The paper “ Stress Management Strategies at Procter and Gamble” is a persuasive example of a case study on management. The rise in globalization has led to the diversification of the workforce. With the concept of employee diversification, people from different backgrounds have been brought together. This, therefore, means that the rate of stress in the work environment is also bound to rise. Most contemporary employees worry too much about the problem they experience at work. This could include coping up with change, meeting targets and deadlines, attending meetings on time, and learning among others (Buicu & Stoica, 2010).
All these factors are potential stress initiators and catalysts. The level of stress will differ though depending on the cause (Cummings & Worley, 2005). Some of the factors that have been attributed to stress are poor management, poor decision making by the management, excess working hours, the uncertainty of future employment, and pressure of the job by the management and repetitive tasks (Buicu & Stoica, 2010). The result of stress has been absent from work and poor performance (Buicu & Stoica, 2010). To its worst, stress has a direct influence on the competitiveness of an organization as well as an increase in medical and health insurance costs (Buicu & Stoica, 2010).
Employers should consider different stress management strategies that are likely to curb stress at the same time ensuring the well being of the employees. This paper evaluates Workshop 3: Individuals and the organization: motivations focusing on work-related stress and Stress management and specifically analyzing stress management strategies that are applied by Procter and Gamble as one of the organizations that have well-handled this management enigma. Stress management Strategies at Procter and Gamble Stress management in any organization takes two levels: organizational and personal stress management.
As the names suggest the former means that the organization arranges for effective strategies, while the latter means that the employee is the one that makes arrangements to manage stress. For the scope of this paper, both will be considered since they are influenced by the management at different levels in one way or the other. Organizational stress management strategies are aimed at preventing, relieving and at the same time mitigating stress at the workplace through an array of measures.
The measures could include job design and foster a healthy work environment. The strategies always have a long term goal to ensure the performance of the organization is boosted through time (EU-OSHA, 2013). On the other hand, personal stress management strategies could include programs initiated by the management to help stressed individuals come out of that situation to normalcy. Procter and gamble have invested in the two levels of stress management in different ways using a plethora of strategies. Procter and Gamble’ s history can be traced back to the USA and it has more than 150000 employees worldwide (EU-OSHA, 2013).
The company has offices in over 180 countries worldwide. Procter and Gamble have been the leading international company that promotes the well being of its employees (Procter and Gamble, 2014). Some of the strategies used by the organization will be discussed below. Procter and Gamble view the employees as the most important asset in the organization. Pursuant to this, the organization has invested in the well being of the employees through a well being or vibrant living program (Procter and Gamble, 2014).
This program is mostly concerned with dealing with problems of the increased cost of health, aging population, and corporate social responsibility (EU-OSHA, 2013). This program covers mental health at work as well as the promotion of safety lifestyles (Business Health Consultancy, 2014). The program was founded by employee ambassadors, works council, human resource department and prevention department. A program is a holistic approach that addresses all aspects that are geared towards driving the work-life balance as well as the individual well being of the employees (Procter and Gamble, 2014).
The employees are motivated to participate in the program through forums and online platforms. The employees also choose representatives that represent them in workgroups that come up with strategies (Cummings & Worley, 2005). There are also online employee surveys that are conducted by P& G so as to evaluate the level of employee satisfaction as well as get suggestions on how to improve the program (Procter and Gamble, 2014).