• Directive Counselling centre around the counselor. The counselor, after hearing the problems of an employee, decides what should be done and give advice and suggestion to him to resolve the problem. But directive counselling seldom succeeds, as people do not wish to take up advice normally, no matter how good it might be.

• Nondirective Counselling is the process of skillfully listening the emotional problems of an employee, understand him and determine the course of action to be adopted to resolve his problem. It focuses on the counselee hence it is called ‘client centred’ ounselling. Professional counselors usually adopt this method of ounselling. The unique advantage of this type of counselling is its ability to cause the employees reorientation. The main stress is to ‘change’ the person instead of dealing
  with his immediate problem only. The non-directive counselor deals with respect the person so affected. He takes the person as best to solve his own problems and he facilitates the person to reach his goal.

• Cooperative Counselling is the process in which both the councellor and client mutually cooperate to solve the problems of the client. It is not either wholly client centred nor wholly counselor centred but it is centred both councellor and client equally. It is defined as mutual discussion of an employee’s emotional problem to set up conditions and plans of actions that will remedy it. This form of counselling appears to be more suitable to managerial attitude and temperament in our country.

Among the three from of counselling, the advice offered in directive counseling considers the surface crises; the nondirective counselling goes to the underlining cause, the real crisis that leads the employee to understand his problem. It is thus suggested that nondirective to counselling is, probably, the best among the three forms.