Tackling stress in the Canadian workplace June 2011


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Half day open interactive workshop in Toronto on stress.

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Tackling stress in the Canadian workplace June 2011

  1. 1. Tackling stress in the Canadian workplace<br />by Toronto Training and HR <br />June 2011<br />
  2. 2. Contents<br /> 3-4 Introduction to Toronto Training and HR<br /> 5-6 21st Century work challenges<br /> 7-8 Positive and negative stress<br /> 9-10 Factors causing stress<br /> 11-12 Drill A<br /> 13-14 Work intensity<br /> 15-17 The crying game<br /> 18-19 Measures<br /> 20-21 Drill B<br /> 22-24 Nutrition<br /> 25-27 Mindset<br /> 28-30 Body<br />31-33 Actions<br />34-36 Social interactions<br />37-39 Stress inducing activities<br /> 40-44 Stress in a library?<br /> 45-48 Stressors in the education sector<br />49-50 Case study-police<br />51-52 Conclusion and questions<br />Page 2<br />
  3. 3. Page 3<br />Introduction<br />
  4. 4. Page 4<br />Introduction to Toronto Training and HR<br />Toronto Training and HRis a specialist training and human resources consultancy headed by Timothy Holden <br />10 years in banking<br />10 years in training and human resources<br />Freelance practitioner since 2006<br />The core services provided by Toronto Training and HR are:<br /><ul><li>Training course design
  5. 5. Training course delivery</li></ul>- Reducing costs<br /><ul><li>Saving time
  6. 6. Improving employee engagement & morale
  7. 7. Services for job seekers</li></li></ul><li>Page 5<br />21st Century work challenges<br />
  8. 8. Page 6<br />21st Century work challenges<br />Workforce aging<br />Labour market<br />Technology<br />Benefit costs<br />
  9. 9. Page 7<br />Positive and negative stress<br />
  10. 10. Page 8<br />Positive and negative stress<br />Positive stress<br />Negative stress<br />
  11. 11. Page 9<br />Factors causing stress<br />
  12. 12. Page 10<br />Factors causing stress<br />Differing agendas<br />Personality clashes<br />Conflict at senior levels<br />Policies and procedures<br />
  13. 13. Page 11<br />Drill A<br />
  14. 14. Page 12<br />Drill A <br />
  15. 15. Page 13<br />Work intensity<br />
  16. 16. Page 14<br />Work intensity<br />Personal characteristics<br />Work situation/job-related characteristics<br />Outcomes/correlates<br />
  17. 17. Page 15<br />The crying game<br />
  18. 18. Page 16<br />The crying game 1 of 2<br />Crying is a normal human emotional response – don’t be afraid if this happens.<br />Distinguish between work-related tears and life-related ones.<br />Do not allow the fear of crying to hold back difficult but necessary conversations (e.g. addressing performance issues).<br />Allow the individual time to compose his/herself and take a break if possible.<br />
  19. 19. Page 17<br />The crying game 2 of 2<br />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.<br />Assess any workload issues for possible stress triggers under health and safety legislation.<br />Address any emotional intelligence issues that could be resolved with appropriate training and development.<br />
  20. 20. Page 18<br />Measures<br />
  21. 21. Page 19<br />Measures<br />Perception of organizational change<br />Employee trust<br />Stress management strategies<br />Organizational identification<br />Job involvement<br />
  22. 22. Page 20<br />Drill B<br />
  23. 23. Page 21<br />Drill B <br />
  24. 24. Page 22<br />Nutrition<br />
  25. 25. Page 28<br />2<br />
  26. 26. Page 24<br />Nutrition 2 of 2<br />Energy in a liquid<br />High protein intake<br />High green vegetable intake<br />Whole grains<br />Low saturated fats<br />Regular healthy snacks<br />Supplements<br />
  27. 27. Page 25<br />Mindset<br />
  28. 28. Page 26<br />
  29. 29. Page 27<br />Mindset 2 of 2<br />Become an optimist<br />Ask effective questions<br />Think about the bigger picture<br />Adjust your standards<br />Reframe circumstances<br />Meditate and visualize<br />Using affirmations<br />Emotional controls<br />Acceptance through forgiveness<br />
  30. 30. Page 28<br />Body<br />
  31. 31. Page 29<br />
  32. 32. Page 30<br />Body 2 of 2<br />Laugh your way out of stress<br />Sex can help too<br />Massage<br />Progressive muscle relaxation<br />Good napping and sleep patterns<br />Regular exercise<br />
  33. 33. Page 31<br />Actions<br />
  34. 34. Page 32<br />
  35. 35. Page 33<br />Actions 2 of 2<br />Natural therapies<br />Assertiveness is the key<br />Organize and manage your time effectively<br />Reduce noise and distractions<br />Simplify your life<br />Relax within nature<br />Take a long hot bath<br />Relax to your favourite music <br />
  36. 36. Page 34<br />Social interactions<br />
  37. 37. Page 35<br />
  38. 38. Page 36<br />Social interactions 2 of 2<br />Support networks<br />Pay sports<br />Play with children and pets<br />Learn to compromise<br />Express your feelings to other<br />Help others<br />
  39. 39. Page 37<br />Stress inducing activities<br />
  40. 40. Page 38<br />
  41. 41. Page 39<br />Stress inducing activities 2 of 2<br />Avoid stressful people<br />Avoid toxins<br />Avoid consuming certain items<br />
  42. 42. Page 40<br />Stress in a library?<br />
  43. 43. Page 41<br />Stress in a library? 1 of 4<br />Identify <br />Evaluate <br />Manage<br />Job redesign<br />Job enrichment<br />Job enlargement<br />Flexitime<br />Job sharing<br />
  44. 44. Page 42<br />Stress in a library? 2 of 4<br />Adequate on-going on-the-job training through workshops, seminars apprenticeships, job rotations etc.<br />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.<br />Providing good performance feedback system which can easily enhance good workers performance & motivation.<br />
  45. 45. Page 43<br />Stress in a library? 3 of 4<br />Providing adequate reward for different excellent performance which may or may not include monetary, time-off from work, conference or training aid etc.<br />Good organizational competence in handling workers job future ambiguity and insecurity.<br />Good organizational competence in providing a stress free job/career transition for workers by giving them adequate training on handling job changing or transitions.<br />
  46. 46. Page 44<br />Stress in a library? 4 of 4<br />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.<br />
  47. 47. Page 45<br />Stressors in the education sector<br />
  48. 48. Page 46<br />Stressors in the education sector 1 of 3 <br />Job control<br />Skill use<br />Workload<br />Work scheduling<br />Role conflict<br />Role ambiguity/clarity<br />Work-life balance<br />
  49. 49. Page 47<br />Stressors in the education sector 2 of 3 <br />Unfair-Administration<br />Unfair-Chairperson<br />Unfair-Rewards<br />
  50. 50. Page 48<br />Stressors in the education sector 3 of 3 <br />MAIN OUTCOME MEASURES<br />Job satisfaction<br />Affective commitment<br />Health and Safety at work<br />Positive wellbeing<br />Physical Health Questionnaire<br />General Health Questionnaire<br />Medication<br />
  51. 51. Page 49<br />Case study-police <br />
  52. 52. Page 50<br />Case study-police<br />
  53. 53. Page 51<br />Conclusion & Questions<br />
  54. 54. Page 52<br />Conclusion<br />Summary<br />Questions<br />