EFFECTS OF STRESS ON WORKERS AND MANAGERS

1. HIGH BLOOD PRESSURE.2. NERVOUSNESS AND TENSION.3. CHRONIC WORRY4. INABILITY TO RELAX. 5. EXCESSIVE USE OF ALCOHOL6. PROBLEMS OF SLEEP7.UNCOOPERATIVE ATTITUDES8.FEELINGS OF INABILITY TO COPE.9. EMOTIONAL INSTABILITY10.DIGESTIVE PROBLEMS.

WHAT ARE THE CAUSES OF STRESS WHILE IN THE JOB?

1. NEW WORK PROCEDURES2. WORK OVERLOAD3. TIME DEADLINES4. POOR QUALITY OF SUPERVISION5. DIFFERENCES BETWEEN COMPANY

AND EMPLOYEES VALUES6. FRUSTRATION7. ROLE OF AMBIGUITY

WHY IS THERE A NEED FOR COUNSELING PEOPLE AT

WORK?

FEELING INSECURE ABOUT REQUIREMENTS.

THE RISK REQUIRED BY GETTING A PROMOTION

FEELING UNSTABLE IN JOB

EMPLOYEES

-KEITH DAVIS

HOW CAN EMPLOYEES BE HELPED THROUGH COUNSELING?

1. ADVICE – THIS IS THE ACT OF TELLING A PERSON WHAT YOU THINK SHOULD BE DONE.

2. REASSURANCE – THE AIM IS TO GIVE THE EMPLOYEE COURAGE AND CONFIDENCETO FACE A PROBLEM AND THAT COUNSELEE IS PURSUING A SUITABLE COURSE OF ACTION.

HOW CAN EMPLOYEES BE HELPED THROUGH COUNSELING?

3. COMMUNICATION – COUNSELING CAN BE IMPROVE BOTH UPWARD AND DOWNWARD COMMUNICATION.

4. THE UPWARD DIRECTION ENABLES THE EMPLOYEES TO EXPRESS THEIR FEELINGS TO MANAGEMENT.

5. THE COUNSELORS JOB IS TO DETERMINE EMOTIONAL PROBLEMS TO TOP MANGAMENT. THEY ALSO INTERPRET COMPANY ACTIVITIES TO EMPLOYEES SO THEY DISCUSSPROBLEMS RELATED TO THESE IN DOWNWARD COMMUNICATION.

HOW CAN EMPLOYEES BE HELPED THROUGH COUNSELING?

6. RELEASE OF EMOTIONAL TENSIONS – THIS IS AN IMPORTANT FUNCTION OF NEARLY ALL CONSELING.THE REALEASE IS CALLED EMOTIONAL CATHARSIS.

7. CLARIFIED THINKING – THIS IS THE PROCESS OF ENCOURAGING MORE COHERENT AND RATIONAL.

8. REORIENTAION – THIS FUNCTION OF COUNSELING ENCOURAGES AN INTERNAL CHANGE IN BASIC GOALS AND VALUES.

HOW IS GUIDANCE OBSERVED IN GOVERNMENT AGENCIES?

- THE CIVIL SERVICE RULES AND REGULATIONS IN GOVERNMENT OFFICES MAYBE USED AS A REFERENCE OR GUIDE IN THE FORMATION OF REGULATIONS, IMPOSITION OF PUSNISHMENT AND DISCIPLINARY ACTION. HOWEVER, PRIVATE AGENCIES MAY FIND GOVERNMENT REGUALTION TOO SLOW OR INADEQUATE IN ACHIEVING THE GOALS OF A PRIVATE COMPANY.THIS SO BECAUSE GOVERNMENT AGENCIES PRINCIPALLY ARE MOTIVATED BY THE SENSE OF PUBLIC SERVICE AND NOT NECESSARILY THE NEED FOR PROFIT.

HOW IS CONSTRUCTIVE DISCIPLINE IMPLEMENTED IN AN ORGANIZATION?

IT SHOULD CONDEMN THE EMPLOYEES WRONGFUL ACT NOT THE EMPLOYEE AS A PERSON. THIS COULD AVOID RESENTMENT,GRUDGES, PERSONAL ANIMOSITY AND VINDICTIVENESS.THE DISCIPLINARY ACTION SHOULD BE RELATED TO THE MISCONDUCT AND APPLIED AS SOON AS THE CIRCUMSTANCES SURROUNDING THE VIOLATION OF THE RULES ARE FOUND OUT.

HOW CAN A HEALTHY CLIMATE FOR CONSTRUCTIVE CRITICISM BE MADE POSSIBLE?

1. COMMUNICATE RULES2. BE SURE OF FACTS3. ASURE THE PRIVACY OF THE

DISCIPLINARY ACTION4. BE PROMPT

-BY BOYD

HOW CAN A HEALTHY CLIMATE FOR CONSTRUCTIVE CRITICISM BE MADE POSSIBLE?

5. BE CONSISTENT BUT NOT RIGID IN ENFORCING RULES.

6. AVOID ENTRAPMENT7. AVOI DOUBLE JEOPARDY8. DO NOT USE DEMOTION AS A PENALTY9. RESTORE OR DEVELOP THE NORMAL

REALATIONSHIP WITH THE EMPLOYEE AS QUICKLY AS POSSIBLE AFTER PUNISHMENT.

10. REMEMBER TO GIVE CREDIT. -BY BOYD

WHAT ARE THE STAGES INVOLVED IN DISCIPLINARY ACTION?

1. ORAL WARNING2. WRITTEN WARNING3. DISCIPLINARY LAYOFF4. DISCHARGE

IN DETERMINING WHAT ACTIONS TO TAKE, A SUPERVISOR MAY BE

GUIDED BY ASKING THE FOLLOWING QUESTIONS

1. IS THE EMPLOYEE GUILTY OF THE OFFENCE?2. WHAT IS THE PAST RECORD OF THE EMPLOYEE3. DO I HAVE ALL THE FACTS THAT BEAR IN THIS TITUATIONS?4. HAS THE EMPLOYEE BEEN GIVEN REASONABLE CHANCE TO

IMPROVE HIMSELF?5. WHAT ACTIONS HAVE BEEN TAKEN IN SIMILAR CASES?6. TO WHAT EXTENT SHOULD THE EMPLOYEE BE PUNISHED?7. WHAT EFFECTS WILL THIS ACTION HAVE TO THE REST OF

THE DEPARTMENT?8. WHEN WAS THE EMPLOYEE GIVEN A FAIR WARNING OF THE

SUSPENSIONS OR OF HIS MISCONDUCT?9. SHOULD I CONSULT ANYONE ELSE BEFORE TAKING THE

ACTION?

“TEAM STRESS”

THANK YOU FOR LISTENING WE ARE THE