Psychosocial Support – Psychosocial development is an intelligent and systematic model developed and used to boast the psychological efficiency of individuals in helping them to build a successful interface with work, society, and the environment.
It is an intrinsic mechanism for confidence boast on workers.
Often when trainees are about to begin work void of experience, there’s a fear of the unknown within them that seemingly tamper’s with their morale level, this systematic approach triggers and awakens their belief system again.
Psychosocial development is an art that aids in self-awareness, and self-confidence, it increases one’s relational skills within the work environment.
Just the same way a child grows from babyhood into becoming an adult, that child passes through a systematic growth pattern that is Babyhood- Adolescence- youthfulness then adulthood.
Each of these various stages of growth has an unknown fear imbedded in them; as time goes the child is exposed to the learning( school) process which impacts confidence in such child.
The lack of this is what leads to the breed of children with low esteem and low confidence level.
In contrast, In 2007, Stevan Hobfoll published a key article on post-disaster psychosocial support with a team of international experts “Five essential elements of immediate and mid-term mass trauma interventions: Empirical evidence.“. Accordingly, psychosocial support after disasters or other traumatic events should promote five essential principles:
1) a sense of safety
2) calming,
3) self- and community efficacy
4) social connectedness
5)hope.
IMPORTANCE OF PSYCHOSOCIAL SUPPORT IN THE WORKPLACE
Psychosocial support at the workplace is the process in which an organization Can meet its worker’s emotional, mental, and social needs as well better the relationship between workers and supervisors within the work environment.
This is geared toward making the work environment more work-friendly.
When workers perceive organizational support, it makes them believe their organization values their input.
It enables workers to be at home during work time to meet up with daily targets
It promotes efficiency, productivity and fuels hunger for the job
It births unquestionable commitment, glaring faith & fired up a resilience toward work.
It gives the management more boldness to demand from the workers
It enables the workers to trust the management and create a long-term desire to be in the organization.
METHODS OF IMPROVING PSYCHOSOCIAL SUPPORT
Giving the workers a break/lunchtime (at least 30mins)
Providing a suggestion box where their complaints and suggestions can be looked into.
Having webinars that address psychological issues experienced during work
Incorporating a mentoring system for the new intern.
PSYCHOSOCIAL CRISES
This is what happens when an organization lacks psychosocial support for its workers.
It’s the madness displayed by workers when their input doesn’t reproduce the desired output towards the top management
This is characterized by certain behavior that will mare the quality of the job done.
A lot of absenteeism and excuses incurred in organizations are directly associated with a poor psychosocial plan.
THE MICHAEL D. WATKINS MODEL REVIEWED BY HAVARD BUSINESS SCHOOL
No one has a bigger influence on new employees’ success and execution than the manager who employed them. Research has shown that being systematic in onboarding gets new employees up to 50% faster, that is speed and efficiency to achieve desired goals.
Below are the systematic model
Understand their challenges
Accelerate their learning
Make them part of the team
Connect them with key stakeholders
Give them direction
Help them get early wins
Coach them for success
Conclusion
It is possible to build a family with a strong bond and unity out of your workforce just by intelligently integrating these systems in your organization; your organization will not only fly but will soar.
