Sources of stress

Individual Factors

The first of three sources of stress are individual. Individuals may experience stressful commutes to
work, or a stressful couple of weeks helping at a work event, but those kinds of temporary,
individual stresses are not what we’re looking at here. We’re looking for a deeper, longer-term
stress. Family stress—marriages that are ending, issues with children, an ailing parent—these are
stressful situations that an employee really can’t leave at home when he or she comes to work.
Financial stress, like the inability to pay bills or an unexpected new demand on a person’s cash flow
might also be an issue that disturbs an employee’s time at work. Finally, an individual’s own
personality might actually contribute to his or her stress. People’s dispositions—how they perceive
things as negative or positive—can be a factor in each person’s stress as well.

Organizational Factors

There’s a plethora of organizational sources of stress.

Task or role demands: these are factors related to a person’s role at work, including the design of a
person’s job or working conditions. A stressful task demand might be a detailed, weekly
presentation to the company’s senior team. A stressful role demand might be where a person is
expected to achieve more in a set amount of time than is possible.

Interpersonal demands: these are stressors created by co-workers. Perhaps an employee is

experiencing ongoing conflict with a co-worker he or she is expected to collaborate closely with. Or
maybe employees are experiencing a lack of social support in their roles.

Organizational structure: this refers to the level of differentiation within an organization, the degree
of rules and regulations, and where decisions are made. If employees are unable to participate in
decisions that affect them, they may experience stress.

Organizational leadership: this refers to the organization’s style of leadership, particularly the

managerial style of its senior executives. Leaders can create an environment of tension, fear and
anxiety and can exert unrealistic pressure and control. If employees are afraid they’ll be fired for not
living up to leadership’s standards, this can definitely be a source of stress.

Organizational life stage: an organization goes through a cycle of stages (birth, growth, maturity,
decline). For employees, the birth and decline of an organization can be particularly stressful, as
those stages tend to be filled with heavy workloads and a level of uncertainty about the future.

Environmental Factors

Finally, there are environmental sources of stress. The economy may be in a downturn, creating
uncertainty for job futures and bank accounts. There may be political unrest or change creating
stress. Finally, technology can cause stress, as new developments are constantly making employee
skills obsolete, and workers fear they’ll be replaced by a machine that can do the same. Employee
are also often expected to stay connected to the workplace 24/7 because technology allows it.0

As a side note, it’s important to understand that these stressors are additive. In other words, stress
builds up, and new elements add to a person’s stress level. So a single element of stress might not
seem important in itself, but when added to other stresses the worker is experiencing, it can, as the
old adage says, be the straw that broke the camel’s back.
For more answers:
https://granite.pressbooks.pub/mgmt805/chapter/stress-in-an-organization/

Consequences of Stress
Physiological Symptoms:
In the initial stages, the major concern of stress was directed at physiological symptoms. The
reason was that this topic was researched by specialists in the health and medical sciences.
According to the researchers, high degrees of stress are typically accompanied by severe
anxiety, frustration, and depression. Their work led to the conclusion that stress could create
changes in metabolism, increase heart and breathing rates and blood pressure, bring on
headaches, and induce heart attacks. Evidence now clearly suggests stress may have harmful
physiological effects. When stress is chronically present, it begins to do damage to a person’s
body and his or her mental state. For example, Mary has a headache and backache. The
doctor diagnosed her with physiological symptoms of stress. Due to sitting for too long
during work, backaches are the body's reaction to preparing for fight or flight. Headaches are
from the constriction of muscles in the neck and head due to stress. Mary’s doctor told her
that she needs to learn to remove herself from extremely stressful situations even if that
means getting a new job. She needs to find a way to ease her stress by starting exercise,
eating better, or go for a short vacation with her family and friends.

Psychological Symptoms:
While considerable attention has been given to the relationship between stress and
physiological symptoms, especially within the medical community not as much importance
has been given to the impact of stress on mental health. However, psychological problems
resulting from stress are very important in day to day job performance. The psychological
impacts of stress may cause job dissatisfaction. Job dissatisfaction is the simplest and most
obvious psychological effect of stress. For example, John as a Marketing manager faces
multiple and conflicting problems with his employees, he lacks clarity as to his duties,
authority, and responsibilities. This may increase his stress and lead to job dissatisfaction. In
short, the psychological problems from stress may lead to poor job performance, lowered
self-esteem, resentment of supervision, inability to concentrate, make decisions, and job
dissatisfaction.

Behavioral Symptoms:
Any behavior which indicates that people are not acting their usual self may be a sign of
adverse reaction to stress. Research on behavior and stress has been conducted across several
countries and over time, and the relationships appear relatively consistent. Behavior-related
stress symptoms include reductions in productivity, absence, and turnover, as well as changes
in eating habits, increased smoking or consumption of alcohol, rapid speech, fidgeting, and
sleep disorders. A significant amount of research has investigated the stress–performance
relationship. For example, Bryant is sleeplessness and he went to work. Poor sleep quality
does affect his mood and also increase negative affect. Due to he is sleeplessness, he felt tired
and not energized during work, he is more likely to feel anger and fatigued. Therefore, it
increases his stress, makes him hard to concentrate on his work, and difficult to control his
own emotions.
Some ways to manage stress ( add 3 more ways) below question has more

https://www.mbaknol.com/management-articles/individuals-and-organisational-approaches-
to-managing-stress/

1. Encourage workplace health.

One of the best weapons against stress in the workplace and life. Exercise frees the energy of
employees from work pressure and focuses on the task at hand. It also improves mood by
increasing the production of sensory neurotransmitters in the brain. For example, managers
should encourage employees to take a walk during lunch break, subsidize gym membership,
bring a yoga instructor to the office every month, or provide healthy snacks in the office

2. Flexible time and remote work are allowed.

The reason why companies employ employees is that they are confident in their ability to do
their jobs in time, so they are asked to prove this. The staff's office should not be like a cell,
but a convenient place to finish the work. Let employees know that their work is determined
by the quality and timeliness of their work, not that they work on time.Allow employees to
work remotely and provide flexibility for start and end times. This freedom is important for
improving office morale, and the policy shows employees how much trust managers have in
them.

3. Create quiet time.

Stress cannot be completely avoided, but you can relieve it when it comes. Make sure the
company staff have a place to rest.Research shows that more than 80% of employees prefer
to be away from work to relieve stress, such as napping, massage or rest. It's an ideal place to
stay away from the daily life, even a small room at the end of the room. Consider longer,
secluded vacations that can achieve the same goal.If the organization has the ability to do so,
consider implementing "no meeting on Monday" or similar methods. In essence, it is a waste
of staff's time, making them focus on their personal tasks, and avoiding getting into trouble
due to meetings or heavy workload.
The high-flyer

Louise Palmer, 36, is co-founder of 7days, a management consultancy business. She earns
£200,000 a year and lives with her husband Adrian, 42, who works part-time, and their
seven-month-old son Archie, in Buckinghamshire.
There are several factors that make her feel stressed: being the family's principal
breadwinner; making sure her employees are paid; the constant pressure to win new business;
and worrying about whether she spends enough time with her son. But she thrives on the
pressure of her job and, because she feels largely in control of her life, says that her stress
levels are manageable.
u
Of course, I feel stressed because running your own business is a 24/7 commitment. It is very
difficult to walk away and switch off or to wind down. However, when I think about my
mother, who had to worry about whether she had enough money to put food on the table, I
think she would have encountered far greater levels of stress than me. Having had a
childhood without much money, I think that would be the biggest source of stress anyone
could have’. 'I know that, if the worst comes to the worst, we could sell the house, downsize
and have an easier life.'
Source: Adapted
from https://www.theguardian.com/society/2004/oct/31/mentalhealth.workplacestress
QUESTIONS:

Identify and explain sources of stress that happen to Louise Palmer

(15 marks)

Discuss how individual and organization manage stress.

(10 marks)
Identify and explain sources of stress that happen to Louise Palmer.  (15 marks)

The first source of stress that happens to Louise Palmer is personal factors. Primarily, these
factors are family issues, personal economic problems, and inherent personality
characteristics. Louis Palmer is always worrying about not enough time to be spent with her
son. At the same time, she is busying with her works as well. As in her childhood, she has not
much money, it has motivated and force her to work harder. So Louise Palmer felt stressed to
manage her time wisely and balance her time on works and family. 
Secondly, organizational factors have affected Louise Palmer to become stress. Louise
Palmer is the owner of her company. She needs to ensure that she paid the salary to her
employees on time. She also has to ensure that the employees who are depending on Louise
have to be paid for their hard work and effort. She has to be a good paymaster for her
employees as they have families to run as well. Louise Palmer also has constant pressure to
win new business for expanding her business.

The next source of stress will be environmental factors. Due of her husband is part-timer,
Louise Palmer is the principal breadwinner for her family. She is not just being responsible to
her employees by ensuring that she has paid her employees on time but also her family too.
She has to worry about whether she has enough money to support herself and her family, and
the pressure to bear the family's burden is huge. As a result, she needs to earn enough money
to make sure she can cover the cost of her daily activities.

2. Discuss how individual and organization manage stress.  (10 marks)

Individual Approaches:
An individual employee can take personal responsibility for reducing stress levels. Individual
strategies that have proven effective include time-management techniques, increased physical
exercise, relaxation training, and expanded social support networks. Many people manage
their time poorly. The well-organized employee, like the well-organized student, can often
accomplish twice as much as the person who is poorly organized. By understanding the basic
time-management principles, it can help individuals better cope with tensions created by job
demands. A few of the best-known time-management principles are making daily lists of
activities to be accomplished, prioritizing activities by importance and urgency, scheduling
activities according to the priorities set, knowing your daily cycle, and handling the most
demanding parts of your job when you are most alert and productive, and avoiding electronic
distractions like frequently checking e-mail, which can limit attention and reduce efficiency.
These time-management skills can help minimize procrastination by focusing efforts on
immediate goals and boosting motivation even in the face of tasks that are less desirable.

Organization Approaches:
Several organizational factors that cause stress are particularly task and role demands that are
controlled by management and thus can be modified or changed. Strategies to consider
include improved employee selection and job placement, training, realistic goal-setting,
redesign of jobs, increased employee involvement, improved organizational communication,
employee sabbaticals, and corporate wellness programs. Certain jobs are more stressful than
others but, as we have seen, individuals differ in their response to stressful situations.
Individuals with little experience or an external locus of control tend to be more prone to
stress. Furthermore, organizations need to set clear goals for the employees. As individuals
can perform better when they have specific and challenging goals and receive feedback on
their progress toward these goals. Goals can reduce stress as well as provide motivation.
Employees who are highly committed to their goals and see the purpose of their jobs
experience less stress because they are more likely to perceive stressors as challenges rather
than hindrances. Specific goals perceived as attainable clarify performance expectations. In
addition, goal feedback reduces uncertainties about actual job performance. The result is less
employee frustration, role ambiguity, and stress.
 

Identify and explain sources of stress that happen to Louise Palmer. (15 marks)

First source of stress that happens to Louise Palmer is that she is the principal breadwinner
for her family. This means that the whole household, shelter, grocery needs, utility
commitment, food to be served depends on her sole income. Louise has to ensure that her
income is sufficient to support the needs of her husband, and her 7 months old son. This is
one of the main sources of stress as she has to always keep the family surviving and to avoid
poverty and famine.

Secondly, ensuring her employees are well paid off is one of the sources of stress that Louise
faces. She has to ensure that the employees who are depending on Louise have to be paid for
their hard-work and effort. She also has to be a good pay master for her employees as they
have families to run as well.

Thirdly, doubt if there is a quality time spent with family is also one of the sources of stress
for Louise. Since she is thrives to keep her business going and maintain a healthy family
bonding, she still has the benefit of doubt is she is spending enough time with her family. To
juggle a 24/7 business and to spare time for family is tough to juggle but Louise still tries her
absolute best to keep it going.

Discuss how individual manage stress. (10 marks)

Keep a positive attitude.

Read positive quotes and avoid negative thoughts to keep a healthy brain working. This will
give good vibes to work on things, individually, at work and even with family.

Exercise regularly.
Exercising enables us to sweat out where you remove toxins from our body; this gives us
fresh mind and a healthy body. These two properties will work very well along to keep us
away from stress.

Maintain a well-balanced diet

Eating healthy keeps us on go and does not give us a lazy mode. Eating a healthy meal keeps
us fresh in mind and body. Unwanted fats will not be added to our body.

Make time for hobbies, interests, and relaxation.

Venture doing favourite sports or hobbies to pamper ourselves. This will give great mind
relaxation and will help us to study ourselves better. This will help us be free from stress and we
will eventually get a hang of managing stress.

Learn to manage your time more effectively

Time management plays a vital role to keep ourselves well organized and prepared. Being
punctual helps us avoid last minute preparation. This will be the best way to manage stress.

Discuss how organization manage stress.

Encourage social activity.

Employees spend a lot of time together, and the more comfortable they are, the less stress
they will feel. As co-workers get to know each other, expectations and communication
barriers are broken down, greasing the wheels for easier future interactions

Recognize your employees.

Employees love being praised for a job well done, and recognizing their success results in a
serious boost in engagement. Each employee has a different personality, so be mindful when
considering how and when to recognize. Some employees appreciate a call-out during a
meeting or praise in a company-wide email, while more reserved types might prefer a card on
their desk or a thank you in person.

Encourage workplace wellness.

Exercise and healthy living are two of your best weapons against workplace stress. Exercise
takes employees' minds off the stress of their job to focus on the task at hand. It also
improves moods by increasing the production of endorphins, the brain's feel-good
neurotransmitters.

Positive Workplace Culture

Provide opportunities for social interaction among workers. Watch for signs of dissatisfaction
or bullying and work to combat workplace discrimination (based on race, gender, national
origin, religion, or language).

Employee Accountability

Give workers opportunities to participate in decisions and actions that affect their
jobs.Introduce a participative leadership style and involve as many subordinates as possible
in resolving stress-producing problems.
1. Identify and explain sources of stress that happen to Louise Palmer.  (15 marks)

The first source of stress that happens to Louise Palmer is personal factors. Primarily, these
factors are family issues, personal economic problems, and inherent personality
characteristics. Louis Palmer is always worrying about not enough time to be spent with her
son. At the same time, she is busying with her works as well. As in her childhood, she has not
much money, it has motivated and force her to work harder. So Louise Palmer felt stressed to
manage her time wisely and balance her time on works and family. 

Secondly, organizational factors have affected Louise Palmer to become stress. Louise
Palmer is the owner of her company. She needs to ensure that she paid the salary to her
employees on time. She also has to ensure that the employees who are depending on Louise
have to be paid for their hard work and effort. She has to be a good paymaster for her
employees as they have families to run as well. Louise Palmer also has constant pressure to
win new business for expanding her business.

The next source of stress will be environmental factors. Due of her husband is part-timer,
Louise Palmer is the principal breadwinner for her family. She is not just being responsible to
her employees by ensuring that she has paid her employees on time but also her family too.
She has to worry about whether she has enough money to support herself and her family, and
the pressure to bear the family's burden is huge. As a result, she needs to earn enough money
to make sure she can cover the cost of her daily activities.

2. Discuss how individual and organization manage stress.  (10 marks)

Individual Approaches:

An individual employee can take personal responsibility for reducing stress levels. Individual
strategies that have proven effective include time-management techniques, increased physical
exercise, relaxation training, and expanded social support networks. Many people manage
their time poorly. The well-organized employee, like the well-organized student, can often
accomplish twice as much as the person who is poorly organized. By understanding the basic
time-management principles, it can help individuals better cope with tensions created by job
demands. A few of the best-known time-management principles are making daily lists of
activities to be accomplished, prioritizing activities by importance and urgency, scheduling
activities according to the priorities set, knowing your daily cycle, and handling the most
demanding parts of your job when you are most alert and productive, and avoiding electronic
distractions like frequently checking e-mail, which can limit attention and reduce efficiency.
These time-management skills can help minimize procrastination by focusing efforts on
immediate goals and boosting motivation even in the face of tasks that are less desirable.

Organization Approaches:

Several organizational factors that cause stress are particularly task and role demands that are
controlled by management and thus can be modified or changed. Strategies to consider
include improved employee selection and job placement, training, realistic goal-setting,
redesign of jobs, increased employee involvement, improved organizational communication,
employee sabbaticals, and corporate wellness programs. Certain jobs are more stressful than
others but, as we have seen, individuals differ in their response to stressful situations.
Individuals with little experience or an external locus of control tend to be more prone to
stress. Furthermore, organizations need to set clear goals for the employees. As individuals
can perform better when they have specific and challenging goals and receive feedback on
their progress toward these goals. Goals can reduce stress as well as provide motivation.
Employees who are highly committed to their goals and see the purpose of their jobs
experience less stress because they are more likely to perceive stressors as challenges rather
than hindrances. Specific goals perceived as attainable clarify performance expectations. In
addition, goal feedback reduces uncertainties about actual job performance. The result is less
employee frustration, role ambiguity, and stress.