The basic concept of leadership angled towards behavioral health is to help mitigate mental and emotional stress that stems from occupations that involve high risk. Their primary role is to provide an environment where employees are comfortable seeking help whenever they are faced with mental issues. In recent times, they have become an integral part of most organizations’ critical processes, key among them, employee recruitment.
The general idea of staffing is to employ the best employees among all the potential applicants. Human resources (HR) and managers, however, take a different approach, where they are more concerned about avoiding hiring incompetent employees. These two constitute the two main orientations that most people operate based on, according to the Regulatory theory (Kuhn, 2015). One is the promotion orientation, where the primary focus is to grow and achieve more than is already possible. The second is the prevention orientation that emphasizes restrain and protection of the already ongoing stability and ensures the safety of the company’s future.
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Factors such as a person’s level of decision making, ability to complete responsibilities, and their attitude towards authority should also be considered. The inter-action levels of the individual, customer relations, and knowledge base paired with the factors mentioned above can tell the competency levels of a certain employee.
Comparing the two main methods that can be used, prevention staffing is keen on avoiding bad hires, while promotion-focused orientation is motivated to find beneficial employees. Behavioral health leaders are crucial in times of economic recession as they help maintain a general sense of calm to avoid impulse staffing or de-staffing during times of crisis (Raphael, 2010). They also advise on a sustainable way of staffing, ensuring no sudden changes to avoid mass hire or lay-offs in the future. Prevention focused hiring is mostly adopted in situations where employees will be judged based on whether they cause trouble or not. Promotion focused hiring is used in situations where the individual success and performance of an employee will be the basis of their ranking. Some companies also have strict policies against firing employees, and here, the prevention orientation will be used. Leadership and executive positions mostly use the promotion orientation to have people to push the organization vision forward while prevention is mostly used in subordinate positions ( Baldenius, Nezlobin & Vaysman, 2016) . Whichever method a company decides to employ, a behavioral health manager will help in the whole process.
References
Baldenius, T., Nezlobin, A. A., & Vaysman, I. (2016). Managerial performance evaluation and
real options. The Accounting Review , 91 (3), 741-766.
Kuhn, K. M. (2015). Selecting the good vs. rejecting the bad: Regulatory focus effects on
staffing decision making. Human Resource Management , 54 (1), 131-150.
Raphael, M. (2010). Impact of Recent Economy Changes on Human Resource Management
Recruitment and Selection Practices. Proceedings of the Northeast Business & Economics Association .
