Effects of Job Stress on Job Satisfaction-Free-Samples for Students

Question: What are the effects of this Job Stress, in particular, on Job Satisfaction? And how can these effects be prevented? Answer: Introduction This essay focuses on the effect of work intensification and an analysis of how job stress relates to job satisfaction. In addition, remedies are provided regarding how the effects of job stress can be prevented. Basing on the modern world, the innovative technology, consumer demands and the extension in the market for competitors experience a continuous growth (Li, Hu, Zhou, He, Fan, Liu, Zhang, Li and Sun, 2014 pp.10). For this reason, several institutions shift their content constantly and they get deeper to work for the development of the organization. If the organizations wish to succeed, the employees are required to be flexible and adaptable to the rapid changes experienced in the working environment (Hoboubi, Choobineh, Ghanavati, Keshavarzi and Hosseini, 2017 pp.68). The issue resulted in an intensification of work and heavy workload which slowly leads to job stress, and affects the employees job satisfaction. Discussion Job stress refers to the destructive emotions and the physical responses which are associated with the job qualifications, for instance, if there lack a match of the individual abilities, the employees needs, or the resources. Job stress results from injuries as well as poor health. On the other hand, job satisfaction can be defined in various diverse ways. Some individuals perceive that job satisfaction is the content that an individual has in regard to their work (Taylor,2017, (n.d)). In simple words, if they like their job, the facets associated with the job as well as the individual factors which include supervision or the nature of the job. Zablah, Carlson, Donavan, Maxham III, and Brown, 2016 outlines the cause of job satisfaction. For instance, for an employee to be satisfied they must be fit for the job in terms of qualifications, environment, and salary demands. In case the personality traits of an individual do not fit the job or organization they are prone to experience job stress (Zablah, Carlson, Donavan, Maxham III, and Brown, 2016 pp.743). Also, if there is misguide regarding the individual perceptions about a certain job they are prone to experience job stress as well. There individuals should minimize the overload of emotional labor to avoid job stress and acquire job satisfaction. The job stress and job satisfaction are related. From the theoretical perspective, the theory of person-environment indicates that stress occurs due to the individual fit or rather misfit with the surrounding. For instance, an individual may experience stress when trying to cope and also induce their defense mechanisms at work (Burchell, Hudson, Ladipo, Mankelow Nolan,1999, (n.d)). Various studies have been conducted which reveals that job stress correlates to the job satisfaction hence the productivity levels of the employees are impacted. Job stress matters to the stakeholders, employees, and to the managers of the institutions. It is a difficult term which has various definitions, and its effects on job satisfaction can be explored using various theoretical models. The cognitive theory focuses on stress, coping with job stress, and it views stress as the friction which arises between an employee and their working environment. The cognitive theory provides resources as significant factors in the organization which may cause job stress (Bemana, Moradi, Ghasemi, Taghavi and Ghayoor, 2013 pp.235). The theory suggests that if the needs of the employees are more than the available resources, then stress is bound to occur. The affective job satisfaction is defined as the individual emotional view about the entire task. The demand-control model developed by Karasek assumes that psychological strain is an effect of job stress which impacts job satisfaction. Clearly, there a is psychological strain which impacts the decision-m aking of an employee. The model of the effort-reward imbalance indicates that stress may arise if there is a mismatch between the employees high commitment and low rewards (Yaacob and Long, 2015. Pp.81). The low rewards may include low salaries, no promotion, and no recognition at workplace. For this reason, employees may lack the motivation to work harder in fear that they will not be rewarded. Other factors that are associated with job stress are workload, disturbances in the working environment, career development, and the role of conflicts. Clearly, the employees determine the production level of every organization (Usman, Akbar and Ramzan, 2013 pp.71). The organization may still have low productivity levels regardless of high capital, or latest technology in the organization if the employees are not satisfied. Therefore, due to job stress, the employees have a low intellectual happiness which is followed by poor health (Bakker and Demerouti, 2014 pp.10). At the same time, the j ob stress encourages absenteeism of employee with no good reasons. Various scholars confirm that the turnover rate of institutions is determined by the employee satisfaction and the levels of job stress. Job stress may affect the events and the purposes of various institutions. This is because the job pressures may impact the employees performance as outlined in this paper. Disagreements may arise in the case of job stress hence conflicts occur. Employees realize they have dragged in various events and they struggle to position themselves to understand the role of conflict in the organization. Also, conflicts occur as the employees want to achieve satisfaction but the job stress causes challenging demands which do not match from one employee to the other. Employees encounter stress through competition, mass retrenchment, uncertainty about the future outlook of the organization, and due to the advances in the technology (Allisey, Noblet, Lamontagne and Houdmont, 2014 pp.755). Employees have to cope with the competitive nature and therefore they spend time struggling with the job obligations hence negative effects are experienced in their personal, social and domestic life. Therefore, the employees develop physical and mental health issues due to the dissatisfaction at the workplace (Fila, Paik, Griffeth and Allen, 2014 pp.642). At the same time, the employees may impact the customers if they experience job stress. This is because the employees will lower the quality of their services to the customers hence customer satisfaction reduces. Therefore, the employers need to recognize the stressors in the organization that causes the outlined negative impacts to the organization. If the job stress decreases, the employees and the customers will be satisfied hence the organization will benefit in terms of productivity. There are various ways in which the effects of job stress may be prevented, especially on job satisfaction. First, the organizations should do several things to help the employees cope with technological advances hence minimize the job stress. Organizations should create the focus groups for the employees. The organizations will create the groups by selecting random staff from the departments where they are given an opportunity to express their experiences as well as opinions concerning the institution. Training should be provided concerning the new structures and advances in technologies to minimize their resistance to changes and increase their competence (Charoensukmongkol, 2014 pp.345). The managers should ensure that the changes are implemented chronologically. The chronological approach is also called the step by step method where employees are exposed to problems slowly hence the managers have ample time to provide solutions to the problems before the systems are implemented i n the organization. The employees should ignore the poor habits which facilitate to job stress. They can resist perfectionism by setting the realistic goals where they can perform best. They may also find humor in various situations to overcome job stress. Employees should be proactive basing on the duties by presenting their concern to the employers (Cicolini, Comparcini and Simonetti, 2014 pp.860). At the same time, employees should organize as well as prioritize their job by managing their time well hence reduce the job stress. Also, employees need to take leaves and enhance good relationships with others to minimize conflicts within the institutions. In case of poor health, employees should exercise and take a balanced diet to reduce job stress. On the other hand, the managers should do various things to increase the job satisfaction for the employees and minimize the job stress. First, the managers should consult their employees before implementing several processes within the organization. This provides opportunities for the employees to take part in decision-making and also the conflicts are managed positively. The managers should clarify the expectations within the institutions. This step can be achieved by sharing the information with the staff to minimize the uncertainty levels. They may also define the goals, roles as well as responsibilities for the employees. Finally, they may issue incentives and rewards as a way of recognizing their employees. This step can be achieved if the managers respect the staff, offer good salaries, and praise the good performance. In addition, the managers should exercise fair deals with the employees to enhance their satisfaction. Conclusion In conclusion, this essay explores the effects of job stress on job satisfaction and the preventive measures which can be offered. Job stress determines the levels of motivation of the employees in the organizations. Job stress may have a great impact even to the community due to the low productivity of the organization. The career development, the role of conflict, absenteeism, low productivity, low reward, workload, and disturbances in the working environment are the significant effects of jobs stress as outlined in this essay. Therefore, the employees and the managers are obliged to offer preventive measures to minimize job stress and enhance job satisfaction. Various theories and models such as the cognitive theory, person-environment theory, demand-control model, and the model of the effort-reward imbalance have been used in the essay to explain the relationship which exists between job stress and job satisfaction. The recommendations are that employers and employees should iden tify the factors of optimization which impacts the job stress as well as job satisfaction. Employers need to support their employees and also employ those who fit their abilities and the expertise. Exact definitions should be provid4ed regarding the jobs. Finally, the employers should ensure that the employees have the best working environment in terms of structures, clean environments with fewer disturbances to minimize stress and increase the job satisfaction. Bibliography Li, L., Hu, H., Zhou, H., He, C., Fan, L., Liu, X., Zhang, Z., Li, H. and Sun, T., 2014. 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