CHAPTER ONE

INRODUCTION

Background to the Study.

In the contemporary era, stress has become a ubiquitous occurrence that manifests in diverse

ways across workplaces worldwide. Present-day employees are faced with extended working

hours due to increasing responsibilities, compelling them to exert even greater effort to meet

elevated expectations regarding their job performance (Ampofo, Nassè, & Akouwerabou, 2020).

Stress is depicted negatively in various sources such as the news, health classes, entertainment

media, and work environments (Shchuka, 2010). It is intriguing to note that the World Health

Organization (2007) holds the perspective that workplace pressure is inevitable, given the

demands of the modern work environment. According to Martin and Tazi (2014), individuals

may view pressure as acceptable because it can help keep workers alert, motivated, and capable

of working and learning, depending on their available resources and personal traits.

Nonetheless, if that pressure reaches an excessive or overwhelming level, it can result in stress.

This stress has the potential to harm an employee's well-being and can also impact their attitude

and job satisfaction, as mentioned by Shchuka (2010). While there exist various definitions of

stress, Carver and Connor-Smith (2010) proposed that stress can generally be understood as the

anticipation or encounter of adversity while striving to achieve one's goals. Similarly, Akrani ,

2011 expressed that stress is a state or sensation that occurs when an individual perceives that the

demands placed upon them surpass the personal and social resources they can muster. Despite

this, stress can have both positive and negative effects on job performance, contingent on its

levels. In the absence of stress, job challenges are limited, leading to reduced performance.
However, as stress levels increase gradually, job performance also tends to improve, as stress

prompts individuals to gather and utilize resources to meet the demands of the job (Fourie,

2015).

Occupational stress can be defined as the negative psychological and physical responses

experienced by an individual due to their inability to cope with the demands placed upon them

(Omolara, 2008). A growing number of organizations worldwide are observing a concerning rise

in the detrimental impacts of stress on employee performance (Henry & Evans, 2008). In Ghana,

numerous countrywide surveys have revealed that approximately 58% of employees in

organizations experience issues associated with stress (The Weekly Mirror, 2006). This implies

that stress has the potential to be detrimental to numerous organizations in Ghana. Employees

consistently encounter and endure stress, making the workplace reactions to stress an integrated

aspect rather than a distinct entity (Fairbrother & Warn, 2003).

The relationship between stress and job performance is highly intricate, as stress can have both

constructive and damaging effects, Martin and Tazi (2014) point out. Constructive stress fosters

motivation among employees and aids them in handling diverse job challenges. However, when

stress reaches its maximum threshold that aligns with the employee's daily performance capacity,

there is no further improvement in job performance. Beyond this point, excessive stress becomes

detrimental, leading to a decline in job performance. At such high levels, stress interferes with

performance, causing employees to struggle coping, making decisions, and displaying

inconsistent behavior (Akrani , 2011). As stress continues to escalate, it eventually reaches a

tipping point. At this stage, job performance diminishes entirely, and the employee loses

motivation to work for their employer. Absenteeism rises, ultimately leading to the decision of

either quitting the job or facing termination (Akrani , 2011).

avoidable sources of stress in the work environment. Stress management in the workplace aims

to assist employees in dealing with stress that cannot be avoided, while simultaneously

minimizing opportunities for employee stress whenever feasible. Research conducted by Hanson

(2013) indicates that there are two main perspectives regarding the causes of job stress.

According to one theory, individual differences, such as personality and coping style, play a

significant role in determining what may stress one person but not affect another. From this

viewpoint, the emphasis is on developing prevention strategies that assist workers in finding

effective ways to cope with challenging job conditions. The other theory proposes that certain

working conditions inherently induce stress. Examples of these stress-inducing conditions

include the fear of job loss, excessive workload demands, lack of control or clear guidance, poor

or unsafe physical working conditions, inflexible work hours, and conflicting job expectations.

Work-related stress can impact employees irrespective of their gender, position, or employment

type. Observing the research on workplace stress, it becomes apparent that stress has become

ingrained as an unavoidable factor among workers. Stress is closely associated with an

individual's ability to handle resources, environmental demands, and other unidentified

limitations in the process of performing a task. However, when viewed as a broader concept,

stress is perceived as an unpredictable phenomenon (Ampofo, Nassè, & Akouwerabou, 2020).

The purpose of this study is to investigate the relationship between stress and the performance of

ECG technical staff, recognizing the importance of understanding how stress affects employees

in this context.

Statement of the Problem.

a growing issue in numerous organizations. Nowadays, employees are expected to handle

heavier workloads in shorter timeframes and with reduced compensation. The concept of job

security is fading, and job opportunities are becoming scarcer. These and other factors contribute

to mounting stress levels for both employees and employers. Stress has been a problem amongst

employees in Ghana (Akrani, 2013). Over time, this situation negatively impacts the morale and

overall performance of the employees in the organization. Numerous workers have sought

medical assistance and received diagnoses related to work-induced stress. Many employees have

reported experiencing heart diseases, cognitive impairment, depression, fatigue, aggression, and

other mental health issues (Martin & Tazi, 2014). Additionally, some employees have taken

extended absences from work, resulting in decreased productivity and increased medical costs

for both the employees and the organization (Akussah, Dzandu, & Osei-Adu, 2012). The effects

of stress on bodily functions and job-related tasks highlight its significance as a subject that

warrants further exploration. The problem addressed in this study is the impact of stress on the

performance of Electricity Company of Ghana (ECG) technical staff. High levels of stress

among employees can lead to reduced productivity, decreased job satisfaction, and an increased

likelihood of errors and burnout. Understanding the specific ways in which stress affects

employees and their performance is crucial for ECG to develop effective strategies and

interventions to mitigate stress, enhance employee well-being, and improve overall

organizational performance.

Objective of the Study

The general objective of the research was to examine the effect of stress on the performance of

Electricity Company of Ghana (ECG) technical staff.

I. To analyze the causes of stress among the technical staff of Electricity Company of

Ghana (ECG) in Cape Coast regional office

II. To investigate the effect of stress on employees’ performance at (ECG) in Cape Coast

regional office.

III. Identify the strategies and interventions that can be implemented by ECG to effectively

manage stress levels, enhance employee well-being, and improve overall organizational

performance.

Research Questions

I. What are the primary causes of stress among the staff of Electricity Company of Ghana

(ECG) Ltd in Cape Coast Metropolitan Assembly (CCMA)?

II. How does stress affect the performance of workers at ECG Ltd?

III. What strategies and interventions can be implemented by ECG Ltd to effectively manage

stress levels, enhance employee well-being, and improve overall organizational

performance?

Significance of the Study

This research holds academic significance as it will ultimately be advantageous for both

employers and employees. It will help employers recognize the importance of fostering a healthy

work environment where employees can prioritize their health and well-being. By identifying

and addressing stressors present in the workplace, employees will also benefit as they take

measures to reduce or prevent stress, ensuring the maintenance of their health and overall well-

being.
The study would also offer the following benefits:

I. Provide valuable insights for managerial decisions concerning stress management within

organizations.

II. Make a substantial contribution by expanding the existing literature on stressors and

stress management.

III. Encourage further research on the impact and management of stress.

IV. Influence the formulation of policies related to stress management within the banking

sector in Ghana.

Delimitation of the Study

The scope of the study was limited to technical staff of Electricity Company of Ghana (ECG) in

Cape Coast regional office because they are the ones who have the supervisory roles to meet

deadlines and are held accountable for the lapses in their performance. Therefore, they are most

of the time under a lot of stress.

Limitations to the Study

One of the primary limitations encountered in this research was the challenge of data gathering,

particularly due to apathy among respondents. Some participants failed to complete the

questionnaire, leading to incomplete data sets. However, to compensate for this limitation, the

study supplemented the primary data with information from secondary sources. Despite these

challenges, the research aimed to address its objectives and questions by seeking relevant

answers from available data sources.

Organisation of the Study

as the background to the study, problem statement, purpose, aims, and objectives of the research.

Additionally, it discusses the limitations and delimitations of the study, along with the

organization of the subsequent chapters. Chapter two delves into the literature on stress, stress

management, and its impact on employee performance. The third chapter outlines the research

methodology, including details on the study organization, research design, population, target

population, sample and sampling technique, type of data, data collection instrument, method of

data collection, data analysis methods, and ethical considerations. Chapter four presents the

results and discussions based on the primary data collected during the research. In this section,

the data is presented and thoroughly discussed. Chapter five concludes the research by providing

a summary, drawing conclusions, offering recommendations, and suggesting potential areas for

further studies.