Introduction
Any organization in which people work must create a policy of implementing a healthy work environment. Most common issue in the present days is related to work stress. The basic reason of work stress is to get a job that is not a suitable one, when it comes to the employee’s skills, expectations and abilities. The major reason to experience different forms of work stress is lack of managerial support that create stress and problems in the working environment (Obiora & Iwuoha, 2013).
Also, the poor working environment creates a bad effect on the quality and performance of the work. Such, lack of support from a managerial level towards their colleagues or employees enable them to get demotivated and stressful towards their job (Obiora & Iwuoha, 2013).
Poor management plays a big role in creating problems for the employees by making them feel demotivated towards their job. Majority of the managers in an organization do not help their employees towards the problems they are facing with their work, but they ask for outstanding results. This may create very demotivating factor for the employees that may lead to psychological or physical stress (Obiora & Iwuoha, 2013).
Further, the research papers that I have studied shows that a major factor behind demotivating is; “the employees are bound to work in a poor working environment”. This environment can create health and safety risks, no matter how high the turnover is, but it will eventually end up in the form of burnout or work stress due to the over workload (Obiora & Iwuoha, 2013).
Background
We further, elaborate our argument with stress related factor that are present in the poor working environment, which later creates health problems such as, physical, physiological and psychological and these issues occur due to the stress present at the workplace (Vischer & Phd, 2004).
It is to be understood that the office environments also depend upon the ambient features that can be temperature, free air movement, lighting, existence of windows, etc. These physical elements played a big role in bringing positive change in employee’s behaviors, attitudes, productivity, performance and satisfaction (Vischer & Phd, 2004).
Most important is that to know the office floor plan whether it is closed office or open office layout. As, in many organizations employees are offered to have their own separate office or employees are working in a closed office environment, both ways employees should have a great amount of privacy (Vischer & Phd, 2004).
Also, the working environment help and give an opportunity to the employees to work under peaceful and quiet place that allow them to focus on tasks without getting preoccupied with their subordinates or what others are doing. Also, good working environment always allow its employees to think out of the box that is to be creative without any distraction (Vischer & Phd, 2004).
Thesis Statement
In an organization, the presence of poor work environment, physical and psychological stress create an impact on employee’s work performance and motivational level.
Counter Argument
Argument 1:
Many people will disagree with what I say; the first argument that I face about poor work environment is that if workers can’t take work stress, they should quit working, as there is no occupational stress present in the organization.
I will completely disagree with this rational behavior of the management team of an organization, as the existence of work stress is not related to only job task, in fact, it is a person feeling towards harmful emotional effect of condition or situation. This stress could be tension related due to the emotional imbalance that has been caused by tense situation at work (Dewe & O’Driscoll et al., 2012).
It has seen that workplace stress among employees is increasing due to the competition between subordinates and companies. It usually happens when there is a factor of poor work environment that is too much workload is given to the workers by their boss and that workload is hard to handle by the employees in a short span of time (Dewe & O’Driscoll et al., 2012).
Moreover, it occurs because of improper personal- professional life balance due to refusal of compensation to the complaints that create employee to become tense or pressurize. The stress may result in a nervous breakdown or a body-loss due to less sleep, unhealthy diet and headaches, as these are the causes of health deterioration (Dewe & O’Driscoll et al., 2012).
The research study encountered that one fourth of the employees working with an organization consider their work is the main reason of their stressful life. This is a reason of anxiety, unstable mental condition and depression for the employees working in a poorly manage company, where managers are least bother to interact with their employees to know, whether they are facing any problems or issues in the task completion (Dewe & O’Driscoll et al., 2012).
According to a survey made by the journal of occupation and environmental medicine stated that employees working 12 hours on a daily basis they have a greater chance to injury and illness as compared to those who are working for few hours a day (Dewe & O’Driscoll et al., 2012).
Also, conflicts occur when there is a diversity at the workplace. This is because of amalgamation of employees from all race, castes, cultures and region. It creates unhealthy relationships among the employees that later lead to the dissatisfaction, discrimination because of different caste and low-self-confidence. Therefore, it is very important to make the environment free from stress for everyone (Dewe & O’Driscoll et al., 2012).
Argument 2:
I would disagree with the statement that managers are always like this, as they have less involvement in their employees work, all they want to have is an outstanding result.
I would completely disagree with the statement that managers don’t have any responsibility towards their employees works, all they need is a best result. How a manager will aspect the best result, if he/she doesn’t want to involve in the task and know what problems his/her employees are facing in accomplishing that task. (Ajala, 2012)
This is all because of lack of managerial involvement that lead to poor working environment. This is a sign of immature and ineffective management that is referred to a toxic at the workplace. As, it makes the workers physically and mentally ill. The management self-involvement, insensitive towards listening to their employees and immature act are all symbol dysfunctional leaders and many workplaces are fueled with it (Ajala, 2012).
Moreover, this creates lack empathy, emotional distance, aggression, not willing to solve conflicts and egoism are a main source of poor leader with such quality to create a poor working environment for the workers. Through this cold response; employees get demotivated, as they feel the presence of discouragement by their supervisors, which make them bottle up their emotions and unsettled differences (Ajala, 2012).
Also, it becomes hard in such workplace environment to build good relation with other subordinated who are working in a fully tense environment. In which, small problem also contribute in creating tension, mental stability, stress, emotional virtues and lowering enthusiasm (Ajala, 2012).
Argument 3:
Poor communication don’t effect employee’s performance and it is not a reason to have stress or demotivation. I will disagree to this argument.
When the employees are facing least communication from their leaders or managers due to the poor communication level among the staff and management always create negative feedback towards job performance (Ajala, 2012).
Most of the leaders ignore their colleagues or subordinates and don’t help them in resolving their problems. The significant reason that is creating a hurdle in the job satisfaction and to achieve best outcomes is the poor level of communication among the management staff and their subordinates (Dewe & O’Driscoll et al., 2012).
This is a major reason that workers have unwilling desire to contribute as an employee because of their low morale and demotivation. Also, it is related with the suggestions and ideas that employees are providing. As, these ideas are taken by the management without giving any credit to the employees that create a bad impression, which has resulted in demotivation because of low contribution of the leaders with their employees (Dewe & O’Driscoll et al., 2012).
Conclusion
It is very important that employees should be given complete recognition for their work by creating friendly environment for them. By restating the thesis statement i.e. “In an organization, the presence of poor work environment, physical and psychological stress create an impact on employee’s work performance and motivational level” (Dewe & O’Driscoll et al., 2012).
All the above three arguments have supported the thesis statement. As, it has created evidence towards poor working environment in relation to the effect on the employee’s performance. The employee contribution towards their job is totally dependent on the environment in which they are working and completing their task (Dewe & O’Driscoll et al., 2012).
The major reason of the stress is highly depended on the factors of poor work environment. These factors are poor communication, lack of contribution among the management and employees. Also, other elements include; poor working condition, physical and psychological stress along with ambience of the office (Dewe & O’Driscoll et al., 2012).
An effective communication is very useful at the workplace in a company with its employees to eliminate problems that are related to the completion of daily task. Through this way employee’s morale will be boosted and they will be motivated towards work. Also, they will be capable of taking challenges with a positive attitude.
Work Cited
Ajala, E. M. (2012). The influence of workplace environment on workers’ welfare, performance and productivity. 12 (1), pp. 141--149.
Dewe, P. J., O’Driscoll, M. P. & Cooper, C. L. (2012). Theories of psychological stress at work.Springer, pp. 23--38.
Obiora, C. A. & Iwuoha, V. C. (2013). WORK RELATED STRESS, JOB SATISFACTION AND DUE PROCESS IN NIGERIAN PUBLIC SERVICE. European Scientific Journal, 9 (20).
Vischer, J. C. & Phd, C. (2004). Designing the work environment for worker health and productivity.Design \& Health Journal, International Academy For Design And Health.
