Stress Management

1. Stress Management
By Group 2
-Akriti
-Manvika
-Naveen
-Parash
-Parul
-Shilpa
-Siddharth
-Yumit

2. What is Stress?
• Stress can be defined as our
mental, physical, emotional,
and behavioral reactions to
any perceived demands or
threats.
• The “Fight or Flight”
Response
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3. What Makes Something Stressful?
• Situations that have strong demands
• Situations that are imminent
• Life transitions
• Timing (e.g., deviation from the “norm”)
• Ambiguity
• Desirability
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4. Not All Stress is Bad…
1. Distress is a continuous experience of feeling
overwhelmed, oppressed, and behind in our
responsibilities. It is the all encompassing sense of
being imposed upon by difficulties with no light at
the end of the tunnel.
2. Eustress is the other form of stress that is positive
and beneficial. We may feel challenged, but the
sources of the stress are opportunities that are
meaningful to us. Eustress helps provide us with
energy and motivation to meet our responsibilities
and achieve our goals.
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5. Why Do We "Stress Out"?
For two major reasons:
We perceive a situation as dangerous, difficult, or painful.
We don't believe we have the resources to cope.
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6. Causes of Stress in an Organization
• Atmosphere
• Societal
• Long Working Hours
• New Age Demand for Innovation
• Fear of Losing the Job
• Physical and Mental Harassment
• Cognitive Issues
• Role Conflict
• Improper Job Definitions
• Change in Work Schedule
• Conflict with other group members
• Relationship with Superiors
• Role Overload
• Job Appreciation
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7. Impact of inappropriate stress levels
1. High levels of absenteeism.
2. Increased attrition.
3. Poor work performance.
4. Low morale.
5. Low worker commitment.
6. Increased frequency of accidents.
7. Industrial relations difficulties.
8. Poor relationships with suppliers and customers.
9. Difficulty retaining good employees, at all levels.
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8. Reactions
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Excess stress › Poor performance
› Dysfunctional behaviour
› Health problems
› High performance
› Job satisfaction
› Involvement
› Optimum performance
› Poor performance
› Dysfunctional behaviour
› Health problems
Too little stress
Moderate stress
Too little or too much
stress can be harmful.

9. Constructive v/s destructive stress
Human performance
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Performanceandwellbeing
Peak performance
Under
stimulation
Over
stimulation
Too little Optimum Too much
Stimulation

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General Adaptation Syndrome.(GAS)
Refers o the defensive system designed to help a person to
cope with any environmental demand perceived as
threatening.
GAS outlines three stages of coping with stress.
1. THE ALARM STAGE
2. THE RESISTANCE STAGE.
3. THE EXHAUSTION STAGE.

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13. Strategies To Cope Stress.
Various methods can be used to combat stress at both
individual level as well as organizational level. At either these
level stress management focuses on three basic steps.
1. Understanding that stress can have a negative effect on
both a person’s behavior and his performance at work.
The management as well as employee should understand
that poor performance, irritability, aggression,
absenteeism etc are all symptoms of stress.
2. The second step is identifying those stressors which
affects individuals behavior and performance at work.
3. The final step involves taking constructive measures to
help them cope with stress.

14. Methods To Mange Stress Effectively.
PROBLEM FOCUSED STRATEGY
Identify the stressors responsible for negative
symptoms either eliminate or modify the
stressor.
EMOTION FOCUSSED STRATEGY
Teaching people how to control their emotions so
that they are not negatively affected by stress.

15. Individual Strategies To Cope With Stress.
PROBLEM FOCUSED STRATEGIES
o Time management
o Requesting others to help.
o Shifting to another job.
EMOTION FOCUSED STRATEGIES
o Relaxation
o Exercise
o Psychological strategies
o Recreation
o Companionship

16. Organizational Strategies To Cope With Stress.
PROBLEM FOCUSED STRATEGIES
o Redesigning the job
o Proper selection and placement
o Training
o Team building
o Providing various day care facilities

17. Organizational Strategies to cope with stress.
EMOTION FOCUSED STRATEGIES
o Providing open communication within the
organization
o Employee assistance program
o Mentoring
o Wellness programs and personal time off.

18. Staying@Work survey(2013)
(conducted by global professional services company Towers
Watson)
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21. AMERICAN PSYCHOLOGICAL ASSOCIATION
Job stress is costly. Job Stress carries a price tag for U.S.
industry estimated at over $300 billion annually as a result of:
•Accidents
•Absenteeism
•Employee turnover
•Diminished productivity
•Direct medical, legal, and insurance costs
•Workers’ compensation awards
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22. Strategies of companies to tackle stress
• RMSI
Employees: 842
Rewarding environment
Healthcare and other benefits
Initiatives for women
Other activities
• Google India
Employees: 1678
Women’s initiatives
Fun at work
Access to best facilities
Food
For families
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23. • Marriott Hotels India
Employees: 6,500
• American Express India
Employees: 9,036 employees
Promoting talent and growth
Rewards & Recognitions
Fun at work
Gender diversity
Smart savings
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24. • SAP Labs India
Employees: 4,844
Initiatives for women: Maternity Leave Policy, Run Mummier,
SAPlings in-house, Business Women Network
Work From Home Policy
Temporary Part Time Work
Care for Life
Other activities
• Godrej Consumer Products
Employees: 2,228
Diversity & Inclusion programme
Maternity policy
100 Leaders Programme
Godrej Fellows Programme
Godrej LOUD
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25. Who Wants to Get Rid of All the Stress in Your
Life?
Only One Group of
People Have No
Stress