Managing Work-Related Stress at the Organization - Coursework Example

Business Psychology Name: Course: Institution: Date: Business Psychology Introduction Stress within workplaces has become an increasingly common phenomenon partly because of internal and external factors such as technological advancements, economic changes, family related issues, and workplace demands that threaten the level of job security among employee. Inasmuch as there are both internal and external factors that contribute to different stress levels among employees, organizations have the responsibility of developing stress-mitigating strategies to enhance employee wellbeing within the workplaces, which is crucial in improving overall organizational performance. The main objective of this essay is to assess the role of organizations in managing stress within workplaces. Managing work related stress at the organization The human resource department is the arm of the organization charged with the responsbility of addressing matters related to employee welfare with regard to stress management and addressing other related issues. The ability of an organization to improve on its performance is highly dependent on the structures developed by the human resources department to mitigate varying stress levels (Bano & Jha 2012). The realization that employees emanates from different backgrounds and lifestyles outside the organization is an indication that an organization has the responsbility of developing its stress management structures in ways that are tailored to the needs of the employees. The process of tailoring stress management strategies with the needs of the employees is dependent on the relationship that the organization develops with its employees. This is because the development of a mutual relationship between these two bodies increases the possibility that the organization will provide an environment where employees can express personal and work related stressors and acquires most appropriate and practical solutions in addressing these challenges (Leka et al 2014). One of the main stressing factors that cut across internal and external causes of stress is the establishment of an effective work-life balance for the employees. This is because in the contemporary society, employees have to meet the competitive demands of their organizations while at the same time meeting the demands of their personal lives. In the process of developing strep- by-step approaches in the management of this stressing factor, different organizations have been able to ensure the development of an effective technique necessary in balancing these needs. Furthermore, through effective organizational management, the human resource department in different organizations has been able to manage this stressing factor by developing work schedules tailor made to meet employee needs. Through this approach, organizations have been able to ensure that employees engage in both organizational and personal matters at their appropriate time hence minimizing conflicts rising from ineffective time and responsbility management (Bano & Jha 2012). The current workplace is characterized by increased competition among employees necessitated by technological advancements, which have introduced changes in the techniques applied in executing organizational responsibilities. This means that for employees to be promoted into senior organizational positions, they must improve on their educational and skills capacity. The improved level of competition within organizations requires employees to engage in academic initiatives to improve on their capabilities. Time allocation for the execution of organizational responsibilities and academic demands has been cited as part of the stressors among organizations. One way through which organizations have been able to manage this stressor among employees is through the introduction of a plethora of strategies. For instance, technological advancements in the education sector allow organizations to enrol their employees into online learning. This allows employees to acquire their academic qualifications at the comfort of their offices while executing organizational responsibilities. Furthermore, by organizing for workshops in the form of professional development trainings, organizations have been able to access ways of improving on their employee skills capacity. This is considered crucial for organizational and employee development because the training curriculum are tailored according to organizational and employee needs. Additional efforts such as delegation of responsibilities are also ways through which organizations have been able to groom future leaders by proving subordinate leadership opportunities to those qualified (Lin et al 2013). From a theoretical perspective, action theory asserts that organizations take varied approaches in the development of stress management strategies based on the understanding that different stressors require varied approaches to ensure that they are addressed in the most appropriate way. The main objective stress management approaches developed by the human resource management must be based on enhancing employee wellbeing. One advantage of this approach to stress management as the main role of the organization is that it allows for the incorporation of numerous human resource practices that ensure high involvement, high-performance, and high commitment among employees. For an organization to realize any form of improvement in terms of stress management and employee performance, it is important for the organization to ensure that its stress management strategies focus on employee health, safety at work, availability of equal opportunities and availability of platforms for airing grievances (Trenberth & Dewe 2004). According to the action theory, the process of developing any stress mitigation strategies within an organization is must incorporate all concerned stakeholders. Through this approach to stress management, it becomes possible for an organization to develop practical and relevant strategies. Employee involvement in stress management is based on the understanding that organizations may have the power to control stress related factors at the organizational levels. However, through employee involvement it will be possible organizations to consider other physical, psychological, and social factors related to employee concerns and wellbeing. Moreover, through such collaborative efforts that advocates for employee inclusion, it is possible for the employees to develop a trustworthy relationship with the organization, which is crucial for the realization of organizational growth and employee wellbeing. This trustworthy relationship also provides a guarantee to the employees on the level of organizational commitment towards the realization of improved wellbeing (Lin et al 2013). Organizations, through the management, have the responsbility of establishing a balance between employee needs and organizational needs. This is because of through such balanced exchange, both organizations and employees have the ability of realizing mutual benefits hence resulting in positive outcomes for the parties concerned. This is often reflected in the development of high trust in terms of perceived fairness, which is associated with improved levels of commitment in the execution of employee responsibilities. This leads to the suggestion that the reduction of stress at the organizational level ensures the development of a positive employment relationship with mutual benefits (Mathur 2013). The management has the ability to identify and controlling stress within workplaces. This is possible through the discovery of work stress complains, ability of employees to ensure work fulfilments, and level of attendance to responsibilities. Upon such identification of possible stressors, it is possible for the management to prevent the possible effects of stress by ensuring that employees understand the role of the human resource department with regard to stress management. The essence of managing stress is based on the understanding that work or personal stress influences organizational performance considering that it makes it relatively difficult for organizations to retain their employees if less effective stress management strategies are developed (Trenberth & Dewe 2004). Such organizational failures weaken organizational achievement and the output of employees in terms of their levels of willingness to become active performers with regard to organizational responsibilities. Organizations consider it their responsibility to manage and control stress related issues because it affects employee recruitment and it gives the organization increased responsbility of answering to lawful questions on the rights and accusations raised by stressed employees. The danger of this situation is that it affects organizational reputation for employed and potential employees (Trenberth & Dewe 2004). The management of different organizations conducts different activities in the form of motivational and inspirational initiatives within their organizations. Through such initiatives, the management assumes that they will help employees in the reduction of their stress levels to a specific extent. The department of human resource also has the power of restructuring the work allocated for their employees. This is possible by concentrating on the demands, methodologies, and capabilities of employees with the objective of providing good control mechanisms. This is possible through the development of strategies aimed at adjusting to the work environment and the allocation of responsibilities proportionately to employees (Trenberth & Dewe 2004). It is the responsbility of the management to ensure employees are up-to-date with regard to the nature of training provided and its relevance in the execution of their responsibilities. Furthermore, through effective employee policies, the management has the responsibility of assisting employees in getting proper guidance whenever appropriate. This is an effective stress management strategy through the promotion of teamwork and employee collaboration between employees. It is also important for the management to engage its employees in sensitization operations on the essence of taking managerial and decision-making courses, which are essential in enhancing the confidence and capability at work. Furthermore, this approach to stress management also ensures the creation of an improved physical environment essential in the provision of a suitable situation with regard to the possible costs and existing needs (McKee & Ashton 2011). The structure of authority within an organization is an essential stress management strategy that organizations can employ to ensure improved organizational performance and employee wellbeing. The introduction of both horizontal and vertical lines of authority would be essential in building the confidence and self-esteem levels of employees when communicating with the management. Furthermore, through such communication and authority structures, it is possible for the management and the employees to build friendly and respectful relationship. This approach to stress management is considered crucial when the existing stress preventive measures fail and stress has actually occurred causing health damages to employees (Quick 2013). Effective communication and an integrated line of authority will be essential in the development of effective counselling and job restructuring platforms. At every management stage, the organization has the responsbility of being able to identify employees with different challenges and develop effective solutions to these problems through personal initiatives. Through improved stress management structures, it is possible for the management to recognize when employees are facing work related problems especially when they make unusual work related mistakes, increased levels of absenteeism, greater customer criticism or increased alcohol consumption. For organizations, they must consider these unusual scenarios especially when attempting to recognize work related stress at the organizational level (Bloisi et al 2007). An additional technique that organizations can use in the development of effective stress management techniques is through decreasing intrusions at workplaces among employees by the human resource management. The process of minimizing distractions at work is an essential stress management technique that would ensure that employees put more focus on their work. It is not unusual to find distraction at work that make employees work overtime or during holidays because of failing to accomplish their employment responsibilities. The ability of the human resource department to minimize stress emanating from intrusions such as phone calls, unannounced office visits and other job requests enhances organizational performance. This is through setting strict rules that employees focus on their responsibilities (Michie 2012). At the organizational levels, the management has the responsibility of developing productive stress management strategies targeting employee wellbeing and organizational performance. One of the ways through which such measures can be realized is through creating awareness. Employee awareness is a critical stress management technique that helps the organization in understanding whenever there is a decrease in the levels of employee performance and increased absenteeism within the organization (Sutherland & Cary 2000). Determining the source of stress is also an essential stress management technique. This is because it helps the organization in finding the cause of distress and the possible consequences of stress if the management fails in addressing these problems. Developing constructive solutions to existing stress related challenges is the considered vital for stress management because it helps the organization in developing effective approaches in improving on employee wellbeing and organizational performance (Bloisi et al 2007). Conclusion Stress is an inevitable phenomenon in the contemporary society because of different aspects arising from personal and organizational challenges. Organizations have the responsbility of developing effective stress management strategies, which are essential in enhancing employee wellbeing and organizational performance. Involving employees in strategy development, providing a platform for airing grievances and developing an effective work-life balance, makes the human resource department the custodian of employee wellbeing. 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