stress.docx vishal

7/30/2019 Stress.docx Vishal

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-: PREPARED BY :-

VISHAL V. DHANANI 59

VIVEK R. THAKER 60

MBA :- 1ST

SEM SEC. - C

ACADEMIC YEAR :- 2011-12

-: GUIDED BY :-

PROF.KRUTI BHATT & KOSHA NAIR

-: SUBMITTED TO :-

DR.J.K.PATEL INSTUITION Of MANAGEMENT


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PREFACE

Management ideas are widely tested in actual proactive with rapid,

industrialization the management of business enterprise has acquired great

theoretical as well as practical significance. As a result a formal study of MBA has

become essential. Management is increasingly being re-organization. Many

institution are engaged in providing management studies with practical training.

Being a student of MBA, we get knowledge of management theoretical as

well as practical. However the study of management together with some practical

study such as study of Functional Area will enhance the value of subject even

more.


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Stress: - Definition and Concept

What is Stress?Stress is a dynamic condition in which an individual is confronted with an

opportunity ,demand or resources related to what the individual desires and for

which the outcomes is perceived to be both uncertain and important. This is a

complicated definition.

Here are some definitions of stress.

Definitions:

Given by Beehr and Newman:Stress is a condition arising from interection of people and their job and

characterized bychanges within people that force them to deviate from their normalfunctioning

According to Fred Luthans,Stress is an adaptive responds to an external situation that result in physical,

psychological and or behavioural deviation for organizational participants.

In simple word stress can by define as the pressure up on a person psychological

system which arises out of complexity through stress. Basically up on a person

psychological set up. It also term affect his/her physical behavioral system. The

sources of stress can be individual, organizational and social. Although stress istypically discussed in a negative context it is not necessarily bad in and of itself; it

also has a positive value. Its an opportunity when it offers potential gain.

Consider,

for example the superior performance an athlete or stage performer gives in a

clutch situation. Such individuals often use stress positively to rise to the

occasion and perform at their maximum. Similarly, many professional see the

pressures of heavy workloads and deadline as positive challenges that enhance the

quality of their work and the satisfaction they get from their job. Recently,

researchers have argued that challenge stressorsor stressors associated with

workload, pressure to complete task, and time urgency operate quite differentlyfrom hindrance stressors or stressors that keep you from reaching your goals(for

example- Red

Tape, Office Politics, Confusion over job responsibilities).

Researchers have sought to clarify the conditions under which each type of stress

exists. It appears that employees who have a stronger affective commitment to


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their organization can transfer psychological stress into greater focus on higher

sales performance, where as with low levels of commitment perform worse under

stress. And when challenge stress increase those with high levels of organizational

support heave higher role based performance, but those with low levels of

organizational support do not .

More typically, stress is associated with demands and resources. Demands are

responsibility, pressures, obligations, and uncertainties individuals face in the

workplace. Resources are things within an individuals control that he or she can

use to resolve the demands. Lets discuss what this demands- resources models

means.

LEVELS OF STRESS

EUSTRESS:Eustress or positive stress occurs when your level of stress is high enough to

motivate you to move into action to get things accomplished.

DISTRESS:Distress or negative stress occurs when your level of stress is either too high or too

low and your body and/or mind begin to respond negatively to the stressors.

STAGES OF STRESS

ALARM STAGE:As you begin to experience a stressful event or perceive something to be stressful

psychological changes occur in your body. This experience or perception disrupts

your bodys normal balance and immediately your body begins to respond to thestressor(s) as effectively as possible.

RESISTANCE STAGE:During this stage your body tries to cope or adapt to the stressors by beginning a

process of repairing any damage the stressor has caused. Your friends, family or

co-workers may notice changes in you before you do so it is important to examinetheir feedback to make sure you do not reach overload.

EXHAUSTION STAGE:During this stage the stressor is not beingmanaged effectively and the body and

mind are not able to repair the damage.


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Model of Stress


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Potential Source of Stress

(1) Environmental Factors:Just as environmental uncertainty influences the design of an organizationsstructure, it also influences stress level among employees in the organization.

Indeed, uncertainty is the biggest reason people have trouble coping with

organizational changes. There are three types of environmental uncertainty:

Economic,

Political, and

Technological.

Changes in the business cycle create economic uncertainties. When the economy iscontracting, for example: people become increasingly anxious about their job

security.

Political uncertainties tend to create stress for entrepreneurs and CEOs in India.

When political parties change, business priorities may have to change. Threats by

Quebec to separate from Canada, or the difficulties of East Germany reintegrating

with West Germany, lead to political uncertainty that become stressful to people in

the countries. Because innovations can make an employees skills and experienceobsolete in a very short time, computers, robotics, automation, and similar forms of

technological change are a threat to many people and causes them stress.

(2) Organizational Factors:There is no shortage of factors within an organization that can cause stress.

Pressure to avoid errors or complete tasks in limited time, work overload, a

demanding and incentives boss, and unpleasant co-workers are a few examples:

We have categorized these factors around tasks, role, and interpersonal demands.

Task demands relate to a persons job. They include the design of the job (its

degrees of autonomy, task variety, degree of automation), working conditions, and

the physical work layout. Assembly lines can put pressure on people when they

perceive the lines speed to be excessive. Working in an overcrowded room or a

visible location where noise and interruptions are constant can increase anxiety and

stress. As customer service grows ever more important, emotional labour becomes

a source of stress. Imagine being a flight attendant for Kingfisher Airlines or a

cashier at Caf Coffee Day. Do you think you could put on a happy face when


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youre having a bad day? Role demand relates to pressure placed on a person as a

function of the particular role he or she plays in the organization. Role conflicts

create expectations that may be hard to reconcile or satisfy. Role overload occurs

when the employee is expected to do more than the time permits. Role ambiguity

means role expectation is not clearly understood and the employee is not sure what

to do. Individuals who face high situational constraints (Such as fixed work hours

or demanding job responsibilities) are also less able to engage in the proactive

coping behaviours that reduces stress levels. When faced with hassles at work they

will not only have higher levels of distress at the time, but they will also be less

likely to take steps to eliminate stressors in the future.

Interpersonal demands are pressure created by other employees. Lack of Social

support from colleagues and poor interpersonal relationships can cause stress

especially among employees with a high social need. A rapidly growing body of

research has also shown that negative coworker and supervisor behaviours,including flights, bullying, incivility, racial harassment, and sexual harassment, are

especially strongly related to stress at work.

(3) Personal Factors:

The typical individuals works about 40 to 50 hours a week. But the experiences

and problems people encounter in the other 120-plus can spill over to the job. Our

final category, then, is factor in the employees personal life: family issues,

personal economic problems, and inherent personality characteristics.National Surveys consistently show people hold family and personal relationships

dear. Marital difficulties, the breaking of a close relationship, and discipline

troubles with children create stresses employees often cant leave at the front door

when they arrive at work. Regardless of income level-people who make Rs.40 lakh

per year seem to have as much trouble handling their finances as those who earn

Rs.2 lakh some people are poor money managers or have wants that exceed their

earning capacity. The economic problems of overextended financial resources

create stress and siphon attention away from work. Studies in three diverse

organization found that participants who reported stress symptoms before

beginning a job accounted for most of the variance in stress symptoms reported

nine months later. The researchers concluded that some people may have an

inherent tendency to accentuate negative aspect of the world. If this is true, then a

significant individual factor that influences stress is a persons basic disposition.That is, stress symptoms expressed on the job may actually originate in the

persons personality.


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Individual Differences:

Some people thrive on stressful situations, while others are overwhelmed by them.

What is it that differentiates people in terms of their ability to handle stress? Whatindividual difference variables moderate the relationship between Potential

stressors and experienced stress? Four variables have been found to be relevant

moderators that are as follows:

Perception:

It will moderate the relationship between a potential stress condition and an

employees reaction to it. For example, one persons fear that he will lose his jobbecause his company is laying off personnel may be perceived by another as an

opportunity to get a large severance allowance and start his own business. So stress

potential doesnt lie in objective conditions; it lies in an employees interpretation

of those conditions.

Job Experience:

The evidence indicates that experience on the job tends to be negatively related to

work stress. It can be clear with two explanations First is the idea of selectivewithdrawal. Voluntary turnover is more probable among people who experience

more stress. Therefore, people who remain with an organization longer are those

with more stress-resistant traits or those who are more resistant to the stress

characteristics of their organization. Secondly, People eventually develop coping

mechanisms to deal with stress. Because this takes time, senior members of the

organization are more likely to be fully adapted and should experience less stress.

Social Support:

Collegial relationship with co-workers or supervisors-can buffer the impact of

stress. The logic underlying this moderating variable is that social support act as a

palliative, mitigating the negative effects of even high- strain jobs.


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Personality

Personality also affects the degree to which people experience stress and how they

cope with it. Perhaps the most widely studied personality trait in stress is Type A

personality particularly that aspect of Type A that manifests itself in hostility and

angeris associated with increased levels of stress and risk for heart disease. Morespecifically, people who are quick to anger, maintain a persistently hostile outlook,

and project a cynical mistrust of others are at increased risk of experiencing stress

in situations.

Consequences of Stress

Stress shows itself in number of ways, such as high blood pressure, ulcers,

irritability, difficulty making routine decisions, loss of appetite accident proneness

and the like. These symptoms fit fewer than three general categories:

1. Physiological symptoms

2. Psychological symptoms

3. Behavioural symptoms

1. Physiological symptoms :-Most early concern with stress was directed at Physiological Symptoms because

most researchers were specialists in the health and medical science. Their work led

to the conclusion that stress could create change in metabolism, increase heart and

breathing rates and blood pressure, bring on headaches, and induce heart attacks.

Because symptoms are complex and difficult to measure objectivity, the link

between particular Physiological effects is not clear. Traditionally, researchers

conclude there were few, if any, consistent relationship. More recently, some

evidence suggests stress may have Physiological effect. One study linked stressful

job demand increase susceptibility to upper respiratory illnesses and poor immunesystem functioning, especially for individuals with low self efficiency.

2. Psychological symptoms:Job dissatisfaction is the simplest and most obvious Psychological effect ofstress. But stress shows itself in other Psychological states- for instance, tension


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appeal of the inverted U model, it does not get a lot of empirical support. We

should be careful of assuming it accurately depicts the stress performance.

Managing stress

From the organizations point of view management may not be concerned when

employees experience low to moderate levels of stress. High level of stress or even

low level of stress sustained over long periods, can lead to reduce employee

performance and, it require action by management.

Although a limited amount of stress may benefit an employees performance, but it

is not necessary that employee is always think like them. Managers and employeeshave different perception towards the level of stress.

Following are two approaches towards managing stress.

1) Individual Approach,

2) Organizational Approach

1)Individual ApproachBy individual approach we come to know that an employee can take personal

responsibility for reducing stress levels. Individual strategies that have proven

effective include implementing time management techniques, increasing physical

exercise, relaxation training, and expanding the social support network.

Many people manage their time poorly. So an understanding and utilization of

basic time management principle help an individual to reduce the stress created by

jod demands.

Following are several time management principles:

1) Making daily lists of activities to complete the work.

2) Give priority according to the work urgency.

3) Scheduling activities according to the activities priorities.Also some physician recommended noncompetitive physical exercise for reducing

the stress such as, aerobics, walking, jogging, swimming, and riding a bicycle.

These forms of physical exercise increase heart capacity, lower at-rest heart rate,

provide a mental diversion from work pressures.

Relaxation techniques as meditation, hypnosis, and biofeedback also help

employee to reduce the level of stress.


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2)Organizational ApproachSeveral of the factors that cause stress-particularly task and role demands-are

controlled by management. As such employees can be modified and changed.

Strategies that management might want to include improved personnel selection

and job placement, training, use of realistic goal setting, redesigning of jobs,

increased employee involvement. Certain jobs are more stressful than others but,

individuals differ in their response to stressful situation.

Selection and placement decisions should take above into consideration.

Also training can increase an individuals self efficiency of doing the work.

Goal setting is also be helpful in reducing stress. Also provide motivation to the

employees.

Goal feedback reduces uncertainties about the actual job performance. It results

less employee frustration, role ambiguity and stress.

Redesigning jobs help to give employees more responsibility, more meaningful

work, more autonomy, and increased feedback can reduce stress because these

factors give the employees greater control over work activities and lesser

dependence on others. If individuals prefer structure and routine, reducing skill

variety should also reduce uncertainties levels.

Role stress is also important because employees feel insecure about the goals;

expectations etc., management can increase employee control and reduce this role

stress. So managers should consider increasing employee involvement in decision

making. Also formal increasing organizational communication with employees

reduces uncertainty by lessening role ambiguity and role conflict. An effective

communication by management also shapes employees perceptions.

Organization should also allow employees to travel, relax, or pursue projects thatconsume time beyond normal vacation weeks -all these called sabbaticals.

Organization should give or organize some wellness programme for the

employees. These programs only focus on employees total physical and mental

conditions. The organization is merely a vehicle to facilitate this all.


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CONCLUSION:

Problem to all solution is maintaining a balance of everything that is WorkLifeBalance. It means a harmonious balance of work and domestic life. It allows an

employee to fulfil all the roles in his/her life effectively and efficiently. Researches

have proved that employees are at their best when they are contended and

motivated both at work and at home.

Achieving a work-life balance is not as easy as it seems. In the corporate world,

change is constant and imminent. The impact of globalization has further fuelled

these changes. The corporate world signifies uncertainties, too manyresponsibilities, and long work hours. These changes in the environment disturb

the balance between domestic and work-life of employees. The increasing

competition and demands of society further aggravate the situation. All this adds

up to stress.

Companies are realizing the importance of the work-life balance of employees has

a direct effect on the productivity of their organization. Here are few examples of

some of the renowned companies who follow various practices:

1: Tata consultancy Services (TCS):

TCS has come up with the Matree, serve as a platform for sharing information,

exchanging knowledge, and reaching out to help others. It provides information

about education, holidays etc of a new country or location. This organization has

set up a website exclusively accessible only to the spouses of TCS employees.

2: Max New York Life Insurance:

To break away from the monotony of work, the company has a life fun and youth

club (Lyfun) which regularly organizes various recreational programs for itsemployees. The company also provides their employees with healthy salads

daily. Lyfun is includes seminar indoor games, out door games, quizzes, seminar

etc


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3: Google Inc.s

work place has very informal furniture like beanbags, sofas, couches etc it

also has recreation facilities like gymnasium. Massage rooms, video game parlor

etc

Steps To Achieve Work-Life Balance:

To build up an awareness of the importance of work-life balance in employees,

companies should conduct regular workshops and programs on work-life balance.

The following measures have to be taken by employers

Discourage employees from working late.

Take a regular employee satisfaction survey that can identify the pitfalls in the

work patternProvide vacations and encourage employees to take breaks

Provide opportunities like work from home, flexible timing.


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BIBILOGRAPHY

Book ReferenceORGANISATION BEHAVIOUR 13th and 14TH EDITION

o STEPHEN . P. ROBBINS

o TIMOTHY A. JADGE

o NEHARIKA VOHRA

Managerial Effectiveness (Managing the Self and Others) : The

ICFAI Centre for Management Research

Website Referenceshttp//www.teachhealth.com

https://docs.google.com/present/view?id=dcxfxw6d_3121g8684

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Power Point Presentations RefereedStress management ppt by Nisha GuptaStress management ppt by Aayu

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