Reference no: EM133159165
SCENARIO:
Mr Nichols, a 22-year-old part-time receptionist and administrative assistant, had been employed at Apex Management Solutions in this role for 10 months working 30 hours per week. He had been absent from work for a month on the day of the consultation and was preparing to return to work. On entering the department, his mobility difficulties and an obviously awkward gait and altered balance were noted. He disclosed treatment by his GP for stress, anxiety and depression.
He described previous short-term absences resulting from nausea and vomiting, relating these to his anxiety at attending work. In the previous five to six weeks, in addition to nausea he also referred to difficulty sleeping, restlessness, loss of appetite, palpitations and rumination on his low self-esteem. Rumination can be a negative effect of stress. Genet and Siemer (2012) claim that rumination moderates the relation between unpleasant daily effects and negative mood.
BACKGROUND TO THE PROBLEM:
Mr Nichols performed a variety of tasks at a reception desk in Apex Management Solutions. He generally enjoyed his role, shared with an able-bodied colleague with whom he alternated his reception duties. He indicated the interface with the public could be challenging and stressful. His workload had increased in the previous four months following the resignation of a colleague who indicated that he too found this role stressful. Financial constraints resulted in this position remaining unfilled, increasing Mr Nichols's responsibilities. Stress is recognised as contributing to high staff turnover and low morale (Wolever et al, 2012).
Although working primarily at the reception desk, Mr Nichols frequently got up from his chair to deal with customers and to undertake photocopying duties. On one occasion he spent an afternoon mostly standing, which resulted in leg discomfort. No workplace adjustments had been effected to support his disability.
On recruitment, his manager had enquired whether he required any adjustments. Mr Nichols declined this offer, not wanting to "make a fuss". He had not disclosed his disability at pre-employment screening (PES) as he did not consider himself disabled.
ACTIVITY:
You are required to perform a simulated a Performance Appraisal interview/meeting to deal with the issues Mr Nichols is facing in a positive way. He is experiencing some workplace challenges that are not all his fault and need to be addressed by the company and openly discussed with management and Mr Nichols.
Use your knowledge of how a Performance appraisal should be carried out and include discussion of issues related to causes, effects/impact and solutions for stress and impact on employee workplace performance. Be the Health and Safety Advisor.