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Stress and Related Hazards of the Job
Introduction
Any kind of stress has adverse consequences for a person, usually manifested in the form of cognitive and behavioral changes. The damaging effect of stress is not experienced by the sufferer alone, but people in proximity are also negatively impacted. The case study of Detective Jones is an apt example of stress. The paper attempts to answer various questions related to stress and related hazards of the job in the mentioned case study.
Sources of Stress in Jones’ Life
There are three obvious sources of stress in Detective Jones’ life. First, his wife left him for another man. It made him emotionally insecure and felt vulnerable, hence did not want to share this with others. Second, a younger and less-experienced detective was promoted against him. This would have hurt his self-esteem. Third, changes happening in the work culture because of entrance of a new chief also added to his stress levels. The new chief, he feared, was unfriendly and will bring in stricter norms. Work contents and work context are two stress related hazards at work (World Health Organization, 2012). With the entry of new chief, Jones felt that he will have to compromise on his flexibility and control over working hours and work processes, which is a work content related stress. Under promotion, poor quality of supervision and unfair performance evaluation are work context related stress that affected Jones.
Helping Dealing with Stress
Detective Jones has worked for the department for 15 years and been a consistent performer. Only recently he has displayed change in his behavioral patterns, that too, clearly because of stress. Hence, any strict disciplinary action will not help solve the problem behavior. There is a need to help Jones to deal with stress. Smith and the department can help Jones by
Frequently communicating with him in a friendly, but non-sympathetic, manner.
Provide avenues of frequent social interface.
Giving him opportunities to confide in colleagues about his personal turmoil. Sometimes speaking about stress helps relieve it.
Publicly complimenting him for his good work.
Sharing reasons for non-promotion and showing the path of career development.
Checking on Jones’ allegation on new chief and offer feedback, if a problem exists.
Potential Morale Issues with Jones’ Problem Behavior and Ways to Prevent It
There are a number of potential morale issues with Jones’ problem behavior. First, Jones may delineate himself from the group, not contributing to group communication and meetings. Second, his low morale may get manifested in the form of agitation, frustration and anger towards others negatively impacting the work environment. Third, Jones may also resort to quitting his job and the company might lose a very valuable resource. Fourth, constant low morale has had an impact on Jones’ physical health. If not corrected, his health condition may worsen in future. Fifth, low morale of an individual may adversely affect the morale of the department as a whole (Fink, n.d.). Overall, as proposed by Terri Levine, morale of people directly affects the profitability and productivity of a company (Richason, 2012).
Smith can prevent of alleviate these issues by engaging him in open dialogue, getting his feedback on the issues that are bothering him, being transparent in sharing information, reemphasizing that the organization values him and giving him assurance on his career prospects in the organization. Counseling sessions and stress treatment programs will also help boost his morale. Offering him a company-sponsored may also help him rejuvenate and lift his morale.
Resolving the Crisis Situation
Though rude behavior does not have any direct legal repercussions, but it does affect productivity of the company as a whole and needs to be addressed. Jones crisis situation and problem behavior does not have an immediate solution. He stress needs to be treated and the problem behavior needs to be monitored constantly. As an immediate measure, an outing for the department employees can be planned as a de-stressing activity. Such outings may enhance mood and increase social interactions, thereby reducing stress. The adverse effect on his morale can be corrected through recognition, communication and involving him in broader company-level decisions.
Some programs that help in reducing stress and boosting morale. He can be enrolled to meditation and yoga programs that help people heal their body as well as mind. Such programs also help people relax and better appreciate their being. Other morale boosting programs include team building training programs, well-defined employee incentive programs, attitude building programs and fun programs like inter-department cricket matches.
Conclusion
Sudden change in employee behavior from friendly to rude and from active to dishevel can be a symptom of stress and morale issues in a person. Though display of rude behavior is not legally per se, it does have concerns of reduced productivity. Such problem behaviors need to be handled with sensitivity, rather than putting a disciplinary action against the employee. Jones is clearly suffering from stress in his personal as well professional life. He immediately needs a break from routine and mix with people. Meditation and yoga sessions are very effective in reducing stress. Once he is in terms with his situation, it will be easier to explain the consequences of his rude behavior.
References
Fink, Nicole (n.d.) High Cost of Low Morale: How to Address Low Morale in the Workplace through Servant Leadership. Retrieved from http://www.roberts.edu/Academics/AcademicDivisions/BusinessManagement/msl/Community/Journal/TheHighCostofLowMorale.htm
Richasen, Owen E. (2012). Employee Morale and Pay Issues. Retrieved from http://smallbusiness.chron.com/employee-morale-pay-issues-1829.html
World Health Organization (2012). Stress at the Workplace. Retrieved from http://www.who.int/occupational_health/topics/stressatwp/en/
