MB.NET Software Solutions

Splošne informacije

In many ways, work imposes emotional demands on people. These demands can arise from many sources ranging from stress such as time pressure, difficult customers, challenging bosses and heavy workloads. Demands of work can also include setbacks from surprising or negative outcomes and the problems of coping with change or crises at work. These demands have the common feature that they can be discouraging; they can be demotivating and cause people to lose energy or lose interest in work. They can be difficult to overcome. People who are able to cope effectively with these types of stressors are likely to prefer working in dynamic, frequently changing environments. People who are less interested in coping with these demands are more likely to prefer work in more structured, well established environments. This coping ability has less to do with how smart or motivated people are but it depends more on how well they can manage their emotional reactions to
situations at work.

We are capable of dealing very effectively with the routine, day-to-day stressors such as time pressure. difficult working conditions and heavy work loads. These routine, ongoing stressors do not cause us difficulty. Even occasional high levels of stress are not too difficult for We to deal with. We demonstrate the emotional control and optimism to sustain strong performance in spite of the daily stresses of work. Our approach to work reflects a typical ability to recover from setbacks and sustain consistent work performance under the usual range of stressful conditions. We are able to control emotional reactions reasonably well in the face of disappointing results that would discourage some others. We are usually optimistic and confident about performing well except where significant unexpected problems arise. Major setbacks can be very discouraging to Us especially if they are unexpected or involve the people us work with. In these types of situations We find encouragement from others to be very helpful. We approach changes at work like most people in that We are willing to accept and support most typical, minor changes at work. However, for more significant changes, it is also important to Us that We understand why change is important before We are willing to give it full support. We are not one of those people who support every change just because somebody asked us to do it. While We are not skeptical of change itself, We do want to know how it will benefit us and We work. In many ways, work imposes emotional demands on people. These demands can arise from many sources ranging from stress such as time pressure, difficult customers, challenging bosses and heavy workloads. Demands of work can also include setbacks from surprising or negative outcomes and the problems of coping with change or crises at work. These demands have the common feature that they can be discouraging; they can be demotivating and cause people to lose energy or lose interest in work. They can be difficult to overcome. People who are able to cope effectively with these types of stressors are likely to prefer working in dynamic, frequently changing environments. People who are less interested in coping with these demands are more likely to prefer work in more structured, well established environments. This coping ability has less to do with how smart or motivated people are but it depends more on how well they can manage their emotional reactions to situations at work.

We are capable of dealing very effectively with the routine, day-to-day stressors such as time pressure. difficult working conditions and heavy work loads. These routine, ongoing stressors do not cause our difficulty. Even occasional high levels of stress are not too difficult for us to deal with. We demonstrate the emotional control and optimism to sustain strong performance in spite of the daily stresses of work. Our approach to work reflects a typical ability to recover from setbacks and sustain consistent work performance under the usual range of stressful conditions. We are able to control emotional reactions reasonably well in the face of disappointing results that would discourage some others. We are usually optimistic and confident about performing well except where significant unexpected problems arise. Major setbacks can be very discouraging to us especially if they are unexpected or involve the people We work with. In these types of situations We find encouragement from others to be very helpful. Our approach change at work like most people in that We are willing to accept and support most typical, minor changes at work. However, for more significant changes, it is also important to us that We understand why change is important before We are willing to give it full support. We are not one of those people who support every change just because somebody asked us to do it. While We are not skeptical of change itself, We do want to know how it will benefit and your work.