...reflective of broader social, economic and political trends. Mental health as a general public concern – and its role in the workplace – has garnered increasing attention over the past several years. One in five Canadians will experience a mental disorder in their lifetime. Whatever the reason for this new awareness, mental illness and poor mental health is now being recognized as a major business concern. 3 In order for workplace health promotion to be adopted, it must make a difference to the financial bottom line and be presented as a strategic priority to organizations. Taking a proactive approach to protecting employees’ mental health is the right move for organizations looking to keep a healthy staff team and a healthy budget. There this company, XYZ want to help improve the mental health of employees as it is beneficial in helping both the individual and the whole organization to achieve long-term excellence. As a result, a detailed project plan is described in the report that tells how the overall project will be carried out. 3 1 The Definition of Project 3 1.1 Project Objectives: 4 2. Business Projects: 4 Key Personnel Involved is: 5 2.1Assessment of costs relating to stress and psychosocial risks 5 2.2 Methodology for Carrying out the Project: 6 Creating a Healthy Workplace Committee 6 2.3 Conducting a Situational Assessment – Getting to the Root of the Problem 7 2.4 Developing a Healthy Workplace Plan 8 2.4.1 Types of planning 8 2.5 Role and responsibilities...
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...Work 30 (2008) 311–316 IOS Press 311 Disclosure of mental health Kathy Hatchard∗ Hatchard Rehabilitation, Penticton, British Columbia, Canada Abstract. As today’s workplaces strive toward a climate of inclusiveness for persons with disabilities, much work remains for employers in developing a process to achieve this ideal. While survivors of mental illness are encouraged to disclose related concerns to their employer, such sharing of personal information remains daunting. Similarly, employers attempting to assist the process are often awed by the extent of collaborations involved in integrating employees with mental health issues back to work as well as concern about compliance with human rights legislation. Needed accommodations in terms of approach to the work itself are often simple; however substantiating the need for adjustments is more complex. This case study introduces a model to support the development of shared goals and shared understandings for return to work (RTW) among workers with mental health concerns, employers, co-workers and therapists. The model of occupational competence is used as a basis to guide dialogue, identify challenges and generate solutions that take into consideration a worker’s preferences, sensitivities, culture and capacities in relationship to the occupational demands in a given workplace environment. A case study is used to demonstrate the potential utility of the model in assisting stakeholders to strengthen collaborations and...
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...How does employee hidden mental illness manifest adversely in workplaces? An employee hidden mental illness has become the most prevalent illness found in western societies today. It has widely emerged within many workplace organisations and surprisingly remains largest among the medical and health sciences fields. According to De Lorenzo and Mirella (2013), hidden mental illnesses effect between 17% and 20% of employees in a given twelve month period. The most common hidden mental illnesses are depression and anxiety, depression effecting 4% and anxiety 14% of employees in a twelve month period. The socio-economic impact of mental illness within the workplace is frightening, the loss of productivity and costs have already caused major damage, and serious consequences for the future when depression and anxiety within the workplace increase. Mental illnesses within the workplace can be worsened if the employee has poor self-management of their illness, which includes inconsistent medication use, and social factors such as low social support, discussed by Munir, Yarker, Haslam, Long, Leka, Griffiths and Cox (2007). Mental illnesses are not treated like physical illnesses by society. They are pushed aside and not seen as a real disease that impairs peoples abilities because it is an invisible illness. Stigma of mental illnesses within the workplace is a major reason why employees choose to conceal their issues. Employees can feel labelled, less capable and treated differently...
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...are the keywords that I picked for search purpose • Causes of anxiety in workplace • Workplace depression • Effect of Alcohol and drug dependence on workplace • Anxiety and work environment • Boredom in job • Stress in workplace • organizational commitment & employee discontent • Physical fitness and work related issues • Dealing with Anxiety and Depression • Coping with Anxiety and Depression • Impact of anxiety and depression on organization and economy I had analyzed the various key words which are related to the topic and compared sourced information from other related sites for the topic. To find how organizations deal with anxiety and depression and how this affects other employees I initiated discussions with the human resource dept and the different chiefs of the company that I work, namely Gulf Cement Co. The Preliminary research question that I will be addressing in the literature review What are the effects of anxiety and depression in the work place and how organizations deal with it? A list of 6 – 8 Keywords and their definitions related to the above topic • Job-Anxiety: When an actual or imagined confrontation with the workplace or certain stimuli at the workplace (e.g. persons, objects, situations, events) causes a prominent anxiety reaction in a person. Secondly, avoidance behavior towards the workplace or associated stimuli has developed. • Workplace depression: It is a state of low mood and aversion to...
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...say that it is a personality issue that leads to substance abuse which has not been proven. Personality research continues to be a factor in the study of alcoholics and drug abusers. The results suggest that such use is more common among adolescents who show pre-drug use signs of one or more of the following: rebelliousness, other adjustment problems, depression, sensation seeking (Kandel& Yamaguchi, 1985;Stein et al., 1987; Shelder & Block, 1990). None of these factors have been proven to account for the abuse of drugs and alcohol. Studies have had the evidence to show that pre-drinking personality traits are in those that have had a drinking problem since an early age. Evidence also suggest that such people have a genetically determined brain disorder involving the prefrontal lobes (Tarter et al., 1988). These disturbances lead to deficit disorders, pre-alcoholic essential tremor, emotional instability, and aggressiveness not excluding others. When dealing with substance abuse in the workplace individuals do not leave these problems at home. Of the 17.2 million illicit drug users aged 18 or older in 2005, 12.9 million (74.8 percent) were employed either full or part time (OSHA). There has been many who have had accidents in the workplace and have ended up dying have been known to test positive from some kind of substance. Some effects of substance abuse in the workplace are mistakes that are not normally usual. There have been workplace injuries because of substance...
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...Bullying in the Workplace | The law, its implications, and the future | For: Bob Thompson | By: Anthony DeRose Mike MortonPerna CaputoSaralyn ManzanoTara Knight | 3/24/2015 | | Bullying in the workplace is a serious issue and more prevalent than ever. The University of Windsor’s Odette School of Business in 2011 found 40% of Canadians experience one or more acts of workplace bullying a week. The Canadian Safety Council reports that 75% of victims quit (CBC News). Not only does workplace bullying have serious negative consequences for an individual’s career, it can have a devastating impact on mental and physical health. The damages associated with bullying are exemplified in the following. The legislation in Canada that protects workers from bullying is in its infancy. It does not use the term bullying at any point. Victims of bullying can receive remediation through the common law and statutes. However, as Human Resources Professionals it is our legislated duty to provide safe workplaces for the employees we manage. Additionally, our responsibility is to mitigate the costs of litigation posed by bullying. Proactive HR policies that emphasize education and open communication, combined with legislation that deters this negative pattern of behaviour will help to minimize this risk and associated expenses. ------------------------------------------------- What is workplace bullying? According to the Canadian Centre for Occupational Health and Safety (CCOHS)...
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...depression are a present part of life for almost all human beings in this world. This is an illness and not a disease. This illness has incurred due to various factors in present day world which has grown to be challenging, selfish and non caring. This study investigates the various contributing factors of anxiety and depression and theories supporting them which in terms have assisted to address all relevant resolution to manage anxiety and depression in all spheres of society including workplaces. The main focus is on the workplace management of anxiety and depression as the economic dependency based on workplace is the primary key indicator to trigger off the psychological imbalance within human beings. This article elaborates the remedial procedures and responsibilities for both the employees and employer to participate in harmony to overcome the components and mange those which give rise to anxiety and depression. The approach if being managed professionally will arrest the negative mental health of the employees which will add up to incremental productivity which will eliminate cost and bear revenue generations for the organisations. Introduction : Sociological, economical, political and environmental aspects have given to increase trends in anxiety and depression across all sects of human beings across the world. This is leading to the withdrawal symptoms of employees resulting to absenteeism, error in work, low productivity which is resulting to increase of cost and loss...
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...Substance Abuse in the Workplace Valencia Simpson HCA250- Psychology in the Workplace Wakita Bradford August 25, 2013 Substance abuse is the overindulgence in chemical and/or drugs that affect an individual’s physical and mental well-being. There are many factors that influence if someone engages in smoking, drinking alcohol, or use drugs. Many of that is based on personal relationships, society, and sometimes the need to feel like a person is part of the “in crowd”. It not only affects the person that is doing the drugs but also the family and friends of the loved ones. Substance abuse is a disorder that is characterized by a pattern of continued use of medications or controlled substances. The portion of substance abuse that I chose would be marijuana or a legal name would be cannabis. Cannabis is often consumed for its psychoactive and physiological effects which can include heightened mood or euphoria, relaxation, and increase in appetite. Unwanted side-effects can sometimes include a decrease in short-term memory, dry mouth, impaired motor skills, reddening of the eyes, and feelings of paranoia or anxiety. Contemporary uses of cannabis are as a recreational or medicinal drug, and as part of religious or spiritual rites; the earliest recorded uses date from the 3rd millennium BC. Since the early 20th century cannabis has been subject to legal restrictions with the possession, use, and sale of cannabis preparations containing psychoactive cannabinoids currently...
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...Crazy in the Workplace Should everyone have a job? Psychological disorders at work place …. (Mental Illness) Mental well-being at work is an idea that still lacks a proper and clear definition. Many documents reflect the complexity of this concept, which usually views stress and the risk of occupational burnout as the typical results of poor mental working conditions. Some professions are more vulnerable than others. It is true, as the research in many countries shows, that professionals such as lawyers, social workers, teachers or secretaries have a higher risk of depression, and workers in health services and farmers have a higher risk of suicide. One tends to focus on the “dark side of the moon”, sometimes forgetting that work could and should be a source of personal growth and satisfaction. Experts working on the psychological disorder at work place for Mental Health and Well-being, state that the workplace can provide a healthy culture and environment that is psychologically supportive to the workforce. It also helps to promote the social inclusion of people with mental health problems, providing an income allowing them to more fully participate in society On the other hand, mental health influences the quality of work performance. Poor mental health, especially depression, results in higher absenteeism rates, lower productivity and problems with making decisions. In some extreme cases, a mental condition...
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...up by governing bodies that set out principles and rights in the HSC setting. These are international in nature and are binding to countries. For example UNICEF is the worldwide body that governs conventions on the rights of a child. (Ref Unicef.org.uk) Charters These are documents defining the formal organisation of a formal body, for example The United Nations has a charter. (Ref Dictionary.com) Codes of Practice A written set of rules which explain how people working in a particular profession behave. For example the General Social Care Council has a set of codes of practice. (Ref www.scei.org.uk) Regulatory bodies All social care is regulated by the Care Quality Commission. This is an independent body that encompasses all types of health and social care work....
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...would you put in place according to the hierarchy of control? Hazards Risk control procedures Work space ergonomics Adjust the workstations according to staff height and reach The aircon is dripping water Get the electrician to fix the aircon Boxes/clutter in walkways Move the boxes/clutter to the storage room A lot of cables from the newcomputer installation Wire the tangled cables Health and safety information is not up to date Update the OHS information according to the new legislations Emergency procedures is not up to date Update the emergency procedures according to the new legislations Heavy items manual handling Prepare the trolley for the manual handling and arrange the team lifting Workplace...
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...pressure to minimize claim costs (Barnetson, 2010). Instead of making safety improvements to the operation, employers may attempt to game the system through the adoption of aggressive claim management and adjudication strategies (Barnetson, 2010). These strategies are designed to do three things; get workers back to work as soon as possible; dispute and appeal claims where feasible; and lower premium rates without having to make significant changes to work processes. More and more employers are recognizing that an early return to work program is an effective tool in claims management. In theory these programs are meant to not only minimize WCB claim costs but also address the potential for moral hazard, keep injured workers engaged in the workplace, and support their rehabilitation while gradually returning to them to full duties (Barnetson, 2010). However, this theory may be an oversimplified logic (MacEachen, Kosney,...
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...Canadian Work environment is becoming increasingly complex with many demands being set on our employees, but one major issue affecting the health of our workers is Workplace Bullying. “Margaret Boucher, a former employee of Wal-Mart Canada, was initially awarded $1.4 million in a workplace bullying case, the highest of its kind in Canada in October 2012. She suffered flagrant and outrageous abuse at the hands of her former manager” (Roumeliotis, 1). For months her former manager harassed her with continuous emotional and mental abuse which resulted in her losing weight, losing sleep and losing herself, which forced her to quit her job. Her former manager is still employed with Wal-Mart Canada and she can still not find a job, you must...
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...Work, Life Balance The role of work has been changing over the last few years due to economic, cultural and social conditions. In the past years, work was considered as a means of providing the necessities of life for survival. Today, work is still a necessity but there needs to be balance for our personal satisfaction. In order to attain such personal and professional goal, programs and policies have been implemented to facilitate the concept of work-life balance. Work-life balance has been defined by the Workplace Mental Health Promotion as: Work-life balance is a state of well-being that a person can reach or can set as a goal in order to allow them to manage effectively multiple responsibilities at work, at home and in their community. Work-life balance is different for everyone and it supports physical, emotional, family and community health and does so without grief, stress or negative impact (Workplace Mental Health Promotion, 2010). The issue of work-life balance has been discussed for many years by companies and strategists. All see the benefits of a work-life balance on their employees’ productivity and morale, thus see more happy healthy workers. According to the survey conducted by Nanos on “A snap-shot on work balance, Happiness and stress in Canada”, approximately 89 percent of Canadians are happy, depending on where one lives in Canada. 54 percentage of Quebec residents are most likely to be happy, while 39 percentage of British Columbians are the...
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