Critical Review on Stress Management - Essay Example

? Critical Review on Stress Management Task: Table of Content Executive Summary……………………………………………………………………………..3 Introduction……………………………………………………………………………………...3 Aim of the research……………………………………………………………………………….4 Methodology……………………………………………………………………………………...4 Needs for Stress Management…………………………………………………………………….4 Effectiveness of stress management………………………………………………………………6 Stress Management Skill Development……………………………………………..……………8 Implementation of the Stress Management Skills………………………………………………...9 Limitations of Stress Management skills……………………………………...…………...…….11 Skill Assessment and Monitoring………………………………………………………………..12 Sustainability and Skill Maintenance…………………………………………………………….12 Conclusion……………………………………………………………………………………….12 References……………………………………………………………………………..………...14 Critical Review on Stress Management Executive summary This study gives a critical review and analysis of stress management skills. It is majorly based on the main importance of the skill and their manifestation and impact in real life situation in the day-to-day life experience. It also reflects on a scrutiny of the difficulties and factors that impact on the skill negatively. Availability of sufficient research materials, the analysis will provide information that is reliable and educative in its manner of application. One, at the end of reading this report, should be able to appreciate stress management skills in a wider perspective ranging from the specific skills effectiveness in their application. This should also be relatively counterchecked with other skills learnt in the management course. Analysis of stress management skills as per this study should be able to inform the reader on the applicability of the technique. The reader, at the end of the reading, will be able to make necessary step in his or her daily undertaking to ensure that the right precaution and application of the skill is made to curb the problem. The kills as analyzed in the report should equip the reader with relevant causes of stress that are recurrent and hence ways of curbing them formulated. In management generally the report will point out clearly on the need to manage stress as it affect organizations negatively at all levels where it is manifested. The skills analyzed in the report, therefore, will help the reader to make improvement in how he or she carries out the management. Introduction Stress management skills are applicable widely. This report gives a clear outlook of the skills and their relevance. By thorough checking of the issues, the disadvantages should be noted so that the analysis of skills is effectively done to cover the required scope. These skills vary in their application perspective or context. The management of stress “per se” involves procedural approach that requires a plan of action. A combination of findings from various research work on the same is critical in coming up with a workable solution to stress in an organization. With this written document, the reader will be entitled to development of various skills in managing stress. However, the modification and advancement of the document can be done to make improvement on the report through reading and referring from various related sources. In so doing, the reader will appreciate the scope and coverage of this report with its concordance to applicability in various organizations. Aim of the research This research was primarily meant to help any individual who is in need of and interested in the general management field more exactly in the management of stress. It will give the reader on how to handle stress and causes not disregarding the effects stress and how to deal with them. The research is also driven to make clarifications on various aspects in the topics as outlined in the report. It also targets at the importance of acquaintance with skills and the way to capture the skills and put into appropriate use as relevant. Methodology Following the given guidelines, the provision of reference materials, which were published, before the past five years, will be used in furnishing the content of this report. Findings that apply in line with the given topic will be used instead of making quotations, which may be outdated or may not be applicable in the case to be discussed. Needs for stress management Stress in organizations are manifested in different ways hence may vary in different reports depending on the context of argument and application point in time. This is because every reader may seem to apply the knowledge in stress management differently, but the point here is that the reader ought to note the difference in applicability of the skills from (Richmond 200). It is imperative or fundamental for any organization leader to be well equipped with the stress management skills in order to look into his or her duties as efficient as possible. Most individuals live in places where stresses of all manners come across their way in the daily apparently everywhere. Most organizations have tried to apply various skills in managing stress, but it is still a problem manifested among stakeholders in the organization. In some cases, mental illness related to stress is evident. Work related stress are in most cases are come across in a plane and ordinary working day. Hatch (2006) explains that, stress may become cumulative from the workplace and other places where the stress could have been caused. Monetary worries maybe the very first cause of stress as one wakes up, after experiencing some unpleasant commuter traffic, the workplace proves to be a stressful place, disturbing news also aired in the media, back at home, need to carry some duties maybe too much for one’s head to bare easily. Workplace stress is just part of the problem in most cases but most significant since it can be changed or rather managed at the workplace through thorough workplace interventions. It is not always that the stress is an organizational culprit, but in some cases, the stress can be traced to personal or individual factors. Perception of issues vary from individual to individual thus there maybe need to encourage positive perception like perceiving problems as challenges and having a sense of control over issues explained (Simon 1997). The manner of coping to conditions and emotional predisposition are always the main causes of stress in the organization. The performance of the organization becomes relatively low when people work stressed up quality and productivity only improves after application of appropriate stress management skills. There is the need for stress management in any organization, therefore, in order to realize an improved performance. Taking the case of the work place in my home country in Saudi Arabia, there were stress management malpractices that as a matter of facts affected the organizations performance negatively. In my university, there was the need for me to keep the stress under control to ensure that I make the best out of the facilities and myself generally. Effectiveness of stress management Stress management has great applicability importance in organizations. This can be at individual level or even manifested in the organization at large. To begin with, stress management in an organization can reduce negative organizational stress (Robbin 2003). This is stress that is in the organization and affects it negatively. Keeping it under check can be achieved only through stress management skills. Alix (1987) explained that, effectiveness at an individual level is the increase in individual productivity and personal responsibility. Some of these skills as will be noted in the subsequent sections, highly advocates for specific skills that are geared towards solving stress as a problem to individuals. These works by reducing stress level and vulnerability hence improving productivity of the individuals. Stress management skills can enable improved communication and morale in a team (weick1979). For instance, a case whereby the manager applied stressful conditions for workers in Saudi, the skills in this field could have helped in that, through reduced stress levels, communication could have been enabled, and psych to do more work effectively could have been increased. Overall, poor stress management skills would otherwise negatively affect these important aspects in management. These skills also enable the retention of employees. Barely anyone would prefer to work in a stressful condition. This factor, therefore, ought to be embraced by any organization that intends to retain its work force. This applies more to highly experienced workers who would not easily adapt to changes that they may find stressful. Other managers who also perform their duties effectively may not also let themselves stressed up yet there are alternatives thus will quit the job. However, precise application of selected skills as appropriate will help in their retention. Improvement of customer satisfaction can be enabled through these skills in management. It is rather obvious that a stressed up worker will not deliver efficiently, and as a result, the victim here becomes the customer who will suffer the consequence of poor services. This consequently leads to loss of customers, which for a fact is not healthy for the organization. Stress management skills are highly applicable in avoiding such situations (csikkszentmihalyi 1991). The advantages of these skills are not only applicable to the organization but also to individuals in the organization. For instance, the skills when appropriately applied can help in the reduction of personal stress. If an employee or a manager was facing some stressful conditions, which are not necessarily caused by any job related factor, then some skills may help the individual in curbing the issue without being stressed up. Robbins (2004) explains that decision making require sober mind. In case an individual is under stress for some reason then, he or she may be ill equipped to make the right decision when required to. Applicability of these skills in stress management comes in handy in such a situation. The best case for analysis of this is whereby I faced stressful conditions in learning with language burrier as a real problem. Now, making decisions on most academic related issues was a problem. When I applied the appropriate techniques, which included time management, deep relaxation skills and focusing on important activities helped me to solve the problem. Stress management skills enable better connection to family and friends (Lazarus & Folkman 1984). A stressed up individual in most cases will not be at ease to connect with other people as maybe necessary. Taking an example of a stressed up accountant, the conditions may be such that he only thinks of the accounting issues even when back at home with the family. This can be mitigated by appropriate skills in keeping stress levels under control. It is through stress free life that an individual may be able to increase value, have a feel of self-balance and feel happy in the day-to-day activities. Recommended check on the causes of stress and avoiding them or effectively handling them becomes a requirement for a realization of this. It is, therefore, recommended that every individual in the organization is well armed with these skills to enable them to enjoy their duties within and without the organization. Canon (1939) explains that, at an individual level, improved productivity will also be realized when stress is properly managed. This collectively sums up to overall increased productivity of the organization. As a result, therefore, for realization of these effects, the organization must put into practice the appropriate stress management skills. Stress Management Skill Development In managing stress, there are steps that maybe taken whenever there is a case arising as a sign of stress. In certain circumstances, however, there can sometimes be no signs of stress of any manner. This may not be a basis of eliminating stress manifestation possibility. Problem Identification This widely depends on the size and structure of an organization. Managers may carry out group discussions among themselves to share ideas about any suspected cause of stress. The employees and selected labor representatives may also provide rich data on the problem in question. This discussion may give information on the manner in which the problem can be solved (Kanigel 1997). First, it is focused towards the identification of the problem. Implementation of the Stress Management Skills Every stakeholder in the organizations has much to do with the management of stress. In this section, we are going to begin with the dos of an employer in managing stress. There are challenges based on economic, cultural, industry among other factors that pose the challenges but some skills are recommended in managing stress (Kanigel 1997). The employer should ensure that he or she has invested in talent management. This is by encouraging the identified good behavior and rewarding the noted healthy management practices. The employer should also ensure that everybody in the organization is informed that bad behavior is not acceptable. Employers should also share information generously. Even in extreme situations the employer may want to know what is transpiring. This, despite good or bad news, should be done with disregard to people grumbling or complaining about it. This is better than keeping the information closed making the m become resented by the feeling of being kept in the dark. Communication is important! Tompkins (2005) explains that, keeping the pace of change under control is also a practice to be carried by the employers. A breathing space should be allowed after a major change introduction. This gives the employees a chance to assimilate and adapt to change so introduced. The employer should champion for an honesty and openness environment. This can be ensured by making the employers feel safe in airing out their sincere opinions. Ensuring that there is no fear of retaliation after airing out views is the best policy. The employers should also ensure that the right person is put at the right job position “right person job fit” the assigning of duties should be in the basis of an employee’s passion, and they can succeed in. Employees are always happy to be reproductive. Challenges are the best driver to performance thus challenging the employees where success is attainable is necessary and should be embraced by employers. Implementing family friendly policies this can be done by balancing short term and long term investments in employees. Maternity and paternity policies with flexible time can help the employees in the stress management both at the workplace and at home (Jones 2008). It should be ensured that the workers become aware that the organization cares for their well-being. This can be ensured by creating avenues for those who have a feeling that they have been wronged. Making them feel that they are listened to and allowing room to express what they feel was against what they perceive to be fair to them. The employees can also take part in keeping stress at bay. This can be best applied by choosing the appropriate skill for a particular problem. He or she should ensure that they identify what gives them satisfaction. Time factor is important and should be kept as scheduled. The employees should also maintain a balance in their lives and put work in the right perspective. Any imbalance should be accepted, but efforts should be made to regain balance at a set later date. There should be practice of a positive lifestyle and recommendable health habits on a continuous basis. These include exercising, good eating habits, relaxation, social support and restful sleep. The employees should also find humor even under the difficult situations. The employees should also when they had enough of unpleasant situations. After which, they should appreciate that they have options. They should then maintain a sense of perspective and hope without attempting to escape from the reality of the situation at hand. From these, the challenge should be found. The employees should also intersperse mini stress reducers the whole day. Taking some time to relax, when eating lunch, stretch, taking short walks, yawning deeply, calling a friend at the time of work and focusing on the breathing. Unpleasant relationships should be dealt with in the way that best suits them. In so doing, it should be kept in mind that, at times, interpersonal stress is inevitable. Knowledge is required on where and when to seek for advice and giving it the best approach. The stressors should also be spaced out to avoid accumulation most individuals can deal with the stress and do well. The problem arises in not recovering from one before facing another these situations can be seen coming and avoided. Vacations should also be taken to practice physical and mental relaxation. Limitations of Stress Management Skills Most stress management techniques are time consuming. It does not deal with the known underlying causes but just addresses the symptoms. Some skills cannot be applicable in some situations. Choice on the skill to be applied require expert analysis of the whole case which maybe a misinterpretation or a misnomer. Somebody conditions such us disease or illness can be covered up by a stressful condition thus just dealing with the stress can hamper the discovery of the condition in good time. Skill Assessment and Monitoring This is a crucial section in stress management. The evaluation of the outcome after application of a given skill is necessary. These skills can then be analyzed to see on how they impact on individuals. Through a continuous practice of these skills, both employees and the employer can be in a position to tell about the effectiveness of these techniques. A specific chosen skill can be applied and its effect checked over time. Sustainability and Skill Maintenance Skills are subject to change. The manner in which these changes can be introduced and kept in application depends on the varying conditions. This specifically refers to the cause of stress, which may change, and therefore, call for the need to change the skill to be put in practice. The skills should always be applied where appropriate and the precise undertakings of the skill followed as recommended (Scott 2007). Conclusion Through research, it has been demonstrated that stress management can improve the overall performance of an organization. Stress can be managed at an individual level or organizational level. In both cases, various benefits are realized. Most people make decisions effectively when under stress free condition. Thus, managers and workers should ensure that they keep stress under check; the employers are not exemptions to this. Both employers and employees to manage stress can apply various techniques. However, choice has to be made on which skill to apply depending on the situation and the cause of the problem. All these skills must be kept in check to make appropriate adjustments as may be required due to change in problem. There are few disadvantages of the application of these skills. These, on the other hand, are overweighed by the advantages thus, the applicability in real life is recommended. This skill is interconnected to other management skills such as communication that is for a fact a skill in management of stress. References Lazarus, R S & Folkman, S 1984, Stress, Appraisal and Coping, Springer, New York. Cannon, W 1939, the Wisdom of the Body, 2nd ed., Norton Pubs, New York. Hatch, M J 2006, Organization Theory: Modern, symbolic, and postmodern perspectives. 2nd Ed., Oxford University press, United Kingdom. Jones, I 2008, the Human Factor: Inside the CIA's Dysfunctional Intelligence Culture, Encounter Books, New York. Richmond, L 2000, Work as a Spiritual Practice: A Practical Buddhist Approach to Inner Growth and Satisfaction on the Job, Broadway, New York. Robbins, S P 2004, Organizational Behavior - Concepts, Controversies, Applications. 4th Ed. Prentice Hall, New Jersey. Robbins, S P 2003, Organizational behavior: global and Southern African perspectives, Pearson Education, Cape Town. Scott, W R 2007, Organizations and Organizing: Rational, Natural, and Open Systems Perspectives, Pearson Prentice Hall, New Jersey. Weick, K E 1979, the Social Psychology of Organizing, McGraw Hill, New York. Simon, H A 1997, Administrative Behavior: A Study of Decision-Making Processes in Administrative Organizations, The Free Press, New York. Tompkins, J R 2005, Organization Theory and Public Management, Thompson Wadsworth, California. Kanigel, R 1997, the One Best Way, Frederick Winslow Taylor and the Enigma of Efficiency, Brown and Co, London. Csikszentmihalyi, M 1991, Flow: The Psychology of Optimal Experience, HarperCollins, New York. Alix K 1987, the Book of Stress Survival, Guild Publishing, London, UK. Read More