Analyze the relationship of stress and job satisfaction. What do YOU do to reduce the impact of stress on your life and loved ones? Does your work stress impact your personal stress?
Remember to respond to at least two of your fellow learners with a positive yet critical analysis of their discussion. Support your conclusions and arguments with 2-3 outside references.
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MY DISCUSSION POST WITH TWO REF .RQD
Does stress affect job satisfaction? It depends on different variables, such as what is causing the stress. It it’s caused by a work or non-work hindrance, then it can affect job satisfaction; however, if it’s caused by a work or non-work challenge, then job satisfaction may not be affected because the stress is seen as something positive, or necessary to achieving one’s goals. If a job is stressful because of the work that one is performing, but that work is deemed to be worthwhile or engaging, job satisfaction could still be high. But if job stress is related to unhelpful management or hostile coworkers, then job satisfaction is definitely affected. According to “The Relationship between Stress and Job Satisfaction”, a study by the University of Tennessee, “stressors related to lack of organizational support is more strongly associated with job satisfaction than stressors related to the job itself”. This has been my own experience as well. I’ve noticed that you could do the exact same job, with the same duties, at two different employers, but the work environment be supportive in one, and stressful in another, and job satisfaction is drastically affected by the environment. In another study by the Health Science Journal, the two factors that most impacted stress and job performance were collaboration between coworkers and quality of leadership.
For myself, I find that the things that stress me most at work are not usually my actual job duties, but rather dealing with customers or worry about the amount of production, etc. To deal with stress, I take mini-breaks while at work, or play music over my computer speakers. Outside the office, I reduce stress by reading and spending time with my family. Work stress usually doesn’t affect my personal stress, just because of my personality type, I am able to “leave it at the office”. I find that the reverse is true, personal stress can affect my work stress, as I have a harder time putting that out of my mind.
When I’m experiencing work stress I try to leave it at work. I try not to take my work problems home with me. Sometimes it can prove to be a little challenging but I have to remind my self that it is also not healthy for me to take so much stress home. It affects the quality of time I spend with my family and loved ones. Currently my work stress does not impact my personal stress. I don’t have any conflicting demands of work and home that are causing excessive stress.
Karwowski, W. (2006). International encyclopedia of ergonomics and human factors.
Seaward, B. L. (2012). Managing stress, principles and strategies for health and well-being. (7th ed. ed.). Burlington: Jones & Bartlett Publishers.
Stress is a crucial element in organizations. Too little creates apathy and low productivity while too much creates distractions and turnover. Find an article from a peer reviewed journal that studies stress in the work environment. Analyze the findings. What did it conclude? Was it valid? Do you agree with the findings? What were the weaknesses of the study?
Respond to two of your fellow learners with a positive yet critical analysis of their discussion.
MY DISCUSSION POST RQD WITN TWO REF
Teasdale in his January 1, 2006 article on Workplace Stress1, outlined the impact of overstressing employees and the impact on employee health, a company loss of productivity, and creativity. Overall, his focus is on getting to a point where employees feel a well-balanced life between company and home life. When cuts health care costs for the individual and helps employees bring their create energies, dedication,and hard work to the company.
Within the article he provide very good examples of stressors and a table that demonstrate the tipping point where stress goes from being helpful and productive at work to causing strain and fatigue. The overall explanations of the article were very good at providing the background into the cause and effect of stress.
In his conclusion he states, “ There should be a focus in the workplace on health and wellbeing. This should be an integral part of a comprehensive approach to managing a high-quality organization. A well thought-through, proactive approach to mental health and an organized way of dealing with ill-health cases is key. Stress is a normal part of life. The challenge is to manage the pressures so that life is productive and enjoyable.” The conclusion seems born out within his article,and is supported by the theme of our text. I do agree with Teasdale findings. However, I would like to have seen more supporting cases described or referred to.
1 Teasdale,E. L. (January 01, 2006). Workplace stress. Psychiatry Abingdon MedicinePublishing Company Ltd-, 5, 7, 251-25
MY RESPONSE RQD
POST 2 :
I read the journal “Leadership Orientation and Stress Perception of American Business,” which talks about the importance of improving health and wellness programs for members of the organization. According to the article, by adopting the measures, the stress levels of its members will be lowered and in return, it will increase productivity. Although these types of programs can be expensive, in some cases, those who do not participate can have their costs increased as much as 400%.
Managers seem to be part of any wellness program to stay fit since they are the decision makers and the ones guiding the rest of the employees in the organization to success or failure.. Managers and leaders are also responsible for effectiveness and efficiency, and these two are considered human assets to the organizations so any costs incurred need to be seen as investments in the long run.
It is pretty evident that when stress levels are down, productivity increases, and when poor wellness exists, it has been linked to dysfunctional stress, high absenteeism, low productivity, workplace inefficiency, employee turnover, and high healthcare costs (Miller, 2007).
Marschke, E., Mujtaba, B. G., & Nguyen, L. D. (2012). Leadership orientation and stress perceptions of American business students. International Business and Management, 4(2), 7+.
MY RESPONSE RQD
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