WORK STRESS

BY:
MUGDHA
SOURABH
ANUSHREE
RAM DEEPAK
HIMANSH
WHAT IS STRESS??
STRESS IS ONE’S RESPONSE TO A DISTURBING FACTOR IN THE
ENVIRONMENT AND THE CONSEQUENCES OF SUCH REACTION.

WHAT ARE STRESSORS??

STRESSORS ORIGINATE AT THE
INDIVUAL,GROUP,ORGANISATIONAL OR EXTRA-
ORGANISATIONAL LEVEL.

WHAT IS WORK STRESS??

WORK-RELATED STRESS IS ABOUT THE UNPLEASANT
EMOTIONS-EG.FEAR,ANGER,ANXIETY-WHICH PEOPLE
EXPERIENCE AT WORK IN SITUATIONS THAT THEY PERCEIVE AS
THREATENING TO THEIR WELL BEING OR INTERESTS.
A BASIC MODEL

Stressor Stress
Strain

Individual
INDIVUAL EXPERIENCES STRESS
DEPENDS ON:

PERCEPTION

PAST EXPERIENCE

SOCIAL SUPPORT

INDIVUAL DIFFERENCE
SOURCES OF STRESSORS:

(1) INDIVUAL LEVEL STRESSORS.

 PERSONALITY TYPE
- TYPE A
- TYPE B
ROLE OVERLOAD.: WHERE PEOPLE FACE COMPETING
DEMANDS.

ROLE CONFLICT: WHEN EMPLOYEES HAVE TWO ROLES THAT

ARE IN CONFLICT WITH EACH OTHER.

ROLE AMBIGUITY: WHEN EMPLOYEES ARE UNCERTAIN

ABOUT THEIR RESPONSIBILITIES,AUHORITY,ETC.

TASK CHARACTERISTICS: TASKS ARE STRESSFUL WHEN THEY

INVOLVE DECISION MAKING,MONITORING EQUIPMENT, OR
EXCHANGING INFORMATION WITH OTHERS.
(2) GROUP LEVEL STRESSORS:

-MANAGERIAL BEHAVIOUR
-LACK OF COHESIVENESS
-INTRAGROUP CONFLICT
-STATUS INCONGRUENCE
-SEXUAL HARASSMENT
-WORKPLACE VIOLENCE.
(3) ORGANISATIONAL STRESSORS:

-ORGANISATIONAL STRUCTURE
-ORGANISATIONAL LEADERSHIP
-ORGANISATIONAL LIFE-CYCLE

EIGHT STAGES OF THE LIFE CYCLE OF AN ORGANISATION:

BIRTH
GROWTH
POLICY
PROCEDURE
THEORY
RELIGION
RITUAL AND
LAST RITES
BURNOUT!!

BURNOUT IS A TROUBLESOME OUTCOME OF

STRESS.
IT IS A STATE OF MIND RESULTING FROM
PROLONGED EXPOSURE TO INTENSE
EMOTIONAL STRESS.
BURNOUT.
ATTITUDINAL CHARACTERISTICS OF BURNOUT:

-FATALISM: A FEELING THAT YOU LACK CONTROL OVER WORK.

-BOREDOM : A LACK OF INTEREST IN DOING YOUR JOB.

-DISCONTENT : A SENSE OF BEING UNHAPPY WITH YOUR JOB.

-CYNICISM: A TENDENCY TO UNDERVALUE THE CONTENT OF YOUR

JOB AND THE REWARDS RECEIVED.

-INADEQUACY :A FEELING OF NOT BEING ABLE TO MEET YOUR

OBJECTIVES
-FAILURE: A TENDENCY TO DISCREDIT YOUR PERFOEMANCE AND
CONCLUDE THAT YOU ARE INEFFECTIVE.

-OVERWORK :A FEELING OF HAVING TOO MUCH TO DO AND NOT

ENOUGH TIME TO COMPLETE IT.

-NASTINESS: A TENDENCY TO BE RUDE OR UNPLEASANT TO YOUR

CO-WORKERS.

-DISSATISFACTION: A FEELING THAT YOU ARE NOT BEING JUSTLY

REWARDED FOR YOUR EFFORTS.

-ESCAPE.: A DDESIRE TO GIVE UP AND GET AWAY FROM IT ALL.

STRESS VS. BURNOUT.
STRESS
PERSON FEELS FATIGUED
PERSON IS ANXIOUS
PERSON IS DISSATISFIES WITH
HIS /HER JOB
PERSON’S COMMITMENT HAS
DROPPED OFF
PERSON FEELS MOODY
PERSON FEELS GUILTY
BURNOUT
INDIVUAL ENCOUNTERS CHRONIC
EXHAUSION
INDIVUAL IS HYPERTENSIVE
INDIVUAL IS BORED AND SYNICAL
ABOUT THE WORK
INDIVUAL’S JOB COMMITMENT IS
VIRTUALLY NOL,HE/SHE IS
MENTALLY DETACHED FROM THE
ORGANISATION.
INDIVUAL FEELS
IMPATIENT,IRRITABLE AND
UNWILLING TO TALK TO OTHERS
INDIVUAL ENCOUNTERS MENTAL
DEPRESSION
STRESS REDUCTION STRATEGIES:
INDIVUAL STRATEGIES:

-MUSCLE RELAXATION
-BIOFEEDBACK
-MEDITATION
-COGNITIVE RESTRUCTURING
-TIME MANAGEMENT
-YOGA
-SPORTS
ORGANISATIONAL STRATEGIES:

-IMPROVEMENTS IN THE PHYSICAL WORK

ENVIRONMENT
-JOB REDESIGN TO ELIMINATE STRESSORS
-CHANGES IN WORKLOADS AND DEADLINES
-STRUCTURAL REORGANIZATIONS
-WORKSHOPS DEALING WITH ROLE CLARITY AND
ROLE ANALYSIS
-MANAGEMENT BY OBJECTIVES OR OTHER GOAL-
SETTING PROGRAMMES.
EMPLOYEE ASSISTANCE
PROGRAMME (EAP)
EMPLOYEE ASSISTANCE PROGRAMMES AND
WELLNESS PROGRAMME ARE BEING
INCREASINGLY USED BY FIRMS NOW A DAYS.
IT IS BASED ON THE TYPICAL MEDICAL
APPROACH TO TREATMENT AND INVOLVE THE
FOLLOWING-
-DIAGNOSIS
-TREATMENT
-SREENING
-PREVENTION
EFFECTS OF WORK STRESS:
Psychological – affect (depression) & cognition
(cognitive failures)
Physical – minor symptoms, CHD, immune
suppression
Behavioral – substance use, lifestyle factors, family
factors
Organizational – absenteeism, presenteeism, turnover,
job performance, safety, interpersonal relations
 High
HighLevels
Levels
of
ofStress
Stress

Physiological
Physiological Psychological
Psychological Behavioral
Behavioral
Symptoms
Symptoms Symptoms
Symptoms Symptoms
Symptoms

© 2005 Prentice Hall Inc. All rights reserved. 18–17

POTENTIAL CAUSES OF WORK
STRESS
lack of clarity of role and responsibilities
organisational change
job insecurity, redundancy
job change without consultation
lack of skill to perform the job
interpersonal conflict
lack of planning and time management
workloads
lack of control over the job
IDENTIFYING WORK STRESS
being continually late for work or absences
difficulty coping with deadlines and workloads
changes in eating habits
overuse of alcohol, tobacco, medications and other drugs
moodiness, withdrawal
lack of energy and motivation
sleeping problems, such as insomnia, early waking or
oversleeping
physical problems such as constant headaches or stomach aches
Primary Intervention

Secondary Intervention

Tertiary Intervention
PRIMARY INTERVENTION
Identify ‘at risk’ groups
Clear Responsibilities
Training and Education
Established Procedures
Organisational Change
SECONDARY INTERVENTION

Early Intervention
Stress Management Training
Improved Communication
Mediation
TERTIARY INTERVETION
REHABILIATION
BENEFITS OF PREVENTING STRESS
Reduced symptoms of poor mental and physical health;
Fewer injuries, less illness and lost time;
Reduced sick leave usage, absences and staff turnover, and
increased productivity;
Greater job satisfaction;
Improved staff morale;
Increased work engagement;
Reduced costs to the employer; and
Improved employee health and community wellbeing
THANK YOU!!

HAVE A STRESS FREE LIFE

AHEAD!!