1. Introduction
The modern 21st century has posed new challenges for the organizations to survive and grow (Smith et al. 2010). As they are operated and managed by human beings, the challenges are ultimately faced by the individuals who are responsible for making decisions and implementing them (Nieuwenhuizen, Weiss and Rossouw, 2009). As challenges are multifaceted, and human lives are divided into various aspects, it is difficult to excel in every field. The gap between desired and actual state of mind leads to stress and has a high impact on employee performance and productivity.
The concept of supervision is not new in business settings. It may be rooted right in the main essence of organizational structure from where delegation of authority and chain of command were introduced. In lieu of human psychology to stay conscious when being observed and monitored, it is more likely that they are not in normal state of mind but in stress. As relaxation leads to slow motion of work and decreased productivity consequently, many organizations deliberately introduce supervision and monitoring systems (Robbins & Coulter, 2007) so that employees perform at their optimum level. It can be concluded that when employees are in occupational stress, they tend to perform better (Hartley, 2010).
As there is a perceived relationship between occupational stress and need to supervise employee, there is strong need to explore the possibility of any such relationship. It is because organizations can mould their supervisory techniques so that employees perform better. In the present challenging world of 21st century, organizations are concerned about performance improvement of their employees and want to leave no stone unturned for it. The rapid advancement of both science and technology creates a host of challenges to the survival and development of organizations. Therefore, corporations have no choice but to experiment with various solutions to these obstacles, which will empower them to better, compete in the 21st century (Landstrom, 2008).
2. Research Aims
This research has two main aims. The first is to better understand the point at which work-related stress crosses over from being a positive (driving) factor for employees to being a negative (hampering) factor for employees.
The second aim is to identify best practices that HR management can use to prevent stress levels from crossing over the critical point at which stress becomes a negative factor for employees.
This research has the following objectives: 1) to assess previous evidence available concerning work stress and the ways this can be scientifically monitored; 2) to monitor work-related stress among a population of corporate employees; 3) to determine whether the critical point is fixed or fluid for individual employees over time; 4) to determine whether there is a common critical point among employees; 5) to examine the stress-reduction practices of the employees’ HR management team; 6) to identify common triggers of stress; 7) to identify common stress-reduction techniques; 8) to determine which stress-reduction techniques work best in particular scenarios; and 9) to determine the extent to which supervision of work-related stress is effective in keeping stress at appropriate (i.e., productive) levels.
Three major questions will be answered by this study. The first is the scale and origins of work stress. Second are the effects of work stress on family, employees and the corporation involved. Third is the study of how supervision affects work stress. Furthermore, the paper will analyze strategies applied by other corporations as regards the management of work stress. The final part will aid corporations in checking whether it is important to participate in stress reduction and management via thorough supervision of their workers.
3. Research Objectives
The aim of this project is to achieve the study objectives, which includes;
· To identify ways for monitoring work-related stress.
· To monitor stress among the corporate population of employees.
· To identify the common causes of work-related stress.
· To identify critical point(s) at which stress becomes problematic for the population.
· To discover the impact of work stress on employees, employee engagement, families of employees, and the corporation itself.
· To determine the way effective supervision influences work stress.
· To analyze the methods applied by other corporations towards achieving effective stress management.
· To determine how employee engagement is impacted by work stress.
The final two objectives will aid corporations in analyzing if it is important to finance stress reduction and management via effective monitoring of their workers.
The results derived especially with the aid of volunteers will be important in carrying out a survey with the basic intent of discovering how stress affects employees...
For instance, stress due to the change of working systems is a problem caused by the employer. Therefore, it is the employer's duty to ensure that employee learn and adapt to the new systems or machines and be able to work stress-free to meet the demands for production from the company management. The employer should ensure that an employee has just enough work for the day and not an overloaded
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This researcher obtained a majority of the relevant, scholarly research through Questia, which advertises itself as the world's largest online library. During the third chapter of this research effort, the methodology segment, this researcher relates techniques utilized in the Literature Research Methodology to manipulate information which later contributed to the verdict of the hypothesis for this study. Information related to implementing and retrieving the bullying questionnaire is shared during the
9. Supporting organizational teams provides employees with a medium to discuss concerns and problems as well as an opportunity to help discharge emotional pressure. Sharing in a group serves as a catharsis and stress release system. 10. Guarantying employees have the freedom to work effectively as well as ensuring they sense their work contributes to a greater purpose decreases workplace stress (Raitano and Kleiner). Secondary Prevention When implementing secondary prevention method, the organization
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