Similarly, Avey, Luthans and Jensen (2009) stated that Lack of acknowledgements and rewards triggers a feeling among employees that their performance is not according to the standards set by an organization and they start taking stress. Consequently, their motivation towards their roles and duties also gets influenced in a negative manner and this negative influence lowers down the productivity level of organizations. As per Star Bucks (2015), the best example of managing stress at workplace can be observed from Starbucks operating in the vicinity of UK. The company considers its employees as partners and their pay package has been designed as per the needs and requirement of employees. As a result of customized rewards and acknowledging employees as their partners, the company has highly motivated its employees and avoids creating stress among them.
Another important cause of stress at workplace is a lack of job security (Conti et al, 2006). As per these authors, if employees are provided with job security than their motivation towards job responsibility also gets augmented and they strive best to achieve organizational goals in a most lucrative way; however, if the employees are not certain regarding their job security then element of stress has been created among them which in turn also affects the profitability of organizations. In view of Halpern (2005), when employees considers a particular job more important to their career development than that job provides security to them, this job security then develops interest among them to achieve organizational goals and such kind of employees becomes strategic assets for an organization. Nonetheless, if employees do not find any sort of career development within their jobs then they start taking stress which has a negative impact on the performance of organization in the market place.
In accordance with Tesco (2008), managing stress at workplace with the help of career development of employees can be better comprehended from the example of Tesco. The retail store operating in UK provides frequent training programs for its employees regardless of gender discrimination. This practice of the store not only avoids stress within its employees but also improves performance of the stores in terms of offering superior retail services to customer.