Stress is illustrated in relation to its physical and psychological impacts on an individual and can be a cerebral, physical, or emotional strain. Stress is enhanced by the demand factor that surpasses a person’s coping capability, thereby distracting their psychological equilibrium. Therefore, in a work setting stress transpires when the staffs recognize a situation to be too challenging to handle and are threatening their health status (Ahmad, Aftab et al 46). Notably, human resources are the most critical aspect of any organization as they play an important role in enhancing the performance of the company. Significantly, with competition being the major feature in the business environment, the need for growth in productivity and optimal utility of materials are among the issues resulting in stress among the workforces. Consequently, an Australian workers’ compensation report produced in 2009 asserts that the outcomes of work-stress accounted for more than ten operational weeks lost per laborer in every syndicate (Thorsteinsson, Einar, Rhonda and Carlie 1302). Job stress is a primary concern for numerous entities as it is injurious to the personal wellbeing and the people coexisting with them. Hence, this paper provides a recommendation report based on the current trends, causes, impact, and management techniques for stress.
Current Stress Trends in the Work Places
The stress issue tends to impact how one relates with colleagues and the performance of their daily chores. However, there are two modes of stress: the eustress and distress. A eustress is a form of stress that drives a person to work to their best whereas; distress leads to negative results and consequences. Eustress improves the performance of the organization by driving the employees to have a significant positive effect on their workings (Ahmad, Aftab et al 47). Consequently, it is critical to understand that eustress lasts for a minimum duration of time.
Source: Ahmad, Aftab et al 47
Consequently, reports from the European Union indicate that among the European workforce, one person is anguishing from stress-related factors, which is similar to 40 million laborers in Europe (Sepidarkish, Mahdi et al 177). Additionally, the fourth European occupation condition investigations reported that 20% of staffs in 15 nations of Europe have suffered from stress. Further, 30% of employees in 10 countries that are considered members of the EU have equally been affected by the issue. Considerably, the expenditures of stress and various psychological complications in the year 2004 exceeded 265 billion euros, illustrating an extract of 3-4% of the total gross domestic product of these states (Sepidarkish, Mahdi et al 177).
Moreover, numerous studies show that American industries give more than $150 billion yearly for job-related stress due to cases of absenteeism, loss of productivity, and poor performance. Work stress is considered the second most related health challenge after the musculoskeletal illness. Research extrapolates that 22% of the EU republic staffs have been negatively influenced by the condition (Ahmad, Aftab et al 47). As such, stress results in the behavioral transformation that ultimately leads to a decrease in the relationships amongst the institutional recruits. Furthermore, it is a well-documented fact that stress is an intricate factor in any given corporation with a sizeable escalation of stress prompting a significant loss of money.
Causes of Stress in the Workplaces
Occupational stress has been recognized as a primary health concern for contemporary job cooperation. The job setting is considered the major factor that influences negative reactions among the employees, thereby resulting in stressful conditions (Ahmad, Aftab et al 47). According to EU survey of staffs’ health report, it indicated that over 60% of the personnel declare austere stress in their working environment. Importantly, work stress is exhibited when there is an imbalance between the working needs, the workforce demands, job overload, and a person’s inability to adapt to the requirements. Numerous studies show that there are various aspects involved in stimulating stress within an organization. Stressors such as exhaustive workload hours and the shift arrangement are responsible to most of the laborers’ situation (Kurki 7). Additionally, being in a group of irritating associates, lack of planning time, and the ability to offer quality outcome are all pertinent signs of stressors in the workplace.
In relation to Kurki (7), there are six forms of environmental occupational related causes of stress and they include factors such as roles and responsibilities of the personnel and relations with other staffs. Further, issues that are essential in the job context, work development concerns, institutional sources like structure, culture, and the interface between job and family. Moreover, the mutual challenges associated with communication and language barriers build complicated dealings with other individuals (Kurki 7). Considerably, denial of an opportunity to enhance one’s career, interpersonal and intergroup wrangles, the inability of the groups’ togetherness, and exclusion of decision making promotes stressful working settings (Sharma, Sangeeta and Vijay 185). Additionally, demand by the management to escalate production and achieve speculated targets in a short time helps to integrate stress on the employees. As a result, the matter has caused numerous impacts to the personnel and their families with others leading to depression.
Source: Sharma, Sangeeta and Vijay 185
Impact of Stress on the Employees
Numerous investigations have been done to help understand the impact associated with stressful working conditions in the business environment. In essence, stress has a significant effect on the industry and human resource performance, thereby affecting the health status of the employees (Ratnawat and Jha 2). For instance, poor institutional structure reduces the quality of jobs done by the workers whereas, motivations helps to increase efficiency. Additionally, stressors such as workloads, role wrangles, and insufficient monitory rewards are the prime issues that reduce the effectiveness of works. Hence, an increase in the level of stress in the workforce leads to a decrease in the degree of job performance and vice versa (Ratnawat and Jha 2). Similarly, stress can cause absenteeism, poor decision-making capabilities, creativity, attentiveness, cooperative skills, persistence, and lateness.
Consequently, stress has a significant impact on the human body as it can influence psychological and behavioral effects. Stress has been linked to heart illness as the factor enhances heart rate and blood pressure that eventually escalates the tension exerted on the arteries. Further, the condition also affects a person’s immunity system making it opportunistic to various diseases (Ratnawat and Jha 2). Considerably, the effect of stressors can promote behavioral change among the staffs as some might indulge in using drugs and poor nutritional techniques. Conspicuously, reactions to stress may minimize the capability to execute duties or socialize effectively with other colleagues.
Stress management can be illustrated as various models that entails a variety of methods and procedures designed to help a person handle stress one’s it has established itself. As such, there are different modes of managing stress with the most effective system being the use of stress therapies like massage, acupuncture, and acupressure (Kurki 8). Considerably, several strategies have been applied by some employees to cope with and relieve stressful experience such as engaging in social activities. Moreover, another method of stress management is from a holistic perception whereby, individuals are required to be involved in mentally and physically enhancing activities like sports (Kurki 8). Importantly, the course of minimizing the degree of stress through the holistic structure requires the workforce to be incorporated in self-care activities like eating healthy and regular exercise.
Considerably, managerial principles can be an issue in encouraging or de-motivating the staffs’ performance. As such, the managerial values need to correspond to the outlined job specifications as defined by the human resource personnel (Kotteeswari and Tameem 20). Additionally, managers are to uphold their prospects in regards to the obligations assigned to the workers. Notably, expecting much from the workforce than what they were recruited to, tend to lower their job efficiency. Consequently, establishing a continuous training program that creates awareness of the industry’s changes and offering pertinent materials for the laborers to execute their mandate reduces stress. Efficient employee assessment is a participative approach in which the staffs are shown their performance throughout the year (Kotteeswari and Tameem 20). As a result, a comprehensive appraisal of workers is critical to the ongoing performance and success of an organization.
Several intervention strategies can be integrated into the organization to reduce the level of stress and enhance the company’s performance. However, the most effective immediate approach is encouraging the staffs to adopt self-care practices (Kotteeswari and Tameem 20). Some of the techniques include engaging in physical exercise, cognitive therapy, and socializing during work breaks to reduce boredom.
The medium-term approach includes organization of a stress control seminars and staffs assistant initiatives as the workshops aid individuals to understand the aspects of stress and how to overcome it (Kotteeswari and Tameem 20). Importantly, these arrangements can entail handling of personal money, coping with home challenges, health problems, and how to effectively relate with coworkers. Additionally, career development and counseling will assist the staffs to acquire professional advice various career paths that will enhance their personal objectives.
Importantly, to have a long-term intervention for the stress in the company, the management needs to have a supportive institutional climate. For instance, numerous stressors evolve because of poor organizational framework and practices which builds stress working conditions for the employees (Kotteeswari and Tameem 20). As such, the syndicate model needs to incorporate the staffs in decision making and enhance clarity in job specification for various staffs.
Stress is enhanced by the demand factor that surpasses a person’s coping capability, thereby distracting their psychological equilibrium. Therefore, in a work setting stress transpires when the staffs recognize a situation to be too challenging to handle. Causes of stress include work overload, poor occupation conditions, culture, and the interface between job and family. Stress has a significant impact on the human body as it can influence psychological and behavioral effects. Consequently, stressors such as workloads, role wrangles, and insufficient monitory rewards are the prime issues that reduce the effectiveness of works. However, several intervention techniques can be used to reduce stress at the job like encouraging the staffs to adopt self-care practices and having a supportive institutional climate.
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