Cognitive behavioral therapy

Cognitive behavioral therapy’s reduction of stress and improvements in sleeping habits

Stress affects every person in two different dimensions; it is either positive or negative. When stress leads a person to positive outcomes, it can be looked at as beneficial because it could possibly enhance confidence, performance and lead to outstanding end results. But if stress has a negative effect on a person’s life it can lead to physical and psychological destruction (Cooper et al, 2002). The larger workloads increased working hours and increased pressure to compete on a global level. Companies increased the occupational stress of the human resource. According to the Salleh (2008) Occupational stress is a real problem and cost that an organization needs to address to effectively navigate the business world (Riaz, A., & Ramzan, M 2013). Understanding where stress comes from and how to manage it properly can have astounding effects on a person’s life. The mental issue of stress is one of the most crippling and expensive conditions facing both the employers and employees; because of this insurance agencies have begun to focus on their ability to reduce stress, anxiety and depression through Cognitive behavioral therapy (The value of cognitive behavioral therapy 2012). Companies need to offer a proper stress management to reduce the occupational stress that the employee encounters on a daily basis so that employee satisfaction will increase which will lead to employee loyalty and increased devotion towards an organization (Riaz, A., & Ramzan, M 2013).
The concept of stress was first introduce by Hans selye (1976) and has had many connotations since then, the research that is done on Occupational stress can be seen as an extension of the classical concept that is applied to a specific human activity, namely work(Appley& Trumbull, 1986) (Beheshtifar, M., & Nazarian, R. 2013). When the stress happens in a work setting, it directly affects the performance of the employee and management to the company. The occupational stress is mainly derived from the job that they are currently doing (Beheshtifar, M., & Nazarian, R. 2013). Occupational stress has become a serious issue that is affecting every person who is in a working environment. In recent years the topic of occupational stress has increased in research for several reasons. Stress has quite a few negative effects on employees like harmful psychological and physiological effects on employees; it can cause turnover and lead to absenteeism. If stress is experienced by one employee it can affect the safety of the other employees; by attempting to control dysfunctional stress the individual and organization stand a better chance of managing the stress that they encounter on a daily basis(Beheshtifar, M., & Nazarian, R. 2013).
Throughout the literature it indicates that occupational stress has physical and mental health implications (Schirmer& Lopez, 2001). With the stress levels so high in the work force is have led to an increase in work-related diseases and accidents in sectors that have experienced rapid growth (Manshor et al., 2003). First we need to know what causes people to experience high levels of occupational stress. First we need to know what causes the occupational stress to that we can decrease it. There are stressors and strain that can lead an employee to higher occupational stress. A stressor is defined as an external event that occurs in the workplace that contributes to the experience of stress; stress is considered to be an individual’s response to stressors that are encountered though the employee’s environment they are characterized by either positive or negative outcomes. However strain is the long-term effect of stress that is put on the employee this can include psychological outcomes like anxiety and depression (Kumar &Pragadeeswaran, 2011). Occupational stress can be defined as so the employee’s discrepancy with environmental demand (stressors) and the capabilities of the individual to complete the task at hand (Topper, 2007). Things that are in a work environment that cause potential strains, poor psychological health or the overall well being of the employee to decline are aspects of occupational stress (Beehr, 1995). The difficult thing about assessing occupational stress is that it is not an objective phenomenon; it is predominately subjective because the employee has different renderings of his/her own stressful situation. Potential stressors are not always positive or negative for every person. There are individual cognitive differences that have to be taken into account. For some the task could be trivial while others find it quite difficult leading to different levels of stress depending on the individual (Hendel& Horn, 2008).
One of the most expensive and crippling mental issues that is costing both employees and the employer is stress. The Cognitive Behavioral Therapy (CBT) uses the strategy of psychotherapy to address dysfunctional emotions and behaviors that and employee might be experiencing. They mediate the process of CBT through a goal oriented process that helps the employee on a daily basis (The value of cognitive behavioral therapy 2012). CBT has been recommended by the National Institute for Health and Clinical Excellence (NICE) to help combat stress related problems. Aviva reported “a successful outcme” in 96% of the cases that it conducted; legal and general rand their own study and found that CBT worked on73% of people in that once the sessions were concluded there were back to work by the end of the schedule period (The value of cognitive behavioral therapy 2012). Cognitive behavioral therapy usually involves between 8-20 hour long sessions that occur within a 6 week to 6 month period. This is a talking therapy that can help a wide range of mental health difficulties. This therapy is based on what the participant thinks can have a significant effect on their own lives; this is why it is more of a subjective therapy because people are individuals and have different stressors. The two parties will work together then identify the behavioral problems that are leading the client/employee to be stressed. The problems are then broken down and compartmentalized like thought, emotions, physical feelings and actions. This shows the employees see the moving parts that are connected and how the can affect the individual.
The hypothesis for the current study is 1) Individuals receiving Cognitive Behavioral Therapy(CBT) will have less occupational stress compared to individuals who do not receive Cognitive Behavioral Therapy. The (IV) has two levels 1)CBT 2) No CBT. The (DV) will be whether the subjects stress level increased or decreased.

Citations
1. The value of cognitive behavioural therapy. (2012). Money Marketing (Online Edition), 10.
2. Riaz, A., & Ramzan, M. (2013). RECOGNITION OF STRESSORS & MANIFESTATION OF STRESS AMONG UNIVERSITY TEACHERS. Interdisciplinary Journal Of Contemporary Research In Business, 4(9), 634-647.
3. Beheshtifar, M., & Nazarian, R. (2013). Role of Occupational Stress in organizations. Interdisciplinary Journal Of Contemporary Research In Business, 4(9), 648-657.
4. Stress management lacking despite toll of longer hours. (2012). Occupational Health, 64(10), 5.
5. Flaxman, P. E., & Bond, F. W. (2010). Worksite Stress Management Training: Moderated Effects and Clinical Significance. Journal Of Occupational Health Psychology, 15(4), 347-358. doi:10.1037/a0020522

Citations: 1. The value of cognitive behavioural therapy. (2012). Money Marketing (Online Edition), 10. 2. Riaz, A., & Ramzan, M. (2013). RECOGNITION OF STRESSORS & MANIFESTATION OF STRESS AMONG UNIVERSITY TEACHERS. Interdisciplinary Journal Of Contemporary Research In Business, 4(9), 634-647. 3. Beheshtifar, M., & Nazarian, R. (2013). Role of Occupational Stress in organizations. Interdisciplinary Journal Of Contemporary Research In Business, 4(9), 648-657. 4. Stress management lacking despite toll of longer hours. (2012). Occupational Health, 64(10), 5. 5. Flaxman, P. E., & Bond, F. W. (2010). Worksite Stress Management Training: Moderated Effects and Clinical Significance. Journal Of Occupational Health Psychology, 15(4), 347-358. doi:10.1037/a0020522