Work Stress and Employees Performance in Government Institutions-Case Study: National Bureau of Statistics Juba Southern Sudan

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TABLE OF CONTENTS

DECLARATION .............................................................................................................................. .i

APPROVAL ..................................................................................................................................... ii

DEDICATION ................................................................................................................................ iii

ACKNOWLEDGEMENT ............................................................................................................... iv

LIST OF FIGURES ........................................................................................................................ .ix

ABSTRACT ...................................................................................................................................... x

CHAPTER 0 NE ................................................................................................. u •••••••••••••••••••••••••• l

INTRODUCTION .......................................................................................................................... 1

l.Olntroduction ......................................................................................................................................... 1

1.2Background to the Study .................................................................................................................. 1

1.3 Statement of the Problem ................................................................................................................ 3

1.4 Purpose of the Study ........................................................................................................................ 3

1.50bjectives of the Study ..................................................................................................................... 4

1.6Research Questions ............................................................................................................................ 4

1.7 Significance of the Study ............................................................................................................... 4

1.8 Scope of the Study ............................................................................................................................ 5

CHAPTER TW 0 .....................••.............••.•..............•••.........................•.............•.•.......•..............•.. 6

LITERATURE REVIEW ..•........•..............•..............•.......•...................•.•..............•.......•............... 6

2.0 Introduction ........................................................................................................................................ 6

2.1Work stress .......................................................................................................................................... 6

2.1.1. Work stress conceptualization ................................................................................................... 6

2.1.2. Critical Work stress conceptualization .................................................................................... 8

2.3 .5. Diagnosis of organizational problems .................................................................................... 14

2.5. Employee Performance Strategies that can make the Process of Employee Performance

Effective in Assessing Employees Performance ............................................................... 15

2.5.0. Introduction ................................................................................................................................. 15

2.5 .1. Performance planning: .............................................................................................................. 16

2.5.2. Communicate frequently: ......................................................................................................... 16

v

2.5.3. Getting training in performance feedback and work stress process interviewing ........ 16

2.5.4. Encouraging subordinates to prepare: ............................................................................. 17

2.5.5. Encouraging participation ................................................................................................ 17

2.5.6. Judging performance not personality: ............................................................................. 17

2.5.7. Being specific, and being an active listener .................................................................... 17

2.5.8. Avoiding destructive criticism: ........................................................................................ 18

2.5.8. Setting mutually agreeable goals ..................................................................................... 18

2.5.9. Continuous communication and assessing progress towards goals regularly .............. 18

2.5.1 0. Making organizational rewards contingent on performance ....................................... 18

CHAPTER THREE ................................................................................................................. 20

RESEARCH METHODOLOGY ........................................................................................... 20

3.0. lntroduction .......................................................................................................................... 20

3 .1. Research Design .................................................................................................................. 20

3.2. Population of the Study ....................................................................................................... 21

3.3. Sample Selection and Size .................................................................................................. 21

3.4. Sample Techniques and Procedure ..................................................................................... 21

3.5. Data Collection Methods ..................................................................................................... 21

3.5.1. Data Collection Instruments ............................................................................................ 21

3.5.2. Validity and Reliability ofData ....................................................................................... 22

3.6. Procedure for Data Collection ............................................................................................ 22

3.7. DataAnalysis ....................................................................................................................... 22

3.8 Ethical Consideration ........................................................................................................... 22

3.9 Limitations of the study ........................................................................................................ 23

CHAPTER FOUR .................................................................................................................... 24

PRESENTATION AND DISCUSSION OF FINDINGS ...................................................... 24

4.0lntroduction ............................................................................................................................ 24

4.1 the Employee Performance Strategies that are used to Assess Employees' Stress in Public

Sector Organisations in Republic of South Sudan ....................................................... 24

4 .. 1.1 Work stress Comparisons ................................................................................................. 28

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4. 1.2 More work stress among women ...................................................................................... 28

4.1.3 Socio-economic status matters .......................................................................................... 29

4.1.4 Work stress and job-related variables ............................................................................... 30

4.1.5 Longitudinal effects of work stress .................................................................................. 33

4.2 The Contributions of Employee Performance to Employees' Performance In Public

Sector Organisations In Republic of South Sudan ....................................................... 34

4.2.0Introduction ......................................................................................................................... 34

4.2.1. Employee performance helps in knowing performance trends and other achievements

in the organization .......................................................................................................... 34

4.2.2. It promotes effectiveness, efficiency, and value for money and accountability: .......... 35

4.2.3. Helps one to remain focused on the set targets: ............................................................ 35

4.2.4. Gives encouragement for improvement since it helps one to know his weakness: ...... 36

4.2.5. Encourage employees to work hard: ............................................................................... 36

4.2.6. Improves relationship between the supervisor and subordinate .................................... 36

4.2.7. Skills enhancement to the employee: .............................................................................. 37

4.2.8. Provides avenue for correction from deviation: ............................................................. 37

4.2.9. Encouraging commitment: ............................................................................................... 37

4.2.1 0. Identification of training needs: ..................................................................................... 38

4.2.11. Identification counseling needs: .................................................................................... 38

4.3The Challenges of Employee Performance to Improving Employees' Performance In

Public Sector Organisations In Republic of South Sudan ........................................... 39

4.3.0Introduction: ........................................................................................................................ 39

4.3.1. Lack of training in performance work stress process ..................................................... 39

4.3.2. Unrealistic targets: ............................................................................................................ 39

4.3.3. Lack of cooperation between the supervisors and the employees because some

supervisors are harsh on the employees: ....................................................................... 39

4.3.4. Lack of adequate time: ..................................................................................................... 40

4.3.5. Work stress process is mainly conducted as a formality in local governments ............ 40

4.3.6. Inadequate facilitation in terms of funds means of transport, and equipments: ........... 41

4.3. 7. Lack of adequate involvement of employees during performance planning: ............... 41

4.3.8. The purpose of work stress process is not met: .............................................................. 41

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4.4. Employee Performance Strategies that can make The Process Of Employee

Performance Effective in Assessing Organisational Goal's Achievement... .............. 42

4.4.0. Introduction: ...................................................................................................................... 42

4.4.1. Joint Performance planning: ............................................................................................ 42

4.4.2. Frequent performance review meetings: ......................................................................... 43

4.4.3. Training in employee performance to both the supervisors and the subordinates: ...... 44

4.4.4. Respect for one another: ................................................................................................... 44

4.4.5. Making work stress process linked to reward: ................................................................ 44

CHAPTER FIVE ...................................................................................................................... 46

SUMMARY, CONCLUSION, AND RECOMMENDATIONS .......................................... .46

5.0. Introduction .......................................................................................................................... 46

5.1. SUMMARY OF THE STUDY ........................................................................................... 46

5.1.1. Main findings of the study .............................................................................................. .46

5.1.1.1. The employee performance strategies that are used to assess employee's

performance in public sector organizations in Republic of South Sudan ................... 46

5.1.1.2. The contributions of employee performance to employee's performance in public

sector organizations in Republic of South Sudan ......................................................... 47

5.1.1.3. The challenges of employee performance to improving employee's performance in

public sector organizations in Republic of South Sudan ............................................. 48

5.2 FINDINGS OF THE STUDY .............................................................................................. 48

5.3 Employee performance strategies that can make the process of employee performance

more effective ................................................................................................................. 49

5.3.1 Introduction: ....................................................................................................................... 49

5.4. CONCLUSION: ................................................................................................................... 50

5.5 RECOMMENDATIONS ..................................................................................................... 51

REFERENCES ............................................................................................................................ 53

APPENDICES .......................... , .............................................................................................. 55

Appendix A QUESTIONNAIRES ............................................................................................. 55

APPENDIX C COST AND PHASES ....................................................................................... 59

APPENDIX DIME SCHEDULE OF ACTIVITIES ................................................................ 60

ABSTRACT Economic development of any society depends on how planning and provided adequate rewards have been organized. Employees therefore being the force behind ideal performance in the ministry should be highly rewarded to be motivated to undertake the relevant tasks diligently and with optimum results being realized. The purpose of the study was to establish the effects of rewards on the performance of employees in the National Bureau of Statistics, South Sudan Republic. The study was prompted by the declining performance in performance in the workplace and this was objectively observed in the last few years. The study examined the types of rewards given to employees by the ministry and a further study on employee perception on the effect of rewards on their motivational levels and the effects of rewards on performance of employees in the ministry. In gathering information the research study employed both primary and secondary sources. The primary source was mainly the questionnaires and interview guides while the secondary sources were the library work and internet. The study used descriptive survey as its research design. Four research areas in this project were identified and these provided the overall study area as a number of sampling techniques were applied to obtain relevant data. Frequency tables, charts and graphs, means as well as Spearman's correlation coefficient were used to analyze collected data. From the findings of the study, it was revealed that employees at the ministry valued financial rewards more than non financial rewards and different employees perceive rewards differently hence a variation in their motivational levels ..

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APA

Frontiers, E. & PAUL, B (2022). Work Stress and Employees Performance in Government Institutions-Case Study: National Bureau of Statistics Juba Southern Sudan. Afribary. Retrieved from https://afribary.com/works/work-stress-and-employees-performance-in-government-institutions-case-study-national-bureau-of-statistics-juba-southern-sudan

MLA 8th

Frontiers, Edu, and BOL PAUL "Work Stress and Employees Performance in Government Institutions-Case Study: National Bureau of Statistics Juba Southern Sudan" Afribary. Afribary, 25 Aug. 2022, https://afribary.com/works/work-stress-and-employees-performance-in-government-institutions-case-study-national-bureau-of-statistics-juba-southern-sudan. Accessed 02 Oct. 2022.

MLA7

Frontiers, Edu, and BOL PAUL . "Work Stress and Employees Performance in Government Institutions-Case Study: National Bureau of Statistics Juba Southern Sudan". Afribary, Afribary, 25 Aug. 2022. Web. 02 Oct. 2022. < https://afribary.com/works/work-stress-and-employees-performance-in-government-institutions-case-study-national-bureau-of-statistics-juba-southern-sudan >.

Chicago

Frontiers, Edu and PAUL, BOL . "Work Stress and Employees Performance in Government Institutions-Case Study: National Bureau of Statistics Juba Southern Sudan" Afribary (2022). Accessed October 02, 2022. https://afribary.com/works/work-stress-and-employees-performance-in-government-institutions-case-study-national-bureau-of-statistics-juba-southern-sudan