THE ROLE OF SUPERVISORS IN THE SOUTH AFRICAN POLICE SERVICE IN THE SUCCESSFUL UTILISATION OF THE EMPLOYEE ASSISTANCE PROGRAMME

Abstract

Murder and suicide are common amongst members of the South African Police Service (SAPS) and supporting statistics to this effect are regularly highlighted in the media (Allers, 2006:2). It is also evident that employee productivity is often influenced negatively as a result of personal and/or work-related problems. McCraty, Atkinson and Tompson (in Williams & Weyers, 2006:281) mention that particular attention should be given to occupational stress in policing as its potentially negative consequences affect society in more direct and critical ways than in the case of most other organisations. Although the Employee Assistance Programme (EAP) of the SAPS is a suitable vehicle to address these problems, Allers (2006:2) states that, as far as seeking help is concerned, there is a culture amongst police members of “boys don’t cry”. He continues that there is nearly no internal support for members who are confronted with shocking experiences on a continuous basis. Such a statement seems to imply that referral by supervisors of troubled employees to the EAP is not enough.