how stress effect employess

1. STRESS AT WORKPLACE
There is more to life than increasing
its speed. ~Mohandas K. Gandhi
Compiled By:
Sandeep Amin

2. WHAT IS
STRESS
• Stress is the “wear and tear” our
minds and bodies experience as we
attempt to cope with our continually
changing environment

3. Types of Stressors
INJURY
Career
Pressures
Emotional
Illness
Environmental
Physical

4. SOURCES OF STRESS
Environment factors Personal factors
Economic uncertainty Family Problems
Political uncertainty Economic Problems
Technological change Personality
Organizational factors
Task factors
Role demands
Interpersonal demand

5. SYMPTOMS OF STRESS
• Emotional effects- Those who suffer from this effect
are likely to show mood swings and erratic behaviors.
E.g are as follows :
1. Feeling of anxiety & depression
2. Feeling of physical & psychological tension –
frustration, mood swings etc
• Physiological effects – when human body is placed
under physiological stress then it creates certain
hormones called adrenaline and cortisol
1. Changes in heart rate ,
2. Blood pressure level,
3. Metabolism ,
4. Slowing down of digestion etc.

6. • Cognitive effects- This type of effect
occurs due to mental overload, it lead to
cause inability to make sound decisions in
individuals .E.g. are as follows :
1. Poor concentrations
2. Short term memory capacity
• Behavioral effects – Stress affect the
behavior by eating less food, increasing
intake of caffeine, alcohol , cigarettes. E.g.
:
• Disrupted sleep patterns
• Absenteeism
• Reduced work performance

7. STRESS MANAGEMENT
TECHNIQUES
• Relaxation & meditation – It is the most
effective method to relieve stress, deep
breathing exercise , raj yoga meditation ,
Vipassana meditation etc
• EXERCISE – Regular exercise , swimming,
Eating Healthy food , Listening Music , Going
out with friends or family

8. • Creative visualization – it is an effective
technique for dealing with stress, it is based
on imaginary condition
• Cognitive behavioral techniques – The essence
of this technique is to replace negative and
irrational thoughts with positive and rational
thoughts

9. Employees under High
Sl. No. High Stress Zone Low Stress Zone
Stress
Civil Engineers,
Construction Cos. Central Govt.
Architects,
1. & Developers of Offices (Except
Contractors, Technicia
Projects key Ministries)
ns
Chief Engineer Officers,
Shipping Second Engineer
2. Govt. Schools
Companies Officer, Masters in
various Deptts
Branch Manager, Mktg.
Govt. funded
Manager, Sales
3. Banks Institutions/Bodi
Executives, Customer
es
Care Executives
Government State Govt.
4. Doctors, Nurses
Hospitals Offices

11. ANTI- STRESS THERAPY
BANG
HEAD
HERE
REPEAT UNTIL STRESS IS GONE OR
YOU ARE UNCONSCIOUS

12. Organizational
Development
• OD is a collection of change methods
that try to improve organizational
effectiveness & employee well- being

13. Underlying values
• Respect for people – Individual are perceived
as responsible , conscientious & caring
• Trust & support - organizations is
characterized by trust authenticity, openness
& supportive climate
• Power Equalization - Organizations
deemphasize hierarchical authority & control

14. • Confrontation – Problems Should be openly
confronted, not swept under the rug
• Participation - The more engaged in the
decision they are , the more people affected
by a change will be committed to
implementing them

15. Six OD Techniques
Sensitivity Training
– Training groups (T-groups) seek to change behavior
through unstructured group interaction
– Provides increased awareness of others and self
– Increases empathy with others, listening skills,
openness, and tolerance for others

16. Survey Feedback
• Small meeting to feedback survey result
• Meetings used to formulate change
• Managers conduct meetings to indicate
commitment

17. Process Consultation
• Meeting in which a consultant assists a
client
• Include workflow, informal relationships
among unit member & formal
communication channels
• Improve organizational effectiveness by
dealing with interpersonal problem & in
emphasizing involvement

18. Team Building
• Improved Group Process
• Communication
• Goal clarification
• Role clarification
• Task oriented

19. Intergroup development
• IT seeks to change groups attitudes,
stereotypes & perceptions about each other
• Focus on differences among occupations,
department or division within an organization

20. Appreciative inquiry
• Identify problem or set of problem then look
for a solution
• Identifying unique qualities & special
strengths of an organization which member
can build on to improve performance
• Process consists four steps
discovery , dreaming ,
design & destiny