THE IMPACT OF STRESS AT WORKING ENVIRONMENT

 

THE IMPACT OF STRESS AT WORKING ENVIRONMENT

 

 

 

 

 

 

 

 

 

 

Figure 1 (Imtiaz and Ahmad, 2009)

Workers' mental health is also harmed by workplace stress, with an increased risk of anxiety, burnout, depression, and drug abuse disorders. Stressed workers are more likely to indulge in unhealthy behaviors such as cigarette smoking, alcohol and drug misuse, and bad eating habits. Stressful situation can occur when an employee realize that requirement of a situation is larger than what they can handle and when those situations continue for longer period. (Welford A, 1973)

 

COMMON TYPES OF STRESS

1.     Acute Stress:-

E.g.:- Emotional distress, Muscle tension, Headache, Back pain, Stomach upset

2.     Episodic acute stress

E.g.:- Irritability, Unintended hostility, Relationship problems

3.     Chronic Stress

E.g.:- Heart diseases, Damage nervous system

 

WORK PLACE STRESSORS

1. Physical: - e.g.:-Noise, Poor lighting, Poor office, Work Layout and bad working postures

2. Psychosocial:-e.g.:- High job demands, Inflexible working hours, Poor job control, Poor work design and structure, bullying and job insecurity.

 

SIGNS OF STRESS IN TEAMS

·       Arguments between employees and employer

·       Higher staff turnover

·       More reports of stress

·       More sickness absence

·       Decreased performance

·       More complaints and grievances

 

SIGNS OF STRESS IN A WORKER

·       Take more time off

·       Arrive for work later

·       Be more nervous

·       Mood swings

·       Being withdrawn

·       Loss of motivation, commitment and confidence

·       Increased emotional reaction

 

CAUSES OF STRESS AT WORK

There are 6 main areas related for stress

Ø  Demands: - are unable to cope with the demands of their occupations.

Ø  Control: - are unable to regulate the manner in which they do their duties.

Ø  Support: - do not receive adequate information and support.

Ø  Relationship:- are having problems at work with relationships or are being bullied

Ø  Role:- don't fully comprehend their tasks and roles

Ø  Change:- are not involved when a company undergoes a transformation

 

WORKPLACE STRESS RELIEF STRATEGIES

Ø  Redesign the work environment

Ø  Providing breaks and nap- times for employees

Ø  Employee involvement in decision and work planning should be improved.

Ø  Increasing the amount of time and resources available to complete specified work responsibilities

Ø  Job descriptions and employee abilities and qualifications should be matched

Ø  Creating a clear path for promotion and reward

Ø  Getting rid of physical dangers

Ø  Substituting with safer equipment and technology

Ø  Putting in place control mechanisms to prevent worker exposure to workplace risks

Ø  Encouragement of the usage of personal protective equipment (PPE)

Ø  Providing training for employees

Ø  Routine health surveillance.

 

 CONCLUSION

Employee health and productivity are harmed by workplace stress, which is a subtle and often-ignored element. It not only has an impact on employees, but it also has a big impact on a company's overall success. Employers should take steps to address this troubling issue in order to promote a better, safer, and more productive workplace.

 

 

REFERENCES

Welford, A (1973) Stress and performance, Ergonometric 16(5):567-575

Imtiaz, S. and Ahmad, S., 2009. Impact of stress on employee productivity, performance and turnover; an important managerial issue. International Review of Business Research Papers, 5(4), pp.468-477.

EFFECT OF TRAINING & DEVELOPMENT ON EMPLOYEE PRODUCTIVITY

EFFECT OF TRAINING & DEVELOPMENT ON EMPLOYEE PRODUCTIVITY

 

Figure 1(Manju and Suresh, 2011)

An organization's most valuable asset is its employees. It contributes to the organization's growth. Employee training broadens their knowledge base and familiarizes them with new skills and approaches. If an employee understands how to contribute to the organization's growth, it will have a significant impact on the company's output or goal achievement. Training and development programs make this feasible. According to (Manju and Suresh, 2011), training serves as an acts of intervention to improve organization’s goods and services quality in stiff the competition by improvements in technical skills of employees. Thus organizations need to invest in continuous employee development in order to maintain employees as well as the organization success (Khawaja and Nadeem, 2013).

 

KEYS FOR EMPLOYEE TRAINING AND DEVELOPMENT

v Skills- employee is trained with different skills Ex:- Operating different machines

v Literacy- It’s not only the education its provide corporate culture and deal with international clients

v Theoretical- it provides theoretical concepts along with practical knowledge

v Attitude- trainings bring the attitudinal changes of the employees

v Knowledge-improve training involves development

Ethics- training and development provide the ethical content for employees

EMPLOYEE TRAINING AND PRODUCTIVITY

Figure 2(Rohan and Madhumita, 2012)

Organizational productivity has benefited greatly from training. It not only improves employees' creativity, but it also enables them to practically learn their professions and operate more competently. As an outcome, not only will employee productivity increase, but so will organizational productivity. Several research has found that Training has a beneficial impact on employee’s productivity. One of the most often used strategies for improving performance would be through training. Individual productivity can be improved by conveying corporate goals to employees.

 

EMPLOYEE DEVELOPMENT AND PRODUCTIVITY

Most successful organizations consider the development of their personnel and invest in their training, thus development programs are well worth investing in. As a result, skill and efficiency improve, which improves morale and productivity. Employee turnover tends to be minimized as a result of activities.

 

TYPES OF EMPLOYEE TRAINING & DEVELOPMENT

1. Technical training: - skills develop their skills and increase productivity

2. Soft skills training: - soft skills are more power skills it’s emphasize their importance

3. Compliance training: - it’s the training about cybersecurity and harassments

4. Safety training: - improving organization health and safety .will reduce the accidents and injury.

5. Customer service training: - It’s provide the essential employee behaviors, service strategies and service systems.

6. Corporate training: - the training provide better knowledge about the job.

 

CONCLUSION

Training and development of the employees will positively impact on the employee productivity of the firm due to that the wastages will reduced and increase the profitability of the firm.

 

 

REFERENCES

Khawaja & Nadeem (2013): “Training and Development Program and its Benefits to Employee and Organization: A Conceptual Study”. European Journal of Business and Management. ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online). Vol.5, No.2, 2013

Manju, S. and Suresh, B.H., 2011. Training Design Interventions and Implications for the Productivity Effectiveness. Synergy (0973-8819), 9(1).

Rohan, S. & Madhumita, M. (2012): “Impact of Training Practices on Employee Productivity: A Comparative Study”. Interscience Management Review (IMR) ISSN: 2231-1513 Volume-2, Issue-2, 2012

 

INFLUENCE OF WORK ENVIRONMENT ON JOB PERFORMANCE

 

INFLUENCE OF WORK ENVIRONMENT ON JOB PERFORMANCE

 

 

 

 

 

 

                               

Figure 1 (Bushiri, C.P.,2014)

Office environment in which employees are work and undertake activities which suit their physical and mental abilities can impact on job performance and increase the profitability of the company.( Bushiri, C.P., 2014)stated that, working environment means those processes, systems, structures, tools or conditions in the workplace that impact favorably or unfavorably individual performance

 

WHAT IS WORKING ENVIRONMENT?

According to (Sedarmayanti,s,et al ,2020), a decent working environment is a condition where individuals can do their jobs in an ideal, secure, healthy, and comfort way. As well as the working environment is physical condition, social features.

 

FACTORS AFFECTING WORKING ENVIRONMENT

Ø  Building design

Ø  Age

Ø  Workplace layout

Ø  Work station set-up

Ø  Furniture and equipment

Ø  Design and quality

Ø  Space

Ø  Temperature

Ø  Ventilation

Ø  Lightning

Ø  Noise

Ø  Vibration

Ø  Air Quality

 

QUALITIES OF POSITIVE WORK PLACE

Ø  Positive Values

Ø  Relaxed and productive environment

Ø  Commitment to excellence

Ø  Honest communication

Ø  Support, cooperation and empowerment

Ø  Sense of humor

Ø  Compassion, Respect, and understanding

Ø  Flexibility

Ø  Positive reinforcement

Ø  Emphasis on health , family and environment

WHY IS EMPLOYEE WORKING ENVIRONMENT IS IMPORTANT

The most important thing which influence the employee performance and happiness mainly depend on the working environment. Better working environment improves the productivity, reducing cost, reducing employee absenteeism and increase the profitability of the firm.

 

MASLOWS HIERARCHY

 

 

 

 

 

.

 

 

 

Figure 2 (Maslow, A. and Lewis, K.J., 1987)

Maslow says that in order to move the next level of needs should have to satisfy the prior level. In this which explain the basic needs (the working environment for employees) should have to fulfil accurately .without of physiological needs (the working environment) we would not be able to move to other needs.

 

CONCLUSION

So above hierarchy explains that the working environment is more important for employee performance in Apparel industry. Once we provide better working conditions for employees their performance will get increased and lead to higher turnover and productivity of the firm.

 

 

REFERENCES

Maslow, A. and Lewis, K.J., 1987. Maslow's hierarchy of needs. Salenger Incorporated, 14(17), pp.987-990.

Sedarmayanti, S., Gunawan, S. and Wibawa, B.W., 2020. The influence of discipline coaching and physical working environment on employee motivation in Kertas Padalarang Company. In Advances in Business, Management and Entrepreneurship (pp. 673-678). CRC Press.

Bushiri, C.P., 2014. The impact of working environment on employees’ performance, the case of Institute of Finance Management in Dar es Salaam (Doctoral dissertation, The Open University of Tanzania).

JOB ROTATION VS JOB REDESIGN

 

JOB ROTATION VS JOB REDESIGN

Job rotation is the systematic movement of employees from one job to another within the organization to achieve various human resources objectives such as orienting new employees, training employees, enhancing career development, and preventing job boredom or burnout [shrm.org, 2021]. Job Redesign is the approach to revisiting and restructuring jobs to meet the specific needs of a particular segment of the workforce [solutionsatwork.com.sg, 2021].

Job rotation         

 

 

 

 

Figure 01 [businessjargons.com, 2021]

Difference between job rotation and job design

It is one of the job design strategies that addresses the issue of boredom. Job rotation refers to when an employee moves from one job to another without changing jobs. Job rotation entails a single employee performing a variety of jobs that are, for the most part, of the same sort.

 

Advantages of job rotation

-        Reduces the monotony of work

-        Broadens one’s knowledge and skills

-        Helps the management to explore the hidden talent of an individual

-        Helps an individual to realize his own interest

-        Helps in creating the right employee job fit

-        Developing a wider range of experience

Disadvantages of Job Rotation

-        Reduces uniformity of work

-        Fear of performing another task effectively

-        Frequent interruptions in the work

-        Misunderstanding between the team members or union.

-        Difficulty in coping with other team members

-        Fear of getting more tedious or a hectic work [businessjargons.com, 2021]

-        It can be costly and time consuming

-        Might not feasible for some industries

 

 

Job redesign

 

 

 

 

 

 

Figure 02 [study.com, 2021]

Advantages of job redesign

-        Accommodates individual needs

-        Improves individual motivation

-        Combining tasks and employee involvement

-        Ability to form natural work groups

-        Potential for improved customer relations

-        Enhance the quality of work life

-        Increase organization productivity

-        Increasing employees on-job productivity

-        Creating a right person-job fit

-        Provides feedback to the employees about their performance

-        Minimizing the energy expenditure and force requirements

Disadvantages of job redesign

-        May impact many other positions

-        Costly learning/training curve

-        Benefit only to the few

-        Intra office jealousy

-        Required detailed planning and coordination [slideshare.net, 2014]

-        Delays in filling vacant positions

-        Control is very limited over the work

-        Limited understanding of the whole job process

Conclusion

Job redesign is the best way to implement works to the employees to develop one’s skill in all works, increase employee productivity, workplace satisfaction and increases employee retention rather considering job rotation where as a given employee performs different jobs but, more or less, jobs of the same nature will not bring the change in productivity but will bored after sometimes. Therefore, due to the job rotation, company will face issues in retaining employees.

 

References

businessjargons.com, 2021, Job Rotation, Available at: https://businessjargons.com/job-rotation.html. [Accessed on 2021.11.30]

shrm.org, 2021, Job Rotation Policy, Available at: https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/jobrotationpolicy.aspx. [Accessed on 2021.11.30]

slideshare.net, 2014, Work-Life Balance - Two Approaches, Available at: https://www.slideshare.net/crpatriot/work-life-balance-presentation. [Accessed on 2021.11.30]

solutionsatwork.com.sg, 2021, JOB REDESIGN, Available at: https://solutionsatwork.com.sg/job-redesign-definition/. [Accessed on 2021.11.30]