1.6. Aims and Objective of Dissertation The main aim of this dissertation is to identify the level of stress an organisation have and in what ways it affects the employees. The dissertation also highlights effective measures adopted by the organisations to control the varieties of problems created by stress in their employees life. Organistion performance has seen to be adversely affected by the high level of stress in their employees due to management pressure to bring excellence in their work. The major objectives of this dissertation are as follows: 1.
Whilst stress becomes extreme, employees develop several of stress symptoms that can lower their performance and health and even intimidate their ability to deal with up with the situation. Work stress has become a familiar term in today’s parlance. In every organization, the major cause of shortfall in productivity is because of stress at workplace. Human resources need assured kind of motivation and work stress mitigating ways to overcome their stress. This research is focused to look at the major factors causing work stress and explain how it have an effect on job performance of the
FACTORS INFLUENCING EMPLOYEE MORALE The employee morale is a very complex phenomenon and is influenced by many factors. Different authors like McFarland, Bradshaw and Krugman, Roach and Applewhite have given different criteria for the determination of morale. On the basis of all these classifications, the important factors in the determination of levels of morale are as describe below: 1. The Organization: The first factor affecting the employee morale is the organization itself. The organization influences the worker 's attitudes to their jobs.
The need of the study is to find the stress at a different level and to draw a line between work pressure and stress at workplace. The need and importance of the study on training on causes and consequence of occupational stress, how to recognize warning signs of excessive stress, and what managers can do to help alleviate occupational stress. Communication with the employees. This includes clearly defining employee’s role and responsibility and establishing clear job expectation, giving employees the opportunity to participate in decisions their
The second part of the literature review was carried out in relating the collected basic literature to the theoretical framework. Much research attention has been focused on the issue of workplace stress, so much so that theories have emerged to explain the relations hip that exists between stress and the work environment. Stress at workplace is a harmful phenomenon. It a combination of a physical and an emotional response from the individual if there is a mismatch job demands and the resources or capabilities available with the worker. According to the current World Health Organization 's defines occupational stress as "the response people may have when presented with work demands and pressures that are not matched to their knowledge and abilities and which challenge their ability to cope."
Previous studies have shown that perception of job control plays a pivotal role in employees’ health. Based on the findings of the Karasek 's (1979) job demands-job control model, Schat and Kelloway (2000) showed that perceived control, such as workers’ capacity to impact events at work, predicted fear of future violence as well as emotional well-being. According to Karasek and Theorell (1990), job control allows workers to have responsibility for their decisions and broad decision latitude about how to manage work-related issues. As described by Leiter and Maslach (2004), job control is fundamental in influencing workload and burnout. In this sense, high job control gives workers the opportunity to shape their working environment, thus reducing their workload.
STRESS MANAGEMENT IN MODERN DAY ORGANISATIONS. INTRODUCTION: Stress management in organizations means various psychotherapies and techniques used to control an individual’s stresslevel. Stress management is important in organizations because if in an organization workers will be stressed, then such workers will work demotivated, inefficiently. And thus, such organizations are not very successful in modern day competitive world. Therefore, in order to improve functioning and productivity of employees as well as to maintain good relationship with co-workers and employers companies have to undertake stress management programs.
Workplace deviant behavior at work has increasingly emerging as an important phenomenon in organizations because of the negative and adverse effects it brings. Workplace deviance behavior at work also has become the focus of an increasing number of research studies (Ones, Viswesvaran & Schmidt, 1993; Robinson & Bennett, 1995; Sackett & DeVore, 2001). Organizations need to bear the cost of lost productivity when employees engage in behaviors when they fail to turn up at all without any reasonable excuse. Example for workplace deviant behavior is sexual harassment and steal the organizational property also harm the effectiveness of the organization. Sexual harassment also another form of workplace deviant behavior and has reported to cause job
Work stress or occupational stress can be defined as harmful physical and emotional responses that occur when the requirements of the occupation do not match with the capabilities, resources or needs of the worker (NIOSH, 1999). Additionally, it has also been defined as the non-specific negative response of the body in order to meet up with exceeding demands at the work place(Sciences & Terengganu, 2011). Cooper described stressors in the work place in six elementary groups, namely; factors intrinsic to work role, organizational roles, work relationships, career development, organizational factors and home-work interface (Williams & Cooper, 1998). Work stress has been conceptualized with many models. The most widely cited one is Karasek’s job strain model.
In nowadays working environment, stress is an inevitable phenomenon, which employees can encounter while being part of an organization. Stress at work is formally defined by the Palmer (1989) as “the psychological, physiological and behavioral response by an individual when they perceive a lack of equilibrium between the demands placed upon them and their ability to meet those demands, which, over a period of time, leads to ill- health”. Stress can be triggered by external factors, such as the working environment or poor relationships with co-workers, but it can also be caused by the internal abilities of individuals- one’s personality, emotional stability or health conditions- which determine how they cope with the external stressors (Health24,