Stress Management and Human Resources
Anyone who is familiar with the major organizations in their area probably has observed firsthand how dramatically the business environment has changed in recent years. These changes have had a significant impact on organizational efforts to be successful. In practically every instance organizations have tried to more clearly identify and then focus on factors that impact their success. One factor that seems to be receiving more attention than any other are the people who work for organizations. What organizations are realizing is that their likelihood of sustained success is most dependent on learning to get the maximum out of their employees. Such a realization has had a significant impact on the practice of human resources management (HRM). What's more, business forecasters predict that the role of employees, managers, and HRM personnel are likely to see more changes in the decades ahead. Thus, individuals entering the business environment today (and tomorrow) require both an understanding of the importance of human resources and effective HRM to organizational success. As we move further into the twenty-first century, it's becoming absolutely clear that the effective management of an organization's human r
Although stress has been a constant concern, a serious and growing problem in industry today is burnout. Klarreich relates his health education program on burnout, which was extremely well received in his organization. He describes the nature of burnout, the myths associated with this phenomenon, and the societal and familial influences that contribute to this problem. He delineates a number of steps to "put out the fire." These include self-appraisal, alteration of expectations, communication to establish social support, and determination of a behavioral option. He indicates that the healthy employee of the future will be a "hardy employee." Achieving excellence in the workplace has become the passion of most North American corporations. Pulvermacher presents a unique health education program, which he delivers as a workshop, to many corporate employees. He states that pursuing excellence requires the application of several fundamental skills. He reviews effective goal setting strategies, methods for avoiding the trap of perfectionism, techniques for managing self-defeating attitudes and beliefs, harnessing stress advantageously, increasing one's self-discipline, managing conflict constructively, and communicating effectively. 2 The second reason may be found in the nature of psychology itself, with its emphasis on subjective and individual phenomena. Many psychology-oriented stress researchers are primarily interested in stress as a subjective and individual phenomenon. To some extent, this may be a legacy of the strong tradition in psychology to focus on individual differences (i.e. differential psychology), and on individual counseling and therapy (i.e. clinical psychology). In this context, a warning seems appropriate against 'psychologism', that is, the explanation of (a sequence of) societal events from an individual-psychic point of view. Because of this orientation, the potential impact of more 'objective' or 'collective' risk factors in the work situation (e.g. poor management, work-overload and bullying), may go unnoticed and untreated.
Some common words found in the essay are:
Kahn Byosiere, PROGRAMS Programs, York Jersey, North American, PROGRAM Stress, Robert Reich, Scale Gmelch, EAP Employee, HRM What's, , stress management, management programs, stress management programs, stress response, stress prevention, management program, stress management program, employee assistance, employee assistance program, human resources, irrational beliefs, kahn byosiere, byosiere 1992, kahn byosiere 1992, management programs provide,
Approximate Word count = 4878
Approximate Pages = 20 (250 words per page double spaced)
|
