Who can do this written assignment?MGMT495 "Needs Assessment"

Running Head: IMPACT OF JOB SECURITY STRESS ON PERFORMANCE 1

IMPACT OF JOB SECURITY STRESS ON PERFORMANCE 2

Job security stress on performance

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One of the worst issues affecting performance in the organization is job security stress. The goal of the company is to create a desirable environment for its workers while maintaining high quality products for the clients. This goal has two parts that need constant monitoring and sometimes leads to a conflict of interests in management. Ensuring employee comfort may sometimes require sacrifice on the production, and focusing on production may sometimes mean sacrificing some employee comfort. Job stress results from uncertainty of whether or not one may be able to keep their job or not.

From the manager’s perspective, it is difficult to notice this problem among employees directly. The effects may manifest in the final production but pinpointing it to employee job security stress is difficult (Abbas & Raja, 2015). This problem started from the manager when forced to talk about some actions like firing some of the employees who may not be performing well. This created great discomfort among the employees and the eventual effect is that it negatively impacted performance in the organization.

The manager, employees and stakeholders have a hand in this problem. Stakeholders piled pressure on the manager when there seemed to be negative shifts in the production and profitability of the company. The manager as the custodian of the interests of the custodians needed to work on their concerns. The manager had to work on these issues as part of the managerial task. In the process of finding a solution, the manager knowingly or unknowingly involved in some measures to solve the problem that caused stress to employees. This led to new lows in terms of performance in the organization. The employees became more concentrated on what they could do to keep their jobs, rather than working on better production and this stress led to the employees making some choices in hope of saving their jobs but in the process their performance greatly reduced. Comment by Jere Ferguson: No I need to see who the stakeholders are? You need at least three. You cannot group them together during the discussion. The purpose of this project is to help leadership understand the problem, your recommended solution and the impact the problem and solution will have on each stakeholder. You will also want to predict how the stakeholders will see the solution and what management needs to do to minimize resistance.

The problem has existed for well over a year now, a period in which some of the former employees lost their jobs. The requirements and expectations in this company are expressed through meetings. These meetings are generally meant to allow the manager communicate the expected changes in the organization’s way of doing things or enhancements that need to be made. The employees are only allowed to ask the questions related to the manager’s talk and their suggestions mostly declined.

The manager sets deadlines and these deadlines are to be met with strict adherence. The employees are monitored and failure to meet deadlines is recorded and forms a strong basis for the sacking of the employees. The deadlines are not relative and circumstances that prevail after the deadlines have been set are not taken into consideration. The manager only demands delivery on or before the deadlines.

Decision making factors are the main contributors to job stress in the company. Some of the rigid decisions made by the manager without consultation are solely to blame for the problem. The recruitment of semi-skilled people in the recent past has led to insufficient skill in the company and subsequently stressing the more experienced ones.

The ethical implication of this is evident in the increased number of accidents within the company. The job security problem has led to every employee making errors they are not expecting to make. This is a result of working within an environment where one does not feel comfortable. This might be because of the thought of the probability of being laid off. These accidents range from faulty products and those that cause bodily harm (Schwepker, Charles & Good, 2017), especially when the employees are dealing with, tools and machines that need much care and concentration, which is much difficult to have in such working conditions.

To deal with this problem, the manager ought to make clear the prevailing circumstances in the company clear to the employees without necessarily causing tension or making the employees feel like their jobs are threatened. A better way to look into the problem should be devised, for example, meeting the employees and trying to find out issues affecting them at work that would be interfering with their performance. Such a meeting can be organized to look friendly so as to allow people to air their views openly, for example a company dinner or group lunch. At such meetings, as the manager, every person should be assured of their job, and plan on how to deal with the issues as a group.

In conclusion, it is clear that job stress is a great problem in the company but it is avoidable. It requires all the parties to do their best and solving the problems as a group will lead to better and harmonic results, thus improving the general performance of the company.

References

Abbas, M., & Raja, U. (2015). Impact of psychological capital on innovative performance and job stress. Canadian Journal of Administrative Sciences, 32(2), 128-138.

Schwepker Jr, C. H., & Good, M. C. (2017). Reducing salesperson job stress and unethical intent: the influence of leader-member exchange relationship, socialization and ethical ambiguity. Industrial Marketting Management, 65, 205-218.