1. The document discusses various causes of work stress like occupational demands, role conflicts, ambiguity, overload, interpersonal relationships, and organizational climate. 2. It outlines the symptoms and consequences of stress on individuals including lack of appetite, negativism, inability to concentrate, increased blood pressure, and absenteeism. 3. The document provides tips for managing stress through time management, exercise, meditation, relaxation, maintaining role clarity, and developing a supportive organizational climate. It also discusses burnout as a state of frustration from devotion to a cause.

1. WORK STRESS
PRESENTED BY:
M.YASIR SALEEM 12044
UZAIR UR REHMAN 13428
M.ARSHIAN SIDDIQUI 10300
SAAD SHAHEEN 13504

2. STRESS
• Stress is a state of tension experienced by individuals facing extraordinary
demands, constraints or opportunities.
• Stress is a condition or feeling experienced when a person perceives that
“demands exceed the personal and social resources the individual is able
to mobilize”.

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4. TWO FACES OF STRESS
H igh Con st r u ct ive Dest r u ct ive
St r ess st r ess
LOW MOD. HIGH

5. CONSTRUCTIVE STRESS
• Acts in a positive manner for the individual and the organization.
• Indicates a situation where the individual is in balance or within tolerable
limits.

6. DESTRUCTIVE STRESS
• Not healthy for the individual and the organization.
• Indicate effects that are out of balance or outside the tolerance limit.

7. OPTIMUM LEVEL OF STRESS
• The important key is to find out an appropriate amount of stress for the
organization in general and for each individual in particular.
For example,
• Uncertainty can lead to distress, but so can certainty or over control.
• Performance evaluation can lead to distress, but so can lack of feedback
regarding the efforts.

8. NATURE OF STRESS
• Positive Stress
• Negative Stress

9. POSITIVE STRESS
• Stress can also have a positive effect, spurring motivation and
awareness, providing the stimulation to cope with challenging situations.
• Stress also provides the sense of urgency and alertness needed for survival
when confronting threatening situations.

10. NEGATIVE STRESS
• It is a contributory factor in minor conditions, such as headaches, digestive
problems, skin complaints, insomnia and ulcers.
• Excessive, prolonged and unrelieved stress can have a harmful effect on
mental, physical and spiritual health.

11. SYMPTOMS OF STRESS
Lack of appetite
• - Craving for food when under pressure
• - Frequent indigestion
• - Nervous twitches
- Negativism
• - Expression of boredom & dissatisfaction
• - Forgetfulness
• - Inability to concentrate
- Dread of future
• - Sudden changes in weight
• - Smoking habits
• - Use of alcohol

13. SOURCES OF STRESS

14. WHAT IS IT???
• Stressors are the things that cause stress
• It is important for the managers to understand and recognize stressors
because they are job related stress
• They influence the work attitude and behavior

15. MAJOR SOURSES OFS
TRESS
OCCUPATIONAL DEMANDS
• Some jobs are more stressful then others
• Higher level jobs contain high amount of in-built stress in form of time
pressures ,too many meetings, difficulties in meeting standards ,inter-
personal games etc.
• Lower level jobs contain stress-producing situations that emerge on
technical grounds or role frustration
• The more interdependence between a persons task and the task of others
,the more potential stress there is.

16. ROLE CONFLICT
•A Role is a general set of guidelines indicating how persons holding certain
positions should or ought to behave.
• •Types Of Role Conflict
• Intrasender conflict
• Intersender conflict
• Interrole conflict
• Person-role conflict

17. • ROLE AMBIGUITY
• Occurs when position-holders are uncertain about
• limits of their authority and that of others, company rule s, job security and the
methods used to evaluate their work.
• It is related to low job satisfaction and to feeling of job related threats to mental
and physical well being
• ROLE OVERLOAD
• Persons who experience this condition show clear signs of stress and report health
problems

18. • ROLE UNDERROLE
• Having nothing to do or being asked to do too little in ones work can also be quite
stressful. This could lead to low self esteem, increased frequency of nervous
symptoms and complaints, increased health problems
• INTERPERSONAL RELATIONSHIPS
Poor interpersonal relationships in organization results in stress. Three aspects of job
stress which have negative influence are
• Amount of contact with others
• Amount of contact with people in other departments
• Organizational climate

19. INEFFECTIVE COMMUNICATION
• Right communication
RESPONSIBILITY
• In control of person.
JOB CHANGE
• Aggressive in the marketplace.

20. CLIMATE WITHIN A COMPANY
• Physical surroundings, psychological climate and faulty job designs
THE IMPACT OF LIFE CHANGE
• Traumatic experiences in life can have significant impact on the psychological
well-being of individual.
EXTERNALS VS INTERNALS AND THE BELIEF IN EXTERNAL
LOCUS OF CONTROL
• A person’s belief in locus of control is related to susceptibility to job stress.
Internals generally describe their job are less stressful than externals.
OTHER REASONS
• Excessive rules and regulations

21. CONSEQUENCES OF STRESS
Subjective Effects
• —Anxiety
• —Aggression
• —Bad Temper
Behavioral Effects
• —Accident Proneness
• —Excitability
• —Drug Use
Cognitive Effects
• —Decision Making
• —Forgetfulness
• —Mental Blocks

22. CONSEQUENCES OF STRESS
Physiological Effects
• —Increased Blood Pressure
• —Increased Heart Rate
• —Sweating
Organizational Effects
• —Absenteeism
• —Poor productivity
• —Job dissatisfaction

24. MANAGING STRESS

25. TIME MANAGEMENT
Time thoughts
• how to use it
• Time cannot be managed like other resources.
Tips for time management:
• Carry your ‘to do’ list
• Write a new list every day.
• Do the most difficult part first
• Ask yourself “ is this important?”
• Review the list in the evening.

26. EXERCISE
• Exercise reduces depression , anxiety and phobias.
• The day-long tension on the job is given a decent burial.
• The benefits of exercise for overall health and to the cardiac – disease.
• Not surprisingly, many organizations nowadays encourage their executives
to be physically fit and active.

27. MEDITATION AND
RELAXATION
• Mind gets the needed relaxation when we engage in a creative hobby like
painting , gardening,etc.,
• The wonderful effects of prayer as a relaxation measure have well-
documented in our ancient scriptures.
• Meditation is a way of focusing on something in a relaxed state in a
serene and quite environment.
• You can focus on muscular relaxation , an image , an object , a symbol , a
point or anything like.

28. ORGANIZATIONAL COPING
STRATEGIES
• ROLE CLARITY
 Define employee roles clearly.
 Clear understanding of the job.
 Stress ,most often , occurs when employees are not
very sure about their work roles or fear they cannot
do their jobs.
• SUPPORTIVE CLIMATE
 Freedom to think and act independently , participative
decision making, friendly conversation.
 Build supportive climate

29. ORGANIZATIONAL COPING
STRATEGIES
CLEAR CAREER PATHS
• To reduce uncertainty.
• A clear career path
• job rewards and benefits .
COMPANY-WIDE PROGRAMMES
• —Variety of programme’s can be used to manage work stress. These
include:
 Job enrichment
 Employee Counseling
 Training and Development
 Establishing work groups
 Establishing Variable work schedules

30. BURNOUT
!!!!!!

31. WHAT IS IT ?
Burnout is a state of frustration bought by
• Devotion to a cause.
• Way of life.
• Relationship that failed to produce the expected reward .
•Everyone is a potential candidate for burn out. The most likely person to
face this serious problem is the Over-achiever.

32. STRESSORS LEADING TO
BURNOUT
• Personal factors- age, gender, children, education, experience, and
favored coping style.
• Job Related Conditions
• Conflicting Demands- balancing work and family
• Technology
• Lack of Balance in Life- inability of a person to set limits

33. JOB PERSON
MISMATCH
• Work overload
• Lack of control
• Insufficient rewards
• Breakdown of community
• Absence of fairness
• Value conflicts

34. OUTCOMES OF BURNOUT
• Poor quality of work
• Low morale
• Absenteeism
• Turn over
• Health problems
• Depression
• Family problems

35. WHAT BELIEFS CONTRIBUTE
TO BURNOUT ?
• Efforts always be appreciated
• Status and prestige
• Dramatic changes .
Some tips for handling burnout
• Recognize the symptoms .
• Ask for help.
• Be aware of the limitations.
• Maintain discipline.
• Take time out during the day.

36. SYMPTOMS OF BURNOUT
• Chronic fatigue
• Anger at those making demands
• Self-criticism for putting up with demands
• Sense of being tensed

37. PREVENTION OF BURNOUT
• Identify goals
• Seek out helpful supervision.
• Develop an active outside life .
• Encourage and practice good communication skills.
• Provide for flexible working conditions.
• Seek out encouragement .
• Mediation and Exercise.
• Build a support system

38. GOOD MANAGEMENT
IS
STRESS MANAGEMENT
!!!!