| It is a common argument that 'a fit worker is | | | | |
| productive worker'. It is becoming a | | | | Mejoa (et al, 1998) has given interesting 10 |
| universal realization that demands modern | | | | points guidelines for managers to follow |
| organizational practice has increased chances | | | | quoting from Solomon's 'Manager's Note Book'. |
| of stress breakthrough among employees and | | | | It includes allowing employees to talk freely |
| it's becoming crucial for managers to | | | | with each other, reduce personal conflicts in |
| identify sources and formulate strategies to | | | | the job, giving employees enough empowerment |
| reduce it (Papers4you.com, 2006). | | | | and control over their own work process, |
| | | | ensuring adequate staff budgets, open |
| It is argued that stress can be good as well | | | | communication with employees, supporting |
| as bad however bad stress is what causes | | | | employees' efforts, provision of competitive |
| adverse effects in employee's productivity. | | | | leave and vacation benefits, maintaining |
| Bad stress is 'a mismatch between a person's | | | | current benefits, reducing red-tapism and |
| self-image, their attributes and talents and | | | | recognizing and rewarding employees for their |
| organizational environment they work in' | | | | accomplishments. |
| (Nankervis et al, 2002). Moreover 'burn out' | | | | |
| is taken as the extreme form of stress that | | | | Similarly reducing stress should be a |
| is a stress syndrome characterized by | | | | permanent part of policy for new employees. |
| emotional exhaustion, depersonalization and | | | | ROPES (Realistic Orientation Programs for New |
| reduced personal accomplishment (Mejia et al, | | | | Employees' 'Stress') method is best way to |
| 1998). | | | | address orientations; stress reduction role |
| | | | (Dessler, 2003). It is argued that its more |
| Bad stress has become such a serious aspect | | | | easy to reduce stress if new employees are |
| that in Japan, stress (karoshi) is perceived | | | | being told from the orientation about the |
| as a destructive national dilemma and issue. | | | | disappointments they may experience and the |
| In order to reduce bad stress it is important | | | | way to tackle them. |
| to know the reasons behind it. Just imagine | | | | |
| an example where a middle manager and | | | | Hence, there is no second argument on the |
| publication officer working in a publication | | | | fact that bad stress can be detrimental for |
| company. She is responsible for the regular | | | | organizational progress and employee's |
| publication of two monthly journals, research | | | | productivity that however can be reduced and |
| for yearly statistical reports as well | | | | managed by identifying sources and effective |
| management of short term contracted staff. | | | | policy making. |
| Such huge workload resulted in forgetfulness, | | | | |
| irritability, lower productivity, postponed | | | | References |
| deadlines and spread of such melancholy | | | | |
| across the organization (Nankervis et al, | | | | Dessler, G, (2003), 'Human Resource |
| 2002). So sources of bad stress can be | | | | Management', New Jersey: Prentice-Hall, Inc |
| climate, change, rules, work pace management | | | | |
| style, work group characteristics and many | | | | Mejia, L, R, G, Balkin, D, B & Cardy, R, L, |
| other reasons (Mejia et al, 1998). Similarly | | | | (1998), 'Managing Human Resources', New |
| bad stress in workplace can be caused by long | | | | Jersey: Prentice-Hall, Inc |
| hours working, repetitive and distasteful | | | | |
| tasks, isolations, job hazards, poor public | | | | Nankervis, A. Compton, R., & Baird, M., |
| image of organization, lack of job security | | | | (2002) 'Strategic Human Resource Management'. |
| or any conflicting demands (Nankervis et al, | | | | 4th Edition Victoria: Nelson Australia Pty |
| 2002) | | | | Limited |
| | | | |
| So keeping publication's in view, after | | | | Papers For You (2006) "P/HR/268. Prevention |
| taking first step of realizing concept and | | | | of work-place stress", Available from [19/06 |
| sources of bad stress, second step for | | | | 2006] |
| managers is to reduce it (Papers4you.com, | | | | |
| 2006). | | | | Papers For You (2006) "P/HR/17. |