While it is an employer’s legal and moral responsibility to ensure safety of its employees, what would one say about the scope of that responsibility when it comes to law makers and enforcers themselves?  For a group the general public relies on for protection and safety, sexual harassment needs ‘zero tolerance’ classification.
The number of cases that one has seen in the recent times within the police force itself suggests an urgent need for sensitivity training and stringent action; the twin objectives being: prevention of such cases and a sensitive and appropriate handling of sexual harassment cases that come from the common man.

It’s time that the authorities stop relying on media pressure and start cleaning up the dirt within its ranks.

In most reported cases, the perpetrator is either let off too easily or if he or she is a good performer then matters are often even overlooked, what is worse is that the victim is made to believe that it was perhaps his or her doing that lead to the sexual misdemeanour in the first place.
The need of the hour is not punishment; employers need to take up this issue more seriously and take concrete preventive measures to ensure the safety of its most valuable resource – the human capital.  Employees need to be made fully aware of what constitutes sexual harassment (am sure most of you would be surprised to know that sending lewd jokes on the office e-mail does indeed fall within this purview); sensitivity training for employees could go a long way in fostering a respectful, professional and congenial working environment.
What is foremost is that the employers offer the aggrieved employee the comfort of approaching an unbiased third party (such as an external counsellor) without the fear of demotion or loss of employment.
It goes without saying that proven cases of sexual harassment be dealt with utmost seriousness with the punishment itself acting as a deterrent.

Today, several cases of sexual harassment go unreported causing much emotional distress to the victim; it is the employer’s legal and moral responsibility to ensure that sexual harassment be dealt with in a sensitive and appropriate manner.

Such instances of sudden death(s) bring forth the question – ‘you eat well; you exercise regularly BUT are you truly healthy?’

In 1970 the American sociologist Alvin Toffler predicted that the rate of change in modern civilization would accelerate to such a degree that enormous numbers of people would experience shattering stress and disorientation. Toffler described this condition as FUTURE SHOCK. With human biological evolution lagging behind developments in technology and lifestyle, physiological and psychological stress emerges as a result of the growing deficit between daily demands and coping resources.

This third dimension of STRESS is well recognized but not attended to. Why? It is macho to be a fitness freak and eat exotic healthy foods (you get mentioned in the media) but seek a counselor – not macho at all, gets negative publicity and hence an attempt to convince self “I am not stressed. I thrive on challenges”. Truly macho!

Every one talks of SLEEP for 6-7 hours! Easier said than done; try catching that 6 hour sound sleep – the only help stressed individual gets is a pill – making him worse. Sleep hygiene has to be customized to the individual, based on his stressors and resources. Try asking someone staying in a 1BHK rented apartment to have a good mattress, soft relaxing music and dim red light.

Time has come that corporate India appoints counselors, accessible to their top management through the digital media with no fear of negative publicity or time wastage. Stress can be anticipated and sessions organized.

Imagine country head of a MNC seeking a session with his counselor via voice (plus video) chat prior to a meeting with principals flying down for annual appraisal.

Truly Macho!

Dr C H Asrani

While the physical stress is visible and thus easier to deal with it is the mental or emotional stress that is the silent killer.
And often, emotional stress manifests itself in the form of physical symptoms such as, recurring headaches, nausea, aches and pains which do not have any pathological explanation; add to that irregular eating habits, erratic sleep pattern and lack of exercise and you have yourself a recipe for disaster.  

Let us understand the key types of stress that one could face at the workplace:
•    Performance related stress (meeting targets and goals at work);
•    Stress due to tough or uncooperative superiors or colleagues and sub-ordinates;
•    Stress arising from jobs that require frequent travel;
•    Stress due to a challenging work environment (recession or downturn in sector of work).

It is important that we keep in mind that stress at the workplace is a common occurrence and look for signs that indicate that we are suffering from the same.  Acknowledging that we are going through work-related stress is the first step to finding the solution to the problem.

Some simple measures which if adopted as habits could help eliminate or minimise work stress:
•    Setting aside daily or weekly time for some activity that relaxes you; this does not include competitive sports/ activities.
•    Spending time with people you genuinely like (social commitments not included) and making a conscious effort to ensure that your discussions are not solely work-related;
•    Taking regular breaks or holidays with loved ones; mini-breaks over long weekends are great stress-busters;
•    Ensuring healthy eating habits and trying to exercise at least 3-4 times every week.

Seeking professional help when things seem overwhelming is also recommended for those suffering from chronic work-stress.