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Research on the Theory of the Job Stress Management Used in Enterprise

Author: ZuoYing
Tutor: ShenSongDong
School: Jilin University
Course: Business management
Keywords: Pressure Pressure source Working Pressure Models Work Stress Management
CLC: F272
Type: Master's thesis
Year: 2005
Downloads: 1389
Quote: 9
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Abstract

In recent years, because the pressure has led people suffer from the apathetic disease of social intercourse and the disease of sorrow , even the cases of" die of the over -fatigue " appear continuously, and the examples of pressure leading to the falling work efficiency can be seen everywhere. Therefore, it has been a problem attracts the enterprise managers’attention that how to relax the over -job stress or how to keep a healthy mind. The stress management has already been in a very important position abroad. At the same time, Chinese enterprise managers have had requirement for the stress management on the employee or themthelves, but it is still along way to go that how to put it into fact. Accompanied with the progress of the industrialization society, more and more experts and scholars have begun to pay attention to the stress management problem, putting forward the related theories and models that relevant stress manage continuously from the each angle at the same time. It is Canadian famous pressure expert Jully who put forward the basic theory of stress management earlier. In the theory Jully put forward the relationship between the pressure and the physical response in human beings and the harm of the pressure. The subsequent pressure cognition theories put forward the mode of thinking that the person passes to regulate the oneself’ s can change one’s own pressure state. The management experts put forward further related theories and models of job stress management on the basic research. For example, Yerkes-Dodson raised up a inverted “U”relation model of the pressure and accomplishments , Cooper , Sloan and Williams designed the OSI ----the work pressure index sign system and Robbins(1997) put forward" the pressure source-pressure experience-the pressure result" model etc. However, these pressure models only provide a framed and processed recognization of the job stress which not including more content of management practice and operating feature. This text is in summing up the former research experience of pressure management , further studying basic characteristic of the main source, the pressure factor of the pressure. Meantime, setting forth the stress function process composed of stress source, stress effect variable and stress function result accompanied by the analysis of the present valuable stress management models. Thus put forward the concrete feasible operating suggestion on the job stress management aimed at the pressure source control and the reply to the pressure. In this way ,it not only reaffirms the core idea of the stress management, but also enriches the more management practice and operating feature. Furthermore it Provides the theoretical basis and practical guide for the job stress management that can be drawn lessons from. Seeing from the formal definition, the stress means personal physiological and emotional response towards stimulus( it has personal request physically and mentally, and at the important time of gains and losses results in indetermination and personal control of imperfection) . The stress is our subjective experience, but the stress source is the objective affairs which bring stress to us. Generally speaking, the pressure source can be divided into three factors: Environment factor, personal factor and the organization factor. I. Environment factor. The indetermination of the surroundings can affect the employees’stress level. It includes the economic, political and technical indetermination. II. Personal factor. 1. Personality. Including personal behavior type(type A behavior and type B behavior), focus of personal control , reasonable thinking mode of ABC.2. Personal expectation. 3. The Personal ability. 4. The social interaction. 5. The economic condition. 6. The healthy condition. 7. the living and work experience. III. Organization factor. 1. Organization framework. 2. The organization change.3. The organization life cycle. 4. The work environment.5. The culture integration .6. The mission request. 7. The communication obstacle. 8. The leadership style. 9. The role request. 10. overwork or less-work. Usually, the job stress can affect the individual and the organization not on the positive but on the negative side. The key to the question is whether the stress is under control. Generally speaking, the relation between the stress and the work results can be indicated by Yerkes-Dodson’s inverted “U”curve .Moderate stress can dismiss one’s inertia, make employees concentrate their energy, strengthen their physical activities, enhance their patience and reduce the mistakes.But when the pressure continues to increase, over some particular level, the work results would descend rapidly, and produce a series of nervous symptom physically , mentally and in behavior , if the pressure continues to add up , beyond the individual acceptance extreme limit, which will cause overall breakup of the mind and body. Moreover, if an employee endure a long –term stress, or experience an affair under a high stress( sharp stress) , then both the employee and the organization can be hurt . So, how to reply and manage the job stress availably? The job stress should be managed on from both the employee’s individual and organization to practice. On the employee’individual level, we should pay attention to raise individual ability of stress source control , at the same time, we have to take necessary measures to enhance ourselves ability to assist the stress physically and mentally. The first, the pressure source individual control.1. Escape from the stress source. 2. Reduce stress the source, Mainly by means of asking for help from the outside and establishing efficient work environment to carry out. The second, to build up the physiological anti-stress ability. 1. Training. 2. Relaxation. 3. healthy food.The third, strengthen the mental anti -stress ability. 1. To change the behavior type. (1) Reform a type A behavior mainly by the way of the work control, mastering the authorization , being good at to listen to and mastering to relax to carry out.(2)Reform a B type behavior mainly by means of target management , mastering the authorization, resolute decision and making sure of the emphasis to carry out . 2. The programming reasonable analysis. 3. The time management. 4. extending the social support network. 5. changing the life style. But the job stress management on the organizational level is mainly emphasize in three levels: the stress source, employee’response to the stress and employees’characteristics. It urges the employees to reply the pressure much better and lower the stress reaction by the way of adjusting and reducing the stress source and helping the employees to change themselves . I. the organization’s control mechanism of the stress source. 1. To improve the work environment. 2. To redesign the job. It Includes the job rotation, job enlargement and job enrichment and the flexible job time system. 3. To enhance the effectivity of the management style. 4. To install the SMART target. 5. To overcome the communication obstacle, which mainly by means of simplifying the communication language, strengthening the feedback, expand various communication outlets, strengthening the two-way communication , practicing to take a go-around management, constructing the positive organization atmosphere , drawing up the common goal and improving the informal organization. II. the diagnosing mechanism of the job stress . 1. To measure by the job stress investigating chart . 2. To evaluate the job stress. III. The early-warning mechanism of the job stress. IV. the safeguard mechanism of the job stress. 1. To strengthen the training on the

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