Employee Stress and Counseling

8/3/2019 Employee Stress and Counseling

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EMPLOYEE STRESS AND

COUNSELING


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THE NATURE OF STRESS

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Type A and Type B personalityARE YOU TYPE A OR TYPE B PERSONALITY ?

Answering these questions accurately requires honest reflection on how youreally think, and feel. Some of the questions on this test measure personality traitsdifferently than you might guess so trying to answer the test in a way you think wouldbe ideal is just going to screw up your results, so just focus on b eing honest if youwant the most accurate results .1) I am casuals about appointments 1 2 3 4 5 6 7 8 I am never late.

2) I am not competitive 1 2 3 4 5 6 7 8 I am very competitive

3) I never feel rushed, 1 2 3 4 5 6 7 8 I always feel rushedeven under pressure

4) I take things one at a time 1 2 3 4 5 6 7 8 I try to do many things atonce

5) I do things slowly 1 2 3 4 5 6 7 8 I do things fast (eating,walking, etc )6) I express only feelings 1 2 3 4 5 6 7 8 I sit on my feelings

7) I have many interests 1 2 3 4 5 6 7 8 I have few interests outsidework


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Total your score:---------multiply it by 3:---------The interpretation of your score is as follows:Number of points types of personalityL ess than 9 0 B90 to 99 B+100 to 11 9 A 120 or more A+


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C haracteristics of type A personality .1) Type A personality people are aggressively

competitive, hard working and restless .2) They are very successful and love to face

challenges .3) They are very ambitious, very talented and

very intelligent .characteristics of type B personality .

1) P atient2) P lays for fun not to win3) Is never in hurry4) Relaxes without guilt .


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S TRE SS

Stress on job is costly on employers because it leads tolower employee productivity, reduced motivation andincreased errors and accidents. High stress is also a majorcause of employee turnover and absenteeism.

Stress may be defined as a state of psychology and physiological imbalance resulting from the disparitybetween situational demand and the individualsability and motivation to meet those demands.


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E FFE C T / SYM P TO MS OF S TRE SS

1) P hysiological effectsHigh level of stress leads to hypertensionHeart attacksParalysisFrequent coldFever etc.

2) P sychological effectsD issatisfaction, depression, tension etcStress leads to frequent mood changes or loss of self esteem, inability to make decision etc.

3) Behavioral effectsL oss of sleepD rug addictionExcessive smoking Poor interpersonal relationsSuicide, etc


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EX TRE M E EFFE C TS OF S TRE SS4) Burnout: the employees suffering from burnout become

less energetic and less interesting in their jobs. They areemotionally exhausted, depressed irritable and bored.

They tend to find fault with all aspects of their work environment.C haracteristics of burnout are:Physical exhaustionEmotional exhaustionD epersonalization

5) Trauma: Trauma occurs due to devastating events in anindividuals life that alerts his or her attitudes, emotions orbehaviors. Even such as natural disaster, sever abuse by the employee, kidnapping, death of a co-worker in the

work place can cause trauma.


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C AU S E S OF S TRE SS

EX TR A O RG AN IS AT IONA L S TRE SS

ORG AN IS AT IONA L S TRE SS1 ) Occupational demand2) Personal v/s organizational life3) C areer concern4) Role conflict5) Work overload and under load6) Responsibility for others7) Organizational processes8) Organizational policies9) Working conditions10 ) L ack of team work (lack of togetherness11 ) Interpersonal, intrapersonal and intergroup conflict12) F rustration


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S TRE SS M ANA GE M E NT

1 ) Personally fitness / wellness2) Social support3) Relaxation and meditation (yoga, deep breathing &

mind concentration)4) C reate a supportive organizational climate5) Reduce role conflict6) Proper selection, placement and training 7) Stress management programs


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E M P L O Y EE S C OUN S E L IN GJhon Newstrom describe counseling as discussion with anemployee of a problem that usually has emotional content in

order to help the employee cope with it better The benefits of counseling

1) Advice-giving is one function that the counselor fulfill.However giving advice is note an easy task because it is very difficult to understand another persons complicatedproblems. But most workers expect advice from managers.

2) R eassurance the purpose of reassurance is to give a personcourage and confidence to face a problem.

3) Communication function helps in providing informationand understanding.

4) C ounseling provides an opportunity for R elease of emotional tension. The individual gets a chance to expresshis frustrations and problems when he talks to thecounselor.

5) C ounseling's leads to clarifying thinking on the part of

employee. The employee is encouraged to looks at theroblem in a rational and realistic manner.


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T YPES OF C OUNSE L ING1) D irective Counseling

The main function of directive counseling is to giveadvice but it also accomplishes the functions of reassurance, communication and emotional release.

D irective counseling is the process of listening to anemployees problems, deciding with the employee whatshould be done, and then telling and motivating theemployee to do it.

Benefits:a) It provide the counselee with an opportunity for

emotional release, help the employee to clarify histhinking and to take a helpful course of action.


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L imitation:1 ) The counselee may not follow the advice of the

counselor.2) Nondirective Counseling

Nondirective counseling is also known as client-centered counseling because it focuses on the counselee

rather than on the counselor. The counselor listens tothe counselee problems, understand them and determinethe appropriate solution. The counselor does not passany judgment and encourages the employee to expresshis true feelings. Takes time but long lasting.

Benefits:1 ) It leads to the reorientation of the employees.2) Emotional release and clarity in thinking takes place

more effectively in non directive counseling.


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L imitation:1 ) It is far more time consuming and costly than directive

counseling.2) Only professionally trained counselors can practice

nondirective counseling.3) Participative Counseling

participative counseling is neither wholly client-centered nor holly counselor- centered. Participativecounseling is a mutual counselor counselee relationshipthat establishes a cooperative exchange of ideas to helpsolve counselees problems. Participative counseling isalso known as cooperative counseling.

Employee Stress and Counseling

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