Better Conditions Could Mean Less Stress

The CUPE 951 Union Counselling Referral Officers asked our members what was stressing them and they replied the the number one stressor was: under-staffing

In May, 1997, we distrbuted a questionnaire asking our members to rank the workplace problems that were stressing them the most. We also wanted to know what they thought could be done to reduce workplace stress. The results were as follows.

Questionnaires were mailed to all CUPE 951 members. We received 63 replies (approximately 12%). From the 22 choices of workplace stressors, the top ten (10) are:

1. Under-staffing
2. Lack of recognition/respect
3. Poor supervision
4. Poor air quality
5. Repetitive tasks
6. Heavy workload, pace, unrealistic expectations
7. Conflicting demands, e.g., quality vs. quantity
8. Poorly designed/inadequate workstations, furniture, tools
9. Noise
10. Lack of control

Tied for 11^th place: dead-end job, lack of job security and too much paperwork.

Stressors that CUPE 951 members added to the list were: need more mental stimulation; difficult faculty; unequal workloads; and a difficult-dictatorial boss.

The following solutions to reducing workplace stress were suggested but are not listed in any particular priority order, nor have they been edited:

• provide more staff
• employment equity/equal opportunities
• assertiveness training for staff
• pay raise
• more training
• increase promotional opportunities
• people skills training for supervisors
• put a supervisor in the area all day
• better communications (e.g., staff meetings)
• speedier resolutions to problems
• new air system
• temperature control
• work health programs
• supervisor establish priorities
• time management training
• clear expectations of position and responsibilities
• larger work area/new work area
• better equipment
• chance to be owner of one's job
• more personal input
• increase job variety/challenge

I encourage other CUPE locals to ask their members what's stressing them and how they think it can be reduced. Surveying your membership may provide you with some insights regarding workplace stressors and what you might do to reduce or eliminate them. The information gathered can also help your negotiating committee to improve contract language to address some of the problems. If you have an ongoing joint labour-management committee, survey results can help you take preventive steps and imspire educational ideas.

I would be interested to hear what your local is doing about workplace stress.

Jill Tate
Local 951 - University of Victoria - Office and Technical