The topic of the research is “Occupational Stress among Managers- A Comparative Study between Public Sector and Private Sector Enterprises” Occupational stress is a common problem for all employees be it male, female, public sector or private sector. Stress can both be a stimulant to growth and development and a major factor in the etiology of a variety of physical and emotional disorders. Therefore, the nature of stress and the complex psychological mechanisms that mediate adaptation to stressful environments have become the subject of intensive scientific enquiry. Stress is an inevitable part of a job. It is impossible to make the work environment entirely free from all sorts of stress.
As clearly outlined above stress affects our emotions and moods by doing a stress audit managers can out what areas of work are stressful – is it excessive workload, non-consultative management styles, role conflict or too high expectations and thus work to improve their employee’s emotions and moods. By identifying the cause of stress – the company can then introduce policies that reduce or eliminate stressful work
Problem Statement: Job Insecurity Leads Inefficiency of Employees at Workplace The job insecurity leading to inefficiency is basically the perceived powerlessness to maintain the desired continuity in a threatened job situation and one’s expectations about continuity in a job situation”. Objective job insecurity refers to the real event that threatens workers’ job situation. Event may include the overall economic situation in the country such as the austerity measures brought about by the recapitalization and consolidation reform acquisition/merger and internal restructuring as well as downsizing of an organization. Objective job insecurity is that workers who found themselves in organizations that are primarily categorized as “insecure,” experience
But it is a phenomenon that is widespread in today’s society: fear of responsibility (KPMG NV, 2008). The fear from assuming responsibility for one’s actions exist because we do not want to repeat a traumatic experience that came about because of mistakes once made (Boshoff, W., 2010). Fear of failure or making a mistake often causes employees to avoid taking responsibility for their actions. The hypegiaphobic person could be self-indulgent, neglecting all responsibilities, to the expense of others. Background of the Study Globally, leaders need to view the new ever-connected world and the corresponding changes to business because directing an economy nowadays is completely different than it was ten, thirty, or fifty years ago.
Indian talent is in great demand as there exist a war for talent. So employees in software are always spending their official life in the midst of competition and heavy work load. The globalization of economy and introduction of new high speed information technology, increased global competitiveness, and reduced staff levels; software employees have less job security. They are carrying heavier workloads and working longer hours in an attempt to keep their jobs. A marked increase in stress levels at work is being experienced on a universal scale.
In today’s reality, sedentary behaviour has become the norm to characterize many of the work conditions and space. This message campaign idea will address the epidemic of sedentary behaviour in the workplace. Given the hierarchical and bureaucratic structures of many corporations and organizations, the solution to reduce sedentary behaviour in the workplace extends beyond an individual employee’s control. It is the desired outcome of this campaign to raise the awareness of this issue among workplace decision makers, therefore this campaign will target senior and upper management to lead a change in the workplace sedentary behaviour environments, increasing employee’s capacity to engage and maintain their physical wellbeing, even while at work.
Representatives may encounter a scope of physical, mental, and behavioral outcomes as a result of employment anxiety and organizations may in turn be affected by low production quality and quantity, internal conflicts, lack of cooperation, high turnover, and costs associated with sick leave and worker disability. The majorities of studies of investigations of work site anxiety administration projects have concentrated on the usage and assessment of anxiety administration programs in individual organizations. several recent reviews have provided an overview of different types of stress management programs and their effectiveness in modifying health- and job-related outcomes such as absenteeism . The authors discovered associations with stress management programs to be more prone to offer projects that support worker prosperity, well being, and expertise improvement than those without stress management
5. Possible solutions: Workplace bullying are becoming more and more common, workers that are affected with this bullying must know of their rights as employees and that there can be solutions to this problem you as a worker can go and talk to the HR or the management and there can be steps taken against the bullying or legal effects In the workplace management find it difficult to recognize themselves with behaving in a bullying or aggressive way, when line managers work with a low performance teams they are there to motivate the workers this can cancel any sort of bullying. (tehrani, 2012:40-41) So begin with the management of the company and make sure there are no aggressive ways in their behaviour, in this way you can deal with mistakes and
The employees have bad feeling about his/her performance when face many problems while doing the job. Therefore, psychological symptom includes job related stress and job related dissatisfaction. Besides that, the most obviously psychological effect of workplace stress that employee face are job dissatisfaction. This is because there are multiple and conflicting demand that increase stress and dissatisfaction of an employee. Therefore, the less control people have over the pace of their work, the greater the stress and dissatisfaction.
Topics covered in this section include definition of job stress, drivers of job stress and effect of job stress. Job stress has been defined as a situation in which a worker’s characteristics interact with job factors to bring about changes in his or her psychological or physiological state which negatively affect functioning (Beehr and Newman, 2001) A study by Schaufeli, and Peeters, (2000) relate of correctional officers reported that the antecedents of job stress were role problems, work overload, demanding social contacts and poor social status whilst the consequences included turnover and absenteeism, psychosomatic diseases, job dissatisfaction and