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The concept of stress is a relatively new one historically. The stress response was clarified and defined only during the 1950s, by Hans Selye. Since then, there has been a great deal of material written about the causes of stress, the problems resulting from too much stress on the system, and ways to reduce, or manage, stress.

Stress is not completely undesirable. Indeed, stress is ubiquitous and there is both positive and negative stress. Essentially, stress is the response of the body to demands that are made upon it. In the workplace, a certain level of stress is necessary to call forth employee effort, but too much stress, a

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ongoing workplace moods which affect all employee activities and the general environment of the workplace. The mood, according to George and Jones (1997) comes to have pervasive effects on cognitive processes and behaviors long after the events that created it. As one example of this, Budd (1995) attributed much of the workplace violence that currently occurs to workplace stress, often triggered by downsizing and other forms of corporate restructuring and change. He noted that restructurings can lead to increasing feelings of resentment among survivors (and among those laidoff), which change into anger, then into hostility, which can be expressed in workplace violence or other forms. Although Budd did not focus on it, that resentment, along with a sense of powerlessness, can also change into depression, leading to worker apathy and decreased productivity and creativity. This mood state essentially becomes part of the contemporary corporate culture. It is what people are socialized in and acculturated to. It is the foundation for understanding one's place in the company. Yet, mood is not the only aspect of the workplace experience, as George and Jones indicated. Attitude and personal values are also important aspects of
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Some common words found in the essay are:
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Approximate Word count = 2763
Approximate Pages = 11 (250 words per page)