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MENTAL DISORDERED EMPLOYEE IN THE WORKPLACE
In the world of the 21st Century worker, many of the prospective employers have been quite understanding and accepting of prioritizing an employee’s well-being. As such, these employers have been devising accommodating attractions for the restless worker of the 21st century. According to the American Psychiatric Foundation (2006), traditionally, the established workplaces in the country have been more or less understanding of employees who carry the perils of heart diseases and diabetes than it has been for employees who are diagnosed to have mental illnesses (i.e. depression or posttraumatic stress disorder).
Mental illnesses or as they are commonly called “psychiatric disorders” are considered to be medical conditions. They include anxiety disorders, substance abuse, eating disorders, depression, attention deficit hyperactivity disorder, sleep disorders, and personality disorders (American Psychiatric Foundation, 2006). It is said that mental illness takes a myriad of forms. It can be found in the CEO’s office, on the football field with great athletes, in the cubicles of IT professionals or at the desk of the HR manager. These illnesses are thought to be as an equal opportunity disease which does not discriminate. Whether a brilliant architect, a trusted doctor or the best lawyer in town, man or woman, rich or poor, they are all vulnerable to carry the stigma that relates to the different mental illnesses. According to the Harvard Medical Publications (2010), Mental health problems have direct effects on employees – that of which are heavily neglected because these diseases tend to be kept in secret most especially in the work environment. Studies conducted to analyze the results of the United States National Comorbidity Survey, Americans with ages 15 to 54 carried results that show 18% from the people of this age group who were employed said that they have experienced symptoms of a mental health disorder during the preceding month of the study. Although the reported number was found to be significant, Harvard Medical Publications (2010), relate that the stereotype that is correlated with having a psychiatric disorder is heavily regarded such that it has caused these affected patients to resist treatment. This reluctance is brought about by the fear of jeopardizing one’s jobs and at the same time, managers and supervisors may want to extend their assistance, but are unaware where to begin. Clinicians in the society may as well find themselves in foreign places while trying to hold treatments for a patient and at the same time counseling them in dealing with the illness in the work environment.
Because of this stigma, mental health illnesses are often untreated and unseen which result to damaging an individual’s career and health. The air of fear in the workplace for mental illnesses pose a damaging effect on many of the country’s CEOs since having mentally healthy environments create better streams of income for these entrepreneurs. One of the risks involved in having employees with mental disorders are often seen as violent and are threats to other workers in the company. According to Howard (2015) the greater the psychiatric morbidity of a person, the greater is the chance for violence. In a study conducted by Stone (2007), a majority of the individuals who commit habitual or unique violent crimes exhibit a personality disorder. A way to understand these disorders is to look at them as characteristic dispositions toward one’s inner world. The provision at hand delimits one’s choices which are correlated to situations that cause stress and lower adaptivity. As for this view, intimidation, violence and the like symbolize last resort options from a compromised myriad of other solutions. Some of the personality disorders that lead to violence, as reported by Stone (2007), are Paranoid, Schizoid, and Antisocial.
Persons who commit violent crimes whose evident personality characteristics are paranoid belong to certain types such as those who are bigots, jealous, persecutory and grudge-holders. Through the latter type, these are considered persons who could commit mass murder. On the other hand, those with Schizoid Personality Disorders represent an overpopulation among serial killers that is to a considerable level of 50 times greater than others (Stone, 2007). The essential qualities displayed by people who have this Personality disorder are manifestations of indifference to the difficulty of others as if they were inanimate objects and aloofness. Subsequently, Antisocial PD is one of the most manageable among the problematic personality disorders since those who are affected are more open to rehabilitation for treatment. However, although this may be the case, having people with PDs pose great threats to people inside the organization. This idea is supported by the data present by Esbec & Echeburúa (2010), who state that there is an evidently high manifestation of the different PDs among the members of the forensic and the penitentiary sectors.
Overall, maintaining a mentally healthy group could present big benefits for the company. Having soundly decisive employees increase productivity, reduce medical expenses, and lower attrition and absenteeism (American Psychiatric Foundation, 2006). Many business leaders have invested in the practice of adapting good mental health services which are needed to produce a mentally healthy group while recognizing its benefits. These advantages are realized both in income and in the company’s return on investments. Therefore, it is highly recommended that businesses invest in proper mental health treatment facilities that are proven to be cost-effective for the productivity of the organization. According to the data present by the American Psychiatric Foundation (2006), nearly 80% of those who were treated for a mental illness have reported high levels of satisfaction and efficacy. Also, one of the companies who have adopted these programs such as Abbott gained a 1.7:1 increases in profit by conducting a screening on those who were affected by depression. Of course, having a one time program is not enough to enhance the welfare of the people. It is advised that these programs be strengthened and maintained for the continuous production of results.
References
American Psychiatric Foundation. (2006). A Mentally Healthy Workforce – It’s Good for Business. Retrieved from American Psychiatric Foundation website: http://www.workplacementalhealth.org/Business-Case/The-Business-Case-Brochure.aspx?FT=.pdf
Esbec, E., & Echeburúa, E. (2010). Violence and personality disorders: clinical and forensic implications. Actas Esp Psiquiatr, 38(5), 249-261.
Harvard Medical Publications. (2010, February 10). Mental health problems in the workplace - Harvard Health. Retrieved from http://www.health.harvard.edu/newsletter_article/mental-health-problems-in-the-workplace
Howard, R. (2015). Personality disorders and violence: what is the link? bord personal disord emot dysregul, 2(1). doi:10.1186/s40479-015-0033-x
Stone, M. H. (2007). Violent crimes and their relationship to personality disorders. Personality and Mental Health, 1(2), 138-153. doi:10.1002/pmh.18
