With the increasing work pressure in modern society, employees will be listless, have low work enthusiasm and even commit suicide (Foxconn is a good example). Is it because of low salary or emotional problems in personal life? Modern enterprises basically pay attention to material ways to motivate employees, but everyone's needs are different and can't be coordinated, so the effect is definitely not ideal. For many employees, the real reason for their poor state is that they are confused at work or in life, and no one can help them solve it, so that the more deposits, the more vicious cycles.

The unhealthy psychology of employees will directly lead to problems in the products and after-sales service of enterprises, thus affecting the development of enterprises. Whether employees' mental health is the guarantee of enterprise performance, so employees' mental health care is an internal incentive means, which is different from material rewards and can be coordinated and unified from the emotional aspect.

I. Definition of mental health

Broadly speaking, mental health refers to an efficient, satisfactory and sustained mental state. In a narrow sense, mental health means that people's basic psychological activities are complete and coordinated, that is, cognition, emotion, will, behavior and personality are complete and coordinated, and they can adapt to society and keep pace with society. Many people think that physical health and mental health are two unrelated concepts. In fact, this is not correct. In real life, mental health and physical health are interrelated and interactive, and mental health affects people's physical health all the time. If a person is withdrawn and psychologically depressed for a long time, it will affect the secretion of hormones and reduce people's resistance, and diseases will take advantage of it. If a healthy person always doubts what's wrong with him, he will be depressed all day, and eventually he will really get sick.

Second, employees' psychological problems and their solutions

The human body is like a very sophisticated and complicated machine. Various systems and internal organs depend on each other and complement each other, so as to keep various functions of the human body in a balanced state and maintain normal physiological activities. Just like traditional Chinese medicine, health preservation and conditioning. Viscera wants to get back in touch, and a bad habit of people can lead to systemic injury. The human body has the ability of automatic adjustment. When you break this balance, your body will automatically adjust back, but once you have a heart disease (emotional illness), it is difficult to adjust and it is easy to be taken advantage of by various diseases. The psychological distress of employees is mainly manifested in the following two aspects:

(A) frustration psychological management

There is competition in every environment. Where there is success, there is failure. Every small group in the enterprise will have competition, and there will also be competition among groups. How to deal with the negative emotions caused by failure is the key to normal work. Frustration is an individual's subjective feeling when facing setbacks. Serious setbacks will lead to a series of negative behaviors of individuals, and then bring them to other individuals.

1, the definition of frustration

People's behavior always starts from a certain motive and works hard to achieve a certain goal. If you encounter difficulties and obstacles in the process of achieving your goals, there will be setbacks, and setbacks will lead to various behaviors. It will have psychological and physical reactions. Individuals will be depressed, negative and resentful after suffering serious setbacks; Physiologically, it will be manifested as high blood pressure and rapid heartbeat, which is easy to induce cardiovascular diseases; Decreased gastric acid secretion can lead to ulcers and gastric perforation. In short, personal frustration can lead to abnormal behavior.

In the process of achieving the goal, there have been setbacks, which may occur in the following situations:

(1) Change the method, bypass the obstacle and choose another path to achieve the goal.

(2) If the difficulty exceeds, modify the goal and change the behavior direction.

(3) There is no way to go in the face of obstacles, and the goal cannot be achieved. People will have serious frustration.

2. Causes of depression

(1) internal factors

Everyone's physiological conditions are different, so some people are not suitable for certain jobs, such as dumb singers, and people with bad hearts want to be air force. Physiological conditions do not allow it. But people's psychological changes are impermanent, and there will be many motives coexisting. It depends on which side of the brain will tempt him to act. Sometimes the two motives are mutually exclusive, which makes it difficult for individuals to choose, resulting in frustration.

(2) External factors

In the working environment, because of everyone's living habits, religious beliefs, political views, etc. All of them are different, which will affect the failure of achieving the expected goals and make people feel frustrated. For example, interpersonal tension, disunity of leading bodies, and different opinions brought about by the new reform.

3, the impact of setbacks

(1) attack. Also known as attack and confrontation. Divided into direct attacks and indirect attacks. Direct attack means that the object of attack is the person or thing that constitutes frustration. Indirect attack is to pass on the anger after setbacks to yourself, the parties concerned or irrelevant people and things. Generally speaking, people with high self-esteem and talent who encounter great setbacks are easy to vent their anger directly. People who lack self-confidence, introversion, inferiority or pessimism often point the finger at themselves. When the source of frustration is unknown, or the real object that causes frustration cannot be directly attacked, they will look for scapegoats.

(2) retrogression. Also known as regression. After being frustrated, people will show childish behaviors that are not commensurate with their age, such as being easily blindsided, blindly trusting others, blindly carrying out others' instructions, credulous rumors, uncontrollable emotions, rage, overreaction, and even unreasonable troubles.

(3) compromise. Also called rationalization. After being frustrated, people will have emotional tension and anxiety, which will be harmful to their health for a long time. So we should take some psychological and behavioral measures to reduce the tension and anxiety caused by setbacks, which is called compromise.

4. How to deal with setbacks

In an enterprise, setbacks can't be prevented anyway. In the face of setbacks, how enterprises and employees should face setbacks and how to solve them are the most critical issues.

(1) employee response

Employees should learn to adjust themselves. Everyone will have close friends around him. Some things can't be said at home, because saying at home will bring this frustration home invisibly, so you will amplify your frustration into the environment you face every day, which is not conducive to your release. People should have an open-minded heart. Facing setbacks is not to let yourself escape, but to face them bravely and encourage yourself. What matters is that the process is not the result. See the advantages of others and learn from them.

(2) managers should respond

Enterprises are like fast circuit boards, employees are every wire, and managers are solder joints connecting wires. The ability of the connector to deal with setbacks directly affects the quality of the whole circuit board. Because it is necessary to improve the ability of managers to cope with setbacks. First of all, managers can put themselves in the employee's shoes, what they would do and think if they were in the employee's position. Secondly, you should be able to accept complaints from employees. When employees complain to the manager, it shows that employees trust you, and the manager should exchange views openly and honestly to help employees eliminate misunderstandings. Finally, since setbacks are inevitable, managers should patiently handle employees' reactions to setbacks. Guidance work must be carried out in a calm and tolerant environment.

(2) Occupational stress:

OccupationalStress: the pressure generated when professional requirements force people to make changes that deviate from their normal functions. The influence of occupational stress on individuals may be physical, psychological or behavioral. Physiological reactions caused by occupational stress include cardiovascular diseases, gastrointestinal diseases, respiratory problems, cancer, arthritis, headache, physical injury, skin dysfunction, fatigue and death. Research shows that coronary heart disease is related to a person's work stress. Problems and dissatisfaction at work, stress at work (such as heavy workload) and type A behavior patterns are all risk factors for coronary heart disease. Type A behavior pattern is mainly manifested as: emphasizing competition and high sense of responsibility; Extremely devoted to work, coping with challenges from daily life, and maintaining very active and busy living habits; Fast but impatient, life comes and goes in a hurry, and many behaviors are impulsive.

Occupational stress is manifested in the following three aspects for individuals:

1, go slow

There are many reasons for being tired of work. For example, the working environment is not suitable, the contradiction with colleagues can not be solved, and the sanitary conditions are poor. The main manifestations are: often neglecting work on the grounds of illness, often dozing off at work, sharply criticizing work and so on.

2. Physical obstacles

When employees feel pressure, they often feel anxious, nervous and depressed psychologically. If this kind of mood is not relieved in time, or if the pressure is too great and the time is too long, it may lead to physiological disorders or diseases. These physical obstacles may lead to reduced attendance, absenteeism, absenteeism and increased error rate. Therefore, enterprise management should not only pay attention to the health of employees, but also pay attention to the causes of physiological unhealthy.

3. Heart failure

Herbert? Floden Berg put forward a simple formula: tense interpersonal relationship+work stress = heart failure. He believes that many people today may become victims of occupational stress because of heart failure. If a person is too committed to pursuing unrealistic working relationship goals, resulting in the loss of physical and mental resources, heart failure will occur.

Occupational stress is manifested in the following three aspects for organizations:

1, internal friction

Employees who work under transitional pressure often find it difficult to concentrate, misjudgment increases frequently, mood deteriorates and even violent tendencies appear. Stress can also cause friction between departments. For two related departments, one of them may reach the limit because of the excessive pressure exerted by the other department, which will eventually lead to discord between the two sides and affect their normal work. Serious friction can lead to organizational conflict.

2. Increased costs

Employees may have job burnout or personal psychological barriers due to occupational stress. These problems will lead to the quality problems of the products produced. In addition, industrial injury compensation and quality accidents are also caused by personal problems.

3. Absence of employees

At work, the direct reaction of employees' excessive pressure is the increase of absenteeism rate. Absenteeism refers to taking time off on the pretext of illness or other improper reasons.

To sum up, transitional occupational stress will not only trouble employees, but also the enterprise itself. The management of enterprises should pay close attention to the influence of stress on the development of enterprises.

Coping methods of occupational stress:

Some employees will take some negative coping styles when dealing with occupational stress, such as avoidance and self-blame. This not only can't relieve stress, but also may cause a vicious circle, leading to more serious mental illness. In the practice of personnel management, managers must take effective measures to help employees cope with stress.

1, starting with personal response.

(1) Keep a good attitude and focus on things rather than people.

The boss is the source of most work stress. The dereliction of duty of subordinates may bring you trouble, and the friction between colleagues may also cause unhappiness, but the real pressure is how to make your boss satisfied with your work and win his trust and appreciation. At work, pay attention to adjusting your mentality and strive to keep yourself open-minded and inclusive; Always keep a positive and happy mood, be good at pouring out your pain and troubles and releasing negative emotions. This is a good way to relieve stress. You can find a close friend who is close to your own experience to talk about your troubles and listen to some suggestions from others. But it's best not to tell your spouse and parents about the stress of work, because their living environment and working environment may be very different from yours, which will not help you at all and will only add trouble to your family. Of course, you can't bring home the bad mood at work: the work is already in a mess, and it's even worse to make a mess at home.

(2) the way of civil and military affairs is relaxed.

Work doesn't mean that strings are always tense. Relax at the right time, as superfine products say? Take a break. Take a break? It will be good for both body and mind. With a good sleep, lighter worries and unhappiness usually disappear after a full and practical sleep. In addition, exercise when you are free, which is a good way to adjust your mood. Take part in a sports activity you like, or go on a trip, watch your favorite books and TV programs, or simply go on vacation to relax, out of sight, out of mind.

(3) Prepare for a rainy day and prepare a response plan at any time.

In the face of various situations, only one plan is not enough. Understand the whole process from beginning to end, anticipate any possible problems in advance, prepare a quick alternative action plan, and take the initiative to meet the work pressure. When you have a plan, stress will naturally not come to you.

2. The Organization's response

(1) Create a good corporate culture

Corporate culture is not just a slogan, it should be implemented in the hearts of every employee. The real corporate culture should not be formulated by managers, but should listen to the opinions of employees and be flexible in the environment, just like prose, which is scattered and concentrated. This can promote communication between superiors and subordinates, and can find and solve problems in the most timely manner.

(2) Let employees participate in enterprise target design.

Employees often feel uncertain about work goals, job expectations and superior evaluation. Once this feeling arises, occupational stress will follow. To solve this problem, employees should participate in the design of enterprise goals. In this way, employees' autonomy and sense of responsibility will be improved. In fact, everyone wants to work hard and achieve something within their own ability. With goals and motivation, they will naturally redouble their efforts.

(3) Establish employee physical and mental health care system and safety system.

Provide employees with good physical and mental health programs, such as reasonable diet programs and exercise programs, let employees participate in designing and sharing experiences, and are determined to establish a perfect improvisation mechanism. Then let the employees have a sense of security and medical care. You can't let employees stay in the enterprise all their lives without paying back the money. Establish training institutions for retired workers to enable them to stand on their own feet. Provide psychological counseling classes for employees on a regular basis, so as to clear the worries of employees at work. Respect employees' personal habits and get along well with each small team, and large groups will be harmonious.

References:

[ 1]? Human resource management psychology? Huang Xiting, East China Normal University Press, 2008.

[2]? Manager? Prevention and elimination of employee frustration, Shen Rui, 2002, 10.

[3]? Human resource management? He Juan, Tianjin University Press, 2000.

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