The purposes of this paper it to examine Stress and Stress Management in the workplace and to propose possible methods in preventing, reducing and coping with such stressors. It will also cover the motivating performance through job design. It is experienced that well designed jobs can have a positive impact on both employee satisfaction and the quality of performance. There are several methods and techniques that can be offered by the employer and practiced by employees facing difficulties at work. Empowerment is a potential buffer against the stress involved in service roles, but its advantages may depend on the service provider’s desire to be empowered.
The most commonly definitions of stress may be categorized into three types. The first type is stimulus-based which considers stress as a situational or environmental based stimulus, impinging on the person. The second type is response-based, defining stress as an individual’s psychological or physiological response to environmental/ situational forces. The third definition, which is adopted for the purposes of the present study, applies an interactive approach often called the stressor-strain approach. It brings together the concepts put forward in the first two definitions in the sense that it defines stress as both the stimulus (source of stress or stressor) and the response (outcome or manifestation of stress or strain). Theories based on this definition are usually considered to be superior since they offer a more “complete” view of the dynamics of stress and can account for documented differential experiences within a single situation (Vakola & Nikolaou, 2005).
The APA survey found three quarters of people have experienced physical symptoms as a result of stress, such as headache, fatigue, and an upset stomach in combination with feelings of irritability, anger, nervousness, and lack of motivation. Stress at work is a well-known aspect for low
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