Tips to Manage Constant Stress in the Workplace There are many ways on how to deal with stress in the workplace but you just need to choose the best ones that will ideally work on your situation. Your ability to deal with stress can make a big difference between failure and success. It is best to rectify excessive stress at work before it interfere with your office productivity and affect your emotional and physical health. You actually have the power to control this and never allow stress to rule your life. The following ways can help: • Take responsibility by improving emotional and physical well being.
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.
It is possible to prevent so many unnecessary incidents of excessive force or abuse in police departments. Having higher ranking officers working more closely the IAD getting more involved and having more intense psychological evaluations before and during the hiring process is a good way to eleminate excessive force and the abuse of police authority
Much of this resistance arises from the unpredictability and vulnerability of the process. Managers must be able to prevent or manage resistance by using tools and strategies to smooth the process. Prevention of resistance is most effective when implementing change. Preventing the weight of inertia in a workplace allows the change to happen in a timely manner with minimal problems. As Lee (2004) emphasizes, leaders have the ability to effect change and performance.
Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field.
In addition, there is a perception that job control of employees is overwhelming and makes it difficult for top management to build employee motivation; therefore this is measured by using models such as the Maslow’s Hierarchy of Needs. According to Maslow, this theory relies on human motives and ensuring those needs are met, also this theory is pivotal for organisations due to the fact that it assists in developing various programs which can help organisations retain their employees, motiva... ... middle of paper ... ...are solutions to developing ways to motivate employees in an organisation that is controlled stringently. Moreover, Herzberg’s concern was that motivation is partially discovered by not only satisfaction, but the fact that ‘motivation for movement’ was not clearly understood by management. For instance, Herzberg pointed out that if employees are pressured to perform a task to achieve incentives, it’s not the employees who are really motivated, but its management who are motivated to promote employees ( (C.Lloyd, 2004) In conclusion, there are several views that demonstrate how employee motivation can be developed in stringent organisations, by using the three theories. It is finally argued, that the most effective needs hierarchy that can motivate employees in tightly controlled firms is Herzberg’s two factory theory, which focuses on job satisfaction and needs.
Therefore, Level one and level two leadership must be used interchangeable to harness optimum results. Both styles share a goal of understanding the human activity to motivate employees for maximum results. However, both styles are remarkably distinct and different in their approaches. Level one leadership focuses on visible behavior: orders, commands, threats, intimidation, incentives, and bonuses. It assumes that workers are primarily motivated by the lower order needs of Maslow’s hierarchy (physiological and safety needs) and that effective management requires strict and often punitive micromanagement.
The largest difference between leadership and management is that the purpose of management in execution is to control the situation and to solve problems, whereas leadership aims at motivating and inspiring people, which reveals the other difference between leadership and management is that leaders have followers but managers have subordinates (Kumra, 2013). The transformation assists managers to improve their leadership and to build better relationship with employees. For the extrinsic reasons, managers can fulfil people’s desire to work more productively by applying extrinsic motivations (Frey & Osterloh, 2002). It is beneficial for managers to build more harmonious relationship with employees and to turn subordinates to followers. The other extrinsic reason is that it creates more motivated environment at workplace.
It can also lead to poor health and even injury. http://www.ilo.org/public/english/protection/safework/stress/whatis.htm People should be made more aware about the symptoms of stress and try to precautionary measures before it affect their lives. Stress at work can affect people both mentally and physically. Excessively high levels of stress need to be controlled in order to avoid these health related problems. A number of things can be done by employees and employers to prevent workplace stress.
Fortunately, there are ways to combat the stress that the workplace can bring. Often, researchers define stress as the psychological and physiological conditions that a person experiences when they perceive a situation as threatening, harmful, or demanding. This means that whenever we experience a change in our environment, we may experience stress. Whether we do or not depends on how we perceive the event. So what is stressful for one person might not be for another.