PSY611: Work and Well-being Report on Vocus Group's Challenges

This report, focusing on PSY611 and the Vocus Group, delves into the critical issues of work and well-being within a telecommunications company experiencing significant organizational changes. The report examines the impact of employee terminations, increased workloads, and management style on employee stress, job satisfaction, and overall well-being. It identifies key sources of stress, including workload, job insecurity, management style, minimal support, work-life balance issues, organizational change, and lack of feedback. The report analyzes how these stressors affect employee engagement, satisfaction, and retention. Furthermore, it proposes recommendations for leaders to manage stress within their teams, supported by a literature review and empirical research, while also discussing strategies to avoid. The report concludes with a critique of the limitations and a comprehensive overview of the findings, offering valuable insights into improving workplace well-being and addressing the challenges faced by the Vocus Group.

PSY611 Work and Well-being

Table of Contents
INTRODUCTION ..........................................................................................................................3
Overview.....................................................................................................................................3
Statement of issue and problem .................................................................................................3
Key components of solution........................................................................................................5
Critique........................................................................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6
APPENDICES.................................................................................................................................7

INTRODUCTION
Overview
Vocus group is a large telecommunication company having about 4000 employees along
with 4000 contractors. A company runs two call centre for 24 hours a day one call centre is for
retail sales and other is for technical support. The company had make changes in to organisation
structure a year ago as a part of the process a company has terminated about 1000 employees
which has causes a burden on other employees who are left in the organisation. Also the senior
manager of the organisation who has made changes left the organisation after three month which
has created more difficulty for an organisation to implement this strategies.
The new managers who came to an organisation made changes as per the views which
afterwards creates a problems for a company. The employees of an organisation not easily get
adjusted in the new environment which impacts their performance also. As Vocus group the
employees which has been left is now suffering from increased work pressure which does not
impact their performance but it also affects their mental and physical health.
Statement of issue and problem
Sources of stress for employee
There are various sources of stress for the employees of Vocus Group that can affect the
employees satisfaction, performance and productivity. They are as follows:-
Workload:- This is one of the most obvious cause of stress at the workplace. As 1000
employees have been terminated from Vocus Group, the work pressure is now on the remaining
employees. The pressure from superiors that they want large amount of work completed in a
shorter span or can be said before deadline. High expectation and high workload imbalances the
performance and satisfaction of the employees and can even cause higher retention rate.
Job Insecurity:- This is one of the major factors for stress. Employees of Vocus Group
are insecure about their jobs as 1000 employees were terminated without any notice, so now the
remaining employees of the company have the fear of losing their jobs. Job insecurity cause
dissatisfaction among employees and they may possibly leave the organisation and join another.
If the employees are insecure about their jobs that will directly affect their performance and
productivity.

Management Style:- Changes in management can be a factor for stress at the
organisation. There is mismanagement in Vocus Group as there is poor communication and
employees are not included in decision making process, in this way the workers don't feel
supportive, lack motivation and trust on their superiors. This can lead to dissatisfied employee
with low morale. This can even lead a way to conflicts and disputes in the organisation.
Minimal Support:- It is important for the employees to know that they totally supported
by the superiors. In Vocus Group, this can be issue for stress in employees as the management
doesn't support the decisions of the workers and this can lead to frustration in employees and can
lead to high employee turnover. It leads to arguments in between employee and organisation.
Work- Life Balance Issues:- This can be source of stress for the employees at Vocus
Group as they have facing excessive work pressure that will lead to work like imbalances as the
employees have to work overtime to finish the work that too without any extra pay. So this is
very disappointing for the employees. This type of stress can affect the individual emotionally
and physically.
Organisational Change:- Organisational change impact employees in a different
manner. The whole structure of Vocus Group would be changed after the termination of the
employees. Hierarchy of positions will be changed and it is not necessary that everyone feel
comfortable around everyone. Immediate termination has change the policy, procedure and
culture of Vocus Group.
No Feedbacks:- It is a possibility that the management doesn't provide with feedbacks to
the employees about their work. This will cause stress as employees have no idea how they
perform. Employees want to know that how they are performing or whether they are up-to the
standards or not. In Vocus Group employee can have this issue that can be developed as stress in
the employees.
How stress impacting their engagement, satisfaction and retention
The absence of proper management within an organisation creates a high level of stress
among employees. Termination of employees has created a stressful work environment in a
workplace which has affected employees performance. An employees who are currently engaged
with an organisation feels emotionally and physically exhausted which results in low level of
employee engagement and results in increase in employees presentism in work place. The
increase in work load results in stress among employees. As per the views of various authors

who have conducted study in this field holds the view that employee engagement is highly
effected by resources available to employees. Also if the job demands failed to be achieved by
employees than it affects it creates stress among employees. Similar things are happening with
the employees of Vocus group.
Job satisfaction generally means that how much people feel comfortable with their job or
positive with their job. Low job satisfaction causes the decrease in employee production and can
also leads to absenteeism. The high workload in an organisation due to lack of human resource
and heavy workload has causes an increase in stress level of employees. The mangers of a Vocus
group is also feeling stressed as it has become hard for them to manage the work with fewer
employees. Many of the employees has reported that they will left job within next 1 year which
clearly shows that employees are not satisfied with their job due to increase of work burden.
Key components of solution
Literature review (solution)
Recommendation to leaders to manage stress of their teams
Discussion
Rationale for each strategy
Strategies which should not be used and why.
Evidence that rationale is based on empirical research
Critique
cautions
limitations
Points
CONCLUSION

REFERENCES

APPENDICES