Assignment: Worker Stress and Negative Employee Attitudes Presentation

Assignment: Worker Stress and Negative Employee Attitudes Presentation

Question Description

I’m working on a psychology project and need an explanation and answer to help me learn.

Need help creating 3 power point slides on -Measurement of Worker Stress -Effects of Worker Stress -Relationship Between Stress & Performance

Plus research/explanation to present/explain this subjects

Defining Worker Stress and Identifying Sources of Worker Stress © Taylor & Francis 2018 Defining Worker Stress • A stressor is an environmental event that is perceived by an individual to be threatening. • Worker stress involves the physiological and/or psychological reactions to events that are perceived to be threatening or taxing. • Negative stress (or distress) can cause stress-related illness and can affect absenteeism, turnover, and work performance. © Taylor & Francis 2018 Sources of Worker Stress, Part I Situational stress is stress arising from certain conditions that exist in the work environment or the worker’s personal life • Stressful occupations include air traffic controller, health care provider, police officer, and firefighter • Characteristics of these jobs related to worker stress include heavy workload, poor working conditions, physical dangers, and dealing with difficult clients and coworkers © Taylor & Francis 2018 Sources of Worker Stress, Part II Organizational sources of worker stress include work task stressors, such as: • Work overload, which results when a job requires excessive speed, output, or concentration • Also known as role overload • E-mail overload is a relatively new form of work overload • Underutilization, resulting from workers feeling that their knowledge, skills, or energy are not being fully used © Taylor & Francis 2018 Sources of Worker Stress, Part III Organizational sources of worker stress include work role stressors, such as: •

Job ambiguity, which results from a lack of clearly defined jobs and/or work tasks • Lack of control, a feeling of having little input or effect on the job and/or work environment • Physical work conditions, including extreme temperatures, loud/distracting noises, crowding, poor lighting and ventilation • Interpersonal stress, which results from difficulties dealing with others (coworkers, customers, supervisors) in the workplace © Taylor & Francis 2018 Sources of Worker Stress, Part IV Organizational sources of worker stress include work role stressors, such as: • Emotional labor, which involves the demands of regulating and controlling emotions in

Assignment Worker Stress and Negative Employee Attitudes Presentation

the workplace • Harassment, including sexual harassment, harassment due to group membership (for example, gender, race, sexual orientation), and being singled out by a coworker or supervisor • Organizational change, including mergers, changes in work technology, personnel/managerial changes • Work-family conflict: cumulative stress that results from duties of work and family roles © Taylor & Francis 2018 Sources of Worker Stress, Part V Individual (dispositional) sources of work stress include: • The type A behavior pattern, a personality characterized by excessive drive, competitiveness, impatience, and hostility • Measured by the Jenkins Activity Scale (JAS) and the Framingham Type A Scale (FTAS) • Susceptibility to stress vs. hardiness, the notion that some people may be more resistant to the health-damaging effects of stress • Self-efficacy, an individual’s beliefs in his or her abilities to engage in courses of action that will lead to desired outcomes © Taylor & Francis 2018 Defining Worker Stress and Identifying Sources of Worker Stress The End Measurement of Worker Stress, Effects, and Coping © Taylor & Francis 2018 Measurement of Worker Stress, Part I Physiological measures of stress include blood pressure monitoring, ECGs for heart rate, or blood tests for stresslinked hormones (cortisol) and cholesterol.

• Difficulties with such measures include variation of such physiological processes within each person throughout the day and variation between individuals. • Medical personnel are needed to administer such measures. © Taylor & Francis 2018 Measurement of Worker Stress, Part II Self-report assessments of stress include reports about organizational conditions and reports about psychological and/or physical states. • Reports on organizational conditions involve questions about job autonomy, feedback, task identity, task significance, skill variety, workload, etc. • Self-report measures of psychological/physical stress include the Stress Diagnostic Survey, the Occupational Stress Indicator, and the Job Stress Survey. © Taylor & Francis 2018 Measurement of Worker Stress, Part III Measurement of stressful life events involves self-reports of significant events in a person’s recent history that can cause stress. • One measure is the Social Readjustment Rating Scale, a checklist in which individuals total the numerical “stress severity” scores associated with significant life events experienced in the past year. • Research suggests that persons with high personal stress indexes perform more poorly, have higher absenteeism, and change jobs more frequently (Bhagat, 1983). © Taylor & Francis 2018 Measurement of Worker Stress, Part IV Person-environment fit (P-E fit) refers to the match between a worker’s abilities, needs, and values and organizational demands, rewards, and values. • P-E fit is positively related to organizational commitment and negatively related to turnover (Hult, 2005). • Measurement of P-E fit involves assessing worker skills and abilities, along with job demands and features of the work environment. © Taylor & Francis 2018 Effects of Worker Stress Stress-related illnesses include ulcers, colitis, high blood pressure, heart disease, and migraine headaches; and stress can worsen common colds and infections. • The relationship between stress and performance is complex and generally is curvilinear (involving an inverted U), where both very low and very high stress are associated with poor performance. © Taylor & Francis 2018 Relationship Between Stress and Performance © Taylor & Francis 2018 Effects of Worker Stress Job burnout is a syndrome resulting from prolonged exposure to work stress that leads to withdrawal from the organization. • Burnout is especially high in human service professions. • Burnout occurs in three phases: 1. Emotional exhaustion 2. Depersonalization 3. Feelings of low personal accomplishment © Taylor & Francis 2018 Coping With Worker Stress Individual coping strategies are techniques such as exercise, meditation, or cognitive restructuring that can be used to deal with work stress. • More efficient work methods, including time management, may also be used, although their success depends on individual commitment. • Vacation time and voluntary absences may also be used to reduce stress, although the missed work may increase stress upon the employee’s return to work. © Taylor & Francis 2018 Coping With Worker Stress (cont.) Organizational coping strategies are techniques that organizations can use to reduce stress for all or most employees.

Important information for writing discussion questions and participation

Welcome to class

Hello class and welcome to the class and I will be your instructor for this course. This is a -week course and requires a lot of time commitment, organization, and a high level of dedication. Please use the class syllabus to guide you through all the assignments required for the course. I have also attached the classroom policies to this announcement to know your expectations for this course. Please review this document carefully and ask me any questions if you do. You could email me at any time or send me a message via the “message” icon in halo if you need to contact me. I check my email regularly, so you should get a response within 24 hours. If you have not heard from me within 24 hours and need to contact me urgently, please send a follow up text to

I strongly encourage that you do not wait until the very last minute to complete your assignments. Your assignments in weeks 4 and 5 require early planning as you would need to present a teaching plan and interview a community health provider. I advise you look at the requirements for these assignments at the beginning of the course and plan accordingly. I have posted the YouTube link that explains all the class assignments in detail. It is required that you watch this 32-minute video as the assignments from week 3 through 5 require that you follow the instructions to the letter to succeed. Failure to complete these assignments according to instructions might lead to a zero. After watching the video, please schedule a one-on-one with me to discuss your topic for your project by the second week of class. Use this link to schedule a 15-minute session. Please, call me at the time of your appointment on my number. Please note that I will NOT call you.

Please, be advised I do NOT accept any assignments by email. If you are having technical issues with uploading an assignment, contact the technical department and inform me of the issue. If you have any issues that would prevent you from getting your assignments to me by the deadline, please inform me to request a possible extension. Note that working fulltime or overtime is no excuse for late assignments. There is a 5%-point deduction for every day your assignment is late. This only applies to approved extensions. Late assignments will not be accepted.

If you think you would be needing accommodations due to any reasons, please contact the appropriate department to request accommodations.

Plagiarism is highly prohibited. Please ensure you are citing your sources correctly using APA 7th edition. All assignments including discussion posts should be formatted in APA with the appropriate spacing, font, margin, and indents. Any papers not well formatted would be returned back to you, hence, I advise you review APA formatting style. I have attached a sample paper in APA format and will also post sample discussion responses in subsequent announcements.

Your initial discussion post should be a minimum of 200 words and response posts should be a minimum of 150 words. Be advised that I grade based on quality and not necessarily the number of words you post. A minimum of TWO references should be used for your initial post. For your response post, you do not need references as personal experiences would count as response posts. If you however cite anything from the literature for your response post, it is required that you cite your reference. You should include a minimum of THREE references for papers in this course. Please note that references should be no more than 5 years old except recommended as a resource for the class. Furthermore, for each discussion board question, you need ONE initial substantive response and TWO substantive responses to either your classmates or your instructor for a total of THREE responses. There are TWO discussion questions each week, hence, you need a total minimum of SIX discussion posts for each week. I usually post a discussion question each week. You could also respond to these as it would count towards your required SIX discussion posts for the week.

I understand this is a lot of information to cover in 5 weeks, however, the Bible says in Philippians 4:13 that we can do all things through Christ that strengthens us. Even in times like this, we are encouraged by God’s word that we have that ability in us to succeed with His strength. I pray that each and every one of you receives strength for this course and life generally as we navigate through this pandemic that is shaking our world today. Relax and enjoy the course!

Hi Class,

Please read through the following information on writing a Discussion question response and participation posts.

Contact me if you have any questions.

Important information on Writing a Discussion Question

  • Your response needs to be a minimum of 150 words (not including your list of references)
  • There needs to be at least TWO references with ONE being a peer reviewed professional journal article.
  • Include in-text citations in your response
  • Do not include quotes—instead summarize and paraphrase the information
  • Follow APA-7th edition
  • Points will be deducted if the above is not followed

Participation –replies to your classmates or instructor

  • A minimum of 6 responses per week, on at least 3 days of the week.
  • Each response needs at least ONE reference with citations—best if it is a peer reviewed journal article
  • Each response needs to be at least 75 words in length (does not include your list of references)
  • Responses need to be substantive by bringing information to the discussion or further enhance the discussion. Responses of “I agree” or “great post” does not count for the word count.
  • Follow APA 7th edition
  • Points will be deducted if the above is not followed
  • Remember to use and follow APA-7th edition for all weekly assignments, discussion questions, and participation points.
  • Here are some helpful links
  • The is a great resource



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