Stress Management Case Study Nordstrom

1. Nordstrom practises caused work-related stress by negative job characteristics of role conflict, ambiguity and overload and organizational characteristics of organizational contingency and non-contingency and job context (Cordes & Dougherty, 1993). Stressors-strain approach indentifies negative work characteristics causing damage in psychological and physical health of the employees (Cotton & Hart, 2003). Role conflict defines unclear role description and objectives upon hire (Cordes & Dougherty, 1993), to which management of Nordstrom openly admitted. Commitment to customer service was uncertain. Sales per hour dictated safety while customer service did not, thus expectations conflicted with demands of the organization. Furthermore, personnel experienced role ambiguity. Employees expressed unclarity of responsibilities and position within the hierarchy due to intentional lack of healthy communication, appropriate training and vague contract and wages. Nordstrom based reward structure on number of sales. Position changed with performance, as one passed through "red line" at sales performance chart. Management intentionally confused new employees, for example

The differences in personality influence organizational behaviours. Conscientiousness, Emotional Stability, and Agreeableness are recognized predictors of job performance (Hurtz & Donovan, 2000). Emotional intelligence relates to higher resistance to stress and challenge also enhancing performance (Lyons & Schneider, 2005). Personal expectations decrease disappointment of negative job characteristics. Differences in personality and emotional intelligence alter the coping skills that are also influenced by social support. The interplay of those characteristics creates career progress and substantial motivation. Individuals who advance in their career experience less burnout (Cordes & Dougherty,