Part B - Stress Flashcards

You may prefer our related Brainscape-certified flashcards:
1
Q

Briefly explain Cannon’s Fight or Flight Theory (1930’s).

A

When faced with a stressor, the body is aroused and motivated to act via two systems: the sympathetic nervous system and the endocrine system.

The two physiological systems interact to mobilise organisms to fight against or flee the danger.

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2
Q

What are the strengths of Cannon’s (1930’s) Fight or Flight Theory?

A

Measuring stress hormones gives an objective measure of stress. The biological reactions to stress have been clearly identified.

The Fight/Flight response has been observed in all mammals in response to threats.

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3
Q

Who developed the General Adaptation Syndrome theory?

A

Selye (1956)

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4
Q

Who developed the Fight or Flight model of stress?

A

Cannon (1930’s)

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5
Q

Describe Selye’s (1956) General Adaptation Syndrome.

A

A three stage model: alarm, resistance and exhaustion.

Physiological resources of the body are mobilised to deal with an impending threat (the nature of the stressor is unimportant).

The body recognises that not all of the mobilised resources are needed; thus continues with only necessary resources.

The body realises it’s physiological resources are depleted and a second attempt to mobilise is made. If this second attempt doesn’t neutralise the threat, may lead to permanent damage of organism = disease of adaptation. Results in illness!

Selye assumed an equal response to physical and psychological stressor.

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6
Q

What are the strengths of Selye’s (1956) General Adaptation Syndrome?

A

He showed the significance of the role of the HPA axis in stress.

He identified the importance and the effects of stress medically and in diseases whereas other researchers have not been able to properly prove the negative effects of chronic stress.

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7
Q

What are the weaknesses of Selye’s (1956) General Adaptation Syndrome?

A

He did not pay much attention to the SAM system and its role in stress and did not really understand the link or relationship of the HPA and SAM.

Selye’s idea that stress always produces the same physiological pattern was extravagant as a researcher called Mason compared the responses to varying stressors with differences of how much fear, uncertainty or anger they created. The varying stressors produced different patterns of adrenaline, noradrenaline and cortisol secreted in the body.

It must also be criticized that Selye used non-humans (rats) for his research on human response to stress. This could have lead to some of his errors as rats may not respond in the same psychological way as humans. He may have used rats for ethical purposes and even if humans were used for the research, it could be argued that it was for medical purposes so it could not have been unethical anyway.

The tests Selye carried out may not necessarily have the same outcomes in pattern for all people as all people have individual differences. Therefore the way in which one person reacts to one stress may vary from the way another person may react to the same stressor. Different levels of hormones may be produced and the patterns may differ with different people due to how they perceive and cope with the stress.

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8
Q

Who developed the Life Events Theory?

A

Holmes and Rahe (1967)

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9
Q

Describe Holmes and Rahe’s (1967) Life Events Theory.

A

This theory considers the social and psychological causes of stress. Assumes that stress arises as a consequence of the life events that an individual experiences.

The more events experienced, the greater degree of stress, and subsequently, the greater risk of illness.

Holmes and Rahe created the Life Events Inventory, and assigned a rating between 0 and 100 to each event according to their severity. The events were “Life Events” and “Daily Hassles”.

Life events included: 
Death of a spouse - 100
Divorce - 73
Marriage - 50
Son or Daughter leaving home - 29

Daily Hassles included:
Too many things to do
Job Dissatisfaction
Not getting enough sleep

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10
Q

What are the strengths of Holmes and Rahe’s (1967) Life Events Theory?

A

Many studies have found an association between the number of life events, their severity and the onset of physical and mental illness.

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11
Q

What are the weaknesses of Holmes and Rahe’s (1967) Life Events Theory?

A

The impact of life events on physical illness is small and accounts for little of the variance in illness reporting (Lin et al., 1979). Which may be a consequence of their infrequency.

It may be more important how many minor stressors or daily hassles the individual experiences. The cumulative effects of such minor events may contribute more to the stress process than less frequent life events. E.g. continuously feeling dissatisfied at work and feeling too much responsibility/not enough time, may be more stressful to someone than their child leaving home. This is supported by Kanner et al (1981)

Two further weaknesses also apply to Selye’s General Adaptation Syndrome (1956):

  • Doesn’t attempt to understand the emotional experience of stress
  • Can’t explain why some people may experience the same events or stress but have different emotional and health outcomes. Makes no effort to explain processes intervening between external events and emotion and illness.

*It is clear that internal processes are central to both the experience of stress and it’s health consequences.

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12
Q

What are the similarities between Cannon and Selye’s theories?

A

Both theories assume an automatic response to external stressors.

Stress is uni-dimensional.

Stress reaction is proportionate to the degree of stress.

No role for perception and interpretation of environmental influences.

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13
Q

Who developed the Transactional Model of Stress?

A

Lazarus and Folkman, 1984.

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14
Q

Describe the Transactional Model of Stress (Lazarus & Folkman, 1984).

A

A coherent and influential model of stress.

The Transactional Model of Stress and Coping Theory is a framework which emphasises appraisal to evaluate harm, threat and challenges, which results in the process of coping with stressful events.

Transactional (interaction) occurs between a person and the environment.

Describes the cognitive precursors to the negative emotions that are associated with stress and strategies used to reduce them.

Describes stress as arising from the appraisal that environmental demands are taxing individual resources - threatening well-being.

When faced with external demands, we engage in two types of appraisal: primary and secondary.

Primary appraisals consider the potential threat carried by the situation, if the situation is considered as threatening, then the secondary appraisal comes in.

Secondary appraisals consider how well we are able to cope with this threat. If we think the situation is threatening and that we lack the resources to cope effectively, we will experience some degree of stress.

Coping:
Internal options - e.g. will-power, inner strength.
External options - e.g. peers, professional health

Problem based coping attempts to change negative emotions/stress.Used when we feel we have control of the situation, thus can manage the source of the problem.

Possible strategies could include: defining the problem, generating and evaluating alternative solutions, learning new skills to manage the stressor, reappraising, by reducing our ego involvement.

Emotional based-coping is used when we feel we have little control of the situation, thus we can’t manage the source of the problem. This involves gaining strategies for regulating emotional distress, e.g. avoiding, distancing yourself from the emotion, acceptance, seeking emotional support from your partner, selective attention, alcohol, venting anger.

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15
Q

What are the strengths of the Transactional Model of Stress (Lazarus & Folkman, 1984)?

A

It considers cognitive approaches, which the fight-flight and general adaptation syndrome models do not.

It is a dynamic model - i.e. if factors in the ability for the individual to change their appraisal and thus their response.

It caters for individual differences, they way we appraise and cope varies a lot.

Identifies alternative methods for managing psychological responses to stressors.

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16
Q

What are the weaknesses of the Transactional Model of Stress (Lazarus & Folkman, 1984)?

A

Lack of empirical evidence.

Overlap of primary and secondary appraisals, they are interdependent.

Difficulty to label factors that determine stress.

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17
Q

Who thought of stress as an emotion?

A

Lazarus - 1990’s.

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18
Q

What does Lazarus (1990’s) mean by stress is an emotion?

A

Emotions are our response to ‘relational meaning’. Just like anger is a response to a demeaning offence and anxiety is a response to an uncertain existential threat.

What causes the stress reaction is not just the environmental demand but the significance is appraised by the individual.

There’s ‘good’ and ‘bad’ stress. (Lazarus, 1999)

Eustress - arousal with positive outcome, individual feels in control.
Distress - arousal with negative outcome, individual feels out of control.

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19
Q

What are the strengths of Lazarus’s (1990’s) theory that stress is an emotion?

A

Understanding sociocultural influence allows for high ecological external validity.

Acknowledges social and cognitive rather than just biological.

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20
Q

What are the weaknesses of Lazarus’s (1990’s) theory that stress is an emotion?

A

Reductionist theory in reference to emotions. It assumes that emotions mean the same to everyone. Individual differences.

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21
Q

Which type of personality is ‘cancer prone’?

A

Type C (Eysenck, 1994).

  • suppression of negative emotions
  • hopelessness and helplessness in the face of stress
  • passivity
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22
Q

Who devised what model as a counterpart to Lazarus?

A

Hobfoll’s (1989) ‘Stress as a lack of resources’.

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23
Q

Describe Hobfoll’s (1989) ‘Stress as a lack of resources’.

A

Hobfoll’s conservation of resources theory (COR) states that the level of stress an individual experiences is a consequence of the extent to which their resources are lost, threatened with loss, or are invested without subsequent resource gain.
Central to this theory is the idea that resources are quantifiable and changes to them carry consequences.
Resource loss is more problematic and therefore more motivational to avoid resource loss than seek resource gain.
Resources - internal factors (knowledge and skills) and environmental and social factors.

*Relates well for work stress.

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24
Q

What are the similarities between Hobfoll’s (1989) Conservation of Resources theory and Person-Environment Fit Theory?

A

Both approaches examine the interaction between the person and the environment and the degree of correspondence between demands, the environment and individual’s resources to deal with those demands.

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25
Q

What are the differences between Hobfoll’s (1989) Conservation of Resources theory and Person-Environment Fit Theory?

A

P-E Fit Model focuses mostly on people’s perceptions of fit, whereas COR theory incorporates more objective indicators of actual fit.

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26
Q

What is Resource Spiralling, according to Hobfoll (1989)?

A

Resource spiralling is when individuals lack resources to deal with stressful events, they are not only more vulnerable in that situation but also “loss begets further loss” of resources.

King et al. (1999) found evidence of resource spiralling in personnel in Vietnam struggling to cope with PTSD, reducing opportunities for recovery.

Resource gains can also spiral.

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27
Q

What are Resource Caravans, according to Hobfoll (1989)?

A

Resource caravans - resources can aggregate and build on each other. Hobfoll describes caravanning of self-efficacy with optimism. For example, if the self-efficacy of individuals is enhanced by effective job performance, they will become more optimistic concerning their ability to perform effectively in the future.

The availability of social support may bolster feelings of self-esteem of individuals, leading to them feeling more comfortable about seeking further social support in the future.

28
Q

Describe Xanthopoulou et al’s (2009) study.

HINT! It illustrates the applicability of COR theory.

A

Xanthopoulou and colleagues did a longitudinal study using employees from an electrical engineering firm in the Netherlands.

They examined reciprocal relationships between job resources (e.g. autonomy, supervisory coaching, social support, performance feedback), personal resources (self-efficacy, optimism) and work engagement.

They observed that when employees had higher levels of resources, their work engagement increased and high levels of engagement were also associated with greater resources at a second time period.

They concluded that both role (job) resources and personal resources play an important role in facilitating work engagement. The study also demonstrated a concept of gain spirals in respect of work engagement.

29
Q

Describe the Job-Demands-Control Model of Work Design. (Later adapted and re-named to the Job-Demands-Control-Support Model)

A

The model by Karasek (1979, 1990) is different but complimentary to Hobfoll’s (1989) COR theory.

It is proposed that though excessive job demands or pressures can have an impact on stress levels, by themselves these demands are not the most important contributors to strain experiences. Rather, the amount of strain people experience in their work will be determined by whether or not they have control over the demands they have to deal with.

Later, in 1990, the SUPPORT component was added by Karasek and Theorell. Research has suggested that the beneficial effects of control will be further enhanced when the individual receives social support (practical and emotional) from work colleagues/supervisors.

The support component was added after extensive research showed social support at work alleviates stress.

30
Q

Give an example of research supporting the J-D-C-S model.

A

Daniels and colleagues (2008) found that control and support have a positive impact on reducing strain and enhancing well-being and they enable people to cope more effectively with stressors and these benefits accumulate over time.

They found that control and support facilitated both problem-focused and emotional appraisal coping which in turn, were related to factors such as fatigue, error rates and reduction of risky decisions.

31
Q

In some cases, social support can be detrimental to well-being. What does this depend on?

A
  • Appropriateness

- Whether the person wants support

32
Q

What other factors must be considered when investigating stress in the work place, and stress in general?

A
  • Individual differences
  • Work environment
  • Personality
33
Q

How could future research into stress evolve?

A

Currently, this constellation of theories look at the person-environment relationship, but more attention should be given to the appraisals.

It is important for researchers to evaluate the measurement process/technique.

Measurements will need to evolve to be more qualitative and create more person-focused techniques to allow meanings to be captured.

34
Q

What is the ‘P-E fit theory’?

A

The Person-Environment Fit approach to stress has gained widespread attention in occupational stress research. ‘Fit’ refers to match, congruence.

There are 2 components:

a) the degree of match between the demands people face at work and their abilities to meet those demands (demand-ability fit)
b) the match between the person’s needs (physical and psycho-social) and the resources available (“needs-supplies fit”)

A lack of fit between needs and resources will impact stress and well-being.

The basic notion is that there needs to be a match between what people want and what people receive, as well as a match between their abilities and the demands placed upon them.

35
Q

What happens when there is a lack of fit?

P-E Fit

A

If someone faced a high workload but did not have enough time or energy to face it, this could cause psychological strain.

A lack of fit (misfit) could create strain and ultimately reduces their sense of psycho-social well-being.

2 major outcomes of misfit:

  • increased psychological strain
  • decreased psychosocial well-being

Other outcomes of misfit in the workplace include: job dissatisfaction, reduced commitment to the organisation, greater turnover.

36
Q

What are the strengths of the P-E Fit Theory?

A
  • Moves away from approaches that focus on the stress process (biological)
  • Been used when implementing interventions in the work place
  • Forms the core of several theories (Karasek and others)
37
Q

What are the weaknesses of the P-E Fit Theory?

A
  • Theoretical and methodological problems that limit the conclusiveness.
  • Inadequate distinction between different versions of fit (Edwards and Cooper, 1990)
  • Poor measurement of fit components (Edwards & Cooper, 1990)
38
Q

Describe how stress is said to be detrimental to the immune system.

A

There are many studies that provide evidence of a relationship between stress and immune function. Cross-sectional studies compared stress populations with non-stressed controls and have shown impaired immune responses in groups as varied as bereaved individuals with high depression scores, carers of people with alzheimers and people living near disasters.

39
Q

Discuss some research that has provided evidence of a relationship between stress and immune function.

A

Koh and Lee (1998) compared clinically anxious individuals with normal control group and found clinical group had reduced lymphocyte response. They also found no relationship between

40
Q

Discuss some research that has provided evidence of a relationship between stress and immune function.

A

Koh and Lee (1998) compared clinically anxious individuals with normal control group and found clinical group had reduced lymphocyte response.

Kiecolt-Glaser et al (1984) measured immune function of medical students, one month before an exam and the day before the exam.

On the day, (in comparison to baseline measures), there was a reduction in NK cells and T cells.

Coping and appraisals may influence immune function.

Strengths:

  • good levels of ecological validity
  • examines biological effects

Weaknesses:

  • does stress cause illness or does illness make you more prone to stress?
  • doesn’t take into account other variables e.g. nicotine, alcohol, caffeine, general health, exercise and diet. (little control for extraneous variables)
41
Q

Discuss research that has provided evidence of a relationship between stress and cancer.

A

Forsen (1991) found women who knew they had breast cancer reported higher levels of chronic stress prior to it’s onset than those in a matched control group without cancer.

  • Limitation!!*
  • Stress is commonly thought to be associated with disease, this may lead to biased recall of stressful events or retrospective labelling of events as stressful.

NONETHELESS!

Geyer (1991) avoided that problem by interviewing women attending a breast lump biopsy clinic prior to knowledge of disease status. Women who were found to have malignancy reported significantly greater numbers of chronic stressors than women whose lump was found to be benign.

BUT!

Effects of other risk factors associated with cancer (e.g. smoking) were not controlled for.

Some studies (Persky et al., 1987) found no or little relationship.

42
Q

What are some of the considerations that need to be acknowledged when looking at the stress-disease relationship?

A

Much of the research is conducted on populations of people who have knowledge of their disease, this may lead people to search for reasons for their poor health. As stress is commonly associated with disease, this may lead to biased recall and labelling retrospective events as stressful.

Many studies confused the definition of stress and focus on frequency of life events rather than the perception of stress.

We don’t know how much stress is required to have an effect.

These issues can be addressed by observing a group of people with know recurring disorders and measuring any relationship between stress and disease exacerbation over time.
OR by measuring the relationship between stress and the progression of diseases such as cancer or coronary heart disease (CHD).
OR by investigating the impact of stress on development of disease under highly controlled circumstances such as stress on wound-healing or susceptibility to the common cold.

43
Q

Discuss some research showing evidence for a relationship between stress and coronary heart disease (CHD)?

A

In long-term stress, episodes of high sympathetic arousal consequent to stress are associated with the release of fatty acids into the blood stream.
If these aren’t completely utilised during the period of stress, e.g. through exercise, they are metabolised by the liver into cholesterol which may clog arteries.

Short term increases in blood pressure at the time of sympathetic arousal may damage the atheroma already within arteries, leading to the initiation or repair process. A clot may be torn off a damaged artery wall during an episode of high blood pressure and may be too large to pass through arteries of the heart or blood, may prevent blood flow and could result in a stroke.

Vaillant (1998) - 237 men, followed for 55 years.

  • 45% who had experienced depressive episode at or before their baseline measurement were dead at follow-up.
  • 5% reported good mental health.
  • depression appears to be a powerful risk factor for CHD.
44
Q

Describe how stress could actually be good for you?

Hint: Kelly McGonigal’s TED talk

A

Stress has been viewed as the enemy and damaging to health.

Keller et al (2012) studied 30,000 adults (for 8 years)
Q1: How much stress have you experienced over the past year?
Q2: Do you believe that stress is bad for your health?
-Public Death records, after 5 years, who died.

People who experienced lots of stress - 43% higher risk of dying.
BUT! Only true for those who viewed stress as bad.
People who viewed stress as not harmful - lowest rates.

Changing the way you view stress can change body’s response.

Social stress test: speech on weaknesses and maths test (under harassment)
Responses to stress: sweat, heart rate, breathing. Interpreted as bad anxiety.

BUT! Jamieson, Nock & Mendes (2012) told people before social stress test that the stress is energising and is the body’s way of preparing for a challenge, these people were less stressed out, more confident and their blood vessels didn’t contract, the physical reaction was similar to that of JOY. How you think about stress matters.

45
Q

What does oxytocin, the neurohormone, have to do with stress?

A

Oxytocin is the under appreciated aspect of stress. (McGonigal, 2013).
It makes you SOCIAL. Oxytocin primes you to do things that strengthen physical relationship, causes you to crave physical contact with friends, family. Enhances your empathy.

It has actually been suggested that we snort oxytocin, as it causes people to be more compassionate. It’s also a STRESS HORMONE. The pituitary gland pumps it out!
It motivates you to seek social support when stressed, it protects the CV system from stress effects and helps the heart cells regenerate and heal from stress induced damaged. Meaning you recover faster from stress.

46
Q

Describe Paulin, Brown, Dillard and Smith’s (2013) study.

A

They studied 1,000 adults in the USA, ages ranging from 34-93.
Q1: How much stress have you experienced in the past year?
Q2: How much time have you spent helping out others? (friends, family, neighbours)
And they looked at Public Death Records, who had died 5 years later.

For every major stress event, increased risk of dying by 30%.

BUT! Not true for the people who spent more time caring for others - increased by 0%.

Caring created resilience.

HOW YOU THINK & ACT CAN CHANGE YOUR EXPERIENCE OF STRESS!

47
Q

Discuss how reducing stress in the workplace can benefit the organisation.

A

Stress can become a serious threat to individuals and companies (Jalagat, 2017). By reducing stress in the workplace, there can be economic benefits for the organisation including:

  • lower risks of litigation
  • improved work quality
  • high morale
  • positive interpersonal relationships
  • better absence management
  • reduced staff turnover
48
Q

What are some possible factors that influence workplace stress?

A

According to Stamper and Johlke (2003). Possible factors include:

  • improved return on investment in training and development
  • reduced costs of sick pay, sick cover and recruitment
  • role conflict
  • work overload
  • role ambiguity
  • underutilisation of skills
  • lack of feedback
  • too much or too little responsibility
49
Q

What are the differences between pressures and stress?

A

Pressures can be positive and motivating, stress occurs when the pressure is overwhelming.

50
Q

Discuss what Jalagat (2017) has to say about stress in the workplace.

A

Stress can be part and parcel of work and can’t always be avoided, however it can be managed and minimised. He found that when employees are under stress, they are likely to perform below expectations, and their productivity decreases with stress. But productivity also increases as a consequence of stress, suggesting a positive linear relationship.

51
Q

Who found that stress can lead to increased performance at work?

A

Rosa (2013)

52
Q

What did Rosa (2013) find out about stress in the workplace?

A

Rosa (2013) found that stress can lead to improved performance at work.

53
Q

Describe how Herzberg’s (1987) model has contributed to the area of stress in the workplace.

A

Herzberg’s model looks at both stress and motivation in the workplace and Herzberg observed that when managers attempted to motivate employees using hygiene factors (pay rise, fast promotion), this caused high levels of stress.

Kakkos and Trivellas (2011) reported that individuals who are seeking extrinsic motivators are more likely to face distress when their expectations aren’t met.

Herzberg’s (1987) model has been influential in encouraging managers to alter job-design rather than increasing pay or changing working conditions. Herzberg found that managers thought offering raises or benefits would motivate employees, but these incentives were only short term because they didn’t influence internal motivating factors.

Being in a work environment with lower levels of internal motivation could lead to higher levels of stress due to feeling “pushed” to perform, as opposed to feeling motivated to perform. E.g. graduates getting jobs in consultancy firm (high workload, tight deadlines, long hours and being told it will be “worth it in the end” with financial incentives and promotions).

54
Q

What is meant by a high-enriched job?

A

The aim of enrichment is for the employee to feel more involved and learn new skills (Herzberg, 1968).

High-enriched jobs involve giving employees more responsibility and input, this can give employees a chance to push stress into performance, and can influence engagement, whereas low-enriched jobs offer less opportunity to project the stress.

However, factors associated with high-enriched jobs, such as, responsibility and poor performance have been associated with higher levels of stress. Nevertheless, these are dependent on the role.

55
Q

Who’s responsibility is it to manage stress in the workplace?

A

Stress is costly to organisations. It is both the employee’s and the organisation’s responsibility to manage the stress to avoid burnout or other health issues.

56
Q

What makes a ‘good’ intervention for stress in the workplace?

A

Interventions are difficult as there is no ‘one size fits all’. The same program can have different levels of effectiveness for different people. Baron, Karanika-Murray and Cooper (2012) suggested that interventions fail due to the contextual and process factors that determine success, rather than the content.

Factors such as level of managerial support, employee participation, social climate, level of ownership and readiness for change are examples of process and contextual issues likely to influence the implementation and success of intervetion (Biron et al., 2012).

57
Q

The HSE (2017) identified six areas of focus that are the primary sources of stress at work, what are these?

A
  • Demands
  • Control
  • Support
  • Relationships
  • Role
  • Change
58
Q

What are some of the common interventions that organisations provide?

A
  • Counselling
  • Meditation
  • Employee Assistance Programmes
  • CBT

However, these are not the only options. Organisations can provide better training for managers and HR to equip them with the skills to recognise work related stress in employees and provide support. Line managers could provide social support by arranging a meeting to discuss potential issues the employee is facing and from there can signpost the employee to appropriate services. Additionally, physical exercise has many health benefits, one being stress reduction (Garcia et al., 2012). Organisations could offer gym memberships or provide a fitness centre or a company sports team.

59
Q

How could providing feedback affect employees?

A

Regular feedback can have a motivating effect as positive feedback can encourage employees to keep up the good work and negative or constructive feedback can give employees motivation to improve their performance (Longzeng et al., 2011).

Line managers could also tailor the job role design, to a certain extent, in order to suit the individual better and manage stressful aspects of the role. Line managers can give employees the chance to have a say in how they carry out their job, which is motivating as it makes employees feel as though their opinion is valued and will increase performance.

60
Q

What did Jordan et al (2016) find out about stress amongst nurses?

A

In general, the nurses were not healthy: 92% had moderate to very high stress levels; 78% slept less than 8 hours sleep per night; 69% did not exercise regularly; 63% consumed less than 5 servings of fruits and vegetables per day; and 22% were classified as binge drinkers. When confronted with work place stress, 70% of nurses reported that they consumed more junk food and 63% reported that they consumed more food than usual as a way of coping. Nurses in the “high stress/poor coping” group had the poorest health outcomes and highest health risk behaviors compared to those in other groups. The combined variable of perceived stress and perceived coping adequacy influenced the health of nurses. Therefore, work-site health promotion programs for nurses should focus equally on stress reduction, stress management, and the development of healthy coping skills.

61
Q

What did the World Health Organisation say about stress?

A

They described it as the ‘health epidemic of the 21st century’.

62
Q

How much illness did stress account for last year? (2016)

A

Almost half.

63
Q

Describe how Whittaker demonstrated the effects of acute stress in the BBC Documentary (4th May 2017).

A

Anna Whittaker got the participants to come into contact with snakes and tarantulas, their physical responses were measured and it showed:

  • heart rate spikes
  • breathing rate increases
  • body temp rises
64
Q

Describe how Robertson showed the perception of stress matters in the BBC Documentary (4th May 2017).

A

Robertson aimed to change the appraisal of threat from negative to positive. Before zip lining, he explained that the symptoms of stress and anxiety were the same as excitement. Before the activity he encouraged the pp to say “I feel excited” and to adopt an upright, confident posture.

As well as this, he split a group of office workers into 2. They had to take part in karaoke in front of everyone and half were instructed to say “I feel calm” and half “I feel excited”. Those who said they were excited showed better performance. The calm symptoms are the opposite of excitement so easier to attribute excitement with stress.

65
Q

Describe how stress can affect our taste.

A

Football match. Doughnuts. Sweet vs. Sour.

Winners thought it was sweeter.