The issue concerning stress reduction in the workplace takes the idea of stress management to a higher level beyond the typical thinking or consideration of everyday stress. Although stress may be considered as part of life, it is critical to ensure that it does not impose a significant impact on the daily activities negatively. The experience of stress is inevitable; however, managed stress could deliver great intellectual and emotional development and growth especially in a workplace. According to Landy and Conte (2016) book, in most of the cases, the most common technique to managing stress is reactive since a reduction of pressure does not only take thinking of the issues but seeks actual practice of the methods.
In developing a stress mitigation plan for myself, I will establish a six-step plan for reducing work-related stress. The first step involves identifying triggers relating to the sources of stress. In this step, it will give a definite contribution to the pressure which might be the workload or fellow employee in the workplace. According to Landy and Conte (2016), the identification of triggers will help in avoiding the stress causing agent; however, since some triggers might be challenging to change, a shift in perspective will play a significant role in helping me mitigate workplace-related stress. As for the second and third step of the stress mitigation plan, they include staying connected and active. Staying connected helps ensure that in case of any occurrence of stress, avoiding people is not the best option. Instead, staying connected provides that the stress does not pose a significant issue but are solved through the involvement of supportive colleagues and other individuals. In staying active, physical activities help release feel-good endorphins. The intervention will help create breaks between works and relieve negative energy that may also include an individual physically (Landy & Conte, 2016). Moreover, the steps are critical as they function as coping mechanisms that are effective both emotionally and physically.
In the fourth step of the stress mitigation plan, it involves "finding the pause button" which helps bridge the gap between identifying the stress triggers and making the necessary changes to mitigate the stress. In any workstation it is likely to determine the possible triggers of stress; however, making the required changes is challenging. In this step, it seeks to create an understanding of the critical aspects within mitigating any workplace-related stress (Landy & Conte, 2016). Similarly, the fifth step entails planning for the activities to overcome the stress such as interaction with colleagues. Since workplace stress may be connected with other stress, this step will overlook the entire process of mitigating the stress. Lastly, the last stage of the stress mitigation plan focuses on reframing the thoughts concerning the workplace stress itself. The level will also help in reminding oneself of the effects of stress and how to improve the performance through refraining from the feeling of stress (Davis & McKay, 2008). In consideration of the overall steps of the plan the act as a coping mechanism useful both physically and mentally.
Nonetheless, I have learned various lessons from the self-assessment (such as creating time for other activities and observing my anxiety levels) that I can apply to the current workplace practices. The primary lesson I can use in my workplace practices is creating time for other activities since it helps relieve any stress triggers. On the other hand, since health or diet is related to stress in one way or the other, observing my healthy is a lesson that can be applied in the workplace. In correspondence to events of diversity in the workplace, the issue concerning diversity has been in the spotlight. The occurrence was less stressful in the organization since it seeks to interact with other colleagues and communicating on different topics.
Davis, M., Eshelman, E. R., & McKay, M. (2008). The relaxation and stress reduction workbook. New Harbinger Publications.
Landy, F. J., & Conte, J. M. (2016). Work in the 21st century, Binder ready version: An introduction to Industrial and Organizational Psychology. John Wiley & Sons.
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