Workload in Organizational Institutions

WORKLOAD IN ORGANIZATIONAL INSTITUTIONS In running and moving an institution or organization, it certainly requires adequate resources so that its goals can be achieved, one of which is human resources. Human resources are one of the most important aspects in an institution and organization whose role cannot be replaced. Human resources are said to be important and irreplaceable because humans are the only perfect creatures created by God, who are given common sense, feelings, desires and knowledge which are not possessed by other creatures created by God. On this basis, the role of humans cannot be replaced, even with robots or very sophisticated human engineering results. Human resources in an institution or organization can be said to be the key and milestone in the movement of an institution or organization. This is because managing an institution or organization certainly requires human roles, starting from planning, organizing, implementing, to evaluating. Seeing this, it can be said that human performance is considered very important so that institutions or organizations can move productively and synergize together to achieve goals effectively and efficiently. Employee performance and institutional or organizational productivity are two things that influence each other. When employee performance is good, the productivity of the institution or organization is also good, which will realize the achievement of the institution's or organization's goals optimally, and vice versa. For this reason, employee performance is very important to pay attention to so that the institution or organization can achieve its goals. Employee performance is the achievement obtained by employees from the results of their work when carrying out the tasks and responsibilities given by using their abilities and skills at work. Employee performance is assessed based on several standards that have been set and can be measured qualitatively and quantitatively. This is similar to a quote which reads "Performance is the result of work in terms of quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities given to him" (in Mangkunegara, 2007, p. 67). From this quote, it can be concluded that an employee's performance is also influenced by the workload given to him. Employee performance often experiences increases and decreases. This can be caused by various things, both internal and external factors. As stated by Handoko (2001, p. 193) that there are six factors that influence employee performance, including motivation, job satisfaction, stress levels, work conditions, compensation system, and job design. If one of these six factors is absent or is assessed as lacking by the employee, it will affect the employee's performance. It can also be seen that work stress is one of the factors that can influence employee performance. According to Robbins (2003, p. 376) work stress is a dynamic condition in which an individual is faced with an opportunity, constraint, or demand related to what is desired and the results are perceived as uncertain. Job stress is a feeling of pressure experienced by employees when facing work. Sympton showed work stress, including unstable emotions, feelings of unease, liking to be alone, difficulty sleeping, excessive smoking, anxiety, tension, nervousness, increased blood pressure, and digestive disorders. Judging from this quote, it can be concluded that work stress is a condition where employees feel pressured, which also affects the employee's physical and psychological condition. Work stress can also affect an employee's emotions, thought processes and condition. There are several factors that cause work stress in employees, including the following: a) burden on very difficult work and pressure from leadership attitudes that are very unfair; b) inadequate time and infrastructure; c) conflict between individuals and leaders and work groups; d) very low remuneration; and e) family problems (in Wardani, 2022, pp. 137-146). Judging from the factors that cause work stress above, excessive workload is one of the main factors that can affect employee performance. For this reason, it is very important for institutions or organizations to be able to map or distribute workloads according to the abilities of their employees. A survey conducted by Northwestern National Life among American workers showed that 40% of workers reported experiencing stress at work and a quarter of workers considered their work to be the most important stressor in their lives. The American Institute of Stress states that stress-related illnesses cause economic losses to the United States of more than $100 billion per year (APA, 2012). The National Institute for Occupational Safety and Health (NIOSH) in the United States noted that since the 90s, 80% of all workers' health compensation costs have been spent on workrelated diseases, namely "Stress Related Disorder" (ICD). -9-309) while in the United Kingdom (UK) it was recorded that 71% of managers experienced physical or mental health problems due to work stress and this was also found in Australia. The European Community officially states that stress is the second biggest work-related health problem faced by workers in Europe (in Samura, 2020, p. 53) Based on the data obtained above, the stress experienced has a big influence on a person's life. Even . The American Institute of Stress states that stress-related illnesses have caused economic losses in the United States. But in reality, not all stress is bad for a person's life. Good stress management will have a positive influence on the self. This is in line with the opinion expressed by Baqutayan. According to Baqutayan (2011, p. 178) in reality not all stress is bad for oneself, however, through good self-management stress is considered to have a positive influence on one's well-being. A person's reaction to the stress they experience greatly influences their condition, both in terms of physical health and mental health. For this reason, we should not only know the definition of stress but also understand how to overcome and manage the stress we experience. One thing that can be done is stress management. According to Ivanchevic and Donelly, work stress management is a policy to control and reduce stress. Stress management is the ability to change from stress that has a negative impact to stress that has a positive impact on the employee and ultimately will produce optimal work results (in Putra, 2019, p. 13). Tamher and Noorkasiani (2009, p. 11) also stated that stress management is a way of thinking and reacting that is shown to overcome burdens or painful transactions caused by stress. From this quote, if it is concluded, it can be said that in dealing with stress we must be able to think about how to overcome and control the stress experienced by ourselves so that the stress can be managed so that we can avoid the negative impacts or consequences of the stress. Based on Presidential Regulation Number 62 of 2010, it is explained that the National Population and Family Planning Agency (BKKBN) is a non-ministerial government institution which is subordinate to and responsible to the President through the Minister responsible for the health sector. The BKKBN has the task of carrying out government duties in the field of population control and implementing family planning. The BKKBN consists of the head, main secretary, deputy for population control, deputy for family planning and reproductive health, deputy for family prosperity and family empowerment, deputy for advocacy, mobilization and information, deputy for training, research and development, and the main inspectorate . In Presidential Regulation Number 62 of 2010 Article 3 it is explained that the BKKBN carries out several functions, namely the formulation of national policies in the field of population control and implementation of family planning; establishing norms, standards, procedures and criteria in the field of population control and family planning implementation; implementation of advocacy and coordination in the field of population control and implementation of family planning; organizing communication, information and education in the field of population control and family planning implementation; implementation of monitoring and evaluation in the field of population control and implementation of family planning; guidance, guidance and facilitation in the field of population control and family planning implementation; organizing training, research and development in the field of population control and family planning; coaching and coordinating the implementation of general administrative tasks within the BKKBN; management of state property/wealth which is the responsibility of the BKKBN; supervision over the implementation of tasks within the BKKBN; and submission of reports, suggestions and considerations in the field of population control and implementation of family planning. There is a gap between the need for human resources and the number of human resources in the field. This results in the workload given increasing than it should be so that employees often come home late because they have to complete their workload. Apart from that, during working hours employees often complain about carrying out their duties and responsibilities and are not focused because they are always reminded of unfinished responsibilities. For example, an employee is working on something, then he remembers his unfinished tasks and responsibilities. This will disturb the employee's focus at work. Apart from that, one of the employees also said that the West Java Province National Population and Family Planning Agency for Training and Development (Latbang BKKBN) was experiencing a shortage of human resources so our arrival to carry out internship activities really helped the employees. Based on the problems above, it can be seen that excessive employee workload results in decreased employee performance because they feel burdened, are not focused at work, and come home later than the expected time. This is the cause of employees experiencing stress and experiencing a decline in performance. This is also proven by previous research conducted by Tri Wartono regarding the influence of work stress on employee performance, the results show that there is a significant influence between employee work stress and employee performance. For this reason, it is necessary to manage employee stress. This management is not only carried out by individual employees. Leaders also have a role in managing stress. Stress management by leaders can be done by holding employee gatherings or outbound events to refresh employees' minds. As previously explained, human resources in an institution or organization have a very important role in achieving goals. For this reason, it is important to carry out this research so that institutions, especially leaders, can pay more attention to how stress is experienced by employees and carry out stress management so that it does not have a negative impact on employees and the institution. With the positional power that a leader has, he can certainly manage matters related to the welfare of employee performance. One of them is managing employee stress.