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Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
Stress management
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Stress management

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  • 1. Stress Managementvisit: www.exploreHR.org 1
  • 2. You can download this presentation file at: www.exploreHR.org Visit www.exploreHR.org for more presentations on Human Capital Strategy and Personal Developmentvisit: www.exploreHR.org 2
  • 3. A Model of Stress Individual Differences Environmental Factors Organizational Factors Experience Stress Individual Factorsvisit: www.exploreHR.org 3
  • 4. Enviromental Factors Economic Uncertainty Political Uncertainty Technological Uncertaintyvisit: www.exploreHR.org 4
  • 5. Orgnizational Factors • Task Demands • Role Demands • Interpersonal Demands • Organizational Structure • Organizational Leadershipvisit: www.exploreHR.org 5
  • 6. Individual Factors Family Problems Economic Problemsvisit: www.exploreHR.org 6
  • 7. Some people thrive on stressful situations, while others are overwhelmed by them. What is it that differentiates people in terms of their ability to handle stress? At least four variables — perception, job experience, social support, and belief in locus of control — have been found to be relevant moderators.visit: www.exploreHR.org 7
  • 8. Relevant Moderators • Perception • Job experience • Social Support • Belief in Locus of Controlvisit: www.exploreHR.org 8
  • 9. Perception The stress potential in environmental, organizational, and individual factors doesnt lie in their objective condition. Rather, it lies in an employees interpretation of those factors.visit: www.exploreHR.org 9
  • 10. Job Experience Experience is said to be a great teacher. It can also be a great stress-reducer.visit: www.exploreHR.org 10
  • 11. Social Support There is increasing evidence that social support — that is, collegial relationships with co-workers or supervisors — can buffer the impact of stress.visit: www.exploreHR.org 11
  • 12. Belief in Locus of Control Those with an internal locus of control believe they control their own destiny. Those with an external locus believe their lives are controlled by outside forces. Evidence indicates that internals perceive their jobs to be less stressful than do externals.visit: www.exploreHR.org 12
  • 13. Physiological Symptoms • Headaches • High blood presure • Heart Disease Psychological Symptoms Experience • Anxiety Stress • Depression • Decrease in job satisfaction Behavioral symptoms • Productivity • Absenteeism • Turnovervisit: www.exploreHR.org 13
  • 14. Stress Management Strategies Individual Approaches Organizational Approachesvisit: www.exploreHR.org 14
  • 15. Individual Approaches Time Management Physical Exercise Relaxation Training Social Supportvisit: www.exploreHR.org 15
  • 16. Time Management An understanding and utilization of basic time management principles can help individuals better cope with job demands.visit: www.exploreHR.org 16
  • 17. Physical Exercise Noncompetitive physical exercise such as aerobics, race walking, jogging, swimming, and riding a bicycle have long been recommended by physicians as a way to deal with excessive stress levels.visit: www.exploreHR.org 17
  • 18. Relaxation Training Individuals can teach themselves to relax through techniques such as meditation, hypnosis, and biofeedback. The objective is to reach a state of deep relaxation, where one feels physically relaxed, somewhat detached from the immediate environment, and detached from body sensations.visit: www.exploreHR.org 18
  • 19. Social Support Having friends, family, or work colleagues to talk to provides an outlet when stress levels become excessive. Expanding your social support network, therefore, can be a means for tension reduction.visit: www.exploreHR.org 19
  • 20. Organizational Approaches Selection and Placement Goal Setting Job Redesign Participative Decision Making Organizational Communication Wellness Programvisit: www.exploreHR.org 20
  • 21. Selection & Placement Individuals with little experience or an external locus of control tend to be more stress-prone. Selection and placement decisions should take these facts into consideration.visit: www.exploreHR.org 21
  • 22. Goal Setting The use of goals can reduce stress as well as provide motivation. Specific goals that are perceived as attainable clarify performance expectations. Additionally, goal feedback reduces uncertainties as to actual job performance. The result is less employee frustration, role ambiguity, and stress.visit: www.exploreHR.org 22
  • 23. Job Redesign Redesigning jobs to give employees more responsibility, more meaningful work, more autonomy, and increased feedback can reduce stress, because these factors give the employee greater control over work activities and lessen dependence on others.visit: www.exploreHR.org 23
  • 24. Participative Decision Making By giving these employees a voice in decisions that directly affect their job performances, management can increase employee control and reduce this role stress.visit: www.exploreHR.org 24
  • 25. Organizational Commitment Given the importance that perceptions play in moderating the stress-response relationship, management can also use effective communications as a means to shape employee perceptions.visit: www.exploreHR.org 25
  • 26. Wellness Program These programs focus on the employees total physical and mental condition. For example, they typically provide workshops to help people quit smoking, control alcohol use, lose weight, eat better, and develop a regular exercise program.visit: www.exploreHR.org 26
  • 27. Source of Reference: Stephen Robbins, Organizational Behavior, Prentice Hall Internationalvisit: www.exploreHR.org 27

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