stress at workplace and the various intervention applied by employees to address it
The study by Bhui, Dinos, Galant-Miecznikowska, de Jongh & Stansfeld (2016), identifies stress at workplace and the various intervention applied by employees to address it. Majority of workers associate adverse management practices and working conditions as the primary cause of work-related stress. The author list lack of support, unrealistic demands, lack of appreciation, roles of conflicts, lack of transparency and ineffective communication as leadership practices that induce stress among workers. Besides, the nature of the work, workplace environment, social life and economic factors and working condition were an inductive factor to work-related stress. Workloads, workplace
congestion, lack of working equipment, poor egonometrics, and, understaffing, and physical environment all affects the productivity of workers. The author report the effectiveness of organization intervention such as supportive management style with improved communications and frequent team meetings were effective in creating a conducive work environment. Besides, supportive organizational leadership and team culture, embracing dialogues, well-planned shifts and flexible working hours, physical exercise, teamwork
among others were some of the work plane stress interventions
applied. The study suggests that training or educating employees on ways to deal with workplace stress is an essential aspect of care provision. Nurses are an integral part of the provision of health care. However, to deliver care that is more coordinated and integrated; nurses must be trained and educated on the best practices and ways to deal with the increasing workload. In this regard, the two studies highlight the responsibility of healthcare management in ensuring nurses and healthcare provides are adequately motivated and protected from stressors within spaces of practice.
According to Havermans, Brouwers, Hoek, et al. (2018), managing work stress is significant to reducing health risk for workers and organizational interest. Workers health can be improved by proper implementation of the identified interventions. The article focuses on the need to study employee need in regards to works places stress prevention. The study identifies the need to enhance workers relation with supervisors, and address the work stress determinants such as poor communication, lack of supportive leadership, open communication, social stress, among others. Supervise should be free
with the workers and initiate
work stress conversation to help understand their experience. Proper implementation of organizational stress management improves the chances of achieving the desired stress-free work environment. The central theme in modifying work stress-free environment involves the elimination of barriers such as culture of fear, poor communication strategies, and limited resources.
Bhui, K., Dinos, S., Galant-Miecznikowska, M., de Jongh, B., & Stansfeld, S. (2016). Perceptions of work stress causes and effective interventions in employees working in public, private and non- governmental organisations: a qualitative study. BJPsych bulletin, 40(6), 318–325. https://doi.org/10.1192/pb.bp.115.050823
Havermans, B.M., Brouwers, E.P.M., Hoek, R.J.A. et al (2018). Work stress prevention needs of employees and supervisors. BMC Public Health 18, 642. https://doi.org/10.1186/s12889-018- 5535-1