Stress in a University George Mark

University employees can face high levels of stress & negative mental health. These may often relate to workplace demands & individual differences. 40% claimed to suffer stress related illness. Most believe that better communication, management, & policy can help.

Stress in Nurses Starting Work Andy Smith

Healthy Minds at Work: An ESF funded project

Importance of studying stress in those starting work Most of our knowledge of stress at work is based on cross- sectional studies of people who have been in work for some time. It is difficult to separate out current influences and those from past working situations. It may be possible to give appropriate pre-work guidance or training to prevent stress occurring in the first place. Our previous studies of teachers and doctors on work placements suggest that this is a very stressful time.

Nurses on work placement Baseline measures taken prior to starting work Measures of stress at work and mental health taken after the placement Over 130 nurses completed the study

Results Perceived stress was found to be associated with established risk factors (e.g. job demands and interpersonal stressors). Stress was associated with mental health problems. The best predictor of stress at work was prior mental health problems. Levels of stress at work were generally low which may reflect some nurses observing work rather than having a “hands on role”. Future studies will examine the start of the actual job rather than job placements.

The role of a case manager in improving job retention for those with mental health problems.

Healthy Minds at Work: An ESF funded project

Stress and job retention Stress and mental health problems often threaten job retention, both in those starting work and those in established jobs. Approaches are needed to address this. Initial work in the Healthy Minds at Work project has shown that a case manager can recommend appropriate support services (e.g. counselling) that improve job retention.

A proposed approach to improving job retention in those who are stressed at work Initial assessment of work factors, personal factors and nature of illness and level of functioning. Development of an action plan with the client to aid job retention/return to work. This is considered along with the organisational perspective. Other information may be obtained from relevant sources (e.g. medical information requested). Workplace assessments may be arranged. “Reasonable adjustments” may be explored with the employer.

Proposed approach (contd) Support in the workplace may be arranged Individual therapies (e.g. counselling, stress management, CBT) may be arranged. Lifestyle changes may be discussed. This approach can be tailored to fit the individual’s needs. Similarly, evaluation can occur at all stages and modifications made accordingly.

THE EFFICACY OF MULTI-CONVERGENT THERAPY Marie Thomas Funded by The Gatsby Foundation and HMAW

MCT Reflects a bio-psychosocial and philosophical approach to health outcome 2 Advocates more active integrative role for therapists in the assessment and management of beliefs and emotions 2 Engle, 1997

MCT Combines CBT and GET CBT  Aims to identify factors – predisposing, precipitating and perpetuating  Improve sleep quality  Restructuring of beliefs, thoughts and behavioural patterns

MCT Also included:  Mindfulness meditation  Heart Rate Monitors

MCT  Improves physical functioning  Improves overall illness condition  Reduces fatigue  Reduces disability  Improves sleep quality  Improves activity levels  Improves the chance of return to work