Final-tna.docx

Rationale (Objective)

1. To learn the significant differences that helping professionals experience as part of their everyday exposure to highly stressful environment and how their approach to stress reduction requires a unique and tailored approach. 2. To learn the basic physiological responses of the human body to various environmental and emotional stresses. 3. To learn and practice various techniques of stress awareness regulation of stress responses and the cognitive behavioral methodology of stress management. 4. To recommend strategies to cope the stress.

Introduction

Stress is a part of day-to-day living. In our daily lives, we are often exposed to situations that produce stress. The interpretation and reaction to events that make stress are different for different people. For example, speaking in public can be stressful for some people and relaxing for others. However if our stress level is too high, it can result in serious medical and social problems. Any event or circumstance that strains or exceeds an individual ability to cope is called stress (Lahey, 2004, P.500). The term “stress” can be defined in many ways. Generally, a layperson may define stress in terms of pressure, tension, unpleasant external forces or an emotional response (Ogden, 2004, P.234). In fact, layman’s definition of stress and the range of stress are very confusing and very multidimensional. The workplace stands out as a potentially important source of stress purely because of the amount of time that is spent in this setting. However, the stress inducing features of the workplace go beyond simply the time involved. With the opportunities for advancement of individuals being dependent upon their performance, the pressure to perform often makes the work situation potentially very stressful (Faulkner and Patiar, 1997). Situations that are likely to cause stress are those that are unpredictable or uncontrollable, uncertain, ambiguous or unfamiliar, or involving conflict, loss or performance expectations. Stress may be caused by time limited events, such as the pressures of examinations or work deadlines, or by on-going situations, such as family demands, job insecurity, or long commuting journeys. Resources that help meet the pressures and demands faced at work include personal characteristics such as coping skills (for example, problem solving, assertiveness, time management) and the work situation such as a good working environment and social support. These resources can be increased by investment in work infrastructure, training, good management and employment practices, and the way that work is organised. Historically, the typical response from employers to stress at work has been to blame the victim of stress, rather than its cause. Increasingly, it is being recognised that employers have a duty, in many cases in law, to ensure that employees do not become ill. It is also in their long term economic interests to prevent stress, as stress is likely to lead to high staff turnover, an increase in sickness absence and early retirement, increased stress in those staff still at work, reduced work performance and increased rate of accidents, and reduced client satisfaction.

Significance of the study

This study will be conducted for the great benefit of the:

Managing Director: This aims to give the present managing director awareness on her employees needs in terms of handling stress at work, and for her to be able to target goals for agency improvement. Employees: This aims to give awareness to employees in knowing how to effectively manage one's stress. And to also help employees improve their health and mood, along with boosting their immune system. Stress management training will also help employees improve decision making and increase productivity.

Methodology

This study was descriptive in nature and survey method was used. Population of the survey were all females from the Philippine Mental Health Association, Dumaguete Chapter. The following procedures were adopted for the study. 1.SURVEY Surveys are used to focus on specific areas of performance deficiency. Surveys can be administered either by management or an outside professional. The surveys consist of a written questionnaire that employees answer on an anonymous basis which will allow them to answer freely and be truthful with their answers. The questions on the survey should be highly oriented toward the specific tasks, responsibilities and needs of the organization and its employees. 2. OBSERVATION Observations involve just that—watching. Observing the employees at work can provide the trainer with sufficient information as to where the deficiencies exist. The only problem with this method is that the employees will tend to perform appropriately as a result of being watched (that is, if they know they are being watched). 3.INTERVIEW Interviews involve talking with each individual employee or as a group to discuss what possible problems and issues are responsible for the deficiencies. This method is a very decentralized and democratic approach to training in that it allows for the suggestions and opinions of the employees.

Results

The types of training or workshop needed in the organization are the following:

Self-awareness Lectures creating problem solving in the workplace Building roles of attitude in stress management Improved organizational health and ultimately lower health care costs

Discussion

The results were drawn from the four female employees of Philippine Mental Health Association, Dumaguete Chapter. This study was descriptive in nature and survey method was used- which includes; 1.) Survey which focuses on specific areas of performance deficiency on employees. 2.) Observation which provides the trainer with sufficient information as to where the deficiency exists. 3.) Interview which involves talking with each individual employee.

Based on the results given, the PMHA employees all agreed on having an administrative skills training within the company which includes; 1.) Conducting self-awareness to be able to understand other people, how they perceive you, your attitude and your responses to them in the moment. 2.) Lectures that involve creating problem solving in the workplace and building their roles of attitude in stress management. According to the employees, programs such as these will be of such great help for them in establishing their ability to handle difficult or unexpected situations in the workplace as well as complex business challenges. Employees also would want to have an improved organizational health and ultimately lower health care costs in order to encourage better teamwork, increased productivity and reduce sick leave and workplace accidents.

Summary

The workplace stands out as a potentially important source of stress purely because of the amount of time that is spent in this setting. However, the stress inducing features of the workplace go beyond simply the time involved. Situations that are likely to cause stress are those that are unpredictable or uncontrollable, uncertain, ambiguous or unfamiliar, or involving conflict, loss or performance expectations. Stress may be caused by time limited events, such as the pressures of examinations or work deadlines, or by on-going situations, such as family demands, job insecurity, or long commuting journeys. Historically, the typical response from employers to stress at work has been to blame the victim of stress, rather than its cause. Increasingly, it is being recognised that employers have a duty, in many cases in law, to ensure that employees do not become ill. It is also in their long term economic interests to prevent stress, as stress is likely to lead to high staff turnover, an increase in sickness absence and early retirement, increased stress in those staff still at work, reduced work performance and increased rate of accidents, and reduced client satisfaction. This study was descriptive in nature and survey method was used. Population of the survey were all females from the Philippine Mental Health Association, Dumaguete Chapter. Based on the results given, the types of training or workshop needed in the organization are the following: 1.) Self-awareness, 2.) Lectures creating problem solving in the workplace, 3.) Building roles of attitude in stress management, And 4.) Improved organizational health and ultimately lower health care costs. According to the employees, programs such as these will be of such great help for them in establishing their ability to handle difficult or unexpected situations in the workplace as well as complex business challenges.

Conclusion

It was concluded from this research that employees are in need of various methods for dealing stress in order to help them effectively strategized techniques in handling situations that involves exposure to high stress and pressure.

Recommendation

To the Managing Director 1. Pay attention to your employees and notice any behavioral or relationship changes 2. Listen the concerns of your employees with sympathy and act accordingly 3. Think about your observation and how it relates to the factors that typically lead to the workplace stress. Focus on the actual causes but don’t ignore the full range of possibilities 4. If required, discuss the issues with your employees one to one or as a group 5. Put your plan of action to reduce or better manage the stress in consultation with your employees.

To the Employees 1. Maintain Open Communication 2. Provide Regular Feedback 3. Maintain Work-Life Balance 4. Socialize with Your Team and Prioritize Relationships

Proposed Programs TRAINING DESIGN

Name of Organization: Rationale Effective organizational or team performance is based on a clear understanding of the shared goals, strategies, and work plans, along with the individual roles and responsibilities of team members. Equally important are interpersonal qualities of trust, communication, and mutual accountability. Working in tandem, these two perspectives determine a team’s ability to achieve and sustain high performance, making teambuilding a necessary companion to the operational and programmatic efforts of organizational capacity strengthening. Yet team development is something that is often ignored within organizations or projects. Staffs usually have little conscious awareness of the skills and tools needed to nurture supportive collegial relationships. Leaders and managers are rarely prepared to understand the dynamics of team formation and staff motivation or respond appropriately to the emerging needs of a team. Too frequently, conflict is either ignored or suppressed, attributed to individual differences and difficulties. As a result, internal team process can become a liability to performance, leading to low productivity, low morale, and high staff turnover. However, with increased awareness of basic skills and tools for addressing common challenges, these same dynamics can be turned into a source of continued team enhancement. This teambuilding workshop will help grantees develop shared vision/understanding for a high performing team, determining the critical elements and individual contributions that comprise this vision, and guiding plans or agreements to realize this vision in their own organizations. It will also promote practice on key skills needed to address the inevitable challenges that arise in teams, notably, appreciating individual differences, communicating collaboratively, and managing conflict.

Learning Objectives By the completion of the following activities, participants will be able to describe: • Characteristics of effective teams • Four stages of team development • Individual differences and roles within the team

Have practiced skills in: • Supporting team development through its formative stages • Constructive communication • Conflict resolution and will have discussed: • A vision of their ideal team • Principles and behaviors to guide team performance • A plan for monitoring progress toward achieving their vision

ACTIVITIES: Self-Awareness: EMPOWERMENT THROUGH SELF-AWARENESS Objectives: 

To elaborate skills in different situations.



To know the components of self-concept.



To be empowered to make changes and to build on our areas of strengths and weaknesses.

Time

Session

9:00-9:30

1

Activity Get

to

know

Objectives you To

sociometric questions

be

able

discover,

to

describe,

and evaluate social status and structures and can measure the acceptance

or

rejection felt between the group. 9:30- 10:00

2

Feedback Analysis

To learn effectively when

concrete,

actionable feedback is given on a regular basis. 10:00-10:15

3

Write a regret letter

To

be

willing

to

remain in contact with the

regrets

which

affords people to the opportunity

to

discover avenues for personal improvement.

10:15-10:30

4

Create a bucket list

To be able to set goals in the work place.

Stress Management: Effective Time and Stress Management in the Workplace Objectives: Participants on the course will develop the ability to: 

Understand how stress works and develop sustainable behaviours.



Develop a personal action plan for stress management.



Enhance the work performance using the positive energy of stress.

Time

Session

11:00-11:10

1

Activity Ice breaker

Objectives To

break

the

awkwardness, and to get people to interact. 11:10-11:55

2

Lecture

To

present

information

and/or

teach people about the particular subject. 11:55-12:00

3

Intermission Number

To be able to entertain people and to be able to

break

the

weariness. 1:00-2:00

4

Lecture

To information

present and/or

teach people about the particular subject.

Team Building: IGNITING TEAM SPIRIT Objectives: After the workshop, you will be able to: 

Analyse planning and organizing skill to achieve tasks.



Develop office procedures for efficiency and effectiveness.

Time

Session

Activity

3:00-3:10

1

Ice breaker

Objectives To

energize

the

participants. 3:10-3:15

2

House rules

To

give

out

instructions 3:15-4:15

3

Games

To

improve

communication, boost morale, motivate and learn

effective

strategies,

improve

productivity. 4:15-5:00

4

Processing

To teach people about each other’s strengths, weaknesses,

and

interests. Hence, this will help participants to

work

together progress.

Attached is the program of activities per training design.

on

better future