(1) Occupational health psychology promotes a primary prevention approach focusing effectively on the elimination of risks to employee’s safety and health and implementing the promotion of positive ex


Occupational health psychology promotes a primary prevention approach focusing effectively on the elimination of risks to employee’s safety and health and implementing the promotion of positive experiences, particularly the development of new efficient healthy work environments. In healthy organizations, culture, climate, and practices create an environment conducive to employee health and safety as well as organizational effectiveness. A healthy organization thus leads to a healthy and successful business underlining the strong link between organizational profitability and workers well-being. (Di Fabio 2017)

Occupational health psychology focuses on a diverse span of topics to benefit workers in terms of their physical and mental health, this includes an examination of ways to decrease worker stress and improve work–life balance. Work stress is estimated to cost the US organizations over $300 billion every year in absenteeism, turnover, reduced productivity, as well as high costs of medical bills. Stress is the body’s response to change which is essential for a healthy physical, mental, or emotional adjustment. Selye’s General Adaptation Syndrome consists of three phases: alarm, resistance, and exhaustion. Alarm, the stressing indicator is revealed, the body responds by preparing itself by amplifying cortisol and adrenaline levels. Resistance is the if the body is not able to effectively resolve things in the alarm stage, the next step is the resistance stage. Once the resistance stage kicks in, the body continues to release cortisol starting the process of storing sugars and eventually fats in order to fuel the ongoing demands of the stressors. Exhaustion is the body working so hard for so long, it has effectively run out of fats and sugars to draw upon, and the long-term release of cortisol has taken its toll on the body, leaving the individual in a weakened state. (Tuxillo 2016) Mental health, sleeping illness and lack of physical activity are all constraints that have shown to affect an individual’s performance. Leading heavily into forms of anxiety, depression and mental disorders. Their ability to feel secure and appreciated in their career role with accessible and reliable sources of job development. Opportunities such as training programs and furthering their skills and or education.

The World Health Organization is producing and implementing policy procedures for all employee’ health, sustaining health is wealth in the workplace, establishing a higher performance of and access to occupational health services, creating and connecting the information for purpose action and practice, modifying employee health into policy practice. As a consequence of globalization, employees in today era experience higher career insecurity as well as the negative ratios due to the establishment of information technology, like exhaustible hours of labor practice at visual display terminals, which can be detrimental to their health. (Di Fabio 2017)

 The Priority is implementing a system that will effectively enhance jobs, supplement employees’ motivation, provide accurate feedback, and increase employee participation. Interventions directed at creating individual development, self-esteem, and forgiveness enhance psychological maturity and can aid employees to interact with one other in a healthier and productive environment. Which can intern focus is on team building practices (having a purpose belonging to an establishment that is central to individuals’ sense of well-being), group training (promoting one’s own identity, accepting, and working with diversity), creative thinking (healthy unbiased ways of thinking that are elaborative and creative.  Workplace relational civility in terms of relational decency, relational culture, and relational readiness for positive interactions with other employees, which can reduce conflict in organizations. Establishing healthy groups can ensure workers create strong connections and the social support needed to front the complexities of today’s working system and preserve a sense of well-being.


Occupational Health Psychology (OHP) is an important component of Industrial and Organizational (I/O) Psychology because it protects those within the workforce. One pressing issue that occupational health psychologists aim to research is the effect of stress on individuals in their workplace. The reason why this is so important is because the physical and mental effects that stress has on people can affect their lives within and outside of the workplace. Physical results of prolonged stress may include damage of various systems in the body such as the pulmonary, cardiovascular, and renal systems as well as the development of diseases (Truxillo et al., 2016). A decline in mental health is common with high levels of stress, with some individuals developing disorders such as anxiety, depression, and anorexia as a result of inadequate stress management programs (Truxillo et al., 2016). Such mental health disorders can be detrimental to one’s career as well as their employer.    Occupational stress is not uncommon, considering that 65% of working people reported a large amount of stress according to a study by The American Psychological Association (Truxillo et al., 2016) A steady decline in mental and physical health due to stress commonly occurs when the stress management practices and resources within the workplace do not outweigh the demands of the job (Truxillo et al., 2016). However, stress management is sometimes seen as an individual problem rather than a workplace problem as compared to other problems of occupational health like safety standards (Kyaw-Myint & Strazdins, 2015). Because stress is seen as an individual issue, many behavioral problems often arise from workplace stress like lack of motivation, change in mood or attitude, coming in late or calling in sick, quitting the workplace, and even abusing substances in extreme cases (Truxillo et al., 2016). All of these problems can be early signs and symptoms of a mental disorder such as depression. Such behavioral problems or disorders can cause problems within the company such as loss in profits and productivity, and difficulty retaining their staff members.   According to Mino et al. (2006), one of the most detrimental results of a lack of workplace stress management resources is mental health issues, specifically major depressive disorder. In this study, 28 manufacturing workers residing in Japan were randomly assigned to either a stress management program or a control group and then asked to assess their stress levels and depression levels via a self-administered questionnaire (Mino et al., 2006). Results of the study concluded that individuals who were randomly assigned to take part in the stress management program reported lower levels of depression than those who were not offered help, although the stress management did not have a significant effect on worker’s anxiety levels (Mino et al., 2016). Such cognitive-behavioral therapy programs or stress management programs have also been introduced within the United States, such as the Employee Assistance Program (EAP), which aims to help employees to maintain their physical and mental wellbeing. One shortcoming of the research of Mino et al. (2006) was that it failed to discuss the individual approaches to stress management that can be taken by employees outside of the workplace. Such changes that one could make to decrease stress levels would be making healthy changes in one’s diet, exercise, and sleep routines, as well as building a strong support system outside of the workplace to fight off physical and mental health problems (Truxillo et al., 2016) In a world with so many stressors, the workplace should contribute to making sure their employees are taken care of at work through adequate organizational stress reduction and management skills. After all, a healthy employee often means a more healthy and more profitable organization.


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