Investigating Effective Organisational Stress Management

1894 Words8 Pages
Summary Demands and workload is acceptable if the employee is satisfied with their job, meets deadlines and achieves goals without stress. Quite often managers expect unworkable tasks, they raise their demands more than a worker can cope with, as a result the worker cannot achieve his goals and then outcomes can be harmful for the employee and the organization. Factors that could cause stress are changes in organizations, longer working hours, lack of staff, budget cuts, overloaded timetable, etc. Sometimes workers may suffer from bullying or harassment, discrimination because he is disabled or has a different gender or race, also poor working relationships in the workplace. All of these stress factors directly affect the organization: decrease employee performance, more mistakes appear, employee turnover, decrease work quality, negative organization image, etc. Work legislation helps to control the relationship between employees and employers (working hours, environment, etc.). In addition, equality and diversity regulations allow people to feel secure and recognized as an individual to keep stress at the minimum level. For an organization to function well, it is necessary to set Stress Management Standards. 1 - Introduction A report has been requested by John Duncan, Human Resources Director to investigate effective organisational stress management within the company. The report should comprise of four main parts: 1.1 - Impact of stress on the individual employee and the organisation; 1.2 - The responsibilities of the employer and responsibilities of the employee under current health and safety legislation; 1.3 - Aspects of employment legislation which can support effective working practices; 1.4 - Examples of how equality and diversity practices can positively impact on the company’s internal and external working

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