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Employers and employees alike within the area from New York City, Washington D.C. and Somerset, Pa., are still deeply affected psychologically by the horrific terrorist attacks of Sept. 11. Businesses must respond constructively in helping workers overcome this American tragedy. Terrorist attacks deeply wounded both the American psyche and economy worldwide. In its aftermath, many employees are frightened and confused with alternating mixed feelings of sadness, depression and outright rage. It is therefore imperative for the American business community to assume a position of leadership in helping employees return to a sense of normalcy and level of comfort in their professional and private lives. Psychological aftershocks. According to Knight, in the aftermath of such a traumatic event it is not unusual for employees to experience the following troubling symptoms: ·nightmares, ·flashbacks, ·intrusive thoughts, ·emotional outbursts, ·a heightened startle reflex, ·difficulty concentrating, and ·an impaired sense of judgment. In the workplace, this translates into more accidents, absenteeism, short fuses among colleagues and customers, an inability to focus on the workplace, and a tendency to ruminate and talk about the event. As employees experience these normal reactions, they often think that something is personally wrong with them or that they are not strong, but that is not the case at all. Employers must help employees understand that painful reactions to psychological injury are neither uncommon nor untreatable. Psychological injury is comparable to physical injury. Both result in normal, but painful symptoms, with proper and immediate caring attention, it should subside over time. However, a sufferer expects pain to surface following a physical injury, individuals are often surprised by pain when it accompanies a psychological or emotional injury. As a result of this, many people attempt to conceal their emotional discomfort to the point where they become traumatized. Physical toll This trauma manifests itself in form of physical illness such as gastrointestinal pain, headaches and stress. Resulting for businesses a misdirected medical care and medical costs. Therefore, helping employees deal with psychological injuries suffered in the aftermath of last week's terrorist attacks is not only the humane and caring thing for business to do but it is also cost effective. Take time Management should display heightened sense of sensitivity in these troubling times. Top Management should acknowledge that fact with words as well as actions that grieving process is important. Employers should not assume that all members of their organization take the same amount of time to deal with this tragedy. Some employees will function normally within a matter of days while others may longer. In addition to that, different employees cope with this tragedy in different ways. Some cope by going through their daily work routine, while others may need professional assistance. There is no telling how the impact be and to what extend the degree. It is not a matter of character, strength or will power. There are countless reasons why some may be more dramatic in reaction than others. As a result, employers must be sensitive to employee needs on an individual basis. It is important for employers to recognize everyone has suffered from this attack internationally. Expecting people to get back to work and not talk about what has happened is experienced by employees as callous and uncaring. In some cases, employers can show sensitivity basically by just leaving people alone and recognizing that employees may not be ready to go back to business as usual. Employers should find constructive ways in helping employees to bond together during this crisis. Take the lead An idea method is to immediately after the terrorist attacks; gather employees together either formally or informally so that they could discuss their feelings and fears. Companies who have not done such meeting before of employees should consider doing so. Spurring should not end here. Management might want to encourage employees to undertake in blood donation and fundraising activities in helping the ongoing rescue efforts in New York and D.C. While some employees may already be engaging in individual volunteer activities, organizing a group employee effort can help the entire workforce better cope with the recent tragedy. Terrorism can shatter an employee's sense of safety and vulnerability. Constructive fundraising and aid events can empower employees who may otherwise be struggling with helplessness. Active participation from employees allows group activity that directs their energy toward helping victims and making a positive impact. Whenever groups of people work together for a good cause, then it is going to be a bonding event. As Management takes on an active role in organizing these events, it bonds employees to the business and makes them aware that the Management is aware of the magnitude of tragedical events that happened. Management might consider bringing psychologist or professionals with training in trauma and grief counseling. Making use of your company's EAP is essential in dealing with potential problems resulting from last week's events. Beware of backlash Employers must also take steps in ensuring that their muslim employees may be targets of backlash at the workplace and community at large. Taking steps in increasing comradeship between employees is essential at companies with big Muslim populations. Employers and employees should pay careful attention to all communications issued. It's the people who make decisions and it's the people that run businesses, resulting in emotional play. Have an optimistical outlook in this scenario, in every difficult situation there?s opportunities to learn. Employers, as well as Muslim employees, must take a leadership role in dispelling stereotypes and defusing a potentially volatile situation. As the Americans deal with their outrage over last week's attacks, all workers need to understand that, just because, someone is a Muslim or of Arab descent does not mean that they are a terrorist. The return to normalcy As companies? tries to reestablish their daily routines, management should offer both time and support to their employees. The key for employers is to ensure that employees are offered, made aware of services and activities that can help them deal with such traumatic emotions in their own way and at their own pace. Employees need to know that their reactions, though painful are normal. Crisis management is helping them regain mastery and control over their world and setting an expectation that things will get better. < Back >		Updates HR Professionals Guide Training & Development Guide Manager's Trouble Shooting Guide Series Neuro-Linguistic Programming (NLP) Selling Series HR Management Practises Series Featured Communities BIK & Associated A Premier Training & Management Provider in Training & Development Workshops. PPCSG.Org A Web Forum for the Techno Gadgets Trend Followers. Lots of Informative and Guides for your Pocket PC.
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