Stress Management: Factors, Consequences, and Solutions Report

This report delves into the critical issue of workplace stress, its impact on employees, and effective management strategies. It begins by defining work-related stress and its prevalence, emphasizing the importance of addressing it to optimize employee outcomes. The report explores various factors contributing to employee stress, including job dissatisfaction, lack of support, and workplace bullying. It then investigates the consequences of unmanaged stress, such as reduced productivity, absenteeism, and potential health issues. A comprehensive literature review examines existing research on stress causes, including work performance expectations and organizational climate. The report identifies key variables like lack of motivation, job satisfaction, and poor stress management skills. The methodology involves a questionnaire to collect data from 60 employees, aiming for an equal gender distribution, and the use of the Cronbach Alpha test to ensure validity. The report also explores various stress management interventions, such as relaxation techniques, cognitive behavioral therapy, and mindfulness training, highlighting their effectiveness. The ultimate goal is to provide insights into the importance of stress management for both employee well-being and organizational success.

Running head: STRESS MANAGEMENT
Stress Management
Name of the Student
Name of the University
Author Note

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Introduction
In recent time, work place stress is quite common among the employee and it is
observed that, it is very crucial to manage workplaces stresses among employee in order to
take out the best outcome from all of the employee. According to the report of World Health
Organization, work-related stress refers to the response that people may face due to the work
pressure and work response and those responses cause difficulties to them as those pressure
conditions are beyond their knowledge and expectations. In the work places, stress can
happen in a wide range and this conditions become more complex when employees feel that
they have no any support from the employers’ end. Work related stress in the work places is
an undetachable part of working life due to the changing nature of work circumstances.
Therefore, it is reported that, when, the work related stress become unmanageable then, the
condition leads to condition of stress among the employees (World Health Organization
2019). In this report, the concepts of work-related stress and its impact on the employees will
be discussed. In addition, the consequences of stress and importance of addressing
employees’ stress are also discussed.
Rationale
This research addresses the issue of stress among the employees of the organization due to
the high pressure of works in their work places and it may possible that, due to the high
amount of work related stress, the employees may feel demotivated about their work. The
main reason of conducting this study is that due to the stress in the work place, the employees
may face various consequences such as alteration in the productivity of the employees due to
their stress. In addition to this, cases of absenteeism is also associated with this problem of
stress (Hassard et al. 2014).

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Some of the challenges faced by the employees in their work place due the work related
stress are job dissatisfaction, absenteeism, lack of motivation, alteration in the productivity of
employees. So, it can be said that, this study will help to find a clear scenario of conditions
faced by the employees due to the work related stress in their work places (Gulavani and
Shinde 2014).
This study will simultaneously investigate the importance of addressing stresses among the
employees and the consequences if the work related stress condition of the employees are
kept unmanaged. Moreover, the reason of addressing the stress of the employees will also be
assessed and the process of coping with stress condition will be examined.
Research Questions
1) What factors affect employee stress?
2) How does the employee exceed the tension?
3) Why the employee’s stress is addressed?
4) What is the consequences of employee tension?
Objectives of the Study
The main objectives of this study are as follows-
a) To investigate the factors that affect the stress condition of the employee
b) To find out the ways that help employees to overcome stress in their work place
c) To examine the importance of addressing the stress of employees
d) To find out the consequences of stress among the employees
Literature Review
According to the study of Boddy ( 2014), stress is caused by the response of an
employee when a the employee faces definite demands and pressure which does not match

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the level of knowledge of that employee and that in turn poses a serious challenge and threat
to the employee and it will cause a situation in which an employee would face a struggle for
existence in that particular workplace. In another study by Cummings and Worley (2014), it
is reported that, the different work place has different kinds of work place stress. However, if
in any condition, the employee feels that, he or she has not adequate support in the work
place, he or she might start to feel stressful due to such behaviour of the employee. The
concept of healthy job is very crucial while addressing this topic of stress in the work place. It
is said that, any job can be a healthy job when it is appropriate to an employee in terms of his/
her ability and if an employee has adequate amount of control on his/ her job, the job will be
automatically healthy for the employee. In addition to this, a healthy work environment will
also contribute to the quality of a job for being a healthy job. A good work environment may
comprise of the regular and continuous assessment of hazards that may affect the health of
the employee and it can be said that, a healthy work environment can help to reduce the
work related stress among employees (Mateescu and Chraif 2015).
According to Freedy and Hobfoll (2017), work related stress refers to the representation of
ways through which an employee deal with the complex situation in his/ her workplace as the
demands and prtessure of the workplaces can not be compromised due to the lack of
knowledge and capabilities of the employees. The issue of pressure in the workplace can be
tolerable by an employee as this may make the employee more alert and simultaneously help
in motivating that particular employee. However, the issue of employee motivation related to
work place pressure is completely subjective as it may differ from one person to another.
Moreover, it is obvious, in recent days, due to immense demands, it is quite impossible to
avoid the work place pressure and stress. However, very often it is observed that, the concept
of work pressure and stress are aggregated, although both are not same at all. Stress initiates
in the workplace when there is an immense pressure in the work place and employees are

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unable to cope up with this immense pressure. Work related stress may happen due to the
poor management, inappropriate work design, lack of supports to the employees from the
employers’ end and dissatisfaction of the workers (Bakker and Demerouti 2017).
According to the study of Sohail and Rehman (2015) , work performance of the employees
can be one of the major reason of work related stress among the employees. Work
performance or job performance generally refers to the expectations of employers in terms of
quality and quantity of the employees’ performance. As, the performance of employee is very
is very crucial for any kind of work place, so it can be said that, the lack in job performance
can initiate stress among employees. According to the study of Abbas and Raja (2015), it is
reported that lack in work performance can initiate stress among the workers. In this study, it
was pointed that, the lack in work performance can initiate stress among workers. In this
study, it was observed that innovative job performance has negative impact on the job
performance of the employees. The organizational climate is another reason of work place
stress among the employees and it is reported that the work environment can negatively
infl8uence the stress condition of the employees and a negative work environment can also
affect the behaviour of the employee as a well. The organization environment can also affect
the job satisfaction of the employees and it is observed that, the job dissatisfaction can affect
the performance of the employees by enhancing the work stress. According to the study of
Raziq and Maulabakhsh (2015), it is reported that there is a significant positive relationship
in between job satisfaction and good work environment. In this study 210 employees were
selected randomly as sample population and study result indicated that a good working
environment can positively impact the job satisfaction and simultaneously job satisfaction
will help to reduce the amount of stress among employees (Platis, Reklitis and Zimeras
2015). Work place bullying is another reason of work stress among employees. According
to the study of Spence Laschinger and Nosko (2015), work place bullying has negative

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affect on the health of workers and in this study it was reported that, frequent exposure to the
situation of work place bullying can promote the onset of post-traumatic stress disorder
among the employees. It can be concluded from this study that, work place bullying can be
counted as one of the indicators of work place bullying among the employees.
For mitigating work related stress employees may use various strategies that can help them to
reduce the work related stress in their relevant work places. For example, it can be said that,
relaxation strategy can be one of the most important stress management systems for reducing
work related stress among the employees. It is reported that, increase level of relaxation
automatically reduce the amount of stress among employee. According to the study of
Tetrick, and Winslow (2015), it is reported that, the relaxation intervention for managing
work related stress among the employees are quite effective in managing stress. On the other
hand, the use of cognitive behavioural therapy (CBT), is also reported to be effective in
management of use of CBT intervention is capable of improving the work related stress and
even extreme stressful condition of the employees can also be managed by using this CBT
intervention technique ( Joyce et al. 2016). Another stress management intervention for the
employees is mindfulness training and this intervention will promote the condition of
mindfulness and also will help to gain adaptive response to negative emotions and condition.
It is believed that, this type of training will help the employee in his/her psychological
development (Holman, Johnson and O'Connor 2018).
The work place stress should be promptly addressed by the employers as it can be said that
employee’s stress will cause lose to the company. According to the study of Hone et al.
(2015), it is reported that, due to stress in the work place, the productivity of the employees
will be hampered and it will directly affect the revenue of the company. Therefore, it can be
said that, during a stressed condition an employee cannot concentrate on the work and it will
affect the quality of work and simultaneously affect the overall performance of that

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employees. In addition to this, the issue of employee stress will cause absenteeism as due to
work stress an employee may have disease related to the physiological condition of the
employee. Not only this, if an employee become ill then, the expenses of disease condition
will also be borne by the employers and this will cause double burden of cost on the
employer as due to the absenteeism, the productivity of that particular employee will be
hampered and simultaneously, the health expenses will be given by the employers as well.
So, it can be said that, if the work related stress of employee can be addressed initially it will
help employers in maintaining the productivity. Moreover, it is observed in various studies
that, a less stressful work place can cause presenteeism, that is the condition in which the
employees come to his work place in spite of being ill. It will help the employers as due to
less stressful workplace, the employee can work and his/her productivity will not be
hampered.
Variables
The researchers have identified a few variables of this study that can directly affect this study.
In the following table, the variables are presented in a tabular manner.
Dependent Variable Independent Variables
Work related stress among the
employees
Lack of motivation
Job satisfaction
Lack of support from
employers end
Work place bullying
Poor stress management skills
Absenteeism

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Methodology
In this study, a questionnaire will be used to collect the data from the chosen study
population. The questionnaires’ validity will be checked by using the Chronbach Alpha test.
All the questionnaire will be distributed among the subject population for collecting the data.
For this research, researchers have planned to recruit almost 60 employees as subject
population and among them equal number of male and female population will be selected and
all the population will be chosen randomly. This random selection process will help the
researchers to mitigate the selection bias.
Data Analysis
After collecting the data, the data will be analysed by using the following methods. The
correlation analysis of the collected data will be performed by using the SPSS ( Version
22.0) software. In order to perform, the regression analysis the aforesaid software can be used
and in addition to this, advanced level of excel software can also be used. For examining the
correlation of the variables, an one –way ANOVA test can be performed.
The data will be analysed by using both quantitative and qualitative manner that is a mixed
method will be used in this study. After analysing the data, they will be presented by using
means of graphs, charts, and tabulations and tabular format will be used to show significant
factors found from the study.
Time plan
Plan Time
1 Refreshing the report 1 weeks
2 literature reviews 4 weeks
3 Designing Questionnaires and
interviews
3 weeks

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4 Analyzing the data 1 weeks
5 Project review 2 weeks
6 Ready to submit 1 weeks

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References
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Bakker, A.B. and Demerouti, E., 2017. Job demands–resources theory: taking stock and
looking forward. Journal of Occupational Health Psychology, 22(3), p.273.
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Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
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Retrieved from- https://www.who.int/occupational_health/topics/stressatwp/en/

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