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5 Workplace stresses can include:  Job insecurity  Lack of communication  Unreasonable expectations or high-pressure deadlines  Cutbacks  Increased productivity demands  Insufficient rest periods or long hours  Sudden changes  Shift work  Noise  Air pollution  Harassment/discrimination/bullying  Personality conflicts

6 Physical illnesses associated with stress include:  Heart palpitations  Increased blood pressure  Heart ailments  Headache  Neck ache  Backache  Stomach ache  Serious stomach ulcers  Fatigue/Exhaustion  Indigestion  Sweaty hands & feet  Trembling  Allergy

7 Psychological responses to stress include:  Insomnia  Anxiety  Anger/Irritability  Forgetfulness  Frustration  Hostility  Impatience  Dejection  Lack of concentration  Lack of confidence  Reduced efficiency in work  Indecisiveness  Emotional imbalance  Suicidal tendencies

8 Behavioural responses to stress include:  Escapist tendencies  Self-imposed isolation  Strained relationships  Smoking or drinking more than usual  Eating more or less than usual  Difficulty laughing  Reckless driving  Increased mistakes at work  Seeking change too often  Reduced capacity to cope with work  Using medications excessively  Using drugs

9 Managing stress is a continuous process. Management of stress is possible through:  Developing self worth  Time management techniques  Healthy lifestyle  Relaxation techniques  Avoiding unhealthy relaxation techniques

10 Employers must look for signs of workplace stress. A risk assessment for stress involves:  Looking for pressures at work that may cause stress  Determining who is at risk  Deciding whether enough is being done to prevent harm

11 Common ideas that would assist in reducing and/or preventing work related stress are:  Provide opportunities for workers to contribute ideas  Set a good example, and listen to and respect others  Create an atmosphere where it is OK to talk about stress  Avoid encouraging people to work excessively long hours  Make sure individuals are matched to jobs  Increase the scope of jobs for those who are over-trained  Make sure other hazards are properly controlled  Support and encourage workers, even when things go wrong  Encourage a healthy work-life balance  See if there is scope for flexible work schedules  Allocate work so that everyone works at their best  Provide training to assist avoiding personality conflicts  Set up effective systems to prevent bullying and harassment  When changes occur ensure good communication  Provide effective support throughout the change process  Make sure that everyone is clear about what their job requires  Make sure that everyone has clearly defined objectives

12 Workplace violence includes:  Threatening behaviour  Verbal or written threats  Harassment  Verbal abuse  Physical attacks  Malicious rumours  Vandalism  Anger-related incidents

13 The steps in assessing the risk of violence are:  Ask the employees about their experience  Consult existing reports to determine any risk factors  Conduct a visual inspection of the work being performed  Evaluate the history of violence in similar environments  Contact outside organisations for assistance  Review relevant publications  Orginise and review information that has been collected  Record the results of the assessment

14 Workplace violence prevention program requires management commitment through a written policy. Benefits of a written policy include:  Informs employees of unacceptable behaviours  Remedies for incidents of violence in the workplace  Encourages employees to report any violence in the workplace  Shows management commitment in dealing with violence

15 Bullying in the workplace is a form of aggressive, unacceptable behaviour. Bullying are actions or verbal comments that intentionally:  Isolate  Degrade  Intimidate  Offend  Humiliate Bullying could be directed at a person or a group

16 The effects of bullying include:  Adverse reactions of the bullying recipient  Physical symptoms  Psychosomatic symptoms  Affect the overall workplace environment  Adversely affect the business

17 If a worker feels that they are being bullied they should:  Firmly tell the person that their behaviour is not acceptable  Ask the person to stop  Keep a factual journal or diary of daily events  Record the date, time and what happened  Record the names of witnesses  Record the outcome of the event  Keep copies of any correspondence received from the person.  Report the harassment

18 Management needs to develop a policy regarding workplace bullying. Some of the details in this policy should include:  A reporting system  How complaints are dealt with  Confidentiality  Training managers  Impartial third party involvement

19 All drugs fall into three categories:  Stimulants  Depressants  Hallucinogenic The three most prevalent drugs in the workplace are:  Alcohol  Marijuana  Cocaine

20 There are numerous signs of drug or alcohol abuse in the workplace. Some include:  Mood swings  Unusual actions  Frequent absenteeism  Accidents  Work quality/patterns  Relationships with others  Physical signs

21 It is important that a company have a policy relating to drug and alcohol use in the workplace. Policy development should include:  Commitment of management  Ask for input from workers on implementing a program  Decide whether testing will be a part of the program  Decide if testing will be periodic or random  Determine what disciplinary measures will be taken  Determine what the appeals process will be

22 Legal advice should be sought once a draft policy has been completed. The business needs to be assured that the policy:  Is consistent with other company policies  Complies with relevant Commonwealth, State and local laws  Reduces the company’s exposure to legal challenges  Addresses personal privacy rights  Does not conflict with any Union or enterprise agreements

23 Communicating the policy to workers can be through:  Meetings  Notices in company communications  Notices on company bulletin boards  Letters from the manager  Company policy manuals  Induction manuals

24 The drug and alcohol policy statement should explain:  Informing workers/employees of the reasons for the policy  Informing contractors of the reasons for the policy  Drug and alcohol rules are a condition of employment  The management’s commitment to a drug-free workplace  Drug and alcohol testing  The consequences of violating the policy  Law enforcement officials involvement

25 Educate workers about the dangers of drug abuse through:  Lectures by experts in the community  Videos, brochures and fact sheets  Employee Assistance Programs (EAP)  Designate an internal support person to assist

26 Managers and supervisors need to be trained how to:  Detect the symptoms of drug and alcohol abuse  Identify patterns frequently related to drug or alcohol abuse  Identify illegal drugs and drug paraphernalia  Respond to crisis situations  Document performance and behaviour indicators  Intervene on behalf of troubled employees  Refer employees to resources for help  Cooperate with local police regarding criminal investigations

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