Organisational psychology, wellbeing at work

How many emp loyles experience mental health problems at work?

1/4

What percentage of adults experience a lapse inmental health

21%

What is burnout characterised by?

Emotional exhaustion, cyanosis um and detachment due to prolonged stressing the work place

What is depersonalisation?

Felling detached r or less caring about work.

What is reduced personal accomplishment?

Feeling ineffective and not having a good contribution to work

What causes burnout?

Cultural, systematic and environmental stressors

What is the cycle of burnout?

Strategies to control, change or avoid discomfort» short term relief» unhelpful in cong term» dissatisfaction, disconnection, exhaustion,(burnout) → feelings of stress overwhelm and emotional discomfort»starts again

What is the difference between burnout and depression?

Depression affects au areas of life, burnout affect professional areas,burnout can be managed but depression needs psychological intervention

What are treatments for burnout?

Stress management, bora place interventions improved work life balance.

What are the 4 occupational stress models?

• transactional stress model

• Conservation or resources theory

• Job demands-reasorces theory

• Also static load model

What are job demands?

Physical psychological, social organisational aspects of a job that require sustained effort and are associated with psychological and physiological costsnigh workload tire pressure and emotionally demanding intentions

What are job resources?

Aspects of the job that help employees meet these job demands reduce stress and promote personal growth

What are the impacts of burnout?

What are the signs of struggle?

Emotional distress, withdraws, attendance changes- performance, extreme behaviour managers roles

What are the 3 pillars of wore place mental health?

Prevention, intervention, accommodation

What is the IGLO model?

Individual, organisational, leader, group

What are the 5 stages in Nielsens organisational change?

1. Preparation 2 screening 3. Action planning 4 implementation 5 evaluation

What is preparedness/readiness for change?

This is when leadership communicates the vision for change and employees are informed why change ;s nessecary preparing organisational Structure and employees are critical

What is screening and designing the change?

This is when goals are established time and resources are allocated and planning of enhancement, should involve the employees

What is implementation lexeculation of the change?

This involves putting the change into action clear communication/monitoring is essential

What i evaluation /monitoring of the change?

Collect feedback and analyse wether the change has worked.

Reflection and learning

Organisation should be documented on the future efforts documented

What are 3 key themes Nielsen identified?

1. employee participation 2 mental health + wellbeing 3. Tailoring interventions

What are pre-post test designs?

Measuring outcomes before rafter intervention

What are 4 key outcomes

Employee wellbeing, productivity, job satisfaction, organisational outcomes

What. are 3 examples or interventions?

Mindfulness stress reductions, leadership training programs, flexible work arrangements

What are challenges in experimental workplace research?

Ethical considerations, practical constraints, genrelisability

What are 2 benefits of experimental research?

Causal relationships / evidence based practice