The Use of Play Therapy Mediums in a Stress Management Program with Corporate Employees

Abstract

ABSTRACT. There is a growing need for corporate employees to manage their stress levels. Stress is experienced because of an excessive workload, a high work pace, difficult work schedules, role conflict, and uncertainty regarding career security, poor interpersonal relationships and unpleasant working conditions. It manifests in symptoms such as conflict, depression, absenteeism, headaches and hypertension. Research was conducted to determine if the use of play therapy mediums in a stress management program for corporate employees has a positive effect on their stress levels. The research findings indicated that stress levels improved after a stress management program incorporating play therapy was presented to the corporate employees.

Occupational Stress: Preventing Suffering, Enhancing Wellbeing

“…Berg and Karlsen [ 65 ] argue that coaching intervention plans, including positive visualization and self-talk, give employees the means to cope with work pressures. Organizational policies promoting team building and a strong supportive supervisor-employee relationship have also been shown to protect employees from the adverse effects of stress [ 66 , 67 ].…”

Playing-Dumb Behavior of Trainers During Online Streaming and Trainee’s Burnout Behavior: Mediating Role of Psychological Disengagement

“…Job stress is considered a bone of contention in an organizational environment due to its toxic consequences. Many organizations conduct stress management programs that include consultancy, job timing flexibility, social support, providing assistance, job redesign, recreational activities, sports, nutrition, exercises, relationship management ( Kantor et al, 1997 ), and play therapy help to reduce employees’ stress ( Nel and Spies, 2007 ).…”

Getting to Know You: Occupational Health Researchers Investigate Employee Assistance Professionals' Approaches to Workplace Stress

“…Many presented this link to overall CVD (Bhagat, Steverson, & Segovis, 2007;Dolan, 1994;Ramanathan, 1990Ramanathan, , 1995Robertson, 2006;Shain, 1996). Others specified forms of CVD such as coronary heart disease (Chima, 2004;Clarke & Cooper, 2000;Fielding, 1989;McHugh & Brennan, 1992), heart attack (Kedidjian, 1995), high ambulatory blood pressure and structural heart changes (Felton, 1998), and high or unstable blood pressure or high cholesterol (Colligan & Higgins, 2005;Dolan, 1994;Giga, Cooper, & Faragher, 2003;Nel & Spies, 2006). At least one quoted a specific study's findings on increased risks of strokeand heart-related disease among men and women with high stress (Lee, 2005).…”

“…Csiernik and Adams (2002) took organizational sources of stress for granted as an inherent aspect of work while examining spirituality and the EAP's role in responding to stress. Nel and Spies (2006), Bhagat et al (2007), and Nakao, Nishikitani, Shima, and Yano (2007) presented extensive discussions of environmental causes of stress including globalization, restructuring, and overwork. Nakao et al even used Karasek's Job Content Questionnaire, a tool used to assess work organization (Karasek, Brisson & Amick, 1998).…”

“…They described EAPs preparing more supportive supervisors and also helping people with family and financial issues (Noelker, Ejaz, Menne, & Jones, 2006), including locating practical information on financial, real estate, and family services (Bromage, 2000;MacAlpine, 2003). Nel and Spies (2006) mentioned on-site training in people skills, conflict management, and other relevant skills to help employees in stressful work environments. El-Bassel, Guterman, Bargal, and Su (1998) and Pierre (1986) described the roles of EAPs in addressing workplace stress as building strong social support at the workplace to ''short-circuit'' effects of stress.…”