RESEARCH POSTER
Topic
The Domino Effect – How Mental Health Influences the Workplace
Explanation
Over the past few years, within the current teenage and newly adult generations, the topic of mental health has become a bit more transparent and less shameful. We hear more about mental health and taking care of our well-being – but, it is just left at that. We chose a topic that we do not hear much of in the workplace – mental health. Mental health is an umbrella term for anything that effects someone’s’ well-being. We will discuss how this umbrella term influences the workplace in positive and negative ways.
Thus far, we have learned about time management, commitment, communication and organization from our course. We are applying the tools/what we learned in class by using our textbook chapters 1-4; and looking through class discussion posts to see if anyone mentioned anything applicable to mental health.
Preliminary approach/research topics
· Examples of good mental health and bad mental health
· Services and resources offered to employees by their employers (this includes things like: gym memberships and/or any other memberships, phone plans, discounts, continued education, student loan reimbursement, financial aid for continued education, scholarships for workers and family, promotions, awards, raises, housing, vehicle, vehicle rental, gas/travel reimbursement, PTO, vacation time, holiday pay, religious activities, webinars.
· How they [the employer] show compassion and understanding, how employer rewards their employees.
· Compare the turnover rate, how many people stay or quit; how long people stay in these jobs (good and bad) – look at the reasons why people stay/quit.
· Hostility in the workplace - how a negative attitude (by employers/workers/managers/supervisors) can impact the whole team [the workers] and how this effects job responsibility outcomes and the customers/clients.
· The negative effects of not offering: room for growth, bonuses and raises, recognition, promotion, and any of the services and resources listed previously [above].
Annotated Bibliography:
Due to the evolving nature of scientific studies and research, please be advised that more sources may be added throughout the course of the final project.
Heinz, Kate. “The Do's and Don'ts of Creating a Positive Work Culture.” Built In, 4 May 2021, https://builtin.com/company-culture/positive-work-culture
Rajgopal, T. “Mental Well-Being at the Workplace.” Journal of Occupational and Environmental Medicine, MedKnow Publications, Sept. 2010, https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3062016/
Health, Yubi. “Why Employers Should Focus on Workplace Mental Health.” Yubihealth, 18 Mar. 2021, https://yubihealth.com/why-employers-focus-on-workplace-mental-health-fitness/.
“Mental Health in the Workplace: Coping with Depression and Anxiety.” LearnHowToBecome.org, 24 Sept. 2020, https://www.learnhowtobecome.org/career-resource-center/mental-health-at-work/
“What Employers Need to Know about Mental Health in the Workplace.” Mental Health in the Workplace - Everything Employers Need to Know | McLean Hospital, 1 Sept. 2020, https://www.mcleanhospital.org/essential/what-employers-need-know-about-mental-health-workplace.
Hennekam, S., Richard, S., & Grima, F. (2020). Coping with Mental Health Conditions at Work and Its Impact on Self-Perceived Job Performance. Employee Relations, 42(3), 626-645. Web.
https://journals.sagepub.com/doi/full/10.1177/13505076211006618
-The author of this Journal, Hennekam, works at Audencia Business Institution's Human Resources Management Department, Richard at E.M. Strasbourg Business School in Strasbourg, and Grima at the University of Paris-East. They aimed to investigate the influence of mental well-being disorders on employee productivity and the way people with psychological well-being issues manage their illnesses at the workplace. They used qualitative questionnaires and in-depth encounters with people suffering from mental illnesses to examine them. Also, the data indicate coping methods that have a good and bad impact on one's work performance. Approaches that have a detrimental effect on an individual productivity performance are drug misuse and forcing oneself to function when sick. Acknowledging one's illness and finding time off are two coping techniques that have been shown to improve performance. Other coping tactics include medicine and therapy, awareness exercises, open dialogue, laughter, and reward. It would be relevant to my topic since it would enable me to understand the link between work performance and mental state. Nevertheless, slight is acknowledged regarding the impact of mental health problems on team effectiveness, how employees manage their psychological well-being issues at work, and the influence of such coping techniques on organizational-relevant outcomes.
Riba, M. B., Parikh, S. V., & Greden, J. F. (2019). Mental Health in the Workplace: Strategies and Tools to Optimize Outcomes. Springer MentalHealthintheWorkplaceStrategiesandToolstoOptimizeOutcomesbyMichelleB.RibaSagarV.ParikhJohnF.Gredenz-lib.org.pdf
-Riba, Parik, & Greden. (2019) argues that employees who are depressed, nervous, agitated, sleep-deprived,are prone to accidents, and tormented by blunders, annual leave, and departure. Workplace mental health concerns are significant financial challenges for organizations. The authors of this book worked together to establish a road map for company management and staff to resolve the needs and consequences of unwell thoughts at the job. The first chapter covers the significant picture issues and strategies. The researchers of later chapters explain the main workplace physical issues and evidence-based initiatives to assist in solving negative perception; when and where to transform for diagnostic help when needed. It would enable me to prepare better and use oversight and peer-to-peer initiatives from this book; and strategies for dealing with mental health at the workplace. Establishing comprehensive workplace mental health facilities would become a source of confidence and prosperity for firms that take the challenge.
Minnotte, K. L., & Yucel, D. (2018). Work-Family Conflict, Job Insecurity, and Health Outcomes among U.S. Workers. Social Indicators Research, 139(2), 517-540. http://dx.doi.org.nec.gmilcs.org/10.1007/s11205-017-1716-z
-Previous research has shown how work-family conflict and employment instability affect health status. However, little research has been done to examine how these stresses interact to affect worker health. Minnott & Yucel. (2018) provides an analysis based on the stressful procedure and investigates whether rising unemployment partially mediates the connections between work and family disputes and two medical outcomes: self-reported bodily health and poor psychological health. The Journal also discusses how trends differ by sexual identity utilizing information from the 2008 National Survey of the Shifting Professions. The authors found out that the two have such a direct impact on welfare health and well-being. Also, they discover that the adverse effects of work-to-family disagreement on ill health and well-being are more remarkable for individuals with job instability. Still, no such link was found for family-to-work disputes. However, there is no indication of substantial gender inequality in how these connections work. It would allow me to add to the body of knowledge by investigating the combined impacts of work-family conflict and job instability on impaired health and well-being. It would also assist me in extending my understanding of the stressful process model by emphasizing the importance of job uncertainty as a predictive stress response through their work.
Quelch, J. A., & Knoop, C. (2018). Compassionate management of mental health in the modern workplace. Springer.
-The authors of this Journal, Quelch & Knoop (2018), where to find out how administrators seem to want to enlighten themselves about mental health concerns and utilize and propagate guiding principles that have far-reaching consequences. They also suggest that implementing changes can have a far more considerable influence, even if initially tiny and local. Since most individuals spend at least one-quarter of their experience serving, employment and the environment directly influence their psychological health. It would be of more help to my research since I would be able to know the links between mental and physical health and corporate performance, creativity, and competitiveness, which have been and remain to be the subject of research. The authors developed their research around a network of interconnected circles, with the management's conduct and mindset at the core, radiating beyond, firstly to their immediate colleagues and family, the group, and then possibly throughout the company and the larger society. They concluded that developments in the outer circles have an influence on the administrator and their workplace
Raven, M. (2019). 22 Workplace mental health: A strategic driver of overdiagnosis. BMJ Evidence-Based Medicine, 24. http://dx.doi.org.nec.gmilcs.org/10.1136/bmjebm-2019-POD.128
-Raven is a part-time lecturer at the Department of Public Health. Her research explains how mental illnesses are widespread among employees, are linked to lower performance, and are frequently neglected. The desire to raise employee care and management frequencies to enhance health and performance is a significant subject in the workplace mental health (WMH) space. The author elaborates on the considerable number of individuals who work and the extent to which individuals work on average. WMH efforts are viewed as a premeditated way to boost treatment help in the community. It is widely assumed that persons with undiagnosed mental illnesses have adverse outcomes that intervention might avoid. Also, it is often thought that persons with mental diseases who don't need treatments have a poor degree of mental literacy skills and must be trained and motivated to know the signs of mental illnesses and seek therapy. Improving treatments among employees will improve not only demographic, mental health but also significant economic advantages for companies and society. It is a successful mindset that pervades the WMH works as well as the growing WMH program and consulting business. One of its weaknesses is that the epidemiology and financial data for such hypotheses and statements are poor and incorrect. The evidence bases for testing, which is frequently promoted, are much more questionable.
Project Action Plans
Timeline: 4-week project timeline
Week 1 (08/26): Research
Week 2 09/03: Collect data
Week 3 09/23:Sketch/Draft research paper/poster
Week 4 Due Dates:11/5/21 & 12/7: Finalize research paper/poster
Poster (Due 11/5/21):
Paper (Due 12/7/21):
Abstract, Introduction, Methods
Results, Discussion and Conclusions
Final Project Outline