Stress in workplace-possible prevention

Abstract

Summary. Assuming that stress is a misfit between the demands of the environment and the individual's abilities, the imbalance may be corrected, according to the situation, either by adjusting external demands to fit the individual or by strengthening the individual's ability to cope, or both. At this point, it should be borne in mind that since stress is a multifaceted phenomenon, no simple solution is available. Furthermore, differences in the particular circumstances of each case make it impossible to provide a unique solution for the management of stress. In general, and regardless of their differences, publications conclude that the ideal solution to combat stress is to prevent its occurrence. This may be achieved by tackling the core of the problem- the cause. However, there is no single cause of stress and the elimination of all stressors is a utopian task. Therefore, action should be aimed at eliminating as many causes as possible, so that the action taken reduces stress and prevents future stress. As this cannot always be achieved in the short term, it is generally agreed that improving the ability to cope with stress is a valuable strategy in the process of combating stress. The manual can then go on to identify a series of essential steps for the prevention of stress. These include: stress recognition, stress assessment, anti-stress intervention, monitoring and evaluation. With a view to such assessment, several manuals propose involving workers in identifying those stressors which, they feel, cause unnecessary stress in their jobs and in rating them to establish priorities for intervention. The assessment should be done in an "audit " of the relevant hazards, and employees should be asked to express their concern about any