Introduction
The psychological wellbeing of employees is becoming a significant factor in work environments for reduced stress levels and improved performance (Vainio, 2015). According to Hiriyappa (2013), stress is inevitable in the workplace because people have to work with schedules and manage to carry out various activities within a particular time limit, which affects their productivity. Mostly, the effects of stress in the workplace are negative (Hiriyappa, 2013). Nevertheless, mild stress can enhance the employees’ performance at the workplace (Britt & Jex, 2015).
Main body
However, 80% of workers in the US state that they experience stress at their workplaces and they do not know how to cope with it, and 26% of them claim that they suffer burnout because of stressful jobs, which makes this topic an important area of study (The American Institute of Stress, n.d.)
Work-related stress affects people emotionally, mentally, and physiologically (Patel, 2013), which can reduce the employees’ working abilities and diminish job performance (Dar, Akmal, Naseem, & Khan, 2011). Mental symptoms of work-related stress include having difficulties in decision-making and the lack of concentration at work while emotional indications might comprise anxiety, feelings of hostility, guilt, cynicism, depression, and fear (Patel, 2013).
Physiological symptoms of stress include having tense muscles, headaches, irregular breathing, and sweating (Patel, 2013). The primary task of every employer is to recognize stress in employees because most workers never state that they have mental or emotional problems, which in most cases leads to low productivity (Horner, 2014).
Conclusion
Preventing work-related stress is essential to successful performance outcomes, and it should incorporate interventions that are meant to neutralize the stressful environment (Mishra, 2011). Employers could use the information gained from this phenomenon to enhance the employees’ resilience results in better job performance and well-being of all personnel, hence improved productivity (Leon & Halbesleben, 2013).
References
Britt, T., & Jex, S. (2015). Thriving Under Stress. Oxford, UK: Oxford University Press.
Dar, L., Akmal, A., Naseem, M., & Khan, K. (2011). Impact of Stress on Employees Job Performance in Business Sector of Pakistan. Global Journal of Management and Business Research, 11(6), 1-4.
Hiriyappa, B. (2013). Stress Management. Bloomington, IN: Booktango.
Horner, C. (2014). Stress at Work and How to Cope. British Journal of Neuroscience Nursing, 10(5), 236-237.
Leon, M., & Halbesleben, J. (2013). Building Resilience to Improve Employee Well-Being. In A. Rossi, J. Meurs & P. Perrewe (Eds.), Improving Employee Health and Well-Being (pp. 65-79). Charlotte, NC: IAP.
Mishra, S. (2011). Stress at Workplace: a Critical Observation. Social Science International, 27(2), 253-262.
Patel, C. (2013). The Complete Guide to Stress Management. New York, NY: Springer.
The American Institute of Stress. (n.d.). Workplace Stress. Web.
Vainio, H. (2015). Occupational Safety and Health in the Service of People. Industrial Health, 53(1), 387-389.