Collective stress training in the workplace. Seminar-meeting - "Stress in the workplace: a collective challenge
Good afternoon, dear colleagues!
April 28 - World Day for Safety at Work. And as part of this event, the theme was proposed: Stress in the workplace: a collective challenge "The school year is drawing to a close, which means that you have accumulated fatigue, so I ask everyone to relax, relax your muscles, free your head from thoughts, take a deep breath and exhale. So we start.
For many, my words will not be new, I do not discover America ... but sometimes, the obvious, voiced from the outside, can be useful.
The theme of our meeting on the day of labor protection is stress, emotional burnout, because. our profession is most prone to these unpleasant consequences. Yes, labor protection is not only instructions, an evacuation plan and commissions. This is also psychological hygiene, stress prevention, etc., that is, everything that helps protect a working person from work-related injuries, improves his physical and emotional health, and increases labor productivity. So, first, let's figure out what are the causes of stress. We are all well aware of this concept, state, we often experience it.
So, there are many causes of stress: accumulated fatigue, chronic lack of sleep, conflicts, ecology, nutrition, problems at work and at home, the country's economy, bad news, envy, health problems, not well-being. As we can see, there are many reasons, and as a result, a person who does not know how or does not want to deal with stressful situations leads himself to depression (which, by the way, is already a diagnosis). Who is bad for this? You, your family, loved ones, colleagues.
This affects your life, productivity, and so on.
A person is like a vessel - with what you fill it. That will pour out. And if you fill it with negativity, bad news, envy, criticism, discontent and the like for a long time, you need to find an outlet for this content.
In addition, we still have a house, a family, a household, pots, cleaning - this is a huge additional burden.
Accumulated stress and fatigue can lead to Burnout Syndrome (BSE). We see the reasons on the screen.
Phase I - the tension of the psychological defenses of the individual
Everything seems to be fine, but emotions are muffled, the sharpness of feelings and experiences disappears. Everything becomes boring, the soul is empty, favorite work does not please, there is dissatisfaction with oneself and even a feeling of one's own uselessness, lack of a way out.
Suddenly, supposedly for no reason, internal conflicts of the personality, previously dormant inside, are activated, and a state of depression creeps up.
Phase II - resistance, (resistance) of psychological defenses
People with whom a person works begin to annoy him, especially clients and visitors. A person begins to disparage them, and then almost hate them. At the same time, a “burnout” person himself cannot understand the reason for the growing wave of irritation in him.
In the phase of resistance, the possibilities for working in the proposed mode are exhausted, and the human psyche begins to unconsciously change the mode, removing factors that have become stressful: sympathy, empathy, empathy for people, and, preferably, people themselves too: the farther people are, the calmer.
III phase - exhaustion
At this stage, there is a loss of professional values and health. Out of habit, the specialist still retains his respectability, but the “empty look” and “ice heart” are already visible. The very presence of another person nearby causes a feeling of discomfort and nausea, up to real vomiting.
In this phase, the resources of the psyche are completely exhausted, somatization occurs. There is a high probability of heart attacks, strokes, etc.
You work hard and hard. FOR what? To earn, to be realized, to provide for a family, to build a career. It's clear. But to do it well, you need to be able to relax and gain energy and strength. We all know the wheel of life well. To live in harmony with yourself, with others, you need to put all aspects in order: health, family, work, material well-being, so that the wheel of life rolls smoothly and in the right direction.
Found out what it is, now HOW to deal with it! The most important thing is that you must decide for yourself. Do you have a dream? That for which you live, move, get up in the morning, endure all the difficulties, burn out at work. If it doesn't exist, you need to have it. Then life will not be meaningless, routine and gray. To begin with, write for yourself all the dreams, plans, desires. There will be no list, no clear vision.
Start and end your day with gratitude. God. To yourself, loved ones.
Write down all problems and tasks. Short-term and long-term, priority and those that can wait. Be sure to write it down, and you will see that many problems are not there, or they are not so terrible. Your thoughts are systematized, solutions and solutions will come.
If a work colleague annoys you, avoid meeting him. Hang what you like on the wall opposite, turn on the music at recess ..... close for a while, turn to the window. Do some breathing exercises, close your eyes, don't think about anything....dream...smile
Here are some more tips on how to manage or avoid stress:
Separate work and leisure. Once a week, a month, arrange a day of “doing nothing”. Leave even household chores, dishes, laundry, read a book, listen to music ....
Meeting with a friend… a glass of wine, a cup of aromatic coffee.. a casual conversation or discussion of problems.. if this is a work colleague, no talk about work.
Going out into nature, fishing, hiking, excursion, trip.
Pay attention to your appearance. Go to the hairdresser, manicure, massage ... the price of the issue is 200-300 rubles, have you earned them?
Cycling, hiking, to the park, to the greenery, to the river
Autotraining has not been canceled yet. Tell yourself in the mirror more often how beautiful, smart you are, that everything is fine with you, it’s wonderful that you love life and those around you. By the way, at this moment, thank God for what you have, and forgive enemies and envious people. Learn breathing exercises, exercises.
Hobby. Engage yourself in activities that bring you pleasure. Maybe over time this hobby will start to bring money.
Balanced, healthy diet
A trip to the sea, a tour of the Crimea, going to the cinema, theater
I gave you REAL examples.
There are also travel, change of activity, sports, shopping, extreme sports.
The most important thing is the change of activity. Those. if your life is dynamic and hectic, then measure it and balance it. If life seems monotonous and boring, then add adrenaline.
Stress is actually not so scary and even useful. Adrenaline, dynamics, development, the main thing is not to accumulate stress and not bring yourself to depression and burnout.
Love yourself, love life, those around you. Remember that horses should plow ... and we women should decorate the world, because the universe rests on our fragile and strong shoulders. Learn to enjoy life, work, yourself.
Theme of the World Day for Safety and Health at Work in 2016: “ Workplace Stress: A Collective Challenge».
World Day for Safety at Work, celebrated annually on April 28, is designed to help prevent accidents and occupational diseases throughout the world. This advocacy campaign aims to draw the attention of the international community to the magnitude of the problem and how building and promoting a safety culture can help reduce work-related injuries and fatalities.
On April 28, the ILO celebrates World Day for Safety at Work, thus drawing attention to the prevention of accidents and occupational diseases at the global level. Our outreach campaign aims to draw the attention of the international community to the latest trends in occupational health and safety and the incidence of work-related injuries, occupational morbidity and mortality worldwide.
By celebrating World Day for Safety and Health at Work, the ILO promotes a global culture of prevention in the field of safety at work, involving its constituents, as well as all key stakeholders in the field. In many countries, national authorities, trade unions, employers' organizations and occupational health and safety practitioners are holding events to mark this date.
REPORT on the World Day for Safety and Health at Work 2016
INTRODUCTION
The report presents the dynamics of the spread of stress in the workplace in developed and developing countries and the magnitude of this problem in the new conditions in which workers work. It provides a cross-regional overview of the prevalence and impact of this type of stress, which is considered in the light of legislative and administrative countermeasures at both the international, regional, national and enterprise levels. At the same time, the report analyzes possible scenarios and factors contributing to the prevalence of this type of stress based on forecasting techniques. The results of this study are also intended to be used to inform ILO stakeholders for appropriate action at the national and enterprise levels.
Stress in the workplace has been the subject of increased attention from researchers and policy makers since the 1990s, in particular with regard to the impact of stress on workers, the consequences of psychological risks and possible countermeasures. As a result, occupational health and safety has expanded beyond its traditional scope to include behavioral medicine, occupational health psychology and social wellness, in recognition of the need for people to live socially and economically productive lives.
Today, workers around the world are facing major changes in work organization and labor relations; it is much more difficult for them to meet the requirements of working life. With the pace of work driven by the need to stay connected and the high level of competition in the global marketplace, the line between work and private life is becoming increasingly blurred.
Psychological risks caused by growing competition, increased requirements for labor efficiency and working hours contribute to the formation of an even more aggressive working environment. Yet, in an increasingly rapid organizational change driven by the current economic downturn, precarious employment, declining employment opportunities, fear of losing a job, mass layoffs, unemployment and growing financial insecurity faced by workers are having a serious impact on their mental health and well-being. Stress is now a recognized global problem affecting all activities and all workers in both developed and developing countries. In these challenging environments, the workplace is both a powerful source of psychological risks and an ideal setting for addressing them through collective action to protect the health and well-being of workers.
Everyone has the unconditional right to the full protection of their health. Without labor protection, it is impossible to participate in society and ensure well-being. Working in unhealthy conditions undermines the basis of productive employment and social and economic development. In the world of work, the problem of mental ill health is more urgent than ever, as it has a significant impact on the well-being of people, reducing employment prospects and wages, which in turn undermines family incomes and the productivity of enterprises, and also generates high direct and indirect costs for the economy generally.
1. WHAT IS WORKPLACE STRESS?
The term "stress" today can mean anything from soreness in the morning to anxiety leading to depression. In scientific circles, it has both a negative and a positive meaning. In our report, stress is interpreted exclusively negatively and is considered in relation to work. Stress does not mean deterioration in health, but is the first sign of a painful physical and emotional reaction.
Both the definition of stress and the terminology relating to psychological factors and risks have changed over time. The term itself was first used in 1936 by Hans Selye, who biologically defined stress as "the body's non-specific response to the need for change." His work prompted the study of stress in terms of brain function. In order to separate the stimulus from the corresponding response, he also considered "stress factors" as triggers of the body's physiological and psychological response. In this regard, a biological subject, environmental circumstances, an external stimulus or event can act as a stress factor. Stress can determine both a negative and a positive response condition to a stressor that can affect a person's mental (physical) health and well-being. Today, health is considered a combination of biological, psychological (thinking, emotions and behavior) and social (socio-economic, socio-ecological and cultural) factors.
According to the ILO, stress is a painful physical and emotional reaction caused by an imbalance between perceived demands and the resources available and people's ability to meet those demands. Stress depends on the organization of work, labor relations and interaction mechanisms. It occurs if the requirements for the employee do not meet or exceed his capabilities, resources or needs, or if the knowledge or abilities of the employee (group of employees) do not meet the expectations of the enterprise culture.
CAUSES
Occupational factors that cause stress are called psychosocial risks. According to the definition developed by the ILO in 1984, they represent “the interaction, on the one hand, between the working environment, the content of work and its organizational conditions, and, on the other hand, between the abilities, needs, culture and personal non-productive considerations of workers, which can influence health, productivity and job satisfaction through perception and experience. This definition emphasizes the dynamic nature of the interaction between the work environment and human factors. The negative interaction between working conditions and human factors can cause emotional disturbances, behavioral problems, biochemical and neuro-hormonal changes, which in turn creates an increased risk of mental or physical illness. On the contrary, if working conditions and the human factor are in balance, work gives rise to a sense of perfection and self-confidence, promotes motivation, increases efficiency and job satisfaction, and improves health.
Over time, the terminology has changed: stressors began to replace psychosocial factors and psychosocial risks. The terms "psychosocial factors" and "psychosocial risks" are sometimes used interchangeably in the scientific literature. According to a number of experts, psychosocial factors are those aspects of the organization of work and the management of production and its social and organizational conditions that can cause physical or psychological harm. Today, there is relative consensus in scientific circles about the nature of psychosocial factors; however, due to the fact that new forms of work and changes in the working environment give rise to new hazards, the definition of these factors cannot be considered final. Thus, Koch distinguishes ten types of harmful labor parameters (psychosocial factors), distributed into two groups: "labor content" and "labor context".
Stress is sometimes erroneously identified as a psychosocial factor rather than as one of its consequences. As understood in labor protection, a hazard is an intrinsic property or potential ability of an entity, process or situation (including the work environment, work organization and work practices that have a negative organizational impact) to harm or adversely affect health. Risk is defined as a combination of the likelihood of a hazardous event occurring and the severity of the harm it causes. The relationship between hazard and risk is determined by the duration of their exposure (short or long), which can be both physical and psychological. For the purposes of the report, risk is the likelihood or likelihood of harm to health occurring in the event of exposure to psychosocial factors.
The first group - "the content of work" - includes psychosocial factors related to the conditions and organization of work. One of the first aspects studied was the impact of workload on workers' health. Both quantitative (the amount of work performed) and qualitative aspects of the load (complexity of the work performed) are associated with stress. The load should be considered in conjunction with the pace of work, that is, the speed of work, as well as the nature of the control of this pace (independent or automatic). The content of work (or the nature of functions) includes a number of dangerous aspects, for example, low value of work, low degree of use of skills, monotony and repetition of work, uncertainty, lack of opportunities to learn, high demands on attention, conflict between requirements and the amount of allocated resources.
Uncertainty can be expressed in a variety of ways, including lack of feedback, uncertainty about desired behavior (role uncertainty), and uncertainty about the future (insecure employment).8 Most of the literature on work schedules focuses on shift and night work and working hours . These factors cause disruption of circadian jet lag, reduction and deterioration of sleep quality, balance between professional and family life, which contributes to increased levels of stress and fatigue. Finally, the effect of physical factors on stress has been the subject of a number of studies. Evidence shows that inadequacy of the physical working conditions and working environment, including the layout of workplaces and exposure to harmful substances, can affect the stress, psychological and mental health of workers.
WORK CONTEXT
The second group, the “context of work”, refers to psychosocial factors inherent in the organization of work and labor relations, such as corporate culture and functions, role in the enterprise, career development, degree of participation in decision-making and control over their execution, the impact of work on private life. , interpersonal relationships at work. Particularly important are aspects of organizational culture and functions - the organization as an environment in terms of performing functions, solving production problems and developing a person. Evidence shows that if an organization is considered dysfunctional in these terms, it may be due to increased levels of stress. In addition, dangerous aspects of organizational roles were identified, including their vagueness and conflict between them, role overload, role underload, and responsibility for other people. At the same time, role underload (the situation of underutilization of a person's skills and abilities) is also associated with a low level of satisfaction with one's work and loyalty to the organization. In terms of career advancement, the following four sources of dangerous situations have been identified: mergers and acquisitions; staff and budget cuts; job uncertainty and insecurity; professional isolation. Participation in the decision-making process and control over their implementation is an important positive aspect of the distribution of functions and organization of work. According to a theoretical model developed by Karasek and colleagues, participation in decision-making reduces exposure to job-related stressors and reduces psychological stress.
Robert Karasek developed the Demand-Control-Support model, which mimics stress and predicts how much mental workload comes from the interaction of job requirements and degree of participation in decision-making.
| CATEGORY | RISK CONDITIONS |
| Organizational culture and function |
Inadequate communication, practical lack of assistance in solving production problems and personal development, lack of definition of organizational tasks |
| Role in the organization |
Uncertainty and conflict of functions, responsibility for other people |
| Career growth |
Lack of growth, its uncertainty, insufficient or excessive promotion, low wages, insecure employment, low social value of work |
| Degree of freedom and autonomy |
Low degree of participation in decision-making, lack of autonomy (autonomy, especially in the form of participation, is also a problem of the context of work and its organization in general) |
| Interpersonal relationships |
Social or physical isolation, poor relationship with superiors, interpersonal conflicts, lack of social support |
| Work-life balance |
Conflict of needs at work and at home, low degree of support from the family, the problem of conflicting career needs of spouses |
In general, research findings show that opportunities to participate in decision-making processes are correlated with feelings of satisfaction and self-worth. In the long term, even a little autonomy in performing tasks has a beneficial effect on mental health and productivity. The connection between work and private life is increasingly seen as a potential source of stress, especially in families with both working spouses and families experiencing financial difficulties or a life crisis. The necessary balance between work and private life is not always easy to achieve, in particular in the case of high pace and intensity of work, shift work, irregular work his day, the indifferent attitude of management and colleagues, the lack of control over the content and organization of work. While social relationships, both in and out of the workplace, tend to play a mediating role, the negative effects of other psychosocial factors may be more likely or more acute when such relationships fail. Another important aspect is workplace violence, which can lead to increased levels of stress.
According to the ILO, workplace violence is “any act, incident or behaviour” that deviates from normal behavior in which an individual is subjected to aggression, threats, harm or injury in the course of or as a direct result of work.” Physical violence means the use of physical force against another person (group of persons), resulting in physical, sexual or psychological injury. This includes, in particular, punches, kicks, slaps, knife and gunshot wounds, pushes, bites, pinching. Psychological (emotional) violence is the deliberate use of force, including the threat of physical violence, against another person (group of persons), which can damage his physical, mental, spiritual, moral or social condition or development. This includes verbal abuse, bullying, threats and harassment. Bullying and bullying is repetitive aggressive behavior in the form of vindictive, cruel or malicious attempts to humiliate or compromise a person (group of people), with the difference that bullying is carried out by one person, and bullying is carried out by a group of people. There is an extensive literature on various forms of workplace violence, in particular psychological harassment. Our report, without claiming to be an exhaustive presentation of the results of many years of research on this topic, includes these aspects only to the extent that it corresponds to its purpose.
Episodes of violence may only affect victims, but also witnesses, especially if much of the work is done in a team or is related to customer service. Violence can be the result of psychosocial factors and stress. Thus, persecution can manifest itself in the context of organizational factors, such as intense, monotonous work, low level of control, uncertainty of roles and functions, excessive workload, poor conflict resolution, organizational changes.
COLLECTIVE ACTIONS TO COUNTER STRESS IN THE WORKPLACE
| Control |
adequate staffing; Opportunity to express your opinion on the way the work is done | regular assessment of time spent and setting reasonable deadlines; predictability and adequacy of working hours |
| Social support |
the possibility of social contacts between employees; absence of physical and psychological violence in the workplace; constructive relationship between management and employees; the presence of an infrastructure in which management is responsible for other employees with an adequate level of contacts; the opportunity to discuss the problems of the impact of work on private life; stimulating work by reinforcing positive and rewarding aspects of work |
|
| Job Compliance |
compliance of the position with physical and psychological abilities; distribution of tasks in accordance with experience and competence; ensuring proper use of skills |
|
| Study and education |
adequate training to ensure suitability for the position; availability of information about psychosocial risks, stress and ways to prevent them |
|
| Transparency and fairness |
an accurate description of the tasks to be performed; clear distribution of roles to avoid conflicts and uncertainties; ensuring maximum job security; adequate payment for the work performed; transparency and fairness of complaints procedures |
|
| Physical environment |
adequate lighting, equipment, air quality, noise level; no exposure to harmful substances; taking into account ergonomic aspects in order to reduce stress |
OCHERON MENTAL HEALTH AT WORK
The influence of the methods of organization and management of production on the mental health of workers has become apparent since the 1960s. However, only recently the methods of management and labor protection began to change in view of the need to ensure not only labor productivity, but also the well-being of the members of the work team. Traditional approaches to health care, behavioral medicine and organizational psychology have not been able to find new aspects of positive organizational behavior that ensure productive work and well-being in the new socio-economic conditions. The first research into health and well-being shifted attention away from studying the mechanisms by which pre-existing mental disorders affect organizational performance to what are the consequences of work, both positive and negative, for mental health.
Thus, it was found that uncertainty and conflict of roles, overload (quantitative and qualitative), self-withdrawal, low self-esteem, dissatisfaction and stress at work correlate with stress. Interpersonal relationships and social support, as well as other personal factors, can mitigate their impact.
Empirical research into the prevention of noncommunicable chronic diseases has led policy makers to consider them as a source not only of individual behavior and lifestyle, but also of inequalities in socioeconomic status, health and working conditions, and job demands. As a result of these studies, a workload model and an effort-result imbalance model were developed. At the same time, even a small degree of autonomy has been proven to have a long-term beneficial effect on mental health and work productivity.
The modern nature of work is causing researchers to pay more and more attention to health and job satisfaction, performance management, organizational effectiveness, job insecurity and unemployment, “presenteeism” (attendance at work when sick) and absenteeism (absence from work without good reason), a growing cultural diversity and technological progress. Increasing attention is also being paid to mental health, the positive aspects of health and well-being, and organizational factors that can enhance them. Thus, studies have proven the importance of the social environment for the formation and evaluation of production behavior, and, consequently, the importance of personnel policy in the formation of industrial relations based on trust, honesty and partnership.
From an ILO perspective, the effectiveness of mental health care at work depends on prevention. Occupational health and safety measures can improve the mental health and well-being of both women and men and reduce the risk of mental disorders. This means that the occupational safety and health system should be based on the results of psychosocial risk assessment and management in order to prevent work stress and occupational mental illness.
"Stress in the Workplace: A Collective Challenge" .
An increasingly dynamic rhythm of life, constantly changing working conditions, growing demands on the competence of employees, as well as the desire of the employees themselves to achieve and manage the maximum, make a person continuously spin in the wheel of their duties. As a result, one in three people experience workplace stress, anxiety and anxiety, depression and other mental health disorders.
Stress at work is a very common and harmful phenomenon. The United Nations in its report calls stress in the workplace the "plague of the twenty-first century".
The International Health Organization (World Health Organization) ranks stress among the main diseases that threaten human health in the 21st century. An alarming indicator: more than 90% of employees admit that it is the results of work that determine their psychological state, and not internal resources, such as, for example, self-confidence.
Causes of stress at work.
The most common causes, according to statistics, are:
Overload at work, lack of sleep, leadership style of the boss and problems at home. About 60% of people, for example, are afraid of their leaders, especially if their bosses are too authoritarian and do not give any support;
Lack of rewards, vague boundaries of duties and powers also negatively affect the nervous system;
Routine work can also become a source of stress;
Lack of understanding with employees leads to discomfort and tension;
Poor lighting, noise, poor ventilation, and an uncomfortable workplace can also lead to stress in the organization.
Another stress factor is the level of engagement. If a person does not like his work, if it does not arouse interest, then this leads to constant dissatisfaction and the accumulation of negative experiences.
To make matters worse at work, psychologists at the University of Hawaii have found that employees "infect" each other with stress just like the flu. The bad mood of one of the employees instantly spreads throughout the office. As a result, others become victims of the so-called "secondary stress". It turns out that people are able to absorb emotional fluids like sponges. Filled with other people's sensations, they begin not only to think negatively, but also to express the stress received from the outside with the help of body language, changing their posture, gait and facial expression. So it turns out a vicious circle: stress can endlessly migrate from one employee to another.
How to avoid stress in the workplace?
First of all, it is necessary to determine the cause that served as the development of a stressful situation,
Then correctly evaluate your professional capabilities and internal disposition to your position. You may have to radically reconsider your attitude to professional duties. We are not talking about dismissal, although this will be the most cardinal way. Therefore, if there is an opportunity to change work to a more interesting one, it would be right to make such a decision.
Another approach is to temporarily retire from professional activities. Sometimes it is enough to go on a short vacation, and the problem will exhaust itself. However, if there are no such opportunities, the following conditions can become a solution to the problem:
- It is necessary to objectively assess the production load at the workplace and own resources aimed at its implementation.
- The best way to eradicate stress is to be able to combine hobbies and work into one whole. When you can find a job that you love and enjoy, you will stop thinking about stress.
- Try to sleep at least 7-8 hours a day, so you will have time to recover and will have physical preparation for a new day without stress.
- Plan your schedule ahead of time before you get ready for work. This is where a diary comes in handy. Do not miss anything and set yourself up for the need to do many things.
- Ensure cleanliness and order in your own workplace. The location of objects should be such that it becomes possible to make the most of your working time.
- Clearly understand your own responsibilities and follow them and production instructions.
- It is most comfortable to spend the time allotted for the personal needs of employees - lunch, tea or coffee breaks, smoke breaks.
- It is necessary to try as little as possible, if the need for production allows, to discuss your work activity with colleagues of the same rank. For these purposes, it is better to contact your immediate supervisor, who knows exactly how to do better.
- For a potentially possible future, it is better to be informed about the status of vacancies for a similar position in neighboring organizations. You may not have to quit, but the level of peace of mind will increase.
- Use as many modern means of mass communication as possible in your work activity. These are really useful and relevant things.
- Delicious, and most importantly, “proper” food and balanced nutrition, especially in a cozy atmosphere, will help eradicate stress.
- The daily routine is one of the most important positive aspects of the organization of work, following which will not disturb the emotional peace of the employee.
- Use the shift of work and "active" rest; increase your level of physical activity, walk at least 30 minutes a day; visit the theater and cinema; Hanging out with friends and pursuing a hobby will all help to overcome stress.
World Day for Safety at Work
Topic: Workplace stress: a collective challenge.
Psychological training
“Prevention of emotional burnout
educators."
Location: MBDOU №169
Time spending: April 28, 2016, 1:15 p.m.
Members: teachers, administration.
Course of the training:
Not finding sufficient grounds for self-esteem and strengthening positive self-esteem, developing a positive attitude towards one's own future and thus losing the meaning of life, a person tries to find it through self-realization in the professional sphere. Daily work, sometimes without breaks and days off, with constant physical, psychological stress, complicated by emotional contacts, leads to a life in a state of constant stress, accumulation of its consequences, depletion of a person’s vital energy and, as a result, to serious physical diseases (gastritis, migraine, increased blood pressure, chronic fatigue syndrome, etc.).
What factors do you think contribute to the occurrence of the “burnout” syndrome?
The main factor is chronic stress in the workplace, which leads to:
over-demanding and high workload
lack or lack of support from colleagues and superiors
lack of remuneration for work, both moral and material
inability to influence important decisions
the need to outwardly show emotions that do not correspond to real ones (the need to be empathic, polite smiling)
work with difficult people (aggressive, with psychopathic behavior)
lack of any interests outside of work
experience of injustice
job dissatisfaction
2) The second sign is an - personal detachment. A person ceases to be interested in professional activities, almost nothing causes an emotional response, either positive or negative.
3) Third signs is a sense of loss of actual effectiveness and drop in self-esteem. A person does not see prospects in his professional activity, job satisfaction decreases. Low self-esteem, guilt, depression indicate low emotional literacy.
Diagnostic procedure “Symptoms of professional “burnout”
Annex 1 (Handbook of the head of the preschool institution)
After all, these processes that occur in a person and are externally expressed in the symptoms of “burnout” enable us to understand what is happening to us and, based on this, decide what to do next, it is possible to change a profession or try to correct the manifestation of the syndrome. And timely preventive steps taken can prevent, weaken or eliminate its occurrence.
The output is the following: Change your lifestyle, change yourself!
You can improve your life only through a change in attitude towards it, through the perception of it as the most valuable gift, through wisdom, to enjoy every day, minute, impression.
Troubles, life contradictions are the norm of life. They should not take up more space in our minds than they are worth.
I would like to quote the words of Walter Russell: “If you do something that you hate, because of hatred in the body, destructive toxins begin to be produced and as a result of this you begin to suffer from chronic overwork or get sick.”
You have to love everything you do. Otherwise, do what you can do with love.
So says the ancient Eastern wisdom.
“Do everything with joy, do everything in the best way you know.”
Practical exercises “Mastering self-regulation”
Exercise "Smile"
If you manage to hold it for 10-15 minutes, you will immediately feel that you have calmed down and your mood has improved. During a smile, facial muscles create impulses that have a beneficial effect on the nervous system. Even if you are only capable of a forced smile, it will still make you feel better.
Exercise “Muscular Energy”
Before you feel relaxation, you need to tighten your muscles.
Tension should be performed smoothly, gradually, and relaxation should be done quickly in order to better feel the contrast.
Tension should be exercised on inhalation, and relaxation on exhalation.
Instruction: Bend and tighten the index finger of your right hand with all your might. Check how muscle energy is distributed, where does tension go? In adjacent fingers. What else? In the palm of your hand? And then it goes to the elbow, to the shoulder, to the neck. And the left hand is tense. Check.
Try to remove excess stress. Keep your finger tight, but loose your neck. Release the shoulder, then the elbow. The hand needs to move freely. And the finger is tense, as before! Release excess tension from your thumb. From the nameless... And the index finger is still tense! Relieve tension.
Exercise “Mask of Anger”
Instruction: Sitting or standing. With a slow breath, gradually frown your eyebrows, trying to bring them closer together as much as possible. Hold your breath for no more than a second, lower your eyebrows with an exhale.
Exercise "Rest"
Exercise “Mobilizing Forces”
Praise exercise
“Only good things happen in my life”
III part
Target: Establishment of feedback, analysis of the experience gained in the group.
Exercise: “Telegram”
Reflection: Analysis of acquired knowledge and skills.
Bibliography:
Ageeva I.A. "Successful teacher: training and correctional programs". - St. Petersburg: Speech, 2007. 208s.
Ann L.F. "Psychological training with teenagers". - St. Petersburg: Piter, 2008. 272 p.: ill.
Antonov V.V., Vaver G.Yu. Complex system of psychological self-regulation. L .: Methodological center for psychological self-regulation, 1988.
Melnik Yu. Stress management. Personnel Management. - 2002. No. 3.
Monina G.B., Lyutova-Roberts E.K. “Communicative training (teachers, psychologists, parents). - St. Petersburg: Rech Publishing House, 2007.224 p.: ill.
School psychologist. Methodical journal for educational psychologists. No. 9 2009, No. 16 2011.
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In 2016, the theme for World Day for Safety at Work was stress in the workplace. The International Health Organization lists stress as one of the major diseases of the 21st century. According to statistics, every third employee experiences severe stress at least once a week, 13 percent - daily. More than 90 percent of employees admit that their psychological state determines the results of their work. This problem exists in all countries. In the US, 20 percent of personnel losses are associated with professional neurosis and stress. In Canada, 33 percent of workers said they took time off because they felt exhausted. In addition, stress often causes accidents. At the events for the World Day for Safety at Work, they will decide how to deal with this problem.
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Stress at work is the most important factor influencing the high level of morbidity, primarily cardiovascular and neuropsychiatric, leading to persistent and long-term disability.
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Stress is a set of protective reactions of the body, a state of tension that occurs in difficult life situations. The figure shows the effect of stress intensity on individual activity, two zones are highlighted
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In the zone of constructive stress, an increase in its intensity leads to an improvement in the individual level of performance, in a destructive zone, an increase in intensity leads to the opposite effect. Conclusion: there is an optimal level of stress that ensures high performance. Stress is often the result of several causes, such as psychological pressure at work, poor working conditions, and the inability to effectively organize and manage one's time. In order to overcome stress, it is necessary to identify its causes. The use of a diagram reflecting the main causes of work stress (Fig.) contributes to this.
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There are eight groups of causes of stress. The first group is personal reasons. Attitudes, emotional reactions and states, way of thinking and features of human behavior can lead to stress. Stress can be caused by unrealistic expectations and overestimation of one's capabilities, excessive demands on oneself. Sometimes leaders are let down by their inability to refuse someone. Financial difficulties and inefficient time management also lead to stress.
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Interpersonal and group causes of stress include excessive demands of individuals or groups on a person, dependence on others, lack of respect from others, inability to participate in decision-making, etc. Role and interpersonal conflicts are the source of stress.
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The third group of reasons is organizational. It includes: inadequate management style and methods, low level of coordination of joint activities, uncertainty in the field of goal setting, non-compliance of other employees with the requirements of the activity, concealment of necessary and sufficient information, lack of “corporate spirit” in the organization. Stress arises due to the lack of feedback, especially if the subordinate does not know how the leader evaluates the results of his activities. High competition within the organization and the employee reaching the career limit are additional sources of stress.
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The so-called "social" group of causes includes unfavorable physical factors of the working environment (noise, light, temperature, etc.). For urban residents, traffic fatigue, housing problems, high crime rates, etc. are of great importance. A group of causes of stress associated with culture: - racial, religious, sexual prejudice and discrimination; - rigid expectations of a certain type of behavior from people, according to their status or position in society, infringing on their dignity, etc.
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The sixth group includes national causes. Stress factors in modern Russia are the economic crisis, unemployment, taxes. This group includes national catastrophes, war and the threat of war, etc. The international causes of stress, which are currently encountered quite often, are related to the difficulty of understanding cultural differences and migration.
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The causes of stress that are characteristic of a person as a species are classified as global. Traditionally, there are four global problems that have different significance for different age groups. The global causes include the painful perception of the aging process, the relative insignificance of a person in the world, and the awareness of the irreversibility of death.
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Workers whose strength is running out are prone to constant complaints, link their mistakes with the actions of other people, and are irritable. The alienation they experience prompts them to think about leaving their jobs, to look for opportunities for a new profession. In addition to increasing employee turnover, exhaustion leads to higher absenteeism rates and lower productivity.
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In Japan, the equivalent term for exhaustion is "karoshi," or "sudden death" at work. It is believed that its cause is overload in the process of work, which culminates in a heart attack or paralysis. Once upon a time, karoshi were a matter of pride, like hara-kiri among samurai, but approximately 10,000 deaths per year required the use of preventive measures. Japanese corporations are increasingly forcing employees to take well-deserved vacations, promoting dietary nutrition, exercise and stress management.
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Organizations should identify both jobs that lead to early exhaustion and employees who show symptoms of this condition. In some cases, it is possible to change the nature of high-energy work (reduce the frequency or intensity of interpersonal contacts), in others, the firm can help employees learn to cope with stressful situations in the process of work.
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Another unpleasant result of stress is moral trauma, the source of which is an immediate threat to the safety of workers (natural disaster, organizational crisis, insult from a manager or loss of a job). Ocean oil platform workers exposed to the hurricane, foreign workers who were kidnapped by terrorists, electricians who had to witness the electric shock of their colleague - all suffered mental trauma. Three types of moral trauma are widespread - in the workplace, illness of employees who have experienced a wave of layoffs, and post-traumatic disorders as a result of violence in the workplace.
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The individual negative impact is often exacerbated by the lack of warning (when a layoff occurs after management has issued a statement that "there will be no more layoffs") and a lack of security felt even by highly skilled professionals (job safety has quickly become less of a concern for many workers, not just for individual employees). Typically, the cause of moral injury in the workplace is the sudden loss of a job and its potentially devastating effect on the employee's self-esteem. This phenomenon became widespread in the 1990s. due to a wave of staff cuts in companies, which included more than 9 million. And most of them experienced at least a short-term “blow” to self-esteem.
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But the stress was experienced not only by employees who lost their jobs during the mass layoffs, but also by those who remained in their places. Some of them have suffered from the illness of employees who have experienced a wave of redundancies, characterized by feelings of uncertainty, irritation, guilt and distrust. They simultaneously experienced a sense of joy because they have a job, and guilt towards their fired colleagues. At the same time, the volume of work they perform has increased significantly, as they are obliged to perform the tasks of former colleagues. What about thinking, “Will I be next?”
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Another source of moral trauma (and the result of stress) is the presence at the moment of violence in the workplace. Often a stressed employee takes actions that harm the physical health of co-workers, managers, or cause damage to company property.
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Problems of stress at work affect almost all employees, including the most senior managers. At the same time, several “high-risk groups” can be distinguished.
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The first are the leaders who bear the greatest responsibility. Middle-level personnel (managers) are in a state of constant stress, as they have to constantly enter into relationships with staff and customers and make decisions. Management makes high demands on middle-level personnel and often has serious complaints against them.
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The causes of stress among lower-level workers are due to the fact that the main “rough” load falls on them, and all flaws are often written off on them. They have few rights, but many responsibilities. In addition, as a rule, there are almost no prospects for professional and career growth. For low-skilled workers employed in difficult and harmful conditions, the main stress factors are the perceived harmfulness of working conditions, its severity and monotony.
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For the first time, this syndrome was detected in doctors, but later it was diagnosed in workers of many other, so-called communicative professions. That is, those who, by the nature of their official duties, are forced to communicate a lot and intensively with various people. One of the most unresolved problems of our time, experts consider the high probability of the formation of a burnout syndrome among workers, as a result of the contradiction between the amount of physical, moral and emotional costs required in his profession on a daily basis, and the degree of satisfaction with his work and its assessment by society.
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Methods for dealing with stress at work What can we do ourselves if we are not too lazy and want to reduce the level of stress at work?
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