effects of work related stress on employee performance in the civil service system

CHAPTER ONE
INTRODUCTION

1.1 Background of the study
Creating a high performance organization requires understanding what factors influence performance. One of the most significant factors is stress. Stress interferes with human intellectual, emotional and interpersonal functioning. Workplace stress are derived form different sources; it can be from a demanding boss, annoying co-workers, angry customers, hazardous conditions, long commutes and a
never ending work load.
 How an employee handles the effects of stress depends on whether it is easy for him/her to change the situation or change his attitude towards it. According to Ndibe (2006), stress is a state of mental or emotional strain or tension resulting from adverse or demanding circumstance in the workplace. Stress in a medical or biological context is a physical, mental or emotional factor that causes bodily or mental tension. Stresses can be external (from the environment, psychological or social situation) or internal (illness, or from a medical procedure).

 1.2 Statement of the problem |  Civil Service Employee Performance

Some firms and government ministries create excessive stress for its employees without taking into consideration the effects of such stresses on employee performance. Sometimes, it could be because the management wants to make sure that, the employees spend no time for leisure so that, they will at all time be busy. The effect of this kind of decision on the employees includes forgetfulness, feeling overloaded and overwhelmed, nervous habits and increased frustration. In some extreme cases, some employees overreact to petty annoyance and display reduced work efficiency or productivity.

 1.3 Objectives of the study | Civil Service Employee Performance

The general objective of this study is to determine the effects of stress on the performance of the employees of Ebonyi state ministry of agriculture. Specific objectives include:

1. To determine the extent to which overload of job responsibilities affect the performance of the employees of Ebonyi state ministry of agriculture.
2. To ascertain whether limited period of leisure and lunch hours affect the creative abilities of the employees of Ebonyi state ministry of agriculture.
3. To determine whether extended working hours affect the performance of the employees of Ebonyi state ministry of agriculture.

1.4    Research Hypothesis | Civil Service Employee Performance

    The following research hypotheses were formulated from the above stated research questions.
Hypothesis I
Ho:    Overload of functions and job responsibilities have not affected the performance of the employees of Ebonyi state ministry of agriculture.
Hi:    Overload of functions and job responsibilities has affected the performance of the employees of Ebonyi state ministry of agriculture.

Hypothesis II
Ho:    Limited periods of leisure and lunch hours have not affected the calculative and creative abilities of the employees of Ebonyi state ministry of agriculture.
 Hi:    Limited periods of leisure and lunch hours have affected the calculative and creative abilities of the employees of Ebonyi state ministry of agriculture.

Hypothesis III
Ho:    Extended working hours has not affected the performance of the employees of Ebonyi state ministry of agriculture.
Hi:    Extended working hours has affected the performance of the employees of Ebonyi state ministry of agriculture.

1.5    Significance of the Study | Civil Service Employee Performance

    This research will be significant or beneficial in the following ways:

1. The research will serve as source of reference for further studies, especially for undergraduate students in public administration and other related disciplines.
2. The research will serve as educative material to member of the general public and those in the academic world. 
3. The research will make recommendations that will be beneficial to Ebonyi state ministry of agriculture especially on the best way to assist the employees to manage stress so that their performance can be improved upon. 
4. The research will contribute further to what management scholars have written on stress management and employee performance.

1.6    Scope of the Study | Civil Service Employee Performance

    This research focused on the issues and perspectives in stress management, especially on the ways of managing stress in order to achieve high employee performance. The research specifically focuses on the impact of stress on the performance of the employees of Ebonyi state ministry of agriculture.

1.7    Limitations of the Study | Civil Service Employee Performance

    Some factors posed limitations to the completion of this research. Some of these factors include:

1. Time: Combining the research work with other academic works such as lectures, term papers and exams was very stressful but the researcher maintained a regulated time schedule in order to handle the entire task accordingly. 
2. Respondents’ disposition: Some of the respondents hesitated giving out information about Ebonyi state ministry of agriculture but the researcher tried as much as possible to become friendlier with the employees of the ministry in order to get data from them for the research.
3. Lack of Adequate Financial Resources:- The researcher faced the problem of inadequate financial resources in the process of carrying out the research, but the researcher was able to overcome this through contributions from family, friends and relatives.

1.8     Theoretical Framework | Civil Service Employee Performance

This research employs the human relations theory as its theoretical framework. The human relations theory is a school of management theory stressing the importance of understanding human motivation in the work place. According to Igweobi (2014), the human relations school believes that employee motivation is a result of recognitions, encouragement and rewarding of individual contributions. It advocates were F.J. Roethlisberger, W.E. Moore and E. Mayo in the USA and .G. Friedmann in France. Human relations theory developed as a response to Taylorism. Rejecting the biological and mechanistic approaches of F.W Taylor "scientific management", the Human relations theory proposed the implementation of methods of dealing with workers as socio-psychological beings. Lazor (2014) succinctly explains the human relations theory in his following words;
The theory believes in the human aspect of a business and how to utilize humans as a valuable resource. Without people, your business would not exist, so consider restructuring your organization with a focus on employee relations. Spend the time and money to invest in developing employees and see higher productivity and more success with your organization. 

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