WORK LOAD AND LEVEL OF STRESS

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OBJECTIVES

To assess the current stress level.

Identify situations that cause stress at work place.

To apply various stress reduction techniques to alleviate stress.

Identify emotional, physical, mental effects of stress.

and

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INTRODUCTION
The harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker. Job stress can lead to poor 4/22/12

What produces high strain jobs?

Lack of job control Ambiguous role Conflicting roles Conflict in the workplace

Work overload Insufficient reward Breakdown of community Absence of fairness

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EFFECTS OF STRESS / PROBLEMS Health problems Physical injuries Psychological effects Burnout

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Health problems
Heart disease Autoimmune diseases Ulcers Arthritis Infectious diseases Mental illnesses Sprains and strains

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Psychological effects

Greater use of alcohol and drugs Depression Headaches Absenteeism Post-traumatic stress disorder Job dissatisfaction Tension

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Burnout

Emotional exhaustion and negative attitude Result of excessive work demands Affects job satisfaction, organizational commitment and turnover intentions

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HOW TO MANAGE STRESS IN WORK PLACE?

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Selection and placement decisions Goal setting Redesigning jobs Increasing employee involvement Increasing organizational communication Providing organizational wellness programs

LITERATURE REVIEW
Work-related stress is a pattern of reactions that occurs when workers are presented with work demands that are not matched to their knowledge, skills or abilities, and which challenge their ability to cope. Work-related health problems have increased for both men and women in industrialized countries. Neck shoulder pain, tiredness, headache, stomach problems, low back pain and sleeping problems are the most frequently-reported symptoms resulting in sickness absence. Workrelated illnesses in Sweden increased by two4/22/12 thirds for women and almost doubled for men

SUGGESTION FOR REDUCING STRESS IN WORKPLACE

Avoid electronic monitoring of staff. Personal supervision generates considerably less stress.

Allow workers time to recharge after periods of intense.

Deliver important information that significantly affects employees face to face.

Encourage positive social interactions between staff to promote problem solving around work issues and increase emotional support.

Keep in mind that staff need to balance privacy and 4/22/12 social interaction at work. Extremes can generate

CONCLUSION
The result of the study suggest that the organization must assign the work according to the persons capacity. Assigning heavy work or over time work may lead to physiological as well as psychological problems. The organization must adopt various tools such as surveys of the work force, body mapping, and workflow mapping to identify the causes of stress. Stress intervention measures should focus on stress prevention for individuals as well as tackling organizational issues. Achieving this will require further comparative studies, and new tools to evaluate the intensity of individual distress.
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BIBLIOGRAPHY

FUNDAMENTALS OF ORGANISATIONAL BEHAVIOUR WORK REDESIGN J.Richard Hackman Greg R. Oldham

PERFORMANCE UNDER STRESS Peter A. Hancock , James L. Szalma

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BY VIOLET GLADY .P : 10-PCO-10

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THANK YOU