Ravalier PhD Theis.pdf - Anglia Ruskin Research Online

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4b.6) Help Available for Stress
Within any organisation, should employees become overly stressed there are various policies, procedures
and lines of communication that they can go down to find help. However, the vast majority (11 out of 13) of
individuals in the interview phase had no idea as to what help was available to them should they become overly
stressed, with three respondents explaining times when they were reduced to tears at work due to the mounting
pressure they felt, but did not know the help the organisation offered to them.
Example response 1 (Participant 4): “But yeah it literally was that, I didn’t know who to talk
to and I couldn’t face complaining to any more colleagues because
they knew that I was upset.”
Example response 2 (Participant 5): “I did get really stressed out recently erm, I didn’t know
what to do”.
to who to turn
particularly
4c) Feasible Change Interventions
“How exactly do you think these areas could be improved”
It is an important principle of any change initiative that the strived-for evolutions are attainable and feasible, within
the limits of the project. With the presented focus upon ‘everyday hassles’ any interventions and organisational
changes must be applied within this context.