Tackling stress in the Canadian workplace June 2011
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Tackling stress in the Canadian workplace June 2011

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Half day open interactive workshop in Toronto on stress.

Half day open interactive workshop in Toronto on stress.

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  • 1. Tackling stress in the Canadian workplace
    by Toronto Training and HR
    June 2011
  • 2. 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
  • 3. Page 3
    Introduction
  • 4. 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:
    • Training course design
    • 5. Training course delivery
    - Reducing costs
    • Saving time
    • 6. Improving employee engagement & morale
    • 7. Services for job seekers
  • Page 5
    21st Century work challenges
  • 8. Page 6
    21st Century work challenges
    Workforce aging
    Labour market
    Technology
    Benefit costs
  • 9. Page 7
    Positive and negative stress
  • 10. Page 8
    Positive and negative stress
    Positive stress
    Negative stress
  • 11. Page 9
    Factors causing stress
  • 12. Page 10
    Factors causing stress
    Differing agendas
    Personality clashes
    Conflict at senior levels
    Policies and procedures
  • 13. Page 11
    Drill A
  • 14. Page 12
    Drill A
  • 15. Page 13
    Work intensity
  • 16. Page 14
    Work intensity
    Personal characteristics
    Work situation/job-related characteristics
    Outcomes/correlates
  • 17. Page 15
    The crying game
  • 18. 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.
  • 19. 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.
  • 20. Page 18
    Measures
  • 21. Page 19
    Measures
    Perception of organizational change
    Employee trust
    Stress management strategies
    Organizational identification
    Job involvement
  • 22. Page 20
    Drill B
  • 23. Page 21
    Drill B
  • 24. Page 22
    Nutrition
  • 25. Page 28
    2
  • 26. Page 24
    Nutrition 2 of 2
    Energy in a liquid
    High protein intake
    High green vegetable intake
    Whole grains
    Low saturated fats
    Regular healthy snacks
    Supplements
  • 27. Page 25
    Mindset
  • 28. Page 26
  • 29. 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
  • 30. Page 28
    Body
  • 31. Page 29
  • 32. Page 30
    Body 2 of 2
    Laugh your way out of stress
    Sex can help too
    Massage
    Progressive muscle relaxation
    Good napping and sleep patterns
    Regular exercise
  • 33. Page 31
    Actions
  • 34. Page 32
  • 35. 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
  • 36. Page 34
    Social interactions
  • 37. Page 35
  • 38. Page 36
    Social interactions 2 of 2
    Support networks
    Pay sports
    Play with children and pets
    Learn to compromise
    Express your feelings to other
    Help others
  • 39. Page 37
    Stress inducing activities
  • 40. Page 38
  • 41. Page 39
    Stress inducing activities 2 of 2
    Avoid stressful people
    Avoid toxins
    Avoid consuming certain items
  • 42. Page 40
    Stress in a library?
  • 43. Page 41
    Stress in a library? 1 of 4
    Identify
    Evaluate
    Manage
    Job redesign
    Job enrichment
    Job enlargement
    Flexitime
    Job sharing
  • 44. 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.
  • 45. 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.
  • 46. 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.
  • 47. Page 45
    Stressors in the education sector
  • 48. 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
  • 49. Page 47
    Stressors in the education sector 2 of 3
    Unfair-Administration
    Unfair-Chairperson
    Unfair-Rewards
  • 50. 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
  • 51. Page 49
    Case study-police
  • 52. Page 50
    Case study-police
  • 53. Page 51
    Conclusion & Questions
  • 54. Page 52
    Conclusion
    Summary
    Questions