Managerial Stress and Hyper Competition

The assignment analyzes the significant stress experienced by managers in today's rapidly changing business environment. It emphasizes how hyper competitive strategies, demanding rapid performance improvements with limited resources, contribute to this stress. The text delves into the role of globalization, increased competition, and the need for constant adaptation as factors exacerbating managerial pressure. It also highlights the challenges managers face in implementing change effectively while mitigating organizational conflicts.

MANAGEMENT AND ORGANIZATIONAL BEHAVIOUR
Management and organizational behaviour
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MANAGEMENT AND ORGANIZATIONAL BEHAVIOUR
With the current changes occurring in the business environment and consumer
market, it is essential for all business organisation to implement organisational change in
order to better sustain and survive in the market. The performance level of the employees also
need to be enhanced, which will help them to respond immediately to the changes that are
being implemented in the external business environment.
Due to this change of environment in the business, the managers within an
organisation has to enhance and improve upon their performance level in order to deal with
the challenges and implement effective decision. There is also the pressure of performance
imperative, where the experienced managers are given the responsibility to maximize the
organisational performance with minimum amount of resources. In the given context, this
essay will reflect upon the challenges that are encountered by the managers of the
organisation to deal with business environment change and implement policy with minimum
amount of resources. The essay will also highlight and analyse the performance that is
required to implement hyper competitive strategies in the context of the current business
environment.
According to Shields et al., (2015), the managers and organisational leaders play the
most important role in implementing organisational change, which is highly common in the
context of today's globalised environment. The organisation faces different kind of challenges
in the form of resistance from the stakeholders while implementing the process of change.
Hence, there is no doubt about the fact that the manager within the organisation need to
implement the change management plan and change management theory that is needed to
remove the barriers that is obtained from the resistance of the employees. It is also important
to note the given context that the managers also have to deal with new forms of resources in
order to properly ensure the change is being implemented. Nevertheless, as mentioned by

MANAGEMENT AND ORGANIZATIONAL BEHAVIOUR
Kras et al., (2017), it is important to note that due to the excessive pressure of the business
competitive environment the management of an organisation often enforces the manager to
implement change with minimum amount of resources. One of the major issues that are
encountered during the process of Change management is due to the fact that most of the
employees have to incorporate themselves into the new style of work profile in order to
perform better with the changing environment of business. This requires high level of training
program that has to be incorporated by the managers. Hence, the managers have to decide
and make plan about the training programs, which will require extra working hours. It is the
duty of the managers of the leaders of the organisation to properly ensure that effective and
quality training have been provided to the employees in order minimise the effects
organisational conflict.
Nevertheless, one of the major issue that are encountered in a context of the current
business scenario is due to the fact that all organisations are aiming to minimise the
expenditure level in order to increase the total volume of profit margin. This has been a major
challenge for the leaders and managers of individual department. For example the manager of
Human Resource Department has to ensure that we are able to get the best quality of labour
in minimum salaries that are given to the Employees. In the given context it is highly
challenging for the human resource manager to improve upon the working skill of the
employees. Another major issue of the Human Resource Department during the time of
Change management is due to the fact that most of the employees are not able to cope up
with the excessive pressure of new working skills. Hence, there is an increase in the volume
of employee turnover that has serious effect on the performance level of the organisation.
Another important challenge for the managers of different department within the
organisation is to implement new organisational structure that is common in the context of
implementing change. It has been often reported that the manager of different department

MANAGEMENT AND ORGANIZATIONAL BEHAVIOUR
implement unethical work practice by terminating the old employees in order to bring about
change in the overall organisational structure. This is mainly due to the fact that in most of
the cases the organisations do not want to spend the extra cost and effort of providing training
to the old employees, whom they consider might not have the capability to deal with the
change and the new types of expertise that is needed to deal with new challenges. There are
also the risks of organizational work conflict that can result due to the change incorporation
as most of the senior employees may resist to the change that will occur with the acceptance
of the new business environment.
As per noted by Helfat and Martin (2015), the organisational manager has to deal with the
excessive pressure of intensifying their performance level, in order to deal with the change.
The information system of the organisation has to be modified, which will help to ensure that
all the employees are properly informed before they are being implemented within the change
practice.
The pressure of implementing change is highly intense in context of the current day
business environment. It has been often seen that managers have to change upon their
leadership style in order to deal with the change that is being implemented in external
business environment. The change of the leadership styles can also result within the
disagreement with the workers at the junior levels. In many cases, the leaders may have to
implement change without taking proper consent with the employees. This can thereby raise
the risks of conflict. This can be another major challenges for the leaders, who may not get
proper support from the junior employees.
One of the major criteria for successful business organisation is the ability to
implement change within a quick process of time. As per noted in the report of Plimmer
(2015), one of the major features of successful multinational corporations is to bring about

MANAGEMENT AND ORGANIZATIONAL BEHAVIOUR
change within the organisation and structure and performance level of the employees. It is
also highly challenging in the context of bringing change that requires high level of
coordination within different departments of the organisation.
According to the work of Mishra, Boynton and Mishra (2014), the change process is
responsible for bringing about high level of stress within the managers. This can cause major
mental health related issues for the mangers. In order to implement hyper competitive
strategy, it is important for the organisation to rapidly improve upon their performance level
in the changing business environment. The main purpose of hyper competitive strategy is to
implement fast business and marketing plan in order to ensure that the Rivals do not get the
opportunity to take the advantage of the opportunity that exist in the external market
environment.
From the context of the given situation I strongly believe that organisational change is
one of the major cause of high level of stress within the managers and leaders of various
departments. I do believe that it is quite obvious from the point of view for the management
to expect high level of performance from the experienced managers. Moreover, in order to
maximize the total volume of profit the business organisation of the current is expect the
manager to implement maximum change and improvement in the performance level with
minimum amount of resources. I do also believe that due to the effect of globalisation there is
excessive pressure within the organisation about maintaining a level of competitive strategy
and implement change within the business environment. I do believe in order to implement
hyper competitive strategy it is essential for the business organisation to implement change
within quick process of time. Hence it is quite of evident about the fact that the managers
have to deal with excessive pressure.

MANAGEMENT AND ORGANIZATIONAL BEHAVIOUR
I also do need to mention about the fact that due to the current trend in the growth of
global market in various sector, there are huge number of business organisations who are
attempting to enter the Global market. In the context of the given environment it can be said
that all business organisation has to deal with excessive pressure of dealing with the threats
from external sources. The managers of an organisation also have to deal with the pressure of
identifying the threats from the external sources. Proper contingency plan need to be
implemented in order to neutralize all forms of threats.
In the concluding note, it can be said that due to performance imperative of the
current days, the managers have to face the pressure of the implementing change in the
business environment. It is highly justified about the fact that due to lack of resources within
the organization, the mangers have to face the extra challenges and pressure. The managers
also have to incorporate new types of working skills and leadership that is believed to be
increase the risk of organizational conflicts.

MANAGEMENT AND ORGANIZATIONAL BEHAVIOUR
Reference
Helfat, C. E., & Martin, J. A. (2015). Dynamic managerial capabilities: Review and
assessment of managerial impact on strategic change. Journal of Management, 41(5),
1281-1312. DOI: 10.1177/0149206314561301
Kras, K. R., Rudes, D. S., & Taxman, F. S. (2017). Managing up and down: community
corrections middle managers’ role conflict and ambiguity during organizational
change. Journal of Crime and Justice, 40(2), 173-187. DOI:
10.1080/0735648X.2015.1085889
Mishra, K., Boynton, L., & Mishra, A. (2014). Driving employee engagement: The expanded
role of internal communications. International Journal of Business Communication,
51(2), 183-202. DOI: 10.1177/2329488414525399
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... &
Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts,
Practices, Strategies. Cambridge University Press.