Stressful situations and manage
No matter how hard the head to create a normal socio-psychological climate in the team, could always be situations that adversely affect people and cause them stress. Excessive stress can be a destructive factor for the individual and for the whole of the organization.
Stress is a phenomenon with which one is confronted constantly. Minor stressful situations are harmless to humans. More harmful excessive stress, which is characterized by excessive psychological or physiological stress. Psychological symptoms of stress include irritability, loss of appetite, depression and decreased interest in interpersonal relations. Physiological manifestations
Stress ulcers, migraine, hypertension, heart pain, asthma, arthritis.
Stress can be caused by factors associated with the work and activities of the organization or events in private life of the individual.
Organizational factors. The most common, understandable cause of stress in organizations is overloading or excessively low workload at work.
The second reason is the conflict of roles, which occurs when an employee conflicting demands or
in violation of the principle of unity of command (subordinates receive orders that contradict each other).
The third factor is the uncertainty of roles, i.e. a situation when the employee does not understand him want him to do.
The fourth factor is uninteresting work. In addition to these factors, stress can result from poor physical working conditions, for example, deviations in room temperature, poor lighting or excessive noise.
Personal factors. Work is the main aspect of life for most people, but it is not limited to only human activity. The cause of many stressful situations often outside of work—in the family or wider social environment. Such reasons include: death of loved ones, divorce with the wife (husband), disease or serious bodily injury, marriage, dismissal from work, the restoration of relations with the wife (husband) before-retirement status, pregnancy, sexual problems, housing repair, child birth, financial problems, revision of personal habits, change of residence and other factors.
As can be seen from these factors that can cause stress at the individual, many of them are in the sphere of family relations. So, a strong home - base is the key to reducing the risk of stress-related conditions, the employee. However, a significant role in reducing the risk of stress workers also plays a behavior and attitude to the employee's supervisor.
The results show that the head has authority over subordinates not only in the physical sense, but also on their feelings. Effective Manager timely notice of the existence of problems in the subordinate, including V. family life and tries to help him to solve it. In addition, the Manager can act as a buffer mechanism to protect the employee from unnecessary problems. For example, if your organization changes brewing in the upper echelons of management, it is not always necessary, that the subordinate knew about them before that happens; if the employee is "fixated" on any issue, the chief may at some time be allowed to defer this problem to tackle other issues.
To avoid stress it is possible by following the following recommendations. It is necessary to develop a system of priorities, assessing all types of work, as follows: "must do today", "done later this week, to be done when it is time."
You need to be able to say "no" when you reach the limit, beyond which you can't take on more work. In the case of submission to contradictory requirements for the work arrange a meeting with interested parties. You must also find time daily to relax. During his relax, think about pleasant. Other ways to reduce the likelihood of stress include adherence to a rational diet, keeping yourself in excellent physical condition, appropriate exercises, a General balance in life.
Manager, focused ha4 achieve high performance and low stress levels of their subordinates, must create certain prerequisites. Among them include: the choice of volumes and types of work for subordinates in accordance with their needs, aptitudes and abilities; giving subordinates the right to refuse any assignment if they have for good reason; a clear definition of areas of authority, responsibility, and production expectations for the employees and the system of remuneration for effective work; the use of leadership style in the relationship with subordinates.