MBA 635 chapter 7

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part.
Stress and
Well-Being at Work

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Learning Objectives
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1 Define stress and distress.
2 Compare four different approaches to
stress.
3 Explain the stress response.
4 Identify work and nonwork causes of stress.
5 Describe the benefits of eustress and the
costs of distress.
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Learning Objectives continued
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6 Discuss individual differences in the stress-
strain relationship.
7 Distinguish the primary, secondary, and
tertiary stages of preventive stress
management.
8 Discuss organizational and individual
methods of preventive stress management.
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What Is Stress?
Stress: the unconscious preparation to fight or
flee that a person experiences when faced
with any demand
Stressor: the person or event that triggers the
stress response
Distress or strain: the adverse psychological,
physical, behavioral, and organizational
consequences that may occur as a result of
stressful events
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Four Approaches to Stress
Homeostatic/
medical
Cognitive
appraisal
Person-
environment fit
Psychoanalytic
Stress
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Homeostatic/Medical Approach
• The fight or flight response
• Stress results when an external,
environmental demand upsets the natural
steady-state balance
• Homeostasis: a steady state of internal
balance or equilibrium
• The body is designed with natural defense
mechanisms to keep it in homeostasis
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Cognitive Appraisal Approach
• Emphasizes the psychological and cognitive
aspects of the stress response
• Stress is the result of person-environment
interaction
• Individuals differ in their appraisal of events
and people
• Perception and cognitive appraisal
determine what is stressful
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Cognitive Appraisal Approach
Problem-
focused coping
•Manage the
stressor
Emotion-
focused coping
•Manage your
response
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Person-Environment Fit Approach
• Good person-environment fit: a person’s
skills and abilities match a clearly defined,
consistent set of role expectations
• Stress, strain, and depression occur when
• Role expectations are confusing and/or conflicting
• Person’s skills and abilities do not meet the
demands of the social role
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Psychoanalytic Approach
Ego-ideal Self-image
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Stress results
from the
discrepancy
between the
ego-ideal and
the real self-
image

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The Stress Response
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• Blood redirected from
the skin & internal
organs to brain and
large muscles
• Increased alertness:
improved vision,
hearing, & other sensory
responses
• Release of glucose &
fatty acids for
sustenance
• Depression of immune
system, digestion,
Release of
chemical
messengers,
primarily
adrenaline,
into the
bloodstream
Sympathetic
nervous system
and the
endocrine
(hormone)
system
activated

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Consequences of Stress
• Eustress: healthy, normal stress
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The benefits of
eustress must be
balanced against
the cost of
individual and
organizational
distress.

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Individual Distress
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Work-related psychological disorders
(depression, burnout,
psychosomatic disorders)

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Organizational Distress
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• The costs associated with absenteeism, tardiness, strikes, work
stoppages, and turnover
Participation problems
• The costs resulting from poor quality or low quantity of
production, grievances, and unscheduled machine downtime
and repair
Performance decrements
• The organizational costs resulting from court awards for job
distress
Compensation awards

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Gender-Related Stressors
• Men and women may have differences in
stressors and vulnerabilities, including
• Sexual harassment
• Fatal health problems for men
• Nonfatal, longer-term health problems for
women
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Personality Hardiness
• Personality hardiness consists of
• Commitment
• Control
• Challenge
• The hardy personality engages in
transformational coping
• Actively changing an event into something less
subjectively stressful
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Self-Reliance
• Self-reliance: a personality attribute related
to how people form and maintain supportive
attachments with others
• Three patterns of attachment
• Self-reliance—healthy, secure, interdependent
• Counterdependence—unhealthy, draws inward
• Overdependence –unhealthy, clings to others
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Preventive Stress Management
• Individual and organizational distress are not
inevitable
• Preventive stress management: an
organizational philosophy about people and
organizations taking joint responsibility for
promoting health and preventing distress
and strain
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Preventive Stress Management
Primary
prevention
• Reduce,
modify, or
eliminate the
source
Secondary
prevention
• Modify the
individual’s or
organization’s
response
Tertiary
prevention
• Heal
symptoms of
distress and
strain
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Organizational Stress Prevention
• Primary prevention
• Job redesign
• Goal setting
• Role negotiation
• Career management
• Secondary prevention
• Team building
• Social support at work
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Comprehensive Health Promotion
• Programs aimed at establishing a “strong
and resistant host” by building on individual
prevention and lifestyle change
• Physical fitness and exercise
• Organizational wellness
• Social and cognitive processes
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Managerial Implications
• Create healthy stress
• Adjust workloads
• Avoid ethical dilemmas
• Be sensitive to diversity
• Be sensitive to demands of personal life
• Help adjust to new technologies
• Be sensitive to early signs of distress
• Be aware of gender, personality, and behavioral
differences related to stress
• Use preventive stress management principles
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Chapter 7: Reflect & Discuss
The Upside of Anger Video Clip
• Separately assess the stressors affecting Terry and
Denny. View Part I for Terry and Part II for Denny.
• Are Terry and Denny having a distress or eustress
response? Give examples of behavior in the film
sequences to support your observations.
• Review the earlier section, “The Consequences of
Stress.” What consequences do you observe or
predict for Terry and Denny?
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