Has been written, that the process of preventing stress at work does not end with evaluation. But should be considered the prevention of job stress as a continuous process that uses evaluation data to refine or send a new direction the intervention strategy.
Many workers given the current characteristics presented modern, are under stress, leading to the occurrence of a climate of discontent, a negative climate which is reflected in concerns, physical discomfort, psychological, productivity, insecurity. Of course, there are many causes that lead to stress appears, uncertainty, economic instability, dismissal, closure of firms, changes, threats and highlight some the work that the nature of this changing with the speed of a whirlwind. Perhaps now more than ever, the stress of work represents a threat to the health of workers and, therefore, health care organizations.
cdc.gov / Spanish, on the subject states that the job stress can be defined as the harmful physical and emotional reactions that occur when job requirements do not match the capabilities, resources, or needs of the worker. The job stress can lead to poor health and even injury.
The concept of job stress is often confused with challenge, but these concepts are not equal. Challenge energizes us psychologically and physically, and are motivated to learn new skills and master our jobs. When we encounter a challenge, we feel relaxed and satisfied. Then the challenge is an important ingredient of healthy and productive work. Probably the importance of the challenge in our working lives refer those who say “a little stress is good.”
To all this we should add that almost everyone agrees that job stress results from the interaction of worker and working conditions. However, opinions differ about the importance of worker characteristics versus the importance of working conditions as the primary cause of job stress. These differing views are important because they suggest ways to prevent stress at work.
According to one opinion, the differences between personal characteristics such as personality and style of coping with stress are more important in predicting whether certain job conditions will result in stress-ie, what is stressful for one person may be no problem for another. This view leads to prevention strategies that focus on workers and ways to help them cope with demanding work conditions.
Although you can not ignore the importance of the differences of each, the scientific evidence suggests that certain working conditions are stressful for most people. Good examples are the excessive demands of work and conflicting expectations described in the stories of David and Teresa. Such evidence supports a greater emphasis on working conditions as the major source of job stress. It also supports the redesign of work as a primary prevention strategy.
We added depending on the subject conditions that could cause stress
The design of work. Hard work, infrequent breaks, shifts and long working hours, hectic and routine jobs that have little inherent meaning, do not use the skills of workers, and provide little sense of control.
The management style. Lack of participation by workers in decision making, lack of communication within the organization, and lack of policy that is conducive to family life.
The interpersonal relationships. Poor social environment and lack of support or help from colleagues and supervisors.
Working papers. Ill-defined job expectations or impossible to achieve, too much responsibility, too many functions.
The concerns of the race. Job insecurity and lack of opportunity for personal growth, promotion, or promotion, rapid changes for which workers are unprepared.
The environmental conditions. Unpleasant and dangerous conditions as cramped work areas, noise, air pollution or ergonomic problems.
To prevent and manage stress, says José Mena Balam, Ramos (1999) proposes a strategy which called Integral Relaxation System which presents the following propositions
Or “The role of perception: perception, a process by which we give meaning to what we perceive particular, plays a role in stress management.
o Review of Values: The main thing in all human behavior is values.
or redefinition of a meta-Life: Redefining what is the purpose in life, mission in the world, allows human beings to channel 100% of their creative production to a single point.
o The role of sense of humor: one of the healthiest and most effective ways of coping is through the versatility of positivism contagious humor and enthusiasm.
harmonic integral or Change: A productive management of stress in the indissoluble should include three levels of human, physical, psychological and spiritual without one of them will be at the expense of human welfare. (P.44)
It is very wise observation that makes cdc.gov / Spanish, often, low morale, the problems of poor health, and employee turnover are the first signs of job stress. But sometimes there are no indications, especially if employees are afraid of losing their jobs. The lack of obvious or widespread signs is not good reason to dismiss concerns about job stress or minimize the importance of a prevention program.
Step 1 – Identify the problem. The best way to survey the field and the source of a potential problem in an organization depends partly on the size of the organization and available resources. Discussions between managers, representatives of workers and employers can be rich sources of information. Such discussions may be all that is needed to locate and remedy stress problems in a small company. In a larger organization, such discussions can be used to develop formal studies that gather input from many employees about the stressful conditions.
Objective measures such as absenteeism, sickness and turnover rates, or performance problems can also be examined to assess the presence and the field of job stress. However, these measures are only rough indicators of job stress-as much.
The data come from the discussions, studies and other sources should be summarized and analyzed to know where the problems and determine the working conditions that may be responsible-for example, does present problems for the entire organization or are limited certain departments or jobs?
Step 2 – Develop and implement interventions. Once you have identified the sources of stress at work and understands the field of the problem, establishing the framework for the development and implementation of a strategy.
Step 3 – Evaluate the interventions. Evaluation is an essential step in the process of intervention. Evaluation is needed to determine whether the intervention produces the desired effect and if you need a change of direction.
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- Stress at Work
- Work stress condition or quality "?
- INTERPERSONAL RELATIONS IN THE FIELD WORK: GENERATING STRESS?
- Change and stress. How can we manage stress in the organization?
- Work-related stress: Causes, effects on current and contemporary company ways to prevent
- Workers and Stress
- The stress on organizational behavior
- How to recognize stress – Three easy tests
- Transforming stress into creative energy
