Organizational stressors
Job role
Whatever the occupation, certain negative characteristics of a person’s role at work can increase the likelihood of his or her experiencing stress. Job stress includes over load, idle periods of time, job ambiguity, and conflicting performance expectations.
Over load
Most people prefer a job that has enough tasks to keep them busy and enough challenges to keep them involved. Role over load is experienced when the employees is expected to do more than their time permit. It is a situation in which there are simply too many expectations being communicated to persons at a given point in time. It causes less job satisfaction
Role ambiguity
Role ambiguity is created when role expectations are not clearly understood and the employee is not sure what they supposed to do. It occurs when the person in a role is uncertain about the role expectation. Research indicates that role ambiguity may cause loss of confidence in the role sender, low self confidence, and decrease job satisfaction. Role ambiguity makes people hesitant to act.
Role conflict
Role conflict at work is fairly common .Role conflicts are creating expectations that may be hard to satisfy. Role conflict arises from disagreement over the goals to attain or the methods used to accomplish goals. It includes contradictory instructions from higher officers, vague instruction and insufficient facilities regarding new assignments and policies. Etc
Unreasonable group and political pressure
Unreasonable political climate is also a stressor. A by-product of power struggles within an organization is heightened competition and increased stress for participants . Politics leads pressure to workers. This includes compulsion to work unwillingly, violation of formal procedures. Etc
Responsibility for others
A job that carries responsibility for either the well being or task performance of others is likely to cause some degree of stress. Mostly people in supervisory positions are more susceptible to such problems.
Under participation
The difference between one’s desires and actual participation gives a measure of the potential effectiveness of participation, assuming the ability of employees to contribute.
When employees want more participation than they have they are ‘Participative deprived’ and there is under participation positive feelings decline when under participation occurs.
Powerlessness
Because of the responsibility it entails and the interpersonal conflicts associated with it, many people have no need for power. To them it is easier and less anxiety provoking not to always live up to the expectations that go along with being a powerful person.
Powerlessness contributes a person’s use of political behaviors. People who feel powerless invest their energy in dysfunctional behavior like avoiding, covering up difficulties. Etc
Poor peer relations
Stress can be generated form poor relations with other employees whether they be boss, peer, subordinates or workers in other department. Difficult peers can be unpleasant to work with for a variety of reasons.
Intrinsic impoverishment
It includes monotonous nature of assignments, opportunity to utilize abilities and experience independently, opportunities to develop aptitude and proficiency, place of suggestion in problem solving. Etc
Low status
Status is the measure of relative worth conferred upon an individual by the group. Early in groups life, status ranking are usually determined by each persons’ status outside the group. External sources of status include income education, occupation or title. A more permanent status pattern developed based on contribution, productivity, creativity, cohesiveness, or some other quality. It also includes the nature of job enhancing the social status.
Strenuous working conditions
Prolonged continuous exposure to extreme heat, cold, noise or crowding can be very stressful. So can high visibility and lack of privacy. Workers on rotating shifts experience more stress than do those on regular shifts.
Unprofitability
It includes when a person receive low salary, absence of rewards or incentives. Etc