CMI 716 Strategic Approaches to Mental Health and Wellbeing Assignment Help in UK

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Explore assignment samples for the CMI 716 Strategic Approaches to Mental Health and Wellbeing course.

Our CMI assignment helper UK provides high-quality assignment samples for the CMI 716 Strategic Approaches to Mental Health and Wellbeing course. Our assignments can help you better understand the subject and gain valuable insights from successful student projects. Deepen your understanding of the topic through samples written by top professionals and created with an outcome-orientated approach that ensures concise and accurate answers to questions, as well as a logical analysis of the mental health issues covered in this course.

At this location, we offer various assignment activities that can help you achieve your goals. The activities are as follows:

CMI 716 Task 1: Understand the impact of managing mental health and well-being on organisational performance

Managing mental health and well-being at work can boost performance. The advantages include improved productivity, increased employee engagement and satisfaction, reduced absenteeism and turnover, and reduced healthcare costs. All these are associated with improved financial performance, quality customer service, and a strong organisational culture.

AC 1.1 Role of mental health and well-being in organisational performance discussion.

It suggests that the organisation’s mental health and well-being have a lot of impact on organisational performance, be it positive or negative.

On the other hand, employees who experience excellent mental health and well-being have a better outlook on life. Their productive levels improve, their work performance is enhanced, and these employees’ engagement and satisfaction at their jobs will become better. Consequently, that will cause a decrease in absenteeism and turnover among employees of the organisation that saves them money and more resources. Additionally, healthcare expenses are fewer for employees who have good mental health and well-being in life, and thus those may reduce healthcare costs in the organisation.

The lack of appropriate mental health and well-being in employees usually leads to reduced productivity, inefficient job performance, and a higher amount of absenteeism and turnover. Thus, increased costs in hiring, training, and reduced productivity will weigh against the organisation. Employee healthcare expenditure is greater in the event of unhealthy mental well-being. As a result, the company’s health expenditure will become greater.

Poor mental health and well-being can contribute to a toxic work environment, low morale, and decreased motivation, which can adversely affect organisational culture. It may also have a bearing on the organisation’s ability to attract and retain top talent, negatively impacting its ability to compete.

AC 1.2 Critically assess the nuances of managing mental health and well-being in the workplace setting.

In the corporate setting, managing mental health and well-being could be complicated by a myriad of circumstances.

One such obstacle is the stigma associated with mental health disorders. In many workplaces, employees will not open up or report their mental health concerns, fearing discrimination or other undesirable outcomes. This makes it tough for organisations to determine who might require help and assistance.

 Another difficulty is that mental health and well-being concerns differ. Each person’s experiences, history, and circumstances may differ, and they may affect their mental health and well-being. This therefore demands that firms be flexible and have a personalised strategy for managing mental health and well-being that meets the diverse needs of employees.

One further issue is a lack of management and workers’ knowledge about the existence and concerns involving mental health and wellbeing. In such circumstances, many managers and workers may not be familiar with or have abilities in detecting, treating, and delivering help to an employee having mental health concerns. Such an issue poses challenges for a company’s proper management of mental health and wellness.

AC 1.3: Critically analyse current methods for developing healthy work systems.

Healthy work systems are handled with numerous solutions aimed at increasing the health and psychological well-being of employees in the workplace. Some of the most often utilised techniques, which have proved most beneficial, are:

1. Employee Assistance Programmes (EAPs): These are employee counselling programmes that give access to assistance and counselling in helping employees manage their personal and work-related concerns. EAPs can prove useful to an employee suffering from mental illness and therefore an important resource to the organisations that aid in the identification of such persons who require treatment.
2. Mental Health Benefits: Offering mental health benefits, which can include therapy or coverage for medication, helps ease access to care for an employee’s mental health.
3. Mental Health Training and Education: To eliminate stigma connected with mental health difficulties, it is possible to train and educate managers and employees on concerns of mental health and wellness.
4. Flexible Work Arrangements: Providing flexibility in working arrangements, whether it’s to work from home or to have some flexible hours, can assist an employee in decreasing stress and contributing to well-being.
5. Employee Engagement: Keeping employees involved via regular communication, offering them feedback, and enabling them to contribute can assist in establishing an environment at work that is positive and favorable to mental health and well-being.
6. Employee Wellness Programmes: Employees can have a healthy life through such wellness programmes with activities and resources provided by the organisations in support of physical, emotional, and mental well-being, which includes yoga, meditation, fitness classes, mental health days, and access to mental health professionals, among others.
7. Organisational Culture: In most circumstances, organisational culture tends to have relevance and value associated with it concerning the employees’ mental health and welfare, which decreases stigma around the problem of mental health.

It is crucial to remember that these methods by themselves are insufficient to establish a healthy work system; rather, they must be adjusted and assessed to the particular circumstances of the company and be a part of an all-encompassing plan that involves the active involvement and engagement of all stakeholders. Furthermore, it’s critical for organisations to periodically review and analyse the success of their plans and make any modifications.

CMI 716 Task 2: Know how to create a culture of mental health and wellness.

Developing a mindset of mental health and wellness is an important goal for any company. It is important to ensure that employees feel supported in their jobs and have access to suitable tools. Leaders of companies should prioritise building a trauma-informed workplace that empowers workers by educating them on the importance of self-care. Open communication should be promoted to provide critical feedback, ideas for change, and praise for good performance or behaviour.

AC 2.1 Propose a plan to improve mental health and well-being in an organisational setting.

A successful plan to promote mental health and well-being in an organisational setting should engage employees in various ways. All staff should receive education on the signs and symptoms of inadequate mental health, as well as methods to help recovery. Moreover, a workplace culture of respect and care must be developed; this means ensuring that workers feel comfortable asking for help when needed and are not afraid to share their problems.

Finally, employers should work to provide access to professional counselling services, as these can allow workers to explore their thoughts in the company of someone experienced and properly trained. Overall, with a clear plan that includes all the stated factors, mental health and well-being in the workplace can be greatly improved.

AC 2.2 Critically evaluate approaches for developing and sustaining a culture of mental health and well-being.

This culture of mental health and well-being is the critical aspect of enhancing the quality of life for everybody within an organisation. This entails addressing such issues holistically, starting with the leadership of programmes related to staff mental health concerns and providing necessary support resources to foster resilience. 

Other steps that are required include mental well-being checks as part of their day-to-day processes and ensuring that there are safe avenues for people to talk openly about their mental health, free from judgment or consequences. Much can never be said about sustainable measures as an established dialogue set up on the ways through which continued fostering of a stigma-free workplace environment and productive discussion on the matter would be encouraged to break these barriers set for mental health, among others, to ensure access to support when needed.