The Academy of Organizational and Occupational Psychiatry promotes the application of psychiatric principles and practices in the workplace to improve leadership, group interaction and employee health and performance.
To advance the knowledge and practice of psychiatrists who specialize in organizational and occupational psychiatry through collaboration and education.
The Disrupted Workplace: Technology, Work and Mental Health
26th Annual AOOP Meeting
April 24-26, 2015 at University Club, Chicago
The Academy of Organizational and Occupational Psychiatry (AOOP) was founded in 1990 to provide a forum for an exchange of ideas between psychiatry and the world of work. AOOP's annual meeting is an opportunity to:
- Enhance the knowledge and skills of its members through various training opportunities and professional networking
- Liaison with other professional groups concerned with workplace health and mental health
- Encourage and support the practice of organizational and occupational psychiatry
New from AOOP Members
Is there adequate training in residency about psychiatry and the workplace? Data first presented by the Group for the Advancement of Psychiatry's Committee on Work and Organizations at the AOOP's Annual Meeting in 2013 indicates there's work to be done, as recentlynoted in the Psychiatric Times.
Shame in the workplace is often a topic of discussion at the AOOP Annual Meeting. This recent column in the New York Times nicely discusses some of the issues at play in the blue collar / white collar decisions people face in making career choices.
Tips for conducting disability evaluations, authored by AOOP members C. Donald Williams and Greg Couser , appeared in the May 2014 issue of Psychiatric Times.
How It All Comes Together...
One thing AOOP members love about our work: the complexity inherent in bringing together psychiatry and the workplace. We publish these thoughts in our Bulletin. Past Bulletins can be found on the Publications page, but here's a look at our most recent, which dovetails with our upcoming meeting:
Technology-Induced Workplace Change - Andrew Brown, M.D.
Technology Remakes Work and Worker
By changing the way work is done, technology changes the worker. Workers not infrequently respond catastrophically to the introduction of new technology. Affected workers frequently develop anxiety states, depressive symptoms, and conversion syndromes. Job loss precipitated by technologically induced workplace change can emerge in two ways: as a result of planned replacement of human work with automated work or as a result of the workers psychological response to automation.
Job Elimination: Planned Replacement of Human Work with Automated Machines and Processes
Job elimination, frequently euphemized as “restructuring”, is a common impact of technological innovation and is attributable to conscious planning on the part of employers. When technology is introduced into the workplace employees are not expected to learn how to use new technology but are instead expected to be replaced by it. Technologically-driven unemployment, like unemployment in general, tends to undermine the mental health of those affected by it.
Adverse Reactions to Technologically Induced Workplace Change
Job loss can impact employees who retain their jobs after the introduction of a labor saving device. The key point to bear in mind when contemplating any technologically induced change in the work process is that the introduction of the technology doesn’t just provide a substitute for some isolated component of a job. It not infrequently alters the character of the jobs that are left for the humans to perform, and impacts the roles, attitudes, and skills of the people who take part in it.
In the news...
NPR published an excellent article on March 6 providing a detailed reporting of worker's compensation practices across the United States. The article was written in partnership with ProPublica, an investigative journalism group. Their powerful interactive graphic shows how much the loss of specific body parts is worth in each state: