BSBWOR403

Assessment Task-1

1. Describe four signs of stress and fatigue at work.

Stress is a normal response to the demands of work. It can be beneficial in short bursts, helping
you stay alert and perform at your best. However, prolonged or excessive job stress can be
damaging to your mental health. Stress can contribute to the development of anxiety and/or
depression, and may cause an existing condition to worsen. As well as affecting your
relationships and life outside work, stress can increase your risk of injury, fatigue and burnout.
Often, people don’t recognize the symptoms of work related stress and instead adopt a ‘coping’
mechanism, putting it down to just being extra busy and telling themselves that they should be
able to cope. People can also convince themselves that it’s just for a short while until things get
better, but more often than not this is not the case. Work related stress can manifest itself into
various symptoms which can include:
 Insomnia leading to tiredness
 Regular absence and a higher sickness rate
 Low productivity accompanied by feelings of low achievement
 Irritability or outbursts of anger
 Cognitive difficulties, such as a reduced ability to concentrate or make decisions.

2. Describe four sources of stress and fatigue at work.

The workplace is an important source of both demands and pressures causing stress, and
structural and social resources to counteract stress. The workplace factors that have been found
to be associated with stress and health risks can be categorized as those to do with the content
of work and those to do with the social and organizational context of work (fig 1). Those that are
intrinsic to the job include long hours, work overload, time pressure, difficult or complex tasks,
lack of breaks, lack of variety, and poor physical work conditions (for example, space,
temperature, light). Unclear work or conflicting roles and boundaries can cause stress, as can
having responsibility for people. The possibilities for job development are important buffers
against current stress, with under promotion, lack of training, and job insecurity being stressful.
There are two other sources of stress, or buffers against stress: relationships at work, and the
organizational culture. Managers who are critical, demanding, unsupportive or bullying create
stress, whereas a positive social dimension of work and good team working reduces it. An
organizational culture of unpaid overtime or “presenteeism” causes stress. On the other hand, a
culture of involving people in decisions, keeping them informed about what is happening in the
organization, and providing good amenities and recreation facilities reduce stress.
Organizational change, especially when consultation has been inadequate, is a huge source of
stress. Such changes include mergers, relocation, restructuring or “downsizing”, individual
contracts, and redundancies within the organization.
3. Summarise two methods for managing and reducing stress at work.
 Encourage employees to move their bodies-The mind needs that break occasionally. In order to
reduce stress in the workplace, encourage your team members to take time from their day to
exercise at the gym, take a walking lunch or meeting or try a yoga class. The mind and body will
have greater focus and clarity of thought. Physical activity such as yoga and running is also a
good way for staff to learn how to pace themselves at work. You can also set some quick 5-
minute reminders for your team members after every 2 hours of constant staring at the
computer. Get them off their chair and on their feet to stretch their body and rest their eyes by
looking out of the window.

 Workplace recognition- Another way to reduce stress in the workplace is by encouraging

workplace recognition. In our past article, 7 Awesome Methods for Employee Recognition, we
mentioned that employees who feel they have a positive personal rapport with their
management are more likely to be engaged, and they would feel appreciated when they or their
work gets noticed. Great companies know that the employees are the heart of the business.
However, a great manager should recognize the effort of their team members and appreciate
what they have done for the company. So, you can either have a short chat with them or tell
them what a great job they have been doing, or make a small announcement about it during
your weekly meetings in front of their colleagues.

4. Summarise two techniques that can be used for stamina management at work.
 Mastering good workplace habits-In general, strive to be organized, efficient and a good
communicator and time manager. Work when you are supposed to be working. When
stressful situations arise, at least you will know you aren't creating additional problems due
to poor habits.
 Learning to set boundaries and have tough conversations- Endurance doesn't mean
enduring everything. It doesn't mean never speaking up for yourself. If you are letting
yourself be abused or taken advantage of and the situation goes on and on, resentment will
build and things will eventually boil over. If you're a leader, ask yourself if you are allowing
the "stamina and endurance muscle" to be developed. Are you practicing park ranger
leadership, where you swoop in and rescue people every time they get into a jam? If so,
make an effort to stop. The better you get at navigating stressful things, the more valuable
you will be inside an organization. And of course stamina and endurance will benefit you in
every area of life, because — at one point or another — we all face challenges and hard
times. We are all tested from time to time, and we need to be able to rise to the occasion
when it's called for.

5. Explain the relationship between time management and stress.

Stress is a part of everyday life, and can come from both positive events as well as from
troublesome ones. It's important to manage stress effectively before it decreases your quality of
life. Many stressful situations can be a result of a lack of time management skills. Putting some
time management techniques into place has been shown to decrease stress and anxiety.
In today's world, many people are overwhelmed by the demands of work, family, and social
schedules. Gone are the days of the 40-hour workweek -- some people now work through their
evenings, their weekends, and even their vacations. Conversely, other people work irregular
hours (either because of shift work or an erratic work schedule), or fewer hours than they would
like. Both of these situations can create stress for workers.
 In a study published in the Journal of Educational Psychology, it was shown that students who
felt they used their time wisely had higher satisfaction with their work and their lives. Another
study published in Work & Stress: An International Journal of Work, Health & Organizations
found adults who were holding a job and attending night classes in business administration had
a similar result. Questionnaires given to this group showed that using time management tactics
lowered their anxiety levels.
From these examples, it's clear that putting time management skills to use can lower stress and
anxiety, as well as increase work and academic performance. What's key is identifying the areas
of your life where you can use some help in managing your time and finding a strategy that will
work for you. Because time management can have so many positive benefits, it's worth
investing the energy to develop some techniques that will lower your stress level.

6. Discuss three strategies that a business can use to ensure their workers maintain a healthy
work-life balance.
Striking that perfect balance between career and family has always been a challenge for
American workers. Our schedules are getting busier than ever before, which often causes our
work or our personal lives to suffer. Work-life balance involves juggling workplace stress with
the daily pressures of family, friends, and self. Modern employees demand greater control over
their lives and a bigger say in the structure of their jobs. The search for work-life balance is a
process in which people seek to change things in accordance with changes in their own
priorities, physical, psychological or both, and these can be triggered in their turn by factors
such as: age; changes in working conditions; the demands of new technology; and poor
management.

Three strategies that employers can implement to promote work-life balance in the office
without compromising productivity or efficiency are:
Allow Schedule Flexibility
Not every business is well-suited for a virtual workforce, so don’t compromise the productivity
of your company if you need your employees to arrive at work in-person. However, it is another
thing entirely to give your employees the option to work remotely when they really need to
because of an emergency that requires them to make up time later. For example, if your
employee’s child is sick, consider offering her the opportunity to work from home that day or
come into the office over time weekend to make up for lost time. This way your employee
doesn’t have to worry about missing work and wages from taking the time off and your
company’s deadlines can still be met.
Create a Designated “Quiet Space”
Every employee has a bad day from time to time, so it’s nice to have a space for employees to
go to when they just need to step away for a moment. Create a designed quiet space in your
office where employees can take a mental break when they need to. This space should be
uncluttered and free of all company materials. Instead, fill it with luscious plants and flowers,
comfortable seating, some light reading material, and perhaps some soft music. Establish a
precedent that this space is not an employee lounge that welcomes chatter, laughter, venting,
or meetings. This should be a calming space for silent reflection that respects solitude and
peace.
Maintain Structural Consistency
It is important to maintain a sense of consistency and organization in your company structure
because employees generally feel less anxiety if they know what to expect day-to-day as often
 as possible. Don’t be afraid to shake things up from time to time, but a steady and reliable work
environment can counteract stresses that employees feel at home.

7. Explain the requirement of a person conducting a business or undertaking (PCBU) regarding

managing the risks of fatigue.
Primary duty of care to ensure the health and safety of workers and eliminate risks that may
cause them harm, so far as is reasonably practicable. If it isn’t practicable to eliminate the risks,
they must be minimized by using appropriate control measures. A person must also consult with
workers on the measures being taken to ensure work is healthy and safe. As a PCBU, you also
owe the same duty of care to independent contractors and others who may be at risk from the
work you carry out.
Specific duties you must comply with, so far as is reasonably practicable, include:
 providing and maintaining a working environment that is safe and without risks to
health (e.g. control of physical, chemical, biological and organizational risks)
 providing and maintaining plant, structure and systems of work that are safe and do not
pose health risks (e.g. providing effective guards on machines and regulating the pace
and frequency of work)
 providing and maintaining safe systems of work (e.g. how work is organized, work pace
and work demands, and procedures to prevent or manage fatigue, stress and violence)
 ensuring the safe use, handling, storage and transport of plant, structure and substances
(e.g. toxic chemicals, dusts and fibres)
 providing adequate facilities for the welfare of workers (e.g. washrooms, drinking water,
lockers and dining areas)
 providing workers with the necessary information, instruction, training or supervision to
work safely and without risk to their health
 monitoring the health of your workers and workplace conditions to prevent injury or
illness (e.g. collection and review of injury and incident data, regular hearing tests for
workers in noisy environments and analysis of results)
 maintaining any building owned or under your management and control to ensure the
health and safety of workers occupying the premises.
 If you are engaged in the activities in the table below, you have further duties. These are
again limited by the test of reasonable practicability.

8. Explain the requirements under the Work Health and Safety Act for managing the risks of
fatigue at work.
Measures to manage the risks associated with fatigue will vary from one workplace to the next,
depending on the nature of the work, environmental conditions and individual factors.
The risks associated with fatigue can be managed by following a systematic process which
involves:
 identifying the factors which may cause fatigue in the workplace
 if necessary, assessing the risks of injury from fatigue
 controlling risks by implementing the most effective control measures reasonably
 practicable in the circumstances, and
 reviewing control measures to ensure they are working as planned.

9. Review the following information and then identify two risk factors and two strategies to
manage the risks you identify.
 A factory that manufactures parts for computers operates 24 hours a day to keep up with
demand. There are three shifts - morning, afternoon, and evening. Permanent staff are
employed for these shifts. However, a labour hire company is used for the night shift due to
the difficulty of getting staff. The company does not place a limit on the number of shifts the
contractors can work at night. The labour hire company usually sends the same three
contractors to do the night shifts.
Risk Factors
 WORK SCHEDULES- Work schedules which limit the time workers can physically and mentally
recover from work may cause fatigue, for example early shift start times or late finishes, short
breaks between shifts, shifts lengthened by overtime or double shifts and not enough non-sleep
rest breaks during a shift. Working at night when the body is biologically programmed to sleep
can interrupt a person’s body clock. The body clock is the body’s natural rhythm repeated every
24 hours. It regulates functions including sleeping patterns, body temperature, hormone levels
and digestion. As it is programmed for different levels of wakefulness, people experience
different levels of alertness depending on the time of the day. When a person’s body clock is out
of step alertness decreases making them feel fatigued. This increases the risk of making errors
and causing incidents and injuries, either in the workplace or outside of work, including on the
way to and from work.
 JOB DEMANDS- Some types of work, for example concentrating for extended periods of time,
performing repetitious or monotonous work and performing work requiring continued physical
effort can increase the risk of fatigue. Workers can be mentally and physically fatigued at the
same time. Work which is reactive and performed under high pressure, for example emergency
services, may also increase the risk of fatigue.

Managing the risk

 WORK SCHEDULING- Control measures for fatigue risks which can be built into a work schedule
may include:
 designing working hours and rosters to allow for good sleep opportunity and enough
 recovery time between work days or shifts for travelling, eating, washing and sleeping
 developing a working-hours policy on daily work hours, maximum average weekly hours,
 total hours over a three-month period, on-call work and work-related travel
 developing procedures to manage and limit excessive working hours, for example
 requiring minimum breaks on a regular basis, especially during longer shifts
 ensuring workers have and take adequate and regular breaks to rest, eat and rehydrate
 scheduling safety critical work outside the low body clock periods between 2am and
 6am, and between 2pm and 4pm
 managing workload and work-pace change caused by machinery breakdowns or
 planned and unplanned absences
 avoiding work arrangements which provide incentives to work excessive hours
 managing overtime, shift swapping and on-call duties
 implementing processes to manage accrued leave balances and requests for leave, for
 example setting maximum limits of leave accrual to encourage workers to use it
 considering future rosters and schedules when approving request for leave or shift
 swaps, and ensuring leave is reflected in rosters
 having access to on-call workers for unplanned leave, emergencies or where workload
 increases
 developing plans to deal with workload changes due to absenteeism
 filling vacant positions as soon as reasonably practicable and maintaining a relief pool of
 staff in high demand areas where fatigue is a risk
 considering alternative options to face-to-face meetings, for example teleconferencing
 so workers are not required to spend time travelling to meetings.

 JOB DEMANDS-Control measures to prevent or minimize the risk of fatigue can include:
 ensuring fit-for-purpose plant, machinery and equipment is used at the workplace (for example,
ergonomic furniture, lifting equipment and anti-fatigue matting for repetitive tasks performed
while standing)
 encouraging workers to report concerns they may have about work-related fatigue.
 redesigning the job to limit periods of excessive mental or physical demands.
 introducing job rotation to limit a build-up of mental and physical fatigue.
 developing contingency plans for potential situations where workers may have to unexpectedly
work longer hours, more shifts or a long sequence of shifts, and planning for expected changes
in work flow including anticipated peaks and troughs during the year.
Assessment Task-2

2. Did any of the results of your test stand out for you?

Certain results of the test in particular stood out to me. I was pleasantly surprised to learn that my score
for daily balanced meals received a score that was above average. There may still be the odd occasion
where I might go for high fat or sweeter foods, but in for the most part I seem to be doing very well in
managing my food intake.

3. Were you surprised at any of the results?

I was rather surprised that learn that I scored very low when it came to speaking openly about my
feelings. I did not realize before the test that not being able to talk openly about my feelings was so
detrimental. I now understand the importance of sharing my concerns/ feelings with other people as it
helps to relieve stress.

4. Assess four possible stress management strategies you could undertake to address any areas of
stress that were identified in the report. Discuss each of the strategies you have selected and explain
which ones you will adopt and why.

I plan to implement the following strategies for managing stress:

 Getting more sleep- Eating early as it is difficult to get sleep when the body is still working,
digesting food from earlier in the day. Avoiding to eat anything three hours before going to bed
if possible.
 Reduce smoking- Steadily try to reduce the number of cigarettes by reducing the amount I
smoke by 1 cigarette a day.
 Expanding my network- Make a list of the people in my life who I feel I can talk to, and write
down which topic I would be able to talk to each person about. (e.g. who can I turn to if I am sad
and need emotional support, or who I can turn to if when I need practical help with something.)
 Speaking more openly about my feelings- Contact my GP for a consultation and maybe a referral
to a councillor or a therapist who might be able to help me uncover as to why I struggle to open
up to people.

5. Complete the following table about personal stressors at work.

Identify at least four sources of stress that are most likely to result in workplace stress for you. List
your stress (signs of stress e.g. emotional, physical, behavioural) responses to these.

Summarise the actions that you can take (or have taken) to manage these.
 Sources of work stress
Intrinsic to job:
Poor physical working
conditions
Work overload
Time pressures
Physical danger, etc.
Role in organisation:
Role ambiguity
Role conflict
Responsibility for people
Conflicts re organisational
boundaries
(internal and external), etc.
Career development:
Over promotion
Under promotion
Lack of job security
Thwarted ambition etc.
Relationship at work:
Poor relations with boss,
subordinates,
or colleagues
Difficulties in delegating
responsibility, etc.
6. Develop a weekly schedule of stress management techniques
Mon
What is your stress response
(sign of stress e.g. emotional,
physical, behavioural)?
Level of anxiety
Level of neuroticism
Tolerance for ambiguity
High blood pressure
Depression
Short attention span
Level of anxiety
Procrastination
Increased use of alcohol and
drugs
Poor job performance
Irritability
Family problems
Level of anxiety
Depressed/tired
Angry/irritable/frustrated
Have accidents/make
mistakes
Level of anxiety
Muscle tension or headaches
Social withdrawal
Trouble concentrating
Using alcohol or drugs to cope
Tue Wed
What actions will you take to
address? Explain why you have
chosen each action.
Seek help from
supervisor/manager/other work
colleagues
Participating in training to do with
the complex task
Establishing schedules that make
sense for demands and
responsibilities outside of work
(work-life balance)
Clearly defining roles and
responsibilities
Seek help from
supervisor/manager/other work
colleagues
Participating in time management
training
Prioritise tasks
Delegate tasks
Seek help from a senior manager
Consider another job
Seek professional counselling
Providing opportunities for
professional development and
participation in decision-making
Consider another job or career
change
Seek professional counselling
Providing opportunities for social
interaction among workers
Thurs Fri
8.30 – 9.00 Travel to class
am
9.00 – Study period – Study period – Study period – Study period – Research for
12.30 pm customer customer customer customer project
engagement engagement engagement engagement
Catch up on
paper work
Lunch Eat lunch at Walk for 20 Eat lunch at Walk for 20 Walk for 20
work minutes, then college minutes, eat minutes, eat lunch
eat lunch at lunch at the at my desk
work desk
1.00 – 4.30 Shift in office Shift in office Study time Study time Afternoon off
pm for work for work
experience experience
4.30 – Exercise at Travel home Exercise at gym Travel home Meet with friends
onwards gym (1 hr.) (1 hr.) for drinks after
work and then
travel home

7. Email

Dear Assessor,

I have done the work required as you have asked which includes the attachments that contain
responses to the give questions in regards to the stress test. Furthermore, I have also developed a
weekly schedule of stress management techniques. Please review them & let me know of what you
think.

The relevant documents are attached herewith.

Thanks & Regards

8. Reflection Report
 Stress is a state of tension of both physical and psychological phenomenon when we feel there
is not enough capacity to meet the requirements of life or facing challenges and threats. The infinity
hope and requirements of human in the limited real life cause both conflict and frustration, for example,
when we face some daily hassles and major life events such as death, we may feel stressful. These
stressors are a stimulus with the potential of triggering the fight-or-flight response. The stressor will
produce feeling of pressure, it depends on the degree of personal attention to the stressor, the capacity
of relevant things and situation management, and expectations of their own.
In the time that I spent completing the assessment tasks that were asked of me, I have had the
opportunity to much better understand how stress can really get in the way of someone’s work flow. I
can now truly appreciate the importance of keeping myself well organized when working. This one
discipline of self-organization, I have found to be essentially in avoiding stress, as one can work within a
though out plan. This has encouraged me to set weekly work goals, breaking things down instead of
packing everything into a single & daunting ultimatum. Another very important aspect of reducing stress
is to be more open to others. Fellow colleagues can always be a great asset when times are testing, as I
have learned firsthand. General changes to life in general are also beneficial. Proper exercise, healthy
eating habits, proper rest are also factors that help deal with stress.
Considering the above, I have to set a timetable for my daily life to try to rearrange my working
time and rest time, so I can allocate my time appropriately and prevent the stress when the workload is
high. Second, I have to do more exercise, such as swimming and running. The body releases endorphins
during exercise, which can help me feel good and burns away the stress. Also I can reduce my stress by
doing relaxation, such as listen some soothing music or engage in deep breathing. Finally, I can seek out
for social support by sharing my painful feelings to my friends and support group, they can provide
emotional support through their expressions of concern and affection, and also the information and
advice that can help me to get more effective solution. Those actions can help me to manage stress.
To conclude, stress is everywhere. It may cause positive or negative impact to our mental and
physical health. It can sometimes help to motivate us or make us feel anxious and decrease our working
performance. But there are also different ways to manage can cope with stress.

9. Email
Dear Assessor,

I have prepared a reflection report on stress management as you have asked. My report
discusses about stress getting in the way of work & how to manage that. Please be kind enough to
review the report. I will be waiting to hear your thoughts.

The relevant documents are attached herewith.

Thanks & Regards

Assessment Task-3
2. Email

Dear Assessor,

I have prepared a PowerPoint presentation on stress management for the coaching session as
you had asked. The presentation goes through various points such as explaining stress, its causes,
means to deal with it, etc.
I humbly ask that you take your some of your valuable time to review the presentation. I eagerly
await to hear your response. I would also like to ask that you advise me on setting the time/ date for
the coaching session to be held.

The relevant documents are attached herewith.

Thanks & Regards

Assessment Task-4

1. Explain how this could represent a stressful work situation for Yuko, Beryl and the team.
Create a new Word document and write your responses to this, and the following four
activities, in it.
Conflict in the workplace caused by anger and frustration is more common than most people
might think. According to research from occupational health provider Health Assured, nearly
nine out of 10 (86%) workers regularly vent their anger and frustration at their co-workers.
Personality clashes and stressful work environments can have a negative effect on personal
wellbeing and emotional health, so perhaps a more worrying research finding was that 79% of
employers admitted they found it difficult to deal with staff who struggle to control their
temper. But aggression in the workplace will not take care of itself as it is vital to clarify and
communicate behaviours that are unacceptable. When conflict and stress is the result of
 bullying by a member of staff, the leader or manager dealing with it should be prepared for a
difficult conversation. “Start by getting the victim to gather evidence in the form of diary entries
chronicling every instance of bullying,” advises Kingsley. “Confront the bully calmly, clearly and
safely, make it known there is zero tolerance for aggression, and stick to facts. Don’t get side
tracked by emotional outbursts, and be prepared to walk away if things get too heated.”
Dealing with the complexity that people bring can also take its toll on managers and leaders.
This can become an underlying cause of conflict and stress. Working with people is the principle
work that managers do, and it is the people component that generates the stress and can lead
to burn-out syndrome, says Tim Taylor, director of leadership development firm Making Great
Leaders. He explains: “The reaction may often be to depersonalise, so that individuals in their
team become ‘them’. They may approach the problem in an unfeeling or even callous manner.
Then the blaming starts and conflict rises, a type of conflict that is destructive and unhealthy
because it is emotionally confusing.” In order to deal with stress more effectively, managers
have to acknowledge and recognise that the value they bring to the business is in their dealings
with people. They also need to develop their self-awareness about the triggers and behaviour
patterns that lead them to that first state of being emotionally over-extended. Stress in the
workplace has serious consequences for the welfare of employees and ultimately for overall
business, as research has shown clear links between stress and poor sickness absence and staff
retention rates.
There are a number of courses available on managing stress and wellbeing in the workplace that
will equip managers with the tools they need to be comfortable in having open conversations
with their team members. Many companies are turning to mindfulness in the workplace as a
way of tuning out the noise of the busy working day to concentrate on the tasks at hand. In turn
this helps to create a more harmonious and therefore less stressful work environment.

2. Discuss how you would respond to this stressful work situation.

First we must communicate both with Yuko & beryl in order to get to the bottom of what is the
reason for all of the hostility. We should organize a meeting where the problems can be
discussed. We should encourage Yuko & Beryl to resolve the problem between themselves &
not let emotions get in the way. We have to come with a solution on which both individuals can
agree on. Furthermore their progress must be monitored in order to ensure that the solutions
provided are being implemented.

3. Identify at least three options that could be used to resolve the workplace situation, focussing
on techniques to achieve work priorities and stress management strategies.
We can relocate their respective work areas or even their roles in order to reduce any possible
confrontation. We can also try & alleviate some of their individual stress & tensions by allowing
some time off to allow them to gather themselves. We can also encourage them to work more
harmoniously by providing certain benefits to both parties.
4. Discuss the option you believe would work best to resolve the situation.
 Out of all the possible actions that can be taken to resolve the issue, the most effective measure
that can be take would be to simply physically eliminate confrontation. That is to say that the
best option would be to relocate one or both individuals so that they are no longer in proximity
for conflicts to occur. This way we can absolutely ensure that future conflict don not arise
between the two parties.

5. Identify how you will monitor this situation to ensure the problem is not recurring.
The best course of action here would be strict monitoring of the two individuals in question. This
can be achieved by have regular meetings with the staff to ensure that the solutions provided to
resolve the issue is being properly implemented. Offering mandatory counseling can also be
used to keep things in check.

6. Email

Dear Assessor,

I have prepared a responses for possible solutions between the two parties, Yuko &
Beryl, which may help to reduce or altogether eliminate the conflict between them.

I humbly ask that you take your some of your valuable time to review the solutions which I
have provided. I eagerly await to hear your response. I would also like to ask that you advise
me on setting the time/ date for the meeting to be held.

The relevant documents are attached herewith.

Thanks & Regards

8. Action Plan
Name of Employee/s: Yuko
Beryl

Name of Line Manager: Andrew

Name of Facilitator: John

Date of Meeting: 11/03/2020

Background Information:
Beryl is the team leader of the telemarketing group & is responsible for various duties. Yuko is a telemarketer in
the group & has been living in Australia for the past 2 years. This action plan is being develop to a resolve a
resolution that the two parties have been experiencing. There have been reports that Beryl is not particularly
enthused about working with Yuko, claiming she does not put her heart into her work & that she has trouble
understanding her. Yuko perceives this as hostility, & as she is somewhat sensitive, she tries to avoid Beryl at any
opportunity. This is having some adverse effects on Yuko’s performance & possibly her wellbeing as well.

Employees perception of stress:

One of Yuko’s perceived stressors is that she feel that Beryl is being racist towards her. Yuko has feels
disheartened & stress as she feels that Beryl does not have any confidence in her work ethics. Yuko has also been
experiencing stress in her private life as things are currently somewhat difficult with her spouse at home. This
understandably also manifests itself at work.

Beryl’s perceived stressor is that he has difficulty understanding Yuko because of her accent. He also feels that
Yuko does not take her role in the department seriously.

What action(s) will support the employee’s wellbeing?

 Yuko has suggested that if it may be possible to relocate to her to another department.
 Beryl suggests that if relocation is not possible than he would like if he did not have to deal with Yuko
directly.
Actions Agreed:
It was agreed on by both parties that Yuko be relocated to another department where she can offer & utilize her
skill set, & also where she feels comfortable & accepted.

Additional Information:
It was agreed that Yuko be afforded a couple of weeks’ vacation to clear her mind & recover from the recent
stress that she had to go through. Yuko has agreed to come back to work resuming at a separate department after
her vacation period expires.

Review date: 07/04/220

10. Email
Dear Assesor,

After meeting with the employees, we reached a conclusion. I have developed an action plan
to resolve the conflict between Yuko & Beryl.
I humbly ask that you review the action plan which I have provided. I eagerly await to hear
your response.

The action plan is attached herwith.

Thanks & Regards