our modern world, talent management is indispensable for any organization. Every organization has to retain the talent of its employees in order to face competition and maintain its reputation. In the current situation, there are lots of youngsters in search of a good job. For example, for any vacancy in a company, a minimum of 100 candidates applied for the post. It is the duty of the human resource department to select the best candidate. Capacity plays an imperative role in handling and retaining
"Stress is a wonderful word to describe what happens when we humans are assaulted by a difficult, frightening, unpleasant, or anxiety provoking situation.” (Mindell,nutritionist,1997). Today women are in a state of transition caught between the deceptive safety of traditional role on one hand and the challenge to realize their potential outside on the other hand. Richard Lazarus and Susan Folkman suggested in 1984 that stress can be thought of as resulting from an “imbalance between demands and resources”
(1982) indicated that continued stress can drastically lower job satisfaction and performance and can also damage the individual's personal life. The term "burnout" is often used to describe the effects of continual stress. Logically, a teacher's mental health can be expected to affect classroom performance and interactions with pupils and others, as well as whether the teacher continues in teaching. Other variables associated with teacher stress and burnout are role problems, loss of control, isolation
heavy burden. The definition of stress is a state of mental or emotional strain or tensions resulting from adverse or very demanding circumstances. People handle stress and time management in many different ways. In some individuals this stress and time management can affect their happiness and productivity. Everyone has their own mechanism in how they handle these burdensome times. In “College Students’ Time Management: Correlations with Academic Performance and Stress,” the authors perform a study
A STUDY ON IMPACT OF ROLE AMBIGUITY AND JOB STRESS ON INTENTION TO QUIT AMONG EMPLOYEES IN BANGALORE Dissertation submitted in partial fulfilment of the requirements for the award of the degree of POST GRADUATE DIPLOMA IN MANAGEMENT Approved by ALL INDIA COUNCIL FOR TECHNICAL EDUCATION (AICTE) By Catherine S Reg No. 15MG30203 Under the guidance of Dr. Geeta Asst. Professor School of Management KRISTU JAYANTI COLLEGE, AUTONOMOUS Bengaluru – 560077 SCHOOL OF MANAGEMENT
workplace. Scientist believes that the problem of workplace stress has developed in many countries, and research has helped in establishing the connection between stress and ill health and job stressors and strain outcomes. Occupational stress has been formed and adapted by effective and dominant cultural, political, social and economic forces in which jobs happen and in which individual react to their work experiences. (Kenny&Cooprer, 2003) Stress is psychological and physical reaction to specific life
direction of their lives. Stress has emerged as a thrust area in organizational behavior research. Stress research has been suffering with conceptual (Beeha & Newman, 1978), methodological (kahn,1981) and focus (Ivancevich and Mattson, 1980) Problems. However, work related stress is increasingly becoming a prominent field of research in recent years (Sinha & Sinha, 1977). The Review of literature contained in the present chapter focuses on earlier research findings on job stress of banking personnel.
an increase in the level of stress on the employees to perform better in their job. It describes all the factors that contribute towards creating stress on employees and its impact of on both employees and an organisation in details. The concept of stress has been explained in a broader way to give an overview of the subject. To make the dissertation more effective and reliable JP Morgan from the banking sector has been critically examined. It analyse the kind of stress employees at JP Morgan had
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. Increased tension between
In most organizations, the workers and management of organizations are seeking ways of reducing the threat to health of workers as a result of their stress levels in their workplace. Individual techniques and methods reveal several techniques aimed at the reduction of the risk of stress associated to the workers’ health for example, career, health, psychological and clinical consultations, daily training, etc. The primary purpose of these consultations and the related activities are premised on providing