Managing Stress at the Workplace Assignment Sample

Introduction Of Managing Stress at the Workplace Assignment

Stress is a common phenomenon that affects individuals in all sectors of life, including the workplace. It is a natural response to the challenges and demands of life, but excessive stress can cause negative outcomes such as decreased motivation, low productivity, and poor job satisfaction. This report explores the concept of stress, its causes, symptoms and management strategies that can be adopted in the workplace to improve employee commitment, motivation, performance and organizational productivity. The report highlights several health conflicts which are caused and affected by stress or pressure (Shojaeian, et.al, 2020). The key feature of the report is to improve awareness among both company and its employees with the help of the significant theories. This report also discusses some recommendations on stress management to help the ABC Company to manage work positively. Work pressure is one of the weaknesses that are recognized globally to be impacting the physical condition of an organization and the workers.

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Causes of Stress

Stress in the workplace can arise from various factors, including job insecurity, workload, and work-life balance, lack of social support, interpersonal conflicts, and unrealistic expectations. The demand-control-support model and the effort-reward imbalance model are two frameworks used to explain the causes of stress in the workplace (Rukhayati, 2023). The demand-control-support model suggests that high job demands and low job control can lead to increased stress levels, while the effort-reward imbalance model posits that high efforts with low rewards can cause stress in the workplace. Some of the major causes of stress in ABC Company are:

• Low confidence: In an organization where confidence is low, employees often feel helpless. This makes them unsatisfied and company suffers with lack of productivity.
• Organization Structure: The ABC does not have any set structure in the organization which is the major reason for the confusion in the work cycle which certainly leads to the stress between the employees (Dimitrova, 2019).Additionally, a lack of friendly rules can cause enhanced stress because of work-life stability.
• Work responsibilities: When employees' expectations of jobs are unclear and conflicting then they feel so much responsibility. So, an organization must understand employees' issues and work on them. Therefore, always listen to employees' concerns about their work and appreciate their skills.

Symptoms of Stress at workplace

Stress can manifest in various symptoms, including physical symptoms, emotional symptoms, and behavioural symptoms. Physical symptoms of stress include headaches, fatigue, sleep disturbances, and muscle tension(Daniel, 2019). Emotional symptoms of stress include anxiety, irritability, depression, and low self-esteem. Behavioural symptoms of stress include social withdrawal, decreased productivity, and increased absenteeism. One of the most analyzed symptoms is behavioural which shows escaping work, declining work presentation, being violent, conflicts with people at the workplace, feeling irritated, etc. (de Souza, 2020). All these symptoms show that employees are low on motivation and lacks confident in the workplace and because of these, the case company is unable to achieve its targets and goal.

Concept of Stress management

Stress is a physiological and psychological response to a challenging situation that disturbs an individual's homeostasis. It can be defined as a state of mental and emotional strain resulting from adverse or demanding circumstances that affect a person's well-being. Stress can be experienced in various forms such as acute stress, episodic acute stress, and chronic stress. Acute stress is a response to a short-term demand or challenge, while episodic acute stress is experienced by individuals who consistently face stressful situations. Chronic stress is a prolonged and continuous response to stressful situations, and it can have severe health implications on individuals. It is emphasized that ABC organizations have to motivate their employees by fulfilling needs, motivating and encouraging them towards goal. Although the theories will help to reduce stress and also give the motive to do work in a better way. The company should work towards providing employees with a secure environment and actively recognized for their work. This will build employees' confidence in their work and provide higher productivity. ABC organization should plan forward to stay systematized to reduce stress at the workplace. Because being organized with the time means less rush as well less hustle (Harrison, 2019). Analyzing theories, instead of multitasking to stay focused on one task, will improve the task effectively. Interacting with people, working together, clear out conflicts through effective communication are the best way to decrease stress in an organization.

Theories for Stress management

There are various theories and models that can be used to explain stress management. Some important examples of these theories are:

• Transactional Model of Stress and Coping: This model, developed by Richard Lazarus and Susan Folkman, recommends that stress is an outcome of a transaction among an individual and their atmosphere. It proposes that stress arises when an individual perceives that the demands of the situation exceed their ability to cope (Adeani, 2020). According to this model, coping strategies are used to manage stress by reducing the demands of the situation, increasing the individual's ability to cope, or both.
• Job Demand-Control Model: This model, proposed by Robert Karasek, suggests that job stress consequences from a mixture of high job difficulties and low job control. Job difficulties refer to the amount of work, time pressure, and other difficulties associated with a job, however job control refers to the level of self-sufficiency and decision-making power that an individual has in their work. The model proposes that job stress can be reduced by increasing job control or reducing job demands.
• Conservation of Resources Theory: This theory, suggested by Stevan Hobfoll, proposes that stress consequences from the damage or risk of loss of resources, involving material resources (e.g., money, possessions), social resources (e.g., community support), and private resources (e.g., self-confidence, skills). The theory proposes that individuals can manage stress by conserving their resources or by acquiring new resources.
• Cognitive-Behavioural Model: This model suggests that stress results from negative thoughts and beliefs about oneself and the world (Christopher, 2022). The model proposes that individuals can manage stress by changing their thoughts and beliefs through cognitive restructuring or by changing their behaviours through behaviour modification.

Implementation of theories for the stress management in the ABC Company

Transactional Model of Stress and Coping help ABC Company to identify the sources of stress among their employees by understanding their perceptions of the demands of their work environment and their ability to cope. The company could conduct surveys or interviews to gain insights into employees' perceptions of their workload, work-life balance, and the support they receive from their colleagues and supervisors (Pathiranage, 2019). Whereas, Job Demand-Control Model could help the company to assess the demands and controls associated with different roles within the organization and identify areas where job stresses are high and work control is low. Based on this information, the company could make changes to job design, such as reducing workload or increasing autonomy, to improve employees' job satisfaction and reduce their stress levels.

The Conservation of Resources theory could help ABC company to understand the resources that employees are losing or perceive they may lose, leading to stress. For example, employees may feel stressed due to a lack of social support from colleagues or a perception that their job is unstable. The company could implement interventions to address these issues, such as promoting team-building activities or providing opportunities for professional development and career advancement. While, Cognitive-Behavioural Model help ABC Company to address negative thoughts and beliefs among employees that contribute to stress. The company could offer stress management training that includes cognitive restructuring techniques to help employees reframe negative thoughts and beliefs about their work environment and their ability to cope with stress.

Stress can be managed at the workplace to improve employee commitment, motivation, performance and improved organizational productivity

Several strategies can be implemented in the workplace to manage stress levels and promote well-being among employees (Yahaya, et.al, 2019). The primary approach to managing stress is the primary prevention approach, which involves the identification and elimination of stressors in the workplace. This approach can be achieved by adopting strategies such as flexible work schedules, job redesign, social support systems, and employee empowerment. Secondary avoidance strategies involve interventions pointed at minimizing the influence of stress on employees. These interventions include stress management training, relaxation techniques, and cognitive-behavioural therapy. Tertiary prevention strategies involve interventions aimed at rehabilitating employees who have experienced the negative consequences of stress. These interventions include employee assistance programs, counselling services, and support groups.

The key points which should be considered by the ABC Company for the stress management to improve employee commitment, motivation, performance and improved organizational productivity:

• Recognize tough work culture - acknowledgment by the employer can reduce employee stress and help to improve motivation. The company encourages workers to feel confident in the workplace by complimenting and providing progressive feedback on work. When managers respect their employee's successes, it builds a positive workplace atmosphere.
• Encourage open interaction- proving an atmosphere in which every team members feel relaxed interacting with every person can decrease worker stress (Petrovich, 2021). Interaction helps workers understand opportunities and boosts them to explicit their requirements so they may receive accurate support.
• Provide healthy work life- it is important for helping workers to manage strain and achieve their requirements. It also means workers to have sufficienttimeas well as energy to apply on work to achieve personal objectives.
• Organize group activities- team activities aim to strengthen the connections among group members during office events, seminars, dinners, etc. Team activities are a great way for managers to support their group members to recognize each other capabilities, increase communication and improve skills it also helps to decrease workplace chaos.
• Decreasing workplace strain- when workers have the right emotional support than it increases their workplace satisfaction or performance (Zambrana, et.al, 2021). The benefit of decreased workplace stress involves coordination and a positive work atmosphere, etc.

Recommendation

To manage stress effectively in the workplace, organizations should implement the following recommendations:

• Provide training and education on stress management to employees.
• Develop and implement policies and procedures that promote work-life balance.
• Encourage open communication and support systems among employees.
• Provide a conducive work environment that fosters employee well-being.
• Conduct regular stress assessments to identify and eliminate stressors in the workplace.
• To increase organizational output ABC organization can include their workers in the decision-making procedure on to guide them about how projects are allotted, how they were implemented, and when closing dates are set.
• Managers can begin offering more resources and time which is required to finish certain tasks, providing workers with a kick-start on assignments.
• Transforming the workplace to involve spaces where workers can come to relax- whenever they require a break from their work, will help in decreasing stress.
• Some employees require a quieter place to meditate or think, so company should consider creating a silent and calming space in the workplace (Leitão, 2019).
• Knowing the group's strengths, limits and weakness, this help to boost team awareness and improve better connections among each other.

Conclusion

It is concluded that, stress is a prevalent phenomenon in the workplace, and it has various negative outcomes on employees' well-being and organizational productivity. It is therefore, imperative for organizations to adopt measures aimed at managing stress levels among employees (Lazarus, 2020). The report has discussed that good management performance will expect to decrease the unhealthy stress by increasing employee independence, working conditions, training, support systems and career development. By analyzing all the causes of workplace pressure the organization have to motivate employees and encourage them The primary prevention approach, which involves the identification and elimination of stressors in the workplace, is the most effective strategy for managing stress. However, secondary and tertiary prevention strategies can also be adopted to minimize the impact of stress and rehabilitate employees who have experienced its negative consequences. At the end it is concluded that, The Company increases its productivity when the team maintains healthy connections with each other. An organization should give rewards and recognition based on achievements to employees to reduce stress in the workplace.

Reflection report

A. Reflection upon one specific knowledge learnt during the research

One specific knowledge that I would recommend to other organizations encountering the same problem as ABC is to implement stress management interventions that target the root causes of stress (Oteshova, et.al, 2021). This involves identifying and addressing the sources of stress in the workplace, such as workload, lack of control, and poor interpersonal relationships, rather than simply treating the symptoms of stress through employee assistance programs and other reactive measures. To implement this approach, organizations can conduct regular stress assessments to identify the sources of stress in the workplace. They can then develop and implement policies and procedures that promote work-life balance, provide flexible work schedules, job redesign, social support systems, and employee empowerment. This approach involves identifying and eliminating stressors in the workplace, which can significantly reduce stress levels among employees and promote their well-being.

By adopting a primary prevention approach, organizations can create a work environment that fosters employee well-being, reduces stress levels, and enhances organizational productivity. This approach is more effective than secondary and tertiary prevention strategies because it addresses the root cause of stress in the workplace, rather than just managing its symptoms. Taken as a whole, I would recommend that organizations prioritize the implementation of a primary prevention approach to managing stress at the workplace, as this will provide a long-term solution that benefits both employees and the organization.

B. Gibb’s Reflective model

Gibbs reflective model is a structure used to guide individuals in reflecting on their experiences and learning from them. Using this framework, I will describe my feelings and evaluations regarding my research on stress management.

Stage 1: Description

The CEO of ABC has noticed a significant decline in staff morale and performance in several key departments, and he is concerned about the cause of this trend. As a stress management specialist, I am asked to provide recommendations for addressing this issue (Daniel, 2019). Stress is a common phenomenon that affects individuals in all sectors of life, including the workplace. It is a natural response to the challenges and demands of life, but excessive stress can cause negative outcomes such as decreased motivation, low productivity, and poor job satisfaction. The reports required me to research and analyze academic theories and research on stress management and how it can be achieved at the office to develop employee commitment, motivation, presentation, and organizational output. This report explores the concept of stress, its causes, symptoms, and management strategies that can be adopted in the workplace to increase employee commitment, inspiration, presentation, and organizational production.

Stage 2: Feelings

At the beginning of the research, I felt overwhelmed by the task ahead of me. I had to read through numerous academic articles and books to gather relevant information on the topic. However, as I delved deeper into the research, I became more interested in the topic and felt a sense of excitement in learning about the different strategies that can be used to manage stress at the workplace. I also feel confident in my ability to provide evidence-based recommendations for addressing this issue. Overall, the research was a valuable learning experience, and I feel more equipped to advise organizations on stress management strategies. I am now more aware of the significance of stress management in the place of work and the different approaches that can be taken to manage stress effectively.

Stage 3: Evaluation

The decline in staff morale and performance in ABC's key departments could be due to a range of factors, including organizational changes, job insecurity, interpersonal conflicts, workload, and lack of control (Tang, 2021). It is important to conduct a thorough assessment of the sources of stress in the workplace to identify the most appropriate stress management interventions.

Stage 4: Analysis

To address workplace stress effectively, organizations should implement stress management interventions that target the root causes of stress (Coe, 2022). This could include changes to work design, such as workload management and job autonomy, as well as training and support for interpersonal communication and conflict resolution. Additionally, organizations should consider implementing employee well-being programs that promote physical health, mental well-being, and work-life balance.

Stage 5: Conclusion

Managing workplace stress is critical for promoting employee well-being, organizational performance and productivity (Markkanen, et.al 2020). By identifying and addressing the sources of stress in the workplace, organizations can make a positive work atmosphere that raises employee commitment, creativity, and innovation. Stress is a prevalent phenomenon in the workplace, and it has various negative outcomes on employees' well-being and organizational productivity. It is, therefore, imperative for organizations to adopt measures aimed at managing stress levels among employees. The primary prevention approach, which involves the identification and elimination of stressors in the workplace, is the most effective strategy for managing stress. However, secondary and tertiary prevention strategies can also be adopted to minimize the impact of stress and rehabilitate employees who have experienced its negative consequences.

C. Recommendations for other organizations facing similar problems would include:

From the above reflection with the help of Gibb’s reflective cycle the following recommendations are given:

• Conducting a thorough assessment of the sources of stress in the office to identify the most appropriate stress management interventions(Yaacob, et.al 2021).
• Implementing stress management interventions that target the root causes of stress, such as changes to work design, interpersonal communication and conflict resolution, and employee well-being programs.
• Providing training and support for managers and supervisors to effectively identify and manage workplace stress.
• Promoting a culture of work-life balance and employee well-being through policies, programs, and initiatives.
• Continuously evaluating the effectiveness of stress management interventions and making adjustments as necessary based on feedback and employee input.

References

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