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6 Ways to help your employees beat stress and work more
If you would like your business to employ highly motivated and high-energy level employees then investing in the workplace atmosphere and facilities will help and will reduce work-place stress significantly. Research confirms that if your employees are stressed then that will cost you even more money in missed workdays and increased on-the-job injuries over both the short term and the long term.
In addition to the negative repercussions of having stressed out employees, your business may be experiencing lower productivity and poor quality of output. It is both clear and obvious that some very cost effective strategies could minimize stress on the job and provide your employees with opportunities to reduce other stress related problems.
Below is a list of 6 ways in which you can help your company reduce stress for your employees while increasing the output of your business:
1. Provide an attractive and comfortable work environment whenever possible to reduce stress. Pleasant surroundings can do more for a person’s attitude then we often realize. Create a less formal atmosphere by adding plants or improved decoration, even if that is just in a rest room it will help.
2. Supply a quiet room for your employees to take their breaks in. Not the canteen or games room, this room should be separate from the normal “hustle and bustle” of the work-place. It will give your employees an opportunity of a quick 10 minute break from work and any work related stress that they may be experiencing.
3. Instead of giving orders 100% of the time try to create opportunities for employees to make decisions that will directly affect their job performance. This gives them a sense of personal power and less stress because they feel they have some control.
4. Thank your employees for work accomplished and recognize them for exemplary performance. A quick thank you will go a long way in reducing complaints and stress. Be genuine and only thank when workers have worked well otherwise you will be rewarding sub-standard activities.
5. Always choose ergonomically sound equipment, tools, and furniture. These will make work easier for your staff, reduce workplace injuries and therefore limit any compensation claims. In addition workplace stress will be reduced and staff, equipped with the correct tools, will be more productive.
6. Go out of your way to create opportunities for the employees to meet, socialize and build relationships away from work. Set up a bowling team from work where you gather and play once a week or maybe a softball team, or even a book club, for employees only.
When staff realize you have their interests in mind and are doing all you can to improve working conditions they will respond and you will see an improved atmosphere and productivity.
Anarchy as an Organizing Principle
The recent spate of accounting fraud scandals signals the end of an era. Disillusionment and disenchantment with American capitalism may yet lead to a tectonic ideological shift from laissez faire and self regulation to state intervention and regulation. This would be the reversal of a trend dating back to Thatcher in Britain and Reagan in the USA. It would also cast some fundamental – and way more ancient – tenets of free-marketry in grave doubt.
Markets are perceived as self-organizing, self-assembling, exchanges of information, goods, and services. Adam Smith’s “invisible hand” is the sum of all the mechanisms whose interaction gives rise to the optimal allocation of economic resources. The market’s great advantages over central planning are precisely its randomness and its lack of self-awareness.
Market participants go about their egoistic business, trying to maximize their utility, oblivious of the interests and action of all, bar those they interact with directly. Somehow, out of the chaos and clamor, a structure emerges of order and efficiency unmatched. Man is incapable of intentionally producing better outcomes. Thus, any intervention and interference are deemed to be detrimental to the proper functioning of the economy.
It is a minor step from this idealized worldview back to the Physiocrats, who preceded Adam Smith, and who propounded the doctrine of “laissez faire, laissez passer” – the hands-off battle cry. Theirs was a natural religion. The market, as an agglomeration of individuals, they thundered, was surely entitled to enjoy the rights and freedoms accorded to each and every person. John Stuart Mill weighed against the state’s involvement in the economy in his influential and exquisitely-timed “Principles of Political Economy”, published in 1848.
Undaunted by mounting evidence of market failures – for instance to provide affordable and plentiful public goods – this flawed theory returned with a vengeance in the last two decades of the past century. Privatization, deregulation, and self-regulation became faddish buzzwords and part of a global consensus propagated by both commercial banks and multilateral lenders.
As applied to the professions – to accountants, stock brokers, lawyers, bankers, insurers, and so on – self-regulation was premised on the belief in long-term self-preservation. Rational economic players and moral agents are supposed to maximize their utility in the long-run by observing the rules and regulations of a level playing field.
This noble propensity seemed, alas, to have been tampered by avarice and narcissism and by the immature inability to postpone gratification. Self-regulation failed so spectacularly to conquer human nature that its demise gave rise to the most intrusive statal stratagems ever devised. In both the UK and the USA, the government is much more heavily and pervasively involved in the minutia of accountancy, stock dealing, and banking than it was only two years ago.
But the ethos and myth of “order out of chaos” – with its proponents in the exact sciences as well – ran deeper than that. The very culture of commerce was thoroughly permeated and transformed. It is not surprising that the Internet – a chaotic network with an anarchic modus operandi – flourished at these times.
The dotcom revolution was less about technology than about new ways of doing business – mixing umpteen irreconcilable ingredients, stirring well, and hoping for the best. No one, for instance, offered a linear revenue model of how to translate “eyeballs” – i.e., the number of visitors to a Web site – to money (“monetizing”). It was dogmatically held to be true that, miraculously, traffic – a chaotic phenomenon – will translate to profit – hitherto the outcome of painstaking labor.
Privatization itself was such a leap of faith. State owned assets – including utilities and suppliers of public goods such as health and education – were transferred wholesale to the hands of profit maximizers. The implicit belief was that the price mechanism will provide the missing planning and regulation. In other words, higher prices were supposed to guarantee an uninterrupted service. Predictably, failure ensued – from electricity utilities in California to railway operators in Britain.
The simultaneous crumbling of these urban legends – the liberating power of the Net, the self-regulating markets, the unbridled merits of privatization – inevitably gave rise to a backlash.
The state has acquired monstrous proportions in the decades since the Second world War. It is about to grow further and to digest the few sectors hitherto left untouched. To say the least, these are not good news. But we libertarians – proponents of both individual freedom and individual responsibility – have brought it on ourselves by thwarting the work of that invisible regulator – the market.