English 325 Assignment Justification Report, English homework help

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Stress Management at Work

Strayer University

ENG 325 Assignment 2

Dr. Jennie Carlton Jackson

Errol Kerns

October 20, 2016

Date:

The productivity at work mostly depends on employee performance and contribution to accomplishing the goals of a firm. In the event that employees fail to deliver effectively to an organization then its services to customers are delayed or fail to reach customer satisfaction. Employers should thus ensure that employees are willing and read to work towards goal accomplishment. One of the problems that employees experience at work is stress that contributes to their decline in performance and contribution in goal accomplishment (Abramowitz, 2012). When employees work under a lot of stress or tension they fail to deliver to both the customers and organization. This is one major problem in the organization that requires the attention of an employer so as to reduce tension and increase performance. This paper reviews the issue of stress as a problem in the organization and also mentions two alternatives that can assist in solving this problem.

Stress is the tension created in one’s mind and body as a result of straining to achieve objectives within a scheduled time. This stress is what keeps employees in an organization focused towards the objectives to be accomplished (Britt and Jex, 2015). However, too much straining on a subject or objectives leads to an employee making costly mistakes at work. These mistakes arise as a result of the need to accomplish goals within a scheduled time and the aim of avoiding delays. Therefore when employees are under a lot of pressure that leads to stress they tend to make mistakes that may cost the organization more than what it can cause by failing to accomplish an objective.

In addition stress also arises as a result of physical failures of the body such as headaches, muscle tension, depression and anxiety among others. These influential factors may be job related or from outside work. However if these factors were to increase the health problems of an employee it becomes a cost not only to the individual but also to the organization. This is because an individual will most likely take a leave of absence or a sick leave so as to maintain their health until they are able to perform and work effectively. The recovery period for an employee is already a cost of time that could have been used to accomplish an objective. Therefore stress is a problem to an organization since it increases costs that employers or an organization have to incur.

The organization can implement two programs that may help to solve the stress problem. Vacation is one of the alternative measures that can help reduce stress and tension among employees. Secondly counseling programs that help employees manage their work and time can be implemented to help solve the issue of stress. Vacations to employees act as recovery period from a long term work schedule. Everyday employees have to follow the same routine to work and therefore this is likely to create tension and depression in what they do daily. Administering a vacation program where each employee is assigned a period where they relax away from work environment will help them deal with their depression. Additionally counseling helps these employees in dealing with problems at home and at work and also it helps them learn how to complete a task without creating a stress problem (Connie, 2013).

There are a number of criteria that an organization can employ to identify the worth of each of the two alternatives. One is that the health and welfare of employees can be measured before and after a vacation or a counseling session. The health and welfare of employees is important to the organization as it determines what cost the organization has to incur. Therefore by measuring the health and welfare of employees, an employer will be able to determine how effective a vacation is to the employees (Seaward, 2014). In the event that the health and well fare improves during the cause of the vacation then that means that the stress is mostly work related and hence employees should have a vacation at certain period in a year to help the relax. Moreover in the event that a counseling session also indicates an improvement in well being of employees then this program should be implemented in an organization

Secondly the performance of individuals should also be measured before and after a vacation or counseling session. Improvements in performances identified after a vacation or a counseling session clear shows how excess work affects overall performance (Seaward, 2012). As such when performance increases after a vacation or counseling session then employers should consider implementing either f these programs at work. However in the event that performance remains the same both after and before a counseling or vacation then an employer should consider employing other programs.

Additionally the time management should also be another factor to be measured before and after a vacation or counseling. At times employees tend to blame their stress on lack of sleep as a result of receiving excess work. Therefore their health and well fare should be measured to determine whether they result from stress or lack of sleep. Moreover the time at which an employee comes to work should also be identified to determine whether they change the arrival time after counseling or vacation. When an employee is able to manage their time properly after a vacation or counseling and even arrives at work on time or earlier then this shows that the vacation may have contributed to the change. Employees should thus implement programs where employees have a set period from relaxation without work so as to clear their minds off work. This helps in that once they report back to work they have nothing to complain about and also have a fresh mind to continue with work.

Relationships within the organizations between employees should also be used as a measure to determine the worth of a vacation or a counseling session. When employees are under a lot of stress they tend to avoid constant contact with others within the working environment (Griffin, Phillips and Gully, 2017). Each individual is focused on accomplishing their task within the scheduled time and thus limiting improved relations at work. Therefore if these relations are found to be increasing after a vacation or counseling then employers should consider implementing these programs. However, in the event that these relations are the same then the alternatives are not worthy of implementation.

Lastly employers should consider the cost of implementing either of these alternatives and identify whether the results will exceed these costs. Any project that is proposed within an organization requires for its costs and benefits to be weighed This helps in that if the costs exceed the benefits then that is not a worthy project however if the benefits exceed the costs then the program should be considered worthy. Therefore if a vacation is deemed a benefit rather than a cost to an organization then it should be considered. Moreover if counseling is deemed as the most desirable approach then it should be considered as a program worth implementing.

Vacation and counseling are both effective alternatives in solving the stress problem within the organization. However vacation is the best alternative out of the two as it will mostly likely yield better results as opposed to counseling sessions. A good method to measure the most effective alternative of the two is by identifying the activities individuals engage in during the vacation and counseling. Moreover changes in relation to the health and well being of employees should be measured to determine whether they are related to the activities involved in vacations or counseling.

A vacation will most likely be characterized by sleep, relaxation, pleasure from activities such as swimming among others. Counseling session may be characterized by sharing of information that contributes to stress and depression. These activities should be measured to determine how they contribute to the well being and improvement of health of employees. After determine whether these activities have a connection to the improved well being of employees then an employer will be able to determine the most effective and worth alternative to implement at work.

A work environment that has majority of its employees suffering from stress tends to increase the chances of health problems among these workers. Moreover as a result of increased health problems and stress at work employees are likely to make a lot of mistakes and errors at work which requires redoing the entire work (Griffin, 2011). In the end there is no time where these employees will be free from stress, because the tension will increase mistakes and the employees will be forced to redo their work again thus increasing the stress further. At times the time spared for vacation or relaxation is used by these employees as they try to complete a task that initially had a problem that required correction. Therefore at this point fatigue and stress affects the performance of these employees and reduce the quality of work done by them.

Stress is a major problem within organizations because it affects the health of employees, reduces the performance and quality of work done by these employees and in the end a cost to the firm (Ortner, 2013). Stress is not only a problem to employees but also their employers because they suffer lack of objective accomplishment, poor customer services and poor quality of work. In the end employers have to suffer the turnover of employees from increased stress and tension at work. Employers at the organization should consider implementing vacation programs that allow employees a time to relax and be free from work. This will help boost their ell being and health and also help them deliver quality work and good customer service thus reducing costs to the organization.

References

Abramowitz, J. S. (2012). The stress less workbook: Simple strategies to relieve pressure, manage commitments, and minimize conflicts. New York, NY: Guilford Press.

Britt, T. W., & Jex, S. M. (2015). Thriving under stress: Harnessing demands in the workplace.

Connie, E. (2013). Solution-building in couples therapy. New York: Springer Pub. Co.

Griffin, R. W. (2011). Management. Mason, OH: South-Western Cengage Learning.

Griffin, R. W., Phillips, J., & Gully, S. M. (2017). Organizational behavior: Managing people and organizations.

Ortner, N. (2013). The tapping solution: A revolutionary system for stress-free living. Carlsbad, Calif: Hay House.

Seaward, B. L. (2012). Managing stress: Principles and strategies for health and well-being. Burlington, MA: Jones & Bartlett Learning.

Seaward, B. L. (2014). Essentials of managing stress. Burlington, MA: Jones & Bartlett Learning.