IRLW 1244 (5th Batch)

Casework

“A Foreman working in Bashundhara Group: His adaptation crisis with ongoing big
project”

Name: Md. Hajrat Ali

Student ID: SMP-I05402

Session: 2021-22

Course Teacher

Professor Dr. Md. Anwar Hossain

Department of Social Work

Jagannath University
 1. CASE FAMILIARITY:

Client is a technical expert and senior on his level, suddenly wanted to quit the job without any
proper justification. Client was very much frustrating about his current job status. Could not
engage properly since last couples of weeks. Client details are as follows-

Name: Md. Rafiqul Islam

Age: 35yrs

Sex: Male

Marital Status: Married

Family member: 03

Profession: Service

Designation: Foreman (Electrical),

Monthly Income: BDT. 30K

Education: HSC Passed

2. BACKGROUND OF THE CASE:

There are various ways to support colleagues or subordinates as follows

-Make mental fitness a priority.

-Build psychological safety and trust.
-Foster a sense of belonging.

Positively managing mental health underpins good employee engagement and benefits
everyone – employees, employers and the bottom line. If I look after my employees' mental
wellbeing, then levels of engagement will rise and so will staff morale and loyalty, innovation,
productivity and profits. It will decrease the further attempt of job quitting.

Client seems very much frustrating about his current job status. So I wanted to support him to
find out the actual root causes. Client is an expert manpower of our team, so it is needed to keep
him in team. Moreover, Client has a family with three members. It is very much difficult to live
anyone without income in current world economic crisis situation. So, I took this case as a social
commitment & employment commitment. I also took this issue as a case of social work from my
social work professional front.

3. RATIONALE OF CASE:

Mental health is one of the most imperative modifiers to performance and production. Each and
every person has a right to cope with social structure & as work place is a part of a social structure
then Mental health intervention process justified for the industrial field.

4. PSYCHOLOGICAL STUDY:

Many managers become aware of mental health issues only when they investigate why a team
member is performing poorly. A better scenario would be if employees felt empowered to report
a mental health problem and ask for a reasonable accommodation so that their manager can
intervene to minimize the damage to the organization and help the employees return as quickly
as possible to full health.

Here is a guide for managers on how to negotiate work arrangements for individuals with
depression.

- Learn About the Disorder

- Allow a Flexible Schedule
- Simplify Work Scope
- Share Deadlines as Needed

With over four million people quitting their jobs each month during the first quarter of 2022
and 44% of workers currently looking for new jobs, it’s entirely possible that someone on any
team could leave in the near term. And it may not be the person we thought it would be — or
hoped it would be. It could come as a total surprise and be a key contributor on team, someone
with whom we really enjoy working and who has great potential in our organization. So, I
responded in constructive and professional manner when this person gave his notice.

Common problems employees faced by employees

• Insufficient Training.
• Schedule Inflexibility.
• Poor Work-Life Balance.
• Lack of Motivation.
 • Lack of Communication.
• Trust Issues.
• Little Recognition.
• Staff Conflict/ Bullying.

The most common workplace mental health issues in the workplace are anxiety, depression and
stress. Our employee wellbeing statistics revealed that 58% of working professionals experience
at least mild symptoms of anxiety, and nearly 1 in 4 meet the threshold for clinically relevant
symptoms of anxiety.

Factors of psychological health and safety in the workplace are:

• Organizational Culture.
• Psychological and Social Support.
• Clear Leadership & Expectations.
• Civility & Respect.
• Psychological Demands.
• Growth & Development.
• Recognition & Reward.
• Involvement & Influence.

5. DIAGNOSIS:

First, I took a moment to digest the news about resignation plan. I showed my surprise-ness and
said, “Wow, I wasn’t expecting that.” Then impulsively I showed my regret that would leave the
individual with a negative impression of me and the organization.

However, I was sad & said, “I’m so sad you’re leaving, but it sounds like a great opportunity.
We’re going to miss you.”

Then my subordinate replied he has no opportunity for another job & but he needs to quit the
job as he is facing very much problem & could not cope working with us. While quitting a job that
leave mental health in a poor state may sound like a clear-cut decision, it's far from it. Financial
and social considerations are critical to consider, along with the commitment—warranted or
not—many people feel towards their employer. I found my subordinate is wanted to quit the job
due to emotionally, physically, financially and mentally drained
 6. TREATMENT:

I started application of psychosocial counselling on my client from 01 October 2022. I followed

several techniques as follow

Depersonalized the news

I put my ego to the side and rise above any strong or harsh feelings.

-Created a Safe Space

-Treated Employees Like Insiders

Make cleared what about his personal financial case & his family if he quit job

-Asked for what his need

-Give Credit Where It’s Due

-Give Right Work Distribution

-Provided clear, actionable feedback

-Encouraged Support and Teamwork

-Showed curiosity and growth mindset

-Community Support

For daughter scholarship managed from a charity organization.

-Salary Increment proposal

7. FOLLOW-UP:

I used to sit time to time for checking whether my client influenced or not by my guidelines.

After 1 month’s comprehensive psychological intervention, I sit with my client on 01 November

2022
I found my client improving his current isolated situation and gave him more counselling
regarding

(1) a sense of safety at work place

(2) calming with any unjustified behavior

(3) self- and community efficacy

(4) social connectedness with coworkers

(5) hope for the best

Again, I sit with my client on 01 December 2022

I found my client enabled individuality to establish the emotional, social, and intellectual skills
needed to live, learn, and work in the department with the least amount of professional support.

8. EVALUATION:

Assessment goal is to understand the patient to provide the best care possible and help the
individual obtain optimal health. The evaluation helps me to determine if the patient is in mental
health or a mental illness state now.

Finally, it seems my clients promoted to positive mood, reducing depression, and fostering
confidence in self-management. He has not reiterated for quitting his job since last 4 months. So,
I terminated the case at this point for the time being.