High stress levels also affected the morale and motivation of the employees. For instance, stress could lead to stress-induced gastrointestinal problems, irritable bowel syndrome, acidity, acid reflux, insomnia, depression, heart disease. Moreover, stress could push the victim toward high risk behaviour such as smoking, drinking, and substance abuse. Stress-related illness led to increase in absenteeism and attrition affecting the profitability of the organizations. (Kumar & Rooprai, 2009) Stress can be triggered by the pressures of everyday responsibilities at work and at home.
The incidence is higher in jobs with greater responsibility, or in occupations that work with people. For example, the police officers, judges, teachers, health workers, managers... Some psychological changes can also happen, and people increasingly consider the expediency of life, potentially suicides thoughts and religious beliefs often turn into fanaticism or be totally lost. The consequences of the Burnout syndrome at work is manifested sometimes as cardiac arrhythmias, seizures palpitations, headaches and migraines, as well as high blood pressure or pain in muscles and joints. (ACCORDING TO WHAT RESEARCH) The economic crisis has reinforced the conditions conducive to burnout: the uncertainty in their own workplace, working environment where workers are forced to longer working hours, doubling shift... “For workers everywhere, the troubled economy may feel like an emotional roller coaster.” (Jeanne Segal) “Since job and workplace stress increase in times of economic crisis, it’s important to learn new and better ways of coping with the pressure.” (Jeanne
Stress is a problem that can have detrimental effects on many people’s lives. A stressor is simple a stimulus that causes stress. Stressors can be a combination of many things that cause mental and physical pressure that a person feels. In this century the most popular stressors are work, school and self-generation. A person 's job can be a source of stress, especially because of unmanageable workloads and not being motivated in it.
The fear of losing one’s own job could be associated to Quantitative job security and the concern about certain valued aspects of a job such as insufficient/inadequate salary prospects could be associated to Qualitative job insecurity. The author of the article claims that if the employees are bullied there is a high likelihood that these workers may feel that their job is at stake and shall exhibit higher and higher levels of job insecurity. The study invariably looks upon the longitudinal relationship between bullying and job insecurity. The study actually revolves around the Leymann hypothesis and attempts to address the same. This particular proposition points out that bullying in the work place is linked with the rejection in working life.
Incivility defines as “a rude or unsociable speech or behavior (Merriam 2010). The types of behaviors that constitute between nurses can be due to stress, heavy workload, bullying, harassment and aggressions. Incivility and bullying in nursing are complex problems that have garnered much attention in recent years (Felbinger 2008). Emerging evidence suggests that incivility in the workplace has significant implications from nurses, patients, and health care organizations causing a high turnover rate. Design This study uses a descriptive qualitative design the aims of the study are to describe the factors
The aforementioned phenomena results in material social and economic costs to both employers and individuals. Serious risks include psychological harm and physical injuries, increased stress levels and an overall significant impact to the safety and well-being of the individual. Workplace bullying is the situation whereby an employee is treated with negative acts for a long period of time by his peers, supervisors or bosses. Usually the employee is unable to defend or retaliate due to the recognition of a formal or informal power imbalance. These advices will help employees in successfully dealing with or in managing bullying.
Chesley (2005) found that technology use can cause decrease in quality of life, increase work boundaries, and cause negative spill over and distress. The areas that will be examined for possible negative effects are stress, life satisfaction and job satisfaction. Job Stress With the work world rapidly changing, employees are becoming more concern with their work life balance (Shivananda & Ashok, 2012). A study done by Shivananda, and Ashok (2012) found that there was a negative relationship between work life balance and stress level. This would mean that those who have a low level of work life balance would experience high levels of stress and vice versa.
Prevalent in many forms ranging from bullying, mistreatment, emotional abuse to molestation and coercing sexual relationships, it has a potential to severely cripple the productivity of a workplace. Lowered morale, increased stress, low self-esteem and dysfunctional personal relationships among the employees are all direct products of harassment and are all points of departure from the real purpose of workplaces. During my study of newspaper articles on the subject, I came across a range of reports greatly varying on the circumstances of the tort, the manner of harassment and the course of action after the report. For first impressions, as opposed to the common perception of workplace harassment being a class specific and limited occurrence, harassment can in fact be seen very frequently in every section and class of the professional society. 1.2 WRONGFUL
Interpersonal Conflict Conflict can lead to a serious problem in any organization. It might not lead to the firm’s failure but it certainly can hurt an organization’s performance as well as lead to the loss of many good employees. Organizational conflict is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations, such as, interpersonal conflict, intragroup conflict, intergroup conflict and interorganisational conflict. In this discussion, we will mainly focus on interpersonal conflict.
Workplace bullies constantly involve overwhelmingly negative actions at work including the need to control, humiliate and embarrass to cause some kind of pain or personal distress. It can be associated with office politics, unclear expectations, dishonesty, withheld information, etc. Not only does workplace bullying have a connection with abusive supervision, it also has an increase with negative workplace performances. By promoting ethical practices, it could reduce workplace bullying and abnormality among co-workers. Agervold and Mikkelsen (2004), in one of the first studies, found that employees who were frequently exposed to bullying reported less job control, work tasks which were more unclear or contradictory, a management style which was less employee-oriented, and fewer social contacts with co-workers.