I have a particular interest in this area in a developing context in public sector organisations in Melanesia/ Pacific. The links between resilience and workplace factors are reasonably clear (although I am not aware of research that looks at the cultural, ecological nuances of Melanesian culture in this regard), so I am looking for ideas about the what kind of initiatives/activities/processes are effective in developing resilience that ultimately "shows up" in job performance.
Some approaches are:
1. At joining, a good induction and socialization
2. Practical training and development
3. Work life balance facility
4. Equality
5. Honor them as important professional
6. Counseling and mentoring
7. Etc. ... .
1. A healthy workplace that promotes a holistic view of health
2. Good supervision or management supports
3. A work-life balance
4. Recognition and reward for accomplishments
5. psychological safety- e.g., healthy relationships with coworkers
Family-friendly HR policies
Clear metrics to measure performance
Robust and clear Rewards and Recognition policies
Dear Vicki,
Is there some reason that the same resilience development in place or designed for men would not work based on a difference in gender?
Isn't resilience-- resilience?
Is there some sort of special coping skill that works for women and not men or visa versa?
I am asking these questions because there appears to be an assumption of difference between men and women as it pertains to resilience skills. I would think this assumption would be counter to the feminist movement and there arguments (which I agree with) concerning the value equivalence of men and women.
I realize all people are individual and therefore have different resilience levels or skills so wouldn't that also be an area of study?
Just some thoughts
Below is a link to the American Psychological Association and a Pamphlet they put out on resilience.
I hope this helps
Douglas
http://www.apa.org/helpcenter/road-resilience.aspx
Thank you all for contributions.
Dear Douglas, in regard to the questions you raise, you are right in that I am (at this point) assuming that there is a difference in the development needs of men and women. In the context of this work, women tend to be considerably disadvantaged, occupy lower positions in the organisational hierarchy, have less opportunity for professional development and experience a range of pressures in broader society due to their gender. I am assuming that a gender sensitive approach to development is needed. In addition, there is no formal mechanism for supporting development of resilience in men or women so this is a first! Thank you again for your comments. Vicki
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