Stress management policies and procedures are then explained and specified for each significant type of a stressors . This is done using a case study of an organisation , where it shows how this firm deals with each kind of different stressor.
Introduction
Stress is a dynamic condition in which an individual confronted with an opportunity, constraint and demand related to what he or she desires and for which the outcome is perceived to be both uncertain and important.
Organizations are mainly concerned with work stress . Nevertheless , organisations provide training to their employees how to manage other personal stresses, since it affects work performance . In addition, organisation always follow up with economical , environmental and political stresses , since they all directly affect organisational work and increase their internal stress.
Types of stress
(i) Challange stressors (beneficial stressors) : Stress associated with workload, pressure to complete tasks , and time urgency. They enhance motivation, energy, alertness, and positive attitude.
(ii) Hindrance stressors (negative stressors) : Stress that keeps you from reaching your goals , and leave a feeling of depression , Anxiety , or pressure , such as red tape , role ambiguity , role conflict, role overloaded, job insecurity etc. and they cause greater harm than challenge sterssors.
sources of stressor:
# Environmental factors:
i) Political uncertainties of political systems
ii) Economic uncertainties of the business cycle : Many organisations are downsizing , so workers are afraid of losing their jobs.
iii) Technological uncertainties of technical innovations, where many technologies are replacing human forces, and other require high technical education in order to use, which forces employees to always keep learning and following up with these technologies.
Organisational factors:
- Long working hours
- Work- life balance
- Retirement plan
- Safety fears
- security Hassles
- Job stability and fear of downsizing
- Stress to produce
- Stress to abide by rules
- Stress to live up to expectations
- Task demand related to the job
- Role demands for functioning in an organisation
- Interpersonal demands created by other employees, stress to interact with other co-workers, supervisors, and to do this without causing hardship to ourselves or other.
- work place diversity
Personal factors:
i》Family and personal relationships
ii》 Economic problems from exceeding earning capacity
iii》Personality problems arising from basic disposition
Consequence of stress
Stress are additive. High level of stress can lead to these following symptoms :
- Physiological : Blood pressure, Headache and Stroke
- Psychological : Dissatisfaction, tension, anxiety, irritability, boredom and procrastination . These effects are greater when roles are unclear in the presence of conflicting demands.
- Behavioral : Changes in job behaviours , increased smoking and drinking , different eating habits, rapid speech, fidgeting and sleep disorders .
Cost of stress on Organisation
a) Lowered productivity
b) Excessive absenteeism
c) Increased insurance costs
d) Increased turnover
An organisation implementation of stress management
The following are demonstrations of several kinds of stressor and solutions that organisation’s management implements for them:
Long working hours:
# Management teaches and trains its employee on the following:
- good time management techniques, and never to delay work for the last minutes etc.
- The organisation applies recognition and rewards programs
- Managers give positive reinforcement : they tell their employees when they do a good job , and compliment on it.
- Change employees’ attitudes and current positive self- talk : how to think of successful situations as a challenge to your creative thinking, Always say, “I am capable of doing it, it’s good for me to enhance my capabilities and learn new tough skills etc.”
Work- life Balance :
- Applying flex-time , especially for females who have children and house responsibilities , where do not have to be restricted to come and leave at a specific time , as long as total sum of working hours still the same.
- Establishing nurseries in the organisation for the day care of employees’ children
- Applying labour law that states to offer paid vacations of minimum 21 days for employees (this varievaries according to each country)
Technology :
- The organisation employs specialized IT professional who is only responsible for assisting all employees on their IT related issues
- Tge organisation provides specialised training courses on any topic required for work advancement
Manager’s inability to find solutions for stress :
- The organisation encourages communication and always asks for feedback , where the HR manager is always accessible to any employee to listen to.
- The organisation always try to follow up all the corporate and business news , in addition to new studies published regarding work stress, how to spot in and solve it.
Security fears:
The organisation has done great efforts in making employees and people feel safe by applying laws for security checks , checking identities of visitors to the firm and not allowing unauthorized people to enter.
Retirement plans:
Applying social security system and pension fund, which is a great insurance and relief for employees in order not to worry about their retirement any more.
Job security and fear of downsizing:
The economic crisis is very complex. Unfortunately, layoffs and downsizing are forced on many organisations , and there is nothing that management can do internally to stop this issue.
# Workplace diversity
# Task demands related to job and Role demands of functioning in an organisation
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