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Gazing in the Grass... 'Sirius' heat can stress turf - and workersThe dog days of summer signify the last gasp of the high season and some of our most intense pressure. Few will experience this to the extent of Russ Myers, golf course superintendent at Southern Hills Country Club, while he and his staff prepared for the PGA Championship in the Oklahoma heat. The term dog days dates to the ancient Romans. They named the period between July and August "dies canicula" because the dog star Sirius rises and sets with the sun during this time. They thought that the combined effect of the star and the sun is what made it so oppressively warm and humid. As the "Sirius" heat builds in northern areas, the stress of the season continues to take its toll on the turf. To the south, if you are not running in and out of air conditioning you might be like Russ, trying to produce creeping bentgrass turf in 100-degree temperature. The biological challenge is clear. What's less obvious, yet insidious to an operation, is the pressure that unmanaged personal stress places on the staff. Sometimes even a grass guy needs to look and recognize that, in fact, it is people who produce the turf conditions - not simply biology or mechanical and chemical technology. Sometimes even a grass guy needs to look and recognize that, in fact, it is people who produce the turf conditions - not simply biology or mechanical and chemical technology.Workforce stress All staff may experience periods of pressure at work, and short periods of pressure are not necessarily of concern. It is the risk from sustained and/or excessive pressure (like a long, hot golf season), without the opportunity to recover, that needs to be assessed. There are ways to control the risk of adverse effects. The Health and Safety Executive of the British government has identified management standards that represent a set of conditions that reflect high levels of health, well being and organizational performance. These standards provide a practical framework that can minimize the impact of work-related stress. There are several areas that relate well to golf turf management. First, your workers should know their respective roles in operation of the course. This includes not just that they mow and water, but how their tasks fit into the success of the operation. During the dog days, this knowledge can keep staff motivated. Next, your staff should have some input in the way they do their work. This is especially critical during summer stress months, when superintendents often lack time and interest in discussing tasks when the heat is on. Supportive relationships are vital to the success of an operation. If employees feel support and encouragement from the organization, they are more likely to be productive. Hold an occasional barbeque or staff appreciation day to promote a positive work environment. Underlying benefits help the staff manage conflict or unacceptable behavior. Motivating your employees at this time of year can be a challenge. The first rule I follow with my staff is simply treating them as competent human beings who want to do their best. I believe that if I expect the best from my staff, that is exactly what I will get. The first rule I follow with my staff is simply treating them as competent human beings who want to do their best. I believe that if I expect the best from my staff, that is exactly what I will get.I do the same with encouraging them to expand their responsibilities. Most workers like new challenges and more responsibilities. As a part of this approach, I like to include my staff in decision-making. It is important to value their input. The more my staff feels invested in the operation, the more productive they will be. Cultural issues Human resource management is easily the most overlooked skill among golf course superintendents. The 2007 GCSAA Compensation, Benefits and Operations Report indicated that on average, superintendents supervise 21 employees, at least half of which are seasonal. Motivating a seasonal staff creates a unique challenge. Considering today's multi-cultural workforce, a superintendent must recognize differences in both personality and native cultures. Depending on the region of the country, as much as 85 percent of a golf course staff can be from a culture outside of the U.S. Respecting this cultural diversity, especially during stressful periods of the season, will foster a supportive working environment. Again, a supportive working environment is critical in managing work-related stress. There are many theories and much research about how national cultures affect staff behavior. For instance, a multicultural workforce is likely to have a different orientation to time, seeing it from a more relaxed perspective than an American. In addition to language barriers, there are different styles of communication and viewpoints on personal space. It is critical to learn as much as you can about the national cultures of your diverse workforce - while avoiding stereotyping. Often regional or personal life experiences can override supposed national culture traits. During the dog days of summer, take time to recognize workplace stress and then find positive solutions. Creating a supportive environment and appreciating diversity both personally and culturally will go along way to minimizing stress and in the end producing a better golf course. Contributing editor Frank S. Rossi, Ph.D., is associate professor of turfgrass science at Cornell University in Ithaca, N.Y. He can be reached at fsr3@cornell.edu. |
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