EFFECT OF STRESS ON EMPLOYEE’S JOB PERFORMANCE IN SELECTED ORGANIZATION
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EFFECT OF STRESS ON EMPLOYEE’S JOB PERFORMANCE IN SELECTED ORGANIZATION
Chapter one
INTRODUCTION
1.1 Background of the Study
Employee performance has always been vital in the life of any organisation, prompting many businesses to implement numerous variables that can brag the performance of employees’ welfare, career development, and so on.
Despite all of management’s efforts to increase employee performance, stress has been identified as one of the most significant barriers to employee performance. As a result, stress has been defined in a variety of ways, including the following:
Stress is defined as any action or situation that imposes physical and psychological demands on a person.
It can also be defined as a demand placed on an individual that tests or exceeds his adjective capacity and body’s responses to strain.
Lazarus (1966) described stress as a mostly felt phenomenon in which only the person experiencing the stress can identify the particular collection of variables creating the stress.
According to this definition, only the individual who is suffering stress is aware of the elements that are causing it. Because it is up to the person experiencing stress to determine what generates stress, what stresses Mr. A may not stress Mr. B. Stress is a medical term coined by an Austrian-born professor at the University of Montreal, Hans Selye, in 1974.
Selye studied body reactions to almost every conceivable type of–severe injuries, diseases, poisons, or unusual work demands from his work/study, and he discovered that those reactions shared common characteristics. In addition to common particular changes, he discovered several other “non-specific” reactions that he named “STRESS”.
Stress is defined as any force that pushes a psychological or physical function beyond its normal range of stability, causing strain inside the individual. Stress has been identified as one of the most frequent problems affecting people all over the world, regardless of age, gender, ethnicity, status, or religion.
Truly, everyday life requires a level of stimulation to be valuable, and when the arousal is perfect, “stress” is at its peak. Beyond this point, it becomes a concern for the individual who has excessive arousal. (The Psychologist, 1999).
Researchers define stress as a physical, mental, or emotional reaction to circumstances that generates body or mental tension. Simply simply, stress is any external force or event that has an impact on our bodies or minds.
Akeredolu (1999) defined stress as the regular challenges encountered in commuting to school or work, the difficulties met in purchasing fuel at the petrol station and the difficulties faced in dealing with the loss of a loved one. The effects of stress.
Job insecurity creates uncertainty, which is a major source of stress at work.
Poor financial and social motivation leads to difficulties in work. The regular difficulty of role overload and duty underload continues to be an uneven component in workplace job assignments.
The issue of an unhealthy and hostile work environment is a stressor to consider.
Poor promotion and earning advancement structures in 111 work organisations contribute to a high level of stress.
Poor leadership style, as well as the associated problem of employment uncertainty, contribute to workplace difficulties. The effects of stress on job performance persist.
1.2 Objectives or Purpose of Study
The study’s objective is as follows:
1. Determine the sources of stress in an employee.
2. Identify stress symptoms in an employee.
3. Determine the effect of stress on an employee’s performance.
4. Make suitable recommendations on how to manage stress.
1.3 Research Questions:
1. How does stress caused by job instability influence job performance?
2. How can low motivation elements in the workplace affect employee performance?
3. Does stress or a lack of motivation affect workers’ productivity?
4. Is the issue of job overload and underload a factor imbalance in work organisation?
5. Can the difficulty of working in an unhealthy and hostile environment affect job performance?
6. Can bad leadership style cause stress in the workplace?
Statement of Hypothesis
1. Ho:- Stress caused by work uncertainty does not impact the job.
performance
H1: – Stress caused by job uncertainty affects job performance.
performance
2. Ho:- Poor motivational elements in the workplace have no influence.
Workers’ Performance
H1: Poor motivational elements in the workplace effect workers.
performance
3. Ho:- The stress of role overload and role underload does not effect
Job performance
H1:- The tension of role overload and role underload do damage the job.
performance,
4. Ho: The difficulties of working in an unhealthy and uncomfortable atmosphere.
Employee productivity is unaffected.
H1: The difficulty of working in an unhealthy and hostile environment.
do have an impact on worker productivity.
1.5 Scope of the Study
Under typical circumstances, a research should cover a specific topic of study, and this research is no exception. This research is free of specific limits and circumstances, therefore financial shortages were one key factor that hampered the smooth operation of the research effort.
The second constraint of this research was a lack of correct information because the responses of most respondents were antagonistic and, in some cases, negative, with others not even willing to contact with you, while some respondents intentionally provided incorrect information.
Another key constraint was time, as the researcher had to combine research, which involved moving about, lectures, and an assessment all at the same time.
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