This essay aims to focus on a stress model developed by Karasek (1979), known as the Job Demand Control model. The key elements of this model will be examined whilst also evaluating the models theoretical foundation and practicality in the workplace envir

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      A Model of Stress - The Job Demand Control Model of Stress

The Health and Safety Executive define workplace stress as “the adverse reaction people have to excessive pressure or other types of demand placed on them”. Research has shown a vast number of factors can contribute to workplace stress such as an extreme work environment, negative workload and lack of independence just to name a few. This essay aims to focus on a stress model developed by Karasek (1979), known as the Job Demand Control model. The key elements of this model will be examined whilst also evaluating the models theoretical foundation and practicality in the workplace environment.

The job demand control model (Karasek, 1979) stipulates workplace stress results from the demands of an individual’s job whilst also considering the amount of control (decision latitude) the individual possesses over their responsibilities in the workplace. According to the model, job demands refer to the psychological stressors present in the workplace which are classified in relation to two distinct criteria; workload and intellectual requests of the job. These include issues involving time pressures, contradictory demands, pace of the workday, workload, levels of concentration necessary and the effects of waiting for others on personal performance. Job control or decision latitude relates to employees control over tasks in the workplace and also the approach in which these tasks are executed. Both skill utilisation and decision influence are implemented in decision latitude. The model suggests a close link exists between the possibility to utilise and develop skills and authority over decisions.

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Central to the Job Demand Control model is the interaction amid job demands and job control. This has resulted in the identification of four job types; passive jobs, active jobs, low strain jobs and high strain jobs. The least risk to health is found in active jobs with levels of high demand and high control. In contrast, high strain jobs with high demands and low control are the most risky towards an employee’s health. Those in low strain jobs experience below average levels of job strain due to low demands and high control. Passive jobs are those with low demands ...

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