The document provides an 8-point guide for HR directors to improve staff stress, anxiety, mental health, resilience and wellbeing. The most important step is to make the workplace an inherently healthy organization by understanding employees' needs, measuring where those needs are and aren't being met, and intervening to improve problem areas. An online tool called WeThrive can help organizations assess employee wellbeing across different areas and identify issues causing stress in order to take corrective actions. The guide stresses the importance of creating a work environment where employees feel their social, cognitive and emotional needs are met in order to maximize performance and job satisfaction.
A 2013 Gallup study found that happy employees are more productive and work harder. The study examined over 150,000 employees across 2,000 teams. However, only 13% of employees surveyed globally felt engaged at their jobs. To increase engagement and happiness, employers should get feedback from employees, address their core needs of feeling valued both emotionally and physically, and focus on autonomy, purpose and recharging at work. Happy employees directly benefit companies through increased innovation, stronger teams and customer relationships, and greater commitment.
Companies all over the world come to Regus to find the flexible workspace that enables them to do business more effectively. We have over 800,000 customers using our business centres every day, this gives us a wealth of experience in all workplace issues. If you’re looking for an expert to speak at your event, big or small, we are happy to provide trained speakers to talk about the issues your audience want to discuss.
Please contact Henry Collinge at press.office@regus.com if you would like a Regus speaker to present at your event.
Find out more about Regus: http://www.regus.com/?utm_campaign=slideshare
Dike Drummond's Burnout Prevention Matrix: 117 Ways Doctors Can Lower Their S...DAVID MALAM
Dike Drummond here from TheHappyMD.com with a quick thank you for requesting the Physician Burnout Prevention MATRIX Report
If you have not had a chance to download and save your personal copy of the MATRIX ...
Here's why I created the MATRIX ...
I got tired of seeing study after study on the internet just talking about how common Burnout is. I know from personal experience, that if you are over stressed and in the downward spiral ... the last thing you want to know is how common it is. Nope ...
You want some help ... some tools ... some way to lower your stress levels and reverse or prevent Burnout. Well here are over 117 ways to do just that. PICK JUST ONE that feels right to you and get started.
The MATRIX is also a perfect answer to THIS PERSON .. the one in the leadership team of your organization who says, "We would do something about the doctor's stress levels around here ... but how do you get started?"
The 18 pages of the MATRIX Report make a nice slapping sound when you drop them on that person's desk and say, "Here are a few ideas we could talk about ..."
============
Enjoy the MATRIX Report
Keep breathing and have a great rest of your day,
Dike
Dike Drummond MD
TheHappyMD.com
The Tools so YOU can be a Happy MD
LINK:
http://www.thehappymd.com/blog/bid/289962/Work-Life-Balance-Schedule-HACK-for-Busy-Doctors?utm_campaign=Blog+Post+Promotions&utm_source=hs_email&utm_medium=email&utm_content=14561065&_hsenc=p2ANqtz-_zsEo3MwqOIG7fGGCx-mU58UrMRjBTIkVKy3JwZcZm9ciN4P4wwcm9zdbX_eK4JPOqOru4FIP5fJ9HBhhtHKnagmR_Dg&_hsmi=14561065
RECOMMENDED BY BUSINESS DOCTORS
www.business-doctors.at
A Proactive HR Approach To Workplace Stress ManagementBernie McCann
A Presentation to Human Resources Committee of a local Chamber of Commerce to illustrate the "big picture" of organizational development approaches to managing stress in the workplace.
This document discusses how promoting employee wellbeing through physical, mental, and social health initiatives can increase workplace productivity and business growth. It provides evidence that lack of exercise and sitting for long periods negatively impact physical health and productivity. Mental health issues from stress are also rising and impacting businesses through absenteeism. Flexible work schedules and support for working parents can improve social health and work-life balance. The document recommends specific initiatives employers can implement in each area of wellbeing to reap financial benefits from higher employee productivity and retention.
White Paper- Work Related Stress Why is it still a problem and what can you d...HAZEL MCCALLUM
This white paper discusses the ongoing problem of work related stress for businesses. Stress causes increased absenteeism, presenteeism, and lack of employee engagement, resulting in added expenses and lower profits for companies. Common measures that employers take to address stress, such as wellness programs and stress training, are often ineffective. The paper recommends that organizations identify the underlying causes of stress specifically for their workplace, provide targeted training to build resilience and coping skills, and increase emotional intelligence to help employees and managers better handle stress.
This document discusses how employers can implement yoga and laughter yoga programs in the workplace to improve employee health, productivity, work-life balance, and morale. It outlines several benefits such as reducing stress, improving resilience, boosting creativity, minimizing sick leave, enhancing decision-making and team performance. Employers are encouraged to offer these programs as they can increase job satisfaction while reducing costs associated with stress-related illnesses. Implementing laughter yoga in particular is said to make the workplace happier and more productive through strengthened team-building and learning.
A 2013 Gallup study found that happy employees are more productive and work harder. The study examined over 150,000 employees across 2,000 teams. However, only 13% of employees surveyed globally felt engaged at their jobs. To increase engagement and happiness, employers should get feedback from employees, address their core needs of feeling valued both emotionally and physically, and focus on autonomy, purpose and recharging at work. Happy employees directly benefit companies through increased innovation, stronger teams and customer relationships, and greater commitment.
Companies all over the world come to Regus to find the flexible workspace that enables them to do business more effectively. We have over 800,000 customers using our business centres every day, this gives us a wealth of experience in all workplace issues. If you’re looking for an expert to speak at your event, big or small, we are happy to provide trained speakers to talk about the issues your audience want to discuss.
Please contact Henry Collinge at press.office@regus.com if you would like a Regus speaker to present at your event.
Find out more about Regus: http://www.regus.com/?utm_campaign=slideshare
Dike Drummond's Burnout Prevention Matrix: 117 Ways Doctors Can Lower Their S...DAVID MALAM
Dike Drummond here from TheHappyMD.com with a quick thank you for requesting the Physician Burnout Prevention MATRIX Report
If you have not had a chance to download and save your personal copy of the MATRIX ...
Here's why I created the MATRIX ...
I got tired of seeing study after study on the internet just talking about how common Burnout is. I know from personal experience, that if you are over stressed and in the downward spiral ... the last thing you want to know is how common it is. Nope ...
You want some help ... some tools ... some way to lower your stress levels and reverse or prevent Burnout. Well here are over 117 ways to do just that. PICK JUST ONE that feels right to you and get started.
The MATRIX is also a perfect answer to THIS PERSON .. the one in the leadership team of your organization who says, "We would do something about the doctor's stress levels around here ... but how do you get started?"
The 18 pages of the MATRIX Report make a nice slapping sound when you drop them on that person's desk and say, "Here are a few ideas we could talk about ..."
============
Enjoy the MATRIX Report
Keep breathing and have a great rest of your day,
Dike
Dike Drummond MD
TheHappyMD.com
The Tools so YOU can be a Happy MD
LINK:
http://www.thehappymd.com/blog/bid/289962/Work-Life-Balance-Schedule-HACK-for-Busy-Doctors?utm_campaign=Blog+Post+Promotions&utm_source=hs_email&utm_medium=email&utm_content=14561065&_hsenc=p2ANqtz-_zsEo3MwqOIG7fGGCx-mU58UrMRjBTIkVKy3JwZcZm9ciN4P4wwcm9zdbX_eK4JPOqOru4FIP5fJ9HBhhtHKnagmR_Dg&_hsmi=14561065
RECOMMENDED BY BUSINESS DOCTORS
www.business-doctors.at
A Proactive HR Approach To Workplace Stress ManagementBernie McCann
A Presentation to Human Resources Committee of a local Chamber of Commerce to illustrate the "big picture" of organizational development approaches to managing stress in the workplace.
This document discusses how promoting employee wellbeing through physical, mental, and social health initiatives can increase workplace productivity and business growth. It provides evidence that lack of exercise and sitting for long periods negatively impact physical health and productivity. Mental health issues from stress are also rising and impacting businesses through absenteeism. Flexible work schedules and support for working parents can improve social health and work-life balance. The document recommends specific initiatives employers can implement in each area of wellbeing to reap financial benefits from higher employee productivity and retention.
White Paper- Work Related Stress Why is it still a problem and what can you d...HAZEL MCCALLUM
This white paper discusses the ongoing problem of work related stress for businesses. Stress causes increased absenteeism, presenteeism, and lack of employee engagement, resulting in added expenses and lower profits for companies. Common measures that employers take to address stress, such as wellness programs and stress training, are often ineffective. The paper recommends that organizations identify the underlying causes of stress specifically for their workplace, provide targeted training to build resilience and coping skills, and increase emotional intelligence to help employees and managers better handle stress.
This document discusses how employers can implement yoga and laughter yoga programs in the workplace to improve employee health, productivity, work-life balance, and morale. It outlines several benefits such as reducing stress, improving resilience, boosting creativity, minimizing sick leave, enhancing decision-making and team performance. Employers are encouraged to offer these programs as they can increase job satisfaction while reducing costs associated with stress-related illnesses. Implementing laughter yoga in particular is said to make the workplace happier and more productive through strengthened team-building and learning.
Effective Strategies To Achieve Work-Life Balance and Increase Profitabilityasknatescott
The document discusses achieving work-life balance and the importance of taking vacations. It notes that today is the time to act on work-life balance as stress from work impacts health. Dream Trips membership is introduced as a way to take better vacations at lower prices.
This document provides an overview of job stress, its causes, and techniques for managing it. It discusses how job stress is defined, what can cause it such as difficult working conditions, relationships, and workload. It also outlines techniques for tackling job stress such as relaxation methods, changing negative thinking, and using social support. The document is authored by James E. Porter, the president of a stress management training company, and provides his background and expertise in dealing with job stress.
This document discusses various topics relating to employee health, stress, and wellness programs. It addresses the four main causes of employee stress as personal problems, workload, issues with management, and uncertainty about performance. It also outlines methods for stress reduction including taking walks, staying hydrated, and limiting interruptions. Reasons for instituting an employee assistance program are provided, such as helping employees obtain counseling. Components of an effective employee wellness program are identified as health education, a supportive work environment, integration into work/family life, and medical screenings. Problems with dual-career families like gender roles, career sacrifices, and lack of family time are also summarized.
This document discusses work-life balance and summarizes several research papers on the topic. It begins by defining work-life balance and outlining its positive and negative effects. It then reviews literature that has studied work-life balance among married women and dual-earner couples. The document also summarizes the objectives, methodologies, findings, and conclusions of the reviewed research. Overall, the research emphasizes the need for organizations to support work-life balance policies to improve employee satisfaction and performance.
Work-life balance is an important part of workplace ethics that allows employees to effectively manage responsibilities at work and home without stress or negative impact. It supports physical, emotional, family, and community health. Achieving balance requires prioritizing work, health, relationships, self-care, and managing time well. Work-life balance benefits both employees and employers by improving retention of valuable staff, increasing productivity and motivation, and positioning the organization as an attractive place to work. For example, one organization saved over $300,000 by retaining employees who returned from parental leave due to flexible work arrangements.
According to surveys, four out of ten U.S. employees report their jobs as very or extremely stressful. Those in high-stress jobs are three times more likely to suffer stress-related medical conditions and twice as likely to quit. Women particularly report stress from conflicts between work and family responsibilities. The number of stress-related disability claims from American employees has doubled, and 75-90% of physician visits are related to stress, costing industries an estimated $200-300 billion per year. Maintaining a work-life balance through prioritizing responsibilities, limiting work hours, exercise, leisure activities, and social support can help reduce stress.
Bus 271 Caeli Bochicchio-Essex Mental Health in the Workplace CaeliBochicchioEssex
According to a Statista survey, over 33% of US adults reported increased stress, anxiety, and sadness during the COVID-19 pandemic. To support employee mental health, managers should model healthy behaviors such as taking walks or attending therapy sessions, conduct regular check-ins that ask about specific work and wellness needs, and share their own mental health experiences to encourage vulnerability. Other tactics include teaching stress-reducing techniques like deep breathing and making it clear that mental health is as important as physical health for a productive workplace.
Work Life Balance in Organizational Framework:A Conceptual Studyprofessionalpanorama
A significant number of workers seem to have problems in finding the right
balance between family life and work life. This affects their personal
health, health of their families and organisations they work for. Striking a
right balance between work and life has become increasingly important to
organisation. This concept is also increased due to increase in number of
women in paid work. This encouraged the employers to adopt flexible
working arrangements such as job sharing, flexi time, compressed hours
and others to help their employees to achieve a better balance between
their work life and private life. The purpose of this paper is to establish
whether work life balance initiatives will improve individual and
organisational performance. The results of a number of studies reviewed in
this paper show the outcomes and the benefits of implementing work life
balance practices not only for employees themselves but also for their
families, organisation and society. In the end of the article researchers
propose several suggestions about the effectiveness of having work life
balance arrangements.
The document discusses the benefits of mindfulness meditation for both individuals and businesses. It notes that around 45% of Australians will experience a mental health condition in their lifetime, costing businesses over $10 billion annually in areas like absenteeism and reduced productivity. Implementing mental health strategies in the workplace can generate a 2.3x return on investment. Mindfulness meditation through apps like Happy Waves can help employees build focus, manage stress, and perform better, while creating a mentally healthy workplace that attracts and retains top talent.
Psychological Health and Safety in the Workplace CCOHS
CSA Z1003/BNQ 9700-803-5: Psychological health and safety in the workplace. An overview of the new standard, why it matters, and resources on getting started.
This document discusses work-life balance and benefits that organizations provide to help employees balance their work and personal lives. It notes that work-life balance is now one of the most important workplace attributes for employees, second only to compensation. Common work-life benefits include childcare, elder care, flexible schedules, and telecommuting programs. Such benefits can help with employee attraction and retention, lower absenteeism, improve physical and mental health, and increase productivity both at home and work. However, managing a diverse workforce with varying needs and maintaining boundaries between work and personal life can also present challenges for organizations.
Occupational stress experienced by male and female employeesAmtara
This document summarizes an academic research paper about occupational stress experienced by male and female employees in different occupations. It provides an introduction to the topic of occupational stress, outlines the aims and objectives of the study, and describes some of the key departments and occupations that were examined, including teachers at Beacon House school system. The paper also reviews literature on occupational stress and discusses sources of stress, stages of job stress, consequences of stress, and the effect of job stress on work outcomes.
Rm ppt on A STUDY OF WORK LIFE BALANCE OF GENERATION Y AT THYSSENKRUPP, PUNE.AMIT ZAWARE
This document summarizes a study conducted on work-life balance of Generation Y (born 1977-1987) employees in middle management at ThyssenKrupp, Pune. It includes an abstract, introduction, literature review, objectives, methodology and data analysis sections. A questionnaire was administered to 105 Generation Y employees to understand factors affecting their work-life balance. Key findings were that most worked overtime due to high workload, felt stressed or depressed, but were aware of and satisfied with the company's work-life balance policies like flexible hours and activities. The majority felt better work-life balance increased work effectiveness.
This document discusses work-life balance and achieving a better balance. It defines work-life balance as properly prioritizing career/ambition and health/family. Common causes of imbalance are long work hours, lack of boundaries between work and home, and advanced communication technology requiring constant availability. Symptoms of imbalance include exhaustion, absence from family events, and poor health. The document provides solutions such as allowing time off from work, reducing commute times, and learning to say no. Benefits of better balance include increased productivity, improved relationships, reduced stress, and a boosted sense of responsibility.
Psychological Health and Safety: An Action Guide for EmployersCCOHS
Listen to the recorded webinar of this presentation at: http://staging.ccohs.ca/products/webinars/psych/
We have made significant progress in addressing workplace factors that impact the physical health and safety of employees; now we need to give similar attention to psychological health.
Psychological health concerns have a powerful and expanding impact on the safety, productivity and effectiveness of the workplace.
To provide employers with guidance that includes practical, accessible and actionable recommendations, the Mental Health Commission of Canada-Workforce Advisory Committee has requested the creation of a resource based on a review of the latest scientific evidence and professional practices. Psychological Health and Safety: An Action Guide for Employers is a free online resource that is available to all Canadian employers regardless of size, sector or location.
The guide provides logical implementation steps, with emphasis on clear, realistic actions that are consistent with current knowledge and are supportive of the national standard for psychological health and safety.
This presentation by the guide authors will include a brief description of the underlying research and framework, an overview of the contents, and recommendations for application and dissemination.
Organizations that implement some of the recommended actions will be encouraged to share their experiences in order to inspire and instruct others.
The document discusses stress, burnout, and their management in project management roles. It defines stress and burnout, identifies their causes such as heavy workload and lack of support, and discusses their physical and emotional manifestations. The document then provides tips for preventing and overcoming burnout, such as setting boundaries, relaxing, and developing new skills. It emphasizes the importance of being aware of one's strengths, values, and career ideals to find fulfilling work and avoid burnout.
Trying balance work, family, and life can be an elusive task. This presentation will discuss the work-life balancing act through understanding unbalance, personal health effects, and organizational impact. Strategies are discussed that lay the groundwork for finding personal work-life balance. Alternate ways of conceptualizing life balance are proposed, as well as an exercise to begin swinging the pendulum towards a more balanced and fulfilling life. This presentation is appropriate for those who are seeking life balance, as well as employers, supervisors and managers who are trying to retain and strengthen their workforce.
Presenter
Sandra B. Morissette, Ph.D.
Assessment Core Chief, Veterans Affairs VISN 17 Center of Excellence for Research on Returning War Veterans
Associate Professor, Texas A&M Health Sciences Center, College of Medicine
This document discusses stress in the workplace and an employer's responsibilities to address it. It defines stress and cites UK statistics on its prevalence and impact. It recommends that employers conduct risk assessments to identify stress hazards, consult with employees, and implement measures to improve the six key sources of work stress as defined by the HSE's Management Standards. These include demands, control, support, relationships, role and change. The document provides guidance on dealing with individual stressed employees and developing an organizational stress management plan.
This presentation is to tell you if YOU HAVE IDENTIFIED WHAT IS IMPORTANT? ARE YOU ARE MAKING IT HAPPEN? ARE YOU IN CONTROL and
ARE YOU ENJOYING EVERY STEP OF YOUR LIFE? If not, then how to do so by maintaining balance between work and life is what you get to master using this presentation.
Happy at work 4 do the drills because corporate wellbeing programs lead to em...Salt & Light Ventures
Gerry Plana's talk presentation at the Happy at Work Conference 2014 titled, "Do the Drills: Because Corporate Well-Being Programs Lead to Employee Happiness"
Effective Strategies To Achieve Work-Life Balance and Increase Profitabilityasknatescott
The document discusses achieving work-life balance and the importance of taking vacations. It notes that today is the time to act on work-life balance as stress from work impacts health. Dream Trips membership is introduced as a way to take better vacations at lower prices.
This document provides an overview of job stress, its causes, and techniques for managing it. It discusses how job stress is defined, what can cause it such as difficult working conditions, relationships, and workload. It also outlines techniques for tackling job stress such as relaxation methods, changing negative thinking, and using social support. The document is authored by James E. Porter, the president of a stress management training company, and provides his background and expertise in dealing with job stress.
This document discusses various topics relating to employee health, stress, and wellness programs. It addresses the four main causes of employee stress as personal problems, workload, issues with management, and uncertainty about performance. It also outlines methods for stress reduction including taking walks, staying hydrated, and limiting interruptions. Reasons for instituting an employee assistance program are provided, such as helping employees obtain counseling. Components of an effective employee wellness program are identified as health education, a supportive work environment, integration into work/family life, and medical screenings. Problems with dual-career families like gender roles, career sacrifices, and lack of family time are also summarized.
This document discusses work-life balance and summarizes several research papers on the topic. It begins by defining work-life balance and outlining its positive and negative effects. It then reviews literature that has studied work-life balance among married women and dual-earner couples. The document also summarizes the objectives, methodologies, findings, and conclusions of the reviewed research. Overall, the research emphasizes the need for organizations to support work-life balance policies to improve employee satisfaction and performance.
Work-life balance is an important part of workplace ethics that allows employees to effectively manage responsibilities at work and home without stress or negative impact. It supports physical, emotional, family, and community health. Achieving balance requires prioritizing work, health, relationships, self-care, and managing time well. Work-life balance benefits both employees and employers by improving retention of valuable staff, increasing productivity and motivation, and positioning the organization as an attractive place to work. For example, one organization saved over $300,000 by retaining employees who returned from parental leave due to flexible work arrangements.
According to surveys, four out of ten U.S. employees report their jobs as very or extremely stressful. Those in high-stress jobs are three times more likely to suffer stress-related medical conditions and twice as likely to quit. Women particularly report stress from conflicts between work and family responsibilities. The number of stress-related disability claims from American employees has doubled, and 75-90% of physician visits are related to stress, costing industries an estimated $200-300 billion per year. Maintaining a work-life balance through prioritizing responsibilities, limiting work hours, exercise, leisure activities, and social support can help reduce stress.
Bus 271 Caeli Bochicchio-Essex Mental Health in the Workplace CaeliBochicchioEssex
According to a Statista survey, over 33% of US adults reported increased stress, anxiety, and sadness during the COVID-19 pandemic. To support employee mental health, managers should model healthy behaviors such as taking walks or attending therapy sessions, conduct regular check-ins that ask about specific work and wellness needs, and share their own mental health experiences to encourage vulnerability. Other tactics include teaching stress-reducing techniques like deep breathing and making it clear that mental health is as important as physical health for a productive workplace.
Work Life Balance in Organizational Framework:A Conceptual Studyprofessionalpanorama
A significant number of workers seem to have problems in finding the right
balance between family life and work life. This affects their personal
health, health of their families and organisations they work for. Striking a
right balance between work and life has become increasingly important to
organisation. This concept is also increased due to increase in number of
women in paid work. This encouraged the employers to adopt flexible
working arrangements such as job sharing, flexi time, compressed hours
and others to help their employees to achieve a better balance between
their work life and private life. The purpose of this paper is to establish
whether work life balance initiatives will improve individual and
organisational performance. The results of a number of studies reviewed in
this paper show the outcomes and the benefits of implementing work life
balance practices not only for employees themselves but also for their
families, organisation and society. In the end of the article researchers
propose several suggestions about the effectiveness of having work life
balance arrangements.
The document discusses the benefits of mindfulness meditation for both individuals and businesses. It notes that around 45% of Australians will experience a mental health condition in their lifetime, costing businesses over $10 billion annually in areas like absenteeism and reduced productivity. Implementing mental health strategies in the workplace can generate a 2.3x return on investment. Mindfulness meditation through apps like Happy Waves can help employees build focus, manage stress, and perform better, while creating a mentally healthy workplace that attracts and retains top talent.
Psychological Health and Safety in the Workplace CCOHS
CSA Z1003/BNQ 9700-803-5: Psychological health and safety in the workplace. An overview of the new standard, why it matters, and resources on getting started.
This document discusses work-life balance and benefits that organizations provide to help employees balance their work and personal lives. It notes that work-life balance is now one of the most important workplace attributes for employees, second only to compensation. Common work-life benefits include childcare, elder care, flexible schedules, and telecommuting programs. Such benefits can help with employee attraction and retention, lower absenteeism, improve physical and mental health, and increase productivity both at home and work. However, managing a diverse workforce with varying needs and maintaining boundaries between work and personal life can also present challenges for organizations.
Occupational stress experienced by male and female employeesAmtara
This document summarizes an academic research paper about occupational stress experienced by male and female employees in different occupations. It provides an introduction to the topic of occupational stress, outlines the aims and objectives of the study, and describes some of the key departments and occupations that were examined, including teachers at Beacon House school system. The paper also reviews literature on occupational stress and discusses sources of stress, stages of job stress, consequences of stress, and the effect of job stress on work outcomes.
Rm ppt on A STUDY OF WORK LIFE BALANCE OF GENERATION Y AT THYSSENKRUPP, PUNE.AMIT ZAWARE
This document summarizes a study conducted on work-life balance of Generation Y (born 1977-1987) employees in middle management at ThyssenKrupp, Pune. It includes an abstract, introduction, literature review, objectives, methodology and data analysis sections. A questionnaire was administered to 105 Generation Y employees to understand factors affecting their work-life balance. Key findings were that most worked overtime due to high workload, felt stressed or depressed, but were aware of and satisfied with the company's work-life balance policies like flexible hours and activities. The majority felt better work-life balance increased work effectiveness.
This document discusses work-life balance and achieving a better balance. It defines work-life balance as properly prioritizing career/ambition and health/family. Common causes of imbalance are long work hours, lack of boundaries between work and home, and advanced communication technology requiring constant availability. Symptoms of imbalance include exhaustion, absence from family events, and poor health. The document provides solutions such as allowing time off from work, reducing commute times, and learning to say no. Benefits of better balance include increased productivity, improved relationships, reduced stress, and a boosted sense of responsibility.
Psychological Health and Safety: An Action Guide for EmployersCCOHS
Listen to the recorded webinar of this presentation at: http://staging.ccohs.ca/products/webinars/psych/
We have made significant progress in addressing workplace factors that impact the physical health and safety of employees; now we need to give similar attention to psychological health.
Psychological health concerns have a powerful and expanding impact on the safety, productivity and effectiveness of the workplace.
To provide employers with guidance that includes practical, accessible and actionable recommendations, the Mental Health Commission of Canada-Workforce Advisory Committee has requested the creation of a resource based on a review of the latest scientific evidence and professional practices. Psychological Health and Safety: An Action Guide for Employers is a free online resource that is available to all Canadian employers regardless of size, sector or location.
The guide provides logical implementation steps, with emphasis on clear, realistic actions that are consistent with current knowledge and are supportive of the national standard for psychological health and safety.
This presentation by the guide authors will include a brief description of the underlying research and framework, an overview of the contents, and recommendations for application and dissemination.
Organizations that implement some of the recommended actions will be encouraged to share their experiences in order to inspire and instruct others.
The document discusses stress, burnout, and their management in project management roles. It defines stress and burnout, identifies their causes such as heavy workload and lack of support, and discusses their physical and emotional manifestations. The document then provides tips for preventing and overcoming burnout, such as setting boundaries, relaxing, and developing new skills. It emphasizes the importance of being aware of one's strengths, values, and career ideals to find fulfilling work and avoid burnout.
Trying balance work, family, and life can be an elusive task. This presentation will discuss the work-life balancing act through understanding unbalance, personal health effects, and organizational impact. Strategies are discussed that lay the groundwork for finding personal work-life balance. Alternate ways of conceptualizing life balance are proposed, as well as an exercise to begin swinging the pendulum towards a more balanced and fulfilling life. This presentation is appropriate for those who are seeking life balance, as well as employers, supervisors and managers who are trying to retain and strengthen their workforce.
Presenter
Sandra B. Morissette, Ph.D.
Assessment Core Chief, Veterans Affairs VISN 17 Center of Excellence for Research on Returning War Veterans
Associate Professor, Texas A&M Health Sciences Center, College of Medicine
This document discusses stress in the workplace and an employer's responsibilities to address it. It defines stress and cites UK statistics on its prevalence and impact. It recommends that employers conduct risk assessments to identify stress hazards, consult with employees, and implement measures to improve the six key sources of work stress as defined by the HSE's Management Standards. These include demands, control, support, relationships, role and change. The document provides guidance on dealing with individual stressed employees and developing an organizational stress management plan.
This presentation is to tell you if YOU HAVE IDENTIFIED WHAT IS IMPORTANT? ARE YOU ARE MAKING IT HAPPEN? ARE YOU IN CONTROL and
ARE YOU ENJOYING EVERY STEP OF YOUR LIFE? If not, then how to do so by maintaining balance between work and life is what you get to master using this presentation.
Happy at work 4 do the drills because corporate wellbeing programs lead to em...Salt & Light Ventures
Gerry Plana's talk presentation at the Happy at Work Conference 2014 titled, "Do the Drills: Because Corporate Well-Being Programs Lead to Employee Happiness"
This document provides a summary of a three-year workplace health project in the East of England delivered in partnership between Business in the Community and Public Health. It finds that mental health is the single most important workplace health issue for employers. It also concludes that the best way to support employers is by enabling them to increase their own capacity and capability through training, peer-to-peer learning and networking. Employers recognize their role in preventing ill-health and promoting wellbeing, and they can be effectively supported through local public health partnerships where employers and providers collaborate on developing workplace health offers.
Short slide deck sharing research evidence on how to improve wellbeing at work as well as practical steps required to implement 30 day improvement cycles aimed at enhancing and maintaining team wellbeing
Make Health & Wellbeing work for your organization September 2011Timothy Holden
Toronto Training and HR provides training, consulting, and job placement services. Their document discusses establishing wellness programs to improve employee health, engagement, and productivity. Key topics include defining health, return on investment for wellness programs, objectives like reduced absenteeism, advantages for employers and employees, incentives, meaningful work, sleep, alcohol use, heart health, healthy workplace initiatives, on-site fitness facilities, and a health and wellbeing framework. The document also summarizes recent changes to the US healthcare system.
Happy at work happiness health and wellbeing at work annette santiagoArdy Roberto
This document outlines 10 smart moves for promoting employee happiness, health, and wellbeing at work. It discusses establishing the right mindset and anchoring wellness programs on business needs. It emphasizes taking a holistic approach to wellness by addressing physical, financial, social, and spiritual dimensions. The document also provides examples of how to brand, launch, implement, and ensure sustainability of wellness initiatives through technology, partnerships, employee involvement, and leadership.
Wide ranging presentation for interactive discussion about what wellbeing means - specifically in Wales. Also what are the policy drivers for increasing wellbeing in Wales.
This Presentations talks about knowing more about your personality, know more about different types of people that might be difficult. Finally, tips on how to deal with them.
Remember: You could be one of the difficult people so be fair :)
This presentation was given by Mark Williamson, Director of Action for Happiness on Tues 23 Aug 2011.
It was part of a British Council workshop on the theme of Wellbeing involving young social and political activists from the UK and the Middle East.
It gives an overview of why wellbeing is important and the political context, summarises some important recent scientific findings relating to happiness and suggests some actions that governments and individuals can take to help create a happier society.
Your business is important, and so are the employees who make it great. When they're healthier, they're happier and when they're happier, they're more engaged at work. That's why having a wellness program that works is the key.
Your business is important, and so are the employees who make it great. When they're healthier, they're happier and when they're happier, they're more engaged at work. That's why having a wellness program that works is the key.
What You'll Learn:
- The direct & indirect costs of unhappy & unhealthy employees
- How the highest rated employers have a relentless focus on wellness
- The New Corporate Strategy Pyramid
- How the weight of your employees impacts your bottom line
Health & Wellness 2014 Snapshot (Look for the 2015 Update by Schieber Research)Hamutal Schieber
Market and consumer trends in the health & wellness sphere, particularly relevant to F&B/ Retail companies.
For the 2015 report http://www.slideshare.net/hamutalewin/2015-consumer-trends-in-fb-insights-from-sial-paris
Companies are under attack! Not from rising energy costs, foreign competition, or regulatory pressure, but from a steady decrease in employee health & happiness. The "weight" of this problem is falling on the bottom lines of companies in the form of rapidly increasing costs and rapidly decreasing employee productivity and engagement. Once thought to be an involuntary benefit, Employee Wellness is now being discussed in corporate board rooms all over the world as a critical element of business strategy. HR is expected to understand and manage the risk associated with this problem and create a sustainability strategy that includes health & happiness. This eBook discussed the economics of this fight and how the war talent is now happening in the gym and cafeteria.
This document discusses various aspects of total well-being, including career, social, physical, financial, community well-being. It provides questions to assess well-being in each of these areas and discusses innovations in personalized medicine, digital medicine, and research collaborations between The Chopra Foundation and Scripps Translational Science Institute studying the effects of meditation on heart health.
The document discusses wellness and defines it as a state of high-level health that is positively or negatively impacted by daily decisions. It outlines five dimensions of wellness - physical, mental, emotional, social, and spiritual - and describes what healthy and unhealthy looks like for each dimension. These five dimensions make up a wheel where each dimension supports and affects the others, with an overall strong center needed to support the entire system. Factors like heredity, environment, culture, media, and behavior can all influence wellness in both positive and negative ways.
This white paper examines the topic of employee happiness and engagement. It discusses how employee turnover and motivation impact business metrics like revenue and culture. While compensation is an important driver of engagement, employees also value work-life balance. Some companies are trying to improve engagement through perks, workplace flexibility, and creating positions focused on talent management and happiness. Tracking engagement allows companies to identify issues and priorities for building strategies to retain top talent.
Need to take control of a sales pitch, meeting, focus group or training session but can't call people out on their bad behaviour? Here are five fun strategies that sort out the texting, nodding off, chatting or endless questions without the stress!
100+ PowerPoint presentation content slides. Does your company experience loss in employee productivity due to illness and poor health? Would you like to know how to solve this problem?
The guidance – led by CIPR Health - is designed to help employers build a working environment that supports positive mental health and advises practitioners on how to take care of their mental wellbeing.
mental breakdowns at work and how to deal with it.pdfDrnicktreatments
Things to learn:
What is mental breakdowns at work
Causes of mental breakdowns
How to deal it
Statistics
Today we will talk about mental breakdowns at work and how to deal it.
First we will know that what is mental breakdowns at work and what are basically it's causes.
Human beings
We, people, are social creatures as we connect with others in the everyday daily schedule of our lives. Either at home or working environment, individuals generally have something to talk or blabber.
In any case, have you at any point experience abrupt conduct change in your workers?off course you will seek employees having such mental breakdowns at work
Psychological Breakdown
In any case, what is a psychological episode, and what it means for the existence of your representatives?
Anxiety attack - Pay attention To The Disturbing Ringers:
A psychological episode or mental breakdowns includes unexpected mental episodes that might cause because of intense gloom. Individuals experiencing psychological episodes feel chest torment, trouble in breathing following the state of being alarm.
Disintegrating emotional wellness for sure damages more than actual torment. That is the reason, as mindful people, we need to think about the psychological well-being of individuals around us.
Mental breakdowns and how to deal it(2022)
One more justification for nervousness can be the exorbitant utilization of computerized gadgets.
Do you have any idea why?
Since we as a whole are fiends. Indeed! You've perused it right.
Cell phone reliance is expanding consistently. In the event that you glance around, you'll just track down an individual without holding a cell phone.
Do you know over 30% of teens go through pressure?
Furthermore, over 70% of grown-ups have intense pressure.
We should perceive how stress destroys the existences of teenagers and grown-ups.
Side effects in workers
Here are a few side effects of psychological maladjustment in workers:
Exhaustion
Absence of Focus
Fretful Ness
Keeping away from Get-together
Unexpected Emotional episodes
Upset Dietary patterns
Assuming that you find your partner or representative having such side effects, ensure they are okay. For businesses, taking into account worker wellbeing is huge.
Mental breakdowns and how to deal it(2022)
Analytics (DATA)
chart provided based on research analysis
1. Individuals in the assembling, retail and food and refreshment ventures have the most noteworthy paces of work environment related pressure.
(Source: Psychological well-being America)
2.In excess of 300 million individuals all over the planet experience the ill effects of discouragement. The condition is the main justification for why laborers go on incapacity.
(Source: World Wellbeing Association)
3.Of the businesses who become mindful of a specialist experiencing sadness, 64% will allude that individual to a Worker Help Program (EAP).
(Source: Emotional wellness America)
4.Am
Employers responsibility for employees mental health – by Charles LindenThe Linden Method
Employers have a responsibility to support employees' mental health through workplace wellness programs. While attitudes are improving, many employees still face stigma around mental health issues. Implementing a wellness program can benefit both employees and employers. It can save businesses up to £8 billion per year through reduced absenteeism and improved productivity. Employers should identify at-risk groups, promote open communication, provide manager training, take a proactive approach through individual support and company initiatives, and lead by example to create a supportive culture.
Emergence of mental health as a threat to business profitabilityDamien Foo
Employee mental health guide for HR professionals. If your employee engagement program does not address mental health, it's time you found one that does.
Burnout causes many problems in the lives of all people. But physician burnout especially impacts the well-being of patients, caregivers, and practices.
Often not all organizations and practices provide such a good atmosphere for their physicians to work with. And this creates friction between personnel and results in stressing physicians which could directly impact patients’ safety and the quality of care delivery.
The need for increased care coordination is important when it comes to the management of physician burnouts. Tasks like non-clinical which are associated with care coordination can add to the workload of the clinical team.
A great solution for this problem is using a non-clinical team to carefully coordinate care, connect patients with community resources, and complete the non-clinical outreach requirements of value-based care. This allows the clinical team to focus on clinical care alone.
read more : https://www.vozo.xyz/blog/the-effective-role-of-patient-portals-in-value-based-care/
Running head Intellectual and Sedentary Employment# .docxjeanettehully
Running head: Intellectual and Sedentary Employment<#>
Sedentary and Intellectual Employment Risks
08/03/2019
Sedentary and Intellectual Employment
Introduction
Workplaces all around the world are adopting sedentary working lifestyles. Healthcare
management occupation is one. These intellectual jobs require sedentary work. It can possibly be
viewed as a reward for required capabilities. There's pros and cons in intellectual and sedentary
employment. Here we'll mention a few. Healthcare management jobs are becoming only
available to those considered as intellectual. With the employee's intellectuality they're required
to call the shots, and do more sedentary labor than physical. Desk jobs, and office jobs fit the
description. Since they're already in the know they will create and manage plans to make sure a
job is carried out correctly. This is probably more elementary to them than it would be to
someone putting in physical labor, and vice versa. There's someone fit for everything.
If done right it can be the rise in a healthcare setting through quality and quantity. If it fails it can
be a catastrophic domino effect on the company and the employees. The con comes in when
those that hold intellectual and sedentary employment, have rarely, if ever, been on the outside of
the chair or office. It is easy to tell someone what to do. Can the person giving orders also carry
them out? Intellectual employment saves a lot of physical thinking and acting in humans. It
increases room for errors and road blocks. We should enforce physical labor being a requirement
to avoid harming our body and altering the employer's health.
The Sedentary Lifestyle Problem
It is very important for hospitals, or any healthcare setting to inform the employee of the
risks associated with their job description. Sedentary employment offers the benefit of not
standing over 6 hours out of an eight-hour work day. They are also permitted to only lift so many
Sedentary and Intellectual Employment
pounds. To most people this may sound enticing, it sounds like just the job that they’ll choose to
retire with. The disclaimer is that this is not compatible with the human body, interferes with
proper communication in the workplace, and can possibly lead up to lawsuits against the
company. Furthermore, sedentary employment does everything, but promote and contribute to a
healthy lifestyle. It isn’t “America friendly” because it also contributes to weight gain. For the
healthcare company it promotes faster service with the intelligence of technology, and outwit
competitors with being able to perform additional testing. These gadgets can handicap the mind
from doing what has been embedded in Western culture for survival, cognitively and critically
thinking. “Developing our abilities to think more clearly, richly, fully—individually and
collectively— is absolutely crucial to solving world prob ...
The document provides an overview of the October 2019 issue of WorkLife magazine. It includes an introduction from the CEO Peter Diaz about the magazine's focus on mental wealth and promoting their new book on the topic. It summarizes several articles in the issue, including one on effectively addressing mental health issues in the workplace by taking proactive steps; the launch of a new initiative called "Climb for Mental Health" to raise awareness of mental health; and tips for having more open and meaningful conversations by focusing on listening without distraction. The document provides high-level summaries of the key topics and events covered in the October 2019 issue of the magazine.
The document discusses various causes and effects of stress, as well as strategies for managing stress. It notes that stress can be caused by factors at work, home, and in one's personal life. Left unmanaged, stress can negatively impact one's physical and mental health by increasing irritability, loss of focus, and even increasing risks of health issues like high blood pressure. The document provides several healthy and unhealthy ways people may try to cope with stress, and emphasizes the importance of preventing stress through strategies like avoiding unnecessary stressors, venting feelings, adapting one's mindset, and accepting things that cannot be changed.
WORK-LIFE BALANCEDear Boss Your Team Wants Youto Go o.docxwashingtonrosy
WORK-LIFE BALANCE
Dear Boss: Your Team Wants You
to Go on Vacation
by Ron Friedman
JUNE 18, 2015
Over the past decade, a staggering number of studies have demonstrated that our work performance
plummets when we work prolonged periods without a break. We know that overworked employees
are prone to mood swings, impulsive decision-making, and poor concentration. They’re more likely
to lash out at perceived slights and struggle to empathize with colleagues. Worse still, they are
prone to negativity — and that negativity is contagious.
FURTHER READING
Yet at the average American company, 4 out of 10 employees (including those in management roles)
will forfeit vacation time this year.
There is every reason to believe that the cost of the mental and physical depletion that invariably
results is exponential when its victim is a manager. Not just because a supervisor’s mood and
decision-making affects more people, but because when a manager chooses to forgo time off, it
starts a domino effect that shapes cultural norms.
As I describe in a new book on the science of building a great workplace, organizational culture has
little to do with a company’s mission or vision statement. It is determined by the behaviors of those
at the top. As humans, we’ve evolved to mimic those around us, especially those in higher status
roles. Lower-status group members often copy the behaviors of those in leadership positions
because it helps align them with individuals who hold more influence in the group. The best
managers know that as leaders, their actions influence the behaviors of everyone around them.
When managers forgo vacation time, it not only
places them squarely on the road to burnout, it
also generates unspoken pressures for everyone
on their team to do the same. And ignoring the
body’s need for rest is not just a poor long-term
strategy. It also comes with considerable
opportunity cost.
We now have compelling evidence that the
restorative experiences we have on vacations bring us a sharpened attention, mental clarity, and
inspired insights. Take reaction time – a simple measure that indicates how quickly we pick up on
new information. Research commissioned by NASA found that after just a few days of vacation,
people’s reaction time jumps by an astonishing 80%.
Studies on creativity have found that spending time outdoors and traveling to a foreign country —
two activities people commonly engage in when they go on vacation — are among the most effective
ways of finding fresh perspectives and creative solutions. Simply put, you’re far more likely to have
HBR’s 10 Must Reads on
Managing Yourself
MANAGING YOURSELF BOOK
$24.95 ADD TO CART
SAVE � SHARE
a breakthrough idea while lounging on a beach in St. Martin than you are while typing away in your
office cubicle.
Vacations are not only a boon to the way we think; they also foster greater life satisfaction. Just last
year, Gallup released an eye-opening study showi ...
WORK-LIFE BALANCEDear Boss Your Team Wants Youto Go orosacrosdale
WORK-LIFE BALANCE
Dear Boss: Your Team Wants You
to Go on Vacation
by Ron Friedman
JUNE 18, 2015
Over the past decade, a staggering number of studies have demonstrated that our work performance
plummets when we work prolonged periods without a break. We know that overworked employees
are prone to mood swings, impulsive decision-making, and poor concentration. They’re more likely
to lash out at perceived slights and struggle to empathize with colleagues. Worse still, they are
prone to negativity — and that negativity is contagious.
FURTHER READING
Yet at the average American company, 4 out of 10 employees (including those in management roles)
will forfeit vacation time this year.
There is every reason to believe that the cost of the mental and physical depletion that invariably
results is exponential when its victim is a manager. Not just because a supervisor’s mood and
decision-making affects more people, but because when a manager chooses to forgo time off, it
starts a domino effect that shapes cultural norms.
As I describe in a new book on the science of building a great workplace, organizational culture has
little to do with a company’s mission or vision statement. It is determined by the behaviors of those
at the top. As humans, we’ve evolved to mimic those around us, especially those in higher status
roles. Lower-status group members often copy the behaviors of those in leadership positions
because it helps align them with individuals who hold more influence in the group. The best
managers know that as leaders, their actions influence the behaviors of everyone around them.
When managers forgo vacation time, it not only
places them squarely on the road to burnout, it
also generates unspoken pressures for everyone
on their team to do the same. And ignoring the
body’s need for rest is not just a poor long-term
strategy. It also comes with considerable
opportunity cost.
We now have compelling evidence that the
restorative experiences we have on vacations bring us a sharpened attention, mental clarity, and
inspired insights. Take reaction time – a simple measure that indicates how quickly we pick up on
new information. Research commissioned by NASA found that after just a few days of vacation,
people’s reaction time jumps by an astonishing 80%.
Studies on creativity have found that spending time outdoors and traveling to a foreign country —
two activities people commonly engage in when they go on vacation — are among the most effective
ways of finding fresh perspectives and creative solutions. Simply put, you’re far more likely to have
HBR’s 10 Must Reads on
Managing Yourself
MANAGING YOURSELF BOOK
$24.95 ADD TO CART
SAVE � SHARE
a breakthrough idea while lounging on a beach in St. Martin than you are while typing away in your
office cubicle.
Vacations are not only a boon to the way we think; they also foster greater life satisfaction. Just last
year, Gallup released an eye-opening study showi ...
WORK-LIFE BALANCEDear Boss Your Team Wants Youto Go o.docxdunnramage
WORK-LIFE BALANCE
Dear Boss: Your Team Wants You
to Go on Vacation
by Ron Friedman
JUNE 18, 2015
Over the past decade, a staggering number of studies have demonstrated that our work performance
plummets when we work prolonged periods without a break. We know that overworked employees
are prone to mood swings, impulsive decision-making, and poor concentration. They’re more likely
to lash out at perceived slights and struggle to empathize with colleagues. Worse still, they are
prone to negativity — and that negativity is contagious.
FURTHER READING
Yet at the average American company, 4 out of 10 employees (including those in management roles)
will forfeit vacation time this year.
There is every reason to believe that the cost of the mental and physical depletion that invariably
results is exponential when its victim is a manager. Not just because a supervisor’s mood and
decision-making affects more people, but because when a manager chooses to forgo time off, it
starts a domino effect that shapes cultural norms.
As I describe in a new book on the science of building a great workplace, organizational culture has
little to do with a company’s mission or vision statement. It is determined by the behaviors of those
at the top. As humans, we’ve evolved to mimic those around us, especially those in higher status
roles. Lower-status group members often copy the behaviors of those in leadership positions
because it helps align them with individuals who hold more influence in the group. The best
managers know that as leaders, their actions influence the behaviors of everyone around them.
When managers forgo vacation time, it not only
places them squarely on the road to burnout, it
also generates unspoken pressures for everyone
on their team to do the same. And ignoring the
body’s need for rest is not just a poor long-term
strategy. It also comes with considerable
opportunity cost.
We now have compelling evidence that the
restorative experiences we have on vacations bring us a sharpened attention, mental clarity, and
inspired insights. Take reaction time – a simple measure that indicates how quickly we pick up on
new information. Research commissioned by NASA found that after just a few days of vacation,
people’s reaction time jumps by an astonishing 80%.
Studies on creativity have found that spending time outdoors and traveling to a foreign country —
two activities people commonly engage in when they go on vacation — are among the most effective
ways of finding fresh perspectives and creative solutions. Simply put, you’re far more likely to have
HBR’s 10 Must Reads on
Managing Yourself
MANAGING YOURSELF BOOK
$24.95 ADD TO CART
SAVE � SHARE
a breakthrough idea while lounging on a beach in St. Martin than you are while typing away in your
office cubicle.
Vacations are not only a boon to the way we think; they also foster greater life satisfaction. Just last
year, Gallup released an eye-opening study showi.
Holistic well-being in the IT sector_ Why does it matter_.pdfAnil
Holistic well-being in the IT sector is crucial for several reasons, as it directly impacts the overall health, productivity, and satisfaction of individuals working in the industry. Here are some key reasons why holistic well-being matters in the IT sector
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.
Whether you are aware of it or not, biases affect the way we interpret, cope and deal with information or challenges. Based on our background, personal experiences, society or culture, our thoughts and experiences colour our view of the world and the challenges we face.
How many of us are aware that biases do not always help us make the right decisions?