EFFECT OF ORGANIZATIONAL STRESS ON EMPLOYEE JOB PERFOMANCE (A STUDY OF FIRST BANK PLC)

Stress at work is a relatively new phenomenon of modern lifestyles. It is an unavoidable consequence of contemporary living. The nature of work has gone through drastic changes over the last century, and it is still changing at a whirlwind speed. They have touched almost all professions, from an artist to a surgeon or a commercial pilot to a sales executive. With change comes stress, inevitably. In most cases, job stress is attributable to negative situations such as a formal reprimand by one superior for poor performance. The objectives of this study are: to investigate the effect of workplace stress on employees' job performance in First bank, to examine the nature of workplace stress faced by Nigerian Bankers, to identify the factors that are responsible for job stress for Nigerian bankers and to ascertain the strategies for dealing with job stress among Nigerian bankers. The questionnaire was used to gather responses from the respondents which was advised while using SPSS software, hypotheses were also tested using the same software. After data generated from the questionnaire administration, this study reveals that workload, pressure and over-expectancy from the management of an organization are the major causes of workplace stress: supervisory activities, training, incentives and promotion remedy workplace stress in every organization. Based on the findings of this study, the following recommendations were made: Since the job-related stress from lack of support from supervisors in tough times and workload conflict was high among workers, the Bank administration should pay attention to solving these issues. Lack of resources such as inadequate staff and lack of equipment must be advocated by the heads of the department or sections for the benefit of the staff Performance is hindered by stress because the individual faces signals of stress which affects their productivity. Therefore, increasing formal organizational communication with employees reduces stress by lessening role ambiguity. Open communication has the advantage of resolving conflicts between supervisors and subordinates. Lack of effective communication could cause unresolved conflicts that increase stress levels. Support from supervisors and colleagues is a major factor in reducing stress. Supervisors need to recognize the good work and outstanding contributions of employees in challenging times to keep them motivated. Promoting a culture of support will set the example and it will make them realize that co-worker support is very important. Correct stress. management should be incorporated into the fabric of the Bank administration to improve the health of workers and intrapersonal relationships. An individual needs to maintain a good level of personal health. The prevention and management of workplace stress requires organizational level interventions because it is often the organizations that create the stress. A culture of openness and understanding, rather than of criticism, is essential.