Job Stress Cause Ability: Survey

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Job Stress Cause Ability & Job Stress Assessment

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Job Stress Cause Ability (1 of 7)

The work context factors can often be the underlying cause in the outcome of job stress. Most people consider their job a major source of stress. Stress is the result of emotional, physical, social, economic and other factors that require a response to change or challenges. Job Stress Cause Ability refers to responses that can occur when the requirements of the job do not match the capabilities, resources, understanding, leadership or needs of the employee.

I feel full of hope for the future

The importance of having hope for the future effects meaning and spirit to see and open possibilities by engaging our self-focus and self-drive to lead forward.

Strongly Agree Agree Neutral Disagree Strongly Disagree Invalid Input

I am able to enjoy my regular daily activities at work

A major part of our life concerns our attitudes toward ourself and others and how we feel as a result of those attitudes. Fulfilment in your attitudes can contribute to leading a satisfying and successful life. Factors involved be accountable for your own well being and think in terms of taking care of your whole person.

Strongly Agree Agree Neutral Disagree Strongly Disagree Invalid Input

I am enthusiastic about myself, my competences and my opportunities to develop myself

Being enthusiastic about ourselves makes us more descriptive about how we communicate, act and perform.

Strongly Agree Agree Neutral Disagree Strongly Disagree Invalid Input

Job Stress Cause Ability (2 of 7)

I would like to change my work patterns

Work patterns effect your work peformance and efficiency. Looking for a better alternative can probably mean that you are progressive and forward thinking in the way how you work or you are stuck and need help.

Strongly Agree Agree Neutral Disagree Strongly Disagree Invalid Input

I would like to quit my job and do something more satisfying within the next 12 months

Job satisfaction is vital for a persons well-being, engagement and performance at work. It affects also interaction with customer and atmosphere at work.

Strongly Disagree Agree Disagree Strongly Disagree Invalid Input

With the way I'm living my work and life at present, I expect my health to get worse within the next 2 years

Subjective feelings about work pressure and related stressors are strong health indicators before symptoms have an accord.

Yes Nearly Hardly No Invalid Input

Job Stress Cause Ability (3 of 7)

Number of whole days I have been off work because of a health problem over the past 12 months

The meaning of absence from work depends upon the motivation attributed to this behaviour, its timing, the frequency of its occurrence, the social setting in which it occurs and can as well describe absence as a potential 'flight from the workplace'.

0 <=5 days 6-24 days 25-89 days >=90 days Invalid Input

I'm not clear about my work objectives and what my superiors expect from me

All managers, team members and employees need meaningful objectives that is understood what and how to achieve the objectives, The superiors is expected to maintain a razor-sharp focus to reach set objective and what has to be done. This question reflects on are leading effectively?

Strongly Agree Agree Disagree Strongly Disagree Invalid Input

I have poor relationships with some of my superiors, colleagues or subordinates

A recent Gallup Poll of 1 million workers found that the most common reason employees leave a company relates to a stressful or problematic relationship with their immediate supervisors.

Strongly Agree Agree Disagree Strongly Disagree Invalid Input

Job Stress Cause Ability (4 of 7)

I feel that the atmosphere at work is not good

A good work atmosphere is vital to create good results, contribute more ideas. feel more committed, look forward to coming to work.

Strongly Agree Agree Neutral Disagree Strongly Disagree Invalid Input

I can see opportunities for my future growth within the company

A strong indicator on engagement, meaning, motivation and productivity in how to contribute at best as to grow with the company.

Strongly Agree Agree Disagree Strongly Disagree Invalid Input

My work takes up too much time for me to meet my family obligations

Interferes with a persons private and professional life which can create family stress obligations.

Strongly Agree Agree Disagree Strongly Disagree Invalid Input

Job Stress Cause Ability (5 of 7)

I often get tired at my workplace

Workplace fatigue causing fatigue can affect physical pain, sleep loss and distrupted mental concentration.

Strongly Agree Agree Disagree Strongly Disagree Invalid Input

I consider the management's look to the future and shares its vision, goals and objectives with the employees

The company vision and its overal goals are fundamental for all employees to know inorder to have a claer picture of where the business is going in the future and how they can contribute in achieving them with actions.

Strongly Agree Agree Neutral Disagree Strongly Disagree Invalid Input

I like to go to work

'Like to go to work' is very valuable in many ways, including greatly increasing engagement and productivity. However, every job has aspects that can be unpleasant but that is part of daily challenges when it happens temporarily.

Strongly Agree Agree Disagree Strongly Disagree Invalid Input

Job Stress Cause Ability (6 of 7)

I would like to change team/department

Business thrive when team is working togther and people can contribute with individual ideas and teamwork helps solve problems.

Strongly Agree Agree Disagree Strongly Disagree Invalid Input

Leadership in my team is a problem

The qualities of a good leader are fundamental and demonstrated through efficiency in supervising assignments and ability to work with the their ream to achieve positive and productive results.

Strongly Agree Agree Disagree Strongly Disagree Invalid Input

I believe that, from the standpoint of my health, I will be able to do my current job two more years from now

When feeling overwhelmed with work to the standpoint that it affects healthy performance form high stress that over time can end up with increased risk for burnout or health problems. But also a poor working environment including safety, security and working hours can affect future health conditions.

Relatively certain Not certain Unlikely No Invalid Input

Job Stress Cause Ability (7 of 7)

Do you have any illness or injury that hinders you in your current job?

An employer can not ask a medical professional for an employees medical status or information without permission from the employee or request that an employee discloses information about any health conditions that arise during employment. But 'if' depending on the nature and effects of your illness may have on your job, certain aspects may be needed to be informed if prolonged and discussed with your doctor first.

There is no hindrances/ I have no diseases. I am able to do my job, but it causes some symptoms. I must sometimes slow down my work pace or change my work methods. I must often slow down my work pace or change my work methods. Because of my disease, I feel I am able to do only part-time work. In my opinion, I am entirely unable to work. Invalid Input

I feel I'm treated fairly and with freedom by the organization

Being treated faiirly at work is a fundamental matter for any organisation. Legal claims can arise when unfair treatment make you suffer, discimination, or specific contract terms.

Strongly Agree Agree Disagree Strongly Disagree Invalid Input

In relation to my job, I experience depletion and exhaustion, or increased mental distance, or negativism or cynicism to my job, resulting in reduced professional productivity

Reduced professional efficacy from energy depletion, exhaustion, mental absence negativism to one's job can be an early sign of burnout.

Strongly Agree Agree Disagree Strongly Disagree Invalid Input

Job Context

Organisational Culture (1 of 6)

The company organizational chart is available

Yes No Invalid Input

Company procedures are available

Yes No Invalid Input

Company procedures are communicated to the employees

Yes No Invalid Input

Company objectives are available

Yes No Invalid Input

Company objectives are visible and communicated to employees

Yes No Invalid Input

Company communication system is available (bulletin boards, intranet, posters, leaflets etc)

Yes No Invalid Input

Meetings between management and employee are held regularly

Yes No Invalid Input

Training programs for the professional development of employees are available

Yes No Invalid Input

Meeting with all the personnel to communicate achievements and celebrate successes are held regularly

Yes No Invalid Input

Job Context

Role in the Organisation (2 of 6)

The employees know the corporate hierarchical lines

Yes No Invalid Input

Roles and responsibility are clearly defined

Yes No Invalid Input

There is an overlap of different roles on the same people (shift supervisor / team leader / group coordinator)

Yes No Invalid Input

It often happens that the managers / line-managers provide conflicting information about the job

Yes No Invalid Input

Job Context

Career Evolution (3 of 6)

There is a professional development plan for all employees

Yes No Invalid Input

The criteria for career advancement are defined

Yes No Invalid Input

There are reward systems in relation to the achievement of production targets

Yes No Invalid Input

There are reward systems in relation to the achievement of safety targets

Yes No Invalid Input

There are reward systems in relation to the proper management by managers / leaders

Yes No Invalid Input

Job Context

Decision-Making Autonomy - Work Control (4 of 6)

The employee can decide the order of execution of the tasks

Yes No Invalid Input

The work depends on tasks previously performed by others

Yes No Invalid Input

Employees have sufficient autonomy to carry out the tasks

Yes No Invalid Input

The employees have access to information on business decisions

Yes No Invalid Input

Arrangements are in place to allow the employees' participation in the company decision making process

Yes No Invalid Input

Job Context

Interpersonal Relationships at Work (5 of 6)

Access to key senior executive by employees (possibility to escalate requests)

Yes No Invalid Input

Gatherings with all staff (recreational activities)

Yes No Invalid Input

The work is strictly supervised

Yes No Invalid Input

Job Context

Work-Life Balance (6 of 6)

Possibility to make the meal break at an appropriate place - Canteen

Yes No Invalid Input

Ability to work flexible hours

Yes No Invalid Input

Ability to reach the place of work by public transport

Yes No Invalid Input

Other

Yes No Invalid Input

Job Content

Workload - Work Pace (1 of 4)

The employees have autonomy in sharing the workload

Yes No Invalid Input

There are unpredictable changes in the amount of work

Yes No Invalid Input

There are no tasks for long periods of time

Yes No Invalid Input

The job tasks are highly repetitive

Yes No Invalid Input

The work rate for the execution of the task is fixed

Yes No Invalid Input

The workflow/workload is determined by the machine capacity or external factors

Yes No Invalid Input

The employee can not influence the workload or act on the speed of the machine

Yes No Invalid Input

Employees must take quick decisions or often faced with short and strict deadlines

Yes No Invalid Input

Job Content

Working Hours (2 of 4)

Regular working time is over 8 hours/day

Yes No Invalid Input

Overtime is usually done

Yes No Invalid Input

There is a rigid working time (non-flexible)

Yes No Invalid Input

The schedule of the working time changes frequently

Yes No Invalid Input

The work breaks are not clearly defined

Yes No Invalid Input

The work is organized in shifts or assignments

Yes No Invalid Input

Employees always work the night shift or often outside regular working hours

Yes No Invalid Input

The night-shift is organised as a rotating system or working outside regular office-hours is prohibited

Yes No Invalid Input

Job Content

Work Environment - Work Tools (3 of 4)

The exposure to noise is above 85dB

Yes No Invalid Input

The overall acoustic comfort is not appropriate (presence of noise in the workplace)

Yes No Invalid Input

Chemical risks are present

Yes No Invalid Input

Inadequate microclimate or temperature management (heating or airconditioning)

Yes No Invalid Input

The lighting is appropriate

Yes No Invalid Input

Material handling is inappropriate or equipment is not functioning properly

Yes No Invalid Input

PPE (Personal Protective Equipment) is available

Yes No Invalid Input

There is a risk related to violence in the workplace

Yes No Invalid Input

Safety signs and instructions are appropriate

Yes No Invalid Input

There is high exposure to vibrations

Yes No Invalid Input

Machinery or equipment is properly maintained

Yes No Invalid Input

Job Content

Planning Tasks (4 of 4)

The work suffers frequent interruptions (process stops, jams, blockages)

Yes No Invalid Input

The tasks of the employee are clearly defined

Yes No Invalid Input

The work is characterised by high monotony

Yes No Invalid Input

The execution of the job requires you to perform multiple tasks simultaneously

Yes No Invalid Input

Overall tasks are clearly defined

Yes No Invalid Input

Thank you

Thank you for taking your time to complete the Job Stress Cause Ability and Job Stress Assessment questionnaires. Please feel free to go back, using the navigation below, to review your answers. Alternatively, click submit and you will be sent a link to log in and view your results.

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