Created by Paula Rachel MARK (MPHIL (Hons))

TTATCA

IFATCA Conference, Bali 2013

RECOGNIZING THE IMPORTANCE OF

WELLBEING

Hi

Before starting, I apologize for not being here.

But my heart is most present.

I look forward to meeting with some of you at the regional

meetings.

Now for the presentation.

It will be shown in 2 parts. This is Part I. Please enjoy the feature:

WELLBEING IN AIR TRAFFIC CONTROL

How can we explain it in the context of ATC?

How important is it?

Is there an ANSP that practices at least 1 aspect of workplace

wellbeing?

How has this ANSP benefited?

Where is this experience documented for the benefit of other

ANSPs?

DEFINING WELLBEING

Do we have a working definition of wellbeing that is applicable to

our domain?

Where can we find this definition?

The word wellbeing -

is associated with synonyms like happiness and welfare.

Wellbeing is a holistic concept.

It is not very easy to define

It is a complex construct that has evolved over the years.

Today

In this room

We associate wellbeing with a symbolic fountain.

It represents the provision of several factors,

to help employees find a work-life balance.

Employees who find a work-life balance,

experience increased states of happiness.

Just as how thermal springs and legendary fountains have

revitalizing capabilities

symbolic fountains of

wellbeing help employees

improve their individual

welfare

THE IMPORTANCE OF WELLBEING

How important is wellbeing to you?

Do you agree that our ANSPs have an organizational commitment

to the wellbeing of ATCOs?

The concept of wellbeing means different things to different

organizations.

The only similarity is the aim –

to increase the happiness or welfare of the worker

Happy workers produce more.

What do we produce in the ATC industry?

Should we really dispel the notion of wellbeing in our workspaces?

Our theme for this year’s conference:

Satisfied Controller = Safe Sky

It indicates that workplace wellbeing is beginning to provoke our

thoughts.

If an ATCO is satisfied,

her wellbeing improves.

If her wellbeing improves,

her level of safety performance will also improve.

This is a fresh dimension to the concept of wellbeing.

In 2006, the Chartered Institute of Personnel and Development

(CIPD) conducted a national study on employee wellbeing across

the UK.

They found that an

inverse relationship

existed between

employee wellbeing

and absenteeism

They also found a link

between low levels of

employee wellbeing

and increased mental

health problems.

STRESS

Benefit claims and the

cost of work-related

stress had been taking

huge chunks of the

nation’s GDP –

approximately £3.8

billion per annum.

We need to conduct similar studies,

if we want to know more about the importance of wellbeing to ATC.

What are our trends in absenteeism?

Do we know

how many ATCOs

suffer from chronic, psychosomatic, stress-related disorders

including fatigue?

What is the cost

of our yearly benefit and insurance claims

for each ANSP,

each region,

and globally as an organization?

But you may be thinking that:-

/ it is each ATCO’s responsibility to care for personal welfare;

/ as long as ATCOs have excellent wages, they will be happy;

/ your ANSP does not need a fountain of wellbeing because it has

ultra-modern facilities and many managers

Those thoughts are misconceptions -

as the following anecdote shows:

THE CASE OF THE DISSATISFIED EMPLOYEE

In 2010, the Versailles Court

of Appeal, France ruled that an

employee had been driven to

commit suicide due to

dissatisfaction with certain

working conditions.

THE CASE OF THE DISSATISFIED EMPLOYEE

In 2010, the Versailles Court

of Appeal, France ruled that an

employee had been driven to

commit suicide due to

dissatisfaction with certain

working conditions.

The Court further ruled that

the employee had developed

anxiety-related depression due

to his dissatisfaction.

THE CASE OF THE DISSATISFIED EMPLOYEE

In 2010, the Versailles Court of Appeal, France ruled that an employee had been driven to commit suicide due to dissatisfaction with certain working conditions.

The Court further ruled that the employee had developed anxiety-related depression.

He worked at one of Renault’s Technocenters and had fallen from a third story passerelle in 2006.

THE CASE OF THE DISSATISFIED EMPLOYEE

In 2010, the Versailles Court of Appeal, France ruled that an employee had been driven to commit suicide due to dissatisfaction with certain working conditions.

The Court further ruled that the employee had developed anxiety-related depression.

He worked at one of Renault’s Technocenters and had fallen from a third story passerelle in 2006.

Contrary to a report by the

Technocenter’s psychologist,

his wife explained that he

loved his job to the extent that

he did not want to leave, even

though he was unhappy about

some aspects of the job.

THE CASE OF THE DISSATISFIED EMPLOYEE

In 2010, the Versailles Court of Appeal, France ruled that an employee had been driven to commit suicide due to dissatisfaction with certain working conditions.

The Court further ruled that the employee had developed anxiety-related depression.

He worked at one of Renault’s Technocenters and had fallen from a third story passerelle in 2006.

Contrary to a report by the branch’s psychologist, his wife explained that he loved his job to the extent that he did not want to leave, even though he was unhappy about some aspects of the job.

A team of analysts from the Center for poor workplace wellbeing, conducted a series of investigations.

THE CASE OF THE DISSATISFIED EMPLOYEE

Several managers failed the

psychometric tests.

THE CASE OF THE DISSATISFIED EMPLOYEE

Several managers failed the

psychometric tests.

They were unsuitable for their

prescribed roles.

THE CASE OF THE DISSATISFIED EMPLOYEE

Several managers failed the

psychometric tests.

They were thus deemed

unsuitable for their prescribed

roles.

The investigators also

discovered that the union-

management relationship was

poor.

THE CASE OF THE DISSATISFIED EMPLOYEE

Several managers failed the

psychometric tests.

They were unsuitable for their

prescribed roles.

The investigators also

discovered that the union-

management relationship was

poor.

The employees were stressed-

out because of rigid

unreasonable deadlines and

cost-cutting measures.

THE CASE OF THE DISSATISFIED EMPLOYEE

Several managers failed the

psychometric tests.

This implied that they were

unsuitable for their prescribed

roles.

The investigators also

discovered that the union-

management relationship was

poor.

The employees were stressed-out because of unreasonable deadlines and cost-cutting measures.

Yet, this branch boasted of the latest strategy of reduced work hours, increased local HR management, open forum, better work organization and stress management training in addition to a psychologist that employees can confidentially and freely consult with.

THE CASE OF THE DISSATISFIED EMPLOYEE

Imagine that in each ANSP

there is at least 1 dissatisfied ATCO

These ATCOs love doing ATC

but yet,

they are dissatisfied with certain working conditions.

How many ANSPs are there worldwide?

How do we deal with situations like these?

Do we really know what makes an ATCO feel satisfied at work?

Did you deduce from the anecdote, who is responsible for an

ATCO’s wellbeing?

It is the primary responsibility of management to work on improving

the wellbeing of ATCOs.

ATCOs with improved wellbeing will increase their safety

performance

Inspite of not having a universal working definition of wellbeing in

ATC,

can ANSPs still evaluate the potential benefits from implementing

wellbeing policies?

What measures can be taken to improve wellbeing in ATC?

What are some challenges to implementing wellbeing policies?

We will discuss these questions and the findings of a study in Part

II of this presentation.

Please follow the link below to access an e-version of the slides,

an interactive handout,

to provide feedback about the presentation

and to ask questions.

http://rachelp0504.blogspot.fr/

Thank you for your time

and attention.

Do enjoy the rest of the conference and your stay in Bali.

Warm regards,

Paula Rachel MARK.