SYNOPSIS OF MAJOR PROJECT ON OCCUPATIONAL STRESS

SUBMITTED TO: DR. AMANPREET

SUBMITTED BY:-

SCHOOL OF MANAGEMENT STUDIES,PUNJABI UNIVERSITY PATIALA INTRODUCTION

Occupational stress is stress involving work. According to the current World Health Organization's (WHO) definition, occupational or work-related stress is the response people may have when presented with work demands and pressures that are not matched to their knowledge and abilities and which challenge their ability to cope. Occupational or job stress may be defined as a "mechanism whereby the human body attempts to adapt to the environment." The body has a normal mechanism for dealing with stressful situations that is known as the "fight or flight" response. As soon as the brain senses danger, it sends messages (electrical, chemical, and hormonal) that stimulate the extra energy needed to fight the danger or run away from it. The stress cycle always includes the danger stimulus, the removal of the danger, and a state of relaxation. The "fight or flight" response is extremely functional when we confront shortterm specific dangers. When the danger or challenge is removed or has been dealt with, the body returns to a state of equilibrium.

CAUSES OF STRESS

Stress is not caused by any single variable, but results from the complex interactions between a large system of interrelated variables. Strains can be mental, physical or emotional. Occupational stress can occur when there is a discrepancy between the demands of the environment/workplace and an individuals ability to carry out and complete these demands. Often a stressor can lead the body to have a physiological reaction that can strain a person physically as well as mentally. A variety of factors contribute to workplace stress such as: excessive workload, isolation, extensive hours worked, toxic work environments, difficult relationships among co-workers and management, management bullying, harassment and lack of opportunities or motivation to advancement in ones skill level.

When the cause of the stress can be identified, is of short duration, and can be responded to by a specific set of positive actions that eliminate the cause, this is a healthy stress reaction. However, when the source of the stress is not identifiable, becomes excessive, repeated, prolonged, or continuous, it becomes "distress" and creates unhealthy physiological and psychological reactions.

SEXUAL HARASSMENT AS A CAUSE OF WORKPLACE STRESS

Sexual harassment in the workplace is an important cause to workplace stress. In the workplace, women are more likely to experience sexual harassment compared to men especially for those working in traditionally masculine occupations. In addition, a study indicated that sexual harassment negatively affects workers' psychological well-being. Another study found that level of harassment at workplaces lead to differences in performance of work related tasks. High levels of harassment were related to the worst outcomes, and no harassment was related to least negative outcomes. In other words, women who had experienced a higher level of harassment were more likely to perform poorly at workplaces.

STRESS-RELATED DISORDERS
Stress-related disorders encompass a broad array of conditions, including psychological disorders (e.g., depression, anxiety, post-traumatic stress disorder) and other types of emotional strain (e.g., dissatisfaction, fatigue, tension, etc.), maladaptive behaviours (e.g., aggression, substance abuse), and cognitive impairment (e.g., concentration and memory problems). In turn, these conditions may lead to poor work performance, higher absenteeism, less work productivity or even injury Job stress is also associated with various biological reactions that may lead ultimately to compromised health, such as cardiovascular disease, or in extreme cases death.

CATEGORIES ASSOCIATED WITH OCCUPATIONAL STRESS

Categories associated with occupational stress are:-

factors unique to the job, role in the organization, career development, interpersonal work relationships, organizational Structure/climate.

These individual categories demonstrate that stress can occur specifically when a conflict arises from the job demands of the employee and the employee itself. If not handled properly, the stress can become Distress (medicine). The first category concerns with the ability of the employee coping with the specific hours worked, the level of productive rate expected, the physical environment, as well as the expectancy of the work desired by management. For instance, research shows that night shifts in particular has a high possibility of negative impact towards the health of the employee. In relation to this, approximately 20 percent of night shift workers have experienced psychophysiological dysfunctions, including heart diseases. Extreme factors can affect the competence levels of employees. The second category, role in the organization, is associated with the hierarchical ranking of that particular employee within the organization. Upper management is entitled to oversee the overall functioning of the organization. This causes potential distress as the employee must be able to perform simultaneous tasks. With the third category, career development, other factors come into play. Security of their occupation, promotion levels, etc. are all sources of stress, as this business market in terms of technology of economic dominance is everchanging. The fourth category of workplace stress pertains to the interpersonal relationships within the workplace. The workplace is a communication and interaction based industry. These relationships (either developed or developing) can be problematic or positive. Common stressors include harassment, discrimination, biased opinions, hearsay, and other derogatory remarks. Finally, the last category of workplace stress is the organizational climate or structure. The overall communication, management style, and participation among groups of employees are variables to be considered. In essence, the

resultant influence of the high participation rate, collaborative planning, and equally dispersed responsibilities provides a positive effect on stress reduction, improved work performance, job satisfaction, and decreased psychosomatic disorders.

JOB CONTROLS AND JOB DEMANDS

There are a number of working conditions that we encounter on a daily basis which contribute to making work stressful. These working conditions are called "stressors" and consist of those things which have a negative effect on a worker's physical or emotional well-being. In addition these working conditions or stressors are associated with two job characteristics: job control and demand. Job control determines how much or how little control a worker has over her/his job. It can be defined in terms of one's ability to make decisions about how work is done and the ability to use a range of skills on the job. Job demand determines how much or how little production or productivity pressures there are on the worker and the quality of the physical work environment. Examples of job control stressors include: Lack of control over your work, Lack of recognition for work done, Job insecurity, Fear of layoffs, Harassment, Lack of respect from supervisors, Racism, Sexism, Age discrimination, Inadequate pay, Isolation from fellow employees either physically or psychologically, and Lack of promotion opportunities.

Examples of job demand stressors include: Contracting out work, Fragmentation/job declassification, Poor ventilation and heating, Poor lighting, Forced overtime, Shift-work, Speed-ups, Conflicting job demands, Physical danger, Fear of accident or even death on the job, Poor computer workstation design, Lack of training, Unnecessary paperwork.

OBJECTIVES OF STUDY
To study the various factors due to which occupational stress is felt.

 To study the steps taken by employees to get relief from occupational stress. To study what an organisation do for the benefit of their employees to help them in getting relief from occupational stress.

RESEARCH METHODOLOGY Research Design Descriptive Sampling Methodology Convenience Sampling Sample Size 50 Collection of Data - Primary