Workplace Well-being Program

By: Thinkahead Consultant Psychologists Pty Ltd  10-Jun-2012
Keywords: Psychological Services, Registered Psychologists, Trauma Management

Occupational stress and Wellbeing in the workplace has become a major focus of many organisations today, as workers are facing more demands from various sources, such as changing government policies, outsourcing, downsizing, casualising and de-institutionalisation without necessarily having the appropriate resources in place. This, in turn, creates an environment ripe for interpersonal conflict where workers are having to work harder and faster, meet new management objectives and performance criteria. As wellbeing can be caused by adverse and non adverse experiences within the workplace, it is important for businesses in todays organisational climate to : 1. assess the mental health and wellbeing of their workers, 2. identify trends and emerging issues 3. develop broad prevention and control strategies Thinkahead has developed a systemic approach to managing health and wellbeing in the Workplace. Our approach and strategies are as followed: 1. Primary Prevention: Addresses the sources of job stress and prevents it from occurring in the future. The goal is to reduce or remove job stressors or improve resources and prevent employees from experiencing stress-related adverse effects on health. Examples include: improving organisational culture; changing employee workloads, job redesign, clear job descriptions to avoid role ambiguity, increase workers involvement and participation in decision making and protect workers from exposure to high emotional situations. 2.Secondary Prevention: Focuses on altering the way individuals respond to stressors at work including perception to improve their processes of coping with short-term stress responses. This approach focuses on equipping the employee with the knowledge, skills and resources to cope with stressful conditions or target employees already experiencing negative short-term responses (symptoms) to prevent them from becoming more serious. Very early intervention for job stress symptoms could be considered secondary interventions. Examples include: training of employees in the area of health promotion or in psychological skills such as coping strategies, resilience exercise, relaxation and mediation training. 3. Tertery Prevention: Is directed at treating and assisting employees who already have been exposed to job stress and developed stress-related health outcomes. This intervention includes: occupational rehabilitation services, counselling, employee assistance programs and return to work programs. For more information please contact us on 1300 420 426

Keywords: Profiling and Assessments, Psychological Services, Registered Psychologists, Trauma Management,

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