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Stress Prevention Programm Essay

2574 words - 11 pages

Occupational Stress Prevention Program:by Anna Katharina Molnar1.) Gain Management commitment:As an independent person with the commitment to develop a Stress Prevention Program for this particular Team, I gained as much Information about the individuals in this Team, about their personality type, which is important for the Team Composition.I also let them fill out an organisational Role stress scale questionnaire (Pareek, U. Role Stress scales manual. Ahmedabad, India: Navin Publications, 1982) and analysed the outcome.From that I found out the Types of Role stress and related them to problems within the team.The main stress is role ambiguity, which occurs because of very poor ...view middle of the document...

The organisation will benefit greatly by being more efficient, having "Performing Teams" who are able to achieve great results for the organisation, because of training the management row will gain important knowledge for leading change, getting new ideas of what a change could bring and being innovative.By making their staff and managers the acid of the company, the organisation will benefit in the productivity and innovations of their workforce and their teams.2.) Establish a Program Structure:1.1) Training of management how to hold meetings, the importance of meetings and training in the aspect of communicating the vision and leading the changes.1.2) Training of Workforce, how to communicate correctly and how to address concerns and makerecommendations.1.) Re- write the policies and procedures2.) Reconsider the Team composition, then build Team moral and team belonging with a Team- building exercise or seminar3.) Train team- members how to perform correctly in a team to be able to perform correctly.4.) Keep Training on regular basis and produce Documents stating training.-1-3.) Identify the Risk/Stressors:Through going trough the questionnaire, the members of this Team are all identified with the same Problems in their job, these are:"h Role Ambiguity:They are not clear about their roles, they don't know what their Managers expect from them, and there is obviously a big lack of communication."h Resource Ambiguity:The Team members feel that they can not perform their role effectively, because they don't have sufficient resources available."h A smaller part also have Problems with Role Overload:They feel stressed because they think they have too much responsibility on them, and they can't meet the expectations of all the fields, in which they have to perform, because the amount of work is too much.4.) Analyse and consider the Risks/ Stressors:"h Role Ambiguity:I found that the communication in this team is very poor, they don't have regular meetings, and they actually perform more individually, then in a team.The team leader does not communicate enough with the manager who is in charge in that section. That results in a unclear definition about the expectations from the team, the reasons why they should try to achieve their goal and the way they should perform to achieve it efficient and in time."h Resource Ambiguity:I found that the whole team always tries to excuse their poor performance with, "but we don't have enough resources",They thing they could perform better, if they were given enough resources.They have the feeling that it is impossible to achieve the goals with the amount of resources given."h Role Overload:Especially the tam leader but also two other members of the team, seem to be stressed because of role overload, they feel like they were given far too much responsibility and tasks at the same time that they cannot perform the expected results in the timeframe given.I personally think that they are very unorganised and get in...

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