Frequently asked
questions
Q1. What is
stress?
The Health and
Safety Executive
define stress as “
the adverse reaction
a person has to
excessive pressure
or other types of
demand placed upon
them?
Q2. How big a
problem is work
related stress?
It is likely to
become the most
dangerous emerging
risk to business in
the early part of
the 21st Century but
a study undertaken
by the International
Stress Management
Association
highlighted that
ignorance was a
major barrier to
organisations doing
something about it.
THE HSE stated
that work-related
stress is the
biggest cause pf
working days lost
through occupational
injury and ill
health.
Q3. What are the
main causes of
stress at work?
The HSE
identified the
following risk
factors:
- Demands -
workload, work
patterns and the
work environment
- Control -
how much
influence a
person has on
how they do
their work
- Support- the
level of support
a person has in
terms of
resources,
line-management
and colleagues
-
Relationships-
negative working
relationships,
conflict and
unacceptable
behaviour e.g.
bullying or
harassment
- Role- lack
of clarity about
the role, or
conflicting
roles
- Change-
poorly
managed/communicated
change
Q4. What impact
might this have on
an organisation?
The effects of
stress on an
organisation might
include:
- Increased
absenteeism
- Poor time
keeping and/or
punctuality
- Increased
staff turnover
and difficulty
in recruiting
staff
- Low morale
and motivation
- Poor
performance
negatively
impacting on
productivity,
quality,
customer service
or the ability
to meet
deadlines
- Increased
friction within
the organisation
- A “blame”
culture
- Poor
industrial
relations
- Resistance
to change
- Subversion
and sabotage
Q5. How can I
reduce the threat of
work related stress
in my organisation?
- Open and
honest two way
communication
- Manage
change
effectively,
keeping people
both informed
and involved
- Consult with
staff
- Be as
flexible as
possible
- Treat
everyone,
whatever their
level within the
organisation,
with respect
- Be realistic
when it comes to
allocating work
- Ensure staff
can access the
necessary
information and
training they
need to do their
job
- Deal with
grievances at an
early stage
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