Case 9. Manage Stree Presentation

Managing Individual StressPresentation & Case Studies

Presented by:Ahmed A. KhedrAshraf K. MareyWael BarakatWael El Sayed

Supervised by:Prof. DR. Aly Mosalam

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Alleviating Employee StressThrough Financial EducationAlleviating Employee StressThrough Financial Education

Case Study

Abstract:By the year 2007-2008 economic crisis near total collapse of the financialand housing market ,what happened not only affect businesses but alsoaffected most employees, and effect still to this day.

Employees try to find better way to manage their finances.

The poverty rate increase around 2.6% between 2007 till 2010, fromstatistics employees have been affected due to decreasing wage growth,hiring rate and turn over.

Other side they have been affected with increasing in health care, educationexpenses, child care and housing.

Cont.By the year 2011 survey done by (SHRM) found that credit cardand student loans reached huge number more than trillion USdollars, in addition they suffering stressors from daily lifesuch relationship, workload, work life balance and communitywhich must be affected overall on productivity at work.

Some companies thinking what can be done to removestresses and itll affected directly on productivity, they conductfinancial educations seminars in many financial applications,seminars conducted through free workshop or communityorganization such as (YMCA) and to be more extensive trainingsponsored by third-party financial institutions.

Cont.The programs vary in their presentation methodssome offered weekly during evenings, lunchtime or onweekend to be away from work or own schedules,others interested to join online program and get thetraining without additional stress.

There are two examples conducted this programmedin united states:

Cont.First example:McLeod Health of Florence, South Carolina, Theyimplement 12 weeks of classroom and online program, itmade positive impact for employees and company.

A third party analysis found that 6.6$ return for each 1$invest, decreasing turn over, and trained employeesencourage employees to organize there budget andremove stresses.

Second example:At Therm-O-Disc manufacturing company in Ohio,employees took company advantage of financialeducation programs, they able to save fund 1000$each and pay off a portion of their debt.The company financial education coordinator findthat "experienced participant encourage those whoare having a lot of difficulties which help to buildteam work across lines and department

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Cont.

Cont.Finally we found that financial educationprogram is positive for both sides (win winsituation) employees can reduce stress andfocus more about their job.

While companies show they care abouttheir employees by set of tools to managethey earning and remove their stresses.

Question No.1Company have obligation to provide financial education since the financial stress affected theemployees and the company as well. employees under financial stress will have lost ofproductivity, lack of concentration, low performance ,uncertainty from the organization future anddissatisfaction of the job.

In addition to non-work stressors (economy effect, mobility, quality of life and health problems)addition to some physiological out come with stress like increased blood pressure, highcholesterol, coronary heart disease. so company have organization to provide financial educationprogram to employees since that become threat to company business .

From survey in 2011 conducted by (SHRM) found that living expenses ,medical bill and debt wereamong the top financial concerns of employees.

Question No.2Employee work in organization suffering financial stressors non-work likeeconomy and quality of life.

That lead to organization stressor level like layoff, management styles andpolitics and downsizing .

That leads to group level stressors like lack of cohesiveness ,intragroupconflict and status incongruence and individual stressors like role conflict andover load and responsibility of people ,role ambiguity , harassment and pace ofchange. That depend on problem focused coping or emotion focused coping.

All above stressors that leads to outcome inbehavioural (di satisfaction ,performancereduction ,absenteeism ,turnover, accident,health care claims )and from cognitive point(poor decision ,lack of concentration ,frustration,apathy) and physiological outcome(increasedblood pressure, immune system, highcholesterol and coronary heart disease).

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Question No.2 (Cont.)

Question No.3From real experiment in both medical health companyand manufacturing company both companiesimplemented financial education program in 2008.theprogram yielded a positive financial impact on boththe company and its employees.

A third party analysed the results of the financialeducation program and found that the health carecompany had a return on investment of $6.60 per $1invested in the program.

The data showed a significant decrease in turnover ,lost work time and absenteeism of employees enrolledin the class while their job performance increased for a total return of 569,133.in the other manufacturingcompany also by conducting the financial support program were able to create a saving fund of $1.000each and pay off o portion of their debt.

That indicated positive result of finance program for employees to manage their finance stress a trend thatcontinue to this day.

Financial education offers companies and employees a proactive method to cope with the challengingeconomic condition that continue to confront employees in many business.

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Question No.3 ( Cont.)

Financial education program create a win-winsituation that employees can reduce stress andfocus more on their jobs by improving how theymanage their personal finance debt.

While companies show they care about theiremployees by providing them with useful set oftools to manage their earning and ultimately theirstress.

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Question No.3 ( Cont.)

Practical Case StudyWork to Death!!!

Presented by:Ahmed A. KhedrAshraf K. MareyWael BarakatWael El Sayed

Supervised by:Prof. DR. Aly Mosalam

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This case is real, happened in 2002.This case is real, happened in 2002.

Our previous company managementculture that time was not a blaming

culture style.Our previous company managementculture that time was not a blaming

culture style.In contrary, they were seeking a

perfection and looking for achievingall organizations goals.

In contrary, they were seeking aperfection and looking for achieving

all organizations goals.

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At Plant, inside a CCR (Central Control Room) every body is focusing inhis console and our shift manager is standing in center of control roomat time we are entering CCR, he seems to be arrived very early before

us (His Shift Crew).

At the hand over, we handed over the plant from previousShift is shutdown due to instrumentation failure.

Our management was inhurry to start up the plant andthis was obvious in hand Over

instructions.

Introduction

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9 hours from continuous working of crosscheck procedure to start up the plant.

Mr. Shankar was Panel Operator focusing in hisconsole and he was in charge for Boilersconsole.He was doing hard to start up the Boilers as itis first equipment to be started during plantstart up sequence.

Clear Goal Is: Start UP FAST.

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Mr. Shankar was recently promoted and heavy smokers.

And everybody inside our Shift crew know he is alwaysin tension.

Even in his driving inside the plant when he was a PlantOperator he panned from driving Plant vehicles for 6months because of a car accident inside the plant.

Nielsen & Shankar

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Also the oldest Panel Operators knew thathe still need a lot of training.

He just promoted cause of shortage ofPanel Operators inside Shift Crew.

Our Shift Manager Mr. Nielsen is a kind ofresolute, grumpy and untiring manager.

Nielsen & Shankar ( Continued.1)

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Wants to accomplish all of hisinstructions fast and quickly.

Looking after a quick and precisefeedback for every and each things,even for tiny issues which should behandled by Shift supervisors.

Nielsen & Shankar ( Continued.2)

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During the start up sequence for the boiler suddenly Mr.Shankars console blinking in RED and Alarm siren

RED Blinking and Siren heard was an announce for Boiler tripagain.

Every one inside Control room came to understand that theplant will not start again during our shift (not less than another10 Hrs).

RED Panel & Siren Alarm!!!

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Boiler Trip means that all activities has beendone for last 10 hrs. will be restarted again.

Suddenly phone ring on central desk insidecontrol, our shift manager (Mr. Nielsen )wasstand in Mr. Shankar Back at this time.Mr. Nielsen hurry to pick the phone and weall of us knew who is calling normally at thiscase was a Plant Director on the phone.

RED Panel & Siren Alarm!!!

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Mr. Nielsen pick the phone with a veryaggressive tone and he said:

Yes sir, boilers tripped again.

Yes sir,

Yes Sir,

three times and closed the phone.

RED Panel & Siren Alarm!!!

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At mean time, Other Panel operator next to Mr. Shankar start toshout at Public Address.

Mr. Shankar lost ability to talk and his eyes is flashing dull andbecame unconscious.One of our colleagues back Mr. SHANKAR up to cover his panelactivity, as per Shift Manager instructions.

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In the way to Hospital,In the way to Hospital,

Mr. Shankar had been checked by doctor and transferred tohospital as he suffer from heart attack need to be in ICU NowMr. Shankar had been checked by doctor and transferred tohospital as he suffer from heart attack need to be in ICU Now

Plant paramedic and plant doctor arrived.Plant paramedic and plant doctor arrived.

Mr. Shankar Passed Away,26

Stress Process

StressorsEmployeePerceptions

/StressOutcomesof Stress

Physiological

- Personality TraitModerator

EmotionFocused

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Here is block diagram illustrate the relation between stressor andstress outcome as processHere is block diagram illustrate the relation between stressor andstress outcome as process

STRESSORS

Individual

Responsibility ofsubordinates who

execute his instructionlocally on Field

Role Overload as hewas working

continuous for last 10Hrs and has a manytasks to do and time

not sufficientQuantitave

Organizational

Since he is just promotedand should his managergive an assist and long

technical trainingInadequate CareerDevelopmentOpportunities

Stress to abide by rules

Stress to live up toexpectations ofManagement

Group

Inter-Group Conflict:He was usually sittingalone, when he need ahelp usually not ask for

it.

Manager Style: as Mr.Nielsen is resolute, needeverything should be

done now, and untiringManager

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1-

Mr. Shankarpersonality trait as wecan describe as TABP.This is a big moderatorto exceed the stressand how to deal with

stressors.

He had a low self-efficacyand as per internal locus ofcontrol as when the thingswent wrong at he cannot

control

StressModerator

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2.

Here we can add employee perceptionabout his job task and role as a stressmoderator as well

Outcomes of Stress

As a consequences ofprevious inputs the

outcome is:

Physiological (heartAttack) then Death.

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Recommendation

Management teachesand trains its employees

on the following:

a) Good time-management

techniques, never todelay work for the last

minute, etc.

b) Change employeesattitudes and encourage

positive self-talkManagers give positive

reinforcement.

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Recommendation

The organization providesspecialized training courses

on any topic required for workadvancement

The organization encouragescommunication and alwaysasks for feedback, as the HRmanager should be alwaysdirectly accessible to anyemployee to listen to.

Following up with allcorporate and business news,in addition to new studiespublished regarding work

stress, to be applied.

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The organization applies the technique ofImproved personnel selection and job

placement which states that it is not onlyenough to assign a task to a person only

according to his technical skills, but also hispersonality, specific type of stress tolerance

should be taken into consideration.

The organization also tries itsbest to set realistic goals and

priorities. Means that goals mustbe difficult, but specific and

attainable, and not impossible.

The organization implies theRedesigning of jobs concept.

Encourages employees to takeresponsibility for their own joband for their contribution to

the success of the company asa whole.

Increased employee involvementin decision making, and sharing

information.

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Recommendation

People are the core base of any organization, so, caring and concerningabout their individual issues is a pillar for success, and that is whatstress management fulfils, where it is new a day a clear declaration that

An individuals health is the overallhealth of any organization.

All in an attempt to reduce levels of stress as possible, which meansimproving work productivity and this is the main Target.

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Conclusion

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Thank You