These results indicate that employers/ potential employers have important implications for HR initiatives in companies were employees face bullying behavior either from the superiors or peers. It is necessary that HR executives keep an eye on the job security and employee turnover as a result of bullying behavior. The research looks into how the employee as well as the company might suffer as result of bullying behaviors being committed. It also provides an insight into the after effects such as health impairment and threat to career growth as a
The stress provided by the work environment is often reflected in the form of physical turmoil, psychological illness, and reduced social interaction. Studies on the effect of different environmental stressors on people indicate that they can impact people’s behavior, mood, cognitive function, physical health, and/or psychological well-being. Coping is an important aspect of dealing with stress. Development of coping abilities that can make a person’s personal adaptation successful is of importance as it can influence a person’s self-confidence and outlook in life. Coping for stress is either problem focused or emotion focused.
Furthermore, supervisor burnout is a matter of significant concern for organizations because it’s believed to be contagious. Research suggests that supervisor burnout can influence burnout in employees, which can significantly impact the performance of the employees, the unit, and thus, organization goals (Cullen, 2014). To address this phenomena, I, as an administrator would put in place policies, procedures, and strategies that select and provide clear and reasonable expectations of supervisors and employees, provide yearly training to maintain their competency, and give them recognition, thus, show that their work is valuable to the organization and its achievement of goals. References Chullen, C. (2014). Burnout contagion in supervisor-subordinate dyads.
M* finds that job stressors were significantlyrelated to employees’ psychosomatic problems, job satisfaction, unproductive time at thejob, and absenteeism. Type A behavior was found to be an important moderator of thestress outcome relationship. This study examines the relationship among job stressors (role ambiguity, role overload, role conflict, resource inadequacy, skill underutilization), Type A behaviour pattern and employees' psychosomatic complaints, life and job satisfaction, unproductive time at the job, and absenteeism among middle managers (N = 227) and among blue-collar workers (N = 285). Job stressors were found to be significantly related to all outcome variables, except life satisfaction. Type Abehaviour was associated with a number of job stressors and outcome variables.In addition, Type A behaviour was found to be an important moderator of the stress-outcome relationships.
One of the important organizational factors is human resource practices (J. B. Arthur, 1994) (M. A. Huselid, 1995). Various researchers agree that HR practices are to manage the pool of human resources and ensure that the resources are utilized for the fulfilment of organizational goals (R. S. Schuler and S.F. Jackson, 1987) (P. M. Wright and S. A. Snell, 1991). Form the literature, negative work outcomes such as absenteeism and turnover (usually good employees who quit their job voluntarily), it is also possible to link that HR practices could contribute to deviant behavior.
INTRODUCTION Conflict is real which exist in today’s workplace . Conflict is a work place can be functional or nonfunctional .The level conflict , can be aiding in the organization as it applauds employee to search for preferred ways to perform their works and we can also eradicate group thinking. nonfunctional conflicts brings stress and frustration to the employees in the organization. In this generation there are many families now have both spouses(husband & wife) working, and they should also balance their private & professional lives become very necessary to an employee.To be competitive organisation are burdening stress on their employees in regardence of competitors . Employees are facing high level of stress & frustration in their respective private and professional lives roles are same which are imposed on other person in other part of world.
Occupational stress is a problem for law enforcement officers because of the effects on job performance, health, alcoholism, drug abuse and suicide as well as family issues. It is important to identify and combat the sources of stress to improve the lives of the officers. The Early Warning system is a very good tool in foreseeing and combating some of these very issues. It provides a early identification and intervention of misconduct as well as other issues or performance problems (Peak, Gaines, & Glenson, 2009, p. 261). This gives law enforcement administrators a better view at foreseeing stress created from certain traumatic events or family problems.
Workplace stress and mental health are two commonly related issues. The definition of this topic is, according to (Buckley, 2016) as a harmful reaction that people have to undue pressures and demands placed on them at work. Stress in the workplace is quite common nowadays due to the loads that employer put on their worker, when the world is changing globally and competitions are getting bigger, employers usually first will force their workers to put in more effort in their jobs than rather to bring in more employees. Besides excessive workloads, the working environment can also results in workplace stress. For example bullying, sexual harassment, bad communication between staff and a lot more that can induce stress to the workers.
Representatives may encounter a scope of physical, mental, and behavioral outcomes as a result of employment anxiety and organizations may in turn be affected by low production quality and quantity, internal conflicts, lack of cooperation, high turnover, and costs associated with sick leave and worker disability. The majorities of studies of investigations of work site anxiety administration projects have concentrated on the usage and assessment of anxiety administration programs in individual organizations. several recent reviews have provided an overview of different types of stress management programs and their effectiveness in modifying health- and job-related outcomes such as absenteeism . The authors discovered associations with stress management programs to be more prone to offer projects that support worker prosperity, well being, and expertise improvement than those without stress management
2.2 Common Workplace issue The common workplace issue faced by employees that we have chosen and will be discussing for our project is about stress. Under this segment, the reasons as to why we chose to do this topic, symptoms of stress, causes of stress in workplace and the impact of workplace stress shall be covered. 2.2.1 Stress in workplace 1.Defining Workplace stress. There are various definitions for stress, however for this report we would like to define workplace stress as the harmful physical and emotional response by an individual caused by an imbalance between the perceived demands,perceived resources and also the abilities of individuals to cope with those demands at work. According to a 2016 report by International Labour Organization, work-related stress is based on an organization’s labour relationship and work design .The presence of work-related stress occurs when the demands of the job transcends the capabilities and needs of the worker, or when the knowledge and abilities of an individual worker is not matched with the expectations of the organizational culture and they do not possess the resources to cope.