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and action¶ (p.2). Individuals are the foundation of the organisation¶s functions and
therefore what affects them, affects the productivity of the Organisation, in a good or
bad way.
(1999).
It is the second biggest Occupational health problem in the UK, Tighe ( 2000).Health
and safety executive reported that every case of work related stress; it leads to an
average of 30.6 working days lost. and a total of 13.5 million working days were lost
damage the worker¶s health and also the organisation¶s production through the
worker¶s reduced performance. It is estimated that 10% of the UK¶s GNP is lost each
year due to medical cost, absenteeism, high labour turnover, lost productive value,
Hans Seyle (1946) described three stages that an individual faces in stressful
situation.
Alarm reaction, the individual becomes aware of being subject to the effect of a
stressor which prepares the body for action and the defence mechanism become
active.
Resistance, the individual begins to fight the effect of the stressor .
Exhaustion, the worker gives in to the stressor as all adaptive mechanism has
been exhausted.
It should be noted that stress from outside the workplace can also be spilled into the
work situation as people rarely leave their problems behind and so also stress within
the workforce can also be taken back into the outside world. So the causes of stress
does not limit to the workplace environment alone, it can be caused by personal
reasons as well but the effect can be disastrous to the organisation too.
The cost of stress to the individual is usually in terms of health; to the organisation , it
is in terms of performance, so the cause of this stress has to be nipped at the bud so
Beehr and Newman (1978) defined Workplace stress as ³conditions arising from the
interaction of people and their jobs, which are characterised by changes within
people that force them to deviate from their normal functioning´, (pg 666) . It is
therefore fundamental that organisati ons find the cause of stress and alleviate them
Cooper and Marshall (1976) identified major categories of work stress: role in the
There is hardly any job that comes without stressors; however some jobs produce
particular stressors that have risks to their health and performance. Air traffic
controllers are an example of a stressful job as they are responsible for human
safety.
Job ambiguity occurs when the worker has not got a clear description of the job,
goals or specified responsibility. When this happens stress may result. This can be
subordinates. . Ambiguity can be both "good" called eustress by Selye (1976) and
customers, for example, travelling salesman who have to travel long distance and
Role conflict is where there is a conflict between work and nonwork; the demand of
one role clashes with another. E.g. in the case of parents who have to juggle the
Greenberg (2002) noted that stress can also be caused where the worker is required
to do more than is possible in the specified time or actually doing too little. c
Responsibility for others: This is stress caused by a heavy burden; like in the case
of managers who are responsible for their subordinates, they have to motivate them,
managers when they face the human cost of organisational policy changes, decision,
listening to complains, mediating between staff and management and being a leader .
All these factors which are intrinsic to job roles is a cause of stress and detrimental
to the organisation.
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stress; some individuals carry their stress with them. Furnham (1992) suggests that
people with µnegative effect¶ tend to be less productive, less job satisfied and more
determine which ones were prone to stress. c Type A behaviour patterns have been
stress and can arise from difficulties in maintaining a relationship with colleagues or
Major changes in the organisation will cause stress such changes could be re -
of the organisational objectives can lead to stress leading to job dissatisfaction for
the worker.
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These are forces outside of the environment of the organisation that causes worry to
the individual.
looming and people not having money to spend, targets set may be difficult to meet.
Anything that threatens the stability or certainty of future employment can become a
stressor. From the company¶s point of view, news of low turnover and therefore job
Political & Social factors: A change in political ideology also brings with it anxiety
Home / work interface is another cause of stress. As already mentioned stress from
outside the organisation can spill in to affect one¶s job. Examples of this are financial
difficulties and family problems also women who have juggle the stress of looking
after the family and stress with her role at work. The strain of this can affect an
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The suggestion is that stress brings about negative effects on an organisation, it can
lead to negative task performance and productivity; the worker becomes irritable,
unable to relax, therefore making poor decisions and becoming a victim of u a
process in which they become less committed to their jobs and begin to withdraw
from work; however in some individual high levels of stress seems to bring out the
best in them. They µrise to the occasion¶ and work exceptionally well at this time
therefore leading to higher productivity . This may be because they are experts at
what they do that they consider a stressful situation as a challenge and not a threat.
In most cases though, stress interferes with the job and causes the worker to lack
therefore reduced job satisfaction; it causes poor health and therefore absent eeism
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Stress is a contributory factor to serious illnesses that can affect individuals such as
high blood pressure and migraine. Physical effects of stress on an individual include
tiredness, lack of appetite, and lack of concentration; all of which will render the
people, lack of interest in life, difficulties in concentrating, alcohol abuse and family
and depression.
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3efrank and Cooper (1987) suggests that stress intervention can focus on the
By tackling the causes of stress, Organisations will benefit from high performance
and employees commitment to work, positive turnover and retention. Staff being
happy at their job will lead to good productivity and therefore customer satisfaction
Organisations can tackle stress by undertaking a stress audit then dire cting
resources to reduce or eliminate the sources of stress. They should look at terms
content, communication systems and working relationships. From results they can
develop a supportive work ethos to encourage staff to discuss and seek support
when experiencing stress. Other methods that can be used are stress management
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Stress can be destructive and eventually lead to exhaustion and µburnout¶ i.e. where
everything seems too difficult that the individual cannot even be motivated to get the
work done. However, stress powers some people on and encourage them to work
harder which lead to high performance of the organisation; we all need some sort of
Chichester: John Wiley & Sons.
[online].
Retrieved November 27 th 2008, from <http://www.hse.gov.uk/stress/why.htm>
Huczynski, A.A, & Buchanan, 3.A. (2007).
. Harlow:
Pearson Educational Limited.
Martin, J. (2005).
3rd Ed [online]London:
Thompson Learning. Available from: <http://premier.bized.co.uk> [Accessed 15
October 2008.]