Half day open interactive workshop in Toronto on stress.

1. Tackling stress in the Canadian workplace by Toronto Training and HR June 2011

2. Contents 3-4 Introduction to Toronto Training and HR 5-6 21st Century work challenges 7-8 Positive and negative stress 9-10 Factors causing stress 11-12 Drill A 13-14 Work intensity 15-17 The crying game 18-19 Measures 20-21 Drill B 22-24 Nutrition 25-27 Mindset 28-30 Body 31-33 Actions 34-36 Social interactions 37-39 Stress inducing activities 40-44 Stress in a library? 45-48 Stressors in the education sector 49-50 Case study-police 51-52 Conclusion and questions Page 2

3. Page 3 Introduction

6. Improving employee engagement & morale

8. Page 6 21st Century work challenges Workforce aging Labour market Technology Benefit costs

9. Page 7 Positive and negative stress

10. Page 8 Positive and negative stress Positive stress Negative stress

11. Page 9 Factors causing stress

12. Page 10 Factors causing stress Differing agendas Personality clashes Conflict at senior levels Policies and procedures

13. Page 11 Drill A

14. Page 12 Drill A

15. Page 13 Work intensity

16. Page 14 Work intensity Personal characteristics Work situation/job-related characteristics Outcomes/correlates

17. Page 15 The crying game

18. Page 16 The crying game 1 of 2 Crying is a normal human emotional response – don’t be afraid if this happens. Distinguish between work-related tears and life-related ones. Do not allow the fear of crying to hold back difficult but necessary conversations (e.g. addressing performance issues). Allow the individual time to compose his/herself and take a break if possible.

19. Page 17 The crying game 2 of 2 If you operate an employment assistance scheme, suggest the employee uses this to deal with personal issues they are bringing to work. If not, suggest they seek counselling. Do not get drawn into being an amateur therapist yourself. Assess any workload issues for possible stress triggers under health and safety legislation. Address any emotional intelligence issues that could be resolved with appropriate training and development.

20. Page 18 Measures

21. Page 19 Measures Perception of organizational change Employee trust Stress management strategies Organizational identification Job involvement

22. Page 20 Drill B

23. Page 21 Drill B

24. Page 22 Nutrition

25. Page 28 2

26. Page 24 Nutrition 2 of 2 Energy in a liquid High protein intake High green vegetable intake Whole grains Low saturated fats Regular healthy snacks Supplements

27. Page 25 Mindset

28. Page 26

29. Page 27 Mindset 2 of 2 Become an optimist Ask effective questions Think about the bigger picture Adjust your standards Reframe circumstances Meditate and visualize Using affirmations Emotional controls Acceptance through forgiveness

30. Page 28 Body

31. Page 29

32. Page 30 Body 2 of 2 Laugh your way out of stress Sex can help too Massage Progressive muscle relaxation Good napping and sleep patterns Regular exercise

33. Page 31 Actions

34. Page 32

35. Page 33 Actions 2 of 2 Natural therapies Assertiveness is the key Organize and manage your time effectively Reduce noise and distractions Simplify your life Relax within nature Take a long hot bath Relax to your favourite music

36. Page 34 Social interactions

37. Page 35

38. Page 36 Social interactions 2 of 2 Support networks Pay sports Play with children and pets Learn to compromise Express your feelings to other Help others

39. Page 37 Stress inducing activities

40. Page 38

41. Page 39 Stress inducing activities 2 of 2 Avoid stressful people Avoid toxins Avoid consuming certain items

42. Page 40 Stress in a library?

43. Page 41 Stress in a library? 1 of 4 Identify Evaluate Manage Job redesign Job enrichment Job enlargement Flexitime Job sharing

44. Page 42 Stress in a library? 2 of 4 Adequate on-going on-the-job training through workshops, seminars apprenticeships, job rotations etc. Building and maintaining a good mid-career development program so as to avoid stressors like over promotion, under-promotion, status problem, thwarted ambition and occupational locking-in that always lead to long time work-place stress in library and information profession. Providing good performance feedback system which can easily enhance good workers performance & motivation.

45. Page 43 Stress in a library? 3 of 4 Providing adequate reward for different excellent performance which may or may not include monetary, time-off from work, conference or training aid etc. Good organizational competence in handling workers job future ambiguity and insecurity. Good organizational competence in providing a stress free job/career transition for workers by giving them adequate training on handling job changing or transitions.

46. Page 44 Stress in a library? 4 of 4 Providing adequate good entitlement, program and rehabilitation for workers when leaving the work force or retiring. The thought of retirement can constitute a serious work-place stress for workers when there is no good retirement program being looked forward to.

47. Page 45 Stressors in the education sector

48. Page 46 Stressors in the education sector 1 of 3 Job control Skill use Workload Work scheduling Role conflict Role ambiguity/clarity Work-life balance

49. Page 47 Stressors in the education sector 2 of 3 Unfair-Administration Unfair-Chairperson Unfair-Rewards

50. Page 48 Stressors in the education sector 3 of 3 MAIN OUTCOME MEASURES Job satisfaction Affective commitment Health and Safety at work Positive wellbeing Physical Health Questionnaire General Health Questionnaire Medication

51. Page 49 Case study-police

52. Page 50 Case study-police

53. Page 51 Conclusion & Questions

54. Page 52 Conclusion Summary Questions