STRESS AT WORKPLACE

There is more to life than increasing its speed. ~Mohandas K. Gandhi

Compiled By: Sandeep Amin

WHAT IS STRESS

• Stress is the “wear and tear” our minds and bodies experience as we attempt to cope with our continually changing environment

Types of Stressors

INJURY

Emotional

Career Pressures

Environmental

Physical

Illness

SOURCES OF STRESS

Environment factors Personal factorsEconomic uncertainty Family ProblemsPolitical uncertainty Economic ProblemsTechnological change Personality

Organizational factors Task factors Role demands Interpersonal demand

SYMPTOMS OF STRESS

• Emotional effects- Those who suffer from this effect are likely to show mood swings and erratic behaviors. E.g are as follows :

1. Feeling of anxiety & depression2. Feeling of physical & psychological tension – frustration, mood

swings etc• Physiological effects – when human body is placed under

physiological stress then it creates certain hormones called adrenaline and cortisol

1. Changes in heart rate ,2. Blood pressure level, 3. Metabolism ,4. Slowing down of digestion etc.

• Cognitive effects- This type of effect occurs due to mental overload, it lead to cause inability to make sound decisions in individuals .E.g. are as follows :

1. Poor concentrations2. Short term memory capacity• Behavioral effects – Stress affect the

behavior by eating less food, increasing intake of caffeine, alcohol , cigarettes. E.g. :

• Disrupted sleep patterns • Absenteeism• Reduced work performance

STRESS MANAGEMENT TECHNIQUES

• Relaxation & meditation – It is the most effective method to relieve stress, deep breathing exercise , raj yoga meditation , Vipassana meditation etc

• EXERCISE – Regular exercise , swimming, Eating Healthy food , Listening Music , Going out with friends or family

• Creative visualization – it is an effective technique for dealing with stress, it is based on imaginary condition

• Cognitive behavioral techniques – The essence of this technique is to replace negative and irrational thoughts with positive and rational thoughts

Sl. No. High Stress Zone Employees under High Stress Low Stress Zone

1.Construction Cos. & Developers of Projects

Civil Engineers, Architects, Contractors, Technicians

Central Govt. Offices (Except key Ministries)

2. Shipping Companies

Chief Engineer Officers, Second Engineer Officer, Masters in various Deptts

Govt. Schools

3. Banks Branch Manager, Mktg. Manager, Sales Executives, Customer Care Executives

Govt. funded Institutions/Bodies

4. Government Hospitals Doctors, Nurses State Govt.

Offices

ANTI- STRESS THERAPY

BANGHEADHERE

REPEAT UNTIL STRESS IS GONE OR YOU ARE UNCONSCIOUS

Organizational Development

• OD is a collection of change methods that try to improve organizational effectiveness & employee well- being

Underlying values

• Respect for people – Individual are perceived as responsible , conscientious & caring

• Trust & support - organizations is characterized by trust authenticity, openness

& supportive climate• Power Equalization - Organizations

deemphasize hierarchical authority & control

• Confrontation – Problems Should be openly confronted, not swept under the rug

• Participation - The more engaged in the decision they are , the more people affected by a change will be committed to implementing them

Six OD Techniques

Sensitivity Training

– Training groups (T-groups) seek to change behavior through unstructured group interaction

– Provides increased awareness of others and self– Increases empathy with others, listening skills,

openness, and tolerance for others

Survey Feedback

• Small meeting to feedback survey result• Meetings used to formulate change• Managers conduct meetings to indicate

commitment

Process Consultation

• Meeting in which a consultant assists a client

• Include workflow, informal relationships among unit member & formal communication channels

• Improve organizational effectiveness by dealing with interpersonal problem & in emphasizing involvement

Team Building• Improved Group Process• Communication• Goal clarification• Role clarification• Task oriented

Intergroup development

• IT seeks to change groups attitudes, stereotypes & perceptions about each other

• Focus on differences among occupations, department or division within an organization

Appreciative inquiry• Identify problem or set of problem then look

for a solution• Identifying unique qualities & special

strengths of an organization which member can build on to improve performance

• Process consists four steps discovery , dreaming , design & destiny

Thank you