THE ALCOHOLIC SCOURGE

Substance abuse is one of the major causes of poor work performance. Of all the substances available, alcohol has been identified as one of the major contributing factors to this problem.
Alcohol abuse is estimated to cost South Africa in excess of R9 billion per year.  It has been shown that per day, on average:

• 5 people die of injuries;
• 430 people are injured;
• 52 people are permanently disabled.

Further studies have showed that 20 – 40% of industrial accidents are alcohol related. This is certainly a major cause for concern.

Drinking Patterns

Alcoholism is the term most of us are familiar with. However, from a professional point of view, alcohol problems are distinguished along a continuum of severity.
The first type of alcohol problem identified is binge drinking. This describes heavy, periodic drinking with the primary intention of becoming intoxicated by the excessive consumption of alcohol over a short period of time. Binging can occur over a few hours or even over a few days. The problem though is that binge drinking can turn to alcohol abuse, which can lead to alcohol dependence.

Alcohol abuse differs from alcohol dependence in that abusers are not necessarily physically addicted to alcohol. Rather, they develop a variety of problems as a result of their alcohol consumption, one being poor work performance. Due to the fact that they are not addicted though, abusers do have the ability to remain in control of their behavior. This allows them to change their drinking patterns in response to explanations and warnings, which means that the actual drinking problem can be difficult to detect. They may continue to drink however, despite the knowledge that their drinking is causing them regular and significant problems.
Alcohol dependence, or alcoholism is a chronic and often progressive disease that includes a strong need to drink, despite recurring problems. It generally follows a predictable course, has recognisable symptoms, and is influenced by a complex interplay of genes and psychological factors

Alcohol dependence has four main features:

• Physical addiction, with characteristic withdrawal symptoms that are relieved by the consumption of more alcohol;
• Physiological tolerance, in that more and more alcohol is needed to produce the desired effect;
• A lack of control over how much alcohol is consumed once drinking has started;
• A longing for alcohol that can lead to relapse if one tries to desist.

Alcohol and the Workplace

Research into the prevalence of alcohol problems within the South African workplace has returned some startling statistics.

• Of all the people employed, 68% suffer from a drinking problem.
• Between 6 – 15% of the workforce is dependent on alcohol.

Alcohol problems develop over a period of time and usually, by the time poor performance issues start arising, it is already in an advanced stage. The difficulty is that it is not easy to detect the abuse, as experienced drinkers become experts at hiding their problem.

There are combinations of signs that can raise the alarm bells.

• Punctuality problems.
• Lethargy.
• Personal Hygiene issues.
• Unexplained or unauthorized absences from work.
• Excessive use of sick leave.
• Patterns of absence, such as the day after payday or frequent Monday or Friday absences
• Many excuses for missed deadlines or incomplete assignments.
• Careless or sloppy work.
• Unmet production quotas.
• Strained relationships with co-workers.
• Belligerent, argumentative or short-tempered behavior, especially in the mornings or after weekends or holidays.
• Noticeable financial problems, such as the employee borrowing money from co-workers or frequently asking for paycheck advancements
.
• The smell of alcohol.
• Bloodshot eyes.
• Excessive use of mouthwash or breath mints.
• Avoidance of supervisory contact, especially after lunch.
• Tremors.
• Sleeping on duty.

It is important to keep in mind however that just because these signs are evident, it does not mean that alcohol is the problem.

Addressing the Scourge

It can be difficult though for employers to know how to handle an employee who shows these various signs. Though alcohol may be suspected there are other difficulties that can cause these problems.

There is no question that the impact on the employee’s performance at work and their relationships with co-workers needs to be addressed. However, direct disciplinary action is not going to address the actual issue. Employers need to firstly stop enabling the employee and hold him or her accountable for actions.  This means not allowing the employee to continue their self-destructive behavior at work by not:

• Covering up and making excuses for the employee;
• Lending money to the employee;
• Shifting work to other employees; or
• Letting them get away with tardiness or absenteeism.

It is then important to abide by the formal referral system and refer the employee to the HR department or Employee Assistance Program. This is where the employee will receive the proper disciplinary action, as well as a proper assessment to determine the actual issues that need to be addressed. Once identified, it will then be possible for the employee to be referred for professional intervention so that he or she can get the help that is needed.

Conclusion

Alcoholism is a destructive disease that can rarely be treated without professional help. By the employer showing a caring and concerning approach to a real problem, the employee is shown that he or she is regarded as a valuable investment.

"None of us can be free of conflict and woe. Even the greatest men have had to accept disappointments as their daily bread."
Bernard M. Baruch, American financier and politician