Job Stress Theory
Review of related theories
There are some of the theory of model related to job stress and job satisfaction required in order to support this research. Therefore, related theory, conceptual and previous literature review will be discuss to support this research.
2.2.1 Job Demand-Control (support) theory
Job Demand-Control (support) theory as presented by Karasek in 1979 is related to the factor work overload in this research. According to Hassard and Cox (2015), Job Demand-Control model proposed that job stress results from the relationship between two dimensions of the work environment which are psychological job demands and job control. According to Karasek (1979), psychological demands usually stated to work overload due to the time pressure
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The factor under the personal issue such as personality, conditional demands, coping skills, past experiences and any, present faced by an individual can influenced the employee of the perceived demands and competences through cognitive assessment. Besides, this model acknowledges that “stress can manifest physiologically, psychologically, behaviourally and socially with detrimental consequences to both the individual and the organization.”(Hassard & Cox, 2015).
2.2.4 Transformational Leadership
In the transformational leadership theory, leaders will follow the leaders with inspire them because the leaders will care and concern them and will help them to success. There are three type of theory that associated with the transformational leadership styles which are Burns Transformational Leadership theory, Bass Transformational Leadership theory and Kouzes and Posner’s Leadership Participation Inventory.
i) Burns Transformational Leadership
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There are some of the aspects that are preoccupied for this model in where the transformational leadership will turn into active person such as role model that the leaders will needs to be an ideal and give away him or herself as a model circumstance of what a person should be and how to perform these actions. Furthermore, the leaders will inspire their followers with the goals and be secure to the followers in the situation of hardship. Leaders also have to carry a wisdom of empowerment to the followers. Moreover, the leaders might have to show enthusiasm toward their followers in where the leaders have to act with passion. Lastly, the transformational leadership should also able to face hardship in where they need to be courage to be a good leader (Kouze & Posner,
Transformational Leadership Sand Cone Model
1258 Words | 6 PagesIt was developed and re-constructed based on the original sand cone model, which was invented by Takala et al. (2005, 2006a, 2006b, 2008a, 2008b). This transformational leadership model is supported by four main parts: resources, results, cornerstones and direction of outcomes. Resources are the basis (similar to arms and legs) that consists of processes (PC); people, technology, know how (PT); information systems (IT); and organization groups and teams (OR). Next, the following level is Results (like the body) which includes three categories of leadership: passive, controlling and dynamic leadership in which passive and controlling leadership are least effective and concentrate more on corrective actions (Bass and Riggio, 2006).
Pros And Cons Of Transformational Leadership
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Transformational Leadership In Emergency Department
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President Kennedy's Moon Speech Summary
717 Words | 3 PagesBass & Riggio (2005, pp. 4-8) explains that transformational leaders inspire their followers to exceed their own expectations and perceived capabilities and is comprised of the four components of idealized influence, inspirational motivation, intellectual stimulation and individualised consideration. DuBrin (2016, p.163) suggest that leaders in a time of crisis need to
Lou Gerstner's Transformational Leadership Style
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Four Theories Of Transformational Leadership
744 Words | 3 PagesIdealized influence, inspirational motivation, intellectual stimulation, and individual consideration are the four factors of transformational leadership. Hence, it is said that eeffective transformational leadership can produce performances which exceed organizational expectations (Hall et al., 2015). Transformational leadership theory is currently being used in Haynes & Associates. The Manager of the law firm understands that one of the goals is to increase productivity and achieve growth.
Stress In The Workplace
1325 Words | 6 PagesINTRODUCTION Stress is a word derived from Latin word “Stingere” meaning to draw tight. (Mojoyinola, 2008) Stress is your body’s way of responding to any kind of demand or threat. When you feel threatened, your nervous system responds by releasing a flood of stress hormones, and including adrenaline and cortisol, which rouse the body for emergency action. Your heart pounds faster, muscles tighten, blood pressure rises, breath quickens, and your senses become sharper. These physical changes increase your strength and stamina, speed your reaction time, and enhance your focus.
Sam Walton: Transformational Leadership Analysis
1197 Words | 5 PagesOur text states, “transformational leader is one who influences, inspires, mobilizes, and transforms followers to achieve
Nurse Staffing Ratio
736 Words | 3 PagesThe questionnaire consisted of demographic information, current and previous work experience, workload, job satisfaction, and feelings of job-related burnout (Aiken et al., 2002). Furthermore, the researchers used a 4-point scale (from very dissatisfied to very satisfied) for job satisfaction and an Emotional Exhaustion scale of the Maslach Burnout Inventory for job-related burnout (Aiken et al.,
Transactional Leadership Theory Vs Transformational Theory
825 Words | 4 PagesTransactional and Transformational Leadership Both concepts of the theory are built upon the reciprocity relationship between leader and follower. In contrast to the transactional leader who practices depending reinforcement of followers, the transformational leader inspires, intellectually stimulates, and individually considerate their team (Bass, 1999). At the core of transformational approach it is emphasize the both on leader ability to motivate and empower follower as well as in the moral dimension of leadership – it is about winning the mind and the heart (Bolden et al., 2011, p.31). The commitment building of this type of leadership is not only from the precise goal setting and evaluation but also through caring and inspiring the team.
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.
Pamela's Theory Of Workplace Stress
1714 Words | 7 PagesOne of the inevitable certainties of modern occupational life is stress. According to Greenberg (2012), stress and psychosocial stressors have the ability to adversely affect both the individual and organization. To illustrate workplace stress in practice, the case study of Pamela Perkins will be used. Undoubtedly, Pamela’s new role as a managing director of a chain of daycare centres has been quite taxing, owing to a number of factors ranging from work overload and home-to-work interface, which have affected her stress levels.
Work Stress Vs Occupational Stress
848 Words | 4 PagesWork stress among them is of great importance, as an average adult spends about eight hours a day at work environment, accounting to an one third of his life (Brewer, 2002). Effects of stress are diverse and can be categorized into physical, mental, emotional, behavioral and economic (Thomas W. Colligan, 2005). Mental health problems may range from minor low mood to major psychiatric disorders such as depression, generalized anxiety and suicide. Moreover, the capacity to concentrate can also get impaired completing the vicious cycle of low productivity (Tennant, 2001). ‘Burnout’ is a term used to describe the psychological condition resulting from long-standing stress which is characterized by emotional exhaustion, depersonalization and reduced sense of accomplishment (Kumar,
Causing Stress In The Workplace
1287 Words | 6 PagesThe prospective for job improvement is a momentous defence against existing stress, with under promotion, lack of training, and job insecurity being stressful. Relationships at work and the organizational culture are two additional sources of stress. Managers who are decisive, tough, uncooperative or bullying generate stress, while an optimistic social aspect of work and good team working reduces it. (Michie,
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