Managing Stress and Conflict in the organisation Essay

Following a traumatic incident I and terzetto some other Fire-fighters attended in February 2012 I decided to test GALs current punt mechanisms relating to coping and dealings with try out, in particular PTSD (Post-traumatic render disorder). In a very condensed space of time it became very unmingled that GAL has no ability any within the company or by the designated immaterial provider to deal with PTSD. At that time GAL use an external provider (AXA) as their main put of dawn for any employee requiring counselling on a variety of aspects but this did non include PTSD. This was highlighted when I personally called the support hotline only to be told they could non help. level off though PTSD is quite particular I do consider it locomote under work strive collect to the very temper of our specific business sector role and that this form of stress would non be at the forefront if our stage business role was of a different nature. So after evaluation of GALs ef fectiveness to deal with workplace stress I would state that it is an area that is left field wanting at that time of the headmaster incident.Since then GAL and in specific the FS now has an option if indispensable to contact WSFRS) to utilise their TAC team up (Trauma After care). I met with the teams leader to address their servicing and what it could offer us. We compared our current in house stress counselling service at that of WSFRS. Our service was not unconstipated close to comparable with that of WSFRS. Taking the discussions into banknote I arranged to meet over again with the TAC team and GALs HR and Occupational health. The outcome of this meeting was to adjudge a procedure that GAL as a whole but more so the FS stool call upon when required the services of WSFRS TAC team if our own in house service provided by AXA was not capable or sufficient in dealing with a specific pauperization or request for counselling.The TAC team abide since the meetings delivere d presentations to all FS Watchs and to other members of GAL, primarily HR, Occ wellness and other node facing departments. These presentations involved delivering what the service loafer or cant do, signs and symptoms of stress and how do recognise it as an man-to-man or as a workfellow of friend. As a FS we have overly set up a tracker with Occ Health to trial for 24 months to see if or how many days in the workplace are lost to stress and how that can be improved if it did become an issue.At present Occ Health do curb data relating to days lost done stress companywide but to to its very nature that data is strictly confidential so cannot be used or discussed in my evaluation of workplace stress. One statistic that was share with me was that WSFRS had seen a 27% reduction in days lost through workplace stress following the inception of its TAC team initiative. These findings were shared with relevant departments within GAL.