Institutional Mental Health Programs to Reconcile Employee and Workplace

Institutional Mental Health Programs to Reconcile Employee and Workplace

Mental health programs for institutions – also known as industrial and organizational psychology – are a branch of applied psychology, which aims to apply the theories, curricula, and programs of business psychology in particular and the economic sphere in general in order to reach the best possible solutions to the problems that arise in these fields. Also, mental health programs for institutions aim to use psychological tests and criteria for selection and career guidance, as this science seeks to raise the level of productive efficiency of the individual or group by solving the problems faced by individuals and groups in a scientific solution based on human principles and foundations of psychology.

What are mental health programs?

The mental health programs of institutions are the application of the methods, facts, and principles of human behavior to work, as researchers define it as the scientific study of the relationship between man and the workplace.

Other scientists know mental health programs for institutions as a scientific study of institutional problems, through the methods of concepts and principles of psychology and the use of results to increase the efficiency of production. Other researchers know mental health programs for institutions as a branch of applied psychology concerned with the application of research methods in psychology and its consequences in the problems that arise in this area, including the selection of workers, training and working conditions. It is recognized that industrial and organizational psychology, on which the mental health programs of institutions are based, is a branch of psychology.

Objectives of institutional mental health programs

1. Increased production efficiency

The aim of increasing production efficiency is to increase human capacity for production. This is achieved by directing the worker and forming his professional and psychological structure. This leads to the human factor in turn, in harmony with other factors of production and technical, economic, administrative and organizational factors, thus increasing production and benefiting workers and owners. Business and Society.

2. Increased compatibility between the worker and his workplace

The worker and the workplace are matched by choosing workers to work according to their abilities, competencies and personal characteristics, and then helping them to work together in harmony and harmony, to secure their future and provide them with opportunities for advancement, advancement, respect and the preservation of their human dignity. Making them feel loyal and committed to being active members as an integral part of the institution and not just part of the production mechanisms.

3. Institutional stability

Institutional stability is achieved by eliminating the sources of complaints and disputes between workers and employers through the development of the policy of employment and wages and the system of distribution of profits resulting from increased production , usually through classification and job identification and analysis to assess the required effort to perform each and determine the stages of learning in practice and through amendments In this analysis and necessary improvements in the system of work from time to time in order to ensure the worker’s comfort and harmony in his work and his sense of stability and calm on the basis of being a member of the institution.

The role of institutional mental health programs

The role of mental health programs for institutions has been identified in the following subjects:

1. Increase the productivity of workers by improving working methods, developing machinery and equipment, improving the means of vocational training, and all related to the worker and his duties.

2. Remove potential hazards on the factor and relieve the pressure of physical factors in the field of work, reduce fatigue and boredom and all that makes the work dangerous.

3. Know the requirements of the work, the characteristics of the personal factor, and measure the extent to which individuals possess these characteristics and can be used as a basis for putting the right person in the right place for him most.

3. Increase the intangible satisfaction in the field of work so that the worker does not become a routine without meaning, forcing the individual to bear to earn a living. Instead, physical, psychological and social conditions that work on the adequacy and quality of production must be created in conditions of work in which the worker is more satisfied and more acceptable in his work.
In addition, industrial psychology and mental health programs for institutions deal with solving the various problems facing the institution or affect the scientific and humane productivity of the worker, and put the mental health of the worker above all considerations, and take into account the psychological atmosphere prevailing among workers, specialists and administrators in any Plant, company or enterprise, because of its effective impact beyond the physical atmosphere of the work.

The role and functions of the specialist of industrial psychology

The role of the industrial psychologist cannot be assessed solely through the tasks assigned to him, but we must take into consideration other criteria such as the extent of his competence in performing these tasks and the attempt to expand his role and create authentic solutions to the problems of the unique nature of the institution. Characterized by strictly defined characteristics. Where his job requires analysis with a degree of flexibility that allows him to accept new tasks and deal with the mentality of the creative researcher with them and identify the existence of these problems. There are a number of stereotyped functions that an industrial psychologist must undertake:

1- Selection of employees

The selection of new staff, the design of tools and psychological measures to ensure that the process is highly accurate, enabling decision makers to predict the efficiency of candidates for work and then follow them in actual practice to determine if their success will achieve this, which in this case indicates the efficiency of the selection procedure.

2 – Measuring the performance of employees

To measure the selected workers to identify their shortcomings in order to know their training needs and design the training programs necessary to develop their skills and basic skills and overcome these aspects and measure the impact of these programs to modify them and thus increase their productivity.

3. Selection of new leaders

By providing adequate information to senior management to help them make the right decision on the selection of new leaders, and to enable senior management to provide behavioral advice to support their ability to make managerial decisions with greater confidence, follow up on staff decisions, make the necessary adjustments and conduct a case study on Leaders at the request of the higher authorities and identify their shortcomings, design programs to avoid these shortcomings, organize leadership development programs, supervise their implementation and assess and develop their impact if necessary.

4. Treatment of psychological problems

By understanding the problems of workers as well as studying workers who cause problems for their colleagues. The role of psychology in dealing with problems As a psychologist guide psychological counseling laws to verify the effects of these problems on the one hand and help individuals to overcome them as much as possible from the other side, if the problems cause a great deal of psychological disorder, the specialized referral of the individual in such a situation And to confront the conflicts between individuals and groups in order to reach their roots and deep causes and then propose solutions that are supposed to be capable of limiting or resolving them and oversee the implementation of those decisions.

5. Analysis of causes of accidents

The industrial psychologist avoids and prevents accidents by designing a tool to describe those incidents and the characteristics of the environment in which they occur and the physical, psychological and social characteristics of them, because the description of the elements of the situation hastens to identify the underlying causes responsible, and the specialist of industrial psychology can suggest ways to reduce their occurrence .

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