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Secondary research objective 3: What are the common cultural and institutional
interventions for dealing with low self-esteem, high burnout and employee turnover
intentions?
Cultural and Institutional Interventions for Dealing with High Burnout, Low Self- esteem
and Employee Turnover Intentions.
Two major themes emerged from participant’s responses/narratives namely developmental
interventions and normative interventions. The table below elaborates the themes and subthemes.
Table :
Cultural and Institutional Interventions for Dealing with High Burnout, Low Self-esteem and
Employee Turnover Intentions
Themes and subthemes Elaboration on Themes
Developmental Interventions
Communication
Improvement Strategies
Institutional
Procedures, Policies and
Practices
Professionalism
Oriented Strategies
The theme of ‘developmental interventions’ in this thesis was
derived from those responses that depicted growth and
development strategies and practices. Expressions and
sentences that referred to communication improvement
strategies, institutional procedures and practices, and
professionalism oriented strategies were included in this
criterion.
Communication Improvement Strategies
The subtheme of ‘communication improvement strategies’
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was derived from responses that portrayed opportunities for
dissemination of information and modifications of workplace
professional relationships. This subtheme was shared by
participants 2, 5, 6, 9, 13 and 23
Participant 6 reported: “Monthly team building retreats.”
Participant 9 reported: “Listening to staff concerns and
attending to them.”
Participant 2 reported: “Improving communication
channels.”
Participant 5 stated: “Feedback from Satisfied customers.”
Participant 13 stated: “Regular meetings.”
Participant 23 stated: “Annual general meetings.”
Institutional Procedures, Policies and Practices
The subtheme of ‘institutional procedures, policies and
practices’ were derived from responses that represented
improvement practices related to institutions and workplaces.
This subtheme was shared by participants 2, 3, 5, 7, 9, 10,
11, 12, 13,16, 17, 18, 21, 22 and 23
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Participant 2 stated: “Job appraisal and reward system, and
promotions when qualified”
Participant 3 reported: “Deployment according to skills.”
Participant 14 reported: “Employing more staff to
complement already existing ones.”
Participant 22 reported: “Security in job operations.”
Participant 5 stated: “Reducing workload by having
sufficient number of workers; client worker ratio.”
Participant 7 reported: “Having an in-house psychologist
who counsels employees when need is identified.”
Participant 11 stated: “Employment of more staff.”
Participant 12 stated: “Increase salary.”
Participant 13 reported: “Improve working conditions.”
Participant 18 stated: “Proper planning”
Participant 22 stated: “Institutional support systems and self
help groups.”
Participant 9 stated: “Clear guidelines for staffing, client
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intake and professionalism.”
Participant 10 reported: “Motivating the employee and giving
them management support.”
Participant 11 reported: “Developing policy on work criteria
and client intake.”
Participant 17 stated: “Lack of double standards for
employees.”
Participant 21 expressed: “Conducive working
environment.”
Professionalism Oriented Strategies
The subtheme of ‘professionalism oriented strategies’ was
derived from responses that presented practices aimed at
improving the counsellor’s expertness and skilfulness.
Participants 1, 7, 12, 16, 19, 6 and 8 shared this subtheme.
Participant 1 stated: “Motivation talks.”
Participant 7 Presented: “On the job training.”
Participant 12 expressed: “Clear job description.”
Participant 16 expressed: “Training and also personal
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therapy.”
Participant 19 stated: “Team building activities”
Participant 6 stated: “Increase remuneration.”
Participant 8 stated: “Training.”
Participant 12 expressed: “Both sides sharing objectives and
expectations from the beginning.”
Normative Interventions
Appreciative and
Affiliative practices
Oversight and Gate-
keeping Practices
Self-care
The theme of ‘normative interventions’ in this study was
derived from those responses that represented practices that
are concerned with maintaining and improving standards,
respecting rules and directives. Expressions and sentences
that referred to appreciative and affiliative practices,
oversight and gate keeping practices and self-care were
included in this criterion.
Appreciative and Affiliative practices
The subtheme of ‘appreciative and affiliative practices’ was
derived from responses that presented feelings and
expressions of positive attributes and positive cohesion.
Participants 1, 2, 3, 4, 11, 13, 14, 15, 17, 18 and 20 shared
this subtheme.
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Participant 1 stated: “Acceptance of people with their
differences.”
Participant 11 reported: “Good remuneration.”
Participant 13 stated: “Appreciation both oral and written.”
Participant 15 stated: “Incentives”
Participant 17 reported: “Positive affirmations.”
Participant 18 stated: “Redefine failure and keep trying,”
Participant 23 stated: “Appreciating work experiences,”
Participant 3 reported: “Potential nurturing and absorption,”
Participant 4 stated: “Appraisal and positive reinforcement,
through rewards, recognition and promotions”
Participant 14 reported: “Give employee benefits”
Participant 18 stated: “Encouraging and appreciating
employee’s personal development.”
Participant 20 stated: "Decent salaries”
Participant 2 stated: “Gift giving”
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Oversight and Gate-keeping Practices
The subtheme of ‘oversight and gate-keeping practices’ was
derived from responses that presented practices aimed at
ensuring the quality and observing the limits of counselling.
Participants 1, 5, 6, 9, 10, 15, 17, 20, 21, 14, 15, 19 and 20
shared this subtheme.
Participant 1 stated: “Supervision.”
Participant 5 stated: “Supervision and personal therapy.”
Participant 6 stated: “Self-care and personal therapy.”
Participant 9 stated: “Counselling.”
Participant 10 reported: “Clinical supervision.”
Participant 10 reported: “Going for therapy.”
Participant 15 reported: “Through personal therapy.”
Participant 17 reported: “Supervision.”
Participant 20 stated: “Supervision.”
Participant 21 stated: “Peer counselling.”
Participant 1 reported: “Referral for personal sessions and
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sensitization through training.”
Participant 14 stated: “Supervisors.”
Participant 15 reported: “Continuous professional
education.”
Participant 19 reported: “Ensuring personal therapy and
supervision.”
Participant 22 stated: “One on one counselling.”
Self-care
The subtheme of ‘self-care’ was derived from responses that
depicted practices aimed at individual attention, management
and nourishment. This subtheme was shared by participants
3, 4, 7, 8, 13, 16, 19, 20, 21 and 23
Participant 4 stated: “Leave and offs.”
Participant 8 reported: “Financial advice.”
Participant 13 reported: “Introducing off days from work.”
Participant 19 stated: “Setting boundaries.”
Participant 20 stated: “Learn to manage stress.”
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Participant 21 reported: “Taking time off from work.”
Participant 8 stated: “Taking leave,”
Participant 16 reported: “Recreation.”
Participant 23 reported: “Prayer and spiritual groups.”
Participant 3 reported: “Prayer and time away from
stressors.”
Participant 4 stated: “Leave, planning for employee
assistance programs.”
Participant 7 stated: “Leave.”
Participant 16 reported: “Adequate time to rest – annual
leave - full 21days.”
