STRESS REDUCTION

Toward The Development of A Stress Reduction Model For New School Administrators



Acknowledgement

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I, [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

Signed __________________ Date _________________

Table of Contents

Chapter #1: Introduction6

Background of the Problem6

Statement of the Problem11

Purpose of the Study12

Definition of Terms13

Limitations of the Study15

CHAPTER #2: Stress and the Effects on Health18

Introduction and Overview18

Perspectives of Stress19

Defining Elements of Stress and its Effects upon Health22

Summary27

Chapter #3: Factors Of Stress For New School Administrators29

Introduction and Overview29

Defining Elements of Stress Factors for New Administrators:31

Theory and Related Research31

Summary38

Chapter #4: Typical Experiences and Responses Of New School Administrators40

Introduction and Overview40

Shortages of Administrators: Current Research41

Increasing Pressures and Responsibilities of Administration43

Summary47

Chapter #5: Characteristics Of Orientation Programs In Place For New School Administrators47

Introduction and Overview48

Evaluations of Current Programs: Current Research49

Administrator's Feedback: What Else is needed51

Summary53

Chapter # 6: The Application of a Model Program to Reduce the Stress of New Administrators55

Introduction and Overview55

Intervention Goals and Strategies57

A Model Program (Framework) to Reduce Stress and Provide Support for New Administrators62

Follow-Up64

Chapter # 7: Summary and Discussion67

Introduction and Overview67

Discussion68

Stress Management72

Coping73

Managing Stress74

Managing Stress through Environmental Engineering74

Managing Stress by Calming Neurological Triggering79

Managing Stress to Protect Organs and Systems82

Factors Related To Appraisal84

Conflict84

Predictability and Controllability86

Physiology of Stress88

General Adaptation Syndrome88

The Autonomic Nervous System90

The HPA Axis90

Homeostasis, Allostasis, and Allostatic Load91

Creating and Measuring Stress93

Life Events93

Daily Hassles95

Acute Stress95

Laboratory Stress95

Academic Examinations98

Chronic Stress99

Disasters99

Care giving100

Marriage101

Applications102

Post-Traumatic Stress Disorder102

Acculturative Stress103

Implications for Future Research105

Summary105

References107

Chapter #1: Introduction

Background of the Problem

Selye's and Meichenbaum's research on stress is useful in comprehending the problem of stress for school administrators. Selye described G.A.S., the general adaptation syndrome, the manifestation of stress in the whole body as developed in time (in three stages, the alarm reaction, stage of resistance, and the stage of exhaustion). These stages in turn cause stress, burnout, and the fear of failure for the administrator. Coupled with Selye's work, Meichenbaum asserted that a change of position (with new responsibilities) constituted a life stressor (Meichenbaum, 1974). When a person moves through a “life stressor,” such as a new job or position, they move through the process of G.A.S., which produces the aforementioned levels of stress. While there exists a plethora of literature on coping with stress across the disciplines, not all programs and mechanisms will work for everyone (Selye, 1956, 1974), nor does everyone in every profession move through G.A.S. which will produce these levels of stress. Hence, there is a need for a specific, all-inclusive program geared to new school administrators and their unique concerns.

Various approaches to dealing with stress and school administrators have emerged. Primarily, the approach has been twofold. In districts where there is a severe shortage of administrators, for lack of training or an unwillingness to take such a demanding position, ...