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Workplace Interventions for Mental Impairments Essay

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Updated: Jul 29th, 2020

Workers must have the capacity to access mental health services. Organizations should offer such services. Several benefits can be realized from the provision of these services. These include economic, psychological and organizational benefits. One of the important aims of most companies is realization of profit (Hersen & Thomas, 2002). Employees are expected to exemplarily perform. This is because the organizational success largely depends on the employee output. It is vital to note that the mental health condition affects the level of work output of the individuals. There is a general implication from these observations.

Notably, provision of mental health services has great economic sense and advantages to the organizations. This is because human conditions that develop from mental disorders might be detrimental. For instance, the disorders might lead to eruption of chaos amongst the workers. Consequently, such conditions are capable of interfering with the operations within the entire organization. Such incidences might lead to huge economic losses within companies.

Certain theories indicate that mental disorders may be contagious. Therefore, psychologically disturbed workers have the capacity to infect or affect others. Such occurrences might disrupt operations within an organization. Companies encounter severe economic losses when most workers are psychologically disturbed. This is because their capacity to deliver is compromised. Stressful working conditions may cause disruption of the communication and feedback systems in organizations. These situations also have the capacity to affect the leadership system in an organization. For instance, they might potentially disrupt leadership structures.

There are also increased financial losses associated with the increased cases of psychological challenges within the organization. A mentally stable workforce has the appropriate motivation to excel in executing organizational duties (Srivastava, 2005). Apart from this, team work requires a positive mental state within individuals. Generally, a harmonious working environment increases the worker’s capabilities to attain the collective objectives of an organization. Most companies obtain significant economic benefits from such amiable work conditions. All workers perform effectively within positive and supportive environments. As part of enhancing positive employee welfare, it is vital to provide comprehensive mental health services.

Workers are more competitive when their welfare issues are adequately attended to. It is important to provide basic counseling services to all company members. This is always offered within the human resources department. Effective management of mental health issues help workers to nature and develop their potential talents. It prevents workers from engaging into deviant behaviors such as drug or substance abuse. The employees develop more focus and insight into the need to advance their career objectives. Constructive competition is also enhanced amongst these employees. The development of transformational leadership qualities amongst the company team may also be observed. It is vital to observe that all these factors have economical and organizational implications. Mental wellbeing is an important factor for the development of an individual’s career (Gabel, 2001).

Why Mental Health Issues in the Workplace Are Important Considerations for Management, Consultants, and Employees

A state of psychological balance is necessary for organizations to remain competitive. The stakeholders are important part of an organization. Management processes involve constant interactions with various employees. It also entails initiating communication and feedback processes. Therefore, it is noteworthy to indicate that an appropriate state of psychological health is required. This is important in enhancing the efficiency of these processes (Srivastava, 2005). Consultants have to be in a steady state of psychological wellbeing. This enables them to negotiate for contracts and other business deals with the organization. Principally, most business or civil laws emphasize the need for a rational process of defining commercial contracts.

Employees should operate within liberal work environments. This enables them to balance their work and household responsibilities. Basically, proper mental health at work place is vital. This is because it enables the workers to bring up healthy and successful families. On the other hand, stressful work situations might make these employees to affect the lives of other people back in their homes. This is also applicable to social relationships. In most cases, the end result is always a disruption of the social relationships (Hersen & Thomas, 2002). Career development requires working conditions that value the welfare and mental health of all employees. Proper management of issues related to mental health increase cohesion within multicultural environments. Consequently, it may also lead to development of effective interpersonal skills amongst the members of the organization.

Mental health issues must be adequately addressed by the management. The involvement of the human resources department is important. Cooperation from the employees is very crucial. This enhances the capacity for the managment to monitor and address challenges emanating from mental health issues within the organization. People must recognize that stressful conditions increase the loss of vital resources within organizations. This might be due to constant conflict resolution (Gabel, 2001). Such situations emanate when mental health concerns are not adequately addressed. Conclusively, mental health issues are significant both to the management, workers and consultants. Therefore, organizations must adequately monitor and address mental health issues.


Gabel, S. (2001). Leaders and healthcare organizational change: Art, politics, and process. New York, NY: Kluwer Acad./Plenum Publ.

Hersen, M. & Thomas, J. C. (2002). Handbook of mental health in the workplace. Thousand Oaks, CA: Sage Publ.

Srivastava, S. K. (2005). Organizational behaviour and management. New Delhi: Sarup & Sons.

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