Work-Related Stress and Its Management

The Problem: Effects of Stress at the Organizational Level

Differences in temperament and coping mechanisms can significantly impact the likelihood that a given work environment will be stressful. Psychological and other forms of emotional strain, maladaptive behaviors, cognitive impairment, and various biological reactions are stress-related disorders. Interpersonal and physical demands, task demands, and physical requirements can contribute to workplace stress. While most people agree that work-related stress is real, there is a wide range of opinions about what causes it (Rusch, 2019). According to various viewpoints, there are multiple ways to reduce workplace stress. People’s personalities and coping abilities are important factors in determining whether a given work environment is stressful. One person’s focus may not be the same as another.

Stress levels have risen in the wake of economic factors like layoffs at large corporations. Job security, ambiguous or difficult expectations from colleagues, and the physical demands of one’s work can all contribute to workplace stress. Workplace stress can be exacerbated by pressures from personal life or household responsibilities. As a result, both employers and employees are concerned about stress-related issues. Stress can cause both physical and mental symptoms. Work-related stress can be caused by various factors, including inconsistent or difficult expectations, interpersonal conflicts, or physical demands. Stress at work is more harmful to health than any other stressor.

Strikes, employee turnover, and other forms of poor attendance are all costly to a business. Anxiety can be expressed in various ways, including mental, physical, and behavioral issues. Stressed employees can have a significant impact on an organization’s overall productivity. Stressed employees will harm company culture and operational capabilities. Despite the importance of individual differences, research shows that certain working conditions are stressful for most people. As a primary prevention strategy, job re-design should be used because working conditions are a significant source of job stress.

It is possible to manage stress in various ways, all to lessen long-term stress and enhance daily life. Monitor each employee’s workload to ensure it is appropriate for their abilities and resources. As a manager, it is important to be clear about general expectations and long-term goals so that the manager’s and the employee’s interests are aligned in the workplace. It is important for managers to consider workplace culture when dealing with stress. A constructive working environment must be quickly established to replace any negative workplace culture, such as bullying or harassment.

Why the Stress is a Problem

  • Uncertainty about the future of a job’s tasks is known as Task Demands. Uncertainty can lead to feelings of helplessness, anxiety about the future of one’s career, and a lack of flexibility in one’s schedule.
  • Inconsistent or difficult expectations cause role conflict.
  • Personal demands include abrasive personalities, offensive coworkers, and incompetent management (lack of management experience, poor style, cannot handle having power).
  • The job requires a lot of physical exertion, travel, exposure to hazardous materials, and a noisy, cramped workplace.
  • Stress at work can be brought on by interactions between the worker and the work environment. Examples include long workdays and a person’s position in the company.

Recommendations and Implementation Plan

To avert issues related to OB stress at the personal level, the organization should allow workers to put their skills to good use in meaningful and stimulating work.

  • Work schedules should consider personal obligations.
  • Confidentiality: Make it easier for your employees to discuss their stress openly.
  • Avoid misunderstandings by being explicit about roles and responsibilities.
  • Reduce the fear of losing one’s job in the future.
  • Office Atmosphere: Encourage your employees to become more integrated into the workplace. Track employee dissatisfaction or bullying and take action against workplace bias.
  • Accountability: Workers should have a say in how their jobs are handled, and therefore a participative leadership style should be adopted, and all employees should be involved in problem-solving at all levels of the organization.


Rusch, S. (2019). Stressmanagement. Springer.

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