In the current world of work, it is important to realize that some employees suffer from mental illness without the realization of top management (Shorter & Healy, 2013). Mental illness inhibits the ability of the employees to work well in an ordinary work-life. Mental illnesses result from multiple factors such as psychological, biological as well as environmental factors. Mental illness can potentially contribute to the failure of an organization because it affects the performance of employees negatively (Shorter & Healy, 2013). For instance, many people diagnosed with mental sickness suffer from stigmatization and social exclusion in the organizations where they work. It is an aspect the limits their interaction with other employees even though they might be working in the same departments. Therefore, mentally ill workers often experience poor relationships with coworkers, lack of motivation, feeling of rejection as well as neglect from the organization. This paper, therefore, presents a program that intends to help employees with mental illnesses in a long term acute hospital to purposefully improve their input to the organization.
The purpose of the program
This program aims to provide better healthcare services for the goal of improving the delivery of quality care given to mentally ill employees in the long term acute care hospital. Quality delivery of healthcare services to the sick mentally workers in various organizations translate to the success of the organizations where they work (Shorter & Healy, 2013). It leads to the elimination of stigma as well as social exclusion of the victims of mental illnesses hence providing an opportunity for the workers to build a new bond of relationship that enables an organization to achieve its objectives. Remember mentally ill people experience untold exclusion and stigmatization at work, and this exposes them to stress, depression, and anger that do not benefit the place of work. However, this program works on a comprehensive plan that not only prevents the issues of social exclusion and stigmatization, but it also promotes the well-being of all employees in an organization. Mental illnesses affect people’s moods, behavior as well as thoughts, but this program enables the victims to develop positive attitudes, behaviors and thought that are instrumental for the success of an organization.
It is always a challenge to know people who suffer from mental illnesses (Shorter & Healy, 2013). However, through an expert, it can be easy to use simple mental illnesses symptoms to know whether a person is mentally ill or not. It is, therefore, essential to note that this program intends to target employees who show mental illness symptoms (Macias et al., 2014). For instance, it will focus on employees who exhibit open detachment from others at work. The workers who experience constant mood swing and the feeling of sadness will also not be left out. The program will also put more emphasis on employees who engage in alcoholism and drug abuse since mentally ill people are more likely to engage in drug abuse.
The benefits of the program
The program aims to benefit the mentally ill workers so that they can also contribute to the success of the organization (Shorter & Healy, 2013). It is an important platform to enable various organizations of work to learn better ways to understand mental illnesses while also taking precautionary measures to help in the creation of an organization that recognizes the growing concern of mental illness. The program also aims to establish a productive relationship among employees which in turn translate to the success of the organization. For instance, if an organization shows love to mentally ill, they develop more abilities to overcome their challenges. The program will promote the dignity and respect of the mentally ill people at work as opposed to condemning them and later kicking them out on account of incompetency (Macias et al., 2014). It provides an elaborate treatment plan that allows them to improve their input to the organization without distracted by their challenges. The program also seeks ways of changing the perception of other workers who discriminate others by their health status.
The budget estimate/project
|Cost Description||Estimated cost (US $)|
|Therapy workshops and seminars||10000|
The traveling cost meant for the external psychologists as well as another professional who will be invited twice a week to provide mental health services to the employees. However, it is also vital to know that seminars and workshops will demand other types of rewards for the employees to attend and commit.
The assessment of the program will be pegged on the productivity of workers (Shorter & Healy, 2013). For instance, the people concerned such as the supervisor will observe the difference between the work rate of people who have undergone through the program as well as the ones who haven’t. It is the right way for the supervisor to determine whether there are other challenges concerning the ability of the mentally ill employees to discharge their duties. The supervisor also assesses the mood and behavior of the workforce is effective after the program or not. The employee’s perception and reaction to alcohol are also monitored to find out any improvements.
Mental illness is a severe concern for various organizations around the world. It disrupts the ability of the employees to commit and work towards the success of the organization. However, with the changing environment of work where employees no longer feel comfortable about coworkers with mental illnesses, it is crucial for the organizations to develop an effective program that looks into these social issues right from the onset to realize competitive advantages over their competitors.
Macias, C., Barreira, P., Alden, M., & Boyd, J. (2014). The ICCD benchmarks for clubhouses: a practical approach to quality improvement in psychiatric rehabilitation. Psychiatric Services.
Shorter, E., & Healy, D. (2013). Shock therapy: a history of electroconvulsive treatment in mental illness. New Jersey: Rutgers University Press.