Lecture 2 - Wellbeing

Question 1

What is well being

Answer 1

• more than just absence of ill-health, sometimes equated with job satisfaction flourishing, thriving
• WHO ‘organisations have a responsibility to ensure health and safety in the workplace, and to promote the health and well-being of their employees, their families and communicates’

Question 2

Stress

Answer 2

• HSE 2013 stress accounts for 40% of all work-related illnesses
  Stress is
  1) a reaction to pressure
  2) Occurs when pressures are too high (individual difference threshold)

Question 3

A model of stress

Answer 3

Potential sources
1) environmental factors - economic political
2) organisational factors - task/role demand
3) Personal factors - family problems
—- Individual differences - perstraits, support
—- Experienced stress
—– Cultural differences (research US stress lack control, China job evaluations/training, sress equally bad employees of all cult)
Consequences
1) Physiological systoms - illness
2) Physiological systoms - anxiety
3) Behavioural symptoms - absence, performance

Question 4

Basic stress response

Answer 4

• fight or flight’ (Cannon, 1929)
• General adaption syndrome (GAS) Alarm (fight flight), resistance (tired), exhaustion (can fight but exhausted) (Selye, 1956)

Question 5

Yerkes-Dodson Law - Eustress VS Distress

Answer 5

• relationship between pressure, arousal and performance
  1) Rust-out space, motivation at risk - challenge
  2) EUSTRESS, motivated high performance enjoyment
  3) DISTRESS, burn-out & stress mental health at risk

Question 6

Burnout & Work Engagements

Answer 6

• refers to: emotional exhaustion, cynical attitude, dissatisfaction with self (Jackson, 1981)
• result in poorer quality, turnover, absence, low morale, personal distress

Question 7

Cognitive Appraisal (1)

Answer 7

• demands/stressors are neutral, it is interpretation that determines response & outcome (Simmons, 2007)
• Cognitive appraisal key determining how we respond to stress (Folkman, 1984)
• stress response not activated if not not perceive threat, think have resources to cope

Question 8

Cognitive Appraisal (2)

Answer 8

1) Primary appraisal - evaluate whether anything is at stake

2) Secondary appraisal - evaluate our coping options (regulate, resolve problem)

Question 9

Cultural & Individual Differences

Answer 9

• Stress in individualist cultures from work interfering family - perhaps collective: seen as sacrifice for family
• individualist: seen as means of personal achievement
  1) Personality Type
  A - ambitious, impatient, irritable, time-urgent
  B - relaxed, easy-going, patient, calm)
  2) Locus of control - moderates relationship between stressors and strain
  3)Hardiness - less susceptible negative effects of stress if 3 attitudes 1) commitment 2) control 3) challenge (Kobasa, 1979)
  4) Resilience - maintain stable equilibrium in face of stressful events

Question 10

Symptoms & Outcomes for low wellbeing

Answer 10

1a) Indiv symp - raised blood pressure, sleep, alcohol/nicotine consumption, irritability, negative emotions, tensions, headaches
1b) Org symp - sickness absence, long hours culture, high turnover, reduced performance reduced morale/loyalty
2a) Indiv out - physical (coronary heart disease, RSI) psychological (depression, anxiety, burnout)
2b) Org out - recruitment & training, reduced profits (UK cost £7bill sick pay lost productions, health care), accidents, litigation

Question 11

6 main hazards at work, can all be influenced by an organisations culture

Answer 11

1) Resources & communication (lack of)
2) Control and autonomy (limitations how job done, freedom make decisions)
3) Balanced workload (difficult deadlines, unsocial hours, work life balance challenges)
4) Job security & change
5) Work relationships
6) Job conditions (pay/benefits)

Question 12

Individual approaches

Answer 12

1) Time-management techniques
2) Increased physical exercise
3) Relaxation training
4) Healthy diet
5) Expanded social support networks

Question 13

What can organisations do (1)

Interversion, description, examples

Answer 13

1) Primary - preventative measures, role re-design, selection, culture change
2) Secondary - recognise/avoid mental health problems, resilience training, stress management training
3) Tertiary - support for those experiencing mental health problems, counselling/support groups

Question 14

Organisational approaches

Answer 14

1) Better selections & placement (experience)
2) Goal-Setting (focus on, purpose, required)
3) Redesigning jobs (responsibility, meaningful)
4) Redesigning environment (relaxed, chill areas)
5) Employee involvement (voice decision, control)
6) Employee sabbaticals (time recharge)
7) Wellness programme (sponsor activities, facilities)

Question 15

Presenteeism - views

Answer 15

• ‘attending work while ill’ (Johns, 2009)
• ‘Going to work despite feeling unhealthy (Drew, et al, 2005)
• working elevated hours…putting in ft (Worrall et al, 2000)
• Reduced productivity due to…events that distract one from full productivity (Whitehouse, 2005)

Question 16

How common is Prevalence?

Answer 16

(Robertson, 2012) 510 Axa PPP employees, 45% one or more day sickness presence past 4 weeks (Robertson et al, 2012)
- control, workload, resources & communication, work relationships, work-life balance, job conditions, job security and change all increase presenteeism group