cannyben

Probably the most important step in healthy organizational change is to make a serious and sustained commitment to it. In non-unionized workplaces, this commitment should be made by top management. In unionized workplaces, both top management and union representatives need to be involved. Healthy organizational change takes time. Lots of time. No serious change effort should be initiated with a time frame limited to weeks or a few months. Healthy organizational change includes employee health and satisfaction as an explicit and independent outcome measure. These outcomes should be the key goals of the change effort. Broad Organizational Goals Healthy organizational change can include: · Changes that will increase employees' autonomy or control.· Changes that will increase the skill levels of employees.· Changes that will increase levels of social support (both supervisory support and coworker support).· Changes that will improve physical working conditions.· Changes that will make

Although we all talk about stress, it often isn't clear what stress is really about. Many people consider stress to be something that happens to them, an event such as an injury or a promotion. Others think that stress is what happens to our body, mind and behaviour in response to an event (e.g. heart pounding, anxiety, or nail biting.) While stress does involve events and our response to them, these are not the most important factors. Our thoughts about the situations in which we find ourselves are the critical factor. When something happens to us, we automatically evaluate the situation mentally. We decide if it is threatening to us, how we need to deal with the situation and what skills we can use. If we decide that the demands of the situation outweigh the skills we have, then we label the situation as "stressful" and react with the classic "stress response." If we decide that our coping skills outweigh the demands of the situation, then we don't see it