For your Signature Assignment, imagine that you were hired by a local government organization to develop an action guide to promote workplace psychological health and safety. The goal is to outline strategies and identify resources to reduce the risk of psychological harm, keep employees safe, promote employee engagement, and improve productivity in a way that promotes an organization’s mission. Addressing the psychological health of an organization is important not only as a good business practice, but also as a preventive measure to reduce the risk of workplace violence. This assignment requires you to apply what you have learned throughout the course related to organizational climate, stress, counterproductive behaviors, and motivation.

Be sure to include the following points in your guide:
- Identify the basics of creating a respectful workplace, including how to foster employee resilience and promote knowledge of mental health issues in the workforce.
- Document the information needed to incorporate psychological health and safety elements into the job design and employee selection process.
- Determine how to identify counterproductive behaviors and how to conduct risk assessment.
- Recognize the benefits of an early alert system for workplace violence.
- Explain the importance of training for employees and supervisors to create a culture of psychological safety.
- Identify self-help tools and resources for stress management.

Length: 12-15 pages, including references

Your Signature Assignment should demonstrate thoughtful consideration of the ideas and concepts presented in the course by providing new thoughts and insights relating directly to this topic.

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Human capital is a critical element for any successful organization in a competitive market. Employees are behind an organization’s innovation and creativity, and they drive the profitability of an enterprise. However, the intangible contributions of employees are rarely reflected in a company’s financial statements. Unlike tangible assets or capital, which is owned by the company, employees can always leave at any time. Hence, companies have to find ways of ensuring they retain and safeguard their employees to become successful and sustainable. Currently, workplace psychological health and safety is becoming a key concern.
In Canada, an estimated half a million employees are unable to perform their work duties due to mental health issues in any given week (Mental Health Commission Canada, 2016). Moreover, mental disorders lead to losses of about $51 billion annually in disability claims, absenteeism, and medical services (Mental Health Commission Canada, 2016). In America, 1 in every 5 Americans suffers from a mental disorder while substance abuse and mental disorders cost businesses between $80 and $100 billion annually (American Psychiatric Association, 2016). Thus, every organization should formulate a policy that ensures workplace mental health and safety. Investing in psychological health and safety in the workplace can enhance productivity, sustainability, organizational excellence, cost-effectiveness, and returns through a positive organizational climate. The purpose of this action guide is to provide strategies and identify resources to decrease the risk of psychological harm, ensure employee safety, promote employee engagement, and enhance productivity in a sense that supports the organization’s mission.
Promoting a Respectful Workplace
The workplace is a unique and critical environment that provides employees space and resources they need to accomplish their responsibilities. An unsafe workplace can threaten employee engagement, productivity, and overall organizational climate. According to Hodgins, MacCurtain & Mannix-McNamara (2014), a psychologically safe work environment is one that allows no injury or harm to come to employees’ mental health in irresponsible, deliberate, or negligent ways. Moreover, a safe workplace takes all reasonable efforts to safeguard the mental wellness of employees as part of its due diligence. Mistreatment in the workplace can be a source of disrespect, bullying, harassment, and eventually counterproductive behaviors. According to Hodgins, MacCurtain & Mannix-McNamara (2014), harm may range from offensive management procedures and practices, indiscriminate disrespectful treatment, or initialed abuse. Such treatment becomes worse when it demeans confidence, self-esteem, social justice, psychological security, and self–efficacy. When people lack respect in the workplace, they are uncivil. Such deviant behaviors tend to violate workplace customs of mutual respect. Workplace incivility has significant psychological implications, including stress, depression, lack of sleep, and reduced productivity. It is vital to ensure that all employees treat each other with respect.
Therefore, the most significant step towards creating a respectful workplace should be the formulation of a code of conduct. Standards help to ensure that all employees are aware of the rules and regulations that guide behavior (Hodgins, MacCurtain & Mannix-McNamara, 2014). It focuses on setting standards of conduct that are deemed respectful. Employees are expected to follow the criteria as individuals and members of the organization. The requirements for creating a respectful workplace should recognize incivility as a significant threat to psychological well-being. As such, it should explicitly indicate behaviors that are prohibited or condemned. It should state practices such as abuse, harassment, mistreatment, discrimination, ridicule, or violence are prohibited. The workplace policy should also be designed to promote a respectful workplace. The plan should focus on changing...

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