Impact on Organizational Behavior Due to Work Stress

This article discusses the impact of work stress on organizational behavior, its consequences, and ways to mitigate it. It highlights the issues of stress, such as work pressure, poor management, extra work, and job insecurity, and how they affect employees' physical, mental, and emotional health. The article also suggests ways in which management can mitigate stress, such as providing training, clear job descriptions, and a better work-life balance. The subject is organizational behavior, and the course code and college/university are not mentioned.

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IMPACT ON ORGANIZATIONAL BEHAVIOR DUE TO WORK STRESS
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1IMPACT ON ORGANIZATIONAL BEHAVIOR DUE TO WORK STRESS
Table of Contents
Introduction......................................................................................................................................2
Organizational stress and their issues..............................................................................................2
Impact on organizational behavior due to stress..............................................................................3
Consequences of that stress.............................................................................................................4
Planning from management to mitigate stress.................................................................................5
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

2IMPACT ON ORGANIZATIONAL BEHAVIOR DUE TO WORK STRESS
Introduction
Organizational stress depends on the environmental conditions and the psychology of
employees. The stress factors can create a profound effect on company production and create
worrying situation for employee. Sometimes, employees are unable to meet the target and due to
that reason they have taken extra initiative to cope up with the target and that creates pressure in
workplace. A healthy organization behavior cannot support these kinds of stress as employees’
health issues start from those stress conditions. Stresses like mental, physical and emotional
stress are the concern issues in the workplace. Excessive dependency on a particular person and
imposing extra pressure on that person is the reason behind the stress factor.
Organizational stress and their issues
Workplace stress also evolves in a certain situation when employees are unable to
understand the work culture or they do not have the knowledge to overcome the problem
situation every time, this may be a factor of stress. There are certain pressures situations when
employees are under challenge; they need to find out the way in which they can get rid of that.
But in most of the situation employees are in stress and their mental and physical exhaustion
have started (Siegrist 2016). There are issues like work pressure, poor management, extra work,
less opportunity, monotonous work, aversive tasks, badly designed shift timings, lack of
participation in shift timings, long and unsocial hours, lack of variety in task, inflexible working
schedule which are the major reasons of workplace stress. These are the issues that keep harming
the workplace balance and employees’ retention is a challenge for this occasion. Job insecurity is
another key organizational stress the employees have to face (Laschinger et al. 2014). If they
find that they are not habituated with the process then there is a chance of termination, this is

3IMPACT ON ORGANIZATIONAL BEHAVIOR DUE TO WORK STRESS
another reason for concern that affects production as well. The low social value in the workplace
is harmful to organizational environment and employees are not feeling safe due to that
condition. In an unhealthy workplace, it is not easy to sustain for the employees. Management
sometimes has a poor relationship with their workers and employees are not expressing their
feeling to the management, so big distance is created by both sides.
Impact on organizational behavior due to stress
Organizational behavior changes when the environmental condition in workplace,
unusual behavior andwork-life balance is not maintained in a proper way. Employees feel tired,
exhausted and anxious due to stress. Different disease can happen due to that and all kinds of
disorders are liable for this stress issue. In case of productivity and market position, company
cannot make their mark as employees’ mental conditions are not stable and they are providing
less productivity in their organization (Jacobs et al. 2014). Organization needs to determine those
stress problems so that they can mitigate those stress issue on an urgent basis. A controlled
problem-solving leader is essential for the organization and those control situations influence
better work process and provides employees a healthy environment to work on (Sonnentag and
Fritz 2015). Customers also complain about the service and new staff are not getting recruited in
this unhealthy environment. Organization image damages and workers are not getting
emotionally attachedto the organization. Employees’ absenteeism rate will be on higher side and
they try to skip days as they are not well-accustomed with the environment and pressure. Work
targetmeeting is one of the primary targets that every employee has to meet, but other than this
some extra work or work on holidays or works for long hoursare affecting thework-life balance
of an employee (Luthans, Luthans and Luthans 2015). This is the major concern for that and staff
turnover ratio has increased. Economic factors, reduced man management, lack of clarity in

4IMPACT ON ORGANIZATIONAL BEHAVIOR DUE TO WORK STRESS
understanding, difficult expectationfromorganization - all these situations are connected with
stress factors and have an impacton the organization. There are some other organization issues
like favoritism, authoritative leadership andwrong decision making in important situations
whichimbalancethe situation that employees have to face indifferent organizations (Aikens et al.
2014). In respect of mitigating that situation, better theory of manmanagement and certain stress-
related models can be followed by the effective use of those models and theories. But at the end,
organization has to pursue certain model for changing their organizational structure to mitigate
stress from their workplace.
Consequences of that stress
In case of employees, there are loads of physical and mental problems that may confront
them. Employees’ suffer from physical problems like heart palpitation, tension, headache, aching
muscles due to stress. Their focus has become disorientated and in terms of long-term stress they
even lose their confidence in work and their sleep. Psychological consequences like mood swing,
continuous worry, depressed, pessimistic thoughts and feeling, low esteem, loss of motivation
are possible problems that employees have to suffer if organizational stress occurs in very high
manner (Laschinger and Fida 2014). Mental consequences like confusion in mind, concentration
problems and poor memory may evolve in employees and they are not providing their best in the
organization. There are some behavioral changes as well in employees and these behavioral
changes lead to low productivity for the organization. Employees arriving late at work, change
in eating habits, change in sleep timing, within the office schedule they feel tired, more than
normal absenteeism, increased use in drug, nicotine and alcohol consumption are the behavioral
changes that employees may confront in case of adverse situation in organization (Landy and
Conte 2016). Organizational stress has a limit and this limit is set by determining the potential of

5IMPACT ON ORGANIZATIONAL BEHAVIOR DUE TO WORK STRESS
the employees, demand in production, company’s market position and productivity level of the
employees. But increasing level of stress is not the solution that company must put in front of
their employees; this is not a relevant way to increase their production also. Rather good
organizational condition is needed for the management so that employees can get a healthy
environment and behavior from the organization (Kurtessis et al. 2017). Poor psychological and
emotional outcome sometimes impact on whole life of employees and they are not involved in
any kind of job-related tensions in future. Performance level decreases for this extra tension
issues and the level of violence between employees and management rises up which is a negative
aspect for the company to stage their establishment in the competitive business market.
Planning from management to mitigate stress
There are some ways in which stress can be mitigated by the organization. At the level of
primary prevention, environmental design is important. Work timing, shift timing and balance in
the workplace are important and management needs to make a chart for this so that every
employee has some time for their own to spare. Some of the employees are under stress due to
lack of knowledge about the work process, the organization needs to provide training and
workshops to their employees so that they can adjust with that job and company gets better
production. Job description and understanding of that job needs to be clear for employees so that
the person can only concentrate on that section and try and innovate new ways to sharpen the
performance (Scott and Davis 2015). Better Communication level is needed for management and
employees. Communication can mitigate adverse situation and misconception regarding any kind
of work and this is the reason behind stress relief. Reasonable social environment motivates
teamwork. Team bonding and better production can be drawn from better social environment
that certainly helps to motivate every individual for better production. Emotional dealing

6IMPACT ON ORGANIZATIONAL BEHAVIOR DUE TO WORK STRESS
sometimes mitigates stress, though this is not applicable in case of no emotional touch with
organization but in most of the cases, this emotional touch help employees to take those
responsibilities for the sake of the organization (Fiksenbaum 2014). The organization uses
different theories of stress mitigation like Selye’s theory or Coping theories (Frydenberg 2017).
In most of the cases, these leaders or management bring in some new strategy so that employees’
retention cannot be effective. Coping theory is related to a better relationship with management
and employees. Provide a different process to employees so that they can cope up with the
organizational structure and deliver the expected production for the organization.
Conclusion
Therefore it can be concluded that organizational stress is not good from the employees’
perspective. Production level, employees’ engagement with the organization can face a huge
problem due to that issue. Most of the situations are very common in workplace and employees
are the only targeted option for management. Psychological, mental, physical and behavioral
changes happen for stress and long-term effect of these problems are directed towards massive
loss of employees. The organization needs to implement some innovative way so that stress
problem can be mitigated or employees have the power to bear that extra stress. In this paper, the
issues of stress have been discussed. Organizational stress adaptation, tolerance and work culture
are not equal for every employee and thus everyone has different procedure to do that work. In
that situation if organization imposes extra pressure on that employee, natural flow diminishes
and the expected production also is not found from that employee. So to avoid this behavioral
change, modification in organizational process is important so that good flow of work culture
and environment remains.

7IMPACT ON ORGANIZATIONAL BEHAVIOR DUE TO WORK STRESS
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