The turbulent characteristics of the current scenarios, especially in Venezuela, where we are concerned, has led to political instability and by the actions of the current government to create a climate is not conducive to some companies, especially SMEs, who were not ready for it and much less when the national government under the leadership of Lieutenant Colonel Hugo Chavez Socialist states.
Government programs coupled with his actions in the economic, productive society has given way to tension generated in many companies, many of which present a negative organizational climate, a behavior not conducive to the current demand government wants to do based on the Bolivarian revolution has instituted towards a real union in Latin America and one country, which give way to move within one equity, social justice to benefit the people.
Tax measures, taxes, control system of exchange control limitations, threats to private property, intervention has resulted in companies within our interest analysis revealed a stress that is giving rise to a negative organizational climate reflected low productivity, unemployment, fears that do not cooperate at all with the country’s development.
Stress is one factor that can not be neglected by management towards a good organizational behavior, gives us about Juan Balam, Robbins (1999) defines stress or tension as “a dynamic condition in which an individual is confronted with an opportunity, a constraint or demand related to what he or she wants and for which the outcome is perceived as uncertain while important “(p. 653)
To Ponce de Leon (1997) stress is “an abnormal sensation of some organs, devices or systems of an individual, apparently healthy, which require them to superior performance usually acceptable, pushes them to a nearby risk disease “(p.40).
Davis and Newstrom (1999) define stress as “a generic term that applies to the pressures that people experience in life” (p. 461) In turn, Dominguez (1999) argues that a large majority of the shares that make run our society are inherently stressful. The margins of error in implementation are increasingly reduced to two and unmanageable stress levels (p. 40)
Ramos (1999) says that large murderers have appeared throughout the history of humanity, such as plague and leprosy in the Middle Ages syphilis in the Renaissance and today a new murderer: stress. This new ‘murderer’ is “a degree of reaction of the organism to any pressure, either positive or negative, internal or external, real or imagined, perceived as threatening to the maintenance of homeostasis itself.” (P. 42)
For Ramos (1999) almost anything is likely to cause stress: a promotion, dismissal, a financial concern, time pressure, decision making, policy ambiguous, ambitious goals, the struggle for power. (P.42)
Ramos (1999) discusses the father of the concept stress, Hans Selye, the name eustres the situations caused by positive and motivating and distress, that produced negative situations, exhausting and frustrating. (P. 42).
For Davis and Newstrom (1999) and Robbins (1999) Not all stress is negative as it was always discussed in a negative context, the tension also has a positive value; Ramos (1999) states that all depends on the degree of reaction the body. So harmful is a high level of stress, hiperestrés, which is a sure path to psychosomatic illnesses such as heart attacks, ulcers, gastritis, colitis, diabetes, cancer and possibly AIDS, as low hipoestrés stress that kills the cravings and keeps an attitude of passivity and indolence (p. 42)
Agents of stress
For Davis and Newstrom (1999) an agent of stress is the condition tend to have the problem of stress “(p. 466).
Robbins (1999) and Ramos (1999) included a stress agents as follows:
O Environmental: Light, noise, temperature, vibration, movement, pollution. Similarly the political uncertainties, economic and technological influence the high projection of stress.
Or Individual: work overload, role conflict, discrepancy between race-occupation, responsibility, family problems, economic problems and the same individual’s personality influences the emotional charge to fire the worker.
Or Group: refers to the lack of cohesion, intergroup and intragroup conflict, status inconsistency, dissatisfaction, ineffective leadership.
Or Organizational: organizational climate, technology, management styles, control systems, organizational structure, job characteristics, nepotism, cronyism and favoritism among others.
Or Social: family dynamics, socioeconomic status. (P. 43).
For his part, Davis and Newstrom (1999) ranked stressors in organizational and work, both are influenced by individual differences resulting in positive or negative stress depending on the outcome of stimulating or devalue the effort employees in the company (p. 466)
You have basically two effects of stress according to Davis and Newstrom (1999):
“Stress can be beneficial or harmful to job performance, depending on their level. When there is no pressure, there is no labor challenges and performance tends to be low. A measure of that stress increases, performance tends to raise, because it helps a person to take their resources to meet their job requirements. Stress is a healthy constructive stimulus that encourages employees to respond to challenges. Eventually the pressure reaches a level that corresponds roughly to the maximum capacity of a person’s daily functioning. At this point, no additional stress tends to produce further improvements. Finally, if stress is excessive, it becomes a destructive force. An employee under these conditions loses the ability to manage stress and become unable to make decisions and exhibit erratic behavior and even, if continued stress under this scheme, the employee will suffer decompensation are sick about not being able to be submitted to work, with implications for their work and personal life. ” (P. 471).
In particular, management must avoid stress is manifested in the organization because it significantly affects organizational behavior, leading to a climate that leads to low productivity, dissatisfaction, discomfort, expense. Management can rely on what it recommends
Ponce de Leon (1997) against stress:
O – “Encouraging creativity looking nice angle to the work entrusted to offset routine work and the risk of stress, boredom and frustration
o-Dose separating the daily work activities of the overriding imperative and work priorities, beginning with the urgent.
or – Seek to have responsibilities to debit friction and rivalry with peers.
or – Taking work home is tantamount to bring the stress home …
or – ‘Detox’ the body and mind with several activities, once the working day, holidays and vacations.
or – Avoid the use of stimulant drugs that excite the brain cortex in stage of tiredness and fatigue. ” (P.40)
• Ramos, J. (1999). “Managing stress in productive enterprises.” In: Administered Today 68 42-44
• Franco, M. (2001). Work stress: illness or quality? In the day job. Retrieved January 2, 2003
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