Stress psychological strains; time pressure; and work-life conflicts are all factors called stressors. In relating to stress a working environment can cause a series problems for employees, there are known causes from stress are not only the impact on learning and performance, but also the capability for health complications. Even though there are many problems that are linked to stress, workplace/organizations seek methods that provide employees the establishment to decrease stress causing factors. Now that stress has become an important subject in medical, behavioural, and social science, the following essay will investigate the signs of stress, consequences and management of stress. (Kumar Panda volume-I, issue-IX (2015) pg. 1)
The world Health Organization stated that occupational stress has become a world-wide epidemic. In where it has impacted the working force greatly enough, where 20% of payroll has been applied to stress-related problems (Riga, 2006). As American identify their work to be the biggest source to their stress, whereas it plays a role in the personal lives and professional lives of an employee. Many individuals experience high job demands as a cause for stressors which can lead to negative health outcomes (Karasek 1979; Siegrist 1996). chronic job stress which can cause physical (Sleep deprivation), psychological (depression), social (interpersonal conflict) and behavioural changes (alcohol and drug abuse) health related problems (Kalimo & Mejman, 1987; Levi, 1996). In the UK employee organisations have ranked stress as the second highest cause of absenteeism within non-manual workers (CBI, 2000).
Job stress has been proven to greatly impact the productivity or performance of an employee (Trivellas, Reklitis, & Platis, 2013). Not only affecting their physical and psychological health but the result of satisfaction within an employee working environment. Self-esteem plays a role in the cause of job stress and job satisfaction. Self-esteem is presented as how important and successful an employee feels in their organization, the subjective judgment is presented in how they value themselves, accept and respect themselves (Rosenberg, Rosenberg, & McCord, 1978; Yang & Kim, 2013). As a basic human intuition is to be accepted in to a social group or category associated to either a positive or negative value, (Yang & Kim, 2013), which proves the fact that when an employee’s self-esteem undermining job stress in which presents poor performance and productivity outcomes.
The emotional stress has been connected to strain, tension and burnouts which scholars have been produced a “transactional” (Soylu, 2007), a psychological process that an individual develops in order to cope with the influence of stressors. (Soylu, 2007).
With the constant increase in competitive demand in the economic world has caused a strain to employees in any type of organization. An annual cost for stress-based has reduced productivity, absenteeism increased so substantially in the United State it has cost an estimate of $300 billion Dollars (Carraher, Sullivan, & Carraher, 2005; Soylu, 2007) and an impressive 550million working days lost due to physical and emotional stress related absenteeism (Danna & Grif n, 1999; Soylu, 2007).
An external factor influencing a worker’s ability to handles stress can be a relative term in the sense that genetics can play a role in a person’s ability to handle the pressure of a workforce, physical impairments such as fibromyalgia (tenderness and pain in muscles) and scoliosis (genetic mutation affecting the spine to curve) are defined as physical stress as an external force in a person environment.
Role stress a small factor to job stress relates to the requirements of the job outweighs the ability for the employee to fulfill the job demand (Lambert, Hogan, & Tucker, 2009) which leads to job stress that can present job satisfaction, motivation and job withdrawal behaviour (Antón, 2009; Beehr, Walsh, & Taber, 1976; Duraisingam, Pidd, & Roche, 2009). This can also later develop to job boredom and lack of motivation in providing the employee motivational engagement to non-work-related aspects.
Emotional stress yet another factor that is relative in terms in affect a person ability to handle stress, although there is certain level of emotional stress that can affect a worker in either a positive or negative way. Level that reach an excessive end can result in physical and mental problem affect a worker’s performance
A greatly cause to job stress in the work force involving older generation such as the baby boomers and the Gen Xer’s is technology. 21st-century workplace and business offices have increase exponentially the amount of tech that is used in a working day. It has helped organizations to be able to operate in a simpler manner also in able to provide a better service for clients. Since technology has been brought in to the business world, workplaces rely on the industry research, online banking, and securities pricing but a majority of the older workforce aren’t able to learn at the speed as technology is progress. Causing an emotional stress or rapid response time (Boswell & Olson-Buchanan, 2007). Bittman et al. (2009) A large number of executives often expect for employees to respond to office issues after work hours or weekends, in which are likely to experience in intense pace, and under greater amount of pressure creating stress.
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**Job stress has been researched and proven to be a major effect on an organization, the performance and productively of an employee is affected by the stressors in his or her environment. In a competitive environment stress is presented in which a workers’ thinking and efficiency is greatly impacted, motivation to achieve goals within the company. A stakeholder’s main goal is to maintain an organization a float and rising revenues, as a worker presents with different symptoms of stress he/she is not able to achieve its goal and productivity of an organization will lower which affects the organizations growth, existence and stability.**
Stress researcher Lazarus critiques a positive psychology in regarding to stress, although stress is inevitable aspect of life it plays a crucial role on an individual’s strength development. “It is not only needed to survive but to flourish” he argues, the understanding on how such a word can bring good an individual might experience a harsh aspect in their life by trying to ignore negative stress a coping “positive” human aspect is presented. Characteristic is identified as efficacy, hope, resilience, and optimism coping mechanisms that humans present in order to adapt to stress Lazarus (2003). Bandura (2008) argued “most humans stress is governed by beliefs about coping efficacy” an employee with higher self-efficacy is more capable in handling work stress than and employee with lower self-efficacy. A certain amount of stress that is moderate is favourable productivity and interpersonal development (Soylu, 2007).
Interventions relating Eustress and distress are created to solve the impending problems that employees face in an organization. First of the well-known methods of Eustress development is called the Challenge Hindrance Framework (CHF) first introduced by Marcie Cavanaugh. A method that is used by managers in organizations the result indicating certain types of stressors to produce positive push to their capabilities often brining reward to the organization. (M.B Hargrove et al. pg. 61)
Another method that has been preventing distress and creating Eustress is developing a plan in where employees are satisfied with their jobs. John Casey director of benefits at Google created a sanctuary for employees where they are offered yoga, running tracks, bicycles paths, and setting bar for wellness that few organizations can complete with. A manager understanding that in creating a workplace where employees are able to physically and psychologically thrive it offers “healthier and happier people that perform better, stay longer, cost less than sick and unhappy people” (M.B Hargrove et al pg. 61)
There are two types of stress, positive stress called Eustress and negative stress called Distress. Different Levels of stress are presented depending on the amount of pressure and demand a job is requiring of an employee. As the epidemic of health deterioration in workers increase and starts impacting greatly on companies/organizations, employers seek for ramifications to offer wellness programs to benefit for their workers. The CHF method is presented to managers to be able to motivate and develop their employees, with evidence supporting that that both challenges and hindrance stressors have a positive impact on associates. (M.B Hargrove et al pg. 62, 63)
Benefiting workers all around the world, CHF promotes the positive attitude that an organizations desires. New Zealand was introduced to the challenge stressor in suggesting that it may lead to commitment and additional loyalty which correlates with motivation to learn, supervisor support and organizational support. Marcie and Jeffery Lepine and Nathan Podsakoff systematically study the findings that are related to challenge and Hindrance stressor, in where the challenge stressor found positive effect on performance but indirect effect on strain and motivation. Whereas in Hindrance strain and motivation showed a positive impact. (M.B Hargrove et al pg. 62)
Although the CHF has been proven to have a positive effect on an organization, evidence is presented that both stressors are positive with exhaustion. The findings suggest that even crossing the line with good stressors can lead to bad stress.
As for the intervention of creating a happy environment such as in google can benefit the physical and psychological aspects in achieving their goal, but such distraction can cause an effect on the performance of an employee. Organization needs to learn on placing demands on employees that allow them to view as task-related and link to their personal development. (M.B Hargrove et al pg. 62, 63)
Based on evidence the intervention that presents as the most appropriate would be CHF the challenge stressor. Employees perceive this stressors as challenge than Hindrances, challenges provide an intriguing path. Manager are able to help their employees enjoy their work by assigning work that is neither under stimulates nor overextends their capabilities. Having the ability to push one’s capabilities without overextending is predictor to success, it allows manager to achieve eustress in their employees in assigning responsibilities in line with their expertise. Employees are more confident in believing their job-stress situation is being evaluated and taken into consideration. (M.B Hargrove et al. Pg. 65)
Job stress has presented as a challenge for organizations to control since there are many external and internal factors that affect the productivity and performance. Factors that are presented in any person’s environment, job satisfaction; over demanding Jobs; self-efficacy, workplace wellness. Are a few of the main factors that affect organizations in regarding employee stress management. By seeking out alternative ways to present a better working environment, increasing employee observation; regular organization improvements and show interest about their wellness has allowed the percentage of employees presenting stress related symptom to decrease.