Running Head: CONFLICT AND STRESS

Conflict and Stress W7_Final_Project: BU 301-7E: Organizational Behavior and Human Relations

CONFLICT AND STRESS Table of Contents

Introduction ..................................................................................................................................... 3 Body ................................................................................................................................................ 3 Problem Defined ............................................................................................................................. 3 Occupational Stress ......................................................................................................................... 4 Symptoms of Work Place Stress ..................................................................................................... 5 Conflict Resolution ......................................................................................................................... 5 Stress Relief .................................................................................................................................... 6 Personal Experience ........................................................................................................................ 7 Conclusion ...................................................................................................................................... 8 References ....................................................................................................................................... 9

CONFLICT AND STRESS Conflict and Stress Introduction Conflict and stress is something that affects everybody in one form or another, whether

on a personal or family level or a professional organizational level. Conflict resolution and stress management are two ways that organizations can avoid employee burnout, increase productivity and thereby increase profits. Everybody handles conflict and stress differently, but most people agree that if left unhandled usually leads to physical, mental, and emotional problems. The discussion will look at some causes of stress in the workplace, as well as ways to overcome the potentially devastating effects on the individual and the organization. Body Problem Defined A well run organization must take into account that conflict and stress are a part of everyday life. The textbook definition of conflict is the opposition of persons or forces giving rise to some tension (p. 408), and stress is defined as the mental and physical condition that results from a perceived threat that cannot be dealt with readily (DuBrin, 2006, p. 413). The act of people opposing each other produces tension or possible perceived threats that could create mental and physical ailments. The thing that makes handling stress so important is that it has the ability to compound itself and produce negative tension, which could manifest as health problems (Hinton, 2010). In todays fast-paced society, everyone experiences stress in many different ways and handles conflict and stress differently. In the workplace, there are age differences, work ethic differences, as well as different skill and education levels (Hinton, 2010). Employees also bring to the workplace issues from their personal life that may affect their job performance (Hinton).

CONFLICT AND STRESS Research performed over ten years indicates that the doubling of work-related stress is a major

cause of days lost, creating a negative effect on the bottom line of business (The Safety & Health Practitioner, 2011). Conflict and stress have a direct impact on profits due to the decrease in productivity that negative behaviors generate. Occupational Stress Occupational stress acts similar to an infection, which changes the attitudes and behaviors of employees. An employee must be committed, compliant, satisfied, and able to achieve organizational goals (Akintayo & Babajide, 2011). In addition stress created in the work place, an employee must also be able to deal effectively with their personal life experiences, such as financial situation, job performance, family conflict, schooling, death and other events (Akintayo & Babajide, p. 2). This infection of stress, when left alone has the tendency to create burnout, or extreme mental, emotional, and even physical exhaustion (Hudek-Knezevic, Krapic, & Maglica, 2011). Nursing is just one occupation where the work-family conflict is a frequent predicament, which is why the recommendation is flexible work hours and job sharing (AORN Journal, 2007). Work stress divides into sub sets, which includes; work overload, ambiguity, conflict, lack of authority to make decisions, and patron disabilities (McNally, 2010). Studies have indentified workload as a key stressor and that stressed employees are often depressed (McNally). This is why organizations need to have available work support services from coworkers, supervisors, and external resources when needed (McNally). The ability to identify someone who is experiencing stress and accessing the level of support required is critical, not only for proper treatment, but also for the health of the organization (Addington-Hall, Ramirez, & Richards, 1998). Although in cases mental health professionals are needed in severe cases, it is

CONFLICT AND STRESS amazing the difference that can be made by an understanding, respectful, and supportive coworker. Symptoms of Work Place Stress The symptoms of work place stress usually breakdown into three categories. The first category is physical symptoms that could include; headaches, teeth grinding, clenched jaws, chest pain, shortness of breath, pounding heart, high blood pressure, muscle aches, indigestion, constipation or diarrhea, increased perspiration, fatigue, insomnia, or frequent illness (Lynott, 2011, p. 2). The second category is psychosocial symptoms including; anxiety, irritability, sadness, defensiveness, anger, mood swings, hypersensitivity, apathy, depression, slowed thinking or racing thoughts, and feelings of helplessness, hopelessness, or of being trapped (Lynott, p. 2). The third category of symptoms is behavioral, which include; overeating or loss of appetite, impatience, quickness to argue, procrastination, increased use of alcohol or drugs, increased smoking, withdrawal from others, neglect of responsibility, poor job performance, poor personal hygiene, change in religious practices, or a change in close family relationships

(Lynott, p. 3). Many people are good at hiding some of these symptoms of stress, which is why it is important to have good listening skills. If stress in workplace becomes extreme, the employee and the organization experience the effects in one form or another. Conflict Resolution Conflict resolution policies in the workplace provide one method to maintain control and provide mediation. In some instances, conflict or differing opinions are harmless, but when they become negative, they could grow into serious problems for both the employee and the organization (Bowman, 2007). Unresolved conflict could cause stress, just as stress could lead to conflict, leading to a vicious cycle that could spread throughout the organization (Bowman,

CONFLICT AND STRESS 2007). Mediation is not always successful, but it allows for open communication and exposes

problems that need handled, as well as being a better alternative to litigation (Bowman). Chronic stressors that left alone, such as arguments that persist in the workplace could affect physical, mental, emotional, and financial health (Miller, Reznik, & Roloff, 2010). It is common for organizations to use conflict to produce positive results, as in competitive contests. These positive consequences produce, increased creativity, effort, diagnostic information, and group cohesion (DuBrin, 2006). This assumes that there are no aggravating stressors to limit the positive results, ambushing the contest. The negative consequences derived from conflict include; poor physical health, poor mental health, heightened self-interest, poor performance, sidetracked goals, and wasted resources (DuBrin). Conflict often is a result of fear or threatened self-values, which cause discomfort and differing opinions (Authenticity Consulting, LLC, n.d.). Addressing problem areas, focusing priorities, recognizing differences, energizing, and motivating, are a few benefits that high-performing teams enjoy because of conflict (Authenticity Consulting, LLC). Stress Relief The stress felt by anyone is a very personal and unique experience and could come from anywhere, which is why understanding stress management is something that everyone needs. Personal experience with stress reveals tight shoulder and neck muscles, which restricts blood flow to the brain, producing headaches and impeding the nervous system to and from the brain. This also causes the heart to beat faster to compensate for the poor circulation. The best method that compensates for these early stages of stress symptoms is message therapy (WebMD, LLC, 2012). Drugs could help relax the muscles as well as to help with psychological and emotional stress symptoms, but these also have potentially negative side effects. Nothing can compare to

CONFLICT AND STRESS the relaxing experience that the healing power of touch has on the body (WebMD, LLC).

Organizations can provide support and a better work environment but it is also necessary to take personal responsibility of stress management. By controlling and removing stressful situations, and properly managing the symptoms of stress, we can be masters of stress instead of being its slave (DuBrin, 2006). Person experience also shows that meditation along with massage, moderate exercise, like yoga, a healthy diet, proper hydration, proper breathing, as well as a sufficient amount of sleep, is a great way to eliminate the negative effects of stress. Lifestyle changes are ways to help in avoiding the situations that cause stress, such as time management, balancing work and family, thinking positive instead of negative thoughts, and getting support when needed (WebMD, LLC, 2012). Personal Experience A clever woman once said, Son, you cant keep a bird from flying over your head, but you can keep them from building a nest in your hair; mom was very wise. Trying to keep stress from coming around is an exercise in futility. The trick is in finding what works to keep stress from destroying your life and making others miserable. It is all right when stressful situations arise, they are a normal part of life touching everybody. The human bodys natural state is relaxed and made to be able to respond to threats, and then return to its relaxed (MayoClinic.com, 2011). As previously discussed, there are many ways to reduce the effects of stress, but finding the techniques that work for you and making them a regular routine, will produce the ability to relax on demand (MayoClinic.com). Growing up with five sisters and being the youngest, it quickly became apparent that we were a very emotional family. The problem was that, back then, men kept these emotions inside and taught not to express them. This of course produced stress, because emotions need

CONFLICT AND STRESS expressed, in order to flow, to release built up energy, which has a healing effect on the body. There is a time and place for everything and there is a time and place to release emotions. The

lesson learned over time, was that it is okay for men to cry. When people accumulate stress, there is an emotional response, that when held in too long, produces a negative effect on the body. Crying is one way that the body uses to help release emotions, and returns the body to a relaxed state. Crying does a body good. Conclusion As a final thought about all we learned regarding conflict and stress in the workplace, if the problems created by stress go ignored, the organization faces an uphill battle in reaching their goals. Most managers who walk into an office where stress is affecting the majority of employees, can sense the tension in the air, and should be a signal to intervene. Because stress is an ongoing occurrence, organizations need to develop a strategy to keep the potentially devastating effects from becoming an epidemic, with no antidote. Returning to a relaxed state, in todays fast-paced society needs to be a conscious act. If we allow stress fester, it will grow and produce debilitating symptoms, which will harm us, in all areas of our lives. An acronym for stress is Symptoms That Reach Emotionally Significant Status. The best definition of emotion is energy in motion, and that energy needs to flow so that the body can return to its relaxed state. Releasing emotions, along with proper breathing techniques, staying hydrated, eating properly, moderate exercise, massage, and meditation, are the tools available that organizations and each individual should use to combat conflict and stress.

CONFLICT AND STRESS References Addington-Hall, J., Ramirez, A., & Richards, M. (1998). The carers. British Medical Journal , 316(7126), 208+. Retrieved from http://go.galegroup.com.ezp-

02.lirn.net/ps/i.do?id=GALE%7CA20209783&v=2.1&u=lirn_crevc&it=r&p=AONE&sw Akintayo, I., & Babajide, E. O. (2011). Occupational stress, psychological well being and workers' behavior in manufacturing industries in south-west Nigeria. International Journal of Management and Innovation , 3(1), 32+. Retrieved from http://go.galegroup.com.ezp02.lirn.net/ps/i.do?id=GALE%7CA270372937&v=2.1&u=lirn_crevc&it=r&p=AONE&s AORN Journal. (2007). Tension between work and family life common for nurses. AORN Journal , 85(1), 146. Retrieved from http://go.galegroup.com.ezp02.lirn.net/ps/i.do?id=GALE%7CA158387455&v=2.1&u=lirn_crevc&it=r&p=HRCA&s Authenticity Consulting, LLC. (n.d.). How to Deal With Conflict:. Retrieved February 19, 2012, from managementhelp.org: http://managementhelp.org/interpersonal/conflict.htm Bowman, H. (2007). Time to chill. Accountancy Age , 12. Retrieved from http://go.galegroup.com.ezp01.lirn.net/ps/i.do?id=GALE%7CA166636695&v=2.1&u=lirn_crevc&it=r&p=HRCA&s DuBrin, A. J. (2006). Fundamentals of Organizational Behavior (with InfoTrac), 4th Edition. Mason, OH: South Western Educational Publishing. Hinton, D. J. (2010). Workplace stress. Dermatology Nursing , 22(1). Retrieved from http://go.galegroup.com.ezp02.lirn.net/ps/i.do?id=GALE%7CA225588751&v=2.1&u=lirn_crevc&it=r&p=HRCA&s Hudek-Knezevic, J., Krapic, N., & Maglica, B. K. (2011). Personality, organizational stress, and

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attitudes toward work as prospective predictors of professional burnout in hospital nurses. Croatian Medical Journal , 52(4), 538+. doi: 10.3325/cmj.2011.52.538. Lynott, W. J. (2011). You can defuse workplace stress: follow these tips to reduce tension in your office stemming from a fast pace and heavy workloads. Medical Economics , 88(7), 25+. Retrieved from http://go.galegroup.com.ezp02.lirn.net/ps/i.do?id=GALE%7CA258439270&v=2.1&u=lirn_crevc&it=r&p=HRCA&s MayoClinic.com. (2011, March 19). Stress management:. Retrieved February 19, 2012, from mayoclinic.com: http://www.mayoclinic.com/health/stress-management/MY00435 McNally, S. (2010). Stress among support staff. Learning Disability Practice , 13(8),13. Retrieved from http://go.galegroup.com.ezp02.lirn.net/ps/i.do?id=GALE%7CA240917339&v=2.1&u=lirn_crevc&it=r&p=AONE&s Miller, C. W., Reznik, R. M., & Roloff, M. E. (2010). Communication during interpersonal arguing: implications for stress symptoms. Argumentation and Advocacy , 46(4), 193+. Retrieved from http://go.galegroup.com.ezp02.lirn.net/ps/i.do?id=GALE%7CA232177605&v=2.1&u=lirn_crevc&it=r&p=AONE&s The Safety & Health Practitioner. (2011). Employers failing to resolve conflict in the workplace. The Safety & Health Practitioner , 29(5), 53. Retrieved from http://go.galegroup.com.ezp02.lirn.net/ps/i.do?id=GALE%7CA257557578&v=2.1&u=lirn_crevc&it=r&p=AONE&s WebMD, LLC. (2012). Stress Management Center: Reducing Stress, Stress Symptoms, Causes, Treatments, and Relief:. Retrieved February 19, 2012, from webmd.com: http://www.webmd.com/balance/stress-management/