What special insights did I gain from the readings?
Workplace stress is inevitable but can be managed. From Reuter and Schwarzer’s article, I learned that a manager who succeeds in dealing with stress becomes an inspiration to his subordinates. Baltes and Clark taught me that the domestic scene is a fecund source of workplace stress. Both the individual and the organization must devise strategies to attain a healthy work-life balance. Understanding and applying emotional intelligence is imperative to create a workplace that can mitigate the negative impacts of stress. In essence, effective managers and employees should understand how workplace stress and burnout can be overcome.
Personal reflections
I have often wondered why even within the best working environments workers often slide into periods of sluggish activity or inaction. From these readings, I now understand than no human being is immune to exhaustion and the accompanying irritable behavior. As a leader, I often get exasperated by individuals who tend to lose sight of organizational goals. Now I know that even within the best workplace circumstances, human interaction and familial commitments and responsibilities will eventually influence performance negatively. As a leader, I need to review how I manage both internal and external causes of stress.
Application of concepts, ideas and perspectives
I am delighted to learn that stress management is a crucial managerial skill, even though not many scholars and management students consider it so. While the workplace is a breeding ground for stress, proactive and preventive action by organizational managers can help avert burnout and conflicts that stem from stress. I find this information crucial because I often ignore employees’ stress-related problems while demanding constant and effective performance. Looking back at some of my actions in the past, and those of other people that I know, I now understand why stress can result in insomnia, irritable behavior or substance abuse.
As a manager, I intend to critically analyze the workplace environment to identify any stressors and potential causes of stress, and to institute necessary proactive, preventive and remedial action. I believe I will be more sensitive to the needs of my subordinates. I will approach emerging stress-related matters with a human face rather than the formal approach that I have employed before. I will create a more open and interactive workplace where subordinates can open up about their problems. While organizational goals remain the guiding principles of my organization, I will ensure that employee concerns are not crowded out in the process of meeting goals. I am willing to discuss job designs, flexible work schedules and career development as mechanisms to assist employees to cope with stress.
Since I understand the intricate relationship between family background and organizational performance for employees, I will invest in stress management training for my subordinates. Where necessary, I will consider part-time arrangements, job-sharing and workplace child care, among other strategies of dealing with stress emanating from homes. By applying the principles of emotional intelligence, I expect to be more understanding, sensitive and responsive to stress irrespective of whether it emanates from the workplace or home. By managing my own workplace burnout and stress, I believe I can inspire those under my care and supervision to deal with their own stress related issues and to be more effective in their performance.
