Workplace Debriefing Strategies

This assignment content consists of a collection of research papers and studies on various topics related to workplace dynamics, organizational behavior, and employee well-being. The studies cover issues such as workplace flexibility, job burnout, debriefing after resuscitation, and prevention of occupational stress in healthcare workers. Other topics include worker cooperatives, the relationship between job burnout and secondary traumatic stress, and the use of eye tracking technology and video debriefing techniques to develop situation awareness among nursing students.

Running Head: MANAGEMENT STRATEGIES AND WELL BEING PLAN
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ASSIGNMENT TITLE: MANAGEMENT STRATEGIES AND
WELL BEING PLAN

MANAGEMENT STRATEGIES AND WELL BEING PLAN 2
Table of contents
Assessment task 1............................................................................................................................3
Overview of Caritas in Australia.....................................................................................................3
Q1. Indication of significant issues that may be faced by a worker and ways to respond the Same
.........................................................................................................................................................3
Q2. The manners in which violence and grief affects worker’s behaviors.....................................4
Q3. The stress management strategies used to support the workers................................................4
Q4. Description of best price interventions, crisis interventions and structured debriefing ...........5
Q5.Organisation’s dispute resolution policy and procedures..........................................................6
Q6. List of internal and external support options available to workers...........................................7
Q7.Specific limitations and boundaries of work roles and responsibilities.....................................7
Q8. Legal and ethical considerations facilitating workplace debriefing and support......................8
Q9. Organizational policies and programmes to promote workplace debriefing...........................8
Assessment task 2............................................................................................................................9
Part A...............................................................................................................................................9
1. Scheduling of debriefing session of a worker based on environment.........................................9
2. Plan, programmed and procedure to conduct debriefing in workplace.......................................9
3. Communication and facilitation techniques to conduct open discussions...................................9
4.The debriefing techniques which promote further exploration of emotions and experiences to
reflect issues of workers..................................................................................................................9
5. Use of questioning techniques to enable workers to explore their concern..............................10
6. Indicators of risk and relevant responses...................................................................................10
7. Document and report outcomes of debriefing...........................................................................10
8. Actions taken when worker needed additional support.............................................................11
Part B.............................................................................................................................................11
Scenario1: Connie..........................................................................................................................11
Stress management plan for Connie..............................................................................................11
Scenario: Arnie..............................................................................................................................12
Reference List:...............................................................................................................................13

MANAGEMENT STRATEGIES AND WELL BEING PLAN 3
Assessment task 1: Short questions and answers
Overview of Caritas in Australia
Caritas in Australia is engaged in the promotion of long term development plans in
underdeveloped or semi impoverished nations of the world in terms of reduction of their poverty,
promotion of justice and upholding of prestige and basic needs based respect of the poor and
semi poor people staying in the continents of Africa, South America and other underdeveloped
nations of the world. It conducts around 170 long term development projects all around the
world. Its main objective is that it mainly provides benefits to all international poverty stricken
people around the world irrespective of ethics, ignoring religions and other political origins.
Q1. Indication of significant issues that may be faced by a worker and ways to
respond the same
Issues faced by workers are workload or limited resources, stress or compassion fatigues,
challenging clients and low pays. The first issues faced by workers in workplaces are that of
workload and stress based issues which describe that overstressing of employees or workers in
certain workplaces because of harder issues and problems in terms of handling stressful tasks and
which create a lot of difficulty for employees for time management and personal methodology
based work management schedules of work and business. These force employees to migrate
from one stressful job to other jobs with lower order or intensity of stress (Beck, 2013). It is
mainly seen that excessive workloads arises from workplaces where stronger than the strictest
challenges frequently arise in terms of intensity of risks and other parameters or criterions.
Further low incentives or pays or remunerations are factors which discourage and discontent
which forces worker to not to bring out their best while working which adversely affects the
worker and its working environment.
Ways to respond to these risks will consist of proper time disciplines based on stricter than the
strictest norms of workplace punctuality and ethical maintenance of business based on certain
terms and conditions of business in Caritas in Australia. Other response is to design optimal
budget plans and programmes to keep the budgetary allocations based on conduction of each and
every business in Caritas in terms of issue based management processes.

MANAGEMENT STRATEGIES AND WELL BEING PLAN 4
Q2. The manners in which violence and grief affects worker’s behaviors
Violence and grief does affect workers behavior in an adverse manner or mode because of
variety of reasons first of which is that it retards the mental health care and condition of
employees who are engaged in stressful works in the workplaces because too much grief or
aggression in attitude leads to leads to mental imbalance which decreases the positive work effort
exhibited by the employee who are vulnerable to grief’s or aggression based conditions. Besides
this each and every source of workload based stress arises because of high intensity of
grievances and mental depressions which finally leads to violence because of negative nature
which proves as a major tool or instrument to reduce the ethical soundness of work being duly
practiced in workplaces. Violence and grief also results in frequent skirmish of worker
influenced by them with another party or worker of contemporary origin which destroys the
spirit of work integrity and workplace ethical solidarity in business processes and procedures.
Additionally due to grief’s and violence affecting workers , the workers may by chance do
misbehavior with his or he supervisor or authority above him or her which may lead to his or her
firing in job without any reason or unluckily.
Q3. The stress management strategies used to support the workers
Stress management strategies range from the strategy of identification of stress source or to
determine the origin or cause of source to the management of stress vi a adoption of better
workplace based disciplines which creates recreation opportunities of worker under stress .Stress
management strategy can also betterment or improvement of communicational skills or
interactive pattern both in quality or quantum among employees. Self engaged behavior in terms
of total participation in workplace disciplines and practices is a very essential process for stress
minimization in workplaces because good quantity of communication via interaction or other
mode serves as one of the best strategies for giving relief of millions of employees and workers
engaged in Caritas Organizations In Australia. The best modern way suggested for stress
management sources from 4A level of planning which highlights on the four issues of avoiding ,
altering , adopting and adapting which are practiced in a combined manner in an Australian
business like Caritas to solve all critical problems of \stress and confusions generated in
business. Another way of stress management is avoiding of employees who bring stress to an

MANAGEMENT STRATEGIES AND WELL BEING PLAN 5
employee's mind and disturb the working moods of the concerned employee. Apart from this
development of healthy, clean, transparent and conducive business environment is another way
to manage stress in workplace
Q4. Description of best price interventions, crisis interventions and structured
debriefing
Best practice interventions
This kind of interventions is based on cost effectiveness of interventions in business based
workplaces related practices and programmes which is evaluated in terms of its impact ,
evidence and adaptation based criterions in terms of effective implementation and successful
assessment of criterion of business in terms of the intensity of positive impact generated through
business processes, successful habituation of workers with the working environment of
organization(Caritas) and value evaluation in terms of efficiency and productivity of research
related practices and programmes.
Crisis interventions- It is an instantaneous and psychologically defined intervention to aid
people in terms of their physical in terms of biophysical and mental crisis for the sole objective
of minimization of work stress in terms of their biological aspect and minimization of potential
of long term created trauma or tragedy based on intensities of challenges faced by the mentally
retarded victims due to the crises. It helps to aid people mainly the weaker ones with medical
amenities which otherwise drag themselves to the path of suicide if not checked at proper place
with immunization based medical measures and provides an additional aid to them in terms of
making them to favorable to cope up with stress related issues and measures at peak periods of
risks related hazards and health related obsession due to the mental and physical illness that is
this intervention is important for Caritas based institutions and organizations for ensuring
physical and mental soundness of workers and their workplaces during work.
Structured debriefing- As mentioned in the following diagram structured debriefing is a cycle
of analyzing the conditions of workers and their workplace in Caritas in terms of debriefing
process based on a pattern of structure base research by way of questioning the psychologically
modified patterns of human beings engaged in the workplace of Caritas for doing further scrutiny
or analysis on the same.

MANAGEMENT STRATEGIES AND WELL BEING PLAN 6
Figure 1: Structured debriefing
(Source: Chan & Hui, 2014)
Q5.Organisation’s dispute resolution policy and procedures
There are mainly four important processes of dispute and conflict resolution procedures based on
mitigation of disputes in organs with a framework like that of Australian Caritas Company.
An informal complaint process: It is complaint process is a process of dispute resolution which
gives the dispute litigator the full authority to question the supervisors and co-supervisors and
discuss with them candidly about different working issues faced the employees and its firm as
much as possible to mitigate the disputes which has arisen or seems to be arising in the future
(Chan & Hui, 2014).
A formal complaint process- It is an official mechanism of dispute resolution which takes in
top account the officially written testament or letter of complaint to the conflict resolution
manager of Caritas being probably sent by the head of the worker’s union of Caritas who most
probably prepares an investigation plan for identification and mitigation of disputes being arisen
in the company of Caritas as soon as possible.
Mediation: Mediation is very common method of dispute resolution strategy which helps to
mediate the process of disputes being arisen in the organization vi a third party involvement who
may special HR based executive and staff who first take thorough recognition of the problem and
then draws fine strategies for the speedy recommendations of disputes in the organization of
Caritas in a fully fledged and regularized manner.

MANAGEMENT STRATEGIES AND WELL BEING PLAN 7
Arbitration: Arbitration is a common process of dispute mitigation in a market which has a
unique unionized pattern or infrastructure. Since it is a costly process it is frequently used by the
small scale or medium scale business organizations unlike Caritas in Australia. It is a cost benefit
pattern of dispute resolution in organizations like Caritas and based totally on the idea of
avoiding risks to the maximum possible level or intensity in Australia.
Q6. List of internal and external support options available to workers
The rudimentary internal support options available to workers are brief or summarized
counseling processes and procedures, consultation mechanisms between parent and teachers,
plans based behaviors ,crisis based assistance and regularized interventions , assistances and aids
to homeless individuals , schooling aid and others (Santuzzi, Waltz,,Finkelstein & Rupp, 2014).
The rudimentary external support options can be enumerated as follows:
Mental health services, housing assistance schemes, domestic violence services , crisis assistance
schemes, vision services and community based services.
Counseling processes and procedures are mainly adopted for treatment of mentally retarded
victims in terms of internal and external terms of business. Similarly, medical assistances are
also provided to poor and helpless via internal support and external support based structures.
Q7.Specific limitations and boundaries of work roles and responsibilities
The limitations based on work ethics and morale in terms of boundaries and restrictions of work
based roles and responsibilities are performance based limitations, problems based on staff
deployment, restrictions due to erroneous pattern of transition of information’s from one segment
of work to another segment, increase in the intensity of telecommunication costs carried out to
coordinate different processes and segments of business and reduction in morale of employees
engaged in responsible jobs due to mismanagement or lack of independence or poorer incentives
or payments or schemes of remuneration for them. Hence lack of proper business regulation
hurts the performance of Caritas adversely and hence it is a major limitation or barrier in the way
of execution of roles and responsibilities of the employees and workers of Caritas. Similarly,
improper deployment of staff or deployment of staff in segments which does not match with his
or her qualifications or working modules often creates a confusion or adverse situation in Caritas
which represents as major responsibility constraint for the employees of Caritas. Apart from this
Limitations and boundaries are also experienced in terms of shortage of payments and incentives

MANAGEMENT STRATEGIES AND WELL BEING PLAN 8
to the workers who then are discouraged or unenthusiastic to work in the workplaces due to a
variety of reasons.
Q8. Legal and ethical considerations facilitating workplace debriefing and
support
The legal and ethical considerations facilitating workplace debriefing and support are:
Proper management of occupational health of workers and professionals via proper participations
and debriefing processes and support oriented systems. Use of appropriate and self and self
assessment techniques for proper identification of health and social care based norms and
practices (Cheney et al. 2014). Use of organizational debriefing techniques based on strict
adherence to organizational structure based rules and regulations is another met6hod of
facilitation debriefing and support oriented techniques and special acknowledgement techniques
which do contribute to welfare maximization processes are other considerations based on ethics
and legal norms to promote debriefing based support orientation in Caritas . Similarly proper
provision of health care services based advices, encouragements and making of proper health
care decisions are other considerations used for promotion of workplace based debriefing and
support.
Q9. Organizational policies and programmes to promote workplace
debriefing
Organizational policies and programmes to promote debriefing are as follows:
The first policy is to properly going through the norms and principles of debriefing techniques
starting from the source point and ending at the finishing point of support catered by debriefing
tools and technologies (Christensen & Schneider, 2015). Identification of any other
contemporary policies and understanding or contemplating that how does it cater to the same.
Similarly facilitating workshops development with the recruitment of new varieties of staffs, and
employees in terms of strengthening the capital base of Caritas is another fine process facilitating
debriefing and support. Proper feedback and finalization of specific policies which the specific
staffs are executing in terms of debriefing technique is another important consideration for
workplace debriefing.

MANAGEMENT STRATEGIES AND WELL BEING PLAN 9
Assessment task 2 Case study and well-being plan
Part A
1. Scheduling of debriefing session of a worker based on environment
Debriefing should be done in an environment in which conditions of superiority are absent and
the turbulence or disturbance hurting the tenets of peaceful conditions of the company and its
workers are abolished or minimized. Besides this the environment should be integral and
unique .In the above mentioned scenario, debriefing is done at the point when the all the autopsy
based investigation regarding the suicide based sudden death of Samantha's client Cary is over
and reinvestigation for solving the death mystery of Cary is under process (Landy & Conte,
2016).
2. Plan, programmed and procedure to conduct debriefing in workplace
Planning , programming and proceeding of debriefing technique is a four step procedure which
can be enumerated as follows: Restatement of objectives, Determination of facts that had taken
place or occurred, comparison of outcome with the hypothetical debriefing plan, and then the
debriefing plans. Thus a hypothetical analysis should be figured while debriefing in terms of
which the real incident will be compared for genuine evaluation of facts and figures of the
outcomes as in the above scenario (Couper, & Perkins, 2013).
3. Communication and facilitation techniques to conduct open discussions
The communication and facilitation techniques which are needed or necessary to conduct open
discussions are that they should be performed in an inclusive environment and they should be
constructive and positive or affirmative in nature. Additionally, they should be an encouraging
device to the participants. These are the techniques of communication and facilitation to conduct
open discussions as in the above scenario which does require prominent discussions (Bastos et
al. 2015).

MANAGEMENT STRATEGIES AND WELL BEING PLAN 10
4. The debriefing techniques which promote further exploration of emotions
and experiences to reflect issues of workers
The debriefing techniques which generate further exploration of emotions and experiences to
reflect issues of workers are;
Pairing and sharing. Metaphoric methods, Intervention, Frontloading, Self reflection, anchoring
methods, and Artistic methods
5. Use of questioning techniques to enable workers to explore their concern
The questioning techniques used are as follows:
Development of an open conservation, finding out more techniques to enable workers to explain
their concern about the mystery related suicidal pattern of death of Cary in the above mentioned
scenario and illustrated details regarding people's ideas and opinions (Dufrene & Young, 2014).
6. Indicators of risk and relevant responses.
The indicators of risk are based on the intensity or type of harm catered to the vulnerable in
terms of the type of risks based on the quality and quantity of risks (Hoover & Morrow, 2015).
The risk indicators may be adjudged from four different angles or scenarios which are strategic
features of risk, operational features of risk, financial features of risk and external features of
risks.
7. Document and report outcomes of debriefing.
Debriefing is done through the following method of IIMARCH (O'Meara et al. 2015).
First of all the debriefing technique should be open to access all the
information regarding mysterious pattern of suicidal death of Cary.
I(Information)
The intention is to investigate true cause of the death of Cary.I (Intention)
Available plans and programs to do the above.M (Method)
State and Central bodies along with investigating agencies is
associated with the fulfillment of above intention.
A (Administration)
Individual assessment of above risks based on methods andR (Risk assessment)

MANAGEMENT STRATEGIES AND WELL BEING PLAN 11
techniques
Varieties of communications needed to perform and fulfill the
above intentions
C (Communications )
Debriefing technique should be in accordance with the plans and
protocols of above intention in terms of human resource
management
H(Human rights
and legal issues)
8. Actions taken when worker needed additional support
The actions taken should be in terms of above scenario to help workers in investigation of the
case of death of Cary should be additional privileges cum licenses ,both of private and public
origin given to workers in need along with specified monetary resources (Lioce et al. 2015).
Part B
Scenario1: Connie
Stress management plan for Connie
Connie who is recently working as a hard working case manager is now working as a secondary
employee in a school as she feels very stressful to work overtime after hard work as a manager
along with taking care of her family needs a compact stress management plan to make both ends
meet and stress management strategy should be such to balance his or stress for which she even
cannot pay attention to her colleagues and coworkers in the job .Strategy should be developed to
manage stress of Connie in terms of optimal time planning based schemes along with strategies
of stress management like recreations and appropriate time kept apart for self oratory techniques
These include not doing one work continuously for hours and if possible leave some place for
recreation by roaming in the road or park beside your workplaces and if possible to visit places
to inhale fresh and pollution free air which minimizes risk up to a very extensive amount or
quantity (Kolbe et al. 2013). The other strategy is to follow strict process of rehydration in
between works of hazardous variety. This is because the more water intake balances the pH
content of the body in terms of balancing of calcium or potassium ions of the body thereby
reducing stresses.

MANAGEMENT STRATEGIES AND WELL BEING PLAN 12
Scenario: Arnie
Stress management plan for Arnie
The case of Arnie is also quite painful in terms of the stress which he borne after being facing
huge quantity of work overload of business in terms of added job responsibilities which never at
all existed in the past when she was the most jovial and active employees of all in the office. The
entrepreneur of the office who was unable to see the deteriorating condition of Arnie gave him
personally some of his stress management solutions to support his strength and make his mood
cheerful. The first strategy advised by him is to take shelter in any kind of recreational activity as
per the choice of Arnie to help Arnie to get out from the vicious circle of his stress. This is
because more he will be involved in recreations, the more he will find relax in his daily activities
and it will provide him a renewed enthusiasm for doing his hard work in the office with added
enthusiasm and jovialness as he did before. The manager has also advised him to go to a secret
room and cry for sometime in lonely conditions as this will also help him to reduce the stress in
some sound amount (Runnacles et al. 2016). The last strategy devised by him is that use of a
catnap while sleeping as these reduces the chances of excessive stress and tension based burden
while doing multiple number of tasks in extremely busy working situations and conditions.

MANAGEMENT STRATEGIES AND WELL BEING PLAN 13
Reference List
Bastos, M. H., Furuta, M., Small, R., McKenzie‐McHarg, K., & Bick, D. (2015). Debriefing
interventions for the prevention of psychological trauma in women following childbirth.
The Cochrane Library.
Beck, V. (2013). Employers' use of older workers in the recession. Employee Relations, 35(3),
257-271.
Chan, C. K. C., & Hui, E. S. I. (2014). The dynamics and dilemma of workplace trade union
reform in China: the case of Honda workers’ strike. In Strategies of Multinational
Corporations and Social Regulations (pp. 203-217). Springer Berlin Heidelberg.
Cheney, G., Santa Cruz, I., Peredo, A. M., & Nazareno, E. (2014). Worker cooperatives as an
organizational alternative: Challenges, achievements and promise in business governance
and ownership. Organization, 21(5), 591-603.
Christensen, K., & Schneider, B. (Eds.). (2015). Workplace flexibility: Realigning 20th-century
jobs for a 21st-century workforce. Cornell University Press.
Cieslak, R., Shoji, K., Douglas, A., Melville, E., Luszczynska, A., & Benight, C. C. (2014). A
meta-analysis of the relationship between job burnout and secondary traumatic stress
among workers with indirect exposure to trauma. Psychological Services, 11(1), 75.
Couper, K., & Perkins, G. D. (2013). Debriefing after resuscitation. Current opinion in critical
care, 19(3), 188-194.
Dufrene, C., & Young, A. (2014). Successful debriefing—Best methods to achieve positive
learning outcomes: A literature review. Nurse education today, 34(3), 372-376.
Hoover, S. M., & Morrow, S. L. (2015). Qualitative Researcher Reflexivity: A Follow-Up Study
with Female Sexual Assault Survivors. The Qualitative Report, 20(9), 1476.
Kolbe, M., Weiss, M., Grote, G., Knauth, A., Dambach, M., Spahn, D. R., & Grande, B. (2013).
TeamGAINS: a tool for structured debriefings for simulation-based team trainings. BMJ
quality & safety, bmjqs-2012.
Landy, F. J., & Conte, J. M. (2016). Work in the 21st Century, Binder Ready Version: An
Introduction to Industrial and Organizational Psychology. John Wiley & Sons.
Lioce, L., Meakim, C. H., Fey, M. K., Chmil, J. V., Mariani, B., & Alinier, G. (2015). Standards
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O'Meara, P., Munro, G., Williams, B., Cooper, S., Bogossian, F., Ross, L., ... & McClounan, M.
(2015). Developing situation awareness amongst nursing and paramedicine students
utilizing eye tracking technology and video debriefing techniques: A proof of concept
paper. International emergency nursing, 23(2), 94-99.
O'Meara, P., Munro, G., Williams, B., Cooper, S., Bogossian, F., Ross, L., ... & McClounan, M.
(2015). Developing situation awareness amongst nursing and paramedicine students
utilizing eye tracking technology and video debriefing techniques: A proof of concept
paper. International emergency nursing, 23(2), 94-99.
Runnacles, J., Thomas, L., Korndorffer, J., Arora, S., & Sevdalis, N. (2016). Validation evidence
of the paediatric Objective Structured Assessment of Debriefing (OSAD) tool. BMJ
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Ruotsalainen, J. H., Verbeek, J. H., Mariné, A., & Serra, C. (2015). Preventing occupational
stress in healthcare workers. The Cochrane Library.
Santuzzi, A. M., Waltz, P. R., Finkelstein, L. M., & Rupp, D. E. (2014). Invisible disabilities:
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