Stress In Safe Work Australia
Stress is the experience of demands or pressures place on people. Stress can produce a range of positive (eustress) and/or negative (distressing) reactions such as exhilaration, fear, motivation or feeling tense.
Personal stress levels can be contributed to by both internal and external variables:
Internal (self-generated - we have some control over it):
Motivation
Anger management
Positive/negative attitude
Ability to express emotions
Ability to forgive
Doubt
Lack of assertiveness
Unrealistic expectations
External (outside forces act on us):
Interpersonal conflict
Time pressures
Work pressures
Family pressures
Social obligations
Weather
Monetary issues
Studies have shown that when the body is exposed to a stress, the level of hormones …show more content…
Studies of Australian Workers ' Compensation claims for 2008-2011 has revealed that mental stress is costing Australian businesses over $10billion per year.
The ACTU conducted a survey in 1997, with over 12,000 responses being received. The survey showed:
- One in four people took time off due to stress at work - even if they did not claim workers compensation.
- The most stressful conditions at work reported were management issues including lack of communication and consultation; increased workload; organisational change and restructuring; and job insecurity.
- People reported a range of symptoms. More than 60 per cent reported headaches; continual tiredness; anger and sleeplessness.
- Over half the respondents nominated better management, including more communication and consultation, as the solution to stress at work. Other solutions included less workload; less performance monitoring; better work organisation; more training; job security and better career opportunities. …show more content…
Prepare - gather notes, documentation etc
2. Consult with your organisation 's HR department or EAP for suggestions
3. Ensure that all procedures and practices are followed (as per HR department)
4. Approach the employee - don’t wait til the issue escalates
5. Arrange a suitable time for a meeting and invite them to bring a support person if they wish
6. Use active listening throughout the discussion
7. Be welcoming whilst showing concern. Be open about the reason for the discussion and be honest about concerns for the employee 's well-being and the impact on others in the workplace
8. Convey your observations, be specific and provide examples
9. Focus on work performance issues, avoid making judgments and don 't state opinions about personal issues
10. Be objective, fair and consistent and respect the employee 's privacy
11. Balance the discussion with positive feedback
12. Be prepared for emotional reactions, give them a chance to express feelings
13. Remain empathetic and demonstrate genuine concern
14. Consider possible solutions - seek suggestions from the employee, could include temporary adjustments to work duties, referral to EAP for advice or counselling, conflict resolution or
Personal stress levels can be contributed to by both internal and external variables:
Internal (self-generated - we have some control over it):
Motivation
Anger management
Positive/negative attitude
Ability to express emotions
Ability to forgive
Doubt
Lack of assertiveness
Unrealistic expectations
External (outside forces act on us):
Interpersonal conflict
Time pressures
Work pressures
Family pressures
Social obligations
Weather
Monetary issues
Studies have shown that when the body is exposed to a stress, the level of hormones …show more content…
Studies of Australian Workers ' Compensation claims for 2008-2011 has revealed that mental stress is costing Australian businesses over $10billion per year.
The ACTU conducted a survey in 1997, with over 12,000 responses being received. The survey showed:
- One in four people took time off due to stress at work - even if they did not claim workers compensation.
- The most stressful conditions at work reported were management issues including lack of communication and consultation; increased workload; organisational change and restructuring; and job insecurity.
- People reported a range of symptoms. More than 60 per cent reported headaches; continual tiredness; anger and sleeplessness.
- Over half the respondents nominated better management, including more communication and consultation, as the solution to stress at work. Other solutions included less workload; less performance monitoring; better work organisation; more training; job security and better career opportunities. …show more content…
Prepare - gather notes, documentation etc
2. Consult with your organisation 's HR department or EAP for suggestions
3. Ensure that all procedures and practices are followed (as per HR department)
4. Approach the employee - don’t wait til the issue escalates
5. Arrange a suitable time for a meeting and invite them to bring a support person if they wish
6. Use active listening throughout the discussion
7. Be welcoming whilst showing concern. Be open about the reason for the discussion and be honest about concerns for the employee 's well-being and the impact on others in the workplace
8. Convey your observations, be specific and provide examples
9. Focus on work performance issues, avoid making judgments and don 't state opinions about personal issues
10. Be objective, fair and consistent and respect the employee 's privacy
11. Balance the discussion with positive feedback
12. Be prepared for emotional reactions, give them a chance to express feelings
13. Remain empathetic and demonstrate genuine concern
14. Consider possible solutions - seek suggestions from the employee, could include temporary adjustments to work duties, referral to EAP for advice or counselling, conflict resolution or