The paper "Management of Stress and Well-Being at the Workplace " is a good example of management coursework. Stress is basically defined as the physical and psychological state that individuals experience when their resources are not enough to meet the pressures and demands of the work environment. On the other hand, well-being refers to the state of being healthy, comfortable and happy all together. The aim of this particular research paper is to acknowledge the fact that organizations have a big role to play towards effective control and management of stress at the workplace.
Similarly, it also acknowledges that the management of stress and well-being depends on other factors that are directly associated with the life of staff away from work. The major point of debate, in this case, streams from the fact that the welfare of staff is becoming an increasingly necessary and relevant consideration in the modern workplace. In an attempt to explain how staff and organization can work together to effectively manage stress, the paper outlines various theoretical models of stress that supports the major point of argument in this assignment.
In addition, these theories are used to explain various events, issues and situations that are likely to cause stress within the workplace. The paper strongly refutes Arnold and Randall’ s claim by strongly defending the opinion that other factors related to individuals are equally important towards the management of stress and well-being at work. 2. Theories of Stress and Well-being at Work Place These theories help to explain the various ways in which stress is developed within the workplace and how it affects the well-being of staff. However, special attention is paid to the theories and models that are more influential towards causing a significant level of stress.
Therefore, the factors that are instrumental in the development of stress can be identified through these theories. These factors can either be related to organizational structure and environment or an individual’ s attributes. 2.1 Person-Environment Fit According to this theory, it is observed that when the personal characteristics of individuals interact with their environment of work, it is possible to determine consequent behaviour, strain, and health (Cooper, 2008, 110). This implies that the match between the work environment and a person is very instrumental in influencing their health.
Consequently, it is important for the organization to match the employee’ s skills, attitudes, resources and abilities with their job demands in order to maintain a healthy condition. In addition to this, organizations should ensure that the work environment is able to meet the knowledge, needs and potential skills of the employees. Notably, lack of fit in the two domains can result to serious problems and should there be a wide gap between the environment and the person, the level of strain goes high as abilities are exceeded by demands and supply exceeded by need (Cranwell-Ward and Alyssa, 2007,58).
This strain can relate to lower productivity, health-related issues, and other workplace problems. 2.2 Job Characteristic Model This model lays emphasis on important attributes of the job such as the identity of the task, variety of skills, feedback and significance of the task. Ideally, such attributes are associated with critical psychological states of experienced responsibility and meaningfulness and knowledge of results. According to this theory, positive or negative characteristics of work can result in mental states which lead to corresponding behavioural and cognitive outcomes such as satisfaction, motivation, and absenteeism (Cooper, 2008, 115).
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