The National Mental Health Association defines a mental disability disorder as an ailment, which leads to harsh instability in thinking or conduct of an individual leading to an incapability to deal with life’s everyday demands and customs (Miklowitz, 2011). According to the American Psychiatric Association, individuals with bipolar disorder exhibit incidents of severe obsession and despair (Miklowitz, 2011). The disease is believed to be hereditary. A person with bipolar disorder might portray increased energy, impatience, ecstatic feelings, great bad temper, sleeplessness, poor judgment, and aggressive behavior (Miklowitz, 2011). In the case study, Barry is depicted having depression issues, aggressive behavior, and agitated voice. Based on the above symptoms, it is apparent that he is suffering from a bipolar disorder. Concerning the symptoms discussed above, it should be noted that not all patients develop all the symptoms.
In the case study, Barry’s performance in the workplace has been affected by his ailment. As such, some clients have complained that he talks loudly in a restless voice. Therefore, it is not astonishing to note that individuals suffering from bipolar disorder face special challenges in their day-to-day activities. As illustrated by Barry, the pressure and random challenges in the place of work can have negative effects on the persons with the disease. Owing to this, employers, employees, and persons affected by the diseases should work together in ensuring that the best accommodation solutions are implemented in the place of work (Filsinger & Jeffries, 2005).
Currently, numerous accommodation solutions for workers suffering with bipolar disorder have been developed (Miklowitz, 2011). Some of these accommodations solutions are maintaining stamina, maintaining concentration, staying organized and meeting deadlines, managing memory deficits, working effectively with supervisors, interacting with coworkers, handling stress and emotions, maintaining attendance, and dealing with change. When administering the above accommodation solutions, it should be noted that not all individuals suffering from the disease require interventions for them to undertake their duties. Similarly, it should be noted that other individuals might require a few interventions. Therefore, before the accommodations are administered the limitations experienced by the employee suffering from the disease should be assessed. In the assessment, the extent of how the limitations affect performance, the available accommodation to tackle the issue, previous management measures, and the effectiveness of the selected accommodations should be highlighted (Miklowitz, 2011).
With respect to maintaining stamina in the workplace, the employer should ensure that employees with bipolar disorder such as Barry are given supple scheduling, allowed more frequent work breaks, allowed to work from home, and provided with part time work schedules. To maintain their concentration, employers and other employees should ensure that workers with bipolar disorder have reduced distractions in the work area, appropriate space enclosures or private offices, right to use white noise, access to environmental sound machines, increased natural lighting in their workplaces, uninterrupted work time, and frequent breaks.
To stay prepared and meet deadlines, employers should ensure that employees with bipolar disorder have daily to do lists, have access to calendars to note meetings and deadlines, electronic organizers, divide their large duties into smaller duties, and are regularly reminded about meeting important deadlines. To deal with memory deficit, employers should enable the affected employees to tape record meetings, offer type written minutes of each meeting, offer written instructions, enable additional training time, and offer written checklists.
With respect to working efficiently with superintendents, the supervisors should ensure that the affected employees are offered with positive praise and reinforcement, written job instructions. Similarly, the employers should come up with written work agreements, which comprise of accommodations adopted, understandable prospects of responsibilities, and the penalties of not meeting work standards. In addition, the employers should permit open communication between the affected employees, managers, and administrators. Similarly, they should come up with written long-standing and temporary goals, come up with plans to dress troubles before they arise, and come up with a process of assessing the efficacy of the accommodation adopted.
Concerning interaction with coworkers as an accommodation measure, the employers should inform all workers of their right to accommodations, and offer sensitivity education to employees and supervisors (Rosner, 2003). Likewise, the employers should not command workers to attend work-related social functions. To handle stress and emotions, employers should offer the affected employees with congratulations and constructive reinforcement whenever appropriate, access to counseling and employee assistance programs.
In respect to maintaining attendance, employers should ensure that employees with bipolar disorder are offered with supple leave for health concerns, offered with self-paced workload and supple hours (Rosner, 2003). Lastly, dealing with change can be adopted as an accommodation for workers with bipolar disorder. To address the negative impacts of change among the affected employees, the employer should acknowledge that change in the workplace poses immense challenges to employees with mental difficulties. Therefore, the employer should ensure that open communication among the employees, supervisors and the managers is enhanced to allow effective transition. Similarly, issues related to change can be tackled by conducting regular meetings to highlight workplace problems and productivity levels.
References
Filsinger, K. J., & Jeffries, D. M. (2005). Employment law for business and human resources professionals. Toronto: Emond Montgomery Publications.
Miklowitz, D. J. (2011). The bipolar disorder survival guide (2nd ed.). New York: Guilford Press.
Rosner, R. (2003). Principles and practice of forensic psychiatry (2nd ed.). London: Arnold.