Analyzing Marketing Article: Creating a Culture of Fulfillment

This discussion board post analyzes an article focusing on how managers can create a culture of fulfillment by transforming workplace stress into eustress. The analysis employs Toulmin's model to evaluate the article's argument, detailing the claim, grounds, warrants, backing, qualifiers, and rebuttals. The author supports the argument using interview data, highlighting actions managers can take to increase employee fulfillment, such as calibrating work challenges, delivering a return on investment in work, generating energy, and enabling workplace autonomy. The sources are deemed credible due to the inclusion of research and interviews. The post reflects on how the analysis will influence the author's own proposition papers, emphasizing the importance of peer-reviewed journal articles. It concludes by agreeing with the article's stance on the role of managers in mitigating stress but suggests other factors like a healthy atmosphere and positive relationships also contribute.

Running head: Marketing
Marketing
Name of the Student
Name of the University
Author Note

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The main point or the thesis of the article is how managers can create a culture of fulfillment and
can transform stress into fulfillment. The author identifies the causes of stress that includes
increasing job demands and an increase in the pace of workload among others, the individual
characteristics that help decide how an individual copes with stress. People who are strong,
resilient, optimistic, and positive and have a high self-esteem have a high coping ability. In
addition, individuals who possess a strong control over their lives suffer less from stress.
According to the author, managers can mitigate stress by introducing conditions that alleviates
stress in the workplace. By doing this, managers can alter the distress of the workforce into
eustress (Davenport, 2015).
The evidence that the author used to support his argument includes data from interviews.
The author was successful in connecting the evidence to the main point because the author was
able to state the four actions of managers that can increase fulfillment among employees at the
workplace, which includes, Calibrating Work Challenge, Delivering a Return on Investment in
Work, Generating Energy and Enabling Workplace Autonomy (Davenport, 2015). The sources
presented by the author were credible because it consisted of research and interviews. Credulity
does make a huge difference for me to accept the author’s findings.
I did not notice any absolutes or limiters and the author did not present any points of
opposition and counterarguments. The author steadfastly believes that managers can contribute a
lot to alleviate stress in employees. I will approach a similar in my pro-position papers by
reading up on peer-reviewed journal articles. No, my peers did not miss anything that I missed. It
influenced my reaction in terms of the fact that it made me realize the strong position held by the
author. I agree with the stance in this article and believe that managers can to do a lot to mitigate

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stress, but I feel other factors can also help to alleviate stress among employees, such as having a
healthy atmosphere at the workplace, positive relationships with co-workers, rewards and
encouragement provided to employees by the management etc.

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REFERENCES:
Davenport, T. O. (2015). The Good Stress Strategy: How Managers Can Transform Stress into
Fulfillment. Employment Relations Today, 42(3), 9-20.
Stamper, C. L., & Johlke, M. C. (2003). The impact of perceived organizational support on the
relationship between boundary spanner role stress and work outcmes. Journal of
Management, 29(4), 569-588.