Stress as a tool of organizational management

It is known that stress has positive and negative consequences. The main positive effect is an impetus for development and learning, increased energy levels and attention. In small doses, it can motivate people to take action and complete tasks.

However, when stress is overwhelming, or even more chronic, it can have negative effects on a person's physical and mental health and can lead to a variety of symptoms such as anxiety, depression, fatigue, irritability and difficulty concentrating. And then it reduces productivity, not to mention the person's personal circumstances.

The formation of a certain level of tension (stress) in an organization is one of the functions of management. It manifests itself in the following actions: 

• Defining corporate rules of conduct that restrict employee behavior in certain ways
• Setting individual goals
• Setting deadlines for completing tasks
• Providing assessment (feedback) regarding the work performed or the behavior of the employee

Increasing stress in moderation is based on the understanding that, in small doses, it tends to stimulate positive employee reactions and improve performance. What it looks like in practice:

Formation of corporate rules Help employees understand their roles, responsibilities and what is expected of them.

Setting strict deadlines for task completion helps you get organized, improve productivity and motivation by creating a sense of urgency.

Setting challenging goals Helps people reach their full potential and achieve success. Some employees prefer goals that are slightly beyond their competence, as this adds interest to their work and pushes them to develop.

Providing constructive feedback: Providing specific, actionable, and timely feedback when an employee is underperforming helps create a sense of responsibility and increase motivation.

Formation of teamwork: For some employees, starting to work in a team is a source of stress, since they have to adapt to the corresponding social environment and thus limit their freedom and habits. But at the same time, teamwork usually increases the efficiency of the organization.

But the question arises - what dose of stress is required so that motivation does not turn from positive into negative, and sometimes destructive.

Many new managers get lost in this dilemma. Very often, after the first inevitable mistakes in leadership, a manager comes to the conclusion that fear is a more effective and simpler means of motivation than all others. And in organizations that do not implement a meaningful system of employee motivation, fear turns into the main management tool.

Using fear as a management tool involves using the threat of negative consequences to control or motivate employees.. Some examples of tools that are often used to instill fear in your employees include:

Threats of punishment: Using threats of punishment, such as firing or demoting employees, to control their behavior or motivate them to work harder.

Intimidation: creating a culture of fear by intimidating employees with verbal or physical abuse, or by creating an environment of constant surveillance or criticism.

Public humiliation: Using public humiliation, such as berating employees in front of their colleagues, to control or motivate them.

Negative consequences: creating a system of negative consequences, such as denial of promotions or bonuses, to control employee behavior.

It is fair to say that managers are often not fully aware that they are using fear as a means of control. Also, the transformation of a certain method of motivation into fear may depend on the personal psychological characteristics of employees, when they do not respond quite adequately to a management signal. And in this case, the manager may face unpleasant and destructive consequences.

In addition, managers may unintentionally exacerbate or cause team stress through their actions and management style.

Here are some ways managers can unintentionally cause stress in a team:

Setting unrealistic deadlines. Setting impossible deadlines for tasks or expecting team members to work long hours without breaks can create a high-pressure environment that leads to stress.

Lack of communication: Failing to communicate effectively with team members or ignoring their concerns can lead to feelings of isolation and stress.

Micromanagement: Excessive control or interference with team members can cause feelings of anxiety and stress.

Failure to provide support: Failure to provide team members with the resources or support they need, and failure to recognize and reward good work, can lead to feelings of demotivation and stress.

Creating a negative work culture. Creating a negative or toxic work culture that lacks trust, respect and open communication can lead to high levels of stress.

Failure to solve problems: failure to resolve or resolve conflicts or other problems within a team can lead to stress and a toxic work environment.

Failure to provide clear instructions: Failure to provide clear instructions or goals to the team can lead to confusion, uncertainty and stress.

Failure to Lead by Example: Managers who don't practice what they preach or lead by example can be seen as hypocrites and lose the trust of their team, causing stress.

It is important for managers to be aware of their actions and management style and actively work to create a healthy work environment that promotes well-being and reduces stress.

Using fear as a management tool or unknowingly increasing stress levels in an organization can have detrimental consequences, including:

• Decreased morale and motivation: Employees who feel fearful or intimidated are less likely to be motivated to do their best work.
• Decreased productivity: Fear can lead to increased stress and anxiety, which can negatively impact employees' productivity and ability to focus.
• Increased employee turnover: Employees who feel mistreated or unsupported in the workplace are more likely to leave.
• Reduced creativity and innovation: Employees who fear consequences may be less likely to take risks or share new ideas.
• Increased absenteeism and burnout: Employees who experience stress and lack of support are more likely to take time off or experience burnout.

If, having read this far, you recognize yourself or understand that your management style resembles the one described, I want to assure you, that using fear and stress as a management tool is not effective. Instead, managers should focus on creating a positive work environment where employees feel respected, valued, and supported, which will ultimately lead to increased productivity, productivity, and employee retention.

Managers can play a key role in reducing team stress by creating a healthy work environment and promoting healthy stress management practices. Here are a few recommendations:

• Encourage open communication. Encourage team members to talk openly and honestly about their stressors and challenges. Actively listen and help them find solutions to their problems.
• Set realistic deadlines for completing tasks. Set clear and realistic deadlines and help team members prioritize their tasks and manage their time effectively.
• Provide support and resources: Provide team members with access to support and resources, such as employee assistance programs, counseling services, and stress management workshops.
• Promote work-life balance: Encourage team members to take breaks, disconnect from work when they're not at work, and make time for their personal lives.
• Encourage regular exercise and rest. Encourage team members to regularly engage in exercise and relaxation activities such as yoga or meditation to reduce stress.
• Create a positive work culture: Create a positive and supportive work culture by recognizing and rewarding good work, encouraging collaboration, and encouraging a sense of purpose and meaning in work.
• Lead by example: managers can model healthy stress management behaviors and be open and transparent about their own stressors.

It is important to remember that stress management is an ongoing process and it is important to continually monitor and address the level of unnecessary disruptive stress in the organization.

All of the above applies to organizational management. However, most of us cannot always choose the organization in which we would like to work or our manager. In addition, there are many external sources of stress that also affect our lives and well-being. Remote work, economic uncertainty, financial problems, constant changes in technology and industry trends that require rapid adaptation, and finally personal circumstances - all of this contributes to stress reactions and, unfortunately, chronic stress.

Stress can have many negative effects not only on an organization, but also on the human body, both physical and mental.

Stress activates the release of hormones such as cortisol and adrenaline, which can cause various physical symptoms such as increased heart rate, blood pressure and muscle tension. Prolonged or severe stress weakens the immune system, making it more difficult for the body to fight off infections and diseases. Stress can cause various digestive problems such as stomach pain, constipation and diarrhea. Chronic strain on the cardiovascular system increases the risk of heart disease, stroke and other cardiovascular diseases. When a person is stressed, their appearance deteriorates - acne, eczema and psoriasis may appear. Weight gain or loss may occur due to changes in appetite and metabolism, muscle tension, headaches and joint pain, and sleep disturbances. Finally, stress can affect reproductive health and fertility in both men and women.

It's important to note that stress can manifest differently in different people, and people can experience different symptoms. If you are experiencing chronic stress, it is important to seek professional help as it can have serious long-term effects on your overall health and well-being. However, personal actions can greatly reduce its negative impacts on our lives and health.

The best ways for a person to cope with stress are:

Regular exercise: Physical activity releases endorphins, which improve your mood and offset stress.

Practice mindfulness and relaxation techniques: Mindfulness techniques such as meditation and deep breathing can help calm the mind and reduce the body's hormonal response to stress.

Getting enough sleep important for overall health and well-being and can help reduce stress levels.

Healthy diet: Eating a balanced diet rich in nutrients can improve your mood, energy levels and overall health.

Friendly social circle: Spending time with loved ones, family and friends can provide support, reduce feelings of loneliness and improve your mood.

Set realistic goals and prioritize. Prioritizing and setting realistic goals can help reduce feelings of overwhelm and stress. Learn to manage time effectively: Good time management can help reduce stress by reducing feelings of being overwhelmed or pressed for time. Find healthy ways to manage and express emotions: Methods such as journaling or talking to a therapist can help people manage their emotions and express them in a healthy way.

I hope these strategies will help you harness positive stressors and reduce the impact of negative stressors in your life and work.