Preventing Stress in Organizations E-Book

Emma Donaldson-Feilder

• Herausgeber: John Wiley & Sons
• Kategorie: Geisteswissenschaft
• Sprache: Englisch

Seitenzahl: 422

Veröffentlichungsjahr: 2011

Beschreibung

Preventing Stress in Organizations:How to Develop Positive Managersoffers an innovative, evidence-based approach to help managers prevent and reduce workplace stress in their staff.

• Winner of the 2013 BPS Book Award - Practitioner Text category
• Provides information on the critical skills managers must develop in order to prevent stress in their staff, and the key ongoing behaviours that promote a healthy work environment
• Shows practitioners in occupational psychology, HR, Health and Safety and related professions how positive management can be integrated into an organization’s existing practices and processes
• Serves as an essential guide for managers themselves on how to incorporate proven stress management skills into their everyday interactions with team members
• Balances rigorous research grounding with real-world vignettes, case studies and exercises

Leseprobe

Contents

Cover

Title Page

Copyright

Chapter 1: Introduction

What is Stress?

What Stress is Not: Common Misperceptions

Common Causes of Stress

Work-Related Stress and the Line Manager

Summary

References

Chapter 2: Why managing stress is important: The business and legal reasons

The Business Case

The Costs of Work-Related Stress

Calculating the Cost of Stress to Your Business

What Should We Be Doing to Monitor these Costs?

The Legal Case

Legal Cases of Work-Related Stress

What Should We Be Doing to Comply with Legislation?

Summary

References

Chapter 3: How to manage work-related stress

Prevention

Training and Development

Support

Organizational, Manager and Team, and Individual Level Interventions

What Should Our Organization Be Doing?

Where Does the Line Manager Fit In?

Summary

References

Chapter 4: Developing a framework to promote positive manager behaviour

Rationale: The Need for a Stress Management Approach Focusing on Positive Manager Behaviour

Why We Took a Competency-Based Approach

The Research Underlying the Positive Manager Behaviour Framework and Approach

The Positive Manager Behaviour Framework

Evidence to Support a Positive Manager Behaviour Approach

Useful Resources

References

Chapter 5: Respectful and responsible: Managing emotions and having integrity (management competency 1)

Integrity

Managing Emotions

Considerate Approach

Summary

References

Chapter 6: Managing and communicating existing and future work (management competency 2)

Proactive Work Management

Problem Solving

Participative/Empowering

Summary

References

Chapter 7: Managing the individual within the team (management competency 3)

Personally Accessible

Sociable

Empathetic Engagement

Summary

References

Chapter 8: Reasoning/managing difficult situations (management competency 4)

Managing Conflict

Use of Organizational Resources

Taking Responsibility for Resolving Issues

Summary

References

Chapter 9: Overcoming barriers to positive manager behaviour

Personal Level Barriers

Individual Work or Job Level Barriers

Team and Relationship Level Barriers

Organizational and Wider Level Barriers

References

Chapter 10: Supporting managers to change their behaviour

Behaviour Change Is Possible

Theories of Behaviour Change

Implementing Behaviour Change Interventions

References

Chapter 11: Is stress management just good management?

Comparing Positive Manager Behaviour with General Management/Leadership Competency Frameworks

Implications for Practice

How to Do Your Own Mapping

How to Identify Missing Positive Manager Behaviour Elements

How to Integrate Missing Positive Manager Behaviour Elements

Valuing People Management Skills

References

Chapter 12: The way forward

Where are you Now?

Starting Out – Understanding Positive Manager Behaviour and How It Might Be Useful

Deciding How to Use Positive Manager Behaviour

Gaining Buy-In

Applying Positive Manager Behaviour

Sustainable Impact

References

Appendix

Index

This edition first published 2011

© 2011 John Wiley & Sons Ltd.

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Library of Congress Cataloging-in-Publication Data

Donaldson-Feilder, Emma.

Preventing stress in organizations : how to develop positive managers / Emma Donaldson-Feilder, Joanna Yarker, and Rachel Lewis.

p. cm.

Includes bibliographical references and index.

ISBN 978-0-470-66552-7 (cloth) – ISBN 978-0-470-66553-4 (pbk.)

1. Job stress. 2. Job stress–Prevention. 3. Executive ability. 4. Management. I. Yarker, Joanna. II. Lewis, Rachel, 1973- III. Title.

HF5548.85.D66 2011

658.4'095–dc22

2010036011

Chapter 1

Introduction

Work-related stress is a major challenge facing organizations. While there are numerous books focusing on work stress, few consider the vital role line managers take in preventing, managing and reducing stress at work. This book aims to be a resource to support line managers in the challenging task of managing stress in others. Moreover, our approach focuses on Positive Manager Behaviour and through this we aim to enhance the portfolio of behaviours managers can use to manage work-related stress and develop a positive team and working environment.

This book draws from 5 years worth of research conducted by the authors and many more years worth of consultancy working with organizations, line managers and employees in the area of stress, health and performance. Here, we have distilled the relevant theory and research literature and combined it with practical learning and case studies developed from our work.

Chapters 1 to 4 introduce work-related stress, how stress can be managed and the line manager's role in effective stress management. These initial chapters aim to provide those new to the area with a backdrop to the chapters that follow, while also providing some quick-view material for those already familiar with the area of work-related stress. This information can be used when developing training or awareness materials for use in your organization.

Chapters 5 to 8 introduce the Positive Manager Behaviours and provide detailed case studies, exercises and discussion about those behaviours we have identified as core to managing stress and promoting a positive workplace.

Chapters 9 to 12 consider the barriers and facilitators to showing positive manager behaviours and provide suggestions and illustrative case studies to show how these behaviours can be put into practice and embedded within the organization.

What is Stress?

The term ‘stress’ has been widely debated and there have been many different definitions of stress over the years. With over a hundred years worth of research to draw from, there is now reasonable consensus that stress can be defined as ‘the adverse reaction people have to excessive pressures or other types of demands placed upon them’. It is, therefore, the reaction people have when the pressures or demands placed upon them are not matched by their ability to cope, or by any other available resource.

Stress is..

the adverse reaction people have to excessive pressures or other types of demand.

a situation where demands on a person exceed that person's resources or ability to cope.

(Health and Safety Executive, 2004)

One of the things that makes stress such a tricky business is that we all experience stress differently. Stress can be caused by different factors (as we all experience different demands and have different resources available to us to cope with these demands) and it can give rise to a range of different symptoms that can present themselves in isolation or combination.

Although stress is experienced in lots of different ways, there are a number of recognized common symptoms, particularly in reaction to severe stress. These symptoms can include impaired concentration, exhaustion, insomnia, changeable moods, changes in health-related behaviours such as increased alcohol or drug taking behaviours, among many others. The range of symptoms of work-related stress is considered further in a discussion of the individual costs of stress (see Chapter 2). These symptoms often present themselves in combination making stress difficult to diagnose. Rather, in cases of work-related stress the diagnosis is often vague and noted as exhaustion, or non-specific anxiety or depression. Stress itself is not a clinical diagnosis.

What Stress is Not: Common Misperceptions

Stress is often misunderstood. All too often in the workplace we hear statements that are misinformed. These comments, most likely to come from people who have been lucky enough not to have experienced stress, do little to help combat stress and can on occasion do harm to others, particularly those who are experiencing stress. Here, we unpick some of the common misperceptions of stress:

‘A little bit of stress is good for you’: It is important to make a distinction between stress and pressure. Pressure can be good. We are all aware of times we have been under pressure and most people will say that this motivates them and helps them to perform at their best. But, when the pressure becomes unmanageable and the individual no longer has the resources available to cope with the demands, the pressure becomes stress. Stress is never a good thing.‘Stress wasn't a problem in my day…’: For many of its critics ‘stress’ does not exist. Research would suggest otherwise. However, when considering whether stress is real or not, or poses a real problem for people and for business, it is useful to take a historical view. Only as far back as 50 years ago, the challenges that many people faced at work were very different. A greater majority were engaged in manufacturing work, where concerns for physical health were at the forefront of ones mind – ‘Is the machinery I am working with safe?’, ‘Am I going to slip, trip, fall etc?’. Since the shift into the service sector, the pressures are not necessarily greater but they are different. In parallel to this industry shift, there has been a shift in the demographic profile of our workforce. More people are juggling work with caring responsibilities for children and elderly relatives; more women are in employment; more people work over the weekend; two-income families and sole parents face challenges in balancing home and work responsibilities. This increase in the psychological demands placed on individuals has lead to an increase in the psychological problems experienced by people, and therefore an increase in the prevalence of stress.‘People who suffer from stress are weak or lazy…’: Another common misconception is that people who suffer from stress are weak as they are unable to cope with the demands of the job, or lazy and just use stress as an opt-out. While there may be a small minority of cases where stress is used erroneously, for those who experience genuine stress this is a truly unpleasant and sometimes debilitating experience characterized by a range of physical and psychological symptoms. Therefore suggesting that stress is an easy opt-out is misconceived.‘He was sig1ned off with stress…’: Stress is not a clinical condition however there has been a history of General Practitioners citing stress on certificates to avoid stigma on the employees' behalf. Diagnoses such as anxiety, depression or other mental health problems may be signs of stress and the GP may cite the causes of this anxiety or depression as stress or work-related.

Common Causes of Stress

There is a vast body of research that has identified the common causes of stress at work. There is now reasonable consensus that the following aspects of work give rise to, or are associated with, the experience of stress. The most common causes of stress include:

Demands: aspects of work to which people have to respond, such as workload, work patterns and the work environment;Control: the extent to which people have a say in the way they do their work;Support: the encouragement, sponsorship, and resources provided by the organization, line management and colleagues;Relationships: promoting positive working to avoid conflict and dealing with unacceptable behaviour such as bullying;Role: the extent to which individuals understand their role within the organization, and the degree to which roles are conflicting;Change: the extent to which organizational change (large or small) is effectively managed and communicated within the organization;Career development: the extent to which the organization provides opportunities for promotion, skills development and job security; andWork–home interface: the extent to which individuals are able to balance the demands of work and home, particularly in the context of dependent care and dual-earning families

Research in the last 20 years has identified the aspects of work that can give rise to, or are associated with, the experience of stress. Links have been made between these aspects of work, and various unfavourable employee and organizational outcomes, such as mental and physical ill-health, job dissatisfaction, turnover and sickness absence.

Work-Related Stress and the Line Manager

Throughout this book we examine the line manager's role in the management of stress and the promotion of a positive work environment. Research has consistently identified the line manager as playing a pivotal role in the stress equation. The relevant research is condensed in this section to provide an overview of the important role line managers take in determining how an organization manages stress.

The line manager can influence employee stress by:

causing (or preventing) stress by the way they behave towards their staff;influencing the impact of the work environment (demands, control etc) on their staff;identifying, monitoring and working to reduce work-related stress through the uptake of risk assessments; andsupporting the design and implementation of stress management solutions.

Line Manager as Manager of the Causes of Stress

The line manager is cited by employees as one of the most significant sources of stress (Hogan, Curphy and Hogan, 1994; Tepper, 2000). To understand why this might be the case, researchers have looked to the dominant academic theories of leadership for answers. Three dominant theories of leadership have offered some explanation:

Task- and Relationship-Focused Behaviour

This theory of leadership makes a distinction between task-focused behaviour where managers focus on achieving goals, planning, assigning tasks, communicating information and monitoring performance; and relationship-focused behaviour where managers focus on supporting employees, showing respect for others' ideas, mentoring, managing conflict and team-building.

Overall, research based on task- and relationship-focused theories suggest that high levels of task-focused behaviour can have a detrimental impact on employee well-being, but that its effect can be minimized where line managers also demonstrate a range of relationship-focused behaviours.

Transactional and Transformational Leadership Behaviour

This theory of leadership is possibly the most endorsed leadership framework. Transformational leadership is characterized by leaders that generate and drive forward a vision, who create opportunities for employee development and set high expectations for performance. Transactional leadership is characterized by leaders that develop a straightforward exchange with their employees, whereby expectations for performance are communicated and good performance is rewarded appropriately.

Overall, research shows there is a positive relationship between transformational leadership and job performance, job satisfaction and organizational commitment.

Leader-Member Exchange (LMX)

This theory of leadership places a focus on the quality of the relationship (or the exchange) between the leader (manager) and the member (employee). Central to this theory is the idea that a leader is likely to develop close or high quality relationships with a proportion of their team. Subsequently, those employees with high quality relationships are more likely to report greater trust, support and liking than those employees who experience lower quality relationships with their manager.

Overall, the research shows that employees reporting better quality LMX also report higher levels of job performance, job satisfaction, and well-being, and lower levels of strain.

Line Managers Influencing the Impact of the Work Environment (Demands, Control etc.) on Their Staff

The line manager has been found to play a significant role in buffering, or exacerbating, the impact of the work environment. The line manager is the person directly responsible for much of the day-to-day communication with the employee, and, therefore, it is not surprising that line manager behaviour can influence the way in which employees perceives their work environment, and subsequently, influence the impact of the work environment on their staff (see Figure 1.1). For example:

There is a wealth of research that demonstrates the value of social support in reducing employees' stress. While there is some debate over the extent to which line manager support buffers the effect of the wider work environment, it is generally accepted that line manager support plays an important role. Studies have found that job-related social support, followed by non-job related social support can reduce employee stress (Fenalson and Beehr, 1994). Furthermore, employees who perceive their manager to be supportive are likely to report higher job satisfaction, lower turnover and lower levels of depression (Rooney and Gottleib, 2007).Research has shown that the relationship between transformational leadership and well-being may be both direct and indirect, via its influence on the work environment. One study has shown that transformational leadership influences the way in which employees experience meaningful work, role clarity and opportunities for development. These in turn, where rated positively by employees, lead to increased and maintained levels of well-being over time (Nielsen, Randall, Yarker and Brenner, 2008).High quality LMX or manager-employee relationships have been found to buffer the effects of a negative work environment (Harris and Kacmar, 2005; Van Dyne, Jehn and Cummings, 2002).Manager behaviour has been found to reduce role ambiguity, a recognized source of work-related stress. For example, O'Driscoll and Beehr (1994) found that when managers were reported to communicate effectively and set goals, their employees experienced less ambiguity and subsequently, lower levels of psychological strain.

Figure 1.1 Causes of stress and the role of the line manager

Identifying, Monitoring and Working to Reduce Work-Related Stress Through the Uptake of Risk Assessments

As the line manager typically has the most direct contact with their staff, it is often their responsibility to monitor the employees' well-being. For example:

In carrying out their line management responsibilities, managers are often best positioned to notice any changes in employee behaviour and therefore are at the front line to identify signs and signals of stress.As part of team meetings and routine appraisals, line managers are well positioned to identify individual and team concerns that relate to aspects of their work environment (for example, the level of workload, the resources available, working hours, how change is being received).Increasingly, line managers are also being asked to conduct or champion risk assessments for work-related stress, whether these risk assessments are conducted via discussion or staff surveys. Here, the line manager has a key role in encouraging their team to be open and honest and unless the line manager is on board with the process, it is unlikely that the risk assessment will achieve its aim.

Supporting the Design and Implementation of Stress Management Solutions

There is a vast body of research that highlights the important role line managers play in achieving organizational change. This research can be applied to the management of work-related stress and the change it requires to reduce and prevent stress. For example:

Line managers have been found to hold the key to work redesign initiatives, whereby line manager support and engagement is essential to the success of the implementation of change. This has been found to be the case in the redesign of work to reduce work-related stress following risk assessments: line managers have the insight into the nature of the job and therefore inform the new ways of working; they play an intermediatory role between the employees and senior management and therefore their behaviour and skill at communicating vertically within the organization can secure (or compromise) resources required to better manage work-related stress within their team; and finally, the way in which the line manager communicates any resulting changes can have a direct impact on the intervention's effectiveness (Saksvik, Nytro, Dahl-Jorgensen and Mikkelsen, 2002; Thomson, Rick and Neathey, 2004).Line managers also play a significant role in managing stress at the individual level. Their behaviour cannot only affect the disclosure of work-related stress by team members, but also the uptake of stress management solutions (e.g., counselling) and subsequently the effectiveness of these approaches. Here line managers can provide opportunities for employees to seek help, and work flexibly to accommodate their needs, while also encouraging others within the team to be supportive.

In sum, there is a significant body of research that demonstrates the pivotal role line managers play in the management of work-related stress. That said, much of the research shows that those behaviours important to managing well-being are also important for managing performance. A key message to line managers, and one that the remainder of this book aims to embed, is that effective stress management does not have to be a separate activity: stress management is a part of normal general management activities.

Summary

This chapter serves as an introduction to work-related stress and provides a back-drop to the following chapters that place a focus on the line-manager's role in managing stress and promoting a positive work environment.

The definitions and theories of work-related stress were introduced, and the causes of work-related stress outlined. It is important that line managers are aware of what stress is, and how it can be caused. As such, managers will then be in a position to identify stress in others and be more aware of the types of issues that cause stress in the workplace.

References

Fenalson, K.J. and Beehr, T.A. (1994). Social support and occupational stress. Effects of talking to others. Journal of Organizational Behaviour, 15:, 157–175.

Harris, K.J. and Kacmar, K.M. (2005). Easing the strain: The buffer role of supervisors in the perceptions of politics-strain relationship. Journal of Occupational and Organizational Psychology, 78, 337–354.

Health and Safety Executive (2004). Managing the causes of work related stress – A step-by-step approach using the Management Standards. Health and Safety Executive. HMSO. Norwich.

Hogan, R., Curphy, G.J. and Hogan, J. (1994). What we know about leadership. American Psychologist, 49, 493–504.

Nielsen, K., Randall, R., Yarker, J. and Brenner, S.-O. (2008). The effects of transformational leadership on followers' perceived work characteristics and well-being: A longitudinal study. Work and Stress, 22, 16–32.

O'Driscoll, M.P. and Beehr, T.A. (1994). Supervisors' behaviours, role stressors and uncertainty as predictors of personal outcomes for subordinates. Journal of Organizational Behaviour, 15, 141–155.

Rooney, J.A. and Gottlieb, B.H. (2007). Development and initial validation of a measure of supportive and unsupportive managerial behaviours. Journal of Vocational Behaviour, 71, 186–203.

Saksvik, P.O., Nytro, K., Dahl-Jorgensen, C. and Mikkelsen, A. (2002). A process evaluation of individual and organisational occupational stress and health interventions. Work and Stress, 16, 37–57.

Tepper, B.J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43, 178–190.

Thomson, L., Rick, J. and Neathey, F. (2003). Best Practice in Rehabilitating Employees Following Absence Due to Work Related Stress. Health and Safety Executive, HMSO, Norwich.

Van Dyne, L., Jehn, K.A. and Cummings, A. (2002). Differential effects of strain on two forms of work performance: Individual employee sales and creativity. Journal of Organizational Behaviour, 23, 57–74.