ASSESSMENT OF STRESS MANAGEMENT IN THE WORK PLACE (IN CASE

OF COMMERCIAL BANK OF ETHIOPIA IN YARED BRANCH)

ADDS ABABA UNIVERSITY

COLLEGE OF BUSINESS AND ECONOMICS

DEPARTMENT OF MANAGEMENT

FINAL RESEARCH PAPER SUBMITTED TO DEPARTMENT OF

MANAGEMENT FOR THE PARTIAL FULFILLMENT OF (BA) DEGREE IN

MANAGEMENT

PREPARED BY: ID NO

MELAK ESHETIE SSR/5316/10

ADVISOR: ETHIOPIA L. SEGARO (DOCTOR)

ADDIS ABABA, ETHIOPIA.

SEPTEMBER 2021
 DECLARATION
I undersigned declare that this study entitled as the assessment of stress management in
the Work place in Commercial Bank of Ethiopia yared Branch , is my own work. I
have carried out the research work with the guidance and support of the research advisor
Dr. ETHIOPIA, L
Name Melak Eshetie

Signature:

Date:
 Table of Content

Contents page
DECLARATION..............................................................................................................................i
List of tables……………………………………………………………………………………..vi
Acknowledgement……………………………………………………………………………….vii
ACRONYM……………………………………………………………………………………..viii
Abstract…………………………………………………………………………………………..ix
CHAPTER ONE……………………………………………………………………………….....1
Introduction……………………………………………………………………………………….1
1.1, Background of the study...........................................................................................................1
1.2. Statement of the problem..........................................................................................................3
1.3. Research Questions...................................................................................................................4
1.4, Objective of the study...............................................................................................................4
1.4.1 General Objective...................................................................................................................4
1.4.2 Specific objective....................................................................................................................4
1.5. Implication and contribution of the study.................................................................................4
1.6. Scope of the study.....................................................................................................................5
1.7. Limitation of the study..............................................................................................................5
1.8. Organization of the paper.........................................................................................................5
CHAPTER TWO…………………………………………………………………………….........6
2. Introduction………………………………………………………………………………….....6
2.1 Review of Related Literature.....................................................................................................6
2.1. Sources of Job Stress................................................................................................................7
2.1.1. Environment Factors..............................................................................................................7
2.1.2. Organizational Stressors........................................................................................................8
2.1.3. Group Stressors......................................................................................................................8
2.1.4. Individual Stressors...............................................................................................................8
2.2. Common causes of stress in the workplace..............................................................................9
2.3. Signs of stress...........................................................................................................................9
2.4. The effects of work stress.........................................................................................................9
2.5. Management of Stress.............................................................................................................10
2.5.1. Individual Level Strategies..................................................................................................10
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2.5.2. Organizational Level Strategies...........................................................................................10
2.6. Solving work stress problems.................................................................................................12
2.7 Review of Empirical Literatures...........................................................................................13
CHAPTER THREE……………………………………………………………………………...16
3. Research Methodology………………………………………………………………………..16
3.1. Study area...............................................................................................................................16
3.2. Research Approach.................................................................................................................16
3.3. Research design......................................................................................................................16
3.4. Population and Sampling........................................................................................................16
3. 5. Sources of data.......................................................................................................................17
3.6. Data collection methods.........................................................................................................17
3.7. Method of data Analysis.........................................................................................................17
3.8. Research ethical considerations..............................................................................................17
CHAPTER FOUR……………………………………………………………………………….18
4. Data Presentation and Analysis………………………………………………………………18
CHAPTER FIVE………………………………………………………………………………..27
5. Summary, Conclusion and Recommendation………………………………………………..27
5.1. Summary.................................................................................................................................27
5.2 Conclusion...............................................................................................................................28
5.3 Recommendation.....................................................................................................................29
Reference………………………………………………………………………………………..30
Appendix…………………………………………………………………………………………31

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List of tables
Table 4.1 demographic factors of respondents
Table 4. 2 The source and causes of stress
Table 4. 3 The effect of stress on individuals/employees in the bank
Table 4.4 stress management and methods/ways of used to manage work stress
Table 4.5. The relationship between employees and manager
Table 4. 6 Perception towards the effect of stress

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 Acknowledgement

First, I would like thank Almighty (enormous) to GOD, who gives the strength for me to complete
this study. Without whom all these would have been impossible. Next to this I thanks to my
deepest gratitude to my Advisor Ethiopia L (Doctor) for her Advice and Constructive, comment
through my steps to the completion this study. Thirdly, I am very grateful to those who provide
the data on which the study is based and Conducted especially who support me. Finally, I would
like to thanks my partners at all.

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ACRONYM
CBE: ------------------------ COMMERCIAL BANK OF ETHIOPIA

NGO: ------------------------ NONGOVERNMENTAL ORGANIZATION

ILO: ------------------------ - INTERNATIONAL LAVOR ORGANIZATION

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 Abstract
The senior essay on the assessment of stress management in the work place was conducted on
commercial bank of Ethiopia in yared branch. The researchers state the statement of the
problem both general and specific objectives and significance of the study. The researchers
would be use descriptive data analysis method. The researchers would be use censuses
methods of data collection because the total target populations of 35 employees participate in
the study. To conduct the research, the researcher’s employee use primary data was collected
through unstructured interview, observation and questioner. The secondary data would be
collect from published and unpublished materials, which are available in organization on
assessment of stress management in the work place. Finally, the collect data was analyzed,
interpreting and presenting using percentage and tabular forms, and then the finding,
conclusion and recommendation was made for this study.

Key word: - commercial bank of Ethiopia, understand stress, source of stress, descriptive
data analysis.

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 CHAPTER ONE

Introduction
This study is about the assessment of stress management in the work place. This section
elaborates the background of the study, statement of the problem, objective of the study, research
question, and significance of the study, scope of the study, limitation and organization of the
paper.

1.1, Background of the study

Stress is the body's reaction to any change that requires an Adjustment or response. The body
reacts to these changes with physical, mental, and emotional responses. Stress has its own
characteristics that are the body's response to any excessive burden (both, pleasant or unpleasant)
that affects it. Stress at work place occurs when the demands of the working environment exceed
the ability of employees to deal with or control them. Stress is not a disease, but if intense and
taking a certain amount of time, it can lead to disruption of both, the mental and physical health.
Stress is important that business organizations ensure that its employees develop the ability to
Control the level of stress. This can lead to higher levels of productivity in a business
Organization, Rojas, & Kleiner, (2000).

According to (ILO 1986, 1992), stress is recognized world-wide as a major challenge to

Workers’ health and the healthiness of their organizations. Workers who are stressed are also
more likely to be unhealthy, poorly motivated, less productive and less safe at work.

Stress mention the problem of the day to day interaction with one another and drives from wrong
or irresponsible management of the crisis of wrong use of silence in relating with others that is
often noted in African. particularly people in Africa major stress that come with addiction and
miss use of substance is not only health related that such habit can generate for defaulter but also
from the social stress that could follow from them like that of job dismissal, family violence,
marital instability, (Magesa, 2002).

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Stress is the aspect of an occurrence of feelings out of pressure, which happens to a related
subjective trait of an individual's feelings, moods, shame or anger on person in Ethiopia, Parker
& Ettinger, (2007). The generally accepted definition today is one of interaction between the
situation and the individual. It is the psychological and physical state that results when the
resources of the individual are not sufficient to cope with the demands and pressures of the
situation.

Stress has been defined in different ways over the years (Susan Michie 2002). Originally, it was
conceived (understand) of as pressure from the environment, then as strain (violent exertion or
busy) within the person. The generally accepted definition today is one of interaction between
the situation and the individual. It is the psychological and physical state that results when the
resources of the individual are not sufficient to cope with the demands and pressures of the
situation. Thus, stress is more likely in some situations than others and in some individuals than
others. Stress can undermine the achievement of goals; both for individuals and for organizations
(Bass, BM & Riggio, RE 2006).

The stress affects peoples’ mental health and caused to mental and physical distress (WHO,
2012).

The level of stress is varying person to person based on their personality and nature of living
context. “Spector mentioned that personality variables play an important role in the
understanding of a range of behaviors in the workplace” (Ross, 1995).

Resources that help meet the pressures and demands faced at work include personal
characteristics such as coping skills (for example, problem solving, assertiveness, and time
management) and the work situation such as a good working environment and social support.
Historically, the typical response from employers to stress at work has been to blame the victim
of stress, rather than its cause (Brown, JM& Campbell, E A (1990).

Signs of stress can be seen in people’s behavior, especially in changes in behavior. Acute
responses to stress may be in the areas of feelings (for example, anxiety, depression, irritability,
fatigue), behavior (for example, being, aggressive, tearful, unmotivated), thinking (for example,
difficulties of concentration and problem solving) or physical symptoms (for example sickness,
headaches). WG Bennis, & RJ Thomas. (2002)

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1.2. Statement of the problem
Work stress is recognized worldwide as a major challenge to worker’s health and the healthiness
of their organizations. Workers who are stressed are also more likely to be unhealthy, poorly
motivated, less productive and less safe at work. Stress can be brought about by pressure at home
and at work.

Employers can not usually protect workers from stress arising outside of the work environment,
but they can protect them from stress that arises through work or in the work environment. Stress
at work can be a real problem to the organization as well as to its workers. Good management
and good work organizations are the best form of stress prevention and helps to minimize the
stress created in the work environment ( Goitom Selamawit, (2013).

According to Leka et al.,2003, (Stoica& Buicu. 2010) shows that the most stress full type of
work is that which value excessive demands and pressures that are not matched to worker’s
knowledge and abilities, where there is a little opportunity to exercise any choice or control, and
where there is a little support from others. The more the demands and pressures of work are
matched to the knowledge and abilities of workers, the less likely they are to experience work
stress. The more control workers have over their work and the way they do it and the more they
participate in decisions that concern their jobs, the less likely they are to experience work stress.

According to Chartered institution of personnel and development (CIPD, 2008) the impact of
stress on an organization is reduced productivity and efficiency. Although the effect of
absenteeism is obvious, reduced productivity and efficiency can also result when a work force is
experiencing negative stress are much less inclined to channel energy in to continuous
improvement initiative and creative problem solving pursuits. While in self-preservation mode
when dealing with stress, individuals tend to spend their time and energy doing the bare
minimum to keep up. As well, an over-stressed team will have less energy to begin with as
studies have shown that stress depletes energy stores and a person’s physical and mental
capability. Depending on the preliminary study, some of the factors that are stated in the above
have an impact on employees in the work place. But there are a number of factors that should be
considered while the researchers conduct the study on similar topics, which are effort and reward
imbalance, lack of task varieties, unpleasant tasks, work load, working schedules, shortage of
infrastructure, supervision or control, lack of capacity to do the assigned task,

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organizational changes and the like are found in the work environment. Due to the existence of
such kind of factors, the researchers is very interesting to conduct in this particular topic entitled
an assessment of stress management in the work place, because all of the above factors or
variables have an impact on organizational productivity, satisfaction and motivation of
employees.

Therefore, the statement of the problem of this study can be stated as “how stress management
in commercial bank of Ethiopia to cop up with stress”? Of the research paper is to assess the
overall stress management in the work place in commercial bank of Ethiopia at yared branch by
focusing on the cause of stress and Methods that using to manage stress in the organization.

1.3. Research Questions

The researchers would try to address the following research questions: -

1. What are the sources of work place stress in the company?

2. What are the methods used to reduce work place stress in the organization?

3. What are the major causes of stress in the organization?

4. What stress management strategies are used by the bank to reduce and prevent work stress?

1.4, Objective of the study

1.4.1 General Objective
The overall objective of this study is to assess stress management in the work place in
commercial bank of Ethiopia at yared branch

1.4.2 Specific objective

1. To assess the sources of work place stress in the company.
2. To assess the methods used to reduce work stress in the organization.
3. To investigate stress management in the work place at the bank.
4. To assess the major causes of stress in the organization.

1.5. Implication and contribution of the study

These researches have the following significances for parties who have direct or indirect interest
on it. The output from the research would help the organization to take some remedial actions or
corrective measures on the problems identified in the research.

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 The tentative solutions that are found by the researchers can also enable the organization to
solve the stresses in the organization. The last but not the least is that, the researcher’s
experiences to do another research in the future time.

1.6. Scope of the study

This research has been conduct on Commercial Bank of Ethiopia (CBE), yared branch in Addis
Ababa city. The study was with specific topic of the assessment stress management in the work
place, and the researchers did not consider other banks issue related with work stress in Addis
Ababa rather merely focused on Commercial Bank of Ethiopia (CBE) yared branch.

The research methodology that the researchers has applied was descriptive research type and the
data were collected from all employees of yared branch (census was use).

1.7. Limitation of the study

The researchers have faced several limitations among those some of them are as follows; lack
available source of information, employees are not interesting to fill the questioner, employees/
respondents are careless because they did not give the questioner on time. Despite these
limitations the researchers have tried to make a general picture of constraints and can collect the
information requiring as possible.

1.8. Organization of the paper

This research paper is organized in to three parts. Chapter one deals with introductory part which
contains back ground of the study, statement of the problem, research question, objectives, and
significance of the study, scope of the study and limitation of the study. Chapter two is
concentrated up on literature review. Chapter three focuses on a research methodology.

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 CHAPTER TWO

2. Introduction
The term stress is used to describe the individual’s response to pressure. The response can be
physical, psychological and/or behavioral. How the individual responds to the stressor depends
on personality, perceptions, and experience of the individuals. Some stress is necessary in that it
assists in achieving both work and personal goals. However, too much stress can make those y

2.1 Review of Related Literature

People experience stress in private life and at work place. People have to work effectively
against time and within the parameter of various rules and regulations. It is not always possible
to create an organizational climate conducive to work. Various departments, groups and external
environment factors affect individual behavior. Minimal level of stress is required for
organizations to operate effectively. Excessive stress is harmful for the individual as it causes
mental and physical disequilibrium and subsequently leads to physical and mental disturbance.

People suffer from high blood pressure, heart attack when stress is beyond control of the human
beings. It is therefore necessary to identify causes of stress and modify behavior so that the
individual energy is directed towards organizational productivity and healthy organization
climate is created. (John M, Ivancevich and Michael T, 2006).

According to Beehr and Newman, stress is a condition arising from the interaction of people and
their jobs and characterized by changes within people that force them to deviate from their
normal functioning. Stress is a dynamic condition in which a person is faced with lot of
constraints while functioning in the organization. Stress causes discomfort, which leads to
disequilibrium in the individual’s mind set. Stress is not always negative in nature. Stress is also
a source of inspiration. When there is a stress for any work it leads to higher performance. When
stress is gravest, it reduces employee productivity. But there is example where people may get
immune to stress having no negative effect on their performance. Such people do not get tense.
This type of immunity is achieved through constant experience and training. It is clear from the
definition that stress is caused due to external factors, situations or events. These have adverse
impact on the individual characteristics and psychological processes.
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These together put an additional burden or demands on individual, hence the stress. External
factors may include social setting, work ethics in the organization, leadership styles, availability
of resources, workload, level of technology and the work environment. The internal factors that
are affected are psychological in nature and include emotions, ego state, attitude, perception,
motivational factors, need and demographics. If employees feel that external factors are of not
much consequence and have no compelling effect the stress is not formed within the minds of
individuals. High desire, uncertainty, results of promotion examination, unrealized ambition may
cause stress to the individual. Stress should not be confused with anxiety or nervous tension and
damaging. They occur as regular features in many cases and have no long lasting impact on the
working capacities of the employees (John M. Ivancevich & Michael T, 2006).

Clearly, Work-related stress is the response people may have when presented with work
demands and pressures that are not matched to their knowledge and abilities and which challenge
their ability to cope.

Stress occurs i n a wide range of work circumstances but is often made worse when employees
feel they have little support from supervisors and colleagues and where they have little control over
work or how they can cope w i t h its demands and pressures. There is often confusion between
pressure and challenge and sometimes it is used to excuse bad management practice. Pressure at the
workplace is unavoidable due to the demand, contemporary work environment, Pressure
perceived as acceptable by an individual, may even keep workers alert, motivated, able to work
and learn, depending on the available resources and personal characteristics. However, when that
pressure becomes excessive or otherwise unmanageable it leads to stress. Stress can damage your
workers’ health and your business performance.

2.1. Sources of Job Stress

Organization, Group and individual have impact on the performance of a job. Environments also
effects adversely on the efficiency of the individual.

2.1.1. Environment Factors

There are innumerable environmental factors that have caused a great deal of work stress on the
employees.

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 Ivancevich and Matterson have identified societal, economic, financial, cultural, familial and
technological factors, which have tremendous influence on mental health of the employees.
Societal factors have forced both husband and wife to do the job to maintain a high level of life
style. Government, NGOs and other voluntary organizations have introduced various schemes
for the welfare of the people.

2.1.2. Organizational Stressors

Organizational stressors can be classified into mission statement, strategies, policies,
organizational structure and design, reporting channels, communication, various processes,
systems and last but not the least the working conditions. Organization mission and subsequent
departmental goals have a long lasting impact on the employees. Over ambitions goals leave
employees more stretched for attaining the same. Good organizational policies, procedures,
rules, regulations keep employees in high spirit. On the contrary, adhockism, inadequate
compensation, rigid rules, ambiguous organizational policies and faulty job design cause
tremendous amount of stress.

2.1.3. Group Stressors

Hawthorne studies have established the impact of group cohesiveness, group norms and
importance of group objective for attainment of organizational goals. Lack of cohesiveness
creates conflict. Employees must be given full opportunities to develop themselves. People join
group for social security that should be provided. Managers must ensure that job well done is
recognized, omission on this account creates stress like situation in the minds of the employees.
Group social events and group activities must be organized on regular bases.

2.1.4. Individual Stressors

Personal life and events of official life cannot be separated. Events of marriage, divorce, death in
the family has a remarkable impact on work situation. Personal life difficulties are highly
stressful.
Note: -The problem of stress for the individual and for the workplace/organization are health
Increase absenteeism and turnover, well-being/quality of life reduced quantity and quality of
work, functioning/goal achievement reduced job satisfaction and morale Problems of
recruitment, self-esteem/confidence Poor communication and increased conflict, personal
development.

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2.2. Common causes of stress in the workplace
According to Beehr and Newman, Excessively high workloads, with unrealistic deadlines
making people feel rushed, under pressure and overwhelmed. Insufficient workloads, making
people feel that their skills are being underused, a lack of control over work activities, lack of
interpersonal support or poor working relationships leading to a sense of isolation, People being
asked to do a job for which they have insufficient experience or training,
Difficulty settling into a new promotion, both in terms of meeting the new role's requirements
and adapting to possible changes in relationships with colleagues, Concerns about job security,
lack of career opportunities, or level of pay and Bullying or harassment. A blame culture within
your business where people are afraid to get things wrong or to admit to making mistakes, Weak
or ineffective management which leaves employees feeling they don't have a sense of direction.
Or over-management, which can leave employees feeling, undervalued and affects their self-
esteem, multiple reporting lines for employees, with each manager asking for their work to be
prioritized, Failure to keep employees informed about significant changes to the business,
causing them uncertainty about their future. Poor physical working environment, e.g. excessive
heat, cold or noise, inadequate lighting, uncomfortable seating, malfunctioning equipment, etc.

2.3. Signs of stress

Anxious, poor concentration and memory, depressed/tired, angry/irritable/frustrated,
apathetic/bored, poor organization and decision making, less creative in problem solving,
hypersensitive to criticism, have accidents/make mistakes Sweating, dizzy, nauseous, breathless,
eating/sleeping problems Aches and pains, take drugs (e.g. tobacco, alcohol), problematic social
behavior (e.g. withdrawal, aggression) Frequent infections, ulcers, skin complaints, cardiac
problems.

2.4. The effects of work stress

A. The effects of work stress on individuals

According to Beehr and Newman, stress affects different people in different ways. The
experience of work stress can cause unusual and dysfunctional behavior at work and contribute
to poor physical and mental health. In extreme cases, long-term stress or traumatic events at
work may lead to psychological problems and be conductive to psychiatric disorders resulting in
absence from work and preventing the worker from being able to work again.

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When under stress people find it difficult to maintain a healthy balance between work and work
life. When affected by work stress people may: - Become increasingly distressed and irritable,
become unable to relax or concentrate, have difficulty thinking logically and making decisions,
enjoy their work less and feel less committed to it, feel tired depressed, anxious, have difficulty
sleeping and Experience serious physical problems, such as: - Heart disease, Disorders of the
digestive system, Headache, and others.

B. The effects of work stress on organizations:

If key staff or a large number of workers are affected, work stress may challenge the healthiness
and performance of their organization. Unhealthy organizations do not get the best from their
workers and this may affect not only their performance in the increasingly competitive marker
but eventually even their survival. Work stress is thought to affect organizations by: - Increasing
absenteeism, decreasing commitment to work, increasing staff turn-over, impairing performance
and productivity, increasing unsafe working practices and accident rates and increasing
complaints from clients and customers.

2.5. Management of Stress

2.5.1. Individual Level Strategies
Minimum level of stress is required to stimulate individuals to higher productivity. Excessive
stress is harmful to both individual and organization. It is a common practice to evolve various
stress reduction strategies in the organizations. Individuals must take steps to reduce stress to
acceptable level. It is clarified that every individual has different capacity to cope with individual
stress.

2.5.2. Organizational Level Strategies

Organization plays a decisive role in ensuring peaceful environment free of stress. Following
aspects must be carefully examined and evaluated for its effectiveness and implementation.
a. Organizational goals must be in realms of achievement. Too much high goals not only put
the employees under undue stress but also creates unhealthy work environment.
b. Organizational polices should be clearly defined with particular reference to training and
development, promotion, leave, wages and salary administration, discipline, incentives, etc.
c. Organizational structure, redesigning of jobs and improved communication reduces stress.
d. Corporate policies, physical work environment should be suitable for higher productivity.

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e. An updated systems and processes increase efficiency.
f. Employees must be empowered. They should be provided with suitable time to time
counseling by way of advice, reassurance, good communication, release of emotional tension
and clarified thinking. Re-orientation is important to keep employees free of stress for
increased productivity (Hans Selye, 2001).
It is discussed below:

The prevention of (reduction) work stress

According to Hans Selye, there are a number of ways by which the risk of work stress can be
reduced. These include: Primary prevention, reducing stress through: - Ergonomics (study the
relation between workers and their environments), Work and environmental design, and
Organizational and management development. Secondary prevention, reducing stress through: -
Worker education and training, and Tertiary prevention, reducing the impact of stress by
Developing more sensitive and responsive management systems and enhanced occupational
health provision. The organization itself is a generator of different types of risk. Tertiary in
organizations places an emphasis on the provision of responsive and efficient occupational health
services. Contemporary work stress management should, therefore encompass tertiary
prevention.

A good employee designs and manages work in a way that avoids common risk factors for stress
and prevents as much as possible.

Well-designed work should include:

Clear organization structure and practices: Employees should be provided with clear
information about the structure, purpose and practices of the organization.

Appropriate selection, training and staff development: Each employee’s skills, knowledge
and abilities should be matched as much as possible to the needs of each job. Candidates for each
job should be assessed against that job’s requirements. Where necessary, suitable training should
be provided. Effective supervision and guidance is important and can help protect staff from
stress.

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Job descriptions: A job description will depend on an understanding of the policy, objectives
and strategy of the organization, on the purpose and organization of work and on the way
performance will be measured.

Job descriptions have to be clear: It is important that an employee’s manager and other key
staff are aware of the relevant details of the job and make sure that demands are appropriate.

Communication: The better employees understand their job, the more they will be able to direct
the appropriate efforts towards doing it well.

Managers should talk to their staff, listen to them and make it clear that they have been heard.
Communication of work expectations should be comprehensible, consistent with the job
description and complete. Commitments made to staff should be clear and kept.

Social environment: A reasonable level of socializing and teamwork is often productive as it

can help increase commitment to work and to the work group. In an existing workplace it may be
far from reasonable to expect all these factors to be present or introduced where they are absent.
It might therefore be better to identify any mismatch between demands and pressures on the one
hand and worker’s knowledge and abilities, on the other set pointiest for change and manage the
change towards risk reduction.

2.6. Solving work stress problems

There are various strategies to solve work stress problems

Work redesign:- The best strategies for work redesign focus on demands, knowledge and
abilities, support and control and include:-Changing the demands of work (e.g. by changing the
way the job is done or the working environment, sharing the workload differently), Ensure that
employees have or develop the appropriate knowledge and abilities to perform their jobs
effectively (e.g. by selecting and training them properly and by reviewing their progress
regularly), Improve employees control over the way they do their work.

Stress management training: - Ask employees to attend classes on relaxation, time

management, assertiveness training or exercise. Ergonomics and environmental design: -
Improve equipment used at work and physical working conditions.

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Management development: - Improve managers’ attitudes towards dealing with work stress,
their knowledge and understanding of it and their skills to deal with the issues as effectively as
possible.

Organizational development: - Implement better work systems and management systems.

Develop a friendlier and supportive culture. There are basically three ways by which employers
can detect problems early and prevent them from becoming serious. These are presented below.
Early detection and prevention of work stress-related problems: - Regularly monitoring staff
satisfaction and health and Marking sure staff know whom to talk to about problems.

2.7 Review of Empirical Literatures

In the literature review above, main points about assessment stress were discussed in detail. This
part of literature review discus is related articles and journals aimed at to find out the research
gap. The research works by several different studies reported major causes of job stress tends to
be related to role in the organization like role overload

Mrs. Caral Lopes, Ms. Dhara Kachalia, (2016) they have conducted a study in private and public
banks. They have shown that the technological growth has revolutionized the way banking sector
works and the competition is globalized now way days because of the economic condition. The
level of stress faced by the employees in banking sector is also growing rapidly. The study found
that there is a significant relationship between type of the banks, age, gender and education, job,
role, interpersonal relationship and Impact of occupational stress. So the banking sector
employee should adopt new coping strategies for maintaining good physical and mental
condition to improve productivity.

B.kishori & B.vinothini (2016) the authors have found that productivity of the work force is
decisive factor for the success of an organization is concerned. In an age of highly dynamic and
competitive world, an employee is exposed to all kinds of stressors that can affect them on all
realms of life. The research intended to study the impact of occupational stress on Nationalized
Bank employees

Dr. P.Kannan &Suma.U (2015) in order to manage stress the organization has to encourage
employee development and embark on training interventions for employees. Training
specifically related to policies and policy implementation is a key priority.

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Stress in banking sector is mostly due to excess of work pressure and work life imbalance the
organization should support and encourage taking up roles that help them to balance work and
family.

Dr. P.Kannan &Suma.U (2015) in order to manage stress the organization has to encourage
employee development and embark on training interventions for employees.

Training specifically related to policies and policy implementation is a key priority. Stress in
banking sector is mostly due to excess of work pressure and work life imbalance the organization
should support and encourage taking up roles that help them to balance work and family

Addis Mengistu (2015) this study The major identified causes of stress in the bank are exposition
to work a long hour on a single work, lack of autonomy on deciding how to do one’s own work
and inability to take sufficient brake and Psychological one Feelings of insecurity; restlessness
and anger

Dr. Vishal Samartha &Dr. Mushtiary Begum, et al. (2014) the stress is unavoidable in any
occupation and banking is no exception. This study found that factors such as performance
pressure; inadequate planning at workplace, change to adaptability; family demands and lack of
efficient manpower caused more stress among the bank employees. This research are express
stress are unavoidable but in my view moderately reduced.

Khurram Zafar Awan and and Faisal Jamil (2012) in their research titled “A comparative
analysis: Differences in overall job stress level of permanent employees in Private and Public
sector banks. Some variables of public sector employees are more affected whereas for other
variable of private sector is more affected, but overall public sector is found to be more stressful.

Nadeem Malik, (2011) the growing importance of interventional strategies is felt more at
organizational level. This research intended to study the impact of occupational stress on public
and private Bank employees.

Alina Hy (2010) the surveys show that there is no correlation between the demographic
characteristics the level of satisfaction.

Different scholar defines stress in different way but in my view add some additional stress
mechanism like cultural factor, personal life, poor communication, ineffective management
aggressive manger and poor physical work environment

14
 Conceptual framework

Over management

Poor physical work environment insufficient workload

Job stress Excessive high workload

Culture

Difficult settling in to a new promotion

15
 CHAPTER THREE

3. Research Methodology

3.1. Study area

The study would be conducted in Addis Ababa in commercial bank of Ethiopia, Arada Sub City
in yared branch.

3.2. Research Approach

This study was both quantitative and qualitative/mixed research approach. Quantitative approach
refers to any data collection or data analysis procedure that generates or uses numeric data.
Qualitative Approach refers to any data collection or data analysis procedure that generates or
uses non-numerical data. Published on April 12, 2019 by Raimo Streefkerk. Revised on July 14,
2021

3.3. Research design

The research design is descriptive because such type of study tries to describe the characteristics
of population and define the problem effectively. In addition to that it enables us to answer the
question like who, what, when and how in relation to the study.

3.4. Population and Sampling

The target populations of the study are employees of Commercial Bank of Ethiopia in yared
branch. The total population of CBE in yared branch is 35 in number, from this total population
24 employees are males and the remaining 11 employees are females. In order to get an
information/data about the Assessment of stress Management in the work place. The researchers
were use all employees as a respondent to conduct this research, because they are few in number
and are not difficult to distribute questionnaire. As it is explained in the above the total
populations are 35 and the researchers would take all of the employees as a respondent to
conduct this study because the sampling frame/complete list of employees can be obtained from
the bank. Therefore, no need of taking sampling technique that would be use rather it is a census
method by taking all employees of the bank.

16
3. 5. Sources of data
The researchers were use both primary sources of data and secondary sources of data for this
study, because primary source of data had been important to gather information about the study
by using eyewitness, dairies, films, tape-records, employees/respondents of the bank for study,
and the researchers use Secondary sources of data for the study would be used published and
unpublished materials, records and document of organization concerning communication
between managers and workers, actual data, company reports, in which the research was
conducted.

3.6. Data collection methods

The primary and secondary source of data was collected through different data collection
techniques. As if questionnaires and interview for questioners would be used closed ended
questions, for interview the researchers will use unstructured interview for employees of the
bank.

3.7. Method of data Analysis

After data were interpreted both qualitatively and quantitatively obtaining through
questionnaires in support of closed ended questions and interview in support of unstructured
interview and observation, the data was analyzed by using table, and percentages, and the
researchers would give a meaning for the figure and items that have been present through tables,
and percent. The unstructured interview responses are analyzing qualitatively whereas, the
questionnaires quantitatively.

3.8. Research ethical considerations

The research would be free from unethical behavior means that the aggressiveness and hostility
side, so as to getting respondents consent and allowing them to leave any time they want. And
also the researchers have been politely asking employee of organization and give high degree of
politeness for target study to conduct and the information will deliver to the subject of the study
only those but also the information obtains from respondent in the study has been kept
confidentially.

17
CHAPTER FOUR

4. Data Presentation and Analysis

The researchers have used primary data for this study. The primary data were collected from
employees of CBE, yared branch at Addis Ababa city through both open and close ended
structured questionnaires with support of unstructured interview about the assessment of stress
management in the work place. To collect the required information census method has been
used. Therefore, the researchers have distributed a total of 35 questioners to the employees.
From the total questionnaire the researchers tried to collect 34 and the remaining one
questionnaires did not fill by respondents. Therefore, the following analysis of data is based on
only by the 34 respondents.

Table 4.1 demographic factors of respondents

Item Alternative No of respondent Percent (%)

- Sex Male 23 67.6

Female 11 32.4

Total 34 100%

-Age 18-25 3 8.8

26-35 28 82. 4

36-45 3 8.8

Over 46 - -

Total 34 100%

-Level of education Diploma -

Degree 28 82.4

Masters 6 17.6

PHD - -

Others - -

Total 34 100%

18
-Year of experience in this bank <1 years 1 3

1-2 years 5 15

2-3years 5 15

3-4 years 13 38

Above 5 years 10 29

Total 34 100%

(Source, survey 2021)

As can be seen from table 4.1 item one the questionnaire result revealed that 23(67.6%) of the
respondent were males and the remaining 11(32.4%) of the respondent were females. Therefore,
the majority of the employees in the organization were males,

In the table 4.1 second item is age group, it showed that 3(8.8%) of the respondent were 18-25,
28(82.4%) of the respondent were 26-35 years, and the remaining 3(8.8%) of the respondent
were between 36 and 45 years. Therefore, based on the table showed in the above the work force
of CBE, in yared branch was dominated by age of 26-35 years.

The third item in table 4.1 is about level of education, as we can have noted from the above table
28(82.4%) of the employees are degree holder, and 6(17.6%) are master holder and no Diploma
and PHD holder in the bank. Almost the bank employees are degree holder from higher
education institution. The mismatch between the employees’ ability and the jobs ability
requirement is the main cause of stress. But these employees who have degree program are
believed to be technical to do their activities because most of the time they perform
similar/routine tasks. Therefore, the researchers have decided that the level of education has
significantly contributed to manage stress in the organization.

The final item in table 4.1 is about experience of employees. So according to the employee’s
response 1(3%) of the employees have an experience less than one years, 5 (15%) of the
employees have an experience between one and two years, 5(15%) of the employees have an
experience between two and three years, 13 (38%) of the employees have an experience between
3 and 4 years experienced and the remaining 10 (29%) of the employees have an experience
above 5 years.

19
Based on different literatures experience is the source of knowledge, way and tactic to identify
the source of problems and to overcome it. Therefore, employees that do have two years’
experience and four years’ experience could have different approaches to manage and reduce
stress from happening. According research findings more employees that are experienced would
prefer to manage stress rather than reducing it after happening.

Table 4. 2 The source and causes of stress

Item Alternatives No of respondent Percentage (%)

Environmental factor 10 29
-What do you think Organizational stressors 14 41
about the main source
of stress? Group stressors 5 15

Individual stressors 5 15

Others - -

Total 34 100%

-What cause of stress Unsupportive or inconsiderate 11 32

leads you to stress due supervision
to interpersonal
relationship? Poor relationship with co-workers 14 41

Bullying and harassment - -

Isolated or solitary work, 9 27

Others - -

Total 34 100%

-What environmental Economic factors 7 20.5

factor mainly forced
you to stress? Socio-cultural factors 6 18

Political factors 4 12

Technological factors 8 24

Internal/organizational 9 25.5

Total 34 100%

(Source, survey 2021)

20
The first item in table 4.2 is about the main source of stress. As it is noted from the table
10(29%) of the employees are believed that the main source of stress was environmental factors,
14(41%) of the employees have faced stress due to organizational factors (stressors), 5(15%) are
due to poor relationship among employees in the office (group stressors) and remaining 5(15%)
were believed that stress was due to personal factors.

From the above paragraph, the main source of stress was organizational factors (stressors).
Therefore, the researcher concludes that organizational factors (stressors) were the source of
stress that happened in the organization rather than the environmental (political, economic, social
and technological), stress due to working together and the individual factors (stressors). These
means organizational source of stress constitute a number of factors in relation with tasks and
strategic issue of the organization.

In table 4.2 the second item is the cause of stress due to interpersonal relationship. Based on the
response, out of 34 respondents 11(32%) of the respondents were influenced due to inconsiderate
or unsupportive supervision, 14(41%) were due to poor relationship with co-workers, 9(26%) of
the employees were due to isolated/solitary work. Therefore, majority of the respondents were
response poor relationship with co-worker was the cause of stress due to interpersonal
relationship. From this the researcher concludes that the cause of stress due to interpersonal
relationship was unsupportive or inconsiderate, unsound and aggressive supervision of
employees by the branch managers.

The third item in the above table 4.2 is about environmental factors mainly forced you to stress.
From the response 7(20.5%) of the employees have been influenced by economic factors,
6(18%) socio cultural factors, 4(12%) political factors, 8(24%) were due to technological factors
and the remaining 9 (25.5%) of the employee gave responses due internal/organizational factors.

As different literatures showed that environment is classified in to two major types, which are
external (political, economic, social, technological and others) and internal (beliefs, assumptions,
norms rule, regulation and others). The influence of external environment factors cannot be
controlled by an organization it affects indirectly.

21
From this the researchers conclude that internal/ organizational factors were the major cause of
stress than the external environmental factors and also the economic factors like higher price of
commodity/inflation, reward structure/the amount of salary they received in comparison with
other privet banks payment/reward structure.

Table 4. 3 The effect of stress on individuals/employees in the bank

Item Alternatives No of respondent Percentage (%)

Distressed and irritability 9 26

-What did you Unable to relax and concentrate 13 38

feel/faced when you
are being influenced Physical problems such as,
by stress? headache, blood pressure Aches
and pains and others 7 21

Have difficulty sleeping 5 15

Others - -

Total 34 100%

-Which effect did Increasing absenteeism 5 15

you observe in the
bank due to the Decreasing commitment to work 12 35
existence of stress?
Increasing employee turn over - -

Increasing complaints from 17 50

customers

Others - -

Total 34 100%

(Source, survey 2021)

In table 4.3 the first item states the effect of stress on individuals/employees. As it can be
understanding from the table 9(26%) the employees became distressed and irritability, 13 (38%)
were unable to relax and concentrate on their jobs, 7(21%) responders were physical problems
like headache, and the remaining 5(15%) of respondents were difficulty sleeping. Therefore, the
majority of the respondents were unable to relax and concentrate on their jobs.

22
 From this the researcher was concluded the effect of stress on individuals/employees were
unable to relax and concentrate on their jobs than distressed and irritabity, physical problems like
headache and difficulty sleeping.

The second item in table 4.3 about which effect did you observes in the bank due to the existence
of stress. From the response of employees 5(15%) were replied that excessive pressure/ of stress
increase absenteeism from work like high headache problem, 12(35%) replied that stress reduce
commitment to work, 17(50%) of employees believed that there was a complaint from
customers. Therefore, the majority of respondents were increasing complaints from customers
and the second effect of stress on the bank was less commitment to the work and the bank.

Table 4.4 stress management and methods/ways of used to manage work stress

Item Alternative No respondents Percentage (%)

-How to stress is Individual level 16 47

manage in the
organization? Organizational level 18 53

Others - -

Total 34 100%

-What method/ways do Taking stress management 10 22

you experienced or training
used to manage work Work redesign 17
stress? (You can select 8
more than one) Well-designed work schedule 26
12
Good communication with
Supervisors/managers and others 16 35

Total 46 100%

(Source, survey 2021)

From the above table 4.4 out of 34 total respondents 18 (53%) were individual level and 16
(47%) Were indicated organizational level. Therefore, the majority of the respondents were
response individual level. From this the researchers concludes that managing stress was
improved at organization level .

23
In table 4.4 the second item is about method/ways do you experienced or used to manage work
stress? (You can select more than one). According to the response 10(22%) shows Taking
stress management training, 8(17%) work redesign was used as a mechanism, 12(26%)

Good communication with supervisor/managers and others 16(35%) employees said that
asking support from managers is the main way of reducing stress in the organization. Therefore,
the majority of the respondents were good communication with Supervisors/managers and the
next well designed work schedule. When employees have faced a challenge due to work load and
sometimes they perform/assigned to perform a particular new activity they become under stress.
During this time the employees ask their manager to show them the way how they are going to
perform or to assign another person. And the second mechanism used before was designing the
work schedule. This method is very important when there is a mismatch between the work shifts
schedule and the normal working hours.

Table 4.5. The relationship between employees and manager

Item Alternative No of respondents Percentage (%)

-What looks like your Very bad - -

relationship with your
manager Bad 3 9

Good 15 44

Very good 7 21

Excellent 9 26

Total
34 100%
(Source, survey 2021)

As we can see in the above table 4.5, Out of 34 total respondents, 0 percent are very bad 3 (9%)
were indicated bad, 15 (44%) were indicated good, 7 (21%) were indicated very good and
79(26%) respondents were excellent. Therefore, the majority of the respondents 13 (48%)
respondents were good; from these the researchers could be concluded that the relationship
between employees and managers in the organization was good.

24
Table 4. 6 Perception towards the effect of stress
Item Alternatives No of respondent Percentage

-Is there any stress exert Yes 22 65

due to new technology in
your organization? No 12 35

Total 34 100%

-Do you think that the Yes 24 71

absence of stress shows
effectiveness of the No 10 29
organization?
Total 34 100%

-Do you think that the Yes 28 82

CBE is paying you enough
/fair for your current No 6 18
position?
Total 34 100%

(Source, survey 2021)

In the table 4.6 item one is about that is there any stress exert due to new technology in your
organization? According to the response 22(65%) of the employees said that any stresses exerts
due to the existence of technology in the organization, and 12 (35%) said that any stresses did
not exerts due to the existence of technology in the organization. Therefore, the majority of the
respondents were any stresses exerts due to the existence of technology in the organization.
From this the researcher was concluded that any stresses exert due to the existence of technology
in the organization. Stress exert due to new technology when the employees have lack of training
before to apply (awareness) to the new technology, so it creates a feeling in the mind of
employees to lose their jobs and new technology viewed as threat rather than opportunity.

The second table 4.6 item two indicates that the absence of stress implies effectiveness of the
organization? From the response of the employees 24(71%) have said the absence of stress
shows the effectiveness of the organization and the remaining 10(29%) said it does not indicate
effectiveness of the organization. Therefore, the majority of the respondents were absence of
stress shows the effectiveness of the organization. According to the response the researchers
could be concluded that the absence of stress shows effectiveness of the organization.

25
From table 4.6 second item 24 employees said yes, that means the absence of stress shows the
effectiveness of the organization, the absence of stress creates a peace of mind (a free mind) they
commit their work properly and also good relationship between coworkers (team relationship
being positive) and done their work cooperatively

In table 4.6 item three indicates about do you think that the CBE is paying you enough /fair for
your current position? Therefore, as per the response of the employees 28 (82%) think that the
CBE is paying you enough /fair for your current position and the remaining 6 (18) employees
said CBE is paying you not enough /fair for your current position in the organization. So that the
majority of the respondents were think that the CBE is paying you enough /fair for your current
position.
The main cause of stress that were gained from respondents (open ended questionnaire), excess
of branch goal, deposit mobilization as all branch target, customer complain work load, dis
agreement between workers and customers, discipline problem, in capacity or poor leader ship of
the branch, lack of coordination with workers and workload , political stress and security
problem .

26
 CHAPTER FIVE

5. Summary, Conclusion and Recommendation

5.1. Summary
Stress has been defined in different ways over the years. Originally, it was conceived of as
pressure from the environment, then as strain within the person. The generally accepted
definition today is one of interaction between the situation and the individual. It is the
psychological and physical state that results when the resources of the individual are not
sufficient to cope with the demands and pressures of the situation. Thus, stress is more likely in
some situations than others and in some individuals than others. Stress can undermine the
achievement of goals, both for individuals and for organizations.

According research findings more experienced employees would prefer to manage stress rather
than reducing it after happening. Organizational factors (stressors) were the source of stress that
happened in the organization rather than the environmental (political, economic, social and
technological), stress due to working together and the individual factors (stressors). These means
organizational source of stress constitute a number of factors in relation with tasks and strategic
issue of the organization. The effects of stress on individuals/employees were unable to relax and
concentrate on their jobs than distressed and irritabity, physical problems like headache and
difficulty sleeping. The organization has good communication with Supervisors/managers. When
employees have faced a challenge due to work load and sometimes they perform/assigned to
perform a particular new activity they become under stress that managing stress was improved at
organizational level. External factors may include social setting, work ethics in the organization,
leadership styles, availability of resources, workload, level of technology and the work
environment. The internal factors that are affected are psychological in nature and include
emotions, ego (psychoanalysis or conscious) state, attitude, perception, motivational factors,
need and demographics.

27
 5.2 Conclusion
Based on the already analyzed data in the previous part, the following conclusions are drawn.

 Male employees are highly dominant in CBE, yared branch.

 Most of the staff members lie between the ages of 26-35.
 Almost all employees are first degree holders except few workers.
 Most of the employees do have an experience lies between 3-4 years’ experience.
 The main sources of stress are found in the organization than other sources.
 The main causes of stress come from the organization levels which are in
considerate or unsupportive supervision, and isolated/solitary work, inadequate
break time, heavy workload and repetitive work.
 Stress has a negative effect on employees of the bank. Mainly they became
distressed and irritability, unable to relax and concentrate, physical problems like,
headache.
 The major effect of stress on the organization/bank is compliant from the
customer to the managers.
 Stress has created a problem in the work place while doing tasks than problem at
home.
 To reduce stress, the most of the time employees ask support from the manager to
assign another employee, this reduces the pressure of work and designing well
schedule for shift workers.
 All most stress is managed through organizational level of strategies.
 The majority of the employees said stress exert due to new technology in your
organization.
 Most of the employees replied, the absence of stress shows effectiveness of the
bank. There is also a perception problem about the absence or existence of stress
and its effect.

28
5.3 Recommendation
Based on the data being analyzed and the conclusion the researchers would like to recommend
the following points.

 The bank has to create a suitable environment to work in a group/team, should provide
enough break time, balancing heavy works to the employees and assigning them for new
tasks to reduce repetitiveness and feeling of boring.

 Employee of the bank should use different mechanisms of reduce stress like ask support
from the manager to assign another employee; this reduces the pressure of work and
designing well schedule for shift workers.

 Employees should have to understand the existence of problem and work carefully to
satisfy the need of their customers. If there is work load communication with their
immediate supervisor could be a solution.

 The bank should attract women to its branch because they are very organized and
committed to their job.

 The bank has to provide stress management training to reduce stress and to create
awareness about the source, cause and effect of stress as well as they have faced a
perception problem about the absence or existence of stress and its effect.

 Employees should enjoy themselves while under stress by taking that they preferred and
most interesting to them.

29
 Reference
Ass, BM & Riggio, RE 2006, stress on individuals and organizations.

Beehr TA & Newman, JE, 1978, Job stress, employee health, and organizational
effectiveness.

Beehr & Newman, 2000, stress and organization. Edition 2006.

Bennis, W. G., & Thomas, R. J. (2002), the effect of work stress in organizational productivity.
Brown, J. M., & Campbell, E. A. (1990). Sources of occupational stress in the police.
CIPD (2008), Building the business case for managing stress in the workplace.
Fielden, S.L. & Peckar, C.J., 1999. Work stress and hospital doctors: comparative study. Stress
Medicine,
Hans Selye, 2001, the effect of work stress in employee’s health.
http:/www.wikipedia.com/dictionary
John M. Ivancevich & Michael T, 2006, impact of stress on the capacity of employees.
Michael T, 2008, stresses management theory and practice.

Michie, S. (2002) Causes & Management of Stress at Work. An international peer-reviewed journal in
all aspects of occupational & environmental medicine.
Parker, M., & Ettinger, R. H. (2007). Emotion and stress, Understanding Psychology, 2nd Edition,
Redding, Horizon textbook publishing.
Rojas, V. M., & Kleiner, B. H. (2000). The art and science of effective stress management.
Management Research News.
Selamawit, G. A. (2013). Workplace stress and its management.
Stoica, M. & Buicu, F., 2010. Occupational Stress Management.

30
 Appendix
Instruction
Do not write your name and address.
Fill and return all the questions and part of the paper
Circle the letter that explain you the best and that you can believe in:
 Background information
1. Sex: a. male b. female
2. Age: ……………………
3. Status/ level of education………………….

4. Year of experience in this bank…………………

 Questions about the cause, effect, prevention and management of stress
5. What do you think about the main source of stress in your organization?

a. Environmental factors c. Group Stressor

b. Organizational Stressors d. Individual Stressors

e. others pacify __________________________________

6. What cause of stress leads you to stress due to interpersonal relationship?

a. Inconsiderate or unsupportive supervision c. Bullying and harassment

b. Poor relationship with co-workers d. Isolated or solitary work

e. Others, specify_______________________________________

7. What environmental factor mainly forced you to stress? (Select more than one is possible)

a. Economic factors b. Socio-cultural factor c. Political factors

d. Technological factors e. Internal/organizational factors

8. What did you feel/faced when you are being influenced by stress?

31
 a. Distressed and irritability b. Unable to relax and concentrate

c. Physical problems such as, headache, blood pressure and others

d. Have difficulty sleeping

e. Others, specify_____________________________________________.

9. Which effect did you observe in the bank due to the existence of stress?

a. Increasing absenteeism c. Increasing employees turn over

b. Decreasing commitment to work d. Increasing complaints from customers

e. Others, specify___________________________________________

10. What method/way do you experienced or used to manage work stress? (Select more than
one is possible)

a. Taking stress management training b. Work redesign

c. Well-designed work schedule

d. Good communication with supervisors/ managers and others

e. Others, specify___________________________________________.

11. How to stress is manage in the organization?

a. individual level b. Organizational level

c. Others specify___________________________________________.

12. What looks like your relationship with your manager?

a. Very bad b. Bad c. Good d. Very good e. excellent

13. Is there any stress exert due to new technology in your organization?

a. Yes b No

32
14. Based on the above question, if you say yes how do you realize

________________________________________________________________________

________________________________________________________________________

15. Do you think that the absence of stress shows effectiveness of the organization?

a. Yes b. No

16. If you say yes in the above question, how do you realize

_______________________________________________________________________

_______________________________________________________________________

17. Do you think that the CBE is paying you enough/fair for your current position?

a. Yes b. No

18. Based on the above question if you say “no” why and how it creates stress

_______________________________________________________________________

_______________________________________________________________________

19. Please list below what you feel are:

(a) The main causes of stress in your work place? _______________________________

33