Final answer:
Engaging in personal goal setting is the exception that does not directly help employees reduce stress by removing the stressor; whereas the other options involve changing the work conditions to reduce stress.
Step-by-step explanation:
The student asked which option out of a set does not help employees reduce stress by removing the stressor. The listed options were (a) reducing excessive workplace noise, (b) providing flexible work arrangements, (c) limiting work hours, (d) engaging in personal goal setting, and (e) giving employees more control over the work process.
Options a, b, c, and e all involve changing the work environment or work conditions to reduce the direct causes of stress. These include reducing sensory distractions (excessive noise), providing more autonomy over work schedules (flexible work arrangements and limited work hours), and enabling more influence on the work process, all of which can help in managing occupational stress and enhancing job satisfaction. These strategies are aimed at directly modifying the stressors at work.
Option d, which is engaging in personal goal setting, is different from the rest. Although goal setting can help with providing direction and clarifying expectations, it does not inherently remove the external stressor. Instead, it may help with coping strategies, but it does not change the work conditions that contribute to stress. Therefore, engaging in personal goal setting is the exception as it does not directly remove a stressor.