Drug testing initiative

By definition, drug testing also known as drug screening among employees refers to the laboratory examination of drug content and contamination of the human biologic material (including urine, blood, saliva, or sweat) so as to determine whether an employee is a user of specific drugs before and after hire. Such tests are performed to detect the use of illicit drugs and substances not permitted in specific occupations. Drugs have a lot influences on the employee. Some of them take them so as to remain energetic and stimulated especially where the nature of work is rigorous and energy consuming. Some use them to stay free and unconscious of the employer’s reproach and harshness. As much as the reasons cited for employee’s consumption of drugs may appear plausible and reasonable, it should be discouraged due to the many negative impacts and atrocities that it costs the same employees and the organization in general. Among these effects include tardiness and hangovers that reduce efficiency at work, poor decision making, preoccupation, increased chances of trouble among workers and other after-effects that reduce turnover and dwindles daily organization’s production.

Drug testing initiatives’ origin can be traced from the 1980s when governments began recommending drug testing programs as part of wars against drug usage. In 1988, the Drug-Free Workplace initiative was erected and which required that any organization in contract with the federal government ensure its internal environment is drug-free through performing drug tests to its fraternity. This trend gained popularity, and although today it’s seen as unethical by some companies’ employees and members of the stake, it’s a good way to ensure a swiftly running organization.

Organizational change: Drug testing initiative for all employees

Change Resistance section

Reasons for resisting the change

Apparently, the drug testing program proposed is subject to contradiction and resistance by employees due to the following reasons.

• Employees fear that if the test confirms that they are drug users they might face tough disciplinary actions
• The fear of firing is also a hindrance to acceptance of drug testing from employees. Some might fear that a lab technician might fabricate the results of their tests just to make them fired from the organization
• Thirdly, employees might raise the concern that drug test unethically exposes their private personal life. Anyone is entitled to leisure of his/her choice when out of the job. However, the test process might fail to differentiate whether the drug was consumed during leisure time or work time. That might lead the employee to face unnecessary consequences.

Strategies to overcome the resistance:

• Conduct a survey with the employees which will allow them to air their views on how this program should work
• The laboratory should constitute of more than one independent technician to ensure results of the tests are not in any way subjective.
• Assure the employees of no quick and rush disciplinary actions. If the test confirms that the employee is indeed a consumer of drugs, the company will have rehabilitation services, and unless he/she shows no interests for a positive change, he/she will not be fired.
• The company will host seminars and conferences to educate its employees on facts about the consequences of drug use and the benefits of drug testing such as getting quick help before the situation aggravates.

Limiting Beliefs Section

My Limiting Beliefs:

• It takes long to earn a positive attitude about the drug testing initiative from all employees
• Lack of sufficient support from fellow administrators might limit acceptance. Fellow staff members might show reluctance to the initializing of the program leading to a shortage of role models. As such, the employees might fail to be motivated in accepting the idea

Organizational Limiting Beliefs

• Lack of financial support. That might lead to shortage of accurate testing equipment, reluctance of hiring quality clinical staff in the lab such as rehabilitative technicians as well as other required resources for the program
• Resistance from the superior might lead to suspicion and low support from the subordinate staff and employees. Convincing the superior management to support the program might also take time though will have to be done.

Organizational Changes That Must Take Place to Allow For the Change

• Flexibility. The current organizational culture must change to allow for one that accommodates free entry of positive ideas. The mode of administration today challenges employees’ idealism and contribution to change. Employees should be allowed to give freely opinion of what ought to be done since any form of change affects them to a greater extent
• The organizational need to revise its mode of penalization too. The current one creates fear among employees since a little mistake is magnified leading to extra-corporal punishment.

Control, Influence & Not Control, Influence Section

What I Can Control:

• How the program works
• How to communicate the details of the program to employees
• Confidentiality and accuracy of the tests results

What I Can Influence, But Not Control:

• Organizational funding of the program
• Fellow staff reluctance to the change
• How to deal with employees confirmed to be drug users by the test

What I Can neither Control nor Influence:

• Period needed to secure full support for the drug testing program from the majority if not all members of the organization
• The number of supporters of the program.

Sherry Roberts is the author of this paper. A senior editor at Melda Research in custom research paper services if you need a similar paper you can place your order for a custom research paper from top research paper writing companies.

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