| Stress management courses are designed to help | | | | the self, along with relaxation that it offered a greater |
| people recognize what their stressors are. Once they | | | | sense of self worth and control. |
| can identify the true causes of stress they can | | | | Peterson and West studied the differences in receiving |
| implement a plan to reduce, control or overcome the | | | | just information versus information and skills training. |
| stressor. If the stressor itself cannot be changed or | | | | Their summary suggested that those that received |
| altered, the plan will deal with changing the persons | | | | information only did not have the skills to put the |
| reactions to the stressor. | | | | information into an effective plan. Those that received |
| Since stress is highly individualized, most courses are | | | | information, and skills training at a much higher success |
| geared toward the individual. What causes stress for | | | | rate for reducing their stress levels. |
| one person does not necessarily cause stress for | | | | Since scientists are backing that stress management |
| another person. There are a few group stress | | | | courses do work, many corporations are not injecting |
| management classes. They teach basic skills to deal | | | | them into the work place. The benefits to employees |
| with the general day to day stressors. These courses | | | | and the corporation are worth the cost. Happy, healthy, |
| usually attempt to teach the participants some form of | | | | employees are more productive. |
| daily relaxation technique. Yoga, meditation, and | | | | There are also many things that businesses do in the |
| exercise are popular options to release stress and | | | | course of their day that help people manage stress. A |
| clear the mind. These courses also focus on improving | | | | lot of stress comes from a feeling that the person |
| conflict resolution, communication and other skills that | | | | lacks control of their life. Most business models these |
| can help reduce stress. | | | | days involve some type of shared leadership plan. A |
| There have been scientific studies done on stress | | | | plan where the front line staff have regular input into |
| management programs. Bruning and Frew conducted | | | | how things are done. This restores the workers feeling |
| a series of tests to try and determine which programs | | | | of contribution and control. This model works well for |
| worked best. They determined that there is no magic | | | | the company as they tap into the great ideas of their |
| combination. People are so individualized, as are their | | | | workforce. It also reduces stress and increases job |
| stressors, that it was not possible to come up with a | | | | satisfaction. The employee now feels like their ideas |
| program that was more effective than others. | | | | are appreciated, sought out, and at times implemented. |
| Carrington Associates was another group that studied | | | | Those companies and individuals who embrace the |
| the efficacy of stress management programs. In their | | | | concept of stress management are benefiting from it. |
| approach, they measured success by decreased | | | | While no one could ever be stress free, many of us |
| anger, hostility and other symptoms. They concluded | | | | can certainly find comfort in having the skills to deal |
| that meditation offered the most benefit. It was | | | | with stressful situations. Especially when the positive |
| theorized that because meditation includes analysis of | | | | outcomes benefit us physically and emotionally. |