Editorial
It’s a funny old thing, stress. Some people crumble at the first signs of pressure while others thrive on it. Of course, that’s one of the reasons why dealing with stress, and protecting workers from its ill effects, is so difficult—our reactions are all so personal.
Certainly, it always amazes me how a looming deadline serves to focus my attention. The random ideas that have been tumbling about in my brain come together more readily under pressure—at least that’s what it feels like (although to preserve my equilibrium I’d suggest you don’t tell me otherwise!).
While a degree of stress may in fact be good for us—making us motivated, efficient, creative, decisive and alert—problems arise when stress is prolonged or intense. For many workers it’s both, and then all the positives I’ve just mentioned turn into negatives, leaving people burnt out, anxious and depressed.
A landmark court case, scheduled for later this month, is set to define how much stress workers can be expected to put up with on the job. The Department of Labour is bringing a prosecution against the Bay of Plenty District Health Board after a Whakatane Hospital nursing manager collapsed in March.
The DOL alleges the DHB breached the Health & Safety in Employment Act by failing to provide practicable steps to ensure the woman’s safety, exposing her to risk of harm from work-
related stress.
This is only the second stress case to be taken in New Zealand, however it’s the first to go to a hearing. In the earlier case, Nelson engineering firm Nalder and Biddle pleaded guilty.
While there are no easy answers to the stress problem, many Kiwi organisations are taking a pro-active, ‘fence at the top of the cliff’ approach to an issue that’s become part and parcel of working life. Wellness programmes have emerged as frontline weapons for reducing stress, sickness and turnover of staff.
Although there are many factors contributing to stress, a fit, healthy workforce is surely better armed to fight this modern day scourge. The key, of course, as Karen Beard-Greer points out on page 32, is to encourage people to take personal responsibility for their health and wellness—and to support them in doing so.
Not only do organisations with a wellness programme witness a positive impact on employee health, they also report a similar impact on their bottom line. For those who have yet to take this message on board, I’d say it’s time to get well soon!
—Lyndsey Swan
Contents
Agency magic
A ghost in the basement may contribute to the magic that’s seen TBWA\Whybin win global awards, but trust and respect are the keys to the advertising agency’s winning workplace culture. Miriam Bell investigates.
Going the extra mile
Employee engagement is the key to increasing your labour productivity, say Neal Knight-Turvey and Leighton Abbott. The challenge, they say, is to get ambivalent staff engaged and inspired to give it their all.
Employee engagement and work-life balance
A pilot study of 880 employees in 15 New Zealand workplaces asked people what effect work-life initiatives and workplace culture have on their engagement and productivity. Philippa Reed discusses what the findings of this pilot survey mean for employers striving to retain and engage staff.
HR and risk
Business goals will be difficult to achieve if human resources are not included in risk management, says Roydon McLeod. He explains how risks can be avoided by controlling and planning the human side of the corporate equation.
Expletive deleted
Watch sport or a TV show or simply listen to people around you talking and it’s clear that swearing is commonplace, but does that make bad language acceptable in the workplace? Carl Reaich outlines the perils of swearing on the job.
Switched on company
Southern Cross wants to ‘walk the talk’ when it comes to wellness in the workplace. Jo Broadhead discusses the comprehensive wellness programme the health insurer put in place to ensure it could do just that.
30 top tips for working well
Not all workplace wellness initiatives have to cost a lot. Small, simple changes can still create behavioural shifts. Here are 30 tips provided by the EEO Trust to help your staff stay fit and healthy.
Long-term thinking
A successful employee wellness programme must be built around a long-term commitment, not short-term initiatives, says Karen Beard-Greer.
Take a break
Women’s Health Action is using a novel way to highlight the need for breastfeeding breaks in New Zealand workplaces. Louise James explains.
DEPARTMENTS
Leadership: Doing well be doing good
Ethical leaders apply virtues such as honesty, fairness and integrity both personally and professionally. And what’s more, says Dr Rodger Spiller, ethical leadership pays.
Recruitment: Receptionists becoming a thing of the past
The role of receptionist is becoming increasingly hard to fill. It seems no one is interested in being isolated at the front desk. David Maida finds out what can be done to develop the role to make it more attractive.
Strategic HR: On board: women at the top
Despite all the talk about gender-based diversity, very few career-minded women get to hold company directorships, says David Ealson. He explains how experience—or lack of it—is holding them back from making a real contribution at the top.
Case in point: Practise what you preach
When it comes to enforcing workplace email and internet policies, an employer must be reasonable, must apply the policy consistently to all employees, and must practise what it preaches, says Richard Mrkusich.
Learning & development: Learning at work
Very little learning takes place if the learners aren’t motivated and involved. Marie Vaney explains what’s needed to ensure people get the most from their learning experience.
Workplace dilemmas: Time to let go
Letting an employee go is never easy, but there are times when it’s the only option. Karen Boyte considers two very different situations.
Workplace wellness: Touch of trouble
OOS is more about information, awareness and behavioural change than about ergonomics, and successful prevention requires the involvement of employers and employees, says Maurice van Liempd.
Public sector: A lesson in natural justice
A recent High Court decision emphasises how testing the principles of natural justice can be, says Paul Robertson. He explains how the lessons learned from the case can be applied in employment cases too.
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