IMPACT OF WORKPLACE STRESS ON EMPLOYEES’ PERFORMANCE IN DE-UNITED FOOD INDUSTRIES
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IMPACT OF WORKPLACE STRESS ON EMPLOYEES’ PERFORMANCE IN DE-UNITED FOOD INDUSTRIES
Chapter one
INTRODUCTION
1.1 Background of the Study
According to Naturale (2007), stress is a circumstance in which an individual reacts to or encounters something unusual in response to a new opportunity, the constraints, and the effort required to meet the demand.
This state of stress can also be viewed as a powerful condition in which both the apparent and intended outcomes are equally significant and unknown at the same time.
However, experts have carefully watched stress and discovered that the condition of stress, or the simple term’stress’, can either increase pressure or produce tension, both of which can be harmful.
If the stress is completely unpleasant, it might transform into negativity and cause a negative crash on the individual; this is generally referred to as anguish.
When stress is mentioned, particularly in terms of production or manufacturing, it has a direct impact on work production, resulting in a poor level of output for the organisation. Reliance Fresh, for example, has a large workforce and places a high value on job quality.
Furthermore, staff should be aware of and actively monitor their absenteeism. If absenteeism is found to be excessive, it is likely that it is related to a stressful situation. It is a crucial feature for a firm because output and productivity levels play a critical role in reducing employee stress, which causes non-productivity and inefficiency.
This will not be a positive situation for both the corporation and its employees. Smith, Segal, and Jaffe (2007) conducted a poll that confirmed the above statement.
According to a self-report survey conducted by the Indian labour force, when stress, sadness, or anxiety are related with work, 13.5 million working days will be lost.
This demonstrates the importance of a manager personally managing staff wellness and ensuring continuous workflow with no sick days or absence levels on the chart.
Tanova and Holtom (2008) discovered that in a large number of meta-analyses that can reveal the reasons for employee turnover and attrition, unanimous agreement could be achieved on the determinants of both, such as work stress.
However, it has been observed that employee attitude and work satisfaction alone cannot explain why employees are stressed. In their study, they referred to two sorts of stress results: physical and mental.
employment satisfaction is the degree to which an employee is pleased with his or her employment. This can help to increase an employee’s good attitude towards work. According to Stone (2005:413), work satisfaction is the degree to which employees are positive about their jobs.
According to Locke (1976), as described in Fulford (2005:74), job satisfaction is a happy or good emotional state caused by an appraisal of one’s job or job experiences. As previously stated, job unhappiness is driving employee turnover in the fast food business to an all-time high.
Absenteeism has also increased due to work-related stress, as occupations in the industry are boring and are rarely rotated to build skills and performance, which could lead to ultimate job satisfaction (Ukpere, 2007: 461).
Ivancevich (2007:12) argued that there should be a sense of purpose in the workplace so that employees can be productive, as workers spend one-third of their day at work and, as a result, require good working conditions, a pleasant working environment, and cooperative coworkers to feel at ease (Charner & Fraser, 2003: 48).
To keep employees satisfied, there must be adequate salary, medical insurance, and fringe perks in order to provide high-quality services. Workers’ happiness is essentially identical to worker motivation.
Employees that are satisfied and motivated are more likely to generate high-quality work and provide excellent customer service. Unsatisfied employees will cause high absenteeism, low quality outputs, and a high incidence of staff turnover (Ivancevich, 2007:12).
Poor employee satisfaction can be caused by poor working conditions, a lack of fringe benefits, an autocratic management style, and so on, all of which have a negative impact on workplace performance, particularly in the fast food industry.
Thus, job satisfaction has been recognised as a significant component in the fast food industry for reducing employee absenteeism and turnover (Vallen, 1993, cited in Fulford, 2005:74).
1.2 Statement of the Problem
Lazarus (2003) describes stress as a widespread and multidimensional phenomenon. This behaviour can be costly for businesses because it can lead to higher staff turnover (Villanueva and Djurkovic, 2009, 127). Stress is becoming an increasingly relevant component in customer-focused businesses and industries.
Employees face conflicting demands from the company, customers, and supervisors. Employees may experience cognitive dissonance as a result of conflicts between employees and supervisors, as well as between employees and consumers.
Many experts believe that job stress affects performance in some way. According to Dean (2002), work-related stress is the major cause of decreased workplace productivity.
DCS Gaumail (2003) argues that stress influences organisational outcomes such as decreased performance, increased absenteeism, and unhappiness.
In the same vein, Desseller (2000) agreed that the effects of organisational stress are far-reaching, resulting in a decrease in the quality and quantity of job performance.
According to Frost (2003), industrious and valuable individuals who have unfavourable professional experiences have their expectations dashed, their goals sidetracked, and/or their confidence shaken.
He believes that if organisations strive to identify emotional suffering when it occurs and respond, potentially lethal events in the workplace can be avoided.
1.3 Objectives of the Study
The overall goal of this research is to investigate the impact of workplace stress on employee performance in the De-united Food Industries, Ota. The precise objectives are as follows:
1. Determine the overall effect of work stress on organisational productivity.
2. To examine the mental and physical risks, as well as the impact of stress, on employees of the De-united Food Industries, Ota.
3. Identify the influence of stress on staff performance at De-united Food Industries, Ota.
4. To examine factors that cause to work stress among employees of the De-united Food Industries, Ota
5. To give stress management recommendations to the De-united Food Industries of Ota for future consideration.
1.4 RESEARCH QUESTIONS.
Relevant research questions for this project include the following:
1. What is the overall effect of workplace stress on organisational productivity?
2. What are the emotional and physical risks, as well as the impact of stress, for employees in the De-united Food Industries, Ota?
3. How does stress affect employee performance at De-United Food Industries, Ota?
4. What variables contribute to work stress among employees at De-united Food Industries, Ota?
5. What are your stress management advice for De-united Food Industries Ota for future consideration?
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