Discuss about the Rehabilitation Counselling for Psychological Stress.
Suffering workplace injury for individuals of Australian Public Servants is a common phenomenon as their work is hectic. Due to such workplace injuries, the individuals suffer health complications, depression and anxiety that affect their productivity and job satisfaction. Motivation is the key to enhancing the self-esteem and morale of the individuals that has suffered workplace injury in order to make them resume their work. Continuous motivation helps the individuals increase their productivity, job satisfaction and imbibe positivity within them (Peters, 2015).
In this report, the injury in terms of on job violence is taken under consideration for the Australian Public Servants that has affected their psychology and their mentality to return to work. This report emphasises on the role motivation plays in convincing individuals those have suffered psychological injuries at the workplace to return to work. Motivation helps in increasing the self-esteem of the workers of Australian Public Servants and helps them return to work.
The absence of detailed research on the role of motivation for workers returning to the Australian Public Service post workplace injury has been a major issue for this report. According to the previous research papers, the role of motivation on Australian Public Servants lacks depth. Lack of in-depth study in the context of the research proposal has resulted in insufficient or limited information. Therefore, the conclusions drawn about the research topic are not supported by appropriate kinds of literature and viewpoints of different authors. However, it can also be seen that complete research about the topic has not been conducted. For example, appropriate emphasis on the role of motivation has not been found in the previous researches making it difficult to gain a deep understanding the effectiveness of motivation (Beehr, 2014). Lack of detailed research also hindered the estimation of the total number of successful cases of the Australian Public Servants with workplace injury returning to work. This provided less opportunity to compare the different data. Moreover, the research topic also lacks recent investigations thereby, not providing the latest information about the research topic.
The chosen topic is described clearly along with its relevance to the process of injury management.
The issue in the research is the effectiveness of motivation on the Australian Public Servants with workplace injury and convincing them to return to work. According to previous studies, it can be seen that though motivation has helped the Australian Public Servants to return to work instead of having a workplace injury, it has been unsuccessful to a certain extent as well (Cho & Perry, 2012). In spite of motivating the Australian Public Servants, some of them have not returned to work post workplace injury. As Australian Public Service is a job that includes on job violence, if the employees are not returning to work post workplace injury it is considered as a big loss for the organisation as they are losing their valuable and experienced employees (Giauque, Anderfuhren-Biget, & Varone, 2013).
The research aim is to analyse the impact of motivation on convincing individuals to return to work post any psychological injuries at the workplace.
Based on the critically analysed literatures, suitable research rationale and research aim are proposed.
The concept of injury management highlights the process of managing workplace injury by incorporating both the employer along with the medical team since the time the individual is injured. This initiative by the employer promotes effective maintenance for ensuring that the employee returns to work after recovery. As a part of injury management, the employers provide psychological, physical and financial benefits for the employees. In the case of Australian Public Service encounters on job violence that adversely affects their physical, psychological and financial capabilities. In the case of the Australian Public Service, motivation is used as a method of managing injury thereby, assisting the employees to return to work after workplace injury.
Injury at the workplace is a common feature noticed globally by the employees and the organisations. As commented by (Beehr, 2014), injury in terms of stress can be fatal for the employees of Australian Public service by affecting their health due to which the organisations face loss. As a result, employees suffering from work-related stress are vulnerable to lack of motivation, unhealthy life, minimum productiveness and absence of satisfaction. Therefore, an imbalance between the personal and professional life is noticed among the employees of Australian Public Service. However, it is always possible for the organisation to manage stress for their employees. Therefore, successful organisations tend to maintain a healthy and friendly working environment for providing their employees suitable working environment. According to the current legislations of Australia, the management of injury enlightens the employees about the compensations they are bound to receive in the case of any injury related to stress and can return to work as soon as they feel safe and healthy. As asserted by (Twomey, 2012), the employees need to be completely aware of the laws of labour for ensuring their own safety and rights. Stress related to work can have harmful impacts on the employees in terms of health thereby, giving rise to severe health complications.
A brief critical review has been conducted on the chosen topic with the help of academic literatures and industry based resources.
On the job, violence is a common factor noticed for the Australian Public servants due to the immense range of works they have to perform while performing their jobs. According to (Giauque, Anderfuhren-Biget, & Varone, 2013), on job violence leads to both physical and psychological stress for the servants. In terms of physical injury, the APS encounters burns and injuries that have a long-term impact on the health. Moreover, on job violence also affects the APS workers psychologically as they feel their contribution and dedication towards work are not valued. The APS workers feel psychologically affected and demotivated due to the violence encountered by them. Therefore, providing continuous motivation to the APS employees are of utmost importance as this will help in retaining the employees and convincing them to return to work (Peters, 2015).
Link between the on job violence and the content is established.
On job violence at work results in low level of motivation among the employees that hampers their performance. According to (Peters, 2015), motivation is defined as an internal personality that remains unaffected by any external factors. However, as argued by (Latham, 2012), motivation is defined as the intention of increasing the morale of an individual for increasing their productivity. Therefore, for employees to perform well, motivation plays a significant role. As commented by (Donnelly, 2012), on job violence related to work affects the psychology of the employees thereby, causing depression or anxiety within them. Soon after the onset of disability at work, returning to work is not of top priority. Therefore, rehabilitation counselling helps in changing the priorities and enabling the individuals to resume work. Reports suggest Australian Public servant suffers severe psychological trauma in terms of depression due to on job violence.
The employees are made to attend rehabilitation counselling in order to be motivated and resume work. As asserted by (Cho & Perry, 2012), motivation is measured within individuals by considering the readiness within them to change their psychology and eagerness to resume work. During the process of the rehabilitation process, the capacity of individuals along with the demands of the works are stabilised in respect to each other. Therefore, this helps the employees of the Australian Public Servant to return to an independent and active work life. Moreover, this also enables the individuals to maintain a balance in both their personal and professional life.
Motivation helps in recovering the psychological changes on the Australian Public Servants seen within the employees due to due to on job violence related to work. As mentioned by (Kirk-Brown & Dijk, 2016), motivation helps in continuous counselling of the individuals thereby, providing positivity to them constantly. As the individuals during this stage have a low esteem, continuous motivation is required as to enhance their morale. Motivation through rehabilitation counselling has been beneficial for Australian Public servants as many of them has resumed work after attending post psychological injury. The counsellors need to consider the practical aspect of employees returning to work post any psychological injury in terms of on job violence. The motivation of the psychologically affected employees helps in continuously elevating their morale. This eventually increases mindset and self-esteem that allows them to bring positivity within themselves. As a result, they are able to maintain a proper balance in their lives both personally and professionally.
Conclusion
This report concludes the impact of motivation on Australian Public servants and the numbers servants that have returned to work. On job violence related to work is due to the increased work pressure and competition. As a result, both physical and mental healths of the individuals are affected. Workplace on job violence results in depression and anxiety within the employees thereby, creating an imbalance in their life, reducing productivity and lack of satisfaction. Therefore, in order to recover from this, motivation plays a significant role. Reports suggest that rehabilitation counselling and motivation has helped in bringing positivity the employee thereby, making them resumes work with elevated morale and motivation.
Effective academic writing along with APA 6 referencing style has been used.
References
Beehr. (2014). Psychological stress in the workplace (psychology revivals). Routledge.
Cho, & Perry, &. (2012). Intrinsic motivation and employee attitudes: Role of managerial trustworthiness, goal directedness, and extrinsic reward expectancy. Review of Public Personnel Administration, 382-406.
Donnelly. (2012). Work-related stress and posttraumatic stress in emergency medical services. Prehospital Emergency Care, 76-85.
Giauque, Anderfuhren-Biget, & Varone, &. (2013). Stress perception in public organisations: Expanding the job demands–job resources model by including public service motivation. Review of Public Personnel Administration, 58-83.
Kirk-Brown, & Dijk, &. V. (2016). An examination of the role of psychological safety in the relationship between job resources, affective commitment and turnover intentions of Australian employees with chronic illness. The International Journal of Human Resource Management, 1626-1641.
Latham. (2012). Work motivation: History, theory, research, and practice. Sage.
Peters. (2015). The concept of motivation. Routledge.
Twomey. (2012). Labor and Employment Law: Text & Cases. Cengage Learning.
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