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Stress in the Workplace

In: Social Issues

Submitted By qtpatewtie
Words 2206
Pages 9
Kevin Sattakun
CAFF 321
Professor Ostlund
22 November 2015
Stress Management in the Workplace The majority of people in the world would be immensely happier if one thing did not exist in their life: stress. What is the one thing that Americans’ have in common that causes them the most stress? It’s something that takes up a majority of peoples’ time and puts food on the table. That one thing is work. Work is a large part of why people in the United States and all across the world want to pull out their hair and call it quits. An enormous aspect of why work might be stressful is caused by the actual work environment. You can tell the difference between stress levels when walking into a newspaper HQ and walking into a jewelry store. An article called “Toward Human Sustainability: How to Enable More Thriving at Work” talks about how to create a less stressful work environment. The article gives managers and companies detailed instructions on how to lower stress and what its positive outputs in the workspace are. An issue that works against lowering stress in the workplace is the fact that Americans just are not taking days off from work anymore. A website by the name of “Project: Time Off” creates blog posts and detailed analyses on what exactly happens when Americans do not take time off. One of these analyses include “Overwhelmed America: Why Don’t We Use Our Earned Leave?” This analysis includes abundant data and explanations on how the relationship between worker and company are when relating to days off. Creating a leisurely and stress-free work environment should be the end goal of all future managers. Many college students are studying to become managers or to be higher in the business hierarchy. This means that they will have the power to implement some of these ideas into their own work environment. Studying the relationship between stress and work is pertinent in preserving the well-being of our future generation. “Three out of every four American workers describe their work as stressful” (Maxon). Not only is stress bad for the employees, stress is also bad for the employers. It is estimated that stress causes companies to lose $200 billion per year due to absenteeism, staff turnover, medical insurance, and lower productivity. As people are starting to work more and more to stay relevant in such a competitive market, stress levels are predicted to sky-rocket in the next decade. Employers are starting to notice that stress affects business. In an attempt to increase productivity and cut costs, companies are starting to create their own stress management tools that will be a win-win for both employers and employees. Stress management is treated very seriously at top firms. For example, firms such as Boeing and Teledyne Brown Engineering are giving free-reign to their employees to nap at work or gain incentives for meeting health goals. Teledyne reports that these stress relief plans have given them “reduced health care costs, a 34 percent reduction in absenteeism, and increased retention ─ another huge cost savings” (Spreitzer, Porath & Gibson). In contrast, the statistics regarding Americans not taking days off is alarming. While 96 percent of American workers believe paid time off is important, four in ten of these workers are leaving their paid time off days unused. Three in ten of these employees say that the company controls their paid time off instead of them. 37 percent of American workers say that paid time off is not easy to take. Two-thirds of American workers are receiving negative, mixed, or no message at all about taking paid time off from their company. This is distressing in the fact that paid time off is supposed to be an employees’ right. Managers are supposed to encourage employees to take paid time off because they have essentially earned it. 33 percent of managers fail to remind their workers that paid time off is important. Honestly, management should be pushing these employees out of the door because this correlates directly with how much stress is created in the workplace. The equation is simple: less stress, more efficiency, and better work. Paid time off is a huge variable within this equation. Besides just paid time off, a leisurely work environment helps with relieving stress. Google has done this successfully with their “20% time” policy. This policy gives Google employees the ability to spend 20% of their time working doing whatever they’d like that they think would benefit Google. Technically, mental well-being of an employee would benefit Google. This means that a Google employee could potentially watch YouTube videos of cute kittens for 20% of their work hours to relieve their stress. This might not go over well with their supervisor but still a very cool policy. In the article “The Effects of Workplace Leisure Behavior on Work-Related Behavior,” data is gathered to support benefits of workplace leisure. In a controlled environment, an office setting was simulated for 2 to 5 weeks. It was concluded that workplace leisure behavior decreased productivity when leisure time was greater than 40% of total work hours. However, spending less than 15% of total work hours had a beneficial impact on productivity. This data shows that employees cannot use a majority of their time doing leisure activities with the excuse of “stress-relief” as their reasoning. Employees still need to get their work done in a concise, timely manner. There needs to be a balance between leisure time and work time, and that time does not need to be split between home and the workplace. That balance needs to be prevalent in the workplace since many employees spend the majority of their time at work instead of home.
The benefits of lowering stress levels for both employers and employees are proven time and time again. Time off from work is one of the easiest ways to lowering the strain on an employee’s mind.
According to Project: Time Off’s Overwhelmed America report:
Workers who characterize taking PTO as “easy” rate higher on mood and outlook, job satisfaction, personal finances, professional success and personal relationships. Among workers who say that it is easy to take PTO: 87% are happy with their job (versus 74% for those who say it is difficult to take PTO); 90% are happy with their overall mood and outlook (versus 84%); 77% are happy with their personal financial situation (versus 67%); 85% are happy with their professional success (versus 80%) and 79% are happy with their marriage/relationship with a significant other (versus 75%) (11).
Even with these facts stated, some companies still have the policy to roll-over PTO (paid time off), get paid off for PTO, or even bank their PTO. Obviously employees who are in dire need of money would want their PTO paid off. They are doing this by sacrificing their mental health however. Their quality of work will fall and their employers will notice this. The steps to decrease the onset of stress besides forcing employees to take PTO are outlined in “Toward Human Sustainability: How to Enable More Thriving at Work.” The article defines “thriving” as “…individuals (who) are growing, developing, and energized rather than stagnating or feeling depleted.” This is what most employees would love to have in their career/job. However, most employees settle for a job that drains them because they believe it is normal. Work does not have to be a drag. It is unhealthy for it to be a drag. To create “thriving” employees and a less stressful work environment, workers should be inspired to make their own decisions. While making their own decisions, employees are inertly happier. This is exemplified in Best Buy’s ROWE (Results-Only Work Environment). ROWE does away with clocking-in, empowering employees to want to come to work themselves. There are no schedules and no mandatory meetings. This causes employees to make their own decisions and work when they want. Productivity increased immensely while job retention and satisfaction followed the same trend. Another way to create happier employees is to give positive feedback and be civil when mistakes are made. Time and time again, employees are berated by their overseers for making mistakes. Training in the ability to be civil when giving feedback and giving positive reinforcement must be established in a company that wants to be successful. The last step, which might be obvious but still overlooked, is the fact that diversity must be celebrated. It may come as a surprise to some companies, but all people are different. The standardization of procedures that could happen with work kills diversity. Employees will have their own way of doing certain tasks. If the task is still done with the same efficiency and end result, this should be promoted. Many employees are criticized for not following procedure. Companies with thriving employees are bound to be more successful. Thriving employees are proven to: be healthier, miss 74 percent less days of work, have more sustainable performance levels, empower their fellow employees, and are more committed to their organization (Spreitzer, Porath & Gibson). As a future cog in the workforce machine, all of this information is relevant. Being employed in the past has engraved the importance of having a stress-free work environment in my mind. Life is stressful enough without having a stressful work place too. The benefits of becoming of “thriving” employee are very true. As a student, the classes where I choose the time when I do my work and take my tests are when my performance is the greatest. This is exemplified in my online class grades compared to my in-person classes. In-person lectures require sitting and studying during certain times that are not my peak productivity hours. There are certain times during the day that my mind simply does not feel productive. This is also demonstrated in my job. This is the first time that I have been forced to work starting at 8 AM, and the quality of my work is abysmal. From 8 AM to noon I honestly feel like I get nothing done. After that, I get all my work done in an efficient and effective manner. The sad part is I would be okay with coming in at noon and working the rest of the hours. Both parties would benefit from this as I would not feel tortured and drained at the end of the day and I would be happy to work, while my employer would get to pay me for less hours. I have not encountered difficulty in taking time off because my employer knows that I am a student, however, I can see how it would have an effect on me in the future. Everyone needs a break. I can only imagine how insane some people would go if they do not get days off. Work should not feel like the hell you have to get through before the weekend. Having days off from school is equivalent to time off too since I am a full-time student. It is a great stress reliever and gives students’ the feeling of a fresh start when coming back from their break. This is how students stay sane in their grind for a college degree. When attempting to manage stress in the work environment: the more information, the better. The articles cited were bursting with great information and created the right conclusions. To gain more knowledge on reducing stress levels in the work environment, employers could simply interview their employees on what they think about certain aspects of the environment. Questions that should be asked include: How do you feel when coming into work? Are you satisfied with the work that you are doing? What are some pros and cons about your work environment? How do we make the work environment less stressful?
Organizations need to start small when wanting to change their work environment, and this is done by simply making it easier to take paid time off. After that is done, training must be given to management. This training should push the importance of positive reinforcement and giving employees the discretion to make their own decisions.

Works Cited
D'Onfro, J. (2015, April 17). The truth about Google's famous '20% time' policy. Retrieved November 24, 2015, from http://www.businessinsider.com/google-20-percent-time-policy-2015-4
Lebbon, A., & Hurley, D. (n.d.). The effects of workplace leisure behavior on work-related behavior. Journal of Behavioral Studies in Business, 1-18. Retrieved November 24, 2015, from http://www.aabri.com/manuscripts/131461.pdf
Maxon, R. (n.d.). Stress in the Workplace: A Costly Epidemic. Retrieved November 24, 2015, from http://www.fdu.edu/newspubs/magazine/99su/stress.html
Overwhelmed America: Why Don't We Use Our Earned Leave? (n.d.). Retrieved November 24, 2015, from http://www.projecttimeoff.com/sites/default/files/PTO_OverwhelmedAmerica_Report.pdf
Spreitzer, G., Porath, C., & Gibson, C. (n.d.). Toward human sustainability: How to enable more thriving at work. Organizational Dynamics, 41(2), 155-162. doi:10.1016/j.orgdyn.2012.01.009

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[ 1 ]. All statistics regarding paid time off are given by “Project: Time Off” in their “Overwhelmed America” report.

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