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Job Strain Leading to the Effects of Mental Health
Job Strain Leading to the Effects of Mental Health IssuesJob Strain Leading to the Effects of Mental Health IssuesAmanda Monique AlvarThe University
Spring 2020
ABSTRACTThe word Mental Health has been a very serious awareness that the world has been taking into consideration lately. Work has been a global threat to many individuals in multiple ways that affects their intra and interpersonal levels. Through modern research, it has been recognized that the increased statistics of employee’s mental health is a critical dominant in their overall health. By having poor mental health, you can also have misleading factors that affect their own personal health. Personal health problems that can arise are hypertension, cardiovascular diseases, diabetes, and much more. Although mental health affects physically, it also affects psychologically. If the work atmosphere is not pleasing or comfortable for the employee, problems will begin to arise psychologically. If the individual begins to build negative characteristics at their work, they can bring those stressors home and cause conflict with the family. Work related stress is a major conflicting factor because it can lead to poor productivity, poor work performance, and increase human error. This stress is very related to pressure, and due to jobs requiring different work ethic, the pressure can be significantly excessive compared to others. Another affecting factor that causes work strain is, unemployment. This is a major concern for the people who work to survive and provide. When an individual is working, their main reasons is to, “support the family, feed the family, and pay the bills”. With an invisible enemy such as “work stress”, this study is going to perceive different ways that work-related stress can cause impact towards the middle age adult’s self-efficacy. Job Strain Leading to the Effects of Mental Health IssuesJob Strain Leading to the Effects of Mental Health IssuesSigmund Freud once mentioned, “work and love were the most important factors affecting humans”. Taking this quote into consideration, significantly means that individuals should enjoy and feel comfortable working in their environment. If an individual feels uncomfortable, negative energy, or work-related stress can all be significant factors to bring in problems into their intra/inter personal levels in life. For this research, I want to identify the leading factors that affect work related stress for middle-aged adults, and determine the effects of those factors. By identifying the factors, one can determine ways to work with the factors to avoid work related stress. Research has provenEvidence suggests that the main factors that affect work-related stress are “Superior relationship, co-peer relationship, job insecurity, family related conflicts, high demand requirements, and bureaucratic constraints. According to, (Rajgopal, 2010) these 6 factors are the main leading factors that lead to work related stress. Since occupations are more at risk of mental health compared to others, ways to determine these factors are by providing health assessments through the company’s quarterly so that the individuals can reflect on how they feel interpersonally. (Maulik, 2017). When individuals can take the time to reflect on how their work-related pressure is, it can really affectimpact the outcome of job performance, energy within colleagues, and reduce the risk of developing health complications. (Espina, 2019).The health topic that I have selected for this study is how work-related stress effects the mental health of middle aged adults in San Antonio, TX. The reasoning that I chose middle aged adults is because that’s when most people begin to search for serious jobs, begin families, move out of households with a new partner, and try to settle in life. By having all these factors behind them, including a job, can be an emotional load for an individual dealing with all this at once. (Rao, 2012). I want to perform a cohort study design for this study because I want to apply two comparison groups. One group will be “the healthy group”, and the other will have “diagnosed psychological problem”. The reason behind this cohort study is that I will be able to observe and collect qualitative and quantitative information from my participants while reducing biased information as best as possible. Since I have selected a specific location for my study, this will allow me to collect data efficiently. I will first begin my study by collecting information from San Antonio Metro Health, and Texas DHHS to perceive what area codes are affected the most by work related stress and mental health. I will issue out a home survey to the participants in the area codes that are needed with instructions to follow. They will have to answer the questionnaire as accurate as possible and return it with a pre-paid stamp followed by an incentive for replying. Once responses have been collected, I will contact the participants through a phone interview to instruct the following procedures to continue the research study. This will allow to gather some of their health information, socioeconomic standing, and health diseases if any. (Guglielmi, 2013). My specific aims for this research is to determine that if participants get affected by work related stress, which results mental health problems. I also want to determine if work related stress reduces self-efficacy towards the participants which results in poor work energy or cooperation with colleagues. This will allow me to determine if these factors affect the individual mentally, and try to figure out on ways to improve this work-related stress. According to a very similar study done by Lerner (2019),, has proved to show very accurate results from the participants. In this research, the author used Work Limitation Questionnaire, which a questionnaire that is fully validated for employed samples with or without mental health issues. (Lerner, 2019). Hopefully after gathering some mixed method data from the participants, I will be able to organize the cohort study with accurate results in which can generalize larger populations. After the study, I am hoping to discover some effective factors that apply to the individuals who have healthy mental health and to the ones with mental health issues. By determining the work-related stressors, I am hoping to prove my hypothesis correctly in which I can raise mental health awareness when it comes to work related stress to prevent health complications and live a healthy stable life physically and mentally.
ReferencesGuglielmi, D., Simbula, S., Vignoli, M., Bruni, I., Depolo, M., Bonfiglioli, R., Tabanelli, M. C., & Violante, F. S. (2013). Solving a methodological challenge in work stress evaluation with the Stress Assessment and Research Toolkit (StART): a study protocol. Journal of occupational medicine and toxicology (London, England), 8(1), 18. https://doi.org/10.1186/1745-6673-8-18
Lerner, D., Adler, D. A., Rogers, W. H., Chang, H., Lapitsky, L., McLaughlin, T., & Reed, J. (2010). Work performance of employees with depression: the impact of work stressors. American journal of health promotion : AJHP, 24(3), 205–213. https://doi.org/10.4278/ajhp.090313-QUAN-103Maulik P. K. (2017). Workplace stress: A neglected aspect of mental health wellbeing. The Indian journal of medical research, 146(4), 441–444. https://doi.org/10.4103/ijmr.IJMR_1298_17
Menéndez-Espina, S., Llosa, J. A., Agulló-Tomás, E., Rodríguez-Suárez, J., Sáiz-Villar, R., & Lahseras-Díez, H. F. (2019). Job Insecurity and Mental Health: The Moderating Role of Coping Strategies From a Gender Perspective. Frontiers in psychology, 10, 286. https://doi.org/10.3389/fpsyg.2019.00286
Rajgopal T. (2010). Mental well-being at the workplace. Indian journal of occupational and environmental medicine, 14(3), 63–65. https://doi.org/10.4103/0019-5278.75691Rao, J. V., & Chandraiah, K. (2012). Occupational stress, mental health and coping among information technology professionals. Indian journal of occupational and environmental medicine, 16(1), 22–26. https://doi.org/10.4103/0019-5278.99686
Job Satisfaction on Women Policing Professional
Job Satisfaction on Women Policing Professional
Student’s Name
Institutional Affiliation
Professor’s Name
Course Tittle
Date
Option B
Women Job Satisfaction in Policing
In this paper, I will talk about the factors that lead to job satisfaction and job dissatisfaction for women professionals in the policing services. I will focus on police officers since their functions are known as policing. The number of women in the police department is small compared to that of men, but it has been growing significantly. In these days, people have paid more attention to having more women in the police sector, which has created a need to recruit new female officers, train and promote the existing officers. There are several professional attributes that women have, and they are valuable to the law enforcement department. These attributes are the reason why policymakers are being encouraged to balance the number of men and women in the policing sector. When women are allowed to participate equally in all police roles and then maintain law and order will be reflected and responded to the society. In this essay, the satisfaction and dissatisfaction of women in Police and the innovation that will bring change will be discussed.
Satisfying Factors
Job satisfaction has gained popularity ranging from researchers to practitioners in various disciplines. According to many employed individuals, job satisfaction can be termed as consent with their working environment. A worker’s happiness can tell how satisfied the employee is, and therefore a happy worker means they are confident with their job. An employee’s satisfaction is vital since it has a significant impact on employee attendance, productivity, and health. The previous study supposes that the factors influencing women’s employee satisfaction are; salary, flexible work, job security, motivators, managerial ranks, and stress.
Salary has been a big concern for women in policing, and in most cases, women tend to get a lower salary than their male colleagues. A survey conducted by the women’s policy research showed no difference in the amount of salary earned by male and female police officers. Women have been underestimated in what they can do in the labor industry, thus prompting many employers to underpay them. In the police department, the job description of a police officer is the same regardless of their gender, and therefore the salary should not vary. Equal pay shows that the police department does not discriminate against employees according to their genders, and this is one reason why more women are willing to join the law enforcement force.
Another factor promoting women in the police department is job flexibility. Most police departments worldwide offer their employees job flexibility, which helps workers balance their work life and personal life. Availability of leave days and maternity leaves for women in the police department has significantly been of great help to women in this sector. Jobs that offer women maternity and leave days tend to have more women employees, and they find satisfaction in what they do. Lack of a flexible job is one factor that has led to few women in the labor force. Women play a vital role in society, like taking care of families, and for them to balance work life and personal life, flexible jobs are essential.
Dissatisfying Factors
Many factors encourage women to join the police force, but that does not mean women in the police department don’t find their job dissatisfying—one of the factors that most women in police face is discrimination. The discrimination can either be from people within the work department or outside. Discrimination at a workplace can be from seniors who fail to give women equal opportunities as men. Most leaders in the police department are male, meaning that women continue to be undervalued when it comes to leadership (Meeussen et al., 2017). Women in the police department, in most cases, get abused by male colleagues because they think women are weak, and sometimes they face brutality from male lawbreakers.
Sexual harassment is another factor that discourages most women from being members of the law enforcement force. Sexual harassment can be from colleagues or other individuals in their line of work. Despite the number of women in the police force increases, women remain victims of discrimination and prejudice. Women’s physical strength is less than that of men, which is one of the significant factors that promote sexual harassment of women. In some cases, female police officers get intimidated and sexually harassed by their male colleagues, like their seniors who demand sex. Most police seniors have abused their power and used it for their gain and to discriminate against the women in the police force, which has discouraged women from being in this department.
Interventions that Might Make a Favorable Difference for Women
Representation of women in the police force is crucial because the voice of women in society and the police force will be well represented. Lawmakers and policymakers have to develop laws and policies that protect women’s rights in the police department. In the case of meritocracy in the police department, promotion should be due to the merits of an individual and not gender-based. Several departments in the world have worked to ensure gender parity, and from their experiences, several lessons have been drawn. Historically, lawsuits have been used to bring about change in different departments, and it was concluded that it is not easy to bring change to people who are not ready for change. Therefore, government officials and other political departments need to mandate equal treatment of women in Police and make policies that protect women from discrimination.
Another intervention is for all police departments to implement strict policies that address gender discrimination, Biasness, and sexual harassment. The departments should offer training to police officers on matters concerning gender equality and sexual harassment. Strict disciplinary measures should also be set for cases where the established policies are broken. Friendly family policies should also be adopted in the police force, where women are allowed to balance their work life and personal life. The family policies will cover marriage, maternity leaves, childcare, and off days. Since the police department is male-dominated, they should work to ensure that they offer the support of their female counterparts (Jones, 2017). The help will promote a unified police department that is ready to protect society.
References
Jones, J. (2017). How can mentoring support women in a male-dominated workplace? A case study of the UK police force. Palgrave Communications, 3(1), 1-11.
Rabe-Hemp, C. E. (2019). The Status of women Police Across the Globe. Women Policing across the Globe: Shared Challenges and Successes in the Integration of Women Police Worldwide, 3.
Veldman, J., Meeussen, L., Van Laar, C., & Phalet, K. (2017). Women (do not) belong here: gender-work identity conflict among female police officers. Frontiers in psychology, 8, 130.
Job Descriptions
Job Descriptions
Name:
Institutional Affiliation:
Apparell is a retail fashion company that sells all sorts of clothes, shoes, jewelry and other accessories. We pride ourselves in the best customer experience, both online and in our twenty stores across the country. The company started in 1998 specializing mainly in women’s clothes, but as demand for affordable and high quality athleisure increased, it expanded to men and children’s fashion as well. The company remains devoted to serving our customers quickly and efficiently, ensuring that casual wear looks as sophisticated and effortless as possible. Our employees are highly motivated individuals who have grown with the company because they enjoy their jobs. They have flexible working hours, good working conditions, good pay and a listening management team. In the recent past, we have been expanding more into the online space to broaden our customer base further. We recognize that our customers may not always have time to dash into a store but would instead make their purchases online. To make the process more efficient, we are looking to hire a Sales Manager specifically for the online sales department.
In today’s fast-paced world, many people turn to the internet to look for all kinds of goods and services. For a company or business to be successful, they must have a robust online presence for several reasons. First, the company can be able to engage with customers and understand exactly what the customer wants (Locander et al. 2018). This will help the company to tailor its goods and services for a specific market they are targeting. The company also gets feedback on customer satisfaction. In case of any corrections, the business can get right on it. The internet is also the fastest and cheapest way to advertise. Advertising on newspapers, billboards and TV costs significant sums of money, and small businesses cannot afford such expenses. The position requires a person who takes cognizance of all these facts and incorporates them in making daily, weekly and monthly plans.
Applicants must hold a certificate in sales and marketing and whatever level, be it a diploma, bachelor or master’s level. Of more importance will be experience that the person has. Applicants must have spent time working in a highly demanding position requiring them to make decisions on their feet. Our company has thousands of customers countrywide, and this means all of them must receive feedback in a timely and professional manner. There won’t always be time to think over many questions; therefore the sales manager should have decision making skills. They must also be able to command a team of people to meet a specific goal. Leadership skill is a must-have considering the position requires coordination with other departments to ensure that sales and online advertising turn in growing revenues. Experience in the fashion industry will e an added advantage since many of the tasks to be handled will be already familiar.
Some of the tasks that the employee will be required to perform include overseeing the online sales team. The team is made up of about thirty people spread out across six states. There have to be weekly meetings to coordinate. Some of the things to be addressed in the sessions include weekly projections and sales targets. Each store is of a different size and considering the location and other dynamics; an appropriate plan has to be made. Because it is impossible to have physical meetings, they will be organized through Skype and video conferencing. Customer feedback will be the main priority, and the manager will review reports from store sales managers every week. In addition to this, the sales manager will work with the accounts department to calculate how much online sales contribute to the overall revenues made by the store.
Personality is a significant part of the application process. The applicant has to be outgoing, friendly and slow to anger. The manager should be able to make the customer feel valued and appreciated. One of the ways to do this is to ensure that their opinions are answered and taken into consideration in making plans for the future. The sales manager, therefore, has to be willing to listen to and accommodate different opinions even if they may appear extreme or rude. Managing the online sales team means dealing with diverse people and the manager should be able to exercise patience, accommodate different opinions while at the same time retaining the authority that comes with their position.
When looking for a qualified candidate who makes the best fit for the company, online job boards are some of the quickest way to go. The first job board is Robert Half. The company enjoys exclusive deals with many companies meaning that companies only post opportunities to the website. Some of the advantages aside from exclusivity are that job seekers receive alerts if they have subscribed. Along with this is the salary guide that guides employers and employees towards the right offer for their position (Jansen et al. 2005). Trends in the workplace are analyzed often so that employers can stay up to date. CareerBuilder is another job board that has been around for a long time, about twenty years. The advantage of this website is that job seekers can search for their desired positions based on several criteria including salary and location. The job board has established partnerships with various media outlets and posts adverts from the outlets.
The third online job board is Indeed, one of the most well-known job sites locally and globally. The job board compiles jobs from other job boards and agencies and posts them to its website. The search criteria can either be local or global. Job.com is a meeting place for job seekers and employers. Applicants can upload their resumes so that employers can look through them. The thoughtful point is that the CVs are not posted to the website to allow people currently employed to look for jobs elsewhere. The fifth online job board is Ladders. This website is dedicated to high-level executives making upward of $100,000 in annual salary. Job seekers looking for managerial positions have to pay a subscription fee so that they can access the screened opportunities.
Company Services Offered
Robert Half Exclusive agreements with some companies. Job seekers post resumes
Salary guide
Workplace trends analysis
CareerBuilder Several search criteria including location and salary
Indeed Consolidates listings from other websites and offers local and global search criteria
Job.com Job seekers upload resumes for employers to look through, but not posted on the website
Ladders Managerial positions for a subscription.
The online job board that I have chosen to advertise with is Robert Half. Many job seekers flock to the site, and I am confident that we will find the best candidate there. The salary guide will also help the company and the candidate reconcile their expectations. From the hundreds of resumes already posted, I am confident that I will meet many candidates uniquely qualified. Other benefits include the analysis of workplace trends. We as employers can keep up with current market trends including the shift towards online marketing. The search for potential employees and employers has been made much more comfortable and faster with the popularity of online job boards. People from all over the globe can look for a job from the comfort of their computers.
References
Jansen, B. J., Jansen, K. J., & Spink, A. (2005). Using the web to look for work: Implications for online job seeking and recruiting. Internet research, 15(1), 49-66.
Locander, D. A., Weinberg, F. J., & Locander, W. B. (2018). The Mediating Role of Sales Department Innovation Orientation on Creative Selling. Journal of Managerial Issues, 30(4), 463-403.