Different Types of Workplace Strain

This essay highlights the different types of strains experienced by employees and managers in the place of work and provides mitigation strategies to minimize the strains and create a safe and healthy work environment.

Running head: Workplace Strains 1
Different types of workplace strain
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Different Types of Workplace Strain
Introduction
The employees form an integral part of an organization. It is important for the managers
and other leaders in the organization to put in place and observe the right policies which ensure
the health and safety of the workers. Occupational health and safety therefore remains a crucial
element especially in the internal environment of an organization since it has a direct link with
the level of output as exhibited by employees. At the same time, a healthy and safe work
environment enhances motivation among employees which in turn encourages them to give their
best towards the organizational goals and objectives. In a bid to ensure the best working
environment for employees it would be important to identify the various types of work place
strains. Consequently, this essay highlights the different types of strains experienced by
employees and managers in the place of work. Additionally, the discussion shall comprise an
outline of some of the mitigation strategies which can be implemented in order to minimize the
strains and hence give room for a safe and healthy work environment.
Workplace strains
Communication
One of the core challenges especially in a work environment which is characterized by
diversity is the aspect of communication. Diversity in a place of work may include individuals
from various cultural backgrounds working in the same company. In such cases, the employees
may find it hard communication with each other especially when there is lack of a common
language. Strains in communication as a result of language barrier is mostly experienced by
employees working in international companies hence are deployed in remote areas where the
basic means of communication is through the use of local dialect. Language barrier hinders the
effective flow of information between the various organs within the organization. The contents
and the message are likely to be distorted especially when the recipients fail to receive the
message precisely. Poor communication also comes with other challenges for instances, it slows
down the speed of decision making. This also hinders the speedy flow of other processes within
the organization.

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As a mitigation strategy, the organization may choose to invest on training of employees
in line with the aspects of communication. This strategy may involve taking the employees
through periodic programs of exposure in which they learn more on communication skills and
the alternative approaches that can be used to make communication effective despite the
challenge of cultural diversity. At the same time, the organization may choose to include a policy
in the recruitment process which specifically gives an upper hand to job seekers who are
proficient in at least more than one language. This would lead to the development of a work
environment where employees and the leaders are able to communicate effectively with one
another. Proper communication equally leads to a better flow in other processes for instance
decision making and the overall understanding of the organizational goals and objectives.
Furthermore, effective communication minimizes the errors which may be made by workers in
the process of executing their duties which in turn improves the quality of the output. Improved
output works to the advantage of the organization while generally enhancing confidence and
motivation among the employees.
Unhealthy relationships
Interaction between different individuals at the place of work is inevitable. While some of
these interactions are always productive and informative, others may come with a sour taste
hence impacting unity which is a crucial element within the organization. Relationships may be
between the leaders and the employees and also among the employees. Depending on the
leadership approach embraced by the managers, the workers may either feel out of place or
important to the organization. In cases where the managers are aggressive and use an
authoritative approach, the workers are less likely to feel comfortable in such surroundings.
Aggressive leadership mainly sees the employees as a source of labor and not necessarily as
integral components who can also aid with innovative ideas during the process of decision
making. In such work environments, the workers tend to create a negative attitude towards the
leaders which in turn affects their commitment to the overall vision of the organization. On the
other hand, a leader who consistently involves the workers in important decision making
processes does a lot in enhancing their levels of motivation and confidence. The workers feel
needed and this encourages them to give their best hence improving the productivity.

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It can therefore be deduced that a strain in relationship between employees and their
leaders affects the safety of a work place. At the same time, unhealthy relationships among the
employees themselves equally hinder the effective flow of processes. A good working
environment is often characterized by unity and cohesion among the workers which eventually
increases the strength of the human resource fraternity. In order to enhance better relationships
among the workers, an organization may introduce various interactive platforms where the
employees get to connect with each other hence learning new ways of maintaining a healthy
work environment through healthy relationships. The managers may also need to employ
strategic measures and effective leadership approaches which tend to bring out the best in the
employees. For instance, the workers can be involved in the process of decision making where
their opinions are received and factored in when important decisions about the continuity of the
organization are being made.
Below standard facilities
The workers in any organization deserve to work under the best conditions. This can be
achieved when the facilities that are at their disposal are the right ones for their specific jobs and
responsibilities (Roughton, 2012). For instance, an individual working in a noisy segment of the
organization ought to have the necessary protective gear to ensure that the noise doesn’t have
health or physical implications on the worker. At the same time, a stuffy arena ought to be
effectively ventilated to ensure the right temperatures and free flow of air within the room. This
retains a healthy and safe environment. The right work place ought to be one which the
employees are often looking forward to being in. It becomes quite strenuous when the employees
are accorded responsibilities without the availability of the resources necessary for the successful
accomplishment of these duties. In order to minimize such strains, it would be prudent for an
organization to install efficient machines in addition to availing the right facilities to aid the
worker in the daily execution of their duties.
Low motivation
Motivation is a key aspect at the place of work. A team that is motivated is likely to
achieve and deliver more than a situation in which the workers have issues. Motivation can be
achieved through the remission of timely wages as well as the establishment of a stable reward

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system. The workers tend to offer their best in instances where their efforts are recognized and
rewarded appropriately. On the other hand, delaying the workers pays and the absence of a
reward system drastically lowers motivational levels within the place of work hence acting as a
strain. Low motivation at the place of work can be enhance through employee empowerment,
training, exposure in addition to timely rewards and pays.
Long working hours
An organized work environment is often characterized by specific schedules, rules and
regulations which guide the workers on a day to day basis. In some organizations, the employees
are subjected to long working hours which may go beyond the normal stipulations. This strategy
is unfair to the employee as they end up getting physically strained. Such strenuous
environments hinder the workers from giving their best as they often lack what it takes. It would
therefore be important for an organization to employ workers based on the amount of labor that
is required at the organization. This strategy ensures that that the workers finish their duties
within the right time hence have enough time to rest. Such approaches go a long way in
enhancing the effectiveness of the employees at all times.
Conclusion
The core objective of any organization is to ensure high output levels are recorded. This
happens mainly when the employees are surrounded by a safe and healthy environment. In the
discussion above, a number of aspects were recorded as the strains experienced by workers in
organization. First, there is the aspect of poor communication which emanates from language
barrier. This hinders the free flow of information which is integral for effectiveness within an
organization. Secondly, there is the aspect of unhealthy relationships which lower confidence
levels among works. Inadequate facilities also cause the workers to strain in the process of
executing their duties (Ladou, 2012). The fourth strain is low motivation which does not only act
as a strain but equally impedes the workers from offering their best to the organization. Lastly,
long working hours was also mentioned as a major source of strain in organizations. As a
mitigation measure, leaders ought to review and implement the best leadership approaches which
enhance motivation and confidence levels among workers. Efficient facilities also create the
much needed safety at the place of work. In a nut shell, there are various strains which may

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affect the effective flow of processes within an organization. However, the implementation of the
right strategies plays a pivotal role in ensuring a healthy and safe work environment.

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References
Ladou, J. (2012). Current Occupational & Environmental Medicine. New York: McGraw-Hill
Professional.
Roughton, J. (2012). Developing an Effective Safety Culture: A Leadership Approach. New
York: Butterworth-Heinemann.