Job Stress, Satisfaction, and Workforce Productivity
Added on 2020-03-01
9 Pages2474 Words263 Views
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Student’s Last Name1Organizational BehaviorBy (Name)CourseProfessorUniversityDate
Student’s Last Name2IntroductionThis essay focuses on the effect of work intensification and an analysis of how job stress relates to job satisfaction. In addition, remedies are provided regarding how the effects of job stress can be prevented. Basing on the modern world, the innovative technology, consumer demands and the extension in the market for competitors experience a continuous growth (Li, Hu, Zhou, He, Fan, Liu, Zhang, Li and Sun, 2014 pp.10). For this reason, several institutions shift their content constantly and they get deeper to work for the development of the organization. If the organizations wish to succeed, the employees are required to be flexible and adaptable to the rapid changes experienced in the working environment (Hoboubi, Choobineh, Ghanavati, Keshavarzi and Hosseini, 2017 pp.68). The issue resulted in an intensification of work and heavy workload which slowly leads to job stress, and affects the employee’s job satisfaction. DiscussionJob stress refers to the destructive emotions and the physical responses which are associated with the job qualifications, for instance, if there lack a match of the individual abilities, the employee’s needs, or the resources. Job stress results from injuries as well as poor health. On the other hand, job satisfaction can be defined in various diverse ways. Some individuals perceive that job satisfaction is the content that an individual has in regard to their
Student’s Last Name3work (Taylor,2017, (n.d)). In simple words, if they like their job, the facets associated with the job as well as the individual factors which include supervision or the nature of the job. Zablah, Carlson, Donavan, Maxham III, and Brown, 2016 outlines the cause of job satisfaction. For instance, for an employee to be satisfied they must be fit for the job in terms of qualifications, environment, and salary demands. In case the personality traits of an individual do not fit the job or organization they are prone to experience job stress (Zablah, Carlson, Donavan, Maxham III, and Brown, 2016 pp.743). Also, if there is misguide regarding the individual perceptions about a certain job they are prone to experience job stress as well. There individuals should minimize theoverload of emotional labor to avoid job stress and acquire job satisfaction. The job stress and job satisfaction are related. From the theoretical perspective, the theory of person-environment indicates that stress occurs due to the individual fit or rather misfit with the surrounding. For instance, an individual may experience stress when trying to cope and also induce their defense mechanisms at work (Burchell, Hudson, Ladipo, Mankelow & Nolan,1999, (n.d)). Various studies have been conducted which reveals that job stress correlates to the job satisfaction hence the productivity levels of the employees are impacted.Job stress matters to the stakeholders, employees, and to the managers of the institutions. It is a difficult term which has various definitions, and its effects on job satisfaction can be explored using various theoretical models. The cognitive theory focuses on stress, coping with job stress, and it views stress as the friction which arises between an employee and their workingenvironment. The cognitive theory provides resources as significant factors in the organization which may cause job stress (Bemana, Moradi, Ghasemi, Taghavi and Ghayoor, 2013 pp.235). The theory suggests that if the needs of the employees are more than the available resources, then stress is bound to occur. The affective job satisfaction is defined as the individual emotional
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