Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7 C H
A
P
T
E
R
Organizational Stress,
An Individual View
?DEFINE what is meant by the term stress,
?DESCRIBE the components of the organizational stress
model,
?DISTINGUISH between four different categories of
stressors,
?DISCUSS major individual and organizational consequences
of stress,
?IDENTIFY some of the variables which moderate the stress
process,
?DESCRIBE several different organizational and individual
approaches to stress prevention and management,
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-3
Stress,A Stimulus or Response
STRESS
Stimulus
Treats stress as some
characteristic or
event that may result
in disruptive
consequence,
Response
The consequence of the
interaction between and
environmental stimulus
(a stressor) and the
individual’s response,
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-4
What is Stress?
Stress is an adaptive response,moderated by
individual differences,that is a consequence of any
action,situation,or event that places special
demands on a person,
Three key factors determine the likelihood of stress,
?Importance,How significant the event is to the
person
?Uncertainty,Degree of clarity over what will
happen
?Duration,Length of time the demands remain in
place
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-5
An Organizational Stress Model (See Exhibit 7.1)
Stressors
?Work-Related,
?Individual
?Group
?Organizational
?Non-work,
?Extra-organizational
Stress Moderators
?Valuable attributes that
affect the nature of a
relationship
Outcomes
?Behavioral
?Cognitive
?Physiological
Intervention
?Individual and organizational
stress prevention and
management
?Reduce occurrence,
intensity and negative
impact
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-6
Work Stressors,Individual
Role Conflict
?Compliance with one set of expectations is in conflict
with another set (e.g.,work roles,home/work roles)
Work Overload (See Exhibit 7.2)
?Qualitative Overload - feel lack ability to complete tasks
or that job standards are too high
?Quantitative Overload - having too many things to do or
too little time to do them
Pace of Change
?Radical restructuring,new technologies,mergers,team-
orientations,and downsizing
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-7
Work Stressors,
Significant Group and Organizational
?Participation
?Intra and Intergroup
Relationships
?Organizational
Politics
?Organizational
Culture
?Lack of
Performance
Feedback
?Inadequate Career
Development
Opportunities
?Downsizing
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-8
Individual Stress Outcomes
Anxiety,frustration,apathy,
lowered self-esteem,aggression,
and depression
Poor concentration,inability to make
sound decisions,mental blocks,and
decreased attentions spans,
Accident proneness,impulsive
behavior,alcohol and substance abuse,
and explosive temper
Increased or elevated heart rate,blood
pressure,glucose levels,and stomach acid
production; sweating,and hot & cold flashes,
Cognitive
Behavioral
Physiological
Psychological
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-9
Organizational Outcomes
Stress Costs Organizations Money!
(Estimated at $150-300 Billion/year)
? Poorer decision-making
? Decreased creativity
? Lost work time
? Increased turnover
? More sabotage
? And a host of other variables affecting
organizational productivity
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-10
Level of
Individual
Adaptation
Stress Moderators
Moderator
Conditions,behaviors,or characteristics that
qualify the relationship between two variables,
Stress Moderators
Personality
Type A Behavior Pattern
Social Support
Individual
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-11
Type A Personality (TABP)
? Chronically struggles to get as many things done as
possible in the shortest amount of time
? Is aggressive,ambitious,competitive,and forceful
? Speaks explosively,rushes others to finish what
they are saying
? Is impatient,hates to wait,considers waiting a
waste of precious time
? Is preoccupied with deadlines and is work-oriented
? Is always in a struggle with people,things,events
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-12
The comfort,assistance,or information one
receives through formal or informal contacts with
individuals or groups,
Social Support
May take the form of,
?Emotional Support,Expressing concern,
indicating trust,boosting esteem,listening
?Appraisal Support,Providing feedback and
affirmation
?Informational Support,Giving advice,making
suggestions,providing direction
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-13
Stress Management and Prevention
Stress Management
Procedures for helping people cope with or
reduce stress already being experienced,
Stress Prevention
Focuses on controlling or eliminating stressors
that might provoke the stress response,
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-14
Stress Management and
Prevention Programs
Program Targets
?Identifying and modifying work stressors
?Educating employees to better
understand and modify stress and its
potential impacts
?Supporting employee efforts to cope with
the negative impact of stress
(See Exhibit 7.4)
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-15
Maximizing
Person-Environment Fit (P-E Fit)
P-E Fit
Individual
Extent to which the
employee’s skills,abilities,
and experience match the
demands and requirements
of employer,
Organization
Extent to which work
provides formal and
informal rewards that
meet or match the
person’s needs,
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-16
Employee Assistance Programs (EAPs)
General Program Elements,
Diagnosis
Treatment
Screening
Prevention
Organizational Stress Prevention and
Management Programs
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-17
Organizational Stress Prevention
and Management Programs
? Focus on the employee’s
overall physical and mental
health
? Activities designed to
identify and assist in
preventing or correcting,
? Specific health problems
? Health hazards
? Negative health habits
Most Prevalent
Programs Include,
?Hypertension
identification & control
?Smoking cessation
?Physical fitness and
exercise
?Nutrition and diet
control
?Personal stress
management
Wellness or Health Promotion Programs
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-18
Individual Stress Prevention
and Management
Cognitive Techniques
?Person’s response to stressors
is mediated by thoughts or
labels applied to situations
?Focus on changing labels or
,cognitions” so people
appraise situations differently
Biofeedback
?Teach to control a variety of
internal body processes
Relaxation Training
?Reduce a person’s arousal
level
?Bring about a calmer state
of affairs,psychological
and physiological
Meditation
?Turning one’s attention
toward more subtler levels
of thoughts
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7 C H
A
P
T
E
R
Organizational Stress,
An Individual View
?DEFINE what is meant by the term stress,
?DESCRIBE the components of the organizational stress
model,
?DISTINGUISH between four different categories of
stressors,
?DISCUSS major individual and organizational consequences
of stress,
?IDENTIFY some of the variables which moderate the stress
process,
?DESCRIBE several different organizational and individual
approaches to stress prevention and management,
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-3
Stress,A Stimulus or Response
STRESS
Stimulus
Treats stress as some
characteristic or
event that may result
in disruptive
consequence,
Response
The consequence of the
interaction between and
environmental stimulus
(a stressor) and the
individual’s response,
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-4
What is Stress?
Stress is an adaptive response,moderated by
individual differences,that is a consequence of any
action,situation,or event that places special
demands on a person,
Three key factors determine the likelihood of stress,
?Importance,How significant the event is to the
person
?Uncertainty,Degree of clarity over what will
happen
?Duration,Length of time the demands remain in
place
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-5
An Organizational Stress Model (See Exhibit 7.1)
Stressors
?Work-Related,
?Individual
?Group
?Organizational
?Non-work,
?Extra-organizational
Stress Moderators
?Valuable attributes that
affect the nature of a
relationship
Outcomes
?Behavioral
?Cognitive
?Physiological
Intervention
?Individual and organizational
stress prevention and
management
?Reduce occurrence,
intensity and negative
impact
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-6
Work Stressors,Individual
Role Conflict
?Compliance with one set of expectations is in conflict
with another set (e.g.,work roles,home/work roles)
Work Overload (See Exhibit 7.2)
?Qualitative Overload - feel lack ability to complete tasks
or that job standards are too high
?Quantitative Overload - having too many things to do or
too little time to do them
Pace of Change
?Radical restructuring,new technologies,mergers,team-
orientations,and downsizing
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-7
Work Stressors,
Significant Group and Organizational
?Participation
?Intra and Intergroup
Relationships
?Organizational
Politics
?Organizational
Culture
?Lack of
Performance
Feedback
?Inadequate Career
Development
Opportunities
?Downsizing
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-8
Individual Stress Outcomes
Anxiety,frustration,apathy,
lowered self-esteem,aggression,
and depression
Poor concentration,inability to make
sound decisions,mental blocks,and
decreased attentions spans,
Accident proneness,impulsive
behavior,alcohol and substance abuse,
and explosive temper
Increased or elevated heart rate,blood
pressure,glucose levels,and stomach acid
production; sweating,and hot & cold flashes,
Cognitive
Behavioral
Physiological
Psychological
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-9
Organizational Outcomes
Stress Costs Organizations Money!
(Estimated at $150-300 Billion/year)
? Poorer decision-making
? Decreased creativity
? Lost work time
? Increased turnover
? More sabotage
? And a host of other variables affecting
organizational productivity
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-10
Level of
Individual
Adaptation
Stress Moderators
Moderator
Conditions,behaviors,or characteristics that
qualify the relationship between two variables,
Stress Moderators
Personality
Type A Behavior Pattern
Social Support
Individual
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-11
Type A Personality (TABP)
? Chronically struggles to get as many things done as
possible in the shortest amount of time
? Is aggressive,ambitious,competitive,and forceful
? Speaks explosively,rushes others to finish what
they are saying
? Is impatient,hates to wait,considers waiting a
waste of precious time
? Is preoccupied with deadlines and is work-oriented
? Is always in a struggle with people,things,events
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-12
The comfort,assistance,or information one
receives through formal or informal contacts with
individuals or groups,
Social Support
May take the form of,
?Emotional Support,Expressing concern,
indicating trust,boosting esteem,listening
?Appraisal Support,Providing feedback and
affirmation
?Informational Support,Giving advice,making
suggestions,providing direction
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-13
Stress Management and Prevention
Stress Management
Procedures for helping people cope with or
reduce stress already being experienced,
Stress Prevention
Focuses on controlling or eliminating stressors
that might provoke the stress response,
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-14
Stress Management and
Prevention Programs
Program Targets
?Identifying and modifying work stressors
?Educating employees to better
understand and modify stress and its
potential impacts
?Supporting employee efforts to cope with
the negative impact of stress
(See Exhibit 7.4)
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-15
Maximizing
Person-Environment Fit (P-E Fit)
P-E Fit
Individual
Extent to which the
employee’s skills,abilities,
and experience match the
demands and requirements
of employer,
Organization
Extent to which work
provides formal and
informal rewards that
meet or match the
person’s needs,
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-16
Employee Assistance Programs (EAPs)
General Program Elements,
Diagnosis
Treatment
Screening
Prevention
Organizational Stress Prevention and
Management Programs
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-17
Organizational Stress Prevention
and Management Programs
? Focus on the employee’s
overall physical and mental
health
? Activities designed to
identify and assist in
preventing or correcting,
? Specific health problems
? Health hazards
? Negative health habits
Most Prevalent
Programs Include,
?Hypertension
identification & control
?Smoking cessation
?Physical fitness and
exercise
?Nutrition and diet
control
?Personal stress
management
Wellness or Health Promotion Programs
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
7-18
Individual Stress Prevention
and Management
Cognitive Techniques
?Person’s response to stressors
is mediated by thoughts or
labels applied to situations
?Focus on changing labels or
,cognitions” so people
appraise situations differently
Biofeedback
?Teach to control a variety of
internal body processes
Relaxation Training
?Reduce a person’s arousal
level
?Bring about a calmer state
of affairs,psychological
and physiological
Meditation
?Turning one’s attention
toward more subtler levels
of thoughts
