You all or substantially all received a questionnaire to measure your stress.
In its communication on the subject, provided the leadership to begin several interesting facts, and conveniently forgets others.
Why this study?
no mistake, it is primarily to meet its legal obligations that management has initiated this study. Indeed, after the wave of suicides that occurred last year at France Telecom, a French law requires businesses to act on the Biosafety called 'psycho-social'. Otherwise, you may be sure that there is no problem for us and that employees are perfectly happy.
Who is this study done?
Small detail: contrary to what its name might suggest, IFAS, French Institute for Action on stress, in no way a public body, public or semi. Just a private consulting firm established 20 years ago by a psychiatrist, for business customers.
And the HSC?
Based Management, the HSC will be a "full participant". Insofar as the latter did not have a say when choosing the organization, method or any other item on the subject, we do not know what the direction would be for "an actor part.
not forget that stress comes fully within the competence of the occupational physician, who does not even have the chance to be quoted in the statement of our direction. This must be a part actor ...
The fact that the doctor Labour have said, at the meeting where the HSC survey IFAS had been presented, the study status was useless, he lacked the 2 / 3 data is Perhaps not unrelated to his absence.
But what is stress?
Management tells us in the section "What is it? "
According to a definition commonly used in professional and legislative would stress that" a natural reaction when we see a mismatch between objectives and our ability to achieve them. "
Yet from a scientific perspective "Stress refers to a situation both binding and physiological processes in place by the body to adapt. These constraints can be physical, chemical or psychological. "
The definition of" institutional "is a definition of compromise. One that takes about an agreement lobbies companies (very powerful) and European trade unions (weak and soft). Annie Thebaud Mony, Inserm, among other shows in his book "Working can seriously damage your health" how this kind of definition is often used by the private sector to limit its liability.
Indeed, it is clear by reading the definition will be called "institutional" what is important is the perception problem, which does not mean that there is a real constraint. After all it is your fault if you underestimate.
As scientists, themselves, speak well of binding situation. You've tried to tell a plant that lacks water than its water stress was only a problem of perception?
In its communication on the subject, provided the leadership to begin several interesting facts, and conveniently forgets others.
Why this study?
no mistake, it is primarily to meet its legal obligations that management has initiated this study. Indeed, after the wave of suicides that occurred last year at France Telecom, a French law requires businesses to act on the Biosafety called 'psycho-social'. Otherwise, you may be sure that there is no problem for us and that employees are perfectly happy.
Who is this study done?
Small detail: contrary to what its name might suggest, IFAS, French Institute for Action on stress, in no way a public body, public or semi. Just a private consulting firm established 20 years ago by a psychiatrist, for business customers.
And the HSC?
Based Management, the HSC will be a "full participant". Insofar as the latter did not have a say when choosing the organization, method or any other item on the subject, we do not know what the direction would be for "an actor part.
not forget that stress comes fully within the competence of the occupational physician, who does not even have the chance to be quoted in the statement of our direction. This must be a part actor ...
The fact that the doctor Labour have said, at the meeting where the HSC survey IFAS had been presented, the study status was useless, he lacked the 2 / 3 data is Perhaps not unrelated to his absence.
But what is stress?
Management tells us in the section "What is it? "
According to a definition commonly used in professional and legislative would stress that" a natural reaction when we see a mismatch between objectives and our ability to achieve them. "
Yet from a scientific perspective "Stress refers to a situation both binding and physiological processes in place by the body to adapt. These constraints can be physical, chemical or psychological. "
The definition of" institutional "is a definition of compromise. One that takes about an agreement lobbies companies (very powerful) and European trade unions (weak and soft). Annie Thebaud Mony, Inserm, among other shows in his book "Working can seriously damage your health" how this kind of definition is often used by the private sector to limit its liability.
Indeed, it is clear by reading the definition will be called "institutional" what is important is the perception problem, which does not mean that there is a real constraint. After all it is your fault if you underestimate.
As scientists, themselves, speak well of binding situation. You've tried to tell a plant that lacks water than its water stress was only a problem of perception?
It is important to remember that science and the law also are never neutral when it comes to work. Too much money is at stake And
says our HRD, we are willing to enforce the law, but do not see it costing us too much ...
Now that we have defined that if you were a little stressed it was your fault, we'll still somewhat reduce the areas of investigation. You never know, should not be too many indicators in the red.
Management therefore introduces the positive and negative stress.
INRS would be delighted to hear that, for the institute: "The terms 'good' and 'bad' stress are commonly used to refer to stress at work. The "good stress" would allow a great job involvement and high motivation, while the "bad stress" will become ill.
But there is no scientifically "good" or "bad" stress, but a phenomenon adaptation of the body necessitated by the environment. "
remember that what they call the positive stress in the psychological stress is physical stress when the adrenaline rush that you will be jumping, running or diving to save a life faced with danger . But although it saves your life, your state exhaustion where "stress" is dropped as it is difficult to regard this as positive.
Besides we are talking here about something that lasts a fraction second. This is not the case of "psychological stress as positive in the workplace."
This is not for lack of trying to remember precisely the last HSC ...
Finally, now that we have defined it all, go to the questionnaire.
out of the question to the individual, it is only in the collective enterprise (except for salaries of course), so if you are the / only for your service to be stressed, you don ' not exist. You are out of the cloud point. And no matter what stress is due to the fact that you are / the scapegoat of your supervisor. You are alone so it's personal, non- professional.
The only elements that will be considered in this study are responses to early twenty questions of the questionnaire that you received. If you feel that more than half of the questions is more organizational problems of the company, do not worry, it's normal.
an aside, the questionnaires of France Telecom and Cap Gemini are over 200 questions.
We can not but notice that it is contrary to the Agreement of July 2, 2008, signed by the French employers' associations and labor, which indicated a single set of subjective factors for two more large blocks objectives:
"The identification of a problem of stress at work must go through an analysis of factors such as:
- organization and work processes (working time arrangements, excessive overflows and systematic scheduling, degree autonomy, mismatch of work capacity or the means available to workers, actual workload manifestly excessive, disproportionate or ill-defined objectives, a systematic pressurisation shall not constitute a management style, etc.. )
- the conditions and environment (exposure to an environment aggressive to abusive behavior, noise, excessive promiscuity may impair efficiency, heat, dangerous substances, etc.).
- communication (uncertainty about what is expected to work, employment prospects, or forthcoming change, poor communication on the guidelines and objectives of the company, communication difficulties between the players, etc.).
- and subjective factors (emotional and social pressures, feeling unable cope with the situation, perceived lack of support, difficulty of reconciling personal and professional life,
etc..).
The existence of the factors listed may be signs indicating a problem of stress at work. "
Anyway, as trade unionists we have unfortunately used to seeing that our bosses do not respect the agreements they signed.
When we asked the HSC: A questionnaire
seriously
That anonymous questionnaire is completed by interviews with doctors;
That observation of behavior in the workplace be made;
That analysis environmental and working conditions is made by an expert. Anyway that
real and serious study be conducted, because we think we, the reasons for stress at T-Systems today are many and it is the responsibility of management to address them.
In conclusion, although initially the fight against stress was accepted by the employers to "lead to greater efficiency and improved health and safety at work, with economic and social benefits arising for businesses, workers and society as a whole. "We can only deplore that our direction, as often do intend to do a mock study to believe, at low prices, it has fulfilled its legal obligations.
says our HRD, we are willing to enforce the law, but do not see it costing us too much ...
Now that we have defined that if you were a little stressed it was your fault, we'll still somewhat reduce the areas of investigation. You never know, should not be too many indicators in the red.
Management therefore introduces the positive and negative stress.
INRS would be delighted to hear that, for the institute: "The terms 'good' and 'bad' stress are commonly used to refer to stress at work. The "good stress" would allow a great job involvement and high motivation, while the "bad stress" will become ill.
But there is no scientifically "good" or "bad" stress, but a phenomenon adaptation of the body necessitated by the environment. "
remember that what they call the positive stress in the psychological stress is physical stress when the adrenaline rush that you will be jumping, running or diving to save a life faced with danger . But although it saves your life, your state exhaustion where "stress" is dropped as it is difficult to regard this as positive.
Besides we are talking here about something that lasts a fraction second. This is not the case of "psychological stress as positive in the workplace."
This is not for lack of trying to remember precisely the last HSC ...
Finally, now that we have defined it all, go to the questionnaire.
out of the question to the individual, it is only in the collective enterprise (except for salaries of course), so if you are the / only for your service to be stressed, you don ' not exist. You are out of the cloud point. And no matter what stress is due to the fact that you are / the scapegoat of your supervisor. You are alone so it's personal, non- professional.
The only elements that will be considered in this study are responses to early twenty questions of the questionnaire that you received. If you feel that more than half of the questions is more organizational problems of the company, do not worry, it's normal.
an aside, the questionnaires of France Telecom and Cap Gemini are over 200 questions.
We can not but notice that it is contrary to the Agreement of July 2, 2008, signed by the French employers' associations and labor, which indicated a single set of subjective factors for two more large blocks objectives:
"The identification of a problem of stress at work must go through an analysis of factors such as:
- organization and work processes (working time arrangements, excessive overflows and systematic scheduling, degree autonomy, mismatch of work capacity or the means available to workers, actual workload manifestly excessive, disproportionate or ill-defined objectives, a systematic pressurisation shall not constitute a management style, etc.. )
- the conditions and environment (exposure to an environment aggressive to abusive behavior, noise, excessive promiscuity may impair efficiency, heat, dangerous substances, etc.).
- communication (uncertainty about what is expected to work, employment prospects, or forthcoming change, poor communication on the guidelines and objectives of the company, communication difficulties between the players, etc.).
- and subjective factors (emotional and social pressures, feeling unable cope with the situation, perceived lack of support, difficulty of reconciling personal and professional life,
etc..).
The existence of the factors listed may be signs indicating a problem of stress at work. "
Anyway, as trade unionists we have unfortunately used to seeing that our bosses do not respect the agreements they signed.
When we asked the HSC: A questionnaire
seriously
That anonymous questionnaire is completed by interviews with doctors;
That observation of behavior in the workplace be made;
That analysis environmental and working conditions is made by an expert. Anyway that
real and serious study be conducted, because we think we, the reasons for stress at T-Systems today are many and it is the responsibility of management to address them.
In conclusion, although initially the fight against stress was accepted by the employers to "lead to greater efficiency and improved health and safety at work, with economic and social benefits arising for businesses, workers and society as a whole. "We can only deplore that our direction, as often do intend to do a mock study to believe, at low prices, it has fulfilled its legal obligations.
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