employees in a very supportive approach. The objective is to rectify the
deficiency by motivating the employee to change, rather than imposing additional
stress on him / her by merely pointing the weakness(s) out.
3.1.3 Job Training Programs
Job training programs provide employees with a broader knowledge and skills
enabling them to better handle the expectations from their roles. Employee
stress is often caused by the lack of skills or knowledge to meet designated
objectives and goals. These programs usually take on two forms – knowledge-
based development and skills-based development. Knowledge-based development
programs usually involve a conference or seminar where the aim is to broaden
the attendees’ knowledge of a certain topic such as infomatics seminar briefing
employees on the latest networking technologies. The knowledge gained from such
programs may or may not be utilized in the everyday job routines of employees.
Alternatively, skill-based development programs focus on training employees to
become more proficient in the use of certain behaviours such as assertiveness
training. While job training programs can reduce work stress, there are
essentially three conditions to its success . First, the job training must be
required by the employee. No benefit would be derived if an employee is trained
for something that is not relevant to the work he / she performs everyday.
Secondly, management must discourage any perception by employees that training
programs are a form of reward or punishment, or else the entire purpose of the
training initiative would be lost. Finally, preparation is required to benefit
fully from the program.
4.0 Conclusion
Work stress places a very high toll on both employees and employers. An
employee subjected to high levels of stress could experience both physical and
mental side-effects. Physical side effects such as hypertension, coronary
disease, infections, ulcers could greatly decrease the lifespan of the person.
The psychological effects such as repressed emotions, anger, and isolation have
a direct negative impact on organizational productivity. Thus, organizations
have a great responsibility in reducing the stress of their employees, and in
general be concerned about their well-being.
There are numerous methods to counter the stress problem. The report has cited
only the basics which are applicable to most organizations. The first step for
management is to set out the intention to reduce employee stress in as an
organizational goal. Provisions detailing the organization’s planned approach
should be drafted.
Informing employees of management’s expectations is one method to reduce a large
portion of the anxiety employees may have about their jobs. Secondly,
management must provide subordinates feedback on their performance. Management
should also provide job training for all employees to enable them to better
perform their jobs and reduce the stress associated with the feeling of
inadequacy to perform one’s duties.
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