Life stressors as common as work pressure or as obscure as being zapped with electricity while running in a maze, all activate the stress response. With

Life stressors as common as work pressure or as obscure as being zapped with electricity while running in a maze, all activate the stress response. With such varying sources from which stressors emerge, stress is a holistic phenomenon with emotional, biological, cognitive, and coping aspects.

Research into the stress response touches a variety of scientific disciplines. Theorists from the fields of physiology, endocrinology, psychiatry, psychology, and sociology have made major contributions to understanding the biological response evoked by stress. Their theories that describe stress all tie together, building on each other’s constructs to better explain stressors, stress, and the stress response. The first paradigm by physiologist Walter Cannon and endocrinologist Hans Selye considered stress a stimulus. Stress happened to the individual. However, stressors can be internally generated with worry or fear. Revealing the impact of stress as detrimental to physical well-being, the Life Stressor Assessment developed by psychiatrists Thomas Holmes and Richard Rahe identifies stressful life events that may predict stress reactions. Also, recent work by sociologist Aaron Antonovsky and psychologist Richard Lazarus describes stress more as a process. In viewing the “Stress Response” handout, notice that there are continuous interactions between the person and the environment, influencing the impact of the stressor through cognitive, emotional, and behavioral pathways. Traditionally, stress has been viewed as an adaptive function with a set of physiological responses to a stressor. Present thinking supports a more holistic understanding. As a result, perspectives have changed to include cognitive, environmental, and social elements in a more holistic understanding of the stress response.

For this Discussion, review this week’s Learning Resources, including the “Defining the Stress Response Across Multiple Scientific Disciplines” handout. Then take the Holmes and Rahe stress assessment. Finally, consider any insights you had or conclusions you drew after completing the Holmes and Rahe self-evaluation.

With these thoughts in mind: 

Post by Day 3 your definition of stress. Then explain why your perceptions of stressors might be relevant to Richard Lazarus’s appraisal model. Finally, explain any insights you had or conclusions you drew after completing the Holmes and Rahe self-evaluation. Be specific.

Be sure to support your postings and responses with specific references to the Learning Resources.

Share This Post

Email
WhatsApp
Facebook
Twitter
LinkedIn
Pinterest
Reddit

Order a Similar Paper and get 15% Discount on your First Order

Related Questions

2Self-of-the-Therapist ReflectionName of Student Lecturer Name Course Date

2 Self-of-the-Therapist Reflection Name of Student Lecturer Name Course Date Self-of-the-Therapist Reflection Introduction Therapists often, without our knowledge, carry around our own biases influencing how we view and relate to clients. Most often these biases are based on our family of origin, cultural upbringing or old experiences. It is important

Week 6. Assignment. Change Management Change management is an important topic in today’s workforce. Organizations can no longer afford to be

Week 6. Assignment. Change Management Change management is an important topic in today’s workforce. Organizations can no longer afford to be stagnant; therefore, the most successful organizations are constantly reinventing and improving their processes, products, and services to stay competitive in a global marketplace. For most employees, change is difficult.

Chelzea OMotivational Theories and Reducing Turnover Motivation plays a critical role in employee engagement, retention, a

Chelzea O Motivational Theories and Reducing Turnover Motivation plays a critical role in employee engagement, retention, and organizational performance. Two commonly studied motivational theories are Herzberg’s Two-Factor Theory and Vroom’s Expectancy Theory. While both provide useful insights into what drives employees, they differ in focus and application. Comparison of Herzberg’s