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FACILITATE WORKPLACE DEBRIEFING AND SUPPORT PROCESSES 2
The unit Chcmgt005 Facilitate workplace debriefing and support processes describe
the abilities, knowledge and expertise needed to monitor and assist employees. This involves
service circumstances. It also entails supporting organized debriefing sessions for peers after
events with prospective health and well-being effects [ CITATION Asp15 \l 2057 ]. This unit
assistance to peers and relates as needed to specialized assistance services in accordance with
Workers in the health and community services often cope with complicated and difficult
exhaustion. Organizations’ department heads need to understand how and when to identify
wellness risks and provide adequate support to prevent co-workers from psychological
concussion. Where problems arise, approaches must be in place to help recuperation and
There is no specific agreement on the explanation of welfare or well being terms, but they are
Organization’s (WHO) defines god health as a state of being in full physical, mental and
FACILITATE WORKPLACE DEBRIEFING AND SUPPORT PROCESSES 3
social wellbeing. WHO also maintains that restoration, promotion and protection of the
mental health draw major concern to individuals, communalities and general society
In the year 2014, the World Health Organization elaborated mental health as one potentiality
of being in a state of free mental disorders and disabilities. To further and provide emphasis,
WHO stated that mental health is the wellbeing in which an individual realises his or her own
abilities, can be able to adjust dairy cope up of normal and good life, can contribute in work
and productivity and can the individual is can make a contribution of any social, political and
economical matters [ CITATION RKe17 \l 2057 ]. As listed by the World Health, some of the
Gender discrimination
Social exclusion
Gender discrimination
In 2002, Australia’s Cotton and Hart conducted a research that at the final end supported that
decreasing workplace stress and frustration and shows behaviour that showed concern for
Here are some approaches to support at-risk peers and help rehabilitate those who recover
i. Get to know early warning signs of co-workers low morale and distress
ii. Support and show empathy by starting conversation that shows concerns and talk of
topic that allows the employee to discuss about health related issues and any private
iii. Maintain and stay in contact even in cases of prolonged absence as you get to know
iv. In case when you feel you’re not providing enough support to another employee; seek
assistance from the organization human resource department or other related bodies
v. Provide adaptable and flexible options to other workers that make them feel safe and
productive at work
vi. Be welcoming and maintain a close relation to the employee who might be facing
such difficulties. This can be made successful through strategies like involving mentor
vii. Advocate to see that the colleague is totally associated in planning options.
Also, the working place should relate in addressing issues connected to cultural like:
(a) Age
Various cultures have varying mindsets towards age or youth's social importance and the
Work methods may need to be adjusted to take into consideration distinct cultural opinions–
some individuals are not comfortable with the concept of a man being alone with a single
Some of the workers may come from cultures or work with individuals from cultural
backgrounds who have very distinct opinions on treating individuals with varied skills and
health (including mental health). It can also be essential to see when, how and what to eat.
Be conscious of how behaviour and exercise can affect particular religious or spiritual values
and value systems. Within significant religious systems and practices, however, there are
many distinct types, so be aware of making assumptions. Find out what might or might not be
applicable to the individuals with whom you work. Consider how fasting rituals can affect
Debriefing sessions can be carried out by the company itself in different models like peer-to-
peer support model or staff team model. It is necessary for the staff to be well trained and
skilled in controlling the sensitivities and any requirement to staff in what could have been
more stressful or in situation that is emotional [ CITATION Val05 \l 2057 ]. Some organizations
prefers employing professions who will carry out the debriefing session to their own
company staff. The professions are skilled and have high experiences in such kind of
situation.
The main procedures to follow in conducting structured debriefings following an incident are:
i. Plan, prepare and perform debriefing according to norms and processes of the
organization
iii. Carry out debriefing in a secure environment and in a manner that facilitates open
debate
iv. iv. Use debriefing methods to motivate further explanation of experiences, internal
their issues
vi. Be aware of hazards to yourself or others and be quick to react to the extent and
vii. vii. Document all results and report results of debriefings according to the norms and
viii. Identify and react quickly to peers in need of extra assistance and refer to the rules of
the organisation
FACILITATE WORKPLACE DEBRIEFING AND SUPPORT PROCESSES 7
References
Aspire Training & Consulting, 2015. CHCMGT005 facilitate workplace debriefing and
Consulting.
R Key Dismukes & Guy M Smith, 2017. Facilitation and Debriefing in Aviation Training
Vali Hawkins Mitchell & Philip Jan Rothstein, 2005. Emotional terrors in the workplace :