How to Deal An exploration of how to deal with emotions and stress in the workplace. Presented to Judy Tedford, Instructor MSD101 – Organizational Development Presented By Kimberly M. Bentley Spring Quarter, 2009 At some point, we’ve all had “one of those days”. Sometimes it’s because our manager has upset us, or maybe our co-worker has done something that you have to pay the price for. Or perhaps it’s because of trouble in our personal lives, or simply because it’s
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Dana White Professor Sharon Bell IBA 540, 541, 543 28 February 2013 The Importance of Maintaining Employee Satisfaction Employee satisfaction is a key component to the success of any business. Keeping employees’ satisfied and motivated within their careers should be a top priority for every employer for various reasons, including low turnover rates as well as quality work and high levels of production. Job satisfaction is described as "a pleasant feeling resulting from the perception that one's
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The Future of Employee Wellness Susan Pinto Abstract Over the last several decades, an epidemic of “lifestyle diseases” has developed globally: Unhealthy lifestyles, such as inactivity, poor nutrition, tobacco use, and frequent alcohol consumption, are driving up the prevalence of chronic disease, such as diabetes, heart disease, and chronic conditions. These conditions have become a major burden, as they lead to decreased quality of life and increased health care cost. Furthermore
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practitioners and researchers recognise the increasing demand of flexible workplace practices, such as flexitime, that can support employee’s work-life balance and reduce the level of work-family stress (Downes & Koekemoer, 2011; Hammer, et al., 2005). Flexitime is generally defined as a work arrangement that allows employees to have flexibility in term of when work is conducted, sometimes with a core working-hours requirement (Eaton, 2003). Whilst many organisations are introducing a flexitime system
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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
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of gathering information to help companies in his or her productivity. However, to have a productive organization, the management, and staff must have competent skills. Hiring autonomous consultants is one way to organize businesses, growth of companies, and benefiting the process. Working as a consultant implementing work theories helps with job retention and recruitment. Recommending appropriate changes helps with employee productivity and increases job satisfaction. Fortunately, for companies
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the monitoring process. The paper will examine also the effects of the surveillance on the employees’ psychological health and their rights to privacy. Nowadays, the negative effects of surveillance must be discussed and solved. In addition, a solution is given to ease the controversy between the employer’s work protection and the employees’ privacy rights. Last, the paper gives ways to let the employers know how to deal with their staffs at work without restricting them. Introduction
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Abstract of the Idea- Work-related stress is a major cause of occupational ill health, poor productivity and human error. It can result in sickness absence, high staff turnover and poor performance and a possible increase in accidents due to human error. Research provides strong links between stress and: ■ physical effects such as heart disease, back pain, headaches, gastrointestinal disturbances or various minor illnesses; and ■ Psychological effects such as anxiety and depression, loss of
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able to help the employees deal with stress as well as take the necessary steps to help them flourish in trying times. Stress can lead to loss of productivity, increased sick days, lack of cooperation, escalation on human resource complaints and poor decision making. Leaders must be able to recognize the signs of stress and put the mechanisms in place to help limit the time spent on the stressful incidences as well as diminish the reactions to the stress that can be harmful for the organization
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employees work out frequently in order to counteract high job-related stress levels, their productivity may suffer instead of improve, a new study indicates. Comments 0 Researchers studied the relationship between stress, physical activity and productivity in a sample of 2,823 Minnesota workers. They found that employees with high stress levels who maintained a high level of physical activity experienced increased loss of productivity. In contrast, for workers with relatively low stress levels, physical
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