Many people have an unwritten belief that success leads to happiness. This opinion is absolutely differs from the psychologists’ research proving that happiness helps us to become successful. Many questionnaires and researches show that the person in a good mood can do many things leading to his own success:

1. Feel healthier. The psychologist after many experiments say that people in a good mood are less given too pain. They prolong their lives in such a way.
2. Talk to other people. The people in a good mood talk to other with pleasure. He is always ready to help or just communicate. So many problems can be solved.
3. Practice different activities. Happy people like sports and active vacations.
4. Help others. If you feel yourself happy you are always ready to help someone, to make him happier too.
5. Be more creative. The ideas of people in a positive mood are as a rule more creative and flexible. They work in a team more effectively and solve the problems easily.
6. Resolve conflicts. People in a good mood didn’t interpret the conflicts as too complicated situation. They can find the way out without any problems.
7. Attribute success to their own skills. Good moods improve people’s self-efficacy.

Analyzing all these items you see that happy people implement their good features. Their skills are more evident for others. So being in good mood is a guarantee of success.
But how we can become happier if we have some problems and don’t feel so? It’s simple! First convict yourself that happiness will lead you to success. Believe in it and it will for sure. The second step is lifestyle and atmosphere where you live. Make your room more positive, open the windows often. Make your surroundings happier. Practice sports or other activities, create the hobby and share you interests with other people. After it you’ll feel better and happier that will help you to each success.

We are in the unique position to be able to offer your company an employee survey to determine your organization’s need for an Employee Assistance Program.

Your company’s survival may depend on it.

Come visit our store at cafepress.com

• Employee Assistance Programs
• EAP Policy and Program Development
• Alternate Dispute Resolution and Mediation
• Drugfree Workplace Policy and Program Development
• DOT Approved Drug & Alcohol Assessments and Training
• FAA Approved Drug & Alcohol Assessments and Training
• Behavioral Risk Management Consulting
• Critical Incidence Stress Debriefing
• Workplace Violence Prevention Policy and Training
• Workplace Violence Prevention Program Development
• Employee Wellness Training Programs
• Burnout Prevention Training Programs
• Sexual Harassment Policy & Training Program
• Personnel Policy Review & Recommendation
• EA Program Review and Evaluation
• Team Building Training and Consultation
• Pre-Employment Screening Services
• Personality Testing Prior to Promotions
• Outplacement Services & Consulting
• EXECUTIVE COACHING
• Specializing in small to medium size businesses

Alcohol, drug abuse, stress, divorce, mental illness, bankruptcy, grief, suicide…these are familiar terms, but somehow, meaningless it happens to us or someone close to us. And, yet the chances that any individual can navigate life from birth to death without facing serious personal challenges are virtually zero. If it were possible for employees to separate their personal problems from their work life, or for employers to ensure that individual productivity was unaffected by personal situations, there would be no need for employee assistance programs. However, the simple fact is that problems affect people, and people affect productivity. As an example, this translates into: 70% of those who reported using drugs are employed; 10 million employed people are currently users of illicit drugs.

Despite ambiguity on what constitutes cost effectiveness, it is clear from various company results that employee assistance programs more than pay for themselves. Subjectively, there is no way to place a monetary value on a job saved, a family put back together, the gratitude of the employee helped, or avoiding the loss of a life. These are not part of any annual report, but these are a very real and satisfying return from loss to an organization. Managed properly, an EAP will prove to be a positive influence on labor-management relationships, employee turnover, productivity and the sense of identity between employee and employer.

NOTE: The above has been quoted from EAPA’s Theory and Operation pamphlet

Additional benefits to your organization of an Employee Assistance Program (EAP):

• Decrease in Workers Compensation Claims.
• Decrease in Health Insurance Exposure & Experience.
• Decrease in Absenteeism & Tardiness.
• Increase in Employee Productivity.
• Increase in Supervisory Effectiveness.
• Retention of Valued Employees.
• Cost Containment of Insurance Claims.
• Proven Return on Investment.

More than 70% of all Fortune 500 companies have implemented Employee Assistance Programs. Firestone Tire and Rubber estimated EAP savings of $1.7 million or $2,350 per person involved. United Airlines reported a return of $16.35 for every dollar invested in E.A.P. costs. Scoville Manufacturing estimates an annual cost savings of $186,550 credited to their E.A.P. McDonnell-Douglas credits their E.A.P. for 44% reduction in missed work days. 81% reduction in attrition rates. $7,300 less health care claims filed by those utilizing E.A.P.

General Motors estimates cost decreases in:

• Lost Time ……………………………………….. 40%
• Sickness & Accident benefit …………………. 60%
• Grievances ………………………………………. 50%
• On-the-job accidents ………………………….. 50%

In past year, 1.2% of the workforce left the job each month for an annual turnover rate of 18%.

Turnover is highest where employees talk on the phone all day and in certain hi-tech jobs. Some computer specialists leave jobs every six months.

Replacing an employee costs the company 1.5 times the departed worker’s annual salary. ]]> http://www.psychworks.com/turnover.htm/feed 0