psychiatric – Page 71 – SafetyAtWorkBlog

Maintain instead of repair

Every country has its share of high-fliers who “burn out”. Many fade away from the public eye with their careers over. Frequently this path to wealth and prominence is not perceived as a workplace health or safety matter. Some people decide that the health trade-off of multi-million dollar salaries is worth it.

Sadly the psychological reality of this personal decision is often masked by clichés. Frequently, executives say that a major motivation for their decision is “to spend more time with my family”. Many executives may believe this to be a major part of their decision, but regrettably, this worthy sentiment has become a cliché – the equivalent of a beauty pageant winner working toward “world peace”.

The family-time phrase/reason/excuse signifies an important element of the executive’s personality. They were willing to sacrifice decades of their relationship with their partner and to be absent from the development of their children for money.

If any of these departing executives use the family-time phrase in the same departure speech or media exit-interview as regaining “control of their lives” to “re-engage with the most important people in my life”, ask the executives, or politicians, “how do you justify ignoring your family over your career?”.

In some cases one could be more specific. “Do you think that your multi-million career was related to your daughter’s persistent attempts to kill herself?” “After being absent so frequently and for so long, are you still justified in describing your marriage as a loving relationship, or your partner as your ‘soulmate’?” “Was your million-dollar salary really worth it?”

Int he wake of the self-generated corporate financial crisis, some corporate executives are re-examining their ethics and morality. Not enough are going through this but it’s a start. Most say they operate for the benefit of shareholders but they cannot deny the reality of massive remuneration for their efforts. What they are ignoring is the individual cost to their loved ones of these efforts.

Should we look up to the billionaires who sacrifice the wellbeing of others they say they love to chase the dollar? Are these the paragons of our society?

People are trying to maintain or establish a work/life balance. (There are several articles at SafetyAtWorkBlog that report on this movement.) But the reality is that to achieve a work/life balance, one must be prepared to sacrifice income. This may involve the necessity of achieving a certain stage in one’s career that is not the top, but still a position of value in the company and, equally important, of value to one’s family and even one’s own psychological well-being. If one’s colleagues fail to understand this decision, the workplace culture is faulty, and probably irreparable.

If the ultimate ideal is to have a happy, functional, and sustainable community, one must examine one’s own motivations, and one’s own personal priorities. Everyone must consider whether we want to emulate those who sacrifice their family’s welfare for money or whether we support those who rebut the “glory of the high-achiever” and emulate those who love their family enough to spend time with them through their career. Maintenance is easier than repair in life as in safety management.

Kevin Jones

What the next generation of graduates wants

A survey of graduates by GradConnection released on 15 July 2009 has important information for Australian companies and provides some optimism for the OHS profession and regulators.

A dominant element of modern employment is work/life balance. In some disciplines this is taken as workplace flexibility. In terms of workplace safety, work/life balance is a euphemism for psychosocial hazards of stress, bullying, fatigue, and workload amongst others. From this position, the survey findings showed that, when asked “What are the most important extra benefits?”, work/life balance scored the most support at almost 39%.

Companies that want to recruit graduates, often those companies which are looking to refresh their staff and workplace culture but also need to build sustainability and longevity, need to review their existing working conditions to match the desires of job seekers. This could be an enormous task for corporations that will take years but smaller companies can afford to be more reactive and flexible and may get the edge on attracting graduates.

It must be acknowledged that over 60% identified high salaries as the most important element in their salary packages. But the work/life balance indicates a growing reality that graduates are less likely to trade off wellbeing for dollars.

This is supported in terms of extra benefits where flexitime and flexible working arrangements gained around 24% and 22% support, respectively. Companies must operate within the time constraints of their industry, suppliers and customers but they should also identify those work processes that allow for flexibility. It may be useful to formalize start and finish times so that there remains a core set of hours within the working day where interaction of staff and clients can be maximised. Some of the social structures are already pushing in this direction with issues of public transport, schooling and childcare already accommodating this flexibility.

David Jenkins, the director of GradConnection, told SafetyAtWorkBlog that

The data we have extracted is drawn from contributions by about 10,500 graduates currently looking at their career options. It gives employers clear indicators as to what grads are looking for in their careers and helps potential employers adjust or increase their messaging about careers on offer at their companies.

Hope for OHS professionals and regulators comes from the fact that of the values that graduates wanted an employer to embrace, health and safety ranked third, behind equal opportunities and environmental sustainability.

This survey is the first generated through the website of GradConnections so the next survey should be able to provide some trend data.

Kevin Jones

More workplace stressors, email and upwards bullying

According to a paper presented at the latest Industrial & Organisational Psychology Conference organised by the Australian Psychological Society, poor quality emails are causing almost as much stress in the workplace as the number received.

New Zealand provisional (?) psychologist, Rowena Brown, was presenting findings from her PhD studies and said

“Email is a double-edged sword. We know that email can help employees to feel engaged with and connected to their work colleagues, however the impact of a poor quality email, combined with the expectation to respond immediately, can create unnecessary stress. Our research raises important issues for employers, who have a responsibility to train their staff in appropriate email etiquette.”

This type of research really doesn’t help business and managers to deal with the stress of their employees because it doesn’t provide any useful control measures. There are more significant causes of stress that demand the attention of OHS professionals and managers.

The same conference illustrates one of those other stressors. Sara Branch, a psychologist Griffith University was quoted on the matter of employees bullying their bosses.

“Upwards bullying, like other forms of workplace bullying, is often more subtle and less obvious to other staff. However, it can also include more aggressive behaviours such as yelling, verbal threats, and confrontational phone conversations.”

“Workplaces need to understand that bullying can occur at any level in an organisation. Although managers clearly have formal authority, they can also be victims of bullying and need just as much support as other staff.”

The study also found, according to a media release about the conference, that one of the main triggers for upwards bullying is organisational change.

“If an employee is disgruntled by change, such as new working conditions, management, or processes, they may blame their manager and respond by bullying them.”

With the increased attention to psychosocial hazards in the occupational health and safety profession, it is necessary to pay attention to these sorts of studies but they are simply new perspectives on established issues that should already be monitored and changed.

These studies may illustrate the issue that OHS professionals can use to gain that managerial or client attention but they should be handled carefully so that these specific issues do not dominate the understanding on the manager or client.

SafetyAtWorkBlog advocates looking outside the OHS discipline for new evidence and understandings of workplace issues be it sociology or psychology but one must avoid reacting to hype.

Kevin Jones

Worker health continues to get government support

Just because Victoria’s WorkHealth program is not functioning anywhere near its initial intention, it does not mean that the issue of workers’ poor health is being ignored. In mid-June 2009, Australia’s federal government announced a targeted program called the Tradies Tune-Up.

The funding for this program is very modest in comparison with WorkHealth’s proposed riches. According to a media statement, the government is allocating $A219,500 to “monitor and check on the health of building and construction workers.” This sector was chosen because statistics show

“…that men working in manual occupations, like construction, have higher mortality rates, disability and serious chronic disease than other professions. Statistically, they are also at greater risk of self-harm and suicide.”

This program has a greater opportunity for success as it is coordinated through OzHelp Foundation, a partnership between the ACT branches of the Master Builders Association and the Construction, Forestry, Mining and Energy Union. The construction unions, to the knowledge of SafetyAtWorkBlog, have always had strong mental health and wellbeing support programs, often run through chaplaincies, a much neglected form of employee assistance program.

As has occurred elsewhere in Australian workplace services, the program will operate with the support of a mobile assessment vans. The program will have

“a specially equipped van and accompanying health staff including a registered nurse will set-up ‘pit-stops’ at construction and building sites testing workers in 20 minute sessions on their levels of cholesterol, blood pressure, blood glucose and waist size.”

The government has also committed to develop a National Men’s Health Policy to be finalised later this year.

Health assessment programs that go to the workplace and, importantly, have the support of the union movement have a good chance of success but that success is not just the number of visits. They must have tangible health improvements to the workers.

Also assessments are not enough to simply inform someone they are fat and unhealthy. There must be a support program for health improvement and the reduction of unhealthy distractions.

OzHelp should not be seen as a Rudd government initiative or only something that can thrive under a sympathetic Labour government. The foundation has existed for almost five years as can be seen by this media statement.

Such programs also must operate with specific performance benchmarks. Currently there is no information available about program benchmarks or what timeline is being applied to the program. As the program is receiving government funding, it may be necessary to await for department annual reports, if this type of program is reported at all.

Kevin Jones

Relocation is always an option for an improved work/life balance

A couple of years ago there was a campaign in Australia to increase the number of general practitioners in rural areas due to a doctor shortage. One doctor, Nicole Anderson, chose to relocate from tropical Queensland to temperate Tasmania. She did so for several reasons including improving her work/life balance.

During the campaign in November 2007 I had the chance to talk with Nicole about her experience and her life choices for a SafetyAtWork podcast

As part of the Rural Health Workforce Australia campaign, short videos were produced of which Nicole’s story was one. Click HERE to see the wonderful countryside Nicole has chosen to practice in.

Kevin Jones

Prophet and Loss – review

I bought tickets to the Jane Woollard play Prophet & Loss in almost total ignorance of the play and, as a result, sat in the old church on a cold Winter’s night wondering what I was in for. The program was detailed but I hadn’t time to read it. I knew the play was about issues related to workplace death. That’s the “loss”. The “prophet” was Isaiah and that was the element that I could not understand without later reflection.

However, finding out about Isaiah could wait till we got home and then we could research a further dimension to what we saw. The stories that told of the impact of workplace fatalities on families and workmates were compelling although a couple were familiar to me. They told of bureaucratic confusion, the disinterest of insurance company call centre staff, the psychological legacy of a traumatic death and the inability to understand the survivor experience without having experienced it firsthand.

The venue was small but high and so the actors were close and the pain and grief was well presented. All of the actors were very good even though I was sure I had seen one of them before somewhere. It wasn’t till I looked at the program that the actor who looked like Helen Morse was indeed Helen Morse.

The stories’ subjects were frustrating and bleak, there is little opportunity for humour on this topic, but there was opportunity for theatricality and motion. Fanny Hanusin broke the rhythm with her portrayal of Merpati who was hyperventilating in panic over the lack of understanding of her situation. As Glynis Angell, the grief counsellor, Merrilyn, began breathing slowly to decrease Merpati’s panic, most of the audience were breath along.

All of the actors interchanged roles, with each taking a turn as an overcoated Isaiah writing on the wall and speaking ancient Hebrew (I later found out). The role changes worked well on reflection but I could not work out the thematic structure of the play until three-quarters in. The different outfits, the stories, Isaiah, were all confusing because the pairing of the characters with the stories took too long to establish. I am not a great wearer of hats but the different characters could have been more readily identified by the audience with hats, as well as the changing of clothing. Hats are more visible and illustrate different identities more clearly. It may have shortened my confusion.

What differentiated this play from a series of monologues, given that I didn’t understand the Isaiah context, was the music. The soloist, Deborah Kayser, the seraphim, sang beautifully and the acoustics of the venue were ideal although the 13^th century language was totally lost on me. (A sample of Kayser’s singing can be heard online) I have never heard a double bass played to such beautiful effect as was played by Nick Tsiavos. The depth of sound from a bow on bass could be felt in one’s chest and how he was able to pluck and stroke those strings at the same time was a mystery until he came into the light in the second half.

Kayser and Tsiavos, the seraphim, were a musical Greek chorus to the tales of grief and frustration. This role was perhaps emphasized by their wings which were effective but initially confusing. Kayser introduced the play in character with words that were cryptic but set the tone for the play.

The staging was effective in its industrial appeal and the use of 44-gallon drums as props and seats worked. Early on the actors slowly rotated these drums to provide a chilling sound which I was hoping for more of throughout the play.

Each character laid out the clothes or uniform of their deceased loved one through the play, providing a useful personal profile that complemented each story. I recall one character had worn her partner’s clothes for three days in a grieving intimacy. She would only relinquish the clothes when they no longer smelt of her partner but now of her.

The play was being performed at the Centre for Theology and Ministry near the University of Melbourne for a limited season and as a lead-in to a major theological conference. The play was supported by the Creative Ministries Network that provides a counselling service for those affected by workplace fatalities.

Prophet & Loss could travel well with its combination of an occupational/social theme, beautiful music and faith. Please look out for it.

Kevin Jones

Resilience, stress and safety management

The July 25 2007 SafetyAtWork podcast is now available for download. It includes an interview with Michael Licenblat where we discuss the psychological approach to individuals taking control of their own safety, the benefits of wellbeing programs and the changing workplace.

On listening back to the podcast today, I was struck by several issues he raises:

Michael is one of the few wellbeing gurus who directly link the management of stress to the productivity of the worker. He displays more awareness than many others of the “proactive” OHS context of this approach to human capital.
He discusses why it is difficult for all of us to say no to some work tasks, even if the task is high risk and may injure ourselves and others.
He states two core elements of workplace cultures that seem to revolve around the established OHS obligation of consultation. Perhaps OHS managers can become real agents of change by cranking up consultation.

Kevin Jones

Category: psychiatric

Maintain instead of repair

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What the next generation of graduates wants

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More workplace stressors, email and upwards bullying

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Worker health continues to get government support

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Relocation is always an option for an improved work/life balance

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Prophet and Loss – review

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Resilience, stress and safety management

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