Minimize distractions for maximum output

Article Abstract:

HR professionals should work hand in hand with corporate managers in helping employees avoid personal and business distractions that may prevent them from maximizing their potentials at work. Certain methods, which do not result in liability issues and interfere in the privacy of employees, are available to help HR professionals in removing distractions from the workplace. For instance, distractions resulting from employee concern over career growth and employability can be erased by helping employees identify their strengths, determine requirements for career advancement and define key behaviors. Distractions emerging from financial worries, on the other hand, can be alleviated by providing financial planning education to employees. As for distractions as a result of work-and-family concerns, the best approach is to provide flexible schedules to help employees cope with personal and work demands. These initiatives help boost employee productivity and retention.

Employee motivation

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Revealing the dark secret of clinical depression

Article Abstract:

Almost 18 million Americans suffer from clinical depression. Its symptoms may include lethargy, anxiety, headaches, tiredness, withdrawal from other people, loss of interest in work, or unexpected crying. According to a 1993 Massachusetts Institute of Technology study of depression in the workplace, this debilitating disease costs Corporate America around $44 billion annually in direct costs and lost productivity. However, only one in three clinically depressed employees seek treatment. Fortunately, this condition can easily be treated with a combination of medication and therapy. Recovery does not take very long and employees that underwent treatment can go back to work after a month or so. The human resources department can help alleviate the problem of depression in the workplace by ensuring that treatment is covered by the company's health insurance policy and that depressed employees have easy access to care and assistance.

Psychological aspects, Care and treatment, Depression, Mental, Depression (Mood disorder), Workers

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Emerging trends for managing AIDS in the workplace

Article Abstract:

The sheer number of working people with HIV and AIDS makes the disease very much a workplace issue. According to the Centers for Disease Control and Prevention, two or three employees of all US companies with a workforce of at least 300 people suffer from AIDS or have dependents, spouses or significant others with the disease. Given the prevalence of AIDS in the American workplace, employers can no longer consider it as a political or moral concern that should be addressed by somebody else. Businesses must prepare to confront this issue. They need to understand the consequences of AIDS-related developments, such as the expanding work options of employees with HIV and AIDS brought about by medical advances and legal statutes, and to share this information with their employees.

Work environment, AIDS (Disease), AIDS (Disease) in the workplace

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