在本篇案例研究代写-员工如何应对工作场所的压力情况中，工作场所的压力分为两种，外在的身体攻击是最常被讨论的概念。然而，被忽视的事实是工人的压力状况。当人们有很多需求而不是资源时，他们会感到压力。再加上缺乏友好的气氛，参与其中的人会感受到一系列的问题。同时，在某些情况下，持续的模糊性会导致员工面临一些挑战(Johns, 2006)。这些都不容易处理。这些公司需要改变这种状况。他们需要一个系统，让人们通过各种各样的理由来处理需求。这可以解决工作环境中的生理、心理和固有的社会压力。工作场所需求的明确性也需要防止将来出现含糊不清的情况。公司还必须确保在工作场所系统中存在某种形式的程序公正。这将确保员工能够应对各种压力，并针对各种压力情况制定适当的应对机制(Griffin & Moorhead, 2001)。每个工作都有其需要处理的特殊压力，因此压力控制的解决方案也必须基于环境，而不能是通用的，接下来有关案例研究代写-员工如何应对工作场所的压力情况如下：
Team-building and management interviews with the individuals in the companies can replenish emotional resources among the workers. It can also serve as a remedy to their work environment. Additional resources for coping can be reduced to a minimum by implementing needed ways. The people can be encouraged to discuss and indulge in dialogue. This would enable the companies to learn about the incivility experienced by the employees. There could be ways to address these issues if the company want to enhance relationship and prevent turnover.
One of the primary ways that the organizations involve themselves in reducing incivility is bringing in real structural that helps people to experience lesser stressful situations. Coping ability of the employees are tested with high demands in the work environment. The employees need to have a coping mechanism to address this issue. Better clarity in the job definition and responsibility is definitely necessary. Companies also have to ensure that some form of procedural justice is present in the workplace system. This would ensure that the employees can handle the variety of stresses and develop appropriate coping mechanism for the various stressful situations (Griffin & Moorhead, 2001). Each job has its own special stresses that it needs to handle and hence the solutions for stress control also have to be based on context and cannot be generic as such. Needs for more research and observation to deduce the special problems that are encountered by the people daily to develop a coping mechanism will hence become a necessity. Hence, the structural demands are found to exacerbate incivility and a need to address this system to prevent the stresses encountered by the people (Hebb, 2005). Once the structural demands of the company have been met, the company needs to address the issues of interpersonal management in the company. For the interpersonal relationship in the company, the most important factor is the team building factor (Johns, 2006).
Team building is an imperative step that the companies need to develop to create a cohesive work environment. Usually the existing of a system that fosters the team building can help, but in some cases, the lack of proper team building measures could result in stress (Bakker & Demerouti, 2007; 2008). It needs to be good objectives and a proper workflow that ensures that the people aid in the growth of each other in the companies. Team work must be looked upon in a positive manner. This would enable to increase the productivity of the companies and there could be all round growth in the company if this has been achieved. Most companies as indicated in research seem to lack a conflict management policy in place for the team building of the companies. This would result in the people working towards a cohesive dynamic. The stresses will be reduced to a minimum and the workplace would be a friendly place for the people to work (Avey et al., 2009).