UNIVERSITY OF DAR ES SALAAM

BUSINESS SCHOOL
COURSE TITLE: BUSINESS RESEARCH
COURSE CODE: IM 205
COURSE INSTRUCTOR: MR. PRINCE
TASK: GROUP ASSIGNMENT
SUBMISSION DATE: 29 May 2023

GROUP MEMBERS:

NAME REG NO COURSE

CHILONGANI ELIZABETH 2021-04-01224 BCOM FINANCE

MICHAEL

HAULE ANTHONY EDWARD 2021-04-02308 BCOM FINANCE

MUTAHIWA NOREEN AMOS 2021-04-08533 BCOM FINANCE

MUYANGO INNOCENCIA 2021-04-08547 BCOM FINANCE

MINDE MARTINA BELNARD 2021-04-07112 BCOM MARKERTING
MWAKYOMA DAVID JAFARI 2021-04-08777 BCOM BANKING AND
FINANCE
KIJUU ABDULRAHMAN HAMIDU 2021-04-03998 BCOM FINANCE
KHALIFA SIRAJI MUSA 2021-04-03822 BCOM ACCOUNTING
JOACHIM AMEDEUS 2021-04-01300 BCOM FINANCE
CHRISTOPHER
MWAKILEMBE TUNTUFYE N 2021-04-08751 BCOM FINANCE
SABRINA SAIDI SHEMPUE 2021-04-11595 BCOM BANKING AND
FINANCE
KELVIN PIUS MMASY 2021-04-07473 BCOM BANKING AND
FINANCE
THE CAUSES AND EFFECTS OF STRESS
ON BUSINESS EMPLOYEES AND HOW TO
MANAGE THEM.

TABLE OF CONTENT
ABSTRACT

CHAPTER ONE……………………………………………

INTRODUCTION……………………………………………….….…1.0

Background of the study……………………………...…………..……1.2

Statement of the problem………………………………………………1.3

Research objectives…………………………………………..………..1.4

Research Questions……………………………………………..……..1.5

Research Hypothesis…………………………………………..………1.6

Significance of the study…………………………………….………..1.7

Limitations of the study………………………………………………1.8

Organisation of the study………………………………………..…..1.9

CHATPER TWO…………………………………………

Literature Review………………………………………………….2.0

CHAPTER THREE………………………………………

Research Philosophy………………………………………….…3.0

Study Area…………………………………………………………3.1

Population Study……………………………………………………3.2

Research Design…………………………………………………….3.3

Sampling Procedures…………………………………………………3.4

Data Collection………………………………………………………..3.5

Data Analysis………………………………………………………….3.6

Ethical Consideration……………………………………………………….3.7

Sample Selection……………………………………………………………..3.8
Data Collection…………………………………………………………………3.9

Expected Findings………………………………………………………………..4.0

Validity and Reliability………………………………………………………………4.1

REFERENCE……………………………………………

CHAPTER ONE.
1.0 INTRODUCTION.

1.2 BACKGROUND OF THE STUDY

Job stress is the situation or condition whereby an employee is termed stressed due to work load
accomplishment. Stress on business employees mainly has become an increasing problem in the
world of business and economy. In today fast and competitive business environment the issue of
stress affecting the employees at a high level limiting them to have less time in other activities.

The way the nature of work, long working hours, increased tasks, responsibilities and pressure
to meet deadlines often of the work accomplishment creates high levels of stress among
employees. These problems led to downsizing at a firm creates among the remaining workers
when work-loads and time at work. It shows that employees often struggle to find a balance
between job responsibilities and family responsibilities. Many employees tend to go out of
business in this competitive environment and because of that job security is not what it once was.

The pressure of stress mainly influences the rate of less productivity as high levels of stress can
hinder an employee ability to concentrate and focus on tasks leading to decreased productivity
less interested work and these can impair cognitive functions affect decision making capabilities
and results to the end point of mistakes creation. In one of the main points was that stress does
not negatively affect the work performance of employees. It is not specific just an individual
issue but also an issue that must be addressed and presented by both the employers and the
employee work performance.

Job stress can be managed through some various ways or mechanisms which can tend to reduce
the stress burden to the employees which can be specialization, assigning of job task,
performance of works through job group accomplishment which will minimize the problem of
stress to the employees in the jobs.

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

The specific objectives of the study are:

 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?

1.6 RESEARCH HYPOTHESIS

Stress on business employees is caused by conflicts with co-workers or bosses.

Stress on employees leads to poor work performance.

Employers manage employees stress by asking them what they need.

1.7 SIGNIFICANCE OF THE STUDY.

The purpose of the study is to help employees know ways that stress contradicts their work
performance. Employers will gain knowledge how stress is negatively affecting employees’
work performance. Also, ourselves can use these findings as a valuable guide to incorporate into
our curriculum. By also emphasizing our fellow colleges to know and understand the importance
of developing programs to deal with stress, 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.

The study is divided into four (4) chapters. 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. Chapter three focused on the methodology of the study. Analysis of
the data was collected through questionnaires, sample techniques and conceptual framework.
Finally, Chapter four covered the results, conclusions and reliability and validity. There were
also supplementary pages that included a sample of the questionnaire after references used.

CHAPTER TWO
2.0 LITERATURE REVIEW.

2.1 Empirical literature

Hans Seyle first introduced the concept of stress in to the life sciences in 1936. Calpan et al.
(1975) said that all individuals face stress. One can have stress when faces an unexpected drift in
life. Stress can be caused or derived from the occurrence of a conditions whether it’s a good
condition or a bad worse. Thus, is to say stress can also be caused by good news such as work
promotion.

Wager, Feldman Hussy (2003) discovered that workers who have various roles at the same
occupation which can be subdivided into a number of jobs which make the individuals
overloaded and fail to perform respective roles are the ones mainly having stress. Having
different supervisors frequently on the same task leads to a contradiction hence leading to stress.
Time pressure and unrealistic deadlines lead to stress.

According to Mkumbo (2003) (A Tanzanian Politician and an Academic professor), schools are
the most leading organisations causing stress to their employees, Mkumbo mainly took teachers
into account si the teachers are not involved in decision making by the top management. In the
instances of poor student performance teachers are held responsible leaving the student not
responsible for it. Most schools do not promptly pay their teachers which is also a cause of
stress. Adding up to other factor of jobs stress among teachers is heavy workload where teachers
are subjected to teach many students more than one subject., marking pile of examination papers
and evaluating students’ continuous assessments reports concerning the specific subjects they
teach. Hence, resulting to job dissatification which leads to decrease in work performance and
productivity.

Mang (1988) did a research study on school teachers and administrators at Missouri and
discovered that the three sources of stress consistently cited by teachers were rewards,
quantitative over load and time pressure.

Charles Dishinger, Nancy Howard, Bill Kiagler, Sherry Seabrooke, and Donna Tucker's report
According to Maurer (2002), stress-related illnesses are common in today's workplaces, and
stress is both the employee's and the employer's concern. Absenteeism is a result of stress,
which can also result in other issues including drug and alcohol abuse, depression, and subpar
work performance. He further emphasized that Maurer's annual Barlow Corporation Forum on
Human Resource Issues and Trends had revealed that numerous businesses have observed
employees displaying significant levels of stress. The forum's panelists concurred that
organizations needed to do more to support staff in managing stress. Expanding health
initiatives, providing stress-management training, and instructing personnel on how to strike a
balance were some of the recommendations.

2.3 Theoretical Review

Four prominent theories are presented about causes of stress in work areas
On-Environment Fit theory (P-E Fit theory)
The theory states that job stress occurs due to inadequate fit of individuals skills ,capabilities,
resources ,abilities and the work environment. The theory not only explains the individuals
characteristics towards environment but also portrays how the environment impacts workers
performance that is to say poor working conditions results to physical, emotional even
psychological stress. Much of contemporary stress theory finds its origins in the early work of
the social science. the Person-Environment (P-E) Fit theory. P-E Fit theory argues that stress can
arises due to a lack of fit between the individual’s skills, resources and abilities, on the one hand,
and the demands of the work environment, on the other hand.
The P-E Fit theory makes explicit the interaction between the individual and the environment in
shaping their response to work situations and events, but also highlights the importance of the
individual’s perception of the environment; and the interaction between them. Logically, this
lack of fit can take three forms (Edwards, Caplan, & van Harrison, 1998): (1) the demands of the
work environment exceed the employee’s ability; (2) the employee’s needs consistently fail to be
met by the work environment; and (3) a combination of the two situations exists (i.e., where an
employee’s needs are not being met while at the same time their abilities are over-stretched).

Job Demand-Control (Support) Theory

The theory states that when individuals are in high demand for jobs, they experience low level of
stress if they have control over the work of their hands (own works) unless they are in control
stress can emerge. In other words, the theory, also known as autonomy, explains the extent at
which people (workers) have no autonomy over their works.
Among factors for job demand and control includes tight deadlines from employers, high targets
set by employers, regular interruptions from managers, employers even supervisors and
conflicting pressures exerted by the managers towards its employees.
Hence, individuals experiencing high demands paired with low control are more likely to
experience psychological strain, work-related stress and in the long term, poor physical and
mental health.
The Job Demand-Control (JCD) 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 demands and job control. Psychological demands
traditionally referred to workload. The JCD theory suggests that individuals experiencing high
demands paired with low control are more likely to experience psychological strain, work-related
stress, and, in the long term, poor physical and mental health. The Job Demand-Control (JCD)
model and the Job Demand-Control model's enlarged version. According to the JCD model, the
interaction between two aspects of the work environment—psychological job demands and job
control—causes job strain. Workload has historically been associated with psychological
pressures, which primarily operated in terms of time pressure and role conflict (Karasek, 1985).
However, the contemporary definition of psychological demand is now defined by interpersonal
conflict aspects, cognitive and emotional demands, and emotional demands [8]. Job control,
which is also frequently referred to as decision latitude in the literature, is defined by two key
elements: (a) decision authority, which is the worker's capacity to make decisions about their
jobs; and (b) skill discretion, which is the worker's range of skills

Effort-Reward Imbalance Model (ERI model)

Developed by Johannes in the early 1990’s[10]:the theory assumes that the connection between
the effort spent or performed by workers and rewards received can result to emotional distress
associated with a stress response, and an increased risk of ill-health due to emotional stress.
Siegrist suggests that stress related to the imbalance between effort and rewards can arise under
three conditions: namely,
Transactional Model
The connection between a person and their environment is built upon by the transaction model,
which also adds a focus on the psychological and physiological mechanisms that underlie the
total process. Stress, according to Cox and MacKay (1976), is the outcome of a dynamic
relationship between the person and their environment. Contrary to earlier models of stress, the
core of this one is the person's cognitive evaluation of the perceived demands placed on them as
well as their perception of their capacity, expertise, and resources to meet those expectations.
Stress develops, in other words, when the perceived demands exceed the workers' recognized
capabilities. What a person finds or perceives as stressful can vary across and within persons, as
well as depending on the situation and the time of day

CHAPTER THREE
RESEARCH METHODOLOGY.

3.0 Research philosophy

Research is rooted from philosophy. Research philosophy refers to set of beliefs about the way
studies should be conducted, collected and how it's then analysed and used. The research
philosophy on the causes and effects of stress on business employees can be approached from
various perspectives. Here are two common research philosophies that can be applied:

Positivism Research Philosophy: Is a traditional approach followed in sciences that studies

nature. Mostly used since the researcher can cover wider range of situations in a short period of
time. Researchers that choose to use a positivist approach aim to uncover generalizable patterns
and causal relationships by using quantitative methods, such as surveys, statistical analysis, and
numerical data.

We will seek to identify measurable causes and impacts of stress on business employees by
focusing on observation and documentation of certain behaviours and their measurable
outcomes. This approach might involve analysing data related to poor working conditions,
workloads, tight deadlines, and job insecurities to understand the effects of stress on business
employees in a quantifiable manner.

Phenomenology Research Philosophy: is a research philosophy that focuses on understanding

and interpreting individuals' lived experiences and subjective perspectives. It is also known as
Constructivism, a constructivist approach would focus on understanding the subjective
experiences, perceptions, and narratives of employers and employees. Adopting a
phenomenological approach aims to explore.

3.1 Study Area

In this study we expect to conduct our research in Dar es Salaam- Ilala district the reason for
choosing this area is high number of employees who have been employed in various
organizations located at the area.

3.2 Population of the Study

The population of study means the entire group of people involved in the study. Groups that we
have chosen in our study as our population study will be the busy workers around Ilala district
and their residences.

3.3 Research Design:

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.

3.4 Sampling procedures and sample size.

The following are sampling procedures
i. Identify the population
ii. Specify the sampling frame
iii. Specify the sampling size
iv. Determine the sample size
v. Implement the plan
The proposal will cover 150 respondents as sample size and the method of selecting sample will
be simple random sample and stratified sampling.

The types of samples include:

 a) Quantitative Sample: A sample of business employees will be selected using stratified
random sampling. The population will consist of employees from different organizations
across various industries. Stratification will be based on factors such as job level,
department, and organization size to ensure representation of diverse perspectives.
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.

3.5 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. Data for this study will be collected using a questionnaire.
We will develop a questionnaire to collect data. The questionnaire will have various questions.
Question one consisted of a list of 7 factors that contribute to work related stress. Respondents
were asked to indicate the cause(s) 0f their 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. Respondents were asked to select whether stress increased, decreased, or had not
changed their work performance in each area. The third question consisted of programs provided
and the respondents were asked to determine which programs their companies had implemented
to manage stress

BUSINESS RESEARCH QUESTIONNAIRE

NAME: ______________________________

1. What factor(s) contribute to your work-related stress?

Put tick (√) for your significant cause and (X) for not.

Workload Tight Autonomy Interpersonal Job Poor- Other

Deadlines in Conflicts insecurity work (Specify)
decision life
making balance

2. Has stress increased, decreased, or not changed your work performance in the following
areas?

Put tick (√) for your selection and (X) for not.

AREA INCREASED DECREASED NOT CHANGED

Creativity and
Innovation

Productivity

Decision Making

Communication

Job Satisfaction

Accuracy

Interpersonal
Relationships

3. Which programs have your organisation implemented to manage your stress?

 a) Counselling
b) Stress Management Training
c) Wellness Programs
d) Recognition and Rewards
e) Work Leave

4. What are the impacts of stress on business employees toward achievements of an

organisational goal?

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5. How do you cope with stress at work?

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6. How does stress affect your working capacity?
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7. “Do you think stress affects your performance in productivity?”

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8. How can you as a manager combat or manage the stress of employees?

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b) Qualitative Data:
Interviews:
Individual interviews will be conducted with selected participants to explore their experiences
with workplace stress, the impact on their well-being and job performance, and their perceptions
of stress management programs. Interviews will be audio-recorded and transcribed for analysis.
In this research proposal standardised open ended interview will be used to collect data from the
sample size. This will involve asking respondents identical questions and in an open-ended form.
Example of questions are,
“What causes stress in your work-life?”
We will not use general interview guide because the data that will be collected is likely to be
unstable and unreliable because of the inconsistency in the interview questions or because
researchers can interchange the way they pose the questions respectively.

Focus Group Discussions.

Group discussions will be conducted with participants to capture group dynamics, social
influences, and collective experiences related to stress and stress management programs. Focus
groups will be audio-recorded and transcribed for analysis. Discussion will be conducted with
employees to determine the experience on the causes of stress and its effects on their work places
and how do their employers manage the stress level. There will be a use of open-ended questions
in the discussion and each member in the discussion explains his or her point of view concerning
stress.

Review of documents.
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.
3.6 Data Analysis:
Data analysis involves summarising, evaluate and interpreting the data collected through the use
of analytical statistics. The following are data analysis methods that will be used.
a) Quantitative Data Analysis:
Descriptive Statistics:
Basic descriptive statistics will be calculated to summarize the data through median, standard
deviation and mode.
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.
Describing and summarizing the

b) Qualitative Data Analysis:

Thematic Analysis:
Qualitative data from interviews and focus groups will be analysed using thematic analysis.
Transcripts will be coded, and themes and patterns related to stress, well-being, and stress
management programs will be identified.

3.7 Ethical Considerations:

a) Informed Consent: Participants will be provided with clear information about the research
objectives, procedures, and their rights as participants. Informed consent will be obtained before
their involvement in the study.
b) Anonymity and Confidentiality: Participants' identities will be kept confidential, and any
identifying information will be removed from the data during analysis and reporting.
c) Research Ethics: The study will adhere to ethical guidelines for conducting research with
human subjects, ensuring participants' well-being, privacy, and protection from harm.
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

Existing data sources

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

Based on the proposed research, the following findings are anticipated:

a. Determining the major factors that affect employees in the workplace, such as an excessive
workload, a lack of recognition, poor communication, insufficient training and development, and
inefficient leadership.

b. Recognizing how these reasons affect worker performance, particularly how they affect
mental health negatively, decrease productivity, raise turnover rates, reduce job satisfaction, and
increase stress levels.
c. Determining the best management practices, such as creating a supportive work atmosphere,
offering chances for professional development, establishing flexible work schedules, enhancing
communication, and appreciating and rewarding employee contributions.

Causes of Stress on Business Employee.

The causes of stress on business employee are as follows;

 Workload
Excessive amount of work makes people feel hasted and sometimes exhausted which
make people feel that their skills are being overused. This leads to performance issues
hence they are prone to errors and mistakes.

 Tight deadlines
Unrealistic deadlines make employees become over pressured and hence results to poor
performance like errors. Priorities become uncertain as they constantly shift their
attention to new tasks. This discourages long term thinking.

 Autonomy in decision making

Some people may not respond well when they get the freedom to make their own
decisions. They may lose focus or become unproductive. Some employees may also feel
overwhelmed and uncertain when given too much freedom, while others may not have
the skills or knowledge to handle it.

 Job insecurity
This may have a devastating reparation on a person’s health which can also affect their
work performance. The negative effects of job insecurity include increased rates of
cardiovascular disease, diabetes, ulcers, back pain and insomnia.
  Poor work-life balance
According to health direct certain aspects of work can have a negative impact on mental
health. Job stress, isolating working conditions, few rewards for effort, job insecurity and
a lack of control in the job can increase the risk of mental health challenges.

Job Performance Areas Affected by Stress.

The areas affected by stress include:

 Accuracy
With stress the employer’s accuracy declines since their ability to focus and concentrate
is compromised. Hence it results to errors in completing them tasks. High level of stress
leads to mental exhaustion.

 Decision Making
Individuals can experience challenges in processing information effectively with sound
judgements. This leads to impulsive decision making as individuals will not have safe
options to go for.

 Communication.
Individuals under stress may become more reactive and hindering effective interpersonal
interactions. Communication breakdown, are likely to occur leading to reduced
cooperation among other employees.
  Job satisfaction
Stress erodes an individual sense of well-being and commitment at work. It also leads to
decreased motivation and reducing sense of accomplishment. Hence it leads to job
satisfaction and seek alternative employment opportunities.

 Creativity
Creative problem solving and generating innovative ideas may be compromised with
stress, as individuals tend to resort to familiar and conventional approaches rather than
exploring new possibilities.

The anticipated programs that employers will use:

PROGRAMS
Counselling
Stress Management Training
Wellness Programs
Recognition and Rewards
Work leave
Insurance
Mental Work
Task Management
4.1 Validity and Reliability of data

Reliability refer to the extent to which data collection techniques or analysis procedures yield
consistent findings (Saunders et al., 2007). According to Brannen (1992) and Saunders et al.,
(2007) triangulation refers to the use of different data collection within one study in order to
ensure that the data are telling what they supposed to tell. So, in order to reduce bias and achieve
data reliability, the study will use multiple data collection methods namely existing data, focus
groups

Validity is concerned with whether the research findings are really about what they appear to be
about (Saunders et al., 2007). In this study, validity address whether the research explains or
evaluates what the researcher intended to explain or evaluate. To address the issue of validity,
pilot study will be adopted to make sure that the tools for data collection yield valid information.
Furthermore, in order to ensure validity, the researcher will present the questionnaires and
interview questions to his supervisor and small sample to check on the correctness of the
wording, whether the questions measure what they are supposed to measure and if there are any
biasness. From the pilot study improvement will be made and then the tools will be used for data
collection.
REFERENCE

Harrold, Robert and Wayland, Michael. "New Methods to Reduce Workplace Stress." Industrial
Concepts, June 2002, 19–21.

Schorr, Leslie. "Coping with Stress, Boosting Productivity." Employment News, Spring 2001,
23–26.

Seley, H. (1993). “History of the stress concept”, in L. Goldberger and S Breznitz, eds. The hand
of book of stress (2nd edition), The free Press, New York

Karunanithi K & Ponnampalam A. (2013). “A study of the effect of stress on performance of

employees in commercial bank of Ceylon in the Eastern Province”. European Journal of
Business and Management 5(7):87- 95

Mkumbo K, (2013) Prevalence of and Factors Associated with Work Stress in Academia in
Tanzania, Online Published: September 12, 2013.