About

 

About the Scott Institute

Information workers, marketing & sales, technology products & service workers, creatives, customer services personnel, technicians, engineers, production & logistics managers, accounting, support staff and leaders in the C-Suite…everyone is stressed. Meeting the numbers, deadlines —and— meeting your expectations can be overwhelming. The Scott Institute can help! We make ‘house-calls’ & deliver customized solutions that detoxify & transform individuals, teams and organizations.

Optimal Stress is essential for organizational success and employee personal fulfillment. The impact of stress on business performance must be understood, measured and managed in a realistic manner. This is an integral part of achieving and sustaining a healthy organizational culture. The Scott Institute was founded by Dr. Carol Scott in response to the need to provide support and services specifically targeted for problems related to stress in the lives of employees and the unique impact on Human Resource Professionals. Human resource professionals are on the frontline of coping with the unprecedented rate of change that will continue well into the foreseeable future. Social, economic, and political changes are outside of our control. Corporate leadership, employees and families depend on human resource professionals for solutions. Conflicting demands of work and personal life on employees is no longer a zero sum game. Personal goals and organizational priorities are no longer competing priorities, they complement each other. The Scott Institute reduces costs and improves employee loyalty and service through identification and management of individual and organizational BestStress Zones. Organizations today operate faster and with more expected uncertainty than ever before.

The impact of stress on business performance must be understood, measured and managed in a realistic manner. Employees must be educated and inspired to take a leadership position on personal health and stress. Employees must know the company really cares about their health—not just health care costs. Employees must be taught how to engage in supportive relationships (peer & professional), apply effective coping skills, develop resilient responses to life’s daily demands, and make informed health‐ related decisions & lifestyle choices. Your organization and employees need to discover the BestStress Zone for optimal stress and productivity. The competitive companies in today’s global markets are addressing stress proactively with the help of The Scott Institute. Employees with Optimal Stress are committed, loyal, engaged, and more productive. The BestStress Zone is the area where we achieve optimal health, wellness, and performance. Outside of the Zone employees may experience; elevated blood pressured, apathy, reduced problem solving ability, decreased concentration, loss of team perspective, and mistakes.


WORK LIFE SYNERGY AND EMPLOYEE COSTS

Today’s employees are working overtime and under time. Benchmark organizations must be pro‐active before acute & chronic stressors contribute to excessive EAP encounters, absenteeism, preseentism and costly stress related disability, disease and premature death. SOS educates and inspires individuals to take a leadership position on health and stress in their work and non‐work life. Harmony and synergy—not necessarily balance—are critical for employee and organizational health. Work‐Life Harmony Consider just one aspect of the organizational cost of stress—unscheduled absenteeism. The rate of unscheduled absenteeism has climbed to a five‐year high of 2.4 percent, according to the findings of the annual CCH Unscheduled Absence Survey by CCH INCORPORATED (CCH), with last‐minute no‐shows costing organizations an average of $610 per employee. Most employees who fail to show up for work, however, aren’t physically ill, according to the survey. In fact, only 38 percent of unscheduled absences are due to Personal Illness, while 62 percent are for other reasons, including Family Issues (23 percent), Personal Needs (18 percent), Stress (11 percent) and Entitlement Mentality (10 percent). The percentage of employees who report that Stress as a factor has increased more than any other factor DOUBLING in the last ten years. Finally, it is estimated that presenteeism costs are 20‐30 times absenteeism costs!

WORK OVERLOAD AND JOB STRESS

There is a relationship between on the job ‘workload’ and ‘self‐determination’ health &productivity. Understanding this relationship will begin the process of creating a healthy organization.   Job Stress: Demand‐Control Model The Karasek‐Johnson, Job Demand‐Control‐Support model is the dominant model from which various frameworks of ‘healthy work organizations’ have evolved. High Demand or ‘workload’ is the as noted in the figure above refers to an employee situation with high intensity, targets and goals are unreasonably high, there are a lack of realistic job expectations, timelines, clear goals & objectives and a lack of sufficient support services. This is commonly referred to as Work Overload. Self‐determination (control) refers to employees having some input into their work; skill utilization, creativity, ability to give feedback, sufficient breaks and the ability to appropriately question supervisors. The combined effect of High demand and low self‐determination unequivocally leads to poor morale and employee reports such as….

- I feel that I work to hard
- I feel exhausted at work
- I feel frustrated by my work
- I feel burnt out by my work
- I don’t really care what happens at work

Moreover, employees will develop costly ill‐health; including cardiovascular disease (heart attacks and development of hypertension), elevated LDL Cholesterol, impaired immune function and of course anxiety and depression. There is an individual and organizational component to Job Stress. Reduction in costs due to stress ideally addresses both components; organizational and individual approaches. Here is how the Scott Institute can help you and your organization today.

(CLICK HERE TO CONTACT DR. SCOTT)