Employee motivational strategies and work stress management, a case of Uganda revenue authority (URA)

Abstract

The study aimed at examining the relationship between Employee motivational strategies and work stress management focusing on the Uganda Revenue Authority Head office. The study was guided by the following objectives, objective one to examine the relationship between psychological support and Work Stress Management, objective two to assess the effect of Reward on Work stress management, objective three was to analyze the effect of training on Work Stress management and objective four was to examine the influence of organizational culture on work stress management focusing on Uganda Revenue Authority. The study discovered URA has implemented various initiatives, such as mental health awareness programs, confidential reporting systems, and training for managers. However, professional psychological services are lacking, (Pooled mean: 3.54). URA's reward mechanisms, including recognition, financial and non-financial rewards, and timely promotions, help reduce workplace stress; (Pooled mean: 3.43). Training programs, such as interpersonal skills, stress management, and work-life balance, help minimize conflict-related stress. However, there's room for improvement, especially in supervisory training. (Pooled mean: 3.26). URA's work culture moderately supports stress reduction and psychological safety, with strengths in teamwork, open communication, and psychological safety. However, there's variability in perception, and areas like managerial leadership and stress management practices need improvement. (Pooled mean: 3.25). The study also revealed that, URA has implemented various initiatives to support employee mental health, including emotional support from supervisors, mental health awareness programs, and confidential reporting systems. However, there are areas for improvement, such as providing professional psychological services, ensuring consistent managerial support, and strengthening organizational norms for stress management. The study concluded that URA should start investing in the development of employee management by respecting their rights and appreciating their contributions. Employees should be provided regular breaks with minimal supervision during these times. The study recommended that URA should make interventions like identifying or determining the signs of stress, identifying the possible causes for the signs and developing possible proposed solutions for each sign. These measures allow individuals to build coping skills and develop strategies to develop individualized stress management plans that include eliminating the sources of stress.