Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Stress and well being at work place full info


Published on

Stress and well being at work place
for management

  • Be the first to comment

Stress and well being at work place full info

  1. 1. Stress and Well-Being at Work Abdalrahim AbuDayya © 2013 Cengage Learning
  2. 2. 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 arise as a result of stressful events
  3. 3. 4 APPROACHES TO STRESS Homeostatic/Medical Stress occurs when an external demand upsets an individual’s natural, steady-state balance. © 2013 Cengage Learning
  4. 4. COGNITIVE APPRAISAL  Individuals differ in their appraisal of events and people  What is stressful for one person is not for another  Perception and cognitive appraisal determines what is stressful
  5. 5. COGNITIVE APPRAISAL Problem-focused coping emphasizes managing the stressor © 2013 Cengage Learning Emotion-focused coping emphasizes managing your response
  6. 6. PERSON-ENVIRONMENT FIT  Confusing and conflicting expectations in a social role create stress.  Good person-environment fit occurs when one’s skills and abilities match a clearly defined set of role expectations.  Stress occurs when expectations are confusing or when they conflict with one’s skills.
  7. 7. PSYCHOANALYTIC STRESS Discrepancy between the idealized self and the real self-image © 2013 Cengage Learning
  8. 8. The Stress Response Release of chemical messengers © 2013 Cengage Learning Activation of sympathetic nervous and endocrine systems
  9. 9. Sources of Stress: Work Demands
  10. 10. Stress Source: Nonwork Demands
  11. 11. Positive Stress  Stress response itself is neutral  Some stressful activities (aerobic exercise, etc.) can enhance a person’s ability to manage stressful demands or situations  Stress can provide a needed energy boost
  12. 12. Yerkes-Dodson Law © 2013 Cengage Learning
  13. 13. Stressor Stress Response Eustress Demand Distress (strain) Gender Type A behavior pattern Personality Hardiness Self-reliance (attachment style)
  14. 14. Individual Distress s l illnes es, a Medic se, strok a rt dise ackaches) (hea ches, b heada Beh avi o (sub ral pro viole stance a blems nce, b acci use, dent s) Work-related psychological disorders (depression, burnout, psychosomatic disorders) © 2013 Cengage Learning
  15. 15. Organizational Distress Participative Problems – a cost associated with absenteeism, tardiness, strikes and work stoppages, and turnover Stress effects a company’s bottom line Performance Decrement – a cost resulting from poor quality or low quantity of production, grievances, and unscheduled machine downtime and repair Compensation Award – an organizational cost resulting from court awards for job distress
  16. 16. Individual Differences Achilles’ heel phenomenon – a person breaks down at his or her weakest point © 2013 Cengage Learning
  17. 17. Gender Effects Sexual Harassment Vulnerabilities
  18. 18. Type A Behavior Patterns  Competitiveness  Time urgency  Social Status Insecurity  Aggression  Hostility  Quest for achievements
  19. 19. Personality Hardiness [Personality Hardiness]  challenge (versus threat)  commitment (versus alienation)  control (versus powerlessness) [Transformational Coping] active process of modifying one’s perception of an event in order to reduce stress.
  20. 20. Preventative Stress Management an organizational philosophy according to which people and organizations should take joint responsibility for promoting health and preventing distress and strain © 2013 Cengage Learning
  21. 21. Preventative Stress Management Primary Prevention – the stage in preventive stress management designed to reduce, modify, or eliminate the demand or stressor Secondary Prevention – the stage in preventive stress management designed to alter or modify the individual’s or the organization’s response to a demand or stressor Tertiary Prevention – the stage in preventive stress management designed to heal individual or organizational symptoms of distress and strain
  22. 22. Preventative Stress Maintenance
  23. 23. Organizational Stress Prevention  Job redesign  Goal setting  Role negotiation  Social support systems
  24. 24. Job Strain Model
  25. 25. Social Support at Work and Home
  26. 26. Individual Preventive Stress Management
  27. 27. What Can Managers Do?  Learn how to create healthy stress without distress  Help employees adjust to new technologies  Be sensitive to early signs of distress  Be aware of gender, personality, and behavioral differences  Use principles and methods of preventive stress management