Stress in the educational workplace
All educational workplaces should display proper guidelines on how to deal with the above challenges since the workplace if often filled with many people with diverse beliefs, cultures and motives. Lack of a clear policy may lead to unrest, strikes or separation. Sexual harassment is common in most educational workplaces and can be defined as an act of sexual discrimination. Sexual harassment is defined as uncalled for sexual comments or activities in learning, teaching, administration working or social situations and may involve individuals from unequal status in the workplace.
The following contains examples of sexual harassment: Unwelcomed gestures or physical contact Suggestive gestures and comments, emphasizing gender Requests of sexual favors Displaying pornographic, degrading or indecent photos Exclusion of one’s gender from a group discussion or meeting Offering rewards for sexual favors These are serious challenges that requires using proper procedures for reporting, investigating and handling. The procedures adopted should have the following features or principles: Display intention of good faith Allow confidentiality
Allow representation if the matter is serious F. Stress Educational workplaces posses unique challenges and some may lead to stress. Stress can be defined as difficulties experienced while coping with pressures and demands. Stress in the educational workplace may arise because of the following: Unfair allocation of work or work one is not able to handle Bullying and intimidation Sexual harassment Poor reward and recognition policies Lack of proper working or research tools and materials Large classes A policy should be implemented that aims to:
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Promote participation, consultation and communication Provide sufficient materials and tools for work Encourage team work Identify reasons that cause stress F. Training and development: Training is the process of demonstrating knowledge and skills to another in how complete a particular task while development is the improvement and growth of an individual’s faculties, attitudes, insights and traits and should be taken seriously by all management level or management trainees. Training and development offers unique challenges to the staff and to the institution.
For the institution’s management, training and development needs, should be a huge concern since the educational workplace should have employees who have the highest level of education with the best qualifications. Challenges faced by staff relating in training and development may include: Staff feeling degraded if trained with those who are not qualified A person nearing retirement may view training as a waste of time The subjects chosen may not suit certain staff members In order for training to be effective the following should be considered, Level in education of staff Promotional needs of the staff members
Age of the individuals being trained Cost and benefit analysis of training G. Performance Appraisal Performance appraisal is the process of assessing performance of the employees of an organization with the objective of identifying their potential and weaknesses. Performance appraisal helps to maintain and enhance productivity and show progress in working toward a firm’s goal. If performance appraisals are not properly implemented, many problems or challenges to employees may occur. The challenges or problems that may follow are: Conflict between a supervisor and appraisal interviewee Too many forms
Unclear appraisal standards Managers not being sufficiently prepared Failure of obtaining feedback To solve the above problems, proper performance appraisals should be set in place and should and follow the following steps: Know what you expect, concerning tasks and responsibilities that need to be carried out and include key result areas and critical elements as well as performance standards, objectives and assignments. Observe job performance Compare performance expectations and results Develop a plan to improve performance results Use progress or development interviews to motivate employees
Carry out development plans and evaluate results After the above steps are followed, the performance appraisal program should offer the following objectives: Optimizing strategic plans of the organization Measuring one’s performance for purposes of compensation and employee development, promotion and disciplinary action Incentives for one’s involvement Staff planning, equipment acquisition and costing motivation Motivation means drive that pushes individuals forward in finding satisfaction in the job they are working at and putting forth more effort and energy in the job they are working at.
Motivation varies in nature and intensity from individual to individual and usually depends on individual needs. An educational workplace may demonstrate their expectations from the staff who are members and who may have the same salary, same level in employment and motivational needs, but these expectations may be wrong. This will pose a challenge to the employee who is not motivated by the benefits that are offered. The manager will know when an employee is motivated and will be seen when there is: High performance Energy, enthusiasm and determination Willingness to accept responsibility or accommodation to change
Cooperation in overcoming problems Motivation for institutional employees should offer a rewards and recognition policy. In order for to see optimized results the following should be set in place for individuals. Setting clear standards Recognition and reminders of what’s important and what the firm values is important and everyone should be aware of the standards, goals, principles and values. Set Examples Create a good atmosphere for work, celebrate team accomplishments, recognize individual contributions, and creates confidence and support.
A leader should get personally involved in the recognition initiative. e. Pay Attention. Leaders should pay attention and understand the significance of people’s actions and expect only the best. A leader should expect the people he is leading to produce their best work in order to achieve their full potential f. Share stories. The stories told by leaders should always offer a message of encouragement g. Celebrate together Celebrating together as a group creates trust and strengthens relationships in the work place. For rewards and recognition to have special meaning for staff members, awards should offer the following.