Christian moral teaching demands an objective moral order. Right and wrong are not interchangeable parts throughout the ages or in different circumstances but permanent values. Right and wrong and a good moral compass are important for decision making in life.
Please also review AIHCP’s Christian Counseling Certification and see if it matches your academic and professional goals. The program is online and independent study and open to qualified professionals seeking a four year certification as a Christian Counselor.
Grief Counseling can help many individuals through the bereavement process. It becomes difficult for many to sometimes progress through grief. Some experience prolonged grief, others experience depression. For the most part, many merely experience normal and natural grief and adaptation. Grief Counselors can help others through it
Please also review AIHCP’s Grief Counseling Training and see if it meets your academic and professional goals. The program is online and independent study and open to qualified professionals seeking a four year certification in Grief Counseling
Sometimes loss is so terrible and horrible that it causes trauma at the deepest levels to the person. Grief that is unexpected or due to intense human cruelty or natural disaster and war can leave indelible marks on the soul. This type of loss takes extra time to heal and sometimes requires longer therapy to find healing.
Please also review AIHCP’s Grief Counseling Certification and see if it matches your academic and professional goals. The program is online and independent study and open to qualified professionals seeking a four year certification in Grief Counselig.
In the current labor market, employee retention is more important than ever. Some are describing the current period as ” the great resignation.” With the impacts of the Coronavirus pandemic causing many to reassess their employment and change jobs, this is doubly true in the healthcare industry, which was of course the industry most involved with dealing with the pandemic. Employers are looking for effective strategies to increase employee well-being and therefore retention, which will reduce turnover and costs associated with hiring new employees.
Why Do Employees Leave?
To come up with useful employee retention strategies, it is first important to understand why employees leave their positions. Once we understand this, we can attempt to mitigate these circumstances as much as possible. The two biggest quoted reasons are usually salary and benefits or feeling overworked. In the healthcare industry, the second option here is usually key. In fact, even pre-pandemic, the turnover rates of US hospitals were seeing a small but steady climb, reaching 19.5% in 2020. Replacing employees is expensive and time-consuming, which is why employee retention planning is also a budgetary issue. One sensible idea is to implement an exit interview or survey when an employee moves on, in which you ask them to outline exactly why they are leaving. This data will help you more effectively design your benefits and retain future employees.
Retaining employees is critical to building strong teams and nurturing talents. The key to employee retention is keeping employees both happy and motivated. This can be a particular struggle within healthcare, an industry where long hours and a high-stress environment is commonplace. All is not lost though, as there are still effective ways to increase happiness and motivation in any work environment, and they might just be the key to reducing your turnover rates.
Review Salaries And Provide Better Work Arrangements
The first thing that should be assessed is the salaries offered. Are they lower than the industry average? Remember, lower salaries may seem like a smart financial decision but can incur “hidden” costs if they are contributing to a high turnover rate, as money is spent on replacing and onboarding new employees. These days, employees are also seeking more flexible working arrangements, and this should be implemented wherever possible.
Make Employees Feel Valued
The next step is to ensure employees feel rewarded outside of salary. Some of the most effective ways to reward employees don’t have to cost the earth, and although salary should be considered here, smaller gestures can go a long way in making an employee feel valued – rewarding employees on a budget is perfectly possible. One idea you could implement is to start weekly or monthly lunches to build morale and foster teamwork. Also, ensure hard work is recognized – for example, the gesture of sending a card can go a long way and lets employees know their work is being noticed.
Offering wellness perks such as discounted gym memberships or free classes are also a great idea, as employees that are fit and healthy are much more likely to be happy. Regular surveys where employees can express their concerns or ideas is a great option – as long as you then act on these. Not only will this increase workplace morale but it also gives your employees the chance to change their working environment for the better, empowering them to do better work.
Employee retention can be a particular struggle within the healthcare industry, which has such a high turnover rate. However, there are some important strategies that can be implemented to help mitigate this. Offering perks to increase employee happiness will go a long way, but overall, the most important thing is understanding why employees leave. The use of employee surveys will help you optimise your strategy and create a working environment that they want to be in.
Please also review AIHCP’s Healthcare Manager Program and see if it matches your academic and professional goals. The program in online and independent study and open to qualified professionals seeking a Healthcare Manager Program
One of the most common sources of stress is work. The workplace can be a very stressful place due to interactions, the nature of the job and deadlines. It is important to be able to handle stress and cope for not only maximum productivity but also overall health.
AIHCP offers a four certification in Stress Management Consulting. The program is online and independent study and open to qualified professionals seeking to become a Stress Management Consultant
Addiction is not a choice, it is a illness. Individuals who are addicted suffer from the mental illness of addiction that also negatively affects their body through cravings and withdraws. It is because of this, individuals need special treatment to overcome substance abuse and addiction.
Addiction is a mental illness. Please also review AIHCP’s Substance Abuse Counseling Program and see if it meets your needs
The article, “Yes, Addiction Is a Mental Illness” from PYSCHCENTRAL looks at how addiction is a mental illness. The article states,
“Mental illness and substance use disorder (SUD) often occur together. It’s unclear which issue happens first, but each can contribute to the other. Genetics and early exposure to trauma are two factors that can increase your chance of developing SUD. Your genes may account for 40% to 60%Trusted Source of your vulnerability to addiction. So if you have SUD, it’s not because you’re not strong enough to change things. Instead, your brain works differently than the brain of someone who isn’t living with addiction.”
Please also review AIHCP’s Substance Abuse Counseling Program and see if it meets your academic and professional goal. The program is online and independent study and open to qualified professionals seeking a four year certification as a Substance Abuse Counselor
Depression can be acute and have a reason behind it that develops from Prolonged Grief or it can be chronic. It can also have no true origin. It can be Clinical Depression or Seasonal Depression Disorder due to the seasons. It can be due to having a child and be post partum, or due to bio polar disorder.
Depression can manifest in different ways. Please also review AIHCP’s Grief Counseling Certification
The article, “W
hat to Expect From Therapy for Depression—and How to Start the Process” by Ashley Abramson looks into the various types of depression. She states,
“Depression can be an insidious condition that looks and feels different for everybody. It may present as feelings of hopelessness for one person and irritability or overwhelming fatigue for someone else. If you experience at least five of the following signs of depression for most of the day, nearly every day, for at least two weeks, your physician or therapist might diagnose you with some form of depression:”
Please also review AIHCP’s Grief Counseling Certification and see if it meets your academic and professional goals. The program is online and independent study and open to qualified professionals seeking a four year certification in Grief Counseling.
Employees with addiction can be a big issue. Simply giving up on them may not be the answer though and finding them help to increase their productivity and unlock their potential can be rewarding not only to the company but also to oneself.
Those with addiction issues are late for work, miss it altogether, or may even have emotional issues while at the office or with other employees on the ground. While too much disruption is obvious grounds for termination, many employees have value. Some have been part of a business for years and their skills at their position are hard to replace. In such cases, addiction help is important. Employers can help good employees find the help they need. In addition, employees who see their work value reducing because of addiction issues, need to rectify their issue and find better ways to cope with stress and other issues to avoid losing a good position and pay.
Helping employees with addiction is critical to success. Please also review AIHCP’s Substance Abuse Counseling Program
Commentary
The presence of addiction in an employee may manifest itself through various behavioural and physiological symptoms. These can include, but are not limited to, a decrease in productivity, impaired decision-making capabilities, increased absenteeism, physical health issues such as poor nutrition and weight loss, withdrawal from social activities and emotional responses such as irritability and mood swings.
Helping an Employee with Addiction
In order to assist an employee who is suffering from addiction, it is imperative to employ a holistic approach which includes both educational and therapeutic components. This could include providing resources for the individual that offers psychoeducation about addiction, as well as offering referrals for addiction counseling or support groups. Additionally, workplace accommodations such as flexible scheduling or modified duties may be employed in order to ensure an environment conducive to recovery.
In addition, it is important to begin by engaging in a comprehensive assessment with the individual to identify the nature and scope of their addiction. This can be achieved through a holistic approach which includes psychological testing, interviews, as well as gathering feedback from family members or other individuals close to the employee.
Organizational Prevention
Addiction prevention in the work force is a critical factor in maintaining productivity, employee morale, and ultimately the profitability of an organization. It involves implementing strategies such as education, awareness campaigns, and access to professional resources for employees who may be at risk for or already exhibiting signs of addiction. By engaging in this type of intervention, employers can help create a safe and healthy work environment that reduces the risk of substance misuse and the associated consequences.
Companies can offer a variety of addiction prevention seminars or education for employees. Addiction prevention policies are also important to set guidelines and expectations
The implementation of addiction prevention seminars for companies is an effective means to address the public health crisis of substance abuse in the workplace. These seminars are designed to educate employees on the risks and consequences of substance abuse, as well as provide guidance on how to identify and address potential problems among coworkers. Such seminars typically involve interactive activities, informative lectures, and educational materials delivered by qualified professionals in order to provide participants with an immersive learning experience regarding the risks of addictive substances and effective strategies for managing their use. Furthermore, these seminars can serve as a platform to create a culture of support and understanding while promoting positive mental health practices.
Universal substance abuse policies for companies refer to a set of regulations that apply to all members of the organization and are designed to prevent and reduce the misuse of substances, such as drugs and alcohol. These policies typically involve screenings, education programs, sanctions for violations, and referral services for employees in need of assistance. Furthermore, these policies also encompass measures to prevent potential risks associated with substance use at work, including reduced productivity, physical hazards from impairment, and liability related to employee health and safety.
Conclusion
In conclusion, substance abuse in the workforce is a major problem that affects employers and employees at every level. The damage to productivity, workplace safety, physical and mental health, and employee morale cannot be overstated. It is essential to implement effective policies that identify and address substance abuse in the workplace. Employers must understand the signs of substance abuse and have an appropriate response plan in order to protect their organization from legal liability and financial losses.
Substance Abuse Counselors can help companies face addiction issues through presentations and other policy guidelines. Employees can find help individually with the aid of Substance Abuse Counselors to help better cope with work stress. Some Addiction Counselors may be tied to a particular organization, or may be already licensed professional counselors. Regardless, many individuals need group or individual counseling to gain control of an issue.
Please also review AIHCP’s Substance Abuse Counseling Certification and see if it meets your academic and professional goals. The program is online and independent study and open to qualified professionals seeking a four year certification
Additional Resources
“Substance abuse, dependence and the workplace: A literature overview”. Breggie Smook; Marie Ubbink; Elma Ryke; Herman Strydom. Social work (Stellenbosch. Online) vol.50 n.1 Stellenbosch 2014. SciElo. Access here
“Employed men and women substance abusers: Job troubles and treatment outcomes”. Valerie Slaymaker, PhD., etc. al. Journal of Substance Abuse Treatment Volume 31, Issue 4, December 2006, Pages 347-354. ScienceDirect. Access here
“Substance abuse among nurses—Defining the issue”. Debra Dunn, RN. AORN Journal Volume 82, Issue 4, October 2005, Pages 572-575, 577-582, 585-588, 592-596. ScienceDirect. Access here
“Organizational consequences of staff turnover in outpatient substance abuse treatment programs”. Danica Knight, PhD. etc, al. Journal of Substance Abuse Treatment Volume 42, Issue 2, March 2012, Pages 143-150. ScienceDirect. Access here
Undiagnosed ADHD can push untrue labels on individuals. Lazy, irresponsible, rude, or indifferent are many labels that can appear. Some individuals who are not diagnosed have hard times maintaining relationships or keeping jobs. ADHD can be a big problem if never treated.
ADHD can have negative effects on life. Please also review AIHCP’s ADHD Consulting Certification
The article,“‘What’s Wrong with Me?’ The Toll of 34 Years with Undiagnosed ADHD” by Aron Croft takes a look how ADHD affected his life. He states,
“College was terrible. I dropped out twice – once running away to a tiny Island in New Zealand, but that’s another story. I used alcohol, pot, and cigarettes at varying times to drown out my despair. The turmoil and failure of my undergraduate career further eroded my sense of self.”
It is important to find treatment if you exhibit ADHD like behavior so you can function properly in social settings, work and school. It is also equally important to help children who have it so they learn to cope.
Please also review AIHCP’s ADHD Consulting Certification and see if it meets your academic and professional goals. The program is online and independent study and open to qualified professionals seeking a four year certification in ADHD Consulting
In Christianity, Scripture has served as a guiding principle for morality and truth. Councils help utilize Scripture and Christian morality and theology to current problems. Since the 2000 history of the Church, numerous Ecumenical Councils have been called. Most major Christian denominations accept the first four councils and the Orthodox and Catholic Churches mutually accept the first seven. Obviously since the mutual schism between East and West, both have had their own councils, especially the Catholic Church.
Councils are considered authoritative guides in Orthodoxy and Catholicism. It is believed that through the ecumenical presence of the entire Mystical Body, represented by the hierarchy, that the Holy Spirit infuses truth into the proceedings. Many Protestant denominations do not hold to this belief.
In Catholicism in particular, the Council is considered an important living form of truth found via the Holy Spirit. The Council must adhere to the deposit of faith and Scripture when dealing with new heresies and moral dilemmas. The Council must also be convened and in union with the Roman Pontiff.
Councils serve as important tools within Christianity to address current issues and apply the teachings of Scripture and the apostles to those issues.
In Orthodoxy, this is not the case. Unity with Rome has no bearing on the legitimacy of the council.
The most recent councils in Orthodoxy was in 2018 and for the Catholic Church in the early 1960s at Vatican II.
In essence, but not officially listed, the first council of the Church was the Council of Jerusalem, when the Apostles and disciples met regarding the issue of circumcision for Gentile Christians. St Paul and St Peter debated the rule of the law over non Jewish Christians but the assembly decided that this law would not be imposed upon Gentiles.
After the Roman persecutions, Christianity was able to emerge as the Empire’s official religion in the 4th Century. The First Council of Nicaea in 325 AD dealt with the issue of Arius who taught the Son was a special creation of the Father. This heresy was condemned in the Nicene Creed. The First Council of Constantinople in 381 AD re-confirmed the condemnation of Arius.
The Council of Ephesus in 431 AD answered the question of Nestorius who declared Mary was only the mother of Christ but not the mother of God. The Church declared since Jesus is not two independent parts but one person, that Mary was indeed the Theotokos or Mother of God.
The Council of Nicaea condemned the teachings of Arius. Please also review AIHCP’s Christian Counseling Certification
Again in 455, The Council of Chalcedon condemned the heresy of Eutyches and Monophysite heresy that instead of dividing the two natures of Christ as Nestorius did, instead lumped Christ’s two natures into one incomplete nature that lacked many human qualities.
Later in 553 AD, the Second Council of Constantinople again confirmed the teachings of the previous councils regarding these heresies. However, a compromise heresy in 681 AD emerged which taught that Christ had two natures but no human soul. This heresy of Monotheletism was condemened at the Third Council of Constantinople.
Other councils, such as Nicaea II and later councils of Constantinople would also condemn the Iconoclast heresies which denounced the veneration of sacred images.
After the schism, various Councils from Lateran to Trent to the Vatican Councils would occur which would deal primarily with Catholic issues, while in the East, the Orthodox Churches would deal with their own internal matters.
Yet despite the unfortunate splintering of the Christian Churches since the first seven councils, the Church has received a strong foundation from the councils in guidance to who Christ is and the defense of the faith from early Christian heresies which would have distorted the true nature of Christ found in the Gospels and handed down from the apostles. These early councils continue to define orthodox Christianity today.
Please also review AIHCP’s Christian Counseling Certification and see if it meets your academic and professional goals. The program is online and independent study and open to qualified professionals seeking a four year certification in Christian Counseling.
Written By Lucy Peters
