Justifying mental health care for every employee within the work organization

 CELEA C. DOMINGO

MASTER’S IN BUSINESS ADMINISTRATION

Abstract

In a corporate world, every individual has their behaviours at work. Employees with strong work ethics present themselves as professionals, despite their workload and the various levels of projects that need to be done. Complete health and wellness are key factors in maintaining an employee's psychological well-being and emotional behaviour at work. This study examined the management of mental health in the workplace, focusing on the emotional and physical behaviours of employees in various settings. Organisations have an ethical obligation to support employee mental wellness, which will be key to engaging employees in the importance of mental health within the organisation. This will provide everyone with knowledge about the awareness of our personalities within a workplace. This study examines the management of specific circumstances that apply to every individual employed in a company. It will help to engage with significant lifestyles and manage their personalities, ensuring that every individual has their unique differences, which will give importance and awareness about prioritising mental health.

Keywords: mental health wellness, professionals, organisation, psychological, behaviour, personalities

Introduction

Mental health is defined as a state of well-being in which every individual realises their potential, can cope with the everyday stresses of life, can work productively and fruitfully, and can make a contribution to their community. (The American Journal of Nursing, 2013). It is a significant issue for employees, workplaces, and societies, and the fifth most important cause of disability in the Organisation for Economic Cooperation and Development (OECD) countries (Cottini & Lucifora, 2013).

A person's occupation (or life role, in other words, the kind of work they do) not only provides them with a livelihood but also symbolises a degree of success. To learn how occupation is related to mental health, we may therefore appropriately examine the impressive literature on social class and mental illness. (Wilford, 1964). When a person begins their first job, they are not, of course, totally unprepared for the kind of social experience, especially in how they have to deal with people. Mental health plays a crucial role in the well-being, job performance, and labor productivity of workers, just as physical health does. Mental Health planners and practitioners have tools to measure the success of much of their work. The Green Paper "The Health of the Nation" presents an opportunity to develop a practical and ambitious strategy for the future of English Mental Health Services in the twenty-first century. (Graham Thornicroft, Geraldine Strathdee, 1991).

This study examines how they handle their behaviour within an organisation that causes mental health issues. Psychological stress derives from interpersonal relations and is frequently unconscious and insidious. This study examines the concept of character structure in every employee that fosters a healthy mindset within an organisation. It states that "the jobs most people do are not a rich source for psychological health, and in fact, they may be classified as mental health hazards. (Jack A. Walford, 1964). It points out that this study may influence job satisfaction or dissatisfaction, which maintains that there is a "basic incongruency between the needs of a mature personality and the requirements of formal organisation."

Healthy Lifestyle for Employees

Regular physical activity and exercise can help improve physical and mental health by reducing stress and symptoms of sadness or anxiety. It may also enhance sleep, providing the energy needed to work, and boost mental health, leading to increased motivation at work. Every employee should be supported in choosing physical activities that are suitable for them, which may help them apply their job more effectively, enabling them to remain active and focused on their workloads. One thing that can help employees boost their behaviour is that organisations must provide activities related to their work, allowing them to refresh their minds and lift their mood while doing business. This study may require additional knowledge as a benefit of having a healthy lifestyle in daily work activities.

Meaningful social connections are vital for mental health. Social connection helps people to live longer and healthier lives, while social strain or isolation harms people. Maintaining positive and regular connections with others can help support mental health. Encouraging people to participate in more social activities may help build a safety net of social support. Community providers can promote greater social inclusion and connection by assisting employees to find suitable activities that utilise their capabilities to the fullest. Having good life skills supports mental health and can also prevent mental health conditions. Studies show that every employee must engage in behavioural activities that will sustain mental health. It becomes more fulfilling and productive when there is a development of confidence and cooperation within an organisation.

The Ethical Aspects of Mental Health Care for Employees

In a Business, Mental wellness may help employees to maintain their psychological and emotional health at work, and involvement stands to benefit. It engaged a happy and potentially innovative workforce. This paper will acknowledge that the company's efforts must be driven and guided by clear ethical principles. Four ethical considerations are relevant to mental health care that may apply in an organisation:

Support Structures

An ethical consideration in the workplace is maintaining a strong support structure, especially when it comes to culture and operations that significantly impact employees. The responsibility is to provide sufficient resources and support. It is essential that employees commit to having accessible resources. It ensures that the support tools and structures being offered are both consistent and continually improving.

Balanced Schedules

As we all remember, the COVID-19 pandemic days have been part of everyone's memory, which caused anxiety. The way people experience anxiety may differ, as well as what triggers their symptoms. That is why everyone has experienced burnout and unbalanced work duties, highlighting the importance of balancing schedules between work hours and personal errands. This is intended to mitigate overtime or cultural pressure that may cause employees to work beyond their scheduled hours. It can also spark ongoing anxiety surrounding performance and career progression. This is to ensure that all employees are encouraged to maintain strict schedules and have a work-life balance to reduce the toxicity of mental health. It should prioritise adopting a flexible schedule to avoid unnecessary mental pressure. Employees must have equal opportunities to take advantage of the flexible schedules in a workplace.

Right to Privacy

 Mental health is one of the highest concerns in society, which is why we should be more responsible in maintaining privacy and confidentiality in the workplace, particularly for psychological or emotional wellness challenges. The company must have a goal in promoting mental health issues, which involves securing personal life and avoiding mishandling issues within the workplace. This also ensures mental health information isn't accessible to other employees who may bully others or hold discriminatory views on the subject. Providing them with secure spaces to make these calls can also enhance workers' privacy regarding their mental well-being.

Triggering Events

Triggers are individualised experiences that vary significantly from person to person. A trigger can impair judgment, and some people may lack insight into their reactions. In the study of mental illness, triggering events can happen in the workplace and contribute to emotional stress. These may be due to the challenges some employees face because of the demands of their jobs. It triggers stress through excessive workloads, demanding duties, tight deadlines, and even repetitive tasks. That is why in a company, employers must be sensitive to any situational work that triggers their mental health and affects them without a work-life balance. Employers must entrust their staff with the capabilities to meet a high standard, as they are motivated to work and flexible with their time and effort. This may lead to satisfaction and compassion in any workplace if we are more responsible for educating every staff member to have a moral foundation in doing business.

 

Conclusion

Having strong mental health is an advantage for everyone, regardless of differences, and even when facing heavy workloads, it is essential to prioritise a healthy mind and a positive outlook. This is an ethical responsibility to support every workplace that maintains consistency in its work and the ability to invest time and energy as it meets targets within an organisation. Employers must have an ethical mental health program to share knowledge and promote awareness of maintaining a healthy mentality and emotional well-being. Employees need to share their mental health wellness to encourage equality, treatment, and consideration, fostering a more positive workplace.

References:

Jack A. Wolford. (1964). Mental Health and Occupation. Public Health Reports (1896-1970), 79(11), 979–984. https://doi.org/10.2307/4592299

Sabella, D. (2013). MENTAL HEALTH MATTERS: Where’s the “Health” in Mental Health? The American Journal of Nursing, 113(4), 62–65. http://www.jstor.org/stable/23461300

Zechmeister, I. (2005). Perspectives of Mental Illness. In Mental Health Care Financing in the Process of Change: Challenges and Approaches for Austria (NED-New edition, pp. 21–32). Peter Lang AG. http://www.jstor.org/stable/j.ctv9hj6m1.7

Thornicroft, G., & Strathdee, G. (1991). Mental Health. BMJ: British Medical Journal, 303(6799), 410–412. http://www.jstor.org/stable/29712685

World Health Organisation. (2019). How to promote mental health and prevent mental health conditions. In mhGAP Community Toolkit: Mental Health Gap Action Programme (mhGAP) (pp. 38–62). World Health Organisation. http://www.jstor.org/stable/resrep27898.12

Thornicroft, G., & Strathdee, G. (1991). Mental Health. BMJ: British Medical Journal, 303(6799), 410–412. http://www.jstor.org/stable/29712685

 

 

 

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Ethical review of financial services: Misusing authority and misleading clients

 Cherry Anne B. Salvatera

Master’s in Business Administration

Divine Word College of Laoag, Laoag City, Ilocos Norte 

Abstract

This article examines ethical issues in the Philippine financial services sector, with a focus on financial advisors abusing their authority and engaging in the mis-selling of financial products. In a world where financial literacy is often inadequate and trust in institutions is critical, the power differential between advisors and clients can lead to potential exploitation. We've seen several ethical quandaries arise as a result of agents who misrepresent insurance, promote investment-linked policies, or push unnecessary banking products to earn a commission. Despite the presence of regulatory bodies such as the Securities and Exchange Commission (SEC Philippines), the Bangko Sentral ng Pilipinas (BSP), and the Insurance Commission, enforcement challenges and cultural attitudes occasionally allow these problems to persist.

Using both global and local examples, this paper illustrates the structural problems that enable unethical behaviour and proposes better regulation, improved ethical training, and adjustments to the compensation structure. Ultimately, restoring public trust in Philippine financial services necessitates not only legal regulation but also a values-based approach to professional behaviour.

Keywords: financial sector, misused authority, advisor, misled clients, abuse, commission, trust, fiduciary, ethics, savings, conflicts of interest

Introduction

The financial services sector relies on trust. Clients choose a financial advisor who provides practical guidance while prioritising their needs. Financial advisors can significantly impact their customers' futures, whether through retirement planning or managing life savings. This fiduciary responsibility goes beyond professional duty and is an ethical commitment. However, when authority is abused and clients are purposefully misled, the foundation of trust is weakened.

In recent years, we have seen a worrying trend in which financial advisors and institutions put personal or corporate interests over their ethical obligations. The misuse of authority in financial services is more than just poor decision-making; it is a systemic ethical failing with far-reaching implications. This paper aims to investigate the causes of these violations, the reasons they persist, and the necessary steps to maintain ethical standards in a sector that has a direct impact on people's financial well-being. Mis-selling unsuitable financial products, hiding critical information, or using their position to influence vulnerable clients are all serious violations of professional integrity.

Fiduciary Duty

            Trustworthy financial advisors are fiduciaries, which means they are legally bound to operate in their clients' best interests, not their own. As one might expect, commission-based enterprises often fail to meet this fiduciary requirement. Instead, they concentrate on earning potential and rewarding opportunities under a less stringent appropriateness criteria, which requires that the proposed financial product be acceptable for the client's financial circumstances, but not necessarily in the client's best interests. Conflicts of interest, on the other hand, are more likely to disrupt relationships when there is no fiduciary standard in place.

Authority Bias

            We are more likely to trust persons with titles, credentials, or institutional backing. This psychological tendency, known as authority bias, causes clients to immediately trust financial consultants, allowing them to avoid rigorous assessment. According to Dr. Turner, a highly respected geneticist and CEO of a major biotech company, authority bias occurs when individuals tend to follow and believe the opinions or suggestions of those in positions of authority or power, such as teachers, doctors, police officers, managers, or experts in the field. This bias can have a substantial impact on how we obtain, comprehend, and respond to information in all aspects of our lives.

How Authority is Misused in Client Relationships

Advisors may abuse their position in various ways:

·         High-pressure sales tactics: A growing body of research demonstrates how sales methods can promote unethical behaviour. One study found that advisors paid on sales commissions were significantly more likely to engage in misconduct, resulting in client losses exceeding $25,000 (Patel, 2019). Team-based incentives may reduce the quality of suggestions, as advisors may encourage customers to purchase high-commission products to meet their internal goals. This conflicts with their fiduciary duties, as they prioritise personal profit over the best interests of the client.

·         Complex jargon: Accounting, like many other professions, has its distinct manner of communication. Jargon has a bad reputation, yet there is a time and place for everything, including specialised lingo. Using complex vocabulary to attract clients could be considered adviser abuse. While this jargon can be helpful as a shorthand for those who understand it, it can also be used to confuse and manipulate clients who are unfamiliar with the terms and conditions. This creates a power imbalance, in which the advisor appears competent while the customer feels bewildered or compelled to comply without fully understanding.

These strategies leverage the trust inherent in the financial advisor-client relationship and often lead clients toward decisions that prioritise the advisor's interests.

The Mechanics of Misleading Clients

Misleading clients often involves:

·         Risk misrepresentation. A misrepresentation is a misleading statement of fact made during contract talks to persuade one party to agree. In this case, a financial advisor presents an investment in a financial product as low-risk, even if it carries significant volatility.

·         Unsuitable products. This case involves pressuring a client to purchase a product that is not aligned with their financial goals. For example, a woman who is about to retire wants to invest her money in a short-term investment, yet an advisor pushes this older woman to opt for a long-term investment to achieve a high return or income.

These practices transform professional guidance into manipulative sales pitches, violating ethical obligations.

The Need for a Culture of Ethics and Accountability

Building a truly ethical financial industry requires:

·         Transparent compensation models. This includes explicitly exposing how and why employees are compensated, promoting fairness, trust, and engagement. This strategy could involve publicising wage ranges for roles, detailing the factors that influence pay, and communicating the company's overall compensation policy.

·         Ethics Training and Leadership. This involves an institutional focus on integrity over sales targets.

·         Whistleblower protection. We aim to create an environment where employees feel comfortable reporting any misconduct without fear of retaliation. It's vital to remember that when writing responses, we should always keep to the prescribed language and avoid using anything other.

Conclusion

The backbone of financial services is trust, but when that trust is broken—due to the abuse of power and the mis-selling of financial products—the consequences can be severe. Clients may not only lose their money, but they also lose their faith. These unethical behaviours are some of the frequent consequences of broader structural issues, such as skewed incentives, lax oversight, and a sales-driven culture that prioritises profit over people. There are regulatory authorities, such as the BSP, SEC, and IC, that are effective at identifying and disciplining misconduct; however, meaningful change requires more than just following the rules. It advocates for a cultural shift in financial institutions that fosters openness, prioritises long-term customer relationships, and empowers both advisors and clients to act ethically.

Restoring ethics in financial services is more than simply meeting regulatory obligations; it is a moral duty. Only through accountability, increased education, and structural changes will the industry reclaim the public trust it so desperately needs. And only when ethical behaviour is at the forefront of every financial concept will the sector be able to fulfil its mission of supporting individuals in reaching their financial goals with honesty and integrity.

References

Fontinelle, A. (2023, May 10). Ethical standards you should expect from financial advisors. Investopedia. https://www.investopedia.com/articles/professionals/071713/ethical-standards-you-should-expect-financial-advisors.asp

Authority Bias - The Decision Lab. (2020). The Decision Lab. https://thedecisionlab.com/biases/authority-bias?

Andonian, D. B. (2025, March 7). Financial Advisor Negligence: Mis-selling and Investment Losses. Civil Litigation Lawyers. https://civillitigationlawyers.co.uk/financial-advisor-negligence/

Cussen, M. P. (2023). Ethical Issues Financial Advisors May Face. Investopedia. https://www.investopedia.com/articles/financialcareers/08/ethics-for-advisors.asp?

Financial Advisor’s Hidden Conflicts of Interest. (2025, March 26). Passive Capital Management. https://passivecapital.com/financial-advisors-hidden-conflicts-of-interest/

Motion Tactic. (2022, March 23). Jargon: A Double-Edged Sword - Allinial Global. Allinial Global. https://allinialglobal.com/blog/jargon-a-double-edged-sword

O’Rourke, O. (2021, July 5). The Consequences of a Misrepresentation in a Contract. LegalVision. https://legalvision.com.au/contract-misrepresentation/

Snigdha Parghan. (2024, June 13). Understanding Compensation Models: Your Complete Guide. Kennect.io; Kennect. https://www.kennect.io/post/compensation-model

 

 

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