CHAPTER ONE

THE CAUSES AND

EFFECTS OF STRESS
ON BUSINESS
EMPLOYEES AND HOW
TO MANAGE THEM
1.0
INTRODUCTION
1.2 JOB STRESS CAN BE
DEFINED AS THE
THIS STUDY IS
CONDUCTED TO
STRESS ON
BUSINESS
IN THE EXPERIENCE
OF STRESS TEND TO

BACKGROUN HARMFUL
PHYSICAL AND
EMOTIONAL
DETERMINE THE
EFFECTS OF STRESS
ON EMPLOYEES
EMPLOYEES
MAINLY HAS
BECOME AN
INFLUENCE THE
RATE OF LESS
PRODUCTIVITY AS

D OF THE RESPONSES THAT

OCCUR WHEN THE
REQUIREMENTS OF
AND THE METHODS
EMPLOYERS USE TO
MANAGE
INCREASING FOCAL
POINT IN THE
WORLD OF
HIGH LEVELS OF
STRESS CAN
HINDER AN

STUDY THE JOB DO NOT

MATCH THE
CAPABILITIES,
EMPLOYEE STRESS BUSINESS EMPLOYEE ABILITY
TO CONCENTRATE
AND FOCUS ON
RESOURCES, OR TASKS LEADING TO
NEEDS OF THE DECREASED
WORKER PRODUCTIVITY
AND THESE CAN
IMPAIR COGNITIVE
FUNCTIONS AFFECT
DECISION MAKING
CAPABILITIES AND
RESULTS IN
ERRORS OR
MISTAKES
1.3 STATEMENT OF THE
PROBLEM

• The objective of this study was to

ascertain the negative effects of stress
on employees and the methods
employers use to manage employees'
stress
1.4 RESEARCH
OBJECTIVES
Main objective

• The primary objective of this study is to

know how stress contradict employee’s
performance
Specific objectives

• To identify the causes of stress to

employees
• To examine the effects of stress on the
employee’s performance
• What method the employers use to
manage employees’ stress
1.5 RESEARCH QUESTIONS

• What are the causes of stress on

business employees?
• What are the effects of stress on
business employees?
• What methods do employers use to
manage employees' stress?
 STRESS ON BUSINESS STRESS ON EMPLOYEES
EMPLOYEES IS CAUSED BY LEADS TO POOR WORK
CONFLICTS WITH CO- PERFORMANCE
WORKERS OR BOSSES
1.6 RESEARCH
HYPOTHESIS

EMPLOYERS MANAGE
EMPLOYEES STRESS BY
ASKING THEM WHAT THEY
NEED
 THE PURPOSE OF THE EMPLOYERS WILL GAIN BY ALSO EMPHASIZING

1.7
STUDY IS TO HELP KNOWLEDGE HOW STRESS OUR FELLOW COLLEGES
EMPLOYEES KNOW WAYS IS NEGATIVELY TO KNOW AND
THAT STRESS AFFECTING EMPLOYEES’ UNDERSTAND THE

SIGNIFICANCE
CONTRADICTS THEIR WORK PERFORMANCE IMPORTANCE OF
WORK PERFORMANCE DEVELOPING PROGRAMS
TO DEAL WITH STRESS,

OF THE STUDY WHICH IN TURN HELPS TO

TRANSFER THIS
KNOWLEDGE TO THE
WORKPLACE LATER ON,
THEREBY IMPROVING THE
QUALITY OF THE WORK
ENVIRONMENT
1.9 ORGANIZATION OF
THE STUDY
• Chapter one of the study consists of the general introduction
which includes; the background of the study, the statement of
the problem, the objectives, the research questions, research
hypothesis, significance of the study and the limitations of the
study
• Chapter two is the literature review which evaluated the works
of other researchers on the subject
• Analysis of the data was collected through questionnaires,
sample techniques and conceptual framework
CHAPTER TWO
2.0 LITERATURE REVIEW

• Conceptual framework illustrates the expected

relationship between variables
• It defines the relevant objectives for the research process
and maps out how they can come together to draw
coherent conclusions
• Based on the past research by Seley and Ferris, Bergin
and Wayne and karunanithy and Ponnampalam the
causes of stress are subdivided into factors like job
related, organization related, individual related and
physiological factors
 The dynamic
interrelationship between
Hans Seyle first the self and various roles

2.2 Empirical introduced the concept of

stress in to the life
sciences in
an individual occupies and
among these roles, the role
space and role set is
literature expectations of significant
roles

The stressing results from

Stress causes absenteeism
various factors including
and can lead to other
lack of collaborative
problems such as drug
school culture where
addiction, alcoholism,
teachers are not involved
depression, and poor job
in decision making
performance
processes
 FOUR PROMINENT P-E FIT THEORY ARGUES THE P-E FIT THEORY
THEORIES ARE THAT STRESS CAN ARISES MAKES EXPLICIT THE
PRESENTED ABOUT DUE TO A LACK OF FIT INTERACTION BETWEEN
CAUSES OF STRESS IN BETWEEN THE THE INDIVIDUAL AND THE

2.3 Theoretical WORK AREAS ON-

ENVIRONMENT FIT
THEORY PERS MUCH OF
INDIVIDUAL’S SKILLS,
RESOURCES AND
ABILITIES, ON THE ONE
ENVIRONMENT IN
SHAPING THEIR RESPONSE
TO WORK SITUATIONS

Review CONTEMPORARY STRESS

THEORY FINDS ITS
ORIGINS IN THE EARLY
HAND, AND THE DEMANDS
OF THE WORK
ENVIRONMENT, ON THE
AND EVENTS, BUT ALSO
HIGHLIGHTS THE
IMPORTANCE OF THE
WORK OF THE SOCIAL OTHER HAND INDIVIDUAL’S
SCIENCE PERCEPTION OF THE
ENVIRONMENT; AND THE
INTERACTION BETWEEN
THEM

The Job Demand-Control model and
its expanded version the Job Demand-
Control
The JCD model postulates that job
strain results from the interaction
between two dimensions of the work
environment: psychological job
The JCD theory suggests that
individuals experiencing high
demands paired with low control are
more likely to experience
psychological strain, work-related

Job Demand-
demands and job control stress, and, in the long term, poor
physical and mental health

Control Theory
Effort-Reward
THE ERI MODEL WAS THIS THEORY ASSUMES AN IMBALANCE
DEVELOPED BY THAT EFFORT AT WORK IS RELATIONSHIP BETWEEN
JOHANNES IN THE EARLY SPENT AS PART OF A THE EFFORT SPENT AND

Imbalance 1990’S PSYCHOLOGICAL

CONTRACT, BASED ON
THE NORM OF SOCIAL
REWARDS RECEIVED CAN
RESULT IN THE
EMOTIONAL DISTRESS

Model RECIPROCITY, WHERE

EFFORT SPENT AT WORK IS
PAIRED WITH REWARDS
ASSOCIATED WITH A
STRESS RESPONSE, AND
AN INCREASED RISK OF
PROVIDED IN TERMS OF ILL-HEALTH
MONEY, ESTEEM, CAREER
OPPORTUNITIES
Transactional Model

• Transaction model build upon the interaction between the individual and
their environment, but provide an additional focus on the underlying
psychological and physiological mechanisms which underpin the overall
process

• The cognitive assessment by the worker of the perceived demands and

capabilities can be influenced by a number of factors: personality,
situational demands, coping skills, pervious experiences, and any current
stress state already experienced

• Research indicates that the relationship between psychosocial hazards and

health outcomes is mediated by a variety of factors; the transactional
model accounts for the complex relationship by acknowledging individual
variation and differences in the stress process
CHAPTER THREE

• Research Design
3.1 Research Approach

• This study will employ a mixed-methods

research approach, integrating both quantitative
and qualitative data collection and analysis
methods
• This approach will provide a comprehensive
understanding of the effects of stress on
business employees and the effectiveness of
stress management programs
3.2 Sampling

• b) Qualitative Sample: Participants for

interviews and focus groups will be
purposefully selected from the quantitative
sample to gain in-depth insights into their
experiences with stress and stress management
programs
• The selection will consider factors such as
stress levels, engagement with stress
management programs, and diversity in
organizational roles and responsibilities
3.3 Data Collection

• a) Quantitative Data: Structured Questionnaires: A standardized

questionnaire will be developed, consisting of validated scales
to measure variables such as stress levels, employee well-being,
job performance, and perceptions of stress management
programs
• The questionnaire will be administered electronically or in
paper format, depending on participant preferences
• Focus Groups: Group discussions will be conducted with
participants to capture group dynamics, social influences, and
collective experiences related to stress and stress management
programs
3.4 Data Analysis

• a) Quantitative Data Analysis: Descriptive Statistics: Basic

descriptive statistics will be calculated to summarize the data
• Inferential Statistics: Statistical techniques such as correlation
analysis and regression analysis will be used to examine
relationships between variables, determine the impact of stress
on well-being and job performance, and evaluate the
effectiveness of stress management programs
• Transcripts will be coded, and themes and patterns related to
stress, well-being, and stress management programs will be
identified
3.5 Ethical
Considerations
3.6 Questionnaires

• The questionnaire had three questions

• Question one consisted of a list of 7 factors
that contribute to work related stress
• Second question of the questionnaire,
consisted of a list of 7 work performance
areas that may be negatively affected by a
person's level of stress
3.8 Sample selection

• The respondents involved in this survey

were employees working in companies
located in Ilala District
• Each member of the research team had
a role of distributing three
questionnaires to members of the
sample
3.9 Data Collection

• In our research we will look at the existing

sources as the method of data collection
• Examples of the existing data sources are
reports, books and other publications, such
publications can be libraries
• With many publications found online we hope
we could some valuable information prove aid
full to our research
Focus groups

• Also, we can collect data from focus groups

• The focus groups can be a group of 8 to 10 people
which are employed in different economic sectors
so as to obtain responses which can be diversified
as much as possible
• Also, we will consider the age factor of the
employees so as to understand how stress affects
people basing on their ages
4.0 Expected
Findings
 THIS RESEARCH AIMS TO BY UNDERSTANDING THE THE FINDINGS OF THIS
PROVIDE VALUABLE FACTORS THAT IMPACT STUDY WILL CONTRIBUTE
INSIGHTS INTO THE EMPLOYEE WELL-BEING TO THE EXISTING BODY
CAUSES AND EFFECTS ON AND PERFORMANCE, OF KNOWLEDGE IN THE
BUSINESS EMPLOYEES ORGANIZATIONS CAN FIELD OF EMPLOYEE
AND PROPOSE EFFECTIVE CREATE A SUPPORTIVE MANAGEMENT AND
STRATEGIES FOR AND PRODUCTIVE WORK PROVIDE PRACTICAL

4.1 Conclusion MANAGING THEM ENVIRONMENT, LEADING

TO IMPROVED EMPLOYEE
ENGAGEMENT, REDUCED
RECOMMENDATIONS FOR
ORGANIZATIONS TO
OPTIMIZE THEIR
TURNOVER RATES, AND WORKFORCE AND DRIVE
ENHANCED OVERALL SUCCESS
ORGANIZATIONAL
PERFORMANCE
4.2 Validity and
RELIABILITY REFER TO SO, IN ORDER TO REDUCE TO ADDRESS THE ISSUE OF
THE EXTENT TO WHICH BIAS AND ACHIEVE DATA VALIDITY, PILOT STUDY
DATA COLLECTION RELIABILITY, THE STUDY WILL BE ADOPTED TO

Reliability of TECHNIQUES OR
ANALYSIS PROCEDURES
YIELD CONSISTENT
WILL USE MULTIPLE DATA
COLLECTION METHODS
NAMELY EXISTING DATA,
MAKE SURE THAT THE
TOOLS FOR DATA
COLLECTION YIELD VALID

data FINDINGS FOCUS GROUPS VALIDITY

IS CONCERNED WITH
WHETHER THE RESEARCH
INFORMATION

FINDINGS ARE REALLY

ABOUT WHAT THEY
APPEAR TO BE ABOUT