Lack Of Employee Motivation Due To High Stress Level †Free Samples

Question: Discuss about the Lack Of Employee Motivation Due To High Stress Level. Answer: Introduction The element of employee motivation is believed to have direct impact upon the performance within an organization. With high levels of motivation that are managed by the employees, there seems to have direct impact on to the capability of individual employees on their ability to work under stress. As most of the modern days business organizations are dependent upon high level of employee performance, employees have to deal with high levels of challenges that often create the environment of stress. High stress level also seems to have direct impact on the personal life of an employee. The higher level of stress seems to generate psychological and behavioral misbalance within an individual, thereby increasing the risks of mental disease. As the employee is not able to provide the expected level of performance due to stress, it is not possible to generate higher levels of motivation (Sonnentag and Fritz 2015). In the given context the aim of the current project is to explore the stress related problems at various workplaces, which ultimately leads to lower and poor quality of performance. The research will use definite protocols that are needed to collect relevant information and analyze the causes of stress within the workplace environment. Objectives To explore the cause of high level of stress at workplaces To explore the cause of low motivation levels due to high stress levels To recommend the ways that are needed to deal with high levels of stress and improve motivation levels Research Questions What are the causes of high level of stress at different work places? How high level of stress can lower the employee motivation levels? What are the recommendations that are needed to deal with high levels of stress and improve motivation level? Literature Review Hindrance and Saturation are often the cause of job stress According to the work of Wood and Michaelides (2016), high levels demand in the job profile is highly common in all globalized corporation of todays world. The model of job demand control support model has been used to identify the cause stress. The model explains with the fact that in order to reduce the overall expenditure of an organization. This generates extra work load on the limited number of existing workers within an organization. Sawhney et al. (2017), have added about the elements of crisis in the labor market, which enforces many organizations to recruit workers at much lower pay scale. Hence, there is a high level of gap between the demand and supply of skilled workers. This is believed to be one of the major hindrances in providing high quality performance. Moreover, as the existing workforces are often burdened with high levels of pressure, there is high level of risk job saturation. As the HR policies are not modified in many multinational workforces, there are high l evels of risk of employee saturation. This is mostly due to the fact that new skills are not incorporated within the employees that are required to deal with the new business demands within the workforce. Understanding the cause of employee situation is highly crucial in the given context.Human resource management of an organization needs to understand the potential of every employee in order to get the best level of performance according to their capability. As the demand levels of the skills within the workforce are increasing, the employees are not able to improve upon their skills to deal with the challenges of excessive work pressure. The saturation level within the workforce is dependent demand levels of the market. With high levels of competitor demand within the market, most of the business organizations are forced to focus upon the customer base service. Nevertheless, if an industry becomes saturated, the workforces under the marketing jobs are often de-motivated due to the limited growth opportunity. This is mainly due to the lack of innovative opportunity that is responsible for lack of career growth opportunity (De Gieter et al. 2017). Relation Between emotional intelligence and job stress Wan et al. (2014), have highlighted the elements of emotional intelligence that is considered to be highly essential for dealing with the issues of job stress. The emotional aspects of an individual can vary greatly depending upon the workplace environment. Other than the income levels and other salary related parameters, the mental satisfaction of an individual plays a significant role in the matters of dealing with the job stress. Few of the essential elements of mental satisfaction include that of self-esteem level of the employees, social bonding level of the employees along with the self-competence levels. Hence, with high level of social bonding with the workplace employees, it is possible to deal with the issues of high stress level. The matter of emotional intelligence will have major impact that will be necessary in the given context. Karimi et al. (2014), have mentioned about the fact that higher levels of job stress can be dealt with the elements of healthy job place environment. In most of the cases, it is important to ensure that the physical illness and high level of stress can be dealt with healthy workplace environment. It is also the duty of thehuman resource management to imply the protocol that can help to deal with the mental and emotional issues within the workplace. The employees having higher levels of emotional intelligence are believed to have ability of dealing with high levels of job stress. Large scale multinational organizations often suppose to have facility to provide the training of improving the emotional intelligence level of the employees. This can be achieved by holding regular discussion and meeting session within the employees. This can provide the opportunity to the employees to de velop upon the interpersonal relationship with their colleagues. Short-term training program can also be given to the employees about the mental and psychological strategies that can be implemented to deal with high job stress levels. Yamani et al. (2014), have mentioned about the five major components of emotional intelligence that can be implemented by the workforce. The primary element in the given context consists that of self-awareness. Here, the employees need to have the ability to identify their individual strengths and weaknesses. This can therefore help the employee to perform upon their individual capability with higher quality and self-confidence. Higher level of self-awareness can help the employees to have the ability to realize the current situation and act accordingly. There are also the elements of self-regulation that are needed for controlling the disruptive behavior. It is quite often that an employee is not able to control their internal emotional feelings during the time of facing high level of stress. With the ability of self-regulation, it is possible for an individual to gain the trust level of the employees. This is followed by the element of internal motivation, where an employee has to look for external rewards. This can be the major source of motivation of all employees as they are able to get proper forms of respect that are needed for the same. The success of every employee also depends upon their ability to understand and co-ordinate with the co-workers. With the element of empathy it is possible for an individual to understand the need and challenges encountered by their co-workers. This element is highly essential in culturally diverse workplace. With high level of empathy it is possible to deal with the communication gap that exists between employees of different culture. Final accounts the element of social skills, which can help to develop interpersonal relationship between workers of an organization. Few of the major hallmarks of effective social skills include ability to motivate other employees and share high level of expertise to the workers. Effect of leadership on employee stress and burnout With frequent changes that occurred in the style of working across various industries, the role of organizational leaders play a significant role in deciding upon the adaptive ability of the leaders. Harms et al. (2017), have mentioned about the importance of transformational leadership that are highly required in the given context. Providing proper information to every employee within the organization is considered to be the primary role of the leader. This can help every employee to deal with the challenge of organizational change that is considered to be the major cause of occupational stress. The level of occupational stress is considered to be directly proportional to the inability of an employee to adapt with organizational change. It is also dependent upon the risk factors that are associated in job profile of every industry. Lack of accomplishment at workplace and less participation in decision making process can also lower the self-motivation level of an employee. It is the duty of an effective leader to deal with the overall challenge of maintaining equality within the workplace and ensure participation of every worker before implementation of the essential decisions. Burnout is considered to be the extreme effect of occupational stress that is caused due to long term neglection. This is mainly common in hectic job profile like the Healthcare sector and disastermanagement industry. As the workers not only have to deal with high level of stress, additional health risk that are involved in the job profile can cause the burnout type of experience. Research Methodology The section of research methodology provides guidelines and protocol to the investigators that need to be followed in order to collect essential information relevant to the project (Panneerselvam 2014). This will be later analyzed using the particular methods of data analysis. The investigators need to choose the research methods depending upon the requirement of particular project. The types of data that are collected also depend on the process research methods. The following section will provide the detail description of the types of research strategies that can be chosen by the researchers (Neuman and Robson 2014). The justification for choosing each particular type of method for the research work of job stress and motivation will also be given in the particular section. The overall systematic plan of the project can also be included in the research methodology section that will highlight upon the protocol. It will also provide the ethical strategies that need to be followed by the researchers in order to ensure full authenticity of the final work that can be used for future references. Research Philosophy There are general two types of research philosophy that can be followed for any of the given research work. The positivism philosophy is believed to be exam the real facts and evidence that are directly related to the research problems. For this type of philosophy the investigators mostly depends on the primary forms of data collection (Sekaran and Bougie 2009). This is quite effective in making up of logical analysis that is ultimately needed to make up accurate conclusion. There is also the interpretivism philosophy that is needed to deal with the human perspective in the matter of any research project (Sarantakos 2012). The subject area of the chosen research work being related to employee stress out, it is important to choose the interpretivism philosophy. This will help to ensure that the researchers will get the detailed data related to the feedbacks of the employees. Here, it is also essential to apply the positivism philosophy that is needed to analyze the real facts about job stress and employee motivation. Research approach In the given research work the investigators can apply Inductive and deductive style of research approach. The deductive approach mainly aims to obtain knowledge from the existing information related to the research work. Essential data also collected from the literature review and past research work of the relevant research. On the other hand, there is also the inductive approach, which aims to identify new theories that are related to the research work. This will help to explain the new challenges and research problem (Quinlan 2011). For the given research work the investigators will approach for the deductive method, which will help to ensure that most of the important information related to the research work are properly analyzed in order to draw conclusions for the future. Researchers can also use the inductive theory in order to formulate new method to deal with the existing issues within the human resource management. Additional information can also weekend with the help of inductive approach. Research Design For choosing the Research Design there are three types of options available for the investigators. There is exploratory Research Design, where the researchers evaluate the given information without properly judging the negative and positive consequence of the same. On the other hand the exploratory Research Design only considers the psychological aspect (Bryman and Bell 2011). It is important to have a formal set of objective and Research question in order to apply both explanatory our exploratory Research Design. On the other hand, the descriptive research method analyses the internal consequence of the research problem and therefore aims to identify the root cause of the same (Quinlan 2011). For the given research work of occupational stress and workplace motivation choosing of descriptive Research Design will help to ensure then both positive and negative aspect of the research work are being evaluated. Descriptive Research Design will also analyze the relevant case studies related to human resource management. Sampling methods Choosing the proper sample is highly essential for all given research work in order to collect authentic and relevant data. In general, there are two types of sampling method that can be applied in every research word for proper data collection. While applying probability sampling method, the investigators choose the samples for the respondents of data collection in a random method from the chosen group of population. The major advantage of this type of Sampling is there is no chance of any form of biases that are being applied in the applied in data collection process. Moreover, the investigators get opportunity to collect data from wide diverse range of population (Saunders and Lewis 2012). There is also the method of non-probability sampling, where the source of Data Collection is being predetermined. Find the given research work, investigators will conduct survey from hundred respondents who are the employees worker across various sectors. Sample will be chosen in random method in order to ensure that there is no form of biasness and wide diverse range of data can be collected related to the experience of the employees in job stress. Research Strategy The research strategy of the project will be chosen based upon the research objectives and problem area (Taylor et al. 2015). For the given research work it will be appropriate to conduct both survey and interview in order to collect essential information related to employee feedback. This will help the investigators to get idea about the level of stress that are being encountered at the workplace. The interview data will be required in order to collect detail data from every experienced employee about their encounter in stress related activities. This can also help the researchers to get idea about the intervention strategies that are implemented to deal with high level of stress. Data collection methods There are two types of Data Collection method that can be employed in all type of research work. Primary research work the investigators collect the information directly from the sample through survey and interview (Palinkas et al. 2015). This data can be further analyzed using quantitative method, where numeric data are calculated using statistical tools and represented in the form of table charts or graphs. It is important to choose a particular population for the given mode of data analysis. The major advantage of primary data analysis is due to the fact that the investigator will get the opportunity to directly interact with the sample and get the latest information related to research project (Palinkas et al. 2015). In the given research work survey and interview will be collected from 100 employees across different sectors. This will help them to get idea about the latest consequence of stress and occupational Burnout experience of the workers across different sectors. It will also help to get idea about the sector, where most number of employees is experiencing work pressure and stress. There is also the case of secondary data collection, where most information is being collected from previously conducted research work. For this current project the investigator will collect data from the previously conducted research related to occupational stress and employee motivation. Ethical Issues As the current research work is related to human case, it is important to consider ethical issues that will help to ensure that the result of the research work is validated and can be used for future purpose. Proper consent also needs to be taken from the chosen sample, from where survey and interviewer being conducted. After the collected data is analyzed and published, the investigators need to ensure that the identity of the survey and the interview participants are kept anonymous. This will help to ensure that no private and classified information about any individual are leaked in the public domain (Mulvey 2015). Before final publishing of the data in the final research article the same has to be verified from proper authority. Hence, there will be no doubt about the authenticity of the information and can be used for future reference purpose. References Bryman, A. and Bell, E., 2015. Business research methods. Oxford University Press, USA. De Gieter, S., Hofmans, J. and Bakker, A.B., 2017. Need Satisfaction at Work, Job Strain, and Performance: A Diary Study. Harms, P.D., Cred, M., Tynan, M., Leon, M. and Jeung, W., 2017. Leadership and stress: A meta-analytic review. The leadership quarterly, 28(1), pp.178-194. Karimi, L., Leggat, S.G., Donohue, L., Farrell, G. and Couper, G.E., 2014. 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