Dinesh Divekar
Business Mentor, Consultant And Trainer
Psdhingra
Legal Analyst, Hrm
Nashbramhall
Learning & Teaching Fellow (retired)

Thread Started by #keerthipatiaditya@gmail.com

Dear Concerned I take care of HR Manager for a medium organization and I am based in Andhra. As a Manger , I am responsible for different HR activities where in My management asked up for the STRESS MANAGEMENT sessions for Middle Level ,Bottom Level and Top Level Employees.Be kind enough in providing the QUESTIONNAIRE FOR STRESS ASSESSMENT" for me to make my session tailored .You can get me on my mail id : avsh.hr@gmail.com or M : 9553876575
27th November 2015 From India, Tirumala - Tirupati
Dear ,

If your management has asked for training on stress management for all the three levels of management then it means your whole organisation is stress. Why the whole organisation has stress? Have you done investigation?

When the entire organisation is under stress then has it impacted the productivity? What is the impact on the business because of the reduced productivity owing to the stress?

Stress results because of personal and organisational factors. When you conduct a training on stress please ask a question to yourself - will I give emphasis on causes of the stress or symptoms.

A training on stress should result into finding out organisational factors that cause stress and preparing remedial action plan for their eradication. There are stress management techniques available but these are for curing the symptoms. Unless you take care of the cause, there is no point in curing just the symptoms.

As far as personal factors are concerned; self-discipline, organised way of working, proper usage of mobile phone to enhance the productivity, good memory, alertness, etc improve the personal effectiveness and thereby help in reducing the stress.

Origination of stressors lies in deviation from the management science. Earlier I had given the cause of the stress. You may click here to refer the organisational factors that cause the stress.

For the further query if any, feel free to contact me.

Thanks,

Dinesh Divekar

Bangalore - 560092


27th November 2015 From India, Bangalore
Hello,
Dinesh Divekar has given you sound advice. Had you searched citehr you would have found a questionnaire at https://www.citehr.com/243303-stress...-download.html
27th November 2015 From United Kingdom
Dear Keerthi,

Stress Management is not so simple a topic to be learnt and tutorial prepared with the help of a questionnaire of any or every organisation. Customisation is required with particular reference to the organisation by making appropriate research within the concerned organisation by first understanding the key areas of work design within the organisation;

Normally, the Management Standards cover the following key areas of work design upon which the questionnaire has to be prepared, e.g.:

- Demands, that include issues of workload, work patterns and the work environment.

- Control, denotes as to how much restrictive controls an employee has to encounter in doing his job at his workplace.

- Support, includes the encouragement, sponsorship and resources provided by the organisation, line management and colleagues.

- Relationships, that promote positive working to avoid conflict and dealing with unacceptable behaviour.

- Role, i.e., whether employees understand their role within the organisation subject further to whether the organisation ensures that they do not have conflicting roles with others.

- Change, denotes the ways & means how organisational change is managed and communicated within the organisation.

For that a trainer or the implementor has the need to prepare the checklist to make sure that he has attained the basic understanding about the stress and tentative causes prevailing within the organisation by adopting the following process:

1) To understand what are the Management Standards, and the associated processes;

2) To consider if there already exists or not a suitable and sufficient equivalent process or system being used within the organisation;

3) To decide the approach to be made to follow the Management Standards or another suitable approach in the absence of any set management standards;

4) To gain awareness process from the senior managers, employees and their representatives.

5) To develop appropriate project plan;

6) To check the availability of adequate resources, particularly staff time to be consumed without affecting their daily chores, particularly, when they are already encountering work stress;

7) To develop a communication plan cum employee engagement plan.

8) To check if there is a need to develop an organisational stress policy or not, etc.

SO, before charting out a questionnaire, make sure to learn first what is what about the stress, its basic causes within the organisation and what remedies can be effectively applied for its proper management. Otherwise, the whole training session will be just a waste of time of the employees with no positive impact on productivity causing further stress to the employees.
13th December 2015 From India, Delhi
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