Tuesday, February 14, 2012
National Workplace: Effects of Negative Events
Sometimes, I wonder if what happens at work effects us even after we leave the workplace. I know that we can still be mad or scared about things, especially losing a good job or even a crappy job. But I also wondered about physical health...can events that happen at work have long term effects on our health?
So I conducted an online survey through ZOOMERANG.
Brief Method.
There were 563 people who participated in the survey (46% female; 54% male; 87% Caucasian). There were 30 items in the survey, but not all are salient to this discussion.
The survey was open for a two week period and 11 items assessed work environment,5 items assessed perception of workplace, 5 items assessed patterns of illness.
Negative work events: Discrediting personal character, Discrediting Professional Competence, Verbal abuse, Humiliation, Isolation
Patterns of Illness: PAIN Back pain, joint pain, shoulder pain, arthritis
Affect Agitiation, difficulty sleeping, depression, moodiness, worthlessness, panic
Job Stability: Have you resigned a position because of work environment?
Have you accepted a position because of work environment?
So what did I find out?
I found out that workers who had experienced negative work events had greater frequency in all patterns of illness.
People who experienced humiliation and isolation experienced the greatest frequency of illnesses.
I also found that when people percieve their work environment to be negative they showed more interest in getting a different job (well derrrh!!) However, these people also reported greater anxiety because they "knew the environement could be more positive."
People who see their position as negative are more willing to resign a position. However, people who report negative environments and DO NOT LEAVE THE POSITION had the highest percentages of illness categories.
When people were asked if they had accepted a position because of the environment most people said yes (74%). These respondents had higher frequency of negative events at a prior job (all negative event categories above 80%.
When asked if if they would resign a position because it was a negative environment the result was not so clear. 42% of respondents said they had left beause of a negative environment and 56% said they had not. These respondents experienced high levels of humiliation and isolation (86% and 80) but lower levels of discrediting and verbal abuse.
I can send the data to you if you would like.
What do you think? Can workenvironement lead to health problems or do health problems lead to workenvironment problems?
some more good workplace links--check these out
http://www.workplaceviolence911.com/
http://www.usda.gov/news/pubs/violence/wpv.htm
http://workplacepsychology.net/about/
link to a domestic violence and work blog
http://domesticviolenceworkplace.blogspot.com/
This link will help tell you more about domestic violece and the workplace
Workplace Relationships-Happy Valentine's Day
We all know the standard rule about workplace relationships--DON'T DO IT and yet at one time or another we all find ourselves, at least, contemplating the idea. So in the spirit of St.Valentine's day TMtalent management has posted THREE TIPS TO NAVIGATE WORKPLACE RELATIONSHIPS.
They report that 40% of workers have dated a co-worker at some point in their worklife. An astonishing 3 in 10 said they married that person (CareerBuilder.com 2011 survey).
Office Romance is here to stay so--what should we do accoding to this article?
Be sure everyone knows the "cultural norms and expectations" of the specific workenvironment. Be sure everyone knows how to handle wanted and unwanted approaches. If an organization does not have policy covering these types of work relationships potential bad news could be in store!!
So--1. Create a policy or know what the policy is--
Have something down on paper for everyone to follow. Outline how to file a claim, handle consequences, and reinforce company policy. Consider prohibiting relationships between a boss and someone in direct line of adminsitration--include the process by which a person could request a transfer.
Don't create policy that forbids all workplace dating. This would be unrealistic and reduce marriages by about 30%!! Such policies might encourage sneaking and lieing or loss of great talent-it is often the stronger partner who leaves because that person has an easier time finding a job.
2. Encourage Communication
Encourage people to be open about office romance with other colleagues--when this is not the case there is almost always an undercurrent of nervousness and tension that undermines the workplace. However, ensure that people know that the workplace IS NOT the proper place to air relationship highs and lows. You may have met your partner at work--but keep the details at home.
Don't gossip or disclose someone else's relationship.
3. Consider interoffice dynamics
People must behave professionally at work--no matter who they are dating. Be aware if relationships in the office start to go bad--have a plan in place that will not disrupt workplace functions. It may be up to the leaders in the workplace to speak directly to the couple and outline expected behavior before the relationship "goes south." Have a plan in place!!
Given this, however it is not necessary to separate people because they are dating. People can still work on the same project with great success, just be certain that others are not left out and that the relationship stays professional. In many cases this can be beneficial as partners may continue to talk about work related project in their own time!!
To contact the author of the article this information was gleened from: editor@talentmgt.com
SO WHAT DO YOU ALL THINK ABOUT THIS? I can see the sense of it all--but it makes me nervous...given that we are still at a high rate of divorce and the disruption a divorce can create I worry about this. An additional thought to consider is that the workplace is not immune from domestic violence--there are cases where spouses were confronted at work and other people were endangered. I will check the latest statictics and see what is going on these days relating these two topics.
HAPPY VALENTINE'S DAY
They report that 40% of workers have dated a co-worker at some point in their worklife. An astonishing 3 in 10 said they married that person (CareerBuilder.com 2011 survey).
Office Romance is here to stay so--what should we do accoding to this article?
Be sure everyone knows the "cultural norms and expectations" of the specific workenvironment. Be sure everyone knows how to handle wanted and unwanted approaches. If an organization does not have policy covering these types of work relationships potential bad news could be in store!!
So--1. Create a policy or know what the policy is--
Have something down on paper for everyone to follow. Outline how to file a claim, handle consequences, and reinforce company policy. Consider prohibiting relationships between a boss and someone in direct line of adminsitration--include the process by which a person could request a transfer.
Don't create policy that forbids all workplace dating. This would be unrealistic and reduce marriages by about 30%!! Such policies might encourage sneaking and lieing or loss of great talent-it is often the stronger partner who leaves because that person has an easier time finding a job.
2. Encourage Communication
Encourage people to be open about office romance with other colleagues--when this is not the case there is almost always an undercurrent of nervousness and tension that undermines the workplace. However, ensure that people know that the workplace IS NOT the proper place to air relationship highs and lows. You may have met your partner at work--but keep the details at home.
Don't gossip or disclose someone else's relationship.
3. Consider interoffice dynamics
People must behave professionally at work--no matter who they are dating. Be aware if relationships in the office start to go bad--have a plan in place that will not disrupt workplace functions. It may be up to the leaders in the workplace to speak directly to the couple and outline expected behavior before the relationship "goes south." Have a plan in place!!
Given this, however it is not necessary to separate people because they are dating. People can still work on the same project with great success, just be certain that others are not left out and that the relationship stays professional. In many cases this can be beneficial as partners may continue to talk about work related project in their own time!!
To contact the author of the article this information was gleened from: editor@talentmgt.com
SO WHAT DO YOU ALL THINK ABOUT THIS? I can see the sense of it all--but it makes me nervous...given that we are still at a high rate of divorce and the disruption a divorce can create I worry about this. An additional thought to consider is that the workplace is not immune from domestic violence--there are cases where spouses were confronted at work and other people were endangered. I will check the latest statictics and see what is going on these days relating these two topics.
HAPPY VALENTINE'S DAY
Thursday, January 7, 2010
Emotional Vampires at work ideas from Albert J. Bernstein
I have been reading, Emotional Vampires, by Albert J. Bernstein, PhD.
In this book the author uses the “sexy” and contemporary hook of emotional vampires to refer to individuals who have personality disorders of specific types. The diagnostic manual of the APA defines personality disorders as: an enduring pattern of inner experience and behavior that deviates markedly from the expectations of the individual’s culture. The pattern is manifested in two (or more) of the following areas: ways of perceiving and interpreting self, other people; range, intensity, and appropriateness of emotional response; interpersonal functioning; impulse control.
In this book he focuses on 5 of the 11 different personality disorders considered in the APA DSM manuals; antisocial, histrionic, narcissistic, obsessive-compulsive, and paranoid.
The thing that makes this book very interesting in consideration of the workplace is that these five types are really very attractive individuals in the workforce. These individuals are not necessarily severely disordered—but they are severely damaging to the workplace and other people who work with them. The author focuses not on the degree of the disorder but on the patterns and consistency of the behavior.
The Antisocial Vampire
The antisocial vampire is not what most of us would think. The antisocial vampire is NOT reclusive, withdrawn, or unfit for society. They are called antisocial because they know the rules of society, but they choose to ignore the rules to fulfill their own desires or needs. This is the place where the author begins to liken emotional vampires to the psychopathic personality. He recognizes the dilemma that society supports, nurtures, and protects psychopaths. These individuals tend to be a charming, confident, and know just how to bolster our sense of well-being.
The author gives the interesting suggestion that without these individuals our “normal” life would be boring. He even implies that many of our favorite cultural icons would not exist with out the charm and charisma of these individuals.
Other types posted soon
Bernstein, A. J. (2001). Emotional Vampires. McGraw Hill ISBN 978-0-07-138167-3
In this book the author uses the “sexy” and contemporary hook of emotional vampires to refer to individuals who have personality disorders of specific types. The diagnostic manual of the APA defines personality disorders as: an enduring pattern of inner experience and behavior that deviates markedly from the expectations of the individual’s culture. The pattern is manifested in two (or more) of the following areas: ways of perceiving and interpreting self, other people; range, intensity, and appropriateness of emotional response; interpersonal functioning; impulse control.
In this book he focuses on 5 of the 11 different personality disorders considered in the APA DSM manuals; antisocial, histrionic, narcissistic, obsessive-compulsive, and paranoid.
The thing that makes this book very interesting in consideration of the workplace is that these five types are really very attractive individuals in the workforce. These individuals are not necessarily severely disordered—but they are severely damaging to the workplace and other people who work with them. The author focuses not on the degree of the disorder but on the patterns and consistency of the behavior.
The Antisocial Vampire
The antisocial vampire is not what most of us would think. The antisocial vampire is NOT reclusive, withdrawn, or unfit for society. They are called antisocial because they know the rules of society, but they choose to ignore the rules to fulfill their own desires or needs. This is the place where the author begins to liken emotional vampires to the psychopathic personality. He recognizes the dilemma that society supports, nurtures, and protects psychopaths. These individuals tend to be a charming, confident, and know just how to bolster our sense of well-being.
The author gives the interesting suggestion that without these individuals our “normal” life would be boring. He even implies that many of our favorite cultural icons would not exist with out the charm and charisma of these individuals.
Other types posted soon
Bernstein, A. J. (2001). Emotional Vampires. McGraw Hill ISBN 978-0-07-138167-3
Thursday, December 17, 2009
The University System Does work!!!
I am happy to report that a small university in Southern Utah has made a difficult, but appropriate decision in a long standing set of complaints against a faclty member. This University's newest Dean was able to address worried faculty, students and parents regarding inappropriate conduct of a "rising star" professor, by not renewing a contract. My faith is stregthened that when good people are supported the right thing is likely to happen.
I must add that support and heavy amounts of help from outside the university were needed to accomplish this task. My deepest thanks to that family from the outside. In this way the "rising star" was not able to threaten any more student's well being or anyone else's job or work environment.
Thank you for being strong and concerned for the university and her students and faculty!
Happy Holidays
Keep your eye out for new posts on Workplace Psychopaths. Some data suggest that while only 1% of the US population would be rated as having some level of psychopathy--10% of the workforce would meet the criteria. Interesting information on the way
I must add that support and heavy amounts of help from outside the university were needed to accomplish this task. My deepest thanks to that family from the outside. In this way the "rising star" was not able to threaten any more student's well being or anyone else's job or work environment.
Thank you for being strong and concerned for the university and her students and faculty!
Happy Holidays
Keep your eye out for new posts on Workplace Psychopaths. Some data suggest that while only 1% of the US population would be rated as having some level of psychopathy--10% of the workforce would meet the criteria. Interesting information on the way
Tuesday, December 8, 2009
Military experiment and PTSD
http://www.dailyworld.com/apps/pbcs.dll/article?AID=2009911200308
This article outlines a project to pre-identify individuals who might be more likely to develop PTSD--prior to engagement. This is important information to gather--but I would also like to know more about how the information is used.
Many of the returned soliders I work with in the University setting, report PSTD and request help for the symptoms without the military knowing.
Soldiers report that admitting to PTSD is not supported by military personnel; report that if their fellow soldiers know someone has sought help for PTSD, they are less trusted.
What do you hear and know about PTSD in the military? I am really concerned about this. . . We don't have any information about differences for males and females; do you think there might be differences?
LET'S talk about this
This article outlines a project to pre-identify individuals who might be more likely to develop PTSD--prior to engagement. This is important information to gather--but I would also like to know more about how the information is used.
Many of the returned soliders I work with in the University setting, report PSTD and request help for the symptoms without the military knowing.
Soldiers report that admitting to PTSD is not supported by military personnel; report that if their fellow soldiers know someone has sought help for PTSD, they are less trusted.
What do you hear and know about PTSD in the military? I am really concerned about this. . . We don't have any information about differences for males and females; do you think there might be differences?
LET'S talk about this
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