WellBeing and Performance Agenda
This item on the Wellbeing and Performance Agenda is about the behaviour of the workforce and their responsibility for remaining psychologically well, and ensuring the psychological wellbeing of everyone else. It is the first of 2 principles that underpin the culture of the organisation, and influence the way people behave towards each other. The second principle is Sharing Responsibility for the Future Success of the Organisation amongst everyone.
It is, also, about shifting responsibility for psychological wellbeing from being solely the concern of leaders and managers to individuals working in the organisation.
Some features in the background to Psychological Responsibility
There are some features about life, about you and how you deal with things that are found in the background to Psychological Responsibility.
Hover or tap over the text areas on the diagram below for further information on the various elements.
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Definition of Psychological Responsibility
Psychological Responsibility is a responsibility that organisations place on each individual in the workforce to remain psychologically well and to ensure they do no psychological harm to anyone else.
The implications include the expectation that individuals will alert their leaders and managers to any situation of circumstance where they feel their psychological wellbeing is being compromised by the demands made on them or the behaviour of others.
It is part of the expectation that once a situation is identified, action is taken by the individual concerned to influence the event or behaviour or remove themselves from being exposed to the event or behaviour or that their leader or manager takes action to prevent the event or behaviour from occurring.
The aim is for the individual to remain psychologically well.
Each person is expected to adopt Intelligent Behaviour at work, which are the behaviours that, properly applied, do no psychological harm to others.
Benefits of Psychological Responsibility
Psychological Responsibility heightens individual awareness of the ways in which people behave and the actions they take.
By adopting Psychological Responsibility the organisation is modifying the behaviours of its leaders, managers and employees so they do no psychological harm to other people, thus enabling individuals to concentrate and attain peak performance.
Implementation of Psychological Responsibility
Implementation is facilitated by a Code of Conduct that spells out the ingredients of Psychological Responsibility. This needs reinforcing at every manager’s meeting to ensure that everyone builds up confidence to speak openly about their situation.
In addition Derek Mowbray’s Guide to Psychological Responsibility contains further information on the subject, along with exercises and suggestions for implementation.
Articles about Psychological Responsibility
We continually update our article library with content from as wide a source as possible. If you would like more in-depth information on this subject, please click here to visit the Psychological Responsibility section of the library where you will be able to both read and download as many papers on this and related subject on leadership as you wish.
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