Abstract In this article, the writer discusses the issue of stress-related illness cases experienced by an employee during his professional association with a company. The writer discusses legislation implemented with the intention of ensuring that people are not made ill by their jobs. The writer then looks at causes for mentalstress within a company. The writer maintains that numerous studies have corroborated the strong inverse relationship that exists between unemployment and labor turnover rates. The writer concludes that this relationship extends to poor performers, who exhibit a much greater tendency to quit their jobs if external job opportunities are plentiful, and discriminatory practices are permitted.
Outline:
Introduction
Stress Generation: Work Place Discrimination
Racial Discrimination at Workplace Workplace: Discrimination against Foreign Nurses
From the Paper "The companies throughout North America have realized that their failure was attributed with the collapse of its supply chain system, the further investigation revealed that the failure of the supply chain system was associated with the flaws and irregularities reported within the system based upon discriminatory practices, it was observed that the poor implementation of the entire system was responsible for the debacle, therefore the company took the counter measures to subdue the impact of the system that was based upon the system of discriminatory practices, it was also observed that the lack of support and lack of coordination between the upper and lower category employees was also responsible for the failure, the failure resulted in the overall deterioration of the performance previously marked and achieved by the employees, the employees complained of discriminatory attitude and mental trauma which they experienced under the might of individual authority, whose actions deferred from the manifesto of the company. In some of the cases the mental stress was associated with the bullying and racial, sexual harassment from the employers against the employees of different culture and religion, which is the clear violation of the standard practices of merit. The stress and concerns were also built once the subordinates performed miserably, and the company suffered a major jolt, which shook up the entire team of the company. The company also observed increasing stress and mental illness associated with the proactive roles of the particular diversified unions within the system, and minor incidents of racial discrimination were reported, therefore the tensions prevailed because of the incorporation of the diversity within the workforce."
Abstract This paper deals with workplacestress from many perspectives. It starts with the modern definition of stress using stimulus and response. It also examines the various causes and consequences of stress. The consequences, measured in both quantitative and qualitative terms, are analyzed from the viewpoint of employers and employees. Lastly, the paper explains why managers are concerned with workplacestress.
From the Paper "Stress is an everyday occurrence in one's life. It is the wear and tear on one's body caused by pressures and problems one experiences in day-to-day life. In general, stress is perceived to be an unpleasant effect that has a negative impact on performance. However, research showed that stress is not entirely bad (Hellriegel, Slocum & Woodman, 1995). In fact, depending on an individual's ability and method of coping, certain degree of stress is essential for survival in life. As such, stress can mean different things to different people."
Abstract This paper examines the causes and types of stress an employee may experience in the workplace. The author differentiates between harmful stress and stress resulting from manageable challenges and other positive factors. The role of managers in delegating appropriately to maintain environments with normal stress levels is also explored. Several well known CEOs are given as examples of how to cope with stress and appoint good managers to handle work-flow. The paper also includes a discussion of how those outside of the US handle stress in the workplace. The paper concludes with symptoms of stress and how to recognize if one needs intervention. Suggestions for wellness are also given.
Outline:
Define WorkplaceStress Successful CEOs
WorkplaceStress and How Employees in Other Countries Cope
What Happens When Stress Gets the Best of You?
Methods of Dealing With Stress Five Most Stressful Jobs
Wellness Strategies
Works Cited
From the Paper "In the area of one's career, one may be under- or over-promoted. Too much responsibility creates as much stress as not enough. Job security, from fear of redundancy either from the state of the economy, or a lack of tasks or work to do, lack of career development opportunities and overall job satisfaction, may be factors that create stress about one's career."
Tags:stress, workplace, fear, role, ambiguity, career
Abstract The paper defines the problem of stress and looks at how it is affected in the workplace. The paper then relates that, in spite of the difficulty researchers encounter in measuring stress and tracking the healthcare costs of stress, its negative impact on the work environment has long been recognized in business. The paper also relates that, despite the limitations of research about stress, the research has provided some insight as to what employment conditions create the most negative stress, and what types of stress employers should strive to reduce to optimize productivity.
From the Paper "However, measuring stress can itself be a source of stress for researchers. A problem with measuring stress is "that it cannot always be seen," especially during its early stages when "most employees will suffer in silence. [Although] this does not mean that employers can or should do nothing," it may mean that a lack of response on the part of employers is not necessarily due to callousness fashion ("Stress in the workplace," 2007, Clarion, Ltd). It can be difficult for researchers to calculate the amount of stress workers experience at any one point in time, or over the course of a typical work day or year. Because the potential costs of work-related stress to an employer as well as the employee are so great, including the cost of absences, disturbances in production, creativity and competitiveness, reduced effectiveness of employees suffering from work-related stress, punitive legal fines if workers injure themselves on the job, and awards of damages from the courts arising from personal injury claims, employers often wish to reduce workplace stress and address its causes, but are not always able to do so nor measure its impact in a clear fashion ("Stress In The Workplace," 2007, Clarion, Ltd). "The price tag for indirect and direct costs associated with both undiagnosed and treated depression in North America is $60 billion, according to the Centre for Addiction and Mental Health in Toronto."
Abstract This paper reviews David Allen's book on managing stress in the workplace, "Getting Things Done: The Art of Stress-Free Productivity". The paper discusses its practical applications and connections with stress management classes.
From the Paper "David Allen is a productivity trainer who has devised a course in time management for dealing with workplace stress .His book "Getting Things Done The Art of Stress-free Productivity" has the potential to completely transform the way work is completed among all levels of workers. He develops a strong thesis explaining basic principles in self-management and uses step-by-step processes to challenge his readers to apply these principles and test them out."
Tags:Stress, Workplace, Stress, management, David, Allen
Abstract This document discusses workplacestress and burnout in the context of the workplace in general as well as directed at the mental health and healthcare industries. The writer notes that these industries in particular suffer from a high degree of stress and burnout related to the workplace stressors most commonly found in the industries in question. The conclusion is that mandated training during industry certification and education related programs should be implemented and this should be followed up with mandated organizational professional development programs aimed at the same topic.
Outline:
Abstract
Literature Review
References
From the Paper "These universally applicable observations are only aggravated in such industries as the mental health and healthcare industries where workers both generate and receive stress in the workplace. Among some of the largest contributors to workplace stress and burnout in the mental health and healthcare industry are: workloads, inadequate staffing strategies, role ambiguity regarding duties or objectives, poor or non-existent professional support network, extended working hours, as well as the client or patient contributions such as challenging behaviors or illnesses. These are all substantial stressors and many of them, because of the state of these industries themselves, simply cannot be removed at once. The mental health and healthcare industries are notoriously understaffed in some disciplines such as nursing and this factor contributes to high workloads, poor staffing strategies, and long hours. Additionally, some of the associative stress in the workplace of the typical mental health or healthcare employee is often diagnostically tangible."
Abstract The paper reveals that employees are succumbing to illnesses and mental problems at an alarming rate. The paper discusses the difference between positive and negative stressors. The paper relates that a cycle of repeated negative stress on employees will create low morale and high turnover levels among employees. The paper offers suggestions on how to affect a healthy and positive work environment.
From the Paper "The President of the American Institute of Stress says that stress is difficult to define because it is so subjective. It causes fear and anxiety in some, yet is highly pleasurable for others. It increases productivity up to a point, but a high level of stress causes deterioration of the ability to function. Trying to win a race or a game is a pleasant kind of stress, but the kind of stress that creates heart attacks and problems is destructive. (Rosch 2)"
"Whether a person is trying to do the best they can at finishing a project on the job, or is trying to win a war under adverse circumstances, if it is for the right motives, there is a transformation of the personality that brings one strength."
Abstract Correction officers face many job demands that create tension in the workplace and in other areas of their lives. Stress stems from many sources, including the constant threat of physical violence, and tensions with co-workers. This paper explores sources of job stress and various methods for combating job stress among corrections officers. It supports the thesis that physical exercise plays a major role in the reduction of stress among correction officers in the Attica Prison in New York. It also suggests steps that can be taken to increase physical activity and reduce stress among corrections at this facility.
Outline:
Benefits to the Facility
Impact of Stress on Correction Officers
Sources of Stress for Correction Officers
A Review of Current Stress Management Strategies
Critical Incident Stress Management Team
Stress Reduction and Exercise
Conclusions and Recommendations
From the Paper "A comparison of various programs across the United States revealed that in most cases, these services are provided in-house. Only a small number contract these services from outside the facility (Finn, 2000). New York State has a Stress Debriefing Team which consists of officer peers available to law enforcement and correction officers that experience a critical incident (Finn, 2000). This program includes debriefing by peers for the officer and referral to EAP in some cases (Finn, 2000). The program is available to family members and civilians that are close to the situation. No budget is provided for this program. Officers staff it themselves on a voluntary basis. "
Abstract This paper discusses stress management and its importance in workplaces today. The paper looks at how the possibility of stress can lead to absenteeism and low productivity and provides data and statistics on the business costs due to stress of employees. The paper then provides two case studies that document the approach that two companies took to handle the problem of stress suffered by their employees. The paper also suggests that companies adopt a more flexible work schedule and encourage the maintenance of a healthy lifestyle for employees.
Outline:
Case Studies
Vodafone
Ford
Conclusion
From the Paper "Vodafone is considered to be major telecommunication giant of Europe; the company has expended its services internationally, and is considered to be reputed. The ongoing competition within the field of telecommunication brought the employees of the company under serious threat to either perform well, else face termination of services, therefore the employees were under mental anxiety and worked accordingly, this resulted in greater failure for the company which was not able to achieve the targeted results even after revision. The company realized that its failure was attributed with the collapse of its supply chain system, further investigation revealed that the failure of the supply chain system was associated with the flaws and irregularities reported within the system."
Tags: case studies, work environment, employee management, mental anxiety, workload
Abstract The paper relates that stress is a workplace hazard and it is undeniable that technology has helped achieve tremendous improvement in productivity. However, it transpires that technology has also contributed to a great increase in stress levels among employees. The paper states that corporate management should focus on identifying and eliminating distressing issues, conducting periodic assessments and promoting a working environment that minimizes stress. The paper emphasizes that the characteristics of good management involves identifying and eliminating distressing issues, conducting periodic assessments, and promoting a working environment that would minimise stress. This can only be achieved by a proactive and employee friendly policy.
Outline:
Introduction
Stress In Workplace Downsizing: The Workplace Hazard
Conclusion
From the Paper "Attrition is a common problem in the stress filled environment. To quote from a recent article that appeared in the 'The Economist', "it costs one-and-a-half times a worker's salary and benefits to replace them and that retaining just 20 workers a year, who would otherwise have left, saves a company $2.6 million per year." (Richard Geller) Thus, stress management programs help prevent attrition and contribute positively to both the employee as well as the organization. High stressed work environment is a more common feature in high tech industries. With constant changes in technology, the necessity to learn and adapt to new changes gives considerable stress to workers. In fact, it would not be far fetched to say that stress has become very much a part of the business these days. As Odette Pollar, president of Oakland-based Time Management Systems and a well know authority on 'stress in the workplace' puts it, "Adjusting to new technologies --like the web, networks, personal communications --that have saturated today's workplace is creating new demands on workers, and that's causing more stress. The question is, how to make technology work in our favor without compromising our health and well-being."
Abstract In this article, the writer discusses and considers the ever-current topic of stress. The writer looks at the effects of stress on certain aspects of the workplace and how complimentary therapies could be used, and are being considered as an effective method for treatment and prevention. The writer notes that the costs of stress, in terms of money and health in the UK and companies in general, is extremely high. The writer also points out how small steps towards combating stress using alternative therapies can be very effective. In comparison, the relatively small cost of alternative therapy treatments versus the huge cost of long term sickness, lost work days, prescription costs and general drainage on NHS resources makes prevention of stress, using alternative therapies, a worthwhile investment. The writer concludes that many more companies should be encouraged to make the most of effective stress prevention using alternative therapies as a means of caring for their workforce and helping the UK towards being a low-stress environment in which to work.
Outline:
Early Ideas of Stress Stress and the Individual
Work Related Stress Conclusion
From the Paper "Kasl's theory also suggests that psychological strain results from the joint effect of the demands of a work situation and the range of decision-making discretions available to the worker facing those demands. This theory is also supported by Wallace et al in the finding that people working in high demand but low control positions report the highest frequency of stress symptoms and have the highest level of stress related illnesses. In support of this is a study reported by European Foundations for the Improvement of Living and Working Conditions found, from a sample of 1600 Swedish men, 20% of them were experiencing heart disease symptoms, of these men all reported psychologically demanding jobs with a low degree of decision making latitude. By contrast, workers who reported low psychological demands and high levels of skill discretion had no symptoms of heart disease."
Abstract In this article, the writer discusses that concerns over the ability of mental health graduates to make a successful transition into the workforce have sparked a number of evaluations to try to determine what factors are responsible for attrition rates in the mental health field. The writer claims that there is a growing concern that if current trends continue there will not be a sufficient number of mental health workers to meet the needs of future generations. This essay explores available literature on the subject in this field of growing concern. This paper also explores several model programs to evaluate the success of programs by students once they enter the clinical setting. The writer also researches why new clinical psychologists leave the profession soon after they start. Further, the writer discusses the topic of stress and looks at how it affects the ability to retain students in psychology and other related professional fields.
Outline:
Literature Review: Mental Health Graduate Year
Model Evaluation Programs
Stress and Job Prospects
Factors in Enrollment
Works Cited
From the Paper "Results from the Utah state university program indicate that in general, students are satisfied with their job roles. However, there was some dissatisfaction expressed as a result of salaries obtained by graduates. Other concerns were frustration over the amount of paperwork required by managed care systems and frustration over a lack of training in the business aspects of professional practice. None of the evaluations indicated a lack of knowledge as far as the program was concerned. Students had a high degree of success attaining state licenses. Utah State University began conducting the survey five years ago. This program represents one of the most extensive and proactive evaluation systems found among universities.
Rackham Graduate School began a program as recently as October of 2006 to help retain graduate students and to help them achieve greater success after they graduate. This program focuses on reducing stress in teaching students through management skills designed to deal with the pressures of graduate school."
Abstract This paper examines how workplace psychology is a relatively new dimension within the industry of psychology, and within this new field is a list of important motivational reasons for the administration of psychological testing to both existing employees and potential employees. It shows how the motivation for the application of psychological testing within the workplace can range anywhere from the desire to apply psychological science to work style varieties and, therefore, job descriptions, to assessing the psychological health of workers in potentially stressful roles. It also looks at how other reasons why psychological testing may occur within the workplace may include use as a tool for the recruitment of new employees or as a tool to assess productivity or workplace problems some associated with social issues and some associated with nonsocial problems.
From the Paper "It must be made clear to the employee that the responses and results of the testing are not conditional to their continued employment and that changes made to benefit them and the workplace are the intended results of any assessment. An employee must understand that it is his or her work that will determine continued employment and not his or her answers on any survey. Whether problems are associated with a social situation or a logistic situation may be assessed through the tools of workplace psychology. It is important with this type of psych testing to make clear to all employees through a wide distribution of the assessments that everyone will have an interest in the results. Employees must not feel singled out as if the results of the test that only they take will determine his or her continued employment."
Abstract This paper reviews literature about studies of stress among college students and relates these studies to similar studies on workplacestress. The paper notes the sources of stress, some of the health consequences, the rate of stress, some of the mediating factors and similar data as gleaned from empirical studies and surveys of college students in different parts of the country.
From the Paper "Much research has been conducted on the effects of stress in the workplace, noting time lost to stress-related problems and illnesses that may develop from stress. The National Institute for Occupational Safety and Health defines job stress as "the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker" (Minter, 1999). Researchers today attribute a wide range of health effects to stress, including increased risks of cardiovascular disease, musculoskeletal disorders, psychological disorders such as depression and burnout and gastrointestinal disorders and they also note evidence that stress contributes to the incidence of workplace injuries (Minter, 1999)."
Abstract This paper discusses the contemporary state of work environments and how the demand for "do more for less in a shorter amount of time" is paving the way for a dramatic rise in employee burnout, decreased productivity, reduced morale, and lower job satisfaction. The paper also examines the various signs of stress and how to deal with them. The writer maintains that stress does not discriminate.
From the Paper "The contemporary state of economies and societies has experienced fundamental changes in one of the most dramatic times of transformation. The future of an organization depends on the right strategy choice. Traditional corporate planning systems of the past (i.e. long range planning) do not work efficiently due to the increased complexity and accelerated dynamics of economies. With increased globalization and an uneven economy comes added stress, as organizations demand that employees "do more for less in half the time"."
