Research on Management and Prevention of Stress in the Workplace

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This chapter includes the previous research work done on stress, stress at workplace, and stress management and prevention strategies of stress. The concept of stress and stress at workplace and how it is evolved during long period of time is described under this section. The various forms of preventions to stress by researchers are also described. Also the linkage of intervention strategies with stress is well-defined. The parameters defined under various research papers are described briefly that how they are used in the researches done. The term “stress” is defined in various ways by S. Michie in Occup Environ Med, 2002 as pressure from the environment, then as pressure within the person. She also says that it is one of interaction between the situation and individual. It is the psychological and physical state that results when the resources of the individual are not sufficient to cope with the demands and pressures of the situation. Good employment practice includes assessing the risk of stress amongst employees. This involves looking for pressures at work which could cause high and long lasting levels of stress; deciding who might be harmed by these; deciding whether you are doing enough to prevent that harm. Ali Soylu in J. Individual Employment Rights, 2007 defined stress among foreigners with their job stress. He proposed a model that specifies the causes and consequences of stress specific to foreign workers. His model talks about the effect of foreign employee status on perceived stress is fully mediated by residential insecurity, job insecurity, local social networks, role ambiguity, and perceived discrimination. These conditions were selected because they are known causes of workplace stress and especially relevant t... ... middle of paper ... ...itizing and planning are determined of an individual. [2] Problem solving: A person’s decision-making skill and how he deals with problems are measured under this. [3] Participative/empowering: How much an individual listens, meets and consults with the team and provide directions under stressful times is looked. [1] Personally accessible: In what manner a person interacts with employees is examined. [2] Sociable: How a person reacts in social meets is seen. [1] Empathetic engagement: How much a person is empathetic to another person or the team? [3] Managing conflict: How an individual deals with conflicts decisively, promptly and objectively. [1] Use of organizational resources: Is employee uses the organization’s resources adequately or not. [3] Taking responsibility for resolving issues: Does a person take responsibility to solve issues or abusive incidents. [2]

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