Stress

What is Stress?
Stress is a dynamic condition in which an
individual is confronted with an
opportunity, constraint or demand related
to what he or she desires & for which the
outcome is perceived to be both uncertain
& important.
Though, Stress is generally discussed in a
negative context, it also has a positive
value. It’s an opportunity when it offers
potential gain.
 Sources of stress
Environmental Factors:
1. Economic Uncertainty
2. Political Uncertainty
3. Technological Uncertainty
Organizational Factors:
1. Task Demands
2. Role demands
3. Interpersonal Demands
4. Orgnl Structure
5. Orgnl Leadership
Individual Factors:
1. Family Problems
2. Economic Problems
3. Personality
 Consequences of Stress
Stress shows itself in a number of ways. This can be listed
under 3 general categories: Physiological,
psychological & Behavioral symptoms.
1. Physiological Symptoms: Researches show that stress
can create changes in metabolism, loss of appetite,
increased heart & breathing rates, increased blood
pressure, headaches & induce heart attacks.
2. Psychological symptoms: Stress can cause
dissatisfaction. Job-related stress can cause job-related
dissatisfaction which is the most common
psychological effect of stress. This stress shows itself
in various states like tension, anxiety, irritability,
boredom & procrastination. Researches suggest that
jobs that provide a low level of variety, significance,
autonomy, feedback & identity to incumbents create
stress & reduce satisfaction & involvement in the job.
 Contd.
When people are placed in jobs in which there is
lack of clarity about the incumbent’s duties,
authority & responsibilities then both stress &
dissatisfaction are increased.
3. Behavioral Symptoms: Behavior-related stress
symptoms include changes in productivity,
absence & turnover, as well as changes in
eating habits, increased smoking or
consumption of alcohol, restlessness & sleep
disorders.
 Managing Stress
High levels of stress or even low levels of stress sustained over
long periods can lead to reduced employee performance &
thus require action by Management. Stress can be
managed both at individual level as well as at
Organizational level.
1. Individual Approaches: An employee can take personal
responsibility for reducing his stress level. Individual
strategies which have been effective are: Implementing
time-management techniques, increasing physical
exercise, relaxation training & expanding the social support
network.
A well organized employee can accomplish twice as much as
the person who is poorly organized. So an understanding &
utilization of basic time-management principles can help
individuals better cope with tensions created by job
demands. Some of these time mgt principles are:
(i) Making daily lists of activities to be accomplished;
(ii) Prioritizing activities by importance & urgency;
 Contd.
(iii) Scheduling activities according to the priorities set;
(iv) Knowing your daily cycle & handling the most
demanding parts of your job when you are most alert.
Non competitive physical exercises such as aerobics,
walking, jogging, swimming & riding a bicycle are highly
recommended by physicians as they increase heart
capacity & provide mental diversion from work
pressures.
Individuals can also reduce their tension through relaxation
techniques such as meditation & hypnosis. The
objective is to reach a state of deep relaxation in which
one feels physically relaxed.
Having friends, family or work colleagues to talk to provides
an outlet when stress levels become excessive.
Expanding social support network can be a means for
tension reduction.
 Contd.
2. Organizational Approaches: Most of the organizational
factors that cause stress are controlled by management.
Thus, they can be modified or changed. Strategies that
management can use for managing stress may include:
Improved personnel selection & job placement, training,
realistic goal setting, redesigning of jobs, increased
employee involvement, improved organizational
communication, offering employee sabbaticals (vacation) &
establishment of corporate wellness programs.
Since individuals differ in their response to stress situations.
Thus, Selection & placement decisions should be done
accordingly & similarly training can increase an individual’s
self efficacy & thus lessen job strain.
Individuals perform better when they have specific &
challenging goals & receive feedback on how they are
progressing towards these goals.
 Contd.
Redesigning jobs to give employees more responsibility,
more meaningful work, more autonomy & increased
feedback can reduce stress as these factors give the
employee greater control over work & lessen
dependence on others.
By giving employees a say in the decisions that directly
affect their job performances, mgt can increase
employee control & reduce the role stress. So
managers should consider Increasing employee
Involvement in decision making.
Increasing formal orgnl communication with employees
reduces uncertainty by lessening role ambiguity & role
conflict and thus reducing stress in them.
The sabbaticals- ranging in length from a few weeks to
several months-allow employees to travel, relax or
pursue personal projects that consume time beyond
normal vacations.
 Contd.
Thus these sabbaticals can revive & rejuvenate
workers who might be headed for burnout.
Organizationally supported Wellness Programs
focus on the employees’ total physical & mental
condition (Eg. Workshops to help people quit
smoking, lose weight, control alcohol use, eat
better etc.). Organizations, through these
programs, facilitate employees to take personal
responsibility for their health and ultimately
organizations are significantly benefited by
these programs.
THE END