FULCRUM

1
Demands -Resources - Constraints
Individual - Group - Organisation
Assessment - Intervention - Evaluation
2
Stress Model

• Demands

Resources
Constraints
3
Consequences of Imbalance

• Lower job satisfaction
• Stress and burnout
• Disengagement
• Reduced organisational commitment

4
Consequences of Imbalance

• Poor quality decision making
• Reduced productivity
• Increased absenteeism
• Increased staff turnover
• Litigation

5
Employers Liability For Workplace Stress

• Criminal liability
• Common law duty
• Constructive dismissal

6
Criminal Liability

• It shall be the duty of every employer to
  ensure, so far as reasonably practicable, the
  health, safety and welfare at work of all his
  employees.
• Duty includes the provison of a system of work
  that is safe and without risks to health and the
  provision of a working environment that is safe ,
  without risks to health.
• Health Safety at Work Act (1974)

7
Criminal Liability

• Employers are obliged to conduct risk assessments
  to identify and assess any risks to employers
  health and safety and to determine and put in
  place appropriate measures to prevent or reduce
  these risks
• This statutory duty incorporates the
  identification of risks to employers mental
  health.
• Management of Health and Safety at Work
  Regulations (1992)

8
Criminal Liability

• Employers may be prosecuted in relation to
• System of work
• Working environment
• Risk assessment
• Foreseeable and preventable
• Physical and psychological health

9
Common Law Duty

• Implied terms -reasonable care of employees
  health and safety
• Personal injury claim
• Negligent? carelessness v reasonable
  foreseeability
• Injury suffered? Identifiable mental illness
• External factors? Balance of probabilities/
  materially increased the risk of injury

10
Personal Injury Claims

• Walker V Northumberland County Council (1995) -
  175,000
• Lancaster V Birmingham City Council (1999) -
  67,400
• Benson v Wirral Borough Council (1999)- 47,000
• McLead V Test Valley Borough Council (2000) -
  200,000
• Ingram V Hereford County Council (2000) - 204,000

11
Constructive Dismissal

• Implied duty of trust and confidence
• Persistent unreasonable demands
• Lack of support or training
• Complaints about workplace pressure
• Bullying or harassment
• Any behaviour which causes stress related
  symptoms or which has an adverse impact on
  morale, self-esteem or self-confidence

12
Addressing Imbalance

• Assessment - Intervention - Evaluation
• Demands - Resources - Constraints
• Individual - Group - Organisational

13
Outcomes

• Promote individual well-being
• Develop effective and efficient processes
• Provide protection against litigation

14
Risk Assessment (Stress)

• Identification of imbalance between demands -
  resources -constraints.
• Self-Report Measures - perception of stressors
  in job design ability to cope control over
  work support available.
• Objective Measures Recognised antecedents
  statistics on changes in workers behaviour
  health status.

15
Intervention

• Intervening to positively manage the maximum
  number of stress related problems using the
  minimum number of actions.
• Counselling Services
  Providing support for individual employees.
• Training and Development
  Enhancing employees ability to counter stress.
• Organisational Management
  Redesigning the job to avoid stress.

16
EVALUATION

• Identification of individual, group and
  organisational benefits
• People
• Procedures
• Performance

17
Cost-benefit Analysis

• For typical organisation of 250 people.
• Stress Risk Assessment 15,000
• Strategic Intervention 70,000
• Subsequent Evaluation 10,000
• Single successful claim 200,000

18
Contact Details

• William J.R. Anderson
• School of Psychology
• University of Ulster
• Magee Campus
• Tel [phone]
• Email wjr.anderson_at_ulster.ac.uk