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Articles
Related to psychosocial problems at work
in global context
Page Index
Globalisation
HOW GLOBALISM BECAME PUBLIC ENEMY NUMBER ONE FOR BOTH LEFT
AND RIGHT
By Franz Schurrman
First
in Seattle and now in Washington DC, left and right have come together to trash
globalism. Strange bedfellows or just bedfellows? An answer can be found by
looking at the word "globalism".
Widely used -ism words give a sense of how public opinion interprets the flows
of contemporary history. The wide usage of the word globalism suggests public
opinion believes there is a driving force that is replacing the US with one
world.
Both left and right now see globalism as their main enemy. Noam Chomsky freely
uses the word as does Pat Buchanan. That means they believe there are powerful
forces driving the globalisation. Both agree it is the multinational
corporations and agencies like the IMF that promote multinationalisation.
Not so long ago left and right used very different -ism words to describe their
ideological enemies. For the left the main enemy was capitalism and for the
right it was socialism. The two were irreconcilable opposites.
The root word of capitalism, "capital," meant money to acquire means
of production in order to reap a profit. The suffix -ism made it an ideology
that operated through free markets.
The left called for an eventual abolition of capitalism and its
replacement by socialism. Under socialism strong government representing the
working class would bring equality and equity into the country's economic life.
The right regarded socialism as an ideology that stunted economic growth. Look
at the Soviet Union, they said. It has a strong socialist government but can't
feed its own people. Bring freedom and free markets to Russia and soon enough
prosperity would arise.
The main ideological code word for the left was class; for the right it was
economic freedom. But now with globalism their common foe both code words have
been left behind.
Left and right agree the multinational corporations that dominate the New World
Order undermine the power both of the working class and of God-fearing patriotic
citizens.
Over the last two decades both left and right have been moving in new
ideological and political directions that have narrowed the gap between them.
By advocating diversity and multiculturalism, the left has taken over a key
concept of the right: identity. Identity implies identity groups. And identity
groups are those marked by racial, ethnic and religious differences.
The right has always believed in differences. It rejected the left's contention
that regardless of identity differences, in the end we are all human beings. The
only differences that remain, the left contended, are those of class.
Yet now various right-wing groups have been moving in directions once advocated
by the left.
The religious right, which historically was racist and exclusionary, has lately
been proselytising among people of every race, culture and language.
For example, people of colour from all over the world have been flocking
to the Mormon Church which not so long ago had racial restrictions.
And for years now, Pat Buchanan has been courting the working class. In
Washington the Teamsters are among his most ardent boosters.
At the same time the left has been moving towards nationalism. Leftists
call for a strong government to not only protect the rights of workers but also
protect the environment, advance human rights, and broaden entitlements.
Many leftist intellectuals have hoped that one world would break up into three -
Europe, East Asia and America. So much for the great slogan of the Communist
Manifesto: "Workers of the world unite, you have nothing to lose but your
chains."
Besides agreeing on globalism, both left and right agree on two other -ism words
now popularised in America: racism and terrorism.
Racism began as a left concept. In the 1960s the worst racists were Southern
segregationists. The left played a leadership role in the Civil Rights movement.
But now just about the entire right - except for fringe neo-Nazi groups -
accepts the concept of racial equality.
Even Bob Jones University had to modify its stubborn racism. So as the left
concentrates its oppositional stance on globalist, environmentalist and human
rights issues, the right finishes cleaning out the last vestiges of racism in
its ranks.
Terrorism, practically speaking, refers mainly to neo-Nazi and Islamic
fundamentalist violence. There is little if any sympathy for either on the right
and nothing but loathing for both on the left.
So globalism remains the one driving issue for both left and right. Buchanan
keeps moving towards endangered American workers and the left moves away from
its third world affiliations.
It is not inconceivable that left and right will, in the coming years, fuse into
a single national front in opposition to the globalist establishment that runs
the country.
from
MISAnet/Pacific News Service
ILO Governing Body Welcomes Report of World
Commission
on the Social Dimension of Globalization
Thursday
25 March 2004
For immediate release
ILO/04/11
GENEVA (ILO News) - Employer, worker and
government representatives at the Governing Body of the International Labour
Organization (ILO) today welcomed the report of the World Commission on the
Social Dimension of Globalization as a "balanced" and "coherent"
analysis of the social impact of globalization.
Ministers of labour, representatives of worker and
employer organizations and international agencies expressed widespread
appreciation for the Commission's work, variously describing the report as
-ground breaking" and -a landmark" in the debate on globalization.
"The developing countries have long-advocated a realistic rather than
an idealistic approach to globalization and we view this report as a step in
that direction," said the delegate from Pakistan.
A
Fair Globalization: Creating Opportunities for All
was issued in February by the World Commission and reflected two years of
wide-ranging debate over the social aspects of globalization. The report called
for an -urgent rethink" of current policies and institutions of the
governance of globalization. The World Commission */
was co-chaired by President Tarja Halonen of Finland and President Benjamin
William Mkapa of Tanzania.
President Mkapa presented the report to the ILO's Working Party on the
Social Dimension of Globalization, the first time an African Head of State has
addressed the ILO's Governing Body. In his comments, he said, "the potential
of globalization for good or bad is immense. It is a force with many positive
aspects that can be harnessed for humanity's collective well being, but some
of its elements have to be tamed for the sake of our common civility and
existence...
ILO Director-General Juan Somavia emphasized that
the World Commission reflected the
wide diversity of opinion on globalization but their report had identified a
common approach and agreement on realistic proposals for action. "We
deliberately brought together a non-like-minded group of eminent people and
their report shows that dialogue can be a creative force for urgently needed
change" Mr. Somavia said.
During the two-day discussion, delegates and
participants from international organizations highlighted many aspects of the
report as providing important contributions to thinking and policy development
in the ILO and elsewhere, as well as specific proposals to ensure the benefits
of globalization are to be more fairly distributed. The report's
recommendation that decent work be a global goal was endorsed by all speakers.
The Employer's spokesperson highlighted that the
report recognizes that the benefits of globalization depend on respect for
universally shared values and principles in the context of market economies and
democracy. Similarly, the Workers spokesperson noted that during the debate
practically all speakers had endorsed the Commission's strong emphasis on the
importance of Fundamental Principles and Rights at Work to the building of a
fair globalization.
Canadian Minister of Labour Ms. Claudette Bradshaw
said, -We accept the simple economic principle that those who produce the
products and services in the economy should also be able to consume them".
Several delegates quoted a sentence in the report, which came from a
consultation in the Philippines, that, -There is no point to a globalization
that reduces the price of a child's shoes, but costs the father his job".
The Korean delegate said: -As a country directly
hit and suffering from the financial crisis in the late 1990s, Korea concurs
with the Commission on its observations on the need for social protection,
creation of decent work and open social dialogue, among others".
Delegates also expressed widespread support for the
report's emphasis on better, more democratic and more accountable governance
at both national and global levels. Several delegates argued that action at
national and international levels had to proceed in tandem. The focus on meeting
people's needs and aspirations at the local level was also highlighted.
Gerd Andres, the German Minister of Labour,
supported -the calls of the World Commission for decent work for all. Workers
with decent work can leave poverty behind them, feed their family, provide
education and training for their children, improve their position in society and
become fully aware of their cultural and social rights and exercise their rights
to political participation. The further we move down this path, the less fear
there will be of the economic repercussions of globalization.
As the French delegate said, -Globalisation cannot
be cut up into slices". Therefore,
the reports' call for greater policy coherence in the multilateral system was
widely welcomed. Among its suggestions was a -Policy Coherence Initiative"
among international organizations to deal with the key issues of growth,
investment and employment. In this context, the representative of the World Bank
said the report -will serve us all well in the international community".
The South African delegate commended the Commission
for re-iterating the importance of multilateralism and said -multilateralism
and the role of the United Nations, of which the ILO is an essential part, are
more important for those of us who come from countries where the majority of our
people face the daily challenges of poverty and deprivation". The US delegate
referred to a special role for the ILO in the process of dialogue on the social
dimension of globalization -to put a human face on what is often regarded as
the impersonal process of globalization".
The representative of the European Commission
welcomed the report's emphasis on reform of global governance. She said
-given the current imbalance in the international system, which focuses more
on economic than on social issues and in which trade and economic organizations
have more power, there is a need to strengthen the social dimension and to
improve coordination between organizations and all stakeholders.
Several other issues raised in the report received
favourable comments, including the emphasis on social dialogue and the building
of consensus which had been the hallmark of the Commission's own work. The
Brazilan minister of Labour, Ricardo Berzoini commented, that his government
-confers considerable value on the exercise undertaken by the ILO. There is no
stronger tool for promoting changes than dialogue.
Many delegates supported the call for fair rules for
trade and finance, as well as reform of the global financial architecture. Many
speakers highlighted the serious negative impact of industrial countries'
agricultural subsidies on developing countries and the need for greater market
access.
The need to increase development assistance also received widespread
support. Many speakers underscored the significance of debt relief and increased
ODA to overcome inequality both within and between countries and to eradicate
poverty.
The need to address the impact of increasing
migration for work on the migrants themselves and origin and host countries
through multilateral dialogue and other initiatives was highlighted. Many
delegates looked forward to the upcoming discussions in the International Labour
Conference on migration.
Delegates said they looked forward to proposals Mr.
Somavia is to present to the International Labour Conference in June on ILO
follow-up action and to the further consultations with the ILO's tripartite
constituents.
________
*/
A Fair Globalization: Creating
Opportunities for All, World Commission on the Social Dimension of
Globalization, International Labour Office, Geneva 2004, ISBN 92-2-115426-2. See
www.ilo.org/wcsdg.
Communication
Martin Buber on Communication
by
Stefan Sonderling
Introduction
The existentialist approach and
Buber's theory offer a view of communication that is derived from their basic
assumptions about communication, its human participants and the way
communication should be studied. In other words, the existentialist approach to
communication contains a set of beliefs or assumptions that are made about the
phenomenon of communication (ontological assumptions), the human participants
(anthropological assumptions) and the way the phenomenon should be studied
(epistemological assumptions).
For
example, an anthropological assumption within the existentialist approach
maintains that the human being does not have a fixed or predetermined nature
that is ever-becoming. This means that the person has a choice in determining
and actively constructing his or her own mode of existence. Such a mode of
existence is actualised in and through communication with other people. From
this follows an ontological assumption that communication is a dynamic human
activity through which the quality of human existence is constituted and
expressed.
Communication
may take different forms, each of which reveals a particular degree of
self-actualisation and awareness of other people. Self-awareness is a
prerequisite for genuine communication and is an indication of an authentic mode
of existence, while an unauthentic mode of existence is characterised by a lack
of respect for the other person. Each person is free to choose one or other mode
of existence.
Buber's theory of
communication as dialogue
The
starting point for a discussion of Buber's view of the life of dialogue is found
in his assumptions about people and the creative power of communication to
construct the human world.
Buber's
view is that people are able to enter into relationships and to distinguish
themselves from objects and other people and to explain their relationships with
the world. People are not just there as objects among other objects. People
exist by distancing themselves from other people and things
and, as a result, they can enter into relationships with the
world. Entering into relationships is dependent on the person's attitudes
towards the world and these are characterised by a twofold principle of
polar opposites. Inherent in people is the ability to simultaneously
display two modes of existence that are expressed by communication
relationships: I-you and I-it.
The
I-you relationships is expressive of authentic human existence
and implies that the person, as an "I". reaches out to a
"you" with his or her whole being. Unauthentic
existence is expressed by the I-it relationship whereby the person uses and
experiences other people as if they were objects. However, while these two basic
relationships are indicative of different modes of existence, they are both,
nevertheless, important and form an integral part of human existence.
Entering
into relationships and expressing an attitude towards the world also means that
people enter into communication by which and through which they constitute
themselves. In fact, communication is the primary fact of human existence.
The
I-you relationship is a primary attitude that one person can
adopt towards another with whom he or she communicates. By the act of
identifying oneself as an "I", one simultaneously addresses the other
person as "you". By speaking the basic word-pair a
person does not merely state something that exists outside these words, but by
the act of speaking them, the person establishes a mode of existence.
The
I-you relationship is characterised by the fact that the "I" and the
"you" are present to each other and that involvement
with each other is reciprocal and open. For example, when a person adopts the
I-you attitude, people, things and works of art can speak to him and her and
become more than mere objects. On the other hand, in the I-it attitude, human
beings, living things and works of art are regarded merely as objects to be used
and manipulated.
The
I-it relationship is characterised by experience, manipulation
and use of another person as if he or she was an object. Such a relationship is
one-sided and has no reciprocal participation.
An
important difference between the I-you and the I-it relationships lies in the
manner in which the "I" approaches the relationship. In the I-you
relationship the "I" reaches out to a "you" from lived
experience, from the inner authentic self, and the human being opens himself and
herself to the other person. When the "I" reveals himself and herself
in the I-it relationship, it is not an expression of the authentic self. In this
attitude the person does not reveal his or her authentic self.
The
existence of the two primary word-pairs, I-you and I-it and the fact that
"I" does not exist by itself but is always related to its
corresponding "you" or "it", shows that all human life is to
be found between the human being and the world. Life is
essentially a complex of personal relationships. The I-it relationship
designates a mode of existence that is based on one-sided use and experience.
However, this experience is not a true relationship and the person who
experiences and uses others does not participate in the world. The I-you
word-pair establishes a true relationship between two human beings. The
relationship is in neither the one person nor the other but
exists between them. The "between" is the interhuman
sphere, a space that allows a person to become what he or she really
is. In this space of dialogue between people, two ways of becoming a self are
evident: being and seeming. Being is a true
mode of existence for people while seeming is a false and unauthentic mode of
existence. Bubrt likens the encounter between the "I" and
"you" to a narrow ridge. Based on a true I-you
relationship as a mode of being, a we-relationship can be
established between a group of people who form a true community.
Buber
also describes another, ultimate, relationship: the I-eternal-you.
This is a perfect communication relationship into which a person can enter.
However, the way to a perfect relationship with the I-eternal-you (God or a
supreme being) depends on the person's ability to enter into authentic
relationships with other people. In fact, in every authentic I-you relationship,
a person can glimpse a view of the I-eternal-you. In every meeting between
"I" and "you" we become aware of the ultimate reality and
meaning in life.
A
characteristic of all human relationships is the fact that they are never
permanent but must be actively established and renewed. This is particularly so
in the I-you relationship which demands constant effort. The I-it relationship
is, of course, easier to maintain because the world of things exists in space
and time and seems solid, while the I-you relationship is an event and
is characterised by temporality.
While
the I-you and I-it relationships sem to be radically opposed to each other, they
are nevertheless interlinked. It is a characteristic of human existence that
both are equally important and necessary for human life. As Buber (Perspectives
1992: 102) points out: "Without it a human being cannot live. But whoever
lives only with that is not human".
Critical
evaluation of Buber's contributions to an understanding of communication
Buber's
ideas about dialogue and authentic human existence make an important
contribution to our understanding of communication. Buber shows that dialogue is
the central aspect of human life because it both constitutes and expresses the
human mode of existence. However, by his emphasis on the individual participants
in communication, Buber does not consider the role of the medium in influencing
interpersonal relationships or the social positions of participants.
This
is an excerpt of a UNISA newsletter for communication students, compiled by
Stefan Sonderling of the Communication department.
Quick
References to Good Articles
CARDIOVASCULAR
EFFECTS OF STRESS ON THE JOB MANIFEST AS LOW VAGAL TONE
The detrimental effects of stress at work appear to be at least partly mediated
by increased heart rate reactivity, increased systolic blood pressure level, and
lower vagal tone. Read the full article by going to the follwing website:
http://psychiatry.medscape.com/21199.rhtml
You
can read the Sunday Times article (South Africa) on bullying by going to:
http://www.sundaytimes.co.za/2000/05/07/business/news/news05.htm
World
labour warns against the woes of globalisation
The
effects of depression in the Workplace
Studies
find narcissists most aggressive when critised
Workplace
bullies flex their muscles
http://www.freep.com/business/qbully3.htm
Workplace
violence greatest security threat to corporate America, Pinkerton Survey finds
http://member.aol.com/endwpv/pinkerton-survey.html
Danger:
Toxic Company
http://www.fastcompany.com/online/19/toxic.html
Bullying
and bad genes
http://www.cfah.org/website2/newsrelease/990309A.htm
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of page
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50.
New
Anti-Bullying Hotline, New Web Address from Safe Schools. - 1 page
Business Editors
51.
And
issues at work.(work related stress statistics)(Brief Article) -
1 page
Workplace stress and depression are growing at an "alarming" rate,
said a UN study last year, the result of trying to cope with a technology-driven
economy,...
52.
Developmental
workers face health risks and high levels of stress and violence.
- 2 pages
HAMILTO -- "Take the well being of workers and clients more
seriously," a study of workplace conditions in social services urges the
Ontario government....
53.
Beware
of Women at Work. - 1 page
NAPERVILLE, Ill., Aug. 27 /PRNewswire/ --
54.
Desk
Rage is on the Rise, Says I.I.I. - 2 pages
New Policies Offered to Cover Workplace Violence
55.
How
to handle a top performer who steps on others' toes.(auto dealership personnel
management) - 4 pages
Prima donnas -- highly productive employees who consistently engage in self-centered,
sometimes bullying behavior. As a dealer or manager, there are...
56.
UNION
BOSS TO SET OUT WORKERS MANIFESTO FOR LABOUR'S SECOND TERM. - 3 pages
Attn: Industrial, Business and Political Editors
57.
MSF
THROWS DOWN CHALLENGE ON STRESS TO EMPLOYERS AND THE HEALTH & SAFETY.
- 1 page
PR Newswire, London, May 16. This press release is transmitted on behalf of MSF.
58.
When
You Know It's Time to Go.(employee resignations ) - 2 pages
Byline: CONNIE LAMOTTA VICTORIA JAMES
59.
Academic
freedom, 2000 and after. - 12 pages hat is the present
condition of academic freedom? I say it's pretty vigorous, and will later
explain why. Critics of "political correctness," whose...
60.
The
validation of the women workplace culture questionnaire: gender-related stress
and health for Swedish working women. - 11 pages
In this study, a preliminary Women Workplace Culture Questionnaire (WWC) was
validated on new data sets (n = 446, including nine subgroups; response...
61.
Stress
test 2004; in addition to the standbys like divorce and a weak economy, phone
rage and desk rage�terms virtually unknown until recent years�are...
- 2 pages
Stress is a fact of life and always has been. The caveman in an earlier age more
than likely stressed over finding food for his next meal or over the�
62.
Easing
the stress: will employers heed the doctors' advice and stop pushing employees
so hard? - 5 pages
Is stress the Catch-22 of workplace safety and health? At the same time
researchers are revealing more about how stress can contribute to rising
healthcare...
63.
Is
America suffering from "desk rage"? (EHS News).(workplace stress a
problem of almost one in 10 workers)(Brief Article)(Statistical Data Included)
- 1 page
Mounting layoffs and a slowing economy are reinforcing a growing phenomenon of
"desk rage" in America, with increased numbers of employees having
arguments...
64.
Cut
the stress: with HR-provided training, employees can learn how to avoid what
makes them tense. (Training & Development Agenda). - 4 pages
Stress is everyone's problem. It can be triggered by war talk, terror ism fears,
family problems, personal debt, or any of the common tensions on the...
65.
More
on Workplace Stress. - 2 pages
Time magazine referred to stress as 'America's #1 Health Problem," and
there is little doubt that things have gone steadily downhill. Numerous
surveys...
66.
Breaking
Point.(job stress and problem employees) - 5 pages
Companies should develop plans to manage worker stress and anger to keep
productivity and morale up, violence down.
67.
Dealing
with stress in the British Fire Service: management of any organisation
automatically encompasses a duty of care towards its employees under health...
- 7 pages
The most important part of any Emergency First Responder's (EFR) job, and an
area that is poorly monitored, particularly within the Fire Service, is..
68.
Bosses
should tackle stress at work.(Brief Article) - 1 page
stress Survey finds 67% take workplace stress home
69.
Gender,
Work Stress, and Health - Book Review - 1 page
Gender, Work Stress, and Health. Debra L. Nelson and Ronald J. Burke,
Washington, DC, APA; 2002. 260 pp. ISBN 01-55798-923-0.
70.
On
the Warpath.(Integra Realty Resources report on workplace stress)(Brief Article)
- 1 page
First there was "road rage." Now there's "desk rage."
71.
A
not-so-hidden workplace cost: employers bear the costs of depression, stress,
and other mental illnesses in the form of lost productivity, absenteeism,...
- 3 pages
Concerned about rising health insurance costs? About disability and workplace
injuries? What about depression among your employee population? You should...
72.
workplace;
Pressure costs 1.5 million days off.(Brief Article) - 1 page
Ross Bentley
73.
Review
confirms workplace counselling reduces stress.(News)(Brief Article)
- 1 page
Counselling can achieve a reduction in work related stress in more than 50% of
people, according to a systematic review published last week.
74.
Stress-Free
Zone.(workplace environment affects stress and thereby health)(Brief Article)
- 1 page
People now work longer hours and more days a year than ever before, leading to
an unparalled rise in employee stress. So it's up to companies to take...
75.
Issues
of anger in the workplace: do gender and gender role matter? (Articles).
- 17 pages
To examine the influence of gender and gender role on anger experiences in the
workplace, 257 adult students completed narratives describing their
anger-provoking...
76.
Identify
And Manage Work-Related Stress.(Industry Trend or Event) - 3 pages
A survey conducted by the International Labor Organization shows that stress and
its accompanying depression in the workplace comes second among problems...
77.
If
you can't stand the heat ... managing stress within the Fire Service. (Stress).
- 3 pages
Discussion of ways in which the management of occupational and traumatic stress
within the Fire Service might be usefully advanced through training and...
78.
Women
in a male-dominated industry: factor analysis of a Women Workplace Culture
Questionnaire based on a grounded theory model. - 12 pages
A Women Workplace Culture Questionnaire (WWQ) was developed based on results
from a grounded theory study. Respondents were asked: (1) to compare women's...
79.
Predictors
of coping with work stress: the influences of sex, gender role, social
desirability, and locus of control. - 13 pages
This investigation examined the influence of 4 personal attributes--sex, gender
role, social desirability, and locus of control--as predictors of coping...
80.
Strategies
for Workplace Stress. - 6 pages
In survey after survey, employees say they are stressed by work. For example, a
study by Northwestern National Life Co. found that 40 percent of workers...
81.
Gender
Roles and Coping with Work Stress. - 15 pages
Irene Gianakos [1]
82.
New
formula calculates stress cost.(Stress ...)(effects of job stress on employee
health)(Brief Article) - 1 page
Anxiety and stress-related ailments were up in the last year, say employees, as
are emotional ailments like insomnia and depression.
83.
The
4 biggest job stressors. - 5 pages
Workplace stress can drain you emotionally and physically. Here are strategies
to help you cope with:
84.
Mori
survey reveals levels of Internet related stress in the workplace.(Brief
Article) - 1 page
Mori survey reveals levels of Internet related stress in the workplace.
85.
Cary
L. Cooper, Philip J. Dewe, and Michael P. O'Driscoll: Organizational Stress. A
Review and Critique of Theory, Research, and Applications.(Book Review)...
- 3 pages
2001, London: Sage Publications. 288 pages
86.
Mental
Health and Productivity in the Workplace. (Books in Brief).(Book Review) (book
review) - 2 pages
Edited by Jeffrey P. Kahn and Alan M. Langlieb Jossey-Bass, 2003,618 pages
87.
10
ways to stop toxic stress: chronic tension takes a huge toll. Here's how to get
your sanity back.(Mind-Body Strategies) - 4 pages
In a 24/7 world, we're flirting with total burnout. But as long as we treat
ourselves well in our downtime, whether by getting a manicure or a massage,...
88.
Gauging
the human factor: emotional stress, depression weigh heavily on IT staff and
corporate restructuring efforts. (IT Training & Careers). - 3 pages
Gauging the human factor: emotional stress, depression weigh heavily on IT staff
and corporate restructuring efforts. (IT Training & Careers).
89.
A
Synthesis of Research on the Causes, Effects, and Reduction Strategies of
Teacher Stress. - 10 pages
Occupational stress has been a topic of significant research for the last two
decades, reflecting the detrimental effects of employees. In particular,...
90.
Attacking
violence: former hostage negotiator warns workplace violence won't go away until
managers take an aggressive approach. (Liability). - 6 pages
Violence in the workplace will likely never go away, but it can be controlled,
says Larry Chavez, workplace safety trainer and founder of Critical Incident...
91.
Emotional
management and stress: managing ambiguities. - 18 pages
The
implications of Posttraumatic Stress Disorder on vocational behavior and
rehabilitation planning. (Implications of Posttraumatic Stress
Disorder).(Abstract)(Statistical... - 8 pages
Posttraumatic Stress Disorder (PTSD) is a condition that can occur at any age
with people who have no predisposing conditions. PTSD is distinguishable...
92.
Bulletproof
practices: as frequent targets of workplace violence, two ways to stop a bullet.
The safest is through preventive. (Cover Story). - 8 pages
It's been seven years since the fateful day when Janet Robinson, a housing
specialist with the Richmond, Calif., Housing Authority, had lunch with
receptionist...
93.
Growth
in stress claims no sweat yet, data show; data reveal that mental injury claims
remain an insignificant proportion of all workers' comp claims....
- 6 pages
Earlier this year, the Wyoming Supreme Court awarded workers' compensation
benefits to an employee for medical expenses and disability caused by his...
94.
SHRM
poll: stress, crisis training, job screening up post-9/11.(News Digests)(Brief
Article) - 1 page
SHRM poll: stress, crisis training, job screening up post-9/11.(News Digests
95.
De-stress
with exercise - Brief Article - 1 page
Ross Bentley
96.
Preventing
workplace violence starts with recognizing warning signs and taking
action.(Brief Article) - 2 pages
Workplace violence is a continuing problem in the United States. In just one
week last fall, we were shocked twice as gunmen -- one in Hawaii and one...
97.
Women
Face Greater Workplace Risks. - 1 page
Working women face high risks from job-related stress, musculoskeletal injuries,
violence, and other hazards of the modern workplace, according to a...
98.
Organizational
factors contributing to worker frustration: the precursor to burnout
- 3 pages
This study examined the organizational factors that contribute to workers'
frustration with thei
99.
How
to Deal With Stress At Work. - 3 pages
Business's rapidly increasing pace challenges even the best workers. Try these
six simple tips to cope with your increased stress load.
100.
Negative
influences of police stress. - 7 pages
Ian Campbell believed that what most policemen shared was an abhorrence of the
predictable, a distaste for the foreseeable experiences of working life....
101.
You
don't have to put up with the pressure.(on the job) - 2 pages
stress Are you one of the five million UK workers trying too hard for your own
good?
102.
STRESSED
OUT.(increasing stress levels among employees) - 5 pages
Pressures at work and at home are taking their toll on employees--and the bottom
line.
103.
Employee
wellness. (What's New: Products & Services).(Workplace Options Inc.'s
Advantage Web)(Brief Article) - 1 page
A new web-based tool is available to employers looking to provide online mental
health and substance abuse assessments. This new emotional well-being...
104.
Is
your job making you sick? How to cope when work is working you. (report).(coping
with job stress) - 3 pages
Shortly after Evelyn Cooper *, 38, was tapped as an account representative for a
Nashville paper distributor, her division was purchased by another firm....
105.
Time
management is #1 stressor.(Stress ...)(Brief Article) - 1 page
Nearly half of employees (47%) polled by LifeCare[R] said "time
management" was the number one source of stress in their lives.
106.
Chronic
effects of workplace noise on blood pressure and heart rate. - 12 pages
Environmental noise levels in the United States are increasing, yet there are
few studies in which the nonauditory effects of workplace noise are assessed...
107.
Avoiding
HR burnout: dealing with the human side of business can take its toll on you.
Here are some tips for making sure you don't burn out before you...
- 7 pages
HR has never been a job for stress wimps. Lately, however, the stress factor
seems to be multiplied.
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