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Stress Management In The Workplace

Keywords: stress at work theories, work stress management

The analysis of human relations talks about the connection between people at work. From study of Masters running a business and personal experience, I am aware the one significant problem for human relationships and therefore corporations is how to control stressful incidents/ issues at work. "Highly stressed workers are less fruitful, change jobs a lot more frequently, and experience more negative health implications than their less pressured acquaintances" (North american Country wide Life, 1991, 1992). This is exactly the reason why good management is needed to combat the situation of stress. This critical representation will take a look at stress management from my own viewpoint and think about the topics learnt regarding human relationships at work. This critical representation utilizes the knowledge and experience I have gained from my father's place of work, HDFC Standard bank Ltd India. The corporation like most banking institutions can be a very stressful and fast paced workplace and like the majority of companies there may be conflict, co-operative initiatives and group human relationships. From my father's management in his company I am aware that an worker is not just consisting of his/her skills. An employee is a person, a individual, and a powerful way of handling human relations is to use not merely that person's skills but the diversity they bring to the company when specific employees make up a team.

Companies must limit the amount of discord within the work environment in order to increase output and take full advantage of the efficiency of their employees. Conflict arises due to a notable difference in beliefs, interest, ethnicities and can also come up anticipated to miscommunication. It's important when working with conflict, that professionals understand the fundamental factors of why certain discord develops. With understanding co-workers, employees become compassionate and empathise with the other person as they start to understand and increase to know the other person. On the other hand, too much agreement between employees is reported to be unhealthy for a firm. This will not necessarily mean discord but rather pertains to issue over certain issues. Controversy is healthy for companies especially if it creates higher output. However, I really believe, it's important for managers to make sure employees behave in a polite and constructive manner.

In my opinion, additionally it is important for managers to get effective negotiation skills. Together with the arise of conflict, comes in dependence on managers to solve issue and disputes in a fair and equivalent manner. The two types of negotiation, distributive and integrative negotiation may be accomplished with the effective management. Distributive negotiation refers to one party being successful and the other get together sacrificing whereas integrative negotiation is a win-win situation. Regrettably the second option cannot continually be achieved and with turmoil there may also be a losing party. Therefore conflict resolution, as a supervisor it's important to express the necessity to compromise when issues arise. As a manger, I am trying to generate my skill in negotiating, more importantly I believe managers like myself, should increase their skill in cooperation and accommodating negotiation skills. In aiming to reduce stress in the workplace, negotiation skills such as locating a common ground, a standard interest can divert attention away from the conflict and for that reason end the stress.

Stress in the workplace will not only come from conflicts between employees. Within a bank it's very overly busy and the quantity of work that the employees have can also cause stressful tensions. This sort of stress is recognized as the treadmill syndrome. Another type of stress can be induced by interruptions in day-to-day processes. This means that employees that are interrupted many times have higher stress levels. However, other styles of stress can come from managers and the employer's themselves. Uncertainty in company plans, employee contracts or future career can also result in tension.

From personal experience I really believe the manager should always aim to achieve a good romantic relationship with co-workers and also try to decrease the degree of stress through effective management skills. I also believe that treating employees as individuals, respecting the diversity at work can also lead to happy and less tensed employees. In my own father's company one effective way of attaining this is usually to be inclusive with all employees. This is difficult when working with large groups however being able to make employees feel safe, secure and included can reduce the amount of stress in the job. An example of this is where employees promote their knowledge and skills so the team isn't just made up of people working alone completing separate jobs, but instead works as a group to achieve a common goal.

The effective control of self-esteem is also an important component in stress management. Self-esteem when properly handled, makes it possible for employees to feel engaged and happy in the workplace. An effective degree of self-esteem will generate an effective worker. From personal experience building a well balanced self-esteem within employees is all about personal development. Establishing goals and supplying employees the data and skills to attain those goals can boost self-esteem, create self-assurance in the employee's abilities and reduce the degree of stress. Other ways of creating confidence is by developing a reward system. A reward system permits praise to be given when employees need it however the management of the machine should be carefully scrutinised so that worker do not become dissatisfied when they can not achieve goals. From personal experience I have seen this technique in use and giving employees praise and rewards for doing a good job the work area can be comparative and employees feel good about success thus creating high self-esteem and happy effective personnel.

Happy effective staff may be easy to establish, however the continuation of the emotion and the deliverance of a low stress workplace can only be achieved through effective management. My view of effective management begins with the ability for managers to be able to set a good example of how they want their workers to work. This is tightly related to the topic of personal- management, which allows a administrator to lead by example. The concept of innovator and follower is very important to determine for managers. Having the ability to lead and instruct employees within an appropriate manner can also effectively manage stress. I have seen this when personally dealing with lecturers and educators. An effective leader, manager or instructor should be able to make people feel relaxed, respected and secure through their attitude towards work and also the way they conduct themselves. In personal experience educators have made me feel peaceful, respected and secure by their positive attitude, friendly personality and capacity to "live what they preach" (they lead by example).

The manager's ability to lead by example also pertains to gathering information on employees likes and dislikes and making certain communication between employees is at an effective level. "The main goals of communication are knowledge management; decision making; coordinating work activities; satisfying relatedness needs; inform; express thoughts and influence. " (Evans, (2010) Communication: Interpersonal Effectiveness, [PowerPoint Slides] retrieved from www. jcu. edu). Although these seeks are not straight related to stress management, it can be devised that if these goals are achieved the employees work weight and general day-to-day tasks can be less tense. In this point in time, intellectual technology has allowed fir communication to be more efficiently received. However, communication which has been received electronically has more of the chance at being misread. Email, memos, voicemails etc. can create greater conflicts than there would be with face to face communication. Through personal experience and watching my father I have learnt that considerable training in electric communication and exactly how to write without mistakenly offending people is very important. Face-to-face communication also permits employees to disclose certain information, allowing visitors to become comfortable with each other and work more directly as a team. The stress reduction factor in the ability for employees to communication effectively is seen when communication lowers the risk of issues and also diminishes the quantity of blunders employees make scheduled to miscommunication. In my own father's company I have heard about many faults made due to miscommunication, such as Loan company Policies on real human relations and work conditions causing anxiety and unrest with employees and lessening efficiency. The miscommunication between loan provider departments and the creation of rumours results high levels of stress which could be prevented if better management have been in place. The kind of manager that I want to be relates tightly with the 'Johari windowpane' and the four panes of associations. I believe by developing a close, professional romance with employees can generate trust and great communication skills. I also think that a manager must have the ability to criticise employees in ways which can make them more efficient at their job. Constructive criticism, as many call this, is the ability to point out a person's behaviour in a way which makes see your face examine their behavior but is done in an optimistic manner. Understanding how to restructure how I give criticism so that my communication is positive and employees have the ability to learn from the criticism I provide them with. I learnt from my father that the way he manages his employees, that positive terms generates more positive responses to production. This ability to reveal information, communicate and take criticism can only just happen when there is a certain level of trust already gained between co-workers. A good example, Employees' perceptions of low role overload-quantitative, role overload qualitative and lack of career development as sources of stress probably lead to low job stress; in turn, this would gain both the organizations and the employees themselves. Low job stress should result in better job satisfaction and organizational dedication, since experts have found significant negative associations between job stress and both job satisfaction and organizational determination (Jamal & Badawi, 1995).

Although communication is vital, being able to talk to a diverse range of employees can be difficult. That is why it is necessary for managers to understand how to communicate in several styles. For example, in the workplace there could be employees which have the ability to process instructions which can be verbally communicated. However, others may be more visually inclined and for that reason managers will need the self-disclosure and close romantic relationship with co-workers to build up and understand what communication styles are needed.

However, managers cannot control every little event that occurs in the workplace and discord can still come up even with good management. A manager's potential to see, notice and counter-top work any possible turmoil is a superb skill to get. However, no director can control people's emotions in this can develop into conflict. The manager's job in this case is to teach employees on the proper ways of handling and controlling their emotions in times of high stress. In my own point of view, I think that company retreats where employees become familiar with one another in an environment apart from the workplace can lead to high degrees of trust between co-workers and also creates opportunities to develop their ability to take care of emotional stressful occasions. From my own experience in learning I've learnt how to approach stressful occasions and control my emotions so that we make rational decisions through observing how my father deals with stress (Exercise and Hobbies and interests) and also through training seminars which have taught me how to comprehend how people think and react to different saturations.

As mentioned previously, positive words, communication and good management are good ways to deal with stress in the workplace. Yet another way to make a stress free environment is to inspire employees in the fact that if staff are encouraged and believe in their job conflicts will be diminished, feelings and irrational behaviours will lower and staff will be happy within themselves and beneficial. Motivation, I find is a very hard skill to learn and will often take years to develop. From the non-public experience I have witnessed great management and motivational skills from one of my educators. Her motivational skills came from her passion for her subject and the opinion in what she was doing. Her enthusiasm and excitement motivated her whole class and her imagination and ingenuity for teaching and learning pedagogies catered to a diverse yet successful school room.

Along with motivational skills comes the capability to be able to observe and separate learning capabilities. Don't assume all individual has the ability to learn in the same way, and as mentioned before, some may be visual learners others may be auditory and lastly, managers will come across tactile learners. In imagine the ability to encourage employees to continue their lifelong learning can be an important skill and through learning comes the capability to gain knowledge and finally understanding and account for others. Like a manager, I believe it is this consideration which is also important to stress management. From personal experience I know that knowledge can bring wisdom and the capability to take action rationally when issues arise.

According to my viewpoint work life balance may be accomplished through proper prioritising between "work", job and ambition on the main one side and "life", pleasure, leisure and family on the other hand. Through this the director can promote workplace health and understand the task or family issue. Stress can be related to this, if an employee is does not have a good work life balance he will undergoing stress in every the ways. I believe there should be a work life balance in the working environment where in fact the employees should be happy and they can give their own effort to attain the common goal. An example, "Singaporean employee perceptions of the supportive HR environment will be adversely related to their perceptions of role overload and responsibility. " (International Journal of Stress Management July 2002).

In summary, it is vital for managers to learn this significance of stress management. Being a manager I believe it's important to keep in mind the organisations, although constructed of people are essentially people that work together. There could be different departments with different managers and therefore different ways of working with duties however, these departments work as a whole in order to effectively achieve a common goal. This is a significance of why stress management is important. If employees are pressured and goals aren't achieved, efficiency and the company suffer. As expressed above in the critical reflection stress can occur from many situations from over work, interruptions or general conflicts between employees. In working with stress in the workplace it's important to keep learning new skills in how to approach conflicts. Some of the factors underlying issues which were examined above included miscommunication, insufficient knowledge or understanding over diverse work area etc. The importance of these factors permits managers to build up an activity or plan helping to offer with these factors. I. E self-disclosure will ideally create an improved working environment due to increased knowledge and understanding of each other and thus the capability to communicate more effectively and effectively with each other. With turmoil comes the necessity for negotiation to be able to resolve conflicts and set up a united workplace. My own experiences and study has allowed me to develop into the type of manager I believe is most efficient. This involves the capability to communicate effectively with a diverse range of learning capabilities and also in a position to work out to the best of my capability so that compromises can be reached when conflicts happen. But most importantly, I believe in setting an example for my co-workers which includes continuing my learning through professional development, showing my knowledge and skills with fellow co-workers, hearing and learning from my co-workers and lastly gaining the capability to be emphatic and understanding of diverse cultures and folks which I will come across both personally and appropriately.

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