1. © 2013 Cengage Learning Chapter 7 Stress and Well-Being at Work Learning Outcomes 1.Define stress, distress, and strain. 2.Compare four different approaches to stress. 3.Explain the psychophysiology of the stress response. 4.Identify work and nonwork causes of stress. 5.Describe the consequences of stress. 6.Discuss individual factors that influence a person’s response to stress and strain. 7.Identify the stages and elements of preventive stress management for individuals and organizations.

2. Learning Outcome Define stress, distress, and strain. © 2013 Cengage Learning 1

3. What Is Stress? [Stress] – the unconscious preparation to fight or flee that a person experiences when faced with any demand [Stressor ] – the person or event that triggers the stress response [Distress (or strain)] – the adverse psychological, physical, behavioral, and organizational consequences that may arise as a result of stressful events © 2013 Cengage Learning

4. Learning Outcome Compare four different approaches to stress. © 2013 Cengage Learning 2

5. Homeostatic/Medical Stress occurs when an external demand upsets an individual’s natural, steady-state balance. 4 APPROACHES TO STRESS © 2013 Cengage Learning

6. Individuals differ in their appraisal of events and people What is stressful for one person is not for another Perception and cognitive appraisal determines what is stressful COGNITIVE APPRAISAL © 2013 Cengage Learning

7. Problem-focused coping emphasizes managing the stressor COGNITIVE APPRAISAL Emotion-focused coping emphasizes managing your response

8. Confusing and conflicting expectations in a social role create stress. Good person-environment fit occurs when one’s skills and abilities match a clearly defined set of role expectations. Stress occurs when expectations are confusing or when they conflict with one’s skills. PERSON-ENVIRONMENT FIT © 2013 Cengage Learning

9. PSYCHOANALYTIC STRESS Discrepancy between the idealized self and the real self-image © 2013 Cengage Learning

10. Learning Outcome Explain the psychophysiology of the stress response. © 2013 Cengage Learning 3

11. The Stress Response Release of chemical messengers Activation of sympathetic nervous and endocrine systems © 2013 Cengage Learning

12. How often do the following happen to you? Always (3), often (2), sometimes (1), or never (0)? Rate each statement on a scale from 0 to 3, as honestly as you can and without spending too much time on any one statement. Am I Overstressed? 1. I have to make important snap judgments and decisions. 2. I am not consulted about what happens on my job or in my classes. 3. I feel I am underpaid. 4. I feel that no matter how hard I work, the system will mess it up. 5. I do not get along with some of my coworkers or fellow students. 6. I do not trust my superiors at work or my professors at school. 7. The paperwork burden on my job or at school is getting to me. 8. I feel people outside the job or the university do not respect what I do. Record your score as the sum of your responses. Beyond the Book: Stress Check

13. © 2013 Cengage Learning How often do the following happen to you? Always (3), often (2), sometimes (1), or never (0)? Rate each statement on a scale from 0 to 3, as honestly as you can and without spending too much time on any one statement. Am I Angry? 1. I feel that people around me make too many irritating mistakes. 2. I feel annoyed because I do good work or perform well in school, but no one appreciates it. 3. When people make me angry, I tell them off. 4. When I am angry, I say things I know will hurt people. 5. I lose my temper easily. 6. I feel like striking out at someone who angers me. 7. When a coworker or fellow student makes a mistake, I tell him or her about it. 8. I cannot stand being criticized in public. Record your score as the sum of your responses, and add it to your score from the previous section. Beyond the Book: Stress Check

14. © 2013 Cengage Learning To find your level of anger and potential for aggressive behavior, add your scores from both quiz parts. 40–48: The red flag is waving, and you had better pay attention. You are in the danger zone. You need guidance from a counselor or mental health professional, and you should be getting it now. 30–39: The yellow flag is up. Your stress and anger levels are too high, and you are feeling increasingly hostile. You are still in control, but it would not take much to trigger a violent flare of temper. 10–29:Relax, you are in the broad normal range. Like most people, you get angry occasionally, but usually with some justification. Sometimes you take overt action, but you are not likely to be unreasonably or excessively aggressive. 0–9: Congratulations! You are in great shape. Your stress and anger are well under control, giving you a laid-back personality not prone to violence. Beyond the Book: Stress Check

15. Learning Outcome Identify work and nonwork causes of stress. © 2013 Cengage Learning 4

16. Sources of Stress: Work Demands © 2013 Cengage Learning

17. Stress Source: Nonwork Demands © 2013 Cengage Learning

18. Learning Outcome Describe the consequences of stress. © 2013 Cengage Learning 5

19. Positive Stress Stress response itself is neutral Some stressful activities (aerobic exercise, etc.) can enhance a person’s ability to manage stressful demands or situations Stress can provide a needed energy boost © 2013 Cengage Learning

20. Yerkes-Dodson Law © 2013 Cengage Learning

21. Individual Distress Work-related psychological disorders (depression, burnout, psychosomatic disorders) Medical illness (heart disease, strokes, headaches, backaches) Behavioral problems (substance abuse, violence, accidents) © 2013 Cengage Learning

22. Organizational Distress Participative Problems – a cost associated with absenteeism, tardiness, strikes and work stoppages, and turnover Performance Decrement – a cost resulting from poor quality or low quantity of production, grievances, and unscheduled machine downtime and repair Compensation Award – an organizational cost resulting from court awards for job distress © 2013 Cengage Learning

23. Recent European studies on worker stress show disturbing trends: Companies in the United Kingdom lose 13.7 million working days per year due to stress, causing £28.3 billion ($47.4 billion) in productivity losses. More than 25% of workers in the UK describe their mental health as moderate or poor. So far in 2009, 25 employees of France Telecom have committed suicide. Beyond the Book: Stressed-out in Europe © 2013 Cengage Learning

24. Learning Outcome Discuss individual factors that influence a person’s response to stress and strain. © 2013 Cengage Learning 6

25. Individual Differences – Achilles’ heel phenomenon – a person breaks down at his or her weakest point

26. Gender Effects Sexual Harassment Vulnerabilities © 2013 Cengage Learning

27. Type A Behavior Patterns Competitiveness Time urgency Social Status Insecurity Aggression Hostility Quest for achievements © 2013 Cengage Learning

28. Personality Hardiness [ Personality Hardiness ] –challenge (versus threat) –commitment (versus alienation) –control (versus powerlessness) [ Transformational Coping ] active process of modifying one’s perception of an event in order to reduce stress. © 2013 Cengage Learning

29. Self-Reliance Self-Reliance – a healthy, secure, interdependent pattern of behavior related to how people form and maintain supportive attachments with others Counterdependence – an unhealthy, insecure pattern of behavior that leads to separation in relationships with other people Overdependence – an unhealthy, insecure pattern of behavior that leads to preoccupied attempts to achieve security through relationships. © 2013 Cengage Learning

30. Learning Outcome Identify the stages and elements of preventive stress management for individuals and organizations. © 2013 Cengage Learning 7

31. Preventative Stress Management an organizational philosophy according to which people and organizations should take joint responsibility for promoting health and preventing distress and strain © 2013 Cengage Learning

32. Preventative Stress Management Primary Prevention – the stage in preventive stress management designed to reduce, modify, or eliminate the demand or stressor Secondary Prevention – the stage in preventive stress management designed to alter or modify the individual’s or the organization’s response to a demand or stressor Tertiary Prevention – the stage in preventive stress management designed to heal individual or organizational symptoms of distress and strain © 2013 Cengage Learning

33. Preventative Stress Maintenance © 2013 Cengage Learning

34. Staff at a Nova Scotia prison tried to relieve their work stress by taunting and abusing inmates. Various companies sell “relaxation” drinks that promise to help consumers unwind. One of them appears to evoke the effects of marijuana. Some employees gossip about a co-worker to express their negative attitudes about them. Beyond the Book: Non-effective Stress Relief Techniques © 2013 Cengage Learning

35. Organizational Stress Prevention Job redesign Goal setting Role negotiation Social support systems © 2013 Cengage Learning

36. Job Strain Model © 2013 Cengage Learning

37. Social Support at Work and Home © 2013 Cengage Learning SOURCE: J. C. Quick, J. D. Quick, D. L. Nelson, and J. J. Hurrell, Jr., Preventive Stress Management in Organizations (Washington, D.C.: American Psychological Association, 1997), 198. Reprinted with permission.

38. Individual Preventive Stress Management © 2013 Cengage Learning

39. What Can Managers Do? Learn how to create healthy stress without distress Help employees adjust to new technologies Be sensitive to early signs of distress Be aware of gender, personality, and behavioral differences Use principles and methods of preventive stress management © 2013 Cengage Learning

40. The Upside of Anger 1.Separately assess the stressors affecting Terry and Denny. View Part I for Terry and Part II for Denny. 2.Are Terry and Denny having a distress or eustress response? Give examples of behavior in the film sequences to support your observations. 3.Review the section, “The Consequences of Stress.” What consequences do you observe or predict for Terry and Denny? © 2013 Cengage Learning

41. Modern ShedShed 1.How might being an outside contractor add stress to Scott Pearl’s job? 2.How does Scott Pearl’s person-environment fit affect his responses to stressors? 3.Is Scott Pearl’s goal setting an example of primary, secondary, or tertiary preventive stress management? Explain. © 2013 Cengage Learning