Coping with Employee Stress (Essay Sample)

Coping with Employee Stress Name Institution Course Instructor Date Coping with Employee Stress Transformational leadership is acknowledged universally for reducing stress levels within employees and especially for helping organizations steer through crises. Transformational leadership entails leading people to improve organizational culture based on the understanding that employees can be trusted and encouraged to share their ideas (Hannah et al., 2020). Leaders can foster strategies that eliminate sources of stress individually and for the whole team since they can appreciate the employees' psychological and emotional demands. Transformational leaders are active listers and empathetic and provide solutions to employee issues (Bass & Riggio, 2006). By creating an open environment, employees will feel valued and appreciated. The impact of transformational leadership on employees' well-being is enormous. The style of transformational leadership improves employees' psychological and emotional well-being. According to the study, well-being is described as a positive experience comprising satisfaction, personal growth, or emotional calmness in contrast to such negative experiences as stress, anxiety, and frustration. As for enhancing positive well-being, transformational leaders contribute to stress by providing an organizational culture where organizational members are receptive to personal development, satisfied with their careers, and hence better placed to manage stress. This empowerment empowers the individual and results in higher organizational performance and morale. The transformational leadership style is effective in critical high-stress occupations like health care, where there is usually high burnout and job dissatisfaction. Transformational leaders allow their employees to work in groups and develop new and creative solutions, the two considerable assets when managing disasters. Specifying roles and responsibilities helps ease employees' workload, decreasing stress levels arising from ambiguity and confusion (Djourova et al., 2020). Additionally, leaders using this style ensure that their teams remain resilient by observing constant confidence, maintaining proper communication, and ensuring that the team has a focus. Therefore, besides stress reduction, transformational leadership helps support long-term energy and valued employee involvement. Response To Classmate 1 I agree with your discussion, as it provides a good analysis of how transformational leaders engage with and facilitate the employees. I like your focus on listening and building people's self-assurance. Transformational leaders know how to motivate employees and achieve meaningful change (Bass & Riggio,2006). I want to inquire about the effect of leadership or the ability of leaders to recover from stress. Helping employees endure stressful circumstances costs significant time and strength. What strategies, in your opinion, can make transformation leaders preserve their strength and well-being while still being able to provide resources to a team? Kim and Cruz (2022) point out the correlation between transformational leadership and employees' health. Your discussion highlights the role of transformational leaders in factors such as satisfaction and personal development. It demonstrates that when employees have leaders who care for more than their productivity, they are more motivated and satisfied. However, another point worthy of consideration is how utilizing transformational leadership can also reduce the low-term adverse effects of stress, such as burnout, which are recurrent in high-pressure organizations. Instead of offering short-term psychological shock absorbers, transformation leaders build a work culture that shields one from stress in the future. Response to Classmate 2 Your discussion is an excellent overview of transformational leadership, and your focus is that these leaders act before others and can make rational decisions even in a high-stress environment. Among the factors you discussed, I consider role clarity and intrinsic motivation directly related to stress management. Many causes of stress can be attributed to ambiguity in high-stress situations. Also, when the responsibilities are well defined, it helps lessen stress. However, I think there are other measures that transformational leaders could employ to secure an even more significant amount of resilience in the teams. For example, ...