Stress and Stressful Features in a Job

Some jobs are more stressful than others. Certain features associated with particular jobs are stressful. For example, the greater the extent to which the job requires decision- making , constant monitoring of materials or machinery, in poor conditions, with repeated exchange information or unstructured job, the greater the degree of stress.

There are also other stressful features in a job, such as the following:

• * Role Conflict. Stress resulting from conflicting demands, from boos to friends, teacher to pastoral role law enforcer to father confessor. This is a common practice among working mother’s human resources personnel and teachers. The adverse effects of role conflict may be less pronounced in work settings are in excluded.

• * Role Ambiguity. Stress resulting from uncertainty, often as a result of employees being unaware of what is expected of them through a lack of a job description or specified responsibilities. They may be unaware of several aspects of their job or how to divide their time between various tasks. Ambiguity also results from changes in the organization send the profession.

• Over-and-Underload Stress. Stress resulting from having too little or too much to do. Work overload can be quantitative or qualitative. The former is where the work required is too much within the given time. The latter is when employees feel that they do not posses sufficient resources, skills or ability to do the job. Quantitative underload leads to boredom when employee have too little to do, whereas qualitative underload is a result of the tasks being repetitive and without mental stimulation.

• Responsibility for Others. Many employees are responsible for others, needing to motivate and reward, punish and correct and, most importantly communicate. This often causes considerable stress when facing human aspects such as dealing with organizational policies, complaints and exercising leadership.

• Lack of Social Support. This is the stress caused by being isolated and ignored. Having friends and supporters in times of difficulty, helps employees and managers see threatening events as more controllable. They may also suggest strategies for dealing with situation and coping techniques. This is the type of support with situation and coping techniques. The former being the more beneficial although copious amount of both is ideal.

• Lack of Participation in Decisions. Many people in junior and middle management feel isolated because they are not involved in a decision making process that may directly affect their jobs

• Poor Performance Appraisal. Stress from little or no feedback or from a biased report. the problem in a minimal appraisal system affect is that staff do not know how they are doing or should be doing. a negative appraisal without being told how to improve also increases stress levels.

• Working Conditions. Some jobs have to be done in poor and often difficult conditions. these include jobs in extreme temperatures such as mining, or with loud noise, such as road digging.

• Organizational Change. This is the stress that comes from adapting to new technique and methods of work . As the speed type and amount of organizational change occur, so the level of stress increases. Change in policy, recognizing and mergers all lead to uncertainly and consequently, stress.

• Career Development. Many people at work live in the hope of advancement based on seniourity and performance. Staff build up thier hopes and expectations and performance, if these are thwarted, this raises levels of stress.

• Home / Work Interface. Traditionally associated with women, this conflict of home and work demands may result in divided loyalties this is most serious when neither environment is tolerant or supportive.