Do check act pdca continuous improvement model

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do check act (PDCA) continuous improvement model. Continual Improvement There is no pre-packaged solution or one-off program when it comes to shaping a positive workplace experience for all employees. It requires paying attention to mental health, identifying opportunities within workplace resources and organizational culture and effective risk management. It is a dynamic process of continual improvement, adjustment, and evaluation, built to accommodate the evolving needs of an organization and its employees. The concept of building an overarching strategy focused on continual improvement may seem difficult, but it can be as simple as adopting a total health framework 36 to uncover the problems and business case for mental health. The framework can help an organization establish a baseline on workplace metrics. The framework also helps organizations develop a strategy in line with an organization’s 34 Memish, K., Martin, A., Bartlett, L., Dawkins, S., & Sanderson, K. (2017). Workplace mental health: An international review of guidelines. Preventative Medicine,100 , 213-222. 35 Modini, M., Joyce, S., Mykletun, A., Christensen, H., Bryant, R., Mitchell, P., & Harvey, S. (2016). The mental health benefits of employment: Results of a systematic meta-review. Australasian Psychiatry, 24 (4), 331-336. doi:10.1177/1039856215618523 36 Howatt, W. Total health framework (2016).
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22 readiness, identify the programs, policies and procedures needed, and determine how to monitor progress, evaluate outcomes, and adjust the plan prior to reimplementation. The total health framework uses PDCA cycles. It also provides organizations with a step-by-step framework to adapt or adopt best practices and principles from the Standard. It is intended to provide systematic guidelines for Canadian employers to enable them to develop and continuously improve work environments to make them psychologically safe and healthy for employees 37 . The PDCA continuous improvement framework helps decision makers identify conformity gaps in a given policy or program. By implementing strategies that are proactive (e.g., support pre-illness), supportive (e.g., support during illness), and reactive (e.g., support post-illness), organizations are better able to affect organizational culture and employee mental health throughout the mental health continuum 38 . Joint Responsibility Further to the concept of continuous improvement, we encourage organizations to adopt a joint responsibility model. This means the onus for managing and maximizing employee mental health does not rest solely with the employer. No matter who you are or how you fit within the workplace structure whether a union member, employee, board directors, human resources staff, OHS committee or executive team you have a role in fostering a safe and supportive workplace. The development of a strong organizational culture and positive mental health outlook in the workplace is shared between employer and employee. Research suggests that the most effective means of 37
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  • Fall '19
  • mental health, Mental Health Commission of Canada, Mental Health Experience

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