This document discusses organizational stress and identifies its sources. It defines organizational stress as arising from interactions between people and their jobs that cause them to deviate from normal functioning. There are three main types of stressors: extra-organizational like lifestyle changes; organizational like high-stress jobs or improper working conditions; and individual like role ambiguity. The document recommends strategies for organizations to address stress like job design, training, counseling, communication, and problem-focused approaches to analyze and address causes of stress. Managing stress requires identifying sources and improving issues with employee participation and support.
Work place stress preventive and curative measuresIJMER
Stress has been defined in different ways over the years. Originally, it was conceived of as
pressure from the environment, then as strain within the person. The generally accepted definition today
is one of interaction between the situation and the individual. It is the psychological and physical state
that results when the resources of the individual are not sufficient to cope with the demands and
pressures of the situation. Thus, stress is more likely in some situations than others and in some
individuals than others. Stress can undermine the achievement of goals, both for individuals and for
organisations
DISCIPLINE IN ORGANIZATION & STRESS MANAGEMENTTijo Thomas
This PPT covers important areas related to organisational discipline and stress management. Includes pictures and videos to make the presentation more interesting.
Work place stress preventive and curative measuresIJMER
Stress has been defined in different ways over the years. Originally, it was conceived of as
pressure from the environment, then as strain within the person. The generally accepted definition today
is one of interaction between the situation and the individual. It is the psychological and physical state
that results when the resources of the individual are not sufficient to cope with the demands and
pressures of the situation. Thus, stress is more likely in some situations than others and in some
individuals than others. Stress can undermine the achievement of goals, both for individuals and for
organisations
DISCIPLINE IN ORGANIZATION & STRESS MANAGEMENTTijo Thomas
This PPT covers important areas related to organisational discipline and stress management. Includes pictures and videos to make the presentation more interesting.
Empower and Participation Presentation Shuhel Ahmed
Empowerment
Empowerment is a process that provides greater autonomy to employee through the sharing of relevant information power and the provision of control factors affecting job performance
Participation
Participation is the mental and emotional involvement of people in group situation that encourage them to contribute to group goals and share responsibility for them
A STUDY ON EMPLOYEE ATTITUDE TOWARDS ORGANIZATIONAL CHANGE - WITH SPECIAL REF...IAEME Publication
Concept of organizational change could be better understood on several grounds. Firstly, organizational change includes variety of change which may not always be planned and whose objectives may not be very much clear. Secondly, organizational change also includes those changes which may occur with the passage of time. Besides being gradual and steady, these changes are necessary for the survival of organization. Thirdly and finally, organization change may not be measurable. Organization results in organizational development. This study helps to identify the various positive or negative outcome of change, preparedness of employees to accept change, various ways of communicating the changes to the employees; various support factors to employees during organizational change. Data’s were collected from 122 employees. Analysis used was Percent Analysis, Chi-Square and ANOVA.
Empower and Participation Presentation Shuhel Ahmed
Empowerment
Empowerment is a process that provides greater autonomy to employee through the sharing of relevant information power and the provision of control factors affecting job performance
Participation
Participation is the mental and emotional involvement of people in group situation that encourage them to contribute to group goals and share responsibility for them
A STUDY ON EMPLOYEE ATTITUDE TOWARDS ORGANIZATIONAL CHANGE - WITH SPECIAL REF...IAEME Publication
Concept of organizational change could be better understood on several grounds. Firstly, organizational change includes variety of change which may not always be planned and whose objectives may not be very much clear. Secondly, organizational change also includes those changes which may occur with the passage of time. Besides being gradual and steady, these changes are necessary for the survival of organization. Thirdly and finally, organization change may not be measurable. Organization results in organizational development. This study helps to identify the various positive or negative outcome of change, preparedness of employees to accept change, various ways of communicating the changes to the employees; various support factors to employees during organizational change. Data’s were collected from 122 employees. Analysis used was Percent Analysis, Chi-Square and ANOVA.
CONSTRUCCIÓN DE CONOCIMIENTO – APRENDIZAJE COLABORATIVO.
“BIBLIOEDUCA”
ALFREDO ENRIQUE PADILLA VILLADIEGO
1143333235
CRISTIAN DAVID CUELLAR CHÁVARRO.
96061818640
MONICA PATRICIA AYALA NIÑO.
Número de grupo_: 200610_14
UNIVERSIDAD NACIONAL ABIERTA Y A DISTANCIA UNAD.
HERRAMIENTAS DIGITALES PARA LA GESTIÓN DEL CONOCIMIENTO
MAYO 2014
INTRODUCCIÓN: La gestión educativa es el conjunto de actividades encaminadas a facilitar la transformación de las condiciones institucionales con espíritu de renovación e investigación. La educación es uno de los pilares básicos de la sociedad y por ello exige calidad
Generar información educativa quizá sea una tarea difícil, pero sin duda alguna es una actividad muy gratificante, que nos hace crecer, tanto en nuestra vida estudiantil como en nuestra vida profesional y social. Además nos da satisfacción saber que estamos haciendo un bien a la comunidad, porque serán muchas las personas beneficiadas con nuestro proyecto, esperamos que nuestro proyecto llegue a muchas partes, para esto utilizaremos el medio más grande que existe para la propagación de información, el Internet. El internet ha permitido que la sociedad avance a pasos agigantados, ya que nos ofrece muchas formas para aprender, ya es muy fácil encontrar material estudiantil que nos permite aumentar nuestros conocimientos sin importar que tan difícil sea el tema del que necesitemos información
OBJETIVOS DE LA PROPUESTA.
Objetivo General
Cultivar y proveer de mayor material académico investigativo en las distintas regiones académicas que desarrollan cultura digital como herramienta de uso y calidad académica.
OBJETIVOS ESPECÍFICOS
Llevar a cabo una comprensión de Sitio web, como recurso educativo, para ser aprovechado por los estudiantes en situación de aprender y a enseñar, en un ambiente de educación sobre las TIC.
Herramientas que facilitan el conocimiento y la información a las personas que realizan usos, de estas herramientas.
PROPUESTA:
BIBLIOEDUCA, DIRECTORIO VIRTUAL ACADÉMICO GENERADOR DE MATERIAL EDUCATIVO
Se realizará un sitio web de carácter educativo que imparta información de manera realimentarIa con la finalidad que todos los integrantes de los cuerpos educativos regionales socialicen de manera educativa distintos enfoques académicos presentados en el aula de clase.
Se desarrollaran competencias digitales, para un desempeño en la sociedad informática, Como lo es el aprendizaje visual y la participación en la creatividad de cada institución educativa que comprenda y le interese implantar un sistema educativo orientado al logro de la calidad de la educación, con el fin de transformarse en agente de cambio que establezca estándares y pautas para los procesos de enseñanza y aprendizaje, obteniendo los recursos para afrontar los costos y adquirir tecnología de punta, crear la infraestructura necesaria, mantenerla y actualizarla constantemente y diseñar una estructura organizacional
A Proactive HR Approach To Workplace Stress ManagementBernie McCann
A Presentation to Human Resources Committee of a local Chamber of Commerce to illustrate the "big picture" of organizational development approaches to managing stress in the workplace.
Module 1
Unit 1 Basics of Professional Intelligence
A. Definition of Intelligence, Meaning of Human Intelligence, Gardener’s Theory of
multiple intelligence, Types of intelligence, Concept and features of PI, Importance
to firm and individual,
B. Process of developing PI, Factors affecting PI, Qualities required for PI, Challenges
of PI
Unit 2 Principles and Impact of PI
A. 21 Principles of PI, Impact of PI on: Recruitment, Organisational culture, Employees
B. Reasons for PI, Risk in PI
Module 2
Unit 3 Emotional Intelligence and Spiritual Intelligence
A. Meaning of Emotional intelligence, Dimension of Emotional Intelligence- Selfawareness, self-motivation, empathy, Social Skills, Mayer &Saloveys(1997)
Cognitive model of EI, Golemans (1995) model of EI
B. Spiritual intelligence, Methods to learn & develop spiritual Intelligence- Meditation,
Detached Observation, Reflection, Connecting, Practice
Unit 4 Professional Stress & PI in AI world
A. Stress- Definition, Physical and Mental Health, Meaning of Professional Stress, Job
design, work systems, World Health Organizations study on Job Stress, sources of
job stress – Survival Stress, Internal Stress , Environmental Stress, Fatigue.
Degrees of Stress - Acute Stress, Emotional distress, Chronic stress, Coping
mechanism of Stress
B. Accountability Ladder in Professional Intelligence, Distinction between Professional
intelligence and artificial intelligence
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
Running Head EMOTIONAL INTELLIGENCE .docxjeanettehully
Running Head: EMOTIONAL INTELLIGENCE 1
EMOTIONAL INTELLIGENCE 6
Emotional Intelligence
Students Name
Institutional Affiliation
Emotional intelligence is a set of abilities that allows an individual to recognize, express, evaluate and understand other people’s emotions to control their actions and thinking. Emotional intelligence as a concept in the current competitive world has become very popular. Thus many organizations have resorted to EI as a key ingredient in harvesting employee’s behaviors and positive attitudes. Employee commitment, customer satisfaction, and financial rewards can be gauged using Emotional intelligence. Hence emotional intelligence is a multidimensional concept that covers, social and cultural intelligence which is a key ingredient in the success of an organization. Emotional intelligence has four major dimensions; managing emotions, self-awareness, handling relationships, and individual motivation. Self-awareness is a key EI concept majors on the determinants and repercussions of emotions and moods and their evolution over time.
Nevertheless, EI has various impacts on the management’s ability to enhance employee performance and job satisfaction. Job satisfaction is the individual’s cognitive ability to evaluate reactions towards their job, either positive or negative. Job satisfaction is greatly associated with individual emotional intelligence. Individuals with high EI are more time effective at work, highly satisfied; engage in less absenteeism and lower turnover ( Altındağ & Kösedağı, 2015). Thus, they are easily appraised and regulate their other individual’s feelings hence positively impacting job satisfaction and morale. On the other hand employees with low EI find it hard in understanding, regulating and managing their emotions in cases of complex situations. This, in turn, leads to reduced morale, increased negative feelings, and stress and reduced job performance levels. Relationship management as a concept has an overall impact on employee performance. This is because emotional management is key in creating a positive working environment thus increasing performance and commitment. The organization should then support its employees by creating a good working environment thus reducing dissatisfaction and creating loyalty and improving retention.
Motivation is the positive or pleasurable state of emotion that comes as a result of the appraisal of individual job experience. Work-related appraisals can invoke a positive or negative emotional reaction from an employee. A positive remark would hence reflect employee satisfaction and bad remark indicate dissatisfaction. Motivation In terms of reward or recognition would then give an employee a desire to do better (Shields et al., 2015). There e ...
Analyzing The Organizational Behavior Chart Elements
Identifying organizational stressors
1. Identifying organizational stressors: An effective work
approach
By
Ms. Vijit A. Chaturvedi
Faculty (HRM)
Icfai National College
Faridabad
"Stress ", the word stress refers to a state of deviation or variation from normal
state due to unplanned or improperly designed system or work process resulting into
failures and non – accomplishment of goals. Organizational stress as defined by J.E
Newman, is "a condition arising out of interaction of people with their jobs
and characterizes by changes within people that forces them to drift apart
from normal functioning".
In the present global scenario where the employers try their best and keep a
continuous track to map the satisfaction quotient of employees at different levels of
baby boomers generation X-ers and generation Y-ers or employees as diverse
workforce in terms of age, gender, attitudes, expectations and longevity.
Since the delegation, accountability and authority in an organization is decided on by
the organization structure which reflects the flow of direction within the structure.
Instead of the best practices, policies and allocation each job is accompanied by
stress among individuals which results into dysfunction and ineffective goal
attainment and leads to heavy losses in terms of de - motivation, unethical
organization culture, lack of goal congruency, distrust effecting team work thus
effecting the overall working of organization.
Sources of Stress
Organizational stress does not solely have its roots in factors due to job of an
individual but individual personal reason also has a major role in factors leading to
stress. The stressors can be of following types –
I) Extra organizational stressors – It refers to the factors that are more personal
and related more to individual, like
Societal patterns
Technological changes
Changed lifestyle
Relocation of work or family
Unexpected happening or changes in life
Sociological variables like race, sex and class leads to stress
2. II) Organizational Stressors they emerge from reasons related to organization or
job assigned to individual. They can be of following reasons –
a) High stress job- It refers to work which involves hectic schedule and complex
job responsibilities which result into imbalance in personal and work a life and also
overwork may affect physical health of individual resulting into ineffective work and
dissatisfaction among employees leading imbalance in family or personal life also
b) Job role – Certain job characteristics like job overload, job assignment, job
responsibility and responsibility of others, hectic schedules and constant pressure
causes stress.
c) Improper working condition – Sometimes even the physical condition, the
infrastructure and lacuna in basic facilities of the organization lead to stress and
improper work efficiency.
d) Under utilization of skills – If the skills remain underutilized it leaves the
person demotivated due to scarcity of opportunities for growth resulting into
frequent absenteeism, aloofness, role ambiguity, instability and dissatisfaction.
e) Organizational Politics – Competition within departments if improperly handled
results into negative feelings, fault finding and high role ambiguity which spoil the
overall culture and climate of organization.
III) Individual Stressors
Since each individual's disposition and perception for taking and handling stress
varies, so the level of stress and its causes are more individual in nature. The causes
of individual stressors are –
a) Role ambiguity – It can be due to lack of training, improper knowledge of
subject, poor communication channel, friction between superior and subordinates
etc.
b) Psychological Hardiness –It decides the level and capacity of a person to
handle stress since it varies from individual to individual. Thus people having high
level of hardiness in handling stress are persons who know how to handle situation
better and in a planned way so as to reduce level of stress
c) Type of Personality –As per the category Type A are people who have high level
of commitment, are competitive,, aggressive, and exhibit different behavior patterns.
They desire to achieve. Such personalities are more prone to chances of stress and
incompatibility. Type B are those who have a relaxed and balanced approach and are
more confident in their approaches towards work. They are less susceptible to stress.
Stress Coping Strategies for Organization
After identifying the types and causes that lead to individual, organizational stress
the need arises to remedies these causes so as to save organization and people from
being stressful, unproductive and dissatisfied. The organization and the HR
3. department needs to keep a proper eye and control on the organization activities like
–
A) Job related Strategies
* Proper job designing and matching the job and the job incumbent
* Proper selection and placement
* Training to reduce stress
* Counseling and mentoring
* Proper and planned job delegation and allocation of task
* Monetary and non monetary benefits
B) Emotion focused strategies
* Creating open communication channels
* Employee assistance programs
* Mentoring
* Wellness program
* Team building exercises
C) Problem focused strategy
They hit the problem directly after analyzing the possible cause of stress. They can
be practiced in form of–
* Training employees for best time management
* Training to perform in a team
* Proper job allocation
* Job evaluation
* Matching performance evaluation with job delegation
* Empowering employees
* Participative exercises to build up involvement, trust and trust.
* Recreation
* Training people in perceptual adaptation
Thus, it is though far difficult to ensure providing a stress less and relieved work
culture or work, the real productivity and efficiency can be truly yielded a only when
individuals at their own and the management on continuous basis can practice a
monitoring mechanism to identify the causes resulting into stress and improvising
such issues along with employees participation matched with counseling, mentoring,
open communication channels and empowerment exercises.
It is the prime responsibility of top management to envisage in system such
organization developmental interventions that can bring positive changes in the
working, attitude and commitment level of employees by means of work life balance
and making the quality of work life happy, productive and esteemed.
Irrespective of the nature of industry and work no job can remain untouched and
affected from stress since it is a multi- dependent variable including the individual in
its different attributes like personal, work related external and internal environment
related and above all psychological make up which decides the extent to which the
person can accept and overcome stress. Thus to overcome the impact of
4. organizational stressors on employees working efficiency and organization a overall
check mechanism need to be designed for the betterment of organization as a whole.