stress definition

8/8/2019 Stress Definition

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Stress Definition

Hans Selye , was one of the foundingfathers of stress research . He saidstress is not necessarily something bad

it all depends on how u take it. Or, Stress is a condition or feeling

experienced when a person perceivesthat demand exceeds the personal and

social resources the individual is able tomobilize.


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What Is Stress?

Stress is the emotional and physical

strain caused by our response to

pressure from the outside world.

Common stress reactions include

tension, irritability, inability to

concentrate, and a variety of physical

symptoms that include headache and afast heartbeat.


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Stress Formula

S = P >R

where, Stress (S)Pressure (P)

Resource (R)


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Types of Stress

Eustress

Eustress is one of the helpful types ofstress when a person needs to have someextra energy or creativity.

Distress

Distress is one of the negative types ofstress this is one of the types of stress thatthe mind and body undergoes when thenormal routine is constantly adjusted andaltered


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Acute stress

Acute stress is the type of stress thatcomes immediately with a change of

routine.

Chronic stress

This is the type of stress experiencedby someone who constantly facesmoves or job changes.


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Role

Role is a position a person occupies in a

system as defined or determined by the

expectation of the significant members

of the social system and his or own

expectations from the position he or she

occupies in the system.


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Role stress

Role stress is the stress experienced by

the persons because of their role (job) in

the organization.

They assume a role based on the

expectation of the self and others at

work place.


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Role stress components

stressor : stimulus which produces stress.

a) Stressors that exist outside the organization.

b) Stressor that come from within theorganization.

c) Stressors that relate to duties and

responsibilities of work .

d) Stressors that relate to various work roles.


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Role-space conflicts

Self-role distance : conflict between the selfconcept and the expectations from the role asperceived by the role occupant.

Intra-role conflict : The individual learns to developexpectations as a result of socialization.

Role stagnation : feeling that the role does notprovide opportunities of growth.

Inter-role distance : The individual occupies morethan one role.


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Role-set conflicts

Role ambiguity : lack of clarity about the variousexpectations people have from ones role.

Role expectation conflict : conflict between

expectation or demands by different role senders.

Role overload : feeling that there are too manyexpectations by significant role senders.

Role under load : feeling that there are too lessexpectations by significant role senders.


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Role erosion : feeling that some functionswhich the role occupant would like to performare being performed by other roles.

Resource inadequacy : feeling that theresources required by the role occupant toperform the role effectively are not available.

Role isolation : The gap between the desiredactual linkages with other roles.


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Coping strategies for role stresses

Role stresses Dysfunctional

strategies

Functional strategies

1. Self -role distance Role rejection, self

rejection

Role integration

2. Inter-role distance Role partition, role

elimination

Role negotiation

3. Role stagnation Role fixation Role transition

4. Role isolation Role-boundness Role linkage

5. Role ambiguity Role prescription Role clarification


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Conti

Role stresses Dysfunctional

strategies

Functional strategies

6. Role expectation

conflict

Role taking Role making

7. Role overload Role reduction Role slimming

8. Role erosion Role visibility Role development

9. Resource

inadequacy

Role atrophy Resource generation

10. Personal

inadequacy

Role shrinkage Role linkage


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Major Causes

1. Organizational

2. Individual

3. Group


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Organizational causes

Job Content

Workload and Work pace

Working Hours

Participation and Control

CareerDevelopment, Status and Pay


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Conti..

Role in the Organization

Interpersonal Relationships

Organizational Culture

Home-Work Interface


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Individual Factors

1. CareerChanges

Any change in life results in disequilibrium & heis required to bring a new equilibrium in which heexperiences stress.

example: The promotion, demotion transfer,family separation. with each change heexperiences stress


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Conti

2. Personality Type

The 2 types of personality patterns type A & typeB.

Type A do things rapidly, try to do more thanone thing at a time. tense during leisure time mayeven feel guilty of killing away their time.

Type B do things steadily, perform & execute

things which they feel are within their capacity.Thus people with type A experience more

stress


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Group Factors

(I) Lack of group cohesiveness:

low cohesiveness leads to low morale, lesscommunication, more conflict & feeling of isolation

which results in stress.

(ii)Lack of social support:

Social support from society satisfy the social needs ofindividuals and lack of which results in stress.

(iii)Conflict:

Conflicts in group leads to stress for the individual.


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symptoms of stress at workplace

Absenteeism, escaping from workresponsibilities, arriving late, leaving early, etc.

Deterioration in work performance, more oferror prone work, memory loss, etc.

Cribbing, over-reacting, arguing, gettingirritated, anxiety, etc.

Deteriorating health, more of accidents, etc.

Improper eating habits (over-eating or under-eating), excessive smoking and drinking,sleeplessness, etc.


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Organizational strategies for

managing stress1. Encouraging more of organizational

communication with the employees so thatthere is no role ambiguity/conflict.

2. Encourage employees participation indecision-making. This will reduce rolestress.

3. Grant the employees greaterindependence, meaningful and timelyfeedback, and greater responsibility.


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Conti

4. The organizational goals should be

realistic, stimulating and particular.

5. Encourage decentralization.

6. Have a fair and just distribution of

incentives and salary structure.

7. Promote job rotation and job enrichment.


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Conti

8. Create a just and safe workingenvironment.

9. Have effective hiring and orientationprocedure.

10.A

ppreciate the employees onaccomplishing and over-exceeding theirtargets.


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Employee strategies for

managing stress

1. The employees should make a to-dolist daily, prioritize the acts in the list andplan the acts accordingly.

2. Do hard work. Strive to achieve yourgoals but do not do it to the harm offamily, health, or peer.

3. Indulge in physical exercises.


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Conti

4. Encourage a healthy lifestyle.

5. The employees should have optimistic

approach about their work.

6. The employees should have emotionalintelligence at workplace.

7. The employees should build social support.


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Conti

8. Employee counselling is a very goodstrategy to overcome employee stress.

9. Find a fun way to release stress, suchas, cracking jokes, playing tennis, golf ,etc.

10.Do not remain pre-occupied withyourself. Turn your focus outwards.

stress definition

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