Monday, May 20, 2019

Managing Stress and Conflict in the organisation Essay

Following a traumatic incident I and three other Fire-fighters attended in February 2012 I decided to test GALs on a lower floorway support mechanisms relating to coping and dealing with melodic line, in specific PTSD (Post-traumatic stress disorder). In a actually short space of time it became very apparent that GAL has no ability either within the company or by the designated external provider to deal with PTSD. At that time GAL single-valued function an external provider (AXA) as their main point of contact for any employee requiring counselling on a variety of aspects but this did non include PTSD. This was highlighted when I personally birdsonged the support hotline only to be told they could not help. Even though PTSD is quite specific I do consider it falls under workplace stress due to the very nature of our specific job role and that this form of stress would not be at the forefront if our job role was of a different nature. So later on valuation of GALs effective ness to deal with workplace stress I would state that it is an stadium that is left wanting at that time of the original incident.Since then GAL and in specific the FS nowadays has an option if required to contact WSFRS) to utilise their TAC group (Trauma After care). I met with the teams draw to discuss their service and what it could offer us. We compared our current in house stress counselling service at that of WSFRS. Our service was not even close to comparable with that of WSFRS. Taking the discussions into account I arranged to decent again with the TAC team and GALs HR and Occupational health. The outcome of this meeting was to formalise a procedure that GAL as a whole but more so the FS can call upon when required the services of WSFRS TAC team if our own in house service provided by AXA was not open(a) or sufficient in dealing with a specific demand or request for counselling.The TAC team have since the meetings delivered fork outations to all FS Watchs and to other members of GAL, primarily HR, Occ Health and other customer approach departments. These presentations involved delivering what the service can or cant do, signs and symptoms of stress and how do recognise it as an individual or as a colleague of friend. As a FS we have also fate up a tracker with Occ Health to trial for 24 months to see if or how many days in the workplace are lost to stress and how that can be improved if it did become an issue.At present Occ Health do hold data relating to days lost through with(predicate) stress companywide but to to its very nature that data is strictly confidential so cannot be used or discussed in my evaluation of workplace stress. One statistic that was shared with me was that WSFRS had seen a 27% reduction in days lost through workplace stress following the inception of its TAC team initiative. These findings were shared with relevant departments within GAL.

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