Dear Concerned,
I take care of HR management for a medium organization, and I am based in Andhra. As a manager, I am responsible for various HR activities. Recently, my management has requested stress management sessions for employees at different levels - Middle Level, Bottom Level, and Top Level. Kindly provide the "Questionnaire for Stress Assessment" to help me tailor my session accordingly. You can reach me via email at avsh.hr@gmail.com or contact me at 9553876575.
Thank you.
From India, Tirumala - Tirupati
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I take care of HR management for a medium organization, and I am based in Andhra. As a manager, I am responsible for various HR activities. Recently, my management has requested stress management sessions for employees at different levels - Middle Level, Bottom Level, and Top Level. Kindly provide the "Questionnaire for Stress Assessment" to help me tailor my session accordingly. You can reach me via email at avsh.hr@gmail.com or contact me at 9553876575.
Thank you.
From India, Tirumala - Tirupati
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Dear Keerthipatiaditya@gmail.com,
If your management has asked for training on stress management for all three levels of management, then it means your whole organization is stressed. Why does the entire organization have stress? Have you conducted an investigation?
When the entire organization is under stress, has it impacted productivity? What is the impact on the business due to reduced productivity caused by stress?
Stress results from personal and organizational factors. When conducting training on stress, please ask yourself - will I emphasize the causes of stress or the symptoms?
Training on stress should lead to identifying organizational factors that cause stress and preparing a remedial action plan for their eradication. While there are stress management techniques available, these are for treating symptoms. Unless you address the root cause, it is futile to only treat the symptoms.
Regarding personal factors; self-discipline, an organized way of working, proper use of mobile phones to enhance productivity, good memory, alertness, etc., improve personal effectiveness and help reduce stress.
The origin of stressors lies in deviation from management science. Earlier, I had mentioned the cause of stress. You may click here to refer to the organizational factors that cause stress: https://www.citehr.com/276008-stress-management-top-management.html#post1243191
For any further queries, feel free to contact me.
Thanks,
Dinesh Divekar
Bangalore - 560092
From India, Bangalore
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8217If your management has asked for training on stress management for all three levels of management, then it means your whole organization is stressed. Why does the entire organization have stress? Have you conducted an investigation?
When the entire organization is under stress, has it impacted productivity? What is the impact on the business due to reduced productivity caused by stress?
Stress results from personal and organizational factors. When conducting training on stress, please ask yourself - will I emphasize the causes of stress or the symptoms?
Training on stress should lead to identifying organizational factors that cause stress and preparing a remedial action plan for their eradication. While there are stress management techniques available, these are for treating symptoms. Unless you address the root cause, it is futile to only treat the symptoms.
Regarding personal factors; self-discipline, an organized way of working, proper use of mobile phones to enhance productivity, good memory, alertness, etc., improve personal effectiveness and help reduce stress.
The origin of stressors lies in deviation from management science. Earlier, I had mentioned the cause of stress. You may click here to refer to the organizational factors that cause stress: https://www.citehr.com/276008-stress-management-top-management.html#post1243191
For any further queries, feel free to contact me.
Thanks,
Dinesh Divekar
Bangalore - 560092
From India, Bangalore
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Hello,
Dinesh Divekar has given you sound advice. If you had searched CiteHR, you would have found a questionnaire at https://www.citehr.com/243303-stress...-download.html.
From United Kingdom
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Dinesh Divekar has given you sound advice. If you had searched CiteHR, you would have found a questionnaire at https://www.citehr.com/243303-stress...-download.html.
From United Kingdom
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Dear Keerthi,
Stress management is not a simple topic to be learned and a tutorial prepared with the help of a questionnaire for any organization. Customization is required with particular reference to the organization by conducting appropriate research within the concerned organization. This involves first understanding the key areas of work design within the organization.
Normally, management standards cover the following key areas of work design upon which the questionnaire has to be prepared, for example:
- Demands: issues of workload, work patterns, and the work environment.
- Control: the level of restrictive controls an employee faces in performing their job at the workplace.
- Support: includes the encouragement, sponsorship, and resources provided by the organization, line management, and colleagues.
- Relationships: promoting positive working relationships to avoid conflicts and handle unacceptable behavior.
- Role: ensuring that employees understand their role within the organization and that there are no conflicting roles with others.
- Change: managing and communicating organizational change effectively.
For this, a trainer or implementer needs to prepare a checklist to ensure they have a basic understanding of stress and potential causes within the organization. This involves the following process:
1) Understanding the Management Standards and associated processes.
2) Evaluating if there is a suitable and sufficient equivalent process or system already in place within the organization.
3) Deciding on the approach to follow the Management Standards or another suitable approach in the absence of set management standards.
4) Gathering awareness from senior managers, employees, and their representatives.
5) Developing an appropriate project plan.
6) Checking the availability of adequate resources, particularly staff time, without affecting their daily tasks, especially if they are already experiencing work stress.
7) Creating a communication plan and employee engagement plan.
8) Assessing the need to develop an organizational stress policy.
Before creating a questionnaire, ensure to understand the basics of stress, its causes within the organization, and effective remedies for proper management. Otherwise, the training session may be a waste of time for employees with no positive impact on productivity, potentially causing further stress.
Kind regards,
[Your Name]
From India, Delhi
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Stress management is not a simple topic to be learned and a tutorial prepared with the help of a questionnaire for any organization. Customization is required with particular reference to the organization by conducting appropriate research within the concerned organization. This involves first understanding the key areas of work design within the organization.
Normally, management standards cover the following key areas of work design upon which the questionnaire has to be prepared, for example:
- Demands: issues of workload, work patterns, and the work environment.
- Control: the level of restrictive controls an employee faces in performing their job at the workplace.
- Support: includes the encouragement, sponsorship, and resources provided by the organization, line management, and colleagues.
- Relationships: promoting positive working relationships to avoid conflicts and handle unacceptable behavior.
- Role: ensuring that employees understand their role within the organization and that there are no conflicting roles with others.
- Change: managing and communicating organizational change effectively.
For this, a trainer or implementer needs to prepare a checklist to ensure they have a basic understanding of stress and potential causes within the organization. This involves the following process:
1) Understanding the Management Standards and associated processes.
2) Evaluating if there is a suitable and sufficient equivalent process or system already in place within the organization.
3) Deciding on the approach to follow the Management Standards or another suitable approach in the absence of set management standards.
4) Gathering awareness from senior managers, employees, and their representatives.
5) Developing an appropriate project plan.
6) Checking the availability of adequate resources, particularly staff time, without affecting their daily tasks, especially if they are already experiencing work stress.
7) Creating a communication plan and employee engagement plan.
8) Assessing the need to develop an organizational stress policy.
Before creating a questionnaire, ensure to understand the basics of stress, its causes within the organization, and effective remedies for proper management. Otherwise, the training session may be a waste of time for employees with no positive impact on productivity, potentially causing further stress.
Kind regards,
[Your Name]
From India, Delhi
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Stress at Work- questionnaire (1).doc