Learning about Stress Management for Workplace Performance Improvement

This document discusses the importance of learning about stress management for improving performance in the workplace. It explores how stress affects employee morale and turnover, and how cognitive theory and Bandura's model can be applied to mitigate stress. The document also provides insights into the case study of a hotel rebranding and its impact on staff members.

Learning about stress management can help
improve performance in the workplace
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Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
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INTRODUCTION
The documentation is mainly focused on the learning about stress management that can help
to improve overall business at workplace. It enable to motivate employee otherwise stress
demotivate staff members and also minimise the employee turnover. By using stress
management skill which always inspire to keep boost the employee morale. In this way, they
always focused on their job and performance at workplace. According to case study, it will
concern about the hotel rebranding, provide the better services and facilities to customer.
Furthermore, it will identify that how staff members inspire towards the hotel activities while
increasing overall productivity and profitability in global marketplaces. However, it will use the
cognitive theory for examining the factor that impact on the staff members in the organization,
assume two another factors from bandura’s model.
MAIN BODY
Overview
As per given case study, it has examined the principle of hotel London which are located
in Russell Square. It is also known as Russell History. The organization has employed over 2000
employees work in different department such as operations, housekeeping, food and beverage,
sales and marketing (Godfrey 2018). The Hotel is mainly focused on the potential guest where
they can try to satisfy with facilities as well as services. In July, 3 month after buying the hotel
and also informed the staff members that hotel would be rebranded as a Kimpton hotel. It is to be
consider first kimpton hotel in United Kingdom. This type of change will affects or frustrated the
staff members because hotel has completely finished their own branding. It can be involved for
changing the hardware system, policies, procedures and other facilities. So as increase stress
level among staff members in regards of learning new things. Sometimes, it would be difficulties
for employee to adopt new things. During this time, it has been considered the cognitive theory
which examined the impact on the individual staff members within hotel.
Discuss about the Social cognitive theory that examine the factors which impact on the
individual conduct of staff.
Social cognitive theory is based on the social learning which has proposed in several
disciplines, including information technology, management. By using theory, it should be
identified individual behaviour by emphasizing the internal as well as external social
reinforcement (Lieberman et al 2019). Social cognitive theory has proposed model by Bandura
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that mainly explain the human functionality, personality as caused by behavioural interaction,
environmental as well as cognitive factor. As per give study, it has been applied the cognitive
theory within IHG hotel for identifying the behaviour of employees and associated with human
functionality (Cross and Carbery, 2016). In this way, it should be considered the important
factors which influencing the behaviour of staff members.
Persson et al (2014) Self-efficiency is mainly refers as an ability that useful for
organising, executing the various action in order to produce the significant specific behaviour
towards rebranding. During policies and procedure change, it has been analysed the individual
staff member confident to adapt the new things because they have an ability and capability to
handle situation. During rebranding, Employee within hotel can drive from self-reflection and
easily deals with the situations.
On the other hand, it also discussed about the Observational or learning model that useful
for identifying behaviour of staff members. Rebranding that everything will be changed so as
needs for individual to apply a significant actions. Another important thing is to interact with
supervisor, co-worker which facilities cognitive behaviour towards observational learning. It is
helping for controlled the stress level of staff members effectively and efficiently. Judgeet and
et.al. (2007) Work-related performance is important in the rebranding that always support for
enhancing the own abilities and capabilities. Therefore, staff member communicate with leaders
to learn something new concept.
As per case study, Godfrey (2018) it has been identified that organizational facilitators
provide training opportunities of employee and also target their behaviour where how they will
adopt new system, policies in proper manner. In kimpton hotel, manager are conducting the
training session where each and every members participate. They can build their own
understanding related the computer security and other type of resources. It always motivate the
employee to handle the security services within hotel effectively.
Self-regulation can be referred as a process of taking control and also evaluating the
individual behaviour within organization. It has been established the link between standards,
beliefs and other behaviour of people. In this way, it always motivate the members by fulfilling
the valued goals, dissatisfied through performance and efficiency. Thus, individuals are
becoming self-evaluated towards the rebranding process whereas manager can monitor to keep
record.
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Given that workplace is a based on the social milieu, determine behaviour of individuals,
supervisors. It often how they can deal with the different business operations and functions. Staff
member may influenced by other supervisors in term of computer security, practices (Lieberman
and et.al., 2019). In this way, it can be reported the subjective norms and staff desire to comply
with hotel policies or procedures. As a consequence, staff members may learn or imitate
pervading acceptable computer-related security and privacy. Employee who have participated in
the data security training and other awareness program which tend to be controlled and handled
the misleading of information. Furthermore, it also providing the better facilities and service to
the guest who will visit again in the hotel Schwartzet Al (2008)
relationships between
variables.”
During rebranding, employees who are received the adequate support from organization
while maintaining the desirable performance and efficiency (McDermott and Keating, 2012). in
another way, it also identified that facilitating condition of awareness program, resources which
are positively impact on the behaviour, attitude of employee within organization.
Apart from that learning processes tends to have higher personal standards which
primarily shown as a result or outcome. Staff members has reduced their stress level through
learning process. They can engaged with self-evaluative process which are likely to keep their
hardware related privacy or security conduct. In some situations, it can be acceptable as personal
standards.
Identify the two different factors from Bandura’s model.
Bandura’s model is a type of framework that are criticism of social learning which arise
from their environment as influence on behaviour, attitude of staff members. Environment is
consider as an important factor which influence greatly impact on the individuals (Erhardt,
Martin-Rios & Heckscher, 2016). It has occurred the opinion towards given workplace in term of
social system. In this way, individual behaviour can directly influenced by peers. It is also
integrated with the learning into culture or environment of organization. It should attract the
intelligent, skilled and innovative employee that can develop the learning environment.
Sometimes, they also engaged with the learning in effective manner.
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Collins et al. (2019) it can be possible when staff members motivate with different
training session where they can improve own abilities. On the other hand, it is manipulating the
descriptive social norms which has shown to encourage the other people to adopt culture or
environment. Furthermore, it has suggested that altering social norms which directly affects on
the behaviour and attitude of people (Lieberman et al 2019). As suggested that consider as social
norm by employee at workplace. It help for enhancing their own ability to deal with various
activities that will perform in the organization.
Furthermore, it can be identified the environment or culture issue because of policies
change. So as needed to handle the healthy positive environment which always motivating the
potential employee towards organizational goal and objective. Furthermore, environment factor
impact on the employee to learn new thing which including specific time, they are taking as
learning opportunities from their supervisors, colleagues and managers. In this way, employee
can improve their performance at workplace, looking for creative solution to resolve issue or
problem in enterprise activities. in this way, it has identified that Social learning is diversely that
there are different ways to improve the performance and efficiency of employee in the
organization.
On the other hand, Behavioural factor is another important part in term of social learning
whereas manager monitor the regular activities of staff members. Afterward, manager can
identify their individual behaviour, attitude towards specific task. In order to require each staff
member for improving the self-awareness, improvement which required for handling overall
business operation and function (McDermott and Keating 2012). The improvement depend on
the behaviour of staff member how they will adapt situation within organization.
It provide them an innovative ideas whether social learning is not working. As per case
study, it has found that staff members are deviating from the behaviour model which become
consider as an effective. It help for reinforcement negative opinion. Sometimes, individuals
failed because of their behaviour but it should require to understand the consequences.
As per discussion, it has summarised about the both environmental as well as behaviour
factors which are significantly impact on the performance of employee at workplace. So as
implement social learning practices that will encourage or motivate employee towards business
growth and development in global marketplace. Furthermore, by using learning theory that help
for describing how individual think, belief and human behaviour. In hotel, it is to be considered
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as an approach which help for explaining the behaviour in term of interaction between cognitive,
behavioural and environmental.
CONCLUSION
From above discussion, it concluded that learning about stress management become
significant aspects within hotel enterprises. It is supporting the staff members to encourage
towards organizational goal and objective through cognitive social theory. It provide behaviour,
attitude towards business activities. Furthermore, it can be identified that how staff members
inspire towards the hotel activities while increasing overall productivity and profitability in
global marketplaces. However, it is used the cognitive theory for examining the factor that
impact on the staff members in the organization, assume two another factors from bandura’s
model.
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REFERENCES
Book and Journals
Collins et al., 2019. Two observational studies examining the effect of a social norm and a health
message on the purchase of vegetables in student canteen settings. Appetite. 132. pp.122–
130.
Cross, C. and Carbery, R., eds., 2016. Organisational behaviour: an introduction London:
Palgrave
Erhardt, Martin-Rios & Heckscher, 2016. Am I doing the right thing? Unpacking workplace
rituals as mechanisms for strong organizational culture. International Journal of
Hospitality Management. 59. pp.31–41.
Godfrey, J., 2018. How to use your reading in your essays. 3rd ed. London: Palgrave
Judge, T.A. et al., 2007. Self-Efficacy and Work-Related Performance: The Integral Role of
Individual Differences. Journal of Applied Psychology. 92(1). pp.107–127J
Lieberman, A. et.al. 2019. How incentive framing can harness the power of social norms,
Organizational Behavior and Human Decision Processes,Volume 151. Pages 118-131.
McDermott, A. M. and Keating, M. A. (2012) ‘Making Service Improvement Happen: The
Importance of Social Context’, The Journal of Applied Behavioral Science. 48(1). pp.
62–92.
Persson, R. et al., 2014. The Relationship Between Self-Efficacy and Help Evasion. Health
Education & Behavior. 41(1). pp.7–11.
Schwartz, D. et. Al., 2008. Using normative social influence to promote conservation among
hotel guests. Social Influence 3. 4-23..
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