Options available to help relieve on-the-job stress

To effectively combat job-related stress, most companies and organizations are aware that changes must be made at both the institutional and at the individual levels.

Quality of work-life surveys administered on a regular basis determine the employee’s perceptions and attitudes toward the work environment and the organization.

Valuable insight into where stress spots are in the system is obtained from the quality of work life survey. As a result, changes can be made within the organization and its structure to reduce the stress level. Typical changes made by organizations have been in the areas of participative management, “quality circles” and flexible employee benefit menus.

Participative management refers to a conscious, concerted effort on the part of the organization to allow decision-making and input to occur at the lowest possible level within the organization.

“Quality circle” describes a communication process by which a group of employees meets to discuss possible ways to make their work flow most effective and productive. Suggestions are made to top management that are then accepted or rejected based on the merit of the proposed suggestion. Top management commits itself to responding “yes” or “no” and giving the reasons why.

Having flexible employee benefits, such as flex-time, day-care benefits, educational opportunities and various health-care benefits allows the individual employee to structure his or her choices to meet their most pressing needs.

Having some degree of control over the selection of benefits allow employees to meet personal needs which will reduce stressful conditions in their lives.

In addition to structural and organizational changes, many progressive companies have instituted employee assistance programs and stress management programs.

An employee assistance program provides a structured approach to helping a troubled employee. The employee who participates in such a program can receive professional help for problems ranging from financial problems to marital and family problems, as well as alcoholism and drug abuse.
Stress management programs are provided for all employees. Such stress management programs usually include seminars on stress, relaxation training and exercise and nutrition counseling.

The focus in this column has been on what organizations are doing to alleviate job stress. Next week, I will discuss what individuals can do to reduce stress at work.

Harold H. LeCrone, Jr., Ph.D. Copyright 1985