Experiences in the workplace

Post-traumatic stress disorder related to industrial-organizational psychology because human resource personnel is vulnerable to stress in the workplace that potentially impacts performance.

Post-traumatic stress disorder (PTSD) refers to the typical psychiatric effects of exposure to trauma. Trauma may involve individual exposure to threats or actual death,sex violation, severe injury or a scenario whereby an individual get the first-hand experience to an event. In other words, PTSD is a set of physiological and psychological reactions to life threats but that which persists long after the recovery period.Industrial-organizational psychology deal with principle and theories of organizational psychology. Furthermore, industrial-organizational psychology focuses on improved productivity in the workplace and issues such as mental and physical wellbeing of workers. I-O experts conduct an array of tasks such as evaluating organizations, studyingattitudes and behavior of employees, and employee leadership training. Industrial-organizational psychology aims to manage PTSD. In the contemporary workplace, employees face myriad of challenges depending on the nature of their career, and this necessitates the establishment of industrial-organizational psychology to curb the harmful impact of stress.

The human resource manager and other experts should monitor the attitudes and behavior of employees to detect any manifestation of the PTSD trait. Some of the typical reactions to traumatic situations include; trauma nightmares, problem sleeping, emotional and physiological reactions that remind of the actual event, anger, irritability, loss of pleasure and interest, hyperactivity and response, etc.

There exist two dimensions of industrial-organizational psychology, the first part that involves exploring howto best match people with a job description for optimum performance. Sometimes this I-O segment is known as personnel psychology. Human resource managers may assess characteristics of employee and link with appropriate jobs. The second dimension involves training of an employee, formulation of performance standards and job evaluation.

There is a great need to study in detail PTSD in industrial organization psychology to avoid risks the public may be subjected. For example, an employee working in the medical and nursing industry may develop PTSD that may result in a defective diagnosis and even erroneous medical administration. However, some careers are prone to PTSD such as security and defense whereby worker may extremely traumatizing situations. Ideally in the workplace especially those prone to PTSD should have a PTSD docket to deal with cases. People with PTSD tend to avoid trauma memories and a constant reminder of the traumatic incident.Again, the management of PTSD in the workplace facilitates organizational development by redesigning organizational structure, products, and increased profits.

It’s challenging to return to work once an individual has been diagnosed with PTSD since the traumatic experience can be very horrible, and the majority of people never understand this. Industrial organization psychologist recommends that people living with PTSD should open up and share with an employer. As much as it may prove challenging to explain the feeling at least adequately, it helps colleagues understand. Again, for employees working with a person with PTSD, they should not discriminate or stereotype. Employers should strive to acquire more knowledge about PTSD condition but not make assumptions regarding an employee. In conclusion, employers should provide positive reinforcement to improve the productivity of people with PTSD.

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