ILM Level 3 8600-313 Understanding Stress Management in the Workplace Assignment Help UK

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Assignment task 1: Know how to manage stress in the workplace 

AC1.1 Examine the causes and impact of stress in the organisation 

Sources of organisational stress:

• Workload: Unrealistic deadlines and excessive workload can make employees feel overburdened by their workload, which leads to stress since it may be difficult to fulfil dates.
• Poor Management: An atmosphere that is stressful might be caused by a lack of support, ambiguous expectations, or inconsistent leadership.
• Job Insecurity: During uncertain organisational or economic times, workers’ anxiety and stress levels have increased due to general concerns about job stability.
• inadequate balance between work and life: Workers who don’t manage their personal and professional lives must endure excessive workloads and lack of downtime, which leads to stress and burnout.
• Interpersonal Conflicts: Conflict among coworkers, bullying, and a lack of communication can all contribute to an atmosphere that causes excessive stress.

Impact of Stress on the Organisation:

• Low productivity: stressed personnel are less productive and make more blunders.
• More Absenteeism: Chronic stress causes health problems and raises absenteeism rates.
• Increased Turnover: Due to the stressful work environment, individuals may quit the organisation in pursuit of a less stressful job, increasing employee turnover and recruiting expenses.
• Low Morale: When a workforce is pressured, their morale suffers, which can have an impact on team engagement and overall performance.
• Negative Impact on Health: Chronic stress can have serious health consequences, including cardiovascular difficulties and other disorders like anxiety and depression.

AC 1.2 Describe the symptoms of stress in self and others 

Signs of Personal Stress:

• Physical symptoms include weariness, changes in appetite, headaches, gastrointestinal problems, and difficulty falling asleep.
• Emotional symptoms include despair, anxiety, irritability, mood fluctuations, and overpowering emotions.
• Symptoms of cognitive function decline in decision-making capacity, forgetfulness, and loss of attention.
• Increased drinking, smoking, or unhealthy eating patterns, along with social avoidance, are examples of behavioural signs.

Other people’s stress symptoms:

• Physical signs and symptoms: profuse perspiration, stiff posture, or pale complexion.
• Increased irritation, anxiety, or even depressive symptoms like social disengagement are examples of emotional symptoms.
• alterations in behaviour: For instance, poor job performance, missing deadlines, not showing up for work; or a sudden shift in work habits characterised by procrastination or a lack of initiative.
• Statements that make someone feel overworked or remarks regarding stress or worry connected to work are a few examples of verbal signals.

AC 1.3 Explain a practical stress management technique 

Practical Stress Management Technique: Mindfulness Meditation

Mindfulness Meditation is a technique that helps a person overcome stress, as it encourages the individual to pay attention to the moment one is in. It involves paying attention to any sensations, feelings, and thoughts without judgment. It has been proven to do the following:

• Reduce Stress: They have been able to reduce the effects of stress by concentrating on breathing and clearing the mind.
• Increase Emotional Resilience: The practice of mindfulness will better equip people to handle emotional responses and not let stress build-up.
• Improve Concentration: Mindfulness has been proven to enhance focus and understanding. The individual is better able to manage the work at hand and is less likely to feel overwhelmed by the thinking that goes on in the head.

You may use this skill in the workplace by coaching your workers to take a brief mindfulness break, for example, to focus on breathing in the workplace for a few minutes during the workday.

Assignment task 2: Understand how to support individuals in the team and minimise stress in others 

AC 2.1 Describe management responsibilities and actions in relation to work-related stress in the team 

Responsibilities of Management to Stress

Creating the Supporting Workplace: The management must establish an open, non-discriminatory workplace so that the individuals may feel safe and free and can communicate their stress or problems.

Workload Management: It is management’s responsibility to ensure that the workloads given to employees are reasonable and doable. Management may actually minimise stress levels by delegating equally and offering assistance.

Clear Communication: The expectations, deadlines, and changes at work should be properly conveyed by the management to avoid miscommunication that may easily be a huge stressor.

Providing Resources: Managers ensure that employees have resources to minimise stress, whether it be counselling services or stress management courses.

Encouraging Breaks and Time Off: Encourage the staff to take regular break periods as well as yearly leave, which gives them time to replenish and revitalise.

Actions to Help Manage Stress:

Regular Check-Ins: Meet with individual workers on a regular basis to review their workload, concerns, and feedback. This will allow for early diagnosis of stress.

Providing Training: Employees would be trained in stress management in order to provide them with the tools they need to cope with work-related stress.

Promote work-life balance: Encourage workers to work hard and balance their professional responsibilities with personal leisure and family time, which can help reduce burnout.

AC 2.2 Explain how and when to provide advice, mentoring or counselling to support individuals in the workplace 

When to Give Advice, Counselling, or Mentoring:

Signs of Overworking: If an employee misses deadlines frequently, looks burnt out, or publicly states he feels overwhelmed by his workload, it is time to interfere with assistance.

Behavioural Change: Withdrawal from coworkers or mood swings may be dealt with through therapy or help. Additionally, stress-related health issues can be handled through counselling or help.

Prevention of Escalation: Proactive coaching and advice can be given when an employee is starting to show early stages of stress, thus avoiding further worsening and a more serious result.

How to counsel, advise, or mentor

Active listening: While counselling, an employee is doubtless not to judge him/her out and with sympathy and understanding.

Providing pragmatic answers: Managers or mentors could be more pragmatic in providing practical answers, including supporting the workers with effective time management tactics, stress-relief practices, or even modifications in workload to reduce the tension.

Referral to Professional Counselling: If stress is something that surpasses the employee’s coping capacity or becomes so overpowering that it impacts the employee’s health or job performance, the management should refer the employee to a professional counsellor or EAP.