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Prepared by Argie Butler, Texas A&M University ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly.

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Presentation on theme: "Prepared by Argie Butler, Texas A&M University ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly."— Presentation transcript:

1 Prepared by Argie Butler, Texas A&M University ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 13 th Edition Don Hellriegel & John W. Slocum, Jr.

2 Prepared by Argie Butler, Texas A&M University ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8

3 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint Explain the concept of and influences on creating stress 2.Identify the primary sources of work-related stressors 3.State the potential impacts of severe stress on health, performance, and job burnout 4.Describe how individual differences influence reactions to stressful situations 5.Apply individual and leader insights to the management of workplace stress 6.Explain four major types of workplace aggression

4 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.2 Learning Insights Difficulties, challenges and stresses due to extended layoffs in a poor economy Stress of a layoff may motivate search for new career options Severe and extended stress may have adverse health impacts

5 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint % said that workplace stress had caused physical and psychological difficulties 40% view their jobs as very or extremely stressful 48% said that excessive stress makes it hard for them to perform well on the job 14% had felt like striking a coworker in the past year, but didnt

6 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.4 Stress: the excitement, feeling of anxiety, and/or physical tension that occurs when the demands placed on an individual are thought to exceed the persons ability to cope Fight-or-flight response: the biochemical and bodily changes that represent a natural reaction to an environmental stressor

7 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.5 Stressors from Work and the Environment Level of Stress Experienced Perceptions Past experiences Social support Individual differences Influenced by the Individuals

8 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.6 At some plants, we have six-weeks unpaid layoffs on a rolling basis. A big concern for a lot of employees is Am I going to have a job? This way, its a comfort to them like having six weeks off, and still having a job to come back to. Weve been doing this for two years now. Employees feel like they have some sort of control, and they almost always come back. Stacy Guinn, HR Coordinator, Sherwin-Williams

9 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Level of Stress Experienced Workload Job conditions Role conflict and ambiguity Career development Interpersonal relations Workplace aggression Conflict between work and life roles Work-Related Stressors Perceptions Past experiences Social support Individual differences Influenced by the Employee Chapter 8: PowerPoint 8.7

10 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.8 Learning Insights Adverse consequences of demeaning communications by managers Adverse consequences of snide comments thru by managers Adverse consequences of public humiliation about others by managers

11 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.9 Severe Work versus Family Pressures Creates Stress on the Employee Leads to Work- Family Conflicts Dissatisfaction Frustration Depression Other Possible Results

12 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.10 Moderate Stress Events Academic probation Death of close friend Major injury or illness Parents divorce Serious arguments with romantic partner High Stress Events Death of parent Death of spouse Divorce Flunking out Low Stress Events Change in eating habits Change in social activities Conflict with instructor Lower grades than expected

13 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.11 Physiological effects: Increased blood pressure, increased heart rate, sweating, hot and cold spells, etc. Emotional effects: Anger, anxiety, depression, lowered self-esteem, etc. Behavioral effects: Poor performance, absenteeism, high accident rates, high turnover rates, etc.

14 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.12 Health problems Coronary heart disease, back pain, headaches, etc. Impact on the organization Increased health insurance costs and lost work days Over 75% of industrial accidents are rooted in stress Stress-related workers compensation claims

15 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.13 Adapted from Nixon, P. Stress: The human function curve. American Institute of Stress. (March 2007).www.stress.org High Low Performance LowHighArousal stress Good StressDistress Fatigue Comfort zone Exhaustion Ill health Healthy tension

16 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.14 Job Burnout Constant pressure Insecurity Competition Conflict Economic problems Loneliness Other Working Conditions Unfulfilled expectations Lack of meaning Lack of control Overwork Poor decisions Stress Exhaustion Frustration Helplessness Depersonalization

17 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.15 Sense of urgency about time Competitive, almost hostile orientation Thinking about other things while talking to someone Impatience with barriers to task accomplishment Sense of guilt when relaxing or taking a vacation

18 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.16 Sense of personal control Attribute ones own behavior to internal causes Commitment to their work and personal relationships Change or potential threats seen as challenges and opportunities for growth

19 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.17 Learning Insights Continuous learning and preparation is vital for coping with high stress crises Trust in the leader is vital under crisis situations A hardy personality matters in a crisis

20 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.18 Plan ahead and practice good time management Exercise, diet, rest, and other health-related behaviors Maintain a positive perspective and sense of humor Balance work life and personal life Learn relaxation techniques

21 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.19 Improvements in the physical work environment Job design Changes in workloads and deadlines Changes in work schedules, more flexible hours, and sabbaticals Increased employee participation

22 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.20 Team building Career counseling and other employee assistance programs Time management workshops Job burnout workshops Training in relaxation techniques

23 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.21

24 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.22 Hostilityabusive verbal or symbolic behaviors Obstructionismbehavior that is designed to hamper the individuals performance Overt aggressionmany types of assault, violence, and destruction of property

25 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.23 Hostile attribution biasassumption that people tend to be motivated by the desire to harm others Potency biasassumption that interactions with others are contests to establish dominance versus submissiveness Retribution biasindividuals think that taking revenge (retribution) is more important than preserving relationships

26 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.24 Derogation of target biasindividuals see those they wish to make (or have made) targets of aggressions as evil, immoral, or untrustworthy Social discounting biasindividuals believe that social customs reflect free will and the opportunity to satisfy their own needs

27 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.25 Repeated and persistent negative actions directed towards one or more individuals that involve a perceived power imbalance and create a hostile work environment Flaunts status or authority, condescending Gives others the silent treatment Insulting, yelling, shouting, rage Verbal forms of sexual harassment Talks about others behind their back

28 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.26 Speak directly to the bully Tell a friend or colleague Keep a diary of the specific behaviors and incidents Discuss the bullying with your manager or other authority File a formal complaint Legal action, if all else fails

29 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.27 Ganging up by coworkers, subordinates, or superiors to force someone out of the workplace through rumor, intimidation, humiliation, discrediting, and/or isolation Tyranny of the group

30 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.28 Recall discussion of it and harassment in Chapter 2 Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature Quick pro quo: submission to harassment is used as the basis for employment decisions Hostile environment: creates an offensive working environment

31 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.29 Protection against retaliation Definition of Harassment Plus Prohibition statement Plus Complaint procedure Plus Disciplinary measures Plus

32 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.30 Tell person the behavior is offensive orally and, if necessary, in writing Keep detailed record Tell an appropriate higher level person and in writing Use the employers procedures for sexual harassment Last resort: go legal

33 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.31 Any act in which a person is abused, threatened, intimidated or assaulted and that represents an explicit or implicit challenge to the persons safety, well-being or health at work Harm Model of Aggression Continuum Harassment Aggression Rage Mayhem

34 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.32 Violent and threatening behaviorviolence Strange behavior Performance problems Interpersonal problems: expressions of resentment At the end of his (or her) rope

35 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.33

36 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint 8.34 Ignore or be rude to customers Blaming customer problems on higher management Theft Damaging or destroying equipment and facilities Slacking, off, reduced commitment

37 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint Go to What suggestions are presented that help to reduce the stresses of being laid off?www.howtolayoffemployees.com 2.What are the ethical implications for leaders who ignore the impacts of severe workplace stress on their employees? 3.Assume a leader is lacking in the diversity competency. How does this deficiency link to the severe workplace stress experienced by some or all employees? 4.Give an example of your use of the fight-or-flight response. In that situation, all things considered, was your response effective or ineffective?

38 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint Have you experienced or observed workplace incivility? If yes, what impacts, if any, did it have on you or others? Explain. 6.Review the Self-Competency feature entitled Chesley Sullenberger III, Captain of US Airways Flight Based on the descriptions of Sullenberger, what characteristics of the hardy personality are illustrated? Tie the specific comments about him to each of the characteristics identified. 7.Review the Change Competency feature entitled Ortho- Clinical Diagnostics Wellness Program. How does this program help reduce work stressors and modify behaviors?

39 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint Identify and list some of the stressors in a job that you have had. Which were the most difficult to deal with? Why? 9.How would others who know you assess you in comparison to (a) the Type A personality, (b) the Type B personality, and (c) the hardy personality? Explain. 10.Have you experienced or witnessed workplace bullying? If yes, did the organizations leaders deal with it effectively? Explain. 11.Have you experienced or witnessed workplace violence? If yes, did the organizations leaders deal with it effectively? Explain.

40 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint Do your scores suggest that you need to take action to lower your stress level? If yes, what actions do you think would be most effective? 2.Of the seven competencies discussed in this book (communication, self, diversity, etc.), which three are likely to be most effective and important to you in managing your stress level? Explain.

41 ©2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 8: PowerPoint Is the fight-or-flight response evident in this case? Explain. 2.What influences on the stress experience appear to be present? 3.What were the primary work-related stressors for Coleen Colombo and Sylvia Vega-Sutfin? Explain. 4.Do you think the lawsuit was warranted rather than accepting arbitration? Explain. 5.What defense mechanisms used by individuals to justify aggressive behaviors are evident? Explain.


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