Role conflict is experienced when we find ourselves pulled in various directions as we try to respond to the many statuses we hold. A common example is the work-life balance, a typical problem for working women. This could be caused due to tension, anxiety and ignorance. It could cause people to become aggressive to withdraw altogether. Role ambiguity on the other hand is a lack of clarity about expected behavior from a job or position which can hinder job
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)
People who work often become stressed from time to time, but people with depression can be affected severely by work stress. “Stress and conflict in the workplace can contribute to depression”(Bilsker). A depressive can become stressed due to a high work demand. They may have a long lists of tasks that seem undoable or they become frustrated because they have difficulties doing simple tasks. “Depression can make it difficult for an individual to perform their job, affecting concentration, decision-making, and interactions with others”(Bilsker).
Difference between a Manager and a Leader When it comes down to business there are two main things that people get confused on that is the different between a manager and a leader. The future is not a place you go put a place you create in order to do this you need to master two essential skills mainly leadership and management. Management is basically the usage of already build processes such as planning, staffing, measuring performance and budgeting thereby implement an organization to do well. Leaders succeed when their words, decisions, and actions address prevailing conditions. It is tough to manage people.
Aspects of the work itself can be stressful, namely work overload and role-based factors such as lack of power, role ambiguity, and role conﬂict. Threats to career development and achievement, including threat of redundancy, being undervalued and unclear promotion prospects are stressful. Stress is associated with reduced efficiency, decreased capacity to perform, a lack of concern for the organisation and
Bullying has frequently being associated with a stressful and negative working environment. Numerous work environmental and organisational factors can be considered to produce occupational stress which could possibly increase the risk of bullying or conflict among employees. A stressful working environment may result in interpersonal conflicts and peer bullying may be the outcome (Einarsen et al, 1994). Stress and frustration are also seen as causes of bullying and stress is often a result of poor organisation and management within the workplace. High levels of stress can result in managers taking out their stress on employees.
Conflict is part of day to day life in every organisation due to different beliefs, values, religion, age and culture of employees. This is a challenge to managers and directors to solve conflicts, if they arise, by being innovative in creating solutions but not all conflict are bad. There are some conflicts that can help the life of the organisation as it learns and grows as it serves to modify strategies and techniques. Unresolved conflicts lead to unproductive human resources and can lead to absenteeism and decreases the levels of cooperation, which is very bad for the life of the organisation. Conflict happens when two or more contradictory perspectives haven’t been agreed on, but it’s not necessarily a bad thing.
Discrimination is a big struggle managers in the human resource department face at the workplace, especially since the consequences are high, and the company’s reputation is at stake. Discrimination usually occurs during hiring, firing, training, job assigning, demoting, and promoting. Discrimination in the workplace is against the law and occurs when an employer judges an employee due to human factors such as: age, race, disability, compensation, genetic information, harassment, origin, pregnancy, religion, retaliation, or physical appearance. Disability discrimination is the act of harassing an employee due to his or her disability, or when job applicants are requested to answer questions about medical conditions or take medical exams. It
Another disadvantage associated with it is that morale, productivity, and loyalty in the workplace may suffer among the employees who are left. It is not only devastating to those laid off but also can have weakening effects on employees that remain in the company — it can cause fear and anxiety, organization disruption, increasing
It might come either from working conditions, management regulations or employees’ personalities including unequal treatment, late payment, polluting environment, violation in terms of health and safety, promotion and other disciplinary policies (Libreri, C., Novkovska, Band et al. 2013). These are the main factors that drive to the occurrence of grievance at workplace. If organization is not able to manage grievance appropriately, there will be several negative results arising such as poor quality of work performance, disobeying of employers leading to conflicting relationships, disruptive behaviors, low interaction among employees, and so