The desideratum of the discourse is aimed to determine stress management and emotional intelligence at the workplace, especially with a global pandemic at hand.
The global pandemic Coronavirus has arguably ushered in stress and global crisis in the economy and health sector. The crisis results from the collision of vulnerabilities and specific trigger events. The crisis triggers are unpredictable and predicting the timing of a crisis is a fool ‘s errand. Anyone can become splenetic that is easy. However, to be ferocious with the right staff, to the right extent, at the correct time, for the correct purpose, and correctly, this is not burdensome. Emotional intelligence has been demonstrated to be one of the essential determinants for effective leadership. First-line supervisors who appreciate and employ their emotional intelligence in the workplace are more procumbent, and recumbent to retain their staff, enjoy greater collaboration, commitment, and to experience increases in co-worker performance. Academic intelligence has infinitesimal to do with emotional life. The sagacity among us can founder on the shallow of unbridled passions and boisterous impulses; people with high IQ can be remarkedly poor pilots of their private lives. To know that employees are valedictorian is to know they are vastly good at achievement as evaluated by grades. It does not unravel about how they boomerang to the vicissitudes of life. Emotionally intelligent women employee, by juxtaposition, be inclined to be assertive and express their sentiments directly, and to feel unequivocal about themselves; life holds nuts and bolts for them. Like the men, they are cordial, gregarious, and express their ethos appropriately; they roll with punches well to stress.
We discovered that 68% are extremely and highly worried of the devastating effects of the pandemic of mass destruction. A stress prevention strategy coupled with coping strategies such as the employment of Wellness programs, breathing, peer support, counselling, religion, exercising, encouraging holiday to the beach and meditation to be employed by Secretaries. Cognitive coping and active coping strategies can be encouraged to Secretaries.
Table of Contents
1. Introduction
2. Conundrum
3. Theories
3.1 High Performance for emotional intelligence People
3.2 Your mental health.
3.3 Your social intelligence.
3.4 Intrapersonal intelligence
3.5 Interpersonal intelligence
3.6 Self-awareness
3.7 Self -Regulate
3.8 Reflective learning
4. Self-Management
4.1 Relationship Management
4.2 The Vegetative Level
4.3 The Neocortical Level
5. Sources of emotions
5.1 Surround yourself with positive people
5.2 Health escapism and distractions
5.3 Crisis Management
5.4 Corona Virus a threat for the Universe for Mass destruction
5.5 Stress curve
5.6 Eustress, Neustress and Destress
5.7 Pathogenic and Salutogenic
5.8 Proactivity for stressful events
6. Symptoms of Stress
6.1 Behavioural symptoms
6.2 Generation of People
6.3 Millennials at Work
6.4 Behaviour Types A and B Personality
6.5 Stressors
6.6 Personality Traits
6.7 Short and Long-terms Consequences
6.8 The basics
6.9 Burnout
7. Job satisfaction
7.1 Herzberg Job dissatisfaction factors
7.2 Herzberg Job dissatisfaction factors which lead to a turnover
7.3 Company policy.
7.4 Supervision
7.5 Interpersonal relationships.
7.6 Employee-employer relationships
7.7 Employee-supervisor relationship
7.8 Employee-peer’s relationship
7.9 Working conditions.
7.10 Effects of unfavourable working conditions
7.11 Coping Strategies
8. Theories of Stress
8.1 Life-Events Theory
8.2 Cognitive-relational theory
8.3 Meta-theoretical system approach
9. General Adaption Syndrome
9.1 The alarm reaction stage.
9.2 The resistance stages
10. Stress response Theory
10.1 The model of human Performance and Stress
10.2 A transactional model of stress
11. Methodology
11.1 Qualitative & Quantitative Research
11.2 Research Sample & Sample Size
11.3 Probability sampling
11.4 Simple random sampling
11.5 Sample size
11.6 Gender Differences in Depression
11.7 Nature of stress
11.8 The extent of stress and burnout according to gender
11.9 Working hours per week
12. Why stress and burnout occurs at the workplace
13. Causes of stress and burnout in the workplace
13.1 Workload
13.2 Rewards
13.3 Values
13.4 Age, experience and Education
14. The effects of job stress and burnout.
14.1 Stress and burnout can lead to poor performance
14.2 Job Satisfaction
14.3 Emotional intelligence
14.4 Anxiety
14.5 Turnover
14.6 The Significant Factors that contribute to labour turnover
15. Policy recommendations
16. Bibliography
Research Objectives and Themes
This work aims to determine the relationship between stress management and emotional intelligence within the workplace, specifically focusing on the International University of Management (IUM). It explores how high workloads, lack of skills development, and external pressures like the pandemic contribute to burnout, job dissatisfaction, and reduced performance among administrative staff.
- The impact of emotional intelligence on professional performance and leadership.
- Identification of primary stressors in the workplace and their psychological/physical effects.
- Analysis of gender differences in response to stress, burnout, and depression.
- Evaluation of coping strategies and intervention techniques for employees and managers.
- Factors contributing to labour turnover and the role of job satisfaction.
Excerpt from the Book
Self-awareness
Psychologists use the somewhat cumbersome term metacognition to refer to the keenness of thought process, and meta-mood to mean awareness of one's own emotions (Goleman, 2014). The researcher prefers the lexis self-awareness in the sense of recurrent attention to one's internal states. Equivalently, the researcher underscores that the scores in the scales which evaluates Self-Awareness and keenness of others are likely to cause high and low scores in other scales, you need this alertness to be able to execute the characteristics of self-management and association management measured by the other scales. Only 36 per cent of the employees tested can precisely recognise their emotions as they take to occur. Self-awareness is about being in touch with our natural and emotional state now, and awareness of others is about being able to pick up on another’s a constant and emotional state (Diamond, 2010) It is essential to question your feelings: Ask yourself plethoric questions such as the following. Why am I feeling the way I do? Try your best to find one or two words that best delineate your feeling. What are the possible secondary causes of this feeling? What are some other factors that may be contributing to this emotion? Are there multiple “little things” that may have built up throughout the day? How should I respond to this feeling? What is that is discombobulating me? How should I respond to this feeling? .Should I just wait for this feeling to pass?
Summary of Chapters
Introduction: Provides an overview of the global crisis triggered by the pandemic and introduces emotional intelligence as a vital determinant for effective leadership and workplace success.
Conundrum: Examines the managerial and personal challenges caused by the pandemic, highlighting the impact of negative emotions on employee mental health and productivity.
Theories: Discusses the foundational concepts of emotional intelligence, mental health, and social intelligence, and their roles in personal and professional development.
Self-Management: Details the levels of brain function (vegetative and neocortical) and the importance of leadership dexterity in managing self and relationships.
Sources of emotions: Explores factors influencing emotions, from personality traits to social influences and crisis management strategies.
Symptoms of Stress: Categorizes the physical, psychological, and behavioural symptoms of stress and identifies how different generations react to workplace pressures.
Job satisfaction: Analyzes the Herzberg two-factor theory and explores how company policy, supervision, and working conditions directly influence job satisfaction and turnover.
Theories of Stress: Reviews classic stress models, including the Life-Events Theory, Cognitive-relational theory, and the General Adaption Syndrome.
Stress response Theory: Explores the physiological basis of stress responses and the model of human performance relative to stress levels.
Methodology: Details the qualitative and quantitative research methods used, including sampling design and data collection processes at the university.
Why stress and burnout occurs at the workplace: Presents statistical data on the primary causes of stress at work, such as unclear roles and lack of recognition.
Causes of stress and burnout in the workplace: Examines specific factors like workload, rewards, values, and demographic variables (age, experience) in relation to burnout.
The effects of job stress and burnout: Summarizes the consequences of unresolved stress, linking it to performance decline, turnover, and anxiety levels.
Policy recommendations: Proposes actionable strategies for management, including training programs, wellness initiatives, and improved communication channels.
Bibliography: Lists the extensive range of academic and professional resources consulted for the study.
Keywords
Stress Management, Emotional Intelligence, Burnout, Job Satisfaction, Workplace Stress, Turnover, Mental Health, Coping Strategies, Occupational Stress, Leadership, Performance, Employee Well-being, Resilience, Organizational Culture, Anxiety
Frequently Asked Questions
What is the core focus of this research?
The research fundamentally examines the relationship between stress management and emotional intelligence, specifically among secretaries at the International University of Management, exploring how work-related stress leads to burnout and affects organizational performance.
What are the central thematic areas?
The work covers emotional intelligence, stress identification, gender-based differences in stress response, labour turnover factors, and organizational coping mechanisms.
What is the primary goal of the study?
The goal is to analyze the prevalence of stress and burnout among specific employees and to determine how emotional intelligence can be leveraged as a mitigation strategy to improve productivity and job satisfaction.
Which scientific methods are utilized?
The research utilizes both qualitative and quantitative approaches, involving surveys and interviews to collect data, which are then analyzed against existing theories of occupational psychology and stress models.
What topics are explored in the main body?
The main body covers a wide range of topics, including brain anatomy related to stress, the impact of the global pandemic on employee mental health, Herzberg's two-factor theory, and detailed coping strategies like cognitive restructuring and meditation.
Which keywords define this work?
The work is defined by terms such as Stress Management, Emotional Intelligence, Burnout, Job Satisfaction, and Labour Turnover.
How does the pandemic specifically impact stress for these employees?
The research identifies the pandemic as a major source of anxiety and uncertainty, causing extreme worry regarding health and mass destruction, which exacerbates existing work-related stresses for administrative staff.
What is the significance of the "Gender Differences in Depression" findings?
The findings indicate that women are statistically more likely to experience depression due to a combination of biological responses, social stressors, and perceived lack of power, necessitating gender-specific support strategies in the workplace.
What role does emotional intelligence play in leadership according to the author?
The author argues that emotional intelligence is a prerequisite for good leadership, as it allows managers to navigate social convolutions, retain staff through better rapport, and maintain productivity by addressing the emotional needs of their team.
What are the "Five A's" of stress management mentioned in the text?
The "Five A's" are: Avoid, Alter, Accept, Adapt, and Adopt, which serve as a framework for employees to categorize and manage different types of stressors in their daily lives.
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- Professor David Rewayi Mpunwa (Autor), 2020, Emotional Intelligence and Stress Management at the Workplace, Múnich, GRIN Verlag, https://www.grin.com/document/540557
