What is the organizational stress measure?
- It is an integrated methodology for assessing job-stress and targeting organizational interventions.
- It helps identify perceived organizational pressures (the work place sources of stress) and felt individual strains (staff reactions or perceived stresses).
- It helps identify "hot spots", which is where organizational pressures trigger high levels of personal strains
- Three main types of organizational pressures are skill shortages, ineffective strategic planning, and poor leadership. These can lead to lower performance levels
Type of employee that will do well with channeling job stress into higher performance
- Affectively committed
- Have more experience
Employees should work for a flat organization because they
- Perceive more self-actualization and autonomy-stress
- Lower amounts of anxiety-stress
- Perform more efficiently
- It is an integrated methodology for assessing job-stress and targeting organizational interventions.
- It helps identify perceived organizational pressures (the work place sources of stress) and felt individual strains (staff reactions or perceived stresses).
- It helps identify "hot spots", which is where organizational pressures trigger high levels of personal strains
- Three main types of organizational pressures are skill shortages, ineffective strategic planning, and poor leadership. These can lead to lower performance levels
Type of employee that will do well with channeling job stress into higher performance
- Affectively committed
- Have more experience
Employees should work for a flat organization because they
- Perceive more self-actualization and autonomy-stress
- Lower amounts of anxiety-stress
- Perform more efficiently
![Picture](/uploads/2/4/8/8/24881057/7751805.png?546)
There are many ways employees can channel their job stresses into higher performance. Employees need to remember that a map covers not all the territory, so any map is only part of the territory. This is what stressed low performance employees should be doing.
Allness
- These employees are acting as if what they are saying, writing, or thinking includes all that is important about the subject.
- A contributing factor they are using is closed to the new or difference which is assuming their way is the correct way.
- Stressed employees that have lower performance are not committed to their jobs and do not want to change their attitudes.
- A corrective they could use is ask myself, "Do I have an all-wall?". This means they will remain open.
- When using this corrective, the employees could ask questions about how to be more committed to their jobs or how they can become more experienced.
- A specific action that could be done is to ask for suggestions of how to get higher performance when becoming stressed during the job.
Allness
- These employees are acting as if what they are saying, writing, or thinking includes all that is important about the subject.
- A contributing factor they are using is closed to the new or difference which is assuming their way is the correct way.
- Stressed employees that have lower performance are not committed to their jobs and do not want to change their attitudes.
- A corrective they could use is ask myself, "Do I have an all-wall?". This means they will remain open.
- When using this corrective, the employees could ask questions about how to be more committed to their jobs or how they can become more experienced.
- A specific action that could be done is to ask for suggestions of how to get higher performance when becoming stressed during the job.