When the Workplace Is a Gridiron

The National Football League (NFL) has a dementia assistance program for retired players, and there is mounting evidence that it is sorely needed. The data show there is a link between football and later-in-life cognitive impairment. While there are some League officials who dispute the fact that playing in the NFL substantially increases the risk for dementia, the records indicate that pro football retirees are “experiencing moderate to advanced early-onset dementia at rates several times higher than the general population.” When a League-commissioned University of Michigan survey reported NFL retirees aged 50 and above showed diagnoses of cognitive disease at five times the rate of the national population, the League commented that such surveys were unreliable. To try to determine the reality of the contrasting claims, the U.S. House Judiciary Committee held a hearing on the issue of brain injuries in football. Representatives heard stories of former football players who had struggled with homelessness, depression, and an inability to perform basic tasks after suffering hundreds of blows to the head during their careers. But some present emphasized that the NFL had made safety improvements in recent years. Several other factors related to this issue are: - the condition is not generally the result of single horrendous hit, which may be described as a concussion, but the accumulation of smaller hits over time. - there have been, of course, improvements to safety equipment, especially helmets, but those improvements have not been adequate and have not resolved the problem. - NFL players, in addition to their pro tenures, have played football in college, high school, and even before that, raising the further issue of the safety of football for children who will never play at the professional level. While Disability Management programs of more ordinary workplaces may not be adequate for NFL players without being significantly customized to the uniqueness of this workplace, there will certainly have to be acknowledgements of the problem. The League would be wise to consider the implementation of Disability Management procedures for every team. -Do you believe that NFL teams would be wise to consider the implementation of Disability Management programs? -If your child is involved in football, does this article cause concern?

Contagion in the Workplace

Is there contagion in your workplace? If not, your workplace may not be up to date. In fact, it may be deprived of some critically positive information.

One of the most active buzzwords currently in the U.S. is “contagion.” Contagion is so pervasive that it has been labeled (by sociologists and psychologists) prestigiously as “Contagion Theory.” The most concise definition of contagion theory is “collective behavior.” That is, crowds cause people to act in unison in a certain way, or crowds converge on a single idea. (On the darker side, it is sometimes referred to as “mob mentality.”)

Contagion is also the buzzword of the moment in new and promising concepts for workplace development. A word that was once primarily used to describe the spread of disease has now taken on expanded dimensions.

Emotional contagion, as defined by Wikipedia, is the tendency to feel emotions that are similar to and influenced by those of others. It represents a tendency to automatically mimic and synchronize facial expressions, vocalizations, postures, and movements with those of another person and, consequently, to converge emotionally. A study referenced in the Washington Post has shown that emotion can ripple through clusters of people who may not even know each other. In particular, happiness was found to be particularly “contagious,” and one person’s happiness has the potential to affect another’s for as much as a year.

According to a recent article from Dennis Whittle, CEO of Global Giving, prosperity can also be contagious. He has observed the restaurant scene in Portland, Maine, evolve in a dynamic way after “one or two really great chefs moved to town, and others followed.” Indeed, this concept holds great promise when one considers the impact it could have on a struggling economy.

So, what are the contagions nurturing/festering in your workplace? If there are contagions abound in workplaces across America (for good or evil), we all need to know about them.

Stress, Work, and How to Relax

In today’s downsized economy, people are facing mounting tension on the job in addition to the stressors of daily living. According to a recent article from MainStreet.com, options that bring quick relaxation, such as alcohol, massage, or spa treatment, are no substitute for strategies that bring long-term relief. Erin Olivo, assistant clinical professor of medical psychology at Columbia University in New York, reports that pressure, if it mounts unchecked, can overwhelm the mind and compromise one’s health. While some try to integrate activities such as yoga or meditation into their lives, adding obligations to an already full schedule may only add to the aggravation. Olivo offers a simpler solution: “Everybody has their own way of calming themselves down….The key is to actually do them.” Dr. Joel Levey states that people should learn to be “mindful,” or constantly aware of their surroundings and challenges as well as their effects. Dr. Levey recommends that workers pause frequently throughout the day to check on their stress levels. When they notice signs of tension, they should take a moment to breathe deeply and focus on calming phrases. Olivo adds that it would be helpful for workers to challenge their triggers and question whether the problems they’re facing warrant their reactions. She states, “An individual can approach a stressful situation with a mindful response rather than automatically reacting in a way that may actually only increase his or her distress.” -What kinds of stress do you experience? -What strategies do you use to relax and cope with stress?