Bullying/Stress

Workplace Stress

Workplace stress can occur when people are subjected to demands and expectations that are out of keeping with their needs, abilities, skills and coping strategies.

In general, the combination of high demands in a job and a low amount of control over the situation can lead to stress. Stress in the workplace can have many origins or come from one single event.

Good and bad stress

Stress can be both good and bad. Some stress is normal. It is often what gives us movtivation to meet our daily challenges.

Stress can have negative effects for your health and well being when high demands and expections continue for long periods that exceed your abilities, skills and coping strategies.

 

Workplace Bullying

Workplace Bullying is defined as the repeated less favourable treatment of a person by another or others in the workplace which may be considered unreasonable and inappropriate in workplace practice. It includes behaviour that could be expected to intimidate, offend, degrade, humiliate undermine or threaten.
 
Bullying is normally associated with an ongoing systematic pattern of behaviour.An isolated incident of behaviour is not considered bullying, but may of course lead to action being taken against the perpetrator based on that single incident.
 
Bullying constitutes significant risk to the health, safety and wellbeing of individuals and can lead to serious psychological injury and other illness. It should be managed using the same risk assessment and control processes that other workplace hazards are subject to.

  • Decreased productivity
  • Feeling exhausted
  • Feeling frustrated
  • Dissatisfaction with your role
  • Increased blood pressure
  • Increased stomach acids
  • Headaches

  • Job design: Designing jobs so that the demands of jobs meet the capablities of workers
  • Adequate rest breaks: Providing sufficent time for recovery from fatigue and providing enough notice to employees when hours of work are changed.
  • Improving consultation: To ensure employees have participation in decision making.
  • Improving equipment and tools: Ensuring employees have the correct tools and equipment to perform their job.
  • Developing a supportive workplace culture
  • Ensuring early resolution of conflicts
  • Establishing clear roles and responsibilities
  • Establishing suitable work/life balance polices
  • Training: Provide training for employees on stress mangement techniques
  • Employee assisstance programs:- Providing counselling for employees

Employee assist for managers

There is a service specifically for Managers and Supervisors in EAP called managerAssistTM and it is an EAP Advisory service that assists managers and team leaders in managing situations such as:
  • an employee with problems impacting on work performance or behaviour;
  • interpersonal conflict
  • a distressed or troubled employee
  • assisting an employee not coping with change
  • difficulties with team functioning
 managerAssistTM is a resource service, providing suggestions and options. A manager/team leader accessing the service decides on appropriate action, applying relevant HR policy. The manager/team leader remains in control in managing the situation.  More information is available on the Human Resources Website: http://www.hr.unsw.edu.au/employee/eap.html