The management style may end up frustrating the manager’s efforts in relation to deriving support from employees. Psychological resiliency is the ability to endure psychological risk factors/ stressors without exhibiting psychological dysfunction (such as post-traumatic stress disorder, PTSD). On the other hand, social resiliency is the ability to withstand stressors that emanate from the social and environmental spheres. In addition, social resilience is an analytical framework that emanates from the concept of social vulnerability whereas psychological resilience emanates from psychological stressors. Individuals can manage personal stress from the work-life balance by adopting the analytical framework that forms the foundations of social resiliency. The work-life balance entails the coping, adaptive, and transformative capacities that represent social resilience. Stress levels are significantly reduced when the work-life balance is approached with the three ‘pillars’ of social resiliency. Psychological resiliency is the best possible mechanism to respond to an experience of personal failure. For example, an individual may set performance benchmarks in his or her area of expertise. Such benchmarks could be accompanied by rewards. The benchmarks and rewards would act as intrinsic and extrinsic motivators of success in an attempt to erase the previous experience of personal failure. The analytical problem-solving approach commences with defining the problem. This step involves differentiating objective and subjective opinions while specifying the underlying causes of the problem. It is at this step that all the relevant parties are tapped for information to identify whose problem it is. In addition, this step avoids ambiguity on how the problem is presented. On the other hand, the creative problem-solving approach commences with preparation. This stage is simple and is limited by scope.