In contemporary professional environments, workplace stress has emerged as a pervasive and insidious phenomenon, often undermining both organizational efficiency and employee well-being. Far from being a mere by product of demanding schedules, chronic occupational stress is frequently rooted in deeper systemic issues such as unrealistic expectations, inadequate support structures, and a pervasive culture of constant connectivity. The relentless pursuit of productivity, amplified by technological advancements that blur the boundaries between personal and professional spheres, has exacerbated employees' sense of perpetual obligation. Left unchecked, prolonged exposure to high-stress environments can precipitate a range of deleterious outcomes, including burnout, diminished cognitive functioning, and even serious physical health conditions like hypertension and cardiovascular disease. Organizations that fail to recognize and address the underlying causes of stress not only risk elevated turnover rates but also compromise innovation, morale, and overall competitiveness. Counteracting workplace stress demands a multi-faceted approach that transcends superficial interventions such as temporary wellness programs or occasional mindfulness workshops. Instead, it requires a fundamental re-evaluation of work design, leadership styles, and organizational priorities. Encouraging open dialogue about mental health, instituting flexible work arrangements, and fostering a culture that genuinely values work-life balance are pivotal steps toward cultivating a more sustainable and humane professional landscape.
According to the passage, what is a key failure of organizations when addressing workplace stress?
They rely on short-term or surface-level solutions.
The third paragraph states that counteracting workplace stress "demands a multi-faceted approach that transcends superficial interventions such as temporary wellness programs or occasional mindfulness workshops," and instead calls for a fundamental re-evaluation of work design, leadership, and priorities.
By criticising "superficial", "temporary", and "occasional" measures, the passage implies that organizations fail when they depend on short-term or surface-level solutions rather than addressing the root causes of stress.
The passage actually recommends valuing work-life balance, so over-emphasising it is not the stated failure. It never claims that flexibility causes laziness — on the contrary, it endorses flexible work arrangements. Hiring inexperienced employees is not mentioned anywhere.
Hence, the key failure is that organizations rely on short-term or surface-level solutions.
Similar Questions
A sentence/a part of the sentence is underlined. Four alternatives are given to the underlined part which will improve the sentence. Choose the correct alternative and click the button corresponding to it. In case no improvement is needed, click the button corresponding to "No improvement".
Sunil and I helped to sell tickets.One of the activities of a child before it is even born is __________ .
It is necessary for one to __________ the language before (s)he writes in that language.
Multi-lingualism means
A child has been __________ ever since it was born
To know a language one must be able to?
Modern medicine is primarily concerned with:
The passage suggests that:
Talking about health all the time makes people:
The passage tells us:
Important Questions from Reading Comprehension
What is the meaning of ‘intrigued’?
What are ice shelves?
What are icebergs?
When the iceberg turns upside down, it appears ________.
The use of science in its simple form has helped man to ____________
