8.HS1703-038.pdf (original) (raw)
Factors Related to Work Stress and Health Problems
isara solutions, 2016
Stress is defined in terms of its physical and psychological effects on a person, and can be a mental, physical and emotional strain. Workplace stress also known as occupational stress occurs when there is a discrepancy between the demands of the workplace and an individual’s ability to carry out and complete these demands. A number of factors contribute to workplace stress such as workload, isolation, isolation, toxic environment, lack of autonomy, relationship with co-workers, management bullying, harassment and lack of opportunities. Stress related disorders encompass a broader array of conditions, including psychological disorders, emotional strain, maladaptive behavior and cognitive impairment. In turn, these conditions may lead to poor work performance, higher absenteeism, lower productivity or even injury. Work stress is also associated with various biological reactions that may lead to compromised health such cardiovascular disease, development of musculoskeletal disorders or death in extreme cases. Kenexa Research Institute also found gender differences in the global survey of almost 30000 workers that female suffered more from workplace stress. Combination of organizational change and change and stress management techniques is often the most useful approach for the preventing work related stress and to enhance the performance of the employees.
Stress at Work Contents Executive Summary 4
2015
Whilst it is arguable that the term 'stress' is so ubiquitous that it has been entirely cut adrift from both professional discourse and real life experience, it still retains a profoundly serious currency. Real or imagined, misunderstood or misused, rare or widespread, the problem of stress cannot be ignored. Defining stress-The wider the usage of the term 'stress' , the more elusive its meaning. Modern definitions of stress all recognise that it is a personal experience caused by pressure or demands on an individual, and impacts upon the individual's ability to cope or rather, his/her perception of that ability. Work-related stress occurs when there is a mismatch between the demands of the job and the resources and capabilities of the individual worker to meet those demands. Subjective and selfreported evaluations of stress are just as valid as 'objective' data, such as statistics on accidents or absenteeism.
Causes and Management of Stress at Work
Occupational and Environmental Medicine, 2002
tress has been defined in different ways over the years. Originally, it was conceived of as pressure from the environment, then as strain within the person. The generally accepted definition today is one of interaction between the situation and the individual. It is the psychological and physical state that results when the resources of the individual are not sufficient to cope with the demands and pressures of the situation. Thus, stress is more likely in some situations than others and in some individuals than others. Stress can undermine the achievement of goals, both for individuals and for organisations (box 1). Signs of stress can be seen in people's behaviour, especially in changes in behaviour. Acute responses to stress may be in the areas of feelings (for example, anxiety, depression, irritability, fatigue), behaviour (for example, being withdrawn, aggressive, tearful, unmotivated), thinking (for example, difficulties of concentration and problem solving) or physical symptoms (for example, palpitations, nausea, headaches). If stress persists, there are changes in neuroendocrine, cardiovascular, autonomic and immunological functioning, leading to mental and physical ill health (for example anxiety, depression, heart disease) (box 2, fig 1). 1 Situations that are likely to cause stress are those that are unpredictable or uncontrollable, uncertain, ambiguous or unfamiliar, or involving conflict, loss or performance expectations. Stress may be caused by time limited events, such as the pressures of examinations or work deadlines, or by ongoing situations, such as family demands, job insecurity, or long commuting journeys. Resources that help meet the pressures and demands faced at work include personal characteristics such as coping skills (for example, problem solving, assertiveness, time management) and the work situation such as a good working environment and social support. These resources can be increased by investment in work infrastructure, training, good management and employment practices, and the way that work is organised. Historically, the typical response from employers to stress at work has been to blame the victim of stress, rather than its cause. Increasingly, it is being recognised that employers have a duty, in many cases in law, to ensure that employees do not become ill. It is also in their long term economic interests to prevent stress, as stress is likely to lead to high staff turnover, an increase in sickness absence and early retirement, increased stress in those staff still at work, reduced work performance and increased rate of accidents, and reduced client satisfaction. Good employment practice includes assessing the risk of stress amongst employees. This involves: c looking for pressures at work which could cause high and long lasting levels of stress c deciding who might be harmed by these c deciding whether you are doing enough to prevent that harm. c HOW STRESS IS CAUSED The degree of stress experienced depends on the functioning of two protective physiological mechanisms: c "Alarm reaction". When confronted with a threat to our safety, our first response is physiological arousal: our muscles tense and breathing and heart rate become more rapid. This serves us well when the threat is the proverbial bull in the field rushing towards us. We either fight or flee. Present day threats tend to be more psychological-for example, unjustified verbal attack by a superior at work. It is usually not socially acceptable to act by "fight or flight", and an alternative means of expressing the resultant emotional and physical energy is required. This falls in the arena of assertive communication. c "Adaptation". The second adaptive mechanism allows us to cease responding when we learn that stimuli in the environment are no longer a threat to our safety. For example, when we first spend time in a house near a railway line, our response to trains hurtling past is to be startled, as described above. Over time, our response dwindles. If this process did not function, we would eventually collapse from physical wear and tear, and mental exhaustion.
In order to encourage improvements, especially in the working environment, as regards the protection of the safety and health of workers as provided for in the Treaty and successive action programmes concerning health and safety at the workplace, the aim of the Agency shall be to provide the Community bodies, the Member States and those involved in the field with the technical, scientific and economic information of use in the field of safety and health at work.