How to manage stress in workplaces

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How to Manage Stress in Workplace

Instruction

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Solution

Stress is considered a pressure from the environment which negatively affects an individual. Michie (2019) also defines stress as the psychological and physical state that develops when the resources available are not enough to cope with the pressure resulting from a given situation. However, stress levels vary with individuals and situations but can undermine the overall performance of an individual or an organization at large. In the workplace, stress can be caused by unpredictable situations or those that involve conflict, performance expectations, or loss.

Nonetheless, stress may be caused by events affected by limited time, such as work deadlines, job insecurity, long commuting hours, and family demands. Employers’ response to stress is critical in ensuring employees are in good working conditions to prevent stress. This is because stress may lead to a higher staff turnover, increased sickness leaves, early retirement, reduced customer satisfaction, and low motivation levels for the staff who are still at work. Stress in the organization may be managed at individual and organizational levels.

The first individual stress management technique is through training on different coping techniques. According to Michie (2019), training helps to prevent stress by making the affected individual become aware of the stress signs and using behavior patterns to disrupt these patterns before they build up more. Nonetheless, training allows employees to analyze the current situation and develop a strategy aimed at reducing these effects, learning relaxation and active coping as methods of dealing with stress which boosts self-confidence and employee motivation.

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The active coping techniques may include assertiveness, effective time management, communication skills, and problem-solving. Individual stress management techniques may also include clinical and occupational counseling and habituation. The former strategies aim at improving cognitive skills such as positive thinking and psychological preparation on information perception and interpretation (Foster, Cuzzillo, & Furness, 2018).

Moreover, habituation may include meditation, relaxation, exercise, taking regular breaks, acceptance, and effective distractions. Generally, individual stress coping mechanisms aim at developing the employees’ confidence levels in a given situation to improve how they deal with stress rather than helping them adapt to or accept the stressful environment.

Organizational stress management focuses on preventing or managing stress levels caused in the work environment at an organizational level. These techniques are focused on helping victims of workplace stress to deal with the stress effects rather than its cause. The organizational stress management interventions may be structural such as creating effective work schedules, a healthy work environment, and improving on the staffing levels. However, these interventions may be psychological which may include social support, employee participation, and work control.

In this regard, the employees are allowed to address the work situation using their designs while processing change experienced in their roles, to work through cooperation, social contact, and coherence between the different work activities and to have minimal or no controlled or restricted work (Souza et al., 2018). Additionally, addressing stress at organizational levels may include adapting diverse working conditions that satisfy different mental and physical aptitudes of the employees, technology that does not expose employees to stress, and working conditions that allow for individual development, professional responsibility, and self-determination.

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To sum up, the effectiveness of these strategies is dependent on having effective monitoring and review systems that allow one to assess the level to which the control and prevention interventions have been effective. Successful individual or organizational stress management strategies improves the employees’ problem-solving and decision-making abilities, communication, and increased feedback, which improves customer satisfaction and overall organizational performance.

However, it is important to incorporate active leadership who act as a role model to the subordinates and a culture of understanding and openness that views stress as a guide to improving performance rather than an individual’s weakness. In conclusion, there is a need to have a positive approach to stress in the workplace, to effectively address its negative outcomes.

References

• Foster, K., Cuzzillo, C., & Furness, T. (2018). Strengthening mental health nurses’ resilience through a workplace resilience programme: A qualitative inquiry. Journal of psychiatric and mental health nursing, 25(5-6), 338-348.
• Michie, S. (2019). Causes and management of stress at work. Occupational and Environmental Medicine, 59(1), 67-72. https://doi.org/10.1136/oem.59.1.67
• Souza, R. C., Silva, S. M., & de Sousa Costa, M. L. A. (2018). Occupational stress in hospital settings: review of coping strategies of nursing professionals. Revista Brasileira de Medicina do Trabalho, 16(4), 493.

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