Question: B. Case 1.2: “Stressed out at work? Help is on the way” Please refer t
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Question: B. Case 1.2: “Stressed out at work? Help is on the way” Please refer to “Stressed out at w... B. Case 1.2: “Stressed out at work? Help is on the way”Please refer to “Stressed out at work? Help is on the way” Case Study on page 221 of the text book. Following the APA style (including 4-6 references and in-text citations), write a 750- to 1000-word analysis by answering the following questions:
What are the primary reasons why many employees are experiencing high levels of stress at work nowadays? Identify and describe these reasons. Why do many of the survivors of layoffs experience stress? Conventional wisdom would suggest that these employees should be happy that they didn’t get laid off. Explain your answer. What are companies doing to decrease the stress levels of their employees? To what degree do you think that these steps will help them retain valued employees?
Book : Organizations: Behavior – Structure – Processes, 14th ed.
Gibson, Ivancevich, Donnelly, and Konopaske
McGraw-Hill Year: 2012
ISBN: 9780078112669 Question: B. Case 1.2: “Stressed out at work? Help is on the way” Please refer to “Stressed out at w... B. Case 1.2: “Stressed out at work? Help is on the way”
Please refer to “Stressed out at work? Help is on the way” Case Study on page 221 of the text book. Following the APA style (including 4-6 references and in-text citations), write a 750- to 1000-word analysis by answering the following questions:
What are the primary reasons why many employees are experiencing high levels of stress at work nowadays? Identify and describe these reasons. Why do many of the survivors of layoffs experience stress? Conventional wisdom would suggest that these employees should be happy that they didn’t get laid off. Explain your answer. What are companies doing to decrease the stress levels of their employees? To what degree do you think that these steps will help them retain valued employees?
Book : Organizations: Behavior – Structure – Processes, 14th ed.
Gibson, Ivancevich, Donnelly, and Konopaske
McGraw-Hill Year: 2012
ISBN: 9780078112669 Question: B. Case 1.2: “Stressed out at work? Help is on the way” Please refer to “Stressed out at w... B. Case 1.2: “Stressed out at work? Help is on the way”
Please refer to “Stressed out at work? Help is on the way” Case Study on page 221 of the text book. Following the APA style (including 4-6 references and in-text citations), write a 750- to 1000-word analysis by answering the following questions:
What are the primary reasons why many employees are experiencing high levels of stress at work nowadays? Identify and describe these reasons. Why do many of the survivors of layoffs experience stress? Conventional wisdom would suggest that these employees should be happy that they didn’t get laid off. Explain your answer. What are companies doing to decrease the stress levels of their employees? To what degree do you think that these steps will help them retain valued employees?
Book : Organizations: Behavior – Structure – Processes, 14th ed.
Gibson, Ivancevich, Donnelly, and Konopaske
McGraw-Hill Year: 2012
ISBN: 9780078112669 havior_structure.pdf Chapter 7 Managing Workplace Stress 17 FIGURE 7.1 A Model of Stressors Stress, and Outcomes Stressor Individual Level . Role conflict Role overload . Role ambiguity Responsibility for people e Harassment . Pace of change Satisfaction Performance . Turnover e Accidents . Substance abuse Health care claims Cognitive . Poor decision making Lack of concentration Forgetfulness Group Level Managerial behavior e Lack of cohesiveness Intragroup conflict e Status intongr Frustration ·Apathy Physiological Stress- Organizational L . Culture . Increased blood Structure . Politics . Lack of career pressure High cholesterol Individual Differences diet, social support rsonality tra ts eCoronary heart e Hetedity, age, sex - Feedback deficiencies coping, Type A Nonwork - Elder and child care Economy Lack of mobility . Volunteer work e Quality of life ardiness
Explanation / Answer
a). Primary reasons:-
Scaling back, cutbacks, mergers and insolvencies happen in ventures and organizations of various types; this implies enormous changes for labourers. Notwithstanding when work misfortune does not happen, representatives may confront expanded duty, higher generation requests, less advantages, pay cuts and that's only the tip of the iceberg. When all is said in done, this makes a situation of worry around the workplace.
1. Low morale- When morale is low, labourers regularly feel frail. This thusly makes them careless, and profitability endures.
2. Administration style-Another factor in distressing work circumstances is administration style. At the point when a work environment has poor correspondence and representatives are excluded in basic leadership forms, specialists don't feel bolstered by their colleagues and businesses. What's more, an absence of family-accommodating strategies can prompt expanded worry because of consequences for work-life adjusts.
3. job responsibility- This incorporates overwhelming workload, rare breaks, extend periods of time and moves, superfluous routine undertakings, overlooking laborers' aptitudes and that's only the tip of the iceberg. At the point when work desires are questionable or clashing, representatives feel they have excessively obligation and too much "caps to wear."
4. Profession concern-Another factor in working environment push is vocation concerns, for example, work instability or absence of headway openings.
5. Work environment- Most of the past reasons for working environment push are passionate; in any case, a shoddy workplace can make physical worry too. Regardless of whether this is identified with clamour, absence of security, poor temperature control or deficient offices, work setting is basic in bringing down working environment stretch.
I would like to share my personal experience- when I was working I always feel stressful only because the amount of work I did and my salary was not sufficient to that amount of work. Whenever my boss put me with extra work I feel like frustrated because after all money is the biggest motivator.
b). Common symptoms are fear, anxiety and sadness. These survivors have lost their friends, bosses and sense of stability and drive--ultimately handicapping their performance.
1. For workers who have lost their office closest companion the many months following cutbacks can be absolute discouraging. They are all of a sudden separated when imparting their emotions about work environment turmoil is vital to defeating it. Regularly, they distance themselves facilitate by not framing elective companionships out of dread that those too will soon arrive at an end.
2. For the worker who made delaying a craftsmanship a long time before cutbacks, she can turn out to be totally deadened thereafter. Abruptly overpowered with uneasiness that she will be next on the slashing piece, fear makes her stop up and drives her efficiency level route down.
3. Organization Stars are more averse to be put off by the cutbacks around them. These workers, albeit less normal, may see cutbacks as a chance to progress. They feel that being kept on reaffirms their incentive to the organization. Also, less associates implies less rivalry.
4.Specialists say the drawn out sentiments of powerlessness paving the way to and following cutbacks can be more mentally harming than really being laid off. Enduring frenzy frequently drives representatives to carry on or look for an escape after work hours, bringing about an expansion of liquor use, over-eating, rest issue and relational issues.
5. The representative who has lost her supervisor frequently feels bewildered and confounded in the many months after cutbacks. At the same time, she has lost her trust in the organization and the individual she trusted to manage her work there.
c). Strategies to decrease the stress level of the employee:-
1. Clearly defining their vision
2. Communicate well
3. Get everyone engaged
4. Act fairly and respect each other
5. Trust your employee
6. Offer flexible working environment
7. Do not let them overloaded with multi task
8. Give fair remuneration
9. Implement incentives programs
10. give proper training to them
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