STRESS AMONG STAFF AS EXPERIENCED IN THE
KENYA PRISONS SERVICE
Angus Masoro Kimega

I. DEFINITION OF STRESS
Stress is one of the most common words used in society today and a phenomenon that each one ofus will experience at some point in our lives. Stress affects people of all ages, professions and life
situations.However,stress can be defined as a physical,mental,or emotional strain or tension caused
by our exposure to different incidences or occurrences in our lives.When we respond positivelyto theseincidences or occurrences we do not feel stress.While some workplace stress is normal,excessive stresscan interfere with your productivity and impact your physical and emotional health. You cannot
control everything in your work environment.

II. CURRENT SITUATION AND CHALLENGES
The Kenya prisons system is majorly constrained by congestion and other constraints in most of its
undertakings.
A. Congestion in PrisonsWith 110 prison institutions in the country,most of them have taken in a population of over twice
their recommended capacities. This has come about due to the slow pace of putting up additional
facilities commensurate with the countryʼ
s population growth.By this we do not imply that criminality
and the need for custodial institutions are by ratio to be proportional to inmate accommodation inprisons,but more could have been done in this field as is currently available.All other criminal justiceagencies have expanded to cater to the ever increasing population.This can only mean a higher prison
population.The general perception of the masses is that the only way an offender can be made to pay
for their crime is to be locked up into confined custody.Congestion in itself stresses staff in having tomanage large numbers of people in the limited facilities that exist.
B. Constraint of Efficient Equipment
In every gathering of people, the provision of basic needs can be highly demanding and varied.
Transport, feeding, safety from accidents, allocation of accommodation, attending to medical andsocial needs are just some of matters that have to be handled as they arise. In the advancement oftechnology and crime, it is only fair that the prison officers have reasonable power to challenge
whatever may come out before them. Physical protection equipment may both be insufficient incapacity,quantity or knowledge on how to use it in a prison crisis.A minor fire incident for example
may cause panic due to insufficient firefighting equipment, or inappropriate gear for the type of fireor even the inability and careless use of an otherwise effective piece of equipment by staff.All this iscoupled with the fact that the environment is limited in fire escape routes and the apparent danger toall persons is very real.
C. Poor Physiology of Inmates
Prison populations are more commonly filled with the lesser endowed of any society.These persons
are most disadvantaged in general health, civic and legal information to articulate their immediatesituation, education to appreciate technical challenges and self help information coming their way.
Having to repeatedly and routinely explain yourself over and over again to every other client is aburden to the staff, not to mention the arrogance and ineptitude of most inmates.

Staffing Officer, Administration, the Prisons Headquarters.

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D. Insufficient Training of Staff
Though all staff after recruitment are taken through vigorous training as required for a prisons
officer,this training cannot prepare them for the practical and dynamic nature oftheir work ahead.Weare lacking in frequent refresher courses that can allow staff to relearn their work presenting theirunderstanding of the challenges they meet. Class theory classes have never proven fully applicable in
the field.The training curriculum too has to address emerging trends rather than remain rigid of longpast expectations. The regulations controlling staff should be made suitable to accommodate theinitiatives of the staff in certain situations.
E. Low Income and Working Environments
The remunerations awarded to most junior staff have never been perceived as sufficient comparing
the circumstances they go through. They will argue on allowances. Who is at more risk of suffering
harm in the case of prisoners becoming violent towards staff?Who is on the front line,as in war,whendisaster strikes in a prison facility?Who has to physically get their hands dirty when whatever messhas to be cleaned up?And then how does the ratio of allowances relate to the threats faced. How dotheir housing and working environments for example compare with the military or corporate world.
F. Unclear Career Progression
Often when a person is enlisted as a prisons officer they do not have an alternative means of
livelihood or safe exit.The officer will then likely surrender to his or her fate and will not invigorate
him-or herself both on and off duty. The chances for promotion for most officers are very few.This
is due to the sheer large numbers of staff against much fewer vacancies for promotion available.The
enlistment of more highly educated persons with every successive recruitment reduces long-serving
staffʼ
s chances of achieving the competitive grades for promotion.
G. Drug and Substance Abuse
Consumption of alcohol and cigarette smoking has been common practice for young adults.This has
been a perceived milestone in gaining independence and a sign of maturity.It is born from many of out
indigenous cultures where wine was shared among adults or elders. The current use of alcohol andtobacco bears heavily on abuse.The quantities taken are much higher and the effects anticipated arethose for intoxication rather than relaxation.There also have been growing cases of addiction which
if not well handled leaves the victim at a hopeless state and insufficient in either his or her work andfamily.Psychotropic drug use is illegal in Kenya and heavily punished by our laws.Victims of drug use
are very weary of this fact and keep very secretive and in constant denial thus making it hard todiagnose this problem in a hope of helping them through rehabilitation.
H. Staff Health Challenges
Quite a number of staff suffer medical challenges.M ajor cases include HIV/AIDS and tuberculosis.
The stigma attached to this epidemic though highly reduced is still of concern. Unfortunately somestaff will deny being affected hoping by some miracle it would go away.In their darkest of time theyfind they are still sick. Also, many of our men and women are not of the habit of seeking medication
for what they may call minor discomforts.These may be dental or eye problems that can be solved bymere dentures or spectacles. It is viewed as a weakness to fall to illness. Some managers do still
discriminate against staff or some assignments due to their state ofhealth.This sometimes is done even
if the assignment or illness does not inhibit an individual from doing that work.
I. Social and Domestic Affairs
These are mainly issues that are about relations, relationships and community expectations. Our
self-esteem and confidence is built partly on the persons we associate ourselves with.M ost importantly
will be how social and intimate relations are founded. Healthy relations would be with persons of
non-criminal or non-dubious character. We seek to associate with morally upright persons of highmoral standing.If the workplace relationship is romantic,there is the concern that it may be compromising the interests of both partners in infidelity.
By our backgrounds,many of us are closely linked to family and long lists of distant relatives whocall for our attention and influence how we are expected to be seen in public.We have never been thecaptains of our own ships. By extension the communities have an effect on us as have families.

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Sexual harassment in the workplace is an important cause of workplace stress. In the workplace,
women are more likely to experience sexual harassment compared to men.
J. Fear of Sanctions.
In the hope of keeping a good record of service worth recognition and possible promotion, juniorstaff are in constant fear that theymaybe found having committed a grave offence that will make themlose a hopeful chance of advancement.This is even more apparent when their supervising officer is aharsh disciplinarian.Such a worker will always be in fear thus stressed of an unidentified situation.Inextreme situations the staff will want to work to please the supervisor,even if they believe they may
be doing the wrong thing.

III. IDENTIFYING THE UNDERLYING PROBLEMS
M any of these problems arise where the policies are missing or the workers do not have theinformation sufficiently served on them. Every worker has a right to safeguard the goals of theirorganization. In doing so their duties are to be well defined and met in the best possible way.
Supervisors and managers on the other hand have a responsibility to keep all their workers comfortable for enhanced production.

IV. EXPLORING THE POSSIBLE SOLUTIONSa)Congestion has escalated in many countriesʼprisons. This is because by holding the belief thatalternative sentencing, such as community service, fines and hosts of other interventions,is not being
used as a substitute for incarceration. With this in mind prison expansion programmes are hardly
carried out. As much as these acceptable and more humane methods of punishment are viable,deliberate efforts should be made to increase the inmate holding capacity in all prisons.Also importantis to meet the United Nations Standard M inimum Rules on provisions for staff and inmates.
b)The proper equipping of prisons cannot be overemphasized. Though corrections staffs arehandling persons commonly rejected by the public, as some would want to say,their dignity and thatof staff cannot be compromised.Then begs the question as to what will happen to vast investments infacilities when we do not have a large criminal society to occupy them?
c) All our rehabilitation programmes and prison discipline should be geared to achieving a basic
education and standard of life that all inmates are to comply with.It should not be left for inmates orstaff to vary lifestyles for different classes of inmates. I would quickly follow to say that knowledgeable inmates should be encouraged to pursue challenging skills. This should not imply that the lessendowed educationally or socially are demeaned.
d)Staff training is to be a programmed and continuous process. The training facilities should use
examples from other institutions even out of their respective countries as study cases,and should share
this information and programming responses appropriate with their individual circumstances.
e) We believe everyone should draw a fair wage commensurate with their duties. Besides theindividual had the choice to take prison officerʼ
s duties with the remunerations it was advertised tocarry.Notwithstanding the above,I consider it is time prison officers were considered as a special skill
professional.They may not make large profits,or defend the nation against external aggression.Their
duty is equally unique and important to be kept right so that all other activities of nation building
remain on course.
f) We will always need officers at all seniority levels. The challenge here would be to have all
officers contented with their effort and duties. More non-promotion appraisal and recognition should
be practiced.There will not be sufficient hierarchy to move up all good performers,but a recognition
scheme can be realized as vacancies for promotion are being awaited.This will keep the spirits of theworkers high. It is very demoralizing to see younger staff climb the rungs of authority while somewell-seasoned guards remains unnoticed just for lacking prerequisite academic papers.

93RESOURCE MATERIAL SERIES No. 91g)Alcohol and drug use is a growing epidemic among the younger generation of Kenyans. Whatwas a social drink has become a vital component of socialization.Unknowingly many victims learn of
their dependencies at late stages and are skeptical about rehabilitation programmes.Addictions should
be understood to be illnesses that need as much help as would a malaria patient.It will be hard though
to convince law enforcement that an offence has not been committed by this patient.
h)Failed health should not be a disqualifying factor for any opportunity for staff.Needless to saythat the level of health provision should be raised to include mandatory counselling and regular healthreviews.
i) Nothing much can be done to control how people socialize outside of work. Guidance should,
however, be kept so such interactions do not spread a sense of tension in the workplace so as tocompromise the productivity of the organization. The organization can develop policies that address
business interests and romantic relations.It is best not to deny that these relations will emerge,but tokeep them contained so they do not hurt the organizationʼ
s paramount goal.
j) Work guidelines should be clearly spelled out and explained to the workers.Both the supervisor
and the supervisee should be clear on their roles and powers.When unchecked this leads to harassment
mainly by a senior colleague for the his or her advantage.

V. CONCLUSION
Correctional officersʼjobs around the world have been rated among the ten most stressful jobs inthis world.Evidently that is in part because they are working with persons who happen to be there by
a judicial process and not by their volition. With that they are not bound to be the most cooperative
team to work with. I wish to encourage correctional officers to appreciate themselves for keeping tothe tenets of this noble job. We wish you great luck and strength in your every undertaking.

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