Answer to Question 1
B
Answer to Question 2
Nelson and Simmons (2011) present a holistic model of stress that applies theory and research of positive psychology to the study of work stress. The unique aspect of their as yet untested model is that they promote the idea that organizations should focus on generating employee eustress along with preventing distress. They see factors found in Antonovsky's (1979; 1987) SOC (sense of coherence) model such as meaningfulness and manageability, as well as other positive psychology factors such as hope, positive affect, satisfaction, commitment, and vigor as indicators of eustress. If employees learn to savor eustress experiences alongside learning how to cope with distress, then they will more likely achieve success in managing their work stress than if they simply focus on managing distress. Examples of generating eustress include managers establishing meaningful goals to generate hope, sharing more information to increase worker satisfaction, and redesigning jobs to enhance features that workers find positive and engaging.
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