Stress Management at Workplace

This article discusses the techniques and benefits of stress management at the workplace. It explores the causes of workplace stress and provides strategies for managing and reducing stress levels. Stress management can improve employee performance and enhance organizational productivity.

Research Skills 1

Table of Contents
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
CONCLUSION...........................................................................................................................................6
REFERENCES............................................................................................................................................7

INTRODUCTION
Stress management is wide spectrum of the techniques which aimed at controlling stress
level of a person mainly chronic stress usually fro purpose of improving the everyday
functioning. The workplace stress is harmful emotional and physical response that can happen
when there is conflict among job demand of employee and control amount of employee has over
to meeting these requirements. Organizations find the effective ways to manage the stress so that
performance level of staff members can be improved.
MAIN BODY
According to Jeanne Segal, Melinda Smith, Lawrence Robinson and Robert Segal (2020)
Stress at workplace is response that people may have when they presented with work pressures
as well as demands which are not matched to abilities. The workplace pressure is unavoidable
because of demand of contemporary working environment. It can be caused through the poor
working organization, poor management, and lack of support from supervisors and
unsatisfactory working conditions. Mainly the workplace stress occurs when there is mismatch
among needs of role, resources and capabilities. As per viewpoint of Susan Michie (2020),
workplace is necessary source of pressures and demands which causing sees, social resources
and the structural to counteract the stress. It can lead to mental and physical health related issues
and losses for the company by sickness absences. The causes in the workplace that have been
reported for stress and health risks can be identified as those relating to job content and those
related to the social as well as organizational working environment. These are inherent in the job
involve long working hours, overburden, time pressure, complicated or difficult assignments,
lack of breaks and bad physical working conditions. Unclear work or overlapping responsibilities
and limitations can cause stress. The opportunities for career growth are valuable barriers against
current pressures, which are stressful under promotion, lack of preparation and work insecurity.
Two other main sources of stress or tension reserves exist such as employee relations and
organizational culture. Critical, challenging, support less or aggressive managers generate stress,
while a positive social aspect increases work and good working teams. In context to this,
managing the stress at workplace is necessary to organizational because it helps in improving

employee performance as well as enhances organizational productivity. The one way to assist a
person in requirement is to give them the better resources so that they can able to handle the
stress in an effective manner. The less support from the high management, supervisor and the
colleagues causes stress between the staff members. If the staff members would have the control
over their duties and the work then in this case the stress level can be reduced. There should be a
designated Authority to staff members for the purpose of manage their work and they should
have a talk to participate in decision related work. In addition to this, the main cause of a work
related stress is mainly designed in a manner that would not be manageable through staff
members. According to Elizabeth Scott (2020), Conflicts at work are not abnormal and arise
more than think. Many disputes arise because of differences in views, personality and stress.
Stress disputes usually build up and explode over time. It would also help to learn how to handle
disputes at work. However, stress management and knowledge of possible problems would make
life easier for staff members at workplace. Conflicts in workplaces create choices, and
employees do not need great distraction It is necessary for organization to manage stress at
workplace, there is a need to think positive and also organized the work so that employee can not
face the issues regarding wok and able to complete within given period of time in an effective
manner. It is necessary to stay away from the conflict because the interpersonal conflict takes toll
on emotional as well as physical health and avoiding the conflict at workplace is beneficial for
improvement at workplace. It is necessary for an organization to determine the sources of stress
and make them privatize. There can be Personal and workplace pressures that causing the stress.
It is necessary to management to make improvement in the stress management skills to
determine source causing this. After identification the stress management skills, it is necessary to
make priority list and tackle all the stressors once. It will help in revealing part of the stress at
work. Training is one of the effective ways to reduce the stress at workplace. This involves
training on the consequences as well as cause of stress to identify the stress. Manager can help
the job related stress and guide the employee so that they can able to manage the stress at
workplace. In addition to this purpose it is necessary for the manager tutorial of the clear
communication with the staff members regarding their roles and responsibilities. It provides the
opportunities to Staff members to participate in the decision which affect their jobs and also
sharing the information with staff members to minimize uncertainty regarding their job. On the
basis of Elsa Anderson (2018) the communication, positive language and the good management

for the better ways to deal with stress at workplace. The other way to develop stress free working
environment is to motivate the staff members in belief that if they are motivated then there is a
chance of conflict will be reduced and take and work happily at workplace. It is necessary for the
managers to learn about the stress management. Managing the stress at workplace will increase
the productivity level of an organization at the acceptable level. With the under control stress
level, there will be minimum chance of reduced productivity. For this it is necessary for the
organization to develop the better communication with the staff members and also provide them
the positive working environment. From the stress management, there will be better chance of
replace conflict at workplace. Effective stress management skills are helpful in developing the
better communication among the manager and employees and also develop the positive working
environment at workplace. On the other hand, moral of staff members and workplace
relationship remain enact, skills of stress management are mainly considered main contribution
to improve the organizational productivity. Stress management at work will enable teamwork to
be created. Stress destroys the ability to develop teamwork several times. Positive effects are
observed among leaders that search among stress management resources. Company use stress
reduction as an instrument. Many employees dislike the notion of seminars for teambuilding
because of the simple stressors at work. Thus, remove tension and create a cohesive team. The
goals of a quality stress management system is to reduce high levels of work stress and to
encourage innovative ways of helping workers better handle stress. The future and
implementation of such a program could help avoid serious health problems, prevent the burnout
of employees and lower healthcare costs and save company more money in the long term. As per
opinion of Nicole J. LeBlanc and Luana Marques (2020), when the morality of the employee is
strong and working relationship remains intact. This increases the productivity of employees.
Through using better stress management skills, even in the most difficult circumstances, there is
no risk of customer dissatisfaction or misguided decision-making. There is a different stress level
for every employee. Stress factors can be contributed to work performance directly. This also
enables to assess how well workers in the team operate. Good stress management skills can help
in assess them and improve their performance. In addition to this, stress management improves
the performance level of employees as well as the organization. From balance in the stress the
employees can able to perform in a better manner and focus on attaining the specific aims and
objectives of an organization. The stress management is helpful for the staff members to remove

the stress and also develop the positive work environment at the workplace. The manager plays a
necessary role in order to managing stress at workplace by improving the stress management
skills. Providing the stress management skills is necessary to employees so that they can able to
manage the stress and not to develop the negative impact on their performance level. In this
manner, employees can able to manage stress at workplace and make improvement in their
performance level at workplace.
CONCLUSION
From the above mention report it has been concluded that stress management is helpful
for an organization to reduce the chances of stress and also make improvement in performances
of employees as well as organization. There have been different causes of stress discussed such
as poor working conditions, negative communication, arise conflict and others. From managing
the stress at workplace, there are many benefits gained through company such as reduce
absenteeism, retention, improve employee performance and many others.

REFERENCES
Cottrell, S., 2015. Skills for success – Chapter 4 p. 115-128 2. (available through Kortext)
Gardiner, J and Barefoot, B., 2019. Step by step – Chapter 12 p. 191-202 3. (available through
Kortext)
Hargrove, M., Nelson, D., & Cooper, C., 2013. Generating eustress by challenging employees:
Helping people savor their work p. 61-62 & p. 64 – 67 (available through the Digital
Library after week 8)
Loehr, J and Schwartz, T., 2003. The power of full engagement. Chapter 3 p. 28-47 5. (available
through the VLE after week 8)
Thompson, N., 2015. People skills – Chapter 3 p. 20-26 4. (available through Kortext)