Page 1 of 16

Executive Summary
Depression is related with a type of disturnance, in terms of mood,
through, body as a direct outcome of the following driving forces:
sadness, disappointment, loneliness, hoplessness, self-doubt and guilt.
The depression could be assesed and viewed as critical driving forces with
respect to the global burden and affects the communications in the whole
organization. As comparing with the previous decade, the direct outcome
of the mental illness in the workplaces has been emerging and remaining
to hold a large proportion with the medical and health sciences fields. It is
important for figuring out regarding the negative impacts of the working
performance of employees towards the attendance of the employees. It is
an obstacle for each organization to come up with the selection as well as
decision of the suitable method of measuring the depression. The mental
health issues have generated various issues facing both the employers as
well as the managers in the context of modern business environment.
This could be seen that the aspect of sickness and absence in the mental
health trust, the rating has been rused in a continuously manner from
6.17% to 4.79%. The boss must communicate widely to all of the staffs
that they can find his or her as seeking for advices when getting
themselves into the works depression.






Page 2 of 16

Contents
Executive Summary ...................................................................................... 1
Introduction ...................................................................................................... 3
The impact of depression of the work performance and
attendance of an employee .................................................................... 4
a. Overview about depression at work........................................... 4
b. The relationship or impact of depression towards the
working performance and attendance of the employee ............. 4
The solution of dealer as deadling with hidden depression ...... 8
Conclusion ....................................................................................................... 13
References ....................................................................................................... 14









Page 3 of 16


Introduction
It has been indicated by Deakin University (2013) and Australian Bureau
of Statistics (2008) in the context a specific country like Australia, there
has been a total of of one million citizens living and enduring with
depression. In other words, there is one among five women, and eight
among eight men having the possibility of facing depression. The direct
negative impact of depression could be derived due to the serious,
debilitiating as well as life-threatening, in the perspective of a physical
illness. Iniating from this background, in the context of this working
paper, the common objective is to be comprehensive regarding the
attainment of good understanding about the relationship between
leadership and the depressions related aspects. In addition, this would
help the author for being able to reviewing the manner in which the
leaders could manage, in an effective manner to maximise the
performance and expected outcomes, throught the elimination of the
depression.
Furthermore, the author expect that, once complete, this working paper
would assist to figure out regarding some critical theories as well as
leaderships concepts. More critical, it is expected for the author to be
competent of a future leader position in the near future by acquiring both
the strengths and weaknesses of the leaderships roles. The outline of this
assignment is divided as follow, after the introduction, in the main part,
there would be the two main parts, the first one is regarding the impact of
depression towards the work performance and attendance of an
employee, the second part would be regarding the solution of dealer as
deadling with hidden depression. Then a conclusion would help to
summarize the whole content.
Page 4 of 16

The impact of depression of the work performance and
attendance of an employee
a. Overview about depression at work
Prior to entering into the analysis regarding the various impacts of the
depression concept with resepct to the working performance as well as
the attendance of the employee, it has been recommended to understand
reagrding the backgroun overview of depression arising at work. It has
been defined by George Mason University (2007) depression is related
with a type of disturnance, in terms of mood, through, body as a direct
outcome of the following driving forces: sadness, disappointment,
lonliness, hoplessness, self-doubt and guilt. The frequent extent of
depression could be based and depend upon each person. Howver, it
should be noticed in a case that the more frequency and deep extent a
person have depression, the more lating the effects happen to the
company.
There has been another definition given by the World Health Organization
(2012) indicating that the depression could be assesed and viewed as a
critical driving forces with respect to the global burden and affects the
commications in wall organiztion. In all over the world, there has been a
remarkable figure of all the world as this symptom has driven to an
influence of more than 350 millions persons. Accordingt o the World
Mental Health Survey in which the resarches taken in 17 nations have
come up with the conclusion that in last year, there is only 1 among 20
reporting a depression, and related issues.
b. The relationship or impact of depression
towards the working performance and
attendance of the employee
In this part, there would be the indication regarding the way in which
depression could lead to an impact from depression towards the working
Page 5 of 16

performance and attendance of an employee. It has been indicated by
Barney et al. (2009) that stignatising beliefs towards depression, no
matter of actual or perceived, could lead to a signifiant influence on the
people in case of having depression. In addition, according to De Lorenzo,
Mirella Sarah (2013), as comparing with the previous decade, the direct
outcome of the mental illness in the workplaces has been emerging and
remaining to hold a large proportion with the medical and health sciences
fields. Depression is among of various sub-categories of the mental
illness. It has been indicated by Dewa et al. (2004) that the high negative
outcome of the depression could be due to such serious situation of
lacking infomation with respect to the mental illness types on the
workplaces. In addition, De Lorenzo M. S. (2003) has added to the point
as explaning that the existence of the symptoms of the mental illness
would drive to the capacity of impacting, in a negative manner with
respect to the working performance of the employee, or worse, it is the
attendance. Supposing the case when each company has to endure with
the situation when an employee did not attempt hisself or herself to
disclose the personal mental illness, as a result, this would result in a
negative impact towards the workplace. As a result, this had led to the
presentation of a challenging issue with respct to the performance
management for both the operational managers as well as the staff in
human resource department.
From the personal point of view of the author, it is important for figuring
out regarding the negative impacts of the working performance of an
employees towards the attendance of the employees. In details, it could
drive towards a situation in which the working environment as well as the
performance of the companies have been staggering and disturbing as the
company has been increasingly concentrating on attaining more
innovation and, planning, in an advance manner to remain its competitive
advantage in the global economy context. In order to illustrate some of
the clear negative outcome of the arising depression with respect t the
Page 6 of 16

working performance as well as attendance, it has been indicated by
Mental Health Commission of Canada (MHCC). (2012) SAMHSA (2010),
ABS (2007) that, when taking account in a 12 month perspective, a
depression, such as the mental illness have acccoutning for a range from
17% to 20% of the total employees. However, it is an obstacle for each
organization to come up with the selection as well as decision of the
suitable method of measuring the depression. However, the situation has
become worse for the company that in most of the case, there had been
such a large proportion of the employees who come up with the conceal
of their depression, as a result, this had led to a situation in which Dewa
et al. (2004) that the related HR staff as well as the managers are not be
aware of the emergene of the depression mental illness in the working
environment. The significant large amount of these affected employees
had put the conditions of these types of illness become hidden (Corrigan
et al., 2010).
In addition, Munir et al. (2005) had indictaed that there would no aspect
of seeking for managing the hidden mental illness in spire of the fact that
research indicating regarding the fact that there is a tendency of an
employee possessing mental illness would be more likely to adop to
deliberate concealments.
The final outcome would be led to the hidden but aringly high burdern, in
terms of cost supposing the case when absenteeism as well as the
reduction in the working performance of the employees have been
derived from the concealment of the mental illness, instead of other
factors, including the poor working ethics. With respect to the urgent
need for each company to pay attention to the mental illness, it has been
indicated by WHO (2003a) that depression, in specific, and mental illness,
in general saying could be considered to be the main contribution facots
with regards to the arising absenteeism as well as the reduction situation
in the productivity or working performance of the staffs. Kessler et al.
(2009) had raised the negative impacts of the depression towards the
Page 7 of 16

working performance of the staff through the inication that the
notifications of the studies of mental illness for eac specific company,
together with various comparative researches, all of which indicating that
depression is so prevailing and emerging in a global context.
The mental health issues have generated various issues facing both the
employers as well as the managers in the context of modern business
environment. In spite of the fact that there has been an increasing extent
of the awareness and paid attention, however, the employers as well as
the enterprises have been lagging ina further manner behind the
understanding as well as acceptance of the pervasiveness, treatment, as
well as the negative arising impact of the mental health issues with the
organizational life (Schott, 1999). In addition, there has been a common
and emerging context in various multination companies in the world as
there has been the inclusion of the HR training campaign as taking into
account the mental health and the employment. This has been due to the
fact that the recognition of the mental illness in a specific organization
tend to be difficult. In details, it has been pointed out that, no matter the
originical causes are, both the employers as well as the mangers must
gone through the following three main obstacles in the process of
attempting to addrress the mental health needs.
In order to illustrathe the direct outcome of a research indicating
regarding the appropriate taking into account ot the other factors and the
relationships between outcomes and effectiveness. It could be seen from
the following figure, this could seen that the aspect of sickness and
absence in the mental health trust, the rating has been rused in a
conitously manner from 6.17% to 4.79% in the context of 4.79.
With respect to the prportion of sickness due to the stress from 1993 to
1997, from the personal point of view of the author, there has been a
lesser extent of reducing the rate, initially gtom 19.9% in the period
1993-1994, to aperiod og 16.8% that the comapnies are lookomh for.
Page 8 of 16


Figure 1: Effective implementation for the metal illness
In addition, it has been indicated by Lehtinen (1998) that the
consequences of teh depresson would be best summanized by the
following taken factors: the first one is regarding the absenteeism in
which the depression tend to incrase overal absence. In addition, there
are particulary frequent short, but not sufcent amout of resting. In addtio,
the depressio would drive the working performance of the company to be
neglected by healt, (depression, stress, and burnout). In addition, the
absenteeis arise in the company could be due to the various physical
conditios, for sinace block pressure, hearing the heart disease. Secondly,
with respect to the working performac, the derive depression has reduce
in the producity as well as the products output. Furthermore, this would
negatively drove the decision makin process, as well as damaging the
planning and controlling. Thirdly, with respect to the arising relatioship at
work, a depressed person would tension and conflcust betwen the
employees. The relationship with the taihoe. More important, this must
increase your displiary issues.
The solution of dealer as deadling with hidden
depression
After understanding the previous part regarding the various types of
arising negative impacts on the working performance of the employees, in
this part, the author would take time to analyze with respect to the
various solutions for dealing with hidden depression. The common
Page 9 of 16

objective of this part is to implementing possible solutions for reducing
the direct negative impacts of these types of depressions towards the
performance and attendance of the employees.
From the point of view of the author, the initiator of the depression is
derived from the direct line manager and supervisor. As a result, the first
solution is that the manager and supervisor must know what to say to
their subordinates. The boss must communicates widely to all of the staffs
that they can find his or her as seeking for advices when getting
themselves into the works depression. It should be noticed that the work
must be put in a confidential speaking setting for preventing any possible
issues arising.
Secondly, as in charge of the management position, each person must be
comprehensive regarding the depression as well as the various sources of
help or solution so that they could implement in time for the staffs. For
instance, the line managers should familiarize themselves with the health
benefits and resources of the company, including the employee assistance
program (National Institute of Mental Health, 2013).
Thirdly, the managers must recognize the moments when the employees
could show the signs of depression problem. The author perceives that
this would help to notify these management persons, beforehand so as to
reduce the direct influence of the depression and reducing the negative
impacts on the working performance of the staffs. It should be noticed
that the inherent limitations of a management person is the incompetent
of diagnosing the depression. However, this could be solved by in time
taking note with respect to any arising changes in the working
performances as well as the listening competence towards the concern of
the employees. In case the company possesses an employee assistance
program, the leaders of the company should seek for the efficient advices
from the counselor for receiving the recommendations regarding the
manner of approaching a staff, who is suspected for experiencing the
Page 10 of 16

related depressions from works. Some types of illustration of these
signals are when the employees begin to be absent or tardy in a frequent
manner, or forget the delegated tasks; this person could be experienced
in a significant personal problem related with depression.
Fourthly, the managers should discuss with regards to the arising changes
in the working performance with their staffs. Supposing the case when an
employee having a personal problem, the manager should recommend his
or her to come and receive the consultation for solving the issue.
However, this must be all kept in a confidential environment, which is a
prerequisite condition at all. Supposing the case when there is an
employee comes in a voluntary manner to meet you, the managers must
ensure and remember to keep the following notices in their mind, the
manager must not try to diagnose the problem by his or herself. In
addition, for employee experiencing the depression symptoms, he or she
must be recommended for seeking the professional consultation from the
counselor of the companys employee assistance program, as well as
other health and mental professionals. In addition, after realizing the
depressed issue facing the involved employee, the manager must come
up with and provide a more flexible working schedule for the employees
during the treatment period. The efficient methods could be attained and
figured out by contacting the specialist of human resources. The
depression related issue in work must receive adequate attention as the
manager must be aware that severe cases of depression could lead to the
life-threatening towards the employees, this could occur towards some
employees having some personal thoughts such as life is not worth to
live for, or people surrounding me could be better off without the
existence and contribution of me. In this case the managers must take
into account the threats in a serious manner by immediately calling the
counselor of the employee assistance program for seeking advices
regarding the efficient manner of handling the situation.
Page 11 of 16

In general, the author would like to come up with the recommendations
regarding some professionals that the companies could come and seek for
help in case of having depression: physicians, the specialist in mental
health, the organizations of health maintenance, the community centers
of mental health, the agencies of family services, and the private clinics
and facilities.
In addition, it has been indicated by Munir et al. (2007) that there has
been a high proportion of the employees having the mental illness to be
required for taking medication. Supposing the case when prescribing and
monitoring in an appropriate manner of the medications, this would help
the depressed employees to control the positive symptoms of the illness,
as well as maintaining a significant impact on the negative ones, for
instance apathy, passivity, social withdrawal, and the interpersonal
relationships. From the point of view of the author, this has proven to be
an effective program as there has been a high proportion ranging from
60% to 80% of the depressed employees to cover from their mental
depresses illness.
Furthermore, it has been indicated by Alford, B.S. and Klinefelter, H. F.
(2013) regarding some efficient manner for coping and dealing in an
active manner with the depression in employees.
Firstly, the leaders should have depressive cognitions and the
restructuring. This could be conducted through the negative self-talk in
which the leaders would have to collect all examples of the negative self-
talk from all participants). In addition, the leaders should come up with
the explanations for their employees regarding the manner in which
depression could be tied to the feelings of helplessness as well as the lack
of adequate impact of the environment. This could be reflected through
the personal beliefs and self-talk.
Secondly, there must be a continuous change from the negative to the
positive self-talk. This could be conducted through the indication of the
Page 12 of 16

manner of beliefs as well as the perceptions and the establishments of a
more rational frame of the reference. In addition, the leaders could use
the negative self-statements which must be listed based on which the
leaders would encourage the participants for thinking and discussing
regarding the various alternatives, and the positive-oriented statements
for replacing the negative ones.
Thirdly, there must be a required explanation from the leaders that the
depressed person tends to have an evaluation in a negative manner. This
has been due to the fact that these depressed persons tend to pay more
attention to the negative things occurring to themselves than the positive
things. As a solution for this method, the leaders could solve this issue by
correcting the negative bias through the requirements of having these
depressed persons to take note of some positive activities of pleasure in
which they have the engagement during the week.
Fourthly, regarding the unrealistic expectations, the leaders could solve
the depression for their staffs by setting and providing the realistic goals,
instead of the unrealistic ones. It is due to the fact that the unrealistic
ones would be too high for the staff to attain, supposing the case when
the staff had worked very hard for attaining, but still dont get the
expected outcome, they would be unsatisfied. Gradually, this would lead
to the outcome that these employees would blame themselves for not
making and competent for making the expected target of the
organization, which drove them to the guilty emotions.
Fifthly, there could be a positive solution as the leader should explain to
the depressed staffs regarding the recall of positive experience that could
help to change the mood and drive the depressed emotion to be the
positive one. This could be illustrated through the change in the facial
expression of the depressed employee to a smile one which stimulates the
improvement in their mood of becoming more positive direction.
Page 13 of 16

In addition, as indicated by Seligman, M.E.P. (1975), the leaders should
take an active role in the process of controlling the reinforcement. A
depresses person tend to have reciprocal inhibitive activity of the passive
characteristics. As a result, the leaders should discuss the secondary gain
concept, in which the depression and sadness should receive some
adequate attention from other surrounding people. This may generate the
good feeling at the initial period, but in a continuous manner of paying
attention, this would reinforce that person to be depressed.
Conclusion
In all over the world, there has been a remarkable figure of all the world
as this symptom has driven to an influence of more than 350 millions
persons. Accordingt o the World Mental Health Survey in which the
resarches taken in 17 nations have come up with the conclusion that in
last year, there is only 1 among 20 reporting a depression, and related
issues. The high negative outcome of the depression could be due to such
serious situation of lacking infomation with respect to the mental illness
types on the workplaces. It could drive towards a situation in which the
working environment as well as the performance of the companies have
been staggering and disturbing as the company has been increasingly
concentrating on attaining more innovation and, planning, in an advance
manner to remain its competitive advantage in the global economy
context. The final outcome would be led to the hidden but aringly high
burdern, in terms of cost supposing the case when absenteeism as well as
the reduction in the working performance of the employees have been
derived from the concealment of the mental illness, instead of other
factors, including the poor working ethics.


Page 14 of 16

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