chapter 9 stress and work-life linkages. chapter 9 stress and work-life linkages copyright © 2002...

chapter

99STRESS AND

WORK-LIFE LINKAGES

CHAPTER 9 Stress and Work-Life Linkages

Copyright © 2002 Prentice-Hall

Stress

The experience of opportunities or threats that people perceive as important and also perceive they might not be able to handle or deal with effectively.

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Aspects of Stress1. Stress can be experienced because of both

opportunities and threats.2. The threat or opportunity experienced is

important to a person.3. The person who is experiencing an important

opportunity or threat is not sure that he or she can effectively deal with it.

4. Whether people experience stress depends on how they perceive potential opportunities and threats and how they perceive their capabilities to deal with them.

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Personality: Several personality traits are important for understanding why workers exposed to the same potential source of stress may differ in the extent to which they actually experience stress.– Neuroticism, openness to experience, self-esteem

Ability: Stress can be experienced when workers lack the abilities necessary to perform their jobs.– Lack of experience may also increase stress.

Individual Differences

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Consequences of Stress• Physiological Consequences

– Sleep disturbances

– Psychosomatic illnesses (e.g., headaches, ulcers)

• Psychological Consequences– Negative moods or emotions

– Negative attitudes (e.g., dissatisfaction)

– Burnout: psychological, emotional, or physical exhaustion

• Behavioral Consequences– Performance

– Absenteeism and turnover

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Advice to Managers Realize that what is stressful for one worker may not be stressful for

another. When workers have negative attitudes toward their jobs and the

organization and frequently seem on edge or in a bad mood, try to find out whether they are experiencing excessively high levels of stress by asking about their concerns.

When managing workers who help others as part of their jobs, be on the lookout for the signs of burnout.

When using motivational techniques and tools such as goal setting and contingent rewards, be sure you are not causing your subordinates to experience negative stress.

When workers seem to be having a lot of interpersonal problems with other organizational members or with customers, clients, or patients, determine whether they are experiencing too high a level of stress.

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Potential Stressors

Group andOrganization-Related

Stressors

Group andOrganization-Related

Stressors

PersonalStressorsPersonalStressors

Work-LifeStressors

Work-LifeStressors

Job-RelatedStressors

Job-RelatedStressors

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Personal Stressors• Major Life Events

– Getting married– Getting divorced– Death of a close friend/relative– Buying a home– Moving– Serious illness

• Minor Life Events– Traffic congestion– Vacations

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Job-Related Stressors

• Role Conflict

• Role Ambiguity

• Work Overload

• Work Underload

• Promotions

• Challenging Job Assignments

• Work Reorganizations

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Managing Job-Related StressorsTo make sure that role conflict does not get out of hand, managers should be sure not to give workers conflicting expectations and should try to ensure that what they expect subordinates to do does not conflict with what others expect from them.Role ambiguity can be kept to a manageable level by telling workers clearly what is expected of them, how they should perform their jobs, and what changes are being made.Managers can try to make sure that none of their subordinates are overloaded and can redesign jobs that include too many tasks or responsibilities.

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Managing Job-Related StressorsWhen underload is a problem, managers might want to consider redesigning jobs so that they score higher on the five core job dimensions of the job characteristics model.When workers experience stress from promotions, challenging job assignments, or incentive plans, managers should take steps to raise their self-efficacy.Organizations should do whatever they can to minimize the negative effects of layoffs and downsizing on their employees’ well-being.

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Group andOrganization-Related Stressors

• Misunderstandings, conflict, interpersonal disagreements

• Uncomfortable or unsafe working conditions

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Stressors Arising out ofWork-Life Linkages

• Work life - personal life role conflict

• Family responsibilities– Child care– Elder care

• Work requests in violation of personal values

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Advice to Managers

Realize that workers’ personal problems impact their attitudes and behaviors at work. Realize that workers also have demands placed on them from their personal lives, and be understanding when they must attend to such demands.

Try to eliminate uncomfortable working conditions whenever possible, and make sure that workers are not exposed to unnecessary danger on the job. Make sure safety precautions are followed.

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Coping with Stress

• Problem-focused coping: The steps people take to deal directly with and act on the source of stress.

• Emotion-focused coping: The steps people take to deal with and control their stressful feelings and emotions.

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Problem-Focused Coping Strategies for Individuals

• Time Management: A series of techniques that can help workers make better use of and accomplish more with their time.

• Getting Help From a Mentor

• Role Negotiation: The process through which workers actively try to change their roles in order to reduce role conflict, role ambiguity, overload, or underload.

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Emotion-Focused Coping Strategies for Individuals

ExerciseMeditationSocial SupportClinical CounselingNonfunctional

Strategies

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Problem-Focused Coping Strategies for Organizations

• Job Redesign and Rotation

• Reduction of Uncertainty• Job Security• Company Day Care• Flexible Work Schedules

and Job Sharing• Telecommuting

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Emotion-Focused Coping Strategies for Organizations

• On-Site Exercise Facilities

• Organizational Support

• Employee Assistance Programs

• Personal Days and Sabbaticals

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Advice to ManagersWhen workers are experiencing too much stress and it is having negative consequences for them or for the organization, discuss with them the many possible problem-focused and emotion-focused ways of coping with stress.

Inform workers about and encourage them to take advantage of company day care facilities, flexible work schedules, on-site exercise facilities, personal days and sabbaticals, and employee assistance programs that exist for your organization.

Let your subordinates know that you care about their well-being and are willing to help them with problems.

Explore the viability of expanding your organization’s problem- and emotion-focused coping strategies.

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chapter 9 stress and work-life linkages. chapter 9 stress and work-life linkages copyright © 2002...

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