Stress & Wee-Being at Work Essay

Stress & Wee-Being at Work Essay.



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Stress & Wee-Being at Work Essay.

Stress and Wee-Being at Work

It is very important for students to learn how to manage stress, which will enhance their well-being at their various work places. Unfortunately, this concept is not taught in theory or practice in learning institutions. This result to recruitment of more new people in the job market who are not ready to give their all in terms of managing their stress and anger to see to it that they effectively offer their services.  Thus, most companies are focusing supporting their staff well-being for they put in mind that their employees needs do not disappear when they are working. Wellness involves creating a free- environment where employees seek aid when needed.

Stress can be both positive and negative stress.  Positive stress is also called eustress and is regarded important for growth. It also plays a major role making employees achieve higher performance in their work. It makes them have the ability to work in wide range of tasks since they have a goal that they must achieve.

On the other hand, strain, which is also negative stress, has major health risks on the individual and in the company where they work. This has serious bad effects in that it is too intense, long-term and occurs frequently thus making the individual not work effectively. This effects the company in that there is low production volume due to the low concentration by the distressed employees (Kushwaha, 2014).

Pros of Dealing with Stress

Stress management enhances confidence and goodwill of employees in the work place. When employees feel that the organization is concerned with their well-being, an environment of self-reliance exists in that company.  This plays a major role in enhancing mutual support among the employees.  Consequently, it results in reduced anxiety among the employees. Anxiety occurs in situations where there exists many expectations from the employers and the consumers of the goods and services they produce. This in result increases the productivity of the company’s output (Jones, Burke & Westman, 2013). .

When employees are healthy mentally, they can freely multitask or flexibly able to come up with better ideas, which would lead to increased output of the company. Well-being of the employees also ensures that they can work over-time to increase the output volume thus more sales to the company. This is due to the free environment created by the employers to employees since they feel they have the freedom    to express their mental health problems at all levels Excessive stress at work can lead to employee switch off. Employers have realized the important role played by switch off by employees. It enables them balance their work-life thus a healthy balance occurs where one does not feel totally worked out (Nelson & Quick, 2013). 

Cons of Distress

If a company is not ready to focus on the employees’ well-being, then that company is likely to record huge loss in terms of production since the employees are likely to lack morale due to long hours of work and high rates of absenteeism since most will be taking sick leaves (Kushwaha, 2014).

Sick leaves reduce the production rate by affecting the time spend on work. When employees are very unhealthy mentally they are likely to get ill or cause accidents at the work causes loss to the company. This may result to production of goods and services, which are of poor quality since the employees are not mentally stable and in result, the company may loss the consumers.

Stress also result to increased work turn over. When one is underperforming due to strains, which maybe personal or environmental. Stressed workers are likely to come up with poor decisions like quitting of work or one getting a termination of employment due to low performance or high rates of absenteeism.


Jones, F., Burke, R. J., & Westman, M. (2013). Work-life balance: A psychological perspective. Psychology Press.

Kushwaha, S. (2014). Stress Management at Workplace. Global Journal of Finance and Management6(5), 469-472.

Nelson, D. L., & Quick, J. C. (2013). Organizational behavior: Science, the real world, and you. Cengage Learning.

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