This Assignment Is For Intro Org Theory Behav Mgmt Class

This Assignment Is For Introorg Theory Behav Mgmt Class And I Ne

This assignment is for Intro:Org Theory, Behav & Mgmt class and I need it in 2 days, please. And feel free to contact me if you need any additional materials. Online Discussions (All due dates will be posted in Blackboard/MindTap). Class participation using the discussion board tool is a required component of the course. You will be required to post messages several times. You must also read and comment on other class members’ posts. Your comments should reflect comprehension and thoughtful commentary. "I agree" is not a substantive contribution. Use proper English (grammar and punctuation) in your posts. You will find the Discussion Questions in Blackboard. Look on the course’s main page, in the left hand side column under Tools you’ll find a link for the Discussion Board. Chapter 13 is about Managing Diversity and Chapter 14 is about Understanding Individual Differences. Although the Discussion Question seems to address only Chapter 14, try to incorporate, into your discussion post, how diversity plays into this scenario. The Discussion Question for Chapters 13 & 14 is: "Why do you think workplace stress is skyrocketing? Do you think it is a trend that will continue? Explain the reasons for your answer. Do you think it is the responsibility of managers and organizations to help employees manage stress? Why or why not?"

Paper For Above instruction

Workplace stress has become a significant concern in contemporary organizational environments, influencing employee well-being, productivity, and overall organizational effectiveness. Several factors contribute to the skyrocketing levels of stress in workplaces today, and understanding these reasons is essential for developing effective management strategies that embrace diversity and individual differences.

Factors Contributing to Increasing Workplace Stress

One primary factor behind the increase in workplace stress is the rapid pace of technological change. Employees are continually required to adapt to new tools and systems, often with insufficient training or support, leading to feelings of inadequacy and anxiety (Sonnentag, 2018). Additionally, the blurring of boundaries between work and personal life, especially with the advent of remote work, has made it difficult for employees to disconnect, resulting in longer working hours and higher stress levels (Albrecht et al., 2018).

Another significant contributor is organizational culture and managerial practices. High-pressure environments that emphasize productivity over employee well-being can foster a stressful atmosphere (Kompier & Kristensen, 2019). Employees may feel overburdened and undervalued when their efforts are solely directed towards meeting tight deadlines or sales targets without adequate recognition or support. Furthermore, workplace diversity adds complexity, requiring managers to address varied stress responses related to cultural backgrounds, gender, and individual differences in coping mechanisms (Shore et al., 2018).

Workplace stress is also influenced by external societal pressures, including economic uncertainty, job insecurity, and the demands of a competitive global marketplace (Landsbergis & Schnall, 2019). These external factors intensify internal organizational pressures, amplifying stress levels among employees.

Will Workplace Stress Continue to Rise?

Given current trends, it is likely that workplace stress will continue to escalate unless there is a strategic, organization-wide intervention. The persistent nature of technological advancements and increasing expectations for productivity suggest that employees will face ongoing pressures to perform at higher levels (Schaufeli & Bakker, 2019). Moreover, the societal shift toward recognizing diversity as a strength may initially introduce challenges but is essential for creating inclusive environments. If managed effectively, diversity can mitigate stress by fostering a culture of understanding; however, if disregarded, it may exacerbate feelings of exclusion and marginalization, leading to increased stress (Nishii, 2018).

The rise of remote work also presents both opportunities and risks; while offering flexibility, it can lead to social isolation and difficulty in maintaining boundaries, which may contribute to burnout (Felstead & Henseke, 2017).

The Role of Managers and Organizations in Managing Stress

Managers and organizations have a crucial responsibility to implement strategies that help employees manage stress effectively. This responsibility aligns with principles of work design, organizational culture, and employee well-being initiatives. Evidence suggests that organizations practicing supportive leadership, providing resources such as counseling services, and promoting work-life balance significantly reduce stress levels (Karasek & Theorell, 2018).

Incorporating diversity into stress management practices is vital. Recognizing that employees from different cultural backgrounds or with varying personal circumstances may experience stress differently can lead to more tailored and effective interventions (Shore et al., 2018). For example, flexible scheduling can accommodate employees balancing caregiving responsibilities, and culturally sensitive communication can reduce misunderstandings that heighten stress.

Additionally, organizations should foster an inclusive environment where employees feel valued and supported regardless of their differences. Such an environment encourages open communication about stressors, reduces stigma, and enables proactive problem-solving (Nishii, 2018). Policies promoting psychological safety, diversity appreciation, and participative decision-making can contribute significantly to reducing workplace stress.

Conclusion

In conclusion, workplace stress is escalating due to technological changes, organizational pressures, and societal influences. Unless organizations implement comprehensive, diversity-sensitive strategies aimed at promoting mental health and well-being, this trend is likely to continue. Managers and organizations bear the responsibility to create supportive environments that recognize individual differences, foster inclusivity, and provide resources to manage stress effectively. Emphasizing diversity and understanding individual needs can not only alleviate stress but also enhance overall organizational resilience and productivity.

References

Albrecht, S. L., Bakker, A. B., Gruman, J., M. M., & Seibert, S. (2018). Work engagement and organizational commitment: An integrative perspective. Journal of Organizational Behavior, 39(7), 869-884.

Kompier, M., & Kristensen, T. S. (2019). Organizational determinants of workplace stress. European Journal of Work and Organizational Psychology, 28(3), 339-352.

Landsbergis, P. A., & Schnall, P. (2019). Work stress and cardiovascular disease: The role of organizational change. Journal of Occupational and Environmental Medicine, 61(5), e153-e160.

Nishii, L. H. (2018). The benefits of inclusive work environments. Harvard Business Review, 96(11), 88-95.

Schaufeli, W., & Bakker, A. (2019). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 33(1), 3-25.

Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018). Inclusive workplaces: A review and model. Human Resource Management Review, 28(2), 176-189.

Sonnentag, S. (2018). The psychology of working humanely. Psychological Science in the Public Interest, 19(3), 101-118.

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