job performance is best when the amount of stress moves from moderate to high. course hero

What is the greatest stressor of all for managers?

Mar 02, 2018 · Stress-causing job factors include the company's policies, structures, physical conditions, ... Job performance is best when the amount of stress moves from moderate to high. False. ... Course Hero is not sponsored or endorsed by any college or university. ...

What is a high-stress job?

This daily routine helps her relax and unwind from work-related stress. Which of the following best refers to Richa's daily routine? Incorrect C) Procrastination. ... Job performance is best when the amount of stress moves from moderate to high. ... Course Hero is not sponsored or endorsed by any college or university. ...

What is the value of performance management in the workplace?

A second survey, by the American Psychological Association, examined the specific causes of stress. 11 The results of the study showed that the most frequently cited reasons for stress among administrative professionals are unspecified job requirements (38 percent), work interfering with personal time (36 percent), job insecurity (33 percent), and lack of participation …

What is the relationship between values and job satisfaction?

Final Exam. True/False: When managers start talking about improving productivity, employees initially react with relief. The basic way to measure productivity is to _______. Nice work! You just studied 393 terms! Now up your study game with Learn mode.

What are the factors that influence stress at work?

As such, we will examine three individual-difference factors as they influence stress at work: (1) personal control, (2) Type A personality, and (3) rate of life change.

What is the third personal influence on experienced stress?

A third personal influence on experienced stress is the degree to which lives are stable or turbulent. A long-term research project by Holmes and Rahe has attempted to document the extent to which rate of life change generates stress in individuals and leads to the onset of disease or illness. 32 As a result of their research, a variety of life events were identified and assigned points based upon the extent to which each event is related to stress and illness.

What is role ambiguity?

The first role process variable to be discussed here is role ambiguity. When individuals have inadequate information concerning their roles , they experience role ambiguity. Uncertainty over job definition takes many forms, including not knowing expectations for performance, not knowing how to meet those expectations, and not knowing the consequences of job behavior. Role ambiguity is particularly strong among managerial jobs, where role definitions and task specification lack clarity (refer to Table 18.2 ). For example, the manager of accounts payable may not be sure of the quantity and quality standards for her department. The uncertainty of the absolute level of these two performance standards or their relative importance to each other makes predicting outcomes such as performance evaluation, salary increases, or promotion opportunities equally difficult. All of this contributes to increased stress for the manager. Role ambiguity can also occur among nonmanagerial employees—for example, those whose supervisors fail to make sufficient time to clarify role expectations, thus leaving them unsure of how best to contribute to departmental and organizational goals.

How does personal control affect stress?

To begin with, we should acknowledge the importance of personal control as a factor in stress. Personal control represents the extent to which an employee actually has control over factors affecting effective job performance. If an employee is assigned a responsibility for something (landing an airplane, completing a report, meeting a deadline) but is not given an adequate opportunity to perform (because of too many planes, insufficient information, insufficient time), the employee loses personal control over the job and can experience increased stress. Personal control seems to work through the process of employee participation. That is, the more employees are allowed to participate in job-related matters, the more control they feel for project completion. On the other hand, if employees’ opinions, knowledge, and wishes are excluded from organizational operations, the resulting lack of participation can lead not only to increased stress and strain, but also to reduced productivity.

What is the second role related factor in stress?

The second role-related factor in stress is role conflict . This may be defined as the simultaneous occurrence of two (or more) sets of pressures or expectations; compliance with one would make it difficult to comply with the other. In other words, role conflict occurs when an employee is placed in a situation where contradictory demands are placed upon her. For instance, a factory worker may find himself in a situation where the supervisor is demanding greater output, yet the work group is demanding a restriction of output. Similarly, a secretary who reports to several supervisors may face a conflict over whose work to do first.

What is role overload?

Role overload is a condition in which individuals feel they are being asked to do more than time or ability permits. Individuals often experience role overload as a conflict between quantity and quality of performance. Quantitative overload consists of having more work than can be done in a given time period, such as a clerk expected to process 1,000 applications per day when only 850 are possible. Overload can be visualized as a continuum ranging from too little to do to too much to do. Qualitative role overload, on the other hand, consists of being taxed beyond one’s skills, abilities, and knowledge. It can be seen as a continuum ranging from too-easy work to too-difficult work. For example, a manager who is expected to increase sales but has little idea of why sales are down or what to do to get sales up can experience qualitative role overload. It is important to note that either extreme represents a bad fit between the abilities of the employee and the demands of the work environment. A good fit occurs at that point on both scales of workload where the abilities of the individual are relatively consistent with the demands of the job.

What is the least stress?

As shown, the least stress is experienced at that point where an employee’s abilities and skills are in balance with the requirements of the job. This is where performance should be highest. Employees should be highly motivated and should have high energy levels, sharp perception, and calmness.

What is a performance statement?

Performance Statement Examples. Shows up to work on time, and follows instructions, policies, and procedures. Meets productivity standards, deadlines, and work schedules.

What is the role of a manager in a team?

Ensures staff have the skills and resources to get things done. Provides staff with coaching, training, and opportunities for growth to improve their skills. Gives staff ongoing, constructive feedback on their performance and progress in light of expectations and goals. Holds timely discussions and performance reviews .

What is a positive attitude?

Displays a positive attitude about the work to be done, co-workers, customers, management, and employer policies. Addresses issues in an open, constructive, professional manner, and persuades others to approach issues in the same manner. Leads by example and sets standards for professional behavior.

What is alignment in business?

Definition. Aligns the direction, products, services, and performance of a business line with the rest of the organization. Performance Statement Examples. Seeks to understand other programs in the department, including their services, deliverables, and measures.

Good Stress?

Although stress carries a negative connotation, at times it may be of some benefit. Stress can motivate us to do things in our best interests, such as study for exams, visit the doctor regularly, exercise, and perform to the best of our ability at work. Indeed, Selye (1974) pointed out that not all stress is harmful.

The Prevalence of Stress

Stress is everywhere and, as shown in Figure 4, it has been on the rise over the last several years. Each of us is acquainted with stress—some are more familiar than others.