Organizational Psychology: Stress and Performance in Singapore Report

This report delves into organizational psychology within the context of Singaporean companies, focusing on enhancing employee performance and promoting workplace wellbeing. Part 1 explores the significance of line managers, HR practices, and effective team building, emphasizing the i...Read More

Running head: ORGANIZATIONAL PSYCHOLOGY
Organizational Psychology
Name of Student
Name of University
Author Note

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Table of Contents
Part 1................................................................................................................................................2
Introduction......................................................................................................................................2
Conclusion.......................................................................................................................................3
Part 2................................................................................................................................................4
Introduction......................................................................................................................................4
Possible stressors faced by the finance executives in SS PE Ltd.................................................4
Strategies of reducing stress for finance executives in SS PE Ltd...............................................6
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

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Part 1
Introduction
The essay is mainly based on the country Singapore. It is focusing on how the companies in
Singapore can be able to enhance the performance of the employees. It should be describing that
how the performance enhancement of the employees in Singaporean companies could promote
their wellbeing at the workplace.
The article written by Farndale & Kelliher, (2013) shows that the line managers play a pivotal
role in implementing performance appraisal for the employees as they were implementing the
HR regulations for providing justice and fair treatment for the staffs working in organizations. It
is seen that the line manager is constrained by the broader organizational climate. It is seen that
in most of the Singapore companies, here is high level of trust and confidence is seen for the
employees towards the line manager and the senior management. This is actually important in
enhancing the commitment of the employees towards the workplace they are employed in. It is
seen that there is a strong relation between the line manager and the organizational commitment
of the staffs.
The article stated by Ryan & Tippins, (2004) there is a certain misconception for the HR
managers regarding the selection of the staffs in workplace. The HR managers always in
confusion regarding the type of selection tool they should be using it for the selection of the
employees in organizations. They also found it difficult to evaluate that how the recruitment
strategies function for the performance enhancement of the employees working in Singaporean
companies. It is also seen that the HR managers also in the dilemma to understand the staffing

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and the recruitment processes which lead to the positive perception of the employees at the
workplace which results in higher commitment levels. The HR managers also want that the
knowledge and skill gaps need to be addressed in a well and coherent manner.
The article written by Richardson & Denton, (2005) states that for enhancing the performance
of the Singaporean companies and for promoting the well being of the employees working in
these companies, there is the need of developing effective teams. The effective teams are useful
in enhancing the performance of the staffs working in these companies. It is seen that the
effective teams are not developed from itself, it should be formed. The effective communication,
the high compensation packages for the tem, the conduction of training and development and the
right selection of team is useful in developing tams which creates high performance at
workplace.
The article stated by Tjosvold, (2008) the development of conflicts could reduce the level of
effectiveness of a team. The conflict need to be managed appropriately in order to enhance the
performance of the team members. The Singaporean companies should be reducing the level of
conflicts among the employees in order to develop effective teams. It is seen that there is a strong
link between competition and conflict. The conflict could be reduced only by analyzing and
evaluating its type and the management could not determine the outcome of the conflict raised.
The development of good relationships and open communication can eliminate the conflicts
resulting in performance enhancement of the employees.
Conclusion
It is concluded that the effective team building is useful in enhancing the performance of the
employees and promote their well being. It is also evident that strong relationships with the team

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members, open communication and analyzing the type and nature of conflicts can help in
providing greater organizational commitment resulting in increased level of performance
(Richardson & Denton, 2005).
Part 2
Introduction
The study is based on how stress has become the dominant factor in reducing the productivity
of the workforce for the Singaporean companies. This is also describing that how stress level will
be enhanced over the next three years for the financial executives of the Singaporean companies.
The study is also reflecting on the possible assumptions and evidence of the different stressors
affecting both the individual and the SS PE Ltd. for the finance executives working in this
company (Mackey, Perrewé & McAllister, 2017). The study should also be focusing on how the
company SS PE Ltd. should be applying strategies or ways in reducing the stress level for their
finance executives in the future. It should also be discussing the possible impacts of high stress
level on the organization as well on the employees working in SS PE Ltd. which based on the
evidence from the stress level of the finance executives working in Singaporean companies.
Possible stressors faced by the finance executives in SS PE Ltd.
The possible stressors involving the organizational and individual faced by the finance
executives working in SS PE Ltd. based on the evidence from the Singaporean companies are
expected below
Organizational Stressors

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Increased Workloads- It is evident from the CFOs of the Singaporean companies that around
56 percent of the employees working in Singaporean firms are affected due to the increased
workloads of the employees (Sbr.com.sg, 2018). There is huge load of work is given to the
Singaporean employees which is increasing frustration for them.
Business Expectations- The increase in business expectations could also enhances the stress
level of the CFOs in the next three years to come (Oei et al, 2013). This is actually reducing the
productivity of the CFOs affecting the overall performance in a greater way.
Shorter Deadlines- It is seen that the finance manager of the SS PE Ltd. will be highlighting
the shorter deadlines as an important factor in enhancing the stress level of the CFOs working in
this company (Nakata, 2012). Based on the evidence from the Singaporean companies, the CFOs
in order to meet the deadlines, the level of quality is reduced which results in declining the
performance level of the company and this will affect the revenue.
Competitive Market- It is seen that in this rapid era of globalization and advancement of
technology, the companies need to compete in the market place in order to hold their top position
(Lovallo, 2015). So it is based on the evidence that the companies working in Singapore are
matched with business excellence and this is possible only when the CFOs could be able to
compete with the CFOs of other companies in Singapore. So as a finance manager for SS PE
Ltd. the finance executives will not be able to cope with the increased competition in this market
for the next three years.
Individual Stressors
Absenteeism- Due to the high levels of stress for the CFOs they are basically remain absent
from their work on a daily basis (Rao & Chandraiah, 2012).

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Health disorders- Due to the high level of stress the CFOs should suffer from prolonged
illness, there might be other health disorders took place which is affecting their social life.
Strategies of reducing stress for finance executives in SS PE Ltd.
Organizational
Feedback Process- It is seen that the CFOs working in Singaporean companies should be
providing their regular feedbacks to the management (Mackey, Perrewé & McAllister, 2017).
This will help in encouraging the CFOs to work in a dedicated way. It is evident that around 55
percent of the CFOs working in Singaporean companies have been adopting this strategy
(Sbr.com.sg, 2018). So the finance manager of SS PE ltd. will recommend that the finance
executives should be monitoring the feedbacks and provide it to the management.
Redesigning of Office- It is evident that 51 percent of the CFOs need that the management
should be redesigning the office work culture and provide them the best of the facilities to cope
with the stress level they are in (Sbr.com.sg, 2018). This will help in enhancing the productivity
level of the CFOS. SO the finance manager of SS PE Ltd. will be recommending this strategy to
be implemented in this company.
Encouraging Social Activities- It is recommended that the finance manager of the SS PE Ld.
Should be encouraging the social team activities to be involved in this company. According to
the report it is evident that around 42 percent of the CFOs working in Singaporean companies
told that they are motivated and encouraged with the social team activities to be performed
(Sbr.com.sg, 2018). This will help in reducing the level of stress. So the finance manager of the
SS PE Ltd. should be telling the finance executives of the company to get much more involved in

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developing and executing social team activities which could involve participation in the games,
cultural events and other social practices like participating in any NGO will help in the reduction
of the level of stress for their employees (Siegrist & Wahrendorf, 2016).
Individual
Flexible working hours- The finance manager of SS PE Ltd. will recommend that the
employees working in their companies need to have flexible working schedules by which they
can be able to reduce the level of stress. This is based on the evidence that more than 55 percent
of the CFOs working in Singaporean companies have agreed that flexible working hours can be
useful in coping with stress (Sbr.com.sg, 2018). So the finance manager of the SS PE Ltd. should
be telling their finance executives to be working in flexible hours or work from their respective
homes if required. This will ultimately help in coping with the high stress level of the finance
executives working in SS PE Ltd (Nakata, 2012).
Conclusion
From the study it is evident that stress is considered as one of the most important and
dominant factor which is affecting the organization as well the individual. It is evident that the
Singaporean companies are mostly affected by the stress level of the CFOs working in the
companies for the next three years to come. It is concluded that the enhanced workloads and
shorter deadlines are considered as the major issues which enhances the stress level of the
finance executives in SS PE Ltd. in future if not recognized early. Hence, the finance manager of
SS PE Ltd needs to make constant efforts and implement innovative strategies for reducing the
level of stress for their finance executives.

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References
Beehr, T. A. (2014). Psychological stress in the workplace (psychology revivals). Routledge.
Farndale, E., & Kelliher, C. (2013). Implementing performance appraisal: Exploring the
employee experience. Human Resource Management, 52(6), 879-897.
Lovallo, W. R. (2015). Stress and health: Biological and psychological interactions. Sage
publications.
Mackey, J. D., Perrewé, P. L., & McAllister, C. P. (2017). Do I fit in? Perceptions of
organizational fit as a resource in the workplace stress process. Group & Organization
Management, 42(4), 455-486.
Nakata, A. (2012). Psychosocial job stress and immunity: a systematic review.
In Psychoneuroimmunology (pp. 39-75). Humana Press, Totowa, NJ.
Oei, T. P., Sawang, S., Goh, Y. W., & Mukhtar, F. (2013). Using the depression anxiety stress
scale 21 (DASS-21) across cultures. International Journal of Psychology, 48(6), 1018-1029.
Rao, J. V., & Chandraiah, K. (2012). Occupational stress, mental health and coping among
information technology professionals. Indian journal of occupational and environmental
medicine, 16(1), 22.
Richardson, P., & Denton, D. K. (2005). How to create a high‐performance team. Human
Resource Development Quarterly, 16(3), 417-423.
Ryan, A. M., & Tippins, N. T. (2004). Attracting and selecting: What psychological research
tells us. Human Resource Management, 43(4), 305-318.

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Sbr.com.sg (2018). Singapore Business Review. Retrieved 4 April 2018, from
http://sbr.com.sg/hr-education/news/top-4-causes-workplace-stress-in-singapore
Siegrist, J., & Wahrendorf, M. (Eds.). (2016). Work stress and health in a globalized economy:
The model of effort-reward imbalance. Springer.
Tjosvold, D. (2008). The conflict‐positive organization: It depends upon us. Journal of
Organizational Behavior, 29(1), 19-28.