Chapter 18 - Stress

originate outside the organization

organizations need to effectively manage diversity if they are to receive maximum contribution and commitment from employees

using it as means to improve productivity, competitiveness, and customer service at lower costs

shareholders more involved due to ethical lapses. Customers are demanding more quality. Global competition is intense and requiring more from companies

created by social and political events

come from inside the organization

stem from employee perceptions about how they are treated at work and the match between individual and organization needs and desires

excessive interpersonal conflict between managers and their subordinates is a sign that change is needed

lowest in complexity, cost, and uncertainty. Involves reimplementation of a change in the same org unit at a later time or copies a change by a different unit

mid complexity, cost, and uncertainty. introducing a new practice to the organization - fear of change can be a problem

high complexity, cost, and uncertainty. Most difficult to implement and tend to be most threatening. Potentially realize the greatest benefits

lewin's change model - three stages

to create motivation to change

three stage model of planned change that explained how to initiate, manage, and stabilize the change process

process by which a company compares its performance with that of high-performing organizations

organizational change takes place to improve some process, procedure, product, service, or outcome of interest to management

support and reinforce the change by helping employees integrate the changed behavior or attitude into their normal way of doing things

a big picture perspective or organizational change. Any change no matter how large or small has a cascading effect throughout an organization

changes should be consistent with an organizations mission, vision, and resulting strategic plan

represents the reason an organization exists

a long term goal that describes what an organization wants to become

the components of an organization tht may be changed

the desired end reslts of a change

a set of techniques or tools used to implement planned organizational change

individuals who are a catalyst in helping organizations to implement change

an emotional/behavioral response to real or imagined work changes

composite personal characteristic reflecting high self-esteem, optimism and an internal locus of control

behavioral, physical, or psychological response to stressors

stress that is good or produces a postive outcome

a variable that causes the relationship between two variables to be stronger for some and weaker for others

environmental factors that produce stress

individuals overall evaluation or a situation

results in categorizing a situation or stressor as irrelevant, positive, or stressful

assissing what might and can be done to reduce stress

specific behaviors and cognitions used to cope with a situation

directly confronts or solves problems

avoiding the problem

focuses on reducing the symptoms of stress

amount of helpfulness derived from social relationships

providing information that a person is accepted and respected despite problems or inadequacies

help in defining, understanding, and coping with problems

spending time with others in leisure

providing financial aid, material resources, or needed services

ability to neutralize stress

aggressively involved in a chronic determined struggle to accomplish morei n less time

help employees to reslove personal problems that affect their productivity

advocates personal responsibility for healthy living

a set of tools or techniques that are used to implement organizational change

the negative consequences that occur when demands tax or exceed one's capacity or resources

job demands that tend to not be appraised as stressful

stressful demands that are perceived as hindering progress toward personal accomplishments or goal attainment

stressful demands that are perceived as opportunities for learning, growth, and achievement

conflicting expectations that other people may have of us

refers to the lack of information regarding what needs to be done in a role

occurs when the number of demanding roles a person holds is so high that the person simply cannot perform some or all fo the roles very effictively

reflects the relatively minor day to day demands that get in the way of accomplishing the things that we really want to accomplish

refers to a strong sense that the amount of time you have to do a task isn't enough

refers to the degree to which the requirements of the work, in terms of knowledge, skills, and abilities, tax or exceed the capabilities of the person who is responsible for performing the work

refers to the nature of the obligations that person has to others

special form of role conflict in which the demands of a work role hinder the fulfillment of the demands in a family role

they hinder the ability to avhieve life goals and are associated with negative emotions

refers to conditions that create unvertainties with regard to the loss of livelihood, savings, or the ability to pay expenses

reflect the time that a person commits to participate in an array of family activities and responsibilities

participation in formal education programs, music lessons

marriage, pregnancy

the behaviors and thoughts people use to manage both the stressful demands they face and the emotions associated with those demands

involves the set of physical activities that are used to deal with a stressful situation

refers to the thoughts that are involved in trying to deal with a stressful situation

the behaviors and cognitions intended to manage the stressful situation itself

refers to the various ways in which people manage their own emotional reactions to stressful demands