Roukan.com - we map working environment worldwide

We measure the follwoing
mental
working environment

Power harassment:

Power harassment is harassment or unwelcome attention at the workplace by a superior officer against his subordinate workers. Power harassment includes a range of behavior from mild irritation and annoyances to serious abuses which can even involve forced activities of different naturs far exceeding the job description or what is considered the job of a worker, sometimes even including sexual, religious or even illegal activities violating the workers rights. Power harassment is in many countries considered illegal discrimination and is a form of psychological abuse of the worker. Power harassment occurs more in some countries than others and the awareness of it also differs from country to country.
   

Stress:

 
Stress is not in itself a disease but the body's defence to excessive physical or mental strain in the working environment. Stress is the body's attempt to survive the damages. This defence is not meant to be in action permanently but only for a short periode of time. If it continues for a long time, it can damage the health severely. In a work place, stress is never and should never be only one persons problem and has to be addressed.
   

Work enjoyment:

 
Do you enjoy working with the work you do, and at the work place you work? Do you enjoy working with the coworkers you have? Do you enjoy interacting with the customers?
   

Meaningfullness of the work:

 
Your work should be meaningful. For example, you could see how you contribute to the overall product or to the primary service in your workplace. You may see the overall purpose of the company's production. Does this produce things or services that are valuable for the customers and / or the society? Lack of meaningfullness will lead to the worker being estrangement to his own work and lead to a norm less behavior. On the other hand, if the worker have a sense of meaningfullness in his work, it will lead to coherence.
   

Influence on the work:

 
By influence on the work, we are particularly addressing the degree of influence you have on your own work, planning and execution of the work, workplace design, who you work with and when you work. If your degree of influence is low, it will lead to powerlessness and helplessness, but if your degree of influence is high, then it will lead to action competences and higher degree of accountability.
   

Predictability:

 
Information on time creates predictability and predictability reduces insecurity and uncertainty. Predictability is about the big picture and not necessarily small everyday things. It coveres whether it is possible for you to predict the day, the tasks and work load, working hours, etc. Predictability is important for being able to have a healthy personal and family life. High degree of predictability leads to a feeling of safety and security.
   

Social support:

 
Social support can come from both colleagues and supperior officers. The support can be both practical and psychological. The important thing is that the aid is given in the right way and at the right time. If the employee does not get social support when needed, it can lead to loneliness and isolation at the work place. If he receives the necessary social support, it leads to social anchorage and integration.
   

Reward and renumeration:

 
Salary, career advancements, appreciation and recognition are examples of rewards. It is important that rewards are proportionate to the effort made. Otherwise, it will be perceived as unfair by other workers. Lack of rewards and renumerations can lead to frustrations and worthlessness, where a fair reward often leads to personal dignity and sense that you are worth something.
   

Work adequacy:

 
The demands of work must be neither too high or too low. They must be appropriate. It is important that you know what the requirements are for you. They must be clear, and you need to know when the work is done well enough. Requirements can be quantitative (amount of work and pace), emotional and social. A proper job description is helpful. Too much demand will often lead to stress, where too low demand will lead to apathy. A proper demand will lead to personal development and growth for the employee.
   

Trust and reliability:

 
It is important for a workers well-being that your employer, supperior officer and your colleagues are trustworthy and that there is mutual trust in the workplace.
   

Fairness:

 
Fairness at work is about several things. It is about whether payments / salaries, promotions, layoffs, recognitions etc. are fairly distributed among the employees. Are the company following recognized procedures? Is the process fair, when there are any changes? Are you treated properly and with respect? Do you get enough information about the process?
   

Collaboration:

 
Collaboration in the workplace must be based on mutual trust and respect. This applies to collaboration within the individual departments / groups, collaboration between departments / groups and collaboration between employees and management. Good interpersonal skills are reveiled by everybody respecting differences in interests and needs for other employees and yet reaches a result that everyone recognizes.
   

Human relations:

 
Human relations can be one of the most difficult thing to handle. Especially in a work place, where you need to obey your supperior officers, you need to be in good contact with your coworkers, and you may even need to treat your staff members in the right manner. Do you find the human relations at your workplace troublesome or just as it should be?
   

Please also see:

 
General working environment Physical Working Environment Other working environment
General working environment Physical working environment
   
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Roukan.com - mapping worldwide working environment by employee survey Support roukan.com - working environment surveys for a better world  Contact information - Japan country manager - Kim Pedersen