On the other hand, there are internal factors very neglected by the company where management should be paid more attention in order to avoid that stress originates and step-results of non-productivity, absenteeism demotivation, rotation of staff, unemployment, in addition to decisive aspects, as the absence of adequate administrative systems, efficient processes, inadequate or absent organizational culture management, lack of training and development, little motivational, participatory, leadership functions to perform ill-defined, poor technology, ergonomics that leaves a great deal to say, to mention a few. The fact, that many managers ignorant to what really represents the stress, that can arise from This, not known for example that in this regard the Canadian physiologist Selye (1956) provided us about stress, which involves: reaction or response of the individual (physiological changes, emotional reactions, behavioral, etc. changes) encouragement (capable of causing a stress reaction) interaction between the characteristics of the stimulus and the individual resources. All this generates costs, negative effects of not to know you handle, dissatisfaction, giving way to an unproductive organizational climate not to be forgotten as indicated by Blanca Rovira, that stress occurs as result of an imbalance between the demands of the environment (estresares internal or external) and the resources available to the subject. Additional information at Professor Roy Taylor supports this article. So, to highlight the potentially stressful interaction elements are: 1. situational variables (e.g., workplace, conditions work), 2.
individual variables of the subject who is faced with the situation of course, these aspects must be very present. Venezuelan management must also be clear as you say, that each will consider each person who suffers from stress, is paying a high price for their personal health, but also pay a high cost for the company for which he works, and the national economy since it brings as a consequence: absenteeism. Rotation or fluctuation of personnel. Reduction of physical performance. Decrease in psychological performance. Impact on the quality of work performed. Accidents. Concepts of claim compensation or medical certificates unproductive negative organizational climate.
Definitely, Venezuelan management must be more attentive to the reality of a national stage where as noted there are many factors that are influencing organizational behavior by the aforementioned causes and which require to be controlled in order to avoid stress to significantly affect the operation of enterprises. To do so it may be worth many administrative tools and self-help that give passage to actions than counteract the effects of stress and to ensure, with a good motivational leadership effective organizational behavior. Precisely, this is a topic very analyzed and studied by the graduate of the speciality of management of the quality and productivity of the Universidad de Carabobo, Valencia, Faces especially in his chair in organizational behavior (virtual classroom) in order to provide the basic tools to tackle work-related stress and ensure an organizational climate that favours productivity that today more that never should regain the country, before the dynamic characteristics of a very participative and competitive globalization. Original author and source of the article.