What Can Be Wrong in Organizational Structure?
Continuing from dysregulated psychological function, organizational structure can be the source of the problem. Although today the working environment is more friendly and not hierarchical, a lot of businesses still use hierarchical structure. Perry said that the structure in most organizations is hierarchical.
Hierarchy system creates barriers between managers and workers. The gap allows the situation of getting things done for them. According to Perry, it is vital to let the workers have the role to decide how and where they want to do their work. It is important not to limit what’s comfortable for the workers regarding what they want to do. From this factor only, hierarchical systems when barriers disrupt employees’ comfort can lead to their stress.
Impact and Solution
These days are the best epitome on how employees are starting to leave their job so very easily. It would be just fine if the replacement is well. But there is no guarantee that the new person can bring betterment to the company. There is more to consider when experienced employees are leaving, a new person means new adaptation and training. New team means re-aligning ideas, missions, and vibes.
So, it is not a matter of whether or not the person is replaceable but a company might be at risk of stabilizing their previous good performance. Perry said people these days are retiring early and leaving the workplace due to stress. Stress impacted the level of tolerance. When tolerance erodes, the employees can feel physically ill and emotionally distressed.
Among many solutions, actually leaders can suggest their employees to help themselves in overcoming work stress. There are patterns in the brain that could actually tell how people feel safe. It is a patterned activity, it could be chewing gum, walking, and rhythmic movements. On this occasion, they can learn resting techniques every one hour during working such as stretching, getting up, and walking.
After all, when the company faces already stressed out or traumatized employees they can find other solutions instead of letting them help themselves. This is something that everyone should be involved in. It requires team help. For example, feeling flexible by moving frequently, showing that the environment is flexible and dynamic and not too serious.
People can actually send comfort signals.
They can tell others that ‘you belong here’, ‘we care about you’, and ‘we listen to your concern’. Companies tend to do the other way, instead of showing support, they are too demanding. Instead of showing ‘you belong here’, they show ‘you don’t deserve this position’. Most leaders tend to put more burden and pressure to boost production without considering giving a little space for rest. These kinds of things affect the central nervous system. Companies should provoke more comfort and flexibility, not the other way around.
