scholarly journals Strategies and politics of ocupational stress reduction – case study

2010 ◽  
Author(s):  
Mihaela Sima ◽  
Simona Barsan
Keyword(s):  
Organizational Change ◽  
Stress Management ◽  
Small Groups ◽  
Stress Reduction ◽  
Research Unit ◽  
As Stress ◽  
Reduction Case

This work includes 2 parts: main theoretical elements and 1 case study. Theoretical elements define and explain concepts such as: stress, stress management, counseling and organizational change. In the case study these elements are applied on a research unit development. The reason for the analysis was the tense situation existing in the company. Work methodology included: observation, direct discussions with staff (in small groups) and the application of a questionnaire consisting of 6 modules. On that base, major dominant stressful manifestations were determined. Following the obtained results solutions have been proposed to management and employees. In the last part, there are presented the obtained results from the implementation of some of proposed solutions.

scholarly journals MECHANISMS IN ENDOCRINOLOGY: Role of emotional stress in the pathophysiology of Graves' disease

2013 ◽  
Vol 168 (1) ◽  
pp. R13-R18 ◽  
Author(s):  
Géraldine Falgarone ◽  
Hassan M Heshmati ◽  
Régis Cohen ◽  
Gérard Reach
Keyword(s):  
Autoimmune Diseases ◽  
Stress Management ◽  
Stress Reduction ◽  
Stress Hormones ◽  
Graves Disease ◽  
T Helper ◽  
Clinical Observations ◽  
Effect Of Therapy ◽  
As Stress

The role of stress in the pathophysiology of Graves' disease is suggested by several clinical observations, by recent advances in immunology and by better understanding of autoimmune diseases which provides new insights into potential effects of stress hormones on T helper cell imbalance involved in the pathogenesis of autoimmune diseases. Stress management should therefore be an important part of the treatment of Graves' disease, as stress reduction may improve the effect of therapy. However, this field still requires interventional data to support stress management in the treatment of Graves' disease.

scholarly journals Investigating the Qualities of a Recreational Forest: Findings from the Cross-Sectional Hallerwald Case Study

2020 ◽  
Vol 17 (5) ◽  
pp. 1676 ◽  
Author(s):  
Renate Cervinka ◽  
Markus Schwab ◽  
Daniela Haluza
Keyword(s):  
Citizen Participation ◽  
Perceived Stress ◽  
Stress Reduction ◽  
Well Being ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Before And After ◽  
As Stress ◽  
Health And Well Being

Prior research shows that forests contribute to human health and well-being. In this sense, this cross-sectional case study, adopting the principles of citizen science, assessed the restorative potential of places in the Hallerwald, an Austrian community forest. A convenience sample of adult forest visitors (n = 99, 64% females) completed a survey during a guided 2.5 h forest tour. The German questionnaire assessed the qualities of defined places in the forest. We also investigated changes in mood states, perceived stress, restoration, connectedness, and mindfulness before and after visiting the forest. In cooperation with a local working group, we developed the new Widen One’s Mind (WOM) scale, which showed good scale characteristics. All places received high scores in their potential to increase restoration and vitality and to widen one’s mind. Positive affect, restoration, connectedness with nature and the forest, and mindfulness increased pre- versus post-visits, whereas negative affect and perceived stress decreased. The findings of this study suggest that in recreational forests, visitors experience beneficial mental effects such as stress reduction in addition to physical exercise. To facilitate regional development goals, we recommend evaluating places in forests regarding the potential effects on the health and well-being as well as citizen participation before initiating extensive remodeling.

From Theory to Practice and Back: How the Concept of Implicit Bias was Implemented in Academe, and What this Means for Gender Theories of Organizational Change

2021 ◽  
pp. 089124322110003
Author(s):  
Laura K. NelsoN ◽  
Kathrin Zippel
Keyword(s):  
Organizational Change ◽  
Implicit Bias ◽  
Institutional Transformation ◽  
Translation Process ◽  
Theory To Practice ◽  
Engineering Mathematics ◽  
Promote Gender Equality ◽  
Change Framework ◽  
Gender Theories

Implicit bias is one of the most successful cases in recent memory of an academic concept being translated into practice. Its use in the National Science Foundation ADVANCE program—which seeks to promote gender equality in STEM (science, technology, engineering, mathematics) careers through institutional transformation—has raised fundamental questions about organizational change. How do advocates translate theories into practice? What makes some concepts more tractable than others? What happens to theories through this translation process? We explore these questions using the ADVANCE program as a case study. Using an inductive, theory-building approach and combination of computational and qualitative methods, we investigate how the concept of implicit bias was translated into practice through the ADVANCE program and identify five key features that made implicit bias useful as a change framework in the academic STEM setting. We find that the concept of implicit bias works programmatically because it is (1) demonstrable, (2) relatable, (3) versatile, (4) actionable, and (5) impartial. While enabling the concept’s diffusion, these characteristics also limit its scope. We reflect on implications for gender theories of organizational change and for practitioners.

scholarly journals Storytelling and `Character': Victims, Villains and Heroes in a Case of Technological Change

Organization ◽  
2009 ◽  
Vol 16 (3) ◽  
pp. 425-442 ◽  
Author(s):  
Andrea Whittle ◽  
Frank Mueller ◽  
Anita Mangan
Keyword(s):  
Organizational Change ◽  
Technological Change ◽  
Moral Status ◽  
The Self ◽  
Routine Work ◽  
Social Positioning ◽  
Face Saving ◽  
Positive Light

In this article we examine the role of stories in the temporal development of images of the self at work. Drawing on an in-depth case study of technological change in a UK public-private partnership, we highlight the role of stories in the construction, maintenance and defence of actors' moral status and organizational reputation. The analysis focuses on the development of one `character' as he shifted from the role of innocent victim to implied villain to heroic survivor within the stories constructed during routine work conversations. We argue that stories are intimately linked to the forms of `moral accounting' that serve to deal with the challenges to `face' and social positioning that accompany `failed' organizational change. Stories, we suggest, are likely to be invoked when an interactional encounter threatens the participants' sense of social worth. Stories in which we present ourselves in a positive light—for instance as virtuous, honourable, courageous, caring, committed, competent— comprise a key component of face-saving strategies designed to maintain our social positioning: processes that are often intensified during periods of organizational change.

Organizational change for sustainability education: a case study of one university’s efforts to create and implement institution-wide sustainability competencies

2021 ◽  
Vol 22 (3) ◽  
pp. 497-515
Author(s):  
Vanessa R. Levesque ◽  
Cameron P. Wake
Keyword(s):  
Organizational Change ◽  
Sustainability Education ◽  
Similar Process ◽  
Future Research ◽  
Content Type ◽  
Institutional Level ◽  
Institutional Sustainability ◽  
Context Specific ◽  
The University

Purpose The purpose of this study is to examine how the process of creating and implementing sustainability competencies across a university illuminate dynamics of organizational change. The push to advance education for sustainable development in higher education will likely require transformation of existing policies and practices. A set of shared sustainability competencies could guide the integration of sustainability throughout an institution. Design/methodology/approach This paper reports on a case study of one US university, the University of New Hampshire (UNH) that developed institutional-level sustainability competencies. The process used to create and implement sustainability competencies is outlined, and key factors that influenced the associated organizational change are identified. Findings Very few US universities have institutional-level sustainability competencies. At UNH, drivers of organizational change such as overcoming disciplinary boundaries, developing a common vision and working from the bottom-up enabled the creation of institutional sustainability competencies, but the same processes were not enough to drive deeper implementation of the competencies. Originality/value This paper not only identifies the context-specific drivers of the development of institutional sustainability competencies, but also identifies universal themes that can be applied to other institutions embarking on a similar process. Additionally, this paper serves as a foundation for future research exploring how the process of creating institutional sustainability competencies may be linked to how effective they are in shaping subsequent sustainability education.

scholarly journals Az orvos–beteg kommunikáció jelentősége a szomatizáló páciensek ellátásában

2016 ◽  
Vol 157 (17) ◽  
pp. 664-668
Author(s):  
Adrienne Stauder ◽  
Dániel Eörsi ◽  
János Pilling
Keyword(s):  
Stress Reduction ◽  
Secondary Care ◽  
Medical Training ◽  
Treatment Guidelines ◽  
Somatic Symptoms ◽  
Somatic Complaints ◽  
Evidence Based ◽  
Medical Visits ◽  
Structured Intervention ◽  
As Stress

The term “somatization” refers to the manifestation of multiple somatic complaints not explained by organic changes. According to the literature, 15–25 percent of all medical visits are related to somatization. As medical training does not put enough emphasis on the evaluation of the possible psychological background of certain somatic symptoms, physicians may feel powerless and make unjustified diagnostic and therapeutic efforts. The patients may also feel helpless and frustrated, their anxiety and the intensity of their complaints may increase. As stress is an important factor in the somatization process, stress reduction and improvement of coping are key elements of the treatment guidelines for chronic diseases. Evidence based interventions range from short counselling and medication to cognitive and behavioral psychotherapy. Reattribution, a short (10–30 minutes) structured intervention that can be implemented in primary or secondary care, in certain cases can result in significant decrease in somatic symptoms and anxiety. Orv. Hetil., 2016, 157(17), 664–668.

scholarly journals Systemic Design for Second-Order Effects

2017 ◽  
Vol 10 (1) ◽  
Author(s):  
Evan Barba
Keyword(s):  
Organizational Change ◽  
Systems Approach ◽  
Core Competency ◽  
Second Order ◽  
Order Effects ◽  
Classroom Intervention ◽  
Second Order Effects ◽  
Design Skills ◽  
Systemic Design

Second-order effects refer to changes within a system that are the result of changes made somewhere else in the system (the first-order effects). Second-order effects can occur at different spatial, temporal, or organizational scales from the original interventions, and are difficult to control. Some organizational theorists suggest that careful management of feedback processes can facilitate controlled change from one organizational configuration to another. Recognizing that skill in managing feedback processes is a core competency of design suggests that design skills are potentially useful tools in achieving organizational change. This paper describes a case study in which a co-design methodology was used to control the second-order effects resulting from a classroom intervention to create organizational change. This approach is then theorized as the Instigator Systems approach.

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