{"id":1587,"date":"2021-05-11T10:20:16","date_gmt":"2021-05-11T10:20:16","guid":{"rendered":"http:\/\/www.tockapromjene.net\/?p=1587"},"modified":"2026-05-07T10:24:43","modified_gmt":"2026-05-07T10:24:43","slug":"kako-na-rad-utjecu-pritisak-i-stres","status":"publish","type":"post","link":"https:\/\/tockapromjene.net\/?p=1587","title":{"rendered":"Kako pritisak i stres utje\u010du na rad?"},"content":{"rendered":"<div  class='flex_column av-464wub-39fd278cb7f76a958cbe54206f9cee14 av_one_full  avia-builder-el-0  el_before_av_one_full  avia-builder-el-first  first flex_column_div  '     ><section  class='av_textblock_section av-lrj0k8uv-1abd49ee5b35e2da7983374356a0b4ce '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><h4>Kako se pritisak i stres nakupljaju u radu?<\/h4>\n<p>.<\/p>\n<\/div><\/section><\/div><div  class='flex_column av-2uonxf-81853225e5fd26b485aabbbf3ac92ecb av_one_full  avia-builder-el-2  el_after_av_one_full  el_before_av_two_third  first flex_column_div  column-top-margin'     ><section  class='av_textblock_section av-lrj0ktks-21f65eac3dc415d441b151c2e0a33dbc '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><p data-start=\"0\" data-end=\"491\">Na radionicama s voditeljima (rasvoj vje\u0161tina) \u010desto dugo vremena provedemo u razumijevanju ovih ideja. \u00a0Organizacijska znanost ve\u0107 dugo zna: <strong>stres osobe na poslu ne nastaje slu\u010dajno i nije samo pitanje toga koliko je netko \u201cmentalno jak\u201d ili otporan na stres.<\/strong> U ve\u0107ini slu\u010dajeva stres se postupno nakuplja kroz na\u010dine rada, komunikacije i suradnje (ili nesuradnje) u nekom timu. Treba promatrati kako u radnom okru\u017eenju nastaje pritisak &#8211; kroz nejasnu komunikaciju, stalne pritiske, manjak kontrole nad vlastitim radom i osje\u0107aj da se o\u010dekivanja te\u0161ko mogu ispuniti. Kada takve situacije traju dugo, stres prestaje biti problem pojedinca i polako postaje dio svakodnevne organizacijske kulture.<\/p>\n<p data-start=\"0\" data-end=\"491\">Pogledajte kakve posljedice na rad imaju razli\u010diti aspekti rada:<\/p>\n<\/div><\/section><\/div>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-65nxci-3bc6a8a6ab712be4f59ab1ba17cadf22\">\n.flex_column.av-65nxci-3bc6a8a6ab712be4f59ab1ba17cadf22{\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='flex_column av-65nxci-3bc6a8a6ab712be4f59ab1ba17cadf22 av_two_third  avia-builder-el-4  el_after_av_one_full  el_before_av_one_third  first flex_column_div av-zero-column-padding  column-top-margin'     ><section  class='av_textblock_section av-kntz8d3x-7d1b0c8a6e92108f6f0479caf0efb96c '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><p><strong>Kako pritisak u poslu i stres utje\u010du na rad?<\/strong><\/p>\n<ul>\n<li><strong>Nerealisti\u010dni rokovi <\/strong>&#8211;>proizvode <strong>pritisak<\/strong> i preplavljuju zaposlenike, pove\u0107avaju gre\u0161ke na radu<\/li>\n<li><strong>Minimalan osje\u0107aj kontrole<\/strong> nad radnim aktivnostima &#8211;> <strong>smanjuju <\/strong>motiviranost i <strong>radni u\u010dinak, <\/strong>pove\u0107ava rizik od izostanaka s posla<\/li>\n<li>Slaba <strong>me\u0111usobna podr\u0161ka i suradnja <\/strong>&#8211;>poja\u010dava osje\u0107aj izoliranosti, umanjuje produktivnost<\/li>\n<li><strong>Nedovoljna pripremljenost za posao<\/strong>, novi posao, <strong>neadekvatni trening &#8211;> <\/strong>pove\u0107anje broja gre\u0161aka, sporost u obavljanju posla<\/li>\n<li>Manjak informacija &#8211;>\u00a0 pove\u0107anje brige o\u00a0 <strong>sigurnosti posla, karijere ili pla\u0107e <\/strong><\/li>\n<li><strong>Kultura okrivljavanja <\/strong>&#8211;>smanjena otvorenost i povjerenje, izbjegavanje razgovora o problemima, skrivanje pogre\u0161aka<\/li>\n<li><strong>Neefikasni menad\u017ement &#8211;><\/strong> zaposlenicima nedostaje osje\u0107aj smisla i smjera<\/li>\n<li><strong>Vi\u0161estruki menad\u017ement <\/strong>(nekoliko menad\u017eera koji prioritiziraju posao) jedne osobe ili tima &#8211;> smanjenje kvalitete obavljenog posla, konflikt prioriteta, <strong>pove\u0107ana vjerojatnost izgaranja zaposlenika<\/strong><\/li>\n<li>Neadekvatno <strong>fizi\u010dko radno okru\u017eenje (<\/strong>pretjerana toplina, hladno\u0107a, buka, nedovoljno osvjetljenje, neudobno radno mjesto, neispravna oprema) &#8211;> umor, smanjenje motivacije, pove\u0107anje mogu\u0107nosti za pogre\u0161ku (emocionalna i kognitivna <strong>pogre\u0161ka u interpretaciji<\/strong> <strong>radnih uvjeta- <\/strong>da su ugro\u017eavaju\u0107i iako uistinu nisu)<\/li>\n<\/ul>\n<p><em>Rad na stresu u organizaciji je win-win situacija. Sa strane zaposlenika, oni postaju zadovoljniji, olak\u0161ano im je posti\u0107i ravnote\u017eu izme\u0111u poslovnog i privatnog \u017eivota, osje\u0107aju se ugodnije na poslu te razvijaju kvalitetan i dobar odnos s kolegama (i stav prema poslodavcu). Sa strane organizacije, pozitivno je to \u0161to su zaposlenici produktivni, ne izostaju toliko s posla, manja je fluktuacija zaposlenika i, zbog dobrih odnosa unutar organizacije, ve\u0107ina problema se bezbolno rje\u0161ava. Navedene prednosti su samo od nekih, tako da ne \u201c\u0161tedite\u201d na svojim zaposlenicima jer time zapravo ne mo\u017eete posti\u0107i ono \u0161to biste htjeli. Mogu\u0107e je postojanje zadovoljstva s obje strane pa za\u0161to ne te\u017eiti tome?<\/em><\/p>\n<\/div><\/section><\/div>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-81iwvm-9ff59448fff4bef2ba4fb7d1c9a0885e\">\n@keyframes av_boxShadowEffect_av-81iwvm-9ff59448fff4bef2ba4fb7d1c9a0885e-column {\n0%   { box-shadow:  0 0 0 0 ; opacity: 1; }\n100% { box-shadow:  0 0 10px 0 ; opacity: 1; }\n}\n.flex_column.av-81iwvm-9ff59448fff4bef2ba4fb7d1c9a0885e{\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\nbackground-color:#efefef;\n}\n<\/style>\n<div  class='flex_column av-81iwvm-9ff59448fff4bef2ba4fb7d1c9a0885e av_one_third  avia-builder-el-6  el_after_av_two_third  el_before_av_hr  flex_column_div av-zero-column-padding  column-top-margin'     ><style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kntz7u8r-0ae8e10632aa0853a737219ceccc008e\">\n#top .av_textblock_section.av-kntz7u8r-0ae8e10632aa0853a737219ceccc008e .avia_textblock{\ntext-align:left;\n}\n<\/style>\n<section  class='av_textblock_section av-kntz7u8r-0ae8e10632aa0853a737219ceccc008e '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><p><b>\u010cija je odgovornost otklanjati stres?<\/b><\/p>\n<p>Briga o stresu nise samo odgovornost pojedinca. Iako svatko <strong>mo\u017ee raditi na tome <\/strong><strong>da otkloni vlastiti stres<\/strong> i pove\u0107a si otpornost, sama organizacije ima <strong>\u00a0odgovornost upravljanja i zakonsku obavezu da umanji stres kod svojih zaposlenika<\/strong><b>, <\/b>odnosno da ih za\u0161titi od izlo\u017eenosti (nepotrebnom) pritisku, umanji tenzije u radu i za\u0161titi ljude od lo\u0161ih radnih praksi, nekvalitetne komunikacije \u00a0ili nekompetentnih voditelja.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright size-portfolio wp-image-2799\" src=\"https:\/\/tockapromjene.net\/wp-content\/uploads\/2021\/05\/6895861-495x400.jpg\" alt=\"\" width=\"495\" height=\"400\" srcset=\"https:\/\/tockapromjene.net\/wp-content\/uploads\/2021\/05\/6895861-495x400.jpg 495w, https:\/\/tockapromjene.net\/wp-content\/uploads\/2021\/05\/6895861-845x684.jpg 845w\" sizes=\"auto, (max-width: 495px) 100vw, 495px\" \/><\/p>\n<\/div><\/section><\/div><div  class='hr av-32w0kc-9951285ea2a57a9eb273053e3c7bf3c9 hr-default  avia-builder-el-8  el_after_av_one_third  avia-builder-el-last '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Stres na poslu naj\u010de\u0161\u0107e ne nastaje zbog jednog lo\u0161eg dana, nego zbog sustava u kojem se pritisak polako gomila: nerealisti\u010dni rokovi, nejasni prioriteti, manjak podr\u0161ke, lo\u0161a komunikacija &#8230;<\/p>\n","protected":false},"author":2,"featured_media":2799,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3,39],"tags":[],"class_list":["post-1587","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-materijali","category-voditelji"],"_links":{"self":[{"href":"https:\/\/tockapromjene.net\/index.php?rest_route=\/wp\/v2\/posts\/1587","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/tockapromjene.net\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/tockapromjene.net\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/tockapromjene.net\/index.php?rest_route=\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/tockapromjene.net\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1587"}],"version-history":[{"count":36,"href":"https:\/\/tockapromjene.net\/index.php?rest_route=\/wp\/v2\/posts\/1587\/revisions"}],"predecessor-version":[{"id":3188,"href":"https:\/\/tockapromjene.net\/index.php?rest_route=\/wp\/v2\/posts\/1587\/revisions\/3188"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/tockapromjene.net\/index.php?rest_route=\/wp\/v2\/media\/2799"}],"wp:attachment":[{"href":"https:\/\/tockapromjene.net\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1587"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/tockapromjene.net\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1587"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/tockapromjene.net\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1587"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}