How far should an institution be involved in developing stress management techniques?Coffey & Dugdill (2006) define stress as the difficulty to handle numerous mandatory requirements. The authors further point out that a person then develops fear and worry about their failure to adapt to these challenges (Coffey & Dugdill, 2006). The same assertion is adapted by Lynn (2012) who defines stress as a self-inflicted fear to handle difficult situations. However, the author points out that the feeling may be involuntary if a person faces difficulties they are not equipped to handle (Lynn, 2012). On many occasions, stress is involuntary. This is based on that the psychological strength of a person may only function to certain limits. If the limit is exceeded, a person fails to develop coping techniques.Avey, Luthans & Jensen (2009) cite that professional requirements increase the probability that a person may suffer from stress. The authors further point out that, poor employee management may also be cited as stress causing factors (Avey, Luthans & Jensen, 2009). The inability of a person to establish a balance in their personal and professional life is also a significant causing factor.Outside the workplace, personal problems may also cause stress that may be transferred to the workplace. For this reason, Lynn (2012) asserts that one should separate their personal and professional emotions. Another significant cause of stress is the inability of the management team to understand the requirements of its human resources. Consequently, the management team may put in place very high requirements standards. This increases the pressure for employees to perform exceptionally. Prolonged need to acquire high-level success may lead to stress. Lynn (2012) points out that poor management of employees is the greatest cause of stress. The author further cites that this form of stress is extended outside of the workplace (Lynn, 2012).Moen & Skaalvik (2009) are the assumption that management teams should function as coaches on the psychological performance of employees.
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