Exploring critical issues surrounding mental health and well-being in the cruise ship industry.

Abstract:
This paper addresses the escalating mental health issues in the cruise ship sector, exacerbated by long working hours, high customer service expectations and social isolation.

Key words:
Mental health, Work-related stress, Well-being, Cruise ship industry, COVID-19, Key performance indicators (KPIs), Technology.

Discussion:


The cruise ship industry is distinguished by a distinctive work environment characterised by long hours, strict customer service requirements, and a feeling of social isolation. Employees may experience high amounts of stress as a result of these circumstances, which may result in a number of mental health issues. These ongoing issues have been developing since the COVID-19 pandemic started, which has increased employee anxiety and uncertainty (Radic et al., 2020).

The unique nature of jobs on a cruise ship often shares similarities with other high-stress occupations such as aviation, hotels, and healthcare. These industries also involve intensive customer interactions, long working hours, and work-related stress (Radic et al., 2020). Learning from strategies that have been effective in these sectors and adapting them to the unique context of the cruise ship industry could be a beneficial approach. Learning from these parallels can lead to more innovative and effective strategies for managing mental health and well-being.

Organisations must implement comprehensive stress management plans to address these problems. Organisational mental health programmes that are tailored to the particular requirements of their employees might offer the assistance and guidance which benefit employees. These initiatives may include counselling services, mindfulness training, stress-management courses and yoga and meditation sessions. However, it is crucial that these activities are made accessible to all employees and communicated effectively (Blackburn, 2020).

The key to reducing work-related stress is striking a balance between personal and professional obligations. This balance can be maintained by the use of flexible work schedules, enough resting periods and rules that respect employees' personal time (Blackburn 2020). These steps can be crucial in lowering work-related stress levels in a field like the cruise ship industry, where the lines between personal and professional life are frequently overshadowed.

Organisations must also provide their staff with the knowledge and abilities necessary to effectively manage customer feedback. Customer feedback has a huge impact on employees' stress levels in a service-oriented sector. Employees must be trained in how to respond positively to negative feedback, as it can have a direct impact on their well-being.

Additionally, the report highlights the imbalance that frequently favours customer service over employee welfare, and the need to correct it. The needs of the workers' mental health may be neglected as a result of this unjust prioritisation. Better mental health outcomes and better customer service can result from shifting this focus to strike a balance between employee and customer needs.

For the cruise ship industry, the COVID-19 pandemic has brought up unprecedented challenges. Fear of infection, job loss, financial instability and the need to quickly adapt to new work arrangements have increased the pressure already placed on the employees (Radic et al., 2020). These difficulties highlight the necessity for businesses to offer strong assistance programmes, such as training, financial advice and support for mental health, to aid in employees' adjustment to the new normal.

Key performance indicators (KPIs) and other performance indicators play a significant role in the cruise ship sector. Although they are essential for maintaining service standards and maximising worker productivity, if they are not properly handled, they can also increase work-related stress. Stressful working conditions can be caused by unrealistic goals, an overemphasis on performance and a lack of appreciation for other aspects of work-life balance. To avoid unintentionally causing employee stress, organisations must take these elements into account when creating their performance management systems.

Technology has provided some innovative solutions for supporting mental health. Some companies have introduced mobile applications, such as Headspace, to help manage stress and monitor mental health. Example businesses already incorporating these tools into their companies include Virgin Atlantic and British Airways. However, the effectiveness of these applications can vary widely. Some employees might find them beneficial, while others may feel more stressed due to constant reminders of their mental health status. Additionally, privacy concerns might limit the use of these digital solutions and within research, there has been a lack of scientific back-up supporting the psychological benefits of these mental health applications. (Torous et al., 2018).

In conclusion, the cruise ship sector presents a unique set of mental health challenges that require a comprehensive, multi-faceted approach. By implementing the recommendations discussed in the paper, organisations can promote a supportive work environment that prioritises employee well-being. This approach not only benefits the employees but also contributes to the overall performance and sustainability of the industry.

Key References:

Blackburn, P. (2020). Mentally Healthy Ships- Policy and Practice to Promote Mental Health on Board. First Edition. ISWAN. Available from: https://www.seafarerswelfare.org/assets/documents/resources/Mentally-Healthy-Ships.pdf [accessed 10th May 2023].

Radic, A., Lück, M., Ariza-Montes, A. and Han, H. (2020). Fear and Trembling of Cruise Ship Employees: Psychological Effects of the COVID-19 Pandemic. International Journal of Environmental Research and Public Health. Available from: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7559441/ [accessed 11th May 2023].

Torous, J., Nicholas, J., Larsen, M.E., Firth, J. and Christensen, H. (2018). Clinical review of user engagement with mental health smartphone apps: evidence, theory and improvements. Available from: https://pubmed.ncbi.nlm.nih.gov/29871870/ [accessed 13th May 2023].

The tourism industry is notorious for its long and unpredictable working hours. As a result, it can be isolating for employees who work in environments that prevent them from leaving the workplace to take a break. Cruise ship employees are an example of this. The paper addressed the increase in mental health issues among cruise ship employees. It also highlighted the impact of the Covid-19 pandemic. During this time, the psychological effects of cruise ship employees were significant. According to Radic (et al, 2020), the pandemic exposed the weaknesses of cruise companies. Human research management leadership was discovered to be the most concerning factor due to lack of job security. This factor, along with others, meant that cruise workers were being laid off with no confirmation of return.

It is crucial for human resource managers to be able to recognise mental health issues because a reduction in productivity can result in financial losses (Hennekam et al, 2021). As a result, training is critical in determining how to best respond to employees experiencing mental health issues. The paper recognised how training, among other initiatives, can assist employees in adjusting to their new working environment following covid. The initiatives that organisations can implement to reduce work stress are also briefly mentioned. Mindfulness training has been shown to improve employee well-being and productivity. Furthermore, research shows that mindfulness training can improve both communication and rapport between employer and employee (Karlin, 2018). However, during the Covid-19 pandemic, staff training was frequently done online. Online training lacks in engagement and is less effective than in person workshops/sessions. Subsequently, it can be suggested that cruise ship companies implement mandatory face-to-face mental health training sessions. As a result, the stigma associated with mental health issues will be reduced, and open communication will be encouraged.

Finally, cruise companies can increase satisfaction, workforce production, and revenue by ensuring the well-being of their employees through specific methods.

References:
Hennekam, S., Follmer, K. and Beatty, J. (2021). Exploring mental illness in the workplace: the role of HR professionals and processes. The International Journal of Human Resource Management, [online] 32(15), pp.3135–3156. doi:https://doi.org/10.1080/09585192.2021.1960751.

Karlin, D.S. (2018). Mindfulness in the workplace. STRATEGIC HR REVIEW, 17, pp.76–80. doi:10.1108/SHR-11-2017-0077.

Radic, A., Lück, M., Ariza-Montes, A. and Han, H. (2020). Fear and Trembling of Cruise Ship Employees: Psychological Effects of the COVID-19 Pandemic. International Journal of Environmental Research and Public Health, 17(18), p.6741. doi:10.3390/ijerph17186741.