WORKPLACE STRESS AND EMPLOYEE PERFORMANCE IN DE-UNITED FOOD INDUSTRIES
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FIRST PART
INTRODUCTION
1.1 INTRODUCTION TO THE STUDY
According to Naturale (2007), stress is a circumstance in which an individual reacts or faces something different in response to a new opportunity, constraints, and the effort required to meet the demand. This stressful circumstance can alternatively be viewed as a potent condition in which both the apparent and desired outcomes are equally crucial and unknown. However, experts have carefully examined stress and determined that the situation of stress or the simple term’stress’ can either cause pressure or tension that may be harmful. If the condition of stress is really uncomfortable, it can transform into negativity and have a negative impact on the individual; this is usually known as being disturbed.
When stress is mentioned in relation to production or manufacturing, it will have a direct impact on the production of work, resulting in a decreased output for the organization. In organizations such as Reliance Fresh, when the workforce is substantial, the emphasis is placed on work quality. Moreover, staff should monitor their absenteeism levels attentively. If a high rate of absenteeism is found, it suggests that it is related with a stressful situation. It is one of the most significant features of a firm, as the output and productivity levels play a crucial role in reducing the stress level of employees, since stress causes inefficiency and nonproductivity. This will be a negative situation for both the corporation and its employees. According to a poll conducted by Smith, Segal, and Jaffe (2007), the aforementioned statement is confirmed. According to a self-reported survey of India’s labor force, 13.5 million working days are lost when stress, sadness, or anxiety are related with the workplace. This establishes that it is vital for a manager to oversee the wellness of employees directly and to ensure that there are no sick days or levels of absence on the chart.
In their observations, Tanova and Holtom (2008) discovered that in a large number of meta-analyses that can identify the causes of employee turnover and employee attrition, a consensus could be achieved about the common denominator of job stress. Although usually, it has been established that employee attitude and job happiness alone cannot explain the causes of employee stress. In their investigation, both physical and mental stress-related outcomes were mentioned.
Job satisfaction is the degree to which an employee enjoys his or her position. This can assist in fostering a more positive attitude towards work among employees. According to Stone (2005:413), job satisfaction is the extent to which employees have favorable sentiments regarding their jobs. Locke (1976), referenced in Fulford (2005:74), defines job satisfaction as a happy or good emotional state coming from the evaluation of one’s job or job experiences. Employee turnover in the fast food business is at an all-time high due to job unhappiness, as previously stated. Absenteeism has also increased as a result of work-related stress, since boring and rarely-rotated occupations in the industry, which do not provide employees with the opportunity to grow their abilities and improve their performance, could lead to ultimate job satisfaction (Ukpere, 2007: 461). Ivancevich (2007:12) chimed in that there should be a sense of the proper job for employees to be productive, given that they spend one-third of their day at work and, as a result, require decent working circumstances, working environment, and cooperative co-workers to feel at ease in the office (Charner & Fraser, 2003:48). To keep employees satisfied and ensure the delivery of high-quality services, there must be adequate compensation, medical coverage, and supplementary benefits. Workers’ happiness is nearly equivalent to their motivation. When satisfied and motivated, employees are more likely to generate high-quality work and provide superior customer service. Unhappy employees will result in excessive absenteeism, poor output quality, and a high percentage of staff turnover (Ivancevich, 2007:12). Such vices have negative effects on employee performance in the job, particularly in the fast food industry, where worker dissatisfaction may be a result of poor working conditions, a lack of fringe benefits, an autocratic management style, etc. Consequently, job satisfaction has been identified as a key component in the fast food industry for mitigating the negative views of employees toward their job or organization in terms of absenteeism and attrition (Vallen, 1993, cited in Fulford, 2005: 74).
1.2 DESCRIPTION OF THE PROBLEM
According to Lazarus (2003), stress is a pervasive and diverse phenomenon (Lazarus, 2003, 19). This phenomena may result in greater staff turnover, which can be costly for businesses (Villanueva and Djurkovic, 2009, 127). In customer-focused organizations and sectors, the stress element assumes a greater degree of significance. This is due to the competing expectations of the company, customers, and managers. These disagreements between employees and supervisors and between staff and clients may cause dissonance among employees (Ruyter, Wetzels, and Feinberg, 2001, 31).
Numerous academics contend that job stress influences 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 impacts organizational outcomes such as a decline in performance, a rise in absenteeism, and discontent. Desseller (2000) stated that the effects of organizational stress are extensive, resulting in a decline in the quality and quantity of job performance. According to Frost (2003), dedicated and valuable individuals who encounter unfavorable workplace encounters have their expectations crushed, their ambitions sidetracked, and/or their confidence shaken. He says that organizations should strive to recognize emotional distress when it occurs and react so that potentially deadly circumstances in the workplace can be averted.
1.3 OBJECTIVES OF THE STUDY
This study’s overarching purpose is to investigate the effect of workplace stress on employee performance in De-united food industry, Ota. Included among the specific aims are the following:
To evaluate the overall impact of workplace stress on organizational output.
Assessing the emotional and physical threats and effects of stress on De-united food industry, Ota personnel
Determine the effect of stress on the performance of employees at De-united food industries, Ota.
To examine the elements that contribute to occupational stress among De-united food industry personnel, Ota
5. Provide De-united food industries Ota with stress management advice for future consideration.
1.4 RESEARCH QUESTIONS
The following are the pertinent research questions linked to this study:
What is the overall effect of workplace stress on organizational efficiency?
What are the emotional and physical dangers and effects of stress on De-united food industries personnel, Ota?
What effect does stress have on the performance of employees at De-united food industries, Ota?
What variables contribute to work-related stress among De-united food industries, Ota employees?
What stress management ideas do you have for De-united food industries Ota for future consideration?
WORKPLACE STRESS AND EMPLOYEE PERFORMANCE IN DE-UNITED FOOD INDUSTRIES
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