Business & Industrial Chaplains
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August 31, 2012 (West Hartford) - Chaplains compared notes on what issues were foremost on the minds of individuals at the various industrial and business sites as expressed to Workplace Chaplains working on-site. Although there was some overlap between issues important to the C-Suite and Line-Levels, on the whole they were profoundly different. The following table lists off the results of this comparison, which is not quite scientific, but is based on our experiences.

Top Business- and Work-Related Worries
Executive Suite vs. Line-Level Employees
Summer 2012

(Ordered by frequency of occurence at BIC sites)

C-Suite Executives Line-Level Workers
Concerns About Political Leadership, Government Operations and Regulatory Issues Concerns About Levels of Salary and Compensation, and Their Relation To Personal Debt
Concerns About Rising Costs Of Supplies, Costs of Inputs Concerns About Upcoming Promotions and Job Advancement Issues
Concerns About Sales Levels and Customer Spending; Contracting Markets At Home, Abroad; Recessionary Concerns About Overseas Markets Concerns About Increased Workloads; Perceived Inability To Make Quotas
Concerns About ObamaCare and Health Care Costs Concerns About Perceived Unrealistic Expectations of Management
Concerns About Company Bankruptcy, Loan Defaults, Closing Branches/Plants/Worksites Concerns About Number of Work Hours and Assigned Shifts; Concerns About On-Call Availability and Responsibilities
Concerns About Credit Availability; Ability To Finance Marketing, Product and Sales Initiatives Concerns About Workplace Stress, Personal Costs of Added Workplace Responsibility
Concerns About Company Indebtedness  
Concerns About Losing Customers/Clients  
Concerns About New Client/Customer Acquisition  
Concerns About Workplace Stress, Personal Costs of Added Workplace Responsibility  
Concerns About On-Call Availability and Responsibilities  

August 5, 2012 (West Hartford) - During our general chaplaincy meeting this week, chaplains discussed the most common issues they have dealt with while attending to the needs of line-level workers at Hartford-area firms.

Chaplains from over eight different religious backgrounds described their chaplaincy assignments this past year, how their specific religious background either helped or impeded their ability to assist employees with these issues, and how their chaplain peers had assisted them in overcoming their shortcomings during these assignments. They also discussed the reactions and responses they received from employees and management in response to their efforts to assist workers.

While the following list is not meant to be all-inclusive, it does provide some insight into the most common problems that may be affecting line-level employee performance and satisfaction in our area. The following are listed with the most common issues appearing first.

  1. Employee doesn't know how to do their job; training issues affected quality, quantity or progression of work;
  2. Employee is not emotionally ready for the responsibilities inherent to the task(s)s at hand;
  3. Employee has learning disabilities;
  4. Employee has significantly distracting home life issues;
  5. Employee is dealing with effects of a divorce;
  6. Employee has financial problems;
  7. Employee wants to disclose their sexual orientation, i.e. "come out of the closet," but is frightened to do so;
  8. Employee is socially inexperienced and has difficulty building relationships;
  9. Employee is facing racial, cultural, religious or orientational discrimination and/or harassment;
  10. Employee originates from a culture which is not supportive of their present occupation or choice of career;
  11. Employee lacks definitive life goals or is ambivalent about future personal direction;
  12. Employee has issues with supervisors, management or has general issues with authority;
  13. Employee is having relationship problems, either within, or external, to the workplace;
  14. Employee suffers from depression, anxiety or from another emotional or psychological issue;
  15. Employee suffers from a chemical or behavioral dependency;
  16. Employee is having problems taking, or obtaining, daily medications;
  17. Employee suffers from a physical disability;
  18. Employee suffers from a sensory impairment, such as blindness or deafness;
  19. Employee is dealing with issues of integrity, honesty, or criminal behavior;
  20. Employee is experiencing chronic or crisis medical problems;
  21. Employee is having problems prioritizing areas of their home and job lives;
  22. Employee is dealing with effects of a promotion, a demotion or a change in duties;
  23. Employee is dealing with a disciplinary action;
The objective of the meeting was for chaplains to learn about the various resources available to them in the field and how to best deal with employee issues within the specific context of their working assignment. A considerable portion of the meeting was made up of feedback by fellow chaplains, who offered suggestions about effective methodologies to those chaplains who may anticipate dealing with these same issues in the future.

April 7, 2011 (Copehagen) - A little break during work is good for boosting employee morale. A new study from the University of Copenhagen's School of Business concluded that a break in the day might make you work harder.

They tested workers who watched a short, funny video during a break at work, allowing their minds to wander away from the work task. They were then were asked to complete a task shortly after. It was found that subjects who took the break to watch the movie were more focused than those who didn't take a work break. They also made significantly fewer mistakes than others who didn't take a break who were doing the same task.

The conclusion was that employees who are able to break away from their tasks for a short while, allowing their minds to wander freely apart from the work task, return to the task at hand significantly better equipped mentally to work well and efficiently.
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Business & Industrial Chaplains™

Making Workplaces
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