EFFECT OF WORK STRESS ON ORGANISATIONAL PRODUCTIVITY
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EFFECT OF WORK STRESS ON ORGANISATIONAL PRODUCTIVITY
Chapter one
1.1 Introduction
Organisations exist in all aspects of life because many people spend a significant portion of their lives in these organisations. According to Hodge and Anthony (1984), an organisation can be defined as two or more people working together to achieve a single goal or set of objectives.
As a result, the organisation exists to be productive while also contributing to human development and benefit decision making. Ikechukwu (1995) defines productivity as the ratio of beneficial results obtained to the resources invested to obtain them.
It is widely acknowledged that increased incentives, such as monthly rewards, promotion bonuses, and a suitable work atmosphere, can help employees meet their psychological and physiological demands.
The term “work” in an employee’s consciousness has degrading implications, and the use of the aforementioned incentives will mitigate these deteriorations. In the absence of these incentives to balance degradation, job stress develops as a byproduct of employment.
The concept of stress is well-established in a variety of areas, including banking, education, politics, law, nursing, criminology, and psychology. According to these professions, stress is defined as the result of any number of potential stressors that an individual encounters.
Stress is defined as a perceptual phenomena that results from a comparison of a person’s ability to cope with the demands placed on him. Palmer (1989) described stress as an individual’s psychological, physiological, and behavioural response to a perceived lack of balance between the demands placed on them and their ability to meet those expectations, which over time leads to poor health.
Palmer (1999) defined stress as the situation in which pressure exceeds one’s ability to cope. An imbalance in this coping mechanism results in the sense of stress, and it is critical to recognise that stress is neither good nor negative. It could be a good stimulation that results in difficult situations, leading to increased output and creativity.
Work stress is frequently confused with difficulty, but the two notions are not synonymous. Challenge energises us both physically and psychologically, motivating us to develop new skills in order to master our jobs.
When a difficulty is completed, we feel comfortable and contented. Thus, challenge is an essential component of healthy and productive employment.
The necessity of challenge in our work is most likely what people mean when they say “a little stress is good for the body”. According to the Encyclopaedia of Occupational Health and Safety, chronic stress can have detrimental psychological and physiological repercussions.
Negative effects can be classified as internal or external influences that reduce an organization’s productivity and profitability. External impacts include the availability of necessary resources, as well as the political, economic, sociological, and technological settings.
The internal structure of the business is another significant component that is critical to the growth, viability, and survival of any organisation, public or private. The successful acquisition, utilisation, and upkeep of finite resources
as well as the motivation of human resources, all contribute to organisational productivity. Human resources are so vital to an organization’s existence that the complex business climate has deemed them the most significant resources available to any organisation.
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