Job stress in financial planning
Job stress is a common issue in the workplace especially when the money resource is not adequate. Job stress in financial planning occurs there is overload in the financial resource. In other words, it takes place when the organization does not have sufficient funds to implement their projects. It is worth noting that the financial planners undergo a lot of stress as they look for best alternatives to ensure that the funds available meet the needs of the organization (Kephart, 2003).
Lack of conducive working environment is a key factor that leads to stress in financial planning. In circumstances where the management of various organizations does not provide a friendly environment to the workers, then this triggers stress in the planning. Proper communication in financial planning is very vital, and it exists if the management can provide a conducive working environment in the organization. For instance, if the management is unable to provide proper directions on how financial planning need to take place, then it opens doors for stress. This is because the employees fail to do the planning as required. When the management induces some pressure on the workers concerning the same, the employees end up stressed up (Humphrey, 1998).
Furthermore, negative attitude and lack of interest towards financial planning by the employees is a key cause of stress. Employees have a duty to perform in an organization, and they require performing it wholeheartedly. In circumstances whereby employees are forced by the management to perform their duties, then the result is stress. Lack of interest and negative attitude towards planning make affect the employees’ motivation towards performing the job. Such an instance builds up stress to the employees as they are directed to do such and their heart is unwilling. The force or pressure put on them to handle such jobs create stress.
International financial planning is a field that requires proper attention and lots of support from the management of organizations. Financial planning is a very demanding task which requires close support from the management. In an event where the management is unwilling to offer the required support to the financial planners then, stress is build up among the financial planners. It is worth noting that the financial planner will easily get stressed up if the management does not show concern and provide the support required in performing the duty. As a matter of fact, lack of supports kills the morale of handling the job something that leads to stress (Malakh-Pines et al., 1988).
Nonetheless, emotional communication is another area that leads to stress on the side of the financial planners. It is important to understand that a financial planner endures the pain suffered by his or her client. In many occasions, financial planners want to empathize with their clients hence they fully get involved in their clients’ problems. Consequently, this involvement leads emotional stress especially if the planners feel there is a need to bring the problem to a halt. The stress occurs in moments where no viable solution is available for the financial planners to provide to their clients (Koesten, 2005).
Finally, poor remuneration and benefits to the financial planners are another key cause of stress in the job. Since financial planning is demanding, it requires the organization to remunerate workers properly and offer them various benefits to foster motivation. Motivation is the force that reduces the chances of the employees getting stressed when working for the organization. However, if the organization is unable to provide a good package for the planners, the planners shift their minds to other jobs to earn more for their living. Consequently, they end up stressed since they are unable to meet their standards with the package available from their employer. The stress trickles other problems regarding the performance of the employee. In fact, stress leads to reduced productivity of a work something that further lead to poor performance on the side of the organization.
Job Stress in Germany
Job stress is a common problem in all the nations of the world. Unemployment is a major source of stress in every corner of the world. On the other hand, when one gets the job, the job also presents the person with stress. Germany uses job sharing as a way of reducing the stress of unemployment. Job sharing adopted by the nation helps the people of Germany to remain in employment. Job sharing is not a common feature in many nations but in Germany, it is very crucial.
Although job sharing helps the employees to overcome the psychological stress that arises when one lacks a job, they also feel the job sharing does not address stress conclusively. Job sharing only helps the employees to have an employment where they raise some income for their daily bread. However, with job sharing the job stays in danger thus posing a serious problem on the side of the employees. Feeling danger when one has a job is one factor that may lead to the development of stress. This is because one is not certain on how long he or she will remain in employment. It makes employees feel out of place when working something that may affect their results. The stress of employees sharing jobs in Germany has a less magnitude for stress as compared to unemployment (Andreas et al., n.d).
Furthermore, the issue of heavy workloads on the employee is another cause of stress in Germany. Although many employees are under job sharing program, the program is in such a way that an employee remains in employment, but they have a lot of work to perform for a short duration to earn a living. Sometimes, a heavy workload presents the employees with a lot of challenge something that ends up causing psychological stress. It is worth noting that both effects of workload and work loss dangers combine to bring much stress on the employees (Hancock & Desmond, 2001)
Finally, the issue of job stress in Germany like any other nation arise due to lack of enough control in the workplace. Employees need to have a certain control in the workplace because they are directly involved in the execution of the policies of the organization. Failure to involve the employees in making the decisions of the organization indicates a lack of control on the side of the employees. It is very disturbing when employees feel neglected while they are members of the organization. The issue of job sharing in Germany does not give the employees enough control in the workplace. Therefore, it is purported that lack of control in decision making by employees in one factor that lead to job stress in Germany.
How to deal with Job stress
There are various ways of overcoming stress in the workplace that management should encourage. Firstly, it is a good idea for organizational management to encourage socialization among its members. The management should some time for its members to share their life issues. For instance, the management can occasionally organize various events such as informal meetings outside its premises to help the employees exchange various issues concerning work and their lives. Socialization is a strategy can help the employees to relax and form strong bonds that may help them overcome work-related stresses. In so doing, the employees go back to the organization with a common goal of ensuring attainment of the organizational goals.
Koesten (2005) reveals that the management can also reduce stress in the workplace by encouraging its members to take part in decision making. Some of the stress suffered by the employees comes from decision imposed by the management to them without any consultation. If employees are not comfortable with a decision by the management, they develop a negative attitude towards such decision. As the management pushes for the implementation of the decision, employees may suffer stress. When management allows the employees to take part in the decision-making process, it opens room for exchange of ideas on what the employees feel is the best for the organization. In fact, it helps the organization come up with precise goals that are acceptable by all the members of the organization. Since employees are well conversant with the decisions they have made, it becomes hard for them to challenge such decisions. As a result, it helps the employees work comfortably towards achieving the goals of the organization.
Furthermore, it is important for the organizational management to monitor and control the workloads of its employees as a way of compacting stress in the workplace. When the employees are overloaded with work, the struggle to ensure such work is accomplished as per the organizational provisions. However, they work under a lot of pressure that strain them very much making the tired. Consequently, the employees developed stress due to the tension that they pass through. As a result, there is a need for the management should always monitor workloads of the employees and make necessary changes to ensure that employees are not overloaded. In so doing, they help reduce stress among the employees. Also, they help to enhance comfort on the side of the employees something that encourages the employees to deliver quality work for the organization.
Finally, the management should take the initiative of training its members the best ways of overcoming stress. It is important for the management to offer various training on stress management as a way of creating awareness of one of the significant issues that face them and how to resolve it when it arises. The management should provide its employees with personal knowledge and skills of how to handle stress. For instance, it can train its employees on coping with stress and developing a proper way of communicating issues to reduce stress. It is an outstanding strategy for employees to have good knowledge on how to manage stress is an since it helps them to reduce stress. An organization that excels in business is the one that creates a conducive working environment for its employees. The management of the organization should thus ensure that a safe and comfortable environment for its worker (Healey, 20019).
References
Andreas, C., Frank, W, & Lutz, B. (n.d). Germany work-sharing scheme: An instrument for the crisis. Institute for Employment Research. Nuremberg.
Hancock, P. A., & Desmond, P. A. (2001). Stress, workload, and fatigue. Mahwah, NJ: Lawrence Erlbaum Associates.
Healey, J. (2009). Managing stress. Thirroul, N.S.W.: Spinney Press.
Humphrey, J. H. (1998). Job stress. Boston: Allyn & Bacon.
Kephart, P. A. (2003). Job stress: An investigation of the impact of gender and other workplace diversity issues on the causes, costs, consequences, and constructive coping strategies of job stress.
Koesten, J. (2005, October). Reducing stress and Burnout for financial planners. Journal of financial planning.
Malakh-Pines, A., Aronson, E., & Malakh-Pines, A. (1988). Career burnout: Causes and cures. New York: Free Press.
