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DELIVERY LOCATIONS
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Calgary - Head Office
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Camrose
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Drayton Valley
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Edmonton
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Edson
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Grande Prairie
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High Prairie
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Hinton
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Lac La Biche
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Lethbridge
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Medicine Hat
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Peace River
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Red Deer
Rocky
Mtn. House
Spruce
Grove
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St. Paul
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Whitecourt
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CMR Canada - Employee and Family Assistance Programs
Head Office: Suite 600, Bow Valley Square 4, 250 - 6 Avenue SW, Calgary, Alberta T2P3H7
Telephone (403) 263-2200 Fax (403) 256-8291 E-mail: cmr@cmrcanada.ca March 1999
Note: This article presents only one perspective on a body of information on the subject and is not intended to be definitive.
CMR Canada recommends you seek additional perspectives on the subject.
The Workplace
Shiftwork
 Problems and Opportunities
Shiftworkers, defined as those who work
a scheduled work week outside the daytime hours, comprise a significant
portion of the workforce. At least 20% of the workforce is presently
involved in some form of shiftwork.
The expansion of shiftwork to meet public
and competitive demands continues despite evidence that shiftwork
is an occupational stressor. Studies show that shiftwork adversely
affects workers' health, well being, and performance capability
due primarily to the disruption of normal, bodily circadian rhythms.
Studies also have identified variables that influence workers'
adaptation and tolerance to shiftwork.
As the profile of the shiftworker begins
to change and the type of tasks performed during nighttime hours
become more complex, further stresses can be expected for the
shiftworker. The result will be a greater propensity for problems
due to intolerance to the changes and demands of shiftwork schedules.
By understanding circadian principles and the variables that affect
tolerance, health care providers and employers can identify potential
problems for shiftworkers and implement strategies to prevent
or minimize the adverse effects associated with shiftwork.
Summary of Problems
 | Shiftwork is an occupational stressor
due primarily to the disruption of normal, bodily circadian rhythms.
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| The problem arises in the inability to
tolerate a sleep/wake routine of daytime sleep and nocturnal
activity.
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| The most direct and consistent effect
of shiftwork is impairment of quality and quantity of sleep.
Loss of sleep and sleep deprivation, and subsequent fatigue,
are the most common complaints of shiftworkers.
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| Shiftworkers complain of chronic insomnia
and difficulty falling asleep and staying asleep more than day
workers.
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| The human is geared toward nocturnal sleep
and diurnal (day-oriented) activity.
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| The continuous stress associated with
attempting to cope with shiftwork can lead to a loss of physical
and psychological well being, with negative safety and performance
consequences.
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EXAMPLES
| The Space Shuttle Challenger explosion
investigation cited human error and poor judgement, linked to
sleep loss during shiftwork, as contributing to the tragedy.
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| Women and older workers are at increased
risk for sleep problems and will comprise an increasing percentage
of the workforce. Women have less tolerance for shiftwork due
to domestic and social demands.
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| The risk factors for shiftwork maladaptation
syndrome (SMS) include: the increased age of workers (40+), living
with persons who pursue a rigid daytime routine, and poor tolerance
to circadian rhythm disruption. The worker with SMS may experience:
sleep disturbances with chronic tiredness; GI complaints such
as heartburn, constipation, or diarrhoea; alcohol or drug abuse
usually related to self-treatment of insomnia; higher rates of
accidents; depression, fatigue, mood disturbance, malaise, personality
changes; interpersonal relationship difficulties. |
Factors Related to Shiftwork Intolerance
| Circadian Factors - Shiftwork disrupts
circadian rhythms by requiring a shift to nighttime activity
and daytime sleep. Disruption is associated with symptoms including
fatigue, sleepiness, lethargy, insomnia, and poor mental agility
and performance.
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| Internal Factors - Successful adaptation
to shiftwork is influenced by genetic chronotype, age, gender,
job satisfaction, attitudes about shiftwork, and physical health.
Increased age is associated with decreased tolerance with shiftwork.
Starting at age 40, shiftworkers need to be more closely monitored
and assessed for problems with sleep disturbances as they experience
an increase in the number of awakenings during sleep (sleep apnea).
This negatively affects the quantity and quality of deep restful
sleep. Shiftwork may exacerbate pre-existing health conditions
- asthma, diabetes, and epilepsy.
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| Environmental Factors - The amount of
stress imposed by shiftwork is dependent on the type of schedule
worked (permanent vs. rotating), the speed and direction of the
rotation, and the job requirements. |
Performance and Safety Consequences
| Research finds that performance rhythms
parallel that of the body's internal core temperature. Thus,
performance is better during the day when temperatures are higher
and poorer during the night when temperatures are lower.
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| There are higher frequency of errors during
the night than daytime, except for a post lunch dip around 1:00
PM to 3:00 PM.
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| Short term memory tasks peak in the morning
and decrease during the course of the day.
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| Sleep deprivation tends to flatten performance
levels regardless of the task or time of day.
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Thus, the maladjusted worker is at higher
risk for performance problems and safety issues.
Opportunities - Interventions
The objective on any intervention is to
promote workers' adjustment to shiftwork, prevent workers' intolerance,
and protect workers, their families, and society from the negative
consequences associated with intolerance. The following provides
a guide for developing helpful and practical interventions:
| The selection of appropriate interventions
for shiftworkers depends on a comprehensive assessment of the
work environment and the worker population to identify current
and potential problems.
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| Following assessment, strategies are developed
to address the variables associated with the workers' intolerance
to shiftwork.
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| Interventions MUST be applicable to the
specific workplace and worker population.
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| A combination of approaches must be used
- administrative, educational, and medical.
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| Input by the shiftwork population is a
must.
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| Measure results of interventions - satisfaction
with shift schedules, complaints of physical and social stress
and strain, number of safety related incidents, turnover and
absenteeism rates. |
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Note: This article
presents only one perspective on a body of information on the
subject and is not intended to be definitive.CMR Canada recommends
you seek additional perspectives on the subject.
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For more information
on this and other subjects go to
Interventions
Archive. The EFAP assists you and your family resolve personal
problems and maintain healthy and productive lives.
Counselling Services
Provided
| Aging Parents |
Bereavement |
Career Issues |
| Emotional
Problems |
Family Problems |
Harassment |
| Health Concerns |
Marriage
Preparation |
Marital Problems |
| Physical or
Sexual Abuse |
Relationship
Issues |
Single Parenting |
| Stress |
Substance Abuse |
Addictions |
| Trauma |
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How do I arrange for
counselling and/or get more information?
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Simply phone CMR
Canada at 403-263-2200 in Calgary, or 1-800-567-9953 from elsewhere. |
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Or, click on
Request
for Service. |
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Or, e-mail CMR
Canada. |
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All arrangements will
be made for you. |
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Permission is not
needed to use the EFAP. It is voluntary and strictly confidential. |
Your
Confidentiality is Guaranteed
CMR Canada
PROFILE
CMR Canada, a national EFAP management
firm founded in Alberta in 1990, delivers programs and services that enhance the
health and performance capability of individuals and organizations.
The firm delivers services to individuals plus their families in
organizations located throughout Alberta - Municipal Governments, Hospitals,
Unions, Universities, and Corporations and the General Public.
Interventions, the EFAP Journal of CMR
Canada, is available to clients without cost.
CMR's organization is simple,
efficient, and highly effective leaving the majority of resources, financial and
human, to provide service to clients and their families. The firm has extensive
experience in designing, implementing, resourcing, evaluating, and managing Assistance Programs.
CMR has an unlimited supply of
qualified professionals to engage as needed. Professionals are partnered or on
contract to CMR. Included are Psychologists,
Registered Social Workers, Family Therapists, Crisis Counsellors, Career
Counsellors, and Certified Human Resource Professionals.
Working principles: keep the
business small; deliver extraordinary personal service; keep the costs low. This highly efficient and effective
business model allows CMR to deliver high quality programs and services at lower
cost with increased accountability - and select the most experienced and capable
professionals.
To request more information or a
counsellor, click on Request
for Service.
CMR Canada -
Employee
and Family Assistance Programs
Head Office
Suite 3500, Bow Valley Square 2
205 - 5 Avenue SW
Calgary, Alberta T2P2V7
Telephone (403)263-2200 in Calgary, or
1-800-567-9953 from elsewhere
Fax (403)256-8291
E-Mail: CMR Canada
Athabasca,
Barrhead, Calgary,
Camrose, Drayton Valley, Edmonton, Edson, Fort
McMurray, High Prairie, Hinton, Jasper, Grande Prairie, Lac
La Biche, Lethbridge, Lloydminster, Medicine Hat, Peace River,
Pincher Creek, Red Deer,
St. Paul , Wainwright
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