Stress at Work

It can be said that stress situations too easily appear at the work place nowadays. Over  several decades there has been little change or variation in the way that people used to work. People  started to work after they left the school and continued at the same job or at least the same company until they retired. It was, in fact, a job for life. Moreover, people used to work more or less the same hours, mainly at workdays. Now, on the other hand, there are more challenges  and changes in career, and people often change from one job to another. Also, there is a big issue about stress.
Stress, a real source of tension and frustration may arise through a variety of related influences on behavior, including the individual, group, organizational and environmental factors. Recently, a survey has been led about attitudes to work and 1,000 randomly chosen  workers was asked to specify the biggest problem at work. The second most common response after poor pay ( 18%) was stress (17%). This support the argument that stress was a problem from the nineties till now. The causes of stress are numerous and complex. Stress is also a very personal experience, because each individual has different attitudes toward work and different beliefs about how best to cope with the causes and the effects of stressful situations. Although stress is considered as a negative impact, a certain amount of stress may be seen as positive and even as a good thing, which helps and promotes a high level of performance. Keeping the balance is a challenging task of management.

There are several situations that are most commonly considered as stressful:
– Responsibility for the work of others – conflicting objectives of groups and organizations, groups and individuals, self and superiors.
– Innovative functions – conflicting priorities and different psychological demands between the routine and administrative aspects of the job and the creative side.
– Integrative or boundary functions – the stressful role of the coordinator, due to the lack of control over the demand of their resources.
– Relationship problems – difficulties with a boss, subordinates or colleges.
– Career uncertainty – doubtful future career prospects affect the whole of a person’s work
-Low job satisfaction because of the long working hours and lack of free time

On the other side, there are a number of techniques by which individuals can bring stress under control. For instance, changing the viewpoint or putting the problems into perspective. Or learning to laugh at life, not worrying  and not attempting to slow the life down. Additionally, companies have initiated internal programs to reduce the fatigue or stress from working on a specific position for a long period of time. In fact, job rotation is the most basic form of individual job design and it involves moving the person from one task to another. However, if the tasks involved are all very similar and routine, then once the person is familiar with the new task the work may quickly become boring again. Job rotation may lead to the acquisition of new skills but does not necessarily develop their levels. Strictly, job rotation is not really job design, because neither the nature of the task nor the method of working is restructured. But generally, it can help an employee to identify more with the completed product or service. It can also be used as a form of training and it can reduce stress that is associated with managing the increased responsibilities of a specific role in a company.


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