occupational stress presented by: sotoudeh manesh md occupational medicine specialist
TRANSCRIPT
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Occupational stressPresented by:
Sotoudeh manesh MD
Occupational medicine specialist
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Introduction
• Important occupational health problem
• Economic loss
• Produce psychological &physiologic disability
• Affect personal well-being
• Loss of productivity
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Introduction
• Stress has multiple causes
• Poor predict
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Definition
• Syndrome that involves a non specific response of the organism to a stimulus from the environment
• Imbalance between occupational demands and the individual's ability to perform when the consequences of failure are important
• The harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities ,resource, or needs of the work
•
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استرس شغلی چیست؟
اس�ترس ش�غلی ، استرس�ی اس�ت ک�ه علت اص�لی ایج�اد •آن ریشه در شرایط کاری و محیط کار شخص دارد
جس�می، • ناخواس�ته آورو زی�ان پاس�خ ش�غلی، اس�ترس رخ زم�انی و اس�ت انس�ان در رفت�اری و روانی روحی ب�ا ش�خص ش�غلی انتظ�ارات و نیازمن�دیها ک�ه میده�د
توانایی ها و مهارتهای وی تناسبی نداشته باشند
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Major factors
• Occupational
• Social
• Familial
• Individual
• ….
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Occupational Stress model
• Person - Environment fit model
Discrepancy between:
a) job demands and abilities
b) motives and supplies
• Job demand – Control model
Imbalance between:
demands and control(decision-making latitude)
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Mclean
ایجاد استرس نه فقط به عامل استرس زا که به خود فرد و همین طور شرایط
محیطی نیز ربط دارد
فرد حساس
عامل
استرس زا
ویژگی هایمحیط کار
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Demand control model
Job demands
Low High
LOW Control
HIGH
Low strain
Passive
Active
High strain
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علل ایجاد استرس
• مشکالت خانوادگی
• کمبودهای اقتصادی
• مشکالت محیط کار
• مشکالت اجتماعی
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انواع استرس
• استرس مثبت
• استرس منفی• Astress
• distress
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Optimal P er for mance
Positive
Negative
Low High
Astress Distress
Eustress
PeakPeakPerformancePerformance
BoredomBoredom BurnoutBurnout
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Common workplace stressor
• Organizational
• Career development
• Role
• Task
• Work environment
• Shift work
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Common workplace stressor
• Organizational • change
• inadequate communication
• interpersonal conflict
• conflict with organizational goals
عدم وج�ود اس�تراتژی واه�داف واض�ح •و �م�ش�خص� س�ا�زمان�ی و ت�غی�یرات �مک�رر
در �مدیریت �ومحصول
فقدان حمایت مدیریتی از کارکنان•
عدم مش�اوره م�دیریت ب�ا ش�اغلین در •مورد مشکالت
ارتباط ضعیف مدیریت با شاغلین •
اختالف بین اهداف فرد و سازمان•
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Common workplace stressor
• career development• lack of promotional
opportunity
• new responsibility beyond level of training
• unemployment
• - - اخراج کارگر تعلیق شغل تغییر
با • نامتناسب فرد به کار ارجاعtآموزُش
به • ارتقاء یا ارتقاء سیستم فقداننامشخص شغل
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Common workplace stressor
• Role• role conflict
• role ambiguity
• inadequate resources to accomplish job
• inadequate authority to accomplish job
نامش�خص • و مبهم نقش در سازمان
در • متع���ارض اه���داف مدیریت
زی�اد • بس�یار مس�وولیت و من�ابع حالیک�ه در ف�رد
اختیارات محدود است
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مدیر کارخانه
سر کارگر
کارگران
تعارض نقش مثالی ازکه در آن
از فرد انتظار انجام وظائف متضادیمی رود
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Common workplace stressor
• task• quantitative and qualitative overload
• quantitative and qualitative underload
• Responsibility for the lives and well being of others
• low decision-making latitude
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Common workplace stressor
• work environment• physical exposures
• aesthetics
• ergonomic problems
• Noise
• Odors
• safety hazards
• shift work
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Individual & social factors
• Personality structure(OCPD,antisocial,passive-aggressive,preexisting psychiactic)
• Family life
• Stage in life
• Social support
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Stress &disease
• While there is good epidemiologic evidence associating occupational stress with a number of disease state, the pathophysiologic mechanisms often remain obscure, and in the most situations ,a true causal relationship has not been demonstrated• Neurologic mediators
• Immunologic mediators
• Endocrine mediators
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Stress &disease
• Mental illness
• Cardiovascular disease
• GI disease
• other
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Mental illnessstress may act as a nonspecific promotor of disease
• Mild subjective• Anxiety ,tension ,anger ,depression , decreased
concentration ,irritability
• Mild behavioral• Decreased participation in family, marital discord ,reduced social
activity, risk taking
• Clinical psychiatric disorders• Adjustment ,affective ,anxiety ,somatoform ,exacerbation of existing
psychiatric, substance abuse
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Cardiovascular disease
• Coronary artery disease
• MI
• HTN-diastolic: 3fold in workers with job strain
• Increased cholesterol
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GI disease
• Peptic ulcer• Du ulcer
• Co-factor with H pylori
• Eating disorders
• Ulcerative colitis
• Functional bowel disease
• constipation
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Other disease
• DM
• Headache
• Asthma
• Injury & accidents
• Sickness
• Absence
• Lost productivity
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Stress & workers compensation
• Physical-mental
• Mental-mental• Sudden emotionally disturbing event
• Stress resulting from a continuing situation which is unusual in its demand
• Stress arising out of the condition of everyday work
• Mental-physical
California has legislated that mental stress must more than 50%occupational in origin to qualify for compensation
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سازمان در استرس عالیم
خفیف • روحی اختالالت
مکرر • غیبت
مواد • مصرف سوء
روانی • و روحی شدید اختالالت
وری • بهره کاهش
حوادث • افزایش
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Prevention & management
• Individual level approaches
• Organizational level approaches
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راهکارهای فردی
یادگیری مهارتها••Active coping•Relaxation methods•Communication
skills•Time management•Problem solving
ب�ا هدف• مقابل�ه اف�رادجهت مهارته�ای تغی�یر :استرس
ایجاد و تقویت تفکر مثبت•
وعالئم • عل�ل از آگ�اهی جهت اف�راد آم�وزُش و ی��ابی ب��ه ��من�ظور�ریش��ه ا�س��ترس� او�لی��ه
تغییردرو�ضعی�ت و موقعیت خودشان
کس�ب توان�ایی جهت ریش�ه ی�ابی عل�ل اس�ترس •وا�یج�اد� ی�ک �برنا�م�ه ف�ع�ال� جهت� ک�اهش عوام�ل
اس�ترس زا
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راهکارهای مدیریتی و سازمانی
آموزُش مدیران و ناظرین در مورد استرس شغلی و اهمیت آن•افزایش مشارکت شاغلین در تصمیم گیریها •اف�زایش ارتباط�ات بین ش�اغلین و م�دیران و ن�اظران در رابط�ه ب�ا ط�رح مش�کالت و پیشنهادات•مشخص کردن دقیق استراتژی و اهداف سازمان در بخشهای مختلف•ایج�اد فض�ا و فرص�ت جهت ارتق�اء اف�راد شایس�ته و ایج�اد فض�ای رق�ابت س�الم جهت پیشرفت•مسوولیت دادن به افراد متناسب با میزان تواناییها، شایستگی ها و تحصیالت•مشخص کردن نقش و وظایف افراد بطور دقیق•ایجاد سیستمی که افراد احساس امنیت شغلی کنند•افزایش سطح حمایت اجتماعی و سازمانی مناسب•دادن آموزشهای الزم به شاغلین در مورد وظایف محوله•
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راهکارهای مدیریتی و سازمانی
رفع مشکالت اقتصادی و حقوق و مزایای کافی•
افزایش ایمنی محیط کار•
کنترل عوامل آزاردهنده محیطی•
نظارت و آموزُش نا ظرین جهت برخورد و ارتباط مناسب •
ایجاد نوبت کاری با اصول صحیح•
ایجاد برنامه کاری منظم و قابل پیش بینی•
استفاده بجا از اصل چرخش کاری و نیروی انسانی کافی •
پاداُش بجا به کارکنان شایسته •
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