Work is essential to healthy and adaptive human psychological functioning. The work ethic couples work and reward in order to endow work with meaning, and a healthy workplace supports relationships and behaviors that promote a strong work ethic and cohesive group function, therefore both accomplishing the overall goals of the workplace and enhancing the mental health of individual workers. Research has shown that attending to workplace relationships and engaging employees increases productivity, creativity, and loyalty, yielding both short-term and long-term benefits. Disruptions of these relationships can lead to significant impairment in performance and deterioration in workers' mental health. However, the tools that managers once relied upon to restore relationships have been weakened-in part because of technology, globalization, and litigation.
Psychiatry of Workplace Dysfunction describes key drivers that disrupt the workplace environment and provides strategies and tools to address problematic behaviors and emotions that place the mental health of employees at risk and reduce the effectiveness of the organization. The principles discussed in this book are designed to foster high-functioning workplace relationships, and the authors' psychiatric training, coupled with the breadth of their collective years of business and legal consultation experience, offers unique wisdom about developing and sustaining a relationship-focused perspective at work. These insights integrate cutting-edge information with existing research and understanding of the psychological dynamics of the workplace-all clearly presented to speak to an audience of mental health professionals, managers, and employees alike.
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3 | (6) |
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2 A Relationship Primer for the Workplace |
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9 | (22) |
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Part Two Disruption and Dysfunction in the Workplace |
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31 | (18) |
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4 Forces Disrupting Relationships at Work: Technology and Globalization |
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49 | (14) |
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5 Forces Disrupting Relationships at Work: Litigation |
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63 | (14) |
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6 The Culture of Risk, Diminished Loyalty, and the Dangerous Insider |
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77 | (12) |
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Part Three Tools to Improve Relationships at Work |
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7 Supporting Workers in Distress |
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89 | (14) |
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8 Review Performance Honestly and Compassionately |
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103 | (16) |
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119 | (8) |
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127 | (12) |
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11 Champion Emotional Resilience |
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139 | (14) |
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12 Business Is Still Personal |
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153 | (2) |
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155 | (2) |
| Index |
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157 | |
Committee on Work and Organizations, Group for the Advancement of Psychiatry
Andrew O. Brown, MD Department Psychiatrist Boston Police Department Immediate Past President Academy of Organizational & Occupational Psychiatry
Christopher Thomas Flinton, MD PGY-3 Psychiatry Resident Walter Reed National Military Medical Center
Brian L. Grant, MD President and Medical Director, Medical Consultants Network Clinical Associate Professor University of Washington Department of Psychiatry and Behavioral Sciences
Duane Hagen, MD Chair Emeritus - Department of Psychiatry Mercy Hospital
Ben Hunter, MD Medical Director of Out-patient Services, Skyland Trail,
Barbara Long, MD, PhD Chair of the GAP Committee on Work and Organizations Consultation Private Practice
Daven Morrison, MD GAP Committee Member: Work and Organizations
Jerrold M. Post, MD Professor Emeritus of Psychiatry, Political Psychology, and International Affairs Director of the Political Psychology Program The George Washington University
Sean Sassano-Higgins, MD Medical Director, Santa Clarita Valley Psychology and Psychiatry Board of Directors, OCD SoCal, Affiliate of the International OCD Foundation Adjunct Professor, University of Southern California
Len Sperry, MD, PhD Professor, Florida Atlantic University
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