1. MANAGING STRESS AND WORK-LIFE BALANCE

2. STRESS
The experience of opportunities or threats that people perceive as important and also perceive they might not be able to handle or deal with effectively.

3. CONSEQUENCES OF STRESS
1. PHYSIOLOGICAL CONSEQUENCES
feeling
flushed, trembling, a pounding heart, sweaty palms, elevated blood pressure, headaches, dizziness, nausea, stomachaches, backaches, sleep disturbances, and hives to heart attacks and impaired immune system functioning

4. 2. PSYCHOLOGICAL CONSEQUENCES
feeling anxious, worried, bad mood, upset to feeling angry, scornful, bitter,
or hostile, negative attitudes

5. Psychological, emotional, or physical exhaustion.
BURNOUT
Psychological, emotional, or physical
exhaustion.
Three key signs of burnout
feelings of low personal accomplishment emotional exhaustion
depersonalization

6. 3. BEHAVIORAL CONSEQUENCES

7. Sources of Stress
Personal stressors

8. 2. Job-Related Stressors
Sources of Stress
2. Job-Related Stressors
role conflict (behaviors or tasks are at odds with each other)

9. 2. Job-Related Stressors
Sources of Stress
2. Job-Related Stressors
role ambiguity (employees are not sure what is expected of them and how they should perform their jobs.)
overload
underload

10. 3. Group- and Organization-Related Stressors
Sources of Stress
3. Group- and Organization-Related Stressors
misunderstandings
conflicts

11. 4. Stressors Arising Out of Work-Life Balance
Sources of Stress
4. Stressors Arising Out of Work-Life Balance
balance between work and life outside of work
Environmental Uncertainty

12. 5. Environmental Uncertainty wars
Sources of Stress
5. Environmental Uncertainty
wars
natural calamities

13. Coping with Stress 1.1 for individuals PROBLEM-FOCUSED COPING
To deal directly with and act on the source of stress.
1.1 for individuals

14. 1.1.1 TIME MANAGEMENT
Prioritizing and estimating techniques that allow employees to identify the most important tasks and fit them into their daily schedule.

15. 1.1.2 GETTING HELP FROM A MENTOR
Getting advice and guidance from experienced members of an organization

16. 1.1.3 ROLE NEGOTIATION
employees actively try to change their roles in order to reduce role conflict, role ambiguity, overload, or underload.

17. 1.2 for organizations
job redesign and rotation, reduction of uncertainty, job security, company day care and family friendly benefits, flexible work schedules, job sharing, and telecommuting.

18. 2. EMOTION-FOCUSED COPING
To deal with and control the stressful feelings and emotions
2.1 for individuals
FUNCTIONAL STRATEGIES
exercise
meditation
social support
clinical counseling

19. NONFUNCTIONAL STRATEGIES
eating too much, drinking too much, or taking drugs

20. 2.2 for organizations ON-SITE EXERCISE FACILITIES
ORGANIZATIONAL SUPPORT
EMPLOYEE ASSISTANCE PROGRAMS
provide employees with counseling
and other kinds of professional
help to deal with stressors such as
alcohol and drug abuse and family
problems.
PERSONAL DAYS AND SABBATICALS