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Developing capabilities for managing employee mental health in the workplace Module 3: Reducing workplace risks to mental health

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Title: PowerPoint Presentation Author: David Woodward Last modified by: Anne Anderson Created Date: 1/24/2007 12:01:42 AM Document presentation format – PowerPoint PPT presentation

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Title: Developing capabilities for managing employee mental health in the workplace Module 3: Reducing workplace risks to mental health


1
Developing capabilities for managing employee
mental health in the workplace Module 3
Reducing workplace risks to mental health
Tasmanian School of Business and Economics
2
Learning Objectives
  • To develop an understanding of managerial
    capabilities involved in
  • identifying work-related risks to mental health
  • leading organisational change to address
    work-related risks to mental health
  • To develop an awareness of important legal,
    ethical, economic, situational and interpersonal
    factors that may influence the actions managers
    can take to control work-related risks to mental
    health.

3
Ground Rules and Expectations
  • Discussions about mental health conditions and
    situations involving workplace mental health may
    be sensitive for some participants
  • Any participant who feels distressed as a result
    of discussing mental health issues is encouraged
    to speak with the facilitator
  • During todays discussions people may choose to
    disclose experiences of workplace mental health
    we ask that you dont mention employers or
    employees by name
  • Please respect the confidentiality of discussions
    arising from this learning activity.

4
Case Study Hope Hospital
5
  • DQ1 What work-related risks to mental health and
    indicators of a mentally unhealthy workplace
    appear to be in evidence at Hope Hospital?
  • Risk Factors
  • Lack of job security
  • Staff being allocated into areas and roles in
    which they lack skills/expertise and have
    received little training or preparation
  • Interpersonal conflicts stemming from employment
    relationships
  • Workplace culture emphasising high organizational
    citizenship, putting workplace needs over
    personal needs, little recognition/ reward for
    exceptional service or going above and beyond.
  • Indicators
  • Increased absenteeism, sick leave and workers
    compensation claims (e.g. stress-related claims)
  • Acceptance of high turnover and absenteeism by
    senior management

6
  • DQ2 What are your obligations under OHS?
  • All employers/managers obliged to take
    appropriate steps to minimise/eliminate health
    and safety risks in the workplace.
  • In relation to mental health this includes
  • Identification of possible workplace practices,
    actions or incidents which may cause or
    contribute to the mental health of workers
  • Taking action to eliminate or minimise these
    risks
  • Recognising and promoting mental health is an
    essential part of creating a safe and healthy
    workplace.

7
  • DQ3 How could you investigate whether the
    conditions at Hope Hospital are affecting
    employee mental health? What research could you
    conduct?
  • Assessment monitoring
  • Survey (if large workplace)
  • Interviews or focus groups
  • Consult EAP trend data (if available)
  • Listen to staff
  • Assess control with reasonable actions

8
  • DQ4 As the HR manager at Hope Hospital, what
    strategies would you recommend the hospital put
    in place to minimise or eliminate the risk
    factors for mental health? How could these be
    implemented?
  • Review/reduce reliance on casual workforce
  • Review workforce profile/change rostering
    practices so people work in areas of expertise
  • Dispute resolution for staff conflicts
  • Review staffing arrangements and workforce
    profile to reduce the need for staff to go above
    and beyond
  • Promote workplace culture that recognises and
    rewards additional contribution
  • Educate senior management about costs associated
    with current culture

9
  • DQ5 What problems might you encounter when
    trying to implement these changes?
  • Resistance to change (e.g. dont want the change)
  • Inability to implement change and/or maintain the
    change in practices
  • Failure to see
  • Failure to move
  • Failure to finish
  • May be influenced by lack of resources inc.
    money, but also motivation, willingness etc.

10
Expansion options
  • Review the workplace risk assessment approaches
    developed by
  • the People at Work Project
  • (http//www.peopleatworkproject.com.au/)
  • and
  • Guarding Minds at Work
  • (http//www.guardingmindsatwork.ca/).

11
More Information Resources
  • Lifeline crisis support https//www.lifeline.org.a
    u
  • Beyondblue
  • Depression support and information
  • E-learning programs to aid awareness of common
    mental health disorders, early intervention and
    prevention specifically designed for workplace
    settings
  • www.beyondblue.org.au
  • Australian Human Rights Commission - 1300 656 419
  • Information related to Federal legislation on
    human rights, anti-discrimination, social justice
    and privacy
  • humanrights.gov.au

12
  • Job Access 1800 464 800
  • Information for coworkers, employees and
    employers on how to assist people with
    disabilities to obtain or maintain employment
  • jobaccess.gov.au
  • Safe Work Australia
  • Leads the development of national policy to
    improve work health and safety and workers
    compensation arrangements
  • www.safeworkaustralia.gov.au
  • Work Cover
  • please add the details for your states Work
    Cover office
  • Work Place Standards
  • please add the details for your states Work
    Place Standards office
  • Fair Work Act
  • - please add the link to your states Fair Work
    Act
  • Anti-Discrimination Act
  • - please add the link to your states
    Anti-Discrimination Act
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