STRESS MANAGEMENT STRATEGIES

Team No: 4

Agnes MiriamBhuvaneshHelen NaveenaKavin Kumar

STRESS INTRODUCTION Stress is a state of tension experienced by

individuals facing extraordinary demands, constraints or opportunities.

The pressures of modern life, coupled with the demand of a job, can lead to emotional imbalances collectively labelled as STRESS.

Stress is not always unpleasant. Types: 1. Constructive Stress2. Destructive Stress

High

Low Lo

wModerate High

Rustout

Burnout

Constructive Stress

DestructiveStress

Figure: Two Faces of Stress.

SYMPTOMS Biological Lack of appetite, craving for food when under

pressure, insomnia, frequent crying or a desire to cry, headaches, high blood pressure etc.

Psychological Negativism, Expression of Boredom, Dissatisfaction,

Anger over unimportant issues, Inability to concentrate, Depression etc.

Behavioural Lack of Interest in Life, a feeling of being a failure,

feeling o neglect, loss of sense of humour, chenges in appearence etc.

SOURCES OF STRESS Personal factors Impact of life change: 1. Traumatic experiences in life2. Personal Health suffers [Life Events Stress Scale : Indian Case] Organisational factors

ORGANISATIONAL FACTORS

Organisational Factors

Role Conflict Role

Ambiguity

Role overloa

d

Role Underloa

dInterperson

al Relationshi

ps

Occupational

Demands

Job Change

Responsibility

Climate within

company

Ineffective Communica

tion

CONSEQUENCES OF STRESS Subjective effects Behavioural effects Cognitive effects Physiological effects Organisational effects

STRESS MANAGEMENT Individual coping strategy

Time management Exercise Meditation and relaxation

Organisational coping strategy Role clarity Supportive climate Clear career paths Company-wide programmes

Burnout The total depletion of physical and mental

resources caused by excessive striving to reach an unrealistic work related goal.

Symptoms: chronic fatigue, anger at those making demands, negativism, irritability; heath problems like ulcers, back pain, frequent headache.

Reducing Burnout:1. Identification2. Prevention3. Mediation4. Remediation

EMPLOYEE COUNSELLING Counselling is a dyadic relationship between:1. A manager who is offer help ( counsellor)2. An employee whom such help is given

(counselee)

Performance Counselling :1. It involves helping an employee understand his

own performance,2. Finds where he stands in relation to others,3. Identify ways to improve his skills and

performance.

OBJECTIVES OF COUNSELLING To help him realise his full potential To help him understand his strengths and

weaknesses To gain insights of his behaviour and analyse the

dynamics of such behaviour To help him understand the work environment

better To provide an empathic climate To increase his personal and inter personal

effectiveness To prepare action plans for improving his

behaviour and performance.

BENEFITS OF COUNSELLING He learns to respond and adjust more

positively to people and situations He is able to improve his personal

effectiveness He is able to clear the mind of emotional

irritants; overcome his personal weaknesses and work more effectively.

He feels more relaxed when he is able to share his concerns and problems with the counsellor.

PROCESS OF COUNSELLING: STEPS

Rapport BuildingAttendingListening to feelings, concerns etc.Acceptance(empathy)

Action PlanningSearchingDecision makingSupporting

ExplorationExploringIdentification of problemsDiagnosis

EFFECTIVE COUNSELLING

COUNSELLOR COUNSELEE

CLIMATE

HELPING A helping relationship is one in which at

least one of the parties has the intent of promoting the growth, development, maturity, improved functioning and coping with the life of the other.

Helping can be proactive or reactive. When help is given to someone who

seeks help – Reactive. When help is given because of the

helper’s need to give – Proactive.

HELPING RELATIONSHIP

HELPER

TASK

RECEIVER

FEEDBACK

Organisational

Environment

Psychological

Climate

CommunicatePositive Freedom EmpathyAccept

COACHING AND MENTORING These processes contribute to the development

of personal and financial competencies of people in the organisation.

Coaching is the modern and rapid growing method for helping others to improve, develop, learn new skills, find personal success, achieve aims and manage life change and personal challenges.

Reactive, enabling and flexible process; non judgemental in nature.

Coaching takes place within the confines of a formal manager – employee relationship.

COACHING AND MENTORING Mentoring is the use of an experienced person to

teach and train someone with less knowledge in the given area.

Process:1. Share knowledge and skills related to the job.2. Explain unwritten rules of conduct and behaviour of

the organisation.3. Prevent the protege from doing wrong things and

committing mistakes.4. Provide important insights into the corporate affairs.5. Extend emotional support and guidance continuously.

COACHING AND MENTORING Factors that differentiate coaching and

mentoring are:1. Time Frame2. Formality3. Experience4. Focus

THANK YOU !!

Source:”Human Resource Management” by VSP Rao