ipl-logo

Relationship Between Organizational Stress And Leadership

709 Words3 Pages

Organizational Stress and Leadership
Organizations experience change constantly whether they planned for it or not. According to Tavakoli (2010), stress and resistance are not inevitable reactions to organizational change. Rather, what makes organizational change stressful or susceptible to the resistance of employees is the way people are treated during the implementation of the change. There are some situations where the change is forced, for example when a market shifts due to political agendas and the organization’s services or products are no longer desirable. This type of organizational change can cause companies to downsize and/or lay-off employees to cut costs (Lussier & Achua, 2015) which causes leadership and employees tremendous …show more content…

There are two types of stress called eustress and distress. Eustress originates from a pleasant experience while distress is unpleasant and disease producing stress (Walden University, 2015e). However, stress and possible stress that causes disease can be minimized by providing employees with roles that are clearly defined and encouraging communication between managers, employees, and other departments (Mitut, 2010) within an organization. Manager and employee meetings can also be implemented to discuss employee expectations, roles, and concerns. By promoting motivational strategies that influence esteem, security, social, and self-achievement, organizational members could feel less stressful within the work environment (Mitut, 2010). According to Worksite stress management training (SMT) is the most widely implemented, and empirically validated, intervention for improving employees’ psychological health (van der Klink, Blonk, Schene, & van Dijk, 2001) within the workplace. The most common SMT programs are based on cognitive–behavioral therapy (CBT) principles and procedures, and seek to impart generalized coping skills (e.g., cognitive restructuring, relaxation, problem-solving, or mindfulness) to working populations. There have been several large-scale reviews of the worksite SMT literature, all of which provide support for the efficacy of CBT-based interventions. To properly control the climate of the organization, additionally, I would try to seek relationships with employees to better understand their personal stressors and work capabilities. It would be my responsibility to remain with a positive attitude and be a motivational influence for my

Show More
Related
1588 Words | 7 Pages

Creating Vision Organization’s Mission and Stakeholders The mission of HonorHealth hospitals states, ‘To improve the health and well-being of those we serve’ (HonorHealth, n.d.). The promise brand shows that HonorHealth is making healthy personal. HonorHealth has merged with several hospitals in the Phoenix area. The brand of promise will help unify mission’s common goal, and guide the deliverance on the promise every day (HonorHealth, n.d.).

Read More
957 Words | 4 Pages

Management is not meeting the psychological needs of the employees and breaking what Newstrom refers to as the “unwritten psychological contract” (Newstrom, 2015) employees’ sign when they become part of a company. With this part of the contract being broken, employees’ productivity decreases and therefore the economic contract becomes broken as well. As time goes on, this deepens the root cause of all issues at

Read More
791 Words | 4 Pages

This is experienced as a result of the desire to maintain status quo. In some organizations, a minor change to the responsibilities of the organizations requires much time and resources (Want, 2006). Change can lead to conflict. Individuals become attached to things they consider as the norm of their workplace. When change occurs the employees have difficulty of letting go of the status qou.

Read More
904 Words | 4 Pages

An important part of this fear is that an employee will lose something of value. This may be in the form of an economic or security fear such as losing seniority, pay, or jobs altogether. Along with these concerns comes a fear of loss of power, influence, and status within the organization. On a personal level, change could be resisted because it may seem that the former way of functioning has been inadequate. Members many feel that they are not functioning at an ideal level.

Read More
1819 Words | 8 Pages

It is most efficient to address stress at its origin before the problem advances too much; thus, assessments such as these aim to address the stress levels early (Houdmont and Stravroula 80). After individuals are aware of problems talking more openly and confronting the aspects of mental and emotional health will decrease the progression of work-related stress (Armson 5). A few ways to reduce work place stress include making the most of workday breaks and setting reasonable standards. Even a small amount of personal time for a snack, walk, or a chat can improve mood in the workplace ("Mind/body Health: Job Stress"). In order to produce a real change specific resolution need to be focused

Read More
350 Words | 2 Pages

This expectation can result in employees who feel overworked and prone to burn out. Several leaders have left the organization over the years due to this very issue. • High Risk Change. Transformational leaders are experts at driving

Read More
708 Words | 3 Pages

However, there is a similar trend where the increasing growth and success of the organization lead to “greater work pressure and people starting to feel overburdened” (Dhaka, et al., 2015). “Business operations started gaining a higher priority over the well-being and integrity of people” and the overall culture was becoming unhealthy (2015). Chapter 18 describes an organization’s resistance to change as not only coming from lower levels of the organization, but with higher-level managers who are also resistant to change (Robbins and Judge 2015). Organizations often “see change as threatening” and tend to “latch onto whatever data they can find that suggest they are okay and don’t need to change” (2015). However, there are a few tactics recommended in the book that can assist with overcoming this resistance to change: communication, building support and commitment, and developing positive relationships (2015).

Read More
984 Words | 4 Pages

Resistance to Change Suley Garcia Keiser University Resistance to Change Introduction Resistance to change is one of the many challenges that every organization faces (Senior, & Swailes, 2010, p. 83). In one way or another, there are some instances where organizations need to make and implement changes that would benefit them. Changes are usually stimulated by the goals of the company, the prevailing political, social, and economic environments, as well as countering the growing competition. However, the implementation of changes is usually not easy and most of the time the organizations are usually met with resistance from their employees (Senior, & Swailes, 2010, p. 83).

Read More
921 Words | 4 Pages

Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.

Read More
1142 Words | 5 Pages

In order to manage a tranquil, relaxed lifestyle, we must first recognize and know what produces stress. Everyone can answer in sweeping strokes and can identify different stressors with which we are all familiar such as work, relationships, money, health matters, etc., but are those really the factors that leads to the stress or simply the elements with which we associate stress? In order to truly get stress under management, we need to search a little deeper into our lifestyles, habits and other circumstances to actually pinpoint what truly causes stress in our lives. Let’s take employment for example.

Read More
1524 Words | 7 Pages

) There are many different kinds of support given to workers in order to help them deal with stress. Here we will be looking at types of stress support given to employees as well as their stressors, by giving examples of these derived from the case study. Types of support given can include psychological support, cognitive support, employee assistance programs and physical support (Lehrer et al, 1994). Types of stressors that employees face are work overload, work-life balance, emotional and physical labor, job ambiguity and job demands (Danna & Griffin, 1999). Under psychological support there are various mediation and relaxation techniques that are used in order to help support employees suffering from stress.

Read More
1931 Words | 8 Pages

Emergent strategy When change happens, an organization changes its strategy, which in turn, changes its structure, organizational culture, recruitment standards and etc. It indicates that strategy process is part of change process. As mentioned before, most change initiatives fail, no least because not engaging all employees in the process towards change (Stanleigh, 2008). We suggest that emergent strategy is a central part of successful change. One reason for this being that the foundation of emergent strategy is to involve more people in strategy making process (Mintzberg et al., 1988).

Read More
1383 Words | 6 Pages

Specific Purpose: To inform the audience about how stress develops and its effects on the workplace. Tentative Thesis: Though the definition of stress is already well-known among our society, we remain ignorant towards how stress develops everywhere and influences the workplace. Introduction I. Attention

Read More
776 Words | 4 Pages

Stress is a problem that can have detrimental effects on many people’s lives. A stressor is simple a stimulus that causes stress. Stressors can be a combination of many things that cause mental and physical pressure that a person feels. In this century the most popular stressors are work, school and self-generation.

Read More
1000 Words | 4 Pages

, tremendous amount of energy is required to combat the reactionary tendencies. Change Management assumes the profile of old v/s new rather than innovation. 1. This model can give excellent operational and human potential developmental results. Role of supervisor becomes redundant; reinvention of a more diversified job profile has to be done.

Read More

More about Relationship Between Organizational Stress And Leadership

Related Topics

Open Document