Arrangements for submission Your individualised submission deadline will be available at the bottom of this page under ‘Submission Status’.Although the Assessment Brief on the Module Guide includes...

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Arrangements for submission



Your individualised submission deadline will be available at the bottom of this page under ‘Submission Status’.Although the Assessment Brief on the Module Guide includes details of the standard submission deadline, in all cases those become individualised for you, and presented to you through the assessment point itself. This applies to all forms of assessment on your degree, with the exception of exams, where the date and time will be available in MyGlos approximately four weeks in advance, and certain forms of assessment such as presentations and performances, for which these details will be clarified by your tutor.



Your assessmentfor this moduleshould be submittedONLINE VIA MOODLE.



While Moodle does not require a set naming convention for any files uploaded, please ensure your submission is given a meaningful file name, with no special characters (e.g. commas, speech marks, question marks, etc.).



The Maximum file size for uploading is 50MB



3. The requirements for the assessment



You are required to produce a 2000 word essay; this assignment forms 100 % of the weighting on this module.”



2000 word essay



Draw together a development programme for a group of senior public sector leaders, using the case study provided. Consider the leadership approach you are going to take, and the application of the learning cycle. Demonstrate an understanding of leadership theories and Learning and Development (L&D) approaches, providing critical analysis and evidence for your preferred solutions.



Case study:



Background



The Department for Citizen Affairs (DfC) is a public sector organisation responsible for data analysis on behalf of the government. It has a complex & challenging brief which impacts on most of the citizens in England & Wales (Scotland & N Ireland have similar devolved entities). Initially formed in 1967, the Department has expanded and developed in line with societal changes, and now has a broad remit around commercial and social affairs, including various IT systems, interactions with the public through call centres & offices, and provides numerous services across a range of needs. It is led by the Minister for Citizen Affairs, and links with numerous agencies & local authorities who assist the Dept in the delivery of its remit. About 3,700 people are directly employed by the DfC, with a further 15,674 FTE from associated agencies. The current budget is £3.24bn.



The DfC use data provided by third parties, analysing it for utility to benefit the community. The focus is on co-ordinating interactions and data across government depts to assist in effective decision making over maters such as positioning of new schools targeting areas of social & economic deprivation with specific investment & support of potential employers, location of provider headquarters, affiliation & collaboration with agencies, depts, third sector and probate industry to stimulate regional growth, for example. The DfC is also responsible for funds provided by communities from charity events and lotteries.



There is now a move to create regional offices to provide greater consistency of approach and better engagement with the public. This is a new initiative, which has received a mixed reception; some local authorities and agencies are positive and keen to engage, others see this as a retrograde move.







Challenges



The DfC faces similar challenges experienced by other government depts, such as pressure to be more efficient, cut costs and maximise its budget, in addition to criticisms that the fragmented nature of call centres, local authorities, and agencies is not an effective and efficient scale to be operating at and is likely to mean that costs are higher because management overheads and fixed costs are shared over a smaller base, reducing the scope for broader, strategic planning, as well as specialisation, innovation and investment.



Furthermore, the Minister has been under attack following highly emotive data leaks resulting from a controversial and over-spent programme to introduce a unified National Data System (NDS). The many legacy systems fail on a regular basis, leading to staff maintaining inefficient and insecure paper records. The data breach has led to questions from the Data Commissioner and fierce criticism from the press.



The DfC is not regarded as an attractive place to work and struggles to recruit and retain high flyers. The turnover of staff is high, leading to a shortage of experience, with associated complaints about poor service, inefficiencies, missed deadlines, and inconsistent or contradictory messages given out to the public. A recent highly embarrassing Twitter exchange revealed the extent of dissatisfaction from staff over the services provided and poor morale across the Department.







The people



The DfC has decided to recruit & appoint 20 senior people as Regional Centre Leaders. They come from a range of different backgrounds, although most have been career civil servants in government departments and some are from local authorities. A programme of development has been outsourced to a contractor (the consultancy for whom you work) with the brief to support the new leaders’ development to enable them to create and run the 20 new Regional Centres. The leaders will be recruited in 2 groups, with the first Cohort of 10 starting in a few months. There is considerable scrutiny from the DfC and the Minister over the programme’s contents.











TNA



Interviews and focus groups with key stakeholders, including service users, DfC staff, local authorities and newly appointed Regional Centre Leaders were undertaken as a training needs analysis and the following themes identified:







Regional Centre Leaders



experienced in civil service or local authority settings



have technical expertise in IT systems and data management



mixed skill levels around managing people



lack strategic thinking and how to create a compelling vision for teams to follow



tend to fall back on their technical skills when under pressure



have limited influencing skills and experience



lack the skills to navigate very political environments







Key requirements of the role



provide a ‘top of the class’ service to the public regarding data management and security, leading to sound decision making to improve and enhance the lives of citizens in England & Wales



develop strategies to connect the disparate call centres, agencies and local authority staff into unified Regional Centres



create a compelling vision to provide clarity of direction



establish trust-based, authentic relationships with the key stakeholders in each Region



work cohesively and collaboratively with other Regional Centres especially around data security and the implementation of the National Data System (NDS)



manage budgets effectively



improve staff recruitment and retention through establishing Regional Centres as attractive and innovative places to work
























Attendance




You are expected to attend every session listed in the Module Content, fully engage in every piece of assessment and attend any appointments punctually. There is a clear correlation between poor attendance and weak assignment submissions. Further, prospective employers routinely ask for references from your tutors and are particularly interested in timekeeping and attendance.




Drafts



With the exception of dissertations, we cannot read drafts of assignments. However, the Module Tutor is happy to answer specific questions about the requirements and criteria for the assessment.




Formatting of assignment



Assignments should be word processed on A4 and have consistent left and right margins, 1.5 line spacing, Arial font size 11 or 12, numbered pages and must show a word count.



Other




Referencing



Careful referencing of sources is vital when making use of the work of others. You are expected to employ the referencing conventions recommended in the Course. These conventions apply to information taken from internet sources, as well as books, journals and lectures. These are some of the points you should check before submitting your work:


·are all direct quotations, from both primaryandsecondary sources, suitably acknowledged (placed in quotation marks or indented)?


·have you provided full details of the source of the quotation, according to the referencing convention used in the Course?


·have you acknowledged the source of ideas not your own, even if you are not quoting directly from the source?


·have you avoided close paraphrase from sources? (Check that you are not presenting other people’s words or phrasing as if they are your own.)


·if you have worked closely with others in preparing for this assessment, is the material you are presenting sufficiently your own?






4. Assessment criteria


Assignment 001 will be adjudged on how well it meets the brief in Section 03 and attends to the criteria set out here addition to the requirements for L6. You will see this reflected in both the mark and comments on your work.




























Learning Outcome


What we are measuring




Assessment Criteria


What we are looking for



Demonstrate knowledge of how psychology has contributed to our increased understanding of the workplace



Knowledge should be demonstrated about leadership theories & the experiential learning cycle, including assessment methodologies.



Critically evaluate the strengths and weaknesses of methodologies used by occupational psychologists



Critically evaluate different approaches for assessment of leadership skills in terms of strengths and limitations.



Understand how psychology can be used to improve an individual’s experience of work and benefit organisations



Demonstrate how effective leadership development programmes can contribute to an individual’s job satisfaction and motivation at work.



Apply cognitive skills to integrate theory and practice in selected work contexts



Demonstrate the ability to understand and synthesise the literature on assessment, leadership & learning and development (L&D) in a work context.






Answered 53 days AfterJan 28, 2021

Answer To: Arrangements for submission Your individualised submission deadline will be available at the bottom...

Moumita answered on Mar 16 2021
143 Votes
Running Head: CRITICAL SOCIAL PSYCHOLOGY    1
CRITICAL SOCIAL PSYCHOLOGY         2
CRITICAL SOCIAL PSYCHOLOGY
Table of Contents
Introduction    3
Prevalence, causes and mental health impact of workplace bullying in the Neonatal Intensive Care Unit environment:    5
COVID-19-Related Mental Health Effects in the Workplace: A Narrative Review    7
Workplace mental health training for managers and its effect on sick leave in employees: a cluster randomised controlled trial.    8
Discussion    9
Conclusion    17
Appendices    22
Appendix 1: Article 1    22
Has the pandemic really caused a 'tsunami' of mental health problems?    22
Appendix 2: Article 2    26
When depression wears a smile, even psychiatrists like me can be deceived    26
Appendix 3: Article 3    30
Covid linked to risk of mental illness and brain disorder, study suggests    30
Appendix 4: Notes of Analysis, Discourses and Positions    33
Introduction
    Mental health is defined as the human well-being connected with the factors of emotional, psychological and social needs. Mental health is a priority in the modern days as it affects what an individual is thinking, feeling and action as a result. Handling stress is a determining factor of a person’s mental well-being. Mental health is associated with the ability to make choices and relating with people in the society. Mental health is important at every stage of life starting from childhood to adolescence and finally in adulthood. A patient who has mental health problems are observed to face problems relating to thinking, mood and behaviour. Other important factors contributing to mental health are biological, life experiences and family history. Life experiences might be a result of abuse and abuse. The biological factors affecting mental health c
an be identified as the brain chemistry of an individual. Mental health problems also arise as a result of history in the family.
The perception of mental illness can be identified using the different dimensions of the illness. The first dimension of stigma is peril. Peril implies danger and is one of the most important aspects of the development of stigma. Society views people with mental disorders as frightening. They term the patients as unpredictable and strange. The stigma results in creating fear and discomfort amongst the victims. The arising social issues are evident of psychiatric symptoms and awkward physical appearance. The social issues are attributed to the problems which are a result of aesthetics. Aesthetics states when the society’s perspective does not adhere to the expected behaviour discomfort are created (Azimpour, Shameli, Karimzadegan, & Emadi, 2020).
    Another worth mentioning cause of the arising stigma is associated with origin. As the term suggests, mental health illness might develop as a result of genetic factors. This dimension creates a sense of belief in the world     that mental illness can be cured and controllable. It is observed that patients who do not recover from a mental state lack self-effort. The following point of stigma is the controllability hypothesis. It states that drugs addicted individuals were more stigmatized than the others. The consumption of drugs like paedophilia and cocaine has been viewed to be controllable by the general public than a mental disorder arising because of PTSD. The mentioned stigma supports the dimension of pity. Pity states that disorders which are pitied to a large extent are less stigmatized.
Concealability or visibility of the illness is the fifth stigma of prevailing in the society. Racism is a notable factor associated with mental illness. Race is a stigmatized attribute and less concealable. This allows the society to stigmatize the victims based on the visibility of the individual. The point of stigmatization runs parallel to the mentioned concept of controllability but provides deeper insights to the problem. The last three dimensions are course, stability and disruptiveness. The points are similar and have close association amongst each other. The dimensions of course and stability are concerned with the recovery of the patient. It states about the benefits received by the patients in the course of the treatment. Finally, disruptiveness implies whether an individual having mental illness will be able to hold on to a job or engage in healthy relationships or not (Azimpour, Shameli, Karimzadegan, & Emadi, 2020).
    It cannot be avoided that mental health is stigmatized in the society. The problem of mental health is growing with each passing year. The society is becoming more equipped to cater to the problem of mental health. According to Medical News Today mental health conditions are becoming common in the United States. Statistics say more than 50% of the population of the U.S. will require treatment for mental illness. Currently, one in every twenty people is living with mental disorders. The disorders include eating disorder, bipolar disorder and post-traumatic stress disorder (PTSD). Major depression is also a result of mental illness.
The study will emphasize on the environment of mental health in a workplace. It is mandatory for employees to be in a peaceful state of mind to be able to meet deadlines and submit productive deliverables. The absence of stress helps the employees to focus on their work. A peaceful work environment creates a better working condition. There are different risk factors for mental health in the work environment. The analysis will focus on the existence and risks of mental health in an organization. The study will also concern the policy frameworks to reduce mental illness.
Prevalence, causes and mental health impact of workplace bullying in the Neonatal Intensive Care Unit environment: Foucauldian Discourse Analysis
Linking Mental Health and Workplace Issues
The purpose of this analysis is to examine the prevalence of mental health challenges in the health sector. It reports the barriers and impact of mental health as a result of bullying behaviour. It also caters to the provision of psychological support at work. A serious problem in the health care sector is the workplace bullying. It is a disruptive issue in the healthcare organization. Bullying is identified as the characteristic to cause harm and distress. It creates an imbalance of power between the bully and the victim. The research on bullying behaviour is based on two approaches. They are self labelling and behaviour experience approaches.
Current Study
The research observes that the prevalence of bullying was estimated to be approximately 53.5%. The results were obtained by asking questions to 213 respondents of the study. The research included 53.1% of doctors and 53.6% nurses. Self labelling existed for 27.9% of the respondents. On the contrary, 72.1% of the staff did not agree having faced bullying. Doctors outnumbered nurses in case of self labelled bullying. 92.8% of the staff mentioned to have faced one negative behaviour in the past 6 months. 55.1% of the health staff restrained themselves from self labelling as bullied victims. The number of employees who viewed others getting bullied was 327 of them.
Methodology and Discussion
The main purpose of the study was to examine the impact on mental health status and psychological support in the health sector. The response of the staff proved to be satisfactory. Healthcare professionals have the highest level of bullying in their workplace. This is a cause of trauma to many doctors and nurses. The rate of bullying was higher for doctors than for nurses. The stressful NICU environment fostered negative behaviour. The interpersonal relationships were hampered as a result. The adverse effect of bullying promoted disruptions and corrosive behaviour. The victims of bullying were associated with weakness and passivity, which took a toll on the mental health condition of the health staff (Chatziioannidis, Bascialla, Chatzivalsama, Vouzas & Mitsiakos, 2018).
Bullying in the health service did not confirm a change in the organizational factors. There were no differences in the job contract, job positions and the professional group. Workplace bullying is a widespread and complex occurrence. Bullying in the health sector included specific interactions amongst the supervisors. The solution to reduce bullying is to implement anti-bullying policies. Anti-bullying policies were expected to decrease the barriers to report bullying. The report of bullying to the higher authority guarantees punishment to the bully. This helps the victims to gain confidence in the organization. As a result, the employees are more loyal and can concentrate on providing proper healthcare services to the bullied.
COVID-19-Related Mental Health Effects in the Workplace: A Narrative Review
    The Covid-19 pandemic scenario had an adverse effect on people’s mental health. In addition to analysing the medical and economic impacts of the pandemic, the factors related to psychological health were also examined, along with the determinants of mental health. It was observed that the acute psychological effects which were to arise in the end of the pandemic were not paid attention. This created a fear amongst the psychologists that the world would face another pandemic in terms of mental illness. In this study the primary focus will be to analyse the causes of psychological well-being since the advent of Covid-19.
    The major and most important cause of mental illness during the lockdown period of the phase is pointed at social exclusion. Humans are known to be social creatures. When they were locked up in their respective houses to maintain social distancing it took a toll on the mental well-being. The internal workers in the workplace were seen to experience a high level of anxiety. They went through phases of psychotic and post traumatic disorders. The socio-environmental conditional can be blamed for such an effect. The loss of social status and discrimination were identified to be the two primary causes (Giorgi, 2020).
    The researchers considered job tasks as the primary factor for the onset of mental issues during the pandemic. It was observed that the frontline workers, for example, the doctors were more susceptible to develop mental health risks. The risks were depression, anxiety, stress and sleep disturbance. There was evidence that the pandemic caused sleep destruction and suicidal thoughts across all the sectors of the employment. The pandemic brought with it a high level of addiction along with it. Employees from different workplaces started consuming alcohol at a higher rate and misusing drugs. Increased level of stress was observed amongst the youngsters.
    Along with stress the prolonged working time of the individuals was a contributing factor to the mental health issue. Work related stress increased mental health issues. The lack of social support was yet another cause. The multiplying number of self-harm and suicides added to the concern. Different steps were taken by workplaces to moderate mental health. The first step was to reduce the working hours. The organisations promoted smart working. Security protocols were dealt with great concern. Training and improved leadership qualities aimed to increase inclusion and decrease mental illness. The government of several nations took up rigorous prevention measures to reduce stress at a workplace.
Workplace mental health training for managers and its effect on sick leave in employees: a cluster randomised controlled trial.
    One of the rapid growing causes of long-term sickness is mental illness. The increase in mental health disorders can be attributed to the change in the way society and workplaces perceive mental health. Mental illness has a large impact on the working capacity of an individual. The standard symptoms-based treatment of mental illness has little or no effect on the individuals. Managers in the workplace play a vital role in determining the outcomes of the employees who are unwell. Managers have an understanding of the workplace problems and endeavours to solve the issues for the benefit of the employees.
    To address the issues of mental illness several organizations, one of most important steps taken up at workplaces to reduce the prevalence of mental illness is to train the managers. This prompted them to understand the mental health problems amongst the workers. Results have suggested that managers value the initiatives taken up by the company and feel more confident in discussing matters of mental well-being. Employees of managers who have received training have significantly reduced psychological stress. The study is aimed to examine the manager’s effect after receiving training on mental health. Mental health training is known to reduce occupational impact of mental disorders (Milligan-Saville et al. 2017).
    The procedure involves receiving training through the RESPECT Manager Training Programme. The program was a combination of mental health knowledge and communication training. The training of managers regarding employees' mental health comprises three main topics. They are:
· Analysing the key features and effects of common mental health issues in the workplace.
· Roles and responsibilities of the senior officers in terms of employee mental health.
· Developing effective ways of discussing mental health.
Face-to-face training was developed. The main reason for developing this type of training strategy was to encourage interaction between the authority and the staff.
    The primary outcome of the training was the reduction in mental sickness in the workplace. The secondary outcomes were related to the manger, which gained knowledge and implemented change of attitude, confidence and communication behaviour. The result of the study showcased the benefits in public health and economic gain in a workplace mental health diagnosis. It is advised to the organisations to invest on providing mental health support to its employees. The training creates lasting effects on the managers. Open discussion about mental health problems boosts the spirit of the workers. This helps in the creation of a peaceful work environment.
Discussion
Mental Health as a concept is defined as the cognitive, behavioural and emotional well being of a person. People’s mental health affects the way they think, feel and behave. The term mental health is to mean absence of mental health disorder. Mental Health of a person can be good and bad depending on various factors. This affects their choices, relationships and physical health. There are examples of stress manifesting in physical pains. Mental health influences the person’s life and can often be the basis of their existence. This is why it is so important for mental health to be checked and maintained. This means that there should be various channels for people to be able to ensure that they can ask help if they need it.
The main problem that people face when they start to ensure that their mental health is good is the stigma related to mental health. Mental Health Stigma is the shame that people often feel from society when they seek help. Mental Health is always portrayed as a diagnosis of Depression, Anxiety, BPD or PTSD. But mental health is generally the well being of the person. A person without a mental health illness can also seek counselling. This can help them with various issues and will help them to have good mental health. This helps people to live happy lives where they can have healthy coping mechanisms.
This stigma arises from stereotypes and beliefs that people have about mental health. This makes people more reluctant to ask for help when they need it. These beliefs make society judge people who are seeking help. They tend to be stereotyped as “crazy”, “lazy” and “overthinkers''. People with mental health illnesses are often seen as dangerous. The stereotypes make it difficult for people to admit that they have problems and they need help. This stigma arises from personal, social, familial beliefs as well as lack of resources to understand mental health. There is a lot of false information about mental health and this contributes to the stigma.
This feeling of stigma leads to feelings of discrimination and people are automatically associate seeking help with negative feelings. People who have mental health issues tend to be less likely to find jobs, have stable relationships and be included in society. The stigma leads to internalised and externalised offensive and dismissive language. The stigma leads to internalisation of the beliefs, isolation, lower self esteem, negative feelings such as shame and hopelessness, less likely to seek help, worsening symptoms, unemployment and discrimination against them. This is the reason why people who have mental health issues and who are struggling with their mental health are less likely to seek help. This stigma forms a barrier for people to seek the help they need and this worsens their mental health state and impact people negatively. This includes the person themselves and the people in their environment. This is why it is important to deal with the stigma especially in the time of COVID.
Stigma is very harmful to the process of encouraging mental awareness in the workplace. It is important that the stigma is tackled in order to ensure the stereotypes and harmful language can be reduced. The stigma affects people in very open and direct ways and it also leads them to treat themselves negatively. Both external...
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