II. DEFINING STRESS Robert C. Dailey, in his book Understanding People In Organizations, defines stress as “any demand made on the body that requires psychological or physical adjustment.” Many people think of stress as always being something bad. However, stress sometimes can be good. Stress is part of our every day life. It can have a motivating effect or a demotivating effect.
Stress at Work: Essential Things You Need to Know “What is Stress?” This is probably one common question lingering on the minds of many individuals these days. Stress is defined as a state of emotional or mental tension or worry that is triggered by problems in work, life and relationship and more. Stress is something that can result to depression and anxiety. Many individuals can perhaps relate to stress at work, since of all types of stress, this is actually the most common. A minimal amount of stress is fine but if one is already burdened with stress in the workplace, it is highly essential to pay attention to this and create a plan that can help you deal with excessive stress in the workplace.
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.
This trend is detrimental. According to Kim (2006), the influences managers have in determining the behavior exhibited by their employees often define whether their firms are headed for failure or success. In most cases, moti... ... middle of paper ... ...vation of their employees. All the theories brought forth regarding employee motivation rotate on the need to make sure that employees are fully satisfied by offering both monetary and non-monetary incentives such as training, promotion and a safe working environment. It is often difficult for employees to devote themselves and engage fully in teamwork activities whenever their leaders favor some of their counterparts while showing bias against others.
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.
Additionally, the fear of failure is another obstacle in terms of creativity. More specifically, the thought of possible failure rather than the actual experience is the one that evokes inertia by preventing the utilisation of creative thinking as a means for problem solving. Likewise, the fear of rejection, which is originated from the human's inner need to feel acceptance from his/her surroundings, results in weakening of creative thinking as the opinion of others, prevails. Finally, the stimulation of mind with new information is crucial so as individuals to enhance creative thinking. In most other cases, passive thinking prevails and the mind debilitates.
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.
Conflict and conflict resolution both are essential part of goal setting process and can affect the final outcome. Integration style is desirable approach for solving conflicts in conflict management. Integration style for solving conflicts means the best decisions with improved level of satisfaction of m... ... middle of paper ... ...rs but the goal is not achieved until each member has completed his part. The Factors that influence teamwork are impacted trust and have an impact on trust. When communication breaks down, trust is reduced and communications can help to build trust (Rocco, Hofer, and Herbsleb).Research shows that conflict has a negative impact on performance.
Role Conflict in the Realm of Management Theory As a manager, the task of personnel performance and organizational cohesion is of the upmost importance. In order to more effectively stimulate an environment that is conducive to optimizing personnel performance, theories have been developed to help managers more effectively mitigate any conflicts that have the potential to sideline production and employees. As a manager, one of the most important theories that needs to be considered is role theory, in particular, that of role conflicts. Role Theory and Role Conflict Role theories suggest that people in organizations take on roles that come with their positions and levels (Colorado State University-Global Campus, 2010). This theory centers on the idea that people are socialized to play roles that help maintain a stable society and social order (Miles, 2012).
The three parts of stress are utilizing anxiety, identifying internal strategies that produce either unpleasant or pleasant response and developing strengths and resources. Anxiety can be a motivator when you reach the highest peak but it also inhibit success by creating too much anxiety. The body sends warning signals in the form of physical responses, a person 's conscious telling them to change and mental glimpses of what might be happening. Internal strategies are the feeling and the way a person perceives the situations. Everyone finds different things stressful and the way we feel can contribute to our behaviors.