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Summary
The article denotes that the costs associated with stress management
in various organizations is massive. This deduces that there is need for
designed initiatives that could be developed in order to reduce stress
management at workplaces. The article also notes that this has come at a
time whereby there has been an increase of the cases dealing with
workplace stress. For this reason there is need for workplace health
promotion programs to be put in place. In the article there is explanation that
reviews have deduced that the best way to handle stress management is
buy working on them head on head on individuals basis rather than
cumulative analysis of the cases. The other issue that the article raises is
that the ability of employee to adopt to the behavioral intervention that
manage stress is an issue to consider when developing WHP. The other issue
that the article has raised is the fact that other professionals are only relying
on the causes of job stress to analyze and to come up with stress
management interventions. The last part of the paper informs the reader of
the best approaches to stress management or prevention. WHP also denotes
that identifying the symptoms of stress is also a path towards getting better
interventions
Key Learning Points
i. The first issues that is address in the article is the development of
individual oriented tress management programs that are able to
identify sources and symptoms of workplace stress
ii. The other main issue the fact that literature offers credible information
that deduces the value of criticism in development of stress

interventions. For example, many scholars are not in favor of just
identifying individuals employees when managing stress rather they
advocate for adverse working conditions in the workplace.
iii. The other issue is that the best approach towards managing the
increased rise of stress management is the use of comprehensive
approach that denotes sources and symptoms of stress rather than
sources alone.
Relevant statements to the Session
i. There are numerous courses in which organizational culture will show
itself in a useless manner. For instance, the unhelpful and useless
division in the middle of "us" and 'them', which may be propagated, by
both senior chiefs and those at different levels of an organization in a
tricky way. A division, which brings about an absence of fitting
correspondence and a kind of "faulting" culture (Noblet & LaMontagne,
2006)
ii. Tending to these matters is stressful workplace, work that can't be
enough managed by supervisors or inward advisors on the grounds
that they are a piece of the way of life; a piece of the chain of
command, and subject to the power structure of the organization.
iii. Notwithstanding, this is not the aggregate degree of the needs with
respect to hierarchical anxiety. There is additionally a requirement for a
Stress Management Strategy that through different methodologies will,

in its total, accommodate the needs of the organization.
Such a strategy would address the following type of issues:
i. The first four actions are as are as fundamental as the last. Inside staff
that has the learning, aptitudes can build up all these and capacity to
guarantee that what is given is tantamount to anyplace else. There
may be profit from utilizing outside aid to counsel to the procedure yet
essentially the specialists in the field are in the organization.
ii. The genuine point is that this kind of procedure ought to be seen as an
cumulative package (LaMontagne, Keegel & Vallance, 2007). Without
tending to the issue of society the organization won't attain to the
coveted successful exercises in the territories distinguished at 1 - 4
above. Just as, it could be guaranteed that the organization had an
eminent culture however without alternate exercises there would be no
administration accessible to individuals from the organization.
Critical Analysis
I am in favor of the idea that the best way to handle the case of workplace
stress is by using the comprehensive approach. This because the approach
has a lot of weight that defines how the interventions are going to be
reached based not only on the sources of stress but also on the symptoms
that come with stress. Stress has been a factor to consider in the workplaces
and for many years not the world has been using sources of stress in the
workplace and an intervention approach but this has not worked well. For
this reason other people have developed stress not from the sources but
from the symptoms of others in the workplace. In addition, the approach also
favors diverse analysis of stress in the workplace and not individual stress
management.
The Schachter-Singer Theory
Scholars Stanley Schachter and Jerome Singer contended that the fitting
distinguishing proof of the emotion requires both cognitive action and
passionate arousal so as to experience an emotion. Attribution, or the
procedure wherein the mind can recognize the anxiety boost creating an
emotion is likewise proposed by Schachter and Singer. The hypothesis
clarifies that we get to be mindful of the purpose for the enthusiastic
reaction, and when we the reason is not self-evident, we begin to search for
natural intimations for the correct elucidation of the emotion to happen
(LaMontagne, Keegel, Louie, Ostry & Landsbergis, 2007). Based on the above
theory is clear that when one wants to develop stress intervention the key
issue is emotion management, therefore in the workplace is better to
analyze the emotions of all employees before coming up with an intervention
rather than an individual analysis of the same.
Practical Implications
In my workplace the issue of stress is up for grabs. The organization has
relied over the years to individual stress interventions programs but this has
not worked but rather increase stress in the workplace. Therefore, with such
a comprehensive approach my organization will also benefit from this

research.
Learning Reflection
It ideal to note that the article has offered the needful to course content. It
has helped me understand real time issues in other workplaces and also
opened my mind towards trying to reach stress management programs.
References
LaMontagne, A. D., Keegel, T., & Vallance, D. (2007). Protecting and
promoting mental
health in the workplace: developing a systems
approach to job stress. Health
Promotion Journal of Australia, 18(3),
221-228.
LaMontagne, A. D., Keegel, T., Louie, A. M., Ostry, A., & Landsbergis, P. A.
(2007). A
systematic review of the job-stress intervention evaluation
literature, 1990 2005. International Journal of Occupational and

Environmental Health,13(3), 268-
280.
Noblet, A., & LaMontagne, A. D. (2006). The role of workplace health

promotion in
addressing job stress. Health promotion
international, 21(4), 346-353.

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that deduces the value of criticism in development of stress

Stress Management Strategy that through different methodologies will,

a comprehensive approach my organization will also benefit from this

health in the workplace: developing a systems

approach to job stress. Health

Promotion Journal of Australia, 18(3),

systematic review of the job-stress intervention evaluation

literature, 1990 2005. International Journal of Occupational and

Noblet, A., & LaMontagne, A. D. (2006). The role of workplace health

addressing job stress. Health promotion

international, 21(4), 346-353.

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