...Effective Strategies for Managing Stress in the Workplace In today’s uncertain economic times, stress in the workplace is taking its toll on managers and employees from Wall Street to Main Street. Dealing with stress regarding budget cuts, possible layoffs, diversity issues, personality conflicts, and a wide range of other concerns can cause serious implications in the workplace. Identifying potential stressors early on is crucial to the well-being of employees. This review provides strategies that management can utilize in order to obtain balance in the office. Taking steps to avert or ease tension in the workplace is key to the overall success of an organization. According to Webster’s Dictionary (2005), stress is defined as mental or physical tension (p.638). This definition encompasses a wide range of possibilities. The reality is that stress is a part of everyday life. All of us experience some form of stress on a daily basis. Unhealthy levels of stress can have serious implications in the office if issues are unresolved. Fortunately, there are warning signs: loss of confidence, irritability, decrease in productivity, and an increase in sick/personal days. Personality differences among employees can lead to a tense and less productive work environment. Differences in race, gender, religious conviction, sexual orientation, and age can cause fear and uneasiness among employees. These feelings are often associated with confusion or powerlessness. Diversity and sensitivity...
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...8607-506 WORK BASED ASSIGNMENT M5.08: Managing stress and conflict in the organisation |Centre Number 065790 |Centre Name UMD Professional | |Candidate Enrolment Number: |Candidate Name: | |TASK | |Evaluate the effectiveness of yourself and the organisation in managing workplace stress and conflict, and plan and implement | |improvements to the identification and approach to dealing with workplace stress and conflict in own area of responsibility. | | | |The 'nominal' word count for this assignment is 2,500 words; the suggested range is between 2,000 and 3,000 words. | | | |Check your assignment carefully prior to submission using the assessment criteria. | |Please use the headings shown below when writing your Assignment |Assessment Criteria | |Understand...
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...Managing stress Overview Introduction Pressure and stress in perspective So what do we mean by pressure? When pressure becomes stress Sources of stress Responses to stress How can you tell if you are stressed? Stress management Psychological and behavioural approaches to stress management Psychological approaches to stress management Organisational stress References Introduction According to Time magazine we live in a 'time famine' where life is getting more and more complicated as the time available to us gets shorter and shorter. We seem to have to run twice as fast just to stay in one place. We feel pressurised. We feel stressed. What is it about the way that we live today that makes us feel this way, and is there anything we can do about it? More importantly just what exactly are we talking about here? Is this some new disease of the 21st century? Something that is part and parcel of taking on new responsibilities, whether at home or at work? Is there a certain inevitability about it all? Concepts of pressure and stress vary, and therein lies part of the problem. We can all relate to stress, we can all describe what it feels like to be pressurised, but what causes stress itself is perhaps less well defined. There are a variety of stress management techniques to choose from, which focus on different aspects of the stress response. Apart from endeavouring to manage personal stress, employers are also going to have to address questions of stress management...
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...esources ›› Managing Stress at Work A A A HR Home Jobs at UCL Visiting HR HR Staff – Who we are Staff Benefits New Starters Policies & Procedures Policy Consultation Salary Scales Service Standards HR Organisation Chart Staff Statistics Staff Survey HR Intranet Contacting HR Pensions@UCL 0207 679 1999 Payroll@UCL 0203 108 3101 HR ECA@UCL 0207 679 1843 Occupational Health@UCL 0207 679 2802 Staff Development@UCL 0207 679 1921 HR Consultancy@UCL HR Systems@UCL Equalities@UCL 0203 108 3991 HR Process@UCL HR Policy@UCL 1-19 Torrington Place 9th and 10th Floors London WC1E 7HB Tel: +44 020 7679 1843 MyView SiP ROME Redeployment System ResourceLink PAR Other HR Systems Employee Assistance Programme Managing Stress at Work 1 INTRODUCTION University College London (UCL) recognises that its mission to be a world class centre of research and teaching is best achieved through the effective contribution of a motivated and committed workforce. The people who work at UCL contribute most effectively to its success and achieve job satisfaction, if they are healthy and happy at work. UCL aims to promote a culture of trust and co-operation, where all members of the UCL community are treated with dignity and respect. This document aims to establish standards for managers and staff on the prevention of work related stress. It also provides information on sources of support available at UCL to facilitate...
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...DIS 511: IS DATA, CODING, AND INFORMATION Data and information Data. ← Items about things, events, activities, and transactions are recorded, classified, and stored but are not organized to convey any specific meaning. ← Data items can be numeric, alphanumeric, figures, sounds, or images. Information. ← Data that have been organized in a manner that gives them meaning for the recipient. They confirm something the recipient knows, or may have “surprise” value by revealing something not known. Internal and External data ← Internal data ← An organization internal data are stored in one or more places. Internal data is normally accessible via an organization computer network and may reside in user’s PC, databases and people’s memory. Internal data relates to: ← People e.g. employees – corporate database ← Products - sales ← Services ← Processes ← External data relates to activities outside the organisation. The data is critical in the management of the organization. Source include: Commercial databases e.g. data available on CD-ROMS, Internet servers, pictures, diagrams, atlases, television, Government reports, Commercial databases that normally charge for access to specialized databases Internal and External data ■ External data must be monitored and captured to ensure that important data...
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...Managing Stress in the Workplace (1 Credit) Stress is all around us. It exists in our homes, in school and in the work place. Stress can be a major factor in any job situation. However managing stress is not easy to handle. You must get a grip on it as soon as you recognize it for what it is. Managing stress in the workplace can be achieved through management of emotions and feelings. Learning Venue: Managing stress at Westgate Resorts working for a Vice President that is a workaholic has proven to be quite challenging. Also found working at Broad and Cassel, P.A. was a stressful situation for me. Working at Restoration Ministries for Women had its own stressful moments working with women who had been battered, with addictions and even court ordered to the program. But through it all I have had to learn how not succumb to not becoming stressed out when situations seem to become overwhelming. Learning Principle: Emotion and feelings is a big part of stress. Learning to manage it can be done through several processes. Emotional intelligence is the ability to be able to identify, assess and control the emotions of oneself, of others and also groups. Personal feelings can also be managed by remaining objective during interactions with peers, team members and clients. Regardless of how one may handle stress, starting your day off on a positive note is best. Every day when we awake, we have the opportunity to choose positive or negative. Our first thoughts of the day lead...
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... Candidate Name: Samantha Salmon Managing stress and conflict in the organisation Assignment Table of Contents Contents Page Number 1 Understand the effectiveness of own organisation in dealing with workplace stress and conflict Evaluate the effectiveness of the organisation in recognising workplace stress and conflict and providing the necessary support mechanisms 3 2 Be able to improve the management of workplace stress and conflict in own area of responsibility Plan improvements to the identification and approach to dealing with workplace stress and conflict in own area of responsibility 6 3 Implement improvements to the identification and approach to dealing with workplace stress and conflict in own area of responsibility 7 4 Critically evaluate own ability to identify and deal with workplace stress and conflict effectively in own area of responsibility 8 6 Appendices • Employee Assistance Programme Appendix 1 • Employee Wellbeing Appendix 2 • Equality and Dignity at Work Appendix 3 • Occupational Health and Referrals Appendix 4 • Disciplinary Procedures Appendix 5 • CIC Appendix 6 Understand the effectiveness of the organisation in recognising workplace stress and conflict and providing the necessary support mechanisms Definition of stress Stress can hit anyone at any level of the business and recent research shows that work related stress is widespread and is not confined to particular...
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...MAY 2014 STRESS KEYS TO MANAGING IT IN THIS ISSUE MORE O NL I NE www.jw.org TEENAGERS COVER SUBJECT r Find Bible-based answers to dozens of questions young people ask, including: ˙ “How Responsible Am I?” ˙ “Am I Ready to Date?” ˙ “What if My Parents Are Divorcing?” Also watch the video What Your Peers Say—Body Image. (Look under BIBLE TEACHINGS TEENAGERS) STRESS KEYS TO MANAGING IT PAGES 4-7 3 WATCHING THE WORLD 8 HELP FOR THE FAMILY How to Teach Teens Internet Safety 10 INTERVIEW A Consultant Surgeon Explains His Faith 12 The European Witch Hunts 14 THE BIBLE’S VIEWPOINT Meditation 16 ‘Wisdom Is Calling Out’—Can You Hear It? CHILDREN r Read illustrated Bible stories. Use the activity pages to help your children improve their knowledge of Bible characters and moral principles. (Look under BIBLE TEACHINGS CHILDREN) Vol. 95, No. 5 / Monthly / ENGLISH Printing Each Issue: 44,748,000 in 99 Languages This publication is not for sale. It is provided as part of a worldwide Bible educational work supported by voluntary donations. Unless otherwise indicated, Scripture quotations are from the modern-language New World Translation of the Holy Scriptures. Awake! (ISSN 0005-237X) is published monthly by Watchtower Bible and Tract Society of New York, Inc.; L. Weaver, Jr., President; G. F. Simonis, Secretary-Treasurer; 25 Columbia Heights, Brooklyn, NY 11201-2483, and by Watch Tower Bible and Tract Society of Canada, PO Box 4100, Georgetown, ON...
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...Leadership: Managing Director of Hayasa In a small team of strangers, like the one thrown together for this module, the Managing Director should be the source of leadership and control over numerous responsibilities and functions of their team. • They should pursue the successful completion project goals. • They should keep the team motivated and happy, • They should ensure that the team is giving sufficient effort to the task. The Managing Director should be the most influential and important member of Hayasa car company. The behaviour of this person directly affects the behaviour of his or hers group members, therefore they must show certain key traits and attributes which will exert their leadership and control into the performance of the team, but also themselves. For Hayasa, the leadership was the key factor which influenced and built the group dynamics, the behaviour and motivation of the members during the practical, but also is what I believe the key problem to our lack of success in three years of trading. “The power and influence perspective focuses on the use of power by effective leaders. Two major themes have been identified: a) social power: how leaders influence followers (b) social exchange: discusses the give-and-take relationship between leaders and followers through which leaders are themselves influenced as they try to influence others” (Bensimon et al., 1989) My questions on the lack of social power our Managing Director would...
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... Sample Reports A FORMAL REPORT THE EFFECTS OF STRESS ON BUSINESS EMPLOYEES AND PROGRAMS OFFERED BY EMPLOYERS TO MANAGE EMPLOYEE STRESS Prepared for Dr. Robert J. Olney Southwest Texas State University Prepared by Charles Dishinger Nancy Howard Bill Kiagler Sherry Seabrooke Donna Tucker November 29, 20-- S-29 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports ii TABLE OF CONTENTS Page LIST OF TABLES……………………………………………………………………… ………. LIST OF FIGURES……………………………………………………………………… ……… ABSTRACT…………………………………………………………………… ………………... SECTION I INTRODUCTION TO THE STUDY………………………………………………….. Introduction…………………………………………………… ……………... Statement of the Problem…………………………………………………….. Significance of the Study…………………………………………………….. Scope of the Study…………………………………………………………… Review of Related Literature………………………………………………… Methods of the Study………………………………………………………… Source of Data…………………………………………………… …. l iii iv v 1 1 1 1 1 2 2 3 3 4 4 4 6 6 6 6 7 8 9 10 11 S-30 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports iii LIST OF TABLES Table 1. Programs Offered by Employers to Manage Stress ........…………………………………… Page 8 S-31 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports iv LIST OF FIGURES Figure 1. Age Distribution of Respondents .......................……………………………………………. 2. Negative Effects of Stress on Work Performance ........……………………………………… Page 6 7 ...
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...FGH Industrial Sales THE EFFECTS OF STRESS ON BUSINESS EMPLOYEES AND PROGRAMS OFFERED BY EMPLOYERS TO MANAGE EMPLOYEE STRESS (Business Report) 2015-2016 Suraydah R. Bod-oy Accounting Manager Table of Contents Introduction 3 Statement of the Problem 3 Significance of the Study 3 Scope of the Study 3 Review of Related Literature 4 Methods of the Study 5 Limitations of the Study 5 Introduction 6 Findings 6 Conclusions 10 Recommendations 11 Bibliography 12 Questionnaire 13 Section I Introduction to the Study Introduction Today, many organizations and employees are experiencing the effects of stress on work performance. The effects of stress can be either positive or negative. What is perceived as positive stress by one person may be perceived as negative stress by another, since everyone perceives situations differently. According to Barden (2001), negative stress is becoming a major illness in the work environment, and it can debilitate employees and be costly to employers. Managers need to identify those suffering from negative stress and implement programs as a defense against stress. These programs may reduce the impact stress has on employees' work performance. Statement of the Problem The purpose of this study was to determine the negative effects of stress on employees and the methods employers use to manage employees' stress. Significance of the Study There are three primary groups that may benefit from this study. The first group, consisting...
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...frustration because of the lack of time they acquire to accomplish their goals. Time management is about discipline and execution. Time is a resource that no one can buy, sell, share with others, take from others, receive more of, or have less of. Every day has the same amount of time, 24 hours. What a person does with time makes a difference. The people who make the most of their time may apply different techniques and systems, but they have one thing in common. They have a vision of how they spend their time, a vision that includes a clear sense of priorities. They know what they want to do with their time. The subject of this paper is to describe the goal of managing time better, assess target behaviors to increase or decrease, and to provide a monitoring system to track progress. Time Management One most useful stress reduction skills a person can learn is effective time management. A person may begin by making a list of work, school, family, and leisure activities that a person performs in a day. A person should analyze the list to sort the activities according to priority. This will place the high priority activities at the top for a person to accomplish his or her goals. To allocate and use time well, a person may decide to eliminate some activities from the daily schedule, such as watching television, chatting online, or talking on the phone. After analyzing and ranking activities, a person must determine the amount of time he or she needs to carry out the activities....
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...University November 2, 2013 Avoiding Stress and Factors in Human Resources Demands of today’s society along with demands on employees cause stress. A common fact in life, encounters of stress are common. The solution is how to manage stress when it arises. Many would agree it would be far better to avoid and eliminate the components of stressors. Time management, time allocation, setting goals, and being effective are ways to create a productive and pleasant work atmosphere for employers as well as employees. “You reach inside yourself to discover your personal resources, of what it takes to match them to the challenge.”(http.//thinkexist.com/quotes/arnorld_palmer/) Many challenges may be eliminated by using personal resources. When it comes to stress the importance is defining the factor. “a physical, chemical, or emotional factor that causes bodily or mental tension”(Merriam Webster’s Collegiate Dictionary, 2006, p. 1247.) Emotional stress has been related to job strain, tension and burnout. Physical stress may be a form of genetics. Some individuals are more likely to pressure from outside sources. Many job requirements place physical stress on the body. Including posture and standing for long periods of time. Reliance on informational systems for management, accounting, and human resources (HR) are a concern because they increase computer interaction time. Managing time allocation and posture are beneficial in reducing stress factors. It is imperative to set control...
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...Source By: The Management of Stress & Tension (OS-320-OL002) Professor Henny Breen Being in the military has a lot of benefits and perks. A lot of those benefits are offered free of charge but taken for granted and squandered. With this being said, the web-based source I choose is Military One Source (www.militaryonesource.mil). To be honest I never thought I would resort to rely on such a resource but I guess that is a perk that comes with a young, naive and inexperienced mind. I for one took this resource for granted when I first enlisted then later on my career after my first deployment was using this source to help battle my PTSD. Military OneSource is a confidential Department of Defense-funded program providing comprehensive information on every aspect of military life at no cost to active duty, National Guard, and reserve members, and their families. Information includes, but is not limited to, deployment, reunion, relationships, grief, spouse employment and education, parenting and childhood services. It is a virtual extension to installation services. This source also provide a toll-free number if the service member or dependents that are in need of assistance or just need to talk to someone. Therefore military one source covers majority if not the full complete military life aspect. On the topic of web-based stress management tool, this site provide a wide spectrum of tips to manage stress such techniques to manage stress for day to day service members...
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...3100 - Managing Conflict and Change Assignment for Course: HRM 3100 - Managing Conflict and Change CERTIFICATION OF AUTHORSHIP: I certify that I am the author of this paper and that any assistance I received in its preparation is fully acknowledged and disclosed in the paper. I have also cited any sources from which I used data, ideas or words, either quoted directly or paraphrased. I have added quotes whenever I used more than three consecutive words from another writer. I also certify that this paper was prepared by me specifically for this course. Student’s Signature: Instructor’s Grade on Assignment: Instructor’s Comments: Running Head: Work Stress and Conflict Work Place Elements of Conflict and Stress Submitted by: Managing Conflict and Change HRM 3100 December 01, 2008 Table of Contents Introduction () 4 Globalization () 7 Work-Life Balance ( 10 Coping with Downsizing and Restructuring 13 Work Conditions () 16 Summary () 20 References 22 Introduction Conflict and stress are an intricate part of everyone’s life. The level and domination of these two highly recognizable emotions vary throughout maturity and become greatly enhanced and more complex when one joins the workforce. Work-related stress is the response people may have when presented with work demands and pressures that are not matched to their knowledge and abilities. Work stress is recognized...
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