350 Word essay due 6/18 5c1

Where There’s a Will, There’s a Way By Anna Harrington

ecognizing the importance of good mental health at work is growing, not just because of

the rise in mental illness as the main cause of workplace absence (Absence

management: Annual Survey Report, 2011), but due to growing recognition that

performance and engagement can be affected by a worker’ state of mind. According to the CIPD’s

absence report in 2011, one employee in five admits to absence that has not been caused by “genuine”

ill health.

The current economic climate can have an adverse effect on an individual’s mental state, affect

performance and engagement at work, and increase “presenteeism” (the situation where individuals

come to work when unwell or not fully productive). For businesses to survive during difficult economic

conditions, creativity and adaptability are needed (Davies, 2009). Fear and anxiety limit these

capabilities and are potentially catastrophic to the individual and to the business.

History of resilience

Understanding resilience and recognition of its importance have developed through

psychological studies of individuals and groups in adverse circumstances, such as after disasters

(Bonanno et all, 2006) and children with mentally ill mothers (Garmery, 1974) or children exposed to

other risks.

Resilience research analyzes why some people go on to experience more problems, while others

develop into adults who can contribute positively to society (Werner, 2004). Researchers question why

some can survive difficult situations and become stronger and more able, while other suffer from

depression, anxiety and post-traumatic stress disorder. The quote from philosopher Friedrich Wilhelm

Nietzche, “What does not kill me makes me stronger” (Nietzche, 1888) suggest that it is the event or

challenge that strengthens the individual, but research points more to the role of individual responses.

As the Austrian neurologist and psychiatrist Victor Frankel said: “The last of human freedoms … is the

ability to choose one’s attitude in a given set of circumstances.”

Defining resilience

Resilience has been defined as an attitude that enables the individual to examine, enhance and

utilize the strengths, characteristics and other resources available to him or her. Definitions of resilience

include:

 An individual’s response and methods used to allow them to successfully navigate through or

past an event perceived to be stressful.

 “The flexibility in response to changing situational demands, and the ability to bounce back from

negative emotional experiences” (Tugade, et al, 2004) or “a set of flexible cognitive, behavioral

and emotional responses to acute or chronic adversities which can be unusual or commonplace”

(Neenan, 2010).

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 “The capacity to mobilize personal features that enable individuals, groups and communities

(including controlled communities, such as a workforce) to prevent, tolerate, overcome and be

enhanced by adverse events and experiences” (Mowbray, 2010).

The term “bouncing back” is used to describe resilience, but this belies the struggles and

adaptations that an individual has to make in order to emerge stronger from a stressful situation and

the growth that is part of resilience.

The definitions mentioned above state that it is the individual’s appraisal of the event and their

actions – physical, cognitive and emotional – in response that are important. Therefore, the individual

needs to be at the heart of any intervention and needs to analyze themselves, their capabilities, and the

resources available to them.

Resilience is not about struggling alone; it is about the use and mobilization of ordinary human

processes.

While the development of individual resilience requires the person to focus on their thoughts and

feelings and examine their actions and responses, it can be either assisted or disturbed by the context in

which the individual finds himself (Neenan, 2010).

A program of resilience training within a workplace will need to pay attention to the organizational

culture and the effects that has on the creation of resilient individuals or how it impinges on an

individual’s ability to be psychologically strong. Coping is part of resilience, but if the environment

restricts the mechanisms that allow for coping, then the individual will become increasingly frustrated.

Resilience is about the internal cognitive factors and the actions that the individual performs.

Key elements

It is agreed through the literature on resilience that it is a multi-modal construct. In particular, this

involves the creation of positive emotions and thought processes. The literature contains similar views

on the key elements of resilience, such as the “seven-elements” approach by Professor Derek Mowbray.

Another model has been used by Professor M.E.P. Seligman with the U.S. Army, which includes physical,

emotional, social, family and spiritual elements.

 Emotional: “Approaching life’s challenges in a positive, optimistic way by demonstrating self-

control, stamina and good character with your choices and actions.”

Organization is important to emotional control, as it allows the mind time and space to direct effort

toward maintaining emotional calm and balance, rather than being distracted about managing the

external needs and requirements. Problem-solving and emotions have a symbiotic relationship.

As mentioned earlier, when faced with an event, we will appraise the situation, reflecting on our own

skills, and make an assessment of whether or not they are sufficient to navigate the event successfully. If

we feel there is a deficiency, this can lead to reduced optimism and positivity. Having prior experience of

successful problem-solving provides confidence and can assist in the development of a positive attitude.

People with high levels of determination are strong self-believers; they believe that they will be able to

tackle most things, which gives them positive feelings.

 Spiritual: “Strengthening a set of beliefs, principles or values that sustain a person beyond their

family, institution and societal resources of strength.”

Having a vision gives a sense of purpose and direction to one’s life. Without a life vision, activities

and actions have a reduced value and therefore affect the effort and determination that will be applied

to overcoming the obstacles that get in the way of achieving the goals associated with the vision.

It also means that when competing demands arrive, it is easier to allocate time and energy when

appraising them according to goals/vision, which will direct what takes precedence. Having a vision can

contribute to self-confidence, hope and excitement about the future. Having goals has been stated as

being essential to our survival. It is the movement towards the goals, rather than the achievement of

them, that plays a significant part in the creation of positive emotions (Hefferon & Boniwell, 2011).

 Social: “Developing and maintaining trusted, valued relationships and friendships that are

personally fulfilling and foster good communication, including a comfortable exchange of ideas,

views and experiences.”

We need others to survive, and our methods of interacting will affect the degree to which we obtain

our needs. Mowbray advocates strengthening our ability to create reciprocity, the ability to respond,

understand and assist in the needs of others, and in return, the “other” will respond to your needs.

Many different types of positive relationships provide many positive emotions, which then affect our

sense of self and self-confidence.

Positive relationships assist in the acceptance of ourselves –“if they like me, I must be okay.”

Acceptance of our self is about acceptance of the whole self – including better and worse aspects. Self-

acceptance is not based upon performance or result. It is about acknowledging failures and recognizing

that efforts need to be made towards improvement.

 Family: “Being part of a unit that is safe, supportive, loving and provides all the resources

needed for all members to live in a healthy and secure environment.”

Everyone needs a relationship where they feel safe enough to “just be themselves,” without any fear of

belittlement, ostracizing or other forms of behavior that make the individual feel that they need to

adapt and modify their behavior. Usually this comes from within the family structure and it is these

relationships that can be the most punitive and damaging – in which case, the individual will need to

develop considerable resilience.

 Physical: “Performing and excelling in physical activities that require aerobic fitness, endurance,

strength, healthy body composition and flexibility derived thought exercise, nutrition and

training.”

This dimension implies that a healthy body composition is an essential requirement of the physical

aspect of resilience. However, the literature on physical exercise suggests that resilience derives from

the degree of effort required in each session, and the commitment to an exercise program over a

sustained period of time, usually a minimum of 20 to 30 minutes of significant effort three times per

week over three or four months (Leith, 2010).

Conclusion

Resilience is the development of psychological strength to assist the individual to overcome and

grow from challenges. It requires a close review of the environment in which the person exists and an

honest examination of oneself. It is not a “one-hit wonder,” but requires a long-term, consistent

commitment to working towards a stronger self. It requires some underlying traits, such as courage,

appropriate even appraisal, honestly, tolerance of frustration with positivity, an ability to connect with

others, self-acceptance and adaptability (Needan, 2010).

Resilience has the potential to help an individual to live a happy and fulfilled life, and can

transform organizations toward being flexible, able to accept change with minimal disruption, and being

seen as a good place to work. This, in turn can add value to the employer brand, and make it easier for

the firm to recruit high-caliber employees.

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Anna Harrington is an occupational health advisor specializing in resilience as a way of improvement

productivity and engagement.

Harrington, Anna. Occupational Health; Mar 2012; 64, 3; ABI/INFORM Complete pg. 27

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permission.