...Company Stress and Burnout Factors Gary Dessler (2012) discusses the consequences of job stress and burnout for both the employer and employee. Most people understand the effects of stress and health but are unaware of the detrimental effects of stress for the employer and employee. The long-term effects of stress cost millions of dollars to the company and reduce the health of the employee. Job stress creates burnout and affects performance, profit, and health costs. Reducing Stress is Profitable Although there is not on cause of stress that creates problems for all people identifying stress and taking steps to reduce stress is beneficial to both the employer and employee. Dessler (2012) discusses a fact that as of 2011, only 5% of employers address stress in the work place. Only 5% of employers realize the effects of stress and burnout in the workplace and one fourth of employees attribute the “job as the number-one stressor in their lives” (Dessler, 2012, p. 309). Clearly, the discrepancy is in itself a stressor. The American Psychological Association (APA) (2012) identifies stress and burnout as leading to depression, eating and sleeping habits, emotional exhaustion, diabetes, forms of cancer, heart problems, decreased immunity leading to illnesses and even death. Stress in this paper is identified as an individualistic perception of events surrounding an individual. Two people within the same circumstances will not feel the same effects of the same situation. ...
Words: 1159 - Pages: 5
...Employee dissatisfaction and Employee burnout Introduction Employee satisfaction is important to your company's overall success. The impact of dissatisfied employees can range from high turnover and low productivity to a loss in revenue and poor customer service. While a company's philosophy, mission and values are fundamental to success, human capital is an organization's most valuable asset. Your organization's human capital -- its employees -- must be fully engaged and satisfied to keep your business running. The most reasons for employee dissatisfaction and the solutions to solve the problem: 1-Boss: When you are unhappy at work, with your boss, it can be difficult to be a productive member of the team. Learning to communicate your unhappiness allows you to make changes within the workplace so that you can become more stable in your work environment. Communicating your unhappiness can be a daunting task, but the results often help to improve your working condition. 2-Job Responsibilities: Job responsibilities emerges as the second reason for the employees dissatisfied at work as other than anything else, employees want to know whether they are producing meaningful work and it is one of the top motivator for employees staying at their current position. The employers should provide their staff with proper job responsibilities that keep them more motivated at work. 3-The Lack of Respect :One of the complaints employees have is that they are not recognized by their...
Words: 907 - Pages: 4
...How Work-Stress Effects the Employee Todd Smith BUS642: Business Research Methods & Tools Ruizhen Hardin October 15, 2012 Introduction It is almost inevitable to experience stress in the workplace, regardless of what organization or industry an individual works in. Through history, the presence of stress has always been a reality that once must face in the workforce. However, with the current state of economy stress in the workplace is a growing concern due to employees facing increased conditions of overwork, decreased levels of job satisfaction, harsh work environments, job insecurity, and lack of self-sufficiency. In many organizations, employees as well as management are not completely clear about what their roles are in the organization, which ultimately leads to increased levels of stress. There have also been research and studies conducted that indicates that even with high levels of stress in the workplace, it actually exerts better performance in employees. In addition these studies also indicate that stress is actually needed in the workplace to increase levels of performance. Considering the implications of these studies, it is important to explore a hypothesis on how causes of work stress has an effect on motivation and job performance. This hypothesis is crucial in confirming that stress in the workplace has more of a negative impact on employees. Contributes to much health related issues. General Causes of Stress ...
Words: 2380 - Pages: 10
...This could lead to one overindulging themselves in their work which can lead to burnout. It could also lead one to become preoccupied with other factors and responsibilities in their life and add to a sense of depersonalization or detachment from the work they are doing due to a new focus on these other issues. An example of this could be grandchildren who have entered the picture. When Melanie was asked how experiencing...
Words: 1508 - Pages: 7
...working people. Stress Job stress can be defined as the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker. This stress can lead to Burnout and even to injuries. The concept of job stress is often confused with challenge, but these concepts are not the same. Challenge energizes us, motivates us to learn new skills and master our jobs. Sometimes demands turn into stress, which might be the beginning of injury, burnout and job failure. Where does job stress come from? Nearly everyone agrees that job stress results from the worker himself and the conditions of work. Views differ which of these both is the primary cause of stress. According to the NIOSH (National Institute for Occupational Safety and Health), these are job conditions that may lead to stress: The design of tasks: Heavy workload, hardly any breaks, hectic and long work hours. Management style: poor communication in the organization and lack of family-friendly policies. Interpersonal relationships: Poor social environment and lack of support or help from coworkers or supervisors. Work roles: uncertain job expectations, too much responsibility, Career concerns. Job insecurity and lack of opportunity promotion Environmental conditions. Unpleasant or dangerous physical conditions such as crowding, noise, air pollution, or ergonomic problems. Job stress and health Stress sets off an alarm...
Words: 1105 - Pages: 5
...Stress by definition is; any circumstance that places special physical and/or psychological demands on a person such that an unusual or out-of-the-ordinary response occurs. No one is immune to job related stress, making its existence a serious problem for employers and employees alike. Stressful jobs span an organization’s ladder from the bottom rung to the very top. Since starting with UPS, I have seen many symptoms of work related stress. The symptoms can range from a silent but all telling “glazed over” look, to extreme ranting and raving associated with the need to “just vent”. These symptoms seem to affect employees at all levels of my department, including my immediate peers as well as my superiors. Under the right circumstances, mild, short-term stress can be a good thing. For example, stress can serve as a motivator when a deadline draws near and there is still much to do. But constant stress over the long run can and will lead to getting burned out in ones job. Extended periods of burnout can lead to emotional and physical exhaustion, lack of motivation, decreased productivity and generally just being unhappy and dissatisfied with ones job. When burnout does occurs not only does the employees suffer but so do others around them. Customers receive poor service, relationships with coworkers suffer, and job involvement decreases to the extent that complaints may be made. Acknowledging that job-related stress causes multiple problems for those who directly...
Words: 362 - Pages: 2
... PAGE INTRODUCTION……………………………………………………………… 3 STRESS AND WELLBEING……………………………………………......... 4 - 9 MEASURING AND COPING WITH STRESS………………………………. 10- 11 CONCLUSION………………………………………………………………… 12 RECOMMENDATIONS………………………………………………….......... 13 REFERENCES ……………………………………………………………….… 14-16 INTRODUCTION BGL Group has grown to be one of the UK’s leading financial services, specialising mainly in vehicle and home insurance, as well as a range of supplementary products such as breakdown cover, legal protection and personal accident cover. It employs more than 3,000 people in several different locations. Despite the organisations continued success through increased profits, they remain focused on employee engagement and Corporate Social Responsibility (CSR). In 2010, BGL have introduced the ‘My Wellbeing’ programme, which consisted of four main pillars; My Health, My Fitness, My Happiness and My Relaxation and Energy. BGL states that the programme is of ‘central importance to their CSR focused strategy’. CSR is rapidly gaining recognition all over the world, where the organisations are expected not only fulfil their legal obligations but to voluntarily take further steps to improve the quality of life for the employees and their families as well as for the local community and society at large. WELLBEING AND STRESS The economic and health costs of stressful work environments may be...
Words: 4655 - Pages: 19
... PAGE INTRODUCTION……………………………………………………………… 3 STRESS AND WELLBEING……………………………………………......... 4 - 9 MEASURING AND COPING WITH STRESS………………………………. 10- 11 CONCLUSION………………………………………………………………… 12 RECOMMENDATIONS………………………………………………….......... 13 REFERENCES ……………………………………………………………….… 14-16 INTRODUCTION BGL Group has grown to be one of the UK’s leading financial services, specialising mainly in vehicle and home insurance, as well as a range of supplementary products such as breakdown cover, legal protection and personal accident cover. It employs more than 3,000 people in several different locations. Despite the organisations continued success through increased profits, they remain focused on employee engagement and Corporate Social Responsibility (CSR). In 2010, BGL have introduced the ‘My Wellbeing’ programme, which consisted of four main pillars; My Health, My Fitness, My Happiness and My Relaxation and Energy. BGL states that the programme is of ‘central importance to their CSR focused strategy’. CSR is rapidly gaining recognition all over the world, where the organisations are expected not only fulfil their legal obligations but to voluntarily take further steps to improve the quality of life for the employees and their families as well as for the local community and society at large. WELLBEING AND STRESS The economic and health costs of stressful work environments may be...
Words: 4641 - Pages: 19
...over America. This paper examines many contributing factors that determine the work life balance of families and they include ethnicity, social status, type of work, work leave policies, flexibility of employers, and what industry employees are employed in. There are few government regulations that help with the work-life balance of employees. Most of the work-life balance decisions are made by the employee’s family structure and employers policies. When there are work life imbalances stress, spillover, and burnout occur at work and also effect the family. This literature review aims at looking at all the factors that contribute to the growing issue of work-life balance in America. Currently only one law, the Family Medical Leave Act (FMLA) passed by the United States (US) government gives employees unpaid time off for certain situations. The review reveals a lack of US government and private companies’ involvement in creating better work-life balance policies for employees. Work-Life Balance People across the United States struggle with work-life balance. Married and un-married people are just trying to make ends meet and provide for family. The same people have to make sure the house stays maintained and children are taken care of. Finding time for stress relieving activities or something enjoyable can be tough. Companies can help with work-life balance by providing certain policies to increase the satisfaction of work and life. Studies have shown that...
Words: 4643 - Pages: 19
...C H A P T E R 7 Work-Related Stress and Stress Management Learning Objectives AFTER READING THIS CHAPTER , YOU SHOULD BE ABLE TO : I Define stress and describe the stress experience. I Outline the stress process from stressors to consequences. I Identify the different types of stressors in the workplace. I Explain why a stressor might produce different stress levels in two people. I Discuss the physiological, psychological, and behavioural effects of stress. I Identify five ways to manage workplace stress. S ylvia Noreen thought that working at a small hospital in Prince Edward Island would reduce the stress she had experienced as a nurse in Ontario for 17 years. Instead, she discovered that Stewart Memorial Hospital nurses in Tyne Valley also experience unacceptable stress levels due to budget cuts and staff shortages. “There can be a lot of demands made on you,” says Noreen. “The workload can get quite strenuous at times.” With no vacations during her first year at Stewart, Noreen’s scheduled days off were precious time to recharge her batteries. Unfortunately, those moments were fewer than she had hoped. “We’re faced with being called back on our days off,” Noreen says. “It is trying at times.” Canadian nurses and other health care workers are feeling some of the highest levels of stress and burnout of any occupation across the country. With Montreal-area emergency rooms filled to 167 percent, nurses at St. Luc Hospital in Montreal recently...
Words: 16294 - Pages: 66
...influence of job satisfaction on burnout among pharmaceutical sales representatives. Chapter 1 deals with the background to the research, the problem statement and the research questions, the aims of the study, the paradigm perspectives of the research, the research design, the research methodology and the layout of the chapters. 1.2 BACKGROUND TO THE RESEARCH People are a vital component of the production factors of an organisation (Storey, 1995). A variety of factors influence their work lives. These factors affect their performance and ultimate productivity (George, 2000). Job satisfaction is a key factor in productivity. Employees’ satisfaction levels are reflected in their intrinsic and extrinsic willingness to put their labour at the disposal of their employer (O’ Malley, 2000). Job satisfaction is certainly not the only factor that causes people to produce at different rates (Daniels, 2001). In addition to being influenced by the level of satisfaction, performance is affected by a worker's ability as well as a number of situational and environmental factors such as mechanical breakdowns, lowquality materials, an inadequate supply of materials, availability of stock and market forces (Gower, 2003). Nevertheless, in the case of lower-level jobs where little ability is required, job satisfaction seems to be one of the key determinants of performance (Edward, 1994; Gower, 2003). In an effort to satisfy the needs of employees, many managers make use of incentive...
Words: 14989 - Pages: 60
...determine the morale of 20 employees in the Waikato regions that we have surveyed. In this study, we conducted 20 surveys in different areas of work. This survey was conducted in the Waikato region on different people from different organisations. In our research we found that most of our research was taken from a professional accountancy firm, restaurants and others such as customer service and assistance. We developed a questionnaire based on the organisational behaviour areas and literature reviews and conducted these surveys and have decided to have hypothesis about what we think that the outcome of these will be. These have been used as the focus of this report. The reason that we chose these candidates are they are different and diverse industries and we can compare the information given easily. We have also identified their role in the industry and we compared their roles against our research. We have also included the age, gender of the candidates we have chosen so that this can be compared with other factors. The articles that we have reviewed during this research are based on the topics of Stress/pressure/Burnout indicators, Conditions of employment, Staff perceptions of leadership performance, Staff Perceptions of Autonomy, Staff Satisfaction, Staff turnover intentions, Staff Wellbeing, Great place to work (work life balance, conflict and enrichment), Psychological capital and Staff commitment and motivation. * Literature Review Burnout The first article...
Words: 7316 - Pages: 30
...of psychiatric and behavioral topics. The researchers come from all across the globe to work at UCLA and publish papers into prestigious journals, which hopefully might change the way diagnoses are made and treatments provided. Researchers also need to hire assistants and volunteers to help with the workload and get a project initiated and running, and eventually finished to analyze results. In addition to hiring assistants, researchers also need to hire employees that will fill out grant paperwork, handle finances and purchases, and set-up meetings as needed. If the researcher has many projects going on at the same time, this could be very stressful for the most capable employee, and could lead decrease in motivation and productivity, eventually leading to either leaving the job or getting fired. California is currently in a budget crisis, and public schools are getting less and less money from the state government to hire more employees. The employees that are present must be able to be as productive as two or three employees put together and have quality results. My role in this is a volunteer for a research project for 3 months. I was accepted into a named laboratory that was known for publishing 10 papers minimum per year to numerous neuroscience journals about drug addictions in various populations and age ranges. I assisted with a new approved grant and helped organize the...
Words: 3384 - Pages: 14
...Impact of flexible scheduling on employee performance regarding stress and work-family conflict Abstract Stress, work-family conflicts and flexible scheduling are three of the most important elements in organizational studies. The focus of current study is to understand the effect of Stress, work-family conflicts and flexible scheduling on employee’s performance and also to understand whether flexible scheduling helps in reducing stress and work-family conflicts or not. A survey has also been conducted to strengthen the idea comprising of a sample of 70 employees from different organizations. 53 of them responded and the respond rate was 75%. Descriptive statistics is used to analyze the data. Results show that stress and work family conflict negatively affect the employee performance and flexible scheduling has a positive effect on employee performance. Primary study as well as literature review showed that flexible scheduling also helps in reducing stress and work-family conflicts. However, results are strongly based on the literature review i.e. secondary data. Introduction Work family balance is one of the most emerging concepts in the field of business and in the corporate world. Organizations are trying to reduce this conflict for the betterment of organization as well as for the employees. Western researchers have done a considerable work on this concept of work-family balance (Berg et al., 2003; Frone, 2003; Rossi, 2001; Marcinkus et al., 2007; Young, 1999). Actually...
Words: 2000 - Pages: 8
...Impact Factor : 4.618(Morocco) JOB STRESS OF EXECUTIVE LEVEL EMPLOYEES: CASE OF APPAREL SECTOR IN SRI LANKA 1 Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Kelaniya, Sri Lanka Jayarathna, S. M. D. Y1 2 O MAS Intimates, Sri Lanka Rathnayake, L. R2 ABSTRACT ver the years,there has been a significant concentration on recognition and managing job stress as an important organizational problem. With this identification, organizations have enhanced their awareness towards this problem, as job stress contributes to a significant portion of health care cost, absenteeism, and turnover consequently reduces the employee performance and leads to productivity losses. The purpose of this study is to investigate the job stress level of executive employees. The data were collected from 88 employees of apparel sector manufacturing organizations in Sri Lanka. Data were collected through a self-administered questionnaire, which comprised of standard measures with five dimensions. They are working environment and communication, work/home conflict and social life, administration and goal achievement, problems with subordinates, and demands from subordinates and others. The level job stress of the respondents was measure by the measure developed by Rout, Cooper, and Rout, (1996 cited in Rout 1999). The results shows that the executive level employees experience stress in any given situation while they...
Words: 2807 - Pages: 12
