Poor lighting within your workplace making barriers of seeing, an overcrowded workplace
The effect of unpredictable noise was demonstrated in a study by Glass et al. (1969). Sixty undergraduates completed various cognitive tasks in one of 5 conditions; loud or soft noise that was either random (unpredictable) or at fixed intervals (predictable), there was also a no-noise condition.
Stress was measured using GSR. After the task participants were asked to complete 4 puzzles, two of which couldn’t be solved, in order to create frustration. Overall this shows that noise creates stress especially when it is unpredictable. This implies employers should provide quieter working environments. The study shows environment does affect you and can cause stress. The study didn’t look at weather workers had type A/B personalities. The experiment was done under very controlled conditions so noise defiantly causes stress, however the experiment didn’t take place in a working environment therefore the study lacks ecological validity.
A study investigated whether work stressors such repetitiveness, machine regulated pace of work and high levels of responsibility increase stress-related illness. 14 ‘Finishers’ in a Swedish sawmill, who’s work was machine paced, isolated, very repetitive yet highly skilled, and their productivity determined the wages for the rest of the factory, where compared to 10 cleaners who’s work was self paced and had more time to socialise with other workers. Urine was tested and measured for levels of stress related hormones on workdays and on rest days. Records were kept of stress related illness (e.g. Headaches) and absences. The high-risk group of finishers secreted more stress related hormones on workdays than on rest days, and higher levels than the control group. The finishers also showed higher levels of stress related illness and absenteeism, than the lower-risk group of cleaners. A combination of work stressors leads to chronic physiological arousal. This in turn leads to stress-related illness and absence. If employees want to reduce these factors in the workforce then they will have to find ways of reducing work stressors (e.g. introducing variety in employees work and give them a sense of control over there work pace.)
However in this experiment, the control group was not as big as the other group. The study is gender bias because they only study certain people such as females. Also Type A/B personalities were not looked at in this experiment. The study highlights the problem of stress to employers. This study supports other studies about workplace stress. The study does not identify which of the various work stressors maybe the most stressful. The study is also in-line with Brady’s study.
Brady tested the relationship between (a) high stress levels an (b) increased hormone production and the development of ulcers. Brady tested the monkeys in pairs. An ‘executive’ was responsible for pressing the lever, but the ‘yoke control’ received the shock nut couldn’t control the lever. Brady found the executive monkey developed severe ulcers and eventually died.
This study was a direct test of how stress can induce physical illness therefore this is linked to the workplace because the stresses in the workplace I mentioned earlier can cause physical illness. Brady’s conclusion seems t contradict other research which shows that control helps to reduce stress. Brady’s monkeys were allocated according to how quickly they learned to avoid shock. This makes his conclusion less valid than they’d otherwise be. However there are conflicting studies such as Marmot in 1997. This also supports research by Seligman who suggested that a lack of control would lead to learned helplessness. In the workplace this would mean that people would give up trying for promotion etc.
Both environment and control can cause stress in the workplace. Stress can lead to illness, job dissatisfaction. Therefore it is important for employees to try to help their employees deal with stress and try to reduce environmental stresses.
