Submit a reply of at least 250-300 original words each to the initial threads. The statements made in each reply must be supported by references and in-text citations for the course textbook, at least one article from a peer-reviewed journal published within the past five years, and the Bible.
All work must:
Include an analysis, synthesis, and evaluation of the topic.
Include a reference and in-text citations for the course textbook.
Include a reference and in-text citations for at least one article from a peer-reviewed journal, published within the past five years.
Include a reference and in-text citations for the Bible.
Include an assessment/analysis of your Christian worldview as it relates to the topic.
Include both in-text citations and references in APA format.
Utilize correct English, grammar, spelling, and punctuation. All work must be posted directly into the message box. Do not attach a file for the discussion portion of this course.
Include clear topic sentences for each paragraph, supporting sentences, and a conclusion sentence/paragraph.
MAKE ONE RESPONSE OF AT LEAST 250 WORDS TO EACH OF THE ATTACHED POSTS.
businessHuman Resources
Stress management is an important topic in the workplace that impacts employees at every level. Typically, organizations tend to place more emphasis on steps employees can take to mitigate their own stressors so that it does not impact their work. However, sometimes managing personal stressors does not eliminate it completely in the workplace. The well-being of employees plays a vital role in productivity, which can improve or hinder organizational success. A recent study conducted regarding the hotel industry found that it is imperative that employee stressors are identified and that organizations maintain open communication to help support and reduce stressors (Wong et al., 2021). While it is essential that these types of strategies are offered to employees, it is equally as important that organizations look at the infrastructure of the company and organizational attributes to determine how stress can be handled throughout the workflow. Not only should organizations implement individual stress management techniques such as mindfulness training for example, but they should also adapt processes to help eliminate unnecessary issues in the workplace such as leadership tactics.
Stress management interventions seek to determine if key stressors need to be evaluated at the individual or organizational level, or some combination of the two (Werner, 2022). At the individual level, such topics include time management and goal setting. At the organizational level, however, topics to analyze would include job design, conditions of the workplace, and insufficient knowledge of working processes (Werner, 2022). By analyzing common factors that employees point out as stressors, organizations can begin to determine areas of management that might need to be improved, work processes that need to be reevaluated and clarified, or organizational strategies that need to be reconsidered. Once the best solutions to workplace stressors have been identified, whether that be at the individual or organizational level, workplace productivity can continue to grow.
Christians are called to take care of others. This is a reoccurring theme throughout Scripture, namely through Christ’s teachings on the Golden Rule. As Jesus states in Luke 6:31, “And as ye would that men should do to you, do ye also to them likewise” (
King James Bible,
1769/2017). Leaders need to be aware of what is going on in their organization and put forth the effort that is necessary to create stress management solutions for its employees. In doing so, they are taking care of their employees in the same way that they themselves would want to be taken care of anywhere else.
References
King James Bible. (2017). King James Bible Online.
https://www.kingjamesbibleonline.org/
Links to an external site.
(Original work published 1769).
Werner, J. M. (2022).
Human resource development: Talent development (8th edition). Cengage Learning.
Wong, A. K. F., Kim, S., Kim, J., & Han, H. (2021). How the COVID-19 pandemic affected hotel employee stress: Employee perceptions of occupational stressors and their consequences.
International Journal of Hospitality Management, 93.
https://doi.org/10.1016/j.ijhm.2020.102798
There is not a single workplace or individual who says they are stress-free. It is hard to find such people, and I also think none exist. Stress management is an important aspect for the human resources department, as they are a connector between employees and the company, and job stress is dangerous in many industries. Long working hours and chronic conditions associated with heart attacks and strokes have been linked to around 120,000 deaths every year in the US (Robinson, 2022). Today, I discussed how not only does professional stress endanger people’s lives, but that personal and work-life imbalance also increases the occurrence of such incidents in one’s life.
Now, to get to the point at hand, the Bible teaches us in Matthew 6:34 that we should not worry about tomorrow and that every problem that befalls a person or group of people has its way of resolving itself. There is nothing we can control apart from our actions or perceptions (Alpha Omega Publications, 2023). HR is trying hard to control and deliver a healthy and positive work environment to the employees they serve, but it has been found out there. High work overloads, a lack of control, inadequate time management skills, inadequate workloads, blame culture, over management, multiple reporting lines, job security concerns, and so on are all common sources of stress in an employee’s life. Authoritative interventions focusing on the organizational climate and the social work environment can help reduce the stress faced by employees (Lagrosen & Lagrosen, 2020). For instance, this may concern how work is sorted out, the management style, how communication is taking place, and how individuals in the work environment connect.
Studies indicate that workers regularly battle to discover a balance between work duties and family duties. In cases where representatives are unable to take an interest in decisions that influence them, they may encounter stress. For workers, the birth and decline of an organization can be especially upsetting, as those stages tend to be filled with heavy workloads and a level of instability over the long term. Organizational goals should be reasonable, attainable, and specific. The workers must be given feedback on how well they are heading toward these objectives (Lagrosen & Lagrosen, 2020). Management should recognize that in such circuses, either participation or transformation can be beneficial.
So, to conclude my point, I do agree with the point that an organization should also work on its management styles, like organizational attributes, along with offering all possible coping mechanisms to the employee for stress management.
References:
Bible verses to manage your stress. Alpha Omega Publications. (2023). https://www.aop.com/blog/bible-verses-to-manage-your-stress#:~:text=Matthew%206%3A34%3A%20%E2%80%9CTherefore,present%20your%20requests%20to%20God.%E2%80%9D
Lagrosen, S., & Lagrosen, Y. (2020). Workplace Stress and Health – the connection to Quality Management.
Total Quality Management & Business Excellence,
33(1-2), 113–126. https://doi.org/10.1080/14783363.2020.1807317
Robinson, B. (2022, June 3).
‘it’s been a Hard Day’s Night’: Preventing work stress from killing you-literally. Forbes. https://www.forbes.com/sites/bryanrobinson/2022/06/01/its-been-a-hard-days-night-preventing-work-stress-from-killing-you-literally/?sh=609e516624ed
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