Stress

By Anbu, Ramya, Abirami, Yesudass, vinay, murali,

Meaning of Stress
The Body’s general response to a environmental situation is called STRESS. Stress is that pressure that strains a person’s emotional thought process and physical conditions.

Classification of stress
EUSTRESS

It is the stress experience that activates and motivates people to achieve their goals and succeed in their life’s challenges.
DISTRESS It is the stress that attracted much attention and affects the employees mental and physical health and in turn,their performance.

Nature of stress It may be mild [or] severe It may be permanent [or] temporary Effect depends on the extent of stress Depends on recovery process Affects direction of work and deviation from work .

Sources of stress Extra organisational a) political b) Economic c) Technological Organisational a) Job related b) Role related i) Role ambiguity ii) Role conflict iii)Role overload .

• Continued…. c) Policy related d) physical factors e)Structure related Group cohesion a) Lack of Social Support b) Lack of cohesiveness c) Conflict d) Organisational climate ..

Individual a) Job Concerns b)Career Changes c) changes in life structure d) personality i) A type personality ii) B type personality. .• Continued…..

muscle spasms Light headedness. buzzing or "popping sounds Frequent blushing. grinding teeth Stuttering or stammering Tremors. trembling of lips. dizziness Ringing. hands Neck ache. faintness. sweating .EFFECTS OF STRESS • • • • • • • • • Frequent headaches. jaw clenching or pain Gritting. back pain.

g. lupus) Insomnia Thyroid problems Infertility .Health Problems Linked to Stress • • • • • • • • • • • • • • • • Heart attack Hypertension Stroke Cancer Diabetes Depression Obesity Eating disorders Substance abuse Ulcers Irritable bowel syndrome Memory loss Autoimmune diseases (e.

RELATION • STRESS .

or other creative activity • Praying or going to church • Exercising or getting outdoors to enjoy nature • Discussing situations with a spouse or close friend • Gardening or making home repairs • Practicing deep breathing. dining) • Taking a bath or shower • Writing.What activities or things could help people to relax? • Listening to music • Playing with a pet • Laughing or crying • Going out with a friend (shopping. painting. movie. meditation. or muscle relaxation .

INFLUENCE OF PERSONALITY Anti social personality disorder Avoidant personality disorder Dependent personality disorder Multipersonality disorder .

Picture of stress .

CONFLICT .

.Conflict • Conflict – Conflict is given the wide range of goals for the different stakeholder in the organization.

Types of Conflict .

• Intergroup Conflict – Conflict within a group or team.Types of Conflict • Interpersonal Conflict – Conflict between individuals due to differences in their goals or values. .

groups or departments. – Managers play a key role in resolution of this conflict • Inter-organizational Conflict – Conflict that arises across organizations. .Types of Conflict • Intergroup Conflict – Conflict between two or more teams.

Sources of Conflict .

• Overlapping Authority – Two or more managers claim authority for the same activities which leads to conflict between the managers and workers. .Sources of Conflict • Different Goals and Time Horizons – Different groups have differing goals and focus.

.Sources of Conflict • Task Interdependencies – One member of a group or a group fails to finish a task that another member or group depends on. causing the waiting worker or group to fall behind. but another interdependent group is rewarded for achieving a goal that conflicts with the first group. • Different Evaluation or Reward Systems – A group is rewarded for achieving a goal.

leading to conflict with lower status groups. .Sources of Conflict • Scarce Resources – Managers can come into conflict over the allocation of scare resources. • Status Inconsistencies – Some individuals and groups have a higher organizational status than others.

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You must also know some conflict resolution skills that will help you resolve these conflicts to be able to work together towards a common goal . If you are a manager. you must realize the importance of communication and how it can affect or resolve conflicts within the organization.What are conflict resolution strategies ? • Conflict resolution strategies becomes an inevitable part of interpersonal relationships especially if you are working with many people and managing a large team. you are bound to encounter some personal or business related conflicts along the way. If you are working with groups of people.

• • • • • • Conflict resolution strategies are used in production systems to help in choosing which production rule to fire. . favour the one that matches the most recently added facts. When two or more rules could be chosen.If a rule's conditions are satisfied. choose the rule with the most specific conditions. "it is hot and smokey" rather than "it is hot"). Refractoriness . but previously the same rule has been satisfied by the same facts.Facts are usually tagged to show how recently they were added. The need for such a strategy arises when the conditions of two or more rules are satisfied by the currently known facts. ignore the rule. This helps to avoid the system from entering infinite loops. Categories Conflict resolution strategies fall into three main categories: Specificity . Recency . Also referred to as "degree of specialisation".If all of the conditions of two or more rules are satisfied.g. (e. This helps to utilise the most recently relevant facts.

but the actual problem is not resolved. Collaborating: original goals are set aside and parties work to form a common goal. or win-lose situation • Competing: one party pursues what is wants at the expense of the other party. This rarely solves conflict. competing. Can create a win-win. . Creates a win-win situation. • Cooperating or accommodating: one party gives up allowing the other party to win. • Avoidance: one or both parties involved in the conflict avoid the issue. Creates a win-lose situation. accommodation (or cooperation).• What are the 5 conflict resolution strategies? The five conflict resolution strategies include compromise. Creates a win-lose situation. Compromise: each party gives up a want. lose-lose. collaboration. or avoidance.

are you willing to release your “it”? Opt for action….what are the facts around your “it”? Make your decision…. and why that describes your “it”? Discover and evaluate the truth. Move on) Get connected…. but never your feelings. Own the facts of your “it”. when. What are the answers to who.Move On with a piece of strength. where.” Revealed truth helps us evaluate the wisdom of releasing our “it”. what. Is it tough for you to identify and acknowledge deeper feelings? Use the list in Appendix 4 as a jumpstart.how are you feeling? Own your it…. So get connected.Let it go! ! Replace the space…. A proverb tells us. “People can refute your facts. There is merit in acknowledging specific feelings so that you can decide what to do about them. Get connected with your feelings.Creative Conflict Resolution Strategies • • • • • • • The GOMO! Basics(Get over it . • .” You feel what you feel. and you’ll be ready for the third step. “the sky is not less blue because the blind man doesn’t see it.

where. and why that describes your “it”? Discover and evaluate the truth. . What are the answers to who. A proverb tells us. .” Revealed truth helps us evaluate the wisdom of releasing our “it”. but never your feelings. Own the facts of your “it”. and you’ll be ready for the third step. There is merit in acknowledging specific feelings so that you can decide what to do about them.” You feel what you feel. what.Get connected with your feelings“People can refute your facts. Is it tough for you to identify and acknowledge deeper feelings? Use the list in Appendix 4 as a jumpstart. when. “the sky is not less blue because the blind man doesn’t see it. So get connected.

or not. but we don’t follow through with the action to bring the decision alive.• Make your decision to release your "it". and the stress of “it”. I won’t?” GOMO!® is a choice. No results. Sometimes we make a decision that is powerful in intent. you have clearer.” or “no. We have the power to choose release from distress. I’ll let it go. we’ve still exercised our power of choice. By connecting with your feelings and owning the facts of your “it”. If we choose to hold on to anger or worry or frustration. • Opt for action. . The ideal result of “opt for action” is real action that releases the negative “it”. Will it be “yes. more specific information to make your decision. And if we choose “not”. the worry of “it”. then we no longer camp with victims. No action.

” Pieces of strength are in abundance.• Replace the space with power. and with more fun? . Pieces of strength include actions that build the health of your team’s relationships and their progress towards goal achievement. Move On with a “Piece of Strength. Use the following question as a cue to work with your team for additional pieces of strength: What specific changes in the way we work would help us work together faster. more effectively.