Essays on Managing Work-Related Stress at the Organization Coursework

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The paper "Managing Work-Related Stress at the Organization" is a good example of management coursework.   Stress within workplaces has become an increasingly common phenomenon partly because of internal and external factors such as technological advancements, economic changes, family related issues, and workplace demands that threaten the level of job security among employee. Inasmuch as there are both internal and external factors that contribute to different stress levels among employees, organizations have the responsibility of developing stress-mitigating strategies to enhance employee wellbeing within the workplaces, which is crucial in improving overall organizational performance.

The main objective of this essay is to assess the role of organizations in managing stress within workplaces. Managing work-related stress at the organization The human resource department is the arm of the organization charged with the responsibility of addressing matters related to employee welfare with regard to stress management and addressing other related issues. The ability of an organization to improve on its performance is highly dependent on the structures developed by the human resources department to mitigate varying stress levels (Bano & Jha 2012). The realization that employees emanate from different backgrounds and lifestyles outside the organization is an indication that an organization has the responsibility of developing its stress management structures in ways that are tailored to the needs of the employees.

The process of tailoring stress management strategies with the needs of the employees is dependent on the relationship that the organization develops with its employees. This is because the development of a mutual relationship between these two bodies increases the possibility that the organization will provide an environment where employees can express personal and work-related stressors and acquires most appropriate and practical solutions in addressing these challenges (Leka et al 2014). One of the main stressing factors that cut across internal and external causes of stress is the establishment of an effective work-life balance for the employees.

This is because, in contemporary society, employees have to meet the competitive demands of their organizations while at the same time meeting the demands of their personal lives. In the process of developing strep- by-step approaches in the management of this stressing factor, different organizations have been able to ensure the development of an effective technique necessary for balancing these needs.

Furthermore, through effective organizational management, the human resource department in different organizations has been able to manage this stressing factor by developing work schedules tailor-made to meet employee needs. Through this approach, organizations have been able to ensure that employees engage in both organizational and personal matters at their appropriate time hence minimizing conflicts rising from ineffective time and responsibility management (Bano & Jha 2012). The current workplace is characterized by increased competition among employees necessitated by technological advancements, which have introduced changes in the techniques applied in executing organizational responsibilities.

This means that for employees to be promoted into senior organizational positions, they must improve on their educational and skills capacity. The improved level of competition within organizations requires employees to engage in academic initiatives to improve their capabilities. Time allocation for the execution of organizational responsibilities and academic demands has been cited as part of the stressors among organizations. One way through which organizations have been able to manage this stressor among employees is through the introduction of a plethora of strategies.

For instance, technological advancements in the education sector allow organizations to enrol their employees into online learning. This allows employees to acquire their academic qualifications at the comfort of their offices while executing organizational responsibilities. Furthermore, by organizing for workshops in the form of professional development training, organizations have been able to access ways of improving on their employee skills capacity. This is considered crucial for organizational and employee development because the training curriculum is tailored according to organizational and employee needs. Additional efforts such as delegation of responsibilities are also ways through which organizations have been able to groom future leaders by proving subordinate leadership opportunities to those qualified (Lin et al 2013).

References

Bloisi, W., Cook, C.W., & Hunsaker, P. L 2007, Management and Organizational Behaviour. 2th Edition. London. McGraw publication

Bano, B., & Jha, R.K 2012, Organizational Role Stress Among Public and Private Employees. The Lahore Journal of Business. 1 (1), 23-36.

Leka, S., Griffiths, A., & Cox, T 2014, Work Organization and Stress. 3th Edition. United Kingdom. World Health Organization

Lin, B.C., Kain, J.M., & Firts, C 2013, An Examination of the Relationship Between Instructions at Work and Employee Strain. Journal of Stress Management. 1 (28), 1-19.

Mathur, A 2013, Organization culture and stress management. Place of publication not identified: Grin Verlag.

McKee, M.G & Ashton, K 2011, Stresses of daily life. Clinical Preventive Medicine, 3rd ed

Michie, S 2012, Causes and Management of Stress at Work. An international peer-reviewed journal in all aspects of occupational & environmental medicine. 59 (1) 67-72.

Quick, JC 2013, Preventive stress management in organizations. Washington, DC: American Psychological Association

Sutherland, VJ and Cary LC 2000, Strategic stress management an organizational approach. Houndmills, Basingstoke, Hampshire: Palgrave.

Trenberth, L.and Dewe, P 2004. Work stress and coping: Drawing together research and practice. Brit. J. Guid. Couns. 32, 143–156.

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