Psychology

Stress is a normal experience in the workplace. An employees stress may originate from work itself or personal factors that can either be positive or negative. Nevertheless, there are numerous ways in which stress in the workplace may be reduced or combated by the individual and his or her organization or work environment.

Stress Defined
Stress is defined as the body and minds responses to the demands and pressures placed on them. Workplace stress therefore results from the high demands of ones work environment, either real or perceived (Gillette, 2008). The person who experiences stress in the workplace believes he or she cannot cope up with these demands, thereby resulting to negative responses (OSH, 2003). However, there are also positive stresses that enable one to focus on work and reach his or her maximum capacity (Gillette, 2008). Hence, stress seems normal and inevitable in the workplace and according to stress researcher, Dr. Hans Selye, Without stress, there would be no life (as cited in Mueller, 2005).

Stressors
There are numerous factors that cause stress in the workplace. Among these are the inherent features or the very nature of the job. Physical stressors such as excess heat, cold, or noise and psychological elements that affect the bodys balance like work shifts and inadequate recovery time also contribute to workplace stress. Workplace demands such as excessive workloads, deadlines, (OHS, 2003), working long hours for low pay, increased tasks (Gillette, 2008), as well as personal concerns like health and relationships likewise act as stressors (OHS, 2003). Conflicts with supervisor, co-workers, as well as with clients or customers add to the stress in the workplace (Gillette, 2008). These stressors, when left unmanaged result to sleep disturbance or lack of sleep, poor concentration, low morale, headaches, upset stomach, hypertension, heart disease, psychological disorders, poor family relations (as cited in Gillette, 2008), occupational injuries and illnesses, absenteeism, and expensive healthcare costs (Pretrus  Kleiner, 2004).
   
Managing Stress
Despite the many stressors that may emanate from the workplace, there are various ways to reduce and manage them. For the individual, it is primarily important to check and review oneself (Pretrus  Kleiner, 2004) and recognize the signs of stress. Different people will deal and react with stress differently. Therefore, both the employee and his or her immediate supervisor should recognize the roots of stress and discuss ways to manage the situation. Additionally, the need to immediately resolve issues is crucial. This is because small issues when left unsettled can become stressors (Moyle, 2006). Hence, all concerns about work, no matter how big or small should be addressed right away. 

Furthermore, sleep plays a critical role not only in minimizing stress but also in improving performance. According to Rosekind and Gander (1996), sleep loss should therefore be prevented by getting adequate sleep on working days, taking naps that do not affect work hours, and using days off and vacation days effectively. Furthermore, good sleeping habits through proper control of food, alcohol, and exercise are also beneficial (Rosekind and Gander, 1996). Exercise, in particular, has been a tried and tested stress alleviator. It is recommended to build up ones body and not his or her dissatisfactions by exercising regularly. Moreover, relaxation measures such as meditation and deep breathing techniques also help ease the body from stress. It is also recommended to involve oneself in a hobby to take away the mind from work worries and dilemmas and likewise incorporate music into ones system to calm and energize the mind and body. Most importantly, one should always turn to the power of laughter as studies have revealed that laughter is an effective tool in reducing stress levels (Mueller, 2005). 

However, the responsibility of managing stress in the workplace does not fall only on the individual or employee. The organization or work environment he or she belongs to has a significant role in alleviating workplace stress. Therefore, managing stress is a shared responsibility between the employees and the employer.

One, a healthy and safe workplace design and environment should be guaranteed primarily. This could be realized through adequate lighting and warmth, controlled noise, well-designed and sufficient equipment (OHS, 2003) for tasks to be carried out efficiently and effectively. More than ensuring health and safety in the workplace, a supportive work culture should be fostered. With this, employees should be encouraged to speak their minds especially with regard to stress without being judged. This could be done through one-to-one chats or meetings that discuss stress and other expectations, particularly with direct managers or superiors who have been found to buffer work stress (Moyle, 2006). Another way to create a supportive work environment is for employers to come up with realistic expectations, provide support in difficult tasks, and acknowledge positive contributions. Meanwhile, the employee should ask, accept, and offer support whenever necessary (OHS, 2003).

Moreover, a focus on employee growth and development should also be taken into consideration. Personal progress needs to be encouraged by allowing employees to perform excellently or improve their performance (OHS, 2003). It is also healthy to rotate them in various tasks, give them more freedom to make decisions, entrust them with sensible tasks, and offer them education and skills development (Pretrus  Kleiner, 2004) to lessen the stress caused by routine and boring work. It is likewise important for employees to practice autonomy in terms of how they will manage their workload. Hence, flexibility in work hours, working at home, and decision-making contributes to their job satisfaction and reduces stress (Moyle, 2006). Furthermore, rewarding employees for good work is also helpful. Employees should know their contributions to the organization and be recognized accordingly for these. Consequently, supervisors could be trained how to identify and reward employee achievement and organization could hold recognition events or programs and give special benefits or awards (Pretrus  Kleiner, 2004) to deserving employees.

In addition, an organization should also recognize and manage change effectively through proper communication and consultation with all employees. In turn, employees should accept these changes and participate in the process. Along with this, building relationships to alleviate stress may be of good use. Hence, team-building activities could come into play. Here, employees can understand the importance of working together and can resolve conflicts as well. Nevertheless, since the threat of stress is always present, it is recommended for organizations to come up with contingency plans on how to address it. This could include creating employee assistance programs, building peer support networks, and designing stress management interventions (Moyle, 2006).     
 
Conclusion
Stress is but inevitable. In todays work culture where much is expected from an employee and work demands are high, stress proves to be even more apparent. Therefore, it is crucial for an individual to be equipped with ways and means to manage stress effectively. Hence, effort needs to come from oneself with proper life practices and techniques. Nevertheless, his or her organization should also contribute in reducing stressors by ensuring that the workplace is healthy, safe, and nurturing.