Stress

By Anbu, Ramya, Abirami, Yesudass, vinay, murali,

Meaning of Stress
The Bodys general response to a environmental situation is called STRESS. Stress is that pressure that strains a persons emotional thought process and physical conditions.

Classification of stress
EUSTRESS

It is the stress experience that activates and motivates people to achieve their goals and succeed in their lifes challenges.
DISTRESS It is the stress that attracted much attention and affects the employees mental and physical health and in turn,their performance.

Nature of stress
It may be mild [or] severe It may be permanent [or] temporary Effect depends on the extent of stress Depends on recovery process Affects direction of work and deviation from work

Sources of stress
Extra organisational a) political b) Economic c) Technological Organisational a) Job related b) Role related i) Role ambiguity ii) Role conflict iii)Role overload

 Continued.. c) Policy related d) physical factors e)Structure related Group cohesion a) Lack of Social Support b) Lack of cohesiveness c) Conflict d) Organisational climate

 Continued.. Individual a) Job Concerns b)Career Changes c) changes in life structure d) personality i) A type personality ii) B type personality.

EFFECTS OF STRESS
Frequent headaches, jaw clenching or pain Gritting, grinding teeth Stuttering or stammering Tremors, trembling of lips, hands Neck ache, back pain, muscle spasms Light headedness, faintness, dizziness Ringing, buzzing or "popping sounds Frequent blushing, sweating

Health Problems Linked to Stress

Heart attack Hypertension Stroke Cancer Diabetes Depression Obesity Eating disorders Substance abuse Ulcers Irritable bowel syndrome Memory loss Autoimmune diseases (e.g. lupus) Insomnia Thyroid problems Infertility

RELATION
STRESS

What activities or things could help people to relax?

Listening to music Playing with a pet Laughing or crying Going out with a friend (shopping, movie, dining) Taking a bath or shower Writing, painting, or other creative activity Praying or going to church Exercising or getting outdoors to enjoy nature Discussing situations with a spouse or close friend Gardening or making home repairs Practicing deep breathing, meditation, or muscle relaxation

INFLUENCE OF PERSONALITY
Anti social personality disorder Avoidant personality disorder Dependent personality disorder Multipersonality disorder

Picture of stress

CONFLICT

Conflict
Conflict
Conflict is given the wide range of goals for the different stakeholder in the organization.

Types of Conflict

Types of Conflict
Interpersonal Conflict
Conflict between individuals due to differences in their goals or values.

Intergroup Conflict
Conflict within a group or team.

Types of Conflict
Intergroup Conflict
Conflict between two or more teams, groups or departments. Managers play a key role in resolution of this conflict

Inter-organizational Conflict
Conflict that arises across organizations.

Sources of Conflict

Sources of Conflict
Different Goals and Time Horizons
Different groups have differing goals and focus.

Overlapping Authority
Two or more managers claim authority for the same activities which leads to conflict between the managers and workers.

Sources of Conflict
Task Interdependencies
One member of a group or a group fails to finish a task that another member or group depends on, causing the waiting worker or group to fall behind.

Different Evaluation or Reward Systems

A group is rewarded for achieving a goal, but another interdependent group is rewarded for achieving a goal that conflicts with the first group.

Sources of Conflict
Scarce Resources
Managers can come into conflict over the allocation of scare resources.

Status Inconsistencies Some individuals and groups have a higher organizational status than others, leading to conflict with lower status groups.

What are conflict resolution strategies ? Conflict resolution strategies becomes an inevitable part of interpersonal relationships especially if you are working with many people and managing a large team. If you are working with groups of people, you are bound to encounter some personal or business related conflicts along the way. If you are a manager, you must realize the importance of communication and how it can affect or resolve conflicts within the organization. You must also know some conflict resolution skills that will help you resolve these conflicts to be able to work together towards a common goal

Conflict resolution strategies are used in production systems to help in choosing which production rule to fire. The need for such a strategy arises when the conditions of two or more rules are satisfied by the currently known facts. Categories Conflict resolution strategies fall into three main categories: Specificity - If all of the conditions of two or more rules are satisfied, choose the rule with the most specific conditions. (e.g. "it is hot and smokey" rather than "it is hot"). Also referred to as "degree of specialisation". Recency - Facts are usually tagged to show how recently they were added. When two or more rules could be chosen, favour the one that matches the most recently added facts. This helps to utilise the most recently relevant facts. Refractoriness - If a rule's conditions are satisfied, but previously the same rule has been satisfied by the same facts, ignore the rule. This helps to avoid the system from entering infinite loops.

 What are the 5 conflict resolution strategies? The five conflict resolution strategies include compromise, competing, accommodation (or cooperation), collaboration, or avoidance. Compromise: each party gives up a want. Can create a win-win, lose-lose, or win-lose situation Competing: one party pursues what is wants at the expense of the other party. Creates a win-lose situation. Cooperating or accommodating: one party gives up allowing the other party to win, but the actual problem is not resolved. Creates a win-lose situation. Avoidance: one or both parties involved in the conflict avoid the issue. This rarely solves conflict. Collaborating: original goals are set aside and parties work to form a common goal. Creates a win-win situation.

Creative Conflict Resolution Strategies

The GOMO! Basics(Get over it ; Move on) Get connected.how are you feeling? Own your it.what are the facts around your it? Make your decision.are you willing to release your it? Opt for action.Let it go! ! Replace the space.Move On with a piece of strength. Get connected with your feelings. People can refute your facts, but never your feelings. You feel what you feel. There is merit in acknowledging specific feelings so that you can decide what to do about them. So get connected. Is it tough for you to identify and acknowledge deeper feelings? Use the list in Appendix 4 as a jumpstart. Own the facts of your it. A proverb tells us, the sky is not less blue because the blind man doesnt see it. Revealed truth helps us evaluate the wisdom of releasing our it. What are the answers to who, what, when, where, and why that describes your it? Discover and evaluate the truth; and youll be ready for the third step.

Get connected with your feelingsPeople can refute your facts, but never your feelings. You feel what you feel. There is merit in acknowledging specific feelings so that you can decide what to do about them. So get connected. Is it tough for you to identify and acknowledge deeper feelings? Use the list in Appendix 4 as a jumpstart.
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Own the facts of your it. A proverb tells us, the sky is not less blue because the blind man doesnt see it. Revealed truth helps us evaluate the wisdom of releasing our it. What are the answers to who, what, when, where, and why that describes your it? Discover and evaluate the truth; and youll be ready for the third step.

Make your decision to release your "it". By connecting with your feelings and owning the facts of your it, you have clearer, more specific information to make your decision. Will it be yes, Ill let it go, or no, I wont? GOMO! is a choice. If we choose to hold on to anger or worry or frustration, then we no longer camp with victims. We have the power to choose release from distress, or not. And if we choose not, weve still exercised our power of choice. Opt for action. The ideal result of opt for action is real action that releases the negative it, the worry of it, and the stress of it. Sometimes we make a decision that is powerful in intent, but we dont follow through with the action to bring the decision alive. No action. No results.

 Replace the space with power. Move On with a Piece of Strength. Pieces of strength are in abundance. Pieces of strength include actions that build the health of your teams relationships and their progress towards goal achievement. Use the following question as a cue to work with your team for additional pieces of strength: What specific changes in the way we work would help us work together faster, more effectively, and with more fun?