Governance – Overview

& nbsp; Governance & # 39; There are broad concepts for the people and the environment where stress takes place in the workplace. Far from being responsible, the term used in research and companies is to help literature to express an angle and offer a common and generally agreed on research, evaluation, understanding and actions taken to prevent or counter-work. The case is very important, says Jane Cranwell-Ward and Alyssa Abbey, in his 2005 book specifically intended for companies, Governance .

Cranwell-Ward and Abbey point to the history of stress over the last 30 years, from the "80-member society" to the "90s cuts." They point to a pattern of workplace or organizational stress that has held a stubborn presence from the 20th and 21st centuries. The authors offer joint promotions and plans for monitoring and activating declining stress in the company. Despite the fact that much of our perspective and stress has been targeted on the individual, most organizational and workforce scientists agree that working from organization indicates the root of the problem.

Misunderstanding is that there is a lack of agency-based culture, if culture is considered the problem. I read this very differently. The workplace and organization is a source of stress, pleasure or joy or happiness or satisfaction and all of the above at different times and in different ways. As an individual, there are times when the organization could be considered potential stress, such as the weather, or the traffic, or our spouse or children. Sometimes by is the main focus, and sometimes we are stressed and under pressure to get it done.

Collaborative Cooperation, Dewe, and O & # 39; Driscoll for Strengths (2001) was constructed after these leading experts in the structure of stress tests have been reviewed, compared and contradictions of workplace research in the late eighties. This book aims to establish relevant language classes, as a valuable tool for detecting stress at work. Analysis is also in the heart of Steve Jex's stress and career (1998). Another researcher with the aim of providing a good analytical tool for stress at work, points to Jex's analysis that assesses the reduction of work-related stress.

All research organizations organize stress literature sharing several aspects collectively. What is running the research is a billion dollars a year lost due to stress issues, millions of days a year lost due to stress related workplace absenteeism, billions of dollars a year lost due to illness-related stress, productivity loss, job shortage , customer and customer loss. Stress in the workplace is not a small problem in any way.

Planning stress and organizational structure that provides stress solutions makes a good sense. While many recommendations to minimize, reduce or combat workplace stress, aim for an individual to be a strong potential, largely untapped, to offer solutions and preventive responses at affordable rates at the organizational level. In addition, the elements of the organization that contribute to stress at the workplace can be witnessed, whether they respond or not, and then integrated into the streamlining of the organization.

One of the major problems I found with many agencies I worked with is to deny the job in order to avoid silent matters of responsibility, responsibility and cost of another application. The problem of denial is that the conversation about the issues is a challenge, but the emotional stress is reversed, at least by condemning the opportunity to relieve who can have positive consequences in stressful situations.


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