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Mental Health in the Workplace

 

 

 

 

 

 

 

 

MENTAL HEALTH IN THE WORKPLACE

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The policies made, management and administration in mental health are fostered for the improvement of programs and services in human mental health. This is intended to foster administration viability, both as a professional career and field of knowledge. Explicit mental health management, administration, and policies are essential and powerful tools for relations of mental health in a country’s health ministry (Kahn and Langlieb, 2003, 217). Ultimately, the data collected from relevant literature entails the improvement of quality delivery of services, accessibility, community care, and other mental health indicators.

In my endeavor to study Kahn and Langlieb’s book Mental Health and Productivity in the Workplace, I was able to grasp the concept behind mental health management and administration, something that is derived from general health social policies and welfare. In this regard, this field of human health is influenced by various standards and policies that may not be mental health related. If maximizing the positive impact of formulating policies in mental health should be considered, then it is crucial to take into account the social and physical working environments that people function in. In this case, Kahn and Langlieb emphasize that it is necessary to ensure the collaboration of relative sectors. This is supposed to facilitate education programs, health, welfare policies, employment, and policies that address the young and old in a working environment (Kahn, and Langlieb, 2003, 302).

In this case, Kahn and Langlieb assert that problems in mental health ultimately affect the working place and the people in this environment. However, these problems are hard to notice because such disorders normally tend to hide on the job. For example, mood symptoms can pose physical problems such as sleep disturbances or irritability. In addition, efforts that are directed towards recognizing and treating problems in mental health are capable of improving the health of the affected persons, as well as increasing workplace productivity. Among the most common mental health problems in work places there are addiction problems, anxiety, and depression.

Because of the stigma associated with these mental problems, employees normally become reluctant to undergo treatment, particularly due to the current state of the economy and concerns about losing employment. Managers at the same time may be willing to offer assistance but may not know how to do it (Schmidt, 2010, 213). Consequently, mental health problems in the work place go undetected and hence untreated for a long time. Therefore, it is crucial for workplaces to administer policies designed to manage the problem. However, managing mental health problems is a complicated process but proves a sound strategy in the long term.

Most researches carried out indicate that benefits and costs associated with administering and managing mental health are related to cases of depression. Kahn and Langlieb establish that when mental health problems are dealt with effectively, companies and organizations are then able to deal with employee turnover, sick days, workplace accidents, and hence improve employee productivity and number of hours worked. Treating problems related to health is a complex process that consumes considerable time and resources. However, in the long term, it proves to be a beneficial strategy. Resources spent for the administration and management of policies in mental health are an investment that pays off. These benefits include healthy workers, financial health of the company, improved employee productivity and working hours (CBC News 2013, 3).

To achieve positive results, it is crucial that the management implement the strategy in the working place. Moreover, it is prudent to develop policies fostered from mental health information and the mental needs of the work place. For example, the needs of the workplace can be determined through studying prevalence and incidences (Schmidt, 2010, 321). In addition, the system established to deliver mental health care should be well understood and documented. Knowing the parties responsible for delivering mental health care, to whom, and the resources to be used should be regarded a relevant consideration when developing a reasonable and feasible mental health policy. In relation to Kahn and Langlieb (2003, 180), the process of developing, implementing, and managing mental health policies in the workplace involves a political aspect, as well. In this regard, the management in the workplace should endeavor to investigate the political environment and make relevant proposals that compliment views from national and international experience.

From the foregoing, it is crucial to understand that developing and implementing psychiatric health policies in any workplace is a daunting task. It is fundamental that any company or organization takes into consideration a number of factors regarding mental health problems and their relation to the work place. My knowledge from Kahn and Langlieb’s book asserts that specific circumstances in mental health vary from one work place to another. Therefore, every work place may administer distinct mental health policies and management strategies. Through adequate policies and planning, a workplace affected by mental problems can be able to direct these issues onto a well thought through and well designed trajectory. In conclusion, administration and management facilitate the formalizing of policies into clear strategic and clear components.

 

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