Organizational Behavior (Stephen Robbins)

105

increases productivity and makes
them less prone to errors.
Increasing formal organizational
communication with employees
reduces uncertainty by lessening role
ambiguity and role conflict. Given the
importance that perceptions play in
moderating the stress-response rela-
tionship, management can also use
effective communications as a means
to shape employee perceptions.
Remember that what employees cat-
egorize as demands, threats, or oppor-
tunities are merely interpretations,
and those interpretations can be
affected by the symbols and actions
communicated by management.
Our final suggestion is to offer
organizationally supported wellness
programs, such as those provided by
QLT and BCS Communications.
These programs focus on the
employee’s total physical and mental
condition.^47 For example, they typi-
cally include workshops to help peo-
ple quit smoking, control alcohol use,
lose weight, eat better, and develop a
regular exercise program. The assump-
tion underlying most wellness pro-
grams is that employees need to take
personal responsibility for their phys-
ical and mental health. The organi-

zation is merely a vehicle to make this

happen. The inset Reducing Stress in

the Workplaceoffers additional ideas.

Research Exercises

1. Look for data on stress levels in

other countries. How do these

data compare with the Canadian

data presented above? Are the

sources of stress the same in dif-

ferent countries? What might you

conclude about how stress affects

people in different cultures?

2. Find out what three Canadian
   organizations in three different
   industries have done to help
   employees manage stress. Are
   there common themes in these

programs? Did you find any

unusual programs? To what

extent are these programs tailored

to the needs of the employees in

those industries?

Your Perspective

1. Think of all of the technological

changes that have happened in

the workplace in recent years,

including email, BlackBerrys, and

intranets. What are the positive

benefits of this change? What are

the downsides? As an employee

facing the demand to “stay con-

nected” to your workplace, how

would you try to maintain a bal-

ance in your life?

2. How much responsibility should
   individuals take for managing
   their own stress? To what extent
   should organizations become
   involved in the personal lives of
   their employees when trying to
   help them manage stress? What
   are the pros and cons for whether
   employees or organizations take
   responsibility for managing
   stress?

Want to Know More?

If you are wondering how stressed you

are, go to http://www.heartandstroke.ca

and click on “Your Heart & Stroke Risk

Assessment.” The site also offers tips

on how to relax and manage stress.

• Avoid electronic monitoring of staff. Personal supervision generates con-
  siderably less stress.


• Allow workers time to recharge after periods of intense or demanding work.


• Deliver important information that significantly affects employees face to
  face.


• Encourage positive social interactions between staff to promote problem
  solving around work issues and increase emotional support.


• Keep in mind that staff need to balance privacy and social interaction at
  work. Extremes can generate stress.

Source:J. Lee, “How to Fight That Debilitating Stress in Your Workplace,” Vancouver Sun,

April 5, 1999, p. C3. Reprinted with permission of the Vancouver Sun.

Reducing Stress in the Workplace

When employees expect organiza-

tions to provide child care, they are

shifting their responsibilities to their

employers, rather than keeping their

family needs and concerns private.

Moreover, it is unfair to give child-

care benefits when not all employ-

ees have children.

When organizations provide on-site

daycare facilities, they are filling a

needed role in parents’ lives, and

making it easier for parents to

attend to their job demands rather

than worry about child-care

arrangements.

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