MGT 5430- Week 3 Discussion

Week 3 Discussion (MGT5430 Organizational Management)

1. Why should organizations be concerned about stress at work? What are the costs of distress to organizations?

2. Compare one-way communication and two-way communication.

3. Describe at least five tasks and five maintenance functions that effective work teams must perform.

IMPORTANT NOTES THAT WILL GUIDE YOU WHEN WRITING THIS ASSIGNMENT

Organizations are concerned about the cost of stress at work. The cost to employers is measurable in terms of lost productivity, lost earning potential and increased healthcare expenses. The cost to employees is more difficult to measure but it can be estimated by looking at absenteeism rates or employee turnover rates.

The cost to employers

If you’re an employer, the cost of stress at work is the cost of absenteeism and presenteeism.

• Absenteeism means that people are missing work due to stress, which leads to lost productivity. Losses can be seen as soon as they begin—in terms of reduced profits or revenue—but also include an increase in recruitment expenses for hiring new employees who need training so that they can perform their roles adequately when called upon once again (or if there is no replacement available). Additionally, any time spent recruiting for replacements could potentially delay hiring new talent into the organization itself, which will ultimately lead back around again until someone else leaves voluntarily without being replaced by anyone else first!

The cost to employees

• Stress is a major cause of absenteeism. Research has found that employees who have higher levels of stress are more likely to miss work due to illness or injury and also have a higher rate of turnover than those with lower levels of stress.
• Stress can lead to poor decision-making, which can result in more employee turnover and reduced productivity. The impact on your organization depends on the nature of your work environment; if you’re required to make quick decisions under pressure, then there will be greater risk for errors in judgment made by these same employees when they’re under duress as well as reduced trust between them and their supervisors or coworkers (which could affect morale).
• Medical costs associated with stress may include visits from physicians or psychologists, medications like corticosteroids used during flare-ups with chronic conditions like asthma or high blood pressure; changes such as smoking cessation programs (or quitting altogether); reduction/removal from jobs due

Why organizations should be concerned about workplace stress

Stress at work is a major cause of absenteeism, presenteeism and employee turnover. It is also associated with increased employee productivity.

• Absenteeism: Stress at work can lead to employees taking sick leave due to mental health problems (such as depression) or physical injuries that they may have suffered while on the job. When this happens, it costs employers money in lost productivity and could also result in legal action against the company if an employee suffers an injury while they are supposed to be working.
• Presenteeism: Stressed out workers tend to show up for their jobs even though they are not fully engaged in them; this means that instead of performing well at work, these employees simply perform well enough so that their employer does not notice anything wrong (or else it’s too late). This also leads directly back into our second point about absenteeism—when you’re off sick because you can’t get through another day without feeling miserable every waking moment…it’s hard enough just getting through one day!

Organizations need to make it easier for employees to recuperate from workplace stress.

Organizations need to make it easier for employees to recuperate from workplace stress. This is important because research has shown that people who are under constant pressure, or feel overworked and stressed out at work tend to have higher levels of anxiety and depression as well as lower levels of productivity.

There are a number of ways in which organisations can help their employees cope with stress:

• Implementing stress management programs. These usually involve workshops where staff members learn about techniques for dealing with chronic mental health issues such as anxiety or depression so that they can better manage these feelings when they arise in the workplace environment. The goal is not just for employees to learn how not get too upset by their circumstances but also how they can use these techniques themselves whenever they want (for example by relaxing exercises).
• Encouraging employees take time off work when needed – this gives them more control over how much time away from work is appropriate given certain circumstances (e.g., having surgery), which gives companies peace-of-mind knowing that workers won’t be burning out before reaching retirement age!

Conclusion

In conclusion, stress at work can have a substantial impact on an organization’s bottom line. It can be costly to the employer and costly to employees. There are several ways in which organizations can help employees deal with workplace stress by providing better support structures for employees who need them, as well as opportunities for those who don’t. This will ultimately lead to greater productivity, employee engagement, and job satisfaction among all workers within the organization (as well as those who work elsewhere).

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