Effects of stress
Job stress is a chronic disease caused by conditions in the workplace that negatively affect an individual's performance and overall well being of his/her body and mind. One or more of a host of physical and mental illnesses manifests job stress. In some cases, job stress can be disabling. There are a number of related causes for stress within the workplace, one of which is role ambiguity. Role ambiguity occurs when the roles and objectives of an individual within the workplace have not been clearly defined, thus leading to confusion and demotivation (Beehr, 1995). A number of studies have shown that role ambiguity reduces job satisfaction and increases tension within the workplace thus increasing the prospect of leaving (fisher 1983). However one can argue against role ambiguity, in that although certain individuals may feel increasingly stressed due to being unaware of what their main job roles and tasks are within the workplace. Other individuals may feel the opposite and feel challenged and thus motivated, as they may not know what they will be doing tomorrow. This can be referred back to Tomaka’s individual’s appraisal of a situation , showing that extreme stress situations for one individual may prove to be mild for another. Unrealistic expectations and effective decision making (Cooper,1997), especially in the time of corporate reorganizations, can put unhealthy and unreasonable pressures on an individual. Uncertainty in decision making can be a tremendous source of stress and suffering due to the inevitable prospect of getting a decision wrong. One can also argue against role decision causing stress, in that although certain individuals may feel worried and stressed due to the pressure involved in making a correct decision. Other individuals may feel the opposite and feel challenged due to their decision-making responsibility and thus motivated (this can be referred to Maslow’s self-actualisation stage within his hierarchy of needs, where an individual is increasingly motivated due to his/her increased responsibility).
This can also be referred back to Tomaka’s individual’s appraisal of a situation, showing that extreme stress situations for one individual may prove to be mild for another. Increased workload and working extremely long work hours and intense pressure to perform at peak levels all the time for the same pay, can leave individuals physically and emotionally drained. Excessive travel and too much time away from family also contribute to an employee's stressors.
As stated previously the perception of a stressful situation depends on an individual and this can be referred to a study conducted by Friedman and Rosenman. Through detailed research they determined and classified people into A and B groups respectively. They identified people in groups A as being hostile, hardworking, competitive, and having high levels of mental and physical alertness. On the other hand group B are more relaxed and are less competitive and aggressive within the same working environment and line of work. They then determined and established that the level of stress was inevitable greater for types A’s than it was for type B’s . However one can argue against Friedman and Rosenman’s research in the sense that how effectively can individuals within the workplace be categorized at either type A or type B. Different external factors such as family traumas can contribute to ones attitude and thus performance within the workplace which is not evident or taken into consideration within Friedman and Rosenman’s research. Other factors that could be argued could be the age of an individual .One could assume that young employees within the workplace would tend to be hardworking, competitive, and having high levels of mental and physical alertness in the hope of gaining promotion therefore classifying them into the A type. However those employees who have been working for the company for 10 or 15 years may be competitive but also relaxed and less alert. This would therefore classify them into the B type thus drawing the conclusion of how effectively can individuals within the workplace be categorised at either type A or type B.
Women may suffer from mental and physical harassment at workplaces, thus leading to increased job stress. Sexual harassment in workplace has been a major source of worry for women, and is one of the main extreme causes of stress as many cases are unreported. Women may suffer from tremendous stress such as 'hostile work environment harassment', which is defined in legal terms as 'offensive or intimidating behavior in the workplace'. This can consist of unwelcome verbal or physical conduct. These can be a constant source of tension for women in job sectors. Also, subtle discriminations at workplaces, family pressure and societal demands add to these stress factors.
There are various methods adopted by companies to reduce stress, these include organisational focus improving communication autonomy, increasing participation in decision making and defining work roles. Courses may also be taken by management to improve management skills and specifically to recognise the symptoms of stress. Mentoring and appraisal may also be introduced into a company to motivate individuals.
Conclusion
Stress within the workplace can be caused by a number of factors such as role ambiguity, excessive workload, disagreements with fellow colleagues, and inappropriate working conditions (this can be referred to Herzberg’s hygiene factors, where he states that poor working conditions contribute to dissatisfaction and stress). Stress within the workplace can have detrimental effects on an organisation these include, increasing levels of absenteeism and labour turnover (this can be referred to a report conducted by Schrears in 1996 which estimated that about 30-50 per cent of absenteeism can be attributed to stress thus leading to reduced output). Although organisations are aware of the consequences of stress, they are not entirely responsible for managing stress within the workplace. This is because an organisation cannot help to reduce stress levels within the workplace without firstly establishing whether or not an individual(s) are experiencing high levels of stress. One can argue that it is the responsibility of individuals to inform the organisation that they need help and support as they are experiencing increasing levels of stress, which is having an effect on their health. Only once this has been done can appropriate remedies be devised. An individual who suffers stress within the work place should be responsible for managing the stress related problems affecting him/her. However the stress may have been caused by excessive workload or work related problems. As a result the question arises as to who is responsible for managing stress an individual or an organization?. The simple answer is that it’s combination of both parties that compliments each other thus causing stress. This is because stress within the workplace will always exist to some level due to the nature of the job or the individual himself as he/she tries to achieve their personal goals in life. (This can be referred to Vroom motivational theory where he states that people have different needs and personal goals, as some may want autonomy, whereas others may not.