Tag: mental health (page 1 of 4)

Study shows no link between age at getting first smartphone and mental health issues

Where we live is unusual for the UK: we have first, middle, and high schools. The knock-on effect of this in the 21st century is that kids aged nine years old are walking to school and, often, taking a smartphone with them.

This study shows that the average age children were given a phone by parents was 11.6 years old, which meshes with the ‘norm’ (I would argue) in the UK of giving kids one when they go to secondary school.

What I like about these findings are that parents overall seem to do a pretty good job. It’s been a constant battle with our eldest, who is almost 16, to be honest, but I think he’s developed some useful habits around technology.

Parents fretting over when to get their children a cell phone can take heart: A rigorous new study from Stanford Medicine did not find a meaningful association between the age at which kids received their first phones and their well-being, as measured by grades, sleep habits and depression symptoms.

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The research team followed a group of low-income Latino children in Northern California as part of a larger project aimed to prevent childhood obesity. Little prior research has focused on technology acquisition in non-white or low-income populations, the researchers said.

The average age at which children received their first phones was 11.6 years old, with phone acquisition climbing steeply between 10.7 and 12.5 years of age, a period during which half of the children acquired their first phones. According to the researchers, the results may suggest that each family timed the decision to what they thought was best for their child.

“One possible explanation for these results is that parents are doing a good job matching their decisions to give their kids phones to their child’s and family’s needs,” Robinson said. “These results should be seen as empowering parents to do what they think is right for their family.”

Source: Age that kids acquire mobile phones not linked to well-being, says Stanford Medicine study | Stanford Medicine

Some tips for adding winter cheer

There are some excellent suggestions in this list of 53 things that can give you a lift over the winter months. I’ve highlighted three of my favourites below!

Bowl of fruit with stick-on eyes.

7. Walk with an audio book
On a crisp winter’s day, there is no finer companion than 82-year-old actor Seán Barrett. His sublime narration of Mick Herron’s Slough House series, about a bunch of MI5 outcasts, will bring cheer to the gloomiest days.

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18. Buy foods you can’t identify
Purchase food in shops where the majority of products have no English on the packaging, so eating what you buy is an adventure. It might be black limes, a box of tamarinds or a rosewater drink with vermicelli pieces. It’s like travelling without travelling.

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50. Sweat in a sauna
We’ve all been told about the wellbeing boost of plunging into cold water, wild swimming and turning your shower down to freezing. But who wants to be cold? Book yourself into a sauna. Let the heat and steam soak deep into your bones and sweat out all your worries.

Source: Need a lift? Here’s 53 easy ways to add cheer to your life as winter looms | The Guardian

Being ‘quietly fired’ at work

I’ll not name the employer, and this wasn’t recent, but I’ve been ‘quietly fired’ from a job before. I never really knew why, other than a conflict of personalities, but there was no particular need for pursuing that path (instead of having a grown-up conversation) and it definitely had an impact on my mental health.

I think part of the reason this happens is because a lot of organisations have extremely poor HR functions and managers without much training. As a result, they muddle through, avoiding conflict, and causing more problems as a result.

There may not always be a good fit between jobs and the workers hired to do them. In these cases, companies and bosses may decide they want the worker to depart. Some may go through formal channels to show employees the door, but others may do what Eliza’s boss did – behave in such a way that the employee chooses to walk away. Methods may vary; bosses may marginalise workers, make their lives difficult or even set them up to fail. This can take place over weeks, but also months and years. Either way, the objective is the same: to show the worker they don’t have a future with the company and encourage them to leave.

In overt cases, this is known as ‘constructive dismissal’: when an employee is forced to leave because the employer created a hostile work environment. The more subtle phenomenon of nudging employees slowly but surely out of the door has recently been dubbed ‘quiet firing’ (the apparent flipside to ‘quiet quitting’, where employees do their job, but no more). Rather than lay off workers, employers choose to be indirect and avoid conflict. But in doing so, they often unintentionally create even greater harm.

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An employee subtly nudged out the door isn’t without legal recourse, either. “If you were to look at each individual aspect of quiet firing, there’s likely nothing serious enough to prove an employer breach of contract,” says Horne. “However, there’s the last-straw doctrine: one final act by the employer which, when added together with past behaviours, can be asserted as constructive dismissal by the employee.”

More immediate though, is the mental-health cost to the worker deemed to be expendable by the employer – but who is never directly informed. “The psychological toll of quiet firing creates a sense of rejection and of being an outcast from their work group. That can have a huge negative impact on a person’s wellbeing,” says Kayes.

Source: The bosses who silently nudge out workers | BBC Worklife