Introduction . Moral Stress. Moral Stress. Moral Distress

According to the article “Understanding and Addressing Moral Distress” the last 23 years have not changed. “Moral distress occurs when nurses know the ethically correct action to take but feels powerless to take that action” (Epstein & Delgado, 2010). Moral distress often encompasses nurse’s feelings of dissatisfaction, aggravation, anger, and are conflicting with the requirements of care, and the fundamental views of the work environment. Moral distress also can cause nurses to be overwhelmed, often leading them to believe that leaving the work setting, and the profession is the only answer, due to the negative impact of ethical challenges, emotional sufferings, and the intuition only worrying about the cost of nursing care. (Corley,

At the psychological level, stressful and poor working conditions can cause continuing feelings of humiliation, insecurity and worthlessness. Not having a secure understanding of the future can cause large amounts of anxiety and futility that roots high levels of fatigue from day-to-day life, therefore making everyday coping difficult. Individuals who experience high levels of prolonged stress often attempt to relieve these pressures by adopting unhealthy coping behaviours; for example, the excessive use of alcohol, smoking, and

Attempts are made to keep employees focused by frequent staff meetings, but people only partially pay attention as managers announce company developments. Management’s perceived need to continually push employees to act right is apparent in the way they handles the missing cover page on Peter’s TPS report. Stress To study stress in the work place, researchers often measure the existing stressors being dealt with by employees. The stressors may be either physical or psychological demands to which an individual responds and, if chronic or persistent, can lead to negative reactions or responses called strains. Physical task stressors include excessive heat, noise, and light, as well as job demands such as a time-pressured work pace, heavier workload, and the amount of hours worked.

“Why we work” by Andrew Curry was very informational and resourceful. So it was not hard for me to agree with him about employees being stressed out and discontent with their jobs. Andrew gives multiple reasons to agree with him. Most of the reasons come from experience from my past and present jobs. Others reasons come from economy problems. I agree with Andrew because I to was stressed out and discontent at my past job Applebee's.

It is evident that the relationship between work stress and mental health has been established by numerous research studies. As discussed in Koesky (1993), the fact that all jobs involve some degree of stress makes it all the more alarming as to the level of stress experienced by individuals working in the human services. That is, given that these individuals are heavily involved in the lives of others, they often develop mental health symptoms that are characteristic of work-related stressors. In fact, “This involvement, which requires caring commitment and empathic responding, places workers at risk for a special type of strain commonly referred to as 'burnout'” (Koesky, 1993, p. 319).

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.

The podcast between John Gavazzi and Nina Strohminger on morality have a few key themes that are discussed, including the moral self, moral injury, and moral emotions. Morality in psychology initially focused on Lawrence Kohlberg’s stages of moral development, which were based on people’s ability to articulate what their moral objectives were. So, a person’s moral stage, or how advanced a person is, was determined by their explanations to the moral decisions they made. However, a newer way of looking at this is that we shouldn’t make the assumption that people are conscious of the reasons as to why they make certain moral decisions. Although people may have moral intuition, they might not

Hans Selye (1982) points out that few people define the concept of stress in the same way or even bother to attempt a clear-cut definition. According to Selye, an important aspect of stress is that a wide variety of dissimilar situations are capable of producing the stress response such as fatigue, effort, pain, fear, and even success. This has led to several definitions of stress, each of which highlights different aspects of stress. One of the most comprehensive models of stress is the Biopsychosocial Model of Stress (Bernard & Krupat, 1994). According to the Biopsychosocial Model of Stress, stress involves three components: an external component, an internal component, and the interaction between the external and internal components.

According to Elkin and Rosch (1990) workplace related stress in a major problem in the U.S. and it creates a major expense for corporations. Koeske, Kirk, and Koeske (1993) indicate that all jobs have some level of stress but jobs that are in the human services have additional stressors because they “derive from intense involvement in the lives of others”. (p.319). They also refer to the type of stress experienced by individuals working in human services as “burnout” (Koeske, Kirk, and Koeske, 1993, p.319). Another factor that can influence our stress level is how we handle life’s demands. There are different ways of reacting to the situations we face every day of our lives. We have all heard of expressions such as ‘road rage’ and ‘going postal’. These are terms that we have come to identified with violent reactions to stressors caused by situations all of us face every day. How many of us have experiences in the road that

Corporations in today’s society are emphasizing there motives on distinctive reasoning’s on time and resources in the industry. As this is, an accepted reality that no agency in the world can contend in this world just on the mere cornerstone of their product and services. In place for a corporation to be successful, it has to reserve greatly into the field of people skills, and their performance. Contribution to stressful working environment, many corporations fail to keep employees due to inadequate of motivation, stress, lower employee job appeasement and other contributing factors of behavioral sciences and psychology. All these circumstances have negative effects on the corporation and organizational demeanor as well. Countless specialist are in acceptance that all these factors create disoriented and unmotivated employees that affect the corporation overall targets and higher discontent of the employees. Due to all these circumstances supervisors have come up with different tactics to reconcile employees problems and to enhance company behavior by examining out the employee who does not fit the peculiar company culture, and specific job based on attraction and knowledge instead of traditional approach. These initiatives are very beneficial in elevating the employee 's complete job fulfillment, which in return lowers the nonappearance and employees turnover, thus improving the corporation in improving its services and products.

Organizations in today’s society are emphasizing there motive on distinctive reasoning’s on time and resources in the industry. As this is, an accepted reality that no agency in the world can contend in this world just on the mere cornerstone of their product and services. In place for a corporation to be successful, it has to reserve greatly into the field of people skills, and their performance. Contribution to stressful working environment, many corporations fail to keep employees due to inadequate of motivation, stress, lower employee job appeasement and other contributing factors of behavioral sciences and psychology. All these circumstances have negative effects on the corporation and organizational demeanor as well. Countless specialist are in acceptance that all these factors create disoriented and unmotivated employees that affect the corporation overall targets and higher discontent of the employees. Due to all these circumstances supervisors have come up with different tactics to reconcile employees problems and to enhance company behavior by examining out the employee who does not fit the peculiar company culture, and specific job based on attraction and knowledge instead of traditional approach. These initiatives are very beneficial in elevating the employee 's complete job fulfillment, which in return lowers the nonappearance and employees turnover, thus improving the corporation in improving its services and products.

In addition to the claim that employee well-being is linked to demand and resources, the second assumption of the JD-R model is that job demands and job resources initiate two distinct processes known as the dual process. The first process is hypothesised as the stress process (Bakker & Demerouti, 2014). In relation to the stress process, chronic excessive demands diminish employees ' energetic resources, mentally and physically, thereby leading to employees experiencing strain (Bakker & Demerouti, 2007; 2014). This strain, in turn, has been related to unfavourable organisational outcomes, such as absenteeism, as indicated previously. On the other hand, the second process, the motivational process, assumes that resources are motivational by nature and links high levels of resources, via work engagement (motivation), with positive organisational outcomes (e.g. increased productivity) (Bakker & Demerouti, 2007; Hu, Schaufeli & Taris, 2011). In sum, the stress process affirms that high demands lead to strain which, in turn, results in adverse organisational outcomes, and the motivational process asserts that high levels of resources lead to employee engagement, which subsequently leads to favourable organisational outcomes.

The relationship between job satisfaction, motivation, and efficiency or productivity is very important in the business industry as well as in personal life. Long term research has found that the single greatest predictor of longevity is work satisfaction. Work is one third to one half of a persons' lifetime, and if frustrated the mental and physical effects are very costly. Job characteristics including skill variety, task identity, and task significance lead to psychological conditions in which in turn leads to increased motivation, performance and job satisfaction. It is important to investigate this area in order to determine how much of an effect does

Stress is also linked low fertility in one’s reproductive organs, and can cause problems during pregnancy or one’s menstrual cycle (www.everydayhealth.com). This happens when one is overwhelmed with the stress he or she is going through in their lives. No one person is the same, meaning stressors as well as stress levels differ for each individual. This is why it is hard for scientists to reach the core because it is a subjective sensation related with a variety of symptoms that differ for each of us. Because of this, stress is not always a synonym for distress. Situations like a steep roller coaster ride that cause fear and anxiety for some can prove highly pleasurable for others (www.stress.org). Each person also responds to stress differently. There are numerous physical as well as emotional responses to stress. Stress can cause an ocean of different emotions that are often times unpredictable. It can have wide ranging effects on people’s emotions, mood and behavior (www.stress.org). Stress has said to have been America’s number one leading health problem. It has been shown that stress levels have escalated in children, teenagers, college students and the elderly for reasons that of which have lead to: increased crime, violence, and other threats to personal safety; pernicious peer pressures that lead to substance abuse and other unhealthy life style habits; social isolation and loneliness; the erosion of family and religious

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the