The Effect Of Work-Related Stress In The Workplace
Work related stress has become a major challenge for the organizations worldwide due to its immense occurrence and its adverse effects on employees work behavior. It is generally accepted that employees are the most important and valuable persons for the organizations due to their major role in running the organization effectively and successfully and cannot be treated like machines. The employees who experience less stress are more cooperative and productive members of an organization but when the organization ignores its employees’ stress ,needs and demands, then the results are employees’ absenteeism, low productivity, lack of motivation and job satisfaction which eventually effect the employee work behavior and lead him/her towards counter-productive …show more content…
They took the sample of 55 medical house officers of District Abbottabad and the analysis of their study showed an inverse relationship between job stress and job performance indicating that there is high job stress in medical house officers which results in low job performance.
Work-related stress has negative impacts on employees’ productivity also. In a study, "The effect of stress and satisfaction on productivity (2010)”, conducted by Halkos and Bousinakis on 425 employees in the private and public sector concluded that increased stress leads to reduced productivity and increased satisfaction leads to increased productivity.
Similarly many researchers investigated the relationship between work stress and counterproductive work behavior of employees. For example Hira and Anam in their study entitled , “ The Impact of Job Stress on the Counter-productive Work Behavior (CWB), A Case Study from the financial Sector of Pakistan,2012” concluded that the job stress among employees lead them somewhat towards counter-productive work behavior and there was a sufficient positive correlation exist between job stress & employee
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This makes it difficult for them not only to attain but also retain a job. All these problems create great stress for employees with disabilities. Although stress affects negatively on employees’ and organizations’ productivity as indicated by various studies and needs a serious notice from employers, policy makers, researchers and government etc. But unfortunately no research has been conducted till now related to PWDs’ stress at
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Essay On Health Care Inequalities
1285 Words | 6 PagesThe evidence presented in this study also suggests that there are many reasons which prevent individuals with learning disabilities accessing effective health care. Further organisational barriers were presented which may impede effective communication between patients and staff. It may be that the need for written forms of communication or the use of poor signage caused issues for these individuals as reduced literacy skills may make it difficult to comprehend these types of communication. Rigid appointment systems may be a barrier to accessing health care if the patient is unable to tell the time or manage their time effectively. Tuffrey goes on to suggest that it is essential that staff have the appropriate attitude and knowledge to treat vulnerable patients and reasonable adjustments need to be made to address some of the barriers preventing this.
Why Are Australia Marginalised?
1861 Words | 8 PagesDisabled people who do manage to make their way into the work force tend to encounter numerous disadvantages such as advancement and on average earn around one quarter of the income of their able bodied counterparts (Barnes, Mercer & Shakespeare 1999, p.110). In addition, the majority of well paid, high skilled, and rewarding positions are commonly taken by non-disabled people (Barnes, Mercer & Shakespeare 1999, p.111). It is possible that employers are not interested or unmotivated to make possible changes or allowance for physically disabled people within their organization
Cashier Workday
1105 Words | 5 PagesThey have damage all through their back, hips, shoulders, and ligaments from standing 6-8 hours every day without rest. The constant pressure of their own body weight is angled to the same joints all day and causes many side effects. Some of those side effects are: arthritis, sciatic nerve damage, back pain, swollen feet, discomfort in ankles and feet, stress fractures, and much more. There is no law saying that employers are required to provide a place for them to sit when they are feeling fatigued. This means that employees have to stand through whatever discomfort they experience no matter how serious or traumatic.
Stress In The Workplace
1325 Words | 6 PagesThe workplace had become a high stress environment in many organizations cutting across industries. Employees were experiencing high level of stress due to various factors
Informative Speech On Workplace Stress
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Invisible Disability Research Paper
1006 Words | 5 PagesThis is important to know, because people with disabilities are the same as me and you, they just have disadvantages with some things. Another barrier that people with disabilities go through everyday is, social barriers. Social barriers are barriers that are related to the conditions in which people are born, grow, live, learn, work and age. This is stated by https://www.cdc.gov/ncbddd/disabilityandhealth/disability-barriers.html#Physical when it says, “ People with disabilities are far less likely to be employed.
Job Satisfaction Model
1366 Words | 6 PagesFuture GroJob satisfaction Job satisfaction describes hoe content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation or aptitude, although it is clearly linked. Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job an affective reaction to one’s job and an attitude towards one’s job.
Employee Stress: A Case Study
1524 Words | 7 Pages) There are many different kinds of support given to workers in order to help them deal with stress. Here we will be looking at types of stress support given to employees as well as their stressors, by giving examples of these derived from the case study. Types of support given can include psychological support, cognitive support, employee assistance programs and physical support (Lehrer et al, 1994). Types of stressors that employees face are work overload, work-life balance, emotional and physical labor, job ambiguity and job demands (Danna & Griffin, 1999). Under psychological support there are various mediation and relaxation techniques that are used in order to help support employees suffering from stress.
Workplace Discrimination
677 Words | 3 PagesAlso, they encourage they highlight the fact that the disabled people, just like the abled, are able to perform various tasks. The Equality Act provided a chance for the disabled people to get employment in various companies as long as they met the qualifications. Nevertheless, most companies still silently discriminate people with disabilities in that they consider them an unproductive. Williams and Dellinger (2010, p.8), primarily focus gender discrimination.
Literature Review On Stress
4793 Words | 20 Pages3. Review of literature 3.1 Stress and its types: Stress is an essential mediator of human behaviour. Immediate physiological response to any type of stressor facilitates survival of the species at its maximum. Despite of normal homeostatic regulatory mechanism, the stress responses can become maladaptive. Chronic stress, for example immobilization, exposure to noise, irradiations, psychological stress can leads to a host of adverse health consequences, including cardiovascular diseases, neurodegeneration, obesity, depression and early ageing (McEwen et al, 2004).
Counterproductive Work Behavior Case Study
779 Words | 4 PagesCounterproductive work behaviors (CWBs) were defined by Spector and Fox (2005) as voluntary acts intended to harm or affect organizations or employees in organizations. Counterproductive behaviors share the common feature of violating such authentic interests of an organization by doing potential harms to its members or to the organization as a whole (Sackett & Devore, 2001). CWB have been described in a number of ways, including organizational aggression (Baron & Neuman, 1996; Baron & Neuman, 1997; Spector, 1975), incivility (Sakurai & Jex, 2012), antisocial behavior (Giacalone & Greenberg, 1997); deviance (Hollinger, 1986; Robinson & Bennett, 1995), and retaliation (Skarlicki & Folger, 1997) but the common fundamental theme is that these behaviors harm the organization by directly affecting its functioning or property, or by impacting on employees in a way that reduces their performance. Also, past researches suggest that such oversight can have significant outcomes, such as employee discontentment, job accidents, over use of sick leave, conflict of work teams, productivity deterioration and turnover intentions (Lim, Cortina & Magley, 2008).
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