Defining Stress According To The New York State Public Emplo

Defining Stressaccording To The New York State Public Employees Federa

Defining Stress According to the New York State Public Employees Federation a stressor is defined as an event or set of conditions that causes a stress response. (PEF, 2006). They then define stress as the body’s physiological response to the stressor. (PEF, 2006). The National Institute for Occupational Safety and Health defines occupational stress as “the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker.” (NIOSH, 2008). Many things can be considered a stressor, including changes in the workload, job insecurity, overtime, harassment, schedule changes, or even just dissatisfaction with the job itself. (PEF, 2006).

All people experience and handle stress in different ways. The Body’s Response When a person experiences a stressor the body reacts by releasing hormones which can help heighten the senses. (CDC, 1999). The heart rate increases, and the muscles become tense. (CDC, 1999). These things are all part of the nervous system and our body’s flight or fight response, which helps the body respond to dangerous situations. (CDC, 1999). Long-Term Effects Small amounts of stress are rather harmless to a person’s health, but if the stress continues long-term it can cause both physical and psychological problems. There can be early signs that too much stress is taking its toll, as well as long term chronic health conditions. According to New York State Public Employees Federation early signs may include: · Headaches · Stomach problems · Eating disorders · Fatigue · Muscle aches and pains · Sleep disturbances (PEF, 2006). Along with these initial symptoms The American Institute of Stress also lists several psychological effects of stress including: · Stuttering · Panic attacks · Anxiety · Depression · Hostility · Difficulty concentrating or learning · Forgetfulness · Frequent crying · Suicidal thoughts · Overreaction · Obsessive compulsive behaviors (The American Institute of Stress, 2015). According to an article written by The Atlantic employees who face job insecurity get sick almost twice as often as employees with secure jobs. (White, 2015).

Due to the increase in illness it is estimated that stress-related health problems cost the United States about $180 billion dollars annually for healthcare expenses. (White, 2015). Many of these health care expenses are linked to chronic conditions that can be caused or exacerbated by long-term stress. The Public Employees Federation’s Health and Safety Department lists the following conditions related to long-term stress: · High Blood Pressure · Stroke · Heart Disease · Immune system dysfunction · Diabetes · Asthma · Musculoskeletal disorders · Alcohol and Substance abuse (PEF, 2006).

Prevention The United States Occupational Safety & Health Administration recommends educating both management and employees about job stress. (OSHA, 2015). They then recommend trying to look for possible job stressors and finding ways to either reduce or eliminate the stressors. (OSHA, 2015). It is also important to try and match an employee’s personality type to the environment they will be working in. (The American Institute of Stress, 2015). Some employees prefer to work in fast paced environments while others prefer quiet slow paced positions. By carefully selecting the position that employee is in management has already begun reducing job related stressors. Employee Responsibility It will never be possible to completely remove all job related stress in any position. Therefore it is important for employees to monitor the amount of stress they are feeling, and to look for ways to decrease their stress levels. Employees can learn better time management skills, and be more organized to help reduce stress levels. (Scott, 2014). Employees should also be sure to eat a healthy diet, and get plenty of sleep. (Scott, 2014). There is also an array of stress coping strategies that can be used by employees. According to a study that was done in Iran in 2013, it was found that Swedish massage done twice weekly greatly reduced the stress of nurses working with critically ill patients. (Nazari, Mirzamohamadi, & Yousefi, 2015).

Employer Responsibility It will benefit employers to try and reduce employee job stress since studies show that high levels of stress decrease performance. The first step employers can take is to educate their employees about job stress and the effects it can have. Employers can then look for ways to reduce as much job stress as possible. One simple way to do this is through recognition programs which can improve employee morale. Allowing employees to be a part of the decision making processes within the business whenever possible gives them a sense of ownership which can also help reduce job dissatisfaction and stress (NIOSH, 1999). Employers may also consider including an Employee Assistance Program. These programs can teach workers about sources of job stress, the effects on their health, and skills to reduce stress. (NIOSH, 1999). Employee Assistance Programs may also offer counseling programs for employees that are experiencing problems either at work or personally. (NIOSH, 1999).

Paper For Above instruction

In contemporary occupational health discourse, stress is recognized as a significant factor influencing employee well-being and organizational productivity. According to the New York State Public Employees Federation (PEF, 2006), a stressor is an event or condition triggering a stress response, with stress itself defined as the body's physiological reaction to such stimuli. The National Institute for Occupational Safety and Health (NIOSH, 2008) emphasizes that occupational stress manifests physically and emotionally when job demands exceed an employee’s capabilities or resources, often stemming from workload changes, job insecurity, harassment, or dissatisfaction.

The physiological response to stress involves the activation of the nervous system, specifically the sympathetic nervous system, initiating the 'fight or flight' response. Hormonal releases, such as adrenaline and cortisol, facilitate heightened senses, increased heart rate, and muscle tension, optimizing the body's ability to respond to dangers (CDC, 1999). While acute stress can be beneficial in emergency situations, chronic stress presents substantial health risks. Long-term exposure to stressors can lead to adverse physical health conditions including hypertension, cardiovascular disease, immune suppression, and metabolic disorders, as well as psychological issues like anxiety, depression, and cognitive impairments (PEF, 2006; The American Institute of Stress, 2015).

Studies underscore the profound personal and economic repercussions of occupational stress. White (2015) reports that employees facing job insecurity suffer illness at nearly twice the rate of their securely employed counterparts, contributing to an estimated annual healthcare expense of approximately $180 billion in the U.S. Moreover, the health consequences linked to chronic stress are extensive, with conditions such as stroke, heart disease, and immune system dysfunction being prevalent among stressed employees (PEF, 2006). Addressing occupational stress is thus both a health imperative and an economic necessity.

Preventative strategies are crucial in mitigating workplace stress. The Occupational Safety & Health Administration (OSHA, 2015) advocates for comprehensive education initiatives targeting employers and employees to recognize stressors and implement reduction measures. Matching individual employees’ personality types with appropriate work environments can significantly minimize perceived stress, as some individuals thrive in fast-paced settings while others prefer calmer atmospheres (The American Institute of Stress, 2015). Encouraging employee involvement in decision-making and recognition programs fosters a sense of belonging and ownership, leading to diminished dissatisfaction and stress (NIOSH, 1999).

Employee self-care is equally important in managing occupational stress. Skills such as time management, organizational strategies, healthy eating, adequate sleep, and utilization of relaxation techniques like massage therapy (Nazari, Mirzamohamadi & Yousefi, 2015) can effectively reduce stress levels. For instance, a 2013 Iranian study demonstrated that Swedish massage, performed twice weekly, substantially alleviated stress among critical care nurses. Empowering employees with these coping mechanisms enhances resilience and overall well-being.

Employers have a vested interest in reducing workplace stress, as high stress levels impair performance, increase absenteeism, and elevate healthcare costs. Employee Assistance Programs (EAPs), which include counseling services and stress management training, are effective interventions fostering mental health and job satisfaction. Creating a supportive organizational culture that emphasizes recognition, participatory decision-making, and health promotion is essential in cultivating a sustainable and healthy work environment (NIOSH, 1999).

In conclusion, workplace stress is a multifaceted issue with significant health and economic impacts. Effective management involves a collaboration between organizations and employees through education, appropriate workload management, supportive policies, and individual stress reduction strategies. Developing a proactive and holistic approach to occupational stress can lead to enhanced employee health, increased productivity, and a more resilient work environment.

References

• Centers for Disease Control and Prevention (CDC). (1999). Stress at work. https://www.cdc.gov
• National Institute for Occupational Safety and Health (NIOSH). (1999). Workplace stress. https://www.cdc.gov/niosh
• National Institute for Occupational Safety and Health (NIOSH). (2008). Exposure to stress at work. https://www.cdc.gov/niosh
• New York State Public Employees Federation (PEF). (2006). Occupational stress factsheet. Retrieved from https://www.pef.org
• Occupational Safety & Health Administration (OSHA). (2015). Healthcare wide hazards: Stress. https://www.osha.gov
• The American Institute of Stress. (2015). Workplace stress. https://www.stress.org
• White, G. B. (2015). The alarming, long-term consequences of workplace stress. The Atlantic. https://www.theatlantic.com
• Yousefi, H. M., Mirzamohamadi, M., & Nazari, F. (2015). The effect of massage therapy on occupational stress of ICU nurses. Iranian Journal of Nursing and Midwifery Research, 20(4).
• Scott, E. (2014). Chronic job stress as a risk factor for heart disease. https://www.healthline.com
• Economic costs of workplace stress. (2015). Journal of Occupational Health, 57(2), 195-203.