Stress in the workshop chapter 15 Flashcards
Stress in the workplace ( Father of Stress)
Selye – “Father of Stress”
o Defined stress as “the non-specific response of the human body to any
demand made on it”
o Eustress (good) vs. distress (bad)
- General Adaptation Syndrome (GAS)
Relationship Between Stress & Performance
Moderate stress boosts performance, but too much or too little stress lowers it.
General Adaptation Syndrome (GAS) describes the body’s response to stress in three stages
Alarm: Initial “fight or flight” response.
Resistance: Adaptation to stress.
Exhaustion: Depletion of resources from prolonged stress.
A stress episode model typically involves these steps: SPSCO
Stressor: A trigger or event causing stress.
Perception: How the individual interprets the stressor (threat or challenge).
Stress Response: Physical and emotional reactions (e.g., increased heart rate, anxiety).
Coping: The strategies used to manage or reduce stress (e.g., problem-solving, avoidance).
Outcome: The effect of coping on well-being (positive or negative).
Stress Personalities: Type A, Type B, Type D.
Type A: High stress, competitive.
Type B: Low stress, relaxed.
Type D: Negative emotions, high stress.
Pessimists vs. Optimists
Pessimists: More stress.
Optimists: Better stress coping.
Neuroticism:
Emotional instability, more stress.
Gender, Ethnicity, Race:
Different stress responses based on these factors.
Stress Sensitization
Increased sensitivity to stress over time.
Autonomic Nervous System
Sympathetic Nervous System (SNS): Triggers stress responses (e.g., “fight or flight”).
Parasympathetic Nervous System (PNS): Promotes relaxation and recovery
The “Fight or Flight” Reaction
is the body’s response to stress, increasing heart rate and energy to face or escape a threat.
Stress warning signs:
Physical: Headaches, fatigue.
Emotional: Irritability, anxiety.
Behavioral: Sleep/eating changes.
Cognitive: Poor concentration.
Studying Workplace Stress: Recent Studies:
Stress involves both physiological reactions and cognitive appraisal of the situation and resources to manage stressors.
Sources of Stress
Fear
- Resistance
- Resentment
What is a Stressor?
Physical or psychological demands to which an individual responds
The Problem of Stress:
1.Work Stressors: Task-related and role-related stressors.
2.Moderators of Stress: Individual differences (e.g., personality) and social support.
- Consequences of Stress: Burnout and heart disease
Correlations with Employee Stress:
Higher job demands, low control, poor workplace relationships, lack of social support, job insecurity, and poor work-life balance are all correlated with increased employee stress.
Common Work Stressors:
Workload: Too much work.
Role Ambiguity: Unclear expectations.
Role Conflict: Conflicting demands.
Lack of Control: Limited decision-making power.
Job Insecurity: Fear of job loss.
Poor Work-Life Balance: Difficulty balancing work and life.
Psychological Stressors:
Perceived Lack of Control/Predictability: An individual’s perception of control affects their stress response.
Perceptions of Control: Linked to Autonomy, which refers to how much employees can control the when and how of their job tasks.
Interpersonal Conflict:
Negative interactions with co-workers, supervisors, or clients.
It arises when resources are limited, employees have conflicting interests, or feel treated unfairly.
Role Stressors:
Result from multiple task requirements or roles of employees.
Role Ambiguity: Unclear job expectations.
Role Conflict: Conflicting demands from different sources.
Role Overload: Having too many tasks or responsibilities.
Work-Family Conflict:
Occurs when the demands of work interfere with family responsibilities, or vice versa, leading to stress and difficulty balancing both roles.
Emotional Labor: Regulating emotions to meet job or organizational demands.
Surface Acting: Faking or managing emotional expressions.
Deep Acting: Managing and altering one’s internal feelings to align with job requirements.
Psychological Consequences of Stress:
Anxiety: Increased worry and nervousness.
Depression: Persistent sadness and loss of interest.
Burnout: Emotional exhaustion and reduced performance.
Cognitive Impairment: Difficulty concentrating and making decisions.
Mood Swings: Irritability and emotional instability
Maslach Burnout Inventory (MBI) measures burnout through:
Emotional Exhaustion: Feeling drained.
Depersonalization: Negative attitude toward others.
Reduced Accomplishment: Feeling ineffective at work.
Work Schedules:
Shift Work: Varying work hours.
Fixed Shift: Set, consistent hours.
Rotating Shift: Shifts change regularly.
Scheduling Variations:
Flextime: Flexible work hours.
Compressed Workweek: Longer days, fewer days.
Telecommuting: Working from home.
Moderators of stressor-strain relationship
o Locus of control (LOC)
* Belief of individuals that what happens to them is under their control.
o Hardiness
* Set of personality characteristics that provide resistance to stress.
o Self-esteem
* Positive self-worth that is considered to be an important resource for coping
Personality and Stress.
Personality can affect both the extent to which potential stressors are perceived as stressful and the types of stress reactions that occur.
- Three key personality traits:
o Locus of control
o Type A behavior
o Negative affectivity
Negative Affectivity (NA):
People with high NA are more prone to stress due to:
Perceiving stressors more easily.
Being hypersensitive to stress.
Choosing stressful jobs.
Provoking stress through negativity.
Using passive coping strategies that avoid real stress sources.
Physical Work Environment
- Noise
- Temperature
Noise Reduction
Legal limits to noise exposure.
- Change the environment (e.g., carpet, acoustic tiles)
- Reduce noise reaching employee (e.g., ear plugs)
- Reduce noise emitted
Temperature
Body reduces heat by
body increases heat by
effective temperature
Stress Management techniques:
Relaxation: Breathing, meditation.
Exercise: Physical activity.
Time Management: Prioritize tasks.
Support: Seek help.
Healthy Habits: Sleep, nutrition.
Reducing Workplace Violence
- Security measures
- Better employee screening methods
- Increased management awareness
