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JOB SATISFACTION AND MENTALHEALTH AMONG WORKERS

(A PROJECT REPORT SUBMITTED INPARTIALFULFILMENTOFREQUIREMENTFORTHEAWARDOF MBA)

BYKOTRASAIBABA

REG.NO 06ME10015

UNDERTHEGUIDANCEOFPROFR.SATYARAJU

DCMS,ANDHRAUNIVERSITY,VISAKHAPATNAM

SCHOOLOFDISTANCEEDUCATIONANDHRAUNIVERSITY

VISAKHAPATNAM

2010

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Chapter 1INTRODUCTION

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JOBSATISFACTIONINTRODUCTION:

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Need of the study

The need of this study is very useful to maintain the employees in anorganization to develop their skills, training, working capacity. After this

study the organization may Able to know the hidden desires of the employees,what they want from their work and how they wanted to perform in theorganization to achieve the task set by organization.

If the organization unable to find the problems of the employees whether theyare satisfied or not with their particular work on a particular field then it iswill be difficult for the organization to achieve the desires goals.

Recent studies indicate that the employees with dissatisfaction in their jobtend to prone more to the mental health problems and if they are not found

and addressed may lead to unproductively in the organization.Many people spend a considerable part of their waking hours at work. Workprovides the basic needs of economic sustenance and contributes to a sense ofsocial identity and usefulness. The fourth European Working ConditionsSurvey (2006) showed that five out of six workers reported themselvessatisfied or very satisfied with working conditions [1]. If work is failing toprovide satisfaction, workers will feel unhappy or unfulfilledfor long periodseach day. It has been reported that job satisfaction levels are related toworkers' health [2]. The associations were strongest for measures of mental

health, while those for

physical health were weaker. If job satisfaction levelsare related to workers' health, one would expect an association between jobsatisfaction and sickness absence. However, little is known of thisrelationship. The few studies that have investigated it have reportedinconsistent results [310]. Most of these studies have concentrated on long-term sickness absence,although Marmot et al. [11] found low job satisfactionto be related to higher rates of 12 days absences among civil servants aged3555 years.

Sickness absence is a substantial economic burden in societies whereemployees receive sick leave benefits from the state orfrom employers. Much

attention has therefore been paid to the

reduction or prevention of sicknessabsence. We assume that dissatisfaction at work predisposes to sicknessabsence. Ifso, it may be possible to use job satisfaction levels as a screeningtool to identify workers who are at higher risk of sickness absence. Wetherefore designed a follow-up study to investigate the associations between job satisfaction levels at baseline and the number of subsequent sicknessabsence days and episodes. Job satisfaction was defined as a positiveemotional evaluation and attitude of workers towards their job. It can be

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regardedas a global concept, but can also be considered as being composedoffacets of satisfaction with various aspects of a job [12]. Up to 45% of thevariance in job satisfaction is accounted forby personality traits, especiallyneuroticism and extraversion [13,14]. The concept of job satisfaction wasfurther consideredto encompass work content (variety of skills, complexity of

tasks, role ambiguity), workload (time pressure, work pace, extra work), autonomy(responsibility for work, control overjob decisions), personal growth (development,training or education),promotion (career advancement, job level) financial rewards,supervision, co-workers, communication and meaningfulness ofwork [15]. Of thesefactors, workload and the autonomy to organize one's work and vary work tasks toone's own discretion were found to be the most important determinants of jobsatisfaction,explaining 54% of the variance in job satisfaction [16]. Therefore,thesefactors were controlled for in the present study addressingthe research questions:

(i) Are global job satisfactionlevels at baseline associatedwith the number ofsubsequentsickness absence days?

(ii) Are global job satisfactionlevels at baseline associatedwith the number of

subsequentshort or long episodes of sicknessabsence?

JOBSATISFACTIONrefers to a persons feeling of satisfaction on the job, which act asa motivation to work. It is not the self satisfaction, happiness, or self-contentment but thesatisfaction of the job.

MeaningJob satisfaction is a set of favorable and unfavorable feeling with which employees viewtheir jobs, more specifically the nature of the job they do the quality of supervision they

received co workers pay and promotional avenues. Job satisfaction affects jobperformance, employees turn over and absenteeism. High job satisfaction results intohigh work performance, fewer employees turn over and less absenteeism. Job satisfactionis one of the important factors that have drawn attentive of managers in the organizationas well as academicians.The father of scientific management, Tailors (1911) approach tojob satisfaction was based on a most pragmatic and essentially pessimistic that man ismotivated by money alone that the worker are essentially stupid and phlegmatic andthey would be satisfied with work if they got higher economic return from it.

In order to understandjob satisfaction perhaps, the first step should be to demarcate theBoundaries among such terms as attitude, motivation and morale. These terms are often

Used forjob satisfaction, perhaps not so rightly.THE term job satisfaction brought to limelight by hop pock (1935).he reviewed 32Studies onjob satisfaction conducted prior to 1933 and observed that job satisfaction is acombination of psychological, physiological, and environmental circumstances that causea person to say I am satisfied with my job such a description indicates the variety ofVariables the influence the satisfaction of the individual but us nothing about the natureof job satisfaction.

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Job satisfaction:

It is a central concept within work psychology. It is defined by Edwin Locke as aPleasurable of positive emotional state resulting from the appraisal of ones jobExperience. Psychologist has identified a number of dimensions and sources of job satisfaction, including attitudes to pay, working conditions, co-workers andsuperiors, career prospects and the intrinsic features of the tasks performed. Jobsatisfaction is normally measured through surveys of employee attitudes andresearches. These include the job description index, job satisfaction scales, andthe occupational scales indicator.

Definition

Durbin has defined job satisfaction is the amount of pleasure or contentmentassociated with a job. If you like your job intensely, you will experience high jobsatisfaction. If you dislike your job intensely, you will experiencejob dissatisfaction.Asjob satisfaction is one of the important factors that drawn attention of managersin the organizations as well as academicians. Various studies have also beenconducted to find out the factor, which determinejob satisfaction and the way itinfluence productivity in the organization.

Mental health is defined as a state of well-being in which every individual realizes his orher own potential, can cope with the normal stresses oflife, can work productively and fruitfully, and is able tomake a contribution to her or his community.

The positive dimension of mental health is stressed inWHO's definition of health as contained in itsconstitution: "Health is a state of complete physical,mental and social well-being and not merely the absence

of disease or infirmity." WHO/P. Virot

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Scope and objectives of the study

The present study is an attempt to know thejob satisfaction atGSS AMERICA.

In this study the respondents have evaluated their understanding of how satisfies/

dissatisfies they felt with various aspect of job. Such a study may help the

organization to induce greatersatisfaction helps the employees to develop an

identity with the organization, or just improve the commitment to work and loyalty

to the organization. The organization may benefit from their finding in developing

an overall motivation plan for its employees.

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Objective of the study

To study the profile of the organization.

To asses the different aspects of thejob satisfaction.

To asses the communication between the management and the workers.

To measure the level of the employeesjob satisfaction.

To interpret and suggest a few improvements which can be implemented.

To measure the degree of motivation towards their work.

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METHOLOGY RESEARCH Methodology

STUDY AREA: THE STUDY HAS CONDUCTED IN GSS AMRICA.

SAMLPE SIZE: the sample taken for the survey included 50 employees.The sample is collected keeping in view covering all middle level executivesin the organization. But I could only few employees because of time factor.

DATA SOURCE

1) PRIMARY DATA COLLECTION: This is collected through

questionnaires. Data is gathered by distributing questionnaires at the

middle level executives, later on this data is analyzes and elaborated

in the form of findings. Based on there findings required suggestions

are made it also includes obtaining information from knowledgeable

persons.

Such persons called be compensated and articulateIndividuals, executives of professionals of the organizations

Secondary data collection:

Some information is gathered from the

organization, journals, most of the is collected from books & some of them

downloaded from internet

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LIMITATIONS OF THE STUDYLimitations

The organizations have to see that the employees do not exceed their limit of

demand to perform the job in a proper manner. The motivation factors also effect the

job satisfaction, so the organization has to aware of the employees promotion

opportunities, opportunities for personal growth, recognition, responsibility, and

achievement.

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Chapter 2JOB SATISFACTION AND MENTAL

HEALTH THEORY

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Factors of job satisfaction

Measurement of job satisfaction Since there is no agreement on a specific definition, generally questionnaires are

developed open to measure satisfaction with various aspect of work and theresultant behavior or score is calledjob satisfaction. Job satisfaction can alsobe defined as what is measured byjob satisfaction questionnaire. Most studiesofjob satisfaction have been concerned with operational sing it rather thandefining it. The items lead to yes no type of questions. Job: nature of work,hours of work, fellow workers,opportunities on job for promotion andadvancement, over time regulations, interest in work, physical environment,machines and tools etc.

Do you think that the work you are doing is interesting? y/n

Do you think that your work is hard and difficult? Y/n

Management: supervisory treatment, participation rewards and punishment,praise and blame, leave policy, favoritism etc.Do you think that promotions tothe employees are given impartially? Y/n

Are the employees dismissed from the job simple andtrivial matters? y/n

o SOCIALRELATION: neighbors, friends, and associates, attitudes towards

o people in community, participation in social activities, caste barriers etc.

Do you upset for a long time when criticizedby some body? y/n

Are you frequently worried due to illness offamily member? y/n

o Personnel adjustment: emotionalism,

health, home and leaving

o condition, finances, relation with

family members etc.

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DO you often feel that you arealone in this wide world? y/n

Are you troubled by the feelingsof caste and creed in the society? y/n

Another attempt to measure job satisfaction has been through needsatisfaction.

porter (1961) developed a questionnaire consisting of 13 items classified into

Maslow type need hierarchy system each item of scale measures not only the

existing degree of need fulfillment but also the expected levels of fulfillment

and its

importance to the respondents. Items are answered on three 7 point of scalesare

labeled as maximum and minimum. The high the discrepancy the lower is thejob

satisfaction.

One of the useful components of the job satisfaction in portersquestionnaire is the

degree of importance attached to the various aspect ofjob satisfaction. Some

aspects may be necessary for the successful completion of the job. With outhaving

much importance for the person such as tools. Interdependence of task, co-

worker,

rules and regulation and supervision, etc. on the other hand, there may beother

aspects of the job that may not only lead to successful completion of the jobbut

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carry some value to the person (e. g: authority, freedom, challenge,participation

etc.). People may vary on the degree of importance they attach to this aspectof the

job. Job and the importance attached to the various aspect of jobcontribution

extensively in our understanding of the construct, job satisfaction. Katz ell(1964)

in his theoretical treatment ofjob satisfaction recognizes it and argues that agiven

amount of expected-actual discrepancy will produced different degree of

satisfaction depending upon the importance attached by the individual. Hisbasic

formula takes importance into account by multiplying satisfaction by the

importance rating. Unless both the discrepancy between actual and expected

importance are might reflect an operational rather than a conceptual definition

of

job satisfaction.

A rather unique way of measuring job satisfaction was provided by kunin(1955).

Kunins faces scale consists of 11 male faces with expression ranging from adeep

scowl to a broad smile. This basic idea was that the pictorial graphic scalewould

provide more accurate report of satisfaction because the feeling has not to be

translated into words. The general method in using this approach consisted of

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providing statement measuring. Satisfaction with various aspects of workand

inviting respond to choose the fact best represent their feelings. The methodwas

found to be quite useful it was realized that female respondents find malefaces

inappropriate to represent their feelings.

In order to make up for this problem Dunham and Herman (1975) had 15faces

drawn. These were then given to both male and female judges who were

asked to

rate their 15 faces on a 100-point scale ranging from neutral to happy face. In

addition the judges were also asked to rate the 11 male faces of Kunin inexactly

the same fashion.

This initial scaling identified 11 female faces that were reasonable equivalent

to

male faces ofKunin.

Perhaps, a more reliable way measure job satisfaction could be use a moredirect

approach tapping overall satisfaction.

The following three statements may serve the purpose.

I am satisfied with my job.

I love to come to my job everyday.

All things being equal, I will choose my present job again.

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JOBSATISFACTIONANDACCIDENTS

Here accidents means to say some thing may go wrong in future. Not very long ago

Sigmund Freud made the statement that accident just not happen suggesting thereby

that perhaps that chance is not the only thing to which accidents could be attributed.

Few years later the concept of accident proneness was proposed indicating that the

accident behavior is not a random phenomenon but could be predicted. Some people

tend to be more prone to accidents than others. Studies have shown a variety of

variables that seem to explain at least to some extent, the reasons why accidents take

place. These could be reasons is ones personal life, work itself and the environment in

which one working. According to kirehner (1961), accidents are the means of venting

anger and frustration and getting attention.

Research on the relationship betweenjob satisfaction and accident, generally shows

that the higher the satisfaction with the job, the lower is the rate ofaccidents. Though

it is difficult to explain such a relationship generally a satisfied employee would not be

careless or negligent and could be encounter lesser possibilities of running in to an

accident situation. The more favorable attitudes towards the job would make him more

positively inclined to his job and there would be lesser probability of getting to an

unexpected, incorrect, uncontrolled event in which either his action or the reaction of an

object or person any result in personal injury.

Job satisfaction and absenteeismIn everyday life certain contingencies require a little extra effort on the part of worker to

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come to the work. A minor problem with bicycles, a drizzle, a small tiff with the spouse

and several such incidents have tremendous impact on the work attendance. For the

dissatisfy worker these may be major reasons for missing the work but for satisfied

worker these may be irrelevant. The fact, however, remains that the absence from work

irrespective of the reasons adds considerable cost to the process of output. One such cost

is paying a large sum to badli workers and retaining a large number of employees than

required to meet such contingencies arising out of the phenomena of absenteeism.

According to BHATIA and VALECHA (1978) over manning alone amounts to 10

percent of the total work force.

Most researches on absenteeism andjob satisfaction show that the higher the rates lower

is thejob satisfaction.SINHA and NAIR(1965) collected data on 100 workers of a

large machine manufacturing plant in south India. They classified their respondents in to

two groups low absentee (workers with no or up to nine absences) and high absentee

(workers with more than nine absences). Their result indicates that low absentee group

was significantly more satisfied.

In order to understand the relationship betweenjob satisfaction and absenteeism, little

more in depth analysis is needed to see what aspects ofjob satisfaction influence most of

the employee absenteeism.

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JOBSATISFACTIONANDPERSONALCHARACTERISTICS

When a person comes to work, brings with him / her total personality, his / her attitudes,

likes and dislikes his / her personal characteristics and these in turn, influence the

satisfaction he / she desires from his / her work. As work is one of the necessary aspects

of the total life experience of an individual, it becomes important to examine how

personal characteristics influence his / her job. Personal characteristics here refer to such

bio-social variables as age, marital status, education, length of service, and income etc.

In India, such studies have mostly concerned themselves with the workers population.

Most Indian studies have used a correlative design where the degree of association

between such variables as age, education, marital status, income etc and job satisfaction

have been calculated. The other set of studies are those where groups low and high on

satisfaction and then a backward analysis has been done to see if these groups very on

such variables as age, education and experience etc.

Age:

The age of the employees matters when satisfaction will there. Low age means new

employees no idea of job so they are low satisfied. The more age having more

experience, they are more satisfied.

Marital status:

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The married employees are more satisfied; the study shows that marital status is more

important for job satisfaction. RAO (1970) asked a simple question from his 322 workers

Are you satisfied with your job? The replies were recorded on a 3 point scale-satisfied,

neutral and dissatisfied. He noticed that there were significantly more single respondents

who placed their responses in the satisfied category, using a 3-point scale of satisfied,

indifferent not satisfied. Sinha and Sharma (1962) found that of the total in satisfied

category, 60 percent happened to be married while 40 percent were single.

But the results seem to suggest that generally marital status has nothing to do with the

job satisfaction.

Education:

Seventeen studies reviewed here have concerned themselves the relationship between

education and job satisfaction except for four studies which show positive relationship

and other which shows negative relationship, most studies show no relationship between

job satisfaction and education. However, it is reasonable to assume that the more

educated would be more frustrated in routine job. NAZIR(1998) used samples ofresearch

assistants, station masters, employees of neyveli lignite corporation and bank clerks

respectively and found that the higher the education the higher was job satisfaction. No

clear cut explanations for such findings were provided by these researches.

Income:

Higher the income, higher the satisfaction Given the earlier discussion on the

significance of income to the workers in todays Indian condition, higher income should

lead to higher job satisfaction. This condition is supported by seven studies. SHARMA

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(1980) administered an 18-item questionnaire to 1971 blue collar worker from eight

industrial organizations, each item to be answered on a 5-point scale of degree-disagree.

Job satisfaction questionnaire to 60 skilled and semi-skilled workers of engineering

company. They found thatjob satisfaction increased with increasing wages for the

skilled group only. Some samples of employees from different companies have found

positive relationship between income andjob satisfaction. The other studies that have

dealt with salary andjob satisfaction found no relationship between them.

Effects of physical and mental health

The degree ofjob satisfaction affects an individual physical and mental health. Sincejob

satisfaction is a type of mental feeling its favorable or unfavorable affects his/her

physical health. Further, since a job is an important part of life,job satisfaction influence

general life satisfaction the result is that there is spill over affect, which occurs in both

directions between job and life satisfaction.

Factor that influence employee turnover

Turnover of employees is the rate at which employees leave the organization with in a

given period of time. When individual feels dissatisfaction in the organization, he/she

tries to overcome this through the various ways of defense mechanism if he/she is not

able to do so, he/she opts to leave the organization. Thus, in general case, employee

turnover is related tojob satisfaction. Howeverjob satisfaction is not the only cause of

employee turnover, the other being better opportunity elsewhere.

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Motivation at work

Employees will be motivated to carry out the assigned task to the extent, if doing so

satisfies their personnel needs. Work is thus viewed only as an affect to satisfy needs and

expectations. Motivation is not a personnel trait but a result of interaction between the

individual and the situation. It may be defined as the willingness to exert high level of

efforts towards organizational goals, conditioned by the efforts ability to satisfy some

individual need. Personnel needs though complex in nature, can be satisfied to some

extent by.

Financial rewards

These are extrinsic to work such as pay and allowances and cash awards. These are

effective when workers are from lower sections of society or the production is suitable,

or when productivity is easily measurable.

Non Financial rewards

These are rewards intrinsic to work for example Job satisfaction, delegation,

empowerment, etc. studies have indicated that these rewards are much more effective

than financial rewards in motivating people.

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Motivational theories

Considerable research has been carried out and a number of theories on what motives

people have been propounded.

The main motivational theories which satisfies the employeesAbraham Maslows need hierarchical theory. Maslows propounded that man has a

hierarchy of five (5) needs, which begins with basic need of physiological well-being and

goes up to realization of ones potential. These needs are physiological, safety social,

esteem and self actualization. Maslows separated these five needs into higher and lower

levels. Physiological and safety needs were described as lower-order needs and love and

esteem and self actualization as higher order needs.

Physiological needs

These are basic human needs for survival, such as food, warmth, shelter, desire, sleep;

relief from pain etc. a man at the verge o starvation has no thought other than of food.

The above are then only the satisfaction take place.

Safety and security needs

Essentially, these needs are to be free from physical danger and deprivation of

physiological needs. These are needs for self-preservation and assurance for tomorrow

example of such needs are job security, pension etc.

Social (love belonging or affiliation)

These are needs to be accepted by group and be a part of it. Everyone looks for a

meaningful relationship and to live harmony with other.

Esteem or status needs

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These needs include internal esteem needs such as self respect, autonomy and

achievement. These are the needs for high self evaluation (we are worthy).

External esteem needs such as status recognition, respect and attention. Satisfaction of

these needs produce feeling of self confidence, prestige power and control people begin

to feel that they are useful and have some effects on environment. (growth seeking, non-

financial of these needs result in destructive behavior to draw attention of other immature

arguments with co-workers are one such example.

Self actualization needs

Each individual needs to maximize the use of his skills, abilities, and potentials in his/her

occupation it is desirable to become what one is capable of becoming (reaching the

ultimate the zenith.)

Frederick Herzbergs two factor theory (1959)

Herzberg observes that the productivity of an employee was dependent not only on the

Job satisfactionbut also on work motivation. Some factors in the work environment that

contributes to Job. Satisfactions do not result in motivation.

Hygiene factors

These are the extrinsic factors which are present in the environment job (context). They

remove discomfort or dissatisfaction and this support mental health but in them are

not the motivations, but absence may cause dissatisfaction, hence demotivation. After a

point they follow law of diminishing returns and therefore, do not represent sound

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motivational strategy. For example companys personnel (pay and allowances, job

security, promotions etc)

True motivations

These are factors which are associated with job (intrinsic to work job content) and to

reward that result directly from doing work well. They motivate people to superior

performance; accept challenging tasks, growth and development. Herzberg suggested

job enrichment to provide true motivation. Job can be enriched by increasing skill,

variety, task, identity, task significance, autonomy and feedback.

For example organizational culture, delegation, achievement orientation, participation

empowerment etc.

Philosophy of worker for result management by objective continued learning

opportunities (growth), full appreciation.

Douglas McGregors theory x and y (1960)

Theory xpeople dislike work and will avoid it as far as possible. Accordingly they

must be coerced, controlled and threatened with punishment to make them work towards

objectives. People have no ambition and shirk taking initiative, and avoid responsibilities.

All that they want is security.

Theory y human body generates certain amount of physical and mental energy for

which the work is the only appropriate outputs work is thus as natural activity as play of

rest. People exercise self direction and self control and are committed to the objectives.

People want to learn to accept, and even seek responsibilities.

Creativity is widely dispersed in them.

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Alderfers ERG theory (1969)

Clayton Alderfer reworked on Maslows need hierarchy to align it more closely with

empirical research. His revised need hierarchy is called ERG theory. As per this theory,

there are three groups of core needs. The Maslow theory argues that an individual would

stay at certain, when a high order need is frustrated the individual desire to Increase a

lower need take place. Maslows need hierarchy is a rigid step like progression and

assumes that there exits a rigid hierarchy where a lower need must be substantially

satisfied one can move on higher need.

David McClellands three need theory (1961)

McClellands work originated from the investigation into the relationship between

hunger needs and the extent to which imaginary of food dominates the thought process.

Need for achievement (n-ach)

This is the drive which some people have to pursue and attain goals. An individual with

this drive whishes to achieve objectives and advance up in the ladder of success. In short

this is the drive to excel, to achieve in relation to a set of standard, to strive to succeed to

do better than others.

Need for affiliation (n-aff)

This is the desire for friendly and close relationship, individual with a high need for

affiliation has a strong desire to be liked and accepted by others. These imply desire to

maintain friendly, cordially, harmonious relationship with others.

Need for power (n-pow)

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This is desire to be influential to control people and change situations. Individual high in

need for power proper to be placed in competitive and oriented situations and tend to be

more concerned with gaining influence over others. These three motives correspond

roughly, to Maslows love, esteem and self actualization needs.

Fact 1

About half of mental disorders begin before the age of 14. Around 20% of the world'schildren and adolescents are estimated to have mental disorders or problems, with similartypes of disorders being reported across cultures. Yet, regions of the world with thehighest percentage of population under the age of 19 have the poorest level of mentalhealth resources. Most low- and middle-income countries have only one child psychiatristfor every 1 to 4 million people.

Fact 2

Depression is characterized by sustained sadness and loss of interest along withpsychological, behavioural and physical symptoms. It is ranked as the leading cause ofdisability worldwide.

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Fact 3

On average about 800 000 people commit suicide every year, 86% of them in low- andmiddle-income countries. More than half of the people who kill themselves are agedbetween 15 and 44. The highest suicide rates are found among men in eastern European

countries. Mental disorders are one of the most prominent and treatable causes of suicide.

Fact 5

Mental disorders are among the risk factors for communicable and non-communicablediseases. They can also contribute to unintentional and intentional injury.

Fact 6

Stigma about mental disorders and discrimination against patients and families preventpeople from seeking mental health care. In South Africa, a public survey showed thatmost people thought mental illnesses were related to either stress or a lack of willpowerrather than to medical disorders. Contrary to expectations, levels of stigma were higher inurban areas and among people with higher levels of education.

Fact 7

Human rights violations of psychiatric patients are routinely reported in most countries.These include physical restraint, seclusion and denial of basic needs and privacy. Fewcountries have a legal framework that adequately protects the rights of people withmental disorders.

Fact 8

There is huge inequity in the distribution of skilled human resources for mental healthacross the world. Shortages of psychiatrists, psychiatric nurses, psychologists and socialworkers are among the main barriers to providing treatment and care in low- and middle-income countries. Low-income countries have 0.05 psychiatrists and 0.16 psychiatricnurses per 100 000 people, compared to 200 times more in high-income countries.

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Fact 9

In order to increase the availability of mental health services, there are fivekey barriers that need to be overcome: the absence of mental healthfrom the public health agenda and the implications for funding; the

current organization of mental health services; lack of integrationwithin primary care; inadequate human resources for mental health;and lack of public mental health lead

Fact 10

Governments, donors and groups representing mental health workers, patients and theirfamilies need to work together to increase mental health services, especially in low- andmiddle-income countries. The financial resources needed are relatively modest: US$ 2per person per year in low-income countries and US$ 3-4 in lower middle-incomecountries.

Mental health refers to our cognitive, and/or emotional wellbeing - it is all about how wethink, feel and behave. Mental health, if somebody has it, can also mean an absence of amental disorder. Approximately 25% of people in the UK have a mental health problemduring their lives. The USA is said to have the highest incidence of people diagnosedwith mental health problems in the developed world. Your mental health can affect yourdaily life, relationships and even your physical health. Mental health also includes aperson's ability to enjoy life - to attain a balance between life activities and efforts toachieve psychological resilience.

According to Medilexicon'smedical dictionary, mental health is "emotional, behavioral,and social maturity or normality; the absence of a mental or behavioral disorder; a stateof psychological well-being in which one has achieved a satisfactory integration of one's

instinctual drives acceptable to both oneself and one's social milieu; an appropriate

balance of love, work, and leisure pursuits".

According to WHO (World Health Organization), mental health is "a state of well-being

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in which the individual realizes his or her own abilities, can cope with the normalstresses of life, can work productively and fruitfully, and is able to make a contribution to

his or her community". WHO stresses that mental health "is not just the absence of

mental disorder".

WHO explains that especially in low- and middle-income countries, mental healthservices are very underfunded - both human and financial. Most resources are channeledinto treating and caring for mentally ill patients, rather than on any integrated mentalhealth system. Countries should integrate mental health into primary health care (generalpractice), provide mental health care in general hospitals, and improve community-basedmental health services, rather than just providing care in large psychiatric hospitals.

Mental health problems (disorders) can affect anyone

Experts say we all have the potential for suffering from mental health problems, nomatter how old we are, whether we are male or female, rich or poor, or ethnic group webelong to. In the UK over one quarter of a million people are admitted into psychiatric

hospitals each year, and more than 4,000 people kill themselves. They come from allwalks of life.

Interesting related articles:

What is psychology? What are the branches of psychology?

What is psychotherapy? What are the benefits of psychotherapy?

What is anxiety? What causes anxiety?

What is dementia? What causes dementia?

What is stress? What causes stress?

What is insomnia? What causes insomnia?

What is depression? What causes depression?

What is schizophrenia?

What is anorexia? What is bulimia?

What is autism?

What is ADHD

According to the NIMH (National Institute of Mental Health, USA) mental disorders are"common in the USA and internationally". Approximately 57.7 million Americans sufferfrom a mental disorder in a given year, that is approximately 26.2% of adults. However,

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the main burden of illness is concentrated in about 1 in 17 people (6%) who suffer from aserious mental illness. Approximately half of all people who suffer from a mentaldisorder probably suffer from another mental disorder at the same time, experts say.

In the UK, Canada, the USA and much of the developed world, mental disorders are the

leading cause of disability among people aged 15 to 44.

What are - mental illness, mental disorders and mental healthproblems?

Mental illness is a term that is used to refer to a wide range of mental disorders that canbe diagnosed by a health care professional.In this article, mental illness, mentaldisorders and mental health problems have the same meaning.

What are the most common mental illnesses?

The most common forms of mental illnesses are:

Anxiety disorders - the most common group of mental illnesses. The sufferer hasa severe fear oranxiety which is linked to certain objects or situations. Mostpeople with an anxiety disorder will try to avoid exposure to whatever triggerstheir anxiety. Examples of anxiety disorders include:

o Panic disorder - the person experiences sudden paralyzing terror or

imminent disaster.

o Phobias - these may includesimple phobias - disproportionate fear of

objects,social phobias - fear of being subject to the judgment of others,and agoraphobia - dread of situations where getting away or breaking freemay be difficult. We really do not know how many phobias people mayexperience globally - there could be hundreds and hundreds of them.

o (OCD) Obsessive-compulsive disorder - the person has obsessions and

compulsions. In other words, constant stressful thoughts (obsessions), and

a powerful urge to perform repetitive acts, such as hand washing(compulsion).

o PSTD (Post-traumatic stress disorder) - this can occur after somebody

has been through a traumatic event - something horrible and scary that theperson sees or that happens to them. During this type of event the personthinks that his/her life or other people's lives are in danger. The sufferermay feel afraid or feel that he/she has no control over what is happening.

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Mood disorders - these are also known as affective disorders or depressivedisorders. Patients with these illnesses share disturbances or mood changes,generally involving either mania (elation) ordepression. Experts say that

approximately 80% of patients with depressive disorder improve significantlywith treatment. Examples of mood disorders include:

o Major depression - the sufferer is not longer interested in and does not

enjoy activities and events that he/she previously got pleasure from. Thereare extreme or prolonged periods of sadness.

o

Bipolar disorder - also known as manic-depressive illness, or manicdepression. The sufferer oscillates from episodes of euphoria (mania) anddepression (despair).

o Dysthymia - mild chronic depression. Chronic in medicine means

continuous and long-term. The patient has a chronic feeling of ill beingand/or lack of interest in activities he/she once enjoyed - but to a lesserextent than in major depression.

o SAD (seasonal affective disorder) - a type of major depression.

However, this one is triggered by lack of daylight. People get it incountries far from the equator during late autumn, winter, and early spring.

Schizophrenia disorders Whether or not schizophrenia is a single disorder or agroup of related illnesses has yet to be fully determined. It is a highly complexillness, with some generalizations which exist in virtually all patients diagnosed

with schizophrenia disorders. Most sufferers experience onset of schizophreniabetween 15 and 25 years of age. The sufferer has thoughts that appearfragmented; he/she also finds it hard to process information. Schizophrenia canhave negative orpositive symptoms. Positive symptoms include delusions,thought disorders and hallucinations. Negative symptoms include withdrawal,lack of motivation and a flat or inappropriate mood. (See the article "What isschizophrenia")

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What are the most common serious mental disorders(illnesses)?

Most major (serious) mental illnesses tend to have symptoms that come and go, withperiods in between when the person can lead a relatively normal life (episodic illness).The most common serious mental disorders are:

Schizophrenia (See the article "What is schizophrenia") Bipolar disorder (see article "What is bipolar disorder") Depression (see article "What is depression")

Treatments and strategies for mental health problems

There are various ways people with mental health problems might receive treatment. It isimportant to know that what works for one person may not work for another; this isespecially the case with mental health. Some strategies or treatment are more successfulwhen combined with others. The patient himself/herself with a chronic (long-term)

mental disorder may draw on different options at different stages in his/her life. Themajority of experts say that the well informed patient is probably the best judge of whattreatment suits him/her better. It is crucial that healthcare professionals be aware of this.

Self help

There are a lot people with mental health problems may do to improve their mentalhealth. Alterations in lifestyle, which may include a better diet, lower alcohol and illegaldrug consumption, exercise and getting enough sleep can make enormous differences to amental health patient's mental health. Let's have a closer look and some of thesestrategies:

Diet and mental health

Scientists, psychiatrists, and other health care professionals know that the brain ismade up in large part of essential fatty acids, water and other nutrients. It is anaccepted fact that food affects how people feel, think and behave. Most expertsaccept that dietary interventions could have an impact on a number of the mentalhealth challenges society faces today. So, why is it that governments and publichealth authorities in developed economies invest so little in developing thisknowledge?

The evidence is growing and becoming more compelling that diet can play asignificant role in the care and treatment of people with mental health problems,including depression, ADHD(attention deficit hyperactivity disorder) to name buta few. If experts are talking about an integrated approach which recognizes theinterplay of biological, psychological, social and environmental factors - with dietin the middle of it as being key - and challenging the growing burden of mentalhealth problems in developed nations, surely individuals can speed things up anddo something about their diet themselves and improve their mental health.

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Interesting related article:

What is healthy eating? What is a good diet?

It is estimated that in the UK people eat 4 kilograms of food additives each year.

We are not sure what effect decades of such consumption may have on the brain.We don't know for one simple reason - governments are reluctant to fund, conductor publish rigorously controlled large scale studies which look at the effect ofadditives on human mental health.

Changing farming practices have introduced higher levels of different types of fatinto our diet. For example, chickens reach theirideal weight for slaughter twice asquickly today compared to three decades ago - this has changed the nutritionalprofile of meat, according to a report by the Mental Health Foundation (UK).Three decades ago a typical chicken carcass used to be 2% fat - today they are awhopping 22%. The omega-3 fatty acid content in chicken meat has dropped

while the omega-6 fatty acids have risen. The same is happening to farmed fish.