European Stars and Stripes (Newspaper) - August 6, 1991, Darmstadt, Hesse                                 Scott Knowlton disability manager for Northwestern National life insurance co., the Minneapolis based company that sponsored the Survey said Quot we Are seeing twice the incidence of stress disabilities in our caseloads Over just 10 . The growing problem of Job stress also exacts a toll on employers by increasing Job turnover and absenteeism. And decreasing productivity. Seven of 10 workers surveyed said that excessive Job stress was cutting into their productivity and nearly one in five said they missed one or More Days of work last year because of workplace stress. Fully one third seriously considered quitting last year to reduce their stress and 14 percent actually did quit or change jobs within the past two years because of workplace stress furthermore 35 percent of new employees said they had left their previous jobs because of stress. Many of the stressed out employees who stayed on the Job presumably functioned at less than an Ideal level. A report on the Survey quoted several people s expressions of concern. Quot i feel run Down All the time a. Said a Blue Collar worker from Wisconsin Quot i can t concentrate. I make More mistakes on the Job a a professional from the same state said Quot the Only thing i can do is hang on where i am and suffer through  a business executive from California was even More Blunt Quot burnout makes me feel tired angry and fed up. I am less productive and i have no Job  a dozen major causes of Job stress were identified through the Survey which was conducted for the insurance company last january and february by . Friedrichs amp associates an Independent research company in Minneapolis. The surveyors interviewed a representative Sample of 600 american full time adult workers who Are not self employed. The Survey had a margin of sampling error of plus or minus 4 percentage Points a the researchers said they were surprised to discover that a hiring freeze and forced time off without pay common in the recession did not significantly increase worker burnout. But three of the four leading factors related to burnout involved changes typical of current economic conditions a substantial reduction in employee benefits merger acquisition or a change of company ownership and a reduction in the size of the work Force or elimination of positions at the company. The leading identified cause of burnout a Quot Little personal control allowed Quot in doing one s Job a is prevalent at All times irrespective of the Economy. Other factors associated with burnout and an increased likelihood of suffering stress related illnesses included major departmental reorganizations and frequent requirements for overtime work. More than half the workers suffering burnout said their employer did not have supportive work and family policies and did not have effective lines of communication with management. Forty nine percent of burned out workers said their employer did not provide health insurance coverage for mental illness and chemical dependency and 39 percent complained of inflexible work schedules. On a More personal level More than half the workers rated As most stressful either having too much work to do or having to work with the Public. Blue Collar workers were More Likely than White Collar workers to cite their Bosses As a major source of Job stress. The Survey findings suggest some important messages to both employers and employees.  the firm that helps the employee helps itself by Jane e. Brody the new York times o you come Home from work physically or emotionally drained with Little Energy or enthusiasm left for dealing with family or personal matters do you find it hard to get out of bed in the morning knowing what you face at work that Day do you often suffer from headaches backaches digestive upsets or insomnia that you Trace to distress at work have you noticed that you Are drinking too much alcohol smoking too Many cigarettes or becoming dependent on drugs that Pep you up or help you sleep you May be among tens of millions of american 1 workers who Are suffering from Job related stress a problem far More common than either workers or their employers realize. At a time when Many people Are suffering the effects of unemployment it May seem inappropriate to. Talk about stress on the Job. But As a recent National Survey revealed cutbacks in personnel and shrinking employee benefits Are major contributors to what the Survey researchers called a National epidemic of Job stress. Among a random Sample of 600 full time american workers in All types of jobs 72 percent said they suffered from three or More stress related conditions very often or somewhat often. These include exhaustion anger or anxiety muscle pain headaches insomnia and gastrointestinal disorders. Some workers were often beset by As Many As eight or More stress related ailments. How does your Job rate subtract total Points for stress reducers from total Points for stress producers. The result May Range from minus 50 Points for no stress to 60 Points for extremely High stress. Northwestern National life insurance co. Is developing a Standard scoring method to allow for comparison of stress Levels. Stress producers add three Points each 1. Company has recently been purchased by another company. 2. Reductions in work Force or layoffs have occurred in the last year. 3. Department or employer has had a major reorganization. 4. Employees expect that the company will be sold or relocated. 5. Employee benefits were significantly Cut recently. 6. Mandatory overtime is frequently required. 7. Employees have Little control Over How they do their work. 8. Consequences of making a mistake on the Job Are severe. 9. Workloads vary greatly. 10. Most work is machine paced or fast paced. 11. Employees must react quickly and accurately to changing conditions. 12. Personal conflicts on the Job Are commonplace. Add two Points each 13. Few opportunities for advancement Are available. 14. Employees Deal with lots of red tape to get things done. 15. Staffing Money or technology is inadequate. 16. Pay is below the going rate. 17. Sick and vacation benefits Are below the Norm. 18. Employees Are rotated Between shifts. 19. New machines or ways of working have been introduced. 20. Noise or vibration Levels Are High or temperatures keep changing. 21. Employees Are generally isolated from one another. 22. Performance of work units is generally below average. Add one Point each 23. There Are few or no windows or natural lighting. 24. Employees have Little or no privacy. 25. Meal Breaks Are unpredictable. 26. Work is either sedentary or physically exhausting. Stress reducers subtract three Points each 1. Management takes significant action to reduce stress. 2. Mental health benefits Are provided. 3. Employer has formal employee communications program. 4. Employees Are regularly Given information on coping with stress. 5. Employees have current and Clear Job descriptions. 6. Management and employees talk openly with each other. 7. Employees Are free to talk with one another. 8. Employer offers exercise and other stress reduction classes. 9. Employees Are recognized and rewarded for their contributions. Subtract two Points each 10. Work rules Are published and Are the same for everyone. 11. Child care programs Are available. 12. Employees can work flexible hours. 13. Perquisites Are granted fairly based on level in the organization. 14. Employees have Access to the technology they need. 15. Employees and management Are trained in resolving conflicts. 16. Employees receive training when assigned new tasks. 17. Employer encourages work and personal support groups. 18. Employees have a place and time to relax during the workday. Subtract one Point each 19. An employee assistance program is available. 20. Each employee s work space is not crowded. 21. Employees can put up personal items in their work areas. 22. Management appreciates humor in the workplace. 23. Programs for care of the elderly Are available. As Many people have realized in rearing children there Are often situations in which parents instead of dictating a course of action could offer children a Choice and an a Opportunity to decide for themselves. This gives children an emerging sense of Power and control Over the course of their lives. Similar. Circumstances often prevail in the workplace even or highly stereotyped jobs like Assembly line work. Workers can be permitted to at least participate in decisions that affect the Quality of their work lives. They should know that a management listens to them and takes them seriously. The Strong link Between cuts in employee benefits and the occurrence of stress related illness and burnout among workers suggests a need for a More humanitarian approach to employment. Nine of 10 workers said that health plans should cover treatment of stress related illnesses including emotional disorders and chemical dependency. Indeed based on 3,896 disability cases the Northwestern National life researchers calculated that the average Cost of rehabilitating an employee disabled because of stress was $1,925 if they Are not rehabilitated experience has shown. Companies will need to hold in Reserve an average of $73,270 or More to cover disability payments Tor employees disabled by Job related stress. Workers in the stress Survey also indicated a Strong need for More consideration of family and personal needs in establishing work schedules and policies. Especially now Vith both parents working outside the Home in so Many families workers want More flexibility in their hours paid or unpaid Lime off to help out at Home company assistance in child care and the Opportunity to Shaie jobs. The Survey showed that employers who offer stress reduction or exercise programs have More employees with healthful habits. In these companies employees lived Rhode healthfully whether or not they participated in the company based programs. Furthermore those with More healthful habits reported higher productivity lower turnover and less absenteeism. In other words a company s Small investment in worker health can pay off in big Bottom line dollars. Women in the work Force age and experience Don t mean dollars by Randolph e. Schmid the associated press older workers have had Lime to develop skills and compile experience and seniority but at least for women that does no to necessarily translate into a better income. Quot the influx of women into the labor Force and the multitude of a first women in High profile jobs have created a widespread perception that the nation is moving rapidly toward economic Equality for women. Sadly for employed midlife and older women that perception is wrong Quot said Lou Glasse president of the older women s league. While the television image of the Young woman lawyer or corporate manager conveys Power Quot most of today s Young women can expect to do the same Low paying work As their mothers and to suffer the same poverty in retirement Quot concluded a recent league study. Outmoded stereotypes continue to consign Many women to Low paying Quot women s jobs Quot such As secretaries sales clerks waitresses nurses teachers and librarians the study reported. Among full time workers for example women 45 to 54 were paid an average of $20,466 in 1989, compared with $34,684 for men. In the 55 to 64 age group women made $18,727 and men $32,476. Tace group found that earnings Are relatively Low for both Young men and women As they begin their work lives. Men s median incomes climb steadily until age 55 and then begin to decline the report found. Quot women also experience an increase in earnings from youth to Early midlife. However women s earnings Peak when they reach age 44 and begin declining at age 45,&Quot the report said. A major Factor is Union representation the study reported noting that women of All Ages Are less Likely than men to belong to a Union with the figure falling to just 10 percent of working women at age 65. But segregation of women into lower paying jobs is the prime culprit the report concluded and the problem is even worse for older women. The report found that in 1990, 58 percent of working women were clustered in sales clerical and service jobs while 62.5 percent of women 55 and older were in those occupations. Gains made by women in professional and on a la. Law us Sandy right plays Grace Van Owan in Thea scene a Deputy District attorney. In reality few woman hold Auch positions. Managerial jobs have occurred largely in the so called women a occupations the report added. The Survey found that women shown on television Are primarily in their 20s and 30s. When people 60 and Over appear on programs men outnumber women by 20 to 1, the study said. A decade Long analysis of 3,500 Magazine advertisements found Only 30 women Over age 55 shown. And when older women appear in ads they Are frequently portrayed As out of touch and not Especial ii competent the study added. It cited As an example an and quoting a Young woman As saying Quot the difference Between my Mother and me she still thinks software is a nightgown.�?�. Employers still make decisions based on such stereotypes the report concludes fearing that older workers will be slow wedded to the past and unwilling to learn. A. And while older women struggle to overcome both such stereotypes and years of past discrimination they also face the problems of being expected to serve As caregivers in an aging population researchers estimate that 12 million people provide care to elderly relatives and three quarters of those providers Are women with an average age of 57 Many of them work outside the Home and have to adjust their employment sometimes working Only part time to meet both duties. As the population Ages the report concludes Quot More midlife and older women will be forced to make accommodations to care Tor elderly parents and spouses and More of them will therefore be  Page 14 b the stars and stripes tuesday Auguste 1991 the stars and stripes b Page 15