9. Supporting organizational teams provides employees with a medium to discuss concerns and problems as well as an opportunity to help discharge emotional pressure. Sharing in a group serves as a catharsis and stress release system.
10. Guarantying employees have the freedom to work effectively as well as ensuring they sense their work contributes to a greater purpose decreases workplace stress (Raitano and Kleiner).
When implementing secondary prevention method, the organization moderates the stress response. Some ways the organization may apply these strategies include:
1. Aerobic exercise and weight training as well as other physical fitness techniques and/or sports opportunities help monitor the body's adverse reactions to stress.
2. Providing access to relaxation training can contribute to reducing workplace stress. When the individual participates in exercises like deep breathing and engages in mental imagery; focusing on a relaxing environment, this helps enhance his moods and permit him to more clearly focus.
3. Encouraging employees to participate in social support groups helps develop an emotional buffer and presents fresh perspectives on how to better confront stressful workplace situation
4. Injecting humor and fun into the workplace can produce laughter, a confirmed stress reducer in and outside of the workplace (Raitano and Kleiner).
At the tertiary stage in the workplace stress scenario, primary and secondary methods have not proved effective as they have likely been neglected and/or badly applied. In this unstable realm, the employees may not longer be able to function effectively. To help the adversely affected employee recover, the organization may need to refer him to a crisis intervention program. As intervention programs not only require time and cost money, but also do not guarantee the employee will return to full productivity, effectively diagnosing and utilizing primary and secondary methods prove critical for the organization.
In an interview hosted by Gallup Management Journal, "A Positive Approach to Workplace Stress; This world-renowned researcher explores anxiety at work and how support systems can alleviate it," Shelley E. Taylor, Professor of Psychology at UCLA, asserts the following:
Socio-emotional resources include positive illusions: a sense of hope and optimism, both personal and general; a belief in personal control, that you have some degree of control over the things that go on around you; and self-esteem, the feeling that you are a person of worth who is able to do good things. People who are able to develop or maintain these socio-emotional resources cope much better.
These resources not only reduce anxiety and childhood and adulthood help promote these beliefs and guard against the ravages of stress. And to some degree, a current supportive environment can offset factors early in life that may have an adverse effect. (Work-Related Stress Emerging… ¶ 7-8)
When the leaders lapse in their attempts to counter stress, they, the organization and the employees risk reducing their productivity, adversely affecting morale, and negatively affecting the employee's physical and mental health (Raitano and Kleiner). When leaders and employees remember they do not have to manage workplace stress alone; that this responsibility belongs to each person in the organization, they can begin to create and nurture a workplace environment that makes coming to work a positive experience.
Effectively managing workplace stress not only requires that leaders in the organization continually monitor, diagnose, and try to prevent and counter stressors, it also mandate that employees actively initiate and personally participate in addressing and correcting workplace stress. Getting rid of ongoing stresses; even lower-level workplace stress, may or - actually can help a person improve his health and avoid or decrease problems like high cholesterol and/or elevated blood pressure. In addition, instead of having to invest funds to consider ways to defend against employees' legal actions that arise from adverse health issues related to workplace stress, more organizations may begin to alleviate workplace stress as they and their employees maximize their health and productivity.
Noblet, Andrew and Anthony D. Lamontagne. "The role of workplace health promotion in addressing job stress." Health Promot. Int. 2006 21: 346-353. Oxford Journals. 9 Aug.
"A Positive approach to workplace stress; This world-renowned researcher explores anxiety at work and how support systems can alleviate it.(Shelley E. Taylor)(Interview)." Gallup
Management Journal. Gallup Organization. 2007. HighBeam Research. 9 Aug. 2010
Raitano, Robert and Brian Kleiner. "Easing Stress in the Workplace." Nonprofit World. Society for Nonprofit Organizations. 2007. HighBeam Research. 9 Aug. 2010
Schramm, Jennifer. "Stress as a workplace health risk.(Future Focus)." HRMagazine. Society for Human Resource Management. 2009. HighBeam Research. 9 Aug. 2010
"Workplace stress is on the increase worldwide; the current economic climate is one of the major causes of tension." The Star (South Africa). Independent News & Media PLC.
2010. HighBeam Research. 9 Aug. 2010 .
"Workplace Stress Soars across the Globe." PRWeb Newswire. Vocus PRW Holdings LLC.
2009. HighBeam Research. 9 Aug. 2010 .
"Work-Related Stress Emerging as Major Global Occupational Health Hazard; Stress Creating
Workplace Hazard as Damaging as Chemical, Biological Hazards." U.S. Newswire. U.S.
Newswire. 2005. HighBeam Research. 9…
G., interrupted when speaking) Someone interfered with your work activities (Kowalski, Harmon, Yorks & Kowalski, 2003, p. 39) One can see from this list that there is a significant development of aggression, in relatively mild forms that probably occurs across the board, to some degree in every business environment. Workplace aggression, between low level employees as well as between supervisors and employees is clearly a significant cause of workplace stress as well
The person no longer finds it possible to perform their job or manage their personal life. Withdrawal from others, anger, grief and rage are some of the emotions felt. There are often suicidal or homicidal thoughts and over-reaction to minor events, agitation, frequent accidents, carelessness, forgetfulness and paranoia are the emotions. The victim has muscle tremors, loss of appetite and feels extreme chronic fatigue. At this point, only significant
In the incipient stages, change causes reticence and this reticence is mostly obvious in the case of the more mature group of employees. While the younger staff members are more opened to change and will embrace it as a new career opportunity, the older population is simply looking to perform its current tasks into retirement. When reticence occurs among the younger population, it can be reduced through change management programs.
Stress My organization had only limited teamwork. Most people worked by themselves, or in two-person units, so there was a lot of independence. Is it coincidence that decision-making was quick and there was only limited stress? Decision-making is a challenge for many organizations. There are a number of different factors that affect decision-making, including the size of the decision-making team. Where I worked, decisions were decentralized. They were usually minor decisions, but
Stress Wiley, Carolyn. 2000. "A Synthesis of Research on the Causes, Effects, and Reduction Strategies of Teacher Stress." Journal of Instructional Psychology, June. Carolyn Wiley wrote an extensive review of the research on occupational stress as it applies to one specific group -- teachers. Many of her cites are older, one going back as far as 1938, which suggests she did a very thorough job of going through the literature. To emphasize
Stress in the Workplace The research topic under discussion is Stress at Workplace. Stress comes with different definitions, one of which is that stress is a 'physical, chemical or emotional factor that causes bodily or mental tension.' Emotional stress relates to job burnout, tension and strain and many scholars have called it a psychological process and linked it with the individual and the situation that he is in (American Psychological Association,