Mental Health in the Workplace: Program Development and WHO Programs

This report provides a comprehensive overview of mental health in the workplace, focusing on the components of effective wellness programs and the World Health Organization's (WHO) initiatives. It details the essential elements of a mental health program, including biometric data collection, disease management, and clear communication portals. The report also examines WHO's health promotion, health safety, and return-to-work procedures, emphasizing cultural considerations and gender orientation. Furthermore, it discusses the development of a workplace mental health and wellness program, including the roles of IT staff and professional counselors, program goals, and strategies for implementation and evaluation. The report concludes by highlighting the importance of employee orientation, supervisor education, and continuous program evaluation to ensure effectiveness and achieve desired outcomes, such as enhanced employee productivity and reduced costs related to employee turnover and stress-related disabilities. Desklib offers this assignment solution and many other resources for students.

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MENTAL HEALTH IN WORKPLACE 2
Part 1
Components of mental health and wellness program
A mental health and wellness program is made up of many elements. Biometric data
collection is a component of wellness program which is used for selection of biometric data and
information from patients and assigning them primary caregivers (Goetzel et al., 2018). Every
health institution requires to have disease management and case management. These components
help in addressing the specific need which each need in an organization and they can also help
manage a particular health condition (McGuire, 2016). Using the biometric collected data a
health institution can control and manage the spread of a specific infection. A clear
communication portal is also very essential in each healthcare institution, and they keep the
wellness program moving forward by ensuring effective communication.
Components of World Health Organization (WHO) Health Programs and Activities
Involved
WHO has implemented some health and wellness programs to ensure that they can
monitor, control and manage infection in many countries. Its health wellness program is made up
of three significant components. The first one is health promotion. This is the process of the
society increase control over infections and improves their health conditions as well as managing
infections. There are several activities which the organization has to perform in health
promotion. WHO has to educate and train the society on some health behavior which is
maintaining hygiene to prevent the spread of infections like cholera and exercising to avoid
obesity condition (World Health Organization, 2015). The organization also has to ensure the
implementation of incentive programs which include exercise programs and providing the people

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can access balanced diet at their workplace. Setting policies which allows for flex time and
family care days is also another activity of guaranteeing health promotion.
The society should also be able to access health institution easily, WHO has ensured this
by setting hospitals all over. The second component is health safety which its primary purpose is
to identify the risk which employees’ encounters and providing tools and equipment’s for
ensuring that they can protect themselves from accidents. It promotes not only psychological
well-being but also physical. It involves activities like safety investigation processes and
organizing agendas for mental health and wellbeing (Issel & Wells, 2017). The last component is
returned to work procedures and methods which are specially made for mental health needs.it
also helps employees back to work more efficiently without any delays. The components are
made of many activities which include making policies and procedures for various roles in
workplaces.
WHO EAP Programs and Cultural Considerations
It is the role of each organization to make sure that the mental and healthy wellbeing of
its employees is in excellent condition. An organization like WHO has implemented incentive
structures to ensure that its employees are motivated. They achieve this by making sure that
while at work employees can access balanced diet food which is significant to their health. To
boost the morale of its employees the organization also need to give them incentives which
motivates them and they end up increasing productivity as well as providing high-quality
services to its clients.

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Gender orientation component
According to Goetzel et al. (2014), senior leadership support is a very crucial component
in each EAP program. The part is made up of leaders who are supposed to give instructions to
the subordinate staff and ensures that the all the activities in the organization are carried out
effectively. They are also charged with the role of performing complex tasks which the
subordinate staff cannot handle to make sure that the organization is moving in the right
direction (Swerdlow et al., 2016). This component is not gendered biased as both men and
women can be the leaders of a particular group based on the expertise and skills which they
possess in the different fields.
Part 2
Development team members
Having been chosen in the development team of a workplace mental health and wellness
program, I would like the team to be made of IT staff who will ensure that the organization
communication is active by providing 24/7 phone response. I would also like the development
team to be made up of professional counselors who will ensure confidential services are rendered
to the clients by giving them guidance in private, secret offices. The EAP counselor should also
be able to intervene in a time of crises in the organization.
Goals of the program.
As a member of the development team, I would like the program to achieve some goals;
the first goal is useful 24/7 communication channel in which employees within the organization
will use to communicate different messages related to their work and also be able to reach the
organization clients easily. The program will also be able to enhance employee productivity

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efficiency and their morale. I would also want the program to reduce cost which is related to high
employee turnover due to accidents and stress related to disability. The plan should also be able
to help the manager and group leaders to be able to perform highly complex tasks.
How to decide what to be included in the program
The program should be decided based on the various problems which are experienced by
the organization. Due to poor communication in the organization, the program should come up
with an element to address the issue. I would also like the program to be able to handle
ineffective leadership in the organization (Ford & Scheinfeld, 2016).
Target audience
I would like the plan to have employee orientation element whose primary purpose will
be to introduce the employees to the program and familiarize with it. Employees should be made
aware of the benefits of the program and how the system will help them with their daily tasks
(Kahn, Collinge & Soltysik, 2016). It should also have supervisor education component which
will introduce the supervisor in the organization to critical elements of the employee assistance
program as for how to recognize troubled or stressed employees and how to intervene and refer
the employee to the program.
Activities and components to be included in the program
There are various activities which will be involved in this program like making
consultations with the organization manager and supervisors to evaluate the appropriateness and
effectiveness of the program. Promoting the program within the organization is also another

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activity which will be performed in the program. With the help of the human resource, the
program will also evaluate services efficiency.
How to deliver the program
The system will be delivered to the employees by providing information to them about
the program and also train them on how to use different components of the program which can
enhance their productivity and improve the quality of services they offer to clients. The program
can also be delivered to the employees by training them on how to adopt new behaviors which
are implemented in the program.
Evaluation of the effectiveness of the program
To evaluate the effectiveness of this system, I will check if the program has met all it
required goals (Ammendolia et al., 2016). In the case of communication, for the system to be
capable, it has to provide 24/7 services to the employees. By increased morale of employees
resulting in high production and improvement in the quality of services I will be able to know
that the system is active.

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