Order from us for quality, customized work in due time of your choice.
Introduction
People experience distress in most life situations, and the working environment is no exception. The growing business competition pushes corporate managers to create high demands for their workers. In chapter seven, Nelson and Quick (2016) delve into strain at the workplace, its causes, how people respond to it, consequences, and interventions. They define distress as inclusive of various consequences that emerge from demanding events and activities, including adverse;
-
Physical
-
Cognitive
-
Behavioral
-
Office setting
Organizational executives and employees have a role in controlling and preventing job-related pressure through job redesigning, setting attainable goals, and creating support systems.
Discussion
An organizational setting comprises people with different personalities and life issues. Some work tasks can be mentally, physically, and emotionally demanding, augmenting an individuals coping levels. Tran et al. (2020) categorize strain into acute stress, episodic pressure, and chronic trauma in recent research. The short-term focus is interim and does not have negative implications, while sporadic pressure frequently occurs from life crises (Tran et al., 2020). Intermittent distress arises to people who take excess responsibilities, leading to overload. Those who make unreasonable and unrealistic goals and demands surpass their abilities to achieve them within practical timelines. Chronic tension is the most detrimental as it happens continuingly (Tran et al., 2020). This type of strain can cause adverse effects on the mental and physical health of a person. Different individuals experience varied types of anxiety depending on their circumstances.
People can mitigate or address their stressful situations by carefully planning and balancing personal life and work duties. Nelson and Quick (2016) offer practical steps to handling organizational pressure, including task redesigning, goal setting and negotiation, and creating social support systems. Indeed, life has become challenging with the increased cost of living. Hence, people spend more time thinking about better ways of making more money to meet their bills. Stress in the business sector applies to job burnout and lack of balance, resulting from the desire to do more to increase earning. The authors recommendation for a life-work balance is essential, and most people overlook the importance of resting in job efficiency. Handling manageable duties and having sufficient relaxation rejuvenates the brain allowing better performance, which is also important for salary raises. Indeed, personnel as the leading business players need a considerate working environment that assigns practical tasks and addresses their psychological issues through social and psychological support systems.
Conclusion
Stress at the workplace is inevitable because of workers dynamism. Distress in an employment environment can be related or not linked to the job. The tension associated with employment duties includes performance and social connection issues in the business setting, while those unconnected to the corporate responsibilities include family and personal factors. People experience and address these pressures differently based on their personality attributes. Taking or assigning too much work can depress staff leading to low work output and job satisfaction. Burnout creates physical, mental, and social consequences that may lead to hospitalization. Both companies and individuals have a role in solving organizational strain through planning and balancing responsibilities.
References
Nelson, D. L., & Quick, J. C. (2016). Orgb (5th ed.). Boston, MA: Cengage Learning.
Tran, C. T., Tran, H. T., Nguyen, H. T., Mach, D. N., Phan, H. S., & Mujtaba, B. G. (2020). Stress management in the modern workplace and the role of human resource professionals. Business Ethics and Leadership, 4(2), 26-40. Web.
Order from us for quality, customized work in due time of your choice.