Some of the stress at the workplace is normal, while some stress inputs excessive pressures and effects the performance, output as well as the physical and mental health of the employees. It also has an impact on personal relations and domestic lives. The stress at the workplace determines the success and failure of the work from the part of the employees. An employee could not manage everything in their workplace, but that does not signify that the employee is powerless, even if he or she is stuck in a tough condition. There are measures the employees could take to safeguard themselves from the harmful impacts of stress, develop their level of work satisfaction, and strengthen their welfare in and out of the office. As for example, when the pressure at the workplace is affecting the performance, physical and mental health and personal lives of the employees, it is time for them to take actions and solve their causes of stress at the workplace. There are many ways to decrease the levels of stress at the workplace and gain a management sense in workplace, irrespective of the lifestyles and stressful factors of works of the employees (Jain and Batra, 2015). The paper will analyze the elements of stress at the workplace from the perspective of the employees. It will also review some literary journals for evaluating the stress at the workplace. It will state some gaps in knowledge on the basis of the author’s view on workplace stress. Some research questions will be made on the basis of the gaps of knowledge in the literature review.
Stress in the workplace is not always severe. Little stress could help an individual concentrated, energetic and capable of facing new challenges in the workplaces. As per Dahl, (2010), the stress helps to keep alert at the time of personation for the prevention of any expensive errors. However, in the current hectic business world, the workplace is like a roller coaster. Long working hours, strict deadlines and high demands left an individual worried and drained out. When the stress becomes more than the coping power of an individual, it leads to mental and physical damage.
There is a deep connection between the changes in the organizations and the health of the staffs. The changes in the organization have an adverse effect on the standards of the staffs. Apart from this, it is also related to the current debate about the reaction and response of the staffs to the organizational change. It has been noticed by González-Moralesa and Neves, (2015) that the risk of taking stress-related medicines has increased considerably for staffs at the companies that have changed, especially those who experience extensive and simultaneous changes with many scopes. So, the changes in the organizations are considerably related to the risks of health issues of the staffs. These effects are in context to the staffs at different levels of hierarchy. It also has an impact on the companies of various sizes and from different areas. According to Michie, (2002), the organizational change is an important feature of successful companies. Some researchers have noticed that changes in the companies have drastic and internal outcomes to the staffs. Some of the companies have successfully implemented the changes. As mentioned by Tripathy, (2018), some other researchers have agreed that the schedules of the company are structural to bring a specific change in the company. That change is predictable and helps to increase the performances of the staffs in the company, as a result of environmental stress. Some ecologist of the companies has debated that the companies would fail to bring changes in the companies. As some of the companies are integrally uninterested in bringing change, they have argued that difference in those companies is expensive, complicated and risky.
The direct companies’ expenses have led to the failure of the companies, shares of the market and turnover of the staffs. As per Kesavan and Gobi, (2018), some studies have revealed that the changes in the companies significantly influence the emotions and psychological welfare of the staffs. The performances of the companies depend on the productivity of the staffs. From the perspective of the economy, the conflicts and unrest in the workplaces could decline the productivity of the workers and ultimately lead to monetary losses. In the words of Hashemi et al., (2018), the levels of satisfaction and the productivity of the staffs rely highly on the mental health of the staffs. The staffs are not only absent from their work but also the concentration and the productivity of the staffs are decreased in the workplaces. Some of the stress on the part of the staffs is positive for the production and awareness of the companies. But when this stress takes a critical shape and leads to insomnia and depression, it becomes a serious health problem both for the employee and the company. The changes increase the chances of the stress of the staffs, and if the changes are in the companies, then it can have a profoundly adverse effect. The staffs of the companies that have changed due to several factors at the same time show a higher risk of stress due to the adverse effects. In spite of concentrating on change management in the training of the managers, average large companies have failed to manage these methods.
The ethical-based stress takes place when the ethical attitude of a person varies from the real ethics, environment or levels of the employees of the companies where he or she is working. This can take place in many ways. As stated by Dehghan et al., (2015), differentiation in the ethical opinions among the individual and other employees of the company may lead to ethical stress. Stress could also take place when as a whole the ethical levels of the individual is higher than the other employees of the company, or, the ethical levels of the individual is lower than the other employees of the company. If the ethical differences exceed before knowing the actual cause of the stress, although it appears to be possible to imagine than the reality. Anyways, the ethical differences among the individual and the other employees in the workplaces are the adequate cause to assume as the possibility and not the existence of ethics-based stress. Very little is known about the effects of ethical stress on public companies. The factors, as well as the outcomes of good stress, has not been analyzed before.
Several possible discussions can be given to describe the negative influences on the staff’s level like the injustice, unfairness, contracts breach, and feedback failure. According to Ugwu and Okafor, (2017), it is an undeniable fact that the society is interested in knowing the effects of organizational changes on the staffs or more particularly the consequences of the decisions and policies of the companies on the mental health of the staffs. As mentioned by Whitaker et al., (2015), stress can be defined as a psychological and physical condition which take place when an individual is not able to cope up with pressures and demands of the circumstances. The stress can decide the success of the objectives both for the employees and the companies. The strengths and needs of the workplace lead to pressure in the employees. The aspects of the workplace are connected with the risks of stress and health in the context of the work. The factors which are connected with the workplace are long hours of working, work overload, severe or complicated tasks, time pressure, lack of breaks, shortage of variety, and poor physical environments of working like temperature, light, and space. The stress could be due to indistinct work or inconsistent roles and limitations as well as the unclear responsibility for the employees. Under the promotion, lack of training, and work insecurity are stressful factors which lessen the potentialities of the growth of the job are against the present situations of stress.
The demands on the employees in the workplace which eventually reach in the houses and the social lives of the staffs. Lengthy unspecific and unsocial hours, job distance from the house, taking the office work in the house, high responsibility standards, work insecurity and transfer in the job are the factors that might very badly impact the duties of the family and activities at the leisure time. These factors probably affect the excellent and relaxing life apart from work, which is an essential aspect against the stress due to the workload. Apart from these factors, pressures of the domestic tasks like the duties of the childcare financial worries, grief, and lodging issues might impact the energy of the individual at work. So, various reasons are responsible for stress caused in the life, workplace or house of an individual falls over and makes it difficult for the individual to cope up with all these factors. In the words of Zafar et al., (2016), women have more possibilities of facing stress as they have to bear more the responsibilities of the childcare and also the household works than the men. Apart from this, the women have to be satisfied with low pay, low job positions and sometimes have to shift their job timings to take care the domestic duties and might have to face harassment and discrimination.
Work relationships and the organizational culture are two other stress sources or factors of stress. The stress in workplaces also caused due to serious, tough, unsupportive or bullying managers, while a positive and social aspect of work and an excellent operational team can decrease the work stress. As per Giorgi et al., (2015), unpaid and overtime work and must-present rules for the employees are part of the culture of the companies as well as the reasons for stress. On the other side, the culture of the companies which consists of the decisions making peoples, keep them updated about the events of the companies and deliver good facilities and recreation services could decrease the stress of workplaces. The changes in the companies, especially when consultation is not sufficient, is also a great source of stress. These changes consist of mergers, repositioning, reorganization, individual contracts, and terminations in the companies.
Many researchers have contributed to a steady growth of research adding significance to the work and the companies as a factor of workplace stress and health of the employees. But, this topic of research stays loosely associated and is not able to cope up with the new customs of the companies and safety and health issues raised by these customs. There is a lack of awareness in the workplace stress as well as lack of resources apart from the other existing factors responsible for pressure in the workplace (Chao et al., 2015). There is a need for attention in cultural factors while dealing with workplace stress. Religion and devoutness along with the rituals of the society are necessary more than gaining the material assets or money. For the female staffs, the social resources to take care of their families are generally accessible in the economy. But the everyday logistics resources are not up-to-date with the technological development which could be implemented in the society and personal facilities like the bill payment through emails, phone or internet services (Kawakami and Tsutsumi, 2016). Even if these facilities are available in some workplaces, most of the staffs could not access them, and the daily activities in the workplaces become time-consuming and tiring.
Conclusion
The stress of the workplace is often referred to as bad by different factors like gender diversities, poor participation and poor management of pollution to illiteracy, poor hygiene, poor nutrition, and poverty. The organizations often face the issue of shortage of resources and infrastructure for the protection of their staffs or themselves from the stress of the workplace. This makes the companies challenging to handle the employee’s groups in the context of distribution of the information and support. Apart from this, the lack of development in the strategies of the companies, regarding psychological risks and stress of the workplace, makes it hard for organizations of all sizes, to manage the policies and deal with these problems efficiently (Tetrick and Winslow, 2015),. The mental problems related to the stress of the workplaces are dealt in sporadic cases even if they are readily accessible.
The paper had considered the stress of the employees at the workplace. The factors of workplace stress impact not only the physical state but also the mental conditions of the employees. The continuous changes in the environment of the workplaces and the need to remain equal to the changes could be a stressful matter. The paper had analyzed the causes of a workplace and also evaluated briefly the effect of stress on the health of the employees and environment related to the workplaces. It had also considered those factors of coping that could be useful to reduce the workplace stress (LaMontagne et al., 2015). But it is vital to know that the differences between good stress and severe stress. The literature review could be beneficial to study the coping methods of workplace stress.
References
Chao, M.C., Jou, R.C., Liao, C.C. and Kuo, C.W., 2015. Workplace stress, job satisfaction, job performance, and turnover intention of health care workers in rural Taiwan. Asia Pacific Journal of Public Health, 27(2), pp.1827-1836.
Dahl, M. (2010). Organizational Change and Employee Stress. pp.1-41.
Dehghan, H., Mortzavi, S.B., Jafari, M.J. and Maracy, M.R., 2015. The reliability and validity of questionnaire for preliminary assessment of heat stress at workplace. ISMJ, 18(4), pp.810-826.
Giorgi, G., Arcangeli, G., Mucci, N. and Cupelli, V., 2015. Economic stress in the workplace: the impact of fear of the crisis on mental health. Work, 51(1), pp.135-142.
González-Moralesa, M. and Neves, P. (2015). When stressors make you work: Mechanisms linking challenge stressors to performance. WORK & STRESS, 29(3), pp.213-229.
Hashemi, S.E., Savadkouhi, S., Naami, A. and Beshlideh, K., 2018. Relationship between job stress and workplace incivility regarding to the moderating role of psychological capital. Journal of Fundamentals of Mental Health, 20(2), pp.103-112.
Jain, P. and Batra, A., 2015. Occupational Stress at Workplace: Study of the Corporate Sector in India. IOSR Journal of Business and Management, 17(1), pp.13-21.
Kawakami, N. and Tsutsumi, A., 2016. The Stress Check Program: a new national policy for monitoring and screening psychosocial stress in the workplace in Japan. Journal of Occupational Health, 58(1), pp.1-6.
Kesavan, M.C. and Gobi, G., 2018. STRESS AT WORKPLACE–AN EMPHIRICAL STUDY OF ANGANWADI WORKERS IN TIRUCHIRAPPALLI DISTRICT. INTERNATIONAL JOURNAL OF MANAGEMENT AND SOCIAL SCIENCES (IJMSS), 8(1.1), pp.109-112.
LaMontagne, A.D., Keegel, T., Shann, C. and Noblet, A., 2015. Integrating job stress and workplace mental health literacy intervention: Challenges and benefits. In Derailed Organizational Interventions for Stress and Well-Being (pp. 27-35). Springer, Dordrecht.
Michie, S. (2002). CAUSES AND MANAGEMENT OF STRESS AT WORK. Occup Environ Med, 59, pp.67-72.
Tetrick, L.E. and Winslow, C.J., 2015. Workplace stress management interventions and health promotion. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), pp.583-603.
Tripathy, M. (2018). Recognizing & Handling the Underlying Causes of Stress at Workplace: An Approach through Soft Skills. International Journal of Management, Accounting and Economics, 5(7), pp.1-15.
Ugwu, E.S. and Okafor, C.O., 2017. Organizational commitment, occupational stress, and core self-evaluation as predictors of workplace deviance. American Journal of Applied Psychology, 6(4), pp.64-70.
Whitaker, R.C., Dearth-Wesley, T. and Gooze, R.A., 2015. Workplace stress and the quality of teacher–children relationships in Head Start. Early Childhood Research Quarterly, 30, pp.57-69.
Zafar, W., Khan, U.R., Siddiqui, S.A., Jamali, S. and Razzak, J.A., 2016. Workplace violence and self-reported psychological health: coping with post-traumatic stress, mental distress, and burnout among physicians working in the emergency departments compared to other specialties in Pakistan. The Journal of emergency medicine, 50(1), pp.167-177.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download