anizational Behaviour

What Is Stress
A dynamic condition in which an
individual is confronted with an
opportunity, constraint, or
demand related to what he or
she desires and for which the
outcome is perceived to be both
uncertain and important.

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Types of Stress
Distress
Eustress
• Distress or bad stress, is when
- Eustress is the good stress that the good stress becomes too
motivates you to continue much to bear or cope with.
working. • Distress can lead to poor decision
• It is this stress that helps us to making. Also it can bring in various
continue to be happy, motivated, physiological and behavioral
challenged and productive. symptoms.
• Hence, eustress contribute to • It can break a person’s potential
success and fulfillment in life. It is
outstanding performance and one of the main killers of winning
output and success.

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Model to understand causes and consequences

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Consequences
1-Behavioural Problems - Behavior is an action or reaction to the environment or
to internal thoughts and emotions. Behavioral symptoms are persistent or
repetitive behaviors that are unusual, disruptive, inappropriate, or cause
problems. Aggression, criminal behavior, defiance, drug use, hostility,
inappropriate sexual behavior, inattention, secrecy, and self-harm
self are examples o
behavioral symptoms.
2-Physical Problems – Stress causes physical reactions including excitability of
nerves, increased heart rate and a decrease in body temperature. A Research
finding suggests that high level of stress is accompanied by high blood pressure,
high cholesterol and result in heart disease, ulcer & arthritis and low immunity
3-Psychological problems – High level of stress may be accompanied by
psychological reactions such as anger, anxiety, depression, nervousness, irritabilit
tension and boredom depending upon nature of stress and the capacity to bear
stress. Thus it results in inability to concentrate and make decisions, job
dissatisfaction that affects the productivity of the organization

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Stress Management Strategies

Individual Strategies
Time Management Organizational Strategies
• Making daily list of • Selection and placement : individual with
activities
• Prioritizing activities
experience, internal locus of control,
• Knowing daily cycle openness to experience tend to cope with
and completing when stress
we are more alert
and productive • Job redesign : more responsibility, more
Physical exercise meaningful work, more autonomy and
increased feedback can reduce stress
Relaxation training
• Goal setting
Social support • Organizational Communication
• Participative decision making
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Conflict Concept
The concept of conflict , being an
outcome of behaviors, is an integral part
of human life. Where ever there is
interaction, there is conflict.
Conflict can be considered as an
expression of hostility(unfriendliness or
opposition), negative attitudes,
antagonism, aggression, rivalry and
misunderstanding.
According to Follett, “ Conflict is the
appearance of difference , difference of
opinions, of interests.”

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Nature
Conflict occurs when individuals are not able to choose among the
available alternative courses of action.
Conflict between two individuals implies that they have conflicting
perception, values and goals.
Conflict is a dynamic process as it indicates a series of events.
Conflict must be perceived by the parties involved into it. If anyone
is unaware of a conflict, then there’s no conflict

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Approaches

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Process of Conflict
The ability to
influence a group
toward the
achievement of goals
Management –
getting things done
by others
Examples – Mahatma Gandhi,
Hitler, Narayan Murthy, JRD
Tata

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Conflict Management Styles

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Work-Force Diversity
According to Moorhead and Griffin – “Workforce diversity is
concerned with the similarities and differences in such
characteristics as age, gender, ethnic heritage, physical abilities and
disabilities, race, and sexual orientation, among the employees of
organisations.”
Workforce diversity has significant implications for the
management. The managers will be required to shift their
approach from treating each group of workers alike to recognizing
differences among them and following such policies so as to
encourage creativity, improve productivity, reduce labour turnover
and avoid any sort of discrimination.

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Work-Force Diversity – Dimensions

Primary –
• Gender gender-based
based occupational segregation is also declining in many countries. Thus,
within corporations men and women are more likely to be found working side-by-side.
side
• Age diversity is increasing too. Many industrialized countries are experiencing declining
rates of population growth, which push employers to hire both young and older
employees.
• education of younger employees to substitute for the job experiences that previous
cohorts of employees had to accrue in order to be promoted, relatively young employees
are found more often in higher level positions. Consequently, age diversity is replacing
the homogeneity associated with traditional age-based
age stratification.
The greater the number of primary differences between people, the more
difficult it is to establish trust and mutual respect. Culture clash and conflicts
that occur between groups of people with different core identities can have a
devastating effect on human relations in an organisation.

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Work-Force Diversity – Dimensions

Secondary – These constitute the elements that can be changed or at least modified.
They include a person’s health habits, religious beliefs, education and training,
general appearance, status relationship, ethnic customs, communication style and
level of income. All these factors add an additional layer of complexity to the way we
see ourselves and others and in some instances can exert a powerful impact on our
core identities.
An accountant with ten years of work experience might adjust to a new position far
differently from an accountant with much less experience. A male earner who loses
his job may be severely affected by his loss of income as he has to cater to his familial
demands whereas a married woman with no children may not be as affected by a
similar loss as her husband can still meet the requirements of the family.
Even though situations like these intensify the impact of particular secondary
dimensions, they do not diminish the impact of primary or core dimensions. Instead,
the interaction between primary and secondary dimensions shapes a person’s values,
priorities and perceptions throughout life.

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Work-Force Diversity – Benefits

Improves Productivity
Improves Creativity And Innovation
Improves Employer Brand And Global Reputation
Improves Company Culture
Millennials And Diverse Workforce - Millennials now are more perceptive towards
their work environment. They not only want satisfaction in the work they do but also
want their work to reflect in the society they live in. According to Glassdoor, 67% of
job seekers weigh diversity as a factor before evaluating companies and job offers.
Another survey from Deloitte also reveals that 83% of millennials are engaged when
their organization has a diverse work culture. And the stats lower to 60% without
workplace diversity. Millennials have a unique outlook on diversity. For them, it is a
mix of identities, experiences, ideas, and opinions. This proves how important it is for
the millennials to break the norms and barriers. And also to work in an environment
which fosters progressive change and collaborative team works.

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