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)
Internal Vs External Turnover: Like recruitment, turnover can be classified as "internal" or "external". Internal turnover involves employees leaving their current positions and taking new positions within the same organization. Both positive and negative effects of internal turnover exist, and therefore, it may be equally important to monitor this form of turnover as it is to monitor its external counterpart. Internal turnover might be moderated and controlled by typical HR mechanisms, such as an internal recruitment policy or formal succession planning. Internal turnover, called internal transfers, is generally considered an opportunity to help employees in their career growth while minimizing the more costly external turnover.
Future 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.
Work-life balance is about creating and maintaining supportive and healthy work environments, which will enable employees to have balance between work and personal responsibilities and thus strengthen employee loyalty and productivity (Abercromby, 2007). The result of these synchronous changes in patterns of both working and household life is a complicated multi-variable balancing act as workers and their managers juggle these different parts of their lives, with an understandable concomitant level of stress and social tension (Clark, 2000). Some researchers show that organizational interest in the management of the work-life balance derives from evidence that there is little doubt any more that there is a clear connection between the way people are managed and organizational performance (Purcell, 2002) and that with the onset of predicted skill-shortages, the ability to offer effective work-life balance employment opportunities may become a source of competitive
Workers engaged in social project services have long been recognized as having an increased risk of burnout, which has been known to have negative consequences for the individual and their customers and the system they serve. Demographic factors (ie, age, years of service, level of education, departmental affiliation) and personality factors (adjustment, ambition, interpersonal sensitivity, orientation role, stress tolerance, and reliability) were examined for their relationship with burnout, as measured by the three subscales (emotional exhaustion, depersonalization, and personal fulfillment) Census Maslach Burnout – Human Services Survey (MBI-HSS). The results showed that the sample experienced officer’s significantly higher rates of burnout from these sampling officers in norming body, indicating a very high level of burnout within the sample population. Correlations were found between age and years of service, and interpersonal sensitivity workers’ and perceive the meaning of personal fulfillment.
However, some factors at workplace are more likely to lead to stress than others. A person can experience work-related stress as a result of various factors. The Institute of Work, Health & Organizations, University of Nottingham, UK has classified stress related hazards at work into work content and work context as mentioned in HSE Policy for Preventing & Managing Stress in the Workplace, 2012. Work Context– Potential Hazardous Conditions: • Organizational culture:
They can also become burdened due to being forced to work at a faster rate than normal which can allow them to become stressed. The depressives also have issues where they find it hard to make adjustments to help with stress at work. Work stress has been linked to depression in recent research documents stated by Debra Lerner in the American Journal of Health Promotion. Other problems in the workplace can consist of problems with co-workers. Employees with depression can become irritable due to antidepressants or simply their depression, which can cause them to snap at coworkers and even customers causing other work related stress.
Introduction Health care is the main topic of debate among the corporate world today. Doctor’s cost, prescriptions, insurance premiums, etc have led to an increase in the health care costs, not only for the individuals but also for the companies that employ them with the provision of heath care benefits. As a result of rising health-care costs and the challenge to contain them, companies are trying to encourage employees to take better care of themselves and some are even penalizing employees if they do not. For instance, Wal-Mart Inc. has announced that, starting in 2012, free smoking cessation programs will be made available to employees but tobacco users will be charged higher health care premiums. A survey conducted by a consulting firms
Employee Stress Stress is the antagonistic response individuals acquire from pressures or different sorts of interest set on them. Stress can lessen the productivity of workers and lead to higher rates of nonattendance. Work-related stress is boundless. Dr. Hans Selye, one of the heading powers on the idea of stress, portrayed stress as “the rate of all wear and tear brought on by life. " Stress might be true or contrary.
Introduction In today’s society, it is common for employees to have many challenging responsibilities in their life other than work, for example, commitments involving parents or children, education or sports commitments or personal interests outside of work. People want to escape work for a greater sense of well-being and to reduce stress levels. A poor balance between an employee’s work commitments and their other responsibilities can lead to low productivity as well as high stress and absentees. Meanwhile, employees with better work-life balance often have a greater sense of responsibility, achievement, ownership and control of their working life.