Career development in the canadian workplace, national business survey prairies
Tackling stress in the Canadian workplace June 2011
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Transcript of Tackling stress in the Canadian workplace June 2011
Tackling stress in the Canadian workplace
by Toronto Training and HR
June 2011
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Contents3-4 Introduction to Toronto Training and HR5-6 21st Century work challenges7-8 Positive and negative stress9-10 Factors causing stress11-12 Drill A13-14 Work intensity15-17 The crying game18-19 Measures20-21 Drill B22-24 Nutrition25-27 Mindset28-30 Body31-33 Actions34-36 Social interactions37-39 Stress inducing activities40-44 Stress in a library?45-48 Stressors in the education sector49-50 Case study-police51-52 Conclusion and questions
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Introduction
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Introduction to Toronto Training and HR
• Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden
• 10 years in banking• 10 years in training and human resources• Freelance practitioner since 2006• The core services provided by Toronto Training and HR
are:- Training course design- Training course delivery- Reducing costs- Saving time- Improving employee engagement &
morale- Services for job seekers
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21st Century work challenges
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21st Century work challenges
Workforce agingLabour marketTechnologyBenefit costs
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Positive and negative stress
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Positive and negative stress
Positive stressNegative stress
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Factors causing stress
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Factors causing stress
Differing agendasPersonality clashesConflict at senior levelsPolicies and procedures
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Drill A
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Drill A
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Work intensity
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Work intensity
Personal characteristicsWork situation/job-related characteristicsOutcomes/correlates
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The crying game
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The crying game 1 of 2Crying is a normal human emotional response – don’t be afraid if this happens.Distinguish between work-related tears and life-related ones.Do not allow the fear of crying to hold back difficult but necessary conversations (e.g. addressing performance issues).Allow the individual time to compose his/herself and take a break if possible.
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The crying game 2 of 2If you operate an employment assistance scheme, suggest the employee uses this to deal with personal issues they are bringing to work. If not, suggest they seek counselling. Do not get drawn into being an amateur therapist yourself.Assess any workload issues for possible stress triggers under health and safety legislation.Address any emotional intelligence issues that could be resolved with appropriate training and development.
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Measures
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Measures
Perception of organizational changeEmployee trustStress management strategiesOrganizational identificationJob involvement
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Drill B
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Drill B
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Nutrition
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2
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Nutrition 2 of 2
Energy in a liquidHigh protein intakeHigh green vegetable intakeWhole grainsLow saturated fatsRegular healthy snacksSupplements
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Mindset
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Mindset 2 of 2Become an optimistAsk effective questionsThink about the bigger pictureAdjust your standardsReframe circumstancesMeditate and visualizeUsing affirmationsEmotional controlsAcceptance through forgiveness
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Body
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Body 2 of 2
Laugh your way out of stressSex can help tooMassageProgressive muscle relaxationGood napping and sleep patternsRegular exercise
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Actions
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Actions 2 of 2
Natural therapiesAssertiveness is the keyOrganize and manage your time effectivelyReduce noise and distractionsSimplify your lifeRelax within natureTake a long hot bathRelax to your favourite music
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Social interactions
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Social interactions 2 of 2
Support networksPay sportsPlay with children and petsLearn to compromiseExpress your feelings to otherHelp others
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Stress inducing activities
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Stress inducing activities 2 of 2
Avoid stressful peopleAvoid toxinsAvoid consuming certain items
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Stress in a library?
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Stress in a library? 1 of 4
Identify Evaluate Manage
Job redesignJob enrichmentJob enlargementFlexitimeJob sharing
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Stress in a library? 2 of 4Adequate on-going on-the-job training through workshops, seminars apprenticeships, job rotations etc.Building and maintaining a good mid-career development program so as to avoid stressors like over promotion, under-promotion, status problem, thwarted ambition and occupational locking-in that always lead to long time work-place stress in library and information profession.Providing good performance feedback system which can easily enhance good workers performance & motivation.
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Stress in a library? 3 of 4
Providing adequate reward for different excellent performance which may or may not include monetary, time-off from work, conference or training aid etc.Good organizational competence in handling workers job future ambiguity and insecurity.Good organizational competence in providing a stress free job/career transition for workers by giving them adequate training on handling job changing or transitions.
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Stress in a library? 4 of 4
Providing adequate good entitlement, program and rehabilitation for workers when leaving the work force or retiring. The thought of retirement can constitute a serious work-place stress for workers when there is no good retirement program being looked forward to.
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Stressors in the education sector
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Stressors in the education sector 1 of 3
Job controlSkill useWorkloadWork schedulingRole conflictRole ambiguity/clarityWork-life balance
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Stressors in the education sector 2 of 3
Unfair-AdministrationUnfair-ChairpersonUnfair-Rewards
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Stressors in the education sector 3 of 3
MAIN OUTCOME MEASURESJob satisfactionAffective commitmentHealth and Safety at workPositive wellbeingPhysical Health QuestionnaireGeneral Health QuestionnaireMedication
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Case study-police
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Case study-police
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Conclusion & Questions
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Conclusion
SummaryQuestions