How occupational stress affects mental health Essay Example for Free

How occupational stress affects mental health Essay Stress is a normal condition that affects many people. However too much stress leads to both mental and physical health. When a person has, too much stress there is a high probability that a person will stop functioning normally. Severe stress also can also lead to breakdown. This can be observed through the behavior that a person exposes. This means that a person changes the set of patterns of behaviors. Their performance in day to day duties are also affected and become worse as days pass. A person tends to lose interest and the ability of functioning as a normal person. These are obvious signs of nervous breakdown. Severe stress cause mental disorders in people. This happens especially if the stress becomes severe. It is good for one to deal with stress because of the effects it has on the mental health. This is because some of the factors that lead to stress are complicated for the mind to handle. Stress compels one part of the body against another part of the mind. This leads to pulling and pushing against the positive forces. This then leads to compression of emotions and thoughts. This makes a person to have feelings of loss of control of life. If a person dwells on the negative feelings this makes the person to have high possibilities of being subject to mental illness. The mental health is affected as stress leads to change of the equilibrium in the brain, which applies pressure to the mind. Lack of reinstatement of the equilibrium leads to chemical imbalances and diseases. In case the mind has some faulty areas, this makes a person have difficulty in coping with stress. This leads to more negative thinking including suicidal thoughts (The British Psychological Society, 1993). There are several symptoms of stress and anxiety caused at work. Stress at work is caused by work pressure, relationships, at6 work or issues related to finances. The nature of work has changed over the last century and is still undergoing change drastically. With these drastic change, stress is inevitable as workers try to cope with the changes. Stress by the workers is dangerous as it affects not only their health but also the health of the organization. The symptoms of work stress vary from person to person depending on the situation or how ling a person is subjected to the stress and the stress intensity. Some of the typical symptoms of work stress include lack of concent6tartion in one responsibility, frequent absenteeism without valid excuses, some workers turn to substance abuse and one show some signs of frustrations and extreme anger, which is usually directed to fellow workers (Tetrick, 1987). Workers who are at high risk of getting stress and anxiety are the ones who are experiencing job insecurity as a result of the metamorphic changes that may be occurring in the work place. Reorganizations, downsizing and takeovers are some of the changes that occur in organizations that lead employees to have stress and become anxious, as sometimes they do not understand where future in the organization lies. High demand for performance also leads to stress and anxiety for instance increased workload, long hours of working and intense pressure to perform at peak levels but without increase of the pay. Workers who are faced with these kinds of p-pressures have possibility of getting anxious and stressed. People who their believes conflict and those who are unable to cope with workplace culture also have high possibilities of getting stress and anxiety (Tetrick, 1987). Example of workplace cultures that may lead to stress include adapting to dress code, communication pattern, hierarchy and the behavioral patterns. If a person experiences stress and anxiety as a result of the above and does not seek help the stress and anxiety may be worse leading to mental and physical problem. There are various ways in which individual can deal with stress. It is necessary for one to be able to change with time so that to prevent stress. Being able to change with time makes a person feel more secure. Foe example, in work places it is important for an individual to be continually prepared for any change that might arise so that to survive and avoid stress. It is also good for one to find emotional and moral support from friends and family members. It is good to find time to remotivate and reenergize whenever one feels down. This prevents the stress from escalating to more severe problem. Individuals who turn to substance abuse, as a way of relieving stress should also avoid this because substance abuse acts as way of increasing the stress. It important to develop positive attitude towards every situation in life including stressful situations. This is done to prevent situations such as fear anger and negative thinking, which leads to stress. This can be done by employing personal growth techniques such as exercises, breathing and meditation. Work place stress can also be reduced by celebration of accomplishment of other people’s accomplishment. In case of stress that is chronic, it is advisable to seek assistance from a health profession (Koeske, Kirk Koeske, 1993). This knowledge regarding stress and anxiety and the ways to handle them is important as it help me understand that in some cases they may not be inevitable in the workplace. By understanding this, it is important to understand the way to prevent them from occurring and way I can do to stop them from affecting my performance. The knowledge is also helpful as it make me understand ways I can help my colleagues whom I find with the problem in the future.

Mistaken Identities in The Taming of the Shrew :: Taming Shrew Essays

Mistaken Identities in The Taming of the Shrew       Throughout the play "The Taming of the Shrew," William Shakespeare has utilized several ingenious techniques resulting in an effective piece of work.   One of the more unique and creative methods is the use of mistaken identity.   With the use of mistaken identity, Shakespeare has successfully given the play an element of humor from the beginning to the end.    The mistaken identity within the two induction scenes must have been quite humorous for the upper-class noblemen who watched the play.   In Shakespeare's time, the upper-class often found their amusement in the poorer, more unfortunate lower-class.   Christopher Sly was no exception.   When the lord finds Sly, a drunk beggar, he immediately plots a practical joke to play on him.   The lord, who is very wealthy and obviously has a lot of time on his hands decides to treat Sly as a nobleman and see how he reacts.   In addition to ordering his servants to treat Sly as their master, he too pretends to be a servant.   The most amusing part of this induction occurs when Sly becomes convinced that he is indeed a nobleman.   When he first awakes, he thinks that everyone is playing a joke on him.   After some convincing, Sly gives in and believes that he really was suffering from a long sickness.   When Sly asks the page, who is pretending to be his wife to undress and join him in bed, the audience must have reacted with loud laughter knowing that his 'wife' is actually the same sex as he. Although Sly does not understand the lifestyle of the upper-class, it is quite obvious that he is enjoying it while it lasts.    There are several cases of mistaken identity present in the subplot which involves Bianca and her suitors.   One humorous situation caused by mistaken identity arises in Act I, Scene ii, when several of the characters meet each other.   Here, the audience learns how gullible Gremio is when he is tricked by Lucentio into believing that Lucentio is a schoolmaster.   Gremio does not realize that he is actually giving a fellow competitor an opportunity to court Bianca.   The dramatic irony here is amusing to the audience because they all know that Lucentio is not going to speak highly of Gremio like he had promised.

Electronics Human Resources Management (E-Hrm)

Introduction Electronics Human Resources Management (e-HRM) is one of the most critical tools for analyzing businesses for the next step in business strategy. Even the tiny, no more than 30 staff in an office is necessary to explore the advantage of using e-HRM to achieve higher efficiency. Many companies do not understand how much time and cost they are spending on traditional human resource management (HRM) tasks until they brainstorm and try to save their time.E-HR can provides valuable potential for a wide variety of uses including employee self-service, the production of reports, the sharing of information and the administration of functions (Pass, 2002). VHR offers a network-based structure built on partnerships and typically mediated by information technology(IT) to help an organization acquire, develop and deploy intellectual capital(Lepak and Snell,1998). Therefore, e-HRM is evaluating to be its information technology(IT) field .One of the major reason why using e-HRM is tha t global competition is giving more and more stress on managers in United State to increase the speed and the quality of decision making. Moreover, providing more funding in information technology usually result in faster and better management decision making. ( Broderick, R. & Boudreau, J. W. ,1992) More and more senior managers started to use e-HRM to improve the performance in Human Resources .Hussain, Wallace, and Cornelius (2007) discovered that the norm, irrespective of company size can be increased gradually for senior HR professionals implementing the systems of e-HRM and this had led to the HR profession providing a value-add for the company. The main objectives of this paper are to: -Understanding the Electronic Human Resource Management -Types of Electronic Human Resource Management -Theoretical Perspectives -Example of using Electronic Human Resource Management The paper is written as follows.First and foremost, we provide a understanding basic concept of e-HRM ,how it w orks and the uses of computers. Then we will describe the three types of e-HRM and explain the theoretical perspectives with example. Lastly, we recap the conclusion and provide suggestions for organization in the future. After reading this paper, we will see the importance of implementing electronic Human resource information systems. a. Structure of your paper 1. Present the major concepts or real world problems you want to address Understanding Electronic Human Resource ManagementNowadays, the concept of e-HRM is still unclear no meter how senior mangers frequently using them. In fact, e-HRM is the (planning, implementation and) application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities. (Strohmeier, S. , 2007). The aim of e-HRM is to provide the potential improvement of services to HR department stakeholders. Apart from this, the operating and transferring of computerized HR in formation is also called electronic human resource management.It offers companies to reduces costs and provide more sufficient information to employees in a shorter and more efficient way. Especially in economic downturn, it becomes the key for companies to be more efficient in every section of their business. The majority of the computer applications are to manage employee personal records and payroll. A common payoff to such investments was more efficient information management. Type of Electronic Human Resource Management Three major type of e-HRM like operational, relational and transformational were revealed by Lepak and Snell (1998).Operational e-HRM is involved in supervisory function like employee personal data and payroll. Many Human Resources activities such as pay and benefits service to the Internet are rearranged by many firms in order to achieve higher efficiency (Perrine, 2001). In traditional way, the basic salary, commission, wages, and benefits were recorded and ca lculated by manual writing on paper at a certain time interval. However, the internet offers an instantaneous way for employees obtaining information on separating into salaries, deductions and accumulated balances.The information of Wages, other benefits and salary can be directly achieved by downloading from the payroll, benefits and compensation databases. (Ngai, E. W. T. , Law, C. C. H, Chan, S. C. H. , & Wat, F. K. T. , 2008) Relational e-HRM is focused on supportive business operations. Incidentally, training, recruitment, performance management are examples of under Relational e-HRM.. In recruitment and selection, online recruiting is the trend nowadays. (Bussler and Davis, 2001; Kumar, 2003)The information of the job seekers is stored in the information system.The method of screening out of suitable candidates is no longer by human eyes, but enters the keywords for identifying the basic requirement. Moreover, performance appraisal will not only be evaluated at a period of ti me, but can easily be followed up online by not tracking only one databases such as supervisors, peers, customers or subordinates. (Ngai, E. W. T. , Law, C. C. H, Chan, S. C. H. , & Wat, F. K. T. , 2008)One of the major reasons in using e-HRM is that the use of internet support for the function of training and development. (Kirrane,1990).It can save the time of teacher in recording the a series of lessons once and upload it on the e-Learning for the candidates to learn by themselves. Besides, the reference books can be printed out as a PDF file and uploaded it on the databases system for candidate or researcher further educations. As a results, the education materials like recruiting teachers, reserving rooms for teaching or ordering the books can be reduced gradually. Hence, it can save the cost in training section. On the other hand, it increase the efficiency and effectiveness .Transformational e-HRM is covered the area of HRM activities with a strategic character, for instances, know management, strategic re-orientation. Know management is about organizations using new method to engage the problems of innovation and competitiveness. (Swart and Kinnie, 2003). It is possible to create a change ready workforce through an integrated set of web-based tools that enables the workforce to develop in line with the company’s strategic choices or to have paper-based materials. (Huub and Tanya ,2004) Theoretical PerspectivesWell defined theory can become the critical part in research and development. In this paper, we will discuss them briefly. New institutional theory (DiMaggio and Powell, 1983) provides adequate and developed possibilities to explain the connections of the context and the structure of e-HRM. Transaction cost theory(Williamson,1994) explains the structure and the connection of the economic consequences of e-HRM. In the other words, organization should consider the institutional arrangements according to the cost effectiveness.Example of using Electronic Human Resource Management In cost leadership objectives, cost reduction in different aspects such as reporting, monitoring the status of applications and transaction operation is the main concerned of many senior professionals. In order to reduce the administrative cost effectively and efficiently, computerization can exclude the layers of paper writing and decentralize administrative work. As a result, administrative standardization, accuracy and the controls will also be improved. Conclusion 2.Present the theories and models that you want to use to analyze the concepts or problems based on your real world experiences 3. Analyze the concepts or problems by using these theories and models 4. Present your conclusions Reference Pass, C. (2002),†How one company has embraced e-HR†,HR Focus,Vol. 79,pp. 1-3. Broderick, R. & Boudreau, J. W. (1992) Human resource management, information technology and the competitive edge, Academy of Management Executive, 6(2), 7-17. Lepak,D. P and Snell,S. A. (1998),†Virtual HR:Strategic human resource management in the 21st century†, Human Resource Management Review,Vol. , pp. 215-34 Hussain, Z. , Wallace, J. , & Cornelius, N. E. (2007). The use and impact of human resource information systems on human resource management professionals. Information & Management, 44, 74-89. Strohmeier, S. (2007), Research in e-HRM: Review and implications. Human Resource Management Review, 17, 19-37. Ngai, E. W. T. , Law, C. C. H, Chan, S. C. H. , & Wat, F. K. T. (2008), Importance of the Internet to Human Resource Practitioners in Hong Kong, Personnel Review, 37, 66-84. Huub and Tanya(2004)†E-HRM: Innovation or Irritation.An Explorative Empirical Study in Five Large Companies on Web-based HRM† Kirrane, D. E. (1990),†Machine learning†, Training and Development Journal,Vol. 4, pp. 24-9. Kumar, S. (2003),†Managing human capital supply chain in the internet era†, Industrial Managemen t & Data Systems, Vol. 103, pp. 227-37 Swart, J. and Kinnie, N. (2003),†Sharing knowledge-intensive firms†, Human Resource Management Journal, Vol. 13 No. 2, pp. 60-75 Williamson, O. E. (1994). Transaction costs economics and organization theory. In N. Smelser & R. Swedberg (Eds. ), Handbook of Economic

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