Introduction to Stress Management

Introduction to melodic phrase perplexityContents (Jump to)What Is render?Categories of tense up arrangingal showManaging Stress presidencyal Stress solicitudedecisive Incident Stress ManagementThe Godrej CaseModern Organizational Stress Management TechniquesConclusionBibliographyEXECUTIVE SUMMARYONLY recently has filter been seen as a contri entirelyory factor to the productivity and health costs of companies and countries. As studies of deform-related illnesses and deaths show, render imposes a high cost on individual health and offbeat as well as organizational productivity. There argon books now, which review the sources and outcomes of job-related stress, the methods used to assess levels and consequences of occupational stress and st numbergies to confront stress and its associated problems.A reduce to Godrej Consumer Products Ltd. (Vikhroli) was of great help in my project. Godrej is one of the companies that are using various Stress Management methods in their org anization. Here I met Mr. Sameer Bharoik, The Leadership and Organization effectualness Staff Consultant, HR Department, Godrej, who is one of the committee members of their actually effective stress adult maleagement system. He told me about the stress management system they were using in Godrej.I was also told about their need to adopt the modern day Stress Management methods rather than the old one, what are the advantages the disadvantages etc. A very friendly and helpful man by reputation, Mr. Sameer helped me a lot to on a lower floorstand how the Stress Management methods are meant to work, what are the practical difficulties in the implementation and how they stupefy managed to overcome these difficulties luckyly.What is Stress?Stress is a complex phenomenon. It has been defined in numerous representations, but simply put it is the wear and tear of anyday life.In everydays life populate are plained to a wide range of hales. Similarly there are also a wide range of resources and strategies for coping with pressure. some epochs mass cope well and go out not observe that the pressure is having any adverse effect upon them. At early(a) times they will cod difficulty in dealing with the situation and that is when we whitethorn use the term stress.In reality, any situation that puts pressure is technically stressful. Stress is not of necessity unpleasant or harmful. When people are able to cope satisfactorily with the stress and find it to be positive in its effect, they tend to use other words such(prenominal) as stimulation or challenge.In this regard a simple but accurate definition of stress isStress occurs when the pressure upon us exceeds our resources to cope up with the pressureCategories of StressStress privy be broadly classified in the following categoriesAcute stress is what to the highest degree people draw as stress. It makes itself felt through tension headaches, emotional disconcerts, gastrointestinal disturbances, feelings of agitation and pressure. Its easily treatable and grass be brought under control in six to eight weeks.Episodic acute stress is more serious and can lead to migraines, hypertension, stroke, heart attack, anxiety, depression, serious gastrointestinal distress. Its quite treatable, but it narrows prevalent life style readjustments, four to six months, and often requires professional help.Chronic stress is the most serious of all. Its the stress that never ends. It grinds us d protest until our bulwark is gone. Serious systemic illness such as diabetes, decreased immuno competence, perhaps cancer is its hallmark. It can be treated, even reversed, but it takes time sometimes cardinal to three years-and often requires professional help.Traumatic stress is the result of massive acute stress, the effects of which can reverberate through our systems for years. Post traumatic stress disorder is treatable and reversible and usually requires professional aid.Certain Statistic s that aid common belief about stressStatistics from a recent global stress look study show that increased stress is felt general, and stress affects women differently than men A recent Roper Starch Worldwide survey of 30,000 people between the ages of 13 and 65 in 30 countries showedWomen who work full-time and hurt children under the age of 13 report the greatest stress worldwideNearly one in four mothers who work full-time and have children under 13 feel stress almost every dayGlobally, 23% of women executives and professionals, and 19% of their male peers, say they feel super-stressedAt work, the following whitethorn be stressors.Needs not met. These could be needs for power, for fulfillment, for use of association non being included by others as part of a base you want to belong toNot being recognized or harbord for ones competenceFeeling that one is not adequate for the task, particularly when compared to some one elseBeing denied what is due (rewards, work)Monotony or boredomNot having enough independence at work, being closely supervisedInequity in rewards, assignmentsVery brusk opportunity for growthToo much of work, overloadToo curt work, boredomInadequate resources to do the assigned work, creating possibilities of failuresConflict in values at work, being required to do what one does not like to doToo umpteen and conflicting demands at work from the role setResponsibilities not clear, ambiguity on what is expectedUnderstanding, unpredictable, temperamental bossNew strange workBeing blamedOn close abbreviation, it will be found that all of the above situations are, in some way or other, causation perceptions of possible failure at work or non-recognition and consequent loss of self-esteem.The Healthy Pattern recognizes that we can help our bodies to cope with the stress adjustment process by applying a positive strategy, such as leisure, relaxation, a vacation/trip, exercise and others. This restores a healthy stress level.The Crisis P attern develops when we fail to recognize the signals that the embody sends and therefrom we continue to stress ourselves until eventually we drop and enter a deep negative state (crisis) and then physical and/or psychological crack-upORGANISATIONAL STRESSThere is a considerable cost to people, in both human and financial terms, in working in an unhealthy stressful environment. It is therefore in the interest of all leaders and managers to create healthy workplaces.What is comm still referred to as organizational stress may be said to be caused by a dysfunctional culture. Where members of an organization share a negative view of that organization, they are not likely to be motivated to perform well. On the contrary, they may feel that work is not worthwhile and that there is little point in pursuing someoneal or organizational objectives or desires. The result may be a serious loss of self-esteem and when this condition prevails this will be begind as stress.Some of the consequ ences of stress have been place asReduced productivityLack of creativityJob dissatisfactionincrease sick leavePremature retirementAbsenteeismAccidentsOrganizational breakdownThere are some(prenominal) ways in which organizational culture will manifest itself in a dysfunctional way. For example, the unhelpful and dysfunctional division between us and them, which may be perpetuated, by both senior managers and those at other levels of an organization in a collusive manner. A division, which results in a lack of prudish communication and a break of blaming culture.Addressing these matters is difficult work, work that cannot be adequately dealt with by managers or internal consultants because they are part of the culture part of the hierarchy, and subject to the authority structure of the organization.However, this is not the total extent of the needs regarding organizational stress. There is also a need for a Stress Management scheme that through various approaches will, in its en tirety, turn in for the needs of the organization.Such a strategy would address the following sort of issuesThe first four actions are as essential as the farthest. Internal staff that has the knowledge, skills can develop all these and ability to ensure that what is provided is as good as anywhere else. There may be benefit from employing outside assistance to consult to the process but basically the experts in the field are in the organization.The real point is that this sort of strategy should be seen as a total package. Without addressing the issue of culture the organization will not achieve the desired effective activities in the areas identified at 1 4 above. Equally, it could be ensured that the organization had a wonderful culture but without the other activities there would be no service for sale to members of the organization.Short term stressWhere stress is low, one may find that his/her performance is low because of boredom, lack concentration and motivation. Where stress is overly high, the performance can suffer from all the symptoms of excessive short-term stress. In the middle, at a moderate level of stress, there is a zone of best performance. If one can cover oneself within this zone, then that person will be sufficiently aroused to perform well while not being over-stressed and unhappy.This graph, and this zone of best performance, is different shapes for different people. Some people may operate most effectively at a level of stress that would leave other people either bored or in pieces. It is possible that someone who functions superbly at a low level might experience difficulties at a high level. Alternatively someone who performs only moderately at low level might perform exceptionally under extreme pressure.The best way of finding your optimum level of stress is to keep a stress diary for a number of weeks.Long term stressThe problems of long term, free burning stress are more associated with fatigue, morale and health than wit h short term adrenaline management.The graph shows stages that a person may go through in response to sustained levels of excessive stressDuring the first phase a person will face challenges with plenty of energy. Ones response will probably be positive and effective.After a period of time one may begin to feel seriously tired. The person may start to feel anxious, bilk and upset. The quality of ones work may begin to suffer.As high stress continues one may begin to feel a sense of failure and may be ill more frequently. A person may also begin to feel exploited by his/her organization. At this stage the person may start to distance himself/herself from the employer, perhaps starting to look for a new job.If high levels of stress continue without relief one may ultimately experience depression, burnout, nervous breakdown, or some other form of serious stress related illness.Managing StressStress cannot be avoided. It should not be avoided. Without stress, there will be no attempt t o try the difficult. One will give up much too easily. One will not succeed in doing even what one is easily capable of, because even the normal faculties will not come into play like the goalkeeper, if he remained relaxed even at the last minute.There are two aspects to take care of in managing stress. One is that one should not develop stress to the point that one becomes non-functional like Arjuna set down his arms. The second is to try to exact back to normal as quickly as one can and not continue to be in a state of stress for too long.The former is achieved essentially by an attitude that is developed by rational thoughts. The first is to realize that ones perceptions often tense the reality. The situation may not be as bad as it may seem to be. The second is to understand that a failure is not an arrant(prenominal) disaster. It is not possible to succeed all the time. It is not even necessary to succeed all the time. One failed effort does not mean that the person is no good. Nobody has succeeded without many losses. Even World champions sometimes lose a first round match to an unseeded player. Marconi and Thomas Alva Edison succeeded in their inventions after many attempts that failed. They saw failures as opportunities to learn.The third is to recognize that worry and anxiety will not modify the situation, but will only disturb ones peace of intellect and health. If one watches passengers at airports and railway stations, one will find how some of them remain quite relaxed and even sleeping while others are continuously qualification enquiries from officials about extent and causes of delays. Such constant enquiries only irritate, but do not expedite solutions. They add to stress of self and of others.As an organization as a wholeOrganizational Stress Auditing (organization)Before organizational stress is targeted, we need to know what is causing it. Workplace stressors should be identified and employees can turn tail with options to manage it .Stress Management Training (group or individual)Through a range of easily applied, practical courses underpinned by widely accepted Stress Management theory, groups and individuals can increase their understanding of the causes of stress and through this, learn techniques for reducing and dealing with stress.As the ManagerAs the boss, one can ensure that subordinates are not put to undue stress and also that they are helped to get out of stress situations as quickly as possible. The steps are admit the stress levelsShow concernEncourage talkingListenEmpathizeExplain and show how it can be doneReassureProvide supportDiscuss and involve them in decisionsShow respect to the individualsAvoid insult, denunciation, abuse, reprimand, particularly in publicAvoid manipulation, coercion, blamingAvoid pressurizing too muchProvide well-disposed supportAll the above, render support and help to reduce anxieties. It is not suggested that the demands on people should be lowered. People like chall enges. They must be tending(p) challenging assignments. That is the only way to growth. But if there is a sensing of extreme stress, it should be managed through reassurance, not by withdrawing the assignment.Personality TypesStudies on Stress have identified that Type A personalities tend to get stressed much faster than Type B personalities. The characteristics of a Type A spirit are an intense urge to achieve, impatience and restlessness, always on the move, hurrying, doing more than one task at a time. He keeps a heavy and soaked schedule and dislikes waiting and relaxing. The Type B is exactly the opposite, takes things easy, finds time to relax, is not impatient and is not obsessed with winning all the time.Instruments have been developed to identify the Type of any person. But no one is fully Type A or fully Type B. It is possible to move from one graphic symbol to another. It is not as if Type B is the more desirable personality, because stress is not the only factor rel evant for enduringness. Achievement is equally important for effectiveness and there the Type A has a better chance to win. clock ManagementInadequacy of resource is a common stressor. One needs resources to do a job and if the resource is not available, there could be stress. One important resource is clip. Many people find that they do not have enough time to do a job. Deadlines seem to be difficult to meet. This is true of individuals as well as of collectives. We read of committees asking for extension of time to do their jobs of projects not being completed on time. Unfortunately, time is such a resource that nobody can give more or take away. Everybody has a definite amount of time available. Studies show that people are poor planners in terms of usage of time as a resource. Time is wasted in a number of ways. Therefore, if one learns ways to manage ones time better, there could be a better control on stress.Time is wasted because ofNon-productive work like searching for fil es, papers and references.Available information being inadequate or incompleteMeetings and lengthy reportsIndecisiveness, unable to make up ones mindCorrecting errors in instructions, assignmentsClarifying goals and rolesToo much routine, paperworkLack of prioritizationOnce the cause is known, the remedy should be obvious. The best way to know the cause is to keep a exact log of how one is using his time over a period of a week or so. Some of the remedies will be in the nature of readjustments of personal habits, like planning on priorities, avoiding drift in meetings, not insisting on perfectionism etc. Some remedies will be in the nature of reorganizing work systems in the office so that search and corrections are made minimal. Some will be in the nature of training others for better work practices, so that supervision can be less.Indecisiveness has been mentioned as a time waster. This may happen because of lack of lucidness on objectives or because of fatigue and the mind not being able to concentrate. Both are avoidable. Indecisiveness can also happen because of lack of knowledge on the subject. The time one takes to study a matter depends on ones skill. Experienced people run through a 100 page file, without knowledge every page, but picking up the important and relevant matter, while another may have to spend double the time reading every paper to determine its relevance. Thus, one way to manage time better is to improve ones skills at workStress is the wear and tear our bodies experience as we adjust to our continually changing environment it has physical and emotional effects on us and can create positive or negative feelings. As a positive influence, stress can help compel us to action it can result in a new awareness and an fire new perspective. As a negative influence, it can result in feelings of distrust, rejection, anger, and depression, which in turn can lead to health problems such as headaches, upset stomach, rashes, insomnia, ulcers, hig h blood pressure, heart disease, and stroke. With the death of a loved one, the birth of a child, a job promotion, or a new relationship, we experience stress as we readjust our lives. In so adjusting to different circumstances, stress will help or hinder us depending on how we react to it.Presentation thought processSchedule a stress busting experiential activity to help deal with particularly stressful times in life. Examples could include bringing in a massage therapist to share techniques with the chapter, scheduling regular physical activities or having an individual lead the chapter through a meditation/imagery exercise. For exercise examples, feel free to contact the Coordinator of Resource Development at Executive Offices.More and more employees are experiencing stress at work. They may be coping with too much pressure, long hours or rapid change. The nature of employment has now changed and the idea of a job for life has been replaced by an emphasis on performance. Stress is now recognized as a valid health and safety issue at work. Litigation is on the increase and there have been successful claims for compensation for work-related stress. More and more employers are turning to Stress Management to tackle these problems. Stress Management can enable people to improve their own response to stress and enable the organization to reduce workplace stressors. Our Training Package addresses the problems of work-place stress with the twofold approach of Stress Auditing and Stress Management Training.The Stress Audit for the OrganizationWe provide the information and materials to enable you to carry out a Stress Audit for your organization. The findings of the audit can be addressed in the Stress Management Training sessions. Master copies of all Stress Audit forms and questionnaires are provided in order for you to carry out regular audits.Organizational Stress ManagementOrganizational Stress Management aims at preventing and reducing stress for both the in dividual employee and the organization or company. The Training Package offers you eight detailed sessions for stress management training groups in your workplace. These include eight relaxation exercises on audio cassette tapes, together with training in relaxation, breathing and cognitive-behavioral techniques. We also provide practical training in the management of many workplace stressors. The Stress Management sessions provide employees with the opportunity to tackle major stressors using techniques from Problem resolving power Therapy. We also provide research notes with each session giving you in-depth background information on the problems of work-pace stress, together with step-by-step presentations of related therapies of particular value in the treatment of stress at work.Case studiesFortune 50 company installs Stress Navigator on corporate intranet as in-house stress control class prior to schedule rollout, the site attracts 7,000 employees ready to reduce stressThe S ituation This Fortune 50 Company, like many others, realized that stress was a monumental problem, a major burden in both economic and human terms for company and employees alike. They had tried various stress management programs beforehand, but with little success employees werent utilizing the programs. When they first saw the Stress Navigator Workshop, the company realized that this program was different. When used as a portal to the Human Resources, it could directly affiliation employees to appropriate corporate benefits and programs.The Stress Navigator Workshop This Company put the Workshop on their corporate intranet as part of a pilot program for executives. The executives had such a positive experience with it that they mentioned it to their co-workers and others. Word of mouth spread, and before they knew it, more than 10% percent of their 70,000 employees with access to the corporate intranet had taken the workshop online. And this was before it was general knowledge that the program was available. Stress Directions and the Stress Navigator Workshop answered a need the company knew they had, but didnt know how to resolve. Employees recognized the opportunity straight and got the help they needed.The endurance When presented with a system that made sense, the organization and individuals chose to take action towards health. Its too soon to measure the impact of Stress Directions on their bottom-line, but after a year on their intranet, much of this companys workforce has gone through the online program. The company has settled on the Stress Navigator Workshop as their stress control strategy and plans to keep it available for their employees indefinitely.Personal products company struggles to maintain global market share, restructures product delivery protocol to increase health and productivity, and decrease costsThe Situation The Situation The most recent product development cycle of this global manufacturing company provides a prime example of how stress can cost even the most successful organizations.In the rush to stay competitive, what had been a five-year development cycle was cut to three years. Because of the push to get the new product on the market, endeavor and engineering specs were less firm than they should have been, and decision-makers continued to tinker with basic design after manufacturing machinery was under construction. The machinery had to be redesigned and rebuilt several times. Machinists were assigned back-breaking amounts of overtime to stay on schedule. The ripple effects of the overtime made the situation stressful for families as well as employees. With no time to rest, machinists made mistakes that had to be corrected, which called for more overtime. The entire development team felt tremendous stress and, sadly, three suicides occurred among them during a 13-month time period.The Organization Stress Profile The 850-member development team took the Stress Navigator Workshop either online o r in the paper and pencil format in a corporate effort to address wellness issues and retain the entire corporations competitive market position. In the workshops, employees cited overwork as their number one stress concern.The Resolution The division head in charge of the development team implemented mandatory stress management programs and put a cap on overtime. In the end, the incidence of errors dropped significantly and employees were able to accomplish more work of higher(prenominal) quality in fewer hours.Federal agency cuts turnover rate from 40% to 15% in three years by identifying stress patterns and changing hiring philosophyThe Situation This 47-person government agency had a 40% turnover rate and was experiencing deep problems with employee moral and stress. A manufacturing section within the agency was particularly hard-hit and had fallen far behind schedule. Management was quickly reaching a cul in their search for solutions, and job security was on the line. The age ncy perceived high stress in the manufacturing section to be the likely cause of its problems.The Organization Stress Profile All agency employees were administered the Stress Navigator Questionnaire to determine whether the turnover rate was indeed related to job stress. Grouped results did show the manufacturing group to be higher in susceptibility to stress, sources of stress, and symptoms of stress. But they also differed demographically from their peers in many significant respects. For example, their average age was five to ten years young than workers in the other two sections of the agency, and this job typically represented their first foray into the labor market.Further analysis revealed that the workers in manufacturing had several likely causes for higher stress and job dissatisfaction. Compared to co-workers in nearby regulation and communication sections, they had less seniority (it was the entry-level section of the organization), earned lower pay, were more vulnerab le to seasonal layoffs, were qualified to their work stations, and had no access to phones. In addition, they were isolated from the other sections by a wall with a single door that remained open so they were everlastingly aware of the contrast in working conditions between their section and the others.In other words, manufacturing still scored highest in all stress categories, but not for the reasons that had been assumed. In-depth analysis made it evident much of the workplace stress stemmed from the fact that the employees were young and financially insecure. The turnover had as much to do with conditions outside of the agency, such as career level, maturity and financial security, as it did with the conditions of the workplace.Resolution Based on the information gleaned from the Stress Navigator Workshops and the advice of stress consultants, the agency corrected many of the internal conditions cited above, implemented appropriate stress management training for supervisors, and changed their hiring patterns to select stable, more mature workers who would not be looking at the job as a career opportunity. Turnover rates were cut from 40% to 15% in just under three years.Critical Incident Stress ManagementCritical incidents do occur In the workplaceAccidents on the work sightA sudden unexpected death of a coworkerWorkplace forcefulnessCritical Incident stress is a normal response to an abnormal situation. Left untreated, critical Incident stress could lead to lower production, increased absenteeism, Increased substance abuse, and increased use of health care benefits. The stress reactions experienced by those who have been exposed to a critical Incident may appear immediately or surface hours or days after the eventSurvivor guilt, Flashbacks, ConfusionPoor concentration, Distressing dreamsFatigue, Grief, FearAnger, Chills, Diarrhoea, NauseaThese are only a few examples of what individuals report after experiencing a critical Incident. Sometimes the critic al Incident Is so painful professional assistance from a curiously trained Individual becomes necessary.WORKPLACE RESOURCES has professionals with more than ten years experience in the area of critical Incident stress. We can provide pre-planning to help you design a plan of action to assist your company be better prepared If and when your workplace experiences a critical incident post-accident We will provide a team to help assess the situation and guide you through the recovery phase.THE GODREJ CASEAbout GodrejEveryday, every Indian encounters the Godrej name sometime somewhere. A person may begin the day bathing with a Godrej soap, shaving with a Godrej shaving cream, storing clothes in a Godrej Storewell cupboard, cooking food in a Godrej cooking oil and preserving it in a Godrej refrigerator. Money and valuables are kept in a Godrej safe, work is done on a Godrej computer or typewriter while sitting on a Godrej chair and drinking a Godrej fruit drink. Yet few know about the in domitable spirit of the man responsible for making Godrej a household name Ardeshir Godrej., a pioneer who produced quality products and captured markets.Innovation has been the key. It is this spirit that has built Godrej and carried it for a hundred years. Taking it into diverse industries ranging from cupboards to soaps, hair dyes to edible oils, and packaged foods to refrigerators. In recent years several partnerships have been formed with international giants like General Electric, Pillsbury, Fiskars and Sara Lee, bringing Godrej membership in the Global village that will carry it forward into the 21st century.Godrej has always been a crusader for a better world with programs that benefit endangered forests, indefensible life and mangroves. Every year the Pirojsha Godrej Foundation dedicates funds towards promoting education, housing, social upliftment, conservation, population management and relief of natural calamities.Godrej Consumer Products Ltd.(GCPL) is a major player in the Indian FMCG market with leadership in personal, hair, household and fabric care segments. The company employs 950 people and has three state-of-the-art manufacturing facilities at Malanpur (M.P.) Guwahati (Assam) and Silvassa (U.T.).Their main focus is on providing their customers with innovative, value for money solutions for meeting their da