Organisational Psychology

Organisational Psychology

Organisational Psychology

Introduction

A healthy and dynamic workforce is a strategic asset to any organisation. Workplace health management and health promotion are thereby, increasingly relevant for organisations. This paper seeks to identify the mental health initiatives that would be proposed for implementation to company's management to improve overall performance and organisational wellbeing. This is the key to understanding the decision-making process organisations use as it relates to occupational health and safety. As health management is greatly influenced by its context, we will begin with an overview of relevant, contextual developments in Europe and the United Kingdom (Dalinschi, 2008).

As it is in other parts of the world, the nature of work and employment is changing rapidly in Europe. According to the fourth European Working Conditions Survey, part-time work, temporary employment, and additional jobs are on the increase, while the number of people in “standard” full-time employment has decreased. Trends in the numbers of autonomous workers vary among EU countries. The European workforce is increasing diverse in terms of gender and ethnicity; it is also increasingly older (which also implies a greater prevalence of chronic diseases).Work intensity (working at a very high speed, working under tight deadlines, and “not having enough time to get the job done”) has increased greatly, and there is increasing incidence of psychosocial health problems cited as a basis for work-related health problems. Work-related stress is now among the most commonly reported causes of occupational disease and illness cited by workers, affecting more than 40 million individuals across the European Union (Schultz, 2008).

Changes in the use of technology are one of the main determinants of changes in the process of work. For example, the use of machine technology is correlated (though not very strongly) with higher levels of stress. In general most, European workers consider their jobs to be intellectually demanding; this is especially the case for professionals, technicians and skilled workers, and for workers in the financial intermediation, education and health sectors.

Owing to demographic developments, changing life style patterns and the growing prevalence of diseases of affluence (e.g. obesity) public health issues have entered the workplace. An average 36 percent of the Dutch working population an average of 36 percent suffers from (self-reported) chronic diseases such as arthritis, rheumatism, RSI, migraine, heart problems, diabetes. This number ranges from 26 percent of workers younger than 25 to 48 percent of workers over 55. Irrespective of their age, roughly half of this group reports that their chronic illnesses hinder them at work (Patterson, 2008).

In contrast with the situation in the USA, employers in The United Kingdom do not have to reckon with the cost of health care provision. Basic health insurance is mandatory for every person, and involves a contract between a private health insurer and the person. However, insurers offer discounts of up to 10 percent for basic health insurance via employers. Companies and health insurers may have a common interest in promoting health, encouraging prevention and organizing effective treatment when ...