Effort-Reward Immbalance Model

Introduction Stress affects millions of people. One of the most common forms of stress is that related to our careers and the workplace. In today 's economic difficulty, work related stress is even more pronounced than ever before. Everyone who has ever held a job has, felt the pressure of work-related stress. Any job can have stressful elements, even if you love what you do. According to the American Psychological Association 's (APA) annual Stress in America Survey. Only 37 percent of Americans surveyed said they were doing

Our book describes stress as “any circumstances that threaten or are perceived to threaten one’s well-being and tax one’s coping ability” (Weiten, 2014). Stress is not necessarily a traumatic, life destroying event. It can be as simple a small change in one’s daily schedule. People will have multiple stresses throughout their lifetime. Some will be little and daily, but overtime these add up and can affect you in many ways. Stress can be positive or negative and can take many forms; a few being frustration, internal conflict, change, and pressure. All of which make almost a daily appearance in my life (Weiten, 2014).

All employees working in the 21st century are faced with occupational stress at any one time. The main reason being the changes that occur globally, and they affect the growth of an organization. This will put a strain on the employees' workloads as they are monitored regularly to ensure they perform at

Pope (2005) portrays stress as the perceived shortcomings between demands and the accessibility of resources to meet those demands. Stress is a feeling that affects people of all ages. Stress impacts people in a large array of ways, which include emotionally, physically, and mentally (Rollin,

How each individual chooses to relieve their level of stress is a purely personal matter. Stress is reported to cost employers production and money. Certain levels of stress are beneficial to society and individuals, this allows for positive growth; although long term exposure to stress can cause ill-effects to one’s well-being. Work place stress, otherwise known as occupational stress is said by the United Nations’ International Labor Organization to be a global occurrence. It is estimated that occupational stress causes US employers a loss of up to $200 billion a year. This includes low productivity, workers’

According to WebMD (2012), Forty percent of U.S. workers admit to experiencing office stress, and one-quarter say work is the biggest source of stress in their lives.

We spend much of daily lives working. In fact, Americans spend about eight-times as many hours working as they do eating and drinking (U.S. Bureau of Labor Statistics, 2013). Approximately seven in ten Americans report that they experience symptoms of stress (Anderson, Belar, Breckler, Nordal, Ballard, Bufka, Bossolo & Bethune, 2013). Stress is elicited by a variety of psychological stimulus associated with our jobs, our residences, our social interactions, and the activities we engage in (p. 249, Franken, 2007). Many Americans live with the burden of an unsatisfying job as well as a stressful workplace. An online survey of 1,848 people in the United States, conducted by the American Psychological Association, found that 74 percent of

Stress a term used to describe the human response to pressure when faced with challenges or even dangerous situations, resulting in an increase in our energy and alertness, a prolonged exposure to stressful stimuli can lead to harmful effect on health, a functional definition of stress may be hard to establish, the research of stress probably started with Selye Hans (1956) using the term “stress” in his book “the stress of life” referring to stress as the unpleasant environmental events and the physiological reaction toward it, examining the effect of anxious but different physical and emotional stimuli on laboratory animals, suggesting that persistence exposure to stress

Thirdly, work overload can provoke stress mainly because an individual has a lot of tasks to complete in a short period of time. Both Marie and the President of Chemplus Inc. had this issue because they constantly needed to solve problems. In the case of Marie, she had to supervise Alex for a certain period a time which alter her own work schedule. For Harry, he had to replace the Halifax’s manager because he was sick which is problematic because a President of a company should not fill in as a

“Commonly cited causes of work stress include low salaries (46 percent), lack of opportunities for growth or advancement (41 percent), too heavy a workload (41 percent), long hours (37 percent) and unclear job expectations (35 percent),” (APA, March 8, 2012). These job stressed transmit into lives lived outside of work too. When managers are taking all of these stresses home it can be impossible to actually de-stress from work while away. When I surveyed the managers 100% reported that they feel stressed outside of work. 75% rated this question a 5, they are stressed to the highest degree. Although stress outside of work can relate to many non-work problems. The next question asked to survey “I handle stress well.” the ratings were not ones to match with having stress outside of work also.

Any work environment can have stressful aspects that can negatively affect the employees’ performance and may lead to burnout. Oftentimes when employees are stressed or burnout their commitment at the job may begin to weaken and they may lose satisfaction. Many organizations have recognized that workers burnout is the result of aggravated chronic work stressors and embodied by enervation and inefficacy. This author will discuss the impact of stress and worker burnout on organizations. Moreover, this author will consider the implication of stress and worker burnout on the employee, as well as the short- and long-term productivity of a business.

With this in mind, there are three principal components that are intrinsic to the emotional needs of workers: appreciation, trust, and worth. According to a 2013 study conducted by researchers at the Harvard Business Review and consultants at The Energy Project, high levels of appreciation, trust, and a sense of worth between employees and their supervisors strongly correlates with laborers being emotionally satisfied and thus more productive in their work, whereas low levels of the same three components lead to increased levels of employee stress and decreased levels of productivity (Schwartz and Porath 2). Certainly, an employee’s perception of their appreciation at their workplace can greatly affect their work performance, regardless of the industry they work in. Many Americans become stressed by putting in long hours at jobs that are repetitive or un stimulating, and so never being commended or encouraged for the quality or execution of their work by their supervisors can exacerbate their emotional dissatisfaction and un

high stress settings would suggest a review of literature on the stress factors in such settings, the concept of stress and the development of job-related attitudes.

A reward system is defined as a structures method of evaluating and compensating employees based on their performance. It also refers to all the monetary, non-monetary and psychological payments that an organization provides for its employees in exchange for the work they perform. Reward systems can help to boost company morale, as well as productivity levels which increase overall revenue for the company. An effective reward system is essential for high satisfaction and motivation of employees at work. It is concerned with the process of employee attraction, motivation and retention.

Another negative impact to consider when it comes to stress is organizational constraints. Pindek and Spector (2016) show that organizational constraints are “conditions in the work that inhibit, interfere with, or fail to support an individual’s performance of job tasks”, which results in workplace stress that is linked to the strain felt by the employee (p. 7). There are various ways that organizational constraint can create workplace stress. First, organizational constraint can be caused by having an inadequate amount of resources (Pindek & Spector, 2016). Providing resources to the employees allows them to be successful in accomplishing their tasks. In addition, organizational constraints can be caused by poor interpersonal interactions, which can make assigning tasks difficult. Furthermore, Pindek & Spector (2016) state that increasing interventions that