occupational stress · 2020-06-02 · occupational stress. michelle filipo, r.n “job-related...
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Occupational Stress
Michelle Filipo, R.N
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“Job-related stress has created a crisis that largely goes unrecognized by employers.”
Source: Northwestern National Live Insurance, 1991
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Seminar ObjectivesIdentify How the Structure of Work and Organizational Characteristics Impact worker health.- Physiologic Responses to Stress- Psychological Disorders AmongWorkers
-Behavioral Responses
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Seminar ObjectivesIdentify the Impact of Worker Stress on Organizations
-Increased Absenteeism-Increased Rates of Illness-Poor Morale-Decreased Productivity
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Seminar ObjectivesIdentify Sources of Job Stress
-Psychological Demand-Decision Latitude
-Skill Discretion-Autonomy
- Social Support
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Seminar ObjectivesDiscover Strategies for Preventing and
Controlling Adverse Effects of Work Related Stress - Stress Management Programs- Quick Fix Stress Reducers- Lifestyle Wellness- Quick on the Job De-stressors
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Stress Response Physiology 101
Fight or Flight Response-Basic (Necessary) to All Animals-Short Term Arousal is Taxing for the Body but not Toxic-Long Term Arousal Creates Difficulties with Relaxation and Contribute to Stress Related Disease.
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Demand/Control Model
Worker stress arises from an imbalance between the demands and decision latitude (or control) in the workplace.
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Psychological DemandsBest Case Scenario- Job has Predictable, Routine Demands
Mixed with New Learning - Magnitude of Demands is Mediated by
Interpersonal Decision Making Between Parties with Relatively Equal Status.
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Decision Latitude: Skill Discretion
Best Case Scenario- The Job Offers Possibilities to Make the
Maximum Use of the Skill and Provides Opportunities to Increase Skills on the Job.
- New Technologies are Created in the Workers Hands, Improving Production Power.
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Decision Latitude: AutonomyBest Case Scenario- Workers have Influence Over Selection
of Work Routines and Work Colleagues and Can Participate in Long Term Planning.
- Interfaces with Machinery or Technology Allows the Worker to Assume Control.
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Social RelationsBest Case Scenario- Social Contacts are Encouraged as a
Basis for New Learning and are Augmented by New Telecommunications Technologies.
- New Contacts Multiply the Possibilities for Self-Realization through Collaboration.
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Four Types of Work1. High Strain JobsPsychological Demands of the Job are High and the Decision Latitude is Low.
- Result in the Most Severe Adverse Physiological Outcomes
- Highest Risk for Cardiac Disease
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Four Types of Work2. Active Jobs
Demands High Levels of Performance but the Workers’ Decision Latitude is Also High.
-Highest Level of Learning and Growth-Most Likely to Enjoy Leisure and
Recreation Outside of Work
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Four Types of Work3. Low Strain JobsThe Workers Decision Latitude is High but the Psychological Demands of Work are Low.
(Utopia)- Low Levels of Psychological and Physical Strain are Anticipated.- Highest Level of Creativity and Problem-Solving.
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Four Types of Work4. Passive JobsLow Psychological Demand and Low
Control for the Worker.
- Gradual Atrophying of Learned SkillsDue to Skill Underutilization.-Average Level of Illness Risk because Fewer Stressors are Confronted.
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The “Toxic” WorkplaceCharacterized by
-Role Ambiguity -Role Conflict -Competition and Rivalry-Poor Interpersonal Relationships
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Changing Workplace - - early in the next millennium
Workers as Generalists - - flexible portfolio of skills, knowledge and abilities, and multitalented; requires continuing education and “re-invention”
Leverage technology “to the max”
Restructuring/reorganizing/reconfiguring - - will continue and even accelerate in corporations worldwide
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Changing Workplace - - early in the next millennium (continued)
Demographic trends - - gender composition and age of workforce, early retirement
Increase in Service jobs - - requires “boundary spanning” - - must interact with (“deal with”) boss(es), co-workers, subordinates, irate customers or clients, sales representatives, owners, public
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Impact on Organizations-Absenteeism-High Rates of Illness-Low Productivity and Work Performance- Low Morale-Loss of Revenue
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Impact on the WorkerIncrease risk of Physical Disease- Cardiovascular Disease- Hypertension-Gastrointestinal Disorders-Musculoskeletal Problems
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Impact on the WorkerIncrease risk of Psychological Disorders-Anxiety-Depression-Burnout
-PTSD Symptoms-Conversion Disorders
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Impact on the WorkerIncrease in Negative Behavioral Outcomes- Absenteeism-Substance Abuse-Increased Errors/Accidents-Decreased Recreation/Social Isolation- Domestic Discord
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Stress Prevention StrategiesReducing Individual Vulnerability with Education:- Assertiveness Training- Conflict Resolution Skills- Analysis of the Role of the Environment to Avoid Self ImposedBlame
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Stress Prevention Strategies- Develop a “Sounding Board”- Meditation/Relaxation Programs- Increase Recreation to BalanceStressors
- Increase Cardiovascular Activity-Biofeedback- Identify Your “Stress Style”
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Stress Prevention StrategiesHave your Workstation Ergonomically Evaluated - Take Stretch Breaks Every 20-30 min.-Maintain 18-30 Inches from your Computer Screen-Use a Foot Rest to Support Your Feet - Keep Your Head and Neck in a NeutralPosition
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Stress Prevention Strategies - Inquire About Stress Prevention
Programs at Work- Develop a “Morale Team”- Have Meetings Standing Up- Set a “by minute” Agenda for Meetings
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ReferencesKarasek, R & Theorell. Healthy Work Stress, Productivity, and the Reconstruction of Working Life. 1990.Levy, B.S & Wegman, D.H. Occupational Health Recognizing and Preventing Work Related Disease and Injury. 2000.
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