Author(s)

Djidonou Anselme^1*, Fiossi-Kpadonou Emilie², Hounmènou Jean-Claude Sèdognon³, Floret Arthur⁴, Djidonou Lionelle Esméralda⁵, Riboux Alain⁶, Tognon Tchégnonsi Francis¹

¹University of Parakou, Mental Health Department, Parakou, Benin.
²University of Abomey-Calavi, Mental Health Department, Cotonou, Benin.
³University of Abomey-Calavi, Psychology and Science Education Department, Abomey-Calavi, Benin.
⁴Social Change Socio-Anthropologist, Montreal University, Montreal, Canada.
⁵High Institute of Commerce and Management, Cotonou, Benin.
⁶Brussels Free University, Faculty of Medicine, Brussels, Belgium.

Background: Employees’ dissatisfaction is as a result of confrontations of two divergent views, compliance with collective labor agreement and the company’s profitability requirements. However, the documentation of internal and external environmental impacts on the employees is poor. Our objective was to study workers’ origin of dissatisfaction from the negative impact of Fludor Benin SA internal and external environment. Population and methods: It was a cross-sectional study, conducted from 11^th September 2013 to 08^th January 2014, on Fludor Benin SA employees. Data collection was carried out over ten (10) sessions through administration of Focus Group Discussion modules coupled with psychodrama (FGD-psychodrama) and conducted fortnightly. The module was intended for a group of twelve employees per session. It lasted 2 hours and ended with a game comprising a set of sixteen (16) cards. Each participant’s 16-card deck allowed the “player” to identify the likely origin of his dissatisfaction at work. Results: One hundred and twenty (120) employees were expected, but only ninety-nine (99) had participated in the FGD-psychodrama. The rate of participation was 82.5%. The average age of the employees was 35.4 ± 7.4 years, while sex-ratio was 23.75. Average seniority was 9.3 ± 3.2 years. The employees’ robot profile was: 39 (39.39%) passive employees, 18 (18.19%) disappointed employees, 17 (17.17%) unmotivated employees, 14 (14.14%) dedicated to the company but barely recognized and 11 (11.11%) unhappy employees. The reasons for dissatisfaction originated from matrimonial home 25 (25.25%), workplace 23 (23.23%) and use of drugs 11 (11.11%). Seventy-seven 77 (77.78%) employees were satisfied with the FGD-psychodrama modules. Conclusion: FGD-psychodrama may be an effective tool to restore unhealthy corporate atmosphere, help employees to discern the origin of their dissatisfaction and change their perception about stressful situations prevailing in their workplace.

Dissatisfaction, Workplace, Focus Group Discussion-Psychodrama, Fludor Benin SA

Anselme, D. , Emilie, F. , Sèdognon, H. , Arthur, F. , Esméralda, D. , Alain, R. and Francis, T. (2017) Focus Group Discussion—Psychodrama in Corporate Environment: Leverage of Investigation of Employees’ Origins of Dissatisfaction within Fludor Benin SA. Open Journal of Psychiatry, 7, 162-175. doi: 10.4236/ojpsych.2017.73015.