Work related Stress

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The psychological meanings and importance of work :

Old philosophers contended that work forms an integral part of basic human existence .� work� does not only fulfill basic needs for security, food or shelter, but also provides a means by which higher level needs, such as need for competence, meaning and social engagement are met.

More recent researchers have shown that work is integrally involved in the process of identity development and self-esteem . Work, therefore, plays a major role in people's lives and wields an important� influence on their sense of� well-being and identity.� (Barling, 1990; Feather, 1990). It </nobr></div><div style="position:absolute;top:9634;left:123"><nobr>provides a medium by which people identify� themselves in society; and can be influenced by economic, societal, cultural and individual factors.�

As� noted by Kielhofner (1995), a person's� </nobr></div><div style="position:absolute;top:9726;left:123"><nobr>identity is a function of his or her validated social roles, particularly those associated with </nobr></div><div style="position:absolute;top:9757;left:123"><nobr>occupation. Consequently, the loss of such valued roles can lead to psychological distress� and subsequent loss of function.

Definition

Stress has been� defined by different ways. However the easiest definition is that individual's perception that environmental� </nobr></div><div style="position:absolute;top:12101;left:123"><nobr>demands (stressors) exceed his or her capabilities and resources, thus leading to negative Psychological </nobr></div><div style="position:absolute;top:12132;left:123"><nobr>outcomes

work <span class="goohl1">stress</span> has been described as an </nobr></div><div style="position:absolute;top:12442;left:123"><nobr>incompatibility between the individual and his or her work environment (Humphrey,</nobr></div><div style="position:absolute;top:12474;left:123"><nobr>1998). A more specific definition was provided by NIOSH (1999), who defined work </nobr></div><div style="position:absolute;top:12504;left:123"><nobr><span class="goohl1">stress</span> as being the harmful physical and emotional responses that occur when the </nobr></div><div style="position:absolute;top:12535;left:123"><nobr>requirements of the job do not match the capabilities, resources, or needs of the worker.

Some scientist use the word distress �to describe the situation when a person perceives himself or herself as having no </nobr></div><div style="position:absolute;top:11082;left:123"><nobr>ability to control a stressful event.

Distress is likely to result in a loss of productivity and </nobr></div><div style="position:absolute;top:11114;left:123"><nobr>a decline in overall levels of� well-being� The worker's response to work <span class="goohl1">stress</span> can be either psychological,� physical or both</nobr></div><div style="position:absolute;top:13022;left:123"><nobr>

�Cost</nobr></div><div style="position:absolute;top:20538;left:123"><nobr>

<span class="goohl1"> Stress </span> in the workplace has been linked� with increased absenteeism, poor work performance, health problems and </nobr></div><div style="position:absolute;top:20600;left:123"><nobr>staff turnover. Each element of them is very costly� and can constitute an important element of economic loss.

Common� causes of stress in the work places :

1- Jobs that demand a lot from the employees while allowing them little control over how the job is performed,

2- Work environments that are unsafe and/or uncomfortable,

3- Organizational practices that exclude employee participation or input or that include interpersonal conflicts (between worker and his supervisor or his colleagues ). Shift work with rotating working hours� constitutes also� a form of organizational stress

4- High work load ( quantity, quality, time pressure, increased responsibility)�

5- Work that pose problems to family and social life of the workers.

It is important to notice that stress can also be generated by an employee's personal life.

Common symptoms of stress:

1- Physical: Fatigue, headache, insomnia, muscle aches/ stiffness� (specially neck, shoulders and low back), heart palpitations, chest pains, abdominal cramps, nausea, trembling, cold extremities, flushing or sweating and frequent colds.

2- Mental: Decrease in concentration and memory, indecisiveness, mind racing or going blank, confusion, loss of sense of humor.

3- Emotional: Anxiety, nervousness, depression, anger, frustration, worry, fear, irritability, and impatience short temper.

4- Behavioral: Pacing, fidgeting, nervous habits (nail-biting, foot-tapping), increased eating, smoking, drinking, crying, yelling, swearing, blaming and even throwing things or hitting.

Several studies postulated that a person who experiences long term or chronic <span class="goohl1">stress</span>� may </nobr></div><div style="position:absolute;top:20879;left:123"><nobr>potentially experience such debilitating illnesses as hypertension, coronary heart disease, �</nobr></div><div style="position:absolute;top:20911;left:123"><nobr>stroke or peptic ulcer.

It is important to offers suggestions for reducing the potentially harmful effects of work-related stress on employers and employees.

Primary Prevention of work related stress

This is mainly� through �Healthy organization of the work:

- Job-person matching� or job design that mach the expertise and needs of the workers

- Motivation and rewarding performance

- Informing and encourage the participation of the workers in work design

- Supporting life style and family needs of the workers

- Opening communication channels by using workers opinion to monitor� causes of stress.

- Development of family-oriented or socially supportive work places so that to make the work environment more friendly.

Secondary prevention of work related stress.

- Medical management through supportive medical treatment to relief the overwhelming symptoms that hinders the workers social life. However, this should be as short as possible to avoid dependency of the patient and allow for the psychological adaptation and management.

- Psychological management. This mainly through cognitive behavioral treatment to help the worker to build cognitive and behavioral skills� to address�� the problems they are experiencing and hence discuss the ways to solve the problems causing their stress.�