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INTERVENTION and CONSULTATION
Organizational Climate Survey
The purpose of an organizational climate survey is to measure morale and employee opinion.
The standardized instruments used permit comparison of a wide variety of features proven
to effect productivity, safety and retention. Scores can be grouped to examine
differential findings for classes of employees, as defined by function, rank, location and
EEOC characteristics.
The survey process
is designed to inform leadership so that needs are clearly understood. The Organizational
Climate Survey reports what workers believe about their circumstances. The result is to
identify corporate strengths and weaknesses, and to prioritize needs so that resources can
be allocated to where they will do the most good. The procedures use standardized
comparisons on factors, employee groups and work locations. Such in depth reporting
provides valid findings that distinguish how different employee groups feel about their
work, working conditions and the agency or organization. Because care is taken to
categorize responses, analysis can be made by location, gender, ethnic origin,
specialization of work, paygrade and any combinations of these identifiers. Reassessments
can provide signs of change, whether to forestall morale and safety difficulties, or to
evidence improvements.
Management
of Employment Selection Risk
Selecting the
right people for specific jobs has long been the goal of human resources professionals. In
current times, the consequences of poor selection have included legal liability to the
employee and the client served. Our staff is well experienced in personnel screening for a
wide range of important positions, serving locations almost anywhere on the globe. The
technology used to affirm reliability for specially selected positions is broad based,
multidisciplinary and state-of-the-art. If your requirements include making the best
selection for a special position, we can help.
Dealing
With Problem Employees
Work place
violence, threats, intimidation, interpersonal conflict, unwanted attention, toxic
employees/toxic managers, and other risks are all liabilities. Workers have the
right to expect a safe, fair place to make their contributions, a setting free of danger
from the work, or other workers. Workers also have a right to be treated fairly;
discrimination or perceptions of it form liability of a different yet no less expensive
kind. Our practice routinely assesses claims, mediates differences and reduces risk.
Whether anonymous bomb threats, worker violence or simply low morale, we are
experienced in managing risk and risk makers.
Post Traumatic Incident Intervention
When
bad things happen, good people are usually affected. Post traumatic intervention involves
the de-traumatizing of the experience by normalizing reactions and identifying those who
may require more extensive assistance. The range of available services covers the realm of
emergency response and preparedness needs. These include responding immediately following
a critical incident, arranging long term care, assessing suitability to return to duty and
evaluating disability. We also assist in planning for emergencies. This includes
developing an action plan for use in the wake of crisis and providing employee training to
assure its successful use.
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Special Psychological Services
Group
www.policepsychology.com
10520 Warwick Avenue, Suite B6
Fairfax, Virginia 22030-3100
USA
Telephone: (703) 246-9114
Fax: (703) 246-9113
e-mail @policepsychology.com |
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