EAP & Choice Theory: Why They
Go So Well Together
Katherine Randolph, LPC, NCC, CTRTC
DEFINITIONS OF AN EMPLOYEE ASSISTANCE
PROGRAM (EAP)
Employee Assistance Programs (EAPs) serve
organizations and their employees in multiple ways,
ranging from consultation at the strategic level
about issues with organization-wide implications to
individual assistance to employees and family
members experiencing personal difficulties. As
workplace programs, the structure and operation of
each EAP varies with the structure, functioning, and
needs of the organization(s) it serves.
In general, an EAP is a set of professional services specifically designed
to improve and/or maintain the productivity and healthy functioning of the
workplace and to address a work organization’s particular business needs
through the application of specialized knowledge and expertise about human
behavior and mental health.
More specifically, an EAP is a workplace program designed to assist: (1) work
organizations in addressing productivity issues, and (2) "employee clients" in
identifying and resolving personal concerns, including health, marital, family,
financial, alcohol, drug, legal, emotional, stress, or other personal issues that
may affect job performance.
The 1998 book, Choice Theory: A New Psychology of Personal Freedom, is the
primary text for all that is taught by The William Glasser Institute
Choice theory states that:
• All we do is behave,
• that almost all behavior is chosen,
and has a purpose,
• that we are driven by our genes to
satisfy five basic needs
"Employee assistance program core technology" or "EAP core technology" represents
the essential components of the employee assistance (EA) profession. These
components combine to create a unique approach to addressing work-organization
productivity issues and "employee client" personal concerns affecting job
performance. EAP core technology is:
•
•
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Consultation with, training of, and assistance
to work organization leadership (managers,
supervisors, and union officials) seeking to
manage troubled employees, enhance the
work environment, and improve employee
job performance;
Active promotion of the availability of EA
services to employees, their family members,
and the work organization.
Confidential and timely problem
identification/assessment services for
employee clients with personal concerns that
may affect job performance;
Use of constructive confrontation,
motivation, and short-term intervention with
employee clients to address problems that
affect job performance;
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•
•
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Referral of employee clients for diagnosis,
treatment, and assistance, as well as case
monitoring and follow-up services;
Assisting work organizations in establishing
and maintaining effective relations with
treatment and other service providers, and in
managing provider contracts;
Consultation to work organizations to
encourage availability of and employee
access to health benefits covering medical
and behavioral problems including, but not
limited to, alcoholism, drug abuse, and
mental and emotional disorders; and
Evaluation of the effects of EA services on
work organizations and individual job
performance.
Choice Theory`s Basic Needs
1. Love and Belonging
2. Power
3. Freedom
4. Fun
5. Survival
Choice Theory Lead Management
Lead managers continually work on the system to create a non-coercive
environment which encourages employees to self-evaluate and achieve
quality work. However, it is essential that the lead manager is able to
persuade employees to continually upgrade their system of communicating
to one that builds trust.
The following grid is one example of how people in any system can selfevaluate where they are on the continuum by using their knowledge of
choice theory and reality therapy. There are a myriad of characteristics that
describe management styles so all staff is encouraged to discuss their
perception of various characteristics and their impact on the system.
RT/CT
Boss
Lead Manager
- supportive
- transparent,
internally motivated
- input involves others
Laissez-faire
- uncertain
- everchanging
- inconsistent,
sporadic
Relationship
- coercive
- need-to-know basis
- externally motivated
Wants
- boss
- my way is the only way
- narrow, few options
Present Behaviors
- uses deadly habits
- set rules,
evaluates others- reprisals
- uses caring habits
- involves group
- uses criteria,improves system
- combines both
- says okay
- unclear, does both/none
- system of punishment
- criteria set by boss
- develops system of self/coverification
- criteria by leaders/workers
- never the same
- inconsistent
- sets deadlines
- sets new rules
- involvement based on strengths
- workers' input appreciated
- what is deemed necessary at the time
- depends on the circumstances
Evaluation

- group

- input of group
- broad, many options
- depends on day
- agrees with all
- both ways, varies
Plan
What is total
behavior?
•Our Thinking
•Our Actions
•Our Reactions
•Our Physical responses
The parts of our behaviors car:
Engine = Basic Need
Drivers seat = Wants
Front wheels = Thinking &
Acting or Actions
Rear Wheels = Feelings &
Physiology
References
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Glasser, William: Choice Theory: A New Psychology of Personal Freedom, 1998
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Driscoll, Peter: Training and Resource Guide, Glasser Quality School, 2011
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International Employee Assistance Professionals Association