This video is a talk by Mr. Nilesh Mandlecha on 1 Mar 2016. Topic "How To Deal With Work Place Stress". This is part of the HELP Talk series at HELP,Health Education Library for People, the worlds largest free patient education library www.healthlibrary.com
The document discusses ways to avoid and prevent job burnout. It identifies warning signs of burnout like feelings of frustration and lack of motivation. It describes common stages of burnout from initial high energy to full exhaustion. Occupations most at risk include helping professionals, those under tight schedules or deadlines, and socially criticized roles. Suggested strategies to prevent burnout involve finding meaning in work, developing social support, building skills, managing stress, and gaining a sense of control over your work.
Stress management Training presentationMarrium Ishaq
The document provides an outline for a training presentation on stress management. It defines stress and discusses its positive and negative aspects. Sources of stress are explored through an individual self-assessment activity. Finally, it outlines several stress management techniques such as organizing oneself, exercising, relaxing, rewarding oneself, and setting priorities.
This document provides information on individual stress management and preventing burnout. It recommends finding ways to release stress through refocusing negative thoughts, physical activity, eating healthy, and relaxation techniques. It also suggests reaching out to nurture yourself and others. The document then discusses job depression and burnout, identifying stressors, developing a support system, and creating an action plan to address stress and prevent burnout through self-care.
The document discusses various sources of workplace stress and provides 10 tips for managing stress. Some common sources of stress mentioned include unrealistic goals, job losses, relocations, losing coworkers, and bad bosses. The 10 tips provided to help reduce overall stress include maintaining a sense of personal power, practicing effective communication, developing good working relationships, choosing the right job, being flexible, managing anger, having realistic expectations, adjusting one's attitude, tying up loose ends, and taking time to revive.
Mental, emotional, and behavioral symptoms of stress include decreased concentration and memory, indecisiveness, anxiety, depression, irritability, and changes in eating and sleeping. Common causes of stress include life events, daily hassles, unrealistic expectations, negative thinking, and conflicting beliefs with others. Beliefs can lead to stressful behaviors if they promote overwork, neglect of self-care, or inability to delegate responsibilities. Changing one's thinking, managing expectations, addressing situations causing stress, relaxation, social support, and professional help can all help reduce stress.
Workplace burnout is a syndrome of emotional exhaustion, feelings of reduced personal accomplishment, and cynicism related to one's job. It can be caused by excessive job demands, role ambiguity or conflict, lack of resources or social support, and personality traits like perfectionism. Signs include physical exhaustion, frequent illness, detachment, loss of motivation, and negative outlook. Severe burnout is characterized by inability to get up in the morning due to exhaustion, excessive workload preventing recovery, cynicism where the job seems meaningless, and emotional drain from intense work without replacement of drained resources. Preventing burnout requires reducing stressors, increasing support, setting boundaries, and practicing self-care.
Stress management techniques for the workplace. Stress is the physical and emotional strain caused by pressure from external sources. It can cause tension, irritability, inability to concentrate, and physical symptoms like headaches. Employers should provide a stress-free work environment and address sources of stress to improve productivity and health. Common stress reduction techniques include humor, exercise, rehydration, naps, herbal tea, and crying. Adopting a positive attitude can help manage stress.
The document discusses ways to avoid and prevent job burnout. It identifies warning signs of burnout like feelings of frustration and lack of motivation. It describes common stages of burnout from initial high energy to full exhaustion. Occupations most at risk include helping professionals, those under tight schedules or deadlines, and socially criticized roles. Suggested strategies to prevent burnout involve finding meaning in work, developing social support, building skills, managing stress, and gaining a sense of control over your work.
Stress management Training presentationMarrium Ishaq
The document provides an outline for a training presentation on stress management. It defines stress and discusses its positive and negative aspects. Sources of stress are explored through an individual self-assessment activity. Finally, it outlines several stress management techniques such as organizing oneself, exercising, relaxing, rewarding oneself, and setting priorities.
This document provides information on individual stress management and preventing burnout. It recommends finding ways to release stress through refocusing negative thoughts, physical activity, eating healthy, and relaxation techniques. It also suggests reaching out to nurture yourself and others. The document then discusses job depression and burnout, identifying stressors, developing a support system, and creating an action plan to address stress and prevent burnout through self-care.
The document discusses various sources of workplace stress and provides 10 tips for managing stress. Some common sources of stress mentioned include unrealistic goals, job losses, relocations, losing coworkers, and bad bosses. The 10 tips provided to help reduce overall stress include maintaining a sense of personal power, practicing effective communication, developing good working relationships, choosing the right job, being flexible, managing anger, having realistic expectations, adjusting one's attitude, tying up loose ends, and taking time to revive.
Mental, emotional, and behavioral symptoms of stress include decreased concentration and memory, indecisiveness, anxiety, depression, irritability, and changes in eating and sleeping. Common causes of stress include life events, daily hassles, unrealistic expectations, negative thinking, and conflicting beliefs with others. Beliefs can lead to stressful behaviors if they promote overwork, neglect of self-care, or inability to delegate responsibilities. Changing one's thinking, managing expectations, addressing situations causing stress, relaxation, social support, and professional help can all help reduce stress.
Workplace burnout is a syndrome of emotional exhaustion, feelings of reduced personal accomplishment, and cynicism related to one's job. It can be caused by excessive job demands, role ambiguity or conflict, lack of resources or social support, and personality traits like perfectionism. Signs include physical exhaustion, frequent illness, detachment, loss of motivation, and negative outlook. Severe burnout is characterized by inability to get up in the morning due to exhaustion, excessive workload preventing recovery, cynicism where the job seems meaningless, and emotional drain from intense work without replacement of drained resources. Preventing burnout requires reducing stressors, increasing support, setting boundaries, and practicing self-care.
Stress management techniques for the workplace. Stress is the physical and emotional strain caused by pressure from external sources. It can cause tension, irritability, inability to concentrate, and physical symptoms like headaches. Employers should provide a stress-free work environment and address sources of stress to improve productivity and health. Common stress reduction techniques include humor, exercise, rehydration, naps, herbal tea, and crying. Adopting a positive attitude can help manage stress.
managing mental health in the workplace - a leaders guideWBDC of Florida
This document provides a leader's guide for implementing an online training program called Managing Mental Health Matters (MMHM) in an organization. The guide summarizes the contents and objectives of the MMHM program, which contains 5 episodes that teach strategies for managing mental health issues in the workplace. It outlines how to use the pre-evaluation and post-evaluation forms to assess participant understanding, and includes templates for certificates of completion upon mastering the material in each episode. The overall goal is to increase knowledge and ability to recognize and manage workplace mental health issues through the online training and supplemental group discussions.
The document discusses stress, its causes, and management. It defines stress as the reaction people have to excessive pressures or demands. Stress arises when people worry they cannot cope. Job stress comes from demands not matching employee abilities. Common job stressors include conflicts, transfers, poor communication and lack of support. Stressed employees are less healthy, motivated, productive and safe. Stress management includes finding support, maintaining a positive attitude, time management, relaxation techniques, and workplace wellness programs which help employees handle pressure better and stay healthier. Stress management is important for health, happiness and productivity.
The document discusses various causes and effects of stress in the workplace. It notes that stress can be caused by factors like work overload or underload, organizational change, role ambiguity and role conflicts. Physiological effects of stress include the fight or flight response and exhaustion. Individual differences like personality, locus of control and hardiness influence how people cope with stress. High stress professions include healthcare, service and manual labor jobs. Stress can lead to issues like burnout, procrastination and workaholism. The document recommends organizational techniques like support for change and clearly defined roles, as well as individual strategies like exercise and relaxation training to help reduce workplace stress.
This document discusses various topics related to stress including:
- Definitions of stress and what causes stressors
- The adaptation syndrome model of stress with its three stages: alarm reaction, resistance, and exhaustion
- Physical, mental, behavioral, and emotional effects of stress
- Types of stress like distress, eustress, hyperstress, and hypostress
- Workplace stress and some common causes like time pressure, conflicts, and unreasonable demands
- Study stress and exam stress and tips to manage both like prioritizing, taking breaks, visualizing success, and starting preparation early
- Stress management techniques like the ABC strategy, maintaining balance, meditation, exercise, and changing negative thinking patterns
The document provides tips for managing anger and reducing anger in oneself and others. It suggests knowing yourself, doing important tasks before they become urgent, and learning from mistakes rather than getting angry. It also recommends organizing your mind and desk, saying sorry at the right time, deciding decisively to avoid indecision, and catching others doing right rather than wrong to reduce anger.
Stress management is important for health and well-being. The document discusses sources of stress at home, work, and in relationships and outlines healthy and unhealthy ways to cope with stress. Some key strategies mentioned include exercise, spending time with loved ones, maintaining a positive self-talk, and focusing on stress-reducing activities like walking, spending time in nature, deep breathing, and maintaining a support system.
Stress is the body's response to any physical or emotional changes in life. There are two main types of stress: acute stress which is usually short-term and caused by things like work pressure or minor accidents, and chronic stress which is long-term stress from things like poverty or chronic illness. Positive stress, or eustress, can motivate and improve performance in short bursts while negative stress, or distress, decreases performance and can cause mental and physical problems. Common signs of stress include negative self-talk, unrealistic expectations, and physical/emotional/behavioral/mental responses. Stress management techniques include relaxation methods like deep breathing, meditation, exercise, and learning to say no.
Stress occurs when pressure exceeds a person's ability to cope, potentially endangering their well-being. While stress is a normal state, excessive or prolonged stress can lead to mental or physical illness. Stressors in the workplace include role ambiguity, heavy workloads, inadequate resources, poor working conditions, and issues with management style or job security. To combat stress, one should practice awareness, balance, and control through positive thinking, time management, exercise, relaxation, diet, and limiting alcohol and smoking. Unaddressed, excessive stress can harm health, work performance, relationships, and development.
The document discusses stress, its causes, effects, and management. It defines stress as the body's response to demands placed on it. Stress can be caused by both good and bad experiences externally in the environment or internally due to overwork. Stress affects both the body and mind, causing issues like fatigue, sickness, and mental breakdowns. Stress management involves changing stressful situations when possible, changing reactions when not, self-care, and rest. Unhealthy coping methods include smoking, drinking, and withdrawing. Healthier options consist of physical activity, social engagement, and maintaining a healthy lifestyle with nutrition, sleep, and avoiding drugs.
Stress is a natural feeling of not being able to cope with specific demands and events. However, It’s natural and normal to be stressed sometimes but long-term stress can cause physical symptoms, emotional symptoms and unhealthy behaviors.
Stress is the body's reaction to pressure or demands placed on it that can negatively impact mental and physical health if prolonged. Stress can be positive by motivating performance but becomes negative if unrelieved. Most stress is self-generated from irrational beliefs and perceptions rather than external factors alone. Managing stress involves recognizing signs of distress, balancing activities with rest, controlling thoughts through reframing and positive self-talk, changing behaviors, and adopting a healthy lifestyle. Strategies like deep breathing, exercise, social support and putting problems in perspective can help reduce stress levels.
The document discusses various sources and consequences of stress and provides techniques for managing stress. It discusses that stress is a normal part of life but can be overwhelming. It then discusses sources of stress such as the environment, social roles, physical health, and thoughts. Long-term stress can negatively impact health. The document then provides various stress management techniques including relaxation techniques like meditation, deep breathing, yoga and massage. It also discusses time management, cognitive techniques like thought stopping, social support, and ensuring a work-life balance.
Stress is defined as the body's reaction to any demand placed on it. Prolonged stress can lead to strain and illness over time. Stressors are the causes of stress and can be external like work demands or internal like negative self-talk. The stages of stress are alarm, resistance, and exhaustion. Chronic stress is associated with increased risk of heart disease, immune system problems, and other illnesses. Learning to manage stress through relaxation, social support, and addressing stressors can help prevent negative health impacts.
The document discusses managing work-related stress through understanding what stress is, adapting to stress, managing stress, burnout, prevention and recovery from burnout, and goal setting as a stress reliever. It defines stress and burnout, explains the body's response and adaptation to stress, identifies causes and signs of burnout, and provides tips for managing stress, preventing and recovering from burnout through goal setting and self-care.
This document discusses burnout, including risk factors, impacts, identification, prevention and mitigation. It notes that burnout is characterized by exhaustion, lack of motivation and reduced work effectiveness. Jobs with high burnout rates include physicians, nurses, social workers, teachers and police officers. The document outlines causes of burnout like unclear requirements and high stress without breaks. It provides steps to prevent and combat burnout on individual and organizational levels through coping strategies and addressing work conditions.
This document provides information and tips about stress management. It begins by defining stress and describing the physical response of fight or flight. While stress helped humans survive, long-term stress can be detrimental to health. Signs of stress include emotional, physical, cognitive, and behavioral symptoms. Myths about stress are debunked, such as the idea that stress is always bad. Stress management techniques aim to help people deal with stressors. Tips include eating well, sleeping, writing, herbal remedies, apps, and using an employee assistance program. The document stresses developing resilience to bounce back from stressors.
The document discusses different types of stress employees may experience including general stress, cumulative stress, acute traumatic stress, and post traumatic stress. General stress is experienced by everyone and resolves within a day or two without intervention. Cumulative stress builds up over time and is harder to alleviate, potentially causing more serious physical and mental symptoms. Acute traumatic stress is a normal reaction to abnormal events while post traumatic stress can produce lasting changes from unresolved critical incident stress.
Burnout is a psychological syndrome involving long-term exhaustion, feelings of cynicism and reduced personal accomplishment from one's work. It is not the same as stress and can develop over time from a buildup of stressors without relief. Signs include emotional exhaustion, depersonalization of others, and a reduced sense of personal achievement. Those at highest risk include health workers, teachers, social workers and police due to high workload, responsibility and lack of support. Prevention focuses on reducing stressors individually through relaxation, and organizationally by increasing job resources, support, and participation in decision making. Treatment involves counseling, skills training, social support and modifying work conditions.
Presentation on the topic "Stress Management"
Includes:
What is stress?
What is stress management?
Types of stress and their relaxation methods
How to handle stress at the time of Interview
How to handle stress at the workplace
IT INCLUDES TWO VIDEOS, IF YOU WILL DOWNLOAD YOU CAN PLAY THEM
This document discusses anger and anger management. It begins with ground rules for the discussion and objectives to identify anger triggers and styles. It then defines anger as a natural emotion related to feeling offended or wronged. The document differentiates between anger as a feeling and aggression as a behavior. It discusses the most common triggers for anger and asks participants to identify their own triggers and cues for anger. It describes three common anger styles: dumping anger on others, acting out aggressively, and burying anger internally. The document outlines potential consequences of each style and asks participants to identify their own style. It then provides techniques for managing anger effectively such as cooling off, sorting through the problem, channeling energy into positive outlets, and practicing relaxation. The
Group work is required to form teams of 6 students each to develop a teaching plan on stress management for nurses using a 10 step process. The plan will be presented at Victoria Hospital and include definitions of stress, factors influencing workplace stress, and strategies to manage stress such as relaxation and seeking help. Visual aids, comparisons, and simple terms will be used to engage learners, who will be evaluated through discussion and a post-assessment.
Biological psychology: Stress, examines stress as a bodily response and stress in everyday life such as life changes and daily hassles. Based on the Third Edition for Psychology AS 'The Complete Companion Student Book' by Mike Cardwell and Cara Flanagan for AQA 'A'
managing mental health in the workplace - a leaders guideWBDC of Florida
This document provides a leader's guide for implementing an online training program called Managing Mental Health Matters (MMHM) in an organization. The guide summarizes the contents and objectives of the MMHM program, which contains 5 episodes that teach strategies for managing mental health issues in the workplace. It outlines how to use the pre-evaluation and post-evaluation forms to assess participant understanding, and includes templates for certificates of completion upon mastering the material in each episode. The overall goal is to increase knowledge and ability to recognize and manage workplace mental health issues through the online training and supplemental group discussions.
The document discusses stress, its causes, and management. It defines stress as the reaction people have to excessive pressures or demands. Stress arises when people worry they cannot cope. Job stress comes from demands not matching employee abilities. Common job stressors include conflicts, transfers, poor communication and lack of support. Stressed employees are less healthy, motivated, productive and safe. Stress management includes finding support, maintaining a positive attitude, time management, relaxation techniques, and workplace wellness programs which help employees handle pressure better and stay healthier. Stress management is important for health, happiness and productivity.
The document discusses various causes and effects of stress in the workplace. It notes that stress can be caused by factors like work overload or underload, organizational change, role ambiguity and role conflicts. Physiological effects of stress include the fight or flight response and exhaustion. Individual differences like personality, locus of control and hardiness influence how people cope with stress. High stress professions include healthcare, service and manual labor jobs. Stress can lead to issues like burnout, procrastination and workaholism. The document recommends organizational techniques like support for change and clearly defined roles, as well as individual strategies like exercise and relaxation training to help reduce workplace stress.
This document discusses various topics related to stress including:
- Definitions of stress and what causes stressors
- The adaptation syndrome model of stress with its three stages: alarm reaction, resistance, and exhaustion
- Physical, mental, behavioral, and emotional effects of stress
- Types of stress like distress, eustress, hyperstress, and hypostress
- Workplace stress and some common causes like time pressure, conflicts, and unreasonable demands
- Study stress and exam stress and tips to manage both like prioritizing, taking breaks, visualizing success, and starting preparation early
- Stress management techniques like the ABC strategy, maintaining balance, meditation, exercise, and changing negative thinking patterns
The document provides tips for managing anger and reducing anger in oneself and others. It suggests knowing yourself, doing important tasks before they become urgent, and learning from mistakes rather than getting angry. It also recommends organizing your mind and desk, saying sorry at the right time, deciding decisively to avoid indecision, and catching others doing right rather than wrong to reduce anger.
Stress management is important for health and well-being. The document discusses sources of stress at home, work, and in relationships and outlines healthy and unhealthy ways to cope with stress. Some key strategies mentioned include exercise, spending time with loved ones, maintaining a positive self-talk, and focusing on stress-reducing activities like walking, spending time in nature, deep breathing, and maintaining a support system.
Stress is the body's response to any physical or emotional changes in life. There are two main types of stress: acute stress which is usually short-term and caused by things like work pressure or minor accidents, and chronic stress which is long-term stress from things like poverty or chronic illness. Positive stress, or eustress, can motivate and improve performance in short bursts while negative stress, or distress, decreases performance and can cause mental and physical problems. Common signs of stress include negative self-talk, unrealistic expectations, and physical/emotional/behavioral/mental responses. Stress management techniques include relaxation methods like deep breathing, meditation, exercise, and learning to say no.
Stress occurs when pressure exceeds a person's ability to cope, potentially endangering their well-being. While stress is a normal state, excessive or prolonged stress can lead to mental or physical illness. Stressors in the workplace include role ambiguity, heavy workloads, inadequate resources, poor working conditions, and issues with management style or job security. To combat stress, one should practice awareness, balance, and control through positive thinking, time management, exercise, relaxation, diet, and limiting alcohol and smoking. Unaddressed, excessive stress can harm health, work performance, relationships, and development.
The document discusses stress, its causes, effects, and management. It defines stress as the body's response to demands placed on it. Stress can be caused by both good and bad experiences externally in the environment or internally due to overwork. Stress affects both the body and mind, causing issues like fatigue, sickness, and mental breakdowns. Stress management involves changing stressful situations when possible, changing reactions when not, self-care, and rest. Unhealthy coping methods include smoking, drinking, and withdrawing. Healthier options consist of physical activity, social engagement, and maintaining a healthy lifestyle with nutrition, sleep, and avoiding drugs.
Stress is a natural feeling of not being able to cope with specific demands and events. However, It’s natural and normal to be stressed sometimes but long-term stress can cause physical symptoms, emotional symptoms and unhealthy behaviors.
Stress is the body's reaction to pressure or demands placed on it that can negatively impact mental and physical health if prolonged. Stress can be positive by motivating performance but becomes negative if unrelieved. Most stress is self-generated from irrational beliefs and perceptions rather than external factors alone. Managing stress involves recognizing signs of distress, balancing activities with rest, controlling thoughts through reframing and positive self-talk, changing behaviors, and adopting a healthy lifestyle. Strategies like deep breathing, exercise, social support and putting problems in perspective can help reduce stress levels.
The document discusses various sources and consequences of stress and provides techniques for managing stress. It discusses that stress is a normal part of life but can be overwhelming. It then discusses sources of stress such as the environment, social roles, physical health, and thoughts. Long-term stress can negatively impact health. The document then provides various stress management techniques including relaxation techniques like meditation, deep breathing, yoga and massage. It also discusses time management, cognitive techniques like thought stopping, social support, and ensuring a work-life balance.
Stress is defined as the body's reaction to any demand placed on it. Prolonged stress can lead to strain and illness over time. Stressors are the causes of stress and can be external like work demands or internal like negative self-talk. The stages of stress are alarm, resistance, and exhaustion. Chronic stress is associated with increased risk of heart disease, immune system problems, and other illnesses. Learning to manage stress through relaxation, social support, and addressing stressors can help prevent negative health impacts.
The document discusses managing work-related stress through understanding what stress is, adapting to stress, managing stress, burnout, prevention and recovery from burnout, and goal setting as a stress reliever. It defines stress and burnout, explains the body's response and adaptation to stress, identifies causes and signs of burnout, and provides tips for managing stress, preventing and recovering from burnout through goal setting and self-care.
This document discusses burnout, including risk factors, impacts, identification, prevention and mitigation. It notes that burnout is characterized by exhaustion, lack of motivation and reduced work effectiveness. Jobs with high burnout rates include physicians, nurses, social workers, teachers and police officers. The document outlines causes of burnout like unclear requirements and high stress without breaks. It provides steps to prevent and combat burnout on individual and organizational levels through coping strategies and addressing work conditions.
This document provides information and tips about stress management. It begins by defining stress and describing the physical response of fight or flight. While stress helped humans survive, long-term stress can be detrimental to health. Signs of stress include emotional, physical, cognitive, and behavioral symptoms. Myths about stress are debunked, such as the idea that stress is always bad. Stress management techniques aim to help people deal with stressors. Tips include eating well, sleeping, writing, herbal remedies, apps, and using an employee assistance program. The document stresses developing resilience to bounce back from stressors.
The document discusses different types of stress employees may experience including general stress, cumulative stress, acute traumatic stress, and post traumatic stress. General stress is experienced by everyone and resolves within a day or two without intervention. Cumulative stress builds up over time and is harder to alleviate, potentially causing more serious physical and mental symptoms. Acute traumatic stress is a normal reaction to abnormal events while post traumatic stress can produce lasting changes from unresolved critical incident stress.
Burnout is a psychological syndrome involving long-term exhaustion, feelings of cynicism and reduced personal accomplishment from one's work. It is not the same as stress and can develop over time from a buildup of stressors without relief. Signs include emotional exhaustion, depersonalization of others, and a reduced sense of personal achievement. Those at highest risk include health workers, teachers, social workers and police due to high workload, responsibility and lack of support. Prevention focuses on reducing stressors individually through relaxation, and organizationally by increasing job resources, support, and participation in decision making. Treatment involves counseling, skills training, social support and modifying work conditions.
Presentation on the topic "Stress Management"
Includes:
What is stress?
What is stress management?
Types of stress and their relaxation methods
How to handle stress at the time of Interview
How to handle stress at the workplace
IT INCLUDES TWO VIDEOS, IF YOU WILL DOWNLOAD YOU CAN PLAY THEM
This document discusses anger and anger management. It begins with ground rules for the discussion and objectives to identify anger triggers and styles. It then defines anger as a natural emotion related to feeling offended or wronged. The document differentiates between anger as a feeling and aggression as a behavior. It discusses the most common triggers for anger and asks participants to identify their own triggers and cues for anger. It describes three common anger styles: dumping anger on others, acting out aggressively, and burying anger internally. The document outlines potential consequences of each style and asks participants to identify their own style. It then provides techniques for managing anger effectively such as cooling off, sorting through the problem, channeling energy into positive outlets, and practicing relaxation. The
Group work is required to form teams of 6 students each to develop a teaching plan on stress management for nurses using a 10 step process. The plan will be presented at Victoria Hospital and include definitions of stress, factors influencing workplace stress, and strategies to manage stress such as relaxation and seeking help. Visual aids, comparisons, and simple terms will be used to engage learners, who will be evaluated through discussion and a post-assessment.
Biological psychology: Stress, examines stress as a bodily response and stress in everyday life such as life changes and daily hassles. Based on the Third Edition for Psychology AS 'The Complete Companion Student Book' by Mike Cardwell and Cara Flanagan for AQA 'A'
The document discusses stress management for humanitarian aid workers. It notes that humanitarian aid work is inherently stressful due to factors like separation from family, dangerous working conditions, and exposure to trauma. If left unmanaged, stress can negatively impact workers' health and well-being as well as organizational effectiveness. The document provides information on recognizing signs of stress and offers strategies for addressing stress at the individual level through stress management plans, and at the organizational level through debriefing sessions and prioritizing stress reduction.
The document discusses a study on work stress management at Zuari Cement Industry in Kadapa, India. It finds that 37.5% of employees report undergoing stress. The major cause of stress reported is interpersonal relationships (68.75%). The most common problem faced due to stress is health issues, reported by 50% of employees. A majority of employees agree that physical environment, lack of communication, and stress from both work and home all contribute to work stress. Over half of employees strongly agree that work stress management techniques would improve employee confidence.
Stress and Stress Management-Especially in work placeAlan Shany
This document discusses stress, stress management, and the physical and mental signs of short-term and long-term stress. It provides information on how stress affects the body and mind, as well as tips on managing stress through exercise, sleep, diet, relaxation techniques, avoiding negative thinking, and being organized. The document also discusses rules for playing darts and some of the health benefits of darts, such as relieving stress, improving hand-eye coordination, and building confidence.
Stress management at work and in disastersMay Martinez
The document discusses stress, its causes and effects. It defines stress as the body's response to pressure or demands placed on it. Stress can be positive (eutress) or negative (distress) depending on whether it provides fulfillment or causes suffering. Chronic stress can negatively impact physical and mental health. Work is a common stressor and job stress results from the interaction between individual characteristics and working conditions like workload, environment, relationships and lack of support. Symptoms of work-related stress are physical, psychological and behavioral like fatigue, headaches, anxiety and decreased performance.
Workplace Stress: Impact and Outcomes - An India Study 2016 Sabita Rebecca
Chronic life-style related health issues are growing rapidly among the 'Young Indian Workforce'. It is predicted that by 2025, India will have more than 57% of its population suffering from diabetes. Cardiovascular diseases, diabetes, obesity and tobacco consumption are seen as high-risk elements in employee health and wellness that impact the workforce.
Corporates across India have become sensitive to the prevalent health issues and the impact of stress at the workplace on performance and productivity. Leadership firms are working at building health and wellness programs that make their workforce a lot more resilient to the external challenges.
CGP India, along with SHRM India have collaborated to understand the landscape in a more scientific approach than ever done before. The aim was not just to understand the areas of concern but also to measure the impact of stress on the organizations’ top line. The online survey was participated by a total of 2157 respondents and included senior management interviews from 12 organizations spanning across 3 sectors - IT, Banking and Travel & Hospitality.
Job stress arises when the demands of work exceed a person's abilities. This mismatch can cause stressors like conflicts, unwanted job changes, lack of resources, and poor communication. Stressed employees are shown to be less healthy, motivated, productive and safe. Their organizations also perform worse in competitive markets. The document recommends managing stress through finding support, maintaining a positive attitude, getting organized, prioritizing self-care activities, and relaxing. Practicing stress management can lead to physical, emotional and cognitive benefits like increased energy, stabilized mood, and improved focus.
Stress is defined as the body's response to external demands or pressures that results in physical, psychological, or behavioral symptoms and can be caused by numerous environmental and organizational factors. While some stress is inevitable and can be beneficial in moderation, too much stress that is not properly managed can become distress and negatively impact health, relationships, and job performance if not addressed through effective stress management techniques. The document discusses various causes and types of stress as well as strategies for minimizing or coping with stress through time management, relaxation, exercise, conflict resolution skills, and making adjustments to work demands and responsibilities.
The document provides information on the Harvard referencing system, including what a reference is, what the Harvard system is, why one should reference their work, when to reference, and how to reference both within the text and at the end of the document. It describes referencing various sources such as books, journal articles, web pages, images, and personal communications. It also discusses plagiarism and how to avoid it by properly citing sources.
Stress management involves reducing or managing stress through various techniques. There are two main types of stress: acute stress which occurs over a short period from events like deadlines, and chronic stress which occurs over longer periods from issues like family problems. Stress in the workplace can be caused by factors like workload, relationships, and job insecurity. While stress can be motivating in moderation, high and prolonged stress can negatively impact physical health, mental health, job performance, and business costs due to absenteeism and reduced productivity. Stress management techniques provide benefits both for individuals and businesses.
Stress is a person's response to threatening or challenging events called stressors. Stress can be categorized as either eustress, which are good stressors like accomplishments, or distress, which are bad stressors like injuries or illnesses. Hans Selye developed the general adaptation syndrome to describe the body's three stage response to stressors - alarm, resistance, and exhaustion. Managing stress involves identifying if you are stressed, the stressor causing it, the reason for the stressor, selecting a coping strategy, and then evaluating the effectiveness of the strategy.
This document discusses stress management in organizations. It presents a model of stress that includes environmental, organizational, and individual factors. It identifies four key variables that influence an individual's ability to handle stress: perception, job experience, social support, and locus of control. The document then discusses the physiological, psychological, and behavioral effects of stress. It concludes by outlining individual approaches like time management and relaxation training, as well as organizational approaches such as selection and placement, job redesign, and wellness programs that can help manage stress.
Stress Management PowerPoint Presentation Content slides include topics such as: understanding the dynamics of stress, quickly and effectively managing stress, symptoms of stress, identifying sources of stress, negative and positive effects of stress, the five step system to tackle stress, 6 strategies to minimize burn-out, from distress to eustress, specific problems and associated treatments, 15 ways to make work less stressful, how to's and much more.
The document discusses work ethics and anti-bullying. It defines bullying as intentional harm against colleagues through misuse of power that is usually repeated over time and causes harm. Bullying negatively impacts well-being, performance and creates a hostile work environment. While no one deserves bullying, some are targeted if they seem different. Bullies may feel unhappy or want power. Help is available through counseling, community groups, or reporting issues to managers or HR. Maintaining positive work ethics like honesty, respect and accountability benefits both individuals and teams.
This document discusses work ethics, anti-bullying, and creating a positive work environment. It defines bullying as intentional and harmful behavior involving a power imbalance that is usually repeated over time. Bullying can negatively impact well-being, performance, and create a hostile work environment. The document provides tips for addressing bullying by speaking to managers, HR, or filling out complaint forms. It emphasizes developing positive work ethics like honesty, dependability, and having a good attitude. Fostering teamwork, motivation, and upholding core values of safety and respect can help create a productive workplace.
5TH JULY is National Stand Up to Bullying Day. This short presentation aims to raise awareness of the impact of bullying behaviours in the workplace, to empower those affected by bullying and to encourage all organisations and leaders to promote zero tolerance of bullying.
The document provides advice for answering common interview questions. It suggests keeping answers short and focused on how your skills match the job. For questions about previous jobs, focus on positive reasons for leaving and avoid criticism. When asked about salary, avoid giving a number and instead inquire about the salary range. Emphasize your work ethic, commitment to the organization, ability to work as part of a team and resolve conflicts.
How to give feedback that reinforces or redirects performance, in a way that promotes intrinsic motivation and maximises alignment between a person\'s work and requirements.
This document discusses job satisfaction and dissatisfaction. It defines job satisfaction as having a positive attitude towards one's job, while dissatisfaction is a negative attitude. It measures job satisfaction based on the nature of work, supervision, pay, promotion opportunities, and coworker relations. Common causes of dissatisfaction are low salaries, lack of promotions, unfair rewards, age, education level, supervision, work groups, and working conditions. The document also discusses specific causes of demotivation for employees in the BPO sector, such as odd working hours, lack of work-life balance, lack of appreciation, too much work, and health issues. Ways for employees to express dissatisfaction include voicing concerns, remaining loyal, neglecting work
This document provides a summary of a book about managing worries. It discusses various types of worries people experience and provides advice on how to overcome worries. Some key points include:
1. The book defines WOW as "Work on Worries" and advises that worrying can lead people to hurry and make mistakes, causing more worries.
2. Personal problems should be kept separate from work to avoid negatively impacting one's team. Focus on completing work before thinking about personal issues.
3. To overcome feeling like one isn't a good fit for a team, maintain a positive attitude and be willing to say "I don't know" when unsure rather than giving uninformed answers. Participation is more important than
This document provides a summary of a book about managing worries. It discusses various types of worries people experience and provides advice on how to overcome worries. Some key points include:
1. The book defines WOW as "Work on Worries" and advises that worrying can lead people to hurry and make mistakes, causing more worries.
2. Personal problems should be kept separate from work to avoid negatively impacting one's team. Focus on completing work before thinking about personal issues.
3. To overcome feeling like one isn't a good fit for a team, maintain a positive attitude and be willing to say "I don't know" when unsure of something. Participation is more important than performance comparisons.
The document provides guidance on body language, preparation, and common questions to expect during a job interview. It stresses the importance of proper body language like making eye contact and having a firm handshake. Candidates should prepare thoroughly by researching the company and position. Common interview questions focus on reasons for interest in the job and company, relevant qualifications and experiences, and work history. The document also provides sample answers for questions related to the candidate's career goals and qualities.
11 Interview Questions That Will Reveal A Little Bit More About Your Candidates!Coburg Banks Recruitment
Interviews are so scripted, with all parties on their best behaviour that it’s almost impossible to judge a candidate’s real motivation, culture and character.
But over the years, we have found a few interview questions that get candidates to open up and be honest.
These are the top 11!
This document discusses the importance of non-financial motivational factors for employees and provides suggestions for managers on how to understand employee motivation better. It notes that while basic salary is important, employees are not solely motivated by pay and that challenging work, learning opportunities, positive workplace culture, and recognition of efforts are also key. The document recommends managers directly ask employees questions about what motivates and satisfies them as well as what might cause them to leave, in order to gain valuable insights into keeping employees engaged. It provides examples of effective ways to have these important conversations.
Ca l3 q9 universal employee satisfaction surveyBluecare
This survey aims to gather employee feedback on communication, culture, development and support, and compensation at their organization. Employees are asked to rate their level of agreement with statements in these areas and provide additional comments. They are also asked questions about their compensation package preferences and what could be improved as the head of their department to increase cultural safety satisfaction. The survey should be completed and returned by February 28th, 2015.
Unit 9 universal employee satisfaction surveyBluecare
This survey aims to gather employee feedback on communication, culture, development and support, and compensation at their organization. Employees are asked to rate their level of agreement with statements in these areas and provide additional comments. They are also asked questions about their compensation package preferences and what could be improved as the head of their department to increase cultural safety satisfaction. The survey should be completed and returned by February 28, 2015.
The document provides tips for reducing stress and preparing for a job interview. It advises viewing interviews from the employer's perspective and focusing on fit with company culture, people skills, preparation, enthusiasm, and bringing value. Candidates are encouraged to research the company, create a list of strengths and experiences, practice answering questions, dress professionally, arrive early, turn off phones, ask questions, and follow up with a thank you note after the interview. Certain topics like politics, personal problems or complaining should be avoided during interviews.
Workplace bullying negatively impacts organizational justice. It demonstrates a lack of interactional justice by allowing employees to be treated without dignity and respect. Bullying can reduce an employee's self-efficacy and motivation over time by threatening their sense of esteem, safety, and self-actualization. Both situational factors and personality traits may contribute to bullying. Insecure bullies may target those seen as threats to boost their own self-esteem. Effective strategies for victims include documenting incidents and reporting bullying to appropriate management or groups within the company. Confrontation should be avoided as it could escalate the situation.
This document discusses creating a respectful workplace environment. It provides training on the difference between disrespectful and respectful behavior, how disrespect impacts individuals and organizations, why some people behave disrespectfully, and tools for addressing inappropriate conduct and building a respectful culture. Specific strategies are outlined for how employees, managers and organizations can respond to issues, have difficult conversations, and problem solve to improve workplace interactions and climate.
This document discusses creating a respectful workplace environment. It provides training objectives around understanding the difference between disrespectful and respectful behavior and its impacts. Disrespectful behavior can negatively impact individuals, work productivity, and the overall institution. All employees have a role and responsibility in addressing inappropriate conduct. Management must educate staff on conduct policies and address issues appropriately. When disrespect occurs, individuals should directly and respectfully communicate with the offender, report it to management, or seek help from employee assistance programs.
Dealing with Toxic People and CandidatesRahul Jain
Rahul Jain presented on dealing with toxic people. He discussed characteristics of toxic people such as being judgmental, narcissistic, blaming others, and creating unnecessary drama. When dealing with toxic people, it is important not to engage with their irrational behavior and instead focus on staying positive and distancing yourself emotionally. For toxic job candidates, the presenter advised observing their behavior towards others and asking questions about past failures and challenges to understand their character. Hiring managers should avoid rushing decisions and focus on behavior over words to avoid bringing toxic people into an organization.
This document provides guidance on preparing for and succeeding in a job interview. It begins with introducing the presenters and then discusses how interviews allow employers to learn about a candidate's personality, interests, goals and how their experiences fit the position. Employers are looking for candidates who can clearly explain their skills, match their qualifications to the job requirements, and discuss past experiences with specific examples. Tips are provided such as researching the company, appearance, location details. Common interview questions are listed across various categories including describing yourself, work history, strengths/weaknesses, failures and handling difficult situations. Reasons for interview failure and concluding remarks emphasize the importance of preparation.
Similar to How To Deal With Work Place Stress By Mr. Nilesh Mandlecha (20)
This document summarizes the myth of Osiris from Egyptian mythology. It discusses how Osiris was killed by his brother Set out of jealousy. It then describes how Isis reassembled Osiris' body and conceived their son Horus. The myth is used as an allegory to reflect on aspects of human psychology, asking how the characters like Osiris, Set, and Isis represent parts of oneself and one's inner journey.
The document outlines seven distinctions of a powerful individual: integrity, being racket free, being powerful, being courageous, being peaceful, being charismatic, and being enrolling. For each distinction, it lists an action and giving up something as ways to embody that distinction. The document was created by E-Cube India Pvt. Ltd. on February 22, 2020.
Dance movement therapy uses movement and dance to address emotional, cognitive, physical, and social needs. It helps individuals express themselves nonverbally and release suppressed feelings. This allows negative feelings to be released rather than stored in the body, bringing a sense of healing. The therapy can be used preventatively or for destressing, and in group settings helps with opening up, sharing, understanding others, and building confidence. It provides a safe and nonjudgmental space for individuals to move in their own unique ways. The document focuses on using dance movement therapy to help women, who often neglect their own needs while caring for their families, restore self-esteem and engage in simple self-care activities.
This document discusses the importance of setting goals and provides guidance on how to set SMART goals. It explains that goals provide direction and motivation, and can be applied to personal, financial, health, relationship and career areas. Well-defined goals that are specific, measurable, achievable, realistic and time-bound are more likely to be accomplished. Setting smaller sub-goals and celebrating progress can help achieve larger goals. Overcoming challenges like a lack of skills or motivation requires exploring resources, stretching abilities, using rewards and feedback, and changing one's perspective to view failures as learning experiences.
This document discusses connecting to one's body for health and happiness. It explains that connecting to the body through practices like grounding, experiencing sensations and feelings, and staying present can help transform negative experiences, build resilience, and improve focus, activities, clarity and well-being. Connecting to the body through noticing sensations like heat, constriction or pleasantness and feelings like anger or sorrow provides benefits like reduced stress and a greater sense of self.
The document discusses the differences between a fixed mindset and a growth mindset. A fixed mindset views skills as innate and unchanging, leads one to avoid challenges and feedback, and sees setbacks as discouraging. A growth mindset believes skills can be developed through effort, embraces challenges and feedback to improve, and views setbacks as opportunities to learn and make changes. The growth mindset is key to continual progress through developing one's skill set and embracing challenges, effort, feedback, and setbacks.
Sexual health is important for teenagers' overall well-being and requires a positive approach to sexuality, relationships, and experiences that are pleasurable, safe from coercion and free of discrimination and violence. It involves physical, mental, and social aspects of sexuality and relationships.
This document discusses the importance of play for child development and well-being. It introduces Dr. Tejswi Kamble, an occupational therapist with experience working with children. Some key points made include:
- The first 1000 days of a child's life are critical for development and play is important for language, social, and cognitive skills.
- Play allows children to learn, develop resilience and emotional regulation, and have fun.
- There are different types of play behaviors like solitary, parallel, and cooperative play.
- Occupational therapists assess children's play skills and partner with parents on play-based activities and sensory diets.
- Play is essential for healthy child development and should be encouraged by adults and
Optimum cellular health involves maintaining complete physical, mental and social wellbeing. It is achieved through daily efforts like healthy living, nutrition, exercise, sleep and conscious living. Maintaining an alkaline body environment supports cellular health by preventing disease and providing the body with nutrients through a diet of 25 vegetables, 8 fruits and 5 greens per week. Taking a 90 day challenge to make small, sustainable changes to habits and patterns can help redevelopment the body through natural supplementation and an alkaline-focused menu plan.
This document discusses how to make good decisions by recognizing that life is a journey defined by the choices we make from birth until death. It questions whether hitting the snooze button is truly a choice we make or an automatic response. Finally, it mentions the Apple iPhone 11 Pro smartphone.
This document discusses how fear works in the brain and body, common fear disorders, and strategies for conquering fear and building courage and confidence. It explains that the amygdala detects threats and the hypothalamus activates the fight-or-flight response. Conditioning plays a role in fear through learned associations. Common fears include social anxieties, heights, and insects. Overcoming fear involves challenging fearful thoughts, using mantras and affirmations, taking action despite fear, and finding one's purpose and choices in life beyond what fear dictates.
Teens today spend a significant amount of time engaged with screens and social media. The document provides statistics on teen technology and social media use. It also outlines the typical stages of adolescent development from early to late adolescence. The dangers of social media for developing teens are discussed, including their need for positive feedback and public rejection risks. The document advises parents to engage with their teens about internet use, set family rules and guidelines, and install monitoring apps to protect teens online.
This document discusses liver cirrhosis and the potential treatment of Reiki. It begins by defining liver cirrhosis as scarring of the liver caused by conditions like hepatitis or alcoholism. It notes that cirrhosis is difficult to manage and treat through conventional medicine. Then, it describes several case studies of patients with end-stage liver cirrhosis who were healed through Reiki treatments, including procedures on the liver aura and regular Reiki sessions. These cases would have otherwise required liver transplants or been terminal. The document argues that Reiki works by correcting imbalances in the body's subtle energy fields called auras, allowing the body to heal itself.
This document discusses how to develop self-discipline and form good habits. It uses the metaphor of a car to explain different aspects of self-discipline. Specifically, it states that self-discipline requires honesty, commitment, courtesy and capability. It also discusses that forming a habit takes thoughts, actions repeated over 21 days to become a habit and shape one's character and future. Certain things like values are always within our control while others are partially or not within our control.
This document discusses creativity and how to recognize and encourage creativity within oneself. It defines creativity as doing something different, having new ways of thinking and being the creator within. It explains that creativity is an important resource and when people do not create they become sick. Some barriers to creativity mentioned include fear of failure, ambiguity, and rigidity. The document provides five steps to overcome barriers: fight feedback, remove resistance, use predicting power, balance brain equation, and learn through feeling and doing. It discusses techniques for staying creative like doodling, nature connection, dancing, and keeping an active body and mind. The overall message is that creativity is an everyday thing that benefits our well-being.
This document discusses life skills and emotional intelligence. It defines emotional intelligence as the ability to monitor one's own emotions and the emotions of others. It outlines the dimensions of emotional intelligence as self-awareness, self-regulation, motivation, empathy, and social skills. The document provides information on understanding emotions, managing negative emotions, problem solving, communication skills, listening skills, feedback skills, adaptability, interdependence, and teamwork. It emphasizes developing skills like self-awareness, empathy, effective communication, and adaptability.
This document discusses Vibhishana, the youngest son of Kaikesi and Sage Vishrava and younger brother of Ravana. It describes how Vibhishana, unlike his brother Ravana, chose to oppose his kin and side with Rama when Ravana strayed from the path of Dharma. As a result, when Rama's reign ended, he ordered Vibhishana to stay on earth and serve the people by guiding them to the path of truth and Dharma, making Vibhishana one of the seven immortals. The document encourages reflection on being habitually loyal, knowing right from wrong, and acting accordingly.
Intergenerational trauma can be passed down through families over multiple generations. Trauma affects the body and nervous system, and can lead to various physical and psychological symptoms, even appearing years later. Recent research shows trauma can be transmitted epigenetically to following generations. Healing involves understanding one's core trauma and entanglements within the family system, using techniques like family constellations, psychodrama, and somatic experiencing to work through patterns of suffering that have been passed down. Acknowledging one's feelings and experiences is key to taking full charge of life and healing from generational trauma.
More from Health Education Library for People (20)
TEST BANK For Brunner and Suddarth's Textbook of Medical-Surgical Nursing, 14...Donc Test
TEST BANK For Brunner and Suddarth's Textbook of Medical-Surgical Nursing, 14th Edition (Hinkle, 2017) Verified Chapter's 1 - 73 Complete.pdf
TEST BANK For Brunner and Suddarth's Textbook of Medical-Surgical Nursing, 14th Edition (Hinkle, 2017) Verified Chapter's 1 - 73 Complete.pdf
TEST BANK For Brunner and Suddarth's Textbook of Medical-Surgical Nursing, 14th Edition (Hinkle, 2017) Verified Chapter's 1 - 73 Complete.pdf
- Video recording of this lecture in English language: https://youtu.be/Pt1nA32sdHQ
- Video recording of this lecture in Arabic language: https://youtu.be/uFdc9F0rlP0
- Link to download the book free: https://nephrotube.blogspot.com/p/nephrotube-nephrology-books.html
- Link to NephroTube website: www.NephroTube.com
- Link to NephroTube social media accounts: https://nephrotube.blogspot.com/p/join-nephrotube-on-social-media.html
STUDIES IN SUPPORT OF SPECIAL POPULATIONS: GERIATRICS E7shruti jagirdar
Unit 4: MRA 103T Regulatory affairs
This guideline is directed principally toward new Molecular Entities that are
likely to have significant use in the elderly, either because the disease intended
to be treated is characteristically a disease of aging ( e.g., Alzheimer's disease) or
because the population to be treated is known to include substantial numbers of
geriatric patients (e.g., hypertension).
Nutritional deficiency Disorder are problems in india.
It is very important to learn about Indian child's nutritional parameters as well the Disease related to alteration in their Nutrition.
Computer in pharmaceutical research and development-Mpharm(Pharmaceutics)MuskanShingari
Statistics- Statistics is the science of collecting, organizing, presenting, analyzing and interpreting numerical data to assist in making more effective decisions.
A statistics is a measure which is used to estimate the population parameter
Parameters-It is used to describe the properties of an entire population.
Examples-Measures of central tendency Dispersion, Variance, Standard Deviation (SD), Absolute Error, Mean Absolute Error (MAE), Eigen Value
Spontaneous Bacterial Peritonitis - Pathogenesis , Clinical Features & Manage...Jim Jacob Roy
In this presentation , SBP ( spontaneous bacterial peritonitis ) , which is a common complication in patients with cirrhosis and ascites is described in detail.
The reference for this presentation is Sleisenger and Fordtran's Gastrointestinal and Liver Disease Textbook ( 11th edition ).
Giloy in Ayurveda - Classical Categorization and SynonymsPlanet Ayurveda
Giloy, also known as Guduchi or Amrita in classical Ayurvedic texts, is a revered herb renowned for its myriad health benefits. It is categorized as a Rasayana, meaning it has rejuvenating properties that enhance vitality and longevity. Giloy is celebrated for its ability to boost the immune system, detoxify the body, and promote overall wellness. Its anti-inflammatory, antipyretic, and antioxidant properties make it a staple in managing conditions like fever, diabetes, and stress. The versatility and efficacy of Giloy in supporting health naturally highlight its importance in Ayurveda. At Planet Ayurveda, we provide a comprehensive range of health services and 100% herbal supplements that harness the power of natural ingredients like Giloy. Our products are globally available and affordable, ensuring that everyone can benefit from the ancient wisdom of Ayurveda. If you or your loved ones are dealing with health issues, contact Planet Ayurveda at 01725214040 to book an online video consultation with our professional doctors. Let us help you achieve optimal health and wellness naturally.
5-hydroxytryptamine or 5-HT or Serotonin is a neurotransmitter that serves a range of roles in the human body. It is sometimes referred to as the happy chemical since it promotes overall well-being and happiness.
It is mostly found in the brain, intestines, and blood platelets.
5-HT is utilised to transport messages between nerve cells, is known to be involved in smooth muscle contraction, and adds to overall well-being and pleasure, among other benefits. 5-HT regulates the body's sleep-wake cycles and internal clock by acting as a precursor to melatonin.
It is hypothesised to regulate hunger, emotions, motor, cognitive, and autonomic processes.
Pictorial and detailed description of patellar instability with sign and symptoms and how to diagnose , what investigations you should go with and how to approach with treatment options . I have presented this slide in my 2nd year junior residency in orthopedics at LLRM medical college Meerut and got good reviews for it
After getting it read you will definitely understand the topic.
The biomechanics of running involves the study of the mechanical principles underlying running movements. It includes the analysis of the running gait cycle, which consists of the stance phase (foot contact to push-off) and the swing phase (foot lift-off to next contact). Key aspects include kinematics (joint angles and movements, stride length and frequency) and kinetics (forces involved in running, including ground reaction and muscle forces). Understanding these factors helps in improving running performance, optimizing technique, and preventing injuries.
Osvaldo Bernardo Muchanga-GASTROINTESTINAL INFECTIONS AND GASTRITIS-2024.pdfOsvaldo Bernardo Muchanga
GASTROINTESTINAL INFECTIONS AND GASTRITIS
Osvaldo Bernardo Muchanga
Gastrointestinal Infections
GASTROINTESTINAL INFECTIONS result from the ingestion of pathogens that cause infections at the level of this tract, generally being transmitted by food, water and hands contaminated by microorganisms such as E. coli, Salmonella, Shigella, Vibrio cholerae, Campylobacter, Staphylococcus, Rotavirus among others that are generally contained in feces, thus configuring a FECAL-ORAL type of transmission.
Among the factors that lead to the occurrence of gastrointestinal infections are the hygienic and sanitary deficiencies that characterize our markets and other places where raw or cooked food is sold, poor environmental sanitation in communities, deficiencies in water treatment (or in the process of its plumbing), risky hygienic-sanitary habits (not washing hands after major and/or minor needs), among others.
These are generally consequences (signs and symptoms) resulting from gastrointestinal infections: diarrhea, vomiting, fever and malaise, among others.
The treatment consists of replacing lost liquids and electrolytes (drinking drinking water and other recommended liquids, including consumption of juicy fruits such as papayas, apples, pears, among others that contain water in their composition).
To prevent this, it is necessary to promote health education, improve the hygienic-sanitary conditions of markets and communities in general as a way of promoting, preserving and prolonging PUBLIC HEALTH.
Gastritis and Gastric Health
Gastric Health is one of the most relevant concerns in human health, with gastrointestinal infections being among the main illnesses that affect humans.
Among gastric problems, we have GASTRITIS AND GASTRIC ULCERS as the main public health problems. Gastritis and gastric ulcers normally result from inflammation and corrosion of the walls of the stomach (gastric mucosa) and are generally associated (caused) by the bacterium Helicobacter pylor, which, according to the literature, this bacterium settles on these walls (of the stomach) and starts to release urease that ends up altering the normal pH of the stomach (acid), which leads to inflammation and corrosion of the mucous membranes and consequent gastritis or ulcers, respectively.
In addition to bacterial infections, gastritis and gastric ulcers are associated with several factors, with emphasis on prolonged fasting, chemical substances including drugs, alcohol, foods with strong seasonings including chilli, which ends up causing inflammation of the stomach walls and/or corrosion. of the same, resulting in the appearance of wounds and consequent gastritis or ulcers, respectively.
Among patients with gastritis and/or ulcers, one of the dilemmas is associated with the foods to consume in order to minimize the sensation of pain and discomfort.
2. One of the major sources of
anxiety and stress is our
work.
Finding a low-stress job is not
easy.
In fact, it may be almost
impossible.
3. Many of us have no idea what kind of job would
suit us, taking into account all the things we
desire in our prospective dream job.
We often don’t have a clue as to how to go about
finding out all this information about a new job.
It is difficult to know in advance what kind of job
in what kind of organization will make you happy,
unless you actually start working and
experiencing all the positive and negative sides
of your new job.
There is the inertia, the pain and the effort of
looking for another job.
4. If you enjoy what you do, you are among the very few
lucky ones.
There are of course many reasons for staying in a
job that you don’t particularly like.
The salary, the status, the prestige, the benefits, the
perks and the pension…
All these can keep you tied down to a job regardless
of the unhappiness and the stress.
The alternative solution is to find a job you like or
one that better matches your talents, aptitude, skills,
abilities and interests. It is very difficult task, easier
said than done.
5. All important and significant people in my life MUST
treat me considerately, courteously, kindly and fairly
at
all times (instead of I dislike being treated unfairly by
others or taken advantage of) just as I would wish
them
to, or else I CAN’T STAND IT.
If people don’t treat me nicely, they are evil and
SHOULD be severely punished and blamed for their
hideous treatment of me.
This kind of thinking leads to feelings of
vengefulness,
rage and inclination towards violence. Similarly,
other
people MUST not thwart my goals in life and MUST
not block my progress in any way.
6. Things and conditions absolutely MUST be the
way I want them to be and MUST never be too
difficult or frustrating.
Conditions at my workplace MUST not be too
hard. Otherwise, life is AWFUL, TERRIBLE,
HORRIBLE, CATASTROPHIC and UNBEARABLE,
and I CAN’T STAND IT.
Similarly, it will be TERRIBLE and AWFUL if I lose
my job (in place of it will be problematic,
inconvenient, to my disadvantage and
troublesome if I lose my job).
7. I MUST get whatever I want and whenever I want
it, and I MUST not get what I don’t want.
It’s AWFUL, TERRIBLE and HORRIBLE if I don’t
get what I want, and I WON’T BE ABLE TO STAND
IT.
These kinds of beliefs lead to low frustration
tolerance, self-pity, anger, depression and to
behaviors such as procrastination, avoidance
and inaction.
8. We are all acquainted
with stress.
We experience it in
varying kinds every day.
9. We feel stressed
when the demands
we confront…
Appear to exceed
our capabilities to
cope with them.
10. One of the major sources of
stress is our work.
Finding a low-stress job is
not easy.
In fact, it may be almost
impossible.
A more practical and sensible choice therefore
would be to adopt effective strategies to cope
with stress at work and reduce stress…
16. The salary, the status, the
prestige, the benefits, the
perks and the pension…
all these can keep you tied
down to a job regardless of the
unhappiness and the stress.
17. Examples of Anxiety (Self Anxiety)
1) If I fail to convince high profile customer
2) If I fail to deliver set standard of call in
joint work with my senior
3) If I fail to do perfectly in my call every time
4) Not feeling prepared at all for the call
5) Not doing as good as others doing
6) If I am being negatively judged as a non
performer
18. 1) If I go blank during the call or presentation
2) If I become anxious during the call or
presentation
3) I am 'feeling' not prepared for call or
presentation
4) I am experiencing negative consequences
of failure or of not doing well during the
call or presentation
Examples of Anxiety (Discomfort
Anxiety)
19. Not given the work as per my caliber
Repeatedly allocating you work shifts at odd
times. Posted you in difficult market i.e. non
performing area Patna, Guwahati, Satara, Saangli
Boss deliberately inform you on Friday evening
about important work to be submitted on
Monday, so one has to work from home on
Saturday and Sunday or Asking to come over on
weekends and on official holidays for work
Not granted and sanctioned holidays
Not sanctioning bills on time
Conflicts and non cooperation among team
members thus overload of work
Examples of Anger or Hostility:
20. Booking flights and train tickets which are not comfortable
to you in terms of timings or days.
Indifference, favoritism and politics (Promoted Junior and
incompetent person because he is just good to boss)
New reportee not so serious about work
Interdepartmental Conflicts: One of the employee got
insulted by Marketing Head and cornered him for one
reference
Vendor at the time of order showed qualitative product but
at the time of supply delivered compromised quality and
then I have being questioned
Abusive boss
Examples of Anger:
21. Examples of Depression:
• Received Less increment than
expected
• Two people were reporting to you
and now there reporting is taken
away from you
• Loss of Power - Due to Centralization
and formalization of organization you
have lost many of important
powerful responsibilities
22. Incompetent colleagues got promotion and despite of me
working hard denied the promotion
Not calling for important meetings (Neglected)
Colleague Blasted on me in front of boss and boss was
indifferent and silent
Falsely being charged even when I have not made
mistake
Fired even when it’s not my mistake
Despite of working very hard on “Project” boss has
removed you from the almost finished project and given
to somebody else.
Despite of doing excellent presentation and being
endorsed by attendees still award given to undeserved
person.
Examples of Hurt:
23. You have fired somebody and feel
guilty about it
You have removed subordinate from
the job and feeling guilty
You have stolen office stationary and
taken home and mother questioned at
home (Shame and guilt)
Examples of Guilt:
24. Failed in important task due to my mistake and
that got revealed to everybody
Cried in front of boss or everybody
Fired in front of everybody or group
Laughed on my ideation
You are being fired from the job/Made a mock of
it
Caste revealed
Poor financial condition revealed
Fake degree revealed
You are being arrested
Examples of Shame
25. Examples of Envy:
• Junior Colleague got promotion and I have not
• Important crème work is given to colleague and
you have given unimportant work
• New resources came in company and my colleague
got most of it
• For foreign trip my colleague is nominated and not
me
• My boss is taking gifts at his home and giving very
little to me
28. Administrative policies and strategies
Downsizing : Anger, Anxiety and Depression
Competitive pressure: Anxiety
Merit pay plans: Anxiety
Rotating work shifts: Anger
Bureaucratic rules: Anger and Hurt
Advanced technology: Anger and Anxiety
29. Organizational structure and design
Centralization and formalization : Anger and
Anxiety
Line-staff conflicts: Anger , Hurt, Envy
Specialization: Anger and Anxiety
Role ambiguity and conflict: Frustration, Anger,
Hurt, Anxiety
No opportunity for promotion: Depression, Hurt
Restrictive, untrusting culture: Hurt and Anger
Frustration, Anxiety, Fear
30. Organizational Processes
Tight controls : Anger , Fear
Only downward communication: Fear and
Feeling of resentment
Little performance feedback: Frustration , Feeling
of indifference
Centralized decision making : Anger
Lack of participation in decisions: Hurt, Anger,
Depression
Punitive appraisal system: Anger, Hurt
32. Peak Performance
Stress
Performance Optimum
Casual approach Health Issues
भय से भक्ति करे सब,
भय से पूजा होय।
भय पारस है जीव को,
निभभय होय ि कोय॥
भय बबि भाव ि उपजे,
भय बबि होय ि प्रीिी।
जब ह्रदय से भय गया,
मिटी सकल रस रीनि॥
Poor
Performance
Poor
Performance
33. Emotions
Healthy
Negative Emotions - HNE
(Choice Opening Emotions)
Unhealthy
Negative Emotions – UNE
(Choice Blocking Emotions)
Less Intense More Intense
Situation Thoughts
Baat ki
Baat
Baat ka
Batangad
Flexibility : Acceptance of
Reality
Rigidity: Non acceptance of
Reality
Tolerable (HFT)
Intolerable
(LFT)
Focus on things which
are not under my control
Focus on things
which are under
my control
Labeling and Mislabeling
Unconditional Acceptance of
Self, Others & Life
34. It’s terrible that I may not get promoted
It’s terrible that my wife no longer love
me
It’s terrible that I am not as efficient an
executive as I would like to be
It’s terrible that the Board of Directors
knows I loused up that stock deal we
almost made
35. It’s terrible that the lousy president of our
company doesn’t appreciate me enough!
It’s terrible that my co-workers keep
behaving stupidly or inefficiently!
It’s terrible that those idiots on the Board of
Directors think I loused up that big stock
deal when I really didn’t
It’s terrible that my boss treated me unfairly
36. It’s terrible that marriage is such a difficult state
that I can’t possibly live happily with my wife
It’s terrible that things are so arranged that it’s
impossible for me to be a truly efficient executive
It’s terrible that the board of directors keep seeing
me as stupid when I am really brilliant!
40. Think about one specific
conflict which is going on in
your mind and your
indecisive (Conflict) and
confused about it.
(You don’t have to tell me)
41. Pay the price without grumbling about it
You cannot take choices of others. You can
suggest others or significant others choices but
decision will be theirs'. You can try to influence
decision of significant others what your efforts
does not give guarantee of success. If
significant others are connected to your life
then while paying the price about some of their
choices you are also party to it some extent or
sometime large extent.
42. Problem –
Sushant is sales manager and
30 people reporting to him.
One of his subordinate who is
delinquent (antisocial) and not
sending reports on time.. he
wanted to fire him but in two
minds.. To be or not to be
43. Irrational Beliefs Rational Beliefs
“I just can’t hurt him
anyways. I can’t bear
thinking of how hard it
will be on his wife and
family. It is terrible that
I have to decide
whether or not to get
rid off this salesman! I
can’t stand the thought
of his hating me in
case I let him go.
Wouldn’t it be unfortunate if
I had to fire this man? His
wife and family will suffer
by my action and I wouldn’t
like them to suffer for his
delinquencies. He will be
probably hate my guts if I
fire him and I wouldn’t want
him to hate me like that.
45. Irrational Beliefs Rational Beliefs
Discomfort anxiety :
I must be certain my
decision is right
Ability to act decisively:
I’d like to be certain that
this decision of mine is
right but I don’t need
such certainty.
Since I don’t control the
world there is no way I
can be certain of the
outcome of any
decisions I may take.
46. Irrational Beliefs Rational Beliefs
Discomfort anxiety :
“Its terrible not
knowing how many
decision will turn
out to be incorrect”
Can create outcome
with adequate concern:
Its not terrible but a
matter of some concern
to me that the outcome
of my decision cannot
be predicted with
certainty.’
That’s the way life is,
there is no certainty
47. IB’s Rational Beliefs
Discomfort
anxiety :
I cant stand
this feeling of
uncertainty
Can tolerate uncertainty:
It’s not unbearable that
uncertainty exist in the
world, and there is no
reason why it shouldn’t
exist. What exist, exists.
I may not like it but I can
definitely stand it.
48. IB’s Rational Beliefs
Indecision:
I must
perform well
and win the
approval of
important
people in the
organization.
Self acceptance:
‘I prefer to do well and
win the approval of
significant people but
there is no reason
why I absolutely must
do’
49. IB’s Rational Beliefs
Ego anxiety:
If I fail to do well
and win approval
I am an
inadequate
person.
Flexible Thinking and
Motivating:
If at times I fail to do well
and win the approval that
only proves that I am a
fallible human being. I can
still accept myself in spite
of my failure and learn from
my mistakes to do better in
future
51. Examples of Hostility:
1) You hate your wife for insisting on eating
in cheaper rather than in finer restaurants.
2) You hate your sister for being addicted to
musical comedies.
3) You bitterly resent the other executives in
your company who are trying to be
president and who want to keep you at the
vice-president level.
52. • You are insisting that you feel a
certain way about things and
that others therefore should
feel the same way you do.
• But you do not run the
universe and there is no
reason whatever that other
people should go along for
your ride.
53. Your hostility consequently does not stem
from their differences with or even opposition
to you.
It is caused by your refusal to accept those
differences and that opposition and by your
trying to dictate that everything go exactly the
way you want it to go.
If you would keep your desire but surrender
your dictatorial attitude, you would still have
your own point of view, and you might well
strongly assert yourself to have it fulfilled.
54. Anger(Hostility) hijack your logic -
Lack of hostility is particularly
desirable for you, as an executive,
because otherwise your anger will
frequently block your way no matter
how good are your goals and how
intelligently you are trying to pursue
them.
55. Expressing Anger or Suppressing
both create problems -
Your hostility against higher-ups boss
or one of the officers of your
company, either you will tend to
communicate this feeling to him,
which won’t be very good for you! or
else you will keep it to yourself, and
perhaps produce an ulcer- which also
won’t be very good!
56. This means that you would better accept the fact
that your superiors are not angels and that
instead they are frequently disturbed or peculiar
in various ways; that you can expect them to do
many wrong, stupid things, that no matter what
their errors are, you would best either ignore
them or bring them tactfully to their attention.
Just the fact that you are efficient and let us
suppose that you are, there is no good reason for
you to demand that everyone else in your
organization, including the higher –ups, be
equally competent and capable.
57. And even when, by their foolishness or their
lack of ability, they prevent you from acting
the way you would like to act and from
advancing as much as you would like to
advance, that’s tough!
But that’s the way of the world, and often
there is nothing reconstructive, particularly in
the short run, that you can do about it.
This is often even truer for a good many of the
people who work on your level or under you.
It cannot exactly be said that all employees
are incompetent or goofing. Not exactly; but
very largely!
58. What is the main point I am making here?
That almost all human beings naturally find
it easy to be lethargic, goofing,
sidetracking, and ineffectual.
Therefore, if you really want to be an
efficient executive and to avoid becoming
continually angry and upset, you would
better face that reality.
60. Irrational Belief Rational Belief
Ego Disturbance:
I must not be
criticised and
blocked from getting
what I must have.
If I don't get
promoted or salary
rise then I am no
good
Ego Health:
I would much prefer not to be criticized
but if I am criticized for a poor
performance or because the Chief
Executive thought I could have done
better and the promotion I expected is
blocked and I don’t receive that salary
raise I expected that is too bad.
My performance is being criticized
doesn’t mean that I am no good unless
I myself foolishly think so.
I am fallible human being who on this
occasion has failed to reach a certain
standard and has been criticised .
Now let me see how I can use this
criticism to correct my shortcomings
61. Irrational Belief Rational Belief
Discomfort Disturbance:
I must not be criticised
and blocked from getting
what I must have.
If I don't get promoted or
salary rise I want, then I
would be deprived and I
cant stand that!
Discomfort Tolerance:
I would much prefer not to be
criticised because I very much
wanted to win that promotion or at
least salary rise but I didn’t . So I
am deprived!
My performance was criticised and
I certainly don’t like that but I can
obviously stand it.
May be now I would better sit
down and figure how to profit from
the criticisms I have received so
that I stand a better chance of
getting what I want in future
63. Irrational Belief
(Shame)
Rational Belief
(Disappointment)
Rigid Belief:
I absolutely
should not have
revealed a
weakness by
crying in front of
my boss
Flexible Belief:
I wish that I hadn’t
revealed a weakness
by crying in front of
my boss, but there is
no reason why I
absolutely shouldn’t
have done so
64. Irrational Belief
(Shame)
Rational Belief
(Disappointment)
Self Depreciation
Belief:
If I show a weakness
to my boss by crying
in front of him, then I
am a weak, defective
person.
Unconditional Self
Acceptance Belief:
If I cry in front of my
boss and thus reveal a
weakness to him, this
does not make me a
weak, defective person.
Rather I am a fallible
human being who on
this occasion acted
weakly.
66. History:
Anita had always attached her self-worth
to achievement. As a child she was
taught that she didn’t amount to much
unless she did extremely well at
whatever she was given to do. Anita’s
father never wanted daughter, he was
disappointed when Anita was born. In his
view females are less capable and
should be treated like that.
67. Background:
Anita got promotion on merit. For Anita her
appointment proved that she at last worthy of
respect. In her eyes promotion validated her
self worth. She thought I am somebody and no
longer just a nobody.
She wished her staff members to address her
by her surname preceded by ‘Ms’.
In the office John was careful to use what
Anita asked but when they were in off duty in
staff restaurant John and his two colleagues
greeted her as Anita.
68. What she was Angry about?:
Anita made herself furiously angry,
when John in Particular used her first
name.
Anita also inferred that John and
others are secretly jealous of her
promotion and resented her for it
because she was female.
69. Irrational Belief
(Unhealthy Anger)
Rational Belief
(Healthy Anger or Annoyance)
Rigid Belief:
I must be
treated with
respect by
everybody
on the staff,
bar none!
Flexible Belief:
‘I want to be
treated with
respect by the staff
but they don’t have
to obey my rule.
70. Irrational Belief
(Unhealthy Anger)
Rational Belief
(Healthy Anger or Annoyance)
Awfulising
Belief:
‘It’s terrible
that some
members on
the staff don’t
show me the
respect that
they should
Anti awfulising
Belief:
‘It’s bad but not
terrible when John
and the others don’t
treat me always as I
want them to’
71. Irrational Belief
(Unhealthy Anger)
Rational Belief
(Healthy Anger or Annoyance)
Discomfort
Intolerance
Belief:
‘I can’t bear
it when they
show that
they do not
respect me’
Discomfort
Tolerance Belief:
‘I can jolly well
stand their
disrespectful
behaviour although
I might never like it’
72. Irrational Belief
(Unhealthy Anger)
Rational Belief
(Healthy Anger or Annoyance)
Self Depreciation
Belief:
And if people
show that they
don’t respect me
that proves that I
am unworthy of
respect and
basically
worthless
Unconditional Self
Acceptance Belief:
It’s unfortunate if they
appear to disrespect me
but I can accept myself as a
fallible human being
whether or not these others
respect me and whether or
not I continue to hold my
management position’
73. Irrational Belief
(Unhealthy Anger)
Rational Belief
(Healthy Anger or Annoyance)
Others
Depreciation
Belief:
‘They are rotten,
women-downing
people for treating
me disrespectfully
and for reminding
me of my basic
worthlessness’
Unconditional Others
Acceptance Belief:
‘Neither John nor any of
my previous colleagues
are rotten people for not
treating me at all the time
as I want them to. They
are fallible, unrateable
human beings who are
not doing as I desire.
74. Anita’s primary problem was not her anger but
her low sense of self-worth.
Her anger served to protect her from her basic
feeling of worthlessness which she experienced
whenever anyone said or did anything which
reminded her of it.
Even if she were right about some of her
colleagues being jealous and resentful of her
success, that might merely indicate that they had
a problem, but that there was no reason why
Anita should make it her problem.
75. Anita's feeling of damning anger would decrease
her chances of having good and respectful
relationships with her colleagues in the future
USA: By unconditionally accepting herself as
having intrinsic value to herself regardless of
weather or not she achieved great things in life.
She needed no external symbols to validate
herself as a human with intrinsic value to herself
77. Irrational Belief
(Unhealthy Anger)
Rational Belief
(Healthy Anger or Annoyance)
Rigid Belief:
He must send
reports to me on
time. ‘Because his
failure to send me
his reports on
time is frustrating
me which he
should not, must
not do it’
Flexible Belief:
That makes no sense because
you don’t run the universe and it
is foolish to command or dictate
that because you don’t like what
someone is doing, therefore he
or she must do it!
‘I strongly want this man to send
me in his reports regularly on
time but he doesn’t have to’.
78. Irrational Belief
(Unhealthy Anger)
Rational Belief
(Healthy Anger or Annoyance)
Awfulising
Belief:
‘I find it awful
to be
frustrated’
Anti awfulising Belief:
‘I definitely don’t like
receiving his reports late
each month. It is
frustrating but it’s not
terrible.
Frustration is an
inconvenience but not a
horror. Is being frustrated
really that terrible?
79. Irrational Belief
(Unhealthy Anger)
Rational Belief
(Healthy Anger or Annoyance)
Discomfort
Intolerance
Belief:
He is not
sending his
reports on
time, its highly
frustrating
which ‘I can’t
tolerate it!’
Discomfort Tolerance
Belief:
Oh yes, you can tolerate
being frustrated without
ever liking it.
I obviously can tolerate it
although I’ll never like it’
80. Irrational Belief
(Unhealthy Anger)
Rational Belief
(Healthy Anger or Annoyance)
Others Depreciation
Belief:
‘He is a total bastard
for treating me like
this!’
Unconditional Others Acceptance
Belief:
‘People who frustrate you are not
total bastards but they are fallible
human being who have their own
agendas and will often frustrate you
in pursuit of their own goals.’
‘I don’t like this man’s sloppy
behaviour and I wish to hell he would
change it!’
‘This fellow is not a louse, he’s a
fallible human being who’s doing the
wrong thing. If I have him come in and
see what he has to say about it, I can
figure out a way of avoiding these
delays in future’
82. Situation: I find my job to be extremely boring. There are a
few interesting moments, but by and large, all day I am
teaching students. It is simply unbearable. It is driving me
crazy.
Irrational Belief:
I MUST never feel bored (Using MUST).
I find it unbearable when I feel bored. I can’t tolerate it. It’s
killing me (CATASTROPHIZATION).
My job is extremely boring (OVERGENERALIZATION,
MENTAL FILTER, MAGNIFICATION).
Consequences:
Feeling down, listless & demoralized
83. Why SHOULD I never feel bored? Where is that
written on stone?
What is the evidence that I MUST never feel
bored?
What is the proof that I can’t stand it when I am
bored?
Where is the law or evidence that says that I
always HAVE TO do what I wish to do? Where
is the proof?
Is there a rule that I MUST have what I want and
wish for? Where is the proof for this?
84. Rational Thoughts:
I would prefer a more interesting job, but there
are no grounds for saying that I can’t stand
boredom. In fact I am tolerating it. I have not
died as yet.
There is no rule of universe that says I MUST
never feel bored or I MUST have what I want or
wish.
To be honest, my job is not totally boring. There
are certain things I like about my job. There are
certain colleagues who are great. Some of the
staff are very fun and pleasant as well. I like the
physical environment in my office. I will also try
to reduce my expectations from my job, so as to
decrease my disappointment. After all, no job
can be perfect.
85. Rational Thoughts:
I can find my life rewarding even if I continue to stay
in this job.
This is because, even though some aspects of my job
are boring, my life outside my job gives me
gratification.
I enjoy my friends, my family and my hobbies
(movies, music, reading, cooking, playing tennis).
I get pleasure from my creative pursuits like acting
and painting.
These make up for the fulfillment, stimulation and
joy that I don’t get at work.
There is no rule, law or requirement that says that I
MUST get all the pleasures, excitements, stimulations
and satisfactions of life from my work. That would be
an unrealistic expectation as well.
87. A. Activating Adverse Event
Yet once again, I have been passed over for a
promotion.
B. Irrational Thought(s) I Have About A
• It is awful. Simply terrible
(CATASTROPHIZATION).
• I can’t stand it. It’s so unfair
(CATASTROPHIZATION)
• All the time, things go badly for me
(OVERGENERALIZATION)
C. Consequences of Having Those Thoughts
About A
• Intense, deep frustration
88. Where is the evidence that this situation SHOULD
not be happening? Where does it say that?
Where is it written that if I don’t get things
whenever I want, it’s awful?
Why MUST I get a promotion?
Where does it say that it will be disastrous if I
don’t get a promotion? What is the proof?
Where is the evidence that I can’t stand it?
On what grounds am I saying that the world
MUST be fair?
89. E. Effective New Thinking: Substitute Something
Realistic and Rational Instead of B
Not getting promotion is very disappointing.
I would really have liked to get this promotion,
but not getting promotion and I have to wait for
it, is certainly not terrible.
Things could have been worse. I could have been
out of a job.
It would be highly preferable to get the promotion
but I don’t HAVE to get a promotion. A preference
is not a necessity.
If I don’t get a promotion It will not be disastrous
and
It’s not the end of the world.
90. • I certainly can stand it. The very fact that I am
brooding over this shows that I am standing it
and can stand it.
• Even though I would like it to be so, I cannot
demand that the world be a fair place.
Unfortunately, I do not make the laws and rules
of the world.
Maybe I can start thinking of looking for another
job or moving to another department or
function, where the chances of career
advancement would
be better?
91. Life can be enjoyable even if I don’t get salary
increases or promotions. I can reasonably enjoy my
life even if I stay in this job till I retire.
It will definitely not kill me to be in this job.
There are multiple things that give me gratification
like my hobbies (going to the gym, hiking, playing
the guitar, dancing, basketball), hanging out with my
friends and my other social relations.
These make up for the happiness that I don’t get at
work. There is no decree which says that you have
to get all your contentment and your life’s fulfillment
from your workplace.
Why am I saying “everything” goes badly with me?
I know I am totally blowing this up out of all
proportion. Of course, some things do go badly with
me from time to time, just as they do with others,
but some things do go well for me as well.
92. Result: More accepting of the present situation
and hence less disappointed
A common dysfunctional belief in this context is
“It is useless, pointless and meaningless doing
anything because I did not get the promotion or
project or job that I badly wanted”.
This kind of thinking calls for a thorough
analysis, where objective, impartial evidence
which support and do not support this belief are
to be examined.
94. Marty worked for a large investment bank. He had
been with the bank for many years, had built up a
good reputation and was in charge of an entire
floor of dealers. Now in his late fifties, Marty was
looking forward to early retirement Marty seldom
handled investment assignments himself,
preferring to delegate as much as possible and
make himself available to dispense his advice
and wisdom to anyone whom he thought could
do with it.
95. One morning, Marty’s boss came into Marty’s
office and laid a specially coloured folder on
Marty’s desk. I want you to handle this one
yourself, Marty, said the boss. This is a big one
and it’s important. There’s a lot of money
involved and we would better get it right. So
don’t pass it down the line, Marty. And I am sorry
but you are going to have to work extra hours on
this one – late nights and weekends to make sure
you catch the various world stock markets when
they open.
96. As soon as the boss had left Marty’s office, Marty
thumped his desk and swore under his breath, it
isn’t fair! Why did this have to happen to me?
Marty’s basic Ib was: Life must go smoothly and
pleasantly for me, especially now when I am
getting ready to retire! From this iB, Marty
concluded the following.
97. Irrational Belief
(Unhealthy Anger)
Rational Belief
(Healthy Anger or Annoyance)
Rigid Belief:
‘It’s unfair that
I have been
given this
assignment
and that
should not
happen’
Flexible Belief:
‘I would like things to
tick over smoothly
for me until I retire
but they probably
won’t and they don’t
have to’
Anger at life conditions : Life must be fair
98. Irrational Belief
(Unhealthy Anger)
Rational Belief
(Healthy Anger or Annoyance)
Awfulising
Belief:
It’s terrible that
I’m going to
have to work
long unsocial
hours!’
Anti awfulising Belief:
‘It’s a pain in my neck
that this important job
has come in and will
entail me working
nights and weekends
but it’s hardly awful or
terrible!’
Anger at life conditions : Life must be fair
99. Irrational Belief
(Unhealthy Anger)
Rational Belief
(Healthy Anger or Annoyance)
Discomfort
Intolerance Belief:
‘I can’t stand
having all this
extra hassle just
when I’m planning
to take things
easy with my
retirement coming
up!’
Discomfort Tolerance
Belief:
‘I can certainly tolerate it
and if I have to delay
slightly my plans to retire,
that’s just too bad. I won’t
like it but I can stand it’
100. Irrational Belief
(Unhealthy Anger)
Rational Belief
(Healthy Anger or Annoyance)
Life Depreciation
Belief:
‘The world’s a
rotten place when
things like this
happen!’
Unconditional Life
Acceptance Belief:
‘Just because I am being
inconvenienced at a time
when I least want it hardly
proves that the world is
rotten place. Lets face it,
the world is a complex
mix of good, bad and
neutral. Tough! That’s the
way it is.’
101. In the above example, Marty was not
angry with his boss. He realized that
his boss had no option but to assign
the job to the most experienced
member of his staff. However, just for
argument’s sake, imagine yourself in
Marty’s position and that you really
are angry with your boss for having
given you the special assignment.
102. You had better not denounce your
boss for allegedly treating you
unfairly! So, after you have studied
the previous section and agreed that it
is unhelpful to damn others for
frustrating you, let’s offer you an
additional strategy for nipping your
anger in the bud before it can do you
any harm.
104. Irrational Beliefs of
workaholics
Rational Alternatives for
workaholics
‘I have to keep
working, working all
the time at this
particular business
and be
outstandingly
successful to prove
I am worthwhile!’
‘I prefer to keep working in
this particular business but
I don’t have
to. I want to be successful
and if I am that will be
rewarding.
But if I am not successful
that is unfortunate but I can
accept my self as fallible
human being with worth to
myself whether or not I
achieve outstandingly.’
105. Irrational Beliefs of
workaholics
Rational Alternatives
for workaholics
‘It’s awful not to work
because I get bored
then and I can’t stand
being bored’
‘I may get bored for a
time when I’m not
working or unable to
work but being bored
is an inconvenience, I
don't like being idle
and not working is
frustrating, but I can
stand it’
106. Irrational Beliefs of
workaholics
Rational Alternatives for
workaholics
‘I will have to keep
working, working for
the rest of my life and
can never stop and
relax or enjoy myself.’
‘I would like to keep
working for the rest of
my life because I find
it intrinsically
enjoyable, but I don’t
have to do so. There
is no reason why I
can’t allow myself
some relaxation and
enjoy myself in other
suitable ways.’
108. Challenging My Cognitive Distortions - Part 1
Why my subordinate
should perform better
Rational responses as to why my
subordinate may not perform better
Our company
has a culture of
excellence.
Each of us is
expected to do a
very good job
He (my subordinate) is
probably thinking that he is
doing a fairly adequate job
vis-à-vis his pay
He should be
more
meticulous and
careful about his
work
Why should he be more
careful and meticulous?
109. Challenging My Cognitive Distortions - Part 1
Why my subordinate
should perform better
Rational responses as to why my
subordinate may not perform better
Because I would
have been more
meticulous in his
place
But I am I and he is he – he is
not me. He has his own value
systems. He is working
according to his standards,
trying to meet his performance
standards, not mine. His frame
of reference and standards are
obviously different from mine.
Once again, he is probably
thinking that he is performing
fairly adequately vis-à-vis his
pay
110. Challenging My Cognitive Distortions - Part 2
Why my subordinate
should perform better
Rational responses as to why my subordinate
may not perform better
He should do an excellent
job
Should he?
Am I entitled to get whatever I desire just because I so
desire? If not, then where is this “should” coming
from?
Moreover, are my expectations from him unrealistic?
After all, not everyone does a good job.
If we rate the performance of all our subordinates in
our organization or in my own functional area and
calculate the mean (average), 50% of the subordinates
will be below the mean (average) in performance!
That’s why we have the concepts of mean (average)
and median in the first place!
So why have I such rigid, unrealistic expectations of
good work from him?
Not everyone will perform according to my ideals,
standards and values!
111. Challenging My Cognitive Distortions – Part 3
Why my subordinate
should perform better
Rational responses as to why my subordinate may not
perform better
He should do an
excellent job
In fact, how can I expect that other people will measure
up to and operate according to my standards?
They will work according to their own standards!
The word “excellent” is highly subjective.
Each of us is a different person with different beliefs and
ideas of what’s good, mediocre and bad with regard to a
job performance.
So on what basis am I saying that he “should” do an
excellent job?
What’s more, my subordinate is not deliberately
performing badly to displease me.
It’s just that that’s how he works.
Besides, I have some subordinates reporting to me who
are very good in their work.
It is unrealistic and perfectionistic (hence unattainable)
on my part to expect that all of my subordinates will be
first-rate.
114. Views vulnerable to unhealthy
anger
and
Views that help you deal with
unhealthy anger
115. Anger Annoyance
Views vulnerable
to unhealthy
anger
Views that help you
deal with unhealthy
anger
Its a dog eat
dog world
The world is very
complex and
varied.
It can be dog eat
dog, but it can also
be dog look after
dog!
116. Anger Annoyance
Views vulnerable
to unhealthy
anger
Views that help you
deal with unhealthy
anger
People only
selfishly look
after
themselves and
their own.
People look after
themselves and
their own, but in a
self-caring way as
well as selfishly.
They also look after
others as well
117. Anger Annoyance
Views vulnerable to
unhealthy anger
Views that help you
deal with unhealthy
anger
People always act
with malicious
intent.
There's no such
thing as an
accident.
People can act
with malicious
intent
but certainly not
all the time
and accidents do
happen.
118. Anger Annoyance
Views vulnerable
to unhealthy
anger
Views that help you
deal with unhealthy
anger
People are out to
get me, so I need
to get them
before they get
me.
People may be out to
get me, but they also
may be out to help me
and may be friendly.
I don't need to attack
unless there is clear
evidence that they are
out to harm me
120. Anxiety Concern
Views vulnerable
to anxiety
Views that help you
deal with anxiety
The world is
a dangerous
place
The world is a
place where
danger exists,
but there is
much safety as
well
121. Anxiety Concern
Views vulnerable
to anxiety
Views that help you
deal with anxiety
Uncertainty is
dangerous.
And I must get
guarantee that
I am safe in all
probabilities.
Uncertainty can indicate
the presence of threat,
but more often it is also
associated with the
absence of threat.
Risk cannot be zero.
Uncertainty and safety is
most of the time in my
favor and sometime it is
not in my favor.
122. Anxiety Concern
Views vulnerable to
anxiety
Views that help you
deal with anxiety
Not being in control
is dangerous.
Either I am in
control or I am out
of control
Not being in control
is unpleasant, but
is rarely dangerous.
Just because I am
not in complete
control, certainly
does not mean that
I am totally out of
control
123. Anxiety Concern
Views vulnerable
to anxiety
Views that help you deal
with anxiety
People cannot be
trusted
My best stance is to trust
someone unless I have
evidence to the contrary. If I am
let down that is very
unfortunate, but not terrible.
Just because one person has
let me down that does not
mean all people will let me
down. And will break my trust
and won't affect my stance
towards the next person I
meet.
124. Views vulnerable to unhealthy
Depression
and
Views that help you deal with
Sadness
125. Depression Sadness
Views vulnerable to
Depression
Views that help you
deal with Sadness
I am not ok and
You are ok. I am
totally not ok and
You are totally
ok.
I am ok in some
aspects and not
ok in some
aspects , Similarly
you are ok in
some aspects and
not ok in some
aspects
126. Depression Sadness
Views vulnerable
to Depression
Views that help you
deal with Sadness
The world is
a bad place
The world is a
place where
bad, good and
neutral things
happen
127. Depression Sadness
Views vulnerable
to Depression
Views that help you
deal with Sadness
Life is unfair. Why
this has happened to
me? Why Me only?
Life is unpredictable.
Anything can happen in
this world at any time .
Certain things are in my
favor and certain things
are not in my favor.
Just because one thing
is not in favor it does
not mean entire life is
128. Depression Sadness
Views vulnerable to
Depression
Views that help you
deal with Sadness
Life is ultimately
meaningless
Life neither has
meaning nor is
meaningless.
I can find and
actively pursue a
number of
meaningful projects
over my life span
129. Depression Sadness
Views vulnerable
to Depression
Views that help you
deal with Sadness
People will
ultimately reject
me, therefore it is
best not be get
involved with
them
Some people will
reject me, others will
not.
I can actively involve
myself in
relationships in light
of this fact
130. Depression Sadness
Views vulnerable
to Depression
Views that help you
deal with Sadness
The world is
made up of
strong and
weak people
The world is
made up of
people who
have both
strengths and
weaknesses
131. Views vulnerable to unhealthy
Guilt
and
Views that help you deal with
Healthy Guilt
132. Unhealthy Guilt Healthy Guilt
Views vulnerable to
Unhealthy Guilt
Views that help you deal
with Guilt
Other people's
desires are more
important than
my own
My desires are no less
important to me than
others' desires are to
them. I can flexibly and
healthily priorities my
desires in the same way
as others can flexibly
and healthily priorities
theirs
133. Unhealthy Guilt Healthy Guilt
Views vulnerable to
Unhealthy Guilt
Views that help you
deal with Guilt
When I am
involved I have
responsibility for
the hurt feelings
of others
When I am involved,
I have responsibility
for my actions, but
ultimately I am not
responsible for the
feelings of others.
They are responsible
134. Unhealthy Guilt Healthy Guilt
Views vulnerable to
Unhealthy Guilt
Views that help you
deal with Guilt
In the moral
domain, I expect
more of myself
than I do of
others
In the moral
domain, I can
expect the same
of myself as I can
expect of others
135. Unhealthy Guilt Healthy Guilt
Views vulnerable to
Unhealthy Guilt
Views that help you deal
with Guilt
It is possible to
always act
morally
It is rarely possible
to always act morally
since if you do the
right thing from one
perspective you may
be doing the wrong
thing from another
perspective
136. Unhealthy Guilt Healthy Guilt
Views vulnerable to
Unhealthy Guilt
Views that help you
deal with Guilt
Saying 'No'
to others is a
sign of
selfishness
Saying 'No' to
others may be
selfish, but is
more likely to
be a sign of
healthy self-
137. Views vulnerable to unhealthy
Hurt
and
Views that help you deal with
Sorrow
138. Unhealthy Hurt Healthy Sorrow
Views vulnerable to
Unhealthy Hurt
Views that help you
deal with Sorrow
When I do a lot for
those close to me,
they will fail to
reciprocate and
will abuse my
generosity
When I do a lot for
people, most will
reciprocate, but
some won't and
some may even
abuse my
generosity
139. Unhealthy Hurt Healthy Sorrow
Views vulnerable to
Unhealthy Hurt
Views that help you
deal with Sorrow
If I trust those
close to me
they will often
betray me
while I would
not betray
them
If I trust those
close to me,
most won't
betray me, but
some may well
do so
140. Unhealthy Hurt Healthy Sorrow
Views vulnerable to
Unhealthy Hurt
Views that help you deal
with Sorrow
Significant
others will act
unfairly
towards me
while I would
not be unfair to
them
Some significant
others will indeed
act unfairly to me,
but not all will. Can
I really be sure that
I would not act
unfairly to them?
141. Unhealthy Hurt Healthy Sorrow
Views vulnerable to
Unhealthy Hurt
Views that help you
deal with Sorrow
Those close to me
will often exclude
or neglect me for
no good reason
Those close to me
may sometimes
exclude or neglect
me, but most won't.
When they do, I may
not understand why,
but this does not
mean that they have
done so for no good
to me.
142. Views vulnerable to unhealthy
Shame
and
Views that help you deal with
Healthy Shame
143. Unhealthy Shame Healthy Shame
Views vulnerable to
Unhealthy Shame
Views that help you
deal with Shame
There is always the
danger that I will
not achieve my
ideal standards
There is always
this danger, but
these standards
are there to guide
me, not to be
achieved all the
time
144. Unhealthy Shame Healthy Shame
Views vulnerable to
Unhealthy Shame
Views that help you
deal with Shame
Social situations are
dangerous because
other people will judge
me negatively if I put a
foot wrong
Social situations can
be dangerous, but
they can also be
gentle. If I put a foot
wrong, people may
judge me negatively,
but they may also
show me
understanding and
compassion
145. Unhealthy Shame Healthy Shame
Views vulnerable to
Unhealthy Shame
Views that help you
deal with Shame
Social situations
are dangerous
because I may be
exposed as
defective,
disgusting or
diminished at any
moment
If I fall short of my
ideal or go against
a social custom, I
am revealing my
fallibility and my
humanity. This
makes social
situations far less
dangerous
146. Views vulnerable to unhealthy
Envy
and
Views that help you deal with
Healthy Envy
147. Envy Healthy Envy
Views vulnerable
to Unhealthy Envy
Views that help you
deal with Envy
My worth is
measured by
my
possessions
My worth is
determined by
my aliveness
and not by my
possessions
148. Envy Healthy Envy
Views vulnerable to
Unhealthy Envy
Views that help you
deal with Envy
If others with
whom I am in
competition
have more than
me, then they
are worthier
than me
If others have
more than me
still our worth
as a human
being is equal
149. Envy Healthy Envy
Views vulnerable
to Unhealthy Envy
Views that help you
deal with Envy
The more I
have, the
happier I will be
For happiness
require two
things
1) Basic Needs
2) Meaningful
Philosophy
towards life.
150. Envy Healthy Envy
Views vulnerable
to Unhealthy Envy
Views that help you
deal with Envy
I can be happy
only if I get the
possessions
that I want
I can be happy
even if I do not
get the
possessions
that I want
151. Envy Healthy Envy
Views vulnerable to
Unhealthy Envy
Views that help you
deal with Envy
If someone has
what I want, I
really want it
If someone has
what I want, I think
I really want it, but
that level of desire
is coloured by my
feelings of
unhealthy envy
152. Envy Healthy Envy
Views vulnerable
to Unhealthy Envy
Views that help you
deal with Envy
It’s unfair if
others have what
I don’t have, but
it is fair if I have
what others don’t
have
If it’s unfair that
others have what I
don’t have, it’s
unfair to others if
they don’t have
what I have
153. Views vulnerable to unhealthy
Jealousy
and
Views that help you deal with
Healthy Jealousy
154. Unhealthy Jealousy Healthy Jealousy
Views vulnerable to
Unhealthy Jealousy
Views that help you
deal with Jealousy
My partners are
ultimately
untrustworthy
Some of my
partners may be
untrustworthy, but
most will probably
be trustworthy
155. Unhealthy Jealousy Healthy Jealousy
Views vulnerable to
Unhealthy Jealousy
Views that help you
deal with Jealousy
My partners will
ultimately leave me
Some of my
partners may leave
me, but others
won't. However, I
may drive away
people in this last
group through my
jealous behaviour
156. Unhealthy Jealousy Healthy Jealousy
Views vulnerable to
Unhealthy Jealousy
Views that help you
deal with Jealousy
If I trust someone
they will make a
fool of me.
So I need to always
be on my guard
If I trust someone, it is
possible that the person
may betray my trust,
but it is also possible
that they won't. If they
do, they can't make a
fool out of me — only I
can do this with my
rigid and self-
depreciation beliefs
about their behaviour
157. Unhealthy Jealousy Healthy Jealousy
Views vulnerable to
Unhealthy Jealousy
Views that help you
deal with Jealousy
Not knowing what
my partner is
feeling, thinking
and doing is very
dangerous
Not knowing what
my partner is
feeling, thinking
and doing is not
inherently
dangerous
158. Unhealthy Jealousy Healthy Jealousy
Views vulnerable to
Unhealthy Jealousy
Views that help you
deal with Jealousy
Every attractive
person is my
rival
Some attractive
people may be
my rivals, but
most won't be
160. Think about one specific
conflict which is going on in
your mind and your
indecisive (Conflict) and
confused about it.
(You don’t have to tell me)
161. There is no choice without price – Suffering
is the part of life - You cannot please everyone
when you take stand
Select choice where less suffering or you
have to pay minimum price (Consider short
term and long term and do not demand
guarantee. The risk cannot be zero
In some choices long term price is not
visible today (Smart Phone Addiction) and
whatever unhealthy choice(Alcohol) you take
today you may have to pay the price after few
years
162. Pay the price without grumbling about it
You cannot take choices of others. You can
suggest others or significant others choices but
decision will be theirs'. You can try to influence
decision of significant others what your efforts
does not give guarantee of success. If
significant others are connected to your life
then while paying the price about some of their
choices you are also party to it some extent or
sometime large extent.
163.
164. Indecisiveness is almost always once dire needs for
approval
It’s important not to hesitate to get rid off ineffectual
subordinates, no matter he may personally like them,
to solidly disagree with official views if that is his
honest appraisal, to firmly exercise his authority, no
matter how unpopular he may at times he may at
times be for doing so and to refused to be swayed by
sycophants in spite of their charm and unwavering
support
He is stuck without necessarily being roughed
165. Sushant sales manager 30 people reporting to him
one of his subordinate but could never back up his
own decision to fire one of his delinquent (antisocial)
subordinate . Because “I can’t bear thinking of how
hard it will be on his wife and family”. I know he is
not turning in any of the reports that specifically told
him. Many times to get it in every one day. But he is
not really egg. And I just can’t hurt him anyways.
Rational Belief: Wouldn’t it be unfortunate if I had to
fire this man? His wife and family will suffer by my
action and I wouldn’t like them to suffer for his
delinquencies . Worst yet, he will be probably hate
my guts if I fire him specially when he is really not
doing so badly at the selling. But only at turning in
the reports . And I wouldn’t want him to hate me like
that.
166. Problem - Sushant is sales manager and 30
people reporting to him. One of his subordinate
who is delinquent (antisocial) he wanted to fire
him but in two minds.. To be or not to be
167. Irrational Beliefs Rational Beliefs
“I just can’t hurt him
anyways. I can’t bear
thinking of how hard it
will be on his wife and
family. It is terrible that
I have to decide
whether or not to get
rid off this salesman! I
can’t stand the thought
of his hating me in
case I let him go.
Wouldn’t it be unfortunate if
I had to fire this man? His
wife and family will suffer
by my action and I wouldn’t
like them to suffer for his
delinquencies. He will be
probably hate my guts if I
fire him and I wouldn’t want
him to hate me like that.
168. It is terrible that I have to decide whether or not to
get rid off this salesman! I can’t stand the thought
of his hating me in case I let him go. And suppose
his wife and children suffer and people find out
they are suffering because I fired him. How
terrible that would be to have them think so poorly
of me.
On the other hand if I keep him on and do not
make him turn those reports that every one else
is turning in, he will be counter manding my
authority and making me look like a fool. How can
I possibly live with that? Oh what a terrible
dilemma I am in ! How will I ever resolve this.
169. It’s awful that I am vacillating like this! What a dunce
I am! I should be making up my mind and rigorously
sticking to it; and I am an utter idiot for not doing
so!.
How can he treat me like that, the lousy bastard!
After all I have done for him, too! He should not be
acting that way and should have the decency either
to hand in those god dammed reports or else see that
he is delinquent and apologetically resign!
170. Indecisiveness is foolish and needless but its not terrible or
catastrophic
If my subordinates or associates hate me for being decisive,
that’s difficult to tolerate and tough but I can tolerate it
I can do foolish acts, but only a magician can turn me into a
fool
Executives get damned if they do and damned if they don’t
get rid of ineffectual people. Either I accept that fact or join the
foreign legion.
There are, as far as can be determined scientifically, no
absolute should, ought's or musts in the universe. And if there
were, it would probably be deadly!
People are fallible because people are people. May be when I
get to heaven I will work with a bunch of angels. But not till
then.
171. I guarantee you that
you will stay
indecisive and
uncreative as long
as you demand
guarantee…
- Windy Dryden
174. Irrational Beliefs Rational Beliefs 1
Discomfort anxiety :
I must be certain my
decision is right
Ability to act decisively:
I’d like to be certain that this
decision of mine is right but I
don’t need such certainty.
Since I don’t control the world
there is no way I can be certain
of the outcome of any decisions
I may take.
Discomfort anxiety :
“Its terrible not knowing
how many decision will
turn out to be incorrect”
Can create outcome with
adequate concern:
Its not terrible but a matter of
some concern to me that the
outcome of my decision cannot
be predicted with certainty.’
That’s the way life is, there is no
certainty
175. IB’s Rational Beliefs
Discomfort anxiety :
I cant stand this feeling
of uncertainty
Can tolerate uncertainty:
It’s not unbearable that uncertainty exist
in the world, and there is no reason why
it shouldn’t exist. What exist, exists. I
may not like it but I can definitely stand
it.
Indecision:
I must perform well and
win the approval of
important people in the
organization.
Self acceptance:
‘I prefer to do well and win the approval
of significant people but there is no
reason why I absolutely must do’
Ego anxiety:
If I fail to do well and win
approval I am an
inadequate person.
Flexible Thinking and Motivating:
If at times I fail to do well and win the
approval that only proves that I am a
fallible human being. I can still accept
myself in spite of my failure and learn
from my mistakes to do better in future
177. M : 9821174633 / 9870001147
E : info@psychohrd.com W: www.psychohrd.com
facebook.com/PsychoHRD twitter.com/PsychoHRD
Soft Skills Training & Counselling
Editor's Notes
Sad
Bhay se bhakti kare sab, Bhay se Pooja hoey
Bhay Paras hai Jeev ko, Nirbhay hoey na koey..
Bhay bin Bhaav na Upje, Bhay bin hoey na Preeti
Jab Hriday se Bhay Gaya, Miti sakal ras riti….
Connect LFT , Need for approval , Terribalizing and rigid belief (Demand for certainty) to indecisiveness
Connect LFT , Need for approval , Terribalizing and rigid belief (Demand for certainty) to indecisiveness
Connect LFT , Need for approval , Terribalizing and rigid belief (Demand for certainty) to indecisiveness
Connect LFT , Need for approval , Terribalizing and rigid belief (Demand for certainty) to indecisiveness
Connect LFT , Need for approval , Terribalizing and rigid belief (Demand for certainty) to indecisiveness