• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
22251502 human-behavior-in-organization
 

22251502 human-behavior-in-organization

on

  • 6,162 views

 

Statistics

Views

Total Views
6,162
Views on SlideShare
6,162
Embed Views
0

Actions

Likes
3
Downloads
117
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    22251502 human-behavior-in-organization 22251502 human-behavior-in-organization Presentation Transcript

    • Human Behavior in Organization
      Importance
      Goals
      Nature of People
    • Importance of HBO
      its important to know how people, as individuals and as groups, act within organizations.
      Goals of HBO
      • To describe
      • To understand
      • To predict
      • To control
    • The Nature of People
      Individual Difference “Law of Individual Difference”
      Perception
      A Whole Person
      Desire for involvement
      Value of the Person
      Motivated Behavior
    • Remember
      “… organizational excellence begins with the performance of people…”
      “…it is what people do or do not do that ultimately determines what the organization can or cannot become…”
      “…it is our job as an I.E. to develop and promote behavioral patterns that are consistent with the achievement of goals…”
    • The issue is how to motivate your people!
      … Motivate people towards excellent performance! It is our primary task as managers…
      The question is WHAT IS MOTIVATION?
      • It refers to the WHY and CAUSE of behavior.
      • Motivation is the strength of the drive towards an action.
    • Basic Motivation Model
      Ability
      Goal
      Needs and Drives
      Rewards
      Performance
      Tension
      Effort
      Needs Satisfaction
    • Influence of Culture
      Self esteem or Amor-propio
      -sensitive to words or actions of others
      Embarrassment or Hiya
      -behaving in what is deemed to be an acceptable way
      Obligation or UtangnaLoob
      -repaying favors
      Getting Along Together or Pakikisama
      -SIR (smooth Interpersonal Relations) that may lead to innefficiencies
    • Three Patterns of Motivation
      Achievement Motivation
      Affiliation Motivation
      Power Motive
    • Needs Satisfaction
      Why do we have to satisfy their needs?
      They behave in order to satisfy their needs!
    • Needs Satisfaction Approach to Motivation
      Behavior
      Internal needs
      Outcome
      Needs Satisfaction
    • Abraham Maslow’s Hierarchy of Needs
    • Physiological Needs
      Safety and Security Needs
      Love and Social Needs
      Esteem and Status Needs
      Self-actualization or Self-fulfillment Needs
      “…a satisfied need is no longer a motivator!...”
      “…as one need is satisfied, another need emerges…”
    • Clayton Alderfer’s ERG Model
    • Existence: Physiological and safety needs
      Relatedness: Social and external esteem needs
      Growth: Self-actualization and internal esteem needs
    • Frederick Herzberg’s Motivation-Hygiene Theory(Two Factor Theory)
      Need to Avoid Pain
      Hygiene Factors
      • Job Context
      • Extrinsic Factors
      • Dissatisfies
      Examples
      • Company policy
      • Quality of supervision
      • Relations with supervisors, peers, & subordinates
      • Pay, job security, status
      • Work conditions
      Need for Achievement
      Motivational Factors
      • Job Content
      • Intrinsic Factors
      • Satisfies
      Examples
      • Achievement
      • Recognition
      • Work itself
      • Responsibility
      • Advancement
      • Growth
    • Behavior Modification
      Positive Reinforcement
      Negative Reinforcement
      Punishment
      Extinction
      Reinforcement Guidelines
      Specify behavior to be reinforced.
      Reinforce specified behavior at once.
      Reward small achievements as well.
      Provide material as well as nonmaterial incentives.
      Offer small rewards
      Reinforce at intermittent intervals
    • Activities
      Expectancy theory
      Expectancy probability
      Instrumentality probability
      Valence
      Case studies
    • Group and Work Behavior
      • Elements of a Group
      • Types of a Group
      • The Importance of Groups in Work Organization
      • Limitations of Group and Group Work
      • Group Development
      • Group Structure
      • Group Goals
    • Elements of Group
      What is a Group?
      “…Common interests and goals binds the members of a group…”
      How do we differentiate a group into an individual and an organization?
    • Types of Group
      Formal Group
      Informal Group
    • Group Formation
      Formal Group
      Informal Group
      Formal Group
      Informal Group
    • Importance of Groups in Work Organizations
      “…social needs are among the most compelling, potent and powerful on-the-job motivators…”
      “…changing group opinion is more effective than changing opinions of individuals…”
    • Limitations of Group and Group Work
      …do you agree that most innovation and creativity are done not by groups but by individuals alone?…
      Deindividuating Effects
      Majority Rule
      Groupthink
      Free Riding
    • What is the main justification of a group’s existence?
      Goals!
    • Management and Culture
    • Management and Culture
      Describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization.
      It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization."
    • Corporate Culture
      “…is the total sum of the values, customs, traditions and meanings that make a company unique. Corporate culture is often called "the character of an organization" since it embodies the vision of the company’s founders…”
      “… The values of a corporate culture influence the ethical standards within a corporation, as well as managerial behavior…”
    • Men That Classified Organizational Culture
      GeertHofstede
      Deal and Kennedy
      Charles Handy
      Edgar Schein
      Arthur F Carmazzi
    • Gerard HendrikHofstede October 3,1928
      an influential Dutch writer on the interactions between national cultures and organizational cultures, and is an author of several books including Culture's Consequences.
      Hofstede's study demonstrated that there are national and regional cultural groupings that affect the behaviour of societies and organizations, and that are very persistent across time.
      Hofstede looked for national differences between over 100,000 of IBM's employees in different parts of the world, in an attempt to find aspects of culture that might influence business behavior.
    • Hofstede identified five dimensions of culture in his study of national influences:
      Low vs. High Power Distance- the extent to which the less powerful members of institutions and organizations expect and accept that power is distributed unequally.
      Individualism vs. collectivism- refers to the extent to which people are expected to stand up for themselves and to choose their own affiliations, or alternatively act predominantly as a member of a life-long group or organization.
      Masculinity vs. femininity- 'masculine' cultures value competitiveness, assertiveness, ambition, and the accumulation of wealth and material possessions, whereas feminine cultures place more value on relationships and quality of life.
      Uncertainty avoidance- reflects the extent to which members of a society attempt to cope with anxiety by minimizing uncertainty.
      Long vs. short term orientation- describes a society's "time horizon," or the importance attached to the future versus the past and present.
    • Deal and Kennedy
      “…defined organizational culture as the way things get done around here…”
      Feedback - quick feedback means an instant response. This could be in monetary terms, but could also be seen in other ways, such as the impact of a great save in a soccer match.
      Risk - represents the degree of uncertainty in the organization’s activities.
    • Four Classifications of Organizational Culture:
      The Tough-Guy Macho Culture. Feedback is quick and the rewards are high. This often applies to fast moving financial activities such as brokerage, but could also apply to a police force, or athletes competing in team sports. This can be a very stressful culture in which to operate.
      The Work Hard/Play Hard Culture is characterized by few risks being taken, all with rapid feedback. This is typical in large organizations, which strive for high quality customer service. It is often characterized by team meetings, jargon and buzzwords.
      The Bet your Company Culture, where big stakes decisions are taken, but it may be years before the results are known. Typically, these might involve development or exploration projects, which take years to come to fruition, such as oil prospecting or military aviation.
      The Process Culture occurs in organizations where there is little or no feedback. People become bogged down with how things are done not with what is to be achieved. This is often associated with bureaucracies. While it is easy to criticize these cultures for being overly cautious or bogged down in red tape, they do produce consistent results, which is ideal in, for example, public services.
    • Charles Handy (born 1932)
      is an Irish author/philosopher specializing in organizational behavior and management.
      popularized the 1972 work of Roger Harrison of looking at culture which some scholars have used to link organizational structure to organizational culture.
    • Power Culture which concentrates power among a few. Control radiates from the center like a web. Power Cultures have few rules and little bureaucracy; swift decisions can ensue.
      Role Culture, people have clearly delegated authorities within a highly defined structure. Typically, these organizations form hierarchical bureaucracies. Power derives from a person's position and little scope exists for expert power.
      Task Culture, teams are formed to solve particular problems. Power derives from expertise as long as a team requires expertise. These cultures often feature the multiple reporting lines of a matrix structure.
      Person Culture exists where all individuals believe themselves superior to the organization. Survival can become difficult for such organizations, since the concept of an organization suggests that a group of like-minded individuals pursue the organizational goals. Some professional partnerships can operate as person cultures, because each partner brings a particular expertise and clientele to the firm.
    • Management of Conflict
    • What is Conflict?
      It arises when the interest of people do not coincide.
      Why is there a high potential of conflict in human interactions? Cite some examples.
      “…In organizations, large number of people congregate under one roof in a joint pursuit of purpose…”
    • Is the probability of conflict and the number of people directly proportional in nature?
      Yes.
      Because there will be higher number of human interactions!
    • Conflict when left unattended will lead into _______.
      Chaos.
      Yet, conflict can also lead to higher creativity just as muscles grow stronger when exercised against resistance.
      Because ---
      and Note:
      “…two heads are better than one,
      If both are not empty…”
    • Why manage conflict?
      Hence it would be wiser to allow conflict up to some degree, to trigger creativity--- growth.
      Managers should:
      recognize the conflict,
      face the conflict,
      stimulate it up to a certain level,
      and ultimately manage it.
    • The nature of conflict
      Conflict is a relationship.
      It occurs at least two persons, groups, orgs, nations.
      Emotions run high and tension increases.
      Emotions cloud the judgment of the protagonist.
    • Four Areas of Disagreements
      Facts. The present situation or problem
      Goals. What should be done or accomplished
      Methods. The best way to accomplish goals.
      Values. Principles, qualities, and concepts.
      “…Typically, disagreements over facts are easiest to settle while differences in values are the most difficult to settle…”
    • Take note:
      “…conflict requires energy…”
      “…It takes human EFFORT to escalate or de- escalate it…”
      “…it takes emotional energy to suppress or deny a conflict; and, IT TAKES EVEN MORE TO CONFRONT IT…”
    • Life Expectancy of Conflict
    • “…without some stability, any organization cannot function…
      yet,
      without adaptation it cannot survive…”
      Management of Change
    • What are your reactions when you hear the word “change?”
      Negative perceptions….
      Positive perceptions….
    • Change is the law of nature . It is necessary way of life in most organizations for their survival and growth.
      Man has to mould himself continuously to meet new demand and face new situations.
      Then the question arise what is the organizational change ?
      “…the essence of adaptation and innovation…”
    • Note:
      “…change in the organization is a must whether brought about deliberately or unwillingly….”
    • Why Change?!
      The reason for change are categorized as follows, change in:
      business conditions,
      change in managerial personnel,
      deficiency in existing organizational patterns,
      technological and psychological reasons,
      government
    • What is the enemy of effectiveness?
      Complacency!
    • Types of Organizational Change
      Anticipatory changes: planned changes based on expected situations.
      Reactive changes: changes made in response to unexpected situations.
      Incremental changes: subsystem adjustments required to keep the organization on course.
      Strategic changes: altering the overall shape or direction of the organization.
    • Forces of Change
      External Forces
      Market Place
      Govt. Laws and Regulations
      Technology
      Labor market
      Economic Change
      Internal Forces
      Changes in Organizational Strategies
      Workforce change
      New Equipment
      Employee Attitude
    • Change Model and the Change Cycle
      Lewin’s Three Step model
      The Change Cycle
    • Lewin’s Three Step model
      Most theories of organizational change originated from the landmark work of social psychologist Kurt Lewin.
      Lewin developed a three ‑ stage model of planned change which explained how to initiate, manage, and stabilize the change process.
      The three stages are
      unfreezing, changing, and refreezing.
    • Unfreezing
      The focus of this stage is to create the motivation to change. In so doing, individuals are encouraged to replace old behaviors and attitudes with those desired by management.
      Managers can begin the unfreezing process by disconfirming the usefulness or appropriateness of employees' present behaviors or attitudes.
    • Changing
      Because change involves learning, this stage entails providing employees with new information, new behavioral models, or new ways of looking at things.
      The purpose is to help employees learn new concepts or points of view. Role models, mentors, experts, benchmarking the company against world‑class organizations, and training are useful mechanisms to facilitate change
    • Freezing
      Change is stabilized during refreezing by helping employees integrate the changed behavior or attitude into their normal way of doing things. This is accomplished by first giving employees the chance to exhibit the new behaviors or attitudes. Once exhibited, positive reinforcement is used to reinforce the desired.
    • Lewin’s Three Step model
      Unfreezing
      Change
      Freezing
    • The change cycle gives us a journey through change!
      How does an individual feel, and behave whenever there change is present?
      There are 6 stages.
    • Stage 1 – Loss to SafetyIn Stage 1 you admit to yourself that regardless of whether or not you perceive the change to be good or 'bad" there will be a sense of loss of what "was."
      Stage 2 – Doubt to RealityIn this stage, you doubt the facts, doubt your doubts and struggle to find information about the change that you believe is valid. Resentment, skepticism and blame cloud your thinking.
      Stage 3 – Discomfort to MotivationYou will recognize Stage 3 by the discomfort it brings. The change and all it means has now become clear and starts to settle in. Frustration and lethargy rule until possibility takes over.
      The Danger ZoneThe Danger Zone represents the pivotal place where you make the choice either to move on to Stage 4 and discover the possibilities the change has presented or to choose fear and return to Stage 1.
      Stage 4 – Discovery to PerspectiveStage 4 represents the "light at the end of the tunnel." Perspective, anticipation, and a willingness to make decisions give a new sense of control and hope. You are optimistic about a good outcome because you have choices.
      Stage 5 - UnderstandingIn Stage 5, you understand the change and are more confident, think pragmatically, and your behavior is much more productive. Good thing.
      Stage 6 - IntegrationBy this time, you have regained your ability and willingness to be flexible. You have insight into the ramifications, consequences and rewards of the change -- past, present, and future.  
    • After the change……
      “…how will they respond?...”
      People will respond to the changes they like!
      Accept changes
      People will respond to the changes the do not like!
      Resist changes
    • How People Respond to Changes They Like?
      Three-stage process
      Unrealistic optimism
      Reality shock
      Constructive direction
    • How People Respond to Changes They Fear and Dislike?
      Stages
      Getting off on the wrong track
      Laughing it off
      Growing self-doubt
      Destructive direction
    • Origin of Resistance to Change
      Rational
      Emotional
      Social
      Political
    • Why Do Employees Resist Change?
      Surprise
      Unannounced significant changes threaten employees’ sense of balance in the workplace.
      Inertia
      Employees have a desire to maintain a safe, secure, and predictable status quo.
      Misunderstanding and lack of skills
      Without introductory or remedial training, change may be perceived negatively.
      Poor Timing
      Other events can conspire to create resentment about a particular change.
    • Why Do Employees Resist Change?
      Emotional Side Effects
      Forced acceptance of change can create a sense of powerlessness, anger, and passive resistance to change.
      Lack of Trust
      Promises of improvement mean nothing if employees do not trust management.
      Fear of Failure
      Employees are intimidated by change and doubt their abilities to meet new challenges.
      Personality Conflicts
      Managers who are disliked by their managers are poor conduits for change.
    • Why Do Employees Resist Change?
      Threat to Job Status/Security
      Employees worry that any change may threaten their job or security.
      Breakup of Work Group
      Changes can tear apart established on-the-job social relationships.
      Competing Commitments
      Change can disrupt employees in their pursuit of other goals.
    • Seven Dynamics of Change
    • Whatever the kinds of change that people encounter, there are certain patterns of response that occur and re-occur. 
      Understanding patterns of change allows leaders to avoid over-reacting to the behaviors of people who, at times, seem to be reacting in mysterious, non-adaptive ways.
    • People will feel awkward, ill-at-ease and self-conscious
      Whenever you ask people to do things differently, you disrupt their habitual ways of doing things. 
      This tends to make people feel awkward or uncomfortable as they struggle to eliminate the old responses and learn the new.
    • People initially focus on what they have to give up
      As a change leader you need to acknowledge the loss of the old ways, and not get frustrated at what may seem to be an irrational or tentative response to change.
    • People will feel alone even if everyone else is going through the same change
      Everyone feels that their situation is unique and special.  Unfortunately, this tends to increase the sense of isolation for people undergoing change. 
      It is important for the change leader to be proactive and gentle in showing that the employee's situation is understood. 
      If  you are emotionally and practically supportive during the tough times the change will be easier.
    • People can handle only so much change
      On a personal level, people who undergo too much change within too short a time will become physically sick. 
      While some changes are beyond our control, it is important not to pile change upon change upon change. 
    • People are at different levels of readiness for change
      Some people thrive and change.  It's exciting to them.  Others don't.  It's threatening to them. 
      Understand that any change will have supporters and people who have difficulty adapting. 
      In time many people who resist initially will come onside. 
    • People will be concerned that they don't have enough resources
      People perceive that change takes time and effort, even if it has the long term effect of reducing workload. 
      They are correct that there is a learning time for most change, and that this may affect their work. 
    • If you take the pressure off, people will revert to their old behaviour
      If people perceive that you are not serious about doing things the new way, they will go back to the old way. 
      Sometimes this will be in the open, and sometimes this will be covert. 
    • Conclusion
      When planning for change, include a detailed reaction analysis.  Try to identify the kinds of reactions and questions that  employees will have, and prepare your responses. 
      Remember that the success of any change rests with the ability of the leaders to address both the emotional and practical issues, in that order.
    • “…As Industrial Engineers we must be aware how to overcome resistance to changes!...”
    • Strategies for Overcoming Resistance to Change
      • Education and communication
      • Participation and involvement
      • Facilitation and support
      • Negotiation and agreement
      • Manipulation and co-optation
      • Explicit and implicit coercion
      What is Manipulation?
      What is Coercion?
    • LEADER ACTION:
      Stability
      Learning, Acceptance & Commitment
      Comfort and control
      1
      4
      Stabilize and
      Sustain the change
      Create a felt need of change
      Looking Forward
      Looking Back
      2
      3
      Introduce the change
      Revise and finalize the change plan
      Fear,Anger and Resistance
      Enquiry, Experimentation and Discovery
      Chaos
    • Making Change Happen
      How to apply change?
    • Force Field Analysis
      Force Field Analysis is a general tool for systematically analyzing the factors found in complex problems. It frames problems in terms of factors or pressures that support the status quo (restraining forces) and those pressures that support change in the desired direction (driving forces).
      A factor can be people, resources, attitudes, traditions, régulations, values, needs, desires, etc.
      As a tool for managing change, Force Field Analysis helps identify those factors that must be addressed and monitored if change is to be successful.
    • Procedure:
      Step 1 Defining the Problem
      Step 2 Defining the Change Objective
      Step 3 Identifying the Driving Forces
      Step 4 Identifying the Restraining Forces
      Step 5 Developing the Comprehensive Change Strategy
    • STRESS MANAGEMENT AT WORK
    • 10/14/2009
      87
      WHAT IS STRESS?
    • General Awareness
      What is Stress ?
      Types of Stresses
      Individuals
      Stress origins & body systems
      Adaptation Syndrome
      Symptoms
    • WHAT IS STRESS & ITS TYPES
      Stress is the “wear and tear” our minds and bodies experience as we attempt to cope with our continually changing environment
      TYPES OF STRESS
      External
      Internal
      I HATE YOU
    • STRESS FEELINGS
      Worry
      Tense
      Tired
      Frightened
      Elated
      Depressed
      Anxious
      Anger
    • EXTERNAL STRESSORS
      Physical Environment
      Social Interaction
      Organisational
      Major Life Events
      Daily Hassles
    • PHYSICAL ENVIRONMENT
      Noise
      Bright Lights
      Heat
      Confined Spaces
    • SOCIAL INTERACTION
      Rudeness
      Bossiness
      Aggressiveness by others
      Bullying
    • ORGANISATIONAL
      Rules
      Regulations
      “Red - Tape”
      Deadlines
    • MAJOR LIFE EVENTS
      Birth
      Death
      Lost job
      Promotion
      Marital status change
    • DAILY HASSLES
      Commuting
      Misplaced keys
      Mechanical breakdowns
    • INTERNAL STRESSORS
      Lifestyle choices
      Negative self - talk
      Mind traps
      Personality traits
    • LIFESTYLE CHOICES
      Caffeine
      Lack of sleep
      Overloaded schedule
    • NEGATIVE SELF - TALK
      Pessimistic thinking
      Self criticism
      Over analysing
    • MIND TRAPS
      Unrealistic expectations
      Taking things personally
      All or nothing thinking
      Exaggeration
      Rigid thinking
    • PERSONALITY TRAITS
      Perfectionists
      Workaholics
    • 10/14/2009
      102
      FOUND YOURSELF IN SIMILAR SITUATIONS?
    • KINDS OF STRESSNEGATIVE STRESS
      It is a contributory factor in minor conditions, such as headaches, digestive problems, skin complaints, insomnia and ulcers.
      Excessive, prolonged and unrelieved stress can have a harmful effect on mental, physical and spiritual health.
    • POSITIVE STRESS
      Stress can also have a positive effect, spurring motivation and awareness, providing the stimulation to cope with challenging situations.
      Stress also provides the sense of urgency and alertness needed for survival when confronting threatening situations.
    • THE INDIVIDUAL
      Everyone is different, with unique perceptions of, and reactions to, events. There is no single level of stress that is optimal for all people. Some are more sensitive owing to experiences in childhood, the influence of teachers, parents and religion etc.
    • SYMPTOMS OF STRESS
      Physical symptoms
      Mental symptoms
      Behavioural symptoms
      Emotional symptoms
    • PHYSICAL SYMPTOMS
      Sleep pattern changes
      Fatigue
      Digestion changes
      Loss of sexual drive
      Headaches
      Aches and pains
      Infections
      Indigestion
      Dizziness
      Fainting
      Sweating & trembling
      Tingling hands & feet
      Breathlessness
      Palpitations
      Missed heartbeats
    • MENTAL SYMPTOMS
      Lack of concentration
      Memory lapses
      Difficulty in making decisions
      Confusion
      Disorientation
      Panic attacks
    • BEHAVIOURAL SYMPTOMS
      Appetite changes - too much or too little
      Eating disorders - anorexia, bulimia
      Increased intake of alcohol & other drugs
      Increased smoking
      Restlessness
      Fidgeting
      Nail biting
      Hypochondria
    • EMOTIONAL SYMPTOMS
      Bouts of depression
      Impatience
      Fits of rage
      Tearfulness
      Deterioration of personal hygiene and appearance
    • STRESS RELATED ILLNESSES
      Stress is not the same as ill-health, but has been related to such illnesses as;
      Cardiovascular disease
      Immune system disease
      Asthma
      Diabetes
    • EFFECT OF STRESS ON HEALTH
      Digestive disorders
      Ulcers
      Skin complaints - psoriasis
      Headaches and migraines
      Pre-menstrual syndrome
      Depression
    • FACTORS INFLUENCING WORK STRESS
      The drive for success
      Changing work patterns
      Working conditions
      Overwork
      Under-work
      Uncertainty
      Conflict
      Responsibility
      Relationships at work
      Change at work
    • CHANGING WORK PATTERNS
      Many people feel lucky to have a job.
      Unemployment, redundancy, shorter working weeks, new technology affect emotional and physical security. No more jobs for life, more short - term contracts.
      Financial and emotional burnout is increasing among all levels.
    • WORKING CONDITIONS
      Physical and mental health is adversely affected by unpleasant working conditions, such as high noise levels, lighting, temperature and unsocial or excessive hours.
    • OVERWORK
      Stress may occur through an inability to cope with the technical or intellectual demands of a particular task.
      Circumstances such as long hours, unrealistic deadlines and frequent interruptions will compound this.
    • UNDERWORK
      This may arise from boredom because there is not enough to do, or because a job is dull and repetitive.
    • About the individuals work role - objectives, responsibilities, and expectations, and a lack of communication and feedback can result in confusion, helplessness, and stress.
      UNCERTAINTY
    • CONFLICT
      Stress can arise from work the individual does not want to do or that conflicts with their personal, social and family values.
    • RESPONSIBILITY
      The greater the level of responsibility the greater the potential level of stress.
    • RELATIONSHIPS AT WORK
      Good relationships with colleagues are crucial. Open discussion is essential to encourage positive relationships.
    • CHANGES AT WORK
      Changes that alter psychological, physiological and behavioural routines such as promotion, retirement and redundancy are particularly stressful.
    • External Stresses - Organisational
      Company take over
      Reductions / layoffs
      Major reorganisation
      Company sale / relocation
      Employee benefit cuts
      Mandatory overtime required
      Little input into decisions
      Mistake consequences severe
      Workloads vary
      Fast paced work
      React to changes
      Advancement difficult
      Red tape delays jobs
      Insufficient resources
      Pay below going rate
      Technology changes
      Employee benefits poor
      Workplace conditions
      Consistent poor performance
    • RECOGNISE THE PROBLEM
      The most important point is to recognise the source of the negative stress.
      This is not an admission of weakness or inability to cope! It is a way to identify the problem and plan measures to overcome it.
    • 10/14/2009
      125
    • STRESS CONTROLABC STRATEGY
      A = AWARENESS
      What causes you stress?
      How do you react?
    • ABC STRATEGY
      B = BALANCE
      There is a fine line between positive / negative stress
      How much can you cope with before it becomes negative ?
    • ABC STRATEGY
      C = CONTROL
      What can you do to help yourself combat the negative effects of stress ?
    • 10/14/2009
      129
    • Change your Thinking Re-framing
      Re-framing is a technique to change the way you look at things in order to feel better about them. There are many ways to interpret the same situation so pick the one you like. Re-framing does not change the external reality, but helps you view things in a different light and less stressfully.
    • Change your Thinking Positive Thinking
      Forget powerlessness, dejection, despair, failure.
      Stress leaves us vulnerable to negative suggestion so focus on positives;
      Focus on your strengths
      Learn from the stress you are under
      Look for opportunities
      Seek out the positive - make a change.
    • Change your Behaviour
      Be assertive
      Get organised
      Ventilation
      Humour
      Diversion and distraction
    • Be Assertive
      Assertiveness helps to manage stressful situations, and will , in time, help to reduce their frequency. Lack of assertiveness often shows low self - esteem and low self - confidence. The key to assertiveness is verbal and non - verbal communication. Extending our range of communication skills will improve our assertiveness.
    • 1) The right to express my feelings
      2) The right to express opinions / beliefs
      3) The right to say ‘Yes/No’ for yourself
      4) Right to change your mind
      5) Right to say ‘I don’t understand’
      6) Right to be yourself, not acting for the benefit of others
      Equality and Basic Rights
    • Being Assertive
      Being assertive involves standing up for your personal rights and expressing your thoughts, feelings and beliefs directly, honestly and spontaneously in ways that don’t infringe the rights of others.
    • Respect themselves and others
      Take responsibility for actions and choices
      Ask openly for what they want
      Disappointed if ‘want’ denied
      Self - confidence remains intact
      Not reliant on the approval of others
      Assertive People
    • Assertive Skills
      Establish good eye contact / don’t stare
      Stand or sit comfortably - don’t fidget
      Talk in a firm, steady voice
      Use body language
      ‘I think’ / ‘I feel’
      ‘What do you think?’ ‘How do you feel ?’
      Concise and to the point
    • Benefits
      Higher self-esteem
      Less self-conscious
      Less anxious
      Manage stress more successfully
      Appreciate yourself and others more easily
      Feeling of self-control
    • Get Organised
      Poor organisation is one of the most common causes of stress. Structured approaches offer security against ‘out of the blue’ problems. Prioritising objectives, duties and activities makes them manageable and achievable. Don’t overload your mind. Organisation will help avoid personal and professional chaos.
    • Time Management
      Make a list
      What MUST be done
      What SHOULD be done
      What would you LIKE to do
      Cut out time wasting
      Learn to drop unimportant activities
      Say no or delegate
      PROPER VENTILATION FACILITY
    • Humour
      Good stress - reducer
      Applies at home and work
      Relieves muscular tension
      Improves breathing
      Pumps endorphins into the bloodstream - the body’s natural painkillers
    • Diversion and Distraction
      Take time out
      Get away from things that bother you
      Doesn’t solve the problem
      Reduce stress level
      Calm down
      Think logically
    • Change Your Lifestyle
      Diet
      Smoking & Alcohol
      Exercise
      Sleep
      Leisure
      Relaxation