BACHELOR OF MANAGEMENT WITH HONOURS

SEPTEMBER/2023

BBSH4103

HAZARD MANAGEMENT

MATRICULATION NO : 870320526634001

IDENTITY CARD NO. : 870320526634

TELEPHONE NO. : 01118528808

E-MAIL : [email protected]

LEARNING CENTRE : BINTULU LEARNING CENTER

CONTENT PAGE

NUMBER

ABSTRACT 3

INTRODUCTION : BINTULU PORT HOLDINGS 3-4

CAUSES OF WORK-RELATED STRESS IN BINTULU PORT SAMALAJU

1. Excessive workload

2. Lack of control 4-6

3. Poor support and communication

4. Workplace conflict and bullying

CONSEQUENCES OF WORK-RELATED STRESS IN BINTULU PORT

SAMALAJU

1. Decreased productivity

2. Increased absenteeism 6-8

3. High turnover rates

4. Decline in mental and physical health

RECOMMENDATION ON HOW TO REDUCE WORK-RELATED STRESS

1. Foster a supportive work environment

2. Clarify job roles and expectations

3. Encourage work-life balance 8 - 11

4. Provide stress management resources

CONCLUSION 11

REFERENCES 12

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 ABSTRACT

Work-related stress is the physical, mental, and emotional strain experienced by individuals

in response to the demands and pressures of their job. This can manifest as feeling overwhelmed,

anxious, or unable to cope with the responsibilities and expectations of their work. It's important for

employers to be aware of these potential stressors and take steps to mitigate them in order to create

a healthier and more productive work environment. This can include promoting work-life balance,

fostering positive interpersonal relationships, providing resources for managing workload, and

creating a supportive and inclusive organizational culture. Although there have been many names for

employee stress proposed over the years, occupational stress, also known as work place stress, is the

most widely used term. Its definition has also evolved over time. It was initially believed to be a

reference to the pressure that a worker experiences from their employer.

BINTULU PORT HOLDINGS

Sarawak, Bintulu Port was erected to serve the expanding artificial exertion in the area. The

Sarawak Corridor of Renewable Energy (SCORE) action, a profitable development programme

designed to accelerate the growth of crucial diligence in the state, includes the development of the

harborage at Samalaju. The location of Bintulu Port is in Samalaju, Sarawak, Malaysia. It is one of the

main ports in East Malaysia and a deepwater port. The majority of the industries served by Bintulu

Port are found in the Samalaju Industrial Park, home to the largest producers of steel, aluminium,

and petrochemicals in the state. Because of its closeness to natural resources like natural gas,

Samalaju is a strategically important location for industries. The port is equipped to handle bulk,

breakbulk, and containerized cargo, among other kinds of cargo. Additionally, it has facilities for

handling liquid cargo, such as LNG (liquefied natural gas) and petrochemicals. The area's resource-

and energy- grounded diligence have served greatly from the harborage's operation by the Bintulu

Port Authority. This covers the operation of different kinds of weight, including dry bulk, LNG, and

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containerized particulars. Overall, the Bintulu Port in Samalaju has played a pivotal part in easing

trade, promoting artificial growth, and supporting the profitable development of Sarawak and

Malaysia as a whole. The core business of Bintulu Port in Samalaju is the handling and management

of various types of cargo, including bulk, breakbulk, and containerized cargo. The port serves as a

vital hub for the industries located in the Samalaju Industrial Park, facilitating the import of raw

materials and export of finished products. In addition to cargo handling, the port provides ancillary

services such as warehousing, logistics, and support services to the industries in the Samalaju

Industrial Park, further enhancing its core business offerings. Overall, Bintulu Port in Samalaju plays a

critical role in facilitating trade, supporting industrial operations, and contributing to the economic

development of the region.

CAUSES OF WORK-RELATED STRESS IN BINTULU PORT SAMALAJU

Stress referred to a situation of too many loads and inadequate resources to meet them such

as time, money, and energy, involved diversity of harms that lead to approaches of overload. While

pressure is a state in which people identify that something at stake is reliant on the result of their

performance (Morin, 2015). Work- related stress is the response people may have when presented

with work demands and pressures that aren't matched to their knowledge and capacities and which

challenge their capability to manage. Addressing these causes of work-related stress can help

organizations create a healthier and more productive work environment for their employees.

1. Excessive workload: Employees may experience stress when they are expected to handle an

unmanageable amount of work within a limited timeframe. For example, a software developer may

feel overwhelmed when faced with multiple complex projects and tight deadlines, leading to

increased stress levels. Some cases, the employees are forced to work by the upper managerial

where they require their team members to take on additional work and projects without any relief

from their existing workload. According to K.P. Mani,Dr.R. Sritharan and Dr.R. Gayatri( 2014), stress

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 regularly contributes collapse, threat of accidents and illness like hyperactive pressure, coronary

heart complaint and severe depression to the workers which will leads them to witness poor

quality of performance, lower job satisfaction, high development and increased work absence or

lack of attention on the job (Mani, Sritharan, & Gayatri, 2014)

2. Lack of control: When employees feel they have little or no control over their work or

decision-making, it can contribute to stress. Lack of control on work-related stress in an organization

can have several negative impacts on employees' well-being and overall productivity. Lack of control

conflict generally occurs when there are too numerous demands requested from guests, associates

or a director at the same time and the hand cannot fulfil all of them (Yesiltas, 2014). For instance, a

call center agent who has minimal autonomy in handling customer complaints and is constantly

micromanaged by their supervisor may experience work-related stress. When employees feel they

have no control over decisions that affect their work, it can lead to feelings of disempowerment and

frustration. This lack of control can contribute to stress and dissatisfaction among employees.

3. Poor support and communication: According to Sanchez & Guo (2005), Communication is

abecedarian and vital to all executive functions and communication is a means of transmitting

information and making oneself understood by another or others. Poor support and communication

regarding work-related stress in an organization can have far-reaching negative consequences.

Inadequate support from managers, lack of feedback, and overall poor communication within the

organization can create stress. For example, a marketing team that does not receive clear direction or

feedback from their supervisors may feel uncertain and stressed about their performance and goals.

If there is a lack of open communication and understanding around mental health in the workplace,

employees may feel reluctant to seek help or disclose their stress-related issues. This can perpetuate

a culture of stigma and silence surrounding mental health, leading to further isolation and distress

for employees.

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4. Workplace conflict and bullying: Workplace conflict and bullying can significantly contribute

to work-related stress in an organization, leading to a range of negative outcomes for employees and

the overall work environment. Interpersonal issues, conflict, and bullying in the workplace can

significantly contribute to stress. A team member experiencing harassment or bullying from a

colleague or supervisor may feel anxious and stressed, leading to a negative impact on their well-

being and performance. “Bullying involves a desire to hurt hurtful action power imbalance

(generally) repetitious raider and a sense of being oppressed by the victim” (Rigby,2002,p.6). As an

example, an interpersonal conflicts and bullying can create a toxic work environment, leading to

decreased productivity as employees become preoccupied with the conflict or their emotional well-

being is compromised. Other than that, a persistent conflict and bullying in the workplace can lead to

significant emotional distress for employees. This can include feelings of anxiety, anger, frustration,

and even depression, all of which contribute to increased stress levels.

CONSEQUENCES OF WORK-RELATED STRESS IN BINTULU PORT SAMALAJU

It is crucial for organizations to recognize the consequences of work-related stress and take

proactive measures to mitigate its impact on employees and the overall workplace environment.

Implementing strategies such as stress management programs, promoting a healthy work-life

balance, and fostering a supportive and inclusive workplace culture can help address these

consequences and promote employee well-being. Aversive or unpleasant emotional states that

employees encounter at work are a cause of occupational stress. Stress, according to Kyriacou and

Sutcliff, is characterised by negative feelings such as tension, frustration, anxiety, anger, and

depression.

1. Decreased productivity: Work-related stress can lead to decreased productivity as

employees may struggle to concentrate and perform their tasks effectively. For example, a

salesperson experiencing high levels of stress may struggle to meet their sales targets, resulting in

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decreased productivity and potentially impacting the organization's overall performance. It can also

cause reduce of focus and engagement that may lead the employees to have difficulty concentrating

on their tasks or becoming less engaged in their work, ultimately leading to decreased productivity.

Work-related stress can lead to decreased focus and attention to detail, resulting in a higher

likelihood of errors and reduced quality of work. This can impact the organization's reputation and

customer satisfaction. Persistent stress can lead to decreased morale and engagement among

employees, affecting their motivation and willingness to contribute to the organization's goals. This

can create a negative work environment and impact overall team dynamics.

2. Increased absenteeism: Employees experiencing work-related stress may be more likely to

take sick days or time off work to cope with their mental and physical health. For instance, a team

member experiencing burnout due to excessive workload may take frequent unplanned leave,

leading to increased absenteeism and disruptions in work. Employees experiencing work-related

stress may be more likely to take sick leave or even leave the organization due to burnout, leading to

higher turnover rates and increased costs associated with recruitment and training. When employees

are stressed and less productive, they may struggle to meet deadlines and complete tasks on time,

potentially causing delays in project delivery and affecting overall project timelines.

3. High turnover rates: Work-related stress can contribute to high turnover rates as employees

may seek alternative employment opportunities to escape the stressful work environment. For

example, if an organization fails to address workplace conflict and bullying, employees may leave the

organization in search of a healthier and less stressful work environment, resulting in high turnover

rates and increased recruitment costs. When employees are stressed and less productive, they may

have limited mental capacity for creative thinking and problem-solving, which can hinder innovation

and the development of new ideas within the organization. High turnover rates can create a sense of

instability and dissatisfaction among remaining employees. High turnover rates can create a sense of

instability and dissatisfaction among remaining employees. Morale may suffer, leading to decreased

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engagement, productivity, and teamwork within the organization. High turnover rates due to work-

related stress may pose challenges in attracting new talent. Prospective employees may be deterred

by the organization's reputation for high turnover, making recruitment more difficult.

4. Decline in mental and physical health: Prolonged work-related stress can have a detrimental

impact on employees' mental and physical health, leading to issues such as anxiety, depression, and

stress-related illnesses. For instance, an employee experiencing chronic work-related stress may

develop symptoms of anxiety and insomnia, impacting their mental and physical well-being and

requiring medical intervention. Employees experiencing mental and physical health issues due to

work-related stress are likely to be less productive. This can lead to missed deadlines, errors, and

decreased overall output, impacting the organization's performance and bottom line. Employees

experiencing stress-related health issues may take more sick days or mental health leave, leading to

increased absenteeism. This can disrupt workflows, negatively impact team dynamics, and require

other employees to take on additional responsibilities. A decline in employee health due to work-

related stress can lead to increased healthcare costs for the organization. This includes expenses

related to medical treatment, employee assistance programs, and wellness initiatives aimed at

addressing stress-related health issues.

RECOMMENDATION ON HOW TO REDUCE WORK-RELATED STRESS

Creating a culture of openness and support around internal health issues in the organization

is not only essential for the well- being of workers but also pivotal for overall productivity and

success. By cultivating a terrain where internal health is prioritized and smirch is cancelled, an

organization can empower their workers to seek help, reduce stress, and promote a positive work-

life balance. In this composition, we will explore crucial strategies to foster a culture of openness and

support for internal health in the organization.

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1. Foster a supportive work environment: Fostering a supportive work environment is essential for

reducing work-related stress and promoting employee well-being. Promote open communication,

encourage teamwork, and provide resources for employees to seek support. Everyone in the

organization should be encourage to be more open, have honest communication between

employees and management. Create opportunities for feedback, discussions, and forums where

employees feel comfortable expressing their concerns and seeking support. Implementing peer

support programs, regular check-ins with managers, and creating a culture that values mental well-

being can help reduce work-related stress. Other than that, employees should also be offer in

wellness initiatives, such as fitness classes, mindfulness workshops, mental health resources, and

stress management training, to support employees' physical and mental well-being. According to

Taylor (2008), also saying that an organization with the ability to create supportive environment at

work most probably highly productive; this relationship leads to creation of committed employees

and reduce the level of interruption of work and other job-related distraction. It is a must to review

and revise organizational policies to promote a healthy work environment, including policies

addressing harassment, discrimination, and accommodations for mental and physical health needs.

By implementing these strategies, organizations can create a culture of support, trust, and well-

being, ultimately reducing work-related stress and fostering a more positive and productive

workplace.

2. Clarify job roles and expectations: In 2009, Asif indicates that hand’s qualification and job fitness

will help workers to reduce job stress. When workers qualified for the job only, they will perform the

job and meet the prospects. The knowledge, chops and station should match toward the jobs.

Unclear job roles and expectations can lead to confusion and uncertainty, which can contribute to

stress, anxiety, and decreased job satisfaction. By providing clear guidelines and expectations,

employees can better understand what is required of them, reducing ambiguity and the potential for

stress. Providing clear job descriptions, setting realistic goals, and ensuring that employees

understand their responsibilities can help alleviate stress and improve job satisfaction. When

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employees know what is expected of them, they can prioritize their tasks more effectively, manage

their time more efficiently, and avoid the stress of feeling overwhelmed by conflicting or unclear

demands. When everyone understands their roles, it can reduce misunderstandings and conflicts,

leading to a more cohesive and supportive work environment. Overall, by clarifying job roles and

expectations, organizations can help employees feel more secure, competent, and empowered in

their roles, leading to a reduction in work-related stress and a more positive work environment.

3. Encourage work-life balance: According to (Li et al., 2020; Keogh et al., 2021), A supportive work

environment helps employees to stay in their organizations for as long as possible. Offering flexible

working arrangements, promote the use of vacation days, and discourage long working hours. By

promoting a healthy work-life balance, employees can manage their stress levels and maintain

overall well-being much better. Employees who are encouraged to prioritize their personal lives

alongside their professional responsibilities are less likely to experience burnout, as they have the

opportunity to recharge and relax outside of work. By promoting that in the organization it helps

achieving a balance between work and personal life allows employees to engage in activities that

promote mental and physical well-being, such as spending time with family, exercising, or pursuing

hobbies. When employees have time to relax and recharge, they are more likely to return to work

with renewed energy and focus, leading to increased productivity and job satisfaction. This can help

to reduce stress and boost overall health. Most important thing is that an organization that prioritize

work-life balance are often viewed more favourably by employees, leading to higher retention rates

and increased loyalty. Employees are more likely to stay with an employer that supports their overall

well-being.

4. Provide stress management resources: Stress management programs can raise awareness about

the causes and effects of stress, helping employees recognize and understand their own stress levels

and triggers. According to Levey (2001), employees can bring skills to a position but there are likely to

be internal, company- or industry-specific activities that will require additional training. For instance,

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if a process requires a new software package it’s unrealistic to expect employees to just figure it out;

they should receive adequate training. As a result, the organization can offer workshops, training, or

access to counselling services to help employees develop stress management techniques and coping

strategies. These programs often provide employees with practical tools and coping strategies to

manage stress, such as mindfulness practices, relaxation techniques, and time management skills.

These also can help employees to be better in handling and mitigate stress in the workplace. Through

stress management programs, employees may have access to support systems, such as counselling

services or peer support groups. Having a supportive network can provide employees with the

resources to address their stress and seek assistance when needed. Effective stress management can

lead to higher productivity and job performance, as employees are better equipped to handle

challenges and pressures in the workplace. These resources can empower employees to better

manage their stress and build resilience in the face of work-related challenges.

CONCLUSION

It can be concluded that work- related stress can be affected by individual and work- related

characteristics which may produce negative impact on job satisfaction and organizational

commitment. Work- related stress can produce negative impact on workers’ health in the form of job

strain and burnout. So, work- related stress becomes a critical factor for any organization that is

committed for the quality invention and workers´ well- being. As a conclusion, to address decreased

productivity due to work-related stress, organizations should implement measures to support

employee well-being, promote a healthy work-life balance, and provide resources for stress

management. This may include offering employee assistance programs, promoting flexible work

arrangements, and fostering a supportive and inclusive work culture. Additionally, providing training

on stress management, resilience, and mental health awareness can help employees better cope

with work-related stress and maintain their productivity levels. By prioritizing the well-being of

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employees, organizations can minimize the impact of work-related stress on productivity and create

a more resilient and effective workforce.

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