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Title: Employee Well-Being
Description: A brief overview of employee well-being principles.
Description: A brief overview of employee well-being principles.
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Employee Well-Being
Stress = an imbalance between demands and personal ability to deal with those demands
• Stressor = external factor that causes a stress response
• Strain – short or long-term effects of a stressor
What is stress?
Stress is a negative state of emotional and physiological arousal resulting from
interaction between person and the working environment
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Stressors
• The work itself (the fundamental nature of a job can be a stressor)
• Job role (minimum stress if the role and the expectations are clearly defined)
• Relationships at work
• Career issues (job insecurity, being
promoted too slowly/too quickly)
• Organisational factors (organisational
culture, politics, change)
• Home/work balance (time-based,
behaviour-based, strain-based)
• Individual difference
Symptoms of strain
• Individual
• Organisational
• Economy
Resilience
• Personality trait characterised by the ability to positively adapt or bounce back from
adversity (confidence, purposefulness, adaptability, support)
Stressors
The job itself
Job role
People at work
Career issues
Organisational factors
Home-work balance
Personality
Examples
Demands, control, work patterns
Ambiguity, conflict
Social support, bullying, leadership
Job insecurity, rate of promotion
Organisational politics, organisational change
Work-home interference
Type A/B, resilience
Organisational consequences of stress
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Absenteeism
Presenteeism
o Reduced job satisfaction and motivation
o Poorer performance and productivity
o Accidents and near-misses
Labour costs (replacements, hiring, training)
Employee compensation claims
Is stress always a bad thing?
Personal coping strategies
• Developing self-awareness of stress
• Managing your lifestyle
• Time management
• Being more assertive
• Relaxation/meditation
• Sleep patterns
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Diet
Managing Type A behaviour
Self-coping methods
Social support
Counselling
Physical fitness/exercise
Organisational Interventions
• Primary – The work environment
o targeted at problems faced by many employees, risk assessment to identify
causes, increase input in decision-making and control over workload
o very successful in reducing stress and positive effects for organisational
outcomes (absence, turnover, commitment, performance)
o must take individual differences into consideration
o redesigning tasks, changing work patterns, career development, providing
feedback or support, fairer procedures)
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Secondary – How the worker copes with the work environment
o inoculation treatment, organisation will not change so employees have to,
proactive approach to deal with stress beforehand
o cognitive behavioural therapy, relaxations training, job-related skills training
o focus on psychological outcomes could explain their success
•
Tertiary – The worker’s stress levels
o reactive approach, designed to rehabilitate, focused on individual care in the
form of Employee Assistance Programmes
o very commonly used because are easier, less disruptive and cheaper
o the organisation is doing something about stress (defence for legal action)
Critical success factors
• Employee involvement and participation in designing the intervention
• Providing employees with necessary skills and resources for maximum benefit
• Line management being supportive of the intervention
• Employees seeing the intervention as high quality and relevant
Title: Employee Well-Being
Description: A brief overview of employee well-being principles.
Description: A brief overview of employee well-being principles.