How to measure Stress of any person?
It is difficult to objectively measure the level of stress in the workplace. For example, there are no Simple tests to measure how much pressure a person s under and then assess their ability to work safely. The design and appropriate solutions identified from stress prevention programmers will vary according to the size and complexity of the organization, available resources and especially the unique types of stress problems faced by the organization.
In spite of difficulties in measuring stress, both employers and employees regularly make judgements about levels of stress and the level of associated risk. The absence of objective tests does not remove tile need to do a risk assessment nor does it mean that the assessment in invalid.
Responsibility for risk assessment rests with the employer, main contractor; self employed person or person with control over the workplace or access to it, and involves:
- identifying pressures at work which could cause high and long- lasting levels stress;
- identifying people whose might be affected by these pressures;
- deciding whether preventative action in place is sufficient;
- taking action to prevent pressure growing to an unacceptable level;
- and Reviewing the success of the control measures.
It is important that there is early intervention if stress is identified. Risk assessment should determine the likelihood of stress resulting in ill- health which will prompt actions to deal with those pressures.
For example; a supervisor needs to consider whether an employee has too many competing deadlines before asking that person to do an addition task. The employee needs to dearly understand the pressure they may already be under when deciding whether to refuse the extra work or not. The risks arising from stress may also vary depending on the task. Some tasks require a higher level of concentration, coordination or strength in order to carry them out safely. As a result, the level of pressure that may be tolerated will vary between industries and occupations.
Stress Management Systems
Stress management systems should only be developed in organizations in which a need is identified. They should be developed in conjunction with grievance procedures to cover both preventative strategies and the provision of help.
Otherwise, the application of good management practices that include appropriate organization of work, a healthy corporate attitude; successfully managed change and a appropriate management style will all contribute towards reducing unwanted stress levels the workplace. Work organizations need to develop a workplace culture that recognizes that job satisfaction factors; such as flexibility, autonomy, security, recognition. Ownership in participation and involvement are as essential as stable industrial relations. Employers such organizations should have no doubt that health, safety, security and morale inextricably linked to employee satisfaction; productivity and customer satisfaction.
Prevention of Stress at Work
Stress Management Training. Provide stress management training and an Employee Assistance Safety Management Programmer (EAP) to improve the ability of workers to ne with difficult work situations. Stress management programme teach workers about the nature and sources of stress, the effects of stress on health, and personal skills to reduce stress.
For example, time management or relaxation exercises, Stress management training may at Work rapidly reduce stress symptoms such as anxiety and sleep disturbances; it also has the advantage of being inexpensive and easy to implement. However, stress management programme have two major disadvantages.
The beneficial effects on stress symptoms are often short lived.
They often ignore important root causes of stress because they focus on the worker and not the environment.