At work, stress can affect the employees or the workers performance in their offices and or working place. Individuals with a little stress on them may not make enough effort to perform at their normal stage as their performance since they are starting their career with their company, while those under too much stress often are unable to concentrate or perform effectively and efficiently. Actually, this case is evident to the nursing staff in a Mental Health Hospital of North Bedfordshire Mental Health Trust. Basically, the relationship between stress and performance is very complex. Hospital administrators, however, have primarily been concerned about the rising costs in their operation process because of their overstressed employees. Moreover, other issues such as excessive workload, job dissatisfaction and high turnover rate are also apparent. As seen in previous case, high involvement working practices can produce positive impact to both employees and the organisation. But in the case of the nursing staff in a Mental Health Hospital of North Bedfordshire Mental Health Trust, high involvement working practices produces several issues such job dissatisfaction, high turnover rate and of course stress among employees/nurses. Stress not only affects the employee as an individual but also have negative impact to the organisation as a whole. Basically, employees with high-level of stress affects the productivity of the whole organisation since the employees who must supposedly do their job in a meaningful way may not do it positively because of the personal effect of stress on them. In this case, the hospital’s performance may be lowered which may lead to its total downturn. In this regard, motivation should be considered in order to lessen the impact of a stressful work. Actually, only when members are motivated can they function in ways towards positively to the organization goals to make sure that the operation process remain viable and growth. However, different people may have different motivators (or at the different step of the of the motivation hierarchy) and one thing which motivates one particular group of people may not necessary to be the motivators for another group of people.
Accordingly, there are different kinds of reward systems and factors that may possibly trigger employee motivation and lessen the stressful condition of members or employees in the Hospital. These include: gain sharing (i.e., some kind of sharing of rewards from involvement); pay for knowledge (i.e., “non-traditional compensation practices that tie base wages and salaries to knowledge and skill rather than to position or the job actually performed”); group cohesiveness (i.e., “the sense of team spirit, and the willingness of its members to coordinate their efforts”); employment security; and, guaranteed individual rights (Levine, 1995).
In Mental Health Hospital of North Bedfordshire Mental Health Trust, there exist as much as many interpersonal interactions that may occur in one day. In this manner, a nurse working with high involvement to their job may possibly result to hob stress which is detrimental for the overall function of an organisation. Nurse staff who experience stress and lacking of motivational effort may often be absent from work lot and tend to be unproductive. Moreover, employees with stress may have negative outcomes: declining professional achievement and lack of patience and sympathy with colleagues which in return may also affect others working ability because of the emergence of problems and conflicts in the organisation resulting negatively for the organisation.
Furthermore, the consequences of stress are far reaching. No employee will be able to perform at his or her best while experiencing distress or when feeling unwell. The quality of the services and products offered by any organisation is hampered by stress. Moreover, the entire organisation is harmed when members of staff are often absent, ill, or accident prone. When the employees are unproductive and the quality of the services and products offered by any organisation is sub-standard, the entire economical condition of an organisation is eventually affected.
Therefore, strategies regarding stress suppression through proper motivation within the Hospital would be beneficial. This form of strategy should target and eliminate stress that their employees are experiencing within their work. Thus establishing a stress management program and creation of effective motivation strategies within the business organisation is an effective way to eliminate stress of course because it integrates and coordinates physical exercise with other types of therapy that can significantly lower the stress experienced in correctional settings.
Reference:
Levine, D.I. (1995) Reinventing the Workplace: How Business and Employees Can Both Win. Washington: The Brookings Institution
Accordingly, there are different kinds of reward systems and factors that may possibly trigger employee motivation and lessen the stressful condition of members or employees in the Hospital. These include: gain sharing (i.e., some kind of sharing of rewards from involvement); pay for knowledge (i.e., “non-traditional compensation practices that tie base wages and salaries to knowledge and skill rather than to position or the job actually performed”); group cohesiveness (i.e., “the sense of team spirit, and the willingness of its members to coordinate their efforts”); employment security; and, guaranteed individual rights (Levine, 1995).
In Mental Health Hospital of North Bedfordshire Mental Health Trust, there exist as much as many interpersonal interactions that may occur in one day. In this manner, a nurse working with high involvement to their job may possibly result to hob stress which is detrimental for the overall function of an organisation. Nurse staff who experience stress and lacking of motivational effort may often be absent from work lot and tend to be unproductive. Moreover, employees with stress may have negative outcomes: declining professional achievement and lack of patience and sympathy with colleagues which in return may also affect others working ability because of the emergence of problems and conflicts in the organisation resulting negatively for the organisation.
Furthermore, the consequences of stress are far reaching. No employee will be able to perform at his or her best while experiencing distress or when feeling unwell. The quality of the services and products offered by any organisation is hampered by stress. Moreover, the entire organisation is harmed when members of staff are often absent, ill, or accident prone. When the employees are unproductive and the quality of the services and products offered by any organisation is sub-standard, the entire economical condition of an organisation is eventually affected.
Therefore, strategies regarding stress suppression through proper motivation within the Hospital would be beneficial. This form of strategy should target and eliminate stress that their employees are experiencing within their work. Thus establishing a stress management program and creation of effective motivation strategies within the business organisation is an effective way to eliminate stress of course because it integrates and coordinates physical exercise with other types of therapy that can significantly lower the stress experienced in correctional settings.
Reference:
Levine, D.I. (1995) Reinventing the Workplace: How Business and Employees Can Both Win. Washington: The Brookings Institution
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