Influence and management of work pressure
Abstract: In today's society, the pressure of work is increasing, and people are increasingly troubled by the pressure of work, which not only affects our work, but also affects our daily life. It is more and more important to realize the influence of work pressure on us. This paper attempts to discuss the influence of work stress and put forward the strategy of managing stress.
Keywords: work pressure; Influence; operate
(A), the definition of work pressure
The individual's response to environmental changes is called work stress. Uncertainty brought by environmental changes is the biggest cause of stress. This kind of pressure will make individuals feel scared, so they can't handle their work properly. For many employees, organizational change is likely to bring pressure. Scholars have different definitions of work stress because of their different research viewpoints, and lack consistency. Kaplan (1975) believes that the characteristics of the working environment will threaten individuals and produce work pressure. And Bill &; Newman (1978) thinks that it refers to the result that a job-related factor changes employees' psychology and physiology after interacting with them. Parker & Decotis (1983) believes that when a person encounters some important work achievements related to opportunities, limitations and needs in an organization, he is required to leave the normal state or not meet his own wishes. Zhao Jiefu (1988) thinks that the requirements of work exceed the individual's ability, or that the individual's needs cannot be met by the environment, which makes the individual deviate from the normal state.
(2), the pressure source
Martin company. Schermerhorn( 1983) thinks that the pressure source can produce the pressure state, and the potential source that can reflect the pressure is the pressure source. Hellruegek, Slocum & Woodman (1986) thinks that stressors exist in various working environments and can be distinguished according to organizational relationship, career development, work essence, organizational role and organizational structure. Robbins (1994) thinks that external environment, organizations and individuals are the sources of stress. As for the result of work stress, whether some potential stress will be transformed into real stress depends on individual differences, such as work experience and personality, to judge their physiological symptoms, psychological symptoms and behavior state. Taiwan Province Labor Health Center (1995) thinks that the stressors can be considered from four dimensions: low welfare system, unsuitable work, urgent work and change of work place. To sum up, the generation of work stress is very complicated and diverse, and at the same time, some similarities can be found. Work factors, personal factors and factors other than work may all be the sources of work stress, and the symptoms caused by work stress will appear in physiology, behavior and psychology.
(C) the impact of work pressure
1, the impact on the organization
(1) Job performance: Job performance is not only an index to measure the organization and employees, but also an important basis for human resource management. There is an inverted U-shaped relationship between job stress and job performance. Too little pressure is not conducive to stimulating employees' motivation, while too much pressure makes employees feel tired and depressed, thus failing to achieve high performance. Therefore, if you want to have a good job performance, you must have appropriate pressure. As shown in the figure:
(2) Organizational commitment: With the increase of employees' investment in the organization, there will be a feeling of being willing to pay and sacrifice for the organization, which is organizational commitment. Most scholars believe that excessive work pressure will often lead to a large flow of talents and a decline in organizational commitment. Chen Ruihui (2002), a scholar in Taiwan Province Province, found that there was a significant negative correlation between job stress and organizational commitment of teachers in private high schools. The conclusion of Liu Yong Insurance (2005), a domestic researcher, also proves that the greater the work pressure, the lower the organizational commitment.
(3) Job satisfaction: Job satisfaction refers to employees' subjective satisfaction with their work, which plays an important role in the stability and development of the organization. Excessive work pressure makes employees feel anxious and bored with their work, which leads to complaints and dissatisfaction with their work and organization and affects their job satisfaction.
2. Impact on employees
(1) Positive impact
① Improve employees' working motivation and ability. Work pressure allows employees to compete and compare with other colleagues, so as to find their own shortcomings, and through continuous efforts to stimulate work motivation and improve themselves. Moderate pressure can also make employees dare to challenge themselves, tap their potential, work efficiently and stimulate creativity. Let employees know themselves more clearly, let employees have a more accurate positioning of themselves, and constantly analyze the gap between their work ability and the actual needs of the organization, so as to find the motivation and direction of learning and strengthen their work ability. This can better match employees and positions and optimize the human resources of the organization.
② Promote cooperation among employees. Any organization is a group composed of many individuals, and the cooperation between individuals can promote the development of the group, especially in enterprises. Under the influence of work pressure, employees will first take the initiative to seek cooperation with colleagues, help each other and learn to cope with the pressure, and sometimes even form a relatively stable cooperative team, which is very helpful for the growth of team members and the improvement of work performance. Secondly, it can promote the internal structure optimization of the team. When team members generally report excessive pressure, then team managers will try to reduce the work pressure by optimizing the internal structure. Generally speaking, this optimization will improve the performance of employees and promote the further development of the team.
(2) Negative effects
(1) affects the enthusiasm of employees. Excessive work pressure will make employees feel tired and haggard, deny their personal ability, doubt their future development, feel at a loss and uneasy, and have no confidence in themselves and the organization, thus affecting their self-motivation and enthusiasm, and their work performance and performance will also decline. They even feel that no matter how hard they try, they can't change the status quo of this pressure and loss, and they can't start and change. Over time, this kind of heart? Feeling helpless? , will change their outlook on life, values, began to choose to degenerate, no longer pursue career success, muddle along, negative life.
② Affect employees' physical and mental health. When the work pressure is too great, it will bring some negative effects to the employees' physiology and psychology. Mild people will have rapid heartbeat, tension, anxiety, depression, anger, insomnia and so on. In severe cases, it may lead to various physiological and psychological diseases, such as cardiovascular diseases, headaches, depression and so on. , but also easy to cause work accidents. Work stress is praised by the World Health Organization? Worldwide epidemic? .
③ vicious competition. Excessive work pressure can easily affect the unity of the organization and destroy the harmonious atmosphere of the organization. Work pressure may make employees take unfair competition to win the competition. Employees who have been affected by excessive pressure for a long time may even have psychological distortions. They often make organizations and others worse through some destructive behaviors to reduce their work pressure. Once this vicious competition happens, it will not only affect the performance of the organization, but also affect the stability of the organization.
(D) Work stress management strategy
1, the work pressure of employees. Managers of organizations should pay attention to employees' usual work attitude and psychological status, and take different measures according to different sources and degrees of stress. We can make a scale to test employees' psychological state according to work stress and other work conditions, and experts in psychology will analyze the test results and give timely help to employees with poor psychological state. It is best to establish a long-term detection mechanism. At the same time, it is necessary to dynamically observe and fully understand the stress and psychological endurance of employees in combination with relevant post conditions, so as to minimize the adverse impact of excessive pressure on employees and organizations.
2. Establish a good communication mechanism. Organizations should provide a good communication environment for employees and encourage employees to communicate with colleagues and leaders in their daily work, which can not only create a harmonious working atmosphere, but also reduce the work pressure of employees. In addition, organizations can regularly invite psychologists to provide psychological counseling for employees, and qualified enterprises can even set up psychological counseling institutions in enterprises to provide psychological help to employees conveniently and timely.
3. Let employees participate in management. The development prospects, work objectives, leadership evaluation and other issues in the organization will make employees feel uncertain, and this uncertainty will make employees feel pressure, which will affect the quality of work. If employees are involved in the management of the organization, they can enhance their sense of control, reduce uncertainty, not only reduce their work pressure, but also improve their sense of heroism and strengthen the management of the organization.
4. Improve the working environment. First of all, the organization should create a positive, harmonious and United cultural atmosphere, influence employees' behavior through good culture, encourage employees to grow up actively, face various pressures optimistically, and effectively solve various problems. Secondly, it is necessary to establish an effective performance appraisal system, and stipulate relevant assessment indicators for employees' work pressure and work ability. Employees with high work pressure should be paid attention to and provide some care for them to change jobs in time. (Author: School of Management, Yunnan University for Nationalities)
References:
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[2] Wu Na. A study on the work stress of employees in small and medium-sized enterprises [D]. Master's degree thesis of Shanxi University of Finance and Economics, 20 1 1.3.
[3] Jin Juan. Work stress management [M]. Beijing: People's Posts and Telecommunications Publishing House, 2007.
[4] Huang Zhu. A summary of the research on enterprise's work stress [J] Enterprise Herald, 2010.1.15.
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