Category: Stress

Executive Summary

This research report examines the influence of coffee on the persons psycho-emotional state, that is, on sleep and stressful situations, and also considers the possible consequences of excessive consumption of this drink. As evidence, the results of the study are based on a survey of 36 people, each of which answered ten questions about their habits associated with drinking coffee.

The analysis of the data showed that those respondents who drank coffee in large quantities experienced fatigue and were more prone to stressful conditions than those who drank it rarely or never at all. A positive correlation was found between the two declared variables: the amount of coffee drunk by a person directly affects his or her state of health and is one of the causes of stress and sleep worsening. As an additional confirmation, two diagrams were compiled where, according to respondents answers, the data are displayed in percentage terms, confirming the relationship between the two variables. As for recommendations, tips are given on how much coffee should be consumed and how to avoid poor health caused by the consumption of this drink.

Different peoples dependencies are quite often a consequence of obsessive habits, which eventually develop into severe addictions. The consumption of coffee has always been associated with something invigorating and familiar, and for many people, this drink has long been an indispensable attribute of life. Nevertheless, according to Grosso et al., coffee has quite a lot of effects on the human body, and not all of them are positive (132). Therefore, the need to study the effects caused by coffee is significant.

With prolonged stimulation of the nervous system, the body is continuously in an excited state. Accordingly, the nervous system experiences systematic stress. This stress causes the depletion of nerve cells and disrupts the normal functioning of all body systems. Also, the use of caffeine in large quantities can lead to the development of various mental disorders and cause uncontrolled outbreaks of aggressive excitation (Sawah et al. 430). Therefore, it is essential to trace the relationship between the excessive use of this drink and possible consequences in practice.

When drinking caffeinated beverages, be it coffee, tea, etc., a person can start to experience symptoms of abstinence if he or she suddenly stops their consumption (Grosso et al. 140). The most common symptom is a headache, but people also complain of drowsiness, tiredness, lack of concentration and loss of interest, a lousy concentration of attention, and irritation (Grosso et al. 147). Caffeine intoxication happens to people who drink too much coffee for once or for some period.

The most obvious symptoms of intoxication are nervousness, anxiety, restlessness, insomnia, abdominal discomfort, trembling, heart palpitations, and anxiety; there are cases of epileptic admission, stroke, and even death (Grosso et al. 147). Therefore, it is significant to study the effect of coffee on the human body and, if possible, take the necessary measures to avoid such consequences.

The objectives of this research paper are as follows:

• To determine whether the amount of coffee that a person drinks affect the levels of stress.
• To find out how many cups of coffee, the average person drinks per day.
• To conduct the analysis of whether coffee consumption affects a persons sleeping habits.

In order to find answers to all these questions, it is essential to conduct a survey among the population, analyze the data obtained, and draw up an approximate plan. As questions, people will be asked to study ten ordinary judgments about coffee and indicate to what extent they agree with this or that statement. The results obtained will help to understand how much coffee affects the body and what potential threats it brings to the psycho-emotional state.

As variables that are taken as a basis, it is necessary to distinguish two ones: dependent and independent. The first variable relates to the amount of coffee that a person drinks on the average; the second one is connected with how often a person experiences stress and whether he or she has trouble with sleep. In case a positive correlation between these two variables is found, it can be concluded that the consumption of coffee directly affects the psycho-emotional state.

The practical significance of the study is that by analyzing the results obtained, it will be possible to draw appropriate conclusions and inform the population about the potential harm that the excessive consumption of coffee bears. In case the survey based on respondents answers is conducted correctly, it will be possible to draw up diagrams that will show the effect of coffee on sleep and stress.

The more there are coincidences in opinions regarding this or that statement, the higher the chance of its accuracy will be. The health of the population should be controlled not only by medical organizations but also by people themselves. Therefore, if the study is conducted in accordance with the declared variables and methods, it will be possible to find a clear relationship between the overconsumption of coffee and the occurrence of difficulties in sleeping and constant stresses.

Works Cited

Grosso, Giuseppe, et al. Coffee, Caffeine, and Health Outcomes: An Umbrella Review. Annual Review of Nutrition, vol. 37, no. 1, 2017, pp. 131-156.

Sawah, Mohomad Al, et al. Perceived Stress and Coffee and Energy Drink Consumption Predict Poor Sleep Quality in Podiatric Medical Students: A Cross-Sectional Study. Journal of the American Podiatric Medical Association, vol. 105, no. 5, 2015, pp. 429-434.

The Conceptual Issue

The main problem modern people usually face is managing time and stress. It is obvious that while working and having some specific goals people want to reach better results and to occupy higher positions. All this influence human nerves as in most cases people have to do many things at once. People try to do many different things at one and the same time. The inability to manage time leads to stressful conditions.

Application to the Personal Job Experience

Considering personal experience I would like to state that there were numerous situations when I appeared in the similar condition. Trying to do all the things at one and the same time, I understood that it was impossible for me to complete all the tasks and I hardly met the deadlines.

Then, I understood that something had to be done. I tried to create a plan and set time for each activity. Moreover, I focused only on one activity at the time. Sometimes, it was impossible to complete the task as new, more urgent tasks, were offered. Still, I tried to make notes of the new ones and complete at least the stage of what I was busy with.

Evaluation of its Effect upon Performance, Satisfaction, Absenteeism, and/or Turnover

The strategy of effective managing time and stress is really efficient for performance. Doing one task at a time and being provided with the deadline stimulates for better results. Such works brings satisfaction as well as the results. Still, the absenteeism may cause a number of problems. Having created a plan, people may put away the most stressful tasks and leave less time on them, considering those unnecessary. Proper time and stress management helps people do the tasks faster that influences turnover positively.

A Plan for Improving on This Competency

There are other useful pieces of advice which may help provide this strategy successfully. People should focus on the urgency of the task first. It is important to eliminate distractions; still, one should remain in contact with others. It is a common knowledge that physical activities stimulate human mental activity. Some may consider physical exercises as the best way for improving time and stress management as one of the most valuable business asset should b kept in an appropriate form, a person that does the tasks.

Results of the Plan

If one follows the general rules of managing time and stress in combination with the additional ones provided above, the work is going to be effective and employee is going to get great satisfaction. Moreover, the positive effect of the work is going to be seen very soon.

Communicating Effectively with Others

The Conceptual Issue

Effective communication with others is really important for running business. The main idea of communicating effectively is to provide others with accurate and specific information without beating about the bush. One of the best examples for using this strategy is when you have to tell the partner over the telephone the benefits of working with you. You have mo more than a minute, otherwise the partner will become bored. This management strategy comprises two main features, active listening and concise talking to the point.

Application to the Personal Job Experience

It is important to remember that using effective communication may help solve numerous problems. Once I was too busy and had to talk to some employees about a new task. I did not spend much time on it being sure that everything is understandable, but when the work was completed in a wrong way, I had to communicate with those employees, one more time, answer their questions and provide deep explanation. This time the communication was effective and the task was done perfectly.

Evaluation of its Effect upon Performance, Satisfaction, Absenteeism, and/or Turnover

Effective communication influences the performance greatly. The ability to communicate effectively gives an opportunity to understand the task properly and get satisfaction from the work. Moreover, effective communication helps reduce to absenteeism minimum and get the highest satisfaction from the work. It is natural that when the task is completely understood and while providing it the communication is possible, which helps to complete it, the turnover increases.

A Plan for Improving on This Competency

There are some specific guidelines which may help improve this competency. First of all, a person should learn to listen actively as talking to the point is easier. There are some specific steps one should learn to improve the effectiveness of communication and active listening in particular.

First, one should show the readiness for listening. Second, he/she should to respond to the said using different words. Third, it is important to ask questions which should be open-ended. Fourth, one should be ready to clarify some information even if it is understandable somehow.

Results of the Plan

Thus, following these steps one will be able to improve listening skills and add to the effective communication which is really important, especially in the business world if one wants to achieve set goals. Having learnt to listen to colleagues actively, the communication between you and another employee may result in your favor. This may be crucial in negotiations when huge sum of money is put at stake and you need to win.

Motivating and Inspiring Others

The Conceptual Issue

Motivation is really crucial in the modern world of business. If one works on the basis of motivation and inspiration, it is a guarantee of success. It is a human nature to do something better if he/she is either motivated or inspired. Salary is not the thing which may inspire as people got used to get money for their job, but additional payment may be a motivation. When a person does something he/she likes or even fond of, it is inspiration which helps to get the better results faster and with more successful outcome.

Application to the Personal Job Experience

Working in the company, I understood that employees who are neither inspired nor motivated with a new task do not hurry to complete the task. It is also obvious that the work done without the forces mentioned above will be completed as faster as possible without attention to the quality.

Considering personal working experience, I can say that when I was given a task which interested me, it was unimportant for me whether additional motivation was provided or not. It was interesting for me and nothing else mattered. But, when the task was boring, I needed some specific motivation to compete it in time and quality.

Evaluation of its Effect upon Performance, Satisfaction, Absenteeism, and/or Turnover

Motivation and inspiration influence performance greatly. The higher motivation/inspiration, the better the work is going to be done. The satisfaction from the work under the conditions mentioned above is great. Motivation/inspiration also helps avoid absenteeism and increase turnover as when the work which brings pleasure is done, one may complete more tasks without being tired too much.

It should be mentioned that it does not matter whether financial motivation is provided or other one, the performance and turnover still remain at high level.

A Plan for Improving on this Competency

Before getting down to improving the motivation and inspiration others, it is important to understand the core model when this strategy works. On the one hand, the motivation should be target and desired. This means that employees should be motivated with the offer.

On the other hand, employees should be assured that the reward will be provided as soon as the task is checked and the positive results are received. Thus, the motivation/inspiration facilities should become constant and the employees would be sure that their work would be awarded.

Results of the Plan

If employees are motivated/inspired constantly, the work is always completed with the best outcomes. The company productivity increases and the environment in the company is the healthy and positive.

Resolving Conflicts with Others

The Conceptual Issue

Working in any company, communicating with different people, it is impossible to avoid conflicts. So many men so many minds, they say. In this situation it is important to remain calm and to be able to solve the conflict as faster as it is possible. Conflicts at the workplace ruin the atmosphere and do not make it possible to continue performing tasks. Thus, it is really important to be able to resolve conflicts at the workplace and do it invisible for other employees.

Application to the Personal Job Experience

Working at the company, I faced the problem that many people wanted to provide their personal opinion without noticing others, sometimes even better thoughts. The work of our Human Resource manager was perfect in such cases. She tried to solve the problem immediately by means of providing the active communication strategy expressing her personal ideas about what was wrong.

If this did not work, she involved the whole department into communication and tried to encourage everybody to consider the problem and offer some reasonable resolving. In this case, the problem stopped to be the problem anymore and became the task which had to be done.

Evaluation of its Effect upon Performance, Satisfaction, Absenteeism, and/or Turnover

Possessing the techniques for conflict resolving, the performance at the work place should improve as time is not spent on unnecessary quarrels. Employees are always satisfied when the environment at the workplace is positive and healthy. The absence of the conflicts or their fast resolving adds to this effect.

Taking into account the situation from the personal experience, it is impossible to ignore the problem when everybody is involved into its resolving. So, effective conflicts resolving effects absenteeism making it impossible. Still, some time is usually spent on resolving the conflict, so the turnover is reduced.

A Plan for Improving on this Competency

Here are some steps each person should complete to be able to resolve conflicts successfully or to improve this competency.

1. The conflict should never be ignored.
2. Then right time and location should be chosen.
3. The parties should state the rules according to which they are going to provide their conversations. The central rule should be devoted to the fact that the parties do not leave until the problem is resolved.
4. Parties should be accommodating.
5. People should not try to skip the problem and start the talk off in a different direction.

Results of the Plan

One of the main outcomes of the plan offered above is that the problem will be resolved. Moreover, the parties of the conflict will think later about the necessity to spend time on it and will try to avoid conflicts getting down to negotiations as soon as possible.

Executing the Leadership Function

The Conceptual Issue

Leadership is important in modern life. Some people got used to push others, while others cannot imagine anything creative and prefer to be pushed.

Executing the leadership function means that a person takes not only the controlling function, but also the performing one. In other words, the leader bears the whole responsibility about the outcome of the affair. It is also important to mention that two leaders cannot coexist without conflicts, especially if they have opposite ideas about how the problem should be solved and which activities should be provided.

Application to the Personal Job Experience

I have never tried to be a leader, still, I always have personal opinion and do not miss a chance to express it. Working in the company, I have never tried to become a leader in a number of reasons. The main reason is that I am scared of responsibility. I should better perform my task and would not respond for others.

Once I was absolutely dissatisfied with one project and I made a decision to execute the leadership function. I was pleased as I managed to organize the work in the way I saw it and people trusted my opinion and did everything to reach the common goal, complete the task. I understood that if the work is properly organized, I should not worry about the outcome as everything is going to be perfect.

Evaluation of Its Effect upon Performance, Satisfaction, Absenteeism, and/or Turnover

When one person controls the whole process, it is easier to follow the performance. Leaders usually consider who work better and award them to encourage others to the same results. This influences performance positively. Moreover, one of the main responsibilities of the leader is to organize the work in such a way that everybody was satisfied. Absenteeism is impossible in this case as the leader follows the process and can correct the task if necessary. The turnover of working tasks is also improved as people know what they have to do.

A Plan for Improving on This Competency

One of the best ways to improve on this competency is to attend the lectures or training devoted to leadership. Still, the first task people should perform is to consider who have leadership inclinations at the workplace. Planned training at the workplace is a good opportunity to have better performing results and improve the competency within each employee.

Results of the Plan

If the plan is provided on the basis of the recommendations mentioned above, the company will have a number of leaders which may substitute each other while performing different tasks. Moreover, those who are aware of the specific of executing leadership functions are going to follow the instructions of others more thoroughly.

Organisational theories and behaviour are the most important tools in an organization and are in most cases used to determine how it performs in a particular industry. It is the management personnel who determine how to apply these theories within the organisations premises. Most organisational theories and behaviours in most companies related to its culture, decision-making procedures and communication techniques (Nelson & Quick, 2011). This paper analyses the application of the theories and behaviours in relation to how they have made Genentech successful.

1. Genentechs employees could be characterised as people who suffer eustress and not distress. Eustress is a condition that motivates employees to continue doing positive things within the organisation. Due to the feelings of eustress, the employees are able to enjoy their duties and the companys events they engage in, even if they require much of their time and effort. Those actions and events provide a great sense of satisfaction to the employees (Singh, 2010). Genentechs management also promotes the concept of eustress by showing the employees how much they are important to the company; this makes them feel valued by the organisation. The relationship between the management and the employees also encourages the latter to contribute tirelessly towards the organisations mission and goals.
2. The impact of Yerkes-Dodson law can be felt in the way Genentechs programs are developed and used to enhance the employees well-being. The law implies that an employees performance within an organisation can be enhanced by arousing them in some way. Genentech improves the performance of its employees in a number of ways. Genentechs management has created an environment that promotes creativity and innovation, emotional health, and problem-solving abilities among the companys employees (Nelson & Quick, 2011).
3. Genentechs basic management philosophy and the culture of the organisation play a major role in ensuring that the employees well-being is taken care of. The organisations philosophy and culture regard customers and employees as the two major priorities of the organisation. The philosophy ensures that the organisation is focused on helping people with life-threatening diseases. To achieve this objective, the company has developed a culture that ensures that its employees are valued and rewarded for every contribution they make (Martin, 2005).
4. Through its successful programs that enable employees to deal with stress and other negative consequences that are associated with work, Genentech is capable of achieving its goal, which is to provide the best services to people with terminal diseases. If the employees are taught how to manage stress at the workplace, they can become highly motivated to conduct research studies that are related to the organisations goal (Nelson & Quick, 2011).
5. An organisational culture, which creates an environment that fosters creativity and innovation, is the most effective program within any company as it directly determines how it performs. Every organisation requires creative and innovative employees to enable it to come up with new products regularly. An organisations prosperity depends on its ability to come up with new and unique products in the market it targets (Nelson & Quick, 2011).
6. The four programs that Genentech uses to influence the performance of its employees have various individual and organisational consequences for the employees and the company respectively. For instance, creative and innovative programs are important in enhancing the productivity of Genentech. The other programs, which include organisational culture, work/life balance, and tuition assistance, significantly influence how every employee performs in the organisation (Miner, 2007).

Introduction

To work in a team is not an easy task because a number of goals have to set and achieved, and certain issues should be considered. A good project manager has to be prepared for various situations, make fast and reasonable decisions, and pay attention to each detail and person in a project. Conflicts are hard to avoid in life and work. People try to use different methods to succeed in stress management and conflict resolutions.

The project manager should usually take responsibility for the work, develop a stress management plan considering such factors as motivation, teamwork, mentoring, and communication and synthesizing the sources of stress and conflicts, personal traits, and dysfunctional organizations, and help all team member to pass an adaptation process successfully. This paper aims at creating a stress management plan to help people pass through the Office 2010 transformation process.

Important Factors in Stress Management

The project management environment undergoes numerous changes and improvements almost every minute (Kerzner, 2013). The project manager has to be ready to meet and communicate with people, create oral and written reports, resolve conflicts, mentor employees, and develop plans A, B, C, etc. The presence of stress situations is evident and cannot be neglected. Some organizations address the experts to develop appropriate relations within a team and with stakeholders (Mills, 2008). Still, many project managers prefer to develop plans independently regarding a number of issues. The current stress management plan depends on the following factors:

Motivation

The team should be properly motivated to accept the Office 2010 transformation, and the manager has to understand what kind of strategy (personal styles, career stages, professional values, or situational considerations) is more appropriate (Flannes & Levin, 2005). The current project is based on the identification of career values.

Communication

The project manager should understand that organizational and conflict communications differ considerably and should be properly organized (Rahim, 2010). In this project, more attention is paid to conflict communication as a part of the stress management plan.

Leadership and mentorship

The manager should perform the role of a leader and a mentor in a team to comprehend what employees expect and how they can achieve the goals required. The identification and combination of responsibilities turn out to be a crucial step that cannot be avoided. The leader of this project (this kind of change) has to explain the necessity of the transformation and introduce the factors that can play important roles in a working process.

These factors help to start developing a stress management plan in a short period. Still, there is one more thing that has to be discussed before the plans development.

Role of a Project Manager

To succeed in developing a stress management plan, a project manager has to identify and comprehend his/her role in a project and the possible impact on the work of other people. This Offices 2007-2010 project expects from the manager the completion of the following functions:

1. An intelligent leader: a person should understand why the changes are necessary;
2. A powerful motivator: the manager should explain the team why and how to accept the changes;
3. A reasonable supporter: the manager needs to know how to protect each employee from stresses caused by the necessity to accept the change;
4. A good analytic: a person has to identify the outcomes of both cases: if the Office 2010 project is accepted and not accepted by the team;
5. A mover: as soon as the manager clarifies the benefits of the project, it is necessary to use various circumstances, analyze situations, and talk to people and achieve the required goal.

Kerzner (2013) admits that the project manager is responsible for developing, coordinating, and integrating activities among employees in regards to the options and functional lines of the project. The manager is usually challenged by the necessity to combine the functions of a project leader (consideration of goals, resources, conditions, etc.), a mentor (attention to the workers needs, expectations, and motifs), and an analyzer (communication and reports to sponsors and other stakeholders, who need to control the development of a project).

A good project manager should understand that there are many decisions to be made, many plans to be developed, and many people to cooperate with. That is why stress should not be the reason for frustrations or inabilities to complete the required amount of work according to the deadlines. Project managers should learn the peculiarities of stress among employees and think how to manage stress situations using a properly created plan.

Goals of a Stress Management Plan

Before start working on a new stress management plan, it is necessary to understand its goals and identify the expectations. A plan is created to:

1. Realize why stress situations take place;
2. Avoid some conflicts and activities that lead to stress;
3. Know how to cope with stress at work;
4. Help employees overcome stress challenges;
5. Recognize emotional, physical, organization, and spiritual aspects of work (Tummers, 2013);
6. Have a guide on how to communicate with people;
7. Understand what employees may expect from a project manager;
8. Learn weaknesses and strengths of the project;
9. Get an idea of how to succeed in completing the task;
10. Promote a psychologically stable atmosphere in a team.

Not all project managers can identify and comprehend all these goals. They try to create projects and plans but fail to understand what benefits (except financial benefits or losses) they can get at the end.

Preparatory Issues of the Stress Management Plan

This section is a kind of introductory part of a properly developed stress management plan. To succeed in planning, a manager has to clarify the reasons for why a team may need stress management activities and what issues are expected to be solved.

The main sources of stress in the project under consideration are:

• The necessity to increase working hours because of the necessity to learn the peculiarities of a new Office program;
• The inability to gain control over work and participate in all decision-making processes;
• The lack of social support;
• The unclear identification of roles and responsibilities in a team.

In addition to these factors, it is also necessary to remember about the possibility of the situations when people suffer from stress because of personal reasons, misunderstandings, or frustration. Though the project manager should not follow personal lives of the workers, it is necessary to remember that some problems can take place out of work.

Another important aspect of the stress management plan is the nature of an organization. If the analysis of the project proves the presence of organizational insanity, pluralistic ignorance, or poor communication, the company may be defined as dysfunctional. The team and its leader become the slaves of the process that cannot lead to positive results. People do not enjoy the work, cannot perform their duties properly, and do not understand what is going wrong. They face physiological and psychological challenges. Emotional changes and personal needs become important. Employees have to be more motivated and supported. It is the time when a manager should make use of a stress management plan.

Finally, the plan should be based on the personal traits that can be defined with the help of the Myers-Briggs Type Indicator test (Flannes & Levin, 2005). Project managers may need help that can be found online. Still, even some beginning plan should be developed according to the skills of a manager. A person should know and comprehend his/her abilities. The test clarifies if a person is an extravert or an introvert, relies on intuition or senses, makes use of feelings or thoughts, benefit from judgment or perception. In the project under analysis, it is identified that the manager is an extrovert with definite abilities to rely on senses, think, and judge the environment in which it is necessary to work.

Such type of a project manager tells a lot about the possibilities and possible ideas for a plan. It is expected to have clear and reasonable suggestions that can help to overcome stresses or reduce the level of stress in a short period. The project manager expects the employees pass an adaptation period successful and painlessly because all points and explanations should have grounds. The attention to the basics is the best opportunity to help the team and make sure the Office 2010 project can be completed on time.

Stress Management Plan

The reduction of conflicts and stress is the main goal of the offered plan. In fact, the project is not complicated. There is just a necessity to motivate people and explain the importance of the transformation. The following steps and activities can be used as a good guide to rely on while stress management.

1. The definition and essence of stress should be given. It is not enough to say that stress is the reason for some working problems and challenges. It is necessary to comprehend how stress can be developed and what situations may lead to the development of stress in a team.
2. The evaluation of the employers should be developed. A good leader knows the qualities and abilities of each member of a team and chooses the most appropriate ways to use them in practice.
3. The identification of the sources of stress should take place. For example, if the source of stress is the lack of time, the best option is to think about the awards that can be offered to people and cover the discontents connected with a situation. The ways of how stress can be developed vary (Kerzner, 2013). One person or the whole team may feel tired or depressed, be physically or emotionally exhausted, feel unhappy or trapped, and suffer from anxiety or hopelessness. All these sources of stress usually have an emotional character. Still, the outcomes can be in health and physiology.
4. It is suggested for a manager to focus on a moment not to get distracted. Some breathing exercises can be offered to the manager and the team to calm down and get a chance to think about everything logically.
5. The recognition of the employees needs and managers expectations has to be done. It is not necessary to focus on some working needs. More attention should be paid to personal needs based on human emotions. As soon as the members of team are satisfied, they get more chances to avoid or cope with stress.
6. The analysis of the costs of stress is necessary. Employees and their managers have to understand what can be lost or gained because of stress. The peculiar feature of stress that it is not always negative. Sometimes, people are able to create powerful ideas and projects because of stress. They are challenged and need to prove their worth. The emotional change can lead to a new approach to work.
7. A To-Do list has to be created by the leader and offered to the employees. It should help the team members to understand what their manager expects from them and how they can start working. This particular point of the plan can be extended with the help of the work of an Indian writer, Sharma (2009), who offers to promote a DO-IT-NOW activity. Each letter of this phrase has its meaning and helps to manage time. Time management is one of the main steps that are taken to overcome stress challenges. A person should be ready to Divide everything that have to be done, Organize the materials that can be used, Ignore distractions that can prevent the completion of the work, Take time to learn and analyze every detail of the project, Not tomorrow the work should be begun, Opportunities have to be considered, and Watch out for time that is spent on reading, analyzing, evaluating, and deciding (Sharma, 2009). This strategy can be used in this project as well.
8. Physical exercises should be offered together with some emotional training because employees have to forget about the working challenges and focus on something distractive (not harmful to health). At the same time, distraction is required only in the middle of the offered management plan.
9. Yoga and meditations are the best means to cope with stress at work and home. It is possible to provide employees and managers with free yoga courses at the companys expense. Not much money should be spent for corporate customers, motivation is considered, and the results should be great.
10. Finally, common entertainment or party is a chance for the organization to spend some time together and do not think about work. It can be easier for the manager to understand the employees and their needs, clarify what can be offered, and have fun with people, who may have the same interests. Humor is also a part of an entertaining program. Employees can share their problems in a humoristic way so that the manager can clarify how the situation can be improved.
11. There are many companies that have special rooms for taking rest, crying, grieving, etc. It is also possible to create such room and provide each person to use it any time it can be necessary. There is no need to make each employee visit this room regularly day by day. As soon as the need takes place, a person is welcome to visit it.
12. If no options are appropriate for the company, an expert can be hired to work with employees and help them cope with stress. Many psychologists are trained to work in specialized companies. They learn the sphere of work and evaluate possible challenges and troubles. As soon as the situation is clarified more or less, the expert offers several options and discusses them with the manager.

All these ideas can be used separately or together as meaningful parts of one plan. They can help to reduce stress when employees are forced to accept some changes (like the change connected with the Office 2010 project). The same methods can be offered to project managers, who want to improve or develop corporate culture. Organizational behavior and the duties of each worker have to be identified without stress and accepted as a crucial aspect of a company. Stress is a result of personal discontents and common misunderstandings. People have to be ready for stress and learn how to cope with it. The offered plan can be used in different spheres, and the team that has to accept the Office 2010 change project can benefit with it as well.

Adaptation and Examples of How the Plan Can Work

It may happen that a project manager and employees have a good stress management plan. Still, they have no ideas on how to use it. In such situation, it is better to provide such groups of people with clear examples and explanations of how the adaptation process can take place. For example, almost each hospital has a kind of crying room. Stress is a frequent condition for many nurses and medical workers. They have to cope with it individually or in groups.

They use the possibility to stay alone, think thoroughly about the actual problem, and find out the best solution. The same rooms but more technologically supports are used by Google employees. Its CEO, Larry Page, takes care of its people and offers the best options: comfortable chairs or sofas, entertaining channels, sports, etc. A restroom in a company remains to be a good and not expensive idea for many organizations.

Another example of how people can cope with stress is entertainment and parties. It does not mean that employees have to drink a lot to forget about personal or working challenges. It is very important to think about the entertaining part, develop some games, promote communication, and deprive people of restraint. Charity parties seem to be an interesting idea for many companies. On the one hand, it is possible to introduce a new task or option for the employees.

On the other hand, some auctions can be used to earn money and support the groups of people in need. People may offer their products for auctions. These things may be connected with the past that needs to be forgotten or the memories that disappoint. Some people would be eager to get rid of something with pleasure, and some people may want to buy the same thing and enjoy this possibility.

Conclusion

In general, work and stress are the two things that come together. People may want to achieve more. Still, because of certain reasons, they cannot meet their needs. The result is the development of a stress situation and the inability to gain control over personal emotions and feelings. The offered stress management plan can be used in the Office 2010 project and any other company. The main reason for such usability is the general approach to stress and the possibility to help people cope with their working challenges and personal problems. Project managers just need to want to help their people and follow the plan offered.

References

Flannes, S. & Levin, G. (2005). Essential people skills for project managers. Vienna, VA: Management Concepts.

Kerzner, H. (2013). Project management: a systems approach to planning, scheduling, and controlling. New York City, NY: John Wiley & Sons, Inc.

Mills, G. (2008). New benchmark study on project management offices shows consistent, 2-year trend delivering quantifiable value. Business Wire. Web.

Rahim, M.A. (2010). Managing conflict in organizations. Piscataway, NJ: Transaction Publishers.

Sharma, U. (2009). Stress management through ancient wisdom and modern science. New Delhi, India: Excel Books.

Tummers, N. (2013). Stress management: A wellness approach. Champaign, IL: Human Kinetics.

Introduction

In the proposed scenario, the role of the organization in the prevention and minimization of workplace stress and conflict was minimal. The organization did not have appropriate strategies to prevent miscommunication in one of its core departments  recruitment  and that is why the company needs to address this issue through certain changes. First, the fact that the management did not see the issue could be due to the organization having too many departments or hierarchal layers. To prevent miscommunication and workplace stress in the future, the company must establish a system of workplace climate supervision where the head of each department would be responsible for the communication within the department. The chosen employees should be equipped with thorough training on building a positive environment and supporting employee relations to minimize stress levels. Also, the management needs to establish weekly individual meetings with the heads of the departments to check on their progress, since communication with the management is one of the most important pillars for communication within the company (Harter & Atkins, 2015, para. 5).

Identifying and solving problems in a team

On the other hand, my abilities in the proposed scenario enabled making certain modifications to the current schemes, thus allowing me to tackle the issues such as lack of tracking of the candidates process and poor communication within the department. This can be explained by the fact that it is easier for a regular worker in the department to see certain smaller issues and propose solutions. For instance, a tracking system for the candidates allows the employees in the department to see at what stage the applications are at the moment and answer any questions the candidates may have based on their progress. However, I failed to examine the specific types of mistakes committed by the team, which could help to find a better solution to the issues. Because the recruiters rarely work in groups, however, the lack of cohesiveness within the HR team has to be addressed by the management as it might require organizational changes to solve it.

Given that the suggested solutions are implemented on a team-level, they might not be sufficient in addressing such a major issue as work stress and employee conflict. For instance, the tracking system will not be extended to other departments due to the lack of need. A buddy system, on the other hand, is quite a complex solution that does not quite fit the department. For instance, the nature of work in the HR department requires more individual work than cooperation, and the introduction of the buddy system will most likely disrupt the usual workflow. On the other hand, there is the potential to use this system in other areas of the organization, for instance, to ease the induction of new employees in all departments of the organization. Finally, the introduction of weekly team meetings does not quite serve the purpose of the improvement process either. Individual weekly meetings are more efficient for receiving updates on the departments and employees progress than team meetings. However, given that the change aimed to promote employee involvement, the department could introduce monthly group meetings that would involve team building activities and socialization within the department.

Conclusion

Overall, the proposed solution has some effective ideas. For example, the use of a tracking system is relevant to the aims of the department and would be efficient in reducing miscommunication. However, because the lack of cohesiveness in one department may pose a threat to the functioning of the entire company (Hutton, 2014, para. 6), a more general approach is required to improve organizational climate and cooperation.

References

Harter, J. & Adkins, A. (2015). What great managers do to engage employees.Harvard Business Review, Web.

Hutton, L. (2014). 6 reasons why effective communication should be a focus in your business.Australian Institute of Business. Web.

Since the key idea of a project is to sell the yoga and meditation practice program to the other departments of a firm, it is important to understand the expected benefits. According to Della Valle et al. (2020), yoga implemented at the workplace decreases the perceived stress levels in employees, making them much more productive compared to those who did not receive similar practice. As body-mind fitness, yoga and meditation support the mental health of employees, which helps them in establishing proper relationships and communication. During lunchtime, employees are likely to eat and sit, while physical activity would reduce their cortisol, normalise heart rate, and improve overall well-being (Puerto Valencia et al., 2019). Moreover, yoga interventions present a cost-effective method to manage musculoskeletal issues, which is especially significant for employees with sedentary jobs (Hartfiel et al., 2017). To convince the leaders, educational brochures should be provided with the details about the improved productivity of employees. Also, a brief presentation can be designed to show that the plan was effective.

To evaluate the impact of the project plan on the translation of the proposed practice across the organisation, it is critical to consider several measurements. First, semi-structured interviews with employees should be contacted to determine their attitudes and perceived value of yoga and meditation sessions. Second, the extent to which employee education was effective can be assessed through the analysis of the key performance changes to reveal any changes. In cooperation, the HR department and People and Culture team can conduct the evaluation and provide the interviews. Third, the cost-effectiveness should be calculated by paying attention to the costs of implementing the project and benefits acquired, including employee health outcomes and performance improvements. Considering the conditions of COVID-19, costs for ensuring sanitary safety should be involved as well. In addition, the effectiveness of yoga sessions and the role of the project plan can be compared across the departments to reveal any factors that impact the success of this initiative. To introduce the innovations slowly, changes should begin with the meeting, group discussion, and presentation of the goals and milestones of the projects. Furthermore, employees should be offered one session a week, and two-three sessions can be introduced later.

Reference List

Della Valle, E. et al. (2020) Effectiveness of workplace yoga interventions to reduce perceived stress in employees: a systematic review and meta-analysis, Journal of Functional Morphology and Kinesiology, 5(2), pp. 33-49.

Hartfiel, N. et al. (2017) Cost-effectiveness of yoga for managing musculoskeletal conditions in the workplace, Occupational Medicine, 67(9), pp. 687-695.

Puerto Valencia, L. M. et al. (2019) Yoga in the workplace and health outcomes: a systematic review, Occupational Medicine, 69(3), pp.195-203.

Introduction

Women frequently undergo much stress to the point that they neglect their well-being. Whereas it may appear that the condition would get better as ladies age, the reality is quite the contrary. Females may experience more significant difficulties and anxiety as they age than individuals previously believed. Womens worries are amplified because of the thought that they need to be everything to the family. Additionally, they use the concepts of multitasking and being superwomen to gauge their level of accomplishment in the community. Such expectations might cause a great deal of everyday tension; most of the time, it does not disappear.

Reasons Why Women Experience Stress

I think stress is womens primary problem as they grow old. Females are confronted with numerous difficulties at different points in their lives. In their twenties, they can have difficulty figuring out where to fit in society (Sontag, 2018). Ladies may desire to establish a lucrative career, meet a special person, and lead an interesting life. In their thirties, they might be thinking about establishing a family and handling various issues. Additionally, they worry about being decent parents, managing finances, enjoying, keeping up with schedules, and working.

Females might be in diverse phases of their lives by the moment they are in their forties and fifties. Along with employment and family obligations, there are automobile and student loans to pay off (Sontag, 2018). Some ladies in their forties to fifties are taking care of their elderly parents. Furthermore, they may be going through breakups and divorces during that stage of their lives. Some women might experience a sense of invisibility in addition to their worries.

Conclusion

Ladies are influential, yet they sometimes disregard their priorities when caring for others. Females should be conscious of the particular difficulties that aging might present. They can adjust due to the insight to maintain their well-being and happiness. Women need to keep in mind that age-related medical problems are not unavoidable. They must understand that it is possible to feel well and maintain good health, but following the appropriate procedures and adopting constructive habits is crucial.

Reference

Sontag, S. (2018). The double standard of aging. In The other within us (pp. 1924). Routledge. Web.

Introduction

Respondents stress is one of the unpleasant consequences of emergency events. People who are the first to experience such crises experience significant psychological and physical pressure (Feuer, 2021). The Massachusetts Comprehensive Emergency Management Plan (CEMP) does not currently address respondent stress (Massachusetts Emergency Management Agency, 2019). Therefore, identifying, managing, mitigating, and responding to this problem are relevant tasks. This recommendation memo aims to address these points and develop a plan for reacting to respondent stress.

Identification and Response

The respondent stress means the state of burnout to which people are exposed by interacting with traumatic events. First, such pressure is most likely among the first respondents who directly operate in crisis areas: police officers, emergency services, and medical personnel. However, management personnel, such as the heads of the Emergency Operations Centers, also face similar challenges when forced to make challenging decisions. Therefore, as target groups, all the structures closely related to correcting the consequences of catastrophes should be considered.

Two directions should be developed as part of the measures to identify stress and respond to it. First, it is required to increase self-awareness by disseminating information allowing event participants to independently note the symptoms of pressure (Disaster responder stress management, 2022). This will enable them to be involved in organizational stress management programs, the creation of which is the second point of planning. Thus, identifying the respondent stress is distributed between the respondents and administrative units, for which general instructions should be created similar to CEMP.

Management and Mitigation

The means to manage and mitigate the respondent stress can be divided into two categories: personal and structural. To increase the level of self-awareness, it is necessary to disseminate information about this stress. Such data should include both general information and details related to the specific role of the respondent (Emergency responders, 2018). Within this method, general plans must be created, which can be adjusted by specific units following their needs. It can also be helpful to utilize frameworks such as The Stress Continuum, initially used by the US military in combat situations (The stress continuum, n.d.). With the help of such a system, respondents can independently assess their condition, transferring this information to supervisors, allowing timely inclusion of a person in a more extensive program.

An example of such methods implemented at the departmental level is peer support teams. Using evidence-based approaches such as Psychological First Aid, such groups can effectively address a persons post-stress needs and mitigate the effects of dealing with emergencies (Feuer, 2021). This method is based on three elements: Listen, Protect, and Connect, each of which is aimed at consistently resolving existing problems and redirecting a person to more specialized structures. Considering that the current plan is being developed from the states perspective, the possibility of drawing up a common framework is beneficial.

Conclusion

Thus, the current respondent stress response plan for Massachusetts consists of the following items. First, within the framework of measures to identify stress, employees of all structures interacting with emergencies should be considered potential victims. The response to stress should be the development of programs that allow it to be identified, managed, and reduced in time. It is proposed to conduct briefings to increase self-awareness and use positively proven schemes, such as The Stress Continuum. In addition, it is necessary to create peer support teams within departments based on the Psychological First Aid approach. This will allow victims of the respondents stress to promptly receive assistance and be referred to specialists.

References

Disaster responder stress management. (2022). Substance Abuse and Mental Health Services Administration. Web.

Emergency responders: Tips for taking care of yourself. (2018). Centers for Disease Control and Prevention. Web.

Feuer, B. S. (2021). First responder peer support: An evidence-informed approach. Journal of Police and Criminal Psychology, 36(3), 365-371. Web.

Massachusetts Emergency Management Agency. (2019). Comprehensive emergency management plan (CEMP). Web.

The stress continuum. (n.d.). Responder Alliance. Web.

Background

Patient safety is typically viewed as the number one priority in nursing, aside from the focus on patients recovery. Therefore, addressing the factors that define the degree of threat to which patients are exposed in the clinical setting is especially important to discuss. Among the essential factors upon which the well-being of patients hinges, nurse satisfaction takes a crucial spot since the extent of stress and fatigue that a nurse experiences due to a vast amount of workload determines the nurses ability to meet a patients needs adequately. Studies show that the percentage of burnouts and instances of fatigue in the workplace setting defines the percentage of medical errors made while addressing patients needs (Woodhead, Northrop, & Edelstein, 2016). Therefore, locating the strategies that will help to reduce the range of stress that nurses face is critical for keeping the quality of care at the proper level.

Problem Statement

Due to the increasingly high levels of nurse shortage and the subsequent increase in workload, as well as the lack of appropriate stress reduction techniques, the rise in workload leads to an increase in workplace errors and poor quality of nursing services. As a result, both nurses and patients suffer greatly, the latter taking more time to recover, while the former develop mental health issues that run the gamut of anxiety and depression disorders (Johnson, Butler, Harootunian, Wilson, & Linan, 2016; Sagherian, Clinton, Abu-Saad Huijer, & Geiger-Brown, 2017). Therefore, creating and testing a strategy that could help alleviate the devastating experiences of nurses in the hospital setting is an absolute necessity. For this purpose, an innovative program for handling workplace difficulties such as time management issues and conflicts in the workplace will be required (Akbar, Elahi, Mohammadi, & Khoshknab, 2016; Hevezi, 2016). For this purpose, the BREATHE: Stress Management for Nurses program was selected (Hersh et al., 2016). Accessible as a digital framework, the proposed approach will lead to better management of the nurse shortage problem and the related concerns.

Purpose of the Change Proposal

The goal of this proposal is to evaluate the effects of the BREATHE program as the method of handling the current issue of nurse shortage caused by workplace burnouts and lack of time. Simultaneously, the issue of healthcare quality improvement will be considered by comparing patient outcomes in the scenario that involves the BREATHE framework to the one that includes traditional approaches to time and stress management. It is believed that the specified assessment will lead to insights that will shed light on the opportunities for reducing workplace burnouts and stress in healthcare workers, thus preventing mental health issues from taking place among staff members. At the same time, the dynamics of nosing services quality will be analyzed to infer

PICOT Question

In nurses working in the clinical setting under extensive time and workload pressure, does the application of the BREATHE framework have a better effect on the problem of burnouts and fatigue compared to the traditional approach to time management and workload arrangement?

Literature Each Strategy Employed

The approaches to the problem of burnouts, fatigue, and similar mental health issues in nurses operating in the staff shortage settings have an impressive history in nursing literature. For instance, the concept of self-care, which has been perpetuated in the healthcare setting for decades, has been widely discussed as one of the most basic frameworks for handling burnout and fatigue in healthcare workers. However, the proposed technique does not allow handling the concern on a more profound level, specifically, by reconsidering the methods of addressing external factors instead of changing a nurses attitude to them (Adimando, 2018). Similarly, the BREATHE framework, while being comparatively new, has already been registered on the radars of several academic studies that have tested it successfully. Nonetheless, locating the effects of the program in the long term will be needed to prove its significance for managing burnouts and fatigue in nurses.

Evaluation of the Literature

The current literature that studies the subject matter offers a sizeable amount of information and quite clear directions for further research. While the universal applicability of the BREATHE program has not been proven yet, there are indications that it is likely to cause positive change. Moreover, studies show that the traditional approach toward fatigue and burnouts in the nursing setting has become barely of any use for nurses due to the rapidly increasing amount of information and tasks that they have to manage when tending to patients needs. Combined with a rapidly declining nurse-to-patient ratio, the specified factor is shown to have become a large problem in the present-day nursing environment. The literature from which the key data was obtained is relevant and credible, coming from recent peer-reviewed studies.

However, during the analysis of the literature, a gap in the existing research was located. The exact effects of the BREATHE program on the improvement in the levels of burnout in the workplace and especially the changes in service quality requires further scrutiny. While the effects on nurses health have been seen as generally positive, the effects that the program has on them developing resilience, time management abilities, and the skill of prioritizing tasks, at the same time retaining empathy as the basis for communication with patients still require further analysis. This study, in turn, will offer an insight into the outcomes of the BREATHE model application in the nursing setting.

Nursing Theory Utilized

In order to approach the problem at hand, a combination of two theories will have to be applied. The nursing theory of Self-Care Deficit will have to be applied to the case under analysis since there is an evident lack of awareness about coping methods among nurses (see Appendix A). Created by Dorothea Orem, the Self-Care Deficit Theory suggests that people should be actively taught to address their personal health-related needs and locate threats to their well-being (Arman & Hök, 2016). By educating nurses about basic methods of self-care to prevent burnout and reduce stress, will prompt gradual change. At the same time, the Conservation of Resources theory will have to be utilized to assist nurses in developing the most appropriate strategy for managing time and workload (Prapanjaroensin, Patrician, & Vance, 2017). Thus, the work-life balance will be restored for nurses, and they will face less pressure in the hospital setting.

Proposed Implementation Plan with Outcome Measures

It is suggested that the promotion of fatigue and burnout management in nurses should start with the introduction of the BREATHE framework into the organizational environment (see Appendix B). Starting with a transfer of the dialogue concerning workload and burnouts with nurses to the digital environment, the process should continue with the introduction of nurses to each module at a time. As nurses progress to the next module, they will be offered an opportunity to engage in a discussion and consider the effects that the program will have had on them. Alterations in behaviors and attitudes will be the key talking point during the discussions since it will be crucial that nurses should build a profound understanding of their personal needs and abilities. As a result, nurses will gain better control of their emotions and, thus, will cope with workplace stress and challenges with greater success. The program will end with the evaluation of progress and the discussion of further directions for increasing self-control and management skills.

Identification and Discussion of Potential Barriers to Plan Implementation

While the plan seems quite basic in its essence, several barriers toward its implementation are expected to appear. Resistance to change may become an issue since some nurses may feel uncomfortable with the use of digital technology of which they have little knowledge. In addition, the costs associated with the integration of the BREATHE program into the target healthcare setting may be quite high, especially given the current drop in quality associated with the reduction in nurses productivity. However, the specified limitations can be addressed by refocusing the companys financial policy and investing in nurses well-being and motivation. The described step will also help to manage the issue of reluctance toward change among the target demographic. By proving to the hospital staff that managers care about their employees, the former will encourage nurses to acquire new skills and focus on the creation of a healthy workplace.

References

Adimando, A. (2018). Preventing and alleviating compassion fatigue through self-care: An educational workshop for nurses. Journal of Holistic Nursing, 36(4), 304-317. Web.

Akbar, R. E., Elahi, N., Mohammadi, E., & Khoshknab, M. F. (2016). What strategies do the nurses apply to cope with job stress? A qualitative study. Global Journal of Health Science, 8(6), 55. Web.

Arman, M., & Hök, J. (2016). Selfcare follows from compassionate carechronic pain patients experience of integrative rehabilitation. Scandinavian Journal of Caring Sciences, 30(2), 374-381. Web.

Hersch, R. K., Cook, R. F., Deitz, D. K., Kaplan, S., Hughes, D., Friesen, M. A., & Vezina, M. (2016). Reducing nurses stress: A randomized controlled trial of a web-based stress management program for nurses. Applied Nursing Research, 32, 18-25. Web.

Hevezi, J. A. (2016). Evaluation of a meditation intervention to reduce the effects of stressors associated with compassion fatigue among nurses. Journal of Holistic Nursing, 34(4), 343-350. Web.

Johnson, W. G., Butler, R., Harootunian, G., Wilson, B., & Linan, M. (2016). Registered nurses: The curious case of a persistent shortage. Journal of Nursing Scholarship, 48(4), 387-396. Web.

Prapanjaroensin, A., Patrician, P. A., & Vance, D. E. (2017). Conservation of resources theory in nurse burnout and patient safety. Journal of Advanced Nursing, 73(11), 2558-2565. Web.

Sagherian, K., Clinton, M. E., Abu-Saad Huijer, H., & Geiger-Brown, J. (2017). Fatigue, work schedules, and perceived performance in bedside care nurses. Workplace Health & Safety, 65(7), 304-312. Web.

Woodhead, E. L., Northrop, L., & Edelstein, B. (2016). Stress, social support, and burnout among long-term care nursing staff. Journal of Applied Gerontology, 35(1), 84-105. Web.

Appendix Section

Appendix A: Self-Care Theory

Appendix B: BREATHE Program

Asis, E., & Carandang, R. (2020). The plight of migrant care workers in Japan: A qualitative study of their stressors on caregiving. Journal of Migration and Health, 1-2, 100001. Web.

This research was published in the Journal of Migration and Health, an open-access publisher of articles and reviews concerned with migration. It explores the experiences of care workers in foreign countries, precisely long-term care in Japan, and their common stressors. The authors collected data from Filipinos, Indonesians, and Vietnamese through interviews and analyzed it using thematic analysis. Furthermore, the article focused on the themes of relationships between workers, the balance of life and work, health, communication barrier, interactions with patients, and the physical environment. The study established that care workers in Japan, including Filipinos, struggle with the language barrier, fatigue, back pains, anxiety, depression, heavy workload, low wage, discrimination, hostile environment at work, and patient attitudes. Thus, they suggest that the Japanese government should amend its policies regarding care work, especially for migrant employees.

The article is suitable for the study because it is current, hence including the latest discoveries in the field of migration and care work. Additionally, the authors collected data from Filipinos, Indonesians, and Vietnamese, thus, the information lacks the influence of culture and ethnicity. It explores the common psychological and demographic factors that could affect a caregiver, apart from providing in-depth analysis based on the data collected. Its conclusion comes from the data analysis and multiple references, thus, being unbiased and lacking the personal perceptions of any author. The source will help to explain psychological stressors for Filipino caregivers and possible ways of improving their experiences.

Cerezo-Pann, L. (2018). Filipino service care providers experience compassion fatigue while working in residential care facilities. Electronic Theses, Projects, and Dissertations. 653. Web.

This article is written by Cerezo-Pann Leizel, a graduate of the California State University pursuing a masters degree in social work. It focuses on exploring the experiences of compassion fatigue among Filipino caregivers. According to the author, healthcare providers encounter compassion fatigue, which affects their behaviors mainly through feelings of hopelessness. Most Filipino caregivers in California deal with older adults which could be exhausting. The author used face-to-face interviews to collect data regarding caregivers exposure to patients with terminal illnesses, work environments, and strategies for coping and self-care. The study found out that most care workers experience compassion satisfaction rather than exhaustion However, the author recommended further investigation to be conducted on compassion satisfaction for caregivers born in the United States and in the Philippines to determine the effects of cultural values on compassion fatigue.

The source is relevant to this research because it provides insights on compassion fatigue, a key consideration in care work. The article is recent and the author combines an intensive literature review and interviews to establish the findings. Additionally, the process and study design are based on multiple theories of social work that explain the role of caregivers. The study is ethically approved because it protects all participants and proves no conflict of interest. The article will help to explain the concept of compassion fatigue in care work and how it affects the patient and the nurse.

Cordova, M., & Sia, A. (2020). Coping strategies and resiliency of informal caregivers. Philippine Social Science Journal, 2(2), 23-36. Web.

The authors of this article are from Negros Occidental, one from the government and the other from an institution of higher learning. The qualitative study seeks to determine the link between demographic variables and Filipinos coping strategies, as well as their degree of resilience in their course of informal caregiving. The authors used checklists and profile sheets to collect data from full-time provincial government officials, who are also casual nurses. The study established no relationship between the demographic variables and coping strategies to the degree of resilience. However, they found that age is closely linked to problem-focused strategies of coping. Additionally, emotion-focused approaches to adjustment affect caregivers resilience, which is also influenced by external and internal sources of stress. Importantly, the authors assert that nursing poses positive and negative effects on Filipinos well-being based on their level of tolerance. Caregiving is associated with intensive psychological and physical demands that could be exhausting, especially for a person playing a dual role.

The source is acceptable for the study due to its unique approach to care work in the Philippines. It gives a cultural background to nursing in the country, and coping strategies used by Filipinos in their natural role and call to take care of the elderly in the community. The article is recent, and therefore it incorporates the latest findings and cultural development of the Filipinos. The authors gathered information from numerous sources cited in its reference list and thus, it is unbiased, comprehensive and applicable to many contexts. It will help to establish the cultural background of care work for Filipinos, intrinsic motivation, and coping strategies.

Department of Trade and Industry. (2022). Philippines-Japan Economic Partnership Agreement (PJEPA). Web.

This source is prepared by the Department of Trade and Industry from the Philippines Republic. It explains the background of the Philippines-Japan Economic Partnership Agreement and the benefits associated with it including the movement of natural persons between the countries. The source provided statistics on trade, investments, and Filipino workers in Japan, among other specifics of the agreement. The information be used to define the agreement and justification of Filipino workers in Japan. The source is dependable since it is a government document and its statistics are reviewed and compiled by professionals. Additionally, the information is detailed as every chapter is comprehensively discussed under each section. The source will build the introduction of the study and background information on care work for Filipinos in Japan and the policies guiding the practice.

Kazemi, A., Azimian, J., Mafi, M., Allen, K., & Motalebi, S. (2021). Caregiver burden and coping strategies in caregivers of older patients with stroke. BMC Psychology, 9(1). Web.

The article is written by five authors from various fields of study, including nursing and midwifery, medical sciences, education, wellness science, and social determinants of health. It focuses on establishing the burden carried by caregivers, and how they cope with the challenges associated with helping older people living with a stroke. The authors acknowledge the psychological and physical burden of handling patients with stroke considering that the condition is terminal. They used Iranian caregivers male and female participants and collected data through questionnaires and interviews. According to the study, the majority of caregivers cope through seeking social support and positive reappraisal strategies. Caregivers accept the responsibility of helping old people with stroke although some escape and distance themselves from the patients especially those who use emotion-focused coping techniques. The study also concludes that the burden of nursing is higher among the caregivers who use negative coping strategies such as distancing and escaping. It recommends the implementation and design of programs for supporting caregivers to promote psychological well-being and physical health.

This source is suitable for the study because its information is reliable and applicable to multiple scenarios. It was recently published, and it has attained ethical requirements for studies such as consent from human participants. Additionally, the article draws its information from more than eighty eligible sources, and therefore the conclusion is from statistical and a thoughtful discussion of well-analyzed and detailed information. The authors consider male and female caregivers and multiple coping strategies hence, which is an inclusive approach to understanding the burden of nursing. The source will help explain the stressors associated with care work for older patients, apart from highlighting the possible coping strategies that Filipino caregivers can use to enhance their experience by reducing stress and anxiety.

Mabalot, K. (2018). Parental coping in Filipino American caregivers of children with intellectual and/or developmental disabilities. Doctoral Dissertations [Unpublished doctoral dissertation]. The University of San Fransisco.

This source is desertion by Mabalot Kathrynn, a learner from the University of San Franciscos, school of nursing and health profession, pursuing a PhD in psychology. It seeks to comprehend the experience of Filipino caregivers dealing with children with special needs in the US. The article strives to establish coping strategies for accommodating patients with developmental and intellectual disabilities and managing parental stress. The author focused on the domains of self-fulfillment as a parent, community engagement, acceptance of the condition, extended family as a key source of support, and precision of parenting roles. The study established eight themes for effective parental coping for Filipino caregivers including defining the roles of parenting, understanding the disability, relying, and depending on extended family, teamwork in bringing up the child, enjoying parenthood, modifying parents expectations in responding to the condition and the sense of belonging.

The source is apt for the study due to its extensive literature review on essential aspects including parenting stress and coping, family resilience, Filipino Americans and their mental health, psychology, and cultural assimilation with the Americans. The literature is based on numerous sources hence, thorough and inclusive. The article is ethically correct since the author gained consent from the participants. The author collects data through interviews, survey monkeys, and questionnaires hence more reliable feedback. Additionally, the author evaluates multiple themes critical to parenting as a caregiver role hence applicable to the study. The source will help the study in explaining the natural role of parents as a caregiver for their children and establishing coping strategies that ease the burden, especially for mothers. It will also provide background information on Filipino American culture, mental health status, and coping strategies that could either deteriorate or enhance their experience as caregivers.

Miyazaki, R. (2018). Migrant care workers and care-migration policies: a comparison between Italy and Japan. Asia Europe Journal, 17(2), 161-177. Web.

This source by Miyazaki Rie compares policies regarding care migration and migrant care workers in Japan and Italy. According to the author, the two countries are the most aging societies globally; hence, their social cost and demand for caregivers and long-term care are higher than the rest. Despite their similarities in welfare features and trajectories, Japan and Italy have distinct migration and care policies and the roles of care workers from other countries are different. The author concluded that regulated and qualified care work can be maintained through a combination of in-kind-based national care policies and restricted migrants rules. Additionally, in-cash-based national policies for care are associated with weak controls for the migration of unskilled workers which results in marketized care and low professional expertise in the gray market.

This article is pertinent to the study as it gives an insight into the policies for care and migration in Japan that affect the Filipinos working there. It was written in 2019 hence updated and relatable. Additionally, the author compared essential aspects of migration policy between Italy and Japan and thus, a non-biased approach to evaluating the policies. The information is dependable ass it comes from many sources and the conclusion is entirely dependent on the text. The source will guide the analysis of Japans care and migration policies to understand the work environment for Filipinos and the systems that support it.

Nanette M. Holloway N. H., (2019). Coping Skills for Caregivers (Coping Skills for Caregivers Series). ISBN-13:  978-1679408083

This book is written by Nanette M. Holloway, a registered nurse and a Christian author with more than five books. She is also a graduate with BSN from Oral Roberts University and has a masters degree in nursing education from Southern Nazarene University. Nanette writes about medical issues mainly from her experience with prolonged grief disorder following the death of her father who suffered from a chronic illness. The book focuses on self-care for caregivers and coping strategies that can prevent exhaustion and burnout. Nanette acknowledges the challenges caregivers encounter including worry, depression, confusion and wear due to demands of energy and attention by care work. Taking care of chronically ill patients and their ultimate death affect the mind, soul, and body of the caregiver, and thus, coping strategies should satisfy the three aspects of human beings. According to Nanette, caregiving is a journey and the stresses associated with it make caregivers neglect their needs.

The book provides essential background on care work as it explores the challenges and viable coping strategies for all caregivers. The author uniquely approaches the topic as they have gone through the journey hence an intimate interaction with the theory of care work. She is also experienced as a professional nurse hence the information is reliable as it is backed with knowledge and experience. Nurses are caregivers in medical facilities and therefore, the author understands the burden of caregiving for patients of all levels of illnesses. The book will inform the foundation of the study to provide insights on the need for self-care amidst the challenging call for care work.

Redubla, RPm, C., & Cuaton, G. (2019). A phenomenological study on the experiences of careers of the mentally ill in a mental health facility in the Philippines. International Journal of Research -GRANTHAALAYAH, 7(3), 38-47. Web.

Redubla Cristina, a registered and licensed psychometrician, and Cuaton Ginbert, a faculty researcher from Leyte Normal University in the Philippines, wrote this article. The study focuses on mental health due to stigmatization associated with mental illnesses and the challenges caregivers for mentally ill patients encounter. It aims at assisting the community, families, and professionals in identifying support needs and coping strategies they can use while giving care to mentally ill people. Through interviews and literature review on coping strategies and support to caregivers, the author established that caregivers can cope effectively through religious practice, acceptance and resolution, and engaging in other tasks to preoccupy their minds. Additionally, support programs such as counseling and mental health education on treatment, causes, management, and caregiving are among the support needs of workers handling mentally ill patients.

This source is apposite for the study since mental illness is a global health issue affecting people from all regions. Caregiving is a complex task that could result in mental illness if the caregiver lacks proper support. The authors combine internet and library research with interviews to ensure an unbiased and multidimensional perspective. It contains recent information and the sources are substantial ranging from recently published to older publications. The source will assist the study in showing the link between caregiving and mental illnesses and coping strategies that care workers dealing with mentally ill patients can adopt even as the world strives to create awareness of mental health.

Tahara, M., Mashizume, Y., & Takahashi, K. (2020). Coping mechanisms: Exploring strategies utilized by Japanese healthcare workers to reduce stress and improve mental health during the covid-19 pandemic. International Journal of Environmental Research and Public Health, 18(1), 131. Web.

This article is published in the International Journal of Environmental Research and Public Health, open access, and peer-reviewed publisher of articles related to occupational hygiene, public health, global health research, and environmental science among others. The study explores the strategies used by Japanese health workers during the pandemic, to reduce stress while improving mental health. Its authors used web-based questionnaires to conduct a cross-sectional survey to assess workers satisfaction, health status, anxiety, leisure, work, and new tasks during the pandemic. The study established that poor mental health is closely linked to low levels and absence of communication and high anxiety and is mainly experienced by female workers. In contrast, workers with high satisfaction from new roles and work, and good health hindered mental health issues. Additionally, workers who use escape avoidance strategies to cope with the pandemic had better mental health compared to those who utilize the social support method.

This source will help establish differences between Filipino and Japanese coping strategies in caregiving in the study. It is relatable and applicable to the Filipinos since the pandemic was a universal crisis experienced by caregivers globally. The article also explores issues such as resilience, satisfaction, communication, and others that are essential in care work. It attains all ethical requirements for studies, proves no conflict of interest as it lacks any form of funding, and utilizes close to sixty references hence an unbiased conclusion.