Transcript Organizational Behavior _ Chapter 9

Managing Stress and WorkLife Balance
Chapter 9
Sixth Edition
Jennifer M. George & Gareth R. Jones
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Learning Objectives
• Describe how the experience of stress is based on
employees’ perceptions and influenced by individual
differences
• Appreciate the fact that stress can have both positive
and negative consequences for employees and their
organizations
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Learning Objectives
• Be aware of stressors that can arise from employees’
personal lives, their jobs, their work groups and
organizations, the pursuit of work-life balance, and
uncertainty in the wider environment
• Describe problem-focused and emotion-focused
coping strategies for individuals
• Describe problem-focused and emotion-focused
coping strategies for organizations
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Job Losses & Its Consequences
 What effects does job loss have on employees
and their families?
 Mounting levels of stress for employees

Mental & physical well-being

Loss of house

Conflicts with friends and family
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What Is Stress?
Stress is 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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Key Aspects of Stress
• Stress can originate from opportunities and threats
• The opportunities or threats that cause stress are
important to the person in question
• The person who is experiencing the threat or
opportunity is uncertain as to whether he or she can
effectively handle the situation
• Stress is rooted in perception
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Individual Differences and Stress
Personality
Ability
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Personality and Stress
 Self-esteem
 Neuroticism
 Type A
 Extraversion
 Locus of control
 Openness to experience
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Consequences of Stress
Physiological
Consequences
Psychological
Consequences
Behavioral
Consequences
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Signs of Burnout
Feelings of
 Low
personal accomplishment
 Emotional
exhaustion
 Depersonalization
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A Stress Quiz
• Conditions at work are unpleasant or even unsafe.
• I feel that my job is making me physically or emotionally
•
•
•
•
•
•
sick.
I have too much work or too many unreasonable
deadlines.
I can’t express my opinions or feelings about my job to
my boss.
My work interferes with my family or personal life.
I have no control over my life at work.
My good performance goes unrecognized and
unrewarded.
My talents are underutilized at work.
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An Inverted U Relationship Between Stress and
Performance
Exhibit 9.1
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Sources of Stress
Personal Life
Job
Responsibilities
Membership in
Groups
Work-Life Balance
Environmental
Uncertainty
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Personal Sources of Stress
 Minor Life Events





Getting a speeding ticket
Have trouble with your inlaws
Getting caught in traffic
Going on vacation
Getting a new assignment
at work
 Major Life Events







Death of a loved one
Divorce
Serious illness
Getting arrested
Getting married
Buying a house
Having a baby
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Job-Related Stressors
• Role conflict
• Role ambiguity
• Overload
• Underload
• Challenging assignments
• Economic well-being and job security
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Group- and Organization-Related Stressors
• Cultural differences
• Uncomfortable working conditions
• Unsafe working conditions
• Mergers and acquisitions
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Work-Life Balance
 Elder care
 Child care
 Value conflict
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Environmental Uncertainty
• Global instability
• Aftermath of war and terrorism
• SARS
• Corporate scandals
• Exposure to toxins
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Coping Strategies for Individuals
 Emotion-focused
 Problem-focused
 Exercise
 Time
 Meditation
 Mentoring
 Social
 Role
support
 Clinical
management
negotiation
counseling
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Time-Management Steps
• Make lists of all tasks to accomplish during
day
• Prioritize tasks
• Estimate length of time required to complete
each task
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Nonfunctional Coping Strategies
• Eating
• Drinking
• Taking drugs
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Coping Strategies for Organizations
Emotion-focused
Problem-focused
 On-site exercise facilities
 Job redesign
 Organizational support
 Job rotation
 Employee assistance
programs
 Personal days/
sabbaticals
 Uncertainty reduction
 Job security
 Company day care
 Flextime/job sharing
 Telecommuting
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OB Today: Alleviating Stress Through
Organizational Support
• Layoffs especially stressful at small companies.
• Close personal relationships develop making layoffs
more difficult.
To boost morale Companies show employees support
by:
• Helping laid off employees find new jobs.
• Give current employees extra incentives on the job.
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