Month: May 2026

Based on my results from the 3 assessments, I am someone that has a high level of stress in my life and I’m a mix between a Type A and Type B personality. I got so used to being constantly stressed out, due to balancing school and work, that I don’t recognize that it isn’t normal to be stressed out all the time. I think this is something that a lot of people deal with because in that moment, one doesn’t think about how long it’s been since they weren’t stressed. I’ve only realized it after taking the assessments and thinking about how I am constantly creating a checklist in my head of everything I have to get done for the next day. 

I think as I progress through my professional career, I should start creating a routine for myself in the morning before I get ready for the day. Having a routine that I can rely on has always been a way to calm myself down in high stress situations. It helps me feel more prepared for the day if I’m starting off on a good note. Another thing I can do to help manage my stress would be to have a designated time in the day where I stop thinking about everything I have to get done and instead do things that I want to do.

Some of the ways organizations help manage their employees’ stress levels is by implementing policies and programs that focus on flexible work arrangements and help disperse people’s workloads. Another way they can help is by training their managers to help employees that are stressed out. Some organizations have also set up counseling services so that employees have someone they can talk to. All of these programs make sure that employees aren’t getting burnt out and that they feel supported by the organization. 

Sources:

Frumar, M.-L. A. and C. (2025, October 13). Help your employees cope with stress. Gallup.com. https://www.gallup.com/workplace/509726/help-employees-cope-stress.aspx

When I started  working at my current job, there was a worker there that would complain about how much money he was getting paid. He believed that for the amount of effort and work he was putting into the job, he should’ve gotten paid more. It got to a point where everyone knew this about him and usually avoided the topic. Then, his performance started to get worse and it was evident that he didn’t care about the job anymore. His effort significantly decreased and it was difficult to work with him since he wouldn’t do what was needed of him. He made more work for everyone else since he began doing it all wrong. 

Management tried to fix this issue by talking to him and finding a way to help increase his effort level. They discussed incentive plans as they are designed to help motivate employees productivity levels (W8 Lecture 4). But, he wasn’t interested in the job anymore as he found another one that paid an amount he was happy with. This example shows that compensation can have a significant impact on an employee’s productivity levels at their job. Compensation and incentive plans need to be carefully thought out in the effort of retaining employees. I think that my workplace should create an individual-based incentives program since they help retain the best performing employees and reward employees who put effort into their jobs (W8 Lecture 5). I think that the employee in this situation was out of line to make it harder for everyone else at work due to him not liking how much he was getting paid. But, it does reflect on the workplace that there were no incentives plans put in place to help retain employees. 

Sources:

Cieri. M, W8 Lecture 4 – Overview of Incentives [Lecture Video], Canvas

Cieri. M, W8 Lecture 5 – Designing Incentives Programs [Lecture Video], Canvas

A training that I found beneficial was when I was promoted to a higher position that required me shadowing someone for a few months. I am a hands-on learner which made shadowing someone the most effective type of training I could get for that job. This type of training experience made me feel more secure and confident in the role that I was taking on. This was also a time where I was not confident in the new role I was about to enter, so having someone I could voice my concerns to, helped me gain more confidence. In the lecture video W6 Lecture 4 – Development, it mentions how interpersonal relationships, like mentoring, can help employees move up into new positions and make them more comfortable with the change. This was the case with me during this training experience.

A training experience that I did not find beneficial was a job I had this past summer as an administrative assistant. The training was a week long with my boss discussing how to do the tasks that were required of us. He was talking the entire time and I didn’t retain any of the information because I’m a hands-on learner. It was also a lot of information he threw at me in a short amount of time. I eventually learned how to perform the job, but that was after my training ended and I started performing the tasks. In the lecture video W6 Lecture 1 – Training, it goes over the selection of training methods. One of the ways they determine which method fits the job is if the information is discussed in a memorable way. This experience was lacking that aspect which made it more difficult to understand the job.

Sources

Cieri. M, W6 Lecture 4 – Development [Lecture Video], Canvas

Cieri. M, W6 Lecture 1 – Training [Lecture Video], Canvas