The impact of stress in the workplace is well known. Pressure, to varying degrees, is experienced across all levels of an organisation operating within an increasingly complex society, no matter the occupation, purpose, or marketplace. The consequences of high workplace stress include poor morale, reduced performance, resistance to change and increased conflict. Two main factors that contribute to a higher risk of experiencing workplace stress are: complexity of role and responsibilities, and time pressure to achieve and perform. It is the obligation of all employers, and by default all managers as agents of their employer, to take reasonable steps to reduce workplace stress and manage it as effectively as possible.
This does not mean that stress must be removed (not that it's possible to do that anyway) but that reasonable steps must be made. Managing stress is, at the end of the day, a partnership between the employer and the employee and both have responsibilities. Health and safety legislation highlights, among other things, the personal responsibility of a manager to actively demonstrate their efforts to manage the occupational health of those whom they are responsible for, to be proactive, and to take responsibility for team and broader workplace culture. In practice this means that individual managers can be held accountable and raises significant implications for occupational health practice and responsibility. There are a number of simple and effective points to consider when looking at a program to improve a manager’s stress-reduction capability, and in turn reduce employer liability and promote employee performance, well-being and overall team adaptability.
Jonathan Black - Organisational Psychologist
Jonathan has experience consulting to both public service and private industry across a broad range of industries including health, aviation, retail, manufacturing, local and central government, financial services, education, and hospitality. He also spent over eight years as a psychologist with the New Zealand Police and is a qualified police negotiator.
His expertise has been sought in the United Kingdom, Canada, Australia, and Hong Kong, in addition to advice delivered throughout New Zealand.
Jonathan’s professional portfolio includes considerable experience in conflict management, investigation processes, risk assessment, interpersonal communication, job stress, expert evidence, occupational health systems, training, public speaking, leadership and research.
He has managed staff in the past, lead project teams, and served as a senior HR advisor in a large corporate.
As a qualified organisational psychologist he brings valuable experience to clients as a behavioural scientist, respected expert speaker, and published author of Knee Deep in the Swamp: Understanding and managing conflict at work (2009). He brings experience in management and leadership that adds valuable practical knowledge and understanding of real and common human resource and workplace problems.
|Dunedin||07 September 2020|
$ 630.00 + GST for members
$ 895.00 + GST for non-members
This workshop has qualified with the Management Capability Development Voucher Fund programme
Event reference OSEA1019
Small businesses may qualify for vouchers to help pay for services such as training workshops, courses and coaching that build the management capabilities of their owners, operators and key managers
Vouchers may be provided to a business where the Growth Advisors have identified a need for management training as part of an action plan to support the business owner to grow and innovate their business.
For more information on the Management Capability Development Voucher Fund or to find your local Growth Advisor go to www.regionalbusinesspartners.co.nz
To View Otago Southland Employers' Association Terms and Conditions please click here.