ABSTRACT

The Tausug as an ethnolinguistic group in the southern Philippines is a haven of beautiful and
interesting beliefs and practices that are unique in them. These belief and practices have
molded in one way or another in their life system. Bruno, 1973, in his book shared a lot of
these. He particularly explains on the ‘Kasipugan’- shame as a face value to most Tausug
especially on relationships of man and a woman.

Kublit-Kublit as touching an unmarried woman especially in public is fineable offence in the

muslim traditional law which was really taken seriously in places at Sulu. Mere touching the
opposite sex is regarded as prelude to sexual relations and it said to be a shame as it can be
seen to be extremely erotic. This concept and its repercussions to the Tausug society holds
the very essence of ‘shame’ (Kasipugan) and has strengthen the very core of respect in
Tausug society.

In Tausug society there is no regularly approved means by which a man can court a
prospective bride; no sanctioned sequence of courtship events leading to marriage which can
be freely initiated by the couple themselves.

The separation of the sexes, especially the unmarried, is quite marked in Tausug society,
although the status of women is very high and there is no seclusion of women.

CHAPTER 1

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

 According to World Health Organization Mental Health - is a state of well-being in
which an individual realizes his or her own abilities, can cope with the normal stresses of life,
can work productively and is able to make a contribution to his or her community.

Globally, an estimated 264 million people suffer from depression, one of the leading
causes of disability, with many of these people also suffering from symptoms of anxiety. A
recent WHO-led study estimates that depression and anxiety disorders cost the global
economy US$ 1 trillion each year in lost productivity. Unemployment is a well-recognized
risk factor for mental health problems, while returning to, or getting work is protective. A
negative working environment may lead to physical and mental health problems, harmful use
of substances or alcohol, absenteeism and lost productivity. Workplaces that promote mental
health and support people with mental disorders are more likely to reduce absenteeism,
increase productivity and benefit from associated economic gains.

It is increasingly being recognized that the mental health of employees is a crucial

determinant in their overall health and that poor mental health and stressors at the workplace
can be a contributory factor to a range of physical illnesses like Absenteeism, poor health
(depression, stress, burnout); reduction in productivity and output; increase in error rates;
poor decision-making; loss of motivation and commitment, tension and conflicts between
colleagues; and poor relationships with clients;  In addition, poor mental health can also lead
to burn-out amongst employees, seriously affecting their ability to contribute meaningfully in
both their personal and professional lives.

Raising awareness about mental health in the organization can help prevent and
address these issues. When employees are physically fit, they tend to be healthier. It’s the
same with mental health. Improving the mental health of the employees – making them
mentally resilient to stress – can improve thinking, decision-making, workflow, and
relationships at work. All of these translate to increased productivity. And employees will see
you playing a positive role in helping them to be their best selves.

1.2 STATEMENT OF THE PROBLEM

Mental health problems affect many employees — a fact that is usually overlooked
because these disorders tend to be hidden at work. As a result, mental health disorders often
go unrecognized and untreated — not only damaging an individual's health and career, but
also reducing productivity at work. Specifically, the following research questions need to be
addressed:

1. Why implementing mental health program is need/important in the workplace?

2. What are the benefits of mental health Program and how this will bring impact to
employee’s performance in their respective workplace?

1.3 OBJECTIVES
The aim of this research is to implement a formalized mental health policy program in the
workplace. Workplace health programs are a coordinated and comprehensive set of health
promotion and protection strategies implemented at the worksite that includes programs,
policies, benefits, environmental supports, and links to the surrounding community designed
to encourage the health and safety of all employees. Particularly, the study has the following
sub-objectives:

1. To help increase the employee’s productivity in the workplace that will contribute to
the well-being of the institution and community at large.
2. To promote and raise awareness of mental health program in the workplace.
3. To assess the effectiveness of mental health program in the workplace.
4. To address mental health problems of the employees regardless of any cause.

Research shows that when employees feel their work is meaningful and they are valued
and supported, they have higher wellbeing levels, are more committed to the organization’s
goals and, importantly, they perform better too.

1.4 SIGNIFICANCE OF THE STUDY

This study focused on the implementation of mental health program in the workplace
that will help contribute to the improvement and maintain the quality of working life, health
and the wellbeing of the workforce. I hope this research will help this institution improve its
quality of service, performance and productivity in the workplace and to adapt its
effectiveness that will benefit the employees, and the community at large.

1.5 SCOPE AND DELIMITATION OF THE STUDY

This study focused on the implementation of mental health program in the workplace.
Its main purpose is to identify mental health problem they encounter in the workplace and to
propose possible solutions regarding this problem. A selected colleges and universities is the
venue of the study. This study limits its coverage to School Administrations and Teachers
only.

1.6 DEFINITION OF TERMS

For a better understanding of this study, the following terms are defined in the context
of this research.

Burn-out is a syndrome conceptualized as resulting from chronic workplace stress that

has not been successfully managed.

Employee refers to a person working for a business.

Mental Health is a state of well-being in which an individual realizes his or her own
abilities, can cope with the normal stresses of life, can work productively and is able
to make a contribution to his or her community.

Workplace is used here to refer to any environment where economic activity occurs.

CHATER 2

REVIEW OF RELATED LITERATURE

The following literature review will begin with an overview of Mental Health and
wellbeing in the workplace which also includes the reasons behind Mental Health condition
that can affect the employee’s performance in the workplace. At the end of this section it
includes the discussion of the steps and aimed at addressing mental health problem and
increasing employee’s wellbeing.

Mental health problems are widespread in all working conditions and populations
around the world (Organization for Economic Cooperation and Development, 2013). In a
review done by the Organization for Economic Cooperation and Development (OECD), it
was estimated that 5% of working populations in high income countries are affected by
severe mental health problems, with a further 15% affected by moderate mental health
problems (OECD, 2013). Of those affected, it has been reported that workers with common
mental health problems, including depression, generalized anxiety, and simple phobia, as
well as subclinical problems, such as generalized distress, show the highest participation rates
at work (Hilton et al., 2008; Sanderson and Andrews, 2006). Mental health problems amongst
working populations are also very costly to society, families, individuals, health systems, and
employers, with figures indicating that work-related mental health problems account for 3–
4% of gross domestic product in Europe alone, with these social costs anticipated to only
increase (International Labor Organization, 2000; OECD, 2013). There is growing evidence
that poor psychosocial working conditions, commonly referred to as ‘job stressors, ‘can
increase risk for developing both clinical and sub-clinical disorders, including, depression,
anxiety, burnout, and distress (Harvey et al., 2017; Joyce et al., 2016; LaMontagne et al.,
2010; LaMontagne et al., 2007a; LaMontagne et al.,2014). Due to technological advances
and rapidly growing global competition and unpredictable fads and fashions, organizations
are constantly evolving and changing (Kew & Stredwick, 2013). Hence, modern work
environment has become increasingly competitive and unstable, yet greater demands are
imposed on employees to perform and adapt to changes while job security is seldom
guaranteed – which can easily lead to significant increases in stress (Loretto, Platt & Popham,
2010). In turn, high levels of stress and insecurity can quickly result in an increase in cases of
burnouts, spike depression and anxiety rates as well as enhance the likelihood of substance
abuse (Tennant, 2001). It is now well established in the literature that early identification and
modification (i.e. primary prevention) of these risk factors is the most effective way to reduce
the burden of mental health problems in working populations. Furthermore, primary
prevention has been found to be most effective when implemented alongside secondary and
tertiary prevention and when interventions target both individual employee factors, as well as
organizational level factors (Giga et al.,2003; LaMontagne et al., 2007b). Primary prevention
of workplace mental health problems aims to reduce the incidence of mental health problems
by modifying or removing potential risk factors at their source. Secondary prevention is
worker-directed and aims to provide employees identified as ‘at risk with the appropriate
skills to cope in stressful conditions. Tertiary prevention involves treating employees already
affected by a mental health condition, and includes rehabilitation and supporting the
employee's return to work (Cahill, 1996; Hurrell and Murphy, 1996; Kelloway et al., 2008;
LaMontagne et al., 2007b;LaMontagne et al., 2012). Recent evidence supports this, and
indicates that favorable workplace conditions have a positive effect on the mental health
outcomes of employees, both facilitating the recovery from mental illness as well as
enhancing mental well-being (Modini et al.,2016; Sledge and Lazar, 2014). Further,
secondary mental health care in the workplace has been found to be both feasible and
accepted by employees and reduces the burden of mental health conditions on standard
outpatient settings (Rothermund et al., 2017). This is promising as it illustrates that
workplaces can be an effective context for preventing, detecting and managing mental health
problems within the workplace and in society more broadly. With growing recognition of the
burden of work-related mental health problems and a high rate of labor market participation
of workers with common mental health problems, there has been an increasing number of
interventions developed to prevent, detect, and manage depression and anxiety within the
workplace (Alexander and Campbell, 2011; Martin et al., 2009a, 2009b; Sanderson and
Andrews, 2006; Wanget al., 2007). Therefore, the aims of this review were to (1) To raise
awareness of Mental Health in the workplace and to help employees’ increase their
productivity. (2) to assess the effectiveness of Mental health program in the workplace (3) to
prevent and minimize risk factors within the workplace, promoting positive and protective
factors within the workplace, and managing mental health problems regardless of cause.

CONCEPTUAL FRAMEWORK
Figure 1. Illustrates the differences between the workplace with workforce A
and B. Where workforce A shows that at risk workers are prone to Mental Illness
which may result to negative work impact, while workforce b may contribute a
positive impact in the workplace.

Workplace
 Workforce A Workforce A

Increase
At risk
Productivity
worker/symptoma
Less Absenteeism
tic
Perform Well

Sickness
Mental Illness Absenteeism
Less Productive

Research Hypothesis

Based on the research question raised in chapter 1, it was postulated that:

1. There is a significant difference that workplaces can be an effective context for

preventing, detecting and managing mental health problems within the
workplace.

CHAPTER 3

METHODOLOGY

This chapter presents the methods and procedures incorporated in the conduct of the
study. The detailed description of the process involved and the mechanics of the conduct of
the study. This includes the following sub-heading: research locale, the research design,
instrumentation and data gathering procedure.
RESEARCH LOCALE

The study focused on Mental Health in the workplace. A selected colleges and
universities will be the venue of the conduct of the study where school administrations and
teachers will be the chosen respondents. The respondent must be a certified employee of the
said venue and currently employed in the year 2020 up to present.

RESEARCH DESIGN

The design to be used in this study is a Descriptive research through a survey method.
A descriptive research aims to accurately and systematically describe a population, situation
and phenomenon. Descriptive research primarily focused on describing the nature of a
demographic segment, without focusing on “why” a certain phenomenon occurs. In other
words, it “describes” the subject of the research, without covering “why” it happens.
Descriptive research includes Quantitative and Qualitative research but only
Quantitative research will be used in this study.
Quantitative research is the objective collection of data which is primarily focused on
numbers and values. Results of quantitative observation are derived using statistical and
analysis methods. It implies observation of any entity that can be associated with a numeric
value such as age, shape, weight, volume and scale. Quantitative research is expressed in
numbers and can be done through survey.
RESPONDENTS OF THE STUDY

The sampling method that will be used in the study is the purposive sampling. This
type of sampling can be very useful in situations when you need to reach a targeted sample
quickly, and where sampling for proportionality is not the main concern.
. As school administrations and teachers are mentioned in Research Locale, 20% of the total
population will be the target respondents.

RESEARCH INSTRUMENT
 This survey research made use of 20 items questionnaires, measuring the major
variables in the study.

VALIDITY AND RELIABILTY

The researchers will be using a modified Instrument adopted from Initiating Mental
Health Program: Role of Assessment by Maria Melgar, PhD, Ateneo Bulatao Center for
Psychological Services

SAMPLING TECHNIQUE

The researcher requested for the permission to conduct the study in selected Colleges
and Universities through formal letter address to the Human Resource Management Office
and Deans of the respective Colleges and Universities.

DATA GATHERING PROCEDURE

The data will be collected by instructing the respondents to answer the survey
questionnaire online.

REFERENCES

Hilton MF, et al. "The Association Between Mental Disorders and Productivity in
Treated and Untreated Employees," Journal of Occupational and Environmental
Medicine (Sept. 2009): Vol. 51, No. 9, pp. 996–1003.
Hilton MF, et al. "The Prevalence of Psychological Distress in Employees and
Associated Occupational Risk Factors," Journal of Occupational and Environmental
Medicine (July 2008): Vol. 50, No. 7, pp. 746–57.

Hoffman DL, et al. "Human and Economic Burden of Generalized Anxiety

Disorder," Depression and Anxiety (2008)

Kahn JP, et al., eds. Mental Health and Productivity in the Workplace: A Handbook
for Organizations and Clinicians (John Wiley & Sons, 2003).

Kessler RC, et al. "The Impact of Psychiatric Disorders on Work Loss

Days," Psychological Medicine (July 1997): Vol. 27, No. 4, pp. 861–73

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3062016/

https://www.starlingminds.com/resources/blogs/5-reasons-companies-should-
promote-mental-health-at-work/

https://www.cdc.gov/workplacehealthpromotion/tools-resources/workplace-
health/mental-health/index.html

https://www.who.int/mental_health/policy/services/13_policies%20programs%20in
%20workplace_WEB_07.pdf

http://www.oshc.dole.gov.ph/images/NOSHCongress/1.-INITIATING-MENTAL-
HEALTH-PROGRAM---ROLE-OF-ASSESSMENT.pdf

https://www.who.int/mental_health/media/en/712.pdf