{"id":29,"date":"2025-11-27T04:06:37","date_gmt":"2025-11-27T04:06:37","guid":{"rendered":"https:\/\/blogs.oregonstate.edu\/leoshrblog\/?p=29"},"modified":"2025-11-27T04:06:37","modified_gmt":"2025-11-27T04:06:37","slug":"managing-stress-in-my-career","status":"publish","type":"post","link":"https:\/\/blogs.oregonstate.edu\/leoshrblog\/2025\/11\/27\/managing-stress-in-my-career\/","title":{"rendered":"Managing Stress in My Career"},"content":{"rendered":"\n
\"\"<\/figure>\n\n\n\n
\n

After completing this vehicle and the life stress inventory, coping and stress management skills test, and the type a personality survey on myself I found all things out\u2002about how I react under stress. My life stress\u2002score showed that I\u2019m in the range for moderate stress, which is fair since work, school and planning my future can all be draining. The coping and stress management test revealed that\u2002I use primarily problem-focused coping, the kind where you try and solve stressors directly. This is easy to the extent that you are in control of things, but as our lecture notes\u2002indicate (Swift, 2025), some workplace stressors say unclear expectations or a high workload.<\/p>\n<\/div>\n\n\n\n

The Type A Personality survey also gave me greater insight into\u2002myself. It revealed\u2002that, although I\u2019m typically warm and collaborative, I may become impatient or stressed when feeling overwhelmed. Studies suggest that it\u2019s urgency and frustration not just Type A behavior as a whole\u2002that can elevate health risks, which is a nice thing I tell myself when I am mentally checking out at work and need to go home instead.<\/p>\n\n\n\n

\n

As I continue advancing\u2002in my career, I aim to practice stress more purposefully. This means, developing boundaries, giving breaks, asking for help when I need it and using emotion focused coping if I don\u2019t\u2002have control. I also want to listen for early feelings of burnout, such\u2002as fatigue or not feeling quite successful.<\/p>\n<\/div>\n\n\n\n

Organizations today are also working to be more supportive\u2002of employees. Many companies now have\u2002flexible hours, mental-health resources and wellness programs, along with Employee Assistance Programs (EAPs). Studies indicate that effective wellness programs can result in reduced spending on physicians and absenteeism, increased productivity and morale (Berry,\u2002Mirabito & Baun 2010). They also value flexibility and paid as a form of compensation, which\u2002both reduces stress and staff retention (Jones, 2017).<\/p>\n\n\n\n

Overall, those assessments were a reminder that\u2002stress management is important for long-term health, and it also falls on both employees and employers to make workspaces healthier.<\/p>\n\n\n\n

\n

References<\/strong><\/p>\n<\/div>\n\n\n\n

Berry, L. L., Mirabito, A. M., & Baun, W. B. (2010). What\u2019s the hard return on employee wellness programs?<\/em> Harvard Business Review.<\/p>\n\n\n\n

Jones, K. (2017). The Most Desirable Employee Benefits.<\/em> Harvard Business Review.<\/p>\n\n\n\n

Swift, M. (2025). Job Stress.<\/em> Lecture.<\/p>\n\n\n\n

Sussex Publishers. (n.d.). Coping & Stress Management Skills Test.<\/em> Psychology Today.<\/p>\n\n\n\n

\n

Sussex Publishers. (n.d.). Type A Personality Test.<\/em> Psychology Today.<\/p>\n<\/div>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

After completing this vehicle and the life stress inventory, coping and stress management skills test, and the type a personality survey on myself I found all things out\u2002about how I react under stress. My life stress\u2002score showed that I\u2019m in the range for moderate stress, which is fair since work, school and planning my future […]<\/p>\n","protected":false},"author":14966,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-29","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blogs.oregonstate.edu\/leoshrblog\/wp-json\/wp\/v2\/posts\/29","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.oregonstate.edu\/leoshrblog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.oregonstate.edu\/leoshrblog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/leoshrblog\/wp-json\/wp\/v2\/users\/14966"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/leoshrblog\/wp-json\/wp\/v2\/comments?post=29"}],"version-history":[{"count":1,"href":"https:\/\/blogs.oregonstate.edu\/leoshrblog\/wp-json\/wp\/v2\/posts\/29\/revisions"}],"predecessor-version":[{"id":31,"href":"https:\/\/blogs.oregonstate.edu\/leoshrblog\/wp-json\/wp\/v2\/posts\/29\/revisions\/31"}],"wp:attachment":[{"href":"https:\/\/blogs.oregonstate.edu\/leoshrblog\/wp-json\/wp\/v2\/media?parent=29"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/leoshrblog\/wp-json\/wp\/v2\/categories?post=29"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/leoshrblog\/wp-json\/wp\/v2\/tags?post=29"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}