When conducting research on EAPs it is important for HR professionals to be aware of the most common issues in American culture.

II. The principle of Employee Assistance Programs (EAPs) exists in various countries across the globe, but the way these are practiced in various countries differs significantly. [3 pages]

A. When conducting research on EAPs it is important for HR professionals to be aware of the most common issues in American culture.

1. Certain EAPs are more commonly offered in American corporations, because these have the goal of better contributing to the dominant issues within American culture (Waehrer, Miller, Hendrie & Galvin, 2016).

2. Competition in the workforce forces companies to provide employees with certain assistance programs to secure the best workers within the field.

B. Cross cultural variations on EAPs become evident in multinational corporations.

1. The most common components of EAPs will vary in different countries as they serve common issues in the external environments (Taute, 2008).

2. EAPs for expatriates of a company will vary from those needed by locals, as the personal issues faced can vary significantly.

C. Cultural implications create different needs for EAPs, but also forces companies to consider different approaches when offering services to their employees.

1. Cultural context impacts the way employees interact with each other, which forces companies to understand that there is not a one-size-fits all approach to EAPs (Kumpikaite, 2009, p. 133).

2. Even within a single country or organization, cultural differences can force companies to consider various approaches towards employee assistance programs.II. The principle of Employee Assistance Programs (EAPs) exists in various countries across the globe, but the way these are practiced in various countries differs significantly. [3 pages]

A. When conducting research on EAPs it is important for HR professionals to be aware of the most common issues in American culture.

1. Certain EAPs are more commonly offered in American corporations, because these have the goal of better contributing to the dominant issues within American culture (Waehrer, Miller, Hendrie & Galvin, 2016).

2. Competition in the workforce forces companies to provide employees with certain assistance programs to secure the best workers within the field.

B. Cross cultural variations on EAPs become evident in multinational corporations.

1. The most common components of EAPs will vary in different countries as they serve common issues in the external environments (Taute, 2008).

2. EAPs for expatriates of a company will vary from those needed by locals, as the personal issues faced can vary significantly.

C. Cultural implications create different needs for EAPs, but also forces companies to consider different approaches when offering services to their employees.

1. Cultural context impacts the way employees interact with each other, which forces companies to understand that there is not a one-size-fits all approach to EAPs (Kumpikaite, 2009, p. 133).

2. Even within a single country or organization, cultural differences can force companies to consider various approaches towards employee assistance programs.

 

References:

Kumpikaite, V. (2009). Human resource training and development importance in post communist countries in cross-cultural context. Transformations in Business and Economics, 8.3, 131-144. Retrieved from http://rx9vh3hy4r.search.serialssolutions.com/?ctx_ver=Z39.88-2004&ctx_enc=info%3Aofi%2Fenc%3AUTF-8&rfr_id=info%3Asid%2Fsummon.serialssolutions.com&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.atitle=Human+resource+training+and+development+importance+in+post+communist+countries+in+cross-cultural+context&rft.jtitle=Transformations+in+business+and+economics&rft.au=Kumpikaite%2C+Vilmante&rft.date=2009-01-01&rft.issn=1648-4460&rft.volume=8&rft.issue=3%2818%29&rft.spage=131&rft.epage=144&paramdict=en-US

 

 

Taute, F. (2008). Life skills training as part of employee assistance programs in South Africa. The International Journal of the Humanities: Annual Review, 6.4, 41-48. Retrieved from http://rx9vh3hy4r.search.serialssolutions.com/?ctx_ver=Z39.88-2004&ctx_enc=info%3Aofi%2Fenc%3AUTF-8&rfr_id=info%3Asid%2Fsummon.serialssolutions.com&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.atitle=Life+Skills+Training+as+Part+of+Employee+Assistance+Programs+in+South+Africa&rft.jtitle=The+International+Journal+of+the+Humanities%3A+Annual+Review&rft.au=Taute%2C+Florinda&rft.date=2008&rft.issn=1447-9508&rft.eissn=1447-9559&rft.volume=6&rft.issue=4&rft.spage=41&rft.epage=48&rft_id=info:doi/10.18848%2F1447-9508%2FCGP%2Fv06i04%2F42407&rft.externalDBID=n%2Fa&rft.externalDocID=10_18848_1447_9508_CGP_v06i04_42407&paramdict=en-US

 

Waehrer, G. M., Miller, T. R., Hendrie, D., and Galvin, D. M. (2016). Employee assistance programs, drug testing, and workplace injury. Journal of Safety Research, 57, 53-60. Retrieved from http://ac.els-cdn.com/S0022437516300044/1-s2.0-S0022437516300044-main.pdf?_tid=e96a8dd4-89cd-11e6-8669-00000aab0f27&acdnat=1475542995_3b3ba395c2ff9edfc0e7626b24960dae