Modified Managerial Stress and Its Management

7/28/2019 Modified Managerial Stress and Its Management

1/37

Management of Stress

Modern world, said to be the

world of achievements, is

also the world of stress

********

Nobody really cares if youre

miserable, so you might as

well be happy

********

Birds sing after a storm. Why

shouldnt we?


2/37

Options

T

There is no escape from stress in modern life. We need to find waysof using stress in a productive way, reducing dysfunctional stress and

dealing with it effectively


3/37

Relaxation is an ongoing process

We can relax and calm downwhile driving to work,

making a routine phone

call, picking up groceries,shaving, showering,applying make up or

playing with our pets. Wecan turn these mundane

moments into a personaltime out and bounce back,

feeling good and

de-stressed


4/37

Frustration

Frustration is the blocking or slowing down of a goal

directed activity. It is caused by a sense of privation (lack

of somethingstudent working hard to get into MBA but

does not have the finances) , deprivation (blocking or

interference with goalstudent falling seriously ill before

an important examination) or conflict in relation to goal(career advancement options).

The reaction to frustration / disappointment is dependent

on the personality type, work and social environment and

the attitudinal disposition of the individual. The resultantcycle of hope and frustration, like all continuous cycle are

self perpetuating; with the passage of time they becomestronger and tends to repeat itself.


5/37

Stress

Stress is the interaction between the situation and the individual. It is the

psychological and the physical state that results when the resources of theindividual are not sufficient to cope with the demands and pressures of thesituation. It upsets the equilibrium between mind and body.

The magnitude of response to stress is dependent on the individuals

Signs of stress is reflected in the changes in peoples reactions. Response

areas are feelings(anxiety, depression, irritability, fatigue), behavior(withdrawn, aggressive, tearful, unmotivated, eating/sleeping disorders)thinking (loss of concentration, hypersensitive to criticism) and physical(palpitations, nausea, headaches, sweating, asthma).

It is natural and healthy to maintain Optimal Stress Level (OSL). Success,achievement, higher productivity and effectiveness call for stress.

When stresses are left unchecked and unmanaged, they create problemsand require specialists intervention may lead to BURNOUT stage.

Like feeling, stress is experienced.


6/37

Approaches to Stress

Following approaches are in vogue to understand STRESS

1. StimulusOriented : Stress is regarded as an external force

which is perceived as threatening. Any external event or internaldrive threatening to upset the organic equilibrium of the mindand body is stress

2. ResponseOriented : The way people perceive and ascribemeaning to stress producing situations, the value they attribute toactions and the way they interact with events.

There are four phases to the reaction to stress viz (a) initial phaseof anticipatory threat, (b) the impact of stress, the recoil phaseand (d) post traumatic phase

3. Psychodynamic : This approach considers events (external andinternal) which pose a threat to the integrity of the organismleading to the disorganization of personality. Stress may beinduced by the interpersonal (external) or intra-psychic (betweenimpulses and ego) factors resulting in anxiety.


7/37

Duration of exposure to Stress

Alarm stage Resistance Stage Exhaustion stage

Normal level

of resistance

Hans SelyesGeneral Adaptation Syndrome (GAS) has been

widely accepted as the most comprehensive model to explain

stress. The three stage model is as follows

Initial shock stage

Counter shock phase

Resistance level begins

to decline irreversibly


8/37

Stress Tolerance Limit

Any discussion on stress process and its effect will have totake into consideration the individual resilience to stress,

called the Stress Tolerance Limit (STL). It is made up offour vital components

1. Depression Proneness: Depression is an emotional state ofdejection, feeling of worthlessness, guilt and apprehension.Two types (a) Endogenous, largely of ones own making and(b) Exogenous due to external factors beyond theindividuals control

2. Anxiety: Emotional tension characterized by apprehension.Harmful stress is so crippling that it stops us from doing

anything constructive.3. Anger: Chronic anger (trait anger) wears down the body by

overtaking its systemic resources.

4. Personality Types: A types are more prone to be stressedthan the B types.


9/37

Differential Response to Stress

Keeping in view that stress is a personal response to thevariations in the environment, different persons wouldreact differently to the external stimuli. It will bedependent on

a. Nature and magnitude of the stress

b. Importance of the stressor to the individual

c. Perception of the threat element of the stressor

d. Personal and social support system available to theindividual

e. Personality Type of the individualf. Willingness of the individual to do something about the

stress


10/37

Sectors of Stress

In view of the different STL, individuals would responddifferentially to Stress.

There are three important sectors in life where stress

originates.

a) Job and Organization (totality of work environmenttask, atmosphere, colleagues, compensation, policies)

b) Social Sector (social/cultural contextreligion, caste,

language, dress)

c) Intra-psychic Sector (things which are intimate andpersonaltemperament, values, abilities and health)


11/37

Burnout

Burnout is defined as the end result of stress experienced but notproperly coped with, resulting in symptoms of exhaustion, irritation,

ineffectiveness, inaction, discounting of self and others, and health

problems (hypertension, ulcers, heart ailments etc)

Burnout Stress Syndrome(BOSS), the consequence of BURNOUT;

have major personal, organizational and social costs. These costs areincreasing.

BOSS is a debilitating psychosomatic condition and can lead to

a. Depletion of energy reserves

b. Lower resistance to illness

c. Increased dissatisfaction and pessimism

d. Increased absenteeism and inefficiency at work

Burnout occurs at individual level and is a negative psychological

experience. It is known to have devastated lives and ruined careers.


12/37

Stages On Way To Burnout

1. Honeymoon Stage: Euphoric feeling with the new assignment; dysfunctional

features emerge in two ways (a) energy levels gradually gets depleted copingwith the demands and challenges and (b) habits and strategies for coping with

stress are formed at this stage and are not adequate to meet future challenges.

2. Fuel Shortage Stage: Vague feeling of loss, fatigue, sleep disturbance and

confusion; leads to escape activities as increased eating, drinking, smoking.

Signals future difficulties.3. Chronic Symptom Stage: Anger, depression, physical illness, sense of

fatigue and exhaustion overtakes the individual. Expert attention and help

needed at this stage.

4. Crisis Stage: When the psychological and physiological symptoms persists

over a period of time the individual enters the crisis phase

5. Hitting the Wall:The stage of BOSS may mark the end of

ones professional career. The recovery from this stage isdependent on the individual and the support system that he commands.


13/37

Honeymoon Stage


14/37

Fuel Shortage Stage


15/37

Chronic Symptom Stage


16/37

Crisis Stage


17/37

Hitting the Wall Stage

BOSS


18/37

Preventive Strategy for Burnout

Wilder and Plutchick have suggested a preventive recipefor burnout through training in Need Assessment andCoping Methodology. The following steps aresuggested:

Sensitize the individuals to their own needs (personalityneeds and work place related needs)

Help the individuals to assess the need fulfillingcharacteristics of a potential job

Increase the probability of appropriate match between an

individual and the job Focus individual attention on the areas they should work

on to provide maximum satisfaction on the job


19/37

Organizational Stress

The Concept of Role Stress

One of our important goals in life is the pursuit ofhappiness, peace and stress free life. The process has led usfrom stage to stage till we found ourselves caught in thedynamic whirlpool of micro macro and inter / intraorganizational systems, goals, strategies, cultures,structures, and styles of performance. In the process, wegenerally get reduced to an insignificant cog in the totalorganizational infrastructure. This tends to generate afeeling of powerlessness, meaninglessness, norm-less-nessand consequent stress.


20/37

Roles

Role can be defined as the position a person holds in asystem (organization) as defined by the expectations of

varioussignificantpersons, including himself / herself for

that position

The definition of role indicates inherent problems in the

performance of a role (subjective assessment) and,

therefore, stress is inevitable.

The related concepts of Role Space and Role Set have

built-in potential for conflict and stress


21/37

Role Space / Role Set

Role Space: Each individual occupies and plays severalroles simultaneously (son / daughter, father / mother,

executive, club member etc). They constitute Role Space.

It is, therefore, defined as the dynamic interrelationship

between the individual and the role demands.

Role Set: Individual role in an organization is an

amalgamation of expectations. It is therefore, the pattern

of relationship between the role being considered andother roles.


22/37

Role Conflicts

Role Space conflict: There

are three variables viz.

self, role under question

and other roles. The

conflicts may take place

due to:

Inter Role Distance (IRD)

Role Stagnation (RS)

Self Role Distance (SRD)

Role Set Conflict: Theconflicts are a result ofincompatibility amongst theexpectations of stakeholders.They are :

Role Ambiguity (RA)

Role Expectation Conflict(REC)

Role Overload (RO)

Role Erosion (RE)

Resource Inadequacy (RIn)

Personal Inadequacy (PI)

Role Isolation (RI)


23/37

Personality

Externality

Withdrawal

Machiavellians

Climate

High control

Low achievement

Highalienation

Low role

efficacy

Low job

satisfaction

Low effective

Role behavior Role stress

Model of Organizational Role Stress


24/37

Role Stress Consequences

Role based stresses affect Pleasantness on the job

Increases general fatigue of the employee

Reduces potentiality to perform effectively

Immobilize the person to use available resources effectively

This can be effectively countered if the organizations

assist individuals to define their roles and the individuals

are willing to share this concern through strategies like

proactivity, confrontation, creativity and bonding (RoleEfficacy) and switching from reactive to proactive role.


25/37

Intrinsic to the jobBoredom

Physical working conditions

Time pressure and deadline

Exorbitant work demands

Information overload

Job design and tech problems

Role in organizationRole conflict / Role ambiguity

Job responsibilities / boundaries

Career DevelopmentUnder / over promotion

Success / thwarted ambition

Lack of job security

Relationships at workPoor interpersonal relationshipsThreats from subordinates

Org. structure & climateAutocratic, Non participative,

Bureaucratic pettiness

Sources of stress at work

GenericMid life crisis

Family problems

Financial probs.Communication

handicap

Individual

Lack of meaningin life

Work obsession

Anxiety / emotions

STL

Personality type

Hypertension

Depression

Drinking

Smoking

Drugs

Cholesterol

Coronary,Psychosomatic

ailments

Mental health

Psychiatric

issues

Personal Stressors Symptoms of

excessive stressDisease

Sources of stress at work & effect on individuals


26/37

Counteracting Stress

Stress is an inevitable part of our social functioning. It canbe prevented and effectively managed through planned

efforts. The two segments are:

1. What the organizations can do

2. What an individual can do


27/37

Coping Strategies

Folkman et alhave proposed eight coping strategies:

1. Confrontive coping

2. Distancing

3. Self control

4. Seeking social support

5. Accepting responsibility

6. Escape avoidance

7. Planned problem solving8. Positive reappraisal


28/37

Coping Styles

The anecdotal research points at self regulating our

emotional responses. However, the macho model shouldbe discouraged.

Passive or dysfunctional styles (Avoidance, putting theblame on others)

Proactive or functional styles (Approach, activeapproaches to dealing with the situation)

People generally use a combination of the styles(situational determinant).More of the resources one has,greater is the buffering against stress.

In general the dysfunctional style could be damaging whenthey prevent direct action, but can be otherwise helpful to

prevent psychological degeneration


29/37

Moderators of StressPERSONALITY VARIABLES:

i. Needs (personal growth, achievement and self actualization)

ii. Locus of control (synergy of physiological, psychological & socialneeds)

iii. Personality type (careful placement and monitoring of Type Aindividuals)

iv. Coping strategies (approach strategy increases immediate but reduces

long-term stress; avoidance does the opposite)

v. Efforts (doctrine of Karma; efforts important and not the outcome);Culture.

ORGANIZATIONAL VARIABLES:

i. Organizational Climate

ii. Job satisfaction

iii. Occupational Stress

iv. Hierarchical Level

v. Psychological Participation (feeling of involvement)


30/37

Organizational Response

Stress Audit: It is an OD intervention, designed to assess

stress and suggest mitigating measures. It also includes

collection of data pertaining to organizational climate, role

stresses, job satisfaction, job anxieties etc and fits theminto an analysis matrix to arrive at appropriate

interventions.

Use of scientific inputs: Dissemination of information on

how to face stressors within the organization and outside.One may derive immense benefits from a knowledge offundamentals of stress, appropriate response, dietetics,exercises and meditation.


31/37

Organizational Response Contd.

Check with company doctors: Doctors arevaluable resource in helping members of the

organization in coping with identified stress. They

also have valuable information about interpersonal

and organizational conflicts. It is a pity that

doctors are treated only as clinicians.

Spread the message: The importance of the

regular habits of work, leisure, proper diet,exercise and mental peace should be emphasized

at the organizational level.


32/37

Individual Response -1

Individuals can develop certain temperamental qualities and adoptspecific behavior patterns or habits which could help in preventing ,mitigating or effectively coping with stress. Some are

Increase self esteem, tolerance and patience (1090 law)

Avoid rigidity in functioning, attitudes and decisions

Avoid Multitasking; prioritize (Parkinsons law)

Share your problems with friends and peers (introvert / extrovert)

Be Sincere and not try to be a Perfectionist (Murphys law)

Do not be always over enthusiastic; beware of your constraints andlimitations (chill)

Be a Realist in your aspirations

Maintain good interpersonal relations; ignore minor irritations

Manage time pragmatically

Work on you strengths


33/37

Individual Response II

There are two streams of coping with stress; (a) drug

therapy and (b) non drug methods. The latter areadvantageous and safer. Some of them are:

Recreation (music, painting, fishing, hobbies, trekking)

Acupuncture

Exercise (walking, games)

Yoga, Relaxation and Meditation

Specialized stress management technique viz. SMET (SelfManagement of Executive Tension) Technique, QRT(Quick Relaxation Technique), IRT (Instant Relaxation

Technique), Art of Living (Ravishankar), Biofeedback,Vipasna, and many other de-toxing and de-stressing

programs

Spiritual inclinations; spirituality


34/37

The Comprehensive Stress Protection Plan

Individual Level Organizational Level Societal Level

Cultivating self belief Support to reduce conflictbetween home and work life

Inculcating self belief byfacilitating interaction

Develop / Cultivate

appropriate personality traits

Improved communication to

ensure ones identity in the

organization

Larger movement to

discourage drug dependence

Develop / Cultivate stress

coping strategies

Management support to

reduce psychologicalbaggage

Adopting appropriate life

style change

Keep away from self

medication, drug addiction

Develop mechanism to foster

positive inter personal

relationships

Community festivals, annual

picnics, get together

Extra curricular activities,

positive attitudes, hobbies,yoga, meditation

Provide regular medical

check up and support incases requiring psychiatric

attention

Provide means for relaxation

(amusement parks, movies,

parks, fairs)

Physical exercise Provide gym facilities in

office

Laughing clubs

Peaceful home / family

environment

Compulsory annual holidays Healthy and peaceful

environment

Nine Easy Ways


35/37

Nine Easy Ways

To avoid Stress at Home To relieve stress To live a stress free life

Stress free home contributes

to overall happiness andsuccess

Sky gazing, Be blank for

sometime

Adjust with circumstances

on which you have nocontrol

Avoid bringing work from

office

Avoid Always Winner

syndrome

Say NO without feeling

guilty

Do not carry foul mood from

office

Appreciate natural beauty Look for positives, avoid

jealousies

You are not the Boss at

home; play your role

Hum your favorite tune Forget and forgive, avoid

arguments

Do not let discussions turn

into arguments; patch up

Wear smile, enjoy pleasure,

express gratitude

Learn to say sorry even not

at fault

Reciprocate goodwill

gestures, be appreciative

Do not let the clock chase

you

Ignore inconsequential

remarksAvoid fault finding, Spend regular quality time

with spouse

Learn to unlearn bad habits

Avoid comparisons Be reasonable with your

ambition

Learn to lose gracefully

Plan your budget Delegate Laugh at yourself


36/37

Epilogue

The organizational role stress is not asimportant for an individuals mental

and physical health as the way he

copes with stress. For managers themost effective amongst the strategies

and approaches is the one in which the

individual shares with other significantpersons, friends and jointly finds a wayof managing it.


37/37

Suggested Reading

Stress and Coping by Dr. D.M.Pestonjee

Studies in Stress and its Management , Edited by

D.M. Pestonjee

Udai Pareek

Rita Aggarwal

Stress Management Walt Schafer

Modified Managerial Stress and Its Management

Documents

Transcript of Modified Managerial Stress and Its Management