Job-related Stress

As firms implement initiatives designed to improve competitiveness, however, disputes between management and employees tend to increase. Dispute resolution frequently involves formal hearings. Thus, firms such as the Frick Company experience workload increases while they are attempting to introduce efficiencies within their own organizations. One outcome of these developments is an increase in the levels of job-related stress within firms such as the Frick Company.

The purpose of this study is to identify and assess alternative strategies that may be pursued by the Frick Company to more effectively manage job-related stress within the organization. The objective of effectively managing job-related stress is to both preserve and improve productivity levels within the organization.

When performance efficiency suffers, the quality of the overall organizational environment deteriorates, and organizational productivity deteriorates. If stress is a significant contributor to these personal and organizational problems, effective stress man

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lude the following: (1) a tendency on the part of an individual to blame others in an organization for one's own problems; (2) increased absenteeism; (3) increased involvement in interpersonal conflicts and confrontation; and (4) increasing isolation from other in the organization. Individuals suffering from job burn-out frequently attempt to remove themselves from the situations they perceive to be the source of their problems, without actually terminating their jobs. Their strategies in such attempts are often damaging to both their organizations and to their own careers (Matteson & Ivancevich, 1997). Employee Assistance Programs A major problem in assessing the effectiveness of employee assistance programs (EAPs) has been found to be the underlying organizational goals for such programs (Ramanathan, 1992). When an EAP is implemented with a primary goal of producing benefits for the organizationùproductivity improvement, personnel turnover reduction, and so forth, the long-term effectiveness of the program is lower than it is when the program is structured with a primary goal of providing benefits for participating employees (Ramanathan, 1992, pp. 234-239). The results of a 1985-1986 study of EAPs found that benefits to th
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Some common words found in the essay are:
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Approximate Word count = 4446
Approximate Pages = 18 (250 words per page)

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