| Filename | WORK CONFLICT AND STRESS |
| Permission | rw-r--r-- |
| Author | jeon |
| Date and Time | Thursday, July 21, 2011 |
| Label | Economy |
| Action |
Traditionally, the field of organizational behavior stress & conflict discussed separately.
Conceptually, stress & conflict are the same.
The interaction of individuals, groups, and more conflict-related organizations.
The success of an organization depends on its ability to manage a variety of its resources, one of the most important of human resources.
Job satisfaction is generally about one's attitude about his job. Because it involves an attitude, sense of job satisfaction include things like the condition and trends of behavior.
Satisfaction and it does not seem real, but can be embodied in an employment outcome. One very important issue in the field of industrial psychology is to encourage employees to work more productively. Theoretically, the factors that may affect job satisfaction are very numerous, such as leadership style, work productivity, behavior, locus of control, compliance and effectiveness of payroll expectations. Factors that are typically used to measure an employee's job satisfaction is: (a) the work content, the appearance of the actual job duties and as a control to work, (b) supervision, (c) organization and management, (d) opportunity for advancement; (e) wages and benefits in areas such as financial incentives, (f) co-workers, and (g) conditions of employment.
CONFLICT
Understanding Conflict
Work conflict is a mismatch between two or more members or group (within an organization / company) who must share limited resources or activities or because of work and the fact that they have different status, goals, values or perceptions. Conflicts of work can also be interpreted as the behavior of members of an organization devoted to opposition to other members. Besides the conflict is defined as the differences, conflicts and disputes (Rival, 2008).
The existence of Conflict
The existence of conflict within an organization can not be avoided, in other words that the conflict is always present and can not be circumvented. Conflicts often arise and occur in every organization, and there are different views of experts in criticizing the conflict. (Mitchell, dkk.2000) explains that a conflict or disagreement on certain conditions is able to identify an environmental management processes and resources that can not run effectively, sharpen ideas, can even explain the misunderstanding. Conflicts of interest among members of the organization or the community is a reasonableness. To clarify the issue of conflict, theoretically been distinguished conflict as follows:
Conflict within the organization
a. Traditional conflict
This conflict occurs because of differences in interest according to their respective interests between the two parties are bound yana working relationship. Both sides are usually among the leaders (managers) and employees / members of the organization, although it can occur also between employees and / or between groups of employees
b. Conflict behavior
This conflict occurs because of conflict behavior based on differences in the backgrounds of employees / members of the organization. The other difference between the inequality of cultural background, education, ethnicity, religion, race, skin color (especially between blacks and whites in the western hemisphere), etc.. In fact this conflict can be distinguished between:
1). Functional conflict is a conflict that competition in the achievement. This conflict is generally considered positive for the organization, so it needs to be managed.2). Conflict Interaction, According to this theory conflicts may occur due to interaction disharmonis which can always occur in human beings realize the nature sosialitasnya. One cause is a condition of emotional intelligence or social intelligence organization members / employees is still relatively low. Among them appear in the attitudes and behaviors want to win themselves, tend to prefer patronizing others, feel more super than others / arrogant, selfish and want to privileged and others, in both hang out and work. DuBrin (1984) in Wahyudi (2006) states that the conflict refers to conflict or an individual or group that could increase tensions as a result of blocking each other in achieving goals.
The occurrence of Conflict Causes
Conflicts usually arise in the organization as a result of problem- communication problems, personal relationships or organizational structure. Briefly cause of the conflict can be explained as follows:
- Communication: misunderstandings with regard to the sentence, the language difficult to understand or the information ambiguous and incomplete, as well as individual style managers are not consistent.
- Structure: The power struggle between ministries with interests of interests, competition for resources is limited or interdependence of two or more groups of work activities to achieve their goals.
- Personal: goal incompatibility, do not know the values of employees with personal social behavior that played on their positions and differences in values or perceptions (Supardi, 2003). Conflicts can occur in many situations the organization of work, Wahyudi (2006) that said, the rules are enforced and that the written procedures and not written down can cause conflicts, if its application is too stiff and hard. Each member organization inherits values based on background life, the application of penalties as a result of strict application of rules cause the individual to work under threat is not based on motivation. Conflicts arise because of the fact that, members compete for get the organization's resources are limited, increasing workload, the flow tasks that are less understood subordinates, communication errors, and the difference status, goals or perceptions (Handoko, 2003). Conflict occurs because there are conditions that precede, and the condition a source of conflict (Hardjana, 1994). The emergence of conflicts the dynamics and organizational development, because it is the leadership (managers) need to understand some of the reasons that could lead to conflict, and examine conflict as an event that can not be separated from the question of organization.
WORK STRESS
Understanding Job Stress
Generally people think that if someone is faced with the demands of work that goes beyond the ability of the individual, it is said that the individual is experiencing job stress. Understanding that are internal that creates an imbalance of physical and psychic in a person as a result of the external environment, organizations, other. Stress as an umbrella term that merangkumi pressure, load, conflicts, fatigue, tension, panic, feeling the roar, anxieti, moodiness and loss of power. Job stress is a condition of tension that creates an imbalance of physical and psychological, that affect emotions, thought processes, and the condition of an employee. Stress that is too large can threaten a person's ability to deal with the environment. As a result, the employees themselves developed a variety of symptoms of stress that can disrupt the execution of their work. People who experience stress can become nervous and feel chronic anxiety. They often become irritable and aggression, can not relax, or an uncooperative attitude (Rival, 2008).
Categorized Via the Stress of Work:
According to Phillip L. Rice, Author of the book Stress and Health, a person can be categorized as experiencing stress of work if:
- Stress experienced affairs involving also the organization or company where individuals work. But the cause is not only in the company, because of domestic problems that carried over into the job and employment issues are brought into the home can also be a cause of work stress
- Resulting in negative impact for companies and individuals
- Therefore necessary cooperation between the two sides to resolve the problem with such stress.
Impact on Companies
An organization or company can be analogous to the human body. If one of the limbs is disturbed, it will hamper the whole movement, causing the whole body feels sore and cause the individual can not function normally. Similarly, if many of the employees in the organization of work experience stress, productivity and health of the organization will be disrupted. If the stress experienced by the organization or company is not settled, then it could potentially invite a more serious illness. Not only individuals who may develop the disease, any organization can have a so-called diseases of the organization.
Randall Schuller (1980), identifies some of the negative behaviors that affect the organization's employees. According to researchers, the stress faced by employees is correlated with a decrease in work performance, increased work absenteeism, as well as the tendency of an accident. Briefly some of the negative impacts caused by the stress of work can be: 1. The occurrence of chaos, the barriers in both management and operational work 2. Disrupt the normalcy of work activities 3. Lowering the level of productivity 4. Lowering income and corporate profits. Financial losses suffered by companies due to Uneven between productivity and costs incurred to pay the salaries, allowances and other facilities. Many employees who do not come to work with a variety of reasons, or work not completed on time either because of inertia or because of the many mistakes are repeated.
Impact on Individuals
The impact of job stress for individuals is the emergence of problems related to health, psychological and interpersonal interaction: - Health - Psychological - Interpersonal Interaction
Source of Stress
To understand the sources of job stress, job stress we should see this as an interaction of several factors, namely the stress in the work itself as external factors and internal factors such as character and perception of the employees themselves. In other words, work stress is not solely due to internal problems, because the reaction to the stimulus will depend on the individual's subjective reaction to each. Some sources of stress which, according to Cary Cooper (1983) is considered as a source of job stress is the stress due to: 1. Working conditions, 2. Problem of the role, 3. Interpersonal relationships, 4. Career development opportunities, 5. Organizational structure.
Overcoming Work Stress
Stress also work no matter how small must be dealt with immediately. A renowned expert in the field of mental health, Jere Yates (1979) suggests there are eight (8) the rules to be followed in dealing with stress are:
- Maintain a healthy body as best you can, try a variety of ways that you do not get sick.
- Accept yourself as you are, foibles and strengths, failures and successes as part of your life.
- Stay beautiful maintaining friendly relations with someone who you think is the most can be invited to vent.
- Perform a positive and constructive action in addressing the sources of your stress at work, for example, seek immediate solutions to the problems faced on the job.
- Stay maintain social relationships with people outside your working environment, for example with a neighbor or close relative.
- Try to maintain a creative activity outside of work, such as exercise or recreation.
- Engaging in useful occupations, such as social and religious activities.
- Use the method of analysis is quite scientific and rational in viewing or analyzing your work stress problems.
0 comments:
Post a Comment