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 Abstract

The prevailing situation experienced by the workers today is the prevalence of high degree of
pressure in the work environment, and whatever the causes of pressure and its effects is in most
organizations and has become one of the main areas of interest in the study of organizational
behavior fir current research aims to identify these reasons.

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 Introduction

Most people in our time face various kinds of stress, either during work or out of work for reasons
other than work. Work in organizations is a source of pressure felt by workers at various
administrative levels. Many workers experience psychological exhaustion and mental imbalances
and the physical, which affects them, and the level of performance that they do negatively, and
this is why I called attention to this subject, for several reasons, including humanitarian, as the
modern organizations must assume a major social responsibility through dealing with workers in
humanitarian ways and care as human wealth can be done because there is a reason for productivity
because it is due to the physical and psychological health of the worker, and reasons related to
creativity and innovation associated with the ability to take responsibility and the safety of mind
and body. Abu Dhabi Education and Knowledge Authority was selected as a research area.

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The problem
The subject of work pressure is one of the common concerns among doctors, psychologists,
sociology and management. It is an expression of the psychological or physical imbalance within
the individual caused by factors of the external environment or the organization in which it
operates or because of the individual itself, or it is a state of imbalance between the requirements
of the environment or their needs and the ability of the individual to respond to these requirements.
The problem of research is concentrated in the following two questions:
 Is there a relationship between work pressure and performance of the individual and the
education and knowledge?
 Does work pressure affect the performance of the individual and the performance of the
education and knowledge?

Objective and importance

This research aims to identify the nature of the relationship and the impact of this organizational
variable and the performance of the individual and organizations. The importance of research
comes from the variable of work pressure and its impact on the performance of the individual and
then the body of education and knowledge.

Assumptions
There is a significant relationship and influence to the work pressure on the performance of the
individual and then the performance in the organization, this hypothesis stems from the following
hypotheses:
 There is a significant relationship between the pressure of work and the performance of the
individual in the education and knowledge.
 Work pressure affects the performance of the individual and thus the performance of the
education and knowledge.

Organization

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Represents the employees of the scientific departments and the scientific, administrative and
financial people in Abu Dhabi Education and Knowledge Authority.

Methods of data collection

Relied on the following sources of data access:
 References for the composition of theoretical material.
 Personal interviews with heads of scientific departments and some directors of divisions
and units.

The Discussion

Concept of work pressure and perception

In order to clarify the work pressure and its impact on performance, especially the organization in
general, it must be pointed out that the behavior in the organization is the outcome of the interaction
of three independent systems is the personal system, which produces the pattern of behavior, social
behavior, and the technological system. The roles in the organization get the interaction of the
personal system with the social, and the behavior consists of the interaction of the social system
with technology, while the work in the organization is the outcome of the interaction of the
personal system with technology, and finally the interaction of the three systems we get the so-
called behavior in the organization. Any behavior of individuals to perform their work is
influenced by several roles within organizational behavior. In addition, as a necessary condition
as long as there is interaction between the above systems in the organization, then will generate a
kind of pressure of work in individuals, that is a relationship will arise between the behavior in the
organization and the pressure resulting from the above interactions, we can define the concept of
work pressure as:
The situation in which the interaction between the working conditions and the personality of the
individual affects his / her psychological and physical state, which leads him to change the pattern
of behavior.
Alternatively, it is a human reaction to the sources of internal and external work pressure.
It is worth mentioning here. Is that the availability of sources of stressors must generate work
pressure, so that does not mean the generation of working pressure for lack of proof. The
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dependence on the perception of the individual who generates the sense of pressure, i.e. the
individual's perception of the availability of sources of pressure is linked to the system cognitive,
cognitive and personal, and ability to adapt, as well as some indicators associated with the situation
or the organizational climate. Individuals can look at the same sources of work pressure with a
different perspective.
One may interpret it as a challenge to their ability to work, while others view it as a threat to work
and then suffer some kind of fear, anxiety, and based on this difference in understanding the
sources of work pressure, the reaction of each person will also vary by choosing a pattern of
behavior different from his behavior (Success in handling and exploiting work pressure for the
benefit of the organization), or negative outcomes (failure to address it and low performance) , The
effect of behavior in general.
Personal variables
Personality:
The concept of personality is as complex as it is, and its researchers have taken it. We find a
combination of concepts, self, and self, which is a sign that man is a complex being and that it is
difficult to know the exact aspects of his behavior. In general, the personality is "the relatively
consistent set of behavioral, intellectual and cognitive characteristics and characteristics that
distinguish one person from another," and "personality" is the influence one leaves on others. "It
is a set of individual traits that are no doubt changing from time to time and developed by genetic
factors and acquired." In general, personality represents a relative pattern that determines the
actions of individuals and their response to the environment in which they live.
Although there are multiple theories that have discussed the meaning of personality, scientists
focus on the importance of biological factors, while another team of scientists believes that there
are no inherited characters, but that the personality is determined by factors gained through dealing
with the environment while a third team sees a compromise position, Emphasizes the existence of
an inherited nucleus of personality, confirmed and crystallized fully by environmental factors
maturation theory. It is the closest to reality now, which was widespread and accepted in the
administrative center. Although they differed from the views of scientists and theorists, they all
tend to subscribe to one thing but to try to simplify the methods of describing the behavioral
patterns of individuals (kinetic, intellectual, poetic) and making them interpretable and predictable,
and to predict the extent of the advancement of jobs and the personality of individuals, by testing

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and predicting their ability to take responsibility and to face the difficulties and pressures of work
to ensure administrative success, as the success of the organization depends on the personal
personality and administrative personality within the administrative position. In other words,
personality cannot be considered in isolation from the administrative environment, because the
personality of the individual takes another phase within it, with its feelings, feelings, emotions,
attitudes, laws and pressures.
In summary, we find that the administrative environment is diverse and multifaceted and requires
a human personality with specific qualities such as intelligence, alertness, tact, speed of axiom,
logic, balance, dream, patience, wisdom, calm, attention, initiative, realism, ability to adapt,
Persuasion and influence on others, social, faith, justice, challenge, honesty, rigor, sublimation,
elevation, selflessness.

Perception:
Is the process of receiving external stimuli and interpreting them by the individual as a prelude to
translating them into a deliberate response (behavior). Alternatively, is the mentality of testing,
organizing and interpreting the information received into the mind from the environment
surrounding the individual through the senses he possesses and based on his knowledge and
experience stored in his memory? From the above, we understand that perception from the
management point of view is based on attention and perception of individuals and attitudes.
Reverse - response and reaction in the form of movements and actions explicit or implicit are the
cues to the perception.
The correct cognitive process of variables that enable the individual to understand his role in the
organization and then his full control over any situation of crisis or pressure may be exposed to
turn it into a positive position from which to pursue the interests of the interests of the organization
in the end. It remains to be noted that cognition is influenced by two sets of factors, the first of
which is the perceived individual - the quality of the views and attitudes of the individual about
environmental variables, his needs and motives, socialization, individual values, initial
expectations of the individual, vigilance of the individual, the attraction of the conscious thing.
Dynamism - the size of the thing and its impact on the perceiving individual - the repetition of the
thing, as the individual is aware of the thing that is constantly repeated - evolution, because the
awareness is active in the renewal and development of things.

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All of these factors work together as an inherent immunity for the individual within the
organization to enable him to confront and confront pressure situations of all types in a timely
manner in order to avoid the aggravation of the situation and its stalemate, which constitutes an
obstacle to reach the desired ends.

Adaptation:
Adaptation is the ability to balance the individual, his organization or his environment, or between
the processes and psychological functions of the individual resulting from reducing or eliminating
anxiety and tension resulting from motivation without falling into conflict. The ability to adapt is
a behavior by which the individual tries to overcome the difficulties of achieving motivation or
need.
In addition, the management of the organization can play a role in restoring the state of balance to
the individual through the system of motivation and different administrative leadership methods.
Because adapting depends on the degree of saturation of motives as the organization if it wanted
to reach the individual to the state of saturation to understand the motives and analyze the needs
and degree of importance to him, and requires this process of saturation using the available means
that are consistent with what is published in the environment and the cultural framework
experienced by the individual. Therefore, any imbalance in achieving the state of balance will
certainly generate a kind of frustration and then the psychological pressure that is reflected on the
impact of individual performance and then the performance of the organization as a whole.
Role:
The behavior of an individual in the organization is not dependent on the work he performs, nor
on the behavioral situation, but depends on the role that the individual performs (the effectiveness
or behavior pattern required by the individual in charge). The role, however, arises from the
interaction between the systems as mentioned above, which is the foundation element for the
success of the organization, but it depends on the understanding of individuals for their roles. They
are all activities that are performed by a group of employees who interact with others regardless
of their level and location Organizational Chart).

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The individual in an organization performs several roles according to the requirements of the work.
That is, there are a set of elements that contribute to determining its role and expectations in action.
Which includes his expectations for his behavior and the behavior of his bosses and colleagues
and their expectations for his behavior, so the role of the individual is not as easy as some expect.
Rather, it is a complex process that requires skill in determining and drawing the role of the
individual to be able to perform it and not be subject to the pressure of action, which occurs when
a mistake occurs. In role conflict, the situation in which the individual finds himself required to
perform two contradictory roles.
There is a difference in the expectations of several people for the behavior of the individual.
When role requirements include contradictory expectations.
When the expectations of the role conflict with some of the individual's principles and values.
When work requirements are inconsistent with family requirements.
The second error is the role ambiguity (role anbiyntive) and here the role is ambiguous when the
responsibilities of the individual and duties, and expected of his behavior. Ambiguity is associated
with an inverse relation to labor pressure. The high level of clarity in the role of the individual
leads to a reduction in the sense of work pressure, and vice versa also.

Effects and results of work pressure

The authors and researchers agree that a person's intense pressure leads to both negative and
personal effects in both groups:
(Behavioral) such as the tendency of accidents, addiction to the use of painkillers and alcohol,
emotional distancing, excessive eating and smoking, aggressive behavior and nervously laughing.
(Subjective) including anxiety, aggression, apathy, boredom, depression, fatigue, frustration, loss
of nerves and mood, lack of self-esteem and loneliness.
Cognitive inability to make good decisions, poor concentration, short-term attention, excessive
sensitivity to criticism, and mental stimuli.
(Physiological) increased blood glucose, increased heart rate, increased blood pressure, dry mouth,
sweat, high and low body temperature.
(Organizational) such as absence, turnover, low productivity, isolation from colleagues, job
dissatisfaction, low employee commitment and loyalty.

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Characteristics of the Organization:
The characteristics of the status of the organization is one of the direct sources of work pressure
through its concept that it is all the values prevailing in the organization and its implications for
the behavior of individuals administratively on the one hand and on the cognitive and personal
concepts on the other hand, on the organizational facts such as organizational structure, work,
participation in decision making, work technology, communication style. These facts are supposed
to have a kind of relative stability to be understood and interact with individuals and reflected on
their direction and behavior, which either lead to driving motivation or reduce performance rates,
then regulatory climate. This is reflected in the situation of the generation of pressure through the
emergence of a type of incompatibility or incompatibility between the possibilities and
requirements. Sometimes the functional requirements exceed the possibilities of the individual or
that the possibilities of work do not suit the needs of the individual and its motives, Incompatibility
(French theory) between the possibilities of the individual and the requirements of the work or the
needs of the individual and the nature of work and its conditions.
The lack of clarity or lack of regulatory environment is a breeding ground for work pressure
because of the difficulty of how the performance of the work by individuals. Whatever the nature
of the organization and the individuals working in it, the premise is that both parties seek to reach
a working environment that is characterized by a good organizational environment, by excluding
it and its various elements.
Because it is in the common interest is the performance of good work and the satisfaction of the
individual for the function and the leadership or the dominant leadership model is the main element
of the nature of the regulatory climate, if the leadership pattern is authoritarian and centralized, it
will lead to an unhealthy regulatory environment for individuals as determined by their initiatives
and their participation in dealing with the administrative problems because they know that their
decisions or performance is worthless, which is reversed in the event that the leader in the
organization is a democratic listen to others and encourage them to submit their ideas, it will create
a healthy regulatory environment most often and increases the confidence of individuals
themselves and more belonging to the organization and high performance in which rates.

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Besides on the one hand, allowing people to participate in decision-making, it is a source of moral
support for them as they feel their humanity and their value and make them diligent in putting
ideas that contribute to improving methods of work, for example, which removes all signs of crisis
or pressure in the field indirectly and believes more of harmony in the working atmosphere. This
is because the source of some work pressure is the dissatisfaction of working individuals. As for
the quality of the work, it means that the work is not routine and it is an area of innovation, as
routine non-renewable work will lose the individual sense of the importance of the role and the
lack of incentive to improve performance with all the appreciation of the workers routine.
With regard to the performance appraisal system adopted by the organization, the more the system
is based on objective criteria and principles, the individuals are assured that their achievement of
what is required of them will receive the satisfaction of management. Moreover, lessens their
frustrations, otherwise, if the evaluation system is based on subjective and subjective criteria, it
will certainly be a source of frustration for the staff of the organization.
At the level of dealing and relations in work, the openness of honesty and honesty between
individuals themselves and between them and the management on the other hand, and the lack of
secrecy of information contributes to increase the satisfaction of workers and raise their morale,
indirectly reducing the cases of absenteeism and migration, which is one manifestation Stress the
work of individuals and then increase performance levels.

Work pressure and individual performance level

Researchers are increasingly concerned about the relationship between work pressure and
performance. Many researchers and writers believe that stress is not all harmful. Some pressures
are moderate, challenging the individual to motivate, and motivate and motivate him to work to
meet the challenge. Moderate pressures help increase and improve Performance level because it
requires the individual to mobilize his energies and effort to meet the requirements of work.
Pressure here is a healthy stimulant that encourages the individual to respond to challenges, and
the performance continues to rise to its peak.

The results:
The information on scientific achievement and scientific title reflected that a majority of the
interviewers of the research obtained a master's degree and that their scientific title is divided

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between a teacher and an assistant professor. The presence of this percentage reflects the direction
of the technical education organization to benefit from the holders of higher degrees to be heads
of departments to benefit from the experience and competence that Which are supposed to have a
clear impact on the management of work pressure does not affect the performance of individuals
and organizations.
The results showed that the rate of service of the heads of departments in the current position is
equivalent to (10) years, which constitute about two-thirds of the members of the interviewers of
the research, that such a period means the heads of departments have the experience and know-
how that enables them to deal with work pressure Which is detrimental to performance for the
individual or organization.
Characteristic: The responses of the interviewers indicated that there is a significant correlation
between the importance of the components of this variable. It confirms that the genetic factors
have a great influence on determining the personality of the individual to influence the sensory,
mental and behavioral characteristics. As a result, people differ in their personalities,
characteristics, characteristics and tendencies. Then the extent of their ability to pressure and
adapting them to these pressures, and reflected the answers need to possess the individual or the
need for the individual feeling of his ability to control the things and events and act wisely and
mature and how he felt able to be efficient and effective affects the individual's ability to pressure
with him.
Cognition: In the light of the correlative relationships that resulted from the responses of the
research interviewers, the results of the cognitive variable reflect the need for individuals in the
organizations to have a broad cognitive system that enables them to cope with the work pressure.
The responses also confirm that the organization is able to expand the awareness of the individuals
working towards it.
The ability to adapt: The results of the analysis of the responses of the interviewers indicated that
there were relatively significant correlations, and after the responses of the elements of the adaptive
capacity variable were statistically calculated. These results explain the need for the organization
to train its employees on the ability to adapt to affect the level of performance directly. On the
other hand, the results reflected the need to provide efficient training programs to enable the
participants to avoid the pressures of work and treatment by different means, whether individual
or regulatory pressure.

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Role: In the light of the correlative relationships that resulted from the responses of the
interviewers, the results of the role variable reflect the need for the senior management to prepare
and qualify the associates in a manner that is consistent with the type of role played by individuals
in the organization to be able to cope with the so-called work pressure, for individuals to join in,
creating creativity and innovation and reducing work pressure.
The responses of the interviewers indicated that there are significant correlations between the
factors of organizational variables such as leadership and methods, participation in decision-
making, quality of work, communication, performance appraisal system used in the organization,
existing social relations, training and motivation. The decision-making process is in the hands of
the senior management, and the results reflected the need for the participation of the members in
the decisions of the performance of the section in which they work and listen to their views, which
contributes to reducing their work pressure and raise their performance rates, the results of the
analysis showed that there are relatively different correlations between the elements of the stimulus
variable. These responses attempted to express a request for a suitable incentive to create objective
competition, and to implement a relatively stable performance evaluation system that is
appropriate to all the circumstances surrounding the individual. They have a direct impact on the
level of morale of the working individuals, which makes them face a certain pressure with the
work that certainly generates low levels of performance, and stressed the need to have the
evaluation system currently adopted a state of balance between personal goals and organizational
objectives to give working individuals the ability to handle and reduce work pressure.
The results of the analysis reflected the need to activate human relations and strengthen their links
among the members to enhance the state of cooperation among them and to achieve work pressure
and improve performance, either in terms of training. The results of the research interviewers
showed that there is an urgent need for the organization to provide efficient training programs
Change, and gain self-culture, and experience on how to deal with change and with work pressure
and achievement.

Recommendations & Conclusion:

The personality is a very important variable in the face of pressure at work or at the personal level.
There are two kinds of personality. The first type is the dynamic, serious and committed
personality that wants to work hard and constantly feels the lack of patience. The second type is

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the personality that is characterized by calmness, patience, consistency, and balance of mood and
less prone to pressure.
That there is a certain harmony in the views of the research interviewers towards the contents of
the variable perception, indicating that the individuals in the organization have a cognitive system
varies from one individual to another, thus affecting the ability to face the pressure of work.
That the individuals in the organization and by more than half deal with the pressure of work or
individual pressure in different ways they had learned from their personal culture and need to
develop more to meet the challenges of the current time and environmental developments in both
quantitative and qualitative.
That individuals suffer from a weak clarity of the role on the one hand and weak commitment to
their roles on the other hand, which puts them in a face of certain with the pressures of work and
reduce the level of performance.
There is a central role in the decision-making process, which is the responsibility of the senior
management. The members of the department face difficulties in participating in these decisions.
This contributes to the creation of conflict situations leading to work pressure as well as to the
variable of motivation. A number of opinions expressed their opinion regarding this variable,
which does not create objective competition, and the objective weakness of the system, which is
not suited to the conditions surrounding the workers and the size of the role assigned to them. This
variable has a direct impact on the morale of the individual, which makes them face a certain E
with work pressure that certainly generates low levels of performance.
The need to activate human relations and strengthen the ties between the members to strengthen
the state of cooperation among them and reduce the pressure of work and improve performance.
With regard to the training variable, it was found that there is an urgent need for the organization
to provide efficient training programs that gain individuals the skills to deal with change and gain
their own culture, experience on how to deal with change and with work pressure and mitigation.
The currently needs to create a balance between personal and organizational goals to give
individuals the ability to handle and reduce work pressure.

Recommendations:
In light of the theoretical concepts discussed on the subject of work pressure on the one hand and
the results of the responses and views on the other hand, and based on the conclusions reached in

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the third, I see the development of a set of recommendations and proposals that they see
appropriate to promote the issue of work pressure and develop how to manage work pressure and
performance improvement in the education and knowledge body as follows:
The organization should develop the personality of the participants and ensure that it has the
appropriate skills and abilities to deal with the pressure of work and reduce it and emphasize the
recruitment of individuals with balanced personalities and mature to be able to behave maturing
roles in the organization wisely and improve the level of organizational performance.
Since studies and research have proven the relationship between work pressure and performance,
and the current study has found that there is some sort of shortcomings in the cognitive process in
dealing with stress work, so we recommend the importance of providing training programs that
contribute to the development of the cognitive system owned by individuals to be able to cope
with work pressures.
It is recommended that the role of the organization be strengthened in training the participants in
how to deal with the changes and provide efficient training programs that qualify individuals to
possess the skills to deal with change and adapt to it so as not to generate pressure to work and
does not affect the performance levels.
Aerobics: Experiments have shown that people who practice some kind of sport like walking,
swimming are less susceptible to stress or stress.
Relaxation: low heart rate, blood pressure, slow breathing and a quiet place.
Meditation: In which the muscles and autonomic nervous system are relaxed, the mind is emptied
away from thinking of the outside world.
Self-control: In this way, the individual controls things or things that precede and follow the
behavior.
Cognitive reconstruction: Encourage the individual to believe that his intermittent failure should
not mean to him that he is a failed or bad person.
Network of relationships: by encouraging the individual to join the various groups and closer ties
of friendship, and relations between him and his colleagues at work and others out of work,
providing social support for him.
The need to analyze the roles of individuals and clarify them so that each individual understands
his responsibilities and powers and helps to avoid conflict and conflict in roles, as well as the
design of the business and provide opportunities for progress, with the need to pay attention to

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planning and develop the career paths of individuals, including each individual or associate degree
and career path.
The Abu Dhabi Education and Knowledge Authority is working to develop the leadership
capabilities of its employees in order to ensure that it avoids the unilateral and central approach in
the leadership process and to develop the method of collective participation in leadership work
and management of the scientific department. Performance levels. Since the current study has
concluded that there is some kind of inadequacy in dealing with the incentive process, I
recommend that objective principles be adopted in the incentive system to include all the
participants, creating an enthusiasm for coping with pressure at work and improving tweak
performance. It was also recommended to expand the participation base for all the participants in
the implementation of the standards of implementation and performance standards and agreed to
the implementation of the principle of the distribution of roles and clearly according to the situation
of the agreement and commitment and take responsibility for the implementation assigned to them
away from the atmosphere of pressure and tension and raise the level of performance in the
scientific section. It was noted that the level of relations between the members and the heads of
departments is generally average.
Working to deepen the state of harmony and understanding among the members themselves and
the heads of departments and deepen the humanitarian links between them to strengthen and
document the degrees of cooperation so that the situations of pressure in the work can be addressed
in a way that exceeds the previous and thus improve performance levels. Moreover, related sub-
centers to collect information, which constitutes a database and information needed for the
assessment process in the quantity and quality required in a timely manner. These centers become
repositories of information available to those making the decision to ensure that information is
maintained and updated continuously.

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 Conclusion

It is clear from the above that the subject of work pressure has become a subject of recent
consideration and directly affecting individual and organizational performance due to the
increasing reasons that cause this issue, whether personal or organizational reasons, and the
pressures that people face are often the result of the interaction of many factors and influences.
Note that pressures are not necessarily all harmful and negative to the individual or organization.
Indeed, some writers and researchers urge that the individual be subjected to some pressure to
generate a kind of challenge that gives him the enthusiasm, motivation and activity to confront,
but the excessive and excessive pressure on the individual's ability to bear leads to many harmful
and negative consequences for the individual and the organization.
In order to reach the goals of this research, a set of variables related to the individual, such as
personality, cognition, adaptability, role, and variables related to the organizational climate have
been based on the leadership approach, incentive system, human and functional relations,
responsibility, performance appraisal system and information of the interview questions that were
prepared for this purpose were used to identify the views of the interviewers and their suggestions
regarding the work pressure and its impact on performance. It has been concluded that there is a
role for genetic and environmental factors in the formation of the personality affecting the pressure
of work, and the cognitive process of the individual is not strong, which enables him to face the
pressure at work, which makes him weak ability to cope with changes and adaptation, The system
of incentives used requires more objectivity, and the performance appraisal system is still unstable
and does not fit the difficult reality of the individual in the organization and has also come to
provide recommendation they see it as appropriate to face pressure in the work of educational
organizations to raise the level of performance in the future, including the development of personal
characteristics of the participants and make them have greater skills in the face of pressures, both
at the individual level, such as exercise, relaxation meditation, self-control behavior, cognitive
reconstruction, or at the working level in the organization through redesigning the work,
cooperation with others, efficiency in establishing good relations, prioritizing work.

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Interview Questions:
Does genetic factors have a significant impact on determining the personality of the individual for
their impact on sensory, mental and behavioral characteristics?
Is the mature behavior of the individual about his role in the education and knowledge body
improves the level of his organizational performance?
Do you take responsibility and act wisely to enable an individual to cope with pressure at work?
Is the character of the individual formed by social factors and surrounding environmental factors?
Individuals in the education and knowledge system have a broad cognitive system that enables
them to cope with work pressure?
Is the education and knowledge body able to expand the perception of the people working in it
towards the pressure of work?
Does the Education and Knowledge Authority contribute to the training of its staff to adapt to a
level that directly affects performance?
Do employees in the Education and Knowledge Council have a distinct ability to adapt to the new
reality, so they face strong work pressure?
Is the clarity of the role played by individuals in the organization away from the pressure of work?
Is the commitment to role-playing by employees creates creativity and reduces work pressure?
Does it require a strategic decision when all employees are encouraged to participate in its industry
and adoption?
Is the system of performance currently adopted contributes to raising the morale of the worlds?
Is the current performance system contributing to the creation of complacency and reducing work
pressure?
Does performance appraisal process contributes to the development of individual capabilities
towards the best performance levels?
Is the level of performance of individuals affected by the quality of work assigned to them?
Are individuals encouraged to cope with work pressure through different motivational practices?
Are existing social and functional relationships encouraging pressure relief and improved
performance?
Do individuals in the education and knowledge body need skill and self-culture expertise to deal
with and reduce work pressure?

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Does the Education and Knowledge Authority provide efficient training programs that gain
individuals the skills to deal with change, thereby reducing work pressure?
Does the currently contribute to creating a state of compatibility between the individual goals of
the individual to keep them away from work pressure?

References:

Ellen Leger (1996). Mature Students' Perception of Stress on Returning to Learn;

http://etheses.whiterose.ac.uk/420/1/uk_bl_ethos_369198.pdf
Smith, A. (2001), Perceptions of stress at work. Human Resource Management Journal, 11: 74–
86. doi:10.1111/j.1748-8583.2001.tb00052.x
Laura Thomas (2017). Perceptions of Work Stress among Employees: A Qualitative Study;
http://essay.utwente.nl/73200/1/Thomas_MA_BMS.pdf

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