Stress Reduction Strategies for Shift Workers

At present, a significant portion of production processes is dedicated to shift work, and consequently attention to the situation of shift workers becomes highly important. In Iran, industries such as oil, petrochemicals, and cement in the production sector, and hospitals, airports, and the police force in the service sector, use shift work. On the other hand, problems such as job stress, fatigue, job dissatisfaction, and so on arise more frequently under shift-work conditions. While briefly introducing shift-work systems and the stressors and factors that reduce job satisfaction arising from such conditions, the present text discusses solutions for improving the working conditions and satisfaction of shift workers based on the experiences of other countries. ∴ Shift-work system:

A shift-work system consists of the time periods within the 24 hours of a day during which people are at work, that is, an 8-hour morning shift, an 8-hour evening shift, and an 8-hour night shift, or two 12-hour shifts. This system is used in the production sector where the production process is continuous, such as refineries, petrochemical industries, cement factories, etc., and in the service sector such as hospitals, the police force, airports, etc. Work shifts come in two forms: fixed and rotating. In the shift work of the United States and Canada, about 42 percent of shift workers use a variable (rotating) shift system. Naturally, in fixed shift work, some people will always work nights, and this brings them many harms. The specific limitations and requirements of shift work mean that not everyone can endure these systems, and they have prompted managers to examine ways to improve people's situation and working conditions and to provide solutions. In these systems, fatigue, exhaustion, listlessness, isolation, mental and psychological illnesses, physical illnesses, and many other issues are common and prevalent. Studies conducted in the petrochemical industries also show that the job satisfaction of operational staff is lower than that of administrative staff, and the difference is significant. Although the shift-work system leads to greater and better use of machinery and maximum production, it must not be forgotten that it also has drawbacks and harms, which can be briefly listed as follows:

1) Fixed shifts: As mentioned above, in such cases some people will permanently be night-shift workers, and night work disrupts the body's biological clock, which determines sleep time, eating time, and rest time, and this situation has many adverse effects. On the other hand, in addition to disrupting people's sleep system, the schedule of relations with family and other relatives and acquaintances is also disrupted. Insomnia, loss of appetite, heart diseases, and a state of isolation and withdrawal are among the other symptoms observed among night workers.

2) Variable and rotating shifts: ↵ Forward Rotating Shift, which rotates as morning shift, evening shift, night shift. ↵ Backward Rotating Shift, which is done in the reverse of the first case. Studies show that job satisfaction and the comfort of staff are greater in the forward-rotating system than in the backward-rotating one. Overall, in these systems all shift workers share in the problems in some way and the negative consequences of the fixed shift do not exist, but on the other hand they entail numerous problems such as disruption of the circadian rhythm, stress, health and safety effects, and insomnia. In any case, in every type of shift work there are drawbacks and advantages, and the manager must choose one based on decision-making and objectives. Apart from these issues, some problems relate to the organizational structure and the working environment conditions and their compatibility with the shift-work system, and the manager can easily resolve them by adopting certain measures. These suggestions will be presented in the form of recommendations.

∴ Factors that create nervous tension and stress at work: Stressors exist in almost everyone's life. The working environment, depending on its conditions, is also not free of such factors. If these factors are beyond the workers' control, they will lead to serious harm. Therefore, it is necessary for managers, especially in shift-work systems, to recognize these factors and sources of stress and to eliminate or control them. Stress-creating factors are divided into two categories, physical and organizational: 1) Physical stressors: including excessively high or excessively low noise and temperature, severe vibrations, or even the rotating and variable shift system. 2) Organizational stressors: including matters such as fatigue, monotony and lack of variety in work, job dissatisfaction, job insecurity, ambiguity in responsibility, isolation, and the degree of risk and danger of the job. It seems that in shift-work industries both types of factors are possible, and perhaps staff dissatisfaction is to some extent related to these issues. If we wish to very briefly list the health and safety consequences arising from the occurrence and persistence of severe and chronic stress among staff, we can say: heart diseases, high blood pressure, digestive illnesses, skin rashes, shortness of breath, neurological and psychological disorders, an inability to establish beneficial relations, fatigue, exhaustion, absenteeism and turnover, addiction to narcotics and alcoholic beverages, an increase in waste and accidents at work, and many other cases are examples that hinder the realization of the goals of the organization and individuals.

Regarding work stress, several points are noteworthy:

1/In identifying job stress, the following few factors must be taken into account: • the factors and causes that facilitate stress • the location where stress occurs • the frequency and intensity of the stressors • the extent of the problem 2/In recognizing and diagnosing job stress, attention must be paid to indicators such as the rate of illness, medical leave, turnover rate, reports from the safety and health department, and occupational-hazard claims. 3/Cooperation between managers and staff together is necessary and essential for eliminating problems, and without either of these two, the problem will remain in place. 4/It is necessary to carry out a careful assessment of the situation of shift-work personnel and their problems every few months.

Now the question is: given the stressors in organizations, what solutions and suggestions can there be for managers of shift-work industries regarding eliminating or reducing the stress and problems in the shift-work system, through which not only will working conditions be promoted and improved, but the job satisfaction of operational and shift-work staff will also rise. From this standpoint, we set out the problems of shift-work systems and also suggest solutions.

1/ Fatigue: In 88 percent of shift-work companies in the United States and Canada, work-related fatigue and depression are mentioned as a problem. This factor, which arises from monotony, lack of movement, the repetitive nature of the work, the need for high precision, and the stressful nature of the work, is common in shift-work systems.

2/ Physical effects: which arise from the disruption of the circadian cycle of staff and are also seen in rotating shift work, are as follows: • heart diseases • digestive ailments such as loss of appetite, stomach ulcers, etc. • diabetes • addiction to cigarettes, narcotics, and alcoholic beverages • high blood pressure • psychological disorders • isolation

3/ Work stress

4/ Job dissatisfaction and feelings of inferiority and low self-esteem

5/ Vulnerability to physical and mental problems

6/ Disruption in the process of interacting and communicating with others, including family

∴ Suggestions for managing the shift-work system:

 

Now we present recommendations and suggestions for eliminating the aforementioned problems and obstacles in the workplace and reducing the negative effects arising from shift work: • Improve the lighting, dining, recreation, and entertainment conditions of staff; • If possible, no person should have more than two consecutive night shifts; • If possible, no person should have more than two consecutive 12-hour night shifts; • Distribute leave and rest days among the shifts, that is, avoid accumulating leave days, because the probability of accidents rises; • Give people the chance to rest, relax, and interact with other staff; • Inform staff at the outset about the possible effects of shift work and educate them about the specific lifestyle of shift work, including meals, sleep patterns, exercise, etc.; • Implement ergonomic principles in the workplace for people; • Post recommendations and health tips as posters around the organization or send them to staff in their pay envelopes; • Allow staff to take short naps during work; just as now about 48 percent of shift-work factories and companies allow people to sleep during work and during rest and recreation periods. • For shift workers, especially those who work nights, provide an environment where they can engage in activity and exercise; • Use radios on the night shift to facilitate security and quick communication; • Conduct careful annual examinations of staff; • Replace the backward-rotating shift system (night, evening, morning) with the forward-rotating shift system (morning, evening, night); • Implement a safety program related to people's behavior; • Form safety groups to examine the issues of the various shifts; • For selecting shift workers, special pre-employment examinations should be considered, and an industrial-medicine specialist should confirm their suitability. • Increase the educational materials for shift workers; • Devise a plan for human-resources managers to be present more in the evenings and at nights; • Alongside coffee and tea, include nutritious chocolate in the program; • Avoid excessive overtime; • Occasionally shut down the production line without prior notice (provided its cost is not high); • Give good rewards to people who have attended work for a whole season without absence; • Prepare rooms for "napping during work" with comfortable chairs and a quiet environment; • Allow people to swap or trade their shifts with one another; • Involve staff in decision-making; • Use staff for some of the training; • Publish a newsletter containing reminders of important and useful points for shift workers; • Use a series of employee-assistance programs to help people adapt to stressors; • Use job rotation among shift workers to increase variety, efficiency, and job satisfaction.

Of course, staff are also advised to take the following points seriously and apply them so that their working and mental condition improves:

• Choose a very calm and quiet place for your sleep and try to eliminate any source of noise or disturbance of peace from around you. • If you are a shift worker, especially a night worker, pay more attention to daily exercise and physical training; at least do not miss walking, moving around, and activity with friends. • Be sure to set an approved diet and follow it; try to always use fresh vegetables and fruits. • Create variety for yourself at work; for example, occasionally walk around, occasionally go to the restroom and splash water on your face and take a fresh breath, listen to a recording or the radio. • Go on trips and outings with your family on weekends and make up for the lack of contact. • Do not drive immediately after a night shift. • Use sleeping pills less, in other words, do not get yourself accustomed to them. • As far as possible, avoid overtime immediately after a shift.

The large number of companies and organizations that use shift-work systems temporarily or permanently, the problems related to the human resources of shift workers especially in the area of their satisfaction, and the existence of methods and solutions tried around the world to enhance productivity and satisfaction, all point to the use of such solutions, some of the most important of which have been examined in this booklet.