NATURE AND SOURCES OF STRESS
STRESS - is defined as the reaction of individuals when the
demands in situations exceed their ability to cope and meet
expectations.
JOB STRESS - used to explain the mental, physical, and
emotional strain of employees when the job demands
conflict with their abilities and means.
DISTRESS - this type of stress is negative and really means the
term"stress" that brings pressure and uneasy feeling to
individuals.
EUSTRESS - this refers to the positive stress that one may
experience as difficult and challenging but leads to positive
outcome.
CLASSIFICATION OF STRESS
CHRONIC STRESS- A kind of stress lasts for a months and
even years.
ACUTE STRESS- Short-term reactions to
immediate threats. -considered as the most
common kind of stress people are experiencing.
TWO MODELS OF WORKPLACE STRESS
Demand-Control Model- The demand-control model is
focused on two factors that can create situations of job strain
and ultimately the experience of stress. Job strain is a
function of the following two factors:
a. The workplace demands faced by an associate or
manager.
b. The control that an individual has in meeting those
demands.
Demand-Control Model suggests that experienced
stress is a function of both job demands and job
control. Stress is highest when demands are high but
individuals have little control over the situation.
Effort-Reward Imbalance Model
The Effort-Reward Imbalance Model is focused on two
factors:
a. The effort required by an associate or manager.
b. The rewards an individual receives as a result of the effort.
Effort required relates to the performance demands and
obligations of the job.
Rewards include extrinsic (e.g., pay) and intrinsic (e.g.,
esteem) outcomes of the work.
Effort-Reward Imbalance Model suggests that
experienced stress is a function of both required
effort and rewards obtained. Stress is highest when
required effort is high but rewards are low.
INDIVIDUAL STRESSOR
TYPE A AND B PERSONALITY- Since people with Type A
personalities are competitive, aggressive, and impatient, they
are more prone to stress compared with those of Type B
personality.
SELF - ESTEEM AND PERSONAL CONTROL- People with low
self-esteem are most likely to encounter stress.
HARDINESS- This refers to the ability of an individual to
tolerate and cope in challenging and difficult situations.
GENDER- Research showed that women are more prone to
stress compared to men.
GROUP STRESSOR
GROUP COHESIVENESS- It is important that a group
become cohesive or together. Group cohesiveness reduces
the occurrence of conflicts. This, therefore, results in a lower
rate of stress in groups.
SOCIAL SUPPORT- Individuals need others to keep them
company. They often need to release and express what
they feel to others, whether this is something positive or
problem- related.
ORGANIZATIONAL STRESSOR
ROLE AMBIGUITY- This means that an employee does not
know clearly what his job is and what is actually expected and
required of him.
ROLE CONFLICT- This refers to the role-related factor
whereby an individual is faced with simultaneous roles and
complying with one makes it difficult to comply with the
other.
RESOURCE INADEQUACY- Resources in the organization
include people, time, supplies and equipment, and others.
WORK OVERLOAD- People who have heavy loads at work
experience difficulty in managing work and personal life.
MANAGEMENT STYLE- The way the organization and
employees are managed affects the stress level of an
individual. This is due to the pressure that one may
experience due to management and leadership styles.
JOB INSECURITY- When one feels insecure about their jobs,
they feel stressed in the organization.
OCCUPATION- In accordance with the models of stress
discussed above, occupation characterized by high demands
and strong required efforts can generate stress.
WORKING CONDITION- The job environment can have major
effects on job attitudes and reaction.
MONITORING- Relatively recent developments in
technology have led to an explosion of stricter monitoring of
associates behavior both work-related and non-work-related.
INCIVILITY IN THE WORKPLACE- Incivility is defined as slightly
deviant behavior with ambiguous intent to harm another
person.
BURNOUT- This is the feeling of total exhaustion of an
individual in the workplace.
ABSENTEEISM AND TURNOVER- Stressed individuals tend to
lose enthusiasm for work.
DIMINISHED PRODUCTIVITY- Employees who are too
stressed are not able to perform well the tasks assigned to
them.
AGGRESSION- This is resulting from employees’ frustration
and hostility.
COPING WITH WORK-RELATED STRESS
1. Avoid the Stressor. Be aware of what causes you stress.
2. Alter the Stressor. If one cannot really avoid the stressor,
alter it.
3. Adapt to the Stressor. When the first 2 As are not
seemingly effective, creating coping mechanisms is a great
way to manage stress.
4. Accept the Stressor. There are some stressors that are
inevitable.