Part 1: Work Stress

1.1 Definition of Work Stress

emotional stress results when external forces act on a structure, system or organism and
disturb balance or produce stress. (Taber Medical Dictionary). In other words, the resulting
emotional stress is the result of any emotional, physical, social, economic or other factors
that require a response or change. Generally many people think that a little bit of stress is
okay (sometimes this stress is known as challenge or positive stress) but when stress occurs
beyond an bearable amount, mental and physical changes may occur.

Stress in the workplace is an emotional and physical response that occurs when there is a
conflict between the job demands of the employee and the employee’s ability to meet those
wants and expectations. In general, a combination of high career demands and a low amount
of control over a situation can result in stress.
1.2 Events
Stress in the workplace may stem from a variety of things or just one incident. It can have an
impact on employees and employers. As stated by the Canadian Mental Health Association:

Concerns about being laid off due to uncertain economic conditions and having to work
overtime due to a shortage of workers act as negative stress factors. Employees who feel
pressure to perform a task will be trapped in the process of trying to meet expectations
without increased job satisfaction. The relentless demand to work at optimum levels will
cause job dissatisfaction, disrupt employee turnover, produce a decrease in efficiency, disrupt
employee health and even cause employee death. Absence, unhealthiness, alcohol addiction
problems, internal politics, poor results, indifference and indifference, lack of motivation or
creativity are byproducts of a stressful workplace.

A little pressure is normal. In fact, it provides energy and motivation to overcome challenges
at home and at work. Stress in such situations helps you improve yourself to overcome
challenges and achieve goals such as deadlines, sales or production targets as well as finding
new customers. Some people do not view this situation as stressful because after successfully
overcoming the challenge, they will feel satisfaction and joy. However, too much stress will

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 produce a negative impact. When feelings of satisfaction turn into feelings of fatigue,
frustration or dissatisfaction, or when workplace challenges become too severe, the negative
effects of stress begin to stand out.

1.3 Factors

In the workplace, stress can occur as a result of a variety of situations. For example;

Organizational climate

Stress has an impact on employee health as a whole. Our bodies are created with an automatic
response to stress. This system is very effective for short -term "fight or flight" response that is
required to face dangerous situations. The problem is our bodies respond to all types of stress in
the same way. If we face stress for a long period of time (such as stress at a low level but
consistently at work) it will activate this response but not give the body a chance to stop it.

The body's response that has been "programmed" is called the "General Response to Stress"
including;

 Increased blood pressure

 Increased metabolism (eg increased heart rate, increased respiration)
 Decreased protein synthesis, bowel movements (digestion), immune system and allergies.
 Increased cholesterol and fatty acids in the blood for the energy production system.
 Local inflammation (redness, swelling, heat, and pain)
 Faster blood clotting
 Increased blood sugar production for energy
 Increased acid production in the stomach

Typically, the source of stress is something that cannot be changed immediately. So, it is very
important to find ways to maintain health. There are various methods to deal with stress
proactively.Laughing is the easiest and best way to reduce stress. Share jokes with co-workers,

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watch funny movies at home with friends, read comics and always look for jokes in every
situation.Learn to relax, take a few deep breaths throughout the day or take time to do stretching
exercises. Stretching exercises can be done anywhere and take a very short time.

Part 2: Job Satisfaction

2.1 Definition of Job Satisfaction

Job satisfaction is a general attitude that is the result of some specific attitudes towards job
factors, individual personalities, and group relationships outside of the job itself. (Blum, 2000)
The growing economic situation of the country demands that society, both men and women,
work hard together to maintain the position of the middle class today. In addition to meeting the
needs and wants of each, through work can also fulfill the responsibilities, life satisfaction, self-
confidence and social of a person. In employment, each individual has a different opinion about
job satisfaction. Whether it’s a challenging and exciting job, a good salary, a compatible partner,
opportunities for promotion, the risk of being fired or fired. Surveys were randomly conducted to
the surrounding community, respondents represented the community's opinion in job
satisfaction. The help of tables, graphs and pie charts explains the percentages in more detail.
Discussion arguments along with facts to strengthen the job satisfaction argument.

2.2 Events

Promotion is a form of appreciation and leadership trust given to employees who have performed
their duties well. This is because it is able to increase self -motivation and good dedication if all
the tasks performed get attention and appreciation from the employer. (Imran, 2008) This
promotion opportunity will further advance an employee in the field he is involved in. Promotion
is a right but can not be obtained easily except by having professional skills, good work
performance, having a mental attitude and firm and good discipline. Workers are required to
constantly develop themselves by learning and practicing, in order to improve knowledge and
skills in order to keep abreast of the development of the situation and dynamics in society.

According to Maslow’s theory of needs, promotion and self-improvement are located at the 4th
level which is the need for self-esteem. In this category is divided into two types, namely
External and Internal. External sub-categories include compliments, charters, tokens, gifts, and
more. While the internal sub -category is already higher than the external, the person of this level

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does not need praise or appreciation from others to feel satisfaction in his life. In addition,
humans have a desire to be assertive, based on the level of self -stability, and a feeling of
wanting to be respected by others. If this phase is achieved, the individual’s self -confidence will
increase further increasing one’s level of self -confidence.

Suitability of Colleagues

The social aspect of work is one of the attitudes that is difficult to describe but is seen as a factor
that is the backbone of job satisfaction. Smooth communication between employees, not just
one-party communication, mutual respect is the main reason a department is successful and
productive. While the attitude of employees with fellow colleagues also needs to be taken care of
well and harmoniously. Assuming the co -worker is part of our own family members and
relatives, then of course we will be willing to do anything to help and assist them. Working on
the basis of love is clearly reflected in the words of the Prophet SAW in his hadith "The practice
after believing in God is to love human beings" Narrated by Tabrani. (Asri, 2010) Thus every
employee is more committed and motivated to continue to carry out their duties well and
excellently. If the relationship between colleagues is good then everyone will feel the work is
more fun and even appreciated.

According to Maslow’s theory, the 3rd stage is the phase of the need for love. Humans are
capable of desires to be owned and accepted that come from broad social groups (groups,
officials, religious associations, professional organizations) or small social relationships (family
members, spouses, mentors, classmates, close friends). If this phase is not met then the
individual will become sad, lonely, lonely, anxious, and depressed. Lack of love between social
will cause the relationship to be negative such as liver disease that is envy, resentment, betrayal,
and others.

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2.3 Factors

Challenges in work are not the choice of the respondents, this is because it is able to lead a
person towards stress or stress. Stress needs to be taken seriously because moderate stress can be
a form of strong motivation. It can help our body and mind to work well and contribute to mental
health. From a psychological point of view, it is called eu stress where the stress experienced will
lead to something positive. For example when a person is asked to do something that has never
been done then it will be an impetus to try something new and best.

However, excessive stress will result in harms such as health problems such as migraines, high
blood pressure, loss of appetite, depression, fatigue when doing work, forgetfulness, easily lose
focus on something, have difficulty relaxing, easily feel heartbroken when reprimanded and had
a headache. Things like this can lead to big problems at work.

Part 3: Conflict

3.1 Definition of Conflict

Conflict, in a simple sense can be described as a difference of opinion between two or more
parties that leads to a contradiction. Taquiri in Newstrom and Davis (1977) stated that conflict is
a legacy of social life that can occur in various situations as a result of the emergence of
disagreements, controversies and contradictions between two or more parties on an ongoing
basis. Although the definitions of conflict mentioned give a negative meaning but there are also
beneficial conflicts that are conflicts that support the goals of the organization and improve the
level of organizational achievement. This means that the conflict becomes a source of
progressive change to the organization. While unhelpful conflict is a conflict that hinders the
positf elements in achieving the goal.

Referring to conflict in organizations, Roethlisberger (1959) has noted that management

practices that do not consider employee sentiments are often found to conflict with employee
wishes. This resulted in misunderstandings between both management and employees. Ruben

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(1978) sees the aspect of communication as a source of conflict where it is said that the conflict
is a direct result of incorrect communication or misunderstanding.

This opinion is supported by other researchers such as Achoka (1990), Bondesio (1992) and
Robbins (2001) who also state that communication plays an important role in the formation of
conflict. The three researchers have divided the causes of conflict into three main factors, namely
personal behavioral factors (personal variables), structural factors and communication factors.
All these causes of conflict are said to be conditions for the occurrence of conflict and are placed
at the first stage in the conflict process proposed by Robbins (2001) which is the stage of
‘Potential Conflict or Mismatch’.

3.2 Events

Among the 5 other examples of the causes of conflict in the organization are as follows:-

Limited Resource Competition

Within an organization there is often competition to obtain the distribution of resources such as
positions, finance, office equipment and personal equipment to meet the needs of their respective
departments. But those resources are limited. As a result, there is dissatisfaction and injustice in
the distribution of resources when each prioritizes their own interests rather than achieving the
goals of the organization as a whole. Lack of resources in the organization to meet the needs of
subunits in carrying out their work results in competition for resources (e.g., budget allocation
for each committee; distribution of teaching tasks among teachers; allocation of space or
facilities to teachers, etc.).Clarity of Responsibilities and Powers

In the organization there are employees who are still vague in carrying out their duties
andexpecting others to do the job. When problems arise in task completion, shifts between
employees will occur. Clarity of responsibilities between employees will lead to failure to
achieve a goal. In addition, there is also a conflict in the centralization and division of power
between employees. Centralization of power means individuals make decisions for all units.

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Every organization faces conflicts between employees and superiors as a result of focusing only
on the opinions of their subordinates and partiality in dividing tasks.

· Task Backup

Task assignment means a task that requires another individual or unit to help complete a task that
requires cooperation and understanding between the two parties. Such collaboration is needed to
obtain more effective and quality work results. When the expected cooperation is not as desired,
it may breed dissatisfaction. The turmoil of conflict between the parties affects cooperation
between them in the future and this is detrimental to the organization.

· Lack of Information

The problem of lack of information always occurs in an organization. This is because of poor
communication between the divisions or the individuals themselves who fail to manage the
information. Poor information management affects the quality of work and ultimately fails to
achieve the set goals. In the event of such a failure, the conflict that has already occurred will be
worse in the organization.

3.3 Factors

There are 3 sources of conflict that have been identified as follows:-

· Communication Factors

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Communication factors are the cause of conflict when employees/individuals in an organization
or between organizations can not or do not want to understand each other and understand each
other in various matters in an organization.

· Task Structure and Organizational Structure Factors

Task structure is also seen as one of the sources of conflict where some employees/individuals
can not understand in depth their work in terms of the existing task structure, or inappropriate in
terms of division of labor, or work procedures that are not understood.

· Personal Factors

Personnel or personal factors are also a source of conflict in the organization where individuals
in the organization do not understand each other, so there are various questions that can lead to
conflict between individuals, either in a particular part or between certain parts of the
organization.

THE ROLE OF TRAINING IN THE ORAGANIZATION

Employee training and development is an important organizational activity because of its

influence on employee productivity. The recruitment and selection division brings employees
into the organization. Orientation and training help new employees to become productive
employees in the organization and experienced employees can accept the changes and demands
of the job.