TOP
MANGAMENT. THEY ALSO INTERPRET
COMPANY ACTIVITIES TO EMPLOYEES SO
THEY DISCUSSPROBLEMS RELATED TO
THESE IN DOWNWARD COMMUNICATION.

6. 6. RELEASE OF EMOTIONAL TENSIONS – THIS
IS AN IMPORTANT FUNCTION OF NEARLY
ALL CONSELING.THE REALEASE IS
CALLED EMOTIONAL CATHARSIS.
7. CLARIFIED THINKING – THIS IS THE
PROCESS OF ENCOURAGING MORE
COHERENT AND RATIONAL.
8. REORIENTAION – THIS FUNCTION OF
COUNSELING ENCOURAGES AN
INTERNAL CHANGE IN BASIC GOALS AND
VALUES.

7. - THE CIVIL SERVICE RULES AND
REGULATIONS IN GOVERNMENT OFFICES
MAYBE USED AS A REFERENCE OR GUIDE IN
THE FORMATION OF REGULATIONS,
IMPOSITION OF PUSNISHMENT AND
DISCIPLINARY ACTION. HOWEVER, PRIVATE
AGENCIES MAY FIND GOVERNMENT
REGUALTION TOO SLOW OR INADEQUATE IN
ACHIEVING THE GOALS OF A PRIVATE
COMPANY.THIS SO BECAUSE GOVERNMENT
AGENCIES PRINCIPALLY ARE MOTIVATED BY
THE SENSE OF PUBLIC SERVICE AND NOT
NECESSARILY THE NEED FOR PROFIT.

8. IT SHOULD CONDEMN THE EMPLOYEES
WRONGFUL ACT NOT THE EMPLOYEE AS
A PERSON. THIS COULD AVOID
RESENTMENT,GRUDGES, PERSONAL
ANIMOSITY AND VINDICTIVENESS.THE
DISCIPLINARY ACTION SHOULD BE
RELATED TO THE MISCONDUCT AND
APPLIED AS SOON AS THE
CIRCUMSTANCES SURROUNDING THE
VIOLATION OF THE RULES ARE FOUND
OUT.

9. 1. COMMUNICATE RULES
2. BE SURE OF FACTS
3. ASURE THE PRIVACY OF THE
DISCIPLINARY ACTION
4. BE PROMPT
-BY BOYD

10. 5. BE CONSISTENT BUT NOT RIGID IN
ENFORCING RULES.
6. AVOID ENTRAPMENT
7. AVOI DOUBLE JEOPARDY
8. DO NOT USE DEMOTION AS A PENALTY
9. RESTORE OR DEVELOP THE NORMAL
REALATIONSHIP WITH THE EMPLOYEE
AS QUICKLY AS POSSIBLE AFTER
PUNISHMENT.
10. REMEMBER TO GIVE CREDIT.
-BY BOYD

11. 1. ORAL WARNING
2. WRITTEN WARNING
3. DISCIPLINARY LAYOFF
4. DISCHARGE

12. 1. IS THE EMPLOYEE GUILTY OF THE OFFENCE?
2. WHAT IS THE PAST RECORD OF THE EMPLOYEE
3. DO I HAVE ALL THE FACTS THAT BEAR IN THIS
TITUATIONS?
4. HAS THE EMPLOYEE BEEN GIVEN REASONABLE CHANCE
TO IMPROVE HIMSELF?
5. WHAT ACTIONS HAVE BEEN TAKEN IN SIMILAR CASES?
6. TO WHAT EXTENT SHOULD THE EMPLOYEE BE PUNISHED?
7. WHAT EFFECTS WILL THIS ACTION HAVE TO THE REST OF
THE DEPARTMENT?
8. WHEN WAS THE EMPLOYEE GIVEN A FAIR WARNING OF
THE SUSPENSIONS OR OF HIS MISCONDUCT?
9. SHOULD I CONSULT ANYONE ELSE BEFORE TAKING THE
ACTION?