1. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 1 MANAGING PEOPLE AND STRESS Lecture 10

2. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 2 Models of people management practice Four models of HR practice: –Fombrum et al begins with the view that people represent one of a number of resources –Beer et al suggest that a stakeholder view of people within an organization provides a more effective way to manage –Schuler and Jackson suggest a link between competitive strategy (cost or innovation) and people management approaches –Hendry et al suggest five interlinked contexts (outer, inner, business strategy, HR context and HR content)

3. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 3 People management – issues and activities Ethics Culture People planning Training and development Reward and performance management Employee involvement –Downward communication –Upwards problem solving –Financial participation –Representative participation

4. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 4 Employee involvement – consequences and issues

5. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 5 The psychological contract The unwritten but powerful expectations and obligations between employer and employee French et al suggest nine organizational expectations from employees: –Organizational objectives take precedence over personal objectives –Appropriate levels of involvement, commitment and initiative are expected –Acceptance of authority and taking responsibility –Compliance with leadership direction and influence –Fulfil expected role within organization –Deliver high effectiveness and efficiency –Co-operate with others in pursuit of organizational objectives –Adhere to rules, policies and procedures –Display loyalty to entire organizational system

6. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 6 The psychological contract It is debateable how much influence employees have on the implication of balance in the psychological contract Perhaps the limited ability of employees to influence the psychological contract leads to ‘underground’ and ‘covert’ actions on the part of employees Managers also report that their psychological contract had been broken by their employers Bratton and Gold report challenges as: –Organizations do not communicate with one voice –It reaffirms that employment relationship is based on exchange –Its effectiveness is based on many factors in the social, organizational and economic context

7. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 7 Stress - a preliminary review Protection for the individual against overloading themselves physically mentally or emotionally Many adults deal with stress by removing themselves physically or psychologically from the situation 23% of 118 chief executives (Cooper and Sutherland survey) were thinking of resigning because of stress levels

8. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 8 Stress - what is it? A reaction within the individual to events that are experienced McKenna (1994) - ‘stress arises because of the impact of an environmental force on a physical object; the object undergoes strain and this reaction may result in temporary distortion,but could equally lead to permanent distortion’ Positive effects of stress – eustress; negative - distress

9. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 9 Sources of stress Most common sources: Environmental Competitive Organizational Job Personal Interpersonal Professional

10. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 10 Sources of stress Major determinants of an individuals response to a stress experience: Personality Experience Profile Support

11. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 11 Effects of stress Interactive Self-reinforcing Cumulative

12. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 12 Individual consequences of stress Three main areas in which stress would impact on the individual: Psychological Behavioural Medical

13. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 13 Burnout and Post-traumatic stress disorder (PTSD) Burnout - situation when some individuals are unable to carry on: a type of stress characterized by emotional exhaustion, depersonalization and diminished personal accomplishment more likely amongst individuals who display high aspirations and who are highly motivated more likely in organizations where initiative is restricted and there is an insistence on particular goals being achieved in a particular way PTSD - Frost (1990) - features of PTSD: Nightmares/Flashbacks Sleeplessness Edginess and outburst of anger Alcohol and drug abuse

14. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 14 Organizational consequences of stress Attitude Performance Withdrawal

15. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 15 Individual stress management strategies Time management Relaxation and meditation Behaviour control Counselling Role management Biofeedback Exercise Networking

16. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 16 Organizational stress management strategies Moral and legal obligation to deal with occurrences of stress Job design Involvement and communication Awareness programmes Health programmes Organizational design Personal development Personnel policies Employee assistance programmes Procedural frameworks Conflict management Planning Culture design

17. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 17 Managing people and stress: an applied perspective Reasons why managers take an interest in stress: Performance Cost Protection Personal Fashion Reputation Morality Legislation

18. For use with MARTIN, ORGANIZATIONAL BEHAVIOUR AND MANAGEMENT 3e ISBN 1-86152-948-1  Copyright © 2005 Cengage Learning 18 Managing people and stress: an applied perspective Sparks et al suggest four major concerns currently facing organizations and employees: –Job insecurity –Work hours –Control at work –Managerial style