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Stress: The unconscious preparation to fight or flee that a person experiences when faced with any demand. Stressor: The person or event that triggers the stress response. Distress/Strain: The Adverse psychological, physical , behavioral and organizational consequences that may arise as a result of stressful events.

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Homeostasis: When an external environmental demand upset a persons natural steady state. Body developed natural defense mechanism known as fight or flight response. (cannon). Cognitive appraisal: Stress as a result of personenvironment interaction and person cognitive appraisal in classifying person or events as stressful or not. Person _environment fit approach: Confusing and conflicting expectation of a person in a social role create stress for the stress. Psychoanalytical approach: self image, Freudian ego self.

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1.I have to make important snap judgments and decisions. Iam not consulted about what happens in my class. I feel am under rewarded. I feel that no matter how hard I work, the system will mess it up. I do not get along with some of fellow students. I do not trust my superiors at work or my professor at college.

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The paperwork burden on my job or at college is getting to me. I feel people outside the job or the university do not respect what I do. B. I feel that people around me make too many irritating mistakes. I feel annoyed because I do good work perform well in college, but no one apreciates it. When people make me angry , I tell them off. When iam angry, I say things I know will hurt people.

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I lose my temper easily. I feel like striking out at someone who angers me. When a coworkers or fellow student makes a mistakes, I tell him or her about it. I cannot stand being criticized in public. Scoring:

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Sources of Stress; ` 1. Task demands: Change, lack of control, Career progression, New technologies ` Work overload. 2.Role Demands: Role conflict: Interrole, Intra role , person role Role ambiguity. 3. Interpersonal Demands: Abrasive personality Leadership styles & other workplace harassment. 4. Physical demands Extreme environment, Strenuous activities, hazardous substances.
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Environmental Factors
Economic uncertainties of the business cycle Political uncertainties of political systems Technological uncertainties of technical innovations Terrorism in threats to physical safety and security

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Organizational Factors
Task demands related to the job Role demands of functioning in an organization Interpersonal demands created by other employees Organizational structure (rules and regulations) Organizational leadership (managerial style) Organizations life stage (growth, stability, or decline)

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Individual Factors
Family and personal relationships Economic problems from exceeding earning capacity Personality problems arising for basic disposition

Individual Differences
Perceptual variations of how reality will affect the individuals future. Greater job experience moderates stress effects. Social support buffers job stress. Internal locus of control lowers perceived job stress. Strong feelings of self-efficacy reduce reactions to job stress.

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High Levels of Stress

Physiological Symptoms

Psychological Symptoms

Behavioral Symptoms

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Individual Approaches
Implementing time management Increasing physical exercise Relaxation training Expanding social support network

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Organizational Approaches
Improved personnel selection and job placement Training Use of realistic goal setting Redesigning of jobs Increased employee involvement Improved organizational communication Offering employee sabbaticals Establishment of corporate wellness programs

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Behavioral problems: Violence, substance abuse of various kinds, and accidents. Interpersonal conflicts. ` Organizational Distress Participation problems: Costs associated with absenteeism, tardiness, strikes, work stoppages and turnover . Dysfunctional turnover: occurs when an organization loses a valuable employee. It costly. ` Functional turnover: when an organization loses an employee who has little or no value or is a problem. ` Performance decrements: costs resulting from poor quality or low quantity of production, grievances ` Compensation award: organizational cost resulting from court award awards for job distress.
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Prevention: Job redesign Goal setting. Role negotiation. Social support Individual: Learned optimism Time management Leisure time Secondary Physical exercise Relaxation Opening up. Professional help.

Sources of Conflict
Conflict may be defined as the disagreement between two or more individuals or groups over an issue o mutual interest. Conflicts may arise between two parties when: one party (an individual or a group) feels that the actions of the other party will either affect its interests adversely or obstruct the achievement of its goals; the goals of both the parties differ significantly or are interpreted differently; or the basic values and philosophies of the two parties are different. Conflicts can range from small disagreement to violent acts.

A variety of factors can lead to conflicts. Some of these are:

    

Organizational change Personality clashes Differences in value sets Threats to status Perceptual differences

Conflicts are common in all organizations and occur when people fail to arrive at a consensus regarding the organizational goals or the means to achieve them. Organizational conflicts can be classified as follows:
  

Intrapersonal Conflict Interpersonal Conflict Intergroup Conflicts

Organizational Conflict
Conflict in an organization is dependent on the extent to which resources are shared and tasks are interdependent in the organization. The chances of organizational conflict arising are low if the organizational goals are consistent, and require employees to perform tasks that are less interdependent and do not involve much sharing of resources. On the other hand, the chances of organizational conflict are high if the organizational goals are inconsistent and require employees to perform tasks that are interdependent and involve a greater sharing of resources.

Dimensions of ConflictHandling Intentions

Problem Solving

Accommodating

Avoiding

Dominating