...is strong and healthy, the outcome is positive. When you lack the ability to handle the demands, the outcome is negative. The stress response is the body’s way of protecting you. Harvard physicians Robert Yerkes and John Dodson first described the relationship between stress and performance in 1908. The Yerkes-Dodson Principle implies that to a certain point, a specific amount of stress is healthy, useful, and even beneficial. When you are working, it helps you stay focused, energetic, and alert. In emergency situations, stress can save your life. I think stress helps us rise to meet challenges. Anxiety assumes an extremely imperative part on building fixation power. For example, it can keep you on your toes throughout a presentation at work, or drives you to study for an exam than sitting in front of the TV. Anyhow past a certain point, stress quits being useful and begins bringing on real harm to one's health, productivity, relationships, and quality of life. The signs and indications of stress over-burden might be practically anything. Stress influences the brain, body, and conduct from numerous points of view, and everybody encounters push diversely. Overwhelming stress does not only lead to serious mental and physical health problems, but it also can take a toll on your relationships in your social life. Our modern life has become too complicated because of daily hassles, deadlines, frustrations, and too many demands to fulfill. Now days, almost everybody has their own...
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...stress and work-family conflict Abstract Stress, work-family conflicts and flexible scheduling are three of the most important elements in organizational studies. The focus of current study is to understand the effect of Stress, work-family conflicts and flexible scheduling on employee’s performance and also to understand whether flexible scheduling helps in reducing stress and work-family conflicts or not. A survey has also been conducted to strengthen the idea comprising of a sample of 70 employees from different organizations. 53 of them responded and the respond rate was 75%. Descriptive statistics is used to analyze the data. Results show that stress and work family conflict negatively affect the employee performance and flexible scheduling has a positive effect on employee performance. Primary study as well as literature review showed that flexible scheduling also helps in reducing stress and work-family conflicts. However, results are strongly based on the literature review i.e. secondary data. Introduction Work family balance is one of the most emerging concepts in the field of business and in the corporate world. Organizations are trying to reduce this conflict for the betterment of organization as well as for the employees. Western researchers have done a considerable work on this concept of work-family balance (Berg et al., 2003; Frone, 2003; Rossi, 2001; Marcinkus et al., 2007; Young, 1999). Actually work-family balance is used to reduce the work-family conflict...
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...people deal with personal, educational, and vocational problems. The majority of professional counselors work in schools and colleges where they provide a diverse array of services to assist students including advising in academic, social, and behavioral matters as well as developmental issues (Cunningham & Cordeiro, 2003). They are known to be great listeners and they also advocate for mental health and resilience in difficult life circumstances (Carandang, Catipon, Dey, Fernandez & Tuason, 2011). School counselors’ roles had their changes due to the challenges of today’s population. They experiences challenges due to the overwhelming needs of clients, heavy...
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...Tiffany Shelby Annotated Bibliography Capella University Cohen, R. (Ed.). (2002). Dear Mrs. Roosevelt: Letters from children of the great depression. Chapel Hill, NC: The University of North Carolina Press. The editor provides a context and elaborates on the meaning of nearly 200 letters written to Eleanor Roosevelt by children and youth experiencing the hardships of the Great Depression from 1933-1941. The young people request individual assistance, explain why their families are unable to provide basic necessities, and justify the worthiness of their requests. The poignant letters provide some insight into hard-working families during this period who either have no employment, work part-time, or work at low-paying jobs. Children and youth plead with Mrs. Roosevelt for clothing; for money to ward off evictions, pay debts, and purchase simple household conveniences; for funds for educational expenses, Christmas gifts for family members, marriage and new household expenses, bicycles to help their families, and for radios to ameliorate loneliness. The letters attest to the courage, tenacity, and intelligence of youth who had few resources, but hoped for better lives during this era. The editor also clarifies Mrs. Roosevelt and her staff’s responses to the letters. Only 1 percent of youths received the material assistance they requested. About 5 percent were told by Mrs. Roosevelt’s staff to seek help from New Deal agencies, 3 percent were directed toward charities, and 3 percent...
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...A1: An examination of work and personal life conflict, organizational support, and employee health among international expatriates Elisa J. Grant-Vallonea,*, Ellen A. Ensherb Grant-Vallone, E.J., & Ensher, E. A. (2001). International Journal of Intercultural Relations, 25(3), 261-278. doi: 10.1016/S0147-1767(01)00003-7 Abstract: This study analyzes the effect of two types of work and personal life conflict and organizational support on expatriate employees’ mental well-being. Survey data were obtained from a culturally diverse sample of 118 employees working in Europe. Overall, employees reported higher levels of work interfering with their personal life, than personal life interfering with their work. Results demonstrated that work–personal life conflict was related to employees’ depression and anxiety and personal–work life conflict was related to employees’ concern for their health. Organizational support had significant main effects on well-being and conflict; however, organizational support did not buffer the effects of conflict on expatriates’ well-being. Although organizations are often concerned with the reduction of personal life interfering with work for expatriates (e.g., spouse employment, schooling for children), this study suggests that organizations should also concerned with how work is interfering with expatriates personal lives (e.g., reevaluate extensive travel, long hours.) Thus, programs that address both types of conflict are imperative to retain...
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...A Sino-U.S. Comparison of Work-Family Conflict and Its Implications to American Managers A SINO-U.S. COMPARISON OF WORK-FAMILY CONFLICT 2 Abstract In this qualitative study, work-family conflict in China and the United States is compared and contrasted based on national culture, traditions, norms, and living standards. The analysis results in a proposition that Chinese employees will experience less work-family conflict when faced with the same work and family demand as their American counterparts, because of differences in their work and family priority, perception of work-family relationship, national culture, conflict handling style, social support, work-family communication, and economic pressure. The implications to American managers are discussed. A SINO-U.S. COMPARISON OF WORK-FAMILY CONFLICT 3 A Sino-U.S. Comparison of Work-Family Conflict and Its Implications to American Managers Work-family conflict has been a concern of many researchers (Carlson & Kacmar, 2000; Greenhaus & Beutell, 1985). Studies showed that work-family conflict had negative impact on employees, their families, and organizations (Beutell & Witting-Berman, 1999; Burke, 1988; Frone & Cooper, 1992; Goff, Mount, & Jamison, 1990; Martins, Eddleston, & Veiga, 2002). Recent changes in demographic characteristics of the U.S. work force have resulted in greater work-family conflict. Examples of these demographic changes include the...
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...Int. J. Production Economics 147 (2014) 230–238 Contents lists available at ScienceDirect Int. J. Production Economics journal homepage: www.elsevier.com/locate/ijpe Defining value chain architectures: Linking strategic value creation to operational supply chain design Matthias Holweg a, Petri Helo b,n a b Judge Business School, University of Cambridge, UK Department of Production, Faculty of Technology, University of Vaasa, Finland art ic l e i nf o Article history: Received 31 May 2012 Accepted 13 June 2013 Available online 28 June 2013 Keywords: Value chain Supply chain management Operations strategy a b s t r a c t Over the past three decades scholars have developed comprehensive insights into the operational and strategic aspect of designing and managing the supply chain. Reviewing this ample body of knowledge however one cannot help but notice a persistent disunion between the “value chain” view that considers aspects of value creation and appropriation, and the operational “supply chain” view that considers strategies and tools for designing and operating efficient inter-firm networks. Commonly these views do not interact: value creation has the aim of capturing the maximum value-added in financial terms, the supply chain view aims for designing operationally efficient supply chains. In contrast to their treatise within the academic literature, from a practical point of view these two aspects are both necessary (and thus in their own right insufficient)...
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...Casestudy: IKEA FAMILY: OLD ENOUGH TO WORK? Socialist Party (SP) versus IKEA At the end of 1998, furniture giant Ikea became the target of protest campaigns throughout Europe. The campaign in the Netherlands was led by the political Socialist Party (SP) and a number of NGOs. The actions against and pressure on Ikea were prompted by a television documentary on working conditions at Indian factories that manufactured clothing, chairs and rugs for Ikea which made allegations of child labour and unsafe working conditions. The SP and other societal organisations demanded that Ikea adopt, comply with and monitor a code which addresses child labour and unacceptable working conditions at the factories of suppliers. Societal Interface Management Challenges PUBLIC - PRIVATE PROFIT NON-PROFIT Is the eradication of Unlisted company child labour the and business responsibility of the community Indian government? involvement: consumers and/or Observing international suppliers? conventions (ILO) and cooperating with Family atmosphere organisations? in a family business? Quality mark/not? Inadequate regulations in host countries? EFFICIENCY Affordable furniture for consumers at lower end of market High margins on goods purchased from suppliers Owns most of the franchises ETHICS/EQUITY Working conditions (child labour and hazardous substances) Education and training policy of company? Low prices at all costs? The issue of cultural relativism/universalism . Would you find it acceptable...
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...members Defining boundary Achieving coordination Organizational change 2 10/14/2012 Organizational effectiveness External resource approach Secure resources Cost & quality of inputs Market share Stakeholder support Internal resources approach Innovation and responsiveness Decision time Innovativeness Employee motivation, coordination, conflict Time to market Technical approach Conversion efficiency Product quality & cost Customer service Delivery time Ethical decisions • Is it for the greater good? The utilitarian approach – If no – reject • If yes: Does it protect the rights of those affected by the decision? The moral rights approach – If no – reject • If yes: Does it distribute benefits and harm equitably? The justice approach – If no – reject – If yes – Accept this decision 3 10/14/2012 Problem of aligning members to organizational goals through adequate control mechanisms AGENCY THEORY Salient aspects • Applicable whenever there is a Principal-Agent relationship – Board structure & compensation – More generally – boss/subordinate • Core assumptions – Self-interest – Goal conflict –...
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...Chapter 1 THE PROBLEM AND ITS BACKGROUND Introduction The traditional delivery system for higher education has been a classroom setting with a professor giving a lecture and students listening and writing notes. Interaction between the professor and student has been viewed as an essential learning element within this arrangement. However, innovations in educational delivery mechanisms have challenged this paradigm. Advances in Information Technology (IT) are enabling little used educational delivery methods such as On-line Learning (OL). The result is that many institutions of higher learning have adopted on-line education as the next logical step in educational delivery systems. These systems are being promoted as the educational pedagogy of the future. Some experts have gone as far as to predict that the "residential based model," that is, students attending classes at prearranged times and locations will disappear in the near future (Blustain, Goldstein, & Lozier 1999; Drucker 1997). However, one overriding question that must be addressed is how will these new educational delivery approaches that move away from the basic face to face relationship between a professor and students impact student learning and student perceptions of learning. Online learning can be defined as an approach that utilizes Internet technologies to communicate and collaborate in an educational context. This includes technology that supplements traditional classroom training with web-based...
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...Organizational Behavior Mayur M. Mohite MET MMS 2012-2014 Roll No.96, Div-B Managing Stress And Work Life Balance-Buddhism Pali quote 1 (Verse 81 of Dhammapada): Selo yathā ekaghano vātena na samīrati Evaṃ nindāpasaṃsāsu na samiñjanti paṇḍitā English Translation: As a solid rock is unshaken by the wind, even so the wise are unshaken by praise or blame. Meaning: The wise remain unmoved and unruffled both by praise and humiliation. The wise remain unshaken under all vicissitudes of life, like the solid rock that withstands the buffering of wind, unmoved. The ordinary people tend to be shaken by the changing vicissitudes of life.when something goes wrong, they are depressed. When things go well, they are elated. But, the wise are unshaken, whatever the fortune they face. It is said that the people in generally face eight kinds of vicissitudes : (1) gain (2) loss (3) neglect (4) attention (5) humiliation (6) praise (7) pleasure (8) Pain. These eight are described as the eight vicissitudes of life. The ordinary masses are shaken by these vicissitudes, but the wise remain unshaken by them. The wise ones are aware of the changing nature of the world; in response they remain unmoved by it. The wise person considers the circumstances carefully and notes that they are subject to fluctuations. His mind is not shaken by good fortune.nor he is depressed by misfortune. Analysis: According to me, nothing in this world is permanent, everything changes, if we are going through...
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...Information Systems, Jones College of Business, Middle Tennessee State University, MTSU Box 45, Murfreesboro, TN 37132 U.S.A. {nita.brooks@mtsu.edu} Cynthia K. Riemenschneider Management Information Systems Department, Hankamer School of Business, Baylor University, 1 Bear Place #98005, Waco, TX 76798-8005 U.S.A. {c_riemenschneider@baylor.edu} 1 While the U.S. economy is recovering slowly, reports tell us that the supply of information systems (IS) professionals is declining and demand is once again on the rise. With organizations challenged in their efforts to hire additional staff, IS professionals are being asked to do even more, often leading to burnout, turnover, and turnaway intentions. Building on Ahuja et al.’s (2007) work on turnover intentions and using the job demands– resources model of burnout as an organizing framework for the antecedents to exhaustion from IS career experience (EISCE), this illustrative research note draws attention to exhaustion in IS professionals that spans an individual’s professional career. Findings indicate that IS professionals’ perceived workload (demand) was associated with higher levels of EISCE, whereas fairness and perceived control of career (resources) were associated with lower levels of EISCE. The influence of EISCE on affective commitment to the IS profession (ACISP) was found to be negative and, ultimately, ACISP fully mediated the effect of EISCE on the intention to turn away from an IS career. The results...
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...environment they are in! Industrial/Organizational (I/O) Psychology: I-side: human resources functions Ex: training, selection, performance appraisal O-side: understanding and predicting behavior Ex: motivation, work attitudes, stress, leadership, team effectiveness Organizational behavior: the scientific study of individual and group behavior in organizations; focused on different levels of analysis * Use of the scientific method to understand and solve problems relate to people in organizations * Focus on organizational behavior * Individuals: attitudes, behavior, health * Groups/teams: norms, cohesion, conflict * Organizations: firm performance, culture, climate Historical influences: * Fredrick Taylor: first to subject work to scientific study; interested in efficiency * Published Principles of Scientific Management (1911) * Conducted first field experiments like shuffling studies * Time-and-motion studies to identify “one best way” to do a job * Ford example; he found a way to make Ford cars cheaper * Elton Mayo: studied workers at Hawthorne; worked of the Western Electric Co. in late 20’s – early 30’s * Research on effects of lighting, breaks, length of work day, and type of incentive pay on performance * Illumination studies and Hawthorne Effect * Social factors affect behavior in organizations (human relations movement) * Kurt Lewin: * Father of social...
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...This chapter was excerpted from Dayle M. Smith (2000). Women At Work: Leadership for the Next Century. Upper Saddle River, NJ: Prentice Hall. Cynthia A. Thompson and Laura L. Beauvais I love my life! My husband and I have arranged our work lives so that we can spend as much time as possible with our kids, and still feel like we’re making a difference at work. —JESSICA DEGROOT, FOUNDER. THE THIRD PATH INSTITUTE It just got to be too much. Monday through Friday I caught the 6:30 train for the city, and didn’t return until 6 P.M. . I loved my job, the money was good, but there was no flexibility, no possibility for part-time work. And I really missed my kids. My husband was making more than I did and we finally decided we could live on his salary. So I quit. —LISA CELONA. FORMER NASDAQ EQUITY TRADER. CURRENT AT-HOME MOM I spent four years working for an insurance company as director of media services. Because my wife was a performer in New York City and had to work evenings; I was the primary caregiver for our two children. That meant I had to leave work earlier than any of the other managers, and that caused a lot of friction and resentment... The tension it created for me at work was instrumental in my eventually having to leave the company. —MICHAEL KERLEY, PRESIDENT, CREATIVE DIALOGUES Chapter Overview This chapter focuses on how women (and, increasingly, men) attempt to balance the multiple competing...
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...A Report On Employee Demotivation Submitted to: Mr Shaiful Islam CEO Human Resource Department Grameen Phone Submitted by: Mr Khalid Mahmod(1020088) Director Mr Atiqur Rahman(1020102) Sales Executive Mr Taifur Rahman(1020099) Planning Executive Mr Toufiq Islam(1020077) Procurement Executive Date of submission: 22 November 2010 Grameen Phone Block-B,Road-16 Bashundhara Residential Area Dhaka 1217 Telephone:+8802 9987456 Fax:+8802 9652314 E-mail:info@grameenphone.com Websie:www.grameenphone.com ...
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