STRESS & BURNOUT PREVENTION: TIPPS 19 - 20 - 21

19) Inneren negativen Dialog durchbrechen

Stopp! Bringen Sie den Kreislauf aus negativen Gedanken und Selbstvorwürfen zum Stillstand. Sagen Sie Nein zu dieser negativen Gedankenspirale.

20) Optimistisch sein

Begegnen Sie den Herausforderungen des Alltags optimistisch. Sie werden sehen, vieles in ihrem Leben wird einfacher werden.

21) Schaffen Sie sich Ihren Lieblingsort

Mit Hilfe Ihres Lieblingsorts kreieren Sie Ihre ganz persönliche Kraftquelle. Ihr imaginärer Ort kann sich überall befinden, wichtig ist nur, dass er sicher, friedvoll und bequem ist. Statten Sie Ihren Lieblingsort mit möglichst vielen sinnlichen Einzelheiten aus: Wenn Ihr Lieblingsort an einem Wasserfalls ist, dann denken Sie zum Beispiel an das beruhigende Rauschen des glasklaren Wassers, an die reine und kühle Luft an dieser schattigen Stelle, etc. Was riechen Sie? Was hören Sie? Wie fühlt es sich an? Denken Sie sich intensiv in die jeweilige Situation hinein und sagen Sie sich eine Bestärkung wie: „Hier kann ich entspannen“ oder „Das ist mein LIeblingsort“. Sie werden sehen, ein Gefühl der Ruhe und Entspannung wird sich einstellen. Erinnern Sie sich daran, dass Sie diesen von Ihnen geschaffenen Lieblingsort jederzeit wieder betreten können.

Empfehlung von Business Doctors: www.Business-doctors.at

Deutsch: Buch link:

 "Don't Panic: Du bist nicht allein"

http://stress-burnout-dont-panic.blogspot.com/

Wichtiger Hinweis:
Diese Seite enthält nur allgemeine Hinweise und darf nicht zur Selbstdiagnose oder -behandlung verwendet werden. Sie kann einen Arztbesuch nicht ersetzen. Die Beantwortung individueller Fragen durch unsere Experten: email: office@business-doctors.at 

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STRESS, RESILIENCE & EMOTIONAL INTELLIGENCE

We can’t always change our environment, but we can develop mastery in how we respond.

It’s difficult to remember when a world this chaotic touched our lives. Globalization, technology and social-political challenges serve to accelerate our fast-paced, changing environment. Initiatives focused on getting people, processes, and systems working faster and more efficiently have exacerbated the problem, diminishing the hoped-for improvements. To respond and thrive, we need to build resilience and agility to deal with the emotional roller coaster and pressure, to direct more energy into performing effectively, to innovating and creating, and to connecting and collaborating. Succeeding will depend on embracing change and enhancing our leadership skills.

Resilience
Resilience is “the skill and capacity to be robust under conditions of enormous stress and change. More than education, experience, and training, a person’s level of resilience will determine who succeeds and who fails.1”

A lack of resilience means that you lack the ability to recover quickly and easily from adversity, depression, misfortune, frustration, anger, etc. If you aren’t as resilient as you would like to be, you can develop skills to become more resilient. And those skills can keep you functioning physically and mentally and emotionally.

Stress
Stress is the commonly used term that describes a negative concept that can have an impact on one’s mental and physical well-being. Stress is the result of negative emotions and beliefs that occur when a person feels unable to deal with his or her environment. Let me repeat that — Stress is the result of negative emotions and beliefs that occur when a person feels unable to deal with his or her environment. According to the American Institute of Stress, 75-90% of all doctor visits are for stress-related issues. 2

Stress has been identified as a significant contributing factor to or cause of many health problems, some of which include…

• Headaches, dizziness, ADD/ADHD, anxiety, irritability & anger, panic disorders
• Increased heart rate, strokes, heart disease, hypertension, type I Diabetes, Arrhythmias
• Digestive disorders, upset stomach, abdominal pain, irritable bowel syndrome
• Weight gain and obesity, decreased sex drive
• Insomnia, emotional & behavioral problems, immune system dysfunction, asthma, ulcers, lack of energy, depression, nervousness, paranoia
• Muscle tension, Fibromyalgia, complex regional pain syndrome
• Alcoholism, suicide, drug addiction, tobacco addiction & other harmful behaviors

Emotional Intelligence Skills
Emotional Intelligence is a person’s ability to acquire and apply knowledge from his or her emotions and the emotions of others in order to make good decisions about what to say or do (or not say or do). Emotional Intelligence is not about being soft! It is a different way of being smart — having the skill to use emotions to help make choices in-the-moment and have more effective control over yourself and your impact on others.

Emotional Intelligence is comprised of five basic competencies:

1. Emotional Self-Awareness – knowing what you’re feeling.
2. Emotional Self-Management – managing your feelings, especially distressing feelings.  Being able to choose your emotions or transform out of negative ones.
3. Emotional Self-Motivation – being able to call-up and experience positive emotions.
4. Empathy – the ability to put yourself in some one else’s shoes, feel what they are feeling, and to see the situation from their point-of-view.
5. Nurturing Relationships – The ability to set a positive tone of cooperation even when things are not going well.

The concept of Emotional Intelligence is based on brain research showing that these skills are different from technical and purely cognitive abilities because they involve a different part of the brain — the emotional center, the limbic system, rather than the neocortex (“thinking brain”).

Benefits of Developing Emotional Intelligence Skills
There are a wide variety of benefits that accrue to individuals when they learn and practice techniques to enhance their Emotional Intelligence skills — they are able to…

Control emotional reactiveness Reduce stress and worry Improve mental clarity Increase personal productivity Increase motivation Improve self-confidence Increase personal creativity Increase change flexibility Improve work/life balance

Improve understanding of others Listen more, talk less Manage relationships effectively Influence others effectively Resolve conflicts constructively Improve team morale/motivation Improve teamwork Improve team-to-team cooperation

There are also a wide variety of benefits that the organization can realize. When their people have enhanced Emotional Intelligence skills, organizations can…

Develop leaders Attract talent Improve employee satisfaction & engagement Improve customer satisfaction & loyalty

Increase creativity and innovation Improve culture and climate Improve retention; reduce turnover Improve change implementation Reduce healthcare costs Increase the bottom line

1. Diane L. Coutu, “How Resilience Works,” Harvard Business Review, May 2002.
2. The American Institute of Stress, http://www.stress.org/Stress.htm

Thanks to EMOTIONAL INTELLIGENCE BLOG (Link)
English: Recommended by Business Doctors: www.Business-doctors.at 
Deutsch: Buch link:
 "Don't Panic: Du bist nicht allein"
http://stress-burnout-dont-panic.blogspot.com/

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BURNOUT: Nearly half of US doctors struggle with burnout: study.

Job burnout strikes doctors more often than it does other employed people in the United States, according to a national survey that included more than 7,000 doctors.

More than four in 10 U.S. physicians said they were emotionally exhausted or felt a high degree of cynicism, or "depersonalization," toward their patients, said researchers whose findings appeared in the Archives of Internal Medicine.

"The high rate of burnout has consequences not only for the individual physicians, but also for the patients they are caring for," said Tait Shanafelt of the Mayo Clinic in Rochester, Minnesota, who led the research.

Previous studies have shown that burned-out doctors are more prone to thinking about suicide and to making medical errors than their peers, Shanafelt added.

The survey included nearly 7,300 doctors who filled in questionnaires
about their work-life balance in 2011.

Thirty-eight percent had high emotional exhaustion scores, which is akin to losing enthusiasm for their job, according to Shanafelt. Thirty percent had high depersonalization scores, which translates into viewing patients more like objects than human beings, and 46 percent had at least one of the two symptoms.

Burnout was most common among doctors at the "frontline of care," such as those working in emergency rooms or in family medicine. Dermatologists and preventive care specialists were less affected.

The researchers compared physicians with a random sample of 3,400 employed people who were not doctors. Based on a modified version of the original questionnaire, 38 percent of the doctors had burnout symptoms against 28 percent of the rest.

"The study advances our knowledge by, for the first time, comparing to the general population and showing that physicians are at higher risk of burnout," said James Wright, chief surgeon at The Hospital for Sick Children in Toronto.

"It's very clear that when physicians are becoming burned-out it begins to affect their relationships with other healthcare workers and with patient families."

The new results come with some uncertainty, because only about a quarter of the doctors who received an invitation to participate completed the survey.

It's not clear why burnout strikes so many doctors, Shanafelt said, noting that excessive workloads are only part of the equation. Other possible reasons include too much paperwork, loss of professional autonomy and a higher patient load to make up for declining reimbursement rates.

"There is a sense that the volume of patients that need to be seen is increasing and it's taking away some of the time needed to build a relationship and give the best care possible," Shanafelt said. "That starts to build cynicism, I think."

THANKS TO SOURCE (Link):
bit.ly/KEPNSw (Reporting from New York by Frederik Joelving at Reuters Health; editing by Elaine Lies and Bob Tourtellotte)
English: Recommended by Business Doctors: www.Business-doctors.at 

Deutsch: Buch link:
 "Don't Panic: Du bist nicht allein"
http://stress-burnout-dont-panic.blogspot.com/



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PREVENTION: Should Lack Of Exercise Be Considered A Medical Condition?

by ELIZA BARCLAY

 
"You've got a bad case of deconditioning," the doctor says.

Actually, it would be the rare doctor who would say that to anyone. And though it might sound like something to do with hair, in fact, deconditioning is a familiar and more profound problem: the decidedly unnatural state of being physically inactive.

At some point in the last few decades, the human race went from being a species that is active most of the time to one that is increasingly sedentary. The Lancetrecently called it an "inactivity pandemic," responsible for 1 in 10 deaths worldwide. That's a major shift, and a major public health problem, many researchers have pointed out. Inactivity is linked to heart disease, diabetes and some types of cancer.

Now Michael Joyner, a physiologist at the Mayo Clinic, argues in a commentary out this month in the Journal of Physiology that one way to deal with the problem is to make physical inactivity a mainstream medical diagnosis. It's one of the most common preventable causes of illness and death, and Joyner writes, there is "one universally effective treatment for it — exercise training."

Shots called up Joyner to get him to elaborate a little more on just why doctors need to get more involved with this problem.

"The entire medical research industrial complex is oriented towards inactivity," he tells us. Insurance companies will reimburse patients for pills for diseases related to inactivity, but rarely for gym memberships. "Physicians really need to start defining the physically active state as normal," he says.

Joyner says that he thinks about 30 percent of the responsibility to fight inactivity should fall on the medical community. "Physicians need to interact with patients about being active, and they need to write prescriptions for exercise," he says.

He points to two of the greatest public health triumphs of the 20th century — improvements in traffic safety and the decline in smoking rates — as models for how we should tackle the inactivity epidemic. About one-third of the behavior change came from individuals who started using seat belts and car seats, and those who quit smoking, and doctors directly influenced that, he says. The rest was up to the public health community — to enact indoor smoking bans and harsh drunken driving laws — that helped support the right behavior.

For inactivity, doctors can push patients to get exercise, and cities and towns can make it easier for them to do it, he says, with more bike lanes and parks that can be an alternative to the gym.

Joyner says he increasingly sees two types of patients in his clinic: the ones who follow health guidelines and keep active; and those whose don't and see no connection between their behavior and their health outcomes.

"We have to be more innovative and creative to figure out how to help the people who aren't empowered to exercise for their health," he says.

Thanks to NPR HEALTH BLOG (Link)
English: Recommended by Business Doctors: www.Business-doctors.at 

Deutsch: Buch link:
 "Don't Panic: Du bist nicht allein"
http://stress-burnout-dont-panic.blogspot.com/


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STRESS MAKES YOU SICK BY CHANGING YOUR GENES..(with Scientific Study link)

George Dvorsky

Translational Psychiatry Stress Study (link)

Most of us are well aware that stress dramatically heightens our susceptibility to contracting illnesses — both physical and psychological. Scientists have known about this link for decades, but have often struggled to describe the actual mechanics involved. But new research from the Ruhr-Universität Bochum (RUB) is now indicating that genetics may be a contributing factor — or more accurately epigenetics. It now appears that stress may actually contribute to the onset of diseases by changing our very genes.

Specifically, acute environmental stress has been shown to change the methylation of DNA, which in turn alters the activity of certain genes. Epigenetic information determines which genes are read and how they're to be expressed (a kind of biological switch), and are often regulated by environmental factors. And as this new study indicates, it's these stress-induced changes to genetic expression that are responsible for an increased risk of contracting mental or physical illnesses.

To reach this conclusion, Gunther Meinlschmidt and his team examined two specific genes: the gene for the oxytocin receptor (which is commonly known as the "trust hormone" or the "anti-stress hormone"), and the gene for the nerve growth factor Brain-Derived Neurotrophic Factor (BDNF) (which contributes to the development and cross-linking of brain cells).

In order to observe the influence of stress on these genes, the research team gathered 76 test subjects and had them participate in a fictitious job interview where they had to solve complex arithmetic problems while under observation. The researchers took blood samples of the participants both before and after the test.

What they discovered was that acute stress had no impact on the methylation of the BDNF — but its impact on the oxytocin receptor gene was a different story. Methylation of this gene increased within the first ten minutes of the experiment, forming less oxytocin receptors. And ninety minutes after the test the methylation dropped below the original level — an indication that the receptor production was significantly stimulated.

Meinlschmidt and his team concluded that stress increases the risk of physical or mental illness by means of epigenetic alterations. Consequently, they believe that a link may exist between stress and chronic diseases such as cancer and depression. As a result, the researchers are hoping to find more complex epigenetic stress patterns to determine the associated risk of disease in order to provide new information on new approaches to treatment and prevention.

LINK: The entire study can be read at Translational Psychiatry.

English: Recommended by Business Doctors: www.Business-doctors.at 

Deutsch: Buch link:

"Don't Panic: Du bist nicht allein"
http://stress-burnout-dont-panic.blogspot.com/









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STRESS PRÄVENTION: 8 Experten-Tipps gegen Stress

 Führen in Krisenzeiten

Autor(en):Stefan HollerURL: http://www.cio.de/865568

Finanzkrise, schlechte Wirtschaftskonjunktur, Personalabbau, Arbeitsüberlastung - kein Wunder, dass sich Menschen mehr denn je gestresst fühlen. Angst, geringere Arbeitsmoral, Depressionen und Müdigkeit sind sind nur einige wenige Nebeneffekte. Der US-Führungskräfte-Coach Maureen Moriarty gibt Tipps, wie man Stress wirksam bekämpft.

Wege zu weniger Stress

1) Lernen Sie Ihre eigenen Gefühle zu erkennen. Bücher, Gruppen, Familie und enge Freunde sowie Trainer können wichtige Quellen sein, um sich den eigenen Gefühlen bewusster zu werden. Auch kann man dadurch leichter lernen, mit diesen Gefühlen umzugehen, um sich über sein Verhalten im Klaren zu werden. Besonders sollte man darauf achten, wie man andere Menschen anspricht. 

2) Fordern Sie zu positiven, lösungs-orientierten Antworten auf. Die Zeiten sind angespannt und schwierige Veränderungen in Organisationen sind die Regel. Daher sind Ehrlichkeit, Glaubwürdigkeit und Offenheit so wichtig. Heute ist es mehr als je zuvor entscheidend, eine positive Einstellung in der Belegschaft auszulösen. Stellen Sie Fragen, die zu Lösungen ermuntern wie "Was läuft heute gut, was sind unsere Stärken, wie möchten wir, dass dieses Unternehmen aussieht?" 

3) Lernen Sie gut zu atmen. Obwohl wir natürlich seit unserer Geburt atmen, wissen die meisten von uns nicht, wie man richtig atmet. Viele atmen in einer oberflächlichen Art und Weise - besonders in stressbetonten oder unruhigen Zeiten. Tiefes Atmen durch den Bauch kann zur inneren Ruhe beitragen. Und es hilft, in unbequemen und angespannten Situationen einen kühlen Kopf zu bewahren. 

4) Nehmen Sie sich Zeit für gute Nachrichten. Wer sich immer nur auf das Negative konzentriert, tut weder seiner Gesundheit noch seiner Denkweise einen Gefallen. Und seien wir ehrlich: Der Anteil an positiven und erbaulichen Geschichten in den Nachrichten fällt eindeutig spärlich aus. Es ist extrem wichtig, sich so gut wie möglich von jeglichem Trübsal abzukapseln und wieder mit Leuten Kontakt aufnehmen bzw. Dinge zu tun, die Spaß machen. 

5) Bringen Sie ihre Mitarbeiter an einen Tisch, um über jetzige schwere Zeiten zu sprechen. Wer sich die Zeit nimmt um darüber zu sprechen, wie die vielen Veränderungen und Schwierigkeiten am Arbeitsplatz die einzelnen Mitarbeiter bewegen, kann die Arbeitsmoral heben. Es ist ein Fehler zu glauben, Menschen seien nicht verängstigt und besorgt und der Arbeitsplatz sei davon nicht betroffen. 

6) Geben Sie als Führungskraft ein gutes Beispiel! Was man tut oder lässt, hat direkten Einfluss darauf, was Mitarbeiter glauben, was akzeptabel ist. Seien Sie ein überzeugendes Beispiel dafür, dass ein ausgeglichenes Verhältnis zwischen Beruf und Privatleben von Bedeutung ist. Essen Sie mit anderen zu Mittag und motivieren Sie Kollegen dazu mitzukommen. Auch Spaß und Lachen am Arbeitsplatz sind erwünscht, da dies Stress reduzierende Faktoren sind. 

7) Halten Sie sich von überflüssigen Dingen frei und konzentrieren Sie sich auf den Kern Ihrer Arbeit. Jetzt ist Zeit, mit den Mitarbeitern Prioritäten zu setzen und sich darüber Gedanken zu machen, welche Projekte einen perfekten Lösungsansatz erfordern. Nicht jedes Projekt kann an oberster Stelle stehen. Gerade in wirtschaftlich angespannten Zeiten sind Brainstorming-Sitzungen wichtiger denn je. 

8) Seien Sie mit den Gedanken und mit dem Herzen bei der Sache. Leute arbeiten intensiver für das, woran sie glauben und was sie zur Schaffung beigetragen haben. Das ist ein entscheidender Punkt, der während einer tiefgreifenden Umgestaltung am Arbeitsplatz geprüft werden muss. Was das mögliche Ausmaß des Arbeitsplatz-Wandels betrifft, sollten Mitarbeiter frühzeitig in die Entwicklung einbezogen werden. 

Empfehlung von Business Doctors: www.Business-doctors.at

Deutsch: Buch link:

 "Don't Panic: Du bist nicht allein"

http://stress-burnout-dont-panic.blogspot.com/

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Burn-out ist keine Modeerkrankung

Neuer Verein "Burn Aut" 

will Diskurs über Arbeitsqualität führen

Hyperaktivität und Bereitschaft zu unbezahlten Überstunden - so kann sich ein Burn-out am Anfang äußern. Fast alle Berufsgruppen sind betroffen. Der Begriff "Burn-out" stehe zwar immer wieder in den Schlagzeilen, die Informationslage sei aber schlecht, kritisierte Michael Musalek, ärztlicher Direktor des Anton Proksch Instituts, bei einer Pressekonferenz in Wien. Der neu gegründete Verein "Burn Aut" will nun zu einem seriösen öffentlichen Diskurs beitragen. Er fordert zudem die zahlenmäßige Erfassung der Betroffenen.


Änderung des Arbeits- und Erholungsverhaltens
Wer vom Burn-out betroffen ist, fühlt sich ausgelaugt und kann die gewohnte Leistung nicht mehr erbringen. Zumindest hat der Betroffene selbst diesen Eindruck. Auch gegenüber den Menschen, mit denen er arbeitet, hat der Erkrankte eine negative Einstellung, erklärte der Neurologe Wolfgang Lalouschek. Abhängig sei dieses "hochkomplexe Phänomen" von der psychischen Verfassung des Betroffenen und von den Arbeitsbedingungen. Nicht jeder, der Symptome hat, sei aber schon krank, betonte Musalek. Werden diese ersten Anzeichen - dazu gehören Hyperaktivität und die Bereitschaft zu unbezahlter Mehrarbeit - richtig eingeordnet, sei eine Behandlung gar nicht notwendig. In diesem Fall reiche eine Änderung des Arbeits- und Erholungsverhaltens aus.


In einer späteren Phase könne man aber sehr wohl von einer Krankheit sprechen. Eine Therapie müsse dann eine medizinische Komponente haben, sagte Lalouschek. Zum Erfolg können aber auch eine Psychotherapie oder ein Coaching führen. Der schwierigste Teil der Behandlung ist die Neugestaltung des Lebens, waren sich die Mediziner einig. Wichtig sei es, auch die Angehörigen in die Therapie einzubeziehen, da dieses Leiden Auswirkungen auf das soziale Umfeld der Betroffenen hat.

Der Verein "Burn Aut" möchte sich in Österreich als Kompetenzzentrum für Arbeitsqualität und Burn-out etablieren und eine Plattform sein, die interdisziplinäre Zusammenarbeit ermöglicht.



Empfehlung von Business Doctors: www.Business-doctors.at

Deutsch: Buch link:
 "Don't Panic: Du bist nicht allein"
http://stress-burnout-dont-panic.blogspot.com/

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Diese Seite enthält nur allgemeine Hinweise und darf nicht zur Selbstdiagnose oder -behandlung verwendet werden. Sie kann einen Arztbesuch nicht ersetzen. Die Beantwortung individueller Fragen durch unsere Experten: email: office@business-doctors.at 


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BURN OUT: Permanente Flexibilität im Job macht krank!!

• 
• foto: pixelio.de/gerd altmann

Ständige Erreichbarkeit und Überstunden führen zum
"Burn Out". Experten in Deutschland fordern deshalb: 

"Flexibilität muss ihre Grenzen haben"

Berlin - Ständige Erreichbarkeit, Überstunden, wechselnde Arbeitsorte und lange Anfahrtswege: Wachsende berufliche Flexibilität belastet laut einer Studie zunehmend die Psyche der Arbeitnehmer. Die Folge seien Erschöpfung, Kopfschmerzen, Niedergeschlagenheit und "Burn Out-Syndrom", wie aus dem neuen Fehlzeiten-Report des Wissenschaftlichen Instituts der AOK (WIdO) hervorgeht.

Arbeits- und Freizeit verschwimmen

Der am Donnerstag in Berlin vorgestellten Erhebung zufolge bekam mehr als jeder dritte Erwerbstätige in einem Zeitraum von vier Wochen häufig Anrufe oder E-Mails außerhalb der Arbeitszeit (33,8 Prozent) oder leistete Überstunden (32,3 Prozent).
Auch Arbeit mit nach Hause zu nehmen (zwölf Prozent) oder an Sonn- und Feiertagen zu arbeiten (10,6 Prozent) stellt demnach längst kein Randphänomen mehr dar.
Nahezu jeder achte Beschäftigte gab an, dass er Probleme mit der Vereinbarkeit von Arbeit und Freizeit hat (13,2 Prozent) oder wegen beruflicher Verpflichtungen Pläne für private Aktivitäten ändern musste (12,8 Prozent).
Immer mehr Beschäftigte nehmen dem Report zufolge lange Fahrtzeiten zu ihrem Arbeitsplatz in Kauf. Je weiter dieser weg ist, desto höher ist die Zahl der Fehltage.
Psychische und physische Beschwerden
Insgesamt klagt mehr als jeder fünfte Befragte über Erschöpfung (20,8 Prozent) oder gab an, dass er in der Freizeit nicht abschalten kann (20,1 Prozent). Auch Kopfschmerzen (13,5 Prozent) oder Niedergeschlagenheit (11,3 Prozent) werden genannt.
Um nahezu das 9-fache sind die Krankheitstage zwischen 2004 und 2010 wegen "Burn Out" angestiegen. Insbesondere Frauen und Menschen in erzieherischen und therapeutischen Berufen sind von davon betroffen. Der Report basiert auf einer Umfrage unter Beschäftigten sowie den Krankmeldungen von 10,8 Millionen AOK-Beschäftigten des vergangenen Jahres.

(Reuters, derStandard.at, 16.8.2012)



Empfehlung von Business Doctors: www.Business-doctors.at

Deutsch: Buch link:
 "Don't Panic: Du bist nicht allein"
http://stress-burnout-dont-panic.blogspot.com/

Wichtiger Hinweis:
Diese Seite enthält nur allgemeine Hinweise und darf nicht zur Selbstdiagnose oder -behandlung verwendet werden. Sie kann einen Arztbesuch nicht ersetzen. Die Beantwortung individueller Fragen durch unsere Experten: email: office@business-doctors.at 

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STRESS & BURN OUT : How your Boss may be Affecting Your Health

                                                                  by China Sellers

Posted: 08.07.2012 at 11:06 AM

A new report finds your boss could be contributing to the stress of your job more than your actual work load.

The findings by psychologist Robert Hogan during the American Psychological Association's annual conference shows 75 percent of working adults say the worst part about their job is their immediate boss.

"Bad managers create enormous health costs and are a major source of misery for many people," Hogan said.

He also said a major cause of stress is bad management, because stress negatively affects your immune system and health.
READ: Workplace Survey

According to a study by the Centers for Disease Control and Prevention's (CDC) National Institute for Occupational Safety and Health (NIOSH), workers are increasingly required to assume greater personal responsibility for their continuity of employment. 

Stress can be a contributing factor of heart disease, which is the number one killer in women, the CDC finds.

The survey looked at 1,714 adults over 18 who are currently full-time, part-time and self-employed.

Do you think your boss is a factor in your overall health
and stress levels? Comments Please!!

Thanks to China Sellers (Link)

China is a morning anchor for WNWO Today.

English: Recommended by Business Doctors: www.Business-doctors.at 
Deutsch: Buch link:
 "Don't Panic: Du bist nicht allein"
http://stress-burnout-dont-panic.blogspot.com/

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STRESS & BURN OUT : How your Boss may be Affecting Your Health

                                                                  by China Sellers

Posted: 08.07.2012 at 11:06 AM

A new report finds your boss could be contributing to the stress of your job more than your actual work load.

The findings by psychologist Robert Hogan during the American Psychological Association's annual conference shows 75 percent of working adults say the worst part about their job is their immediate boss.

"Bad managers create enormous health costs and are a major source of misery for many people," Hogan said.

He also said a major cause of stress is bad management, because stress negatively affects your immune system and health.
READ: Workplace Survey

According to a study by the Centers for Disease Control and Prevention's (CDC) National Institute for Occupational Safety and Health (NIOSH), workers are increasingly required to assume greater personal responsibility for their continuity of employment. 

Stress can be a contributing factor of heart disease, which is the number one killer in women, the CDC finds.

The survey looked at 1,714 adults over 18 who are currently full-time, part-time and self-employed.

Do you think your boss is a factor in your overall health
and stress levels? Comments Please!!

Thanks to China Sellers (Link)

China is a morning anchor for WNWO Today.

English: Recommended by Business Doctors: www.Business-doctors.at 
Deutsch: Buch link:
 "Don't Panic: Du bist nicht allein"
http://stress-burnout-dont-panic.blogspot.com/

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Stress Prevention, Part II: Creating & Implementing Your Plan

Welcome back to the two-part article series on stress prevention programs. If you have not done so already, please read Part I: Forming a Plan for Your Business. This introductory article explains why stress prevention programs are becoming more important for businesses. It also lists a few benefits of workplace stress prevention programs that may help your organization chart specific goals for these programs.  After reading Part I, you will be ready to follow the steps below to create an actionable stress management plan for your organization.

Creating a Stress Prevention Program

1. Openly discuss the need for the program. As mentioned above, the development and implementation of a full-scale stress prevention program requires the participation of many different individuals at different levels of the organization. To begin, openly discuss the need for the program, its goals, and what is expected of each employee in terms of participation. This can be done through email, a newsletter, or a general office communication. Remember to focus on the benefits that the program aims to deliver to employees.

2. Conduct a workplace audit. Next, create a workplace audit by collecting information on production areas, assembly methods, work teams, and all other data that is vital in explaining the manner and scope with which work is completed.

3. Brainstorm. Next, poll managers and employees to get an idea of the most common stressors encountered during the workplace audit. Prioritize this list, noting each item that causes high levels of stress. Specifics are important here, so be sure to note the origin and nature of the stress with as much detail as possible. This will make it easier to create solutions to overcome the stressors.

4. Develop solutions. Finally, develop solutions to combat the most prevalent stressors in the workplace. Address the high priority items first, as noted in step 3 above. This process should be similar to the brainstormingstep above, and all members of the organization should be encouraged to participate. Today, technology can lend a helping hand by offering an easy way for many different individuals to comment on this process. Your company may start a blog, for example, and produce a short article snippet on each of the high priority items. Each item can be categorized by category or “tag,” and employees may use a comments thread to share ideas.

Combating Workplace Stress with Safety Products

Commercial floor mats and other safety products provide additional workplace safety, and such products should not be overlooked. While it is important to develop a program to protect the mental and emotional wellness of employees, it is also important to safeguard against physical injury. Anti-fatigue mats, for example, are a particularly useful solution for organizations in which employees spend a lot of time on their feet. Other products like crowd control, signage, and traction devices are likewise important in upholding long-term employee safety.

Here’s a closer look at the products that may help your organization achieve the goals of your new workplace stress prevention program:

1. Anti-Fatigue Mats: The best way to help employees manage a stressful workplace is to modify their environment so it is more comfortable. Anti-fatigue mats accomplish this by providing a “squishy” floor surface that reduces pain and soreness that typically comes with standing for long hours. These mats are a favorite among service representatives, manufacturers, and any other employee who spends a majority of time on their feet.

2. Antimicrobial Mats: Use antimicrobial mats in food preparation areas, restroom facilities, and in entryways to control the spread of bacteria. Controlling bacteria is important for health reasons, but it is important to be transparent in your attempts to do so. This will let employees know that their health and safety is a top priority.

3. Crowd Control & Signage: After conducting a Workplace Audit (see step 3 under Creating a Stress Prevention Program section above), you will undoubtedly notice that a great deal of stress comes from customer services. Using crowd control systems and signage will help to organize customers into lines / queues that are more easily serviced with less stress.

Thanks to EAGLE MAT (Link)
English: Recommended by Business Doctors: www.Business-doctors.at 
Deutsch: Buch link:
 "Don't Panic: Du bist nicht allein"
http://stress-burnout-dont-panic.blogspot.com/

Wichtiger Hinweis:
Diese Seite enthält nur allgemeine Hinweise und darf nicht zur Selbstdiagnose oder -behandlung verwendet werden. Sie kann einen Arztbesuch nicht ersetzen. Die Beantwortung individueller Fragen durch unsere Experten: email: office@business-doctors.at 

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Stress Prevention, Part I: Forming a Plan for Your Business

Protecting the mental, emotional, and physical health of an employee has become a standard in today’s workplace. No longer is protecting a worker from only physical danger adequate; your business may have an ethical responsibility to look after the mental and emotional health of its human capital, and in some cases law may require it. Taking steps to foster “big picture” wellness at all levels of the organization may also have a positive impact on the bottom line. Organizations that use programs to cultivate employee satisfaction and efficacy, for example, experience less turnover, fewer training costs, and greater long-term productivity. In an effort to reap these benefits, organizations are now developing internal programs to reduce mental and emotional stress at work. Every program is as unique as the organization that wishes to implement it, yet each is created from an assessment of the workplace. This assessment creates a framework from which your organization’s stress prevention program may be built.

Benefits of Reducing Stress at Work

There are many benefits to proactively reducing stress at work. These are a few examples that your organization may want to use as goals for the program:

1. Increased employee satisfaction. Fostering and promoting wellness in the workplace shows employees that management cares about their mental and phsycial health.

2. Reduced employee turnover. While these programs improve employee satisfaction in the short term, they may also reduce employee turnover in the long run. Employees are more likely to stay with an employer whom they feel protects their best interests. This is particularly important for firms with highly valued human capital, as employees with more valuable skill sets are more likely to find a better job alternative and “turn over.”

3. Minimize costs. Reducing employee turnover is just one way in which a stress prevention program may lead to cost savings. These programs may also lead to lower accident rates, lower insurance premiums, and better levels of productivity overall.

Developing Your Program: What to Expect

As with the creation of any new in-house program, effectively developing and implementing a stress prevention program is not without its challenges. The program typically encompasses all aspects of a business—from raw materials acquisition to production to sales, and everything in between. Not surprising, the development and implementation of the program requires cooperation from all levels of the organization. Owners must communicate the need for the program, upper-level management must lead by example, and everyone must participate in giving feedback.

The Good News: The need for stress prevention programs at work is growing. You may be surprising with the enthusiasm with which members of your organization agree to and participate in such a program.

Join Us Here for a Follow-up Next Week

Be sure to join us next week for the follow-up to this article, Stress Prevention, Part II: Creating & Implementing Your Plan. In Part II of this two-part series, we will explore the best ways to put a stress prevention plan into action. We will focus on communicating the need for the program as well as ways to gather employee feedback in the most efficient ways possible.

Here’s a preview of what to expect:

1. Four steps to creating your stress management program.

2. Keys to gaining the support and enthusiasm of your organization.

3. Specific commercial floor mats and other safety products that will help you meet your goals.

Thanks to EAGLE MAT (Link)
English: Recommended by Business Doctors: www.Business-doctors.at 
Deutsch: Buch link:
 "Don't Panic: Du bist nicht allein"
http://stress-burnout-dont-panic.blogspot.com/

Wichtiger Hinweis:
Diese Seite enthält nur allgemeine Hinweise und darf nicht zur Selbstdiagnose oder -behandlung verwendet werden. Sie kann einen Arztbesuch nicht ersetzen. Die Beantwortung individueller Fragen durch unsere Experten: email: office@business-doctors.at 

TWITTER... Follow @PreventBurnout       Tweet

NEWSVINE...Seed Newsvine

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