Dealing With Depression and Resilience at Workplace








Dealing With Depression and Resilience at Workplace

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Article Review 1

Title: Understanding Individual Resilience In The Workplace: The International Collaboration Of Workforce Resilience Model

Author: Rees, S.C., Breen, J.L., Cusack, L. And Hegney, D.

Year: 2015


High levels of workplace stress is a major obstacle to performance and personal outcomes if they are not managed effectively. Most professionals work under stressful conditions and as such they are exposed to risk conditions which include depression, anxiety, burnout and secondary traumatic stress. On the other hand, some individuals are not affected by workplace stresses. This group is always referred to as the resilient group. Various studies have outlined some of the relationships which exist between resilience and some other specified negative outcomes such as compassion fatigue and burnout.

For a fact, psychological resilience assumes different dimensions and as such it is supposed to be separated from other overlapping constructs. Individual workforce resilience can be measured by factors of stability in traits such as coping styles (Rees et al. 2015). These allow information to be derived and eventually, they inform interventions which in essence enhance the individual resilience in the workplace.

This article focuses more on the individual resilience looking keenly at some of the interpersonal constructs which aim at boosting one’s resilience in the workplace. The article proposes a model whereby psychological resilience is assumed to act as a mediator between mindfulness, neuroticism, coping, psychological adjustment and self-efficacy.

Literature review

Occupational stress cuts across all workplaces in that it is a universal phenomenon. It is in most cases associated with serious devastating consequences such as negativities on the physical and mental health. Various negativities on the organizational outcomes are eventual and to a larger extent, they impair the wok performances as well as turnover. In often times, health professionals are the most affected lot in that they more vulnerable to experience occupational stress due to the high levels of stress associated with their work environments. The end result is always depression, burnout and anxiety among others. This as well translates to their patients in the essence of reduced work performance and ultimate negative patient outcomes (Rees et al. 2015)To understand some of the factors which are critical in impacting on the employee workplace stress is key in determining the following developments and initiatives which can enable reduce the associated negative outcomes.


This article proposes a model of individual workforce resilience. In essence, reviewing psychological resilience is an important aspect in determining the manner in which individuals respond to various stressors in the workplace.


Workplace stress is assumed to be having serious implications on the quality of an employee output in general. To date, researchers have not yet come up with a model to explain the manner in which workforce resilience is related to psychological resilience. Literally, coping as well as psychological adjustments are some of the factors which lead to an individual being more of resilient in all aspects thus improved outcomes in workplaces.

Article Review 2

Titles: Dealing With Anxiety and Depression in the Workplace.

Authors: Hayes, J.

Year: 2011.


Employers are faced with a greater challenge when the work environment has a reduced number of staff and at the same time the performance and productivity needs to be improved. Depression in often times a common mental illness which can involve thoughts, body, and moods of an individual. Appropriate mental health of an individual at work enables them cope with the various tasks as demanded by the nature of their work. This ensures a positive outcomes and productivity to an extent where the mental well-being dictates how the individual functions, does and interacts with his or her work (Hayes 2011). This article focuses more on how employees as well as employers can deal with depression and related issues. The article points out at some of the facts associated with depression, its symptoms in the workplace and organizational best practices in this context.

Literature review

Research studies reveal that depression starts off in mild forms as stress which is brought about by the demands of the job being higher than the abilities of an individual to cope with the same. Basically, the importance of the job outcome required ultimately determines the levels of stress one is likely to experience. If the stress levels are not dealt with and arrested at early stages, this culminates into low level anxiety. Anxieties are ranges of fear where the individual affected start showing negative signs such as loss of appetite, poor relations with others andreduced productivity among others. In general, mental health is concerned with the manner in which we think and feel about ourselves as well as how we can cope with significant life events we are faced with.

Some of the established facts about depression in the workplace include; depression in the workplace being manifested in the essence of behavioral and performance changes, success and positive outcomes in the workplace depends on the contributions of an employee and as such depression in the workplace is not something to be ignored (Hayes 2011). It is neither a passing mood where it can be attributed to personal weakness and brushed off in that manner.


This article proposes that the organization is a role player in countering work related depression. In essence, considerate organizations are supposed to assist their employees in meeting some of the pressures related to their work such as reduced staff, increased negativities in the economy as well as increased job demands. These assistances should come in handy before it is too late for the employee to recover. Some of the intervention approaches suggested in this context include employee development and training.

Human resources should as well provide some policies and procedures which will enable to the survival of employees in the essence of promoting their overall mental well-being. The best starting point is a review of the current systems and assessing some of the challenges various employees are faced with. In turn this provide common grounds for establishing the manner in which the policies and procedures will be modified for the benefit of the employees.


According to this article, employee training and education about depression is one step towards solving the problem. This approach should be included in the training plan of the organization where the starting point is some of the effective ways of pointing out and preventing stress and depression from encroaching into the workplace. Additionally, managers and supervisors should be trained to help with the identification of the depression symptoms as well as recognizing the most appropriate intervention plan.

Article Review 3

Title: The Impact of Resilience among Older Adults

Author: Macleod, S., Musich, S., Hawkins, K., Alsgaard, K., And Wicker, E.

Year: 2014


This article aims at pointing out the general idea about resilience and its importance in informing some of the intervention designs to help older adults in a number of ways. This literature review focuses more on the very elements of resilience. However, there exists not much information which can be able to design effective resilience intervention. Research indicates that old adults are able to cope with high levels of resilience in a manner despite their declining health conditions, personal experiences or socioeconomic backgrounds. In this context, some avenues which can provide information in this area exists (MacLeod et al. 2014). Additionally research studies have established some of the common mental, physical and social attributes of resilience. This article review focuses mainly on providing an overview of resilience which can be of help in designing resilience interventions for older adult populations.

Literature review

According to the America Psychology Association, resilience is basically the process through which people adapt when they are faced with threats, trauma, adversities and or other significant sources of stress. This definition in relation to table personality traits outlines that people are able build and show elements of resilience regardless of their social environments, personal experiences or socioeconomic backgrounds.

Typically, studies on resilience are always aimed at people especially children who are at high risks of as well as adolescents and war veterans. These groups are those who have had been for long exposed to trauma or any other chronic stressors. The essence is to find out the extent at which resilience can prevail and the coping skills required for an individual to survive depression among other things.


This article assumes an inclusion and exclusion criteria. Basically the review of resilience as a scientific literature is not really established. As such this overview attempts to summarize what is currently known on matters of resilience to enable us understand some of the aspects we can inform to construct potential interventions for older adults.


Through the literary search, and among the reviewed articles and research studies, most of the article provide information on the ground breaking works on resilience. Few interventions are focused on older adults with most the research studies indicating some of the importance of resilience in coping with stress in work places. Basically, most studies which tend to inform resilience interventions are focused on small populations and as such are not replicable on focusing the strategies on older adults.

Article Review 4

Title: Building Personal Resilience in the Workplace

Author; Mclachlan, C.

Year: 2017


This article focuses on the aspects of building personal resilience. In slide share form, the article presents some of the dimensions through which we can learn what resilience is and in a way come up with some of the way in which one can build on his or her personal resilience (McLachlan, 2014). The article provides an overview on how stress and lack of resilience tend to relate with each other. It is the relationship which exists herein that one gets to understand so as to build on personal resilience.

Literature review

The general idea proposed by many researchers in that resilience is the ability to bounce back when faced with trails and life obstacles. It is the ability to deal with perceive adverse situation which in essence could be the breaking points of an individual. It is important in that it can keep an individual going both physically and psychologically. Resilience enables us survive as well grow in various dimensions. Stress on the other hand is the adverse reactions where people get excess pressure due to the extra demands placed on them.


This article outlines some of the already established facts, pointing out some of the ways we can determine to what extent we are resilient. The approach assumed is use of in-depth questioning of the some of the factors to consider in gaining the necessary knowledge in terms the relationship between resilience and depression which results from workplace stresses.


The article establishes that coping is not resilience and some of the coping strategies which one can assume include being positive and physically active. Eating healthy, exercising, talk therapies among other interventions are established ways in which one can boost his or her own resilience. These interventions are linked to the strategies which are always prescribed for depression. The result therefore is that boosting resilience eliminates depression in many ways.

Article Review 5

Title: Building Workplace Resilience

Author: Fit For Work Team

Year: 2017


This article aims at encouraging coping skills, pushing forward the idea of “keep calm and carry on.” It is based on the encouragements British households were given concerning the post war deprivations. The message of resilience carries along varied meanings in that we are able to adapt some ways of coping with whatever situation we are faced with.

Literature review

Various definitions of resilience exist and according to this article, resilience means the abilities of an individual to adjust to various adversities, maintain their equilibrium and move forward positively. Instances where some people tend to cope better than others is what is referred to as being resilient. Resilience however is not a fixed entity nor a blessing but it can be taught individuals in the work place (Fit for work team, 2017). Literally, workplace is faced with varied challenges such as negative situations and only resilient individuals might prevail. In this context, there is need to manage the eventual depressions by building on employee resilience and thus achieving overall mental wellness.


This article combs through a series of literature thus making up the very points about what resilience really means. In one way or the other, resilience contributes to employee productivity and to a larger extent overall success of an organization. All these draw to the basic concept of ensuring mental wellness.


This article outlines that the ways in which employees can help themselves include being positive, building and maintain good relationships with friends and families, keeping to their own perspectives, practicing meditation and having some time out to recharge.



Rees, S.C., Breen, J.L., Cusack, L. and Hegney, D. (2015). Understanding individual resilience in the workplace: the international collaboration of workforce resilience model. Retrieved from;

Hayes, J. (2011). Dealing with anxiety and depression in the workplace. Retrieved from;$file/Dealing%20with%20Anxiety%20and%20Depression%20in%20the%20Workplace.pdf

MacLeod, S., Musich, S., Hawkins, K., Alsgaard, K., and Wicker, E. (2014). The impact of resilience among older adults. Retrieved from;

McLachlan, C. (2017). Building personal resilience in the workplace. Retrieved from;

Fit for work team (2017). Building workplace resilience. Retrieved from;

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