LEY DE YERKES DOBSON: RELACIÓN ENTRE EL ESTRÉS Y LA PRODUCTIVIDAD.

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La Ley de Yerkes y Dobson (1908), también conocida como la teoría de la U invertida, plantea que la relación entre estrés y rendimiento se puede representar en forma de U invertida.

Esto significa que el rendimiento será óptimo si el nivel de activación (estrés/excitación) es moderadamente elevado; en cambio, si es demasiado alto o bajo repercutirá de forma negativa en el resultado de la tarea.

la ley de Yerkes-Dodson plantea que el mejor modo de potenciar el rendimiento consiste en aumentar la motivación para llevar a cabo las tareas objetivo, si bien es igualmente importante procurar que la carga de trabajo no llegue a ser difícil de manejar, puesto que ello interfiere con el desarrollo natural de la actividad y genera sentimientos desagradables.

Cuando llevamos a cabo tareas con un nivel bajo de estrés o de alerta, con frecuencia nos aburrimos o bien la falta de presión reduce nuestra productividad; si las demandas son excesivas tendemos a experimentar sentimientos de ansiedad y malestar psicológico general. Por contra, cuando la tarea resulta estimulante y desafiante nos concentramos en mayor medida.

Se han sucedido diversas investigaciones que han llegado a determinar que el nivel óptimo de activación arousal (cortical) varía en función de las actividades y también de los individuos. Y se han determinado 4 factores que pueden afectar a la curva:

  • Complejidad de la tarea

Es importante adaptar los niveles de presión externa a la dificultad de la tarea a la hora de potenciar la productividad, de modo que los entornos tranquilos son más recomendables a la hora de realizar actividades desafiantes, mientras que un ambiente enriquecido puede ayudar a mejorar la calidad al afrontar tareas fáciles.

  • Nivel de habilidad

El tener en cuenta el nivel de habilidad del sujeto es trascendental a la hora de determinar cuál es la presión ambiental ideal. Podemos decir que la práctica en un dominio reduce la dificultad de las tareas que se engloban en éste, de modo que relacionar estas dos variables puede ser útil al aplicar la ley de Yerkes-Dodson.

  • Personalidad

No podemos dejar de la lado que el nivel de estimulación o presión ambiental tiene que estar adaptado a la personalidad del individuo. Por lo general se plantea que un individuo extrovertido soportará mejor la presión y tendrá por tanto un rendimiento mayor que uno introvertido.

  • Ansiedad-rasgo

El factor de personalidad que conocemos como “ansiedad-rasgo” hace referencia a la tendencia a experimentar emociones negativas relacionadas con la ansiedad, como la inquietud, el miedo y la preocupación.

Las personas que tienen una tendencia muy marcada a sentir ansiedad prácticamente siempre reaccionan de forma negativa al incremento de los niveles de estrés. Igual que sucede en el caso de las personas introvertidas, puede ser un error grave obviar que las personas con esta característica trabajan mejor con niveles bajos de estimulación.

 

En resumen, la Ley de Yerkes y Dodson tiene en cuenta la influencia de la ansiedad/estrés/activación en el rendimiento óptimo de las personas. En principio, a más activación (A), mejor rendimiento (B). Indica, en parte, sobre cuál es la finalidad de la ansiedad/excitación arousal.

Determinadas cantidades moderadas de ansiedad y preocupación son beneficiosas y motivadores 

EL ESTRÉS COMO PALANCA

Hay un punto óptimo que ayuda a realizar de una manera óptima nuestras actividades laborales. Pero una vez pasado ese punto, el rendimiento cae de manera brusca, de la misma forma que no llegamos a conseguirlo si no existe una tensión productiva en la tarea.

Muchas empresas son conscientes de la relación entre el estrés y la productividad en el lugar de trabajo, aunque puede que en algún momento dejen de aplicarlo de forma personalizadas tanto a nivel de personas como de equipos.

PUNTOS PARA TENER PRESENTE

  • Objetivos claros. (¿Cuándo?, ¿Cómo?, ¿para qué?, ¿con qué?, ¿con quién?)
  • Saber cómo mediremos esos resultados
  • Desarrollo y capacitación.
  • Trabajo fuera de la zona de confort
  • Dar valor al trabajo (los para qué de la acción que realizo).
  • Entornos laborales controlados
  • Hacer un seguimiento y análisis de los progresos.
  • Escuchar las preocupaciones de los empleados y tomar medidas.
  • Evitar la inseguridad

La aplicación de esta ley puede implicar importantes beneficios en el ámbito empresarial:

Motivación.

El conocimiento de la relación entre la motivación y los estímulos ambientales supone una oportunidad para que las empresas puedan determinar cuáles son los niveles de estimulación ambiental necesarios para que el rendimiento de los trabajadores sea más elevado.

Productividad.

Trabajar en la motivación de los trabajadores tendrá una relación directa sobre el rendimiento y la productividad.

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