Tackling stress in the Canadian workplace by Toronto Training and HR June 2011
Contents 3-4 Introduction to Toronto Training and HR 5-6 21st Century work challenges 7-8 Positive and negative stress 9-10 Factors causing stress 11-12 Drill A 13-14 Work intensity 15-17 The crying game 18-19 Measures 20-21 Drill B 22-24 Nutrition 25-27 Mindset 28-30 Body 31-33 Actions 34-36 Social interactions 37-39 Stress inducing activities 40-44 Stress in a library? 45-48 Stressors in the education sector 49-50 Case study-police 51-52 Conclusion and questions Page 2
Page 4 Introduction to Toronto Training and HR Toronto Training and HRis a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking 10 years in training and human resources Freelance practitioner since 2006 The core services provided by Toronto Training and HR are:
Page 16 The crying game 1 of 2 Crying is a normal human emotional response – don’t be afraid if this happens. Distinguish between work-related tears and life-related ones. Do not allow the fear of crying to hold back difficult but necessary conversations (e.g. addressing performance issues). Allow the individual time to compose his/herself and take a break if possible.
Page 17 The crying game 2 of 2 If you operate an employment assistance scheme, suggest the employee uses this to deal with personal issues they are bringing to work. If not, suggest they seek counselling. Do not get drawn into being an amateur therapist yourself. Assess any workload issues for possible stress triggers under health and safety legislation. Address any emotional intelligence issues that could be resolved with appropriate training and development.
Page 27 Mindset 2 of 2 Become an optimist Ask effective questions Think about the bigger picture Adjust your standards Reframe circumstances Meditate and visualize Using affirmations Emotional controls Acceptance through forgiveness
Page 33 Actions 2 of 2 Natural therapies Assertiveness is the key Organize and manage your time effectively Reduce noise and distractions Simplify your life Relax within nature Take a long hot bath Relax to your favourite music
Page 41 Stress in a library? 1 of 4 Identify Evaluate Manage Job redesign Job enrichment Job enlargement Flexitime Job sharing
Page 42 Stress in a library? 2 of 4 Adequate on-going on-the-job training through workshops, seminars apprenticeships, job rotations etc. Building and maintaining a good mid-career development program so as to avoid stressors like over promotion, under-promotion, status problem, thwarted ambition and occupational locking-in that always lead to long time work-place stress in library and information profession. Providing good performance feedback system which can easily enhance good workers performance & motivation.
Page 43 Stress in a library? 3 of 4 Providing adequate reward for different excellent performance which may or may not include monetary, time-off from work, conference or training aid etc. Good organizational competence in handling workers job future ambiguity and insecurity. Good organizational competence in providing a stress free job/career transition for workers by giving them adequate training on handling job changing or transitions.
Page 44 Stress in a library? 4 of 4 Providing adequate good entitlement, program and rehabilitation for workers when leaving the work force or retiring. The thought of retirement can constitute a serious work-place stress for workers when there is no good retirement program being looked forward to.
Page 46 Stressors in the education sector 1 of 3 Job control Skill use Workload Work scheduling Role conflict Role ambiguity/clarity Work-life balance
Page 47 Stressors in the education sector 2 of 3 Unfair-Administration Unfair-Chairperson Unfair-Rewards
Page 48 Stressors in the education sector 3 of 3 MAIN OUTCOME MEASURES Job satisfaction Affective commitment Health and Safety at work Positive wellbeing Physical Health Questionnaire General Health Questionnaire Medication