CHAPTER II

Personality Development

DR. EDGAR G. CUE

 What is Personality?

Personality is the unique and relatively stable patterns of thoughts,

feelings, and behaviors that distinguish individuals.

Why is it importance?
A well-developed personality helps in building confidence,
improving relationships, and achieving career success.
 What is Personality Development?

Personal Development is the continuous process of improving

oneself in various aspects of life, including skills, knowledge,
attitudes, habits, and overall personality, to achieve personal
goals and reach one's full potential.
 Components of Personality
1. Physical Personality: Appearance and health.
2. Mental Personality: Attitudes, beliefs, and thinking
patterns.
3. Emotional Personality: Emotional intelligence and
stability.
4. Social Personality: Interpersonal skills and social
behavior.
 Factors Influencing Personality

1.Genetics: Innate traits inherited from parents.

2.Environment: Family, culture, education, and society.
3.Experiences: Life events, successes, failures.
4.Self-awareness: Understanding oneself and personal growth.
 Skills for Personality Development
1. Self-awareness: Know your strengths and weaknesses.
2. Communication Skills: Verbal, non-verbal, listening skills.
3. Confidence Building: Positive attitude and self-belief.
4. Time Management: Prioritize tasks and manage time
effectively.
5. Leadership Skills: Motivation, decision-making, team
management.
6. Emotional Intelligence: Empathy, self-regulation, social
skills.
 Practical Tips
for Personal Development
1. Set Goals: Short-term and long-term personal and professional goals.
2. Read Regularly: Expand knowledge and improve vocabulary.
3. Practice Public Speaking: Join clubs like Toastmasters or participate
in debates.
4. Maintain Good Hygiene and Dress Well: First impressions matter.
5. Stay Positive and Optimistic: Cultivate a positive mindset.
6. Seek Feedback: Constructive criticism helps growth.
7. Engage in Extra-curricular Activities: Sports, arts, volunteering.
 Activities to Promote
Personality Development
1. Self-Reflection Journals: Write daily reflections.
2. Role-Playing: Practice real-life scenarios.
3. Group Discussions: Enhance communication and teamwork.
4. Personality Assessments: Discover your personality type.
5. Networking: Attend seminars, workshops, and social events.
 Activities to Promote
Personality Development
1. Self-Reflection Journals: Write daily reflections.
2. Role-Playing: Practice real-life scenarios.
3. Group Discussions: Enhance communication and teamwork.
4. Personality Assessments: Discover your personality type.
5. Networking: Attend seminars, workshops, and social events.
 Importance of
Personality Development
1. Enhances Self-Awareness: Helps you understand your strengths,
weaknesses, values, and passions, leading to better decision-making.
2. Builds Confidence: Developing new skills and achieving goals boosts
self-esteem and belief in oneself.
3. Improves Skills and Abilities: Continuous learning and self-
improvement make you more effective in personal and professional
life.
4. Career Advancement: Personal growth opens up new opportunities,
improves employability, and prepares you for leadership roles.
 Importance of
Personality Development
5. Fosters Positive Attitudes: Encourages optimism, resilience, and
adaptability in facing life's challenges.
6. Better Relationships: Improves communication, empathy, and
interpersonal skills, leading to healthier relationships.
7. Increases Motivation and Goal Achievement: Helps you set clear goals
and develop strategies to reach them.
8. Promotes Overall Well-being: Contributes to mental, emotional, and
physical health, leading to a balanced and fulfilling life.
 1. Extraversion (Surgency)
➢ Extraversion (or extroversion) is a personality trait characterized by
excitability, sociability, talkativeness, assertiveness, and high
amounts of emotional expressiveness. People high in
extraversion are outgoing and tend to gain energy in social
situations. Being around others helps them feel energized and
excited.
➢ People who are low in this personality trait (or introverted) tend to
be more reserved. They have less energy in social settings, and social
events can feel draining. Introverts often require a period of solitude
and quiet to recharge.
1. Extraversion (Surgency)

Key Traits:
Excitability
Sociability
Talkativeness
Assertiveness
Emotional expressiveness
 1. Extraversion (Surgency)

Examples of High in Extraversion

1. Enjoys being the center of attention.
2. Likes to start conversations.
3. Enjoys meeting new people.
4. Has a wide social circle of friends and acquaintances.
5. Finds it easy to make new friends.
6. Feels energized when around other people.
7. Say things before thinking about them.
 1. Extraversion (Surgency)

Examples of Low in Extraversion

1. Prefers solitude
2. Feels exhausted when having to socialize a lot
3. Finds it difficult to start conversations
4. Dislikes making small talk
5. Carefully thinks things through before speaking
6. Dislikes being the center of attention
 2. Agreeableness

➢ This personality trait includes attributes such as trust,

altruism, kindness, affection, and other prosocial behavior.
➢ People who are high in agreeableness tend to be more
cooperative while those low in this personality trait tend to
be more competitive and sometimes even manipulative.
 2. Agreeableness

Key Traits:

Sympathetic
Kind
Affectionate
Trust
Altruism
Prosocial behaviors
 2. Agreeableness

Examples of High in Agreeableness

1. Has a great deal of interest in other people

2. Cares about others
3. Feels empathy and concern for other people
4. Enjoys helping and contributing to the happiness of other
people
5. Assists others who are in need of help.
 2. Agreeableness

Examples of Low in Agreeableness

1. Takes little interest in others
2. Doesn't care about how other people feel
3. Has little interest in other people's problems
4. Insults and belittles others
5. Manipulates others to get what they want
 3. Neuroticism

➢ Neuroticism is a personality trait characterized by sadness,

moodiness, and emotional instability. This trait is generally defined
as a negative personality trait that can have detrimental effects on a
person's life and well-being.
➢ Individuals who are high in neuroticism tend to experience mood
swings, anxiety, irritability, and sadness. People who are low in this
personality trait tend to be more stable and emotionally resilient.
 3. Neuroticism

Key Traits:

Tense
Moody
Anxious
Irritable
Sadness
 3. Neuroticism

Examples of High in Neuroticism

1. Experiences a lot of stress

2. Worries about many different things
3. Gets upset easily
4. Experiences dramatic shifts in mood
5. Feels anxious
6. Struggles to bounce back after stressful events
 3. Neuroticism

Examples of Low in Neuroticism

1. Emotionally stable
2. Deals well with stress
3. Rarely feels sad or depressed
4. Doesn't worry much
5. Is very relaxed
 4. Openness

➢ Openness (also referred to as openness to experience) emphasizes

imagination and insight the most out of all five personality
traits. People who are high in openness tend to have a broad range
of interests. They are curious about the world and other people and
are eager to learn new things and enjoy new experiences.
➢ People who are high in this personality trait also tend to be more
adventurous and creative. Conversely, people low in this personality
trait are often much more traditional and may struggle
with abstract thinking.
4. Openness [Intellect/ Imagination]

Key Traits:

Imaginative
Insightful
Curious
Creative
Broad interests
 4. Openness [Intellect/ Imagination]

Examples of High in Openness

1. Very Creative
2. Open to trying new things
3. Focused on tackling new challenges
4. Happy to think about abstract concepts
 4. Openness [Intellect/ Imagination]

Examples of Low in Openness

1. Dislikes change
2. Does not enjoy new things
3. Resists new ideas
4. Not very imaginative
5. Dislikes abstract or theoretical concepts
 5. Conscientiousness
➢Conscientiousness is defined by high levels of thoughtfulness, good
impulse control, and goal-directed behaviors.
➢Highly conscientious people tend to be organized and mindful of
details. They plan ahead, consider how their behavior affects others,
and are conscious of deadlines.
➢If a person scores low on this personality trait, it might mean they
are less structured and organized. They may procrastinate when it
comes to getting things done, sometimes missing deadlines
completely.
5. Conscientiousness

Key Traits:
Organized
Thorough
Planful
Thoughtful
Impulse control
 5. Conscientiousness

Examples of High in Conscientiousness

1. Spends time preparing

2. Finishes important tasks right away
3. Pays attention to detail
4. Enjoys having a set schedule
 5. Conscientiousness

Examples of Low in Conscientiousness

1. Dislike structure and schedules
2. Makes messes and doesn't take care of things
3. Fails to return things or put them back where they belong
4. Procrastinate important tasks
5. Fails to complete necessary or assigned tasks
Theories of Personality
DR. EDGAR G. CUE
1. The Psychoanalysis Theory
of Personality Development
[Sigmund Freud]
 1. The Id [The instinctive Core]

• Presence from Birth

➢ The id is the first part of personality to develop and is entirely
unconscious.

• Primitive and Driven by Pleasure

➢ It seeks immediate gratification of basic needs and instincts.
 1. The Id [The instinctive Core]

• The Pleasure Principle

➢ The id operates on the pleasure principle—wanting instant
satisfaction.

Example:
(1) A newborn cries loudly when hungry, demanding to be fed
immediately.
(2) An adult might impulsively grab a snack when hungry,
regardless of the context.
 1. The Id [The instinctive Core]

• Primary Process Thinking

➢ Uses mental images to fulfill desires.

Example:
(1) If someone is very thirsty, their id might "dream" of a cold
glass of water to satisfy the craving.

• Importance in Early Life

➢ Ensures infants' needs are met without regard for social rules.
 2. The Ego [Reality Mediator]
• Develops from the id
➢ The ego forms as we learn to deal with the external world.

• Functions and Principles

➢ It operates across conscious, preconscious, and unconscious
levels, guided by the reality principle—delaying gratification until
it is appropriate and safe.
2. The Ego [Reality Mediator]
2. The Ego [Reality Mediator]
 2. The Ego [Reality Mediator]
• Secondary Process Thinking
➢ Uses logical, realistic thinking to satisfy desires.
Example:
• Instead of grabbing food impulsively, an adult might wait until a
mealtime or find a healthy snack.
• Managing Tension
➢ Uses displacement to redirect impulses.
Example:
• After a stressful day at work, someone might come home and
snap at their partner instead of their boss.
• Delayed Gratification
The ego might plan to save money instead of spending impulsively.
 3. The Superego [The Moral Compass]

• Emerges Around Age Five

➢ It internalizes societal and parental standards.

Two Types of Superego:

A. Ego Ideal: Contains rules for good behavior; fulfilling these
leads to pride.

Example:
A child who shares toys may feel proud for doing what’s right.
 3. The Superego [The Moral Compass]
B. Conscience: Contains internalized rules about bad or forbidden
behaviors; violating these leads to guilt.

Example:
Feeling guilty after lying to a friend.

Functions
It acts to perfect and civilize behavior, sometimes conflicting with the
id’s desires.
 The interaction and conflict
of Id, Ego, & Superego
• Inner Conflict
➢ The id wants instant pleasure, the superego enforces moral
standards, and the ego tries to balance both with reality.

Example:
You see a tempting piece of cake (id), but you’re on a diet (superego), so
your ego might find a healthy alternative or decide to indulge modestly.
• Ego Strength
➢ The ego’s capacity to manage these conflicts—strong ego leads
to healthier behavior.
 Defense Mechanism: Coping Strategies
2. Denial
➢ Refusing to accept a painful reality.
Example:
An alcoholic insists they don’t have a drinking problem despite clear
evidence.

3. Repression
➢ Keeping upsetting memories out of conscious awareness.
Example:
Someone who was abused as a child may not remember the event but might
struggle in trusting others later.
Defense Mechanism: Coping Strategies
3. Displacement
➢ Redirecting feelings onto a safer target.
Example:
After a bad day, a person yells at their spouse or kicks the dog instead of
their boss.

4. Sublimation
➢ Transforming unacceptable impulses into acceptable activities.
Example:
Someone with aggressive impulses takes up boxing or martial arts.
Defense Mechanism: Coping Strategies
5. Projection
➢ Attributing your own unacceptable feelings to others.
Example:
A person who feels jealous might accuse their partner of being
unfaithful.

6. Rationalization
➢ Justifying behavior with logical reasons.
Example:
A student blames poor exam results on unfair questions rather than
lack of preparation.
Defense Mechanism: Coping Strategies
7. Regression
➢ Reverting to earlier, childlike behaviors under stress.
Example:
An adult throws a temper tantrum when frustrated.

8. Reaction Formation
➢ Acting opposite to unacceptable feelings.
Example:
Someone who secretly dislikes a colleague might act overly friendly
toward them.
 Types of Anxiety
& their Defense Mechanism
1. Neurotic Anxiety
➢ Fear of losing control over id impulses—like impulse to steal or
aggress.
Example:
An individual feels worried about giving in to aggressive desires but defeats
them.
2. Reality Anxiety
➢ Fear of real-world threats, like fear of injury or failure.
Example:
Fear of walking alone in a dangerous neighborhood.
 Types of Anxiety
& their Defense Mechanism
3. Moral Anxiety
➢ Fear of violating moral standards set by the superego.
Example:
Feeling guilty after cheating on a test.
 2. Erikson’s Stages of
Psychosocial Development
[Erik Erikson]
 Stages Age
Stage 1 Trust vs. Mistrust Infancy from birth to 18 months
Stage 2 Autonomy vs. Shame and Toddler years from 18 months
Doubt to three years
Stage 3 Initiative vs. Guilt Preschool years from three to
five
Stage 4 Industry vs. Inferiority Middle school years from six to
11
Stage 5 Identity vs. Confusion Teen years from 12 to 18
Stage 6 Intimacy vs. Isolation Young adult years from 18 to 40
Stage 7 Generativity vs. Stagnation Middle age from 40 to 6
Stage 8 Integrity vs. Despair Older adulthood from 65 to
death
 Age Conflict Important Outcome
Events
Infancy Trust vs. Feeding Hope
[Birth to 18 Mistrust
Months]
Early Autonomy Toilet Will
Childhood vs. Shame Training
[2 to 3 & Doubt
years]
Preschool Initiative Exploration Purpose
[3 to 5 vs. Guilt
years]
 Age Conflict Important Outcome
Events
School Age Industry vs. School Confidence
[7 to 11 years old Inferiority
Adolescence Identity vs. Social Fidelity
[12 to 18 years old Role Relationships
Confusion
Young Adulthood Infancy vs. Relationships Love
[19- 40 years old] Isolation
 Age Conflict Important Outcome
Events
Middle Adulthood Generativity Work and Care
[40- 65 years old] vs. Parenthood
stagnation
Maturity Ego Reflection on Wisdom
[65 and above] integrity vs. Life
Despair
Other aspects of
Personality
1. Body Language
 What is Body Language?
➢It is nonverbal communication
through body movements, gestures,
facial expressions, eye contact, and
touch.
➢It conveys a great deal of information
without words, often revealing our
feelings, thoughts, and intentions.
➢Body language includes conscious
and unconscious movements and
postures that form a unique language
within ongoing communication.
 What is Body Language?

➢It is nonverbal communication through body movements, gestures,

facial expressions, eye contact, and touch.
➢It conveys a great deal of information without words, often revealing
our feelings, thoughts, and intentions.
➢Body language includes conscious and unconscious movements and
postures that form a unique language within ongoing
communication.
 Parts of the Body

1. HEAD
➢ Movement and placement
of the head, back to front,
left to right, side to side,
including the shaking of
hair.
 Parts of the Body
2. FACIAL EXPRESSION
➢ The face has many muscles (anywhere between 54 and 98,
depending on who you ask) that move several areas of the face.
 Each combination of movements of the
following face elements communicates a
state of mind:
A. Eyebrows - Up, down, frowning.
B. Eyes - Left, right, up, down, blinking, eye dealation.
C. Nose - Wrinkle (at the top), flaring of the nostrils.
D. Lips - Smiling, snarling, puckered, kissing, opened, closed, tight.
E. Tongue - In, out, rolled, tip up or down, licking of lips.
F. Jaw - Open, closed, clinched, lower jaw left or right.
 Parts of the Body
3. Body Posture
➢ The way you place your body and arms and legs, in relation to
each other, and in relation to other people:
The Body Language of Posture
 Facial expression
1. All facial organs on human face
indicates facially expressive
message.
2. These are hair, forehead,
eyebrows, eyes, mouth, chin,
nose, lips, ears, teethe, tongue
etc.
3. Facial expressions comes
naturally hence it is beyond the
control of speaker.
Dress & Appearance
 Dress & Appearance

1. The kind of dress we use & the way in which we groom ourselves
shows our status & attitude.
2. We influenced how others look & clothes they wear
3. Physical attractiveness plays an important role in our assessment of
people.
4. Persons dress & physical appearance conveys great deal of
information about him.
 Eye Contact
1. Eye contact has very much in face- to- face communication.
2. Absence of eye contact shows lack of interest & understanding.
3. Look faster than listen or talk.
 Eye Contact
4. Eyes are human windows
except them there is no life.
5. The speaker must look in to
the eyes of the audience from
right to left & left to right this
will built up the confidence &
eliminate the nervousness.
6. It build the rapport between
the speaker & the listener.
 How to improve body language?
1. SMILE!
2. Keep an open space before your upper torso. E.g.
don't fold your arms, hug your bag, or put things on your
lap.
3. Have eye contact. Important to establish connection.
4. Be comfortable in your space. Don't fidget, don't
squirm, or don't lose yourself in your body.
5. (For ladies) When resting on your hand, keep the
insides of your hand faced outwards. This makes you
appear more open.
How to improve body language?
6. Minimize movement that distracts. Don't finger
drum, nail bite, skin peel, or scab pick.
7. Slow down your pace. (for fast talkers). Move
slowly if you have to adjust your position.
8. Be inclusive in your actions. E.g. reduce the
physical distance between you and the other
person, smile, maintain eye contact, and make
occasional gestures towards the other person.
How to improve body language?

9. Be open with your emotions. If you are sad,

happy, or surprised, show that on your face.
10. Pace yourself to much the other person. At the
end of the day, everyone is different. Assess each
person individually and adopt the body language
that will help you best connect with him/her.
Dos and Don'ts (+VE & -Ve): Receiver
Friendly:
2. Problem Solving
 What is Problem Solving?

Problem solving is the cognitive process involved in discovering,

analyzing, and implementing solutions to challenges or obstacles. It
encompasses skills such as critical thinking, creativity, decision-
making, and perseverance.
 The Role of Problem Solving in
Personality Development
Problem solving contributes to personality development by
fostering essential traits such as:

▪ Confidence: Successfully resolving problems boosts self-esteem.

▪ Resilience: Developing persistence in facing difficulties.
▪ Independence: Becoming self-reliant in decision-making.
▪ Creativity and Flexibility: Encouraging innovative approaches.
▪ Emotional Regulation: Managing stress and frustration during
challenges.
 Examples of Problem Solving in
Personality Development

▪ Academic Challenges
▪ Workplace Conflicts
▪ Personal Life
 Developing Problem Solving Skills

To enhance problem-solving as part of personality development,

individuals can:

▪ Engage in critical thinking exercises.

▪ Practice decision-making in daily life.
▪ Cultivate patience and perseverance.
▪ Seek feedback and learn from failures.
▪ Adopt a positive attitude towards challenges.
3. Conflict & Stress
Management
 What is conflict?
➢ A situation where people disagree over an important issue.
➢ Can arise from clashes of thoughts, ideas, perceptions, or
interests.

What is Perception?
➢The process by which individuals interpret and make sense of their
environment.
➢A critical component in conflict; misperceptions can lead to
unnecessary disagreements.
 What is Dysfunctional Conflict?
➢Also known as destructive or unhealthy conflict.
➢Results in lower team performance, reduced satisfaction, and
increased turnover.
➢Characterized by personal anger, resentment, verbal abuse, threats,
deception, and aggressive acts.

What is Functional Conflict?

➢Also called constructive or healthy conflict.
➢Promotes problem-solving, creativity, innovation, and increased
morale.
➢Leads to positive organizational change and higher productivity.
 Types of Conflict
1. Intrapersonal Conflict
➢ This is a conflict when an
individual experiences some
kind of internal conflict.
For Example:
a mother who wants to be involved in her
child’s school activities and also to be
involved in important assignments at office.
She may experience intrapersonal conflict.
This is referred to as inter role conflict.
Types of Conflict
2. Interpersonal Conflict
➢ often referred to as ‘personality
conflict’, arises between two people at
the workplace due to differences in
working styles, ideas, and values.
This may happen between any two
coworkers, subordinates, or an
employee and a customer. This type
of conflict has potentially negative
impact since it revolves around
personal differences.
 Types of Conflict
3. Intragroup Conflict
➢ This refers to conflict that occurs between an individual and
her/his group. It happens when an individual’s needs, goals,
values are different from those of the group
 Types of Conflict
4. Intergroup Conflict
➢ occurs between two or more groups. This may happen within
or outside the organization over various issues.
For Example:
When groups at the same level in an organization have a disagreement or clash,
it is called horizontal conflict. For example, if there is a delay in delivering a
product, conflicts might happen between these groups. On the other hand,
vertical conflict occurs between groups at different levels of the organization,
such as between managers and employees. The main reasons for these conflicts
are issues related to power and control.
Types of Conflict
5. Interorganizational Conflict
➢ arises between two or more
organizations. Heightened competition,
mergers and acquisitions, and so forth
can increase the chances of such types
of conflict. It can be both functional
and dysfunctional. For example, such
conflicts may arise between companies,
sports clubs, etc.
 Causes of Conflict
1. Individual Causes
➢ refer to the personal perceptions, attitudes, and characteristics of
individuals that can lead to conflicts in the workplace. These
causes include factors such as an individual's working style, personality,
level of autonomy, cultural background, and personal beliefs. Differences
in these areas may result in misunderstandings or disagreements.
For Example:
an employee calling her/his superior by the first name, that might be culturally
appropriate for the employee, but the superior might find it to be offensive and
disrespectful.
 Causes of Conflict
2. Organizational Causes
▪ Goal incompatibility is an important cause of conflict.
For Example:
Different divisions in an organization have different goals to accomplish and thus,
conflict is bound to arise.
▪ Competition over resources is another important source of
conflict. When there is a gap between demand and supply, conflict
arises.
For example:
In a University, conflict may arise when there is scarcity of finances, space, faculty
or staff or lab facilities, and so forth. It becomes difficult to satisfy the needs of
every person or group.
 Conflict Styles
1. Avoiding Styles
➢ the employee using this style will
generally ignore the conflict hoping that
it will resolve itself. Withdrawal and
triangling are two important forms of
avoidance. Withdrawal is one of the
easiest ways to handle conflict.

For example:
an employee leaving the organization to avoid conflict.
 Conflict Styles
2. Accommodating Styles
➢The person relying in
this usually sacrifices
her/ his needs and
satisfies the needs of the
others. The person is
high on submissiveness
and cooperation. This
style is harmful in the
long run.
 Conflict Styles
3. Competing Styles
➢A person using this style does anything to win with little respect
for the other person/group (win-lose). The person operates on the
principle of ‘winning at all costs’. Such a style is very damaging for
relationships and other conflicts may also arise. But it might be
useful in emergency situations
 Conflict Styles
4. Collaborating Styles
➢ A person using this style tries to win but also wants the other
person to win (win-win). This style is beneficial at all times but
being time consuming, is not helpful during emergencies.
 Conflict Styles
5. Compromising Styles
➢ It is a give-and-take tactics where most of the conflicts are
resolved with the help of compromise so that solution benefits both
the parties. It focuses on satisficing- the solution is minimally
accepted by both the parties.
 What is Stress?
❑ The word stress originates from the Latin word strictus, meaning tight
or narrow, highlighting the feeling of being under pressure.
❑ Hans Selye [1936] introduced the concept of General Adaptation
Syndrome (GAS), later renamed the stress response. He described stress
as "a syndrome manifested by non-specific changes in a biological system" in
response to demands.
GAS Model: It involves three stages:
1. Alarm Reaction: Initial response to a stressor, activating the fight-
or-flight response.
2. Stage of Resistance: The body attempts to adapt to ongoing stress.
3. Stage of Exhaustion: Prolonged stress depletes resources, leading to
fatigue or illness.
 Stress Response and Stressors
❑ Stress Response: The body's unconscious preparation to confront or
escape a threat, involving physiological changes like increased heart
rate, blood pressure, and sweating.

❑ Stressors: These are external or internal demands that trigger stress.

Examples:
External: Job interview, wedding, doctor’s appointment.
Internal: Personal fears, expectations.

❑ Subjectivity of Stress: What one perceives as stressful may not be for

another, highlighting the subjective nature of stress.
 Physical and Psychological Reactions
(Stress Reactivity)
❑When faced with stressors, the body reacts
physically (e.g., increased heart rate, stiffness)
and psychologically.

❑Strains: When these reactions persist beyond

the body's capacity to cope, negative
consequences such as health problems,
emotional exhaustion, or behavioral issues
may develop.
Relationship between Stress
& Performance
 Types of Stress

1. Eustress (Positive Stress): A beneficial form of stress that enhances

motivation and performance.

Example: Feeling anxious before an exam can motivate you to prepare.

Optimal Level of Arousal: Based on the Inverted-U Theory, moderate arousal
yields peak performance, whereas too little or too much arousal impairs
performance.
 Types of Stress

2. Distress (Negative Stress): Harmful stress when demands exceed

coping ability.

Example: Facing a last-minute job interview with no preparation.

Implications: Prolonged distress can lead to burnout, health issues, and job
dissatisfaction.
 The Balance Between Stress and
Performance

❑ The relationship between stress and performance is often depicted as

an inverted U-curve:

• Low stress: Under-stimulation, boredom, low productivity.

• Moderate stress: Optimal performance.
• High stress: Overload, decreased performance, burnout.

Implication: Managing stress levels is key to maintaining high performance.

 The Concept of Stress Imbalance
❑Stress becomes problematic when there is an imbalance
between stressors and resources or coping mechanisms. This imbalance leads
to distress.
Example: An employee with high workload (stressors) and limited support
(resources) experiences high distress.
❑ Hypostress: Insufficient stress leading to boredom and monotony.
Example: A repetitive task with no challenges.
❑ Hyperstress: Excessive stress overwhelming the individual.
Example: Multiple deadlines piling up (role overload), leading to burnout.
 Stress Management Techniques
I. Personal Strategies to Prevent and Manage Stress
1. Work-life Balance 6. Leisure Time Activities
2. Positive mindset and Resilience 7. Physical Exercise
3. Social support 8. Diet
4. Time Management 9. Professional Help
5. Coping skills

II. Organizational Strategies to prevent and manage Stress

1. Job Redesign
2. Goal Setting
 Personal Strategies to Prevent and
Manage Stress
1. Work-Life Balance:
➢ maintaining a healthy equilibrium between personal life and work
responsibilities, which positively impacts physical and psychological
well-being and prevents long-term overcommitment to work.

For Example:
[1] An employee sets boundaries by not checking work emails after office hours
and dedicates evenings to family or hobbies.
[2] A company offers flexible working hours or remote work options to help
employees manage personal commitments alongside work demands.
 Personal Strategies to Prevent and
Manage Stress
2. Positive Mindset and Resilience:
➢ enabling individuals to adapt, learn, and bounce back from stressors.
Developing resilience involves realistic optimism, strong values, self-
awareness, and the ability to set priorities, all of which help in
effectively coping with stress.

For Example:
[1] When facing a project setback, a person views it as a learning opportunity
rather than a failure, maintaining optimism and motivation.
[2] An individual practices gratitude daily and focuses on their strengths to stay
motivated during stressful times.
 Personal Strategies to Prevent and
Manage Stress
3. Social Support
➢ helps individuals cope with stress by providing emotional care,
information, feedback, and mentoring, acting as a buffer against
workplace and personal stressors, and fostering positive
emotions and productivity.

For Example:
1. A team member shares their concerns with a trusted colleague, who
listens and provides helpful advice, reducing their stress.
2. A supervisor regularly checks in with employees, offering encouragement
and feedback to help them navigate workplace challenges.
 Personal Strategies to Prevent and
Manage Stress
4. Time Management
➢ effectively organizing and planning how to divide your
time among various activities, with the goal of setting
priorities, accomplishing goals, and avoiding last-minute
stress and confusion.

For Example:
Planning your day with a schedule that allocates specific time slots for
work, breaks, and personal activities, so you meet deadlines without last-
minute rushes.
 Personal Strategies to Prevent and
Manage Stress
5. Coping Skills
➢ use to deal with conflicts and stressors by focusing on
aspects they can control and change, rather than on
those they cannot.

For Example:
Instead of worrying about things outside your control, you focus on
managing your workload or practicing deep breathing techniques to stay
calm during stressful situations.
 Personal Strategies to Prevent and
Manage Stress
6. Leisure Time Activities
➢ Activities undertaken during free time that promote
relaxation, joy, spontaneity, and connection with others
or nature, thereby helping to reduce stress.

For Example:
Going for a walk in nature, playing a musical instrument, or engaging in
hobbies like painting or gardening to relax and recharge.
 Personal Strategies to Prevent and
Manage Stress
7. Physical Exercise
➢ Physical activities, particularly aerobic exercises and
flexibility training, that improve responsiveness to
stress and reduce muscular tension caused by
distress.

For Example:
Running, cycling, or doing yoga regularly to improve your physical
response to stress and release muscular tension.
 Personal Strategies to Prevent and
Manage Stress
8. Diet
➢ The pattern of eating habits and food choices; a
healthy diet that minimizes high sugar and cholesterol
foods can help reduce stress levels by maintaining
better blood chemistry.

For Example:
Choosing to eat balanced meals with fruits, vegetables, and whole grains
instead of consuming sugary snacks or fast food that can increase stress
vulnerability.
 Personal Strategies to Prevent and
Manage Stress
9. Professional Help
➢ Seeking assistance from health or mental health
professionals when experiencing early symptoms of stress or
strain, in order to prevent physical or psychological damage
For Example:
Visiting a counselor or therapist after noticing persistent mood swings, sleep
disturbances, or loss of appetite to address underlying stress or mental health
issues.
 Organizational Strategies to Prevent and
Manage Stress
1. Job Redesign
➢ Redesigning jobs is important so that employee needs
are taken care off and some sources of stress are
reduced. An increase in worker control will help in
reducing stress at organizational level; most common is
job decision latitude. Another benefit of job redesign is
to reduce uncertainty and increase predictability at
workplace.
For Example:
company allows employees to choose their start and end times within a
certain range, giving them greater autonomy over their work hours.
 Organizational Strategies to Prevent and
Manage Stress
2. Goal Settings
➢ This strategy is designed to enhance task motivation. It
helps in focusing a person’s attention and helps in
channelizing energy into productive way

For Example:
A student sets a goal to improve their math grades by studying for 30
minutes every day. This clear, specific goal helps them focus their
attention on consistent practice, channel their energy into regular study
sessions, and stay motivated to achieve better results.
4. Work Ethics
 What is Ethics?

➢ A collection of values and

behaviors which people feel are
moral
➢ “Ethics” is name given to our
values of good behavior
➢ A positive work ethic is the
collection of all the values and
actions that people feel are
appropriate in the work place
What is Moral?
➢ Relates to right and wrong
➢ Values are beliefs that a person feels
very important
➢ Our behavior, actions are most often
a reflection of our values
➢ Today’s workforce is demanding and
competitive
➢ Good technical skill is not enough
but must be motivated with a positive
cooperative attitudes
 Ten [10] Characteristics
of Good Work Ethics
1. ATTENDANCE
- Attend workplace, arrives/leaves on time
- Make advance notice for planned absences
- Punctuality
 Ten [10] Characteristics
of Good Work Ethics

2. CHARACTER
- Display loyalty, honesty,
trustworthiness, reliability,
dependability, initiative, self
discipline and self-
responsibility
 Ten [10] Characteristics
of Good Work Ethics

3. TEAMWORK
- Team worker,
cooperative, assertive,
display a customer service
attitude, continuous
learning, mannerly behavior
 Ten [10] Characteristics
of Good Work Ethics

4. APPEARANCE
- Display appropriate dress, grooming,
hygiene and etiquette

5. ATTITUDE
- Positive attitude, self confident, realistic
expectation of self
 Ten [10] Characteristics
of Good Work Ethics
6. PRODUCTIVITY
- Safety practices, conserve materials, keep
work area neat and clean, follow directions and
procedures
7. ORGANIZATIONAL SKILL
- Skill in personal management, time
management, prioritizing, flexibility, stress
management and dealing with chance
 Ten [10] Characteristics
of Good Work Ethics
8. COMMUNICATION
- Appropriate verbal and non- verbal skill
9. COOPERATION
- Display leadership, appropriate handle
criticism and complaints, demonstrate problem
solving capacity, maintain appropriate
relationship with supervisors and peers, and
follow chain of command
 Ten [10] Characteristics
of Good Work Ethics

10. RESPECT
- Respect the rights of others, deal
appropriately with cultural/racial diversity and
not engaged in harassment of any kind
 Benefits of Good Work Ethics

❑ Good work ethics will accomplish the

following goals:

o Positive work ethics skill make for

more employable and valuable
employees
 Benefits of Good Work Ethics

o Employers will have workers with

desirable work habits

o More motivated and attentive workers

5. Good Manners & Right
Conduct
 What are Good Manners
& Right Conduct?
❑ Good Manners
➢ Politeness, consideration, and respectful behavior towards
others.
❑ Right Conduct
➢ Ethical behavior, honesty, responsibility, and adherence to
societal norms.
Examples:
1. Saying “please” and “thank you”
2. Respecting elders and authority
3. Being punctual
4. Showing kindness and understanding
 The Importance of
Good Manners
• Builds positive relationships
• Creates a respectful environment
• Enhances personal reputation
• Contributes to social harmony
 What are/ is magic words?
• Magic words are polite expressions that show respect and
consideration. They are called "magic" because they have the power
to make interactions smoother and more positive.
• Common Magic Words: Please, Thank you, Sorry, Excuse me, May
I.
Examples of Usage:
1. "May I go to the restroom?" instead of "Can I go?"
2. "Thank you for helping me."
3. "Sorry for the mistake."
Importance:
Using magic words demonstrates good manners and helps prevent
misunderstandings or conflicts.
 Right Conduct [RA 11476]

• Republic Act No. 11476 is known as the "Philippine

Mental Health Act", enacted in 2020, which emphasizes the
importance of mental health and well-being. While it
primarily focuses on mental health services, it also
underscores the importance of respectful and considerate
behavior towards others as part of mental health promotion.
 Right Conduct [RA 11476]
Key Provisions Related to Conduct:
1. Promotes respectful treatment of individuals with mental
health issues.
2. Encourages community awareness and education about
mental health.
3. Emphasizes the importance of empathy, understanding, and
supportive conduct.

Application to Good Manners:

1. Practicing patience and understanding towards others
2. Respecting individual differences
3. Promoting a culture of kindness and support
 Practical Tips for Practicing Good
Manners and Right Conduct

1. Always greet others politely.

2. Use magic words regularly.
3. Respect elders and authority figures.
4. Be punctual and responsible.
5. Show kindness and empathy.
6. Avoid using offensive language.
7. Maintain cleanliness and neatness.
6. Budget Plan
 What is Budget?
➢ Budget is an operational
plan, for a definite period
usually a year . Expressed in
financial terms and based on
the expected income and
expenditure.
➢ Budget is a concrete precise
picture of the total operation
of an enterprise in monetary
terms.
 Purpose of Budgeting
1. Mechanism for translating fiscal objectives into projected
monthly spending pattern.
2. Enhances fiscal planning and decision making.
3. Clearly recognizes controllable and uncontrollable cost areas.
4. Offers a useful format for communicating fiscal objectives.
5. Allows feedback of utilization of budget.
6. Helps to identify problem areas and facilitates effective
solution.
7. Provides means for measuring and recording financial success
with objectives of organization.
 Prerequisites to Budgeting
1. ORGANIZATIONAL STRUCTURE:
- Need a sound organizational structure with clear line of
authority and responsibility

2. NONMONETARY STATISTICAL DATA:-

- Such as number of admissions ,average length of stay,
percentage of occupancy and number of patient’s days –
used for planning and budgetary process.
 Prerequisites to Budgeting

3. CHARTS OF ACCOUNTS :
-Designed to be consistent with the organizational
plans.Revenues and expenses are reported by
responsibilities areas, thus providing historical data that
are valuable for planning and providing budgetary control
for evaluation as performance can be compared to plans.
 Prerequisites to Budgeting
4. MANAGERIAL SUPPORT
➢ Essential for the
budgetary programme
.Budgeting is done at the
departmental level, it
must be valued by top
administration.
➢ Managers must be willing
to devote their time and
energy to the budgeting
process.
 Prerequisites to Budgeting
5. FORMAL BUDGETING PROCESS AND
PROCEDURES:
➢ Should be available in budget manual, in which objective
are clarified and instructions for budget development are
discussed.
➢ Calendar of budgeting activities with the schedule for each
stage of program is presented.
 Characteristics of Budgeting
1. Should be flexible.
2. Should be synthesis of past ,present and future.
3. Should be product of joint venture and cooperation of
executive/department head at different level of
management.
4. Should be in the form of statistical standard laid down in
the specific numerical terms.
5. Should have support of top management throughout the
period of its planning and implementation.
 Importance of Budgeting
1. Needed for planning future course of action and control
over all activities in the organization.
2. Facilitates coordinating operation of various departments
and sectors.
3. Helps to weigh values and make decision when necessary.
 Principles of Budgeting
1. Should provide sound financial management by
focusing on requirement of the organization
2. Should focus on the objectives and policies of the
organization.
3. Should ensure the most effective use of financial and
non financial resources.
4. Program activities should be planned in advance.
5. Requires consistent delegation for framing and executive
budget.
 Principles of Budgeting
6. Should include coordinating efforts of various
departments establishing a frame of reference for
managerial decision and evaluate managerial
performance.
7. Requires an adequate checks and balance against
adoption of too high and too low estimates.
8. Must be appropriate to nature of business ,services and
to the type of budget.
9. Prepared under the direction and supervision of
administrator or financial officer.
 Principles of Budgeting

10. To be prepared and interpreted throughout the

organization .
11. Requires review of performance of previous year and
adequacy both quantitatively and qualitatively.
12. Provision should be made for flexibility.
 Types of Budget
1. OPERATING BUDGET(Revenues and Expenses)
➢ Provides an overview of agency function by
projecting the planned operation for upcoming year.
Deals with salaries, medical- surgical supplies, office
supplies, laundry services, books periodicals,
recreation and contractual services.
2. CAPITAL EXPENDITURE BUDGET
➢ Related to long range planning. Includes physical
changes (replacement and expansion of plant, major
equipment's and inventories).They are major
investment and reduces flexibility in budgeting
 Types of Budget
3. CASH BUDGET
➢ Planned to make adequate funds available and to use
extra funds profitably. Should not have too much
cash on hand during budgetary period.

4. LABOR OR PERSONNEL BUDGET

➢ Estimate cost of direct labor necessary to meet agency
objectives. Determine the recruitment, hiring,
assignment, layoff, discharge of personnel. Nurse
manager has to decide number of aids, orderlies
required during a shift months and areas.
 Types of Budget
5. FLEXIBLE BUDGET
➢ Some costs are fixed; others changes with volume
of business. Some expenses are unpredictable and
can be determined only after change has begun.
Periodic reviews required to compensate for
changes.

6. STRATEGIC PLANNING BUDGET

➢ Long range budget for long range planning.
Projected for 3-5 years. Program budget is a part of
this budget.
 Classification of Budget
1. INCREMENTAL
➢ Based on estimated changes in present operation
plus a percentage increase for inflation, all of
which is added to previous year budget.

2. OPEN ENDED
➢ A financial plan in which each operating manager
present a single cost estimate for what is
considered optimal activity level.
 Classification of Budget
3. FIXED CEILING BUDGET
➢ The uppermost spending limit is set by top
executive before the unit and divisional manager
develop budget proposal for the areas of
responsibility.

4. FLEXIBLE BUDGET
➢ Several financial plans each for different program
activity.
 Classification of Budget
5. ROLL OVER BUDGET
➢ Forecast program, revenues and expenses for a
period greater than a year, to accommodate
program larger than annual budget cycle.

6. PERFORMANCE BUDGET
➢ Allocates functions not divisions(direct nursing
care ,in service education, nursing research, quality
improvement).
 Classification of Budget
7. PROGRAM BUDGET
➢ Where cost are computed for a total
program(group total cost for each service program).
E. g. MCH,FP,UIP.

8. ZERO BASE BUDGET

➢ Requires nurse manager to examine ,justify each
cost of every program both old and new in every
annual budget preparation.
 Classification of Budget
9. SUNSET BUDGET
➢ Designed to “self destruct” within a prescribed
time period to ensure the cessation of spend in by
a predetermine date.

10. SALES BUDGET

➢ Is starting in budget program, since sales are basic
activities which gives shapes to other activities.
Compiled in terms of quantity and value.
 Classification of Budget
11. PRODUCTION BUDGET
➢ Aims at securing the economical manufacture of
production and maximizing the utilization of
production facilities.

12. REVENUE AND EXPENSE BUDGET

➢ Expressed in financial terms and take the nature of
performance income statement for future. Shows
the item of profits and loss.
 Classification of Budget
13. CASH BUDGET
➢ Prepared by way of projecting the possible cash
receipts and payments over budget period.
 Importance of Budgeting
1. Financial Control
➢ The ability to manage and regulate your money effectively.
Example: A student plans their monthly expenses to avoid overspending
on entertainment.

2. Expense Management
➢ Monitoring and controlling how much money is spent on
various needs and wants.
Example: Keeping track of grocery and transportation costs to stay
within the monthly budget.
 Importance of Budgeting
3. Avoiding Debt
➢ Managing finances to prevent borrowing money that accrues
interest or causes financial burden.
Example: Not using credit cards excessively to prevent accumulating high-
interest debt.

4. Saving for Future Goals

➢ Setting aside money to achieve long-term objectives like
education, travel, or emergencies.
Example: Saving a portion of allowance or part-time income for studying
abroad next year.
 Importance of Budgeting
5. Prioritizing Needs vs. Wants
➢ Differentiating essential expenses from optional ones and
allocating funds accordingly.
Example: Choosing to buy textbooks (need) instead of new clothes (want)
when funds are limited.

6. Reducing Financial Stress

➢ Lowering anxiety related to money by planning and managing
finances proactively.
Example: Having a monthly budget plan to ensure bills are paid on time,
avoiding late fees.
 Importance of Budgeting
7. Building Financial Discipline
➢ Developing habits of responsible money management and
self-control.
Example: Sticking to a weekly spending limit instead of impulsively
splurging.

8. Preparedness for Emergencies

➢ Having funds set aside for unexpected expenses such as
medical emergencies or urgent repairs.
Example: Saving a small emergency fund to cover unforeseen medical
bills.
 Importance of Budgeting
9. Tracking Spending Habits
➢ Keeping records of where and how much money is spent to
identify patterns and improve budgeting.
Example: Using a budgeting app to monitor daily expenses and adjust
habits accordingly.

10. Enhancing Financial Literacy

➢ Improving understanding of financial concepts to make
informed decisions.
Example: Learning about interest rates and savings accounts to
maximize benefits from banking products.
Thank you!