Dear Shelley, Fellow Classmates, and Future Me:
This English 102 class presented nine different course outcomes, all encouraging development of a different skill, or skillset. Each activity in the class was designed to address at least one of these outcomes. What follows is a brief discussion of how my writing development interacted with each of these outcomes, and how the outcomes may play into my future endeavors.
Out of all the course outcomes, the first, writing for specific rhetorical contexts, was most prominent. When I took English 101 (1999, UofA), I was lucky enough to have an instructor that taught me that rhetoric is omnipresent, especially in writing. As such, it played a part in almost every word I wrote for this class.
I see development of rhetorical context throughout my course work. I see adaptation to specific purposes in the differences between WP#1, where I was writing to analyze a rhetorical situation, and WP#2, where my main purpose was to write useful annotations for future synthesis. I see refinement of audience when comparing WP#1 with WP#3. In WP#1, I proposed to include the academic community in my audience. Over the course of planning WP#3, and in the final writing of it, I excluded that audience, recognizing that writing for a more focused audience would produce better results. I documented my awareness of the rhetorical situation in D#2, HW#1, where I examine the idea of the author’s relationship to the writing, and also D#6, HW#1 and 2, where I reflect on the importance of the rhetorical context as a whole. In my future writing, I will focus on strengthening my purpose/audience relationship to create stronger papers.
The second course outcome, organization of writing, taught me that different organizational schemes work better for different contexts. For example, WP#1 used topical organization, WP#2 was best organized by source, and WP#3 was organized in a causal pattern. I mention the importance of organization in D#8, HW#5, where I was constructing the organizational pattern for WP#3. As future writing projects arise, they will benefit from one or another organizational pattern. It will be my challenge to determine which pattern would best suit each project.
Usage of appropriate conventions in grammar is the third outcome. Even though this is one of my stronger skills, the class required a much-needed review of basic grammar and mechanics. I addressed this outcome as I revised my drafts. For instance, I revised a particular sentence in WP#3 from “…potential for missed work for employees” to “potential for employees to miss work”. I also refer to my use of proper mechanics in D#6, HW#2, in reflecting on WP#1. Although I have a decent grasp of proper grammar and mechanics, it is something I will continue to work on in future academics. As I am pursuing a science-based career, mechanics will be important to establish credibility when publishing in peer-reviewed journals.
Both WP#2 and WP#3 demonstrate my embrace of the fourth course outcome, working with sources. I learned it is important to have an understanding of one’s specific rhetorical situation before one starts looking for sources. I had to learn this to select appropriate sources for WP#2 and evaluate them on basis of credibility and suitablility to my purpose. In D#4, HW#1, I mentioned active reading, a technique I learned to be very useful towards accomplishing this outcome. Tying in with course outcome nine, I learned to use journal databases to locate sources. I could use additional focus in this outcome, and to that end I will continue to familiarize myself with the differences in the various databases. This will lead to more time-efficient research. In my future classes, I will use this knowledge to conduct efficient secondary research for many papers.
The best illustration of the fifth outcome, integrating sources, is WP#3. Not only did I incorporate what WP#2 taught me about reference citation, I also made extensive use of in-text citation, following APA style. I learned how to use summarizing, paraphrasing, and quotation of source data to support my argument. Much of D#6 focused on these techniques, including HW#’s 6 and 7. I intend to improve aspects of summarizing and paraphrasing, such as conveying essential information as concisely as possible. These techniques will be most helpful to me when writing future annotations for research sources.
The next outcome focused on a new topic for me, accurate documentation style. I had never used APA style before, and struggled with it at first, as evidenced in my first draft of WP#2. After reviewing the reading and exercises, I am much more comfortable with it. I can now write a reference entry without consulting a textbook. I mention my efforts to achieve this outcome in D#7, HW#6. I plan on journal publication to be a big part of my academic and professional future, and these skills are absolutely necessary for that. I will continue to refine my knowledge of citing different types of sources, for example multiple authors and different publication types.
Course outcome seven, using feedback to revise, is most easily visible in comparison of my rough to my final draft of WP#2. The instructor pointed out significant errors, such as my incorrect usage of APA style, and areas where I lacked focus. If it were not for the instructor feedback on this project, I would have ended up with a poor final product. Instructor feedback is essential in a course such as this, where there is no particular correct answer, only an evaluator that judges whether you correctly implement the knowledge or technique presented. Peer review was seldom helpful, although I did benefit from my classmates suggestions in D#5, HW#7, where they helped suggest search terms. In the future, I will work to improve eliciting specific types of feedback by using different questions and wordings. As I have found in both my academic and professional lives, there is usually some type of mentor in these situations that requires satisfaction, I will pay close attention to their feedback in the future.
My growth in regards to the eighth outcome, assessing and improving writing through evaluation, is also best demonstrated by the gaps in my first and final drafts of WP#2. This ties in closely with the previous course outcome. I now know that it is important to review one’s own writing, and assess strengths and weaknesses, so that these may be exploited or bolstered in future writing projects. I wrote about my assessment of WP#1 in D#6, HW#2 identifying coherency as a strength, and topic debatability as a weakness. I kept this weakness in mind in writing WP#3. I intend to improve my ability to critique specific aspects of my writing, and not ambiguously assess them as just “good” or “bad”. This improvement of critique will allow me to progressively build on my writing technique, and craft better papers for future classes.
Lastly, my use of course outcome nine, using appropriate technologies, is best seen, not in the content of my coursework, but in its presentation. For instance, WP#2 incorporated word-processor text formatting such as boldface, and the addition of graphic items (horizontal line). This was one of my stronger performances of the course outcomes. It had been quite some years since I used MS Word, and through typing my writing projects, I was able to brush-up my skills. Another noteworthy use of technology is electronic research databases. I am now able to confidently navigate these databases to locate sources. I refer to this in D#4, HW#1. I will need to constantly improve in this area, because “appropriate technology” is constantly changing. In the near future, however, I would like to improve my MS Word skills to ensure that I make the most of future writing opportunities.
Now at the end of the course, I can say that each of these outcomes promoted a skillset that will serve me in future pursuits. Most of the exercises I completed rewarded me with an enhanced proficiency. I am a better writer for having examined these outcomes.
Thank you,
Ryan MacNamara
Saturday, August 4, 2007
Final WP#3
I would put lots more work into this if I could resubmit, and I actually might anyways because I have an interest in presenting it to the professional community.
To start with, I would phrase the entire paper more like an argument, and less like an informational work. This might require some thesis tweaking. I would also include more content connection around the supporting data, as I think I have lots of good numbers, not enough opinions. Not lastly, I would certainly sculpt a more robust conclusive paragraph, the current one is weak. Also I need to correct APA style when citing secondary citations.
NOTE: Formatting was not preserved when copy-and-pasting from MS Word. Please forgive, thanks.
Ryan MacNamara
ENG102
WP#3
07/28/09
Dollars and Sense: The Cost of Depression in the Workplace
Drawing on a common emotional repertoire, everyone ‘has the blues’, or feels sad, from time to time. Depression is a mental disorder that often causes feelings far beyond this common response. This disorder is characterized by symptoms including extended periods of depressed mood, impaired concentration, loss of interest in daily activities, and chronic fatigue. These symptoms are especially detrimental to employee performance in the workplace. I learned this through personal experience, when, years after being diagnosed with recurring major depression in early 2000, I suffered a depressive episode in late 2006. Because of the symptoms of this disorder, I was not able to meet the duties of my job. The episode cost me my job, and cost my employer a normally productive employee. My experience, and my employer’s, is not a singularity. Employee depression is a widespread occurrence that incurs significant costs to employers in the form of increased healthcare costs, increased absenteeism, and lost productivity.
Depression’s presence in the workplace is universal. It is the most commonly occuring mental disorder, having been referred to as “the common cold of mental illness”(Worsnop, 1992). Its occurrence shows no discrimination among race or culture. Depression will affect approximately 1 in 10 people thoughout a lifetime (National Institute of Mental Health [NIMH], 2000), and while 1 in 10 people in the general world population will experience an episode of depression, 7 in 10 people participate in the world’s workforce, with this rate increasing to 9 in 10 in developed countries (Central Intelligence Agency [CIA], 2007). This indicates that almost 1 in 10 workers in the industrialized world will experience at least one episode of depression in their lifetimes’.
The financial burden on employers of depressed employees has increased over the past two decades. In 1990, employee depression costs were estimated at about $24 billion (Hirschman, 2004). Since that time, awareness of the disease has grown, and a proliferation of antidepression medications have been made available and aggressively advertised. Following this popularization of the disorder, an article in Managed Healthcare Executive reports an annual employer price tag of $44 billion, almost double that of 1990 (Edlin, 2006).
One way this cost manifests itself is through increased healthcare expenditures. These costs arise from employees seeking company-subsidized treatment for their illness, including visits to healthcare providers and prescribed medications. A review of published literature shows that depressed employees generate about twice the healthcare costs of workers not suffering from depression (Kirschstein, 2000). Langlieb and Kahn (2005), compared healthcare costs of depressed versus nondepressed employees. They found that depressed employees incurred about $3200 in a year, while employees not suffering from the disorder had annual costs around $1600.
Another major cost of employee depression comes from increased absence from work. When employees are unable to attend work due to illness, deadlines can go unmet, and resources spread thin as other employees compensate for the hole in the workforce. Depressed employees are more likely to miss work due to symptoms such as chronic fatigue and loss of interest in daily activities. The Pacific Bell company, a major provider of telephone services, discovered that employee depression accounted for 11% of all absences, while Hughes Electronics Corporation, another leading provider in the telecommunications industry, found that employee depression was the leading cause of absenteeism (Steffick, Fortney, Smith, & Pyne 2006). Edlin quotes Dan McCarthy, of the prominent healthcare management provider Magellan Health Services, as saying depressed employees “have three times more sick days” than healthy employees (p. 49). My personal experience confirms this. I was employed for four of the six months of my recent depressive episode. In that four months, I had three times more sick days than I had for the previous three years combined.
Another type of absence arises when employees take disability leave. Disability leave can cause an employee to be absent from work for days, weeks, or even months, and it represents a significant portion of depression-related absenteeism costs. Major depression is currently one of the top ten causes of worker disability worldwide, and affects depressed employees about twice as often as those without depression (Kirschstein, 2000). This trend is growing. By the year 2020, it will rise to the number two position on that list, according to the World Health Organization (Langlieb & Kahn, 2005).
It may be argued that absence due to depression is no more or less significant than cases of other major illnesses. This is not the case. Depression has been found to cause more missed work than traditional major physical illnesses. For example, Steffick et al., finds that “depression accounts for more days absent from work than hypertension and heart disease combined”. Another survey reported 26% of people “taking time off work for mental health reasons compared with 20% …. for physical illness” (p. 16). In addition, depressed employee disability leaves tend to be longer, averaging 40 days, than leaves for physical disorders, which average only 29 days. These statistics show that workplace depression presents far greater potential for for employees to miss work, resulting in higher costs for employers.
Finally, the leading cause of depression-related workplace costs, and the most insidious, occurs when depressed employees attend work. Depressed employees, who often suffer from apathy and impaired concentration, often get significantly less work done than their nondepressed coworkers. This is referred to as “presenteeism” (Edlin, 2006). A review of research by Langlieb and Kahn (2005) found that “depression was highly associated with work limitations in time management, interpersonal/mental functioning, and overall output” (p. 1102). The loss in productive time for a depressed employee can be as much as 370% greater than employees not suffering from this disorder. This lost time causes a drop in productivity of the company, and contribute heavily to the $44 billion in costs previously mentioned, accounting for more than 25% of employer costs.
This loss of productivity is not limited to the ill individual. Depressed people are often affected with surly moods and stubbornly negative states of thought. The effect of these symptoms on the surrounding environment is described in Langlieb and Kahn: “Employees who are depressed at work have been shown to lower the morale of their coworkers, resulting in higher turnover and general discontent”(p. 1103). In my management experience, high turnover is costly, with each employee turned representing a cost of about three-to-five thousand dollars. The relative cost of presenteeism is captured in Carolyn Hirschman’s article in a 2004 issue of Employee Benefit News: “Joseph Marlowe, of Aon Consulting’s health and welfare practice, says, ‘If employers looked at the full picture, they’d definitely be putting much more attention on depression because the real cost is with presenteeism’”.
As depression’s frequency receives more attention, its effect on business and economy is coming under scrutiny. It has been shown to increase costs by elevating healthcare spending, causing employees to miss work, and even worse, reducing the productivity of the entire work environment. If employers wish to minimize these costs, they must first acknowledge and identify them in their own companies. The results of knowing and controlling these costs will benefit not only company profit margins, but the welfare of employees worldwide.
To start with, I would phrase the entire paper more like an argument, and less like an informational work. This might require some thesis tweaking. I would also include more content connection around the supporting data, as I think I have lots of good numbers, not enough opinions. Not lastly, I would certainly sculpt a more robust conclusive paragraph, the current one is weak. Also I need to correct APA style when citing secondary citations.
NOTE: Formatting was not preserved when copy-and-pasting from MS Word. Please forgive, thanks.
Ryan MacNamara
ENG102
WP#3
07/28/09
Dollars and Sense: The Cost of Depression in the Workplace
Drawing on a common emotional repertoire, everyone ‘has the blues’, or feels sad, from time to time. Depression is a mental disorder that often causes feelings far beyond this common response. This disorder is characterized by symptoms including extended periods of depressed mood, impaired concentration, loss of interest in daily activities, and chronic fatigue. These symptoms are especially detrimental to employee performance in the workplace. I learned this through personal experience, when, years after being diagnosed with recurring major depression in early 2000, I suffered a depressive episode in late 2006. Because of the symptoms of this disorder, I was not able to meet the duties of my job. The episode cost me my job, and cost my employer a normally productive employee. My experience, and my employer’s, is not a singularity. Employee depression is a widespread occurrence that incurs significant costs to employers in the form of increased healthcare costs, increased absenteeism, and lost productivity.
Depression’s presence in the workplace is universal. It is the most commonly occuring mental disorder, having been referred to as “the common cold of mental illness”(Worsnop, 1992). Its occurrence shows no discrimination among race or culture. Depression will affect approximately 1 in 10 people thoughout a lifetime (National Institute of Mental Health [NIMH], 2000), and while 1 in 10 people in the general world population will experience an episode of depression, 7 in 10 people participate in the world’s workforce, with this rate increasing to 9 in 10 in developed countries (Central Intelligence Agency [CIA], 2007). This indicates that almost 1 in 10 workers in the industrialized world will experience at least one episode of depression in their lifetimes’.
The financial burden on employers of depressed employees has increased over the past two decades. In 1990, employee depression costs were estimated at about $24 billion (Hirschman, 2004). Since that time, awareness of the disease has grown, and a proliferation of antidepression medications have been made available and aggressively advertised. Following this popularization of the disorder, an article in Managed Healthcare Executive reports an annual employer price tag of $44 billion, almost double that of 1990 (Edlin, 2006).
One way this cost manifests itself is through increased healthcare expenditures. These costs arise from employees seeking company-subsidized treatment for their illness, including visits to healthcare providers and prescribed medications. A review of published literature shows that depressed employees generate about twice the healthcare costs of workers not suffering from depression (Kirschstein, 2000). Langlieb and Kahn (2005), compared healthcare costs of depressed versus nondepressed employees. They found that depressed employees incurred about $3200 in a year, while employees not suffering from the disorder had annual costs around $1600.
Another major cost of employee depression comes from increased absence from work. When employees are unable to attend work due to illness, deadlines can go unmet, and resources spread thin as other employees compensate for the hole in the workforce. Depressed employees are more likely to miss work due to symptoms such as chronic fatigue and loss of interest in daily activities. The Pacific Bell company, a major provider of telephone services, discovered that employee depression accounted for 11% of all absences, while Hughes Electronics Corporation, another leading provider in the telecommunications industry, found that employee depression was the leading cause of absenteeism (Steffick, Fortney, Smith, & Pyne 2006). Edlin quotes Dan McCarthy, of the prominent healthcare management provider Magellan Health Services, as saying depressed employees “have three times more sick days” than healthy employees (p. 49). My personal experience confirms this. I was employed for four of the six months of my recent depressive episode. In that four months, I had three times more sick days than I had for the previous three years combined.
Another type of absence arises when employees take disability leave. Disability leave can cause an employee to be absent from work for days, weeks, or even months, and it represents a significant portion of depression-related absenteeism costs. Major depression is currently one of the top ten causes of worker disability worldwide, and affects depressed employees about twice as often as those without depression (Kirschstein, 2000). This trend is growing. By the year 2020, it will rise to the number two position on that list, according to the World Health Organization (Langlieb & Kahn, 2005).
It may be argued that absence due to depression is no more or less significant than cases of other major illnesses. This is not the case. Depression has been found to cause more missed work than traditional major physical illnesses. For example, Steffick et al., finds that “depression accounts for more days absent from work than hypertension and heart disease combined”. Another survey reported 26% of people “taking time off work for mental health reasons compared with 20% …. for physical illness” (p. 16). In addition, depressed employee disability leaves tend to be longer, averaging 40 days, than leaves for physical disorders, which average only 29 days. These statistics show that workplace depression presents far greater potential for for employees to miss work, resulting in higher costs for employers.
Finally, the leading cause of depression-related workplace costs, and the most insidious, occurs when depressed employees attend work. Depressed employees, who often suffer from apathy and impaired concentration, often get significantly less work done than their nondepressed coworkers. This is referred to as “presenteeism” (Edlin, 2006). A review of research by Langlieb and Kahn (2005) found that “depression was highly associated with work limitations in time management, interpersonal/mental functioning, and overall output” (p. 1102). The loss in productive time for a depressed employee can be as much as 370% greater than employees not suffering from this disorder. This lost time causes a drop in productivity of the company, and contribute heavily to the $44 billion in costs previously mentioned, accounting for more than 25% of employer costs.
This loss of productivity is not limited to the ill individual. Depressed people are often affected with surly moods and stubbornly negative states of thought. The effect of these symptoms on the surrounding environment is described in Langlieb and Kahn: “Employees who are depressed at work have been shown to lower the morale of their coworkers, resulting in higher turnover and general discontent”(p. 1103). In my management experience, high turnover is costly, with each employee turned representing a cost of about three-to-five thousand dollars. The relative cost of presenteeism is captured in Carolyn Hirschman’s article in a 2004 issue of Employee Benefit News: “Joseph Marlowe, of Aon Consulting’s health and welfare practice, says, ‘If employers looked at the full picture, they’d definitely be putting much more attention on depression because the real cost is with presenteeism’”.
As depression’s frequency receives more attention, its effect on business and economy is coming under scrutiny. It has been shown to increase costs by elevating healthcare spending, causing employees to miss work, and even worse, reducing the productivity of the entire work environment. If employers wish to minimize these costs, they must first acknowledge and identify them in their own companies. The results of knowing and controlling these costs will benefit not only company profit margins, but the welfare of employees worldwide.
Final WP#2 w/Revision Suggestions
I'm relatively happy with this revision of WP#2. As with WP#1, if I had more time I would have more firmly established my research question before composing this. After finishing this, I changed the focus of my research question, rendering some of these sources useless.
I also might have included some useful quotes or specific sections in the annotations, making for easier reference later on.
NOTE: Formatting was not retained when copy-and-pasting from MS Word. Please forgive, thanks.
Ryan MacNamara
ENG 102 – Rodrigo
WP#2 Final Revision
08/01/07
Employer Costs of Workplace Depression: A Review of Sources
Depression, along with phobia, is the most commonly occuring mental disorder among employed people (Sanderson, 2006). It effects 18.8 million Americans each ear, and has been predicted to become the second leading cause of worker disability by the year 2020. The associated costs pose a financial burden to employers not just in direct healthcare costs, but also in the form of absenteeism, disability leave, and lowered output while on the job (Langlieb, 2005).
The sources below will be synthesized into an argument for concrete measures that can reduce employer costs associated with depressive disorder.
Edlin, M. (2006, October). Depression can be a detriment to workplace
productivity. Managed Healthcare Executive, 16(10), 48-50. Retrieved
July 11, 2007, from Business Source Premier database.
This magazine article begins by stating the problem, in terms of lost production, with depression in the workplace. Based on secondary sources, it details some of the dollar amount losses attributed to depression-based absenteeism and presenteeism. It then describes a shift of focus in workplace treatment from traditional reactive methods to new managed care plans that take a proactive approach. The article presents the benefits of several specific provider programs that can be purchased by employers, such as the Aetna Depression Management program.
It mainly speaks to management and human resource personnel. The author’s perspective holds that employers’ views of mental health care must change if the expense of depression is to be minimized or reversed. Edlin cites some statistics that will be useful in my own argument. This source will not be used as much as some peer-reviewed journal articles I have found, as they will hold greater credibility with my audience.
Hirschman, C. (2004, December). Education, screening defang workplace
depression. Employee Benefit News, 18(15), 36-37. Retrieved July 11,
2007, from Business Source Premier database.
This magazine article is also directed towards company management and human resource departments. Hirschman lightly touches on the prevalance of depression and its effect of absenteeism and presenteeism on workplace productivity. The rest of the article presents screening and treatment suggestions for employers to implement. The article maintains its perspective on efficient programs that can also save companies money, and discusses cost-benefits of both medication and psychotherapy treatments.
Although the article presented me with a viewpoint on the issue, the information itself is not of much use in my own argument, with the exception of a small quote by Joseph Marlowe of Aon Consulting. This article, along with Edlin, must be used carefully because of its association with a commercial magazine that may have corporate interests high on its agenda.
Langlieb, A. Kahn, J. (2005). How much does quality mental health care
profit employers?. Journal of Occupational & Environmental Medicine,
47, 1099-1109.
This is a comprehensive peer-reviewed journal article that details prevalance of depression, its role in absenteeism and lost productivity, and cost-benefits of employer-provided health care. The article reviewed 103 different publications to establish support for its conclusions. The primary author is employed by Johns Hopkins School of Medicine, and the article was written for the American Psychiatric Association Committee on Business Relations.
The article is very useful to me because it focuses on how companies can increase profit through quality depression care. This will appeal to my audiences’ value of maintaining and maximizing corporate profit. It holds great credibility through its peer-reviewed status, as well as its analyses of many diverse sources.
National Institute of Mental Health. (2000). Depression (NIH Publication
No.00-3561). Retrieved July 12, 2007, from
http://www.nimh.nih.gov/publicat/depression.cfm#ptdep1
The document gives an overall description of depressive disorder. It includes sections on causes, symptoms, and treatment. It carries credibility as a government publication by an official mental health institute. This document will be cited in my argument to establish the general nature of depression. Unlike my other sources, it carries no correlation to specific applications in the workplace.
Sanderson, K., Andrews, G. (2006). Common mental disorders in the
workforce: recent findings from descriptive and social epidemiology.
Canadian Journal of Psychiatry, 51(2), 63-75. Retrieved July 12, 2007,
from Academic Search Search Premier database.
This article highlights the frequency of mental illness in the workplace and identifies its correllation with employee productivity. It finds that depressive disorders are the most common mental illness in the workplace, then briefly offers some words on reducing lost-productivity.
This article will contribute to my argument by establishing that depression is a commonly occuring illness in the workforce. It will also help establish that depressed employees present indirect costs to employers through reduced productivity. The article carries credibility as a peer-reviewed, fully notated publication by a psychiatric journal.
Steffick, D., Fortney, J., Smith, J., Pyne, J. (2006). Worksite disease
management programs for depression: potential employer benefits.
Disease Management & Health Outcomes, 14(1), 13-26.
Retrieved July 23, 2007, from Academic Search Premier database.
This article has brief sections on prevalance and effects of depression in the workplace, but focuses on employer implementation of health care management programs and other ways of coping with the issue. It cites specific examples of case studies in companies such as LL Bean and Ford Motor Company. It also focuses on measuring the cost-benefits of various programs to employers. The paper is a comprehensive and well-documented study.
It is a credible source from a peer-reviewed journal. Steffick is an assistant professor of psychiatry at the University of Arkansas, and carries a PhD in economics. Her viewpoint is more from a cost-benefit, rather than medical, standpoint. This source will appeal to my audience, who will be concerned more with profit than medical analyses.
Tanouye, E. (2001, June 13). Mental illness: a rising workplace cost --- one
form, depression, takes $70 billion toll annually; Bank One intervenes
early. Wall Street Journal. Retrieved July 24, 2007, from ProQuest
Newspapers database.
This article stresses depression’s indirect costs to employers, such as disability leave and presenteeism. It describes the specific case of Bank One’s effort to combat depression costs, using statistical support. It also contains a testimonial from the director of the company employee assistance program.
The article comes from a newspaper that is generally held in high esteem by my argument’s intended audience. Its review of Bank One’s situation will allow me to cite specific company cases in my own argument.
Wang, P., Patrick, A., Avorn, J., Azocar, F., Ludman, E., McCulloch, J., et al.
(2006). The costs and benefits of enhanced depression care to
employers. Archives of General Psychiatry, 63, 1345-1353.
This is a study of cost-effectiveness and cost-benefit of an enhanced depression care program implemented in the workplace. It uses a hypothetical group of 40-year old workers as a subject to estimate the costs and benefits from both a societal and an employer/purchaser standpoint.
Dr. Wang is employed by the National Institute of Mental Health, who funded this study. It is published in a peer-reviewed journal, and contains a full bibliography of all sources used.
My primary use of this study will be to cite numbers showing benefits of depression care programs to employers.
There is substantial research available that documents the high frequency and financial burdens of depressive disorders in the workplace. Less research exists that examines employer cost-benefits of implemented care programs. The lack of information in this area has contributed to a situation where employers lack data to make informed care purchasing decisions, and care providers are hesitant to invest in new programs without client demand.
I also might have included some useful quotes or specific sections in the annotations, making for easier reference later on.
NOTE: Formatting was not retained when copy-and-pasting from MS Word. Please forgive, thanks.
Ryan MacNamara
ENG 102 – Rodrigo
WP#2 Final Revision
08/01/07
Employer Costs of Workplace Depression: A Review of Sources
Depression, along with phobia, is the most commonly occuring mental disorder among employed people (Sanderson, 2006). It effects 18.8 million Americans each ear, and has been predicted to become the second leading cause of worker disability by the year 2020. The associated costs pose a financial burden to employers not just in direct healthcare costs, but also in the form of absenteeism, disability leave, and lowered output while on the job (Langlieb, 2005).
The sources below will be synthesized into an argument for concrete measures that can reduce employer costs associated with depressive disorder.
Edlin, M. (2006, October). Depression can be a detriment to workplace
productivity. Managed Healthcare Executive, 16(10), 48-50. Retrieved
July 11, 2007, from Business Source Premier database.
This magazine article begins by stating the problem, in terms of lost production, with depression in the workplace. Based on secondary sources, it details some of the dollar amount losses attributed to depression-based absenteeism and presenteeism. It then describes a shift of focus in workplace treatment from traditional reactive methods to new managed care plans that take a proactive approach. The article presents the benefits of several specific provider programs that can be purchased by employers, such as the Aetna Depression Management program.
It mainly speaks to management and human resource personnel. The author’s perspective holds that employers’ views of mental health care must change if the expense of depression is to be minimized or reversed. Edlin cites some statistics that will be useful in my own argument. This source will not be used as much as some peer-reviewed journal articles I have found, as they will hold greater credibility with my audience.
Hirschman, C. (2004, December). Education, screening defang workplace
depression. Employee Benefit News, 18(15), 36-37. Retrieved July 11,
2007, from Business Source Premier database.
This magazine article is also directed towards company management and human resource departments. Hirschman lightly touches on the prevalance of depression and its effect of absenteeism and presenteeism on workplace productivity. The rest of the article presents screening and treatment suggestions for employers to implement. The article maintains its perspective on efficient programs that can also save companies money, and discusses cost-benefits of both medication and psychotherapy treatments.
Although the article presented me with a viewpoint on the issue, the information itself is not of much use in my own argument, with the exception of a small quote by Joseph Marlowe of Aon Consulting. This article, along with Edlin, must be used carefully because of its association with a commercial magazine that may have corporate interests high on its agenda.
Langlieb, A. Kahn, J. (2005). How much does quality mental health care
profit employers?. Journal of Occupational & Environmental Medicine,
47, 1099-1109.
This is a comprehensive peer-reviewed journal article that details prevalance of depression, its role in absenteeism and lost productivity, and cost-benefits of employer-provided health care. The article reviewed 103 different publications to establish support for its conclusions. The primary author is employed by Johns Hopkins School of Medicine, and the article was written for the American Psychiatric Association Committee on Business Relations.
The article is very useful to me because it focuses on how companies can increase profit through quality depression care. This will appeal to my audiences’ value of maintaining and maximizing corporate profit. It holds great credibility through its peer-reviewed status, as well as its analyses of many diverse sources.
National Institute of Mental Health. (2000). Depression (NIH Publication
No.00-3561). Retrieved July 12, 2007, from
http://www.nimh.nih.gov/publicat/depression.cfm#ptdep1
The document gives an overall description of depressive disorder. It includes sections on causes, symptoms, and treatment. It carries credibility as a government publication by an official mental health institute. This document will be cited in my argument to establish the general nature of depression. Unlike my other sources, it carries no correlation to specific applications in the workplace.
Sanderson, K., Andrews, G. (2006). Common mental disorders in the
workforce: recent findings from descriptive and social epidemiology.
Canadian Journal of Psychiatry, 51(2), 63-75. Retrieved July 12, 2007,
from Academic Search Search Premier database.
This article highlights the frequency of mental illness in the workplace and identifies its correllation with employee productivity. It finds that depressive disorders are the most common mental illness in the workplace, then briefly offers some words on reducing lost-productivity.
This article will contribute to my argument by establishing that depression is a commonly occuring illness in the workforce. It will also help establish that depressed employees present indirect costs to employers through reduced productivity. The article carries credibility as a peer-reviewed, fully notated publication by a psychiatric journal.
Steffick, D., Fortney, J., Smith, J., Pyne, J. (2006). Worksite disease
management programs for depression: potential employer benefits.
Disease Management & Health Outcomes, 14(1), 13-26.
Retrieved July 23, 2007, from Academic Search Premier database.
This article has brief sections on prevalance and effects of depression in the workplace, but focuses on employer implementation of health care management programs and other ways of coping with the issue. It cites specific examples of case studies in companies such as LL Bean and Ford Motor Company. It also focuses on measuring the cost-benefits of various programs to employers. The paper is a comprehensive and well-documented study.
It is a credible source from a peer-reviewed journal. Steffick is an assistant professor of psychiatry at the University of Arkansas, and carries a PhD in economics. Her viewpoint is more from a cost-benefit, rather than medical, standpoint. This source will appeal to my audience, who will be concerned more with profit than medical analyses.
Tanouye, E. (2001, June 13). Mental illness: a rising workplace cost --- one
form, depression, takes $70 billion toll annually; Bank One intervenes
early. Wall Street Journal. Retrieved July 24, 2007, from ProQuest
Newspapers database.
This article stresses depression’s indirect costs to employers, such as disability leave and presenteeism. It describes the specific case of Bank One’s effort to combat depression costs, using statistical support. It also contains a testimonial from the director of the company employee assistance program.
The article comes from a newspaper that is generally held in high esteem by my argument’s intended audience. Its review of Bank One’s situation will allow me to cite specific company cases in my own argument.
Wang, P., Patrick, A., Avorn, J., Azocar, F., Ludman, E., McCulloch, J., et al.
(2006). The costs and benefits of enhanced depression care to
employers. Archives of General Psychiatry, 63, 1345-1353.
This is a study of cost-effectiveness and cost-benefit of an enhanced depression care program implemented in the workplace. It uses a hypothetical group of 40-year old workers as a subject to estimate the costs and benefits from both a societal and an employer/purchaser standpoint.
Dr. Wang is employed by the National Institute of Mental Health, who funded this study. It is published in a peer-reviewed journal, and contains a full bibliography of all sources used.
My primary use of this study will be to cite numbers showing benefits of depression care programs to employers.
There is substantial research available that documents the high frequency and financial burdens of depressive disorders in the workplace. Less research exists that examines employer cost-benefits of implemented care programs. The lack of information in this area has contributed to a situation where employers lack data to make informed care purchasing decisions, and care providers are hesitant to invest in new programs without client demand.
Final WP#1 w/Revision Suggestions
If I had time to revise and resubmit this paper, I would maintain my focus on the main ideas, cutting out unsupported material. For example, I would remove the effects on consumers in the first paragraph, and also the references to an academic audience in the third paragraph. This would make for a more focused proposal.
I would also make sure that I was more set on my research question, as it changed quite a bit between this and WP#3. I could have saved myself LOADS of research time had I sufficiently focused the question beforehand.
Ryan MacNamara
ENG102 - Summer 2
WP#1 Final Draft
07/14/07
Depression is a mental disorder that goes far beyond the natural human feeling of sadness. All humans feel sad from time to time as part of our natural emotional repertoire. Depression, however, is a medical disorder with its root cause in imbalanced chemicals in the brain. It is characterized by extended periods of hopelessness and other severe negative thoughts. Depression will effect about 1 in 10 people, and has been referred to as “the common cold of mental illness”*. When someone in our workforce catches a cold or is otherwise physically sick, they get less work done, are late for work, or possibly miss work altogether. Their overall productivity is lessened, and money may need to be spent for treatment. Depression is no different. With the frequency of depressive incidents being reported, large amounts of money are being lost to reduced productivity in the workplace. As consumers, we know that when companies lose money, we tend to pay higher prices for products and services. Therefore, this money lost not only effects business, but consumers as well. How can the effect of depression in the workplace be minimized?
In early 2000, a university psychiatrist diagnosed me as suffering from “major recurring depression”. Although the frequency of this disorder may be on par with the common cold, its severity can be much more devastating. I recovered after following a year of prescribed treatment, and didn’t have another episode until late 2006. This time I did not seek treatment, and ended up losing my job because of multiple mental health related absences..If this happened to me, it is happening to many other people in the working world. I’ve talked with family members and friends who have voiced similar concerns about their mood (whether disordered or not) effecting their work. From my experience with the disorder, I know that while not completely preventable, its impact in the workplace can be minimized. My research project will identify and explore how this can be done.
The research project will be directed towards members of the world’s workforce, and to a limited extent, the academic community. A prime audience target is those in decision-making positions for organizations, companies and corporations. After spending 3 years in retail management, I know this information will be valuable to middle management by helping them cut down the incidence of absenteeism and low productivity due to this debilitating disorder. When workers miss work or have decreased output, workers suffer, management suffers, and consumers suffer. Workers want to be at work to get paid, management wants work to get done, and consumers want to be able to buy products and services at reasonable prices. This research will also benefit students by helping them avoid missed schoolwork because of the disorder.
Researching and writing this project is an opportunity to take a personal experience and turn it into information that can be directly helpful to many people. The knowledge that one or many people will be able to avoid what happened to me is a motivating factor for me as a researcher and as a writer. Research will come from both primary and secondary sources. Primary sources will include the experiences of myself, a practicing psychologist, and a human resources manager for a publicly-owned, nationwide company. Secondary sources will primarily be academic and popular journals found using databases such as PsychINFO and PubMed. All research sources will be evaluated for accuracy and credibility. The initial research phase will be complete within 2 weeks, with 1 week devoted to drafting and revision.
I would also make sure that I was more set on my research question, as it changed quite a bit between this and WP#3. I could have saved myself LOADS of research time had I sufficiently focused the question beforehand.
Ryan MacNamara
ENG102 - Summer 2
WP#1 Final Draft
07/14/07
Depression is a mental disorder that goes far beyond the natural human feeling of sadness. All humans feel sad from time to time as part of our natural emotional repertoire. Depression, however, is a medical disorder with its root cause in imbalanced chemicals in the brain. It is characterized by extended periods of hopelessness and other severe negative thoughts. Depression will effect about 1 in 10 people, and has been referred to as “the common cold of mental illness”*. When someone in our workforce catches a cold or is otherwise physically sick, they get less work done, are late for work, or possibly miss work altogether. Their overall productivity is lessened, and money may need to be spent for treatment. Depression is no different. With the frequency of depressive incidents being reported, large amounts of money are being lost to reduced productivity in the workplace. As consumers, we know that when companies lose money, we tend to pay higher prices for products and services. Therefore, this money lost not only effects business, but consumers as well. How can the effect of depression in the workplace be minimized?
In early 2000, a university psychiatrist diagnosed me as suffering from “major recurring depression”. Although the frequency of this disorder may be on par with the common cold, its severity can be much more devastating. I recovered after following a year of prescribed treatment, and didn’t have another episode until late 2006. This time I did not seek treatment, and ended up losing my job because of multiple mental health related absences..If this happened to me, it is happening to many other people in the working world. I’ve talked with family members and friends who have voiced similar concerns about their mood (whether disordered or not) effecting their work. From my experience with the disorder, I know that while not completely preventable, its impact in the workplace can be minimized. My research project will identify and explore how this can be done.
The research project will be directed towards members of the world’s workforce, and to a limited extent, the academic community. A prime audience target is those in decision-making positions for organizations, companies and corporations. After spending 3 years in retail management, I know this information will be valuable to middle management by helping them cut down the incidence of absenteeism and low productivity due to this debilitating disorder. When workers miss work or have decreased output, workers suffer, management suffers, and consumers suffer. Workers want to be at work to get paid, management wants work to get done, and consumers want to be able to buy products and services at reasonable prices. This research will also benefit students by helping them avoid missed schoolwork because of the disorder.
Researching and writing this project is an opportunity to take a personal experience and turn it into information that can be directly helpful to many people. The knowledge that one or many people will be able to avoid what happened to me is a motivating factor for me as a researcher and as a writer. Research will come from both primary and secondary sources. Primary sources will include the experiences of myself, a practicing psychologist, and a human resources manager for a publicly-owned, nationwide company. Secondary sources will primarily be academic and popular journals found using databases such as PsychINFO and PubMed. All research sources will be evaluated for accuracy and credibility. The initial research phase will be complete within 2 weeks, with 1 week devoted to drafting and revision.
D#10, HW#1 - Reading Reflection
The Wadsworth reading was useful in reminding me of the components of well-written paragraphs, such as cohesion and organization. Something in particular I will be paying attention to are transitions within, and between, paragraphs. I have found that to be a past weak point in my work. Chapter 7 reminded me that this is an argumentative paper, and should be stated as such. I need to revisit my thesis and be sure it is making an assertion. Much of the information in this chapter is similar to argumentative speech making, such as organizational methods. The website reading was mostly redundant with previous exercises on paraphrasing, etc.
D#9, HW#7 - Deadline Reflection
In this deadline, I began forming my argument based on the Toulmin model. My introduction to Toulmin came in our readings, and I later applied some of the theories in the textbook exercises (D#9,HW#5). I then drafted an outline based on Toulminian organization (HW#6). This required utilization of course competency 2. I have never used the Toulmin method before. Although I think it is useful to identify one's warrants, and evaluate one's reasoning process, I prefer to outline my work using traditional methods.
I also took a reflective look at WP#2. I identified strengths (source selection representing multiple perspectives, document formatting) and weaknesses(need more specific annotations) of my own writing, which used course competency 8.
I also took a reflective look at WP#2. I identified strengths (source selection representing multiple perspectives, document formatting) and weaknesses(need more specific annotations) of my own writing, which used course competency 8.
D#9, HW#6 - Toulmin Outline
Thesis: Employee depression causes significant costs for employers.
Reason 1: Increased absenteeism raises costs for employers.
Warrant: Depressed employees have higher rates of absenteeism.
Backing: Depressed employees take more sick days and use more
disability leave time.
Evidence#1: One study estimates that it is 2.5 times more likely for a
depressed employee to call in sick than a non-depressed one.
(Langlieb, 2005)
Evidence#2: Major depression is the world's leading cause of worker
disability leave (Kirschstein, 2000).
Objection: Disability leave due to depression causes no more time lost
than disability from physical illness.
Rebuttal: Because mental disorders start earlier in life, and are more
persistent than physical maladies, they tend to result in
longer periods of leave (Kirschstein, 2000).
Reason 2: Lost productivity while at work raises costs for employers.
Warrant: Depressed employees cause lost productivity on the job.
Backing: Depression is a disabling illness that impairs employees' ability
to function.
Evidence#1: In an analysis of one prominent study, it was revealed that
depressed individuals had "significantly more days with
decreased productivity at work .... than those without
depression"(Steffick, 2006).
Evidence#2: Another study reports that depressed employees had over
three times more unproductive time at work than
nondepressed individuals (Langlieb, 2005).
Reason 1: Increased absenteeism raises costs for employers.
Warrant: Depressed employees have higher rates of absenteeism.
Backing: Depressed employees take more sick days and use more
disability leave time.
Evidence#1: One study estimates that it is 2.5 times more likely for a
depressed employee to call in sick than a non-depressed one.
(Langlieb, 2005)
Evidence#2: Major depression is the world's leading cause of worker
disability leave (Kirschstein, 2000).
Objection: Disability leave due to depression causes no more time lost
than disability from physical illness.
Rebuttal: Because mental disorders start earlier in life, and are more
persistent than physical maladies, they tend to result in
longer periods of leave (Kirschstein, 2000).
Reason 2: Lost productivity while at work raises costs for employers.
Warrant: Depressed employees cause lost productivity on the job.
Backing: Depression is a disabling illness that impairs employees' ability
to function.
Evidence#1: In an analysis of one prominent study, it was revealed that
depressed individuals had "significantly more days with
decreased productivity at work .... than those without
depression"(Steffick, 2006).
Evidence#2: Another study reports that depressed employees had over
three times more unproductive time at work than
nondepressed individuals (Langlieb, 2005).
Friday, August 3, 2007
D#9, HW#4, Annotated Bibliography
Edlin, M. (2006, October). Depression can be a detriment to workplace
productivity. Managed Healthcare Executive, 16(10), 48-50. Retrieved
July 11, 2007, from Business Source Premier database.
This magazine article begins by stating the problem, in terms of lost production, with depression in the workplace. Based on secondary sources, it details some of the dollar amount losses attributed to depression-based absenteeism and presenteeism. It then describes a shift of focus in workplace treatment from traditional reactive methods to new managed care plans that take a proactive approach. The article presents the benefits of several specific provider programs that can be purchased by employers, such as the Aetna Depression Management program. It mainly speaks to management and human resource personnel. The author’s perspective holds that employers’ views of mental health care must change if the expense of depression is to be minimized or reversed. Edlin cites some statistics that will be useful in my own argument. This source will not be used as much as some peer-reviewed journal articles I have found, as they will hold greater credibility with my audience.
Hirschman, C. (2004, December). Education, screening defang workplace
depression. Employee Benefit News, 18(15), 36-37. Retrieved July 11,
2007, from Business Source Premier database.
This magazine article is also directed towards company management and human resource departments. Hirschman lightly touches on the prevalance of depression and its effect of absenteeism and presenteeism on workplace productivity. The rest of the article presents screening and treatment suggestions for employers to implement. The article maintains its perspective on efficient programs that can also save companies money, and discusses cost-benefits of both medication and psychotherapy treatments. Although the article presented me with a viewpoint on the issue, the information itself is not of much use in my own argument, with the exception of a small quote by Joseph Marlowe of Aon Consulting. This article, along with Edlin, must be used carefully because of its association with a commercial magazine that may have corporate interests high on its agenda.
Langlieb, A. Kahn, J. (2005). How much does quality mental health care
profit employers?. Journal of Occupational & Environmental Medicine,
47, 1099-1109.
This is a comprehensive peer-reviewed journal article that details prevalance of depression, its role in absenteeism and lost productivity, and cost-benefits of employer-provided health care. The article reviewed 103 different publications to establish support for its conclusions. The primary author is employed by Johns Hopkins School of Medicine, and the article was written for the American Psychiatric Association Committee on Business Relations. The article is very useful to me because it focuses on how companies can increase profit through quality depression care. This will appeal to my audiences’ value of maintaining and maximizing corporate profit. It holds great credibility through its peer-reviewed status, as well as its analyses of many diverse sources.
productivity. Managed Healthcare Executive, 16(10), 48-50. Retrieved
July 11, 2007, from Business Source Premier database.
This magazine article begins by stating the problem, in terms of lost production, with depression in the workplace. Based on secondary sources, it details some of the dollar amount losses attributed to depression-based absenteeism and presenteeism. It then describes a shift of focus in workplace treatment from traditional reactive methods to new managed care plans that take a proactive approach. The article presents the benefits of several specific provider programs that can be purchased by employers, such as the Aetna Depression Management program. It mainly speaks to management and human resource personnel. The author’s perspective holds that employers’ views of mental health care must change if the expense of depression is to be minimized or reversed. Edlin cites some statistics that will be useful in my own argument. This source will not be used as much as some peer-reviewed journal articles I have found, as they will hold greater credibility with my audience.
Hirschman, C. (2004, December). Education, screening defang workplace
depression. Employee Benefit News, 18(15), 36-37. Retrieved July 11,
2007, from Business Source Premier database.
This magazine article is also directed towards company management and human resource departments. Hirschman lightly touches on the prevalance of depression and its effect of absenteeism and presenteeism on workplace productivity. The rest of the article presents screening and treatment suggestions for employers to implement. The article maintains its perspective on efficient programs that can also save companies money, and discusses cost-benefits of both medication and psychotherapy treatments. Although the article presented me with a viewpoint on the issue, the information itself is not of much use in my own argument, with the exception of a small quote by Joseph Marlowe of Aon Consulting. This article, along with Edlin, must be used carefully because of its association with a commercial magazine that may have corporate interests high on its agenda.
Langlieb, A. Kahn, J. (2005). How much does quality mental health care
profit employers?. Journal of Occupational & Environmental Medicine,
47, 1099-1109.
This is a comprehensive peer-reviewed journal article that details prevalance of depression, its role in absenteeism and lost productivity, and cost-benefits of employer-provided health care. The article reviewed 103 different publications to establish support for its conclusions. The primary author is employed by Johns Hopkins School of Medicine, and the article was written for the American Psychiatric Association Committee on Business Relations. The article is very useful to me because it focuses on how companies can increase profit through quality depression care. This will appeal to my audiences’ value of maintaining and maximizing corporate profit. It holds great credibility through its peer-reviewed status, as well as its analyses of many diverse sources.
D#9, HW#3 - Writing Project Reflection
The first task in completing WP#2 was orienting myself with the search technology. I was a virgin to scholarly databases, and needed some time to acclimate myself to the digital tools. Next, I formed some key search words that I thought would yield the results I was looking for. Over the course of evaluating numerous documents, these search words evolved, as I used obtained sources to generate new keywords and modify existing ones. After collecting my sources, the process of notation began. I read and reviewed each source three times, once with no marking, then with a highlighter, and finally with a ballpoint pen. Once notes were made, I wrote annotations for each source, which I subsequently revised. With this done, the final steps were to type an APA citation for each entry, format the document, and do a final proofreading.
Next time I construct a project of this sort, I will more carefully screen my sources, in the interest of streamlining my research time. Otherwise, I will take similar steps to a completion.
I am most proud of the selection of sources I included, and the formatting of the document. The source was well-rounded, including respected newspapers and magazines in tandem with peer reviewed journal articles. I used font and format to clothe the document with a pleasing aesthetic. I am most concerned with the specificity of my annotations, and to address this I included specific examples from the articles. If I had more time, I would continue to craft my annotations into whirlpools of persuasive prose.
Reports from turnitin.com were unavailable for this project.
My main self-working points in this project were effective selection of sources based on intended purpose and audience, construction of comprehensive, yet concise, annotations, and proper usage of APA style citation. I succeeded in improving all of those skills. The main educational goal of WP#3 will be to construct a persuasive argument.
So far, this project has involved using all except the eighth course compentency. The use of these course competencies can be inferred from my process described above. I view this project as a successful paper. My goal on future projects is to address as many of these competencies as possible.
Next time I construct a project of this sort, I will more carefully screen my sources, in the interest of streamlining my research time. Otherwise, I will take similar steps to a completion.
I am most proud of the selection of sources I included, and the formatting of the document. The source was well-rounded, including respected newspapers and magazines in tandem with peer reviewed journal articles. I used font and format to clothe the document with a pleasing aesthetic. I am most concerned with the specificity of my annotations, and to address this I included specific examples from the articles. If I had more time, I would continue to craft my annotations into whirlpools of persuasive prose.
Reports from turnitin.com were unavailable for this project.
My main self-working points in this project were effective selection of sources based on intended purpose and audience, construction of comprehensive, yet concise, annotations, and proper usage of APA style citation. I succeeded in improving all of those skills. The main educational goal of WP#3 will be to construct a persuasive argument.
So far, this project has involved using all except the eighth course compentency. The use of these course competencies can be inferred from my process described above. I view this project as a successful paper. My goal on future projects is to address as many of these competencies as possible.
D#9, HW#1 - Reading Reflection
The readings in this deadline have helped me to begin mapping out my argument. The textbook reading, and such exercises as the audience and source analyses, helped me keep in mind that I was not only laying out an argument, but laying out an argument for a specific audience, with a specific purpose. The paradigm reading got me thinking about what form my argument will take. Finally, the Toulmin theory is one I have never encountered before. I find it interesting, although it seems that elements of his theory have been present in all my post-secondary education classes. Once again, as with many of the readings, it puts a name and formal structure to ideas I already hold and use. Also a comment on the readings in general, they most serve to stimulate my thinking on a subject in one direction or another. They tend to be a welcome "jump-start".
D#9, HW#5 - 4 Exercises
ADDRESSING AUDIENCE WANTS AND NEEDS
------------------------------------------------------------------
My primary audience is management and human resource personnel in decision-making positions with regard to mental health care in the workplace. An implicit audience is my instructor.
The main explicit audience values company profit above all else. This includes providing a healthy work atmosphere that is conduce to profit. My instructor values the educational development of my writing processes, including recognizing rhetorical situations and critical thinking.
The primary audience will be expecting hard numbers as evidence of my arguments. They will also value examinations of specific documented cases of the situations of other companies. This will provide them with a reference with which to gauge their own situations. This evidence is available from my current library research sources. My instructor will expect evidence my writing development in the construction of my argument, diction, and response to rhetorical situation.
While costs of depression in the workplace have been slowly gaining more attention, many employers are still unaware of the magnitude of these costs. I have no idea of my instructor's opinion as to my writing development, so I will include as much evidence as possible.
DEVELOPING EVALUATION CRITERIA
------------------------------------------------------
My primary audience is management and human resource personnel in decision-making positions with regard to mental health care in the workplace. An implicit audience is my instructor. The primary audience wants to know how depression is effecting their bottom line, while my instructor wants to know how my writing proficiency is progressing.
The purpose of the research project is to bring to employers' attention the significant costs of depression in their employee bodies. To achieve this, I must show that depression in employees creates financial costs. Another purpose is to demonstrate my writing proficiency to my instructor. To fulfill this purpose, I have to convey a coherent, concise, effective researched argument.
This is a very contemporary issue of the mental health industry. New research and perspectives are being developed every year. Because of this, it is important that I include recent studies and information to persuade my audiences.
My research question has narrowed considerably. It began as "How can the effect of depression in the workplace be minimized?", then narrowed to "How can employers minimize costs of depression?", finally ending up (very recently) at "Does employee depression create significant costs for employers?". The narrower research question is actually easier to answer concisely, as I need to include a smaller amount of my broader research relevant to the previous questions. Discussions of cost-benefits for specific treatment methods are now tangentially relevant.
Some orientation information such as the general nature of depression, its frequency, and why its symptoms are costly must be included to set the situation for the paper.
Although cost-benefits of specific treatment methods are interesting, I have decided to eliminate them from the scope of the paper.
EVALUATING TYPES OF RESOURCES
------------------------------------------------------
My audience would find this to be a reliable source, as it is a recent peer-reviewed article in a reputable journal of a relevant industry. Information essential to the audience is included in the bibliographic citation, however, including the author's association with Johns Hopkins would probably increase credibility. All information needed to relocate the exact source is included in the reference citation. This source provides support for some of my central points, and my rhetorical situation demands that I incorporate it into my project.
CLUSTERING
-------------------
------------------------------------------------------------------
My primary audience is management and human resource personnel in decision-making positions with regard to mental health care in the workplace. An implicit audience is my instructor.
The main explicit audience values company profit above all else. This includes providing a healthy work atmosphere that is conduce to profit. My instructor values the educational development of my writing processes, including recognizing rhetorical situations and critical thinking.
The primary audience will be expecting hard numbers as evidence of my arguments. They will also value examinations of specific documented cases of the situations of other companies. This will provide them with a reference with which to gauge their own situations. This evidence is available from my current library research sources. My instructor will expect evidence my writing development in the construction of my argument, diction, and response to rhetorical situation.
While costs of depression in the workplace have been slowly gaining more attention, many employers are still unaware of the magnitude of these costs. I have no idea of my instructor's opinion as to my writing development, so I will include as much evidence as possible.
DEVELOPING EVALUATION CRITERIA
------------------------------------------------------
My primary audience is management and human resource personnel in decision-making positions with regard to mental health care in the workplace. An implicit audience is my instructor. The primary audience wants to know how depression is effecting their bottom line, while my instructor wants to know how my writing proficiency is progressing.
The purpose of the research project is to bring to employers' attention the significant costs of depression in their employee bodies. To achieve this, I must show that depression in employees creates financial costs. Another purpose is to demonstrate my writing proficiency to my instructor. To fulfill this purpose, I have to convey a coherent, concise, effective researched argument.
This is a very contemporary issue of the mental health industry. New research and perspectives are being developed every year. Because of this, it is important that I include recent studies and information to persuade my audiences.
My research question has narrowed considerably. It began as "How can the effect of depression in the workplace be minimized?", then narrowed to "How can employers minimize costs of depression?", finally ending up (very recently) at "Does employee depression create significant costs for employers?". The narrower research question is actually easier to answer concisely, as I need to include a smaller amount of my broader research relevant to the previous questions. Discussions of cost-benefits for specific treatment methods are now tangentially relevant.
Some orientation information such as the general nature of depression, its frequency, and why its symptoms are costly must be included to set the situation for the paper.
Although cost-benefits of specific treatment methods are interesting, I have decided to eliminate them from the scope of the paper.
EVALUATING TYPES OF RESOURCES
------------------------------------------------------
My audience would find this to be a reliable source, as it is a recent peer-reviewed article in a reputable journal of a relevant industry. Information essential to the audience is included in the bibliographic citation, however, including the author's association with Johns Hopkins would probably increase credibility. All information needed to relocate the exact source is included in the reference citation. This source provides support for some of my central points, and my rhetorical situation demands that I incorporate it into my project.
CLUSTERING
-------------------
D#8, HW#5 - Deadline Reflection
This deadline was all about beginning to form my argument, including thesis, warrants, and counterpoints. This deadline most heavily connected with course competencies 2 and 5. I began organizing and structuring my argument by generating and examining a central idea from multiple angles. To do this, I brought together my notes on the research sources I have gathered through previous deadlines. In this deadline, I decided where evidence from certain sources would fall within my argument, and structured a rough outline based on that information.
D#8, HW#3 - 5 Exercises
WHAT IS MY RHETORICAL SITUATION?
--------------------------------------------------------
What can employers do to reduce direct and indirect costs of depression in the workplace?
My primary purpose in researching and writing about this issue is to bring attention to ways of reducing employer costs of depression in the workforce. A secondary purpose is to change the attitude employers may have towards this issue, arousing interest in cost-beneficial depression care that can increase the productivity of their workforce.
My main audience is company management and human resource personnel, as these are the people responsible for decision making in work-related mental health care. Another audience, this one implicit, is employees who have, are, or will experience a depressive disorder in the workplace. Finally, my third intended audience is my instructor.
My original interest in researching and writing on this topic stemmed from my own experience with depressive disorder, and how it related to my employment. At the time, I had little information on the issue, and did not choose effective ways to deal with it. Because of those experiences, I feel it is important that this issue is addressed, and effective methods of dealing with it are brought to the forefront of the business/mental health communities.
GENERATING RESPONSES TO MY RESEARCH QUESTION
-----------------------------------------------------------------------------------
What can employers do to reduce direct and indirect costs of depression in the workplace?
- Direct costs can be reduced by not offering or reducing mental health care
benefits.
- Indirect costs, absenteeism, can be addressed by firing people who don't show up
for work.
- Indirect costs, such as presenteeism, can be addressed by keeping logs of worker
activity, and disciplining those with low productivity.
- Employers can raise employee awareness and education of depression by
implementing risk reduction programs and campaigns.
- Employers can reduce absenteeism and presenteeism by purchasing and
implementing managed health care programs tailored for depression.
- Employers can implement EAP, or employee assistance programs, and encourage depressed employees to use them for guidance.
NARROWED LIST:
- Employers can raise employee awareness and education of depression by
implementing risk reduction programs and campaigns.
- Employers can reduce absenteeism and presenteeism by purchasing and
implementing managed health care programs tailored for depression.
- Employers can implement EAP, or employee assistance programs, and encourage depressed employees to use them for guidance.
NOTE: I've just been struck by inspiration. Instead of focusing the project on how employers can combat the costs of depression, a more concise paper could arise from simply arguing that depression DOES pose significant costs to employers. From here on, this change of focus will apply.
DRAFTING A THESIS STATEMENT
------------------------------------------------
Research Question: Does depression disorder pose a financial burden to employers?
Precise Claim: Depression disorder incurs significant costs to employers.
Reasons/Blueprint: Depressed employees use more health care benefits, such as
prescription plans.
Depressed employees have higher rates of bsenteeism and
disability leave.
Depressed employees have higher rates of lost productivity while on the job.
Thesis statement: Depression disorder incurs significant costs to employers through higher rates of absenteeism and presenteeism, and increased health care bills.
UNDERSTANDING MY WARRANTS
-------------------------------------------------
Claim: Depressed employees incur significant costs to employers.
Reason: Depressed employees have higher rates of absenteeism and disability
leave.
Warrant: Absenteeism and disability leave incur significant costs to employers.
1. The warrant includes a section from both the claim and the reason.
2. The warrant may need further specificity for certain audiences to connect the
reason to the claim.
3. My intended audience will undeniably agree with my warrant, because any
management or human resource personnel will agree that high absenteeism
and disability leave causes increased costs.
DEVELOPING REBUTTALS
--------------------------------------
Alternative perspectives:
-Depression does not cause significant increases in absenteeism.
-Depression does not cause significant increases in lost productivity
'on the job'.
Rebuttal: While a higher rate of absenteeism is associated with depressed employees, presenteeism has been shown to be an even greater cost to employers. After analyzing absenteeism data, Pacific Bell company found depression accounted for 11% of all absences, while Hughes Electronics found it to be the number one cause of absenteeism among employees (Steffick, 2006). One study of depressed American employees showed not only a three-fold increase in lost productive time, but that 82% of that productive time was lost while present at work, rather than absent(Langlieb, 2005).
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What can employers do to reduce direct and indirect costs of depression in the workplace?
My primary purpose in researching and writing about this issue is to bring attention to ways of reducing employer costs of depression in the workforce. A secondary purpose is to change the attitude employers may have towards this issue, arousing interest in cost-beneficial depression care that can increase the productivity of their workforce.
My main audience is company management and human resource personnel, as these are the people responsible for decision making in work-related mental health care. Another audience, this one implicit, is employees who have, are, or will experience a depressive disorder in the workplace. Finally, my third intended audience is my instructor.
My original interest in researching and writing on this topic stemmed from my own experience with depressive disorder, and how it related to my employment. At the time, I had little information on the issue, and did not choose effective ways to deal with it. Because of those experiences, I feel it is important that this issue is addressed, and effective methods of dealing with it are brought to the forefront of the business/mental health communities.
GENERATING RESPONSES TO MY RESEARCH QUESTION
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What can employers do to reduce direct and indirect costs of depression in the workplace?
- Direct costs can be reduced by not offering or reducing mental health care
benefits.
- Indirect costs, absenteeism, can be addressed by firing people who don't show up
for work.
- Indirect costs, such as presenteeism, can be addressed by keeping logs of worker
activity, and disciplining those with low productivity.
- Employers can raise employee awareness and education of depression by
implementing risk reduction programs and campaigns.
- Employers can reduce absenteeism and presenteeism by purchasing and
implementing managed health care programs tailored for depression.
- Employers can implement EAP, or employee assistance programs, and encourage depressed employees to use them for guidance.
NARROWED LIST:
- Employers can raise employee awareness and education of depression by
implementing risk reduction programs and campaigns.
- Employers can reduce absenteeism and presenteeism by purchasing and
implementing managed health care programs tailored for depression.
- Employers can implement EAP, or employee assistance programs, and encourage depressed employees to use them for guidance.
NOTE: I've just been struck by inspiration. Instead of focusing the project on how employers can combat the costs of depression, a more concise paper could arise from simply arguing that depression DOES pose significant costs to employers. From here on, this change of focus will apply.
DRAFTING A THESIS STATEMENT
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Research Question: Does depression disorder pose a financial burden to employers?
Precise Claim: Depression disorder incurs significant costs to employers.
Reasons/Blueprint: Depressed employees use more health care benefits, such as
prescription plans.
Depressed employees have higher rates of bsenteeism and
disability leave.
Depressed employees have higher rates of lost productivity while on the job.
Thesis statement: Depression disorder incurs significant costs to employers through higher rates of absenteeism and presenteeism, and increased health care bills.
UNDERSTANDING MY WARRANTS
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Claim: Depressed employees incur significant costs to employers.
Reason: Depressed employees have higher rates of absenteeism and disability
leave.
Warrant: Absenteeism and disability leave incur significant costs to employers.
1. The warrant includes a section from both the claim and the reason.
2. The warrant may need further specificity for certain audiences to connect the
reason to the claim.
3. My intended audience will undeniably agree with my warrant, because any
management or human resource personnel will agree that high absenteeism
and disability leave causes increased costs.
DEVELOPING REBUTTALS
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Alternative perspectives:
-Depression does not cause significant increases in absenteeism.
-Depression does not cause significant increases in lost productivity
'on the job'.
Rebuttal: While a higher rate of absenteeism is associated with depressed employees, presenteeism has been shown to be an even greater cost to employers. After analyzing absenteeism data, Pacific Bell company found depression accounted for 11% of all absences, while Hughes Electronics found it to be the number one cause of absenteeism among employees (Steffick, 2006). One study of depressed American employees showed not only a three-fold increase in lost productive time, but that 82% of that productive time was lost while present at work, rather than absent(Langlieb, 2005).
Tuesday, July 24, 2007
Sunday, July 22, 2007
D#7, HW#6 - Deadline Reflection
While drafting WP#2 and constructing my annotated bibliography for this deadline, I found my original research purpose focus even further. I am now taking a scrutinizing eye to a specific method of responding to depression in the workplace, specifically employee assistance programs, or EAP's.
I had the chance to use some of the suggestions from Wadsworth's chapter on document formatting to strengthen the presentation of WP#2. I will attempt to expand on some of these techniques when I draft and revise WP#3.
Drafting and revising WP#2 most directly connected with course competencies 4, 5, and 6. It required me to search and select sources based on criteria of credibility and quality of information. I then had to correctly cite those sources using accepted methods, i.e. APA-style. Summarizing and paraphrasing skills were also called upon to complete this writing project.
I had the chance to use some of the suggestions from Wadsworth's chapter on document formatting to strengthen the presentation of WP#2. I will attempt to expand on some of these techniques when I draft and revise WP#3.
Drafting and revising WP#2 most directly connected with course competencies 4, 5, and 6. It required me to search and select sources based on criteria of credibility and quality of information. I then had to correctly cite those sources using accepted methods, i.e. APA-style. Summarizing and paraphrasing skills were also called upon to complete this writing project.
D#7, HW#3 - Document Design Reflection
One aspect of the formatting described in chapter 11 was typographical emphasis. I applied this to my draft of WP#2 before submitting my final draft. I used bold typeface to offset my bibliographical entries, separating them from the annotations. I think this created a document that was overall easier to read.
D#7, HW#2 - Annotated Bibliography
World Health Organization, International Labour Organization. (2000). Mental health and work: impact, issues, and good practices. Geneva. World Health Organization.
This work was found by searching the bibliography of another of my sources (Sanderson, K.). It is an extensive work on the issue, covering everything from the "scope of the problem" to specific practices and hypothetical scenarios for the benefit of mental health in the workplace. This source comes from a hugely reputable organization. It will be very useful, as long as I can concisely condense the appropriate information.
Steffick, D., Fortney, J., Smith, J., Pyne, J., (2006). Worksite disease management programs for depression: potential employer benefits. Disease Management & Health Outcomes, 14, issue 1, p13-26, retrieved on July 21, 2007 from http://web.ebscohost.com.ezp.mc.maricopa.edu/ehost/detail?vid=26&hid=16&sid=7d889366-b2d4-4804-8651-c48db0d02597%40sessionmgr8
This article was found using search term "'employee assistance program' and depression". It claims that there is great potential for disease management to yield benefits for both employers and employees in the area of depressive disorders. The article finds substantial costs associated with this disorder, and cites potential strategies for reducing these costs. Cited strategies include stress reduction, education, and EAP's.
Preece, M., Cayley, P., Scheuchi, U., Lain, R., (2005). The relevance of an employee assistance program to the treatment of workplace depression. Journal of Workplace Behavioral Health, 21, issue 1, p67-77. Retrieved July 21, 2007 from http://web.ebscohost.com.ezp.mc.maricopa.edu/ehost/
detail?vid=26&hid=16&sid=7d889366-b2d4-4804-8651-c48db0d02597%40sessionmgr8
This article was found using search term "'employee assistance program' and depression" in Academic Search Premier. It comprises a study of two groups of workers' response to an employee assistance program(EAP). One group who is considered depressive, the other group not considered depressive. It finds that depressive workers' productivity did not raise to the level of the nondepressive workers following the execution of the EAP. This suggests other measures besides EAP's may be more effective in reducing lost productivity due to depression disorder.
This work was found by searching the bibliography of another of my sources (Sanderson, K.). It is an extensive work on the issue, covering everything from the "scope of the problem" to specific practices and hypothetical scenarios for the benefit of mental health in the workplace. This source comes from a hugely reputable organization. It will be very useful, as long as I can concisely condense the appropriate information.
Steffick, D., Fortney, J., Smith, J., Pyne, J., (2006). Worksite disease management programs for depression: potential employer benefits. Disease Management & Health Outcomes, 14, issue 1, p13-26, retrieved on July 21, 2007 from http://web.ebscohost.com.ezp.mc.maricopa.edu/ehost/detail?vid=26&hid=16&sid=7d889366-b2d4-4804-8651-c48db0d02597%40sessionmgr8
This article was found using search term "'employee assistance program' and depression". It claims that there is great potential for disease management to yield benefits for both employers and employees in the area of depressive disorders. The article finds substantial costs associated with this disorder, and cites potential strategies for reducing these costs. Cited strategies include stress reduction, education, and EAP's.
Preece, M., Cayley, P., Scheuchi, U., Lain, R., (2005). The relevance of an employee assistance program to the treatment of workplace depression. Journal of Workplace Behavioral Health, 21, issue 1, p67-77. Retrieved July 21, 2007 from http://web.ebscohost.com.ezp.mc.maricopa.edu/ehost/
detail?vid=26&hid=16&sid=7d889366-b2d4-4804-8651-c48db0d02597%40sessionmgr8
This article was found using search term "'employee assistance program' and depression" in Academic Search Premier. It comprises a study of two groups of workers' response to an employee assistance program(EAP). One group who is considered depressive, the other group not considered depressive. It finds that depressive workers' productivity did not raise to the level of the nondepressive workers following the execution of the EAP. This suggests other measures besides EAP's may be more effective in reducing lost productivity due to depression disorder.
D#7, HW#1 - Reading Reflection
Reading chapter 11 in Wadsworth gave me an overall mental picture of what I want my WP#3 to look like. The example pictures in this chapter were especially helpful by providing useful ideas. The chapter reinforces one of my own beliefs that good presentation is essential to an effective communication.
D#6, HW#11 - Deadline Reflection
This deadline mostly connected with course competency 5. In completing the deadline, I have analyzed the rhetorical situation for one of my sources, as well as summarized, paraphrased, and taken notes on the source. These are skills I was already familiar with, but it was a good review.
D#6, HW#8 - Taking Notes on a Source
Sanderson, K., Andrews, G. (2006 February). Common mental disorders in the workforce: recent findings from descriptive and social epidemiology. Canadian Journal of Psychiatry, 51, Issue 2, p63-75. Retrieved from
http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pbh&AN=20281184&site=ehost-live
This article is a review of findings relevant to mental illness in the workplace (primarily depression and anxiety). It synthesizes a number of completed studies and surveys, arriving at the conclusion that there is a strong correlation between low productivity and poor mental health. It argues that addressing mental health in the workplace, especially via risk reduction, is important to reduce poor worker productivity. It states that depression is prevalent in the workforce. Depression in employees is more closely tied with presenteeism (reduced output while at work) than absenteeism. From comparisons of gathered statistics to current job environment models, changes can be made in the job environment to lower the impact of depression in the workplace. Some of these changes include reducing time pressure in assigned work, increasing or adding rewards/benefits for completed work, and ensuring that employees understand the reasons for decisions made. The primary author is Kristy Sanderson, PhD. Dr. Sanderson is a Research Fellow at the Queensland University of Technology, Centre for Health Research, in Kelvin Grove, Australia. The secondary author is Gavin Andrews, MD. Dr. Andrews is a professor for the School of Psychiatry at St. Vincent's Hospital, University of New South Wales, Sydney, Australia. The paper was supported by a Fellowship to Dr. Sanderson from National Health and Medical Research Council Public Health (Australia). The paper presents itself as primarily an informative work, and I believe this is the main purpose of the paper, to provide information on the current relationship of mental illness and reduced work productivity. The main audience is workers in the public health community. This is indicated by the scientifically-presented results, and heavy use of public health surveys as sources.
http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pbh&AN=20281184&site=ehost-live
This article is a review of findings relevant to mental illness in the workplace (primarily depression and anxiety). It synthesizes a number of completed studies and surveys, arriving at the conclusion that there is a strong correlation between low productivity and poor mental health. It argues that addressing mental health in the workplace, especially via risk reduction, is important to reduce poor worker productivity. It states that depression is prevalent in the workforce. Depression in employees is more closely tied with presenteeism (reduced output while at work) than absenteeism. From comparisons of gathered statistics to current job environment models, changes can be made in the job environment to lower the impact of depression in the workplace. Some of these changes include reducing time pressure in assigned work, increasing or adding rewards/benefits for completed work, and ensuring that employees understand the reasons for decisions made. The primary author is Kristy Sanderson, PhD. Dr. Sanderson is a Research Fellow at the Queensland University of Technology, Centre for Health Research, in Kelvin Grove, Australia. The secondary author is Gavin Andrews, MD. Dr. Andrews is a professor for the School of Psychiatry at St. Vincent's Hospital, University of New South Wales, Sydney, Australia. The paper was supported by a Fellowship to Dr. Sanderson from National Health and Medical Research Council Public Health (Australia). The paper presents itself as primarily an informative work, and I believe this is the main purpose of the paper, to provide information on the current relationship of mental illness and reduced work productivity. The main audience is workers in the public health community. This is indicated by the scientifically-presented results, and heavy use of public health surveys as sources.
D#6, HW#7 - Paraphrasing a Source
Sanderson, K., Andrews, G. (2006 February). Common mental disorders in the workforce: recent findings from descriptive and social epidemiology. Canadian Journal of Psychiatry, 51, Issue 2, p63-75. Retrieved from
http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pbh&AN=20281184&site=ehost-live
Depression is prevalent in the workforce. Depression in employees is more closely tied with presenteeism (reduced output while at work) than absenteeism. From comparisons of gathered statistics to current job environment models, changes can be made in the job environment to lower the impact of depression in the workplace. Some of these changes include reducing time pressure in assigned work, increasing or adding rewards/benefits for completed work, and ensuring that employees understand the reasons for decisions made.
http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pbh&AN=20281184&site=ehost-live
Depression is prevalent in the workforce. Depression in employees is more closely tied with presenteeism (reduced output while at work) than absenteeism. From comparisons of gathered statistics to current job environment models, changes can be made in the job environment to lower the impact of depression in the workplace. Some of these changes include reducing time pressure in assigned work, increasing or adding rewards/benefits for completed work, and ensuring that employees understand the reasons for decisions made.
D#6, HW#6 - Summarizing a Source
Sanderson, K., Andrews, G. (2006 February). Common mental disorders in the workforce: recent findings from descriptive and social epidemiology. Canadian Journal of Psychiatry, 51, Issue 2, p63-75. Retrieved from
http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pbh&AN=20281184&site=ehost-live
It is a review of findings relevant to mental illness in the workplace (primarily depression and anxiety). It synthesizes a number of completed studies and surveys, arriving at the conclusion that there is a strong correlation between low productivity and poor mental health. It argues that addressing mental health in the workplace, especially via risk reduction, is important to reduce poor worker productivity.
http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pbh&AN=20281184&site=ehost-live
It is a review of findings relevant to mental illness in the workplace (primarily depression and anxiety). It synthesizes a number of completed studies and surveys, arriving at the conclusion that there is a strong correlation between low productivity and poor mental health. It argues that addressing mental health in the workplace, especially via risk reduction, is important to reduce poor worker productivity.
D#6, HW#5 - Rhetorically Situating a Source
Source: Sanderson, K., Andrews, G. (2006 February). Common mental disorders in the workforce: recent findings from descriptive and social epidemiology. Canadian Journal of Psychiatry, 51, Issue 2, p63-75. Retrieved from http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=pbh&AN=20281184&site=ehost-live
The primary author is Kristy Sanderson, PhD. Dr. Sanderson is a Research Fellow at the Queensland University of Technology, Centre for Health Research, in Kelvin Grove, Australia. The secondary author is Gavin Andrews, MD. Dr. Andrews is a professor for the School of Psychiatry at St. Vincent's Hospital, University of New South Wales, Sydney, Australia. The paper was supported by a Fellowship to Dr. Sanderson from National Health and Medical Research Council Public Health (Australia). The paper presents itself as primarily an informative work, and I believe this is the main purpose of the paper, to provide information on the current relationship of mental illness and reduced work productivity. The main audience is workers in the public health community. This is indicated by the scientifically-presented results, and heavy use of public health surveys as sources.
login.aspx?direct=true&db=pbh&AN=20281184&site=ehost-live
The primary author is Kristy Sanderson, PhD. Dr. Sanderson is a Research Fellow at the Queensland University of Technology, Centre for Health Research, in Kelvin Grove, Australia. The secondary author is Gavin Andrews, MD. Dr. Andrews is a professor for the School of Psychiatry at St. Vincent's Hospital, University of New South Wales, Sydney, Australia. The paper was supported by a Fellowship to Dr. Sanderson from National Health and Medical Research Council Public Health (Australia). The paper presents itself as primarily an informative work, and I believe this is the main purpose of the paper, to provide information on the current relationship of mental illness and reduced work productivity. The main audience is workers in the public health community. This is indicated by the scientifically-presented results, and heavy use of public health surveys as sources.
Saturday, July 21, 2007
D#6, HW#4 - Annotated Bibliography
Depression and anxiety (Medletter). (2006). Treatment of mood disorders. Retrieved July 20, 2007 from http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/login.aspx?irect=true&db=hxh&AN=21369346&site=ehost-live
This article was found via MCC's access to Health Source - Consumer Edition, using search term "workplace AND 'mood disorder'. The abstract indicates it refers to treating depression in order to minimize effects in the workplace, but the article only mentions this in passing. This article will only be useful when exploring treatment methods of depression.
B. B., (2006). Mood disorder cuts work performance. Science News, 170, Issue 13, p206. Retrieved July 20,2007 from http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=hxh&AN=22494258&site=ehost-live
This article found using search term "job and depression" via MCC's access to Health Source - Consumer Edition. Although the title is promising the 'mood disorder' referred to is bipolar disorder, not depression. While bipolar is closely related to depression, it is a different disorder. This source will probably not be useful in my intended discussion.
Sanderson, K., Tilse, E., Nicholson, J., Oldenburg, B., Graves, N., (2007). Which presenteeism measures are more sensitive to depression and anxiety?. Journal of Affective Disorders, 10, p65-74. Retrieved July 20, 2007, from http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=cmedm&AN=17156851&site=ehost-live
Found through MCC's portal to Medline, this article, (found using search term "depression and job") discusses the effectiveness of 4 methods for identifying reduced productivity in workers suffering from depression that show up to work. Although it may have one or two relevant points, the majority seems to be too focused on an irrelevant topic.
This article was found via MCC's access to Health Source - Consumer Edition, using search term "workplace AND 'mood disorder'. The abstract indicates it refers to treating depression in order to minimize effects in the workplace, but the article only mentions this in passing. This article will only be useful when exploring treatment methods of depression.
B. B., (2006). Mood disorder cuts work performance. Science News, 170, Issue 13, p206. Retrieved July 20,2007 from http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=hxh&AN=22494258&site=ehost-live
This article found using search term "job and depression" via MCC's access to Health Source - Consumer Edition. Although the title is promising the 'mood disorder' referred to is bipolar disorder, not depression. While bipolar is closely related to depression, it is a different disorder. This source will probably not be useful in my intended discussion.
Sanderson, K., Tilse, E., Nicholson, J., Oldenburg, B., Graves, N., (2007). Which presenteeism measures are more sensitive to depression and anxiety?. Journal of Affective Disorders, 10, p65-74. Retrieved July 20, 2007, from http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=cmedm&AN=17156851&site=ehost-live
Found through MCC's portal to Medline, this article, (found using search term "depression and job") discusses the effectiveness of 4 methods for identifying reduced productivity in workers suffering from depression that show up to work. Although it may have one or two relevant points, the majority seems to be too focused on an irrelevant topic.
Friday, July 20, 2007
D#6, HW#2 - Writing Project Reflection
To complete my research proposal, I first needed to identify a question I was interested in researching. Next, I identified my intended purpose and audience. After that, I examined my rhetorical situation. This included analyses of how the question related to myself and my audience, how/why answering this question fit in with contemporary discussions, and also what sources would be used for research. Although the steps I take in future writing projects will be slightly different in response to the context, the general steps will be the same, such as identifying a question, then analyzing purpose and audience.
I'm most proud of the coherency in this writing project. The written ideas were focused on answering the questions I needed to answer for the assignment. I am concerned that my chosen topic will yield a "debatable" point. I tried to search as many sources as possible to determine the availability of a position on this topic. If I had more time, I might change the focus of my research question.
Turnitin.com reported 0% match for my paper. This indicated to me that I had the right idea in constructing my paper. I did not revise my work based on this report.
In writing this project, I specifically focused on analyzing the rhetorical situation, including author, purpose, audience, and context. Its been a few years since I approached my writing in this way, and I feel I did well in re-learning and re-focusing those ideas. In my next writing project, I will focus on organization of information.
This assignment required that I address most of the course outcomes. In particular, writing for specific rhetorical contexts, as this paper was itself an analysis of the context for an intended future project. Organization and coherence were required (as they are in all writing), including the use of proper conventions such as grammar. I think I was successful in addressing these course outcomes as evidenced by what my peers indicate is a well-written paper.
I'm most proud of the coherency in this writing project. The written ideas were focused on answering the questions I needed to answer for the assignment. I am concerned that my chosen topic will yield a "debatable" point. I tried to search as many sources as possible to determine the availability of a position on this topic. If I had more time, I might change the focus of my research question.
Turnitin.com reported 0% match for my paper. This indicated to me that I had the right idea in constructing my paper. I did not revise my work based on this report.
In writing this project, I specifically focused on analyzing the rhetorical situation, including author, purpose, audience, and context. Its been a few years since I approached my writing in this way, and I feel I did well in re-learning and re-focusing those ideas. In my next writing project, I will focus on organization of information.
This assignment required that I address most of the course outcomes. In particular, writing for specific rhetorical contexts, as this paper was itself an analysis of the context for an intended future project. Organization and coherence were required (as they are in all writing), including the use of proper conventions such as grammar. I think I was successful in addressing these course outcomes as evidenced by what my peers indicate is a well-written paper.
D#6, HW#1 - Reading Reflection
The readings for this deadline connected with multiple Course Competencies, including 1, 2, 4, 5, and 6. All of this reading is going to be directly useful when constructing WP#2, and WP#3. Chapter 5 of the textbook and Chapter 6 of Wadsworth were reminders and instructions to read sources rhetorically, analyzing not only content, but purpose, bias, and context as well. This is important to decide whether sources will contribute to the credibility of the paper. Chapters 44 and 45 of Wadsworth were instructions I will need to refer to when constructing my writing projects. They provide the mechanical guidelines I will use when utilizing summarizing, paraphrasing and quoting. Also, chapter 45 reminded me to watch out for unintentional plagiarism.
Wednesday, July 18, 2007
D#8, HW#1
FINAL EXAMS ARE DONE!! And I think I did relatively well. Now, only ENG102 and a part-time job. Do-able.
I reviewed 2 peoples WP#2,
Tedibaer's and Jessica's.
I thought both were well done, and I actually didn't have much to offer for suggestions.
I reviewed 2 peoples WP#2,
Tedibaer's and Jessica's.
I thought both were well done, and I actually didn't have much to offer for suggestions.
Monday, July 16, 2007
WP#2 First Draft
This is VERY rough, as I am in the middle of final exams for two other classes. Updates will follow very soon.
Ryan MacNamara
ENG102, Summer 2
WP#2 First Draft
July 16, 2007
Levy, B. et al. (Eds.). (2005). Preventing occupational disease and injury. Washington, DC: American Public Health Association.
This book was found using search terms "depression and workplace" in MCC's library catalogue. The "contents note" indicates discussion of strategies for prevention for a wide range of illnesses, one of which is depression. I would need to see this book to evaluate its usefulness to my project.
Thomas, J. C., Hersen, M. (Eds.). (2004). Psychopathology in the workplace: recognition and adaptation. New York, NY: Brunner-Routledge.
Again found in MCC's catalog with the aforementioned search terms, this book is a collection of articles on the subject. Two articles look like they might be useful. 1. "Depression" and 2. "Promoting mental health in the workplace". Number 2 looks especially promising because I think one point of focus in my paper will be ways of promoting mental health as a means of preventing depression. I will look this up on my next visit to the library.
Hagen, P. (Ed.). (2003). Mayo Clinic guide to self-care: answers for everyday health problems. Rochester, MN: Mayo Clinic.
Found using search term "mental health workplace" in MCC's catalog, this is a reference collection holding. The Mayo Clinic is a prestigious institution in the world of medicine. One chapter/article in particular looking good, "Your health and the workplace". Will also physically examine this source.
Sanderson, K., Andrews, G. (2006 February). Common mental disorders in the workforce: recent findings from descriptive and social epidemiology. Canadian Journal of Psychiatry, 51, Issue 2, p63-75. Retrieved from
http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pbh&AN=20281184&site=ehost-live
I found this article through MCC's journal databases. It is a review of findings relevant to mental illness in the workplace (primarily depression and anxiety). The study concludes that there is a strong correlation between low productivity and poor mental health. It argues that addressing mental health in the workplace is important to reduce poor worker productivity. I could use this article when discussing the effect of depression in the workplace.
McDaid, D., Curran, C., Knapp, M. (2005 October). Promoting mental well-being in the workplace: a European policy perspective. International Review of Psychiatry, 17, Issue 5, p365-373. Retrieved from http://ezp.mc.maricopa.edu:2048/
login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=pbh&AN=18396462&site=ehost-live
Retrieved from MCC's Psychology and Behavioral Sciences Collection, this article addresses mental health in the workplace. It discusses the role of mental health in current trends of worker absenteeism and retirement, the response of high level decision makers, and activities used to promote good mental health. Although based on the European Union, this article may be helpful in arguing for increased awareness of mental health in the workplace.
Diener, E., Seligman, M. (2004 July). Beyond money. Psychological Science in the Public Interest, 5, issue 1, p1-31. Retrieved from http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=pbh&AN=13436512&site=ehost-live
Again from MCC's Psychology and Behavioral Sciences Collection, the authors argue that well-being comes in second place when policy decisions are made in a social, corporate, or governmental context. They argue that focus is too heavily placed on economic factors, and matters of individual well-being are being given appropriate weight.
Ryan MacNamara
ENG102, Summer 2
WP#2 First Draft
July 16, 2007
Levy, B. et al. (Eds.). (2005). Preventing occupational disease and injury. Washington, DC: American Public Health Association.
This book was found using search terms "depression and workplace" in MCC's library catalogue. The "contents note" indicates discussion of strategies for prevention for a wide range of illnesses, one of which is depression. I would need to see this book to evaluate its usefulness to my project.
Thomas, J. C., Hersen, M. (Eds.). (2004). Psychopathology in the workplace: recognition and adaptation. New York, NY: Brunner-Routledge.
Again found in MCC's catalog with the aforementioned search terms, this book is a collection of articles on the subject. Two articles look like they might be useful. 1. "Depression" and 2. "Promoting mental health in the workplace". Number 2 looks especially promising because I think one point of focus in my paper will be ways of promoting mental health as a means of preventing depression. I will look this up on my next visit to the library.
Hagen, P. (Ed.). (2003). Mayo Clinic guide to self-care: answers for everyday health problems. Rochester, MN: Mayo Clinic.
Found using search term "mental health workplace" in MCC's catalog, this is a reference collection holding. The Mayo Clinic is a prestigious institution in the world of medicine. One chapter/article in particular looking good, "Your health and the workplace". Will also physically examine this source.
Sanderson, K., Andrews, G. (2006 February). Common mental disorders in the workforce: recent findings from descriptive and social epidemiology. Canadian Journal of Psychiatry, 51, Issue 2, p63-75. Retrieved from
http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pbh&AN=20281184&site=ehost-live
I found this article through MCC's journal databases. It is a review of findings relevant to mental illness in the workplace (primarily depression and anxiety). The study concludes that there is a strong correlation between low productivity and poor mental health. It argues that addressing mental health in the workplace is important to reduce poor worker productivity. I could use this article when discussing the effect of depression in the workplace.
McDaid, D., Curran, C., Knapp, M. (2005 October). Promoting mental well-being in the workplace: a European policy perspective. International Review of Psychiatry, 17, Issue 5, p365-373. Retrieved from http://ezp.mc.maricopa.edu:2048/
login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=pbh&AN=18396462&site=ehost-live
Retrieved from MCC's Psychology and Behavioral Sciences Collection, this article addresses mental health in the workplace. It discusses the role of mental health in current trends of worker absenteeism and retirement, the response of high level decision makers, and activities used to promote good mental health. Although based on the European Union, this article may be helpful in arguing for increased awareness of mental health in the workplace.
Diener, E., Seligman, M. (2004 July). Beyond money. Psychological Science in the Public Interest, 5, issue 1, p1-31. Retrieved from http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=pbh&AN=13436512&site=ehost-live
Again from MCC's Psychology and Behavioral Sciences Collection, the authors argue that well-being comes in second place when policy decisions are made in a social, corporate, or governmental context. They argue that focus is too heavily placed on economic factors, and matters of individual well-being are being given appropriate weight.
Saturday, July 14, 2007
WP#1 Final Draft
Ryan MacNamara
ENG102 - Summer 2
WP#1 Final Draft
07/14/07
Depression is a mental disorder that goes far beyond the natural human feeling of sadness. All humans feel sad from time to time as part of our natural emotional repertoire. Depression, however, is a medical disorder with its root cause in imbalanced chemicals in the brain. It is characterized by extended periods of hopelessness and other severe negative thoughts. Depression will effect about 1 in 10 people, and has been referred to as “the common cold of mental illness”*. When someone in our workforce catches a cold or is otherwise physically sick, they get less work done, are late for work, or possibly miss work altogether. Their overall productivity is lessened, and money may need to be spent for treatment. Depression is no different. With the frequency of depressive incidents being reported, large amounts of money are being lost to reduced productivity in the workplace. As consumers, we know that when companies lose money, we tend to pay higher prices for products and services. Therefore, this money lost not only effects business, but consumers as well. How can the effect of depression in the workplace be minimized?
In early 2000, a university psychiatrist diagnosed me as suffering from “major recurring depression”. Although the frequency of this disorder may be on par with the common cold, its severity can be much more devastating. I recovered after following a year of prescribed treatment, and didn’t have another episode until late 2006. This time I did not seek treatment, and ended up losing my job because of multiple mental health related absences..If this happened to me, it is happening to many other people in the working world. I’ve talked with family members and friends who have voiced similar concerns about their mood (whether disordered or not) effecting their work. From my experience with the disorder, I know that while not completely preventable, its impact in the workplace can be minimized. My research project will identify and explore how this can be done.
The research project will be directed towards members of the world’s workforce, and to a limited extent, the academic community. A prime audience target is those in decision-making positions for organizations, companies and corporations. After spending 3 years in retail management, I know this information will be valuable to middle management by helping them cut down the incidence of absenteeism and low productivity due to this debilitating disorder. When workers miss work or have decreased output, workers suffer, management suffers, and consumers suffer. Workers want to be at work to get paid, management wants work to get done, and consumers want to be able to buy products and services at reasonable prices. This research will also benefit students by helping them avoid missed schoolwork because of the disorder.
Researching and writing this project is an opportunity to take a personal experience and turn it into information that can be directly helpful to many people. The knowledge that one or many people will be able to avoid what happened to me is a motivating factor for me as a researcher and as a writer. Research will come from both primary and secondary sources. Primary sources will include the experiences of myself, a practicing psychologist, and a human resources manager for a publicly-owned, nationwide company. Secondary sources will primarily be academic and popular journals found using databases such as PsychINFO and PubMed. All research sources will be evaluated for accuracy and credibility. The initial research phase will be complete within 2 weeks, with 1 week devoted to drafting and revision.
ENG102 - Summer 2
WP#1 Final Draft
07/14/07
Depression is a mental disorder that goes far beyond the natural human feeling of sadness. All humans feel sad from time to time as part of our natural emotional repertoire. Depression, however, is a medical disorder with its root cause in imbalanced chemicals in the brain. It is characterized by extended periods of hopelessness and other severe negative thoughts. Depression will effect about 1 in 10 people, and has been referred to as “the common cold of mental illness”*. When someone in our workforce catches a cold or is otherwise physically sick, they get less work done, are late for work, or possibly miss work altogether. Their overall productivity is lessened, and money may need to be spent for treatment. Depression is no different. With the frequency of depressive incidents being reported, large amounts of money are being lost to reduced productivity in the workplace. As consumers, we know that when companies lose money, we tend to pay higher prices for products and services. Therefore, this money lost not only effects business, but consumers as well. How can the effect of depression in the workplace be minimized?
In early 2000, a university psychiatrist diagnosed me as suffering from “major recurring depression”. Although the frequency of this disorder may be on par with the common cold, its severity can be much more devastating. I recovered after following a year of prescribed treatment, and didn’t have another episode until late 2006. This time I did not seek treatment, and ended up losing my job because of multiple mental health related absences..If this happened to me, it is happening to many other people in the working world. I’ve talked with family members and friends who have voiced similar concerns about their mood (whether disordered or not) effecting their work. From my experience with the disorder, I know that while not completely preventable, its impact in the workplace can be minimized. My research project will identify and explore how this can be done.
The research project will be directed towards members of the world’s workforce, and to a limited extent, the academic community. A prime audience target is those in decision-making positions for organizations, companies and corporations. After spending 3 years in retail management, I know this information will be valuable to middle management by helping them cut down the incidence of absenteeism and low productivity due to this debilitating disorder. When workers miss work or have decreased output, workers suffer, management suffers, and consumers suffer. Workers want to be at work to get paid, management wants work to get done, and consumers want to be able to buy products and services at reasonable prices. This research will also benefit students by helping them avoid missed schoolwork because of the disorder.
Researching and writing this project is an opportunity to take a personal experience and turn it into information that can be directly helpful to many people. The knowledge that one or many people will be able to avoid what happened to me is a motivating factor for me as a researcher and as a writer. Research will come from both primary and secondary sources. Primary sources will include the experiences of myself, a practicing psychologist, and a human resources manager for a publicly-owned, nationwide company. Secondary sources will primarily be academic and popular journals found using databases such as PsychINFO and PubMed. All research sources will be evaluated for accuracy and credibility. The initial research phase will be complete within 2 weeks, with 1 week devoted to drafting and revision.
Thursday, July 12, 2007
D#5, HW#9 - Research Plan
Specific data I want to collect:
Statistics regarding frequency of depression in general populace.
Statistics of absenteeism in those with mental disorders vs. non-disordered
Statistics of company intervention/assistance in employee mental disorder
Write out my complete personal experience with depression in the workplace, figure out how/where in the argument this data will be most persuasive
Case studies of companies that have implemented practices promoting mental well-being vs those who have not
Brief email interviews with HR rep from old company and hometown psychological counselor (determine what type of info I want, then plan 2 to 3 questions for each)
Statistics and case studies will be found through library research. Specifically, popular psychology databases have been most helpful so far. PsychINFO among others. My personal experiences and surveys of the mentioned professionals will require time to plan/write out. Some of my personal experience is already included with my draft of WP#1. Completing library research must happen by the due date of WP#2 final draft. Completed surveys must be collected by July 25. Breaking it down, statistics will be collected in next 2 days (by 7/15), case studies and secondary sources by 7/18. Personal experience fully collected by 7/23.
Statistics regarding frequency of depression in general populace.
Statistics of absenteeism in those with mental disorders vs. non-disordered
Statistics of company intervention/assistance in employee mental disorder
Write out my complete personal experience with depression in the workplace, figure out how/where in the argument this data will be most persuasive
Case studies of companies that have implemented practices promoting mental well-being vs those who have not
Brief email interviews with HR rep from old company and hometown psychological counselor (determine what type of info I want, then plan 2 to 3 questions for each)
Statistics and case studies will be found through library research. Specifically, popular psychology databases have been most helpful so far. PsychINFO among others. My personal experiences and surveys of the mentioned professionals will require time to plan/write out. Some of my personal experience is already included with my draft of WP#1. Completing library research must happen by the due date of WP#2 final draft. Completed surveys must be collected by July 25. Breaking it down, statistics will be collected in next 2 days (by 7/15), case studies and secondary sources by 7/18. Personal experience fully collected by 7/23.
D#5, HW#8 - Evaluating Search Terms
Key terms: depression, workplace
I do not think "mental health" or any of the "mental" derived terms will work as well, as they will yield broader results. However, I'm going to use them to measure how well they work out. Also, the same case for variations from the term "depression", such as, "dysthymia" or "MDD". Both these terms imply extreme and severe cases of the disorder, leading to more research about institutionalized cases, whereas I am trying to examine mid-severity cases more relevant to the general populace. Again, variations on the term "workplace" will likely yield broader results, requiring more time (that I am short on) to pore through. I do need to spend more time investigating Boolean operators to maximize my search results. I have tried using "AND" a few times, but have not made significant distinctions in the results. I have already shifted my research question from treatment to the specific context of workplace, and this came about primarily because of search results. Along with the change in topic came changes in audience and purpose. My intended audience went from being those sufferering from the disorder to "the average worker" and people in management positions. My original purpose of identifying the best method of treatment changed to identifying practices that promote mental well-being.
I do not think "mental health" or any of the "mental" derived terms will work as well, as they will yield broader results. However, I'm going to use them to measure how well they work out. Also, the same case for variations from the term "depression", such as, "dysthymia" or "MDD". Both these terms imply extreme and severe cases of the disorder, leading to more research about institutionalized cases, whereas I am trying to examine mid-severity cases more relevant to the general populace. Again, variations on the term "workplace" will likely yield broader results, requiring more time (that I am short on) to pore through. I do need to spend more time investigating Boolean operators to maximize my search results. I have tried using "AND" a few times, but have not made significant distinctions in the results. I have already shifted my research question from treatment to the specific context of workplace, and this came about primarily because of search results. Along with the change in topic came changes in audience and purpose. My intended audience went from being those sufferering from the disorder to "the average worker" and people in management positions. My original purpose of identifying the best method of treatment changed to identifying practices that promote mental well-being.
D#5, HW#7 - Search Terms
Search terms so far, brainstormed or found from research:
Combinations of these two main ideas most effective:
Mental health
Mental wellness
Mental disorder
Mental illness
mental well-being
depression
dysthymia
MDD (major depressive disorder)
anxiety
work
workplace
job
jobsite
commerce
Two terms I crossed out were "employment" and "industry", too broad.
Could I please have anyone's input on this? Any suggestions would be greatly helpful and appreciated.
Combinations of these two main ideas most effective:
Mental health
Mental wellness
Mental disorder
Mental illness
mental well-being
depression
dysthymia
MDD (major depressive disorder)
anxiety
work
workplace
job
jobsite
commerce
Two terms I crossed out were "employment" and "industry", too broad.
Could I please have anyone's input on this? Any suggestions would be greatly helpful and appreciated.
D#5, HW#6 - Primary or Secondary Research
After reading my research paper, I want my readers to take worker's mental well-being into consideration in the context of company profit and output. I want my reader to think about the importance of employee well-being, and understand that workers with good mental health contribute to maximized revenues and overall greater job satisfaction. The knowledge that low regard for employee mental well-being contributes to reduced revenue would likely motivate my audience. Most people respond to the needs of their pocketbooks. My audience will need concrete information for me to achieve this goal. Different types of support material will be more useful in a addressing different points. For instance, statistics for the frequency of mental disorder in the workplace, personal narratives from my own experience will be useful in describing why mental disorder in the workplace is unwanted, and case studies will be useful in comparing/contrasting causes and effects. Expert testimony is almost always helpful (if used wisely). In this I could contact my old company HR representative, and also my old psychological counselor.
If I am to effectively collect and use these sources, it will have to be planned against a calendar. I am giving myself approximately 3 weeks to complete the full project. All research will need to be gathered at least a week before the final project deadline. This leaves me two weeks to complete my research. The interviewed sources will need to be given at least a week to respond to email surveys. The rest of the sources will be collected from library research. I will need to collect instances of all the above examples of support data. I already have my own personal experiences to draw on.
If I am to effectively collect and use these sources, it will have to be planned against a calendar. I am giving myself approximately 3 weeks to complete the full project. All research will need to be gathered at least a week before the final project deadline. This leaves me two weeks to complete my research. The interviewed sources will need to be given at least a week to respond to email surveys. The rest of the sources will be collected from library research. I will need to collect instances of all the above examples of support data. I already have my own personal experiences to draw on.
D#5, HW#5 - Taking Personal Inventory
Although I need to do more research to identify specific controversial points of my issue (depression in the workplace), so far I have seen that one point is the view that mental well-being is taking second place to profit in the workplace. I have a source in one of my annotated bibliography entries that discusses this exact point. WP#2 would be handy right now, to find that bib entry. Companies want to push employees for maximum output and productivity, often creating a high stress environment, contributing to the development of mental illness. This is counterproductive. I have been in a high-stress position in a very aggressive company, and do think it contributed to my latest bout of depression. Companies would want to be proactive in preventing mental illness in the workplace by learning what contributes to it, and affecting practices to minimize it, thus raising overall productivity (and profit). I think currently most companies are ignoring the fact that driving the bottom line without generous sensitivity to worker's mental states is counterproductive. One possible research I haven't thought of previously is looking for documents relevant to this issue that are published by large companies. Internal policies on this will be hard to access, but I could possibly score an interview with an HR contact from my old employer, a publicly-held, nationwide company. I need to better establish actual companies views on this issue.
D#5, HW#4 - Annotated Bibliography
Levy, B. et al. (Eds.). (2005). Preventing occupational disease and injury. Washington, DC: American Public Health Association.
This book was found using search terms "depression and workplace" in MCC's library catalogue. The "contents note" indicates discussion of strategies for prevention for a wide range of illnesses, one of which is depression. I would need to see this book to evaluate its usefulness to my project.
Thomas, J. C., Hersen, M. (Eds.). (2004). Psychopathology in the workplace: recognition and adaptation. New York, NY: Brunner-Routledge.
Again found in MCC's catalog with the aforementioned search terms, this book is a collection of articles on the subject. Two articles look like they might be useful. 1. "Depression" and 2. "Promoting mental health in the workplace". Number 2 looks especially promising because I think one point of focus in my paper will be ways of promoting mental health as a means of preventing depression. I will look this up on my next visit to the library.
Hagen, P. (Ed.). (2003). Mayo Clinic guide to self-care: answers for everyday health problems. Rochester, MN: Mayo Clinic.
Found using search term "mental health workplace" in MCC's catalog, this is a reference collection holding. The Mayo Clinic is a prestigious institution in the world of medicine. One chapter/article in particular looking good, "Your health and the workplace". Will also physically examine this source.
I just found the italics button! How could I have been so blind to have not seen that before? DER!
This book was found using search terms "depression and workplace" in MCC's library catalogue. The "contents note" indicates discussion of strategies for prevention for a wide range of illnesses, one of which is depression. I would need to see this book to evaluate its usefulness to my project.
Thomas, J. C., Hersen, M. (Eds.). (2004). Psychopathology in the workplace: recognition and adaptation. New York, NY: Brunner-Routledge.
Again found in MCC's catalog with the aforementioned search terms, this book is a collection of articles on the subject. Two articles look like they might be useful. 1. "Depression" and 2. "Promoting mental health in the workplace". Number 2 looks especially promising because I think one point of focus in my paper will be ways of promoting mental health as a means of preventing depression. I will look this up on my next visit to the library.
Hagen, P. (Ed.). (2003). Mayo Clinic guide to self-care: answers for everyday health problems. Rochester, MN: Mayo Clinic.
Found using search term "mental health workplace" in MCC's catalog, this is a reference collection holding. The Mayo Clinic is a prestigious institution in the world of medicine. One chapter/article in particular looking good, "Your health and the workplace". Will also physically examine this source.
I just found the italics button! How could I have been so blind to have not seen that before? DER!
D#5, HW#3
I reviewed Tegan's and Alexis's proposals. My comments should show up in blue highlight on the shared GoogleDocs. Reading over their projects helped me to identify things I want to revise in my own. One thing in particular is, I want to specify what types of sources I will be using for research. Not only what types, but the specific names of sources to be used. From the reviews on my proposal, I've learned I will need to be sure to specifically convey exactly what my final argument will address (how to minimize the impact of depression in the workplace). Maybe rephrasing my research question will help me accomplish that. That was a bit of a surprise, as I thought it was clear. Now that I go back and look at it, I can see how it is ambiguous. Turnitin.com did not highlight any sections of my proposal in its originality analysis.
Wednesday, July 11, 2007
D#4, HW#1 - Reading Reflection
WP#2 Assignment Prompt got me thinking about how I would organize my sources into a cohesive list. This changes the perspective I have when choosing bibliographic entries, I now ask myself, "Where will this fit in with WP#2?". Reading to Write was a prompt for me to start actively reading, because it is not something I am in the habit of doing. I'm going to use the tips in that section to start cultivating that habit, as I think it will be valuable in the rest of my schooling. Chapter 42 in Wadsworth clarified some things. I did not quite have a good grasp of the whole "electronic resources" section on MCC's library website. Now I understand that it is more or less a portal to a collection of databases that can search many different publications. I also got a better understanding of what online databases are. Chapter 42c, on evaluating sources, is something I'm already in the habit of doing whenever I examine a source. The questions suggested in the reading are questions I ask myself in the back of my head as I check out a source. The peer review guidelines I will have to review while doing my peer reviews later today. I'm not quite clear on exactly what should and should not be commented on, but I'll feel it out as I go.
D#4, HW#5 - Annotated Bibliography
MCC's library server stopped responding for some reason, so here's 3/4, 1 to follow...
Sanderson, K., Andrews, G. (2006 February). Common mental disorders in the workforce: recent findings from descriptive and social epidemiology. Canadian Journal of Psychiatry, 51, Issue 2, p63-75. Retrieved from
http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pbh&AN=20281184&site=ehost-live
I found this article through MCC's journal databases. It is a review of findings relevant to mental illness in the workplace (primarily depression and anxiety). The study concludes that there is a strong correlation between low productivity and poor mental health. It argues that addressing mental health in the workplace is important to reduce poor worker productivity. I could use this article when discussing the effect of depression in the workplace.
McDaid, D., Curran, C., Knapp, M. (2005 October). Promoting mental well-being in the workplace: a European policy perspective. International Review of Psychiatry, 17, Issue 5, p365-373. Retrieved from http://ezp.mc.maricopa.edu:2048/
login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=pbh&AN=18396462&site=ehost-live
Retrieved from MCC's Psychology and Behavioral Sciences Collection, this article addresses mental health in the workplace. It discusses the role of mental health in current trends of worker absenteeism and retirement, the response of high level decision makers, and activities used to promote good mental health. Although based on the European Union, this article may be helpful in arguing for increased awareness of mental health in the workplace.
Diener, E., Seligman, M. (2004 July). Beyond money. Psychological Science in the Public Interest, 5, issue 1, p1-31. Retrieved from http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=pbh&AN=13436512&site=ehost-live
Again from MCC's Psychology and Behavioral Sciences Collection, the authors argue that well-being comes in second place when policy decisions are made in a social, corporate, or governmental context. They argue that focus is too heavily placed on economic factors, and matters of individual well-being are being given appropriate weight.
Sanderson, K., Andrews, G. (2006 February). Common mental disorders in the workforce: recent findings from descriptive and social epidemiology. Canadian Journal of Psychiatry, 51, Issue 2, p63-75. Retrieved from
http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pbh&AN=20281184&site=ehost-live
I found this article through MCC's journal databases. It is a review of findings relevant to mental illness in the workplace (primarily depression and anxiety). The study concludes that there is a strong correlation between low productivity and poor mental health. It argues that addressing mental health in the workplace is important to reduce poor worker productivity. I could use this article when discussing the effect of depression in the workplace.
McDaid, D., Curran, C., Knapp, M. (2005 October). Promoting mental well-being in the workplace: a European policy perspective. International Review of Psychiatry, 17, Issue 5, p365-373. Retrieved from http://ezp.mc.maricopa.edu:2048/
login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=pbh&AN=18396462&site=ehost-live
Retrieved from MCC's Psychology and Behavioral Sciences Collection, this article addresses mental health in the workplace. It discusses the role of mental health in current trends of worker absenteeism and retirement, the response of high level decision makers, and activities used to promote good mental health. Although based on the European Union, this article may be helpful in arguing for increased awareness of mental health in the workplace.
Diener, E., Seligman, M. (2004 July). Beyond money. Psychological Science in the Public Interest, 5, issue 1, p1-31. Retrieved from http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=pbh&AN=13436512&site=ehost-live
Again from MCC's Psychology and Behavioral Sciences Collection, the authors argue that well-being comes in second place when policy decisions are made in a social, corporate, or governmental context. They argue that focus is too heavily placed on economic factors, and matters of individual well-being are being given appropriate weight.
Tuesday, July 10, 2007
WP#1 draft 1
Ryan MacNamara
WP#1 Draft 1
July 10, 2007
Depression is a mental disorder that goes far beyond the natural human feeling of sadness. All humans feel sad from time to time as part of our natural emotional repertoire. Depression, however, is a medical disorder with its root cause in imbalanced chemicals in the brain. It is characterized by extended periods of hopelessness and other severe negative thoughts. Depression will effect about 1 in 10 people, and has been referred to as “the common cold of mental illness”*. When someone in our workforce catches a cold or is otherwise physically sick, they get less work done, are late for work, or possibly miss work altogether. Their overall productivity is lessened, and money may need to be spent for treatment. Depression is no different. With the frequency of depressive incidents being reported*, large amounts of money are being lost to reduced productivity in the workplace. As consumers, we know that when companies lose money, we tend to pay higher prices for products and services. Therefore, this money lost not only affects business, but consumers as well. How can the effect of depression in the workplace be minimized?
In early 2000, a university psychiatrist diagnosed me as suffering from “major recurring depression”. Although the frequency of this disorder may be on par with the common cold, its severity can be much more devastating. I recovered after following a year of prescribed treatment, and didn’t have another episode until late 2006. This time I did not seek treatment, and ended up losing my job because of absenteeism, read as not leaving my bed. If this happened to me, its happening to many other people in the working world. I’ve talked with family members and friends who have voiced similar concerns about their mood (whether disordered or not) effecting their work. From my experience with the disorder, I know that while it may not be able to be completely prevented, measures in the workplace can be taken to minimize its impact. My research project will identify and explore these measures.
The research project will be directed towards members of the world’s workforce, and to a limited extent, the academic community. A prime audience target is those in decision-making positions for organizations, companies and corporations. After spending 3 years in retail management, I know this information will be valuable to middle management by helping them cut down the incidence of absenteeism and low productivity due to this debilitating disorder. When workers miss work or have decreased output, workers suffer, management suffers, and consumers suffer. Workers want to be at work to get paid, management wants work to get done, and consumers want to be able to buy products and services at reasonable prices. This research will also benefit students by helping them avoid missed schoolwork because of the disorder.
Researching and writing this project is an opportunity to take a personal experience and turn it into information that can be directly helpful to many people. The knowledge that one or many people will be able to avoid what happened is a motivating factor for me as a researcher and as a writer. My research on the topic has already begun, and will take place over the next one to two weeks. Research sources will be varied and examined to ensure they are accurate and credible. Following the main research period, a first draft will be constructed and subjected to multiple revisions. The final paper will be completed in approximately 4 weeks, and will include a full bibliography.
WP#1 Draft 1
July 10, 2007
Depression is a mental disorder that goes far beyond the natural human feeling of sadness. All humans feel sad from time to time as part of our natural emotional repertoire. Depression, however, is a medical disorder with its root cause in imbalanced chemicals in the brain. It is characterized by extended periods of hopelessness and other severe negative thoughts. Depression will effect about 1 in 10 people, and has been referred to as “the common cold of mental illness”*. When someone in our workforce catches a cold or is otherwise physically sick, they get less work done, are late for work, or possibly miss work altogether. Their overall productivity is lessened, and money may need to be spent for treatment. Depression is no different. With the frequency of depressive incidents being reported*, large amounts of money are being lost to reduced productivity in the workplace. As consumers, we know that when companies lose money, we tend to pay higher prices for products and services. Therefore, this money lost not only affects business, but consumers as well. How can the effect of depression in the workplace be minimized?
In early 2000, a university psychiatrist diagnosed me as suffering from “major recurring depression”. Although the frequency of this disorder may be on par with the common cold, its severity can be much more devastating. I recovered after following a year of prescribed treatment, and didn’t have another episode until late 2006. This time I did not seek treatment, and ended up losing my job because of absenteeism, read as not leaving my bed. If this happened to me, its happening to many other people in the working world. I’ve talked with family members and friends who have voiced similar concerns about their mood (whether disordered or not) effecting their work. From my experience with the disorder, I know that while it may not be able to be completely prevented, measures in the workplace can be taken to minimize its impact. My research project will identify and explore these measures.
The research project will be directed towards members of the world’s workforce, and to a limited extent, the academic community. A prime audience target is those in decision-making positions for organizations, companies and corporations. After spending 3 years in retail management, I know this information will be valuable to middle management by helping them cut down the incidence of absenteeism and low productivity due to this debilitating disorder. When workers miss work or have decreased output, workers suffer, management suffers, and consumers suffer. Workers want to be at work to get paid, management wants work to get done, and consumers want to be able to buy products and services at reasonable prices. This research will also benefit students by helping them avoid missed schoolwork because of the disorder.
Researching and writing this project is an opportunity to take a personal experience and turn it into information that can be directly helpful to many people. The knowledge that one or many people will be able to avoid what happened is a motivating factor for me as a researcher and as a writer. My research on the topic has already begun, and will take place over the next one to two weeks. Research sources will be varied and examined to ensure they are accurate and credible. Following the main research period, a first draft will be constructed and subjected to multiple revisions. The final paper will be completed in approximately 4 weeks, and will include a full bibliography.
D#3, HW#8 - Deadline Reflection
Jessica
https://www.blogger.com/
comment.g?blogID=6558461562694940043&postID=2139776479800593096
https://www.blogger.com/
comment.g?blogID=6558461562694940043&postID=7370852949195287757
Tegan
http://tegan-summerenglish.blogspot.com/2007/07/i-have-no-idea-how-to-title-my-posts-my.html
https://www.blogger.com/comment.g?blogID=4800690282846106522&postID=9013522295986431338
Latron
https://www.blogger.com/comment.g?blogID=2573539106864770999&postID=4244524681857020389
The work for this deadline focused on using multiple sources to focus a specific research question with the rhetorical context in mind. This address course competencies 1, 4, 6. I see the necessity and process of focusing a topic into a specific question to address. Also that the aspects of purpose, audience, etc. interact with the research question. Interacting with my classmate's blogs again helped me to gauge where I am at in the course.
Frankly, I'm disgruntled at this point because I've put 7 hours into this today, sitting in front of this computer screen, and I'm still not on schedule. I think I need to take a break.
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Tegan
http://tegan-summerenglish.blogspot.com/2007/07/i-have-no-idea-how-to-title-my-posts-my.html
https://www.blogger.com/comment.g?blogID=4800690282846106522&postID=9013522295986431338
Latron
https://www.blogger.com/comment.g?blogID=2573539106864770999&postID=4244524681857020389
The work for this deadline focused on using multiple sources to focus a specific research question with the rhetorical context in mind. This address course competencies 1, 4, 6. I see the necessity and process of focusing a topic into a specific question to address. Also that the aspects of purpose, audience, etc. interact with the research question. Interacting with my classmate's blogs again helped me to gauge where I am at in the course.
Frankly, I'm disgruntled at this point because I've put 7 hours into this today, sitting in front of this computer screen, and I'm still not on schedule. I think I need to take a break.
D#3, HW#7 - Annotated Bibliography
Beevers, C. G., Wells, T. T., Miller, I. W. (2007 June). Predicting response to depression treatment: the role of negative cognition. Journal of Consulting & Clinical Psychology, 75, Issue 3, p422-431. Retrieved July 10, 2007, from
http://web.ebscohost.com.ezp.mc.maricopa.edu/ehost/
detail?vid=4&hid=16&sid=1e469a9a-d102-4874-b17d-e75be9115083%40SRCSM1
This article relates repeated episodes of depression with recovery and negative cognition (negative thoughts associated with the disorder). It was found through MCC's library, accessing Academic Search Premier. This article is published in a scholarly journal by a major university research department. It could be useful in examining treatment for recurring episodes of depression.
Brown, W.A. (2007 February). Treatment response in melancholia. Acta Psychiatrica Scandinavica, 115, p125-129. Retrieved July 10, 2007 from
http://web.ebscohost.com.ezp.mc.maricopa.edu/ehost/
detail?vid=5&hid=16&sid=1e469a9a-d102-4874-b17d-e75be9115083%40SRCSM1
I found this article through Academic Search Premier, using "depression treatment" as a search term. The article compares responses to internal and psychotherapeutic treatments among two groups, those with melancholia and those without. Presence of melancholia is generally associated with a more severe condition. It finds that melancholia predicts a poor response to psychotherapy and placebo, and a good overall response to antidepressants and ECT.
Act, don't think, to relieve depression. (2007). Harvard Mental Health Letter, 23, Issue 8, p6-7. Retrieved July 10, 2007 from http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=hxh&AN=23771395&site=ehost-live
This article was found via MCC library accessing "Health Source - Consumer Edition". It discusses research being done on the use of behavioral, cognitive, and medicinal therapies for treating depressive symptoms.
NOTE: I still cannot get italic formatting into these posts (thanks to those that tried to help!).
http://web.ebscohost.com.ezp.mc.maricopa.edu/ehost/
detail?vid=4&hid=16&sid=1e469a9a-d102-4874-b17d-e75be9115083%40SRCSM1
This article relates repeated episodes of depression with recovery and negative cognition (negative thoughts associated with the disorder). It was found through MCC's library, accessing Academic Search Premier. This article is published in a scholarly journal by a major university research department. It could be useful in examining treatment for recurring episodes of depression.
Brown, W.A. (2007 February). Treatment response in melancholia. Acta Psychiatrica Scandinavica, 115, p125-129. Retrieved July 10, 2007 from
http://web.ebscohost.com.ezp.mc.maricopa.edu/ehost/
detail?vid=5&hid=16&sid=1e469a9a-d102-4874-b17d-e75be9115083%40SRCSM1
I found this article through Academic Search Premier, using "depression treatment" as a search term. The article compares responses to internal and psychotherapeutic treatments among two groups, those with melancholia and those without. Presence of melancholia is generally associated with a more severe condition. It finds that melancholia predicts a poor response to psychotherapy and placebo, and a good overall response to antidepressants and ECT.
Act, don't think, to relieve depression. (2007). Harvard Mental Health Letter, 23, Issue 8, p6-7. Retrieved July 10, 2007 from http://ezp.mc.maricopa.edu:2048/login?url=http://search.ebscohost.com/
login.aspx?direct=true&db=hxh&AN=23771395&site=ehost-live
This article was found via MCC library accessing "Health Source - Consumer Edition". It discusses research being done on the use of behavioral, cognitive, and medicinal therapies for treating depressive symptoms.
NOTE: I still cannot get italic formatting into these posts (thanks to those that tried to help!).
D#3, HW#6 - Rhetorical Situation WP#1 vs WP#3
The rhetorical situation is emerging thusly. I am asking the question, "What is the best way to treat depression?". The context is someone with direct experience with the disorder asking the question to not only satisfy a scholastic requirement, but to find an answer that will prove helpful to other people who may be dealing with the disorder. The intended audience is anyone who willingly or unwillingly encounters this disorder in themselves or those around them, particularly college students.
WP#1 will lay out my bottom line research question and analyze the rhetorical situation in regards to how I will carry out answering that question. It will be in the context of structuring a plan for further research that will be used to construct a specific argument in WP#3. WP#1 is an effort to focus the topic, examine the audience and purposes of the proposed project, and otherwise establish a rhetorical stance. WP#3 will present the fruits of the research in an argumentative format. While my main audience for WP#1 is myself (and my instructor), the main audience for WP#3 will be those that I want to influence with my research findings.
WP#1 will lay out my bottom line research question and analyze the rhetorical situation in regards to how I will carry out answering that question. It will be in the context of structuring a plan for further research that will be used to construct a specific argument in WP#3. WP#1 is an effort to focus the topic, examine the audience and purposes of the proposed project, and otherwise establish a rhetorical stance. WP#3 will present the fruits of the research in an argumentative format. While my main audience for WP#1 is myself (and my instructor), the main audience for WP#3 will be those that I want to influence with my research findings.
Monday, July 9, 2007
D#3, HW#5 - Audience Analysis for College Students
College students come from a variety of ethnic and economic backgrounds. All share some level of standardized education, such as reading/writing, and critical thinking skills. Technical expertise among the audience will vary widely. Technical information in the research paper will be limited in order not to alienate those with limited technical knowledge.
As a subset of the general population, statistics for having been introduced to depression should remain constant. This means that many of the audience members will have had some experience with depression at one time or another in their lives. The particulars of that experience cannot be generalized. Their purpose for reading will be to educate themselves with respect to two primary subjects, depression or college writing. After reading this paper, the audience should have a thorough knowledge of treatment options available for depression, and their relative efficacies. I want them to have this knowledge so that they can make better life decisions when dealing with this issue.
Most college students will know that depression is a mental disorder. They will also be familiar with its general symptoms. They will also most likely be familiar with some of the popular products used to treat the disorder, such as Prozac. They will want to know how to best deal with the disorder if it comes into their lives. They need to know that treatments are available, and which treatment option would be best for them or their associates.
As a subset of the general population, statistics for having been introduced to depression should remain constant. This means that many of the audience members will have had some experience with depression at one time or another in their lives. The particulars of that experience cannot be generalized. Their purpose for reading will be to educate themselves with respect to two primary subjects, depression or college writing. After reading this paper, the audience should have a thorough knowledge of treatment options available for depression, and their relative efficacies. I want them to have this knowledge so that they can make better life decisions when dealing with this issue.
Most college students will know that depression is a mental disorder. They will also be familiar with its general symptoms. They will also most likely be familiar with some of the popular products used to treat the disorder, such as Prozac. They will want to know how to best deal with the disorder if it comes into their lives. They need to know that treatments are available, and which treatment option would be best for them or their associates.
D#3, HW#4 - Audience?
Anyone who has dealt, is dealing, or will deal with depression is invested in my research question. This includes people across all demographics, worldwide. Also the professional mental health community. Not only people who may suffer from this disorder, but also their family members, friends, and work associates and superiors. If I can bring the proper information to light, people will be better equipped to deal with this disorder when it occurs around them.
D#3, HW#3 - Writer's Place in the Rhetorical Situation
The question of how to treat depression is interesting to me because I have direct personal experience with it. In 2000, I was diagnosed with "recurring major depression", and spent the next year in treatment for it. It didn't recur until late 2006, when I sweated through another bout, this time without treatment. I knew it was a widespread disorder, mostly just from talking to people around me. Many people I talked to had dealt with it, either directly or not. Based on what I know now, my educated guess is that a combination of medication and "talk" therapy is most efficacious for cases of depression, but one goal of writing this paper is to examine current conversations to support and/or revise that stance. I was surprised to learn that electroconvulsive ("shock") therapy is being used to treat depression. I'm also surprised by the universality of the disorder, and yet specific descriptions of symptoms by patients tend to be so consistent. It's important to me that I research this topic properly for myself, as someone who suffers from the disorder, and for my audience, many of whom may have experience with it but not have quality information with which to make sound decisions. I need to make sure that my perspective as someone who has experienced the disorder firsthand does not enable me to alienate an audience of those people who have not experienced it.
D#3, HW#2 - Writing a Research Question
Who stands for financial gain in the depression treatment industry?
What is the most efficient treatment method for depression?
When should an individual seek treatment for depression?
Where can more research be done to alleviate the societal burden of depression?
How can costs due to depression be minimized?
Should depression be viewed as a valid illness?
Would mandatory medication/psychotherapy combination treatment be costlier than medication only treatment?
My purposes are to share information, evaluate the effectiveness of treatment methods.
Narrowed list of questions:
What is the most efficient treatment method for depression?
When should an individual seek treatment for depression?
How can costs due to depression be minimized?
Would mandatory medication/psychotherapy combination treatment be costlier than medication only treatment?
My audience will be my classmates, instructor, myself, people who do/have suffered from depression, or those with an interest in learning more about depression.
Narrowed list of questions:
What is the most efficient treatment method for depression?
When should an individual seek treatment for depression?
Would mandatory medication/psychotherapy combination treatment be costlier than medication only treatment?
What is the most efficient treatment method for depression?
When should an individual seek treatment for depression?
Where can more research be done to alleviate the societal burden of depression?
How can costs due to depression be minimized?
Should depression be viewed as a valid illness?
Would mandatory medication/psychotherapy combination treatment be costlier than medication only treatment?
My purposes are to share information, evaluate the effectiveness of treatment methods.
Narrowed list of questions:
What is the most efficient treatment method for depression?
When should an individual seek treatment for depression?
How can costs due to depression be minimized?
Would mandatory medication/psychotherapy combination treatment be costlier than medication only treatment?
My audience will be my classmates, instructor, myself, people who do/have suffered from depression, or those with an interest in learning more about depression.
Narrowed list of questions:
What is the most efficient treatment method for depression?
When should an individual seek treatment for depression?
Would mandatory medication/psychotherapy combination treatment be costlier than medication only treatment?
D#3, HW#1 - Reading Reflection
Reading at bedfordstmartins.com got me focusing on how I will generate a quality research question. One thing in particular I will be examining when narrowing my topic and generating a question is my personal interests vs the needs and interests of my audience. So far, I have been trying to find a question that is interesting to ME. Reading this reminded me that I have to balance that against what will be interesting for my readers. I tend to get nerdy about the science stuff, and my audience is not the scientific community. I also noticed a trend of systematic narrowing of the paper's main topic. I'm going to apply that to my own process.
The Wadsworth reading brought up aspects of draft writing that I will be stewing on while working up to my first rough draft. Especially the idea that it is not intended to be a perfect piece of work. Keeping this in mind will help me to overcome any ideas of perfectionism that invade my drafting process. Wadsworth also suggests some revising tools that I have not used in the past, such as the "track changes" and "compare drafts" features of MS Word. I'm eager to explore these with timesaving results.
The Wadsworth reading brought up aspects of draft writing that I will be stewing on while working up to my first rough draft. Especially the idea that it is not intended to be a perfect piece of work. Keeping this in mind will help me to overcome any ideas of perfectionism that invade my drafting process. Wadsworth also suggests some revising tools that I have not used in the past, such as the "track changes" and "compare drafts" features of MS Word. I'm eager to explore these with timesaving results.
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