Employee Stress: A Case Study

Employee behavior can be due to internal and external causes and we need to know these so that we, as managers, utilize attributional biases to make unfair judgements and utilize unfair and inappropriate actions. I believe that this is a biblical concept as Scripture states, “We who are strong have an obligation to bear with the failings of the weak, and not to please ourselves. Let each of us please his neighbor for his good, to build him up” (Romans 15:1-2 ESV). As managers, we must be quick to build those under us up and not tear them down due to our own biases. Good analysis of the

Managements should endeavor to reorganize the effects of stress on their organization and have appropriate means of dealing with stress among employees. Counseling services should be available to officers who were involves in high risk situations. Employee assistance program should be established to assist officers and their family who are going through difficult

If they fail to maintain or be accountable for these items, they may be

1. What additional sources of stress are evident within this family? Each individual family member has unique circumstances that contribute to the family’s overall stress. Kathleen’s new job could cause stress for the family as she is changing careers and may not have as much time to spend with her family.

Instrument: The Student-Life Stress Inventory (SSI), (Gadzella, 1991) was the instrument used to assess its nine categories. The SSI is a 51-item paper and pencil questionnaire, consisting of nine categories (five stressors and four reactions to stressors). The five stressors are: frustrations, conflicts, pressures, changes, and self-imposed. Frustrations (seven items), assesses experiences dealing with delays in reaching goals, daily hassles, lack of sources, failure to reach set goals, socially being unacceptable, dating disappointments, and denials in opportunities. Conflicts (three items), assesses one’s choices between two or more desirable alternatives, between two or more undesirable alternatives, and with both desirable and undesirable

The director or human resource should explain the policy violated by the employee. The director

Change is often a difficult process where resistance is very common. Initiated change is easy to adopt. As discussed in the previous journal, physical exercise is important for promotion of good core health and is beneficial in reducing stress. Untreated stress can lead to negative effect on physical and psychological health (Kim, 2014). It is hard to change when someone wants you to change, but its easy when you are motivated to change.

Chapters 17 and 18 in Extraordinary Relationships gave a good introduction into new concepts relating to Human Interactions and Relationships. These new concepts gave a better understanding on managing the emotional self in relationships, processing feelings, and dealing with crises. Two concepts that were discussed throughout the chapters were training in self-regulation and how to process feelings. One of the concepts discussed in chapter17 was the concept of training in self-regulation.

The aim of this paper is to analyse and discuss the police man case study based on Job Demand-Control model and stress management techniques. The Job Demand-Control model (JDC) also known as the strain model is believed to be one of the most influential models of work related stress (Leka & Houdmont, 2010). According to the JDC there are three central components of work environment that are important for understanding the job stress process: the first one is the job demands that are placed on the worker, the second is the amount of control the worker has in their attempt to meet demands and the third one being social support (Leka & Houdmont, 2010). JDC suggests that the combination of high job demands with low job control is associated emotional and physiological strain (Karasek, 1979). JDC also suggests that jobs with both high demand and high control lead to healthier employees even though there is a degree of strain (Karasek, 1979).

Meanwhile, experiencing a group therapy for therapists can have the benefit of providing a safe environment to discuss personal challenges and needs with a group of fellow therapists careful ethical considerations will be taken to ensure that clients are not being put in harm’s way. The consent form will enunciate that members of the group could become colleagues at some point later in their career. This will be done to emphasize that although this may cause some members to hold back from sharing certain personal struggles during the group, the leader will ensure that members consider this possibility and therefore, allow them to make the decision about how much personal disclosure they would like to bring forth. Additionally, all records will

7. Impact on interpersonal relationships and society Working with sex offenders not only impacts therapists personally but can also have deleterious effects on their interpersonal relationships and with society itself. Results from numerous research studies showed the nature of the work had affected therapists’intimate relationships, resulting in a decline of sexual activity (Turner, 1992; Farrenkopf, 1992). Also, more than a third expressed concern over their change in behaviour with their own children, whereby they had limited their activities outside of the home and had become over-protective. Some had even reported feeling self-conscious about their behaviour with their children, and had limited physical contact, as they were concerned

There are few strategies that organization can implement in order to solve the stress among the employees: Communication with the Employees Communications are vital within an organization whereby can keeping the employees can up to date information for any changes, expectations and their own performance in order to reduce the feeling of stress and anxiety. Organizational communication is defined as a process through which information about the workplace and employee’s job itself is transmitted by the organization to its employees (Price, 1997). Any problem that the employee face should be taken into consideration and the stress level of the employee should not be taken for granted. The employer may call the employee to meet up for a sharing

What is workplace flexibility? The "flexible" aspect of these types of jobs can relate more to the employees, or to the employer, or to both. That is, from the employees ' point of view, flexible work may allow “more freedom to organise their employment to fit in with other parts of their life”. For an employer, the flexibility may come with the ability to organise worker resources more in line with the varying needs of customers, or with peaks of demand. The most implemented method is known as flexible work schedules also referred to as flexible time, flexible hours, flexible work arrangements, flexible options, job-sharing, compressed work weeks, flexible place, telecommuting, flexible scheduling, and flexible time schedules.

The stress provided by the work environment is often reflected in the form of physical turmoil, psychological illness, and reduced social interaction. Studies on the effect of different environmental stressors on people indicate that they can impact people’s behavior, mood, cognitive function, physical health, and/or psychological well-being. Coping is an important aspect of dealing with stress. Development of coping abilities that can make a person’s personal adaptation successful is of importance as it can influence a person’s self-confidence and outlook in life. Coping for stress is either problem focused or emotion focused.

Introduction In today’s society, it is common for employees to have many challenging responsibilities in their life other than work, for example, commitments involving parents or children, education or sports commitments or personal interests outside of work. People want to escape work for a greater sense of well-being and to reduce stress levels. A poor balance between an employee’s work commitments and their other responsibilities can lead to low productivity as well as high stress and absentees. Meanwhile, employees with better work-life balance often have a greater sense of responsibility, achievement, ownership and control of their working life.