Present an argument that explores the relationship between stress and employee performance with regard to Nede’s role. Your answer should draw upon challenge and hindrance stressors, utilise models of stress introduced in the module and be based on the reading by Mark & Smith (2006). Additionally, you may wish to discuss the role of stress management. Why is stress such an important topic? What are the antecedent of stress at work what other factors outside of may impact? Personality and types of stressor What is the relationship between stress and performance? Do all stressors have a negative impact (types of stressor) the role of personality How do models of stress help explore the relationship. JDC-S Effort reward Impbalance etc What can individuals and organisations do to manage stress at work (reactive and proactive approaches). Case study:- Nede Obuto felt tired and dispirited. For the last eighteen months, he had worked as a management trainee in the research and development function of D.A.T.E and prior to this, he had been a Systems developer at another organisation, working towards an MBA in supply chain and logistics. Unfortunately, he had not completed his studies at the end of the allowed two years, at which time his fixed-term contract had come to an end. Since neither he nor his wife had any savings, he then sought work as a management trainee in the research and development function of D.A.T.E hoping that a progressive employer, would actively support his studies. Although he felt that he had interviewed well for his present job, his appointment was made probationary for two years, a permanent post being made contingent on him completing his studies and submitting the final dissertation for examination by the end of the probationary period. Nede had always felt a strong pressure to achieve academically because education was revered in his family. Indeed, it was largely to obtain educational opportunities for the children that had prompted his parents to move from West Africa 20 years ago. As matters stood, however, he had grave doubts about whether he could complete his dissertation on time. Despite assurances at the interview that D.A.T.E was strongly supportive of staff development, as a newcomer he was given a full workload, much of which he suspected was work that others at his level wished to avoid. To make matters worse, the work was extremely varied and a great deal of it was well outside his specialist area, which involved him in a great deal of preparatory work. As such, he found himself with little time to spend with his wife and children, and his guilt about this because another source of pressure. What made life even harder was that he shared an office with two other Management trainees, who had been there nearly two years and were just about to complete their probation, whom he suspected were somewhat racist. While neither of them acted in an overtly racist way, they were always a little too polite and at times rather patronising. Both of them were extremely chatty with one another and this seriously interrupted Nede’s attempt to work. What made matters worse was that in a shared office, he was not only interrupted by his numerous product managers making more demands on his time, but also by those of his colleagues. As a result, he found it progressively harder to work on his Dissertation and he started to become apprehensive about completing it within the next six months. Nede Obuto: Further Developments For the next six months, Nede threw everything into getting his MBA completed and on the second anniversary of his appointment, he emailed his dissertation to his supervisor. However, this hasn’t removed a few of his apprehensions about the future. To start with, Nede was aware that his dissertation was a rushed job, which was badly argued in places, full of typographical errors and poor English. Therefore, he was by no means sure that he would get his MBA without heavily modifying the work. Worse still, on informing his boss that the dissertation had been submitted and asking for confirmation of permanent employment, the criteria changed overnight from ‘submission of final dissertation’ to ‘award of MBA’. When this happened Nede immediately approached his trade union, and the case was taken up with the employer, with the result that his employment (on a probationary basis) was guaranteed until the Dissertation was examined. However, he became acutely aware that putting matters in the hands of the union had resulted in him annoying the Human Resources manager for exposing the matter, which did nothing to remove his apprehensions. Completing the dissertation had also taken its toll on Nede in other ways. He became increasingly aware that the lack of support from the company, while he was doing his MBA, reflected its lack of support for his development in general.
Present an argument that explores the relationship between stress and employee performance with regard to Nede’s role. Your answer should draw upon challenge and hindrance stressors, utilise models of stress introduced in the module and be based on the reading by Mark & Smith (2006). Additionally, you may wish to discuss the role of stress management. Why is stress such an important topic? What are the antecedent of stress at work what other factors outside of may impact? Personality and types of stressor What is the relationship between stress and performance? Do all stressors have a negative impact (types of stressor) the role of personality How do models of stress help explore the relationship. JDC-S Effort reward Impbalance etc What can individuals and organisations do to manage stress at work (reactive and proactive approaches).
Case study:- Nede Obuto felt tired and dispirited. For the last eighteen months, he had worked as a management trainee in the research and development function of D.A.T.E and prior to this, he had been a Systems developer at another organisation, working towards an MBA in supply chain and logistics. Unfortunately, he had not completed his studies at the end of the allowed two years, at which time his fixed-term contract had come to an end. Since neither he nor his wife had any savings, he then sought work as a management trainee in the research and development function of D.A.T.E hoping that a progressive employer, would actively support his studies. Although he felt that he had interviewed well for his present job, his appointment was made probationary for two years, a permanent post being made contingent on him completing his studies and submitting the final dissertation for examination by the end of the probationary period. Nede had always felt a strong pressure to achieve academically because education was revered in his family. Indeed, it was largely to obtain educational opportunities for the children that had prompted his parents to move from West Africa 20 years ago. As matters stood, however, he had grave doubts about whether he could complete his dissertation on time. Despite assurances at the interview that D.A.T.E was strongly supportive of staff development, as a newcomer he was given a full workload, much of which he suspected was work that others at his level wished to avoid. To make matters worse, the work was extremely varied and a great deal of it was well outside his specialist area, which involved him in a great deal of preparatory work. As such, he found himself with little time to spend with his wife and children, and his guilt about this because another source of pressure. What made life even harder was that he shared an office with two other Management trainees, who had been there nearly two years and were just about to complete their probation, whom he suspected were somewhat racist. While neither of them acted in an overtly racist way, they were always a little too polite and at times rather patronising. Both of them were extremely chatty with one another and this seriously interrupted Nede’s attempt to work. What made matters worse was that in a shared office, he was not only interrupted by his numerous product managers making more demands on his time, but also by those of his colleagues. As a result, he found it progressively harder to work on his Dissertation and he started to become apprehensive about completing it within the next six months. Nede Obuto: Further Developments For the next six months, Nede threw everything into getting his MBA completed and on the second anniversary of his appointment, he emailed his dissertation to his supervisor. However, this hasn’t removed a few of his apprehensions about the future. To start with, Nede was aware that his dissertation was a rushed job, which was badly argued in places, full of typographical errors and poor English. Therefore, he was by no means sure that he would get his MBA without heavily modifying the work. Worse still, on informing his boss that the dissertation had been submitted and asking for confirmation of permanent employment, the criteria changed overnight from ‘submission of final dissertation’ to ‘award of MBA’. When this happened Nede immediately approached his trade union, and the case was taken up with the employer, with the result that his employment (on a probationary basis) was guaranteed until the Dissertation was examined. However, he became acutely aware that putting matters in the hands of the union had resulted in him annoying the Human Resources manager for exposing the matter, which did nothing to remove his apprehensions. Completing the dissertation had also taken its toll on Nede in other ways. He became increasingly aware that the lack of support from the company, while he was doing his MBA, reflected its lack of support for his development in general.
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