Organizational Issues and Trends

Team D members work for organizations in a variety of industries. Sophee works at Doyon Government Group in Accounts Payable, Nadine works at Outback Steakhouse as a Bartender and Kristal works at her home as a full time mother. We will Compare and contrast the perception of organizational power and politics among our organizations. Work stressors will be addressed as well as a list of strategies for managing stress within an organization. Lastly, we will evaluate the business and ethical considerations of operating organizations on a global scale.

We define stress as a state of tension experienced by individuals facing extraordinary demands, constraints, or opportunities (). We encounter stress in our everyday life. While some stress is a normal part of life, extreme stress can interfere with productivity and reduce physical and emotional health in a person.
“Layoffs” and “Budget cuts”, have become dreaded words in organizations and people fear the uncertainty of job security. Because of these worries employees will push themselves to the extreme to avoid losing their jobs. Some organizations know that their employees will do whatever it takes to keep their jobs and use that to their advantage.

Common causes of work place stress

* Fear of layoffs * Staff cut backs * Increased demand of overtime * rising expectations but with no increase in pay * unreasonable demands * workplace bullying *

Not caring or realizing that when their employees feel overwhelmed they lose confidence and become less productive in their job performance.
Some signs of work place stress are

* Anxiety * Indecisiveness * Irritability * Loss of interest in work * Forgetfulness * Loss of self confidence * Argumentativeness * Insomnia * Using alcohol or drugs to cope * Physical exhaustion
These signs should not be ignored and dealt with sooner rather than later. If these symptoms are caught early on there is a better chance of fixing the problems so he or she does not end up with more serious problems in the long run. Taking control of Job stress can be challenging and can overrun your home, personal relationships and even cause serious health problems. Strategies in dealing with stress are important in order to stay healthy, keep a positive attitude and stay productive and satisfied in the workplace as well as in one’s personal life. Identifying the problem is the first step in dealing with job stress. It can be anything from not being appreciated at work, not having a voice or simply having too much work. Secondly, prioritizing responsibilities and create a schedule to achieve them in order of importance. Taking care of the most important or unpleasant task early in the day will make the rest of the day a pleasant one. Third, avoid trying to fit too many task in one day. Do not take on more work than the day allows for. This means that saying no to that colleague that is begging for help is sometimes necessary. Delegate responsibilities if possible, if other people can take care of tasks, let them. Last but not least, take care of yourself. This step is usually forgotten about, but is the most important. If we do not get enough sleep, eat a balanced meal, or exercise on a regular basis, stress can cause severe damage to the body. Not only should we as Individuals have strategies on dealing with stress, but organizations should also implement ways to reduce workplace stress. It is in a company’s best interest to keep stress levels to a minimum. In high stress situations, management should be positive role models to their employees. Improving communication by sharing information in a friendly and efficient manner will reduce employees’ uncertainty about their jobs and future. Showing individuals that their work is valued and their opinions matter. Including them in decisions that affect their jobs and avoiding unrealistic deadlines. Offering rewards and incentives and praise good work performance. Provide opportunities for social interactions, by having parties, get-togethers and team building events. Also making managements actions consistent with the organizations principles and beliefs