Stress_Ensure that the workload is in line with workers' capabilities and resources._Design jobs to provide meaning, stimulation, and opportunities for workers to use their skills._Clearly define workers' roles and responsibilities._Give workers opportunities to participate in decisions and actions affecting their jobs._Improve communications-reduce uncertainty about career development and future employment prospects._Provide opportunities for social interaction among workers._Establish work schedules that are compatible with demands and responsibilities outside the job.Recommendations for Reducing Stress in the Workplace: Through this research it was learned that no standardized approaches or simple "how to" manuals exist for developing a stress prevention program. Program design and appropriate solutions will be influenced by several factors-the size and complexity of the organization, available resources, and especially the unique types of stress problems faced by the organization (Scott and Jaffe, 1994).Although it is not possible to give a universal prescription for preventing stress at work, it is possible for this paper to offer guidelines and recommendations based on research pertaining to the process of stress prevention in organizations. According to to Rosch and Pelletier (1984), AIn all situations, the process for stress prevention programs involves three distinct steps: problem identification, intervention, and evaluation. For this process to succeed, organizations need to be adequately prepared. At a minimum, preparation for a stress prevention program should include the following:_Building general awareness about job stress (causes, costs, and control)_Securing top management commitment and support for the program_Incorporating employee input and involvement in all phases of the program_Establishing the technical capacity to conduct the program (e.g., specialized training for in-house staff or use of job stress consultan...
