Work is bad for a person’s mental health. Okay, that will not be necessarily true. Nevertheless, there are certain conditions and activities on the job that will strain a person’s mental health. These activities could possibly get worse if the employee in question is already experiencing some sort of mental illness. It is not entirely uncommon if you have mild psychological disorders to full cover up their infection. Because of the likelihood they may possibly lose their work because of their problem because of the fear and anxiety they feel that is. Mental health problems also are usually misconceived to be simple to spot. This results in employers who disregard the subtle signs that their secretary has an disorder, or that the guy that works late on Fridays has dissociative identity disorder.
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The primary problem here is based on the beliefs people have about mental health. Many people view having good mental health as being confident and being truly a good worker. Traits are also included by the perception like being socially extroverted and having good comfort. But, these characteristics could be present can be present in anyone who has a mental health problem. The favorite myth that individuals with compromised psychological health are serial killers and psychopaths causes many people to simply go into denial that some of these employees have trouble. This denial could even extend to the worker involved, making him incapable of recognizing the problem and seeking appropriate treatment.
Another problem is based on the fact people often believe the problem will just disappear. The most popular strategy among employees and employers is a problem with mental health will disappear in time. However, mental diseases are long-term issues that need treatment. They’re maybe not mood swings or emotional phases which will ultimately give way to the person’s normal state of mind. This myth may result in someone’s broken mental health being effortlessly ignored for extended periods. This could lead to the problem getting worse and influencing the individual’s power to work correctly. In such instances, termination is recommended to cope with the situation, in place of helping the employee get proper treatment.
The damaging stigma of having a mental health condition also makes it burdensome for employees to confess to having them. She would be rather released by most companies than continue to use a risk, even though the employee is of such skill that she’s irreplaceable. The need to hold on to employment may result in a whole lot more than covering one’s mental condition. For a few cases, the fear and anxiety of losing a job may drive them to attempt to ignore their problem or suppress it. Often, these conditions end badly, with the issue simply getting worse over time. In some extreme cases, this kind of behavior has been linked to workplace violence. The links are not conclusive, but the discussion does bring some merit.
It can not help that companies and most organizations simply don’t have the processes set up to deal with a worker that’s some minor mental problems. Most companies will refuse to hire an individual who is taking medicine for a problem or has received a history of mental illness. Managers will either disregard the symptoms or will struggle to really interpret them for what they’re. Employees tend to earnestly deny that they have an issue, for concern with being finished. These dilemmas will carry on before negative stigma on mental illness is raised and organizations are better equipped to manage these problems.