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Abstract
The study examined the relationship between stress management and enterprise productivity of telecommunication firms in Rivers State. The survey research method was employed. The population of the study is 216. The Taro Yemens formula was used to determine the sample size of 140. Data collection was done using a structured questionnaire. A self-design questionnaire on management development and organizational performance was used specifically for data collection. The method used to analyze the data was simple descriptive method stated in tables and expressed in percentage. The hypothesis testing was done with the SPSS version 22. Based on the findings of the study, job redesign leads to enterprise productivity of telecommunication firms in Rivers State and reward system leads to enterprise productivity of telecommunication firms in Rivers State. We recommended for enterprise productivity to yield the desired outcomes, adequate attention should be paid to the avoidance of appraisal politics and the pursuance of fairness and transparency in the organization and enterprise productivity appraisal exercise should not be seen as ingestion but rather as a means of developing the employee in his job with the intention of strengthening the strong points of the employee while enabling him to improve his weak point.
Table of Contents
Title Page i
Cover Page i
Declaration iii
Certification iv
Dedication v
Acknowledgements vi
Abstract viii
Table of Contents ix
List of Tables xi
List of Figures xii
CHAPTER ONE 1
INTRODUCTION 1
1.1 Background of the Study 1
1.2 Statement of the Problem 4
1.3 Objectives of the Study 5
1.4 Research Questions 6
1.5 Research Hypothesis 6
1.7 Significance of the Study 6
1.8 Scope and Limitations of the Study 7
1.9 Definition of Terms 8
CHAPTER 2 10
REVIEW OF RELATED LITERATURE 10
2.1 Conceptual Framework 10
2.1.1 Concept of Stress Management 10
2.1.2 Dimension of Stress Management 18
2.1.3 Concept of Enterprise productivity 23
2.1.5 Measures of Enterprise productivity 24
2.2 Theoretical Framework 28
2.2.1 Transactional Model of Stress 28
2.2.2 Systemic Stress: Selye’s Theory 30
CHAPTER 3 32
RESEARCH METHODOLOGY 32
3.1Research Design 32
3.2 Population of the Study 33
3.3 Sample and Sampling Techniques 33
3.4 Methods of Data Collection 34
3.5 Method of Data Analysis 35
3.6 Questionnaire Design 36
3.7Data Analytical Techniques 36
3.8 Reliability and Validity 37
CHAPTER 4 38
DATA PRESENTATION AND ANALYSIS 38
4.1 Data Collection and Presentation 38
4.3 Hypotheses Testing 43
4.4 Discussion of Findings 46
CHAPTER 5 48
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS 48
5.1 Summary 48
5.2 Conclusions 48
5.3 Recommendations 49
REFERENCES 51
Appendix I 54
Appendix II 55
List of Tables
Table 4.1: Questionnaire Administration and Retrieval 38
Sex of Respondents 39
Age of Respondents 39
Academic Qualification 40
Employee Designation 40
Frequencies 41
Test Statistics 44
List of Figures
Fig. 2.1: A Conceptual Framework on Stress Management and Enterprise productivity 10
CHAPTER 1
INTRODUCTION
1.1 Background of the Study
Enterprise productivity appraisal is a key in human resource management function which is viewed as a subset of performance management. Rao (2005) argues that enterprise productivity appraisal is a method of evaluating the behavior of employees in the workplace, this normally include both the quantitative and qualitative aspects of job performance. It helps to identify and overcome the problems faced by the employees in their workplace (Mackey & Johnson, 2000). Although it has many benefits for the organizations, states that enterprise productivity appraisal has the equal probability of having a bad influence on the organization as well as on enterprise productivity (Nurse, (2005).
According to Kuvaas, (2006); enterprise productivity appraisal or employee appraisal is a method by which the job performance of an employee is evaluated generally in terms of quality, quantity, cost and time typically by the immediate line manager or supervisor. An enterprise productivity appraisal is a part of the process of guiding and managing career development in both private and public sectors. It involves the task of obtaining, analyzing and recording information about the relative worth of an employee to the organization (Maud, 2001).
Accurate appraisals are crucial for the evaluation of recruitment, selection, and training procedures that can lead to improved performance. Appraisals can determine training needs and occasionally, counseling needs. They can also increase employee motivation through the feedback process and may provide an evaluation of working conditions, thus, improving employee productivity, by encouraging the strong areas and modifying the weak ones (Rao, 2004).
Excessive stressisconsideredtobe one ofthemainfactorsaffectingemployees‟ performanceandcommitment(Paul,Elam&Verhaut,2007).Work-relatedstressis consideredtobe theproductofanimbalance betweenenvironmentaldemandsand individualcapabilities (Rees&Redfern,2003). Rees(2001)indicates that occupationalstressistheinabilitytocopewiththepressuresinajobbecauseofa poorfitbetweensomeone’s abilitiesandonesworkrequirementsandconditions. According toSchermerhorn,HuntandOsborn(2008),stressisastateoftension experienced by individuals facing extraordinary demands, constraints, or opportunities.Itisa mentalandphysicalconditionwhichaffectsanindividual’s productivity,effectiveness,personalhealthandqualityofwork(HolmlundRytkönen&Strandvik,2005).Stressmay resultsinhighportionofabsencefromworkandloss ofemployment (Meneze, 2005). Stress can be defined as aphysical,mental, or emotionalresponsetoeventsthatcausesbodilyormentaltension.Stressingeneral canbedefinedasthereactionofindividualsto demands(stressors)imposedupon them. It refers to situations where the well-being of individual is detrimentally affectedby theirfailuretocopewiththe demandsoftheirenvironment(Erkutlu&Chafra, 2006).
Managing stress emanating from the facets of the work environment of employees and their personal lives has become a centre of attraction to many scholars in organizational studies. This is so because, of the array of benefits derivable from such strategies According to Champoux (2008), the essence of stress management is to keep dysfunctional stressors at an optimal level, to avoid the occurrences of psychological, physiological, and organizational consequences associated with such stressor. The author went further to assert that, stressors cannot be completed eliminate, but could be maintained at a realistic level of both the individual and the organization: According to Joshi (2008). Not all the forms of stress are bad or should be reduced. This is hinged on the fact that certain stressors are said to be functional or good to be experienced by the employees. Hence, emphasis is on the management of the form of stress that is dysfunctional that can impair individual and organizational wellbeing.
From the foregoing therefore, this study seeks to examine the relationship between stress management and enterprise productivity of telecommunication firms in Rivers State.
1.2Statement of the Problem
Managing stress in the workplace has fundamentally become inescapable as a result of the behavioural and dysfunctional consequences associated with it, as stress takes its toll in both the individual and the organization. Employees experience stressful situation at work from the effects of stressors that emanate from the work environment and other personal related factors. Some of the stressors in this regard are said to be functional, while others are dysfunctional, and can impede employees from having a good fit with the work environment for them to perform in achieving their personal goals and that of the organization. A volume of scholars suggest that, managing employee stress in the workplace involve individual and organizational level strategies that can minimize the manifestations and menace of dysfunctional stressors (Miller, 2008; Foshi, 2008). This means that, stressors are integral to the work environment, and those that are dysfunctional in nature can be maintained an optimal level through effective stress management.
On the, other hand, opinion converge that extreme cases of stress caused by dysfunctional stressors, cause employee job burnout. Burnout is an extreme condition of emotionally depression, further characterized by exhaustion, loss of personality, and eroded personal achievements. Burnout syndrome has been found to be associated with certain individual and organizational level consequences such as impaired wellbeing, poor work life balance and performance (Ndawula, 2013). Other forms of pitfalls are dysfunctional turnover (Leiter&lvlaslach, 2009), employee job dissatisfaction (Aiken et al, 2002), and poor emotional stability and problem solving (Tnaet al., 2009).
On this premise of reasoning, most employees of telecommunication firmsare identified to be emotionally exhausted, depressed in the discharge of their official responsibilities, and found lacking in their personal accomplishments, thus typifying extreme cases of dysfunctional stressors on employee on job burnout. Consequently, the said employees in this communication industry experience impaired wellbeing, poor work life balance, job dissatisfaction and eroded emotional stability. Given their scenario, it has become necessary to correlate stress management and enterprise productivity in telecommunication firms, with a view to ameliorating the situation. This is why a study of this nature has become pertinent.
1.3 Objectives of the Study
The main objective of the study is to examine the relationship between workplace ethics and organizational productivity. The specific objectives are as follows:
1. To determine the relationship between job redesign and enterprise productivity of selected telecommunication firms in Rivers State.
2. To ascertain the relationship job rotation and enterprise productivity of selected telecommunication firms in Rivers State.
3. To determine the relationship between reward system and enterprise productivity of selected telecommunication firms in Rivers State.
1.4 Research Questions
The following research questions are proposed as follows;
1. To what extent does job redesign influence enterprise productivity of selected telecommunication firms in Rivers State?
2. To what extent does job rotation influence enterprise productivity of selected telecommunication firms in Rivers State?
3. To what extent does reward system influence enterprise productivityof selected telecommunication firms in Rivers State?
1.5Research Hypothesis
HO1: There is no significant relationship between job redesign and enterprise productivity’s of selected telecommunication firms in Rivers State.
HO2: There is no significant relationship between job rotation and enterprise productivity of selected telecommunication firms in Rivers State.
HO3: There is no significant relationship between reward system and enterprise productivity of selected telecommunication firms in Rivers State.
1.7 Significance of the Study
The outcome of this study will be of immense benefit to a wide range of people. First, to the government and public policy makers, this study will help them appreciate the strategic importance of making and implementing a policy of inclusiveness that can fast-track environmental stability for business to serve, hence, promote friendly investment climate which is an impetus for increased foreign direct investment. The study will reveal to stakeholders and manager to promote workplace ethics in the organization in order for the organization to be effective and face their competitors. The study will add to the knowledge in industrial relations in specificity and management sciences.
Employees also would be better enlightened on the issues of reward in oil industry so that they are properly guided on what they should expect from their employers to reduce tendency for conflict between them and their employers.
High productivity and output demand that work environment be harmonious.
The students and researcher will also benefit from the study because it will serve as a base data for those who might want to carry out further studies in the area.
1.8Scope and Limitations of the Study
This study examines the strategic contributions of stress management and enterprise productivity of telecommunication firms in Rivers State. The specific areas of productivity the study investigated include; effectiveness, efficiency and productivity.
In carrying out an investigation of this nature the researcher must of necessity be faced the following constraint.
Firstly, the time constraint’s the time frame provision for this study was short.
Secondly, financial constraints usually, a study of this nature involved some level of expenditure therefore, finance was also a limiting factor.
Thirdly, poor response from the respondents and inability to access the entire population freely.
1.9Definition of Terms
INNOVATION:
At the successful introduction of a better thing or method. It is the embodiment, combination, or synthesis of knowledge in original, relevant, valued new products, processes, or services.
JOB REDESIGN:
An organizational mechanism utilized to reduce job overload experienced by employees with the aim of eliminating the stressors.
JOB ROTATION:
This is an organizational technique utilized to move employees from one job to another with the aim of enabling such employees experience new skills and knowledge in task accomplishment.
PRODUCTIVITY:
Productivity involves goal attainment. It is the successful transfer of input to output at the lowest possible cost. Productivity implies both efficiency and effectiveness.
REWARD SYSTEM:
Reward system is defined as a structured method of evaluation and compensation employees based on their performance.
STRESS MANAGEMENT:
This involves the entire techniques or methods that will be useful in the management of employee stress at work.
STRESS:
A condition or feeling experienced when a person perceives that demands exceed the personal and social resources the individual is able to mobilize (Robbins, 2005).