Workplace Debriefing and Support Processes Essay Example

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Workplace Debriefing and Support Processes

Workplace Debriefing and Support Processes

Question One

List 4 things that organisations will need to consider when monitoring the emotional wellbeing of individuals in the workplace

  1. The existence of situations with a potential to affect the emotional welfare of the employees.

  2. Presence of indicators that the worker faces significant challenging situations.

  3. Availability of appropriate response structures to the particular issues.

  4. Factors affecting the responding strategy.

Describe at least 5 signs that could indicate a colleague of yours is suffering from excessive stress at work

BCA National Training Group (2015) provides examples of signs and symptoms indicative of excessive stress in a worker including;

  1. Anger (angry)

  2. Withdrawn

  3. Fatigued

  4. Irritable

Assume that one of your colleagues is suffering from excessive stress because of his workload. Choose 3 of your answers from above and for each one, describe a possible way of helping this colleague short-term to overcome or manage this.

Withdrawal— according to BCA National Training Group (2015), effective management of withdrawal involves conducting an informal discussion with the employee while employing active listening skills.

Anger— concerning effective overcoming of anger in a work environment, BCA National Training Group (2015) encourages the practice of meditation. By meditating, the employee achieves a calming effect that suppresses and let go of the angry emotions.

Fatigue— the performance of physical exercise and observance of nutrition are effective means of managing fatigue (BCA National Training Group, 2015). Moreover, improve in sleep pattern and quality of sleep proofs efficient in eradicating the stressor.

Question Two

Describe the key characteristics of a person who might be experiencing each of these feelings

Burnout- a person under this condition will appear powerless and disillusioned. Moreover, BCA National Training Group (2015) includes exhaustion both psychological and physical, disengagement and low motivation as characters during burnout.

Anger (resulting in violent or threatening behaviour) — In anger, a typical characteristic include aggressiveness. Further examination may reveal a history of violence, disturbed mental state and psychiatric illness which altogether make him/her hyper vigilant (BCA National Training Group, 2015).

Grief and loss – a grieving person may exhibit characteristics such as anger, shock, sadness, and guilt. Moreover, the person may show physical characteristics such as fatigue, insomnia, change in weight, and low immunity leading to frequent illness (BCA National Training Group, 2015).

Question Three

List 2 more factors that will affect the way you respond to incidents like stress in the workplace

  1. Professional restrictions.

  2. Limitations arising from personal roles, responsibilities and professional competencies.

Describe how the two factors you listed above relate specifically to your work role

As a shift supervisor working with mentally challenged clients, my position limits my ability to offer counselling in situations of excessive stress. Moreover, my skills and position qualifies my debriefing practices to providing peer support which may become insufficient depending on the stressors. Based on BCA National Training Group (2015), professional boundaries define the standard of personal and professional relationships within an organisation. As such, my supervisory role sets limits about my interaction with my colleagues and clients. Here, my debriefing involves referring clients to more capable personnel and seeking professional supervision for my colleagues.

Question Four

As a manager of a multicultural team, describe at least 4 ways you could help ensure your co-workers function as effectively as possible with one another

As a manager, I would ensure the effective observance of communication in the organization to foster constructive relations among the employees. In reference to BCA National Training Group (2015), I would structure work practices that acknowledge the cultural diversity of the team. More importantly, these practices would create culturally safe environments strengthening the abilities of the employees. I would proceed to establish an anti-discrimination policy and consult with the culturally diverse persons in managing the organization.

What specific strategies could you think to implement to eliminate bias and discrimination in the workplace? List at least 3 suggestions

  1. Acknowledging that it may exist and identifying possible areas through which it may arise.

  2. Creating teamwork within the organization.

  3. Provide the staff with regular educative seminars on cultural diversity.

Question Five

Explain how the stress and emotional wellbeing of an individual can be measured through KPIs and KRAs.

The application of the KRAs and KPI strategies follow a change in normal behaviour marked by a decline in personal and professional performance. Here, the decline in performance entails an outcome of emotional distress and stress resulting in a shift from the standard KPI. Furthermore, the indicators point to the efficiency in outcome following the removal of stressors or improvement in emotional wellbeing.

Question Six

Describe at least 6 key outcomes associated with typical organisational debriefing processes

In reference to BCA National Training Group (2015), debriefing may escalate the risk to harm others stemming from agitation or aggressiveness of the victim. Secondly, the process may result in self-harm ensuing from the negative emotions about the stressor and the inability to control these emotions. BCA National Training Group (2015) includes Post-Traumatic Stress disorder (PTSD) as one of the possible outcomes resulting from an individual judgment of an incident before or after the debriefing process. A positive outcome of the activity includes the eradication of the stressors and the achievement of a positive emotional wellbeing. There is also making of referrals based on the nature of the incident aimed at assisting the victim. Lastly, there is the documentation and reporting of the outcomes.

Detail the accepted timeframe for conducting a debriefing session in relation the incident that has occurred.

Based on BCA National Training Group (2015), debriefing should occur within the first 72 hours following an incident. The suitability of the time frame matches its ability to provide counsel as the victim proceeds into the natural grieving process. More importantly, the timing of the exercise prevents adverse emotional occurrences as help and counseling are provided soon after the incident.

How would you ensure that the environment in which debriefing is to take place, is suitable? Include at least 6 key characteristics.

Locating an environment that provides privacy and confidentiality away from disruptions and prying eyes to enhance the confidence of the victim. To enhance the privacy and confidentiality of the activity, there is the use of a structured group experienced in the field. More important is the meeting of the legal and ethical standards by ensuring confidentiality of the discussion including availing consent form to the victims. Other factors include practicing respectful engagement to avoid aggressive or agitated responses, being non-judgmental to the victim, and observing a positive regard of all participants to the process.

Question Seven

Describe at least 6 key considerations that need to be taken into account when documenting and reporting the outcomes of a debriefing session

Organizational policies and procedures dictate what to include in the report. Therefore, the activity should follow the organizational guidelines. Secondly, there is the legal requirement describing the level of privacy and confidentiality to observe about the debriefing (BCA National Training Group, 2015). Furthermore, there is the ethical consideration protecting the privacy of the discussion and directing the disclosure of the outcomes. A fourth factor involves the specifics of the situation where aspects such as referrals made need adequate consideration. In a similar occurrence, a duty of care makes part of the elements in reporting structured by the unusualness of the situation. Finally, there is the effectiveness of the outcome which is statistically computed and reported.

Question Eight

Suggest 3 possible scenarios in which a referral could occur

  1. At the request of the victim

  2. On accessing that the individual will gain more benefit through an individual follow-up.

  3. Having identified risks of harm both to self and other as well as indicators of PTSD

Describe 4 types of services that you might need to refer a colleague to for further support

  1. Social support in the case of a client in need of support and counseling following an incident

  2. Alcohol and drug treatment services, especially having identified the situation of the client or at the request of the client.

  3. General practitioner for continued health care to the victim

  4. Mental health crisis and assessment groups to assist with psychiatric risks and conditions.

Explain the importance of remaining open and honest about any possible referral options with the individual requiring additional support.

The performance of a referral exercise requires openness and honesty to ensure that the individual cooperates in seeking advanced help and achieve positive outcome. With openness and honesty, the individual is able to control the process influencing a personal responsibility to their recovery. More importantly, the victim is able to identify their needs and seek appropriate help.


BCA National Training Group. (2015). Facilitate workplace debriefing and support processes. Participant Workbook CHCMGT005 PW Moodle CHC52015, 1(0), 1- 32.