Dr. Kelechi Ndubueze
, an industrial psychologist, during this interview with
MOHAMMED SHOSANYA
He shares his insights on integrating psychology into organizations and emphasizes why Nigeria needs to actively promote mental health initiatives in work environments.
Excerpts:
Considering your background, how might insights from industrial and organizational psychology aid in comprehending mental health challenges within demanding fields such as healthcare, law enforcement, and education in Nigeria?
When applying psychological concepts within professional settings, industrial and organizational (I/O) psychology equips us with essential methods for evaluating job requirements, company atmosphere, managerial approaches, staff support mechanisms, and more—all factors linked to stress and mental well-being. In demanding fields such as medicine, policing, and teaching, I/O psychology aids in pinpointing hazards related to burnout, emotional fatigue, and low spirits via scientifically-backed evaluations. Additionally, this field directs the creation of tailored strategies including stress reduction workshops, worker aid initiatives (EAPs), and guidelines promoting work-life equilibrium that fit cultural norms and industry specifics.
What affordable measures can businesses adopt to integrate mental health into their workplace policies?
Raising awareness via mental health education and training for both managers and employees can serve as a foundation for businesses. Implementing adaptable work schedules, offering paid time off for mental health reasons, and setting up support networks among peers are cost-effective strategies with significant benefits. Companies ought to integrate mental well-being assessments during regular performance evaluations and guarantee that complaint processes consider emotional welfare. Additionally, including human resources professionals skilled in fundamental psychological first aid represents a practical and efficient approach.
What strategies should organizations adopt to tackle job-induced stress when taking into account wider social factors such as financial uncertainty and inadequate facilities?
Organizations must acknowledge that job stress cannot be separated from broader social conditions. Encouraging autonomy and involving staff in decisions fosters a feeling of empowerment and toughness. Establishing robust internal frameworks such as open dialogue, accountable management, and supportive resources acts as a shield against outside pressures. Additionally, businesses could collaborate with non-profits or community healthcare providers to supply subsidized counseling or well-being programs, alleviating employee burdens without significant cost implications.
Share with us the appropriate tactics for minimizing stigma and enhancing employee well-being within Nigerian work environments.
Tackling the problem of stigma begins by making discussions about mental health commonplace. It’s essential for employers to set a precedent; thus, when leaders share their own experiences regarding mental health, they motivate others to do the same. Educating staff members in understanding mental health improves overall awareness, incorporating non-discriminatory measures within human resources guidelines supports this effort, and endorsing well-being programs such as Mental Health Awareness Days encourages a supportive environment. Additionally, implementing confidential survey mechanisms empowers workers to express their issues confidently, free from prejudice or stigmatization.
What impact do remote and hybrid work arrangements have on employees’ mental well-being and efficiency, and what measures can be implemented to reduce adverse outcomes?
It is crucial to highlight that although remote and hybrid work setups enhance flexibility, they can also bring about issues like social isolation, unclear distinctions between personal and professional life, and digital exhaustion—problems particularly evident during the COVID-19 lockdowns. Poorly handled expectations might adversely affect mental well-being.
Strategies to address these issues involve setting explicit limits for working hours, encouraging online social connections, requiring regular intervals away from screens, and guaranteeing fair availability of necessary tools. Additionally, routine virtual meetings centered around health and wellness, rather than productivity alone, may assist in bridging this divide.
How might mental health programs connect with employees who aren’t part of conventional business settings?
To cater to informal sector workers, artisans, gig employees, and those not within conventional frameworks, mental health programs should adopt a community-focused approach. Engaging with religious groups, neighborhood organizations, marketplace cooperatives, and customary authorities could establish initial platforms for education and assistance. Additionally, leveraging mobile health (mHealth) technologies like SMS counseling services, WhatsApp hotlines, or broadcasted radio shows may overcome systemic obstacles while acknowledging regional contexts.
How can policymakers and professional organizations contribute to advancing nationwide workplace mental health initiatives? Policymakers ought to emphasize incorporating mental health provisions within occupational health and safety regulations, offer incentives such as tax reductions for implementing supportive mental health policies, and require Employee Assistance Programs (EAPs) for medium-sized to larger enterprises.
In the meantime, organizations like psychology and management groups ought to encourage standardized practices, provide certification programs, and push for employers to be held responsible. Collaborations between public and private sectors are essential for financing and expanding viable mental health initiatives.
Provided by SyndiGate Media Inc.
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