Essay范文-工作场所的压力管理，本文是一篇留学生Essay写作范文，主要内容是讲述人际关系研究着眼于职场中人们之间的互动。通过学习商业硕士和个人经验，作者了解到人际关系和企业的一个主要问题是如何管理工作场所的压力事件/问题。与压力较小的同事相比，压力较大的员工生产力较低，更换工作的频率更高，并经历更多的负面健康后果。这正是需要良好管理来解决压力问题的原因。这一批判性反思将Essay范文的作者从个人的角度审视压力管理，并反思所学到的有关工作场所人际关系的话题。这一批判性反思利用了作者从父亲的工作场所HDFC Bank Ltd India获得的知识和经验。与大多数银行一样，这家公司可能是一个压力很大、节奏很快的工作场所，与大多数公司一样，存在冲突、合作和团队关系。从我父亲在公司的管理层那里，我了解到员工不仅仅是由他/她的技能组成的。员工是一个人，一个人，管理人际关系的一个有效方法不仅是利用该人的技能，而且是利用员工组成团队时为公司带来的多样性。下面就一起来看看这篇Essay写作范文。
The study of human relations looks at the interaction between people in the workplace. From study of Masters in Business and personal experience, I understand the one major problem for human relations and therefore corporations is how to manage stressful events/issues in the workplace. “Highly stressed workers are less productive, change jobs much more frequently, and experience more negative health consequences than their less stressed colleagues” (North Western National Life, 1991, 1992). This is exactly the reason why good management is needed to combat the problem of stress. This critical reflection will examine stress management from my personal point of view and reflect on the topics learnt regarding human relations in the workplace. This critical reflection utilizes the knowledge and experience I have gained from my father’s workplace, HDFC Bank Ltd India. This company like most banks can be a very stressful and fast paced workplace and like most companies there is conflict, co-operative efforts and group relationships. From my father’s management in his company I understand that an employee is not just made up of his/her skills. An employee is a person, a human being, and an effective way of managing human relations is to utilize not just that person’s skills but the diversity they bring to the company when individual employees make up a team.
Companies must limit the amount of conflict within the workplace in order to increase productivity and maximize the efficiency of their workers. Conflict arises due to a difference in values, interest, cultures and can also arise due to miscommunication. It is important when dealing with conflict, that managers understand the underlying factors of why certain conflict arises. With understanding co-workers, employees become compassionate and empathise with each other as they start to understand and grow to know one another. On the other hand, too much agreement between employees is said to be unhealthy for a company. This does not necessarily mean conflict but rather relates to debate over certain issues. Debate is healthy for companies especially if it generates higher productivity. However, I believe, it is necessary for managers to make sure employees behave in a polite and constructive manner.
公司必须限制工作场所内的冲突量，以提高生产力并最大限度地提高员工的效率。冲突是由于价值观、利益、文化的差异而产生的，也可能是由于沟通不当而产生的。在处理冲突时，管理者必须了解某些冲突产生的根本原因，这一点很重要。有了理解的同事，当员工开始相互理解和了解时，他们会变得富有同情心和同理心。另一方面，员工之间达成太多协议据说对公司不利。这不一定意味着冲突，而是与对某些问题的辩论有关。辩论对公司来说是有益的，尤其是如果它能产生更高的生产率。然而，我认为，经理们有必要确保员工以礼貌和建设性的方式行事。
In my opinion, it is also important for managers to have effective negotiation skills. With the arise of conflict, comes in need for managers to resolve conflict and disputes in a fair and equal manner. The two types of negotiation, distributive and integrative negotiation can be achieved with the effective management. Distributive negotiation refers to one party winning and the other party losing whereas integrative negotiation is a win-win situation. Unfortunately the latter cannot always be achieved and with conflict there is sometimes a losing party. Therefore conflict resolution, as a manager it is important to express the need to compromise when conflicts arise. As a manger, I am striving to create my skill in negotiating, more importantly I believe managers like myself, should increase their skill in collaboration and accommodating negotiation skills. In aiming to reduce stress in the workplace, negotiation skills such as finding a common ground, a common interest can divert attention away from the conflict and therefore end the stress.
在我看来，管理者拥有有效的谈判技巧也很重要。随着冲突的出现，管理者需要以公平和平等的方式解决冲突和纠纷。通过有效的管理，可以实现分布式谈判和一体化谈判两种类型。分配谈判是指一方获胜，另一方失败，而综合谈判是一种双赢局面。不幸的是，后者并不总是能够实现的，在冲突中，有时会有失败的一方。因此，冲突解决，作为管理者，在出现冲突时表达妥协的必要性是很重要的。作为一名经理，我正在努力培养自己的谈判技能，更重要的是，我相信像我这样的经理应该提高他们的协作技能和适应谈判技能。为了减少工作场所的压力，谈判技巧（如寻找共同点、共同利益）可以转移人们对冲突的注意力，从而消除压力。
Stress in the workplace does not only come from conflicts between employees. In a bank it is very fast paced and the amount of work that the employees have can also cause stressful tensions. This type of stress is known as the treadmill syndrome. Another type of stress can be caused by interruptions in day-to-day processes. This means that employees that are interrupted many times have higher stress levels. However, other types of stress can come from managers and the employer’s themselves. Uncertainty in company policies, employee contracts or future employment can also result in tension.
工作场所的压力不仅仅来自员工之间的冲突。在银行里，工作节奏很快，员工的工作量也会导致紧张。这种压力被称为跑步机综合症。另一种类型的压力可能是由日常流程的中断造成的。这意味着被多次打断的员工压力更大。然而，其他类型的压力可能来自经理和雇主本身。公司政策、员工合同或未来就业的不确定性也会导致紧张局势。
From personal experience I believe the manager must always aim to achieve a good relationship with co-workers and also aim to decrease the level of stress through effective management skills. I also believe that treating employees as individuals, respecting the diversity in the workplace can also lead to happy and less tensed employees. In my father’s company one effective way of achieving this is to be inclusive with all employees. This can be difficult when dealing with large teams however being able to make employees feel safe, secure and included can reduce the amount of stress in the job. An example of this is where employees share their knowledge and skills so that the team is not only made up of individuals working alone completing separate tasks, but instead works as a group to achieve a common goal.
根据个人经验，我认为经理必须始终致力于与同事建立良好的关系，并通过有效的管理技能来降低压力水平。我还认为，将员工视为个人，尊重工作场所的多样性，也可以让员工快乐，不那么紧张。在我父亲的公司里，实现这一目标的一个有效方法是包容所有员工。在与大型团队打交道时，这可能很困难，但能够让员工感到安全、有保障和包容，可以减少工作中的压力。这方面的一个例子是，员工分享他们的知识和技能，这样团队不仅由单独完成单独任务的个人组成，而是作为一个团队来实现共同目标。
The effective control of self-esteem is also an important element in stress management. Self-esteem when properly managed, can allow employees to feel engaged and happy in the workplace. An effective level of self-esteem will create an effective worker. From personal experience creating a balanced self-esteem within employees is all about personal development. Setting goals and giving employees the knowledge and skills to achieve those goals can boost self-esteem, create confidence in the employee’s abilities and decrease the level of stress. Another way of creating confidence is by developing a reward system. A reward system allows for praise to be given when employees deserve it however the management of the system should be carefully scrutinised so that employee do not become dissatisfied when they cannot achieve goals. From personal experience I have seen this system in use and by giving employees praise and rewards for doing a good job the workplace can be comparative and employees feel good about success thus creating high self-esteem and happy effective workers.
有效控制自尊也是压力管理的一个重要因素。如果管理得当，自尊可以让员工在工作中感到投入和快乐。有效的自尊水平将造就一个高效的员工。从个人经验来看，在员工内部建立平衡的自尊是个人发展的全部。设定目标并为员工提供实现这些目标所需的知识和技能，可以增强自尊，对员工的能力建立信心，并减少压力。另一种建立自信的方法是建立奖励制度。奖励制度允许在员工值得表扬时给予表扬，但应仔细检查该制度的管理，以便员工在无法实现目标时不会感到不满。从个人经验来看，我已经看到了这一制度的使用，通过对员工的表扬和奖励，工作场所可以比较好，员工对成功感觉良好，从而创造出高度自尊和快乐高效的员工。
Happy effective workers may be easy to establish, however the continuation of this emotion and the deliverance of a low stress workplace can only be achieved through effective management. My view of effective management begins with the ability for managers to be able to set an example of how they want their employees to work. This is closely related to the topic of self- management, which enables a manager to lead by example. The concept of leader and follower is very important to establish for managers. Being able to direct and instruct employees in an appropriate manner can also effectively manage stress. I have seen this when personally dealing with lecturers and teachers. An effective leader, manager or teacher should be able to make people feel calm, valued and secure through their attitude towards work and also the manner in which they conduct themselves. In personal experience teachers have made me feel calm, valued and secure by their positive attitude, friendly personality and ability to “live what they preach” (they lead by example).
快乐高效的员工可能很容易建立，但这种情绪的持续和低压力工作场所的缓解只能通过有效的管理来实现。我对有效管理的看法始于管理者能够树立榜样，说明他们希望员工如何工作。这与自我管理的主题密切相关，自我管理使管理者能够以身作则。领导者和追随者的概念对于管理者来说非常重要。能够以适当的方式指导和指导员工也可以有效地管理压力。我在亲自与讲师和老师打交道时看到了这一点。一个有效的领导者、管理者或教师应该能够通过他们的工作态度和行为方式让人们感到平静、有价值和安全。在个人经历中，老师们以积极的态度、友好的性格和“言行一致”的能力（他们以身作则）让我感到平静、有价值和安全。
The manager’s ability to lead by example also relates to gathering information on employees likes and dislikes and making sure communication between employees is at an effective level. “The main aims of communication are knowledge management; decision making; coordinating work activities; fulfilling relatedness needs; inform; express feelings and influence.” (Evans, (2010) Communication: Interpersonal Effectiveness, [PowerPoint Slides] retrieved from www.jcu.edu). Although these aims are not directly related to stress management, it can be devised that if these aims are achieved the employees work load and general day-to-day tasks will become less stressful. In this day and age, intellectual technology has allowed fir communication to become more efficiently received. However, communication which has been received electronically has more of a chance at being misread. Email, memos, voicemails etc. can create greater conflicts than there would be with face to face communication. Through personal experience and observing my father I have learnt that extensive training in electronic communication and how to write without mistakenly offending people is very important. Face-to-face communication also allows for employees to disclose certain information, allowing people to become comfortable with each other and work more closely as a team. The stress reduction factor in the ability for employees to communication effectively is seen when communication lowers the risk of conflicts and also decreases the amount of mistakes employees make due to miscommunication. In my father’s company I have heard of many mistakes made due to miscommunication, such as Bank Policies on human relations and employment conditions causing panic and unrest with employees and decreasing efficiency. The miscommunication between bank departments and the creation of rumours results in high levels of stress which could be avoided if better management had been in place. The kind of manager that I want to be relates closely with the ‘Johari window’ and the four panes of relationships. I believe that by developing a close, professional relationship with employees can generate trust and great communication skills. I also believe that a manager should have the ability to criticise employees in a way which will make them more efficient at their job. Constructive criticism, as many call this, is the ability to point out a person’s behaviour in a way which makes that person examine their behaviour but is done in a positive manner. Learning to restructure the way in which I give criticism so that my communication is positive and employees are able to learn from the criticism I give them. I learnt from my father that the way he manages his employees, that positive language generates more positive responses to productivity. This ability to disclose information, communicate and take criticism can only happen if there is a certain level of trust already gained between co-workers. An example, Employees’ perceptions of low role overload-quantitative, role overload qualitative and lack of career development as sources of stress most likely result in low job stress; in turn, this would benefit both the organizations and the employees themselves. Low job stress should result in better job satisfaction and organizational commitment, since researchers have found significant negative associations between job stress and both job satisfaction and organizational commitment (Jamal & Badawi, 1995).
经理以身作则的能力还与收集员工喜欢和不喜欢的信息以及确保员工之间的沟通处于有效水平有关。“沟通的主要目的是知识管理；决策；协调工作活动；满足相关需求；提供信息；表达情感和影响。”虽然这些目标与压力管理没有直接关系，但可以设想，如果实现了这些目标，员工的工作负荷和一般日常任务将减少。在这个时代，智能技术使fir通信变得更有效。然而，以电子方式接收的通信更有可能被误读。电子邮件、备忘录、语音邮件等可能比面对面交流产生更大的冲突。通过亲身经历和对父亲的观察，我了解到，广泛的电子通信培训以及如何在写作时不冒犯他人是非常重要的。面对面交流还允许员工披露某些信息，使人们彼此感到舒适，并作为一个团队更紧密地工作。当沟通降低了冲突风险，也减少了员工因沟通失误而犯的错误时，员工有效沟通能力中的压力降低因素就显现出来了。在我父亲的公司里，我听说过由于沟通不当而犯下的许多错误，例如银行关于人际关系和就业条件的政策，导致员工恐慌和不安，效率下降。银行部门之间的沟通不善和谣言的制造导致了高度的压力，如果有更好的管理，压力是可以避免的。我想成为的经理类型与“Johari窗口”和四个关系窗格密切相关。我相信，通过与员工建立密切、专业的关系，可以产生信任和良好的沟通技巧。我还认为，经理应该有能力批评员工，以提高他们的工作效率。许多人称之为建设性批评，是指能够指出一个人的行为，从而使该人检查其行为，但以积极的方式进行。学会调整我提出批评的方式，使我的沟通积极，员工能够从我提出的批评中学习。我从父亲那里学到，他管理员工的方式，积极的语言会对生产力产生更积极的反应。只有在同事之间已经获得一定程度的信任的情况下，这种披露信息、沟通和接受批评的能力才能实现。例如，员工认为低角色过载定量、角色过载定性和缺乏职业发展是压力源，很可能导致低工作压力；反过来，这将有利于组织和员工本身。低工作压力应该会导致更好的工作满意度和组织承诺，因为研究人员发现工作压力与工作满意和组织承诺之间存在显著的负相关。
Although communication is vital, being able to communicate with a diverse range of employees can be difficult. That is why it is necessary for managers to learn how to communicate in different styles. For example, in the workplace there may be employees which are able to process instructions which are verbally communicated. However, others may be more visually inclined and therefore managers will need the self-disclosure and close relationship with co-workers to develop and understand what communication styles are needed.
虽然沟通是至关重要的，但能够与各种各样的员工沟通可能很困难。这就是为什么管理者需要学习如何以不同的方式进行沟通。例如，在工作场所，可能有员工能够处理口头传达的指令。然而，其他人可能更倾向于视觉，因此管理者需要自我表露以及与同事的密切关系，以发展和理解需要什么样的沟通方式。
However, managers are not able to control every little event that happens in the workplace and conflict can still arise even with good management. A manager’s ability to observe, notice and counter act any possible conflict is a great skill to have. However, no manager is able to control people’s emotions in this can develop into conflict. The manager’s job in this case is to educate employees on the proper ways of controlling and handling their emotions in times of high stress. In my point of view, I believe that company retreats where employees get to know one another in an environment other than the workplace can lead to high levels of trust between co-workers and also creates opportunities to develop their ability to handle emotional stressful events. From my personal experience in studying I have learnt how to deal with stressful events and control my emotions so that I make rational decisions through observing how my father deals with stress (Exercise and Hobbies) and also through seminars which have taught me how to understand how people think and react to different saturations.
然而，管理者无法控制工作场所发生的每一件小事，即使管理得当，冲突仍可能发生。管理者观察、注意和应对任何可能的冲突的能力是一项很好的技能。然而，没有一个管理者能够控制人们的情绪，这可能会导致冲突。在这种情况下，经理的工作是教育员工在高压力时期控制和处理情绪的正确方法。在我看来，我认为，公司在员工在工作场所以外的环境中相互了解的地方进行撤退，可以在同事之间建立高度信任，也可以创造机会发展他们处理情绪紧张事件的能力。从我个人的学习经历中，我学会了如何应对压力事件和控制情绪，以便通过观察父亲如何应对压力（锻炼和爱好），以及通过研讨会，我学会如何理解人们对不同饱和度的思考和反应，从而做出理性的决定。
As mentioned above, positive language, communication and good management are all good ways to deal with stress in the workplace. One other way to create a stress free environment is to motivate employees in the belief that if workers are motivated and believe in their job conflicts will be diminished, emotions and irrational behaviours will decrease and staff will be happy within themselves and productive. Motivation, I find is a very hard skill to learn and can sometimes take years to develop. From the personal experience I have witnessed great management and motivational skills from one of my teachers. Her motivational skills came from her passion for her subject and the belief in what she was doing. Her passion and excitement motivated her whole class and her creativity and ingenuity for teaching and learning pedagogies catered to a diverse yet successful classroom.
如上所述，积极的语言、沟通和良好的管理都是处理工作场所压力的好方法。创造无压力环境的另一种方法是激励员工，让他们相信，如果员工受到激励，相信他们的工作冲突会减少，情绪和非理性行为会减少，员工会感到快乐，并富有成效。我发现动机是一项很难学习的技能，有时需要几年的时间来培养。从个人经历来看，我的一位老师具有出色的管理和激励技能。她的动机技巧来源于她对主题的热情和对自己所做事情的信念。她的激情和兴奋激发了全班同学的学习热情，她在教学法方面的创造力和独创性迎合了一个多样化但成功的课堂。
Along with motivational skills comes the ability to be able to observe and distinguish learning capabilities. Not every individual has the ability to learn in the same way, and as mentioned before, some may be visual learners others may be auditory and lastly, managers may come across tactile learners. In believe the ability to encourage employees to continue their lifelong learning is an important skill and through learning comes the ability to gain knowledge and ultimately understanding and consideration for others. As a manager, I believe it is this consideration which is also important to stress management. From personal experience I know that knowledge can bring wisdom and the ability to act rationally when conflicts arise.
除了激励技能外，还有观察和区分学习能力的能力。并非每个人都有同样的学习能力，如前所述，一些人可能是视觉学习者，其他人可能是听觉学习者，最后，管理者可能遇到触觉学习者。相信鼓励员工继续终身学习的能力是一项重要的技能，通过学习获得知识并最终理解和考虑他人的能力。作为一名经理，我认为这一考虑对压力管理也很重要。根据个人经验，我知道知识可以带来智慧，并在发生冲突时能够理性行事。
According to my point of view work life balance can be achieved through proper prioritising between “work”, career and ambition on the one hand and “life”, pleasure, leisure and family on the other hand. Through this the manager should be able to promote workplace health and understand the work or family conflict. Stress can be related to this, if an employee is does not have a good work life balance he will undergoing stress in all the ways. I believe that there should be a work life balance in the working environment where the employees should be happy and they can give their own effort to achieve the common goal. An example, “Singaporean employee perceptions of a supportive HR environment will be negatively related to their perceptions of role overload and responsibility.” (International Journal of Stress Management July 2002).
根据我的观点，工作和生活的平衡可以通过适当地优先考虑“工作”、职业和抱负与“生活”、快乐、休闲和家庭来实现。通过这一点，经理应该能够促进工作场所的健康，并了解工作或家庭冲突。压力可能与此相关，如果员工没有良好的工作和生活平衡，他将在所有方面承受压力。我认为，在工作环境中应该有一种工作与生活的平衡，在这种环境中，员工应该是快乐的，他们可以为实现共同目标付出自己的努力。例如，“新加坡员工对支持性人力资源环境的看法与他们对角色超载和责任的看法呈负相关”。
In summary, it is very important for managers to learn this significance of stress management. As a manager I believe it is important to keep in mind the organisations, although made up of individuals are essentially individuals that work together. There may be different departments with different managers and therefore different ways of dealing with tasks however, these departments work as a whole in order to successfully achieve a common goal. This is a significance of why stress management is important. If employees are stressed and goals are not achieved, productivity and the company suffer. As expressed above in the critical reflection stress can arise from many situations caused from over work, interruptions or general conflicts between employees. In dealing with stress in the workplace it is important to continue learning new skills in how to deal with conflicts. Some of the factors underlying conflicts which were examined above included miscommunication, lack of knowledge or understanding over diverse workplace etc. The importance of these factors allows for managers to develop a process or plan helping to deal with these factors. I.E self-disclosure will hopefully create a better working environment due to greater knowledge and understanding of each other and thus the ability to communicate more efficiently and effectively with each other. With conflict comes the need for negotiation in order to resolve conflicts and establish a united workplace. My personal experiences and study has allowed me to develop into the kind of manager I believe is most efficient. This involves the ability to communicate effectively with a diverse range of learning abilities and also able to negotiate to the best of my ability so that compromises can be reached when conflicts arise. But most importantly, I believe in setting a good example for my co-workers which includes continuing my learning through professional development, sharing my knowledge and skills with fellow co-workers, listening and learning from my co-workers and lastly gaining the ability to be emphatic and understanding of diverse cultures and people which I may come across both personally and professionally.
Essay范文总结，管理者了解压力管理的重要性非常重要。作为一名管理者，我认为牢记组织是很重要的，尽管由个人组成的基本上是共同工作的个人。不同的部门可能有不同的管理者，因此处理任务的方式也不同。然而，这些部门作为一个整体进行工作，以成功地实现一个共同的目标。这就是为什么压力管理很重要的意义所在。如果员工压力很大，目标没有实现，那么生产力和公司都会受到影响。如上所述，批评反映压力可能由员工之间的过度工作、中断或一般冲突导致的许多情况引起。在处理工作场所的压力时，重要的是继续学习如何处理冲突的新技能。上述冲突背后的一些因素包括沟通不当、缺乏对不同工作场所的知识或理解等。这些因素的重要性使管理者能够制定一个流程或计划来帮助处理这些因素。Essay范文提到自我表露将有希望创造一个更好的工作环境，因为彼此之间有更多的知识和了解，从而能够更有效地相互沟通。随着冲突的出现，需要进行谈判，以解决冲突并建立一个统一的工作场所。我的个人经历和学习使我成长为我认为最有效率的经理。这包括利用各种学习能力进行有效沟通的能力，以及尽我所能进行谈判的能力，以便在发生冲突时达成妥协。但最重要的是，我相信要为同事树立一个好榜样，包括通过专业发展继续学习，与同事分享我的知识和技能，倾听同事的意见并向他们学习，最后获得强调和理解不同文化和人的能力，这可能是我个人和职业上遇到的。本站提供各国各专业Essay代写或指导服务，如有需要可咨询本平台。