With practice, you can learn to release stress from your body in seconds. Learn more about PMR. This can be particularly helpful for students because it can be adapted to help relaxation efforts before sleep for deeper sleep, something students can always use, or even to relax and reverse test-induced panic before or during a test. A convenient stress reliever that has also shown many cognitive benefits, music can help you to relieve stress and either calm yourself down or stimulate your mind as your situation warrants.
This can be helpful while studying, but can also be a great strategy to use while walking around on campus or gearing up for tests. Many students live in a cluttered place and even have cluttered study areas, and this can have negative effects on grades. This can keep stress levels low while studying, can save time in finding lost items, and keep roommate relationships more positive. It can also help students gain a positive feeling about their study area, which can help with test prep and encourage more studying.
You may not realize it, but your diet can either boost your brain power or sap you of mental energy. Improving your diet can keep you from experiencing diet-related mood swings, light-headedness and more. Students often find themselves "getting very sleepy" like when they pull all-nighters , but—all kidding aside— self-hypnosis can be an effective stress management tool and a powerful productivity tool as well.
With it, you can help yourself release tension from your body and stress from your mind, and plant the seeds of success in your subconscious mind with the power of autosuggestion.
Did you know that optimists actually experience better circumstances, in part, because their way of thinking helps to create better circumstances in their lives? The habit of optimism and positive thinking can bring better health, better relationships, and, yes, better grades. You can also learn the limitations to affirmations and the caveats of positive thinking so you aren't working against yourself.
Struggling with stress? Our guide offers expert advice on how to better manage stress levels. Get it FREE when you sign up for our newsletter. Leonard, N. Frontiers in Psychology, A multi-method exploratory study of stress, coping, and substance use among high school youth in private schools. July More in Stress Management.
Common sources of student stress include:. School Homework Extracurricular activities Social challenges Transitions graduating, moving out, living independently Relationships Work. How Stress Contributes to Sleep Problems. Healthy Eating. Positive Thinking and Affirmations. Was this page helpful?
As soon as this phone goes to my boss and they complain about me, nobody asks me what happened. And even if I'm right, they still apologise. I've done nothing wrong. It's them.
Help Your Team Manage Stress, Anxiety, and Burnout
Life events referred to problems with family or relationships, death and sickness, as well as trying to maintain a balance between work demands and responsibilities in the social and personal or family lives of respondents. Job insecurity as a cause of work stress reflected fears about losing income and facing further financial strain. Participants were asked about any interventions at their workplace for managing stress.
Overall, participants referred less frequently to individual interventions; such interventions were also either secondary or tertiary. In particular, they were either psychological interventions such as face-to-face telephone or internet counselling, or educational interventions or training courses that taught practical skills such as organisational management and assertiveness Table 2. Some patterns emerged in the use of individual interventions by type of organisation: NGOs were least likely to deliver individual interventions to employees, perhaps owing to cost.
In terms of effectiveness, those participants who received one-to-one counselling interventions thought these were effective, mainly because they could be accessed promptly when needed. So [I] could do some work at home, because I was very tired I didn't have the stress of having to get into work, so just took a bit off. Organisational interventions were more often mentioned by workers in public sector employment and in contrast to individual interventions, they were mainly primary or secondary Table 2. In particular, participants mentioned efforts to develop a management style that was supportive and improved communication, as well as frequent team meetings and supervision and two-way feedback.
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A lot goes for being praised, that in itself can take away stress. Flexibility in working hours, well-planned shifts and environmental or structural interventions such as a staff room for relaxation were mentioned by almost a third of the participants as effective ways of managing work stress. Participants working in private sector organisations rarely report the existence of any interventions related to work structure e.
Appropriate training and adequate equipment and resources allowed employees to perform their roles effectively. Participants thought that being subsidised for gym membership or being encouraged by their organisation to exercise during their working day were very effective interventions.
None of the participants working for NGOs mentioned health promotion. Participants were asked general questions about their personal strategies to manage work stress. We were interested in personal interventions not provided by their employers but ones that were used and considered effective. Table 3 shows the types of personal interventions used at work. Some interventions helped employees process stressful thoughts and think through difficult situations, akin to what CBT therapists might suggest as cognitive restructuring and tackling cognitive distortions — for example, focusing on positive rather than stressful situations, and using self-reflection to gain a better perspective.
Effective personal interventions to manage stress at work total number of respondents: Why is that? Support from colleagues and friends was the most frequently reported personal intervention for managing stress at work. I got some excellent help from a colleague yeah and that was someone I worked with in the team who does the same job as me. Keeping oneself organised and maintaining a structured schedule at work were thought to be very effective personal interventions. These included planning, reducing overtime, prioritising tasks and keeping a better balance between work and personal life.
In particular, exercise was the most frequently reported personal intervention. Participants also acknowledge the importance of healthy eating as a means of maintaining a healthy weight and better health in general, both of which helped people to better manage stress at work. So yeah, if I'm stressed, as long as I can, I'll often leave work at a decent time and go for a run and come back to work or go take my computer home and go for a swim and then do some more work. As long as I can make sure I can get some exercise in then I'm fine.
It kinda works quite good 'cause I can generally take a longer lunch break and go to the gym at lunch and then, you know, work later or whatever it is.
Top 10 Stress Management Techniques for Students
For example, participants mentioned relaxation during lunch breaks and going on holidays as an effective personal intervention. A mixture of personal, organisational and individual interventions were reported in our study, but these are not often captured together, with emphasis often being given to workplace changes or separate public health approaches to lifestyle and physical activity. High-demand and low-control situations and effort—reward imbalance related to working conditions, management style and the type of job were causing distress at work. Management practice as a stressor was also more prominent in private and NGO sectors than in the public sector and in middle and low management positions than in higher management ones.
Participants identified poor communication with management, unfair treatment and, above all, the feeling of not being appreciated as the biggest sources of stress for them. Furthermore, many participants highlighted working conditions, such as physical environment, unsociable working hours and under-staffing, as causes of their work stress, the harmful effects of which have been identified in previous research.
According to Stranks, 11 when workers experience insufficient rewards in the form of salary or amount of praise received, or are missing recognition, the feeling of devaluation might appear and can contribute to an experience of work stress. Participants in the present study tended to report mainly the presence of primary and secondary organisational interventions as opposed to individual interventions at their workplace. With regard to individual approaches, these were mainly psychological interventions. Although there is much research that has documented the effectiveness of psychological interventions, these are usually provided at the secondary or tertiary level rather than for primary prevention.
Organisational interventions were discussed by the participants more frequently and were also more often perceived as effective in managing stress at work than individual interventions. One of the main reasons that organisational interventions were identified as an effective way of managing stress was because they were primary interventions with the aim to modify or eliminate environmental stressors.
Participants in the present study identified the organisational interventions to manage stress at work as: job redesign, change of organisational culture, encouragement of participative management, introduction of work—life balance policies, flexible working and reconstruction of the organisation as well as improvement of organisational communications.
The main reason may stem from the fact that management is seen as part of organisational structures rather than as potentially subject to modification to manage stress. Our findings highlighted management practices as an important workplace intervention, especially management characteristics such as open communication, supportiveness, approachability and being appreciative; these ranked the highest in terms of perceived effectiveness.
Improving management practices as an intervention and introducing flexibility in working structures were much more apparent in the public sector as opposed to the private sector and the NGOs. Content analysis suggested that there may be a relationship between reported causes of stress and individual and organisational interventions.
For example, stress was less often reported in the public sector because there were more management interventions than in other sectors, and these were perceived to be effective by the participants. Most personal interventions identified by participants were related to health behaviours such as exercise, meditation and healthy eating, as well as leisure activities and social support from family and colleagues. Although personal interventions outside the workplace were not considered by the organisations, it is important to emphasise the power of such interventions and that they should be included in future intervention packages.
For example, physical activity programmes have been among the few organisational interventions that show convincing effects on absenteeism in accord with our previous reviews, but physical activity could be encouraged more generally. The results suggest that employees in private organisations and NGOs report more perceived causes of stress and have fewer interventions in place to help employees manage stress compared with public sector organisations, notably National Health Service NHS employers.
We have listed potential organisational, individual and personal interventions that were used and found to be helpful. These might be tested as correlates of better workforce health and well-being and less work stress. A limitation of the study was related to the sample characteristics. Although there were variations, especially with regard to type, size and location of the organisations involved, the sample consisted of only 12 organisations in total.