There is a lack of adequate mental Health in Most Workplaces

There is a lack of adequate mental Health in Most Workplaces

Abstract

This paper presents mental health problems faced by workers in workplaces. Results are collected from historical sources to try to understand how these problems can be eradicated and to predict future possibilities. The solutions to the issues are addressed hierarchically. Simple strategic plans are discussed first before the macro solutions are placed on the table. Mental health among workers is a growing menace in developed and developing countries. These problems exist due to a lack of adaptation of adequate mental health programs in workplaces. These problems are known to cause economic difficulties due to the reduction in the productivity of employees. Employers, NGOs, and Governments are coming up with favorable programs aimed at improving the health of workers and reducing mental health problems. The best ways to create, integrate, and deliver these programs to remain unknown. This study focuses on the use of approaches to create a workplace with mental health support resources that aims at reducing mental health among workers.

Keywords: Common Mental Disorders (CMDs)

: World Health Organization (WHO)

Mental health in the workplace

Health is the ability to work freely without experiencing any setbacks. Being healthy makes an individual be able to contribute positively to community development. Mental health, on the other hand, makes us work appropriately by using off our brains and also physically without experiencing any problems. A healthy mind is required in any organization in carrying out the roles of the institution. Employees can cope with daily activities perfectly well, leading to an increase in productivity. It is correct to say that the mental health and productivity of employees are inter-related. Those employees with mental health problems find difficulties in coping with the daily activities in an organization. The big question is, where do these psychological problems come from, and what causes them? Top management should ensure that all employees have access to the necessary mental support resources not only to increase productivity but also to reduce pressure on psychiatric drugs.

According to the World Health Organization (2007), it estimates that globally, 264 million people are at risk of suffering from depression. Depression also leads to causing disabilities, and the majority of these people who experience sorrows also get symptoms of anxiety. A study from WHO estimates that the world economy loses US$ 1trillion in productivity loss. This loss is a result of the treatment of Common Mental Disorders (CMDS), which are anxiety and depressions. One of the risk factors that make people develop mental health problems is being unemployed. A country with high unemployment percentages has more cases of mental health problems as compared to one with low unemployment rates. A working environment that is not conducive leads to psychological and physical health problems. A workplace where employees are supported when they suffer from mental disorders leads to an increase in productivity and a reduction in absenteeism. Economic gains are achieved. This paper will address issues of mental health problems and the disorders in workplaces. It will also cover other crucial areas that are caused by work, such as stress.

Pieces of evidence from reviews and critical articles that highlight the problems were used together with historical and legislations and strategies applied by both the governments and renowned research institutes. A period of one year is enough to complete the research. These methods of study will be integrated with supporting interventions that are being designed. These will be operationalized into a program through discussions and analysis of all areas concerned with the topic bringing us to a consensus. Finding from research institutes and organizations such as the World Health Organizations European Union Compass are also useful resources (Greenberg et al., 1993).

There are many managerial and organizational problems in working environments. Some of these environments are the organizations and administrative background, which are risk factors for mental health. Other risk factors to mental health are the skills and support that are availed to employees while doing their tasks. Lack of resource may make an employee not accomplish their duties properly. This failure is a result of unsupportive managers and practices in the organization. These issues talked about making one be at risk that causes mental health problems. Working hours that are not flexible to the employee’s other commitments also pose a significant threat to the mental health of an individual (Sanderson & Andrews, 2006). Poor communication translates to poor delivery of work, which at last cripples the institution’s productivity. Other risks are related to the content of the job. Although an employee may be competent in her area of specialization, she might get more tasks than expected that can affect her mentally.

Circumstances may make an employee buy psychoactive drugs or abuse alcohol. This risk becomes more prevalent in areas where the employees are not supported socially to ease their stress. Employees turning on drugs increases pressure on medical resources. Bullying by supervisors in an organization is another case that accelerates the use of these drugs.  Another risk of mental health problems closely related to bullying is psychological harassment. Psychological torture and bullying cause stress to workers leading to mental and physical issues that trigger the abuse of drugs. Employees use drugs to relieve them from anxiety and other mental related illnesses. The organization suffers a significant loss when the affected employees have reductions in their productivity. Stress from work and psychological torture can also affect the families of those affected in the workplace (Lim, Sanderson & Andrews, 2000).

The issue of mental health problems has been in existence for many decades.  Governments and unions, such as the European Union Compass, have tried their best to achieve healthy workplaces. In 2014, an academic report came up with an approach to suggest that interventions were to take three-pronged approaches. These approaches were to protect, promote, and address all-metal health problems regardless of their causes. Also, an organization called the World Economic Forum came up with steps that it thought would create a healthy working environment (World Health Organization, 2007). These steps were as follows; creating awareness, employees being motivated, learning from other companies, understanding of employees, and making them aware of the areas they would get mental health support. Interventions should be put in place to ensure that there are prevention measures, that the symptoms of mental health problems are identified early, assistance is offered, and also ensures that those affected are rehabilitated (Elliott, Huizinga & Menard, 2012).

Organizations may create health services in the employee’s occupations. These interventions are successful when stakeholders, as well as the staff, are involved. This move is very crucial in monitoring their progress (Benach, 2000). Although these interventions might cost money in ensuring they are valid, the returns in an organization are likely to be more than the costs. The performance will not only improve the employees’ health but also cause a significant improvement in productivity. Growth in the health of an employee will, in turn, reduce the pressure created in medical resources. When there is an increase in employee’s productivity, the company is likely to realize more profits, which boost the economy of a country. The top management in any institution must ensure that employees have access to mental health support resources.

In conclusion, mental disorders and workplaces go hand in hand, as shown in the above discussions. The two main types of mental illnesses affect the productivity of any institution negatively. Poor working environments are characterized by psychological torture and bullying by the top management, experience a higher prevalence of these CMDs. Ways to promote mental health have will be in considerations. A significant number of interventions have been created to cure depressions and anxiety in the workplaces of developed and developing countries. Research is carried out to come up with solutions that address CMDs in the developing countries who are affected more.

References

Benach, N. (2000). Nuevos espacios de consumo y construcción de imagen de la ciudad en Barcelona. Estudios Geográficos, 2000, vol. LXI, num. 238, p. 189-205.

Greenberg, P. E., Stiglin, L. E., Finkelstein, S. N., & Berndt, E. R. (1993). The economic burden of depression in 1990. The Journal of clinical psychiatry.

Lim, D., Sanderson, K., & Andrews, G. (2000). Lost productivity among full‐time workers with mental disorders. The journal of mental health policy and economics, 3(3), 139-146.

Sanderson, K., & Andrews, G. (2006). Common mental disorders in the workforce: recent findings from descriptive and social epidemiology. The Canadian Journal of Psychiatry, 51(2), 63-75.

World Health Organization. (2007). Mental health: strengthening mental health promotion. Fact sheet, 220.

Elliott, D. S., Huizinga, D., & Menard, S. (2012). Multiple problem youth: Delinquency, substance use, and mental health problems. Springer Science & Business Media.