In the specific scenario of a merger, the challenges that an individual is confronted with are manifold and can range from the loss of benefits and responsibilities to relocation or even dismissal. In this situation of potential loss rather than gain, a merger can cause feelings of being powerless and not in control anymore, which has a severe negative impact on mechanisms such as coping, stress and job performance (Fugate, Kinicki, & Scheck, 2002; Fried, Tiegs, Naughton, & Ashforth, 1996). Tetenbaum (1998) adds to this by stating that the employee of the future cannot expect less, but more change, which is very demanding in terms of adapting to the new circumstances and of absorbing the mental and physical challenges. She also believes that the management has the responsibility to build resilience, by helping the employee to understand that change is the normality now. The individual is at the core of the successful
Therefore, in order to improve functioning and productivity of employees as well as to maintain good relationship with co-workers and employers companies have to undertake stress management programs. VARIOUS CAUSES OF STRESS IN AN ORGANISATION: The various factors that may causes stress among people of organization can be as follows: 1stHigh workload: If the work burden on people in an organization will be very high that is if burden will be far more than people’s capacity to do work, then people will feel frustrated and pressurized. And frustration at one or the other time will lead to stress. Examples for high workload can be: ▪ Unrealistic expectations and deadlines by company from employees. ▪ Under appointment of personnel’s for work already scheduled.
When the employee stressed will raise effect to the work. Pressure work that serious can make the individual do the job well due to competition with colleague and with the chief however pressure work that serious also can be inimical like lose focus work, individual can get involved with accident, biased to drug phenomenon and alcohol, and also dissociation in household due to high pressure at the workplace. Based on M.m Zafir and M.H .Fazilah, states that stress at the workplace happened when job requirement not matches to ability, source, and employee needs. It can give effect on psychology and human physiology. Individual that feel pressured with work carried out will show depression that is prolonged.
Intergroup Conflict in the Workplace Kaci McCurdy Spring 2018 Belhaven University – Jackson, MS In any organization big or small, one can expect conflicts to arise. In the past conflicts within an organization was considered to be detrimental to an organization and had to be terminated. In today 's would not all conflict is deemed to be wrong but at the same time, some conflict is not considered suitable. There has to be a way to set a balance because having too much conflict can cause problems and not having enough conflict can cause problems. There are different types of conflicts, and they all can create a difference in organizational performance.
According to the current World Health Organization 's defines occupational stress as "the response people may have when presented with work demands and pressures that are not matched to their knowledge and abilities and which challenge their ability to cope." A variety of factors like lack of autonomy to work, excessive workload, extended working hours, isolation, tedious work environments, red tapism, difficult relationships among co-workers and administration, harassment at work are some indicators of the workplace stress. A concern with stress research is that studies often neglect to consider the broader organizational context that serves as a major cause of the stress. Work place stress or occupational stress often leads to the physical, social and behavioural changes in a person’s day to day life. The rise of this nature of epidemic workplace stress can be seen over the past 20 to 30 years.
Whilst stress becomes extreme, employees develop several of stress symptoms that can lower their performance and health and even intimidate their ability to deal with up with the situation. Work stress has become a familiar term in today’s parlance. In every organization, the major cause of shortfall in productivity is because of stress at workplace. Human resources need assured kind of motivation and work stress mitigating ways to overcome their stress. This research is focused to look at the major factors causing work stress and explain how it have an effect on job performance of the
Situations that are most likely to trigger stress are those that are volatile or uncontainable, vague, indistinct or unknown or linking inconsistency, loss or performance hope. Stress can rise by time constrained events, such as the anxiety of examinations or work deadlines, or by enduring situations, such as family tension, job uncertainty, or extensive commuting journeys. (Michie, 2002) Chronic stress on employees can have immediate collision on the organization itself, resulting in a variety of problems such as high absenteeism, and turnover (Parker & Decotiis, 1983), poor industrial relations, poor productivity, high accident rates, poor organizational climate, low morale, antagonism at work, and job dissatisfaction (Chen & Spector, 1992)
Stress in workplace obviously important to employees but management is also concerned about stress in workplace for several reasons. Stress in workplace reduces productivity, increase management pressure, and makes people ill in much way; evidence of which is still increasing. Workplace stress effects the performance of the brain, including functions of work performance; memory, concentration, and
This implies that employees are not happy with their working environment. Likewise, there is a negative relationship between compensation and employees’ turnover. This also indicates employees are not satisfied with the payments, rewards, benefits and promotion policy of their organizations. There was also a negative correlation between job satisfaction and employees’ turnover; this implies that employees are not satisfied with their job. Also Since high employees’ turnover leads to high wastage of resources and increased costs to train newly acquired employees’ members, it was revealed in this study that organizations experiencing high employees’ turnover are more likely to fail to achieve their performance targets.
These advancements have made job stressful among staff within the organization as well as within the life of the empolyee. Sauter, Lim, and root (1996) outline the harmful physical and emotional responses that arise once the strain of employment become unmatchable to the worker’s talent, resources, or needs. Activity stress become more outlined as the condition arising from the interaction of individuals and their stressful jobs are increased that ultimately characterised by changes that forces the employee to deviate from their traditional functioning. The perception of the consequences of stress on a private sector has modified. Stress isn 't invariably dysfunctional in nature, if positive, will prove one amongst the foremost necessary factors in rising productivity inside a corporation (Spielberger, 1980).