Stress and its Impact on Organization - Essay Example

? Stress and its Impact on Organization April 12, Introduction Stress in the organization or what is known as work-relatedstress is the reaction which workers may feel or experience when presented with the pressures and demands of the job that are not comparable to their knowledge and abilities which interferes with the worker’s ability to cope or withstand. This happens in a wide range of work related activities but can be aggravated when the employees feel that they have been neglected or lack the support from both the employers and work colleagues especially when they have little or no control on how to cope with work pressures and demands. Stress results due to both pressures and demands at the work place that the worker cannot cope with or handle. An employee in the organization experiences pressure when he is not capable to deliver on the demands of the work place leading to stress, especially when the demands are excessive in nature. The disparity between the competing pressures and demands on a worker at the organizational level on one hand, and their respective knowledge and capabilities on the other hand is what leads to stress experienced by the worker. This poses a challenge on the ability of the worker to complete an assigned task or job. This occurs in many ways, for example situations where the pressures of work do not match with the worker’s ability to handle, or when the knowledge and abilities possessed by the work is not utilized or appropriated sufficiently by the employer or the organization (Nelson and James 2009, p.225). Reasons for Stress in an Organization Poor work organization is the major cause or reason for the stress experienced by any organization. Work organization is the manner or order in which the job description is designed as related to the systems of work and their management. When the aforementioned three factors that is excessive and unmanageable pressures and demands at the work place, poor work design and unsatisfactory working requirements and environment, are not managed well, the organization will have employees that are stressed at the work (Griffin 2011, p.274). One major cause of stress at the work place involves the job content. This entails the particular description of what the job entails for the worker and the tasks the worker is expected to complete or accomplish. The job content may result into stress when the job becomes monotonous or boring to the employee either through undertaking tasks that are under-stimulating or are meaningless in nature. An employee made to do a job that lacks variety is likely to experience lots of stress in the organization. Similarly being made to do tasks that are unpleasant or aversive to the employee is likely to result into organizational stress experienced by the employee (Aamodt 2012, p.548) Workload and work place have the effect of exerting stress on the employees if in excessive or unreasonably little quantities or measurements. This occurs when the employee has got too much or too little to do or working under time pressures. It is important to note that every employee is entitled to undertake tasks that they can accomplish within a reasonably good time without any pressures or demands. This problem affects an employee who has little to do who will fall into stress as their knowledge and abilities are not well utilized. Working hour is one area where the employee is likely to fall into traps that cause stress at the work place. This may present itself in the form of working schedules that may be strict or not flexible to allow a worker complete a task over the long and unpredictable working hours. An employee under such an environment will definitely experience stress. Having unpredictable working hours also have the effect of causing stress for employees in the organization, as the employee is likely to suffer from work-related anxiety making their minds clogged (Birch and David, 2003, p.104). Shift systems in the organization should be properly developed so that there is proper utilization of working hours. This has the effect of ensuring that workers work within the stipulated and approved work hours. This ensures that employees do not suffer stress because of poor management of work hours in the organization (Mills et al 2007, p.250). The absence of participation and control in the activities of the organization by an employee often leads to stress. This occurs when a decision that affects the company or organization is to be made by the persons concerned. This makes the employee discouraged, as he feels not part of the organization leading to disillusionment thus the stress experienced. Lack of control occurs when the employee cannot have a say in such decisions, for example the work methods or how the work is to be undertaken, the work place or work environment and the pace of work as compared to the working hours (Antoniou and Cary 2005, p.201). Is cannot be gainsaid the role that career development, status and pay of the employee plays as a cause of stress in the organization (Mills et al 2007, p.250). Job insecurity where the employee is not sure of the status of his employment has the effect of the employee developing stress. When an employee does not see any prospects of promotion at the work place, he is likely to experience stress. This is the same scenario experienced when there is under-promotion or over-promotion in the organization. Doing work of low social value or one that does not befits one in the eyes of his colleagues can lead to stress by the employee. Payment of salaries and wages through piece rate payment schemes has the effect of making the employee suffer from stress. Stress may also result because of unclear but unfair evaluation systems for measuring performance of the employees in that the employees who feel overlooked will not perform due to despair that eventually leads to stress. The role played by an employee in an organization can lead to stress if not handled properly by the relevant authorities (Mills et al 2007, p.250). Employees who have unclear roles in the organization or those whose roles conflict with the roles within the same job will most likely experience stress. The existence of irresponsible colleagues may also lead to stress to an employee whose role is affected by such colleagues. An employee in the organization will also experience stress if he is put in a position whereby he constantly deals with other people and their problems. Stress can also be due to factors that are affected or influenced by interpersonal relationships or relationships between the completely human resource bodies of the organization. For, example when an employee in the organization experiences inadequate and unsupportive but inconsiderate supervision, he soon experiences stress. Having poor, relationship with colleagues at the work place will result into stress experienced by the employee (Robbins et al 2003, p.421). Harassment either physically or mentally through intimidation, bullying and violence may make an employee in the organization suffer from stress and its related symptoms (Giacalone and Mark 2012, p.81). An employee who performs isolated or solitary tasks will likely suffer stress and its related effects. If there is no agreed procedure for solving problems or handling complaints in the organization has the effect of causing stress on the employee. Organizational culture plays an important role in causing stress to employees if not handled properly. This includes poor communication between, employers and employees, supervisors and their subordinates or amongst the employees themselves. Poor leadership also has the effect of making employees fall into traps of stress (Ross and Elizabeth 1994, p.50). When an organization does not have clarity about its objectives and structures, the employees end up being stressed at work. In addition, another cause of stress at the job is the competing or conflicting desires and duties of both the home and the work place. This is known as the homework interface that occurs because of the conflicting demands of the home in relation to the work place duties or tasks. When employers fail to offer support or fail to understand the competing interests of the employee’s home as compared to those at the work place, the employee falls into stress. It occurs in two ways, either through lack of support for domestic problems at work or lack of support for work problems at home. Effects of Stress on an Organization When an organization has employees suffering from stress, the healthiness and performance of an organization is affected negatively by large proportions. The organization will therefore not be able to derive the best from their employees thus threatening the survival of the organization. When employees in an organization suffer from stress, there is likely to be increased absenteeism from the work place. An employee suffering from stress is not motivated to do the assigned tasks regularly or even have the impetus to attend to his job (Clarke and Cary 2004, p.15). The only alternative that remains for such an employee is too constantly or regularly absents himself from the job. Continued absenteeism eventually affects the results or returns to the company in a negative way. Stress in the organization decreases the employees’ commitment to the work or jobs assigned. When there is reduced commitment in the assigned tasks, employers are the ones left to suffer as the job is done haphazardly without any order or as prescribed. The result is poorly done work or unaccomplished tasks, which in turn lead to losses in either monetary value or goodwill that ends up draining the company’s coffers or much needed resources. The final effect is that the organization losses its competitiveness that may threaten its survival. Stress in the organization leads to increased turnover of staff or employees as most employees resign or they are dismissed for omissions or acts that may be directly attributed to work stress and related effects. As already discussed above, employees suffering from stress are likely to be disillusioned and lack commitment in the jobs they are currently in. when the employee is not comfortable with his job and ends up suffering from stress, they are likely to resign from the unsatisfactory task (Freeman 1999, p.76). Similarly, lack of commitment in the work place by the employee makes them perform poorly in assigned tasks often leading to dismissal from duty. This increased turnover of employees is unproductive to the organization as there is decreased continuity in the performance of the job and the costs of training or hiring new employees is higher. Stress in the organization has the effect of impairing productivity of the employees or performance of tasks in the organization. Stress causes employees or supervisors to develop poor physical and mental health that makes them behave in a dysfunctional manner at the work place thus affecting their capabilities to think logically in making of decisions and the performance of tasks. The result of this is that performance and productivity of the concerned stakeholders at the work place is impaired. Closely related to this is the fact that stress in an organization can lead to increase of unsafe working practices and accident rates due to lack of concentration by employees in the performance of tasks due to mental and physical dysfunction (Isles 2010, p.78). Stress Management in the Organization Each organization should have work designs and management strategies that avoid risk factors that may lead to stress and learn how to prevent it or manage it and the foreseeable stress problems (Bond and Windy 2005, p.137). The organization should have clear organizational structures and practices that provide the employees with clear information about the structure of the organization including both the purpose and practices of the organization. This may include the company objectives, missions and visions. As a long term objective of avoiding stress is through appropriate selection, training and development of employees at the place of work. This involves taking note of every employee’s skills, knowledge and abilities including their strengths and weaknesses and matching them to the needs of the job as much as possible. This can be achieved through the evaluation each would-be employee in comparison to the work applied for. Training may also be necessary to make employees fit in the particular job description. When this is done coupled with good supervision and guidance at the work place, the employees in the organization are likely not to experience stress (Dierkes 2001, p.878). Employers or organizations should have proper job descriptions in order to work free from stress. It is important that employees and employers are made aware of the relevant details of the job they are undertaking or doing and they ensure that the demands are made as appropriate as can be possible. This is advantageous in the sense that the employee will be aware of what is expected of him in the performance of duties. The job description enables the workers to know the objectives and strategies on how the work performance is assessed thus efforts are directed to do task well (Spiers 2002, p.74). Communication is important in the management of stress at the work place or in an organization (Sims 2002, p.128). This can be achieved by managers talking to the staff, listening to their problems and complaints and making it clear to them that they have been heard and action will be taken in the shortest time possible. The communication should include work expectations on the job that is understandable, reasonable and consistent with the job description as at the time of employment or recruitment of the employee. Organizations must also strive to have clear commitments to the employees and ensure they keep their word on it. Having a favourable social environment is important in the management of stress. Organizations must therefore encourage reasonable level of expanding the social life of the employees through teamwork to increase commitment to the organization. Conclusion Stress in any organization can be a big problem or a challenge to everyone within the organization. The stress affects employers, employees, supervisors and subordinates and is therefore important that all organizations strive to be stress-free. To achieve this, organizations should constantly monitor its human resource for any signs of stress problems in order to maximize on the benefits of a stress-free work environment. 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