IOP2604_ Exam Paper 2020.

IOP2604_ Exam Paper 2020. Psychological Adjustment In The Work Context. Stress, burnout and anxiety are increasing in the workplace and directly affect employees' ability to work efficiently. Should the onus be on the employer to ensure employee wellness, and consequent maximum productivity? Depression, anxiety and even suicide are on the increase in South Africa. The World Health Organization (WHO) reported in May this year that, globally, 264 million people are suffering from depression, which is one of the leading causes of disability. Not only does poor employee mental health impact people's personal lives, but also hampers productivity, resulting in smaller profit margins. Companies need to "tap into" workplace wellness now more than ever, says Kemble Morgan, registered pharmacist and entrepreneur. “I recall a time when anxiety started becoming a buzzword amongst many disgruntled employees… “A fast-paced lifestyle has now led us to a place where the working world is finally sitting up to take notice of their healthcare needs,” he says. In the past, some corporate wellness programmes were well intentioned but poorly executed. Today, however, employees are more informed, and psychologically healthy workplaces have become more common. Figures from workplace health and wellness solutions company Occupational Care South Africa show that absenteeism costs the South African economy between R12 billion and R16 billion each year – with much of it relating to workplace stress, burnout syndrome and employee health. Last year it was reported that South Africans are among the hardest workers in the world. Posen points out that the velocity and volume of work that has resulted in employees working longer hours and feeling more pressure, and having little time for basic health habits like sleep, exercise and nutrition, has increased over the years. The resulting absenteeism, sick leave, staff turnover and burnout end up costing companies a lot of money – and adding employee wellness programmes costs even more. This study source was downloaded by from CourseH on :49:22 GMT -05:00 This study resource was shared via CourseH 3 IOP2604 10/11 2020 If stress and work burnout can impact the growth and productivity of a business, and disrupt the workforce, causing financial losses, then the need for companies to provide employees with resources to help them attain better health cannot be overstated. a) What methods can employers use to create healthy, positive organisations? (10) b) Develop a holistic employee wellness initiative with diverse ways to encourage a healthier, happier workforce. (15) Subtotal: [25] QUESTION 2 Read the following scenario carefully and answer the questions that follow on your answer sheet: The impact of COVID-19 on the well-being of healthcare workers Thembelihle Mokapa, a professional nurse in Mpumalanga said this during an interview with a reporter: "We work, we care for and support our family, and we care for ourselves. We commit to juggling these roles in life, but doing so often puts us in overwhelming situations and constantly managing conflicting priorities. This pattern of physical and mental strain can take a toll on our well-being, our ability to care for others, and sometimes, our health and safety at work". Medical staff caring for COVID-19 patients face mental stress, physical exhaustion, separation from families, stigma, and the pain of losing patients and colleagues. Many of them have acquired COVID19 and some have died. In Africa, where the pandemic is escalating, there are major gaps in response capacity, especially in human resources and protective equipment. Caring for patients with COVID-19 disease causes considerable mental stress, resulting in high levels of anxiety and post-traumatic stress disorders, especially among nurses. These conditions have a major impact on healthcare workers, but also undermine their decision-making ability and quality of interaction with patients. It is worth bearing in mind that the strain experienced at work is compounded by the very same disruptions and uncertainties felt by members of the general population at this time. In any biological disaster, fear and stigmatisation are heightened, and healthcare workers may be a target of the latter. Many healthcare workers in the recent Ebola and SARS epidemics experienced considerable stigmatization, loneliness and even loss of trust within their own communities. In Singapore during the SARS epidemic in the early 2000s, for example, one nurse in a lift was told that her presence in the lift was spreading the virus to others, and another was scolded by fellow passengers for making trains “dirty”. These factors are of critical importance and healthcare workers need to feel socially supported; this may affect their self-efficacy, sleep quality and anxiety levels. The degree to which we This study source was downloaded by from CourseH on :49:22 GMT -05:00 This study resource was shared via CourseH 4 IOP2604 10/11 2020 protect the health and mental well-being of healthcare workers will shape the pandemic in Africa, and thus its long-run impacts on social stability, economic growth, and security. What methods can employers use to create healthy, positive organisations? a) As an Industrial Psychology consultant, a hospital in Mpumalanga has contracted with you to assist them with an intervention to promote the health and well-being of their employees such as Thembelihle. How would you apply the broaden-and-build model to address the impact of COVID-19 on the well-being of healthcare workers? (15) b) Discuss the concept of Psychological Capital and the ways in which it can be established in the workplace of healthcare workers. (10) Subtotal: [25] QUESTION 3 This section consists of multiple-choice questions. Please select the correct option and write the corresponding alphabet in your answer sheet. 3.1 Maladjusted behaviours are mostly recognised by: a) The subjective observations of co-workers. b) The maladjusted behaviours’ intensity, frequency and the detrimental effects they have for the person or other people. c) The subjective experiences of the person presenting maladjusted behaviours. d) The employee's work performance. 3.2 Well-being can be defined as: a) A proactive stance towards achieving optimal physical, mental and emotional well-being. b) A fixed idea of health as an absence of illness. c) High levels of physical health, but poor mental health. d) High levels of mental health, but poor physical health. 3.3 In accordance with the approaches to well-being, the model focuses on the psychopathological underpinnings of suffering. a) PERMA model b) broaden and build model of positive emotions c) disease model d) mental health continuum 3.4 can be considered as a particular kind of prolonged job stress. a) Exhaustion b) Depersonalization c) Burnout d) Cynicism 3.5 Individuals experience occupational when the demands of the This study source was downloaded by from CourseH on :49:22 GMT -05:00 This study resource was shared via CourseH 5 IOP2604 10/11 2020 workplace exceed their adaptive responses. a) burnout b) exhaustion c) cynicism d) stress 3.6 is defined as a reduction in the emotional resources of an individual. a) Exhaustion b) Burnout c) Stress d) Cynicism 3.7 can be viewed as a negative, callous or detached response to various aspects of a job. a) Burnout b) Cynicism c) Depersonalization d) Stress 3.8 The model conceptualizes well-being or mental health in terms of specific characteristics of feeling good and functioning well on individual and social levels. a) Meaning b) PERMA well-being c) Mental health continuum d) Broaden-and-build 3.9 Psychological/personal well-being and represent a functioning well component as viewed from a eudaimonic perspective. a) emotional well-being b) physical well-being c) subjective well-being d) social well-being 3.10 relates to feeling good and energetic, a more hedonic perspective on wellbeing. a) Emotional well-being b) Subjective well-being c) Social well-being d) Physical well-being 3.11 indicates that people attempt to feel good about themselves even though they simultaneously are aware of their own limitations. a) Personal growth b) Autonomy c) Self-acceptance d) Purpose in life 3.12 refers to a sense of belonging to as well as a sense of support from a community. a) Social contribution b) Social coherence This study source was downloaded by from CourseH on :49:22 GMT -05:00 This study resource was shared via CourseH 6 IOP2604 10/11 2020 c) Social actualization d) Social integration 3.13 Please choose the correct answer. The optimal frequency for positive and negative emotions is: a) 3:1. b) 1:3. c) 7:1. d) 1:7. 3.14 Choose the correct option. In the Broaden and Build model, an interpersonal perspective on well-being means that we move away from merely positive thinking (an intrapersonal process) to: a) positive emotions. b) shared positive emotions. c) shared negative experiences. d) negative emotions.