Incest 0000i-xiv FM 1 - William L. White

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t h e i n c e st u o u s wo r k p lac e
stressors and supports in the microsystem. Those factors that make up
the personal defense structure will be detailed in the next chapter.
Role balance exists when individuals are able to filter role
stressors and role supports through their personal defense
structures in a manner that allows them to sustain role performance
and personal health.
Our personal defense structures operate constantly to maintain this balance.
When equilibrium is maintained, we can do our jobs without experiencing
any stress-related disruptions of our physical or emotional
health. In short, we function without symptoms.
Role breakdown is a deterioration in performance and personal
health resulting from either changes in the levels of role
stressors and role supports in the microsystem or changes in
the strength of our personal defense structures.
When we simultaneously experience an increase in role stressors and a
loss of role supports, our personal defense structures are stretched beyond
their capacities for adaptation. When this occurs, we develop distress-related
symptoms that serve as warning signs of disharmony. (See
chart of indicators in chapter 1.) These symptoms interfere with our individual
work performances and can disrupt the surrounding health of
our work teams. Distress-related deteriorations in the work performance
of key individuals can threaten the very existence of an organization.
The model we have just outlined illustrates three levels of microsystem
intervention that can be utilized to reduce the incidence of
role breakdown and the toll of human casualties that accompany such
breakdowns.
1. We can build programs and services into organizations that
increase the strength and flexibility of members’ personal
defense structures, (for example, employee assistance, health
promotion, and stress-management training programs).
2. We can manipulate the work environment to reduce the
frequency and intensity of those role stressors over which
we have control.
3. We can manipulate the work environment to increase the
availability and variety of role supports.