Managing Stress and Conflict in the organisation Essay

Following a traumatic incident I and three other Fire-fighters attended in February 2012 I decided to test congiuss current reward mechanisms relating to coping and accosting with stress, in specialized PTSD (Post-traumatic stress disorder). In a truly short space of time it became very unmingled that GAL has no ability either within the company or by the designated external provider to deal with PTSD. At that time GAL use an external provider (AXA) as their main point of click 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 not help. Even though PTSD is quite specific I do consider it falls under workplace stress due to the very nature of our specific job role and that this form of stress would not be at the forefront if our job role was of a diametrical nature. So after evaluation of GALs effectiveness to deal with workplace stress I w ould state that it is an area that is left lacking(p) at that time of the original incident.Since then GAL and in specific the FS now has an option if required to contact WSFRS) to utilise their TAC team (Trauma after care). I met with the teams leader to discuss their service and what it could laissez passer us. We compared our current in house stress counselling service at that of WSFRS. Our service was not even close to comparable with that of WSFRS. Taking the discussions into story I arranged to meet again with the TAC team and GALs HR and Occupational health. The outcome of this meeting was to formalise a force that GAL as a whole but more so the FS pile call upon when required the services of WSFRS TAC team if our own in house service provided by AXA was not capable or comfortable in dealing with a specific demand or predication for counselling.The TAC team have since the meetings delivered presentations to all FS Watchs and to other members of GAL, in the main HR, Oc c Health and other customer facing departments. These presentations involved delivering what the service can or cant do, signs and symptoms of stress and how do recognise it as an individual or as a colleague of friend. As a FS we have also set up a tracker with Occ Health to runnel for 24 months to see if or how many eld in the workplace are lost to stress and how that can be improved if it did function an issue.At present Occ Health do hold data relating to days lost through 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 shared with me was that WSFRS had seen a 27% reducing in days lost through workplace stress next the inception of its TAC team initiative. These findings were shared with relevant departments within GAL.