Case Analysis: Accommodating Employees With Mental Illness

Accommodating Employees with Mental Illness
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Accommodating Employees with Mental Illness
The case of violence that Tom created in Johnson & Johnson Company falls under the effective occupational health and safety program. Mark who is responsible for the management of the situation should understand that most of the workers such as Tom conceal their mental health illness and treatments due to fear of stigma and anticipated impacts such as termination among others. Psychiatric disorders are common in the workplace. However, such cases go unnoticed. Mark has to understand that the amount of time that a person spends at his place of work and the structured nature of the work among other factors should help the management to detect mental health disorders quickly and should not confuse the case of Tom with occupational stressors. The fight of Tom with fellow workers is a misunderstanding of the employees. The workers did not know that Tom has a mental problem that led to a strain in work relationships, violence at workplace and safety issues. In examining the situation of Tom, the employees could not realize that Tom was hopeless, had guilt, and could not concentrate on what Bob meant. Besides, they did not know that Tom lost interest or pleasure communicating to Bob and showed a withdrawal in his actions and feelings.
A solution that favors Tom as an employee should involve other alternatives that Mark has not mentioned as a recommendation. According to Dough’s off-hands management approach, the management never performed prior investigation on factors affecting employees. Therefore, Mark should investigate whether Tom is suffering from stigma due his condition. Stigma is usually a significant obstacle for many employees who are coping with mental illness. ...