SOURCES OF STRESS

THE LANDSCAPE OF WORK

a) internationalization and global competition
⚫ dramatic and complex changes to the nature and structure
of work,
⚫ the distribution of capital, knowledge and skills, labor and
consumer markets,
⚫ where work is organized, where it is located, how it is
managed,
⚫ the leadership styles required,
⚫ the opportunities to work, and the way in which we want to
work and live.
⚫ Economies, too, have changed from being based on
manufacturing and production to being based on
information and services.
(b) Advances in technology
⚫ influence how capital, products, and employment are managed,
organized, and led,
⚫ the types of management practices needed, the skills required,
and how they are combined and located to produce goods and
services that reflect a significant increase in their knowledge
base, and the growing importance of value-added design,
product differentiation, and fashion.
⚫ Technology will continue to influence the nature of the social
context within which work takes place, influencing the way in
which we communicate, relate to one another, cooperate and
work together,
⚫ the blurring of boundaries between work, home, and other
aspects of our lives, and changes in preferences as to where,
when, and how we work. The intensity of competition and the
continued rise in consumer expectations “place a premium on
more rapid innovation, customized products and greater
organizational responsiveness” (Jones et al. 2007, p. 9).
Workforces are also changing.
Demographic changes point to
⚫ an aging workforce, with generational differences in aspirations and values,
⚫ the increasing number and importance of women in employment,
⚫ and changing immigration patterns,
⚫ more culturally diverse workforce.
These demographic changes mean that
⚫ the work environment becomes more complex
⚫ in terms of human resource legislation,
⚫ more demanding in terms of
⚫ flexibility, equity, fairness, and equal opportunities,
⚫ and more responsible in terms of care, support, and development.
⚫ Intergenerational differences and workforce diversity will present an array of values and
⚫ expectations that will impact on the role of work in people’s lives,
⚫ the changing nature of careers and the meaning of career success,
⚫ The intensity with which we work,
⚫ the demands for flexible working,
⚫ The maintenance of work–life balance,
⚫ the ability to make choices and express individual preferences,
⚫ and the growing tension between what we want from work and what work can provide.
⚫ All will influence how organizations are structured, managed, and led.
 THE PRESENT
⚫ Technology,
&FUTURE OF WORK
⚫ the growth in service sector employment, and
⚫ the emphasis on knowledge-based and innovative products,
will inevitably require continuous reskilling and a more
highly skilled workforce
⚫ It would require workforce that is more flexible in terms of
how work is arranged and organized, and how organizations
are structured and managed.
⚫ Work will assume more of an “emotional quality,” with
greater interaction between employees and customers.
⚫ At the same time, employees will become a unique source
of competitive advantage, and resource-based strategies
(competing through people) will emphasize the central
role of people in organizational success.
Sexual Harassment at Workplace
⚫ Unwanted contact, attention or communication of
sexual nature
⚫ Most prevalent source of stress for women
MERGERS AND ACQUISITIONS
⚫ LOSS OF IDENTITY, INCREASED ORGANIZATIONAL
SIZE
⚫ LACK OF INFORMATION, POOR/ INCONSISTENT
COMMUNICATION
⚫ FEAR OF JOB LOSS/ DEMOTION
⚫ POSSIBILITY OF JOB TRANSFER / RELOCATION
⚫ LOSS OF/REDUCED POWER/STATUS/ PRESTIGE
⚫ CHANGES IN RULES/REGULATIONS/PROCEDURAL
AND REPORTING ARRANGEMENTS
⚫ CHANGES IN COLLEAGUES/ BOSSES/ SUBORDINATES
⚫ AMBIGUOUS REPORTING SYSTEMS/ ROLES/
PROCEDURES
⚫ REDUNDANCY AND DEVALUATION OF OLD
SKILLS/EXPERTISE
⚫ PERSONALITY AND CULTURE CLASHES
⚫ INCREASED WORKLOAD
DUAL CAREER
⚫ DOUBLE SHIFT FOR WOMEN
⚫ For Males:
Reduced Mobility may affect promotions
JOB LOSS
⚫ Although money is the primary motive of work, for
majority people JOB is more than just a source of income.
⚫ Work serves variety of functions such as:
⚫ Imposes time structure of the day
⚫ Provides opportunity to use existing skills and acquire new
ones
⚫ Gives opportunity for interpersonal contact outside the
family.
⚫ Creates activity and variety
⚫ Defines individual goals and purposes
⚫ Defines aspects of personal status and identity.
⚫ LOSS OF TEMPORAL STRUCTURE , ACTIVITY AND
PURPOSE PROVIDED BY WORK LEADS TO
DEMOTIVATION AMONG UNEMPLOYED PEOPLE.
⚫ Research indicates the unemployed spend a lot of time
in
❖ Watching tv
❖ Sleeping
❖ Sitting around
⚫ Limited availability of money
restricts activity
Social contact outside home
It strains family relationships
Unemployed people face decision dilemmas due to
UNCERTAINITY.
SELF ESTEEM IS AFFECTED due to rising pile of rejections,
particularly in recessionary job market conditions
FEAR develops resulting in decline in CONFIDENCE
SOCIAL STIGMA OF BEING UNEMPLOYED
⚫ LOSS OF IDENTITY as work defines where one lives,
the social status, the people with whom one interacts
ORGANIZATION CULTURE
⚫ PATHOLOGICAL NARCISSISM
⚫ ORGANIZATIONAL VIOLENCE
⚫ CULTURE OF DEPENDENCE
⚫ CULTURE OF AVOIDANCE
ORGANIZATIONAL VIOLENCE
⚫ Contemporary workplaces filled with many aversive
influences like:
⚫ Excessive Interpersonal competitiveness
⚫ Discrimination of many types
⚫ Institutionalized and ritualized aggression
⚫ Downsizing
⚫ Post merger restructuring
All these make employees feel “disposable, marginalized,
replaceable”
PATHOLOGICAL NARCISSISM
⚫ NARCISSIST is one who focuses on self as center of
attention and love. S/HE is self absorbed and only
interested in self. Has an egocentric view of the world.
⚫ The egocentric world view revealed that individual lacks
self and self-esteem. Inner experience that is not soothing
and self sustaining leads this individual to focus on
external world to provide narcissistic supplies in form of
love, support, admiration.
⚫ In the workplace, the narcissists creates a variety of settings
in which she is the agenda and admiring, loving, caring are
important responsibilities of people around her.
⚫ The culture of narcissism may produce some
unhealthy outcomes
⚫ Low task quality
⚫ Performance problems
⚫ Stress and anxiety
GLOBALMANAGERS PERCEPTION
ON SOURCES OF STRESS
⚫ TIME PRESSURE AND DEADLINES
⚫ INADEQUATELY TRAINED SUBORDINATES
⚫ ATTENDING MEETINGS
⚫ PERSONAL BELIEFS IN CONFLICT WITH
DEMANDS OF WORK AFFECTING RELATIONSHIPS
⚫ LACK OF POWER AND INFLUENCE
⚫ TRAVEL
⚫ INCOMPETENT BOSS