This document discusses workplace stress and stress management. It describes stress as physiological and psychological responses to unpleasant stimulation or threatening events. Prolonged stress can lead to physical and mental health issues. The document outlines various stressors in the workplace like work overload, organizational change, and role ambiguity. It also discusses individual differences in stress responses and effective stress management programs and strategies.
This document provides an overview of industrial-organizational (I-O) psychology. It discusses the history and roots of the field in experimental psychology, differential psychology, and industrial engineering. A key development was the Hawthorne Studies from 1924-1932 which showed the importance of social and psychological factors in work behavior over physical factors alone. The document also outlines major topics within I-O psychology like human resources, organizational psychology, and engineering psychology.
This document discusses stress and self-care strategies for social workers. It begins by outlining the session which will cover the context of social work, impacts of stress, sources of stress in the role, and developing a self-care plan. Statistics are provided showing that social and welfare professionals experience high levels of stress. The document then examines physical, behavioral, emotional, and thought signs of stress. Sources of stress for social workers are discussed, including challenging clients, conflicting roles, and workload pressures. Burnout is defined, and tips are provided for managing stress through self-awareness, support systems, healthy lifestyle habits, and developing a self-care plan.
This document provides an overview of stress management for lawyers. It discusses how the legal profession is highly stressful, with long hours and an adversarial nature contributing to high rates of burnout, substance abuse, and suicide. Stress arises from both job demands and a lawyer's tendency towards perfectionism. Chronic stress can impair health and cause burnout in three stages: arousal, energy conservation, and exhaustion. Effective stress management requires understanding stress responses, building resilience through social support and self-care, and getting help through counseling or substance abuse programs when needed. The legal profession aims to promote justice, and lawyers can view their work as a healing profession through alternative dispute resolution and a holistic approach.
This document discusses stress at work and its causes, effects, and techniques for dealing with it. It begins by defining stress and distinguishing between eustress and distress. It then discusses the physiological, behavioral, and psychological effects of stress at work, including increased heart rate, skin rashes, conflicts, depression, and burnout. Common causes of work stress mentioned include work overload, role ambiguity, and poor working conditions. The document also examines individual differences in vulnerability to stress and covers organizational techniques like emotional climate control and provision of social support, as well as individual techniques such as relaxation training, biofeedback, and behavior modification.
The document discusses creating a healthy lifestyle through work-life balance. It emphasizes finding meaningful work that provides physical activity, social connection, and financial security. It recommends developing a career plan to ensure work remains fulfilling and aligns with one's goals. Additionally, it suggests maintaining health through regular checkups, exercise, nutrition, financial planning, and avoiding stressors like smoking or overwork. The overall message is that prioritizing well-being, balance, and fulfillment across work, health, and personal life leads to positive outcomes.
Mental health in the workplace
Implications of Mental Health
Factors that may result to poor Mental Health
Early signs of Negative Mental Health
Ways to maintain Positive Mental Health
Creating a MH Friendly workplace
What employees, co-workers, and employers can do.
Stress is something ordinary, unavoidable fact in anyone life, caused by many factors either at work, or with the family at home, or at the external environment According to Wilton it affects both the human resources and the management at the same time
This document provides an overview of industrial-organizational (I-O) psychology. It discusses the history and roots of the field in experimental psychology, differential psychology, and industrial engineering. A key development was the Hawthorne Studies from 1924-1932 which showed the importance of social and psychological factors in work behavior over physical factors alone. The document also outlines major topics within I-O psychology like human resources, organizational psychology, and engineering psychology.
This document discusses stress and self-care strategies for social workers. It begins by outlining the session which will cover the context of social work, impacts of stress, sources of stress in the role, and developing a self-care plan. Statistics are provided showing that social and welfare professionals experience high levels of stress. The document then examines physical, behavioral, emotional, and thought signs of stress. Sources of stress for social workers are discussed, including challenging clients, conflicting roles, and workload pressures. Burnout is defined, and tips are provided for managing stress through self-awareness, support systems, healthy lifestyle habits, and developing a self-care plan.
This document provides an overview of stress management for lawyers. It discusses how the legal profession is highly stressful, with long hours and an adversarial nature contributing to high rates of burnout, substance abuse, and suicide. Stress arises from both job demands and a lawyer's tendency towards perfectionism. Chronic stress can impair health and cause burnout in three stages: arousal, energy conservation, and exhaustion. Effective stress management requires understanding stress responses, building resilience through social support and self-care, and getting help through counseling or substance abuse programs when needed. The legal profession aims to promote justice, and lawyers can view their work as a healing profession through alternative dispute resolution and a holistic approach.
This document discusses stress at work and its causes, effects, and techniques for dealing with it. It begins by defining stress and distinguishing between eustress and distress. It then discusses the physiological, behavioral, and psychological effects of stress at work, including increased heart rate, skin rashes, conflicts, depression, and burnout. Common causes of work stress mentioned include work overload, role ambiguity, and poor working conditions. The document also examines individual differences in vulnerability to stress and covers organizational techniques like emotional climate control and provision of social support, as well as individual techniques such as relaxation training, biofeedback, and behavior modification.
The document discusses creating a healthy lifestyle through work-life balance. It emphasizes finding meaningful work that provides physical activity, social connection, and financial security. It recommends developing a career plan to ensure work remains fulfilling and aligns with one's goals. Additionally, it suggests maintaining health through regular checkups, exercise, nutrition, financial planning, and avoiding stressors like smoking or overwork. The overall message is that prioritizing well-being, balance, and fulfillment across work, health, and personal life leads to positive outcomes.
Mental health in the workplace
Implications of Mental Health
Factors that may result to poor Mental Health
Early signs of Negative Mental Health
Ways to maintain Positive Mental Health
Creating a MH Friendly workplace
What employees, co-workers, and employers can do.
Stress is something ordinary, unavoidable fact in anyone life, caused by many factors either at work, or with the family at home, or at the external environment According to Wilton it affects both the human resources and the management at the same time
Partial notes on BBA 205 course for students of IP University (Delhi) and anyone who wants a beginner's level knowledge.
Citations are reflected in the slides.
Presented by: Stephen Bevan, Centre for Workforce Effectiveness at The Work Foundation and Lancaster University
at OHSIG 2014, Friday 12/9/14, Plenary session, 9.00am
This document provides an overview of an employee wellness presentation. The objectives are to consider personal health and well-being, reflect on one's purpose and how it relates to health, and learn about the VA's approach to whole health for employees. The presentation covers topics like community agreements, ways to participate, introducing whole health, the relationship between employee health behaviors and outcomes like absenteeism and burnout, and components of health like physical activity, sleep, and social support.
This document summarizes strategies that workplaces can implement to support the mental health and wellbeing of employees, with a focus on anaesthetists. It discusses how work can impact mental health and identifies anaesthetists as being at high risk of suicide. Barriers to help-seeking are outlined. The document then covers approaches workplaces can take, including promoting mental health, preventing issues, early intervention, and supporting recovery. Specific strategies are provided, like developing policies, creating supportive environments, and building resilience in employees from students to experienced practitioners. Factors for successful workplace mental health programs are also presented.
Physical or psychological disorder associated with an occupational environment and manifested in symptoms such as extreme anxiety, or tension, or cramps, headaches, or digestion problems.
Stress related to responsibilities associated with work, corporate culture or personality conflicts
Can lead to physical as well as emotional disorders
May cause depression if left unattended
According to Mind, 1:4 of people in the UK will encounter a mental health problem in the UK, each year. Although awareness of mental health as a physical illness is starting to increase, many organisations are still unaware of the impact such illnesses can have on the individual, and the devastating effect poor management practices can have on colleagues in certain situations. Such ignorance is concerning – in far too many cases, anxiety, depression and other conditions are treated with ‘lip service’ at best; or as taboo at worst. This session will try and tackle some of the main, down-to-earth matters surrounding mental health in Higher Education Institutions. Sometimes, performance is affected, and this can have a serious adverse effect on the morale and performance of a team or department at large. How straightforward is it to identify and help people who might be struggling? How is it best to tackle poor performance while, at the same time, help an individual or individuals cope with mental health difficulties? Should HEIs introduce transparent strategic mental health awareness policies at the very top? How would one do that? How might it be possible to change an institutional or departmental climate for the better, with other positive knock-on effects this could have on welfare, happiness and performance? How would it be possible to transform understanding and practice at a local and institutional level? Following a brief presentation, this session will be an open forum for the sharing of experiences, suggestions and best practice.
This document summarizes a presentation on transforming mental health in higher education institutions. It discusses the effects of mental health on work and relationships and the stigma that still exists. It outlines protections for employees under the Equality Act, including reasonable adjustments employers must make. Several common mental health conditions are listed. Concerning statistics on the prevalence and costs of untreated mental health are provided. The document advocates for a three-pronged approach of promoting well-being, tackling the causes of work-related issues, and supporting those experiencing problems. Specific strategies discussed include mental health champions, wellness plans, disclosure encouragement, and rehabilitation measures.
Why Wellbeing Matters for Engagement...and What Makes a DifferenceManners and Murphy
This document discusses the relationship between well-being, engagement, and performance. It defines well-being as feeling good and functioning well. Higher well-being is associated with better relationships, health, work performance, and longevity. Engagement is also essential for business success, and engaged employees experience less stress and more enjoyment at work. Organizations that focus on employee well-being through building resilience and positive emotions outperform their competitors. The document advocates for a systems approach to create an upward spiral where feeling good leads to better functioning, which builds resources and undoing negative impacts to sustain engagement.
Mental health refers to our emotional, psychological, and social well-being. It affects how we think, feel, and act, and helps determine how we handle stress and relationships. Many factors can contribute to mental health problems, including biological factors, life experiences, family history, and trauma or abuse. Some early warning signs of a mental health problem include changes in sleep, energy, interests, and feelings of worthlessness. Maintaining positive mental health involves getting help if needed, connecting with others, staying positive, and developing coping skills. Stress is the body's response to demands placed on it and can be either positive (eustress) or negative (distress), depending on whether it motivates or causes health problems.
The document discusses employee burnout in healthcare organizations. It identifies that staff are under extreme pressure and subject to burnout. The goal of the program is to provide resources and tips to help prevent burnout for participants and their colleagues. It will also provide networking opportunities for quality leaders. The presentation will define and differentiate burnout from regular stress, describe the prevalence of burnout in hospitals, address burnout symptoms that lead to employee turnover, and identify mechanisms to prevent burnout.
Stress has significant negative impacts on both individuals and organizations. It is estimated to cost US employers $300 billion annually in healthcare costs and missed work. Most people regularly experience physical and psychological symptoms of stress, and many cite work as a leading cause. Unmanaged stress can weaken the body and increase risks of various health issues. It also impacts brain function and cognitive performance. Neuroscience research shows the brain can rewire itself through changes in thoughts and behaviors, offering hope for managing stress. Leaders play a key role, as their actions are a major workplace stressor, but creating a supportive environment where stress can be openly discussed enables sustainable change for both individuals and organizations.
Employee counseling and wellness services were presented by 13 individuals. The document discussed the need for employee counseling programs to address issues like anxiety, medical conditions, burnout, and health promotion. It described how personal problems affect job performance and companies can save money through reduced absenteeism and turnover. Effective counseling programs identify issues, provide education, counseling, referrals, treatment, and follow-up. They are offered either through in-house resources or external contractors and address issues like substance abuse, mental health concerns, and other personal or work-related problems impacting employee well-being and performance.
The document discusses sources and effects of stress, as well as strategies for coping with stress, in both public and private sector work environments. It notes that public service jobs often involve difficult decisions and caring for others, which can be very stressful. While some stress can increase motivation, too much stress has negative impacts on health, productivity, and decision-making. The document recommends lifestyle changes like exercise, social support, and time management as ways to cope with stress in a healthy manner.
The document discusses various sources of stress including cataclysmic events, chronic stressors, life changes, hassles, occupation burnout, frustration, and conflict. It also examines how stress affects the body through the sympathetic nervous system and hormones like cortisol. Finally, it explores ways of coping with stress such as problem-focused and emotion-focused coping strategies, social support, relaxation, and health behaviors.
Optimity - Workplace Posture and MovementTrista Chan
1. Poor workplace posture can lead to muscle, joint and nerve damage and chronic pain as well as cardiovascular illness and diseases, while good posture promotes health, productivity and satisfaction.
2. Musculoskeletal conditions are commonly seen in workplaces and cost over $15 billion annually in addition to mental illness costs of $6 billion.
3. Strategies like taking regular breaks, stretching, standing, improving fitness and ergonomics can help prevent injury and illness.
Preventing Staff Burnout: Strategies for Happier Staff and Healthier PatientsCornerstone OnDemand
There is a fine line between stress and passion in the workplace. Both require extreme dedication, time and commitment, however, one is not pleasant, while the other, completes the reason for your existence. The term ‘burnout’ in the workplace suggests that people are tired of working to the point that they no longer want to continue at their current pace. We often consider burnout as a ‘bad thing’ in the workplace and overall that is correct, however, this can emanate from both a stressful position as well as a passionate position.
According to of a comprehensive study conducted within the nursing ranks, there are three types of stress; eustress, distress and severe distress (i.e. burnout). Eustress is the kind of stress that generates either fear or excitement, often see to be ‘good stress.’ Distress is what we all think of when we speak of stress, the bad kind. Distress generates depression, sadness, and pessimism to name of few. Lastly, severe distress is extreme stress. This is the type of stress that causes emotional exhaustion to the point of coronary heart disease. Stress is no laughing matter and a very real issue in clinical operations. Arguably, organizations must address these issues intentionally and for multiple reasons.
In this session, Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss the challenges of dealing with both stress and passion in the workplace, both leading to staff burnout. He will go over the causes of stress in the clinical workplace as well as some struggles to help alleviate some of the issues.
This document outlines a presentation on stress management. It covers general awareness of stress, stress at work, and self-help strategies. Part 1 defines stress, discusses types of stressors and their effects on the body. It describes the general adaptation syndrome and common stress symptoms. Part 2 examines factors that influence work stress like changing patterns, relationships, and responsibilities. It provides a case study on work-related stress. Part 3 suggests identifying internal and external stress causes and learning coping strategies to manage stress.
This document outlines a presentation on stress management. It covers general awareness of stress, stress at work, and self-help strategies. Part 1 defines stress, discusses types of stressors and their effects on the body. It describes the general adaptation syndrome and common stress symptoms. Part 2 examines factors that influence work stress like overwork, uncertainty and relationships. It provides a case study of work-related stress. Part 3 suggests identifying internal and external stress causes and learning coping strategies to manage stress.
The document discusses the field of engineering psychology and human factors. It provides an overview of the history and goals of the field, which aims to optimize interactions between humans and machines by considering human abilities and limitations in design. Some key topics covered include time-motion studies, principles of workspace and control design, and types of visual, auditory, and tactile displays. The overall purpose of engineering psychology is to apply psychological knowledge to improve safety, performance and satisfaction in person-machine systems.
This document discusses physical and temporal working conditions and their impact on employee satisfaction, productivity and absenteeism. It covers topics like office design, lighting, noise, temperature and different work schedules. Alternative schedules like flexible hours, part-time work and four-day workweeks can help employees balance work and family responsibilities and lead to improved satisfaction and productivity for some workers. Physical factors in the workplace like lighting, noise and temperature also significantly impact employee attitudes and performance.
Partial notes on BBA 205 course for students of IP University (Delhi) and anyone who wants a beginner's level knowledge.
Citations are reflected in the slides.
Presented by: Stephen Bevan, Centre for Workforce Effectiveness at The Work Foundation and Lancaster University
at OHSIG 2014, Friday 12/9/14, Plenary session, 9.00am
This document provides an overview of an employee wellness presentation. The objectives are to consider personal health and well-being, reflect on one's purpose and how it relates to health, and learn about the VA's approach to whole health for employees. The presentation covers topics like community agreements, ways to participate, introducing whole health, the relationship between employee health behaviors and outcomes like absenteeism and burnout, and components of health like physical activity, sleep, and social support.
This document summarizes strategies that workplaces can implement to support the mental health and wellbeing of employees, with a focus on anaesthetists. It discusses how work can impact mental health and identifies anaesthetists as being at high risk of suicide. Barriers to help-seeking are outlined. The document then covers approaches workplaces can take, including promoting mental health, preventing issues, early intervention, and supporting recovery. Specific strategies are provided, like developing policies, creating supportive environments, and building resilience in employees from students to experienced practitioners. Factors for successful workplace mental health programs are also presented.
Physical or psychological disorder associated with an occupational environment and manifested in symptoms such as extreme anxiety, or tension, or cramps, headaches, or digestion problems.
Stress related to responsibilities associated with work, corporate culture or personality conflicts
Can lead to physical as well as emotional disorders
May cause depression if left unattended
According to Mind, 1:4 of people in the UK will encounter a mental health problem in the UK, each year. Although awareness of mental health as a physical illness is starting to increase, many organisations are still unaware of the impact such illnesses can have on the individual, and the devastating effect poor management practices can have on colleagues in certain situations. Such ignorance is concerning – in far too many cases, anxiety, depression and other conditions are treated with ‘lip service’ at best; or as taboo at worst. This session will try and tackle some of the main, down-to-earth matters surrounding mental health in Higher Education Institutions. Sometimes, performance is affected, and this can have a serious adverse effect on the morale and performance of a team or department at large. How straightforward is it to identify and help people who might be struggling? How is it best to tackle poor performance while, at the same time, help an individual or individuals cope with mental health difficulties? Should HEIs introduce transparent strategic mental health awareness policies at the very top? How would one do that? How might it be possible to change an institutional or departmental climate for the better, with other positive knock-on effects this could have on welfare, happiness and performance? How would it be possible to transform understanding and practice at a local and institutional level? Following a brief presentation, this session will be an open forum for the sharing of experiences, suggestions and best practice.
This document summarizes a presentation on transforming mental health in higher education institutions. It discusses the effects of mental health on work and relationships and the stigma that still exists. It outlines protections for employees under the Equality Act, including reasonable adjustments employers must make. Several common mental health conditions are listed. Concerning statistics on the prevalence and costs of untreated mental health are provided. The document advocates for a three-pronged approach of promoting well-being, tackling the causes of work-related issues, and supporting those experiencing problems. Specific strategies discussed include mental health champions, wellness plans, disclosure encouragement, and rehabilitation measures.
Why Wellbeing Matters for Engagement...and What Makes a DifferenceManners and Murphy
This document discusses the relationship between well-being, engagement, and performance. It defines well-being as feeling good and functioning well. Higher well-being is associated with better relationships, health, work performance, and longevity. Engagement is also essential for business success, and engaged employees experience less stress and more enjoyment at work. Organizations that focus on employee well-being through building resilience and positive emotions outperform their competitors. The document advocates for a systems approach to create an upward spiral where feeling good leads to better functioning, which builds resources and undoing negative impacts to sustain engagement.
Mental health refers to our emotional, psychological, and social well-being. It affects how we think, feel, and act, and helps determine how we handle stress and relationships. Many factors can contribute to mental health problems, including biological factors, life experiences, family history, and trauma or abuse. Some early warning signs of a mental health problem include changes in sleep, energy, interests, and feelings of worthlessness. Maintaining positive mental health involves getting help if needed, connecting with others, staying positive, and developing coping skills. Stress is the body's response to demands placed on it and can be either positive (eustress) or negative (distress), depending on whether it motivates or causes health problems.
The document discusses employee burnout in healthcare organizations. It identifies that staff are under extreme pressure and subject to burnout. The goal of the program is to provide resources and tips to help prevent burnout for participants and their colleagues. It will also provide networking opportunities for quality leaders. The presentation will define and differentiate burnout from regular stress, describe the prevalence of burnout in hospitals, address burnout symptoms that lead to employee turnover, and identify mechanisms to prevent burnout.
Stress has significant negative impacts on both individuals and organizations. It is estimated to cost US employers $300 billion annually in healthcare costs and missed work. Most people regularly experience physical and psychological symptoms of stress, and many cite work as a leading cause. Unmanaged stress can weaken the body and increase risks of various health issues. It also impacts brain function and cognitive performance. Neuroscience research shows the brain can rewire itself through changes in thoughts and behaviors, offering hope for managing stress. Leaders play a key role, as their actions are a major workplace stressor, but creating a supportive environment where stress can be openly discussed enables sustainable change for both individuals and organizations.
Employee counseling and wellness services were presented by 13 individuals. The document discussed the need for employee counseling programs to address issues like anxiety, medical conditions, burnout, and health promotion. It described how personal problems affect job performance and companies can save money through reduced absenteeism and turnover. Effective counseling programs identify issues, provide education, counseling, referrals, treatment, and follow-up. They are offered either through in-house resources or external contractors and address issues like substance abuse, mental health concerns, and other personal or work-related problems impacting employee well-being and performance.
The document discusses sources and effects of stress, as well as strategies for coping with stress, in both public and private sector work environments. It notes that public service jobs often involve difficult decisions and caring for others, which can be very stressful. While some stress can increase motivation, too much stress has negative impacts on health, productivity, and decision-making. The document recommends lifestyle changes like exercise, social support, and time management as ways to cope with stress in a healthy manner.
The document discusses various sources of stress including cataclysmic events, chronic stressors, life changes, hassles, occupation burnout, frustration, and conflict. It also examines how stress affects the body through the sympathetic nervous system and hormones like cortisol. Finally, it explores ways of coping with stress such as problem-focused and emotion-focused coping strategies, social support, relaxation, and health behaviors.
Optimity - Workplace Posture and MovementTrista Chan
1. Poor workplace posture can lead to muscle, joint and nerve damage and chronic pain as well as cardiovascular illness and diseases, while good posture promotes health, productivity and satisfaction.
2. Musculoskeletal conditions are commonly seen in workplaces and cost over $15 billion annually in addition to mental illness costs of $6 billion.
3. Strategies like taking regular breaks, stretching, standing, improving fitness and ergonomics can help prevent injury and illness.
Preventing Staff Burnout: Strategies for Happier Staff and Healthier PatientsCornerstone OnDemand
There is a fine line between stress and passion in the workplace. Both require extreme dedication, time and commitment, however, one is not pleasant, while the other, completes the reason for your existence. The term ‘burnout’ in the workplace suggests that people are tired of working to the point that they no longer want to continue at their current pace. We often consider burnout as a ‘bad thing’ in the workplace and overall that is correct, however, this can emanate from both a stressful position as well as a passionate position.
According to of a comprehensive study conducted within the nursing ranks, there are three types of stress; eustress, distress and severe distress (i.e. burnout). Eustress is the kind of stress that generates either fear or excitement, often see to be ‘good stress.’ Distress is what we all think of when we speak of stress, the bad kind. Distress generates depression, sadness, and pessimism to name of few. Lastly, severe distress is extreme stress. This is the type of stress that causes emotional exhaustion to the point of coronary heart disease. Stress is no laughing matter and a very real issue in clinical operations. Arguably, organizations must address these issues intentionally and for multiple reasons.
In this session, Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss the challenges of dealing with both stress and passion in the workplace, both leading to staff burnout. He will go over the causes of stress in the clinical workplace as well as some struggles to help alleviate some of the issues.
This document outlines a presentation on stress management. It covers general awareness of stress, stress at work, and self-help strategies. Part 1 defines stress, discusses types of stressors and their effects on the body. It describes the general adaptation syndrome and common stress symptoms. Part 2 examines factors that influence work stress like changing patterns, relationships, and responsibilities. It provides a case study on work-related stress. Part 3 suggests identifying internal and external stress causes and learning coping strategies to manage stress.
This document outlines a presentation on stress management. It covers general awareness of stress, stress at work, and self-help strategies. Part 1 defines stress, discusses types of stressors and their effects on the body. It describes the general adaptation syndrome and common stress symptoms. Part 2 examines factors that influence work stress like overwork, uncertainty and relationships. It provides a case study of work-related stress. Part 3 suggests identifying internal and external stress causes and learning coping strategies to manage stress.
The document discusses the field of engineering psychology and human factors. It provides an overview of the history and goals of the field, which aims to optimize interactions between humans and machines by considering human abilities and limitations in design. Some key topics covered include time-motion studies, principles of workspace and control design, and types of visual, auditory, and tactile displays. The overall purpose of engineering psychology is to apply psychological knowledge to improve safety, performance and satisfaction in person-machine systems.
This document discusses physical and temporal working conditions and their impact on employee satisfaction, productivity and absenteeism. It covers topics like office design, lighting, noise, temperature and different work schedules. Alternative schedules like flexible hours, part-time work and four-day workweeks can help employees balance work and family responsibilities and lead to improved satisfaction and productivity for some workers. Physical factors in the workplace like lighting, noise and temperature also significantly impact employee attitudes and performance.
This document provides an overview of motivation theories and concepts related to job satisfaction. It begins with definitions of motivation and discusses both content and process theories of motivation, including achievement motivation theory, Maslow's needs hierarchy theory, Herzberg's two-factor theory, job characteristics theory, expectancy theory, equity theory, and goal-setting theory. It also covers job satisfaction, its measurement, relationship to job performance, and impact of job loss.
This document discusses leadership theories and styles. It covers contingency theory, path-goal theory, and leader-member exchange theory. It also describes different leadership styles like transformational and transactional. Additionally, it discusses characteristics of successful and unsuccessful leaders, as well as challenges faced by women and minorities in management positions.
This document discusses various topics relating to workplace training programs, including:
- The scope and goals of organizational training programs. McDonald's Hamburger University is provided as an example.
- Common training methods used in workplaces like on-the-job training, computer-assisted instruction, and role playing.
- Factors that influence learning like trainee attributes, the pre-training environment, principles of learning theory, and the need for feedback.
- The importance of evaluating training programs to determine their effectiveness.
This document summarizes key aspects of performance appraisal systems. It defines performance appraisal as the formal evaluation of employee performance for career decisions. It describes guidelines to ensure appraisal systems comply with anti-discrimination laws and discusses common rating errors like halo effects. It also outlines techniques to measure performance, including objective and subjective methods, and ways to improve effectiveness, such as reducing rating errors through training and feedback.
This document provides an overview of psychological testing in the workplace. It discusses key characteristics of psychological tests like standardization, objectivity, reliability and validity. It describes different types of tests including cognitive ability, interests, aptitudes and personality tests. It also covers issues around fair employment practices, test administration, problems with psychological testing and ethics. The overall purpose is to explain how psychological testing is used to select and evaluate employees.
This document discusses psychology and work. It covers topics like recruitment, selection processes, fair employment practices, job analysis, and influences on job preferences. The purpose is to explain important concepts in industrial and organizational psychology related to finding and selecting job applicants.
The document discusses research methods used in psychology and the workplace. It covers experimental and non-experimental methods like naturalistic observation, surveys, and web-based research. Experimental methods manipulate an independent variable to measure its effect on a dependent variable using control and experimental groups. Non-experimental methods observe behaviors without manipulation. The document also discusses research limitations, designing experiments, collecting and analyzing data through descriptive and inferential statistics, and meta-analysis.
The document is a chapter from an Industrial-Organizational (I-O) psychology textbook. It provides an overview of the field of I-O psychology, including its history, key topics, research methods, and contemporary challenges. Some of the major areas discussed include the origins of I-O psychology, the Hawthorne studies, psychological testing during World War I and II, common jobs and salaries for I-O psychologists, and problems faced in the field such as fraudulent practitioners.
This study examined career indecision among 397 managers and professionals at a large bank. The researchers developed a measure of career indecision and tested a model of its sources and outcomes. Through a factor analysis, they identified seven potential sources of career indecision. The model proposed that work/life experience, trait anxiety, and career assistance from the employer would indirectly influence career indecision through their effects on its sources. Sources like lack of self-knowledge were expected to directly impact career indecision status. Potential outcomes included negative work attitudes, life stress, and intentions to explore career options further. The study aimed to advance understanding of career indecision among employed adults versus student populations.
This document provides a proposal for a stress management group for single parents. It will focus on cognitive thinking, stress coping skills, and building a mutual support network. The number of single parents in Hong Kong has increased significantly in recent decades. Single parents face many stressors related to finances, parenting responsibilities, and emotional well-being after becoming a single parent. The group aims to help members reduce stress and improve their quality of life by learning skills like cognitive restructuring based on cognitive behavioral therapy principles.
This document discusses defining and measuring the trait of superstition. It begins by reviewing different definitions of superstition in the literature and outlines the goals of developing a clear definition and measurement scale. An exploratory qualitative study led the researchers to define superstition as unfounded half-beliefs that certain events or objects can bring good or bad luck. Several data collections were then used to develop a 27-item, 5-dimension scale to measure superstition. The scale dimensions are popular beliefs about good and bad fortune, belief in destiny, magical thinking, and defensive pessimism.
The Motivational Structure Questionnaire (MSQ) identifies problem drinkers' maladaptive motivational patterns that underlie their motivations for drinking alcohol. It does so by having respondents name their current concerns in major life areas and characterize each concern along dimensions that reveal the structure of their motivation. A computer program then generates quantitative indices and a motivational profile depicting the respondent's significant motivational features and problem areas. Administration takes 2-3 hours on average. The MSQ can help pinpoint problem drinkers' motivational issues to provide a basis for motivational counseling to change maladaptive patterns. It has been used in research concerned with motivational and volitional factors.
The document describes the development of the Belief in Good Luck (BIGL) Scale. Three studies provided evidence that there are reliable individual differences in beliefs about luck. Some people view luck as a stable force that influences events in their favor, while others see luck as random and unreliable. Belief in good luck was related to beliefs about chance but distinct from other constructs like optimism or self-esteem. The scale predicted positive expectations for outcomes associated with luck, suggesting irrational beliefs about luck can influence expectations of future success.
This document discusses social exchange theory and interdependence theory as they relate to relationships. It covers:
- People seek relationships that provide maximum rewards with minimum costs, and stay only if outcomes remain profitable. Satisfaction depends on outcomes exceeding our expectations.
- Comparison levels (CL) are the standards we use to judge relationship satisfaction, based on past relationship rewards. Comparison levels for alternatives (CLalt) are the best outcomes available elsewhere, determining how dependent we are on the current relationship.
- As time passes in a relationship, CL may rise while outcomes remain the same, risking taking the relationship for granted. CLalt increasing, such as from women's rights, can make relationships unhappier and less
This document discusses evidence-based approaches to facilitating career choices through decision theory. It presents several key aspects of career decision making, including the large amount of information and options to consider, the uncertainty involved, and non-cognitive influences. Several tools are proposed to help structure the complex career decision process, including the Career Decision-Making Difficulties Questionnaire (CDDQ) to assess an individual's challenges, and a three-stage model (PIC) to guide their decision making. The document also discusses developing and validating computer-assisted career guidance systems using theoretical knowledge and empirical methods.
This document discusses interdependence theory and its application to personal relationships. It contains the following key points:
1) Interdependence theory analyzes how people in relationships coordinate outcomes to maximize benefits for both partners, taking into account rewards, costs, comparisons to alternatives, and issues of fairness.
2) Relationships are most satisfying when rewards outweigh costs, outcomes meet or exceed expectations, and the relationship is perceived as fair. Commitment increases with satisfaction but people may stay in dissatisfying relationships due to investments, lack of alternatives, or moral commitments.
3) Self-disclosure, intimacy, power balances, conflict resolution styles, and accommodation versus neglect during dissatisfaction all impact relationship satisfaction and commitment over time according
This chapter discusses interdependence and roles in organizations. It covers types of interdependence like pooled, sequential, reciprocal, and comprehensive interdependence. It also discusses role taking and making, norms and role episodes, communication processes, socialization to new roles, and maintaining quality interpersonal relationships through concepts like equity theory. The key topics covered are types of interdependence, roles and norms, communication barriers, socialization goals and tactics, and responses to inequity.
This document discusses several theories of career development: trait-factor theories which match individuals' abilities to vocations; sociology of career choice which emphasizes social factors beyond an individual's control; developmental/self-concept theory where career choices reflect one's evolving self-image; personality theories linking career satisfaction to personality traits; and behavioral approaches observing environmental influences on career decisions. It also covers needs-based theories arguing occupational choices satisfy psychological needs.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.