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Stress Audit |
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Occupational stress can result from a long-term failure in individuals to cope with perceived pressures or demands. Its effects can range from serious ill-health consequences to subtle, but equally damaging effects (including experiencing interpersonal difficulties, problems making decisions, making careless mistakes, and so on). |
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As with any PERFORMANCE problem, real or potential, the most important action an employer can take is to: |
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Assess the risk |
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Determine what action is needed |
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Prepare a suitable strategy |
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Establish a reliable baseline for future monitoring of the situation. |
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Why carry out a Stress audit? |
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Undertaking an audit helps by demonstrating that the employer recognises that stress is not a personal problem but an issue which managers, staff and the organisation as a whole are committed to addressing. The main benefits to an organisation from reducing stress at work should be: |
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Reduced sickness absence |
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Increased performance and output |
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Better relationships with clients |
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Lower staff turnover |
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Reduced risk of stress litigation |
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Improved staff morale and commitment. |
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What does an audit measure? |
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An independent, confidential audit should identify: |
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Sources of stress |
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Impact of stress on performance |
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Individual differences in the stress response |
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Performance against the accepted Standards |
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Staff attitudes to options for managing stress |
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Predictors of performance and well being |
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