MGMT 363 (TAMU) EXAM 2

stress

A psychological response to demands where there is something at stake and where coping with the demands taxes or exceeds a person's capacity or resources.

stressors

the demands that cause people to experience stress

strains

negative consequences that occur when demands tax or exceed a person's capacity or resources

Primary Appraisal

when people first encounter stressors they determine the significance and meaning of stressor and determine if they are stressed by it.

benign job demands

job demands that tend to not be appraised as stressful

ex) a cashier doing their daily routine

hindrance stressors

stressors that prevent people's progress towards goal attainment and trigger negative emotions such as anxiety and anger.

ex) cashier dealing with card machine breakdown and irritated customers

challenge stressors

stressors that people perceive as opportunities for learning, growth, and achievement which usually trigger positive emotions like pride & enthusiasm.

ex) cashier dealing with additional responsibilities such as training others

positive

challenge stressors have a _______________ correlation with job performance

role conflict

conflicting expectations that other people have.

ex) call center speed and responsiveness to customer

-work hinderance stressor

role ambiguity

lack of information about what needs to be done, resources available and when it needs to be done.

ex) professors not being clear to students related to classes and assignments

-work hinderance stressor

role overload

demands are so high that person perceives that they cannot satisfy them all; simply having too many things to do

ex) trying to study for all class finals

-work hinderance stressor

Daily hassles

minor demands that get in the way of accomplishing important tasks.

ex) unnecessary paperwork, office equipment malfunctions, interruptions, etc.

-work hinderance stressor

time pressure

sense that the amount of time available is not sufficient. Is a challenge because is a goal to be achieved.

- work challenge stressor

work complexity

degree to which the requirements of the work in terms of knowledge, skills and abilities that tax or exceed the capabilities of the person.

ex) giving a new employee a big task they don't know how to do yet

- work challenge stressor

work responsibility

importance of the obligations that person has towards others.

ex) Air traffic controllers make sure crashes do not happen

- work challenge stressor

work-family conflict

demands of work hinder the fulfillment of family obligations or vice versa.

-family hindrance stressors

financial uncertainty

concern over potential inability to pay for livelihood.

-family hindrance stressors

negative life events

Events such as a divorce or death of a family member that tend to be appraised as a hindrance

family time demands

time that a person commits to participate in an array of family activities and responsibilities.

-nonwork challenge stressors

Personal development

participation in formal education programs, volunteer work, local government, etc.

-nonwork challenge stressors

positive life events

good things including having a child and getting married create potential for stress.

secondary appraisal

Now that a stressor has been identified the person must determine what they will do in response to the stressor.

coping strategies

behaviors and thoughts that people use to manage both the stressful demands they face and the emotions associated with those stressful demands.

behavioral coping

set of physical activities that are used to deal with stressful situation.

Cognitive coping

thoughts that are involved in trying to deal with the situation.

problem-focused coping

behaviors and cognitions intended to manage the stressful situation itself.

emotion-focused coping

various ways in which people manage their own emotional reactions to stressful demands.

Behavioral Problem-Focused:

Working harder

Seeking assistance

Acquiring additional resources.

Behavioral Emotion-Focused:

Engaging in alternative activities.

Seeking support.

Venting anger.

Cognitive Problem -Focused:

Strategizing

Self-motivation.

Changing priorities

Cognitive Emotion-Focused

Avoidance, distancing, or ignoring.

Looking for the positive in the negative.

Reappraising.

Physiological strain

relate to our physical body.

immune system, cardiovascular, muscular, gastrointestinal

Immune system

stress breaks down our immune systems which make us more susceptible to illness.

Cardiovascular system

stress taxes our heart when causes the heart to race, increase blood pressure, and creates coronary heart disease leading to heart attacks and stroke.

musculoskeletal system

creates tension headaches, body aches and back pain.

gastrointestinal system

stomachaches, indigestion, diarrhea, and constipation.

Psychological strains

relate to our minds

depression, anxiety, irritability, forgetfulness

Burnout

the emotional, mental, and physical exhaustion that results from having to cope with stressful demands on an ongoing basis.

behavioral strains

unhealthy behaviors that result from stress.

ex) drinking or smoking, grinding teeth, over/under eating, compulsive behavior

Social Support

help that people receive when they're confronted with stressful demands from other people.

Instrumental support

help with dealing with the stressor itself.

ex) a coworker taking on some of the paperwork to help you

Emotional support

help people receive in addressing the emotional distress that are created by the stressor.

Recovery

the degree to which energies used for coping with work demands are replenished from a period of rest or relief from work.

ex) RESTING

Type A Behavior Pattern

people have a strong sense of time urgency and tend to be impatient, hard-driving, competitive, controlling, aggressive, and even hostile. Very competitive.

weak negative

hindrance stressors and job performance have what kind of relationship?

strong negative

hindrance stressors and organizational commitment have what kind of relationship?

weak positive

challenge stressors and job performance have what kind of relationship?

moderate positive

challenge stressors and organizational commitment have what kind of relationship?

Assessment

do a stress audit to find out the level and sources of stress.

Job sharing

split the responsibilities of a single job to two employees.

sabbatical

give employees an extended period of time away from the workplace to pursue other interests or volunteer.

Training and development

increase the job-related competencies which make them better able to deal with work demands.

Flextime

work the normal 8 hours but start and end times aren't set.

Telecommuting

employees work from home or other location rather than coming in to the office.

Compressed Work Week

Work the normal 40 hours but in fewer days.

Relaxation techniques

muscle relaxation, meditation or other activities that slow the heart and breathing rates and lower blood pressure.

Self-talk

boost your own self-efficacy by convincing yourself you have what it takes to succeed.

Presenteeism

when employees show up but are sick or otherwise in no condition to work productively

employee assistance programs

specifically focused on how to reduce certain strains such as smoking cessation.

Wellness/Health programs

comprehensive programs focused on trying to get people healthy.

On-site fitness center

Health screening.

perception, appraisal, and response

transactional theory of stress attempts to explain stress in terms of three components:

motivation

psychological processes that cause the arousal, direction and persistence of voluntary actions that are goal directed.

Intensity:

how hard will person try?

Persistence:

how long will person try?

Direction:

where will person direct their effort?

Motivation X Ability X Opportunity

= Performance

Engagement:

high levels of intensity and persistence in work effort.

extrinsic motivation

motivation that is controlled by some contingency that depends on task performance and is controlled by someone else.

ex) a grade

intrinsic motivation

something about the task performance is rewarding in and of itself.

meaning of money

the degree to which they view money as having symbolic, not just economic, value

Achievement:

symbol of success.($)

Respect:

shows how much people appreciate you. ($)

Freedom:

provides the opportunity to do many things. (S)

expectany theory

a cognitive theory of work motivation that proposes that workers are motivated when the expect their efforts and job performance to result in desired outcomes

self-efficacy

belief that a person has the capabilities needed to execute the behaviors necessary for task success.

Past accomplishments

if you have succeeded/failed in the past you will expect similar results in the current task.

Vicarious experiences

if you see someone who you perceive to be similar to you succeed, it increases your perception that you can succeed.

Verbal persuasion

someone you trust/look up to convinces you that you can be successful.

Emotional cues

fear and anxiety vs. pride & enthusiasm.

Instrumentality

relationship between performance level and outcome. What is the probability performance will lead to outcomes.

performance evaluation

the degree to which people perceive that their performance is evaluated accurately and that performance is connected to outcomes.

valence

importance person puts on outcomes. To what degree does the outcome satisfy a need?

Maslow's Hierarchy of needs

Humans have innate needs that motivate them in a hierarchical manner where lower level needs must be satisfied before higher level needs are activated.

Physiological

basic human needs such as food, water and basic shelter.

Safety & Security

the need to feel unthreatened and free from harm both physically and financially.

Belongingness

the need to feel part of something bigger than oneself.

Esteem

the need to feel like you are worthwhile and can accomplish significant things.

Self-actualization

the need to meet one's full potential.

Prepotency

higher level needs are not activated (motivating) until lower-level needs are satisfied. (they are listed lowest to highest.

Alderfer's ERG theory

builds on Maslow's theory by combining some of the needs and replacing prepotency with frustration-regression.

existence, relatedness, growth

ERG stand for?

Existence

combines physiological and safety/security.

Relatedness

matches up with belongingness.

Growth

combines esteem and self-actualization.

Frustration-regression hypothesis

Alderfer believes that any need can motivate at any time. Also, he suggests that when we are unable to satisfy one of the needs (frustration), you will shift your focus to one of the other two needs that you have already satisfied (regression).

McClelland's Acquired Needs theory

suggests that people are not born with needs but develop them during early life experiences. People can develop needs for all of these but usually one is dominant leading to variances in behavioral tendencies.

Achievement

motivated to achieve difficult challenges.

Power

motivated to be in control.

Affiliation

desire to develop meaningful relationships.

achievement, power, affiliation

3 components of McClelland's Acquired Needs theory