Hi All, Please tell me the factors that will determine the "Role Stress" of employees working in an organization. Thank you.
From India, Pune
From India, Pune
Dear RESHMASABLE
The following are the role stressors defined by Dr. Udai Pareekh
1. Inter-role distance : It is experienced when there is a conflict between organizational and non-organisational roles. For example, the role of an executive vs. the role of a husband/wife.
2. Role stagnation : It is the feeling of being stick in the same role. Such a type of stress results in perception that there is no opportunity for the furthering or progress of one’s career.
3. Role expectation conflicts : This type of stress is generated by different expectations by different significant persons, i.e. superiors, subordinates and peers, about the same roles and the role occupant’s ambivalence as to whom to please.
4. Role erosion : This type of role stress is the function of the role occupant’s feeling that some functions which should properly belong to his/her role are transferred to/or performed by some other role. This can also happen when the functions are performed by the role occupant but the credit for them goes to someone else. Another manifestation is in the form of underutilization in the role.
5. Role overload : When the role occupant feels that there are too many expectations from the significant roles in his/her role set, he/she experiences role overload. There are two aspects of this stress: quantitative and qualitative. The former refers to having too much to do, while the latter refers to things being too difficult and the accountability in the role.
6. Role isolation : This type of role stress refers to the psychological distance between the occupant’s role and other roles in the same role set. It is also defined as role distance which is different from inter-role distance , in the sense that while IRD refers to the distance among various roles occupied by the same individual, role isolation (RI) is characterized by the feelings that others do not reach out easily, indicative of the absence of strong linkages of one’s role with other roles. This can be geographic or systemic.
7. Personal inadequacy: It arises when the role occupant feels that he/she does not have the necessary skills and training for effectively performing the functions expected from his/her role. This is bound to happen when the organizations do not impart periodic training to enable the employees to cope with the fast changes both within and outside the organization.
8. Self-role distance : When the role a person occupies goes against his/her self-concept, then he/she feels self-role distance type of stress. This is essentially a conflict arising out of a mismatch between the person and his/her job.
9. Role ambiguity : It refers to the lack of clarity about the expectations regarding the role which may arise out of lack of information or understanding. It may exist in relation to activities, responsibilities, personal styles and norms and may operate at three stages:
a.When the role sender holds his/her expectations about the role,
b.When he/she sends it, and
c.When the occupants receives those expectations.
10. Resource inadequacy : This type of stress is evident when the role occupant feels that he/she is not provided with adequate resources for performing the functions expected from his/her role.
Regards
Hitesh
From India, New Delhi
9The following are the role stressors defined by Dr. Udai Pareekh
1. Inter-role distance : It is experienced when there is a conflict between organizational and non-organisational roles. For example, the role of an executive vs. the role of a husband/wife.
2. Role stagnation : It is the feeling of being stick in the same role. Such a type of stress results in perception that there is no opportunity for the furthering or progress of one’s career.
3. Role expectation conflicts : This type of stress is generated by different expectations by different significant persons, i.e. superiors, subordinates and peers, about the same roles and the role occupant’s ambivalence as to whom to please.
4. Role erosion : This type of role stress is the function of the role occupant’s feeling that some functions which should properly belong to his/her role are transferred to/or performed by some other role. This can also happen when the functions are performed by the role occupant but the credit for them goes to someone else. Another manifestation is in the form of underutilization in the role.
5. Role overload : When the role occupant feels that there are too many expectations from the significant roles in his/her role set, he/she experiences role overload. There are two aspects of this stress: quantitative and qualitative. The former refers to having too much to do, while the latter refers to things being too difficult and the accountability in the role.
6. Role isolation : This type of role stress refers to the psychological distance between the occupant’s role and other roles in the same role set. It is also defined as role distance which is different from inter-role distance , in the sense that while IRD refers to the distance among various roles occupied by the same individual, role isolation (RI) is characterized by the feelings that others do not reach out easily, indicative of the absence of strong linkages of one’s role with other roles. This can be geographic or systemic.
7. Personal inadequacy: It arises when the role occupant feels that he/she does not have the necessary skills and training for effectively performing the functions expected from his/her role. This is bound to happen when the organizations do not impart periodic training to enable the employees to cope with the fast changes both within and outside the organization.
8. Self-role distance : When the role a person occupies goes against his/her self-concept, then he/she feels self-role distance type of stress. This is essentially a conflict arising out of a mismatch between the person and his/her job.
9. Role ambiguity : It refers to the lack of clarity about the expectations regarding the role which may arise out of lack of information or understanding. It may exist in relation to activities, responsibilities, personal styles and norms and may operate at three stages:
a.When the role sender holds his/her expectations about the role,
b.When he/she sends it, and
c.When the occupants receives those expectations.
10. Resource inadequacy : This type of stress is evident when the role occupant feels that he/she is not provided with adequate resources for performing the functions expected from his/her role.
Regards
Hitesh
From India, New Delhi
Thank you very much sir for your kind reply.
Is there any standard questionnaire that can be used to find out the level of ROLE STRESS among the organizational employees?
Can you PLEASE also comment on questionnaires which will be beneficial for collecting data about ROLE EFFICACY and EMOTIONAL INTELLIGENCE?
Thanks
From India, Pune
Is there any standard questionnaire that can be used to find out the level of ROLE STRESS among the organizational employees?
Can you PLEASE also comment on questionnaires which will be beneficial for collecting data about ROLE EFFICACY and EMOTIONAL INTELLIGENCE?
Thanks
From India, Pune
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