workers to use their skills. Clearly define workers' roles and responsibilities. To reduce workplace stress, managers may monitor the workload given out to the employees. Also while they are being trained they should let employees understand and be notified of stress awareness. Give workers opportunities to participate in decisions and actions affecting their jobs. Improve communications-reduce uncertainty about career development and future employment prospects. Provide opportunities for social interaction among workers. Establish work schedules that are compatible with demands and responsibilities outside the job. Combat workplace discrimination (based on race, gender, national origin, religion or language). Bringing in an objective outsider such as a consultant to suggest a fresh approach to persistent problems. Introducing a participative leadership style to involve as many people as possible to resolve stress-producing problems. Encourage work–life balance through family-friendly benefits and policies An insurance company conducted several studies on the effects of stress prevention programs in hospital settings. Program activities included (1) employee and management education on job stress, (2) changes in hospital policies and procedures to reduce organizational sources of stress, and (3) the establishment of employee assistance programs. In one study, the frequency of medication errors declined by 50% after prevention activities were implemented in a 700-bed hospital. In a second study, there was a 70% reduction in malpractice claims in 22 hospitals that implemented stress prevention activities. In contrast, there was no reduction in claims in a matched group of 22 hospitals that did not implement stress prevention activities. There is evidence that remote work could reduce job stress. One reason is that it provides employees more control over how they complete their work. Remote workers reported more job satisfaction and less desire to find a new job, less stress, improved work/life balance and higher performance rating by their managers. One study modeled scenario-based training as a means to reduce occupational stress by providing simulated experience prior to performing a task. Signs and symptoms of excessive job and workplace stress Signs and symptoms of excessive job and workplace stress include: Occupations concerned with reducing job stress According to the Centers for Disease Control and Prevention, occupational health psychology (OHP) has made occupational stress a major research focus. Occupational health psychologists seek to reduce occupational stress by working with individuals and changing the workplace to make it less stressful. Industrial and organizational psychologists also have skills that bear on occupational stress (e.g., job