Management of Stress

Modern world, said to be the world of achievements, is also the world of stress ******** Nobody really cares if youre miserable, so you might as well be happy ******** Birds sing after a storm. Why shouldnt we?

Options
There is no escape from stress in modern life. We need to find ways of using stress in a productive way, reducing dysfunctional stress and dealing with it effectively

Relaxation is an ongoing process

We can relax and calm down while driving to work, making a routine phone call, picking up groceries, shaving, showering, applying make up or playing with our pets. We can turn these mundane moments into a personal time out and bounce back, feeling good and de-stressed

Frustration
Frustration is the blocking or slowing down of a goal directed activity. It is caused by a sense of privation (lack of something student working hard to get into MBA but does not have the finances) , deprivation (blocking or interference with goal student falling seriously ill before an important examination) or conflict in relation to goal (career advancement options). The reaction to frustration / disappointment is dependent on the personality type, work and social environment and the attitudinal disposition of the individual. The resultant cycle of hope and frustration, like all continuous cycle are self perpetuating; with the passage of time they become stronger and tends to repeat itself.

Stress
Stress is the interaction between the situation and the individual. It is the psychological and the physical state that results when the resources of the individual are not sufficient to cope with the demands and pressures of the situation. It upsets the equilibrium between mind and body. The magnitude of response to stress is dependent on the individuals Signs of stress is reflected in the changes in peoples reactions. Response areas are feelings (anxiety, depression, irritability, fatigue), behavior (withdrawn, aggressive, tearful, unmotivated, eating/sleeping disorders) thinking (loss of concentration, hypersensitive to criticism) and physical (palpitations, nausea, headaches, sweating, asthma). It is natural and healthy to maintain Optimal Stress Level (OSL). Success, achievement, higher productivity and effectiveness call for stress. When stresses are left unchecked and unmanaged, they create problems and require specialists intervention may lead to BURNOUT stage. Like feeling, stress is experienced.

Approaches to Stress
Following approaches are in vogue to understand STRESS 1. Stimulus Oriented : Stress is regarded as an external force which is perceived as threatening. Any external event or internal drive threatening to upset the organic equilibrium of the mind and body is stress 2. Response Oriented : The way people perceive and ascribe meaning to stress producing situations, the value they attribute to actions and the way they interact with events. There are four phases to the reaction to stress viz (a) initial phase of anticipatory threat, (b) the impact of stress, the recoil phase and (d) post traumatic phase 3. Psychodynamic : This approach considers events (external and internal) which pose a threat to the integrity of the organism leading to the disorganization of personality. Stress may be induced by the interpersonal (external) or intra-psychic (between impulses and ego) factors resulting in anxiety.

Hans Selyes General Adaptation Syndrome (GAS) has been widely accepted as the most comprehensive model to explain stress. The three stage model is as follows

Resistance level begins to decline irreversibly

Counter shock phase

Normal level of resistance

Initial shock stage

Alarm stage

Resistance Stage

Exhaustion stage

Duration of exposure to Stress

Stress Tolerance Limit

Any discussion on stress process and its effect will have to take into consideration the individual resilience to stress, called the Stress Tolerance Limit (STL). It is made up of four vital components 1. Depression Proneness: Depression is an emotional state of dejection, feeling of worthlessness, guilt and apprehension. Two types (a) Endogenous, largely of ones own making and (b) Exogenous due to external factors beyond the individuals control 2. Anxiety: Emotional tension characterized by apprehension. Harmful stress is so crippling that it stops us from doing anything constructive. 3. Anger: Chronic anger (trait anger) wears down the body by overtaking its systemic resources. 4. Personality Types: A types are more prone to be stressed than the B types.

Differential Response to Stress

Keeping in view that stress is a personal response to the variations in the environment, different persons would react differently to the external stimuli. It will be dependent on a. Nature and magnitude of the stress b. Importance of the stressor to the individual c. Perception of the threat element of the stressor d. Personal and social support system available to the individual e. Personality Type of the individual f. Willingness of the individual to do something about the stress

Sectors of Stress
In view of the different STL, individuals would respond differentially to Stress. There are three important sectors in life where stress originates. a) Job and Organization (totality of work environment task, atmosphere, colleagues, compensation, policies) b) Social Sector (social/cultural context religion, caste, language, dress) c) Intra-psychic Sector (things which are intimate and personal temperament, values, abilities and health)

Burnout
Burnout is defined as the end result of stress experienced but not properly coped with, resulting in symptoms of exhaustion, irritation, ineffectiveness, inaction, discounting of self and others, and health problems (hypertension, ulcers, heart ailments etc) Burnout Stress Syndrome (BOSS), the consequence of BURNOUT; have major personal, organizational and social costs. These costs are increasing. BOSS is a debilitating psychosomatic condition and can lead to a. Depletion of energy reserves b. Lower resistance to illness c. Increased dissatisfaction and pessimism d. Increased absenteeism and inefficiency at work Burnout occurs at individual level and is a negative psychological experience. It is known to have devastated lives and ruined careers.

Stages On Way To Burnout

1. Honeymoon Stage: Euphoric feeling with the new assignment; dysfunctional features emerge in two ways (a) energy levels gradually gets depleted coping with the demands and challenges and (b) habits and strategies for coping with stress are formed at this stage and are not adequate to meet future challenges. 2. Fuel Shortage Stage: Vague feeling of loss, fatigue, sleep disturbance and confusion; leads to escape activities as increased eating, drinking, smoking. Signals future difficulties. 3. Chronic Symptom Stage: Anger, depression, physical illness, sense of fatigue and exhaustion overtakes the individual. Expert attention and help needed at this stage. 4. Crisis Stage: When the psychological and physiological symptoms persists over a period of time the individual enters the crisis phase

5. Hitting the Wall: The

stage of BOSS may mark the end of ones professional career. The recovery from this stage is
dependent on the individual and the support system that he commands.

Honeymoon Stage

Fuel Shortage Stage

Chronic Symptom Stage

Crisis Stage

Hitting the Wall Stage BOSS

Preventive Strategy for Burnout

Wilder and Plutchick have suggested a preventive recipe for burnout through training in Need Assessment and Coping Methodology. The following steps are suggested: Sensitize the individuals to their own needs (personality needs and work place related needs) Help the individuals to assess the need fulfilling characteristics of a potential job Increase the probability of appropriate match between an individual and the job Focus individual attention on the areas they should work on to provide maximum satisfaction on the job

Organizational Stress The Concept of Role Stress

One of our important goals in life is the pursuit of happiness, peace and stress free life. The process has led us from stage to stage till we found ourselves caught in the dynamic whirlpool of micro macro and inter / intra organizational systems, goals, strategies, cultures, structures, and styles of performance. In the process, we generally get reduced to an insignificant cog in the total organizational infrastructure. This tends to generate a feeling of powerlessness, meaninglessness, norm-less-ness and consequent stress.

Roles
Role can be defined as the position a person holds in a system (organization) as defined by the expectations of various significant persons, including himself / herself for that position

The definition of role indicates inherent problems in the performance of a role (subjective assessment) and, therefore, stress is inevitable. The related concepts of Role Space and Role Set have built-in potential for conflict and stress

Role Space / Role Set

Role Space: Each individual occupies and plays several roles simultaneously (son / daughter, father / mother, executive, club member etc). They constitute Role Space. It is, therefore, defined as the dynamic interrelationship between the individual and the role demands. Role Set: Individual role in an organization is an amalgamation of expectations. It is therefore, the pattern of relationship between the role being considered and other roles.

Role Conflicts
Role Space conflict: There are three variables viz. self, role under question and other roles. The conflicts may take place due to: Inter Role Distance (IRD) Role Stagnation (RS) Self Role Distance (SRD) Role Set Conflict: The conflicts are a result of incompatibility amongst the expectations of stakeholders. They are : Role Ambiguity (RA) Role Expectation Conflict (REC) Role Overload (RO) Role Erosion (RE) Resource Inadequacy (RIn) Personal Inadequacy (PI) Role Isolation (RI)

Model of Organizational Role Stress

Personality Externality Withdrawal Machiavellians

High alienation

Low role efficacy

Low effective Role behavior

Role stress

Climate High control Low achievement

Low job satisfaction

Role Stress Consequences

Role based stresses affect Pleasantness on the job Increases general fatigue of the employee Reduces potentiality to perform effectively Immobilize the person to use available resources effectively This can be effectively countered if the organizations assist individuals to define their roles and the individuals are willing to share this concern through strategies like proactivity, confrontation, creativity and bonding (Role Efficacy) and switching from reactive to proactive role.

Sources of stress at work

Personal Stressors

Symptoms of excessive stress

Disease

Intrinsic to the job

Boredom Physical working conditions Time pressure and deadline Exorbitant work demands Information overload Job design and tech problems

Generic
Mid life crisis Family problems Financial probs. Communication handicap Hypertension Depression Drinking Smoking Drugs Cholesterol

Role in organization
Role conflict / Role ambiguity Job responsibilities / boundaries

Individual
Lack of meaning in life Work obsession Anxiety / emotions STL Personality type

Career Development
Under / over promotion Success / thwarted ambition Lack of job security

Coronary, Psychosomatic ailments Mental health Psychiatric issues

Relationships at work
Poor interpersonal relationships Threats from subordinates

Org. structure & climate

Autocratic, Non participative, Bureaucratic pettiness

Sources of stress at work & effect on individuals

Counteracting Stress
Stress is an inevitable part of our social functioning. It can be prevented and effectively managed through planned efforts. The two segments are: 1. What the organizations can do 2. What an individual can do

Coping Strategies
Folkman et al have proposed eight coping strategies: 1. Confrontive coping 2. Distancing 3. Self control 4. Seeking social support 5. Accepting responsibility 6. Escape avoidance 7. Planned problem solving 8. Positive reappraisal

Coping Styles
The anecdotal research points at self regulating our emotional responses. However, the macho model should be discouraged. Passive or dysfunctional styles (Avoidance, putting the blame on others) Proactive or functional styles (Approach, active approaches to dealing with the situation) People generally use a combination of the styles (situational determinant). More of the resources one has, greater is the buffering against stress. In general the dysfunctional style could be damaging when they prevent direct action, but can be otherwise helpful to prevent psychological degeneration

Moderators of Stress
PERSONALITY VARIABLES: i. Needs (personal growth, achievement and self actualization) ii. Locus of control (synergy of physiological, psychological & social needs) iii. Personality type (careful placement and monitoring of Type A individuals) iv. Coping strategies (approach strategy increases immediate but reduces long-term stress; avoidance does the opposite) v. Efforts (doctrine of Karma; efforts important and not the outcome); Culture. ORGANIZATIONAL VARIABLES: i. Organizational Climate ii. Job satisfaction iii. Occupational Stress iv. Hierarchical Level v. Psychological Participation (feeling of involvement)

Organizational Response

Stress Audit: It is an OD intervention, designed to assess stress and suggest mitigating measures. It also includes collection of data pertaining to organizational climate, role stresses, job satisfaction, job anxieties etc and fits them into an analysis matrix to arrive at appropriate interventions. Use of scientific inputs: Dissemination of information on how to face stressors within the organization and outside. One may derive immense benefits from a knowledge of fundamentals of stress, appropriate response, dietetics, exercises and meditation.

Organizational Response Contd.

Check with company doctors: Doctors are valuable resource in helping members of the organization in coping with identified stress. They also have valuable information about interpersonal and organizational conflicts. It is a pity that doctors are treated only as clinicians. Spread the message: The importance of the regular habits of work, leisure, proper diet, exercise and mental peace should be emphasized at the organizational level.

Individual Response -1
Individuals can develop certain temperamental qualities and adopt specific behavior patterns or habits which could help in preventing , mitigating or effectively coping with stress. Some are Increase self esteem, tolerance and patience (10 90 law) Avoid rigidity in functioning, attitudes and decisions Avoid Multitasking; prioritize (Parkinsons law) Share your problems with friends and peers (introvert / extrovert) Be Sincere and not try to be a Perfectionist (Murphys law) Do not be always over enthusiastic; beware of your constraints and limitations (chill) Be a Realist in your aspirations Maintain good interpersonal relations; ignore minor irritations Manage time pragmatically Work on you strengths

Individual Response II
There are two streams of coping with stress; (a) drug therapy and (b) non drug methods. The latter are advantageous and safer. Some of them are: Recreation (music, painting, fishing, hobbies, trekking) Acupuncture Exercise (walking, games) Yoga, Relaxation and Meditation Specialized stress management technique viz. SMET (Self Management of Executive Tension) Technique, QRT (Quick Relaxation Technique), IRT (Instant Relaxation Technique), Art of Living (Ravishankar), Biofeedback, Vipasna, and many other de-toxing and de-stressing programs Spiritual inclinations; spirituality

The Comprehensive Stress Protection Plan

Individual Level Cultivating self belief Develop / Cultivate appropriate personality traits Develop / Cultivate stress coping strategies Keep away from self medication, drug addiction Organizational Level Support to reduce conflict between home and work life Improved communication to ensure ones identity in the organization Management support to reduce psychological baggage Societal Level Inculcating self belief by facilitating interaction Larger movement to discourage drug dependence Adopting appropriate life style change

Develop mechanism to foster Community festivals, annual positive inter personal picnics, get together relationships

Extra curricular activities, positive attitudes, hobbies, yoga, meditation

Physical exercise Peaceful home / family environment

Provide regular medical check up and support in cases requiring psychiatric attention
Provide gym facilities in office Compulsory annual holidays

Provide means for relaxation (amusement parks, movies, parks, fairs)

Laughing clubs Healthy and peaceful environment

Nine Easy Ways

To avoid Stress at Home Stress free home contributes to overall happiness and success To relieve stress Sky gazing, Be blank for sometime To live a stress free life Adjust with circumstances on which you have no control

Avoid bringing work from office

Do not carry foul mood from office You are not the Boss at home; play your role Do not let discussions turn into arguments; patch up Reciprocate goodwill gestures, be appreciative

Avoid Always Winner syndrome

Appreciate natural beauty Hum your favorite tune Wear smile, enjoy pleasure, express gratitude Do not let the clock chase you

Say NO without feeling guilty

Look for positives, avoid jealousies Forget and forgive, avoid arguments Learn to say sorry even not at fault Ignore inconsequential remarks

Avoid fault finding,

Avoid comparisons Plan your budget

Spend regular quality time with spouse

Be reasonable with your ambition Delegate

Learn to unlearn bad habits

Learn to lose gracefully Laugh at yourself

Epilogue
The organizational role stress is not as important for an individuals mental and physical health as the way he copes with stress. For managers the most effective amongst the strategies and approaches is the one in which the individual shares with other significant persons, friends and jointly finds a way of managing it.

Suggested Reading
Stress and Coping by Dr. D.M.Pestonjee Studies in Stress and its Management , Edited by D.M. Pestonjee Udai Pareek Rita Aggarwal Stress Management Walt Schafer