Sec 2, class 11 and 12

Question 1

costs billions of dollars in productivity, related to 20k deaths in US

Answer 1

workplace stress

Question 2

• unfair treatment at work
• unmanageable work load
• lack of role clarity
• lack of communication and support from manager
• unreasonable time pressure
• lack of control
• poor job fit
• dysfunctional workplace dynamics
• mismatch in values
• lack of social support
• work-life imbalance

Answer 2

Job stress due to:

Question 3

psychological syndrome, stemming as a response to chronic interpersonal job stressors

Answer 3

Burnout

Question 4

• exhaustion (depletion of emotional and physical resources)
• depersonalization (negative, off-putting, extremely distant reaction to diverse facets of the job)
• reduced personal accomplishment (reduced self-esteem concerning competence, achievement and productivity)

Answer 4

burnout characterized by 3 principals dimensions

Question 5

• those working in health care, social, counseling or teaching professions
• those who identify so strongly with work that they lack a reasonable balance between work life and personal life
• those who try to be everything to everyone
• those who feel they have little or no control over their work
• those with monotonous jobs

Answer 5

more at risk for burnout

Question 6

-work redesign, working time schedules, improved social support, ergonomics and technology, small increase in staff, changes in interior climate, revision fo vacation policies
person directed: training, promoting healthy life styles, training modules on stress awareness, cognitive restructuring, coping with aggression
culture: create a civil culture and positive relationships
other: mental health days, development of occupational health service

Answer 6

Work stress prevention in Europe

Question 7

stress resilience: a positive, mature defence; ability to employ transformational coping strategies vs defensive or regressive response to stress - see stress as a challenge to be better

Answer 7

Stress- re examined

Question 8

• threat response: fight, flight or freeze; avoid
• challenge response: opportunity to rise to the occasion; approach motivation
• tend and befriend response: roots in evolution; oxytocin motivates caregiving, drives to seek social support and repairs the heart, dopamine improves motivation; serotonin increases social= skills

Answer 8

3 types of stress responses

Question 9

• establish where you have some control
• recognize we have a stress response because we care; it’s trying to help
• predisposed to a personal response, but it’s not fixed
• take care with sleep and organization
• we can move from one stress response to another - “mindset interventions” to change your attitude towards stress
• cognitive shifting from anxiety into excitement

Answer 9

the art of stress management

Question 10

motivation: challenging work, recognition responsibility, meaningful, involved in decisions, sense of importance
hygiene: salary, work conditions, company policy and admin, supervision, status and security

Answer 10

motivation-hygiene theory

Question 11

• employees: mental ill health has negative impact on physical health, most employees have experienced symptoms of poor mental health in their lives
• employers: only 2 in 5 employees are working at peak performance, absenteeism from mental ill health costs companies millions
• society: poor mental health increases the costs of physical ill health, costs GDP due to unproductivity

Answer 11

importance of mental health and wellbeing

Question 12

-Interventions that explicitly utilize the
theory and scholarship of positive work and
organizations to guide, plan, design, and/or implement the intervention under consideration

Answer 12

Positive workplace interventions - PPI

Question 13

– PsyCap consists of four major components: (1) confidence in one’s ability to succeed at
challenging work tasks (self-efficacy); (2) positive attributions about the future of one’s
career or company (optimism); (3) redirecting paths to work goals in the face of obstacles
(hope); and (4) bouncing back from adverse situations in the workplace
– PsyCap interventions are associated with a variety of work outcomes, including improved job performance, engagement, and organizational citizenship behaviors

Answer 13

-Psychological capital intervention

Question 14

– Job crafting is a self-initiated, proactive process at work by which employees change
elements of their jobs to optimize the fit between their job demands and personal needs, abilities, and strengths
– Rooted in the jobs demands-resources theory (JD-R), which attempts to alter social job resources (e.g., feedback and coaching), structural job resources (e.g., opportunities to
develop at work), and challenging job demands (e.g., reducing workload, creating new projects)
– Employees who design and have control over the characteristics of their work may (a)
create an optimal fit between work demands and personal strengths, and (b) improve
adaptive performance, well-being, and work engagement

Answer 14

job crafting interventions

Question 15

Character strengths (VIA inventory) are defined as trait-like, measurable qualities (e.g.,
perseverance, teamwork, empathy) that manifest in ways of thinking, feeling, and behaving that are natural to the individual
-Strengths interventions
apply the theory of character strengths to the identification, development, and use of strengths for employees.
– Strengths interventions can be useful for improving employee well-being, leadership,
and coaching outcomes

Answer 15

employee strength interventions

Question 16

“noticing and appreciating the
positive ‘in one’s work life’ (versus ‘in the world’).”
– gratitude interventions are a robust strategy for improving employee job well-being

Answer 16

employee gratitude interventions

Question 17

Employee well-being may encompass both general well-being and work-specific wellbeing (e.g., evaluation of job satisfaction and work-related affect
– Several employee well-being interventions attempt to improve the various aspects of
PERMA in the workplace
– Interventions that target employee well-being have been shown to reduce employee
absenteeism and turnover intentions, as well as improve job satisfaction

Answer 17

employee wellbeing interventions

Question 18

An explicit theory or model of how the
program causes the intended or observed
outcomes (i.e., what’s expected to happen
between the intervention and outcome)
• Implicit or explicit assumptions about what’s
required to produce desired change

Answer 18

theory of change

Question 19

Focuses on aspects of intervention
implementation
• E.g., the implementing org, intervention
protocols (materials, deliverables, activities),
intervention implementers, target group

Answer 19

action model

Question 20

• (psychosocial work environment) workers and managers collaborate to use a continual improvement process to protect and promote the health, safety and wellbeing of workers and sustainability of workplace considering:
• (physical work environment) health and safety in physical work environment
• health, safety and wellbeing in psychosocial work environment
• (Personal health resources) Personal health resources in workplace
• (enterprise community involvement) ways of participating in community to improve health of workers

Answer 20

WHO definition of healthy workplace

Question 21

A work environment where co-workers and supervisors are supportive of employees’
psychological and mental health concerns, and respond appropriately as needed

Answer 21

psychological support

Question 22

A work environment characterized by trust, honesty and fairness

Answer 22

organizational culture

Question 23

A work environment where there is effective leadership and support that helps employees know what they need to do, how their work contributes to the organization, and whether there are impending changes

Answer 23

clear leadership and expectations

Question 24

A work environment where employees are respectful and considerate in their
interactions with one another, as well as with customers, clients and the public

Answer 24

civility and respect

Question 25

A work environment where there is a good fit between employees’ interpersonal and
emotional competencies, their job skills, and the position they hold

Answer 25

psychological job fit

Question 26

A work environment where employees receive encouragement and support in the
development of their interpersonal, emotional and job skills

Answer 26

growth and development

Question 27

A work environment where there is appropriate acknowledgement and appreciation of
employees’ efforts in a fair and timely manner

Answer 27

recognition and reward

Question 28

A work environment where employees are included in discussions about how their
work is done and how important decisions are made

Answer 28

involvement and influence

Question 29

A work environment where tasks and responsibilities can be accomplished successfully within the time available

Answer 29

workload management

Question 30

A work environment where employees enjoy and feel connected to their work, and
where they feel motivated to do their job well

Answer 30

engagement

Question 31

A work environment where there is recognition of the need for balance between the
demands of work, family and personal life

Answer 31

balance

Question 32

A work environment where employees’ psychological safety is ensured

Answer 32

psychological protection

Question 33

1. Integrated into overall strategic business plan
2. Evaluate & continually improve
3. Check the efficacy of interventions

Answer 33

sustainability of programs

Question 34

1. Health and safety wellness education
2. A healthy org has embedded employee health & wellbeing into how the org operates & goes about achieving its strategic goals
3. Integrate health promotion w/occupational health & safety
4. Use safety & wellbeing as ”filter” for decisions by sr mgmt.
5. Keep various components of healthy workplace in mind
6. recruit for attitudes towards health
7. what is rewarded is reinforced

Answer 34

integration of program