Stress is a very popular topic among both scientists and researchers. After long discussions, all researches finally agreed on one concept.
Stress management programs actually work!
Today, we will analyze several scientific studies, which proved that stress management programs are beneficial.
Stress Management Programs
Over the past few decades, many studies showed that we need to do more to eliminate stress. Researchers say that anxiety is everywhere, but we can still fight it. Furthermore, researchers explained common stress triggers. Some of these triggers happen at our workplace, at home or with our friends.
Let’s have a look at some of the most productive studies which confirmed stress management programs are successful.
Kożusznik, Rodriguez, & Peiro in 2012
A study conducted in Poland and Spain inspected the effects of stress of social care providers. Later, the study explained that employees can now treat stress as a challenge. In the end, this will help employees perform better. At the same time, the study said that employees need an adequate training to understand their work demands better.
Beehr et al. in 2001
This study found that many stressed individuals like a good challenge. Still, the study explains that stress management programs have to be obligatory for employees. This is very important, especially for teaching employees on how to react in stressful situations.
Aust and Ducki in 2004
Aust and Ducki analyzed a total of 11 related studies. They actually focused on examining around 30 different organizations. All of these made efforts to introduce different stress management programs. Their goal was to see whether stress management programs have any beneficial effects at all.
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Shortly after, the study found that employees actually respond well to written reports. This means that employees can list all stressors that make them unable to work at their best. Interestingly, most companies actually accepted these ideas and improved their working conditions. As a result, these employees experienced less stress and were able to focus on their work.
Chong, van Eerde, Rutte, and Chai in 2012
This study focused on monitoring 74 new employee teams. Once the study was completed, the results showed the real picture. Mainly, the final outcome suggested that many employees didn’t have enough time to finish all their tasks. But, once employees were divided into teams, they were able to concentrate on their work more. Ultimately, this led to an improved collaboration and less stress.
Teamwork against Stress
Chong’s study is a pretty detailed one. Through it, Chong offered many methods for eliminating stress. Actually, this study included both employees and students. The study found that employees always work better in a group. As a result, teamwork helped them overcome stress more effectively. Workers were also more productive at their workplace and in a team.
Teamwork Program Ground Rules
All teamwork stress programs come with a few ground rules. These all focus on eliminating stress in both workers and students. This means that if you share a responsibility with a team member, you are less exposed to stress. The same is true for communication. Therefore, many employees can now communicate through phone or email.
The program also encouraged using more earphones and computers at the workplace. This way, the employees are more efficient and function even better.
Companies and Stress Management Programs
In an ideal world, every company needs to offer stress management programs to employees. Sadly, this is still not mandatory. Regardless, many companies already introduced similar programs to eliminate stress altogether. They also offer anti-stress consultations for each and every employee.
A Stress-Free Future
First, many companies met basic working requirements. This finally motivated employees to be more productive. Many basic requirements include temperature settings, lighting, sound, as well as air-conditioning.
It goes without saying that stress management programs truly work. At the moment, only a few companies have taken these programs seriously.
However, it might take years before these actually become acknowledged on a global company level.