CONTENTS CHAPTERS CHAPTER-I 1.1 INTRODUCTION 1.2 NEED OF THE STUDY 1.3 OBJECTIVES OF THE STUDY 1.

4 SCOPE OF THE STUDY 1.5 RESEARCH METHODOLOGY 1.6 LIMITATION CHAPTER NAME PAGE NO.

CHAPTER-II 2.1 INDUSTRY PROFILE 2.2 COMPANY PROFILE

CHAPTER-III CHAPTER-IV

CONECPTUAL FRME WORK DATA ANALYSIS & INTERPRETATION TABLES GRAPHS

CHAPTER-V

FINDINGS SUGGESTIONS CONCLUSIONS

BIBILOGRAPHY ANNEXURE QUESTIONIARE

CHAPTER-I INTRODUCTION

INTRODUCTON TO HUMAN RESOURCE MANAGEMENT:

Organizations are made up of people and function through efforts of People. Without people organizations cannot exits. The resource of men, money, materials and machinery are collected, cocoordinated and utilized through people. These resources by themselves cannot fulfill the objectives of an organization. They need to be united into a team. It is through the combined efforts no organization can achieve its goals. Definitions: Personnel Management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual organizational and societal objectives are accomplished. Edwin B. Flippo HRM is a process consisting of four functions acquisitions, development, Motivation and maintenance of Human Resources. Robins& Decenzo According to L.F. Urwick business houses are made or broken in the long run not by markets capital, patents or equipments but by men. From the national view point human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population. From the view point of an organization, human resources represent the people at work. According to Jucius, human resources, or human factors refers to a whole consisting of interrelated, interdependent and interacting physiological, sociological and ethical components. Thus human resources represent the quantitative and qualitative measurement of the work force required in an organization.

The following features characterize human resources: i. Human resources of an organization ate the product of their biological inheritance and

interactions with the environment. ii. iii. Human resources are heterogeneous. Human resources are dynamic and behave differently. 3

iv. v.

Human resources are the most important element in an organization. Human resources have the greatest potential to develop and grow if the right climate is Provided to them.

vi. Vii

The term human resources are wider than the term personnel. Human resources including all the dynamic components of all the people at all levels in the organization whereas personnel mean the employees working in the organization.

CONCEPT OF HUMAN RESOURCE MANAGEMENT:

Human Resources Management (HRM) may be defined as designed to maximize both personal and organizational goals. According to National Institute of Personnel Management of India, personnel management is that part of management concerned with people at work and with their relationships within the organization. It seeks to bring together men and women who make up an enterprise, enabling each to make his own best contribution to its success both as an individual and as a member of a working group. In the words of Jucius personal management may be defined as that field of management which has to do with planning, organizing and controlling the functions of procuring, developing, maintaining and utilizing a labor force, such that the , Objectives for which the company is established are attained economically and effectively. Objectives of all levels of personnel are served to the highest possible degree and Objectives of society are duly considered and served. a set of policies, practices, and programs

INTRODUCTION ABOUT STRESS MANAGEMENT:

In todays changing and competitive work environment stress level is increasing both in the workers as well as the mangers. As result of this work stress more and more managers are showing signs of chronic fatigue and burnout. Research has concluded that stressed out managers are not good for their companies or shareholders. In most cases , stress leads to reduced efficiency in even the best of individual, which in turn leads to reduced productivity. Stress is a problem in almost all the countries of the world irrespective of whether the economy in strong or weak. Therefore it becomes very essential to include work stress as one of the chapters in studying human behavior. The origin of concept of stress predates antiquity. Derived from the Latin word stringer, stress was popularly used in the seventeenth century to mean hardship, strain, adversity, or affliction. It was used in the eighteenth and nineteenth centuries to denote force, pressure, strain, or strong efforts with reference to an object or person. Modern world is a world of stress, right from the time of birth till death an individual is invariably exposed to various stressful situations. Stress is a phenomenon that we are all familiar with. Reports, articles and news stories bombard us with news about the increased stress in our daily life and warn us of the dangers of long-term stress. Although most of us experience some kind of stress on a daily basis (even if its only from something like burning the dinner), few may actually know Stress is our physical, mental, and emotional response to the various demands, changes, and events in our life. In some cases, stress motivates and encourages us to complete a task we find difficult so that we can take pride in ourselves and what we achieve. In an ideal world, we would have just enough stress to keep us working to our full potential, but not enough to cause overwhelm or excessive anxiety. Too much or too little stress is where we run into problems.

NEED OF THE STUDY:

This study on Work Stress Management is done to achieve many objectives laid down in the study. This study is carried on to. Let us know and understand what exactly Work Stress Management is and in order to identify the existence or non- existence of stress in the organization. This study aims to bring out such factors to the fore and suggest appropriate measures and strategies to effectively copy with the stress.

OBJECTIVES OF THE STUDY:

The Objective of the Study is to identity the existence of Work Stress in the organization. Then to Study the factors causing Stress among the employees. To suggest measures for coping with stress. To find out stress impact on employees.

SCOPE OF THE STUDY:

This particular study about Work Stress Management is restricted within the organization. The study is conducted on the employees of the organization. This is not because of non-availability of resources but the nature of the Study itself restricts it. It studies the existence or non-existence of Stress among the employees in the organization and identities the factors which are contributing for stress (if any).

RESEARCH METHODOLOGY:

Collection of Data: Primary Data: Primary data was collected within the employees of organization through vey and personnel observations. Secondary Data: Secondary data was collected from various Published books, companies web sites & company old records.

Research Design: The Research designs under taken for the study is in descriptive one. The methodology involved in this design in mostly qualitative in nature. Sample Design: A Sample of 50 Employees is taken out of a total population of 100 employees based on judgment sampling. Research Instrument: The Research instrument used for the survey is a structured undisguised questionnaire.

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LIMITATIONS THE STUDY:

Due to Constraints of time and many other resources this study is confined to mangers and officers. The opinions, behavior and attitudes of the respondents reflected in this study are restricted to the duration of the research. Sample size is too small to cover the complete information. The way individual reacts to unpleasant situation. The research is carried for the period of 45 days.

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CHAPTER-II INDUSTRY PROFILE & COMPANY PROFILE

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INDUSTRY PROFILE & INDUSTRY PROFILE:

WHAT DOES AEGIS MEAN :

The concept of doing something "under someone's aegis- means doing something under protection from a more powerful, knowledgeable, or benevolent source. Aegis" has entered modern English to mean a shield, protection, or sponsorship.

PARENT COMPANY OVERVIEW:

Aegis BPO Services is the business process outsourcing services division of the Essar Group. Aegis is a global leader in the BPO space, specializing in the co-creation of value through the utilization of partnerships and value innovation for a number of Fortune 500 and Global 500 companies.

It is Leading Pan-Asian Business Conglomerate with Enterprise Value of US$ 15 billion. It has Annual Revenue of US$ 6 billion with EBITDA of over US$ 2 billion. Over 20,000 employees spread across 130 countries. World class Management Practices and Systems. Essar Group companies are recognized standard bearers in various industry verticals.

AEGIS AT A GLANCE:
US$200 MM Integrated BPO Leader Over 20+ years of Service Excellence One of Indias Top-15 BPO Companies Backed by the US$ 20 billion Essar Group Over 16,000 employees globally Over 60 clients serviced Over 25 million customer contacts serviced per month

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AEGIS VALUES:
WOW people WOW customers WOW stakeholders

VISION AND MISSION:

To provide a comprehensive range of business transformation solutions to clients thereby ensuring better business performance. Our mission is to provide guaranteed value to our clients by delivering unmatched performance in customer care and acquisition services.

THE JOURNEY SO FAR:

Aegis acquires Teletech Aegis Steps into MT Space with acquisitions and formation of Aegis Health Aegis makes mark in the Intl Collections arena with acquisition of Global Vantedge Orion Dialog acquired Techno acquired taking the count to 8 operational centers in the US Aegis enters Domestic Space by Acquisition of Customer First Aegis BPO Services acquires BPL contact centres. Aegis BPO Services India formed Essar Group acquires majority shareholding Aegis has an annual turnover of over $200 million and employs more than 20,000 people worldwide servicing its clients from 20 locations globally. It has been recognized as among the Top 15 BPO/ITES companies in India by NASSCOM and ranked #2 among the players in the domestic market. Additionally, Aegis is a distinguished member of the ATA (American Teleservices Association) in the US. Aegis uses state-of-the-art technology to cater to the requirements of clients. This includes using multi-level redundancies afforded by the use of a global MPLS backbone, the best quality equipment and disaster recovery mechanisms. It leverages its success with the worlds largest corporations to enable its clients to provide their customers a global customer experience. Aegis uses its management bandwidth and vertical expertise in wide areas spanning telecom, banking and financial services, healthcare, computer hardware and retail to raise the existing industry benchmarks.

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 Aegis is a thought leader in the customer interaction services segment managing varied modes of customer contact from the stage of opportunity estimation for a product or service in a given market through to analyzing and reporting the customer behavior in a live environment. As part of its bouquet of services offered to clients, Aegis provides multichannel customer contact management services with database management, analytical services and market intelligence to global leaders in vertical segments. Aegis utilizes over 19,000 personnel located across the globe to deliver service excellence with state-of-the-art technology and a global delivery footprint. Aegis is a 100% subsidiary of the US$ 50 billion Essar Group which is one of Indias most dynamic and fastest growing business conglomerates. In addition to its interest in the BPO sector, Essar has interests in telecom (through its joint venture with Vodafone), steel, shipping, oil, power and construction sectors They have in-depth experience across a wide range of solutions including:

Aegis applies the philosophy of Customer Lifecycle Management as an integral strategy in partnering with its clients to service their customers. This philosophy embodies the management of a customers lifecycle from Cradle to Grave involving the entire gamut of services all customer centric companies wish to implement. Aegis prepares a Customer Lifecycle Management strategy to suit each client requirement so as to provide them the opportunity to maximize the revenue potential as well as end user satisfaction.

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THE GLOBAL DELIVERY MODEL:

8 centers in US &11 centers in India. 12,000 Employees

Aegis is not about outsourcing or off shoring. Aegis believes in leveraging right shoring as the best approach to gaining efficiencies in the management of business processes. Aegis utilizes right shoring as a core element of the service delivery model that it implements for its clients. Aegis Global Delivery Model incorporates the best practices knowledge base that it has accumulated over time in the course of designing service solutions for its clients.

GLOBAL REACH:
Bangalore Ahmadabad Hyderabad Pune Noida Gurgaon Kolkata Hazira Mumbai Coimbatore Irving Port St. Lucie Elkins Fairmont Joplin Sterra Vista and newyork

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AEGIS SERVICE OFFERING:

1. INTERACTION SERVICES: 2. Customer Care Customer Acquisition Customer Profiling Technical help desk Loyalty Programs. VALUE ADDED SERVICES: Quality Assurance Monitoring Customer Experience Management SOX BOX IT Services

3. BACK OFFICE SERVICES: Order Management Analytics Data Management Logistics Accounts Receivable/Payable

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QUALITY POLICY OF AEGIS LTD:

Simply stated, quality comes from meeting customer expectations. This occurs as a result of four activities:

Understanding customer requirements Designing products and services that satisfy those requirements Developing processes that are capable of producing those goods and services Controlling and managing those processes so they consistently deliver to their capabilities.

TRAINING SOLUTIONS AT AEGIS LTD:

1. Aspire Training 2. Process Training 3. ACE 1. Aspire Training: Aegis Aspire is a train and hire unit of Aegis, it is for applicants who dont meet the hiring thresholds, a subsidiary of 40$ billion Essar group. It is focuses on skills enhancement to empower the internal customers to achieve their career goals. This is made possible by a team of training professional who apply a cutting-edge technologies and tools to provide its partners a competitive advantage.

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2. Process Training: Process training enables the reinforcement of Product/process and soft skills knowledge which will help transformation of executives from customer care practitioners to customer care professionals This training department focuses on the need for training for operational use, soft skills like telephone etiquettes and more of process knowledge is emphasized. It also focuses on refresher training. It has a sub process by name Shiksha. Introduction to Shiksha: India speaks many tongues. Shiksha is a unique language tool that attends to 8 regional languages. It focuses on identifying and bridging communication gaps in regional languages. Once cultivated, the impact is felt in increased levels of satisfaction, efficiency and stability in performance. Whilst being aware of the context and the mood of an interaction with a customer, it is imperative for an agent to understand the Regional Cultural Orientation of the person.

INTRODUCTION TO AEGIS ACE

ACE stands for Achieving Continuous Excellence. It recognizes the need to consider Employee Development as a strategic asset. It looks at what we can do to strengthen talent while ensuring this goes towards creating opportunities to build an innovative and effective workforce. World Class Organizations strive to sustain continuity in Excellence. It is this pursuit that defines their role as industry leaders. ACE seeks to address Employee Effectiveness in congruence with their Business Objectives. ACE looks at developing employee talent in existing roles, consequently grooming candidates for future growth. This is achieved through a systematic induction and refinement of skill sets. Aegis ACE is meant to foster growth and leadership skills for all internal employees.

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HR DEPARTMENT FUNCTIONS AT AEGIS:

HR in all our centers across India manages HR Operations, Recruitment, Employee Relations, Statutory Compliances. OUR MISSION: Our mission is to ensure a happy and healthy work environment. Recruitment: We ensure that we fulfill the requirement of our internal customers in stipulated time frame. We believe in providing quality manpower which would help the organizations objectives, recruitment team is also a part of Internal Job posting (IJP).Under the recruitment team is the Aegis Aspire training which also helps in creating a better talent pool to the organization. and

Employee relations: We ensure people are happy and carry a sense of belongingness towards Aegis by resolving all their issues/concerns in time. They are lot of fun activities for employee engagement to motivate the employees on every Friday called as Friday fun.ER also handles Induction of new hires. HR Operations: Areas being worked on include, HRMIS, report generation, keeping track of the employee details like offer letters, transfer letter, promotion letter, relieving letter, termination letter, and all the documents of the employees, maintenance of attendance, employee personal files, taking care of joining formalities. Compliances: Handling ESI (local), PF PAN India and all the other statutory compliances, one prime responsibility of the compliance team is labour welfare, providing compulsory notification of vacancies to employment exchange.

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Our focus: At Aegis, our mantra of success is to ensure we have Wow People, Wow Stakeholders and WOW Customers. Our people are our essential resources and we take care of them through our focus on the following areas.

Growth Career development Training & Development Empowerment & Participation Mentoring Team building Belonging

HR HIERARCHY AT AEGIS BPO:

Vice President - HR Assistant Vice President - HR

Senior Manager - HR Manager - HR

Assistant Manager - HR Team Lead - HR Senior Executive - HR Executive - HR

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INTRODUCTION TO AEGIS ASPIRE:

HR (recruitment department) is most of the time considered as a cost center and a support function, but here at Aegis it is considered as a strategic business partner where it helps in generating revenue through a train and hire model by name Aegis Aspire.

HISTORY OF AEGIS ASPIRE:

Aspire was a consultancy which was acquired by Aegis to provide better training needs for the organizations development and meet the hiring needs. It was started by Nitin Sarna .In Hyderabad it was started in Oct 2008.It has made its presence felt in almost all the locations, to name a few would be, Ahmadabad Bangalore Hyderabad Pune Lucknow Kolkatta Gurgoan

In Hyderabad, it is an extensive training program for the domestic sector .It is a training model designed only for the Non-CSA which would provide 100% placement. Aegis Aspire has also started its operations in Philippines in March 2009. OBJECTIVES OF AEGIS BPO: It stands as a very good revenue model for the company It creates a future for many. It provides on-the-job training methodology It also helps in self analysis mechanism to provide. Return on investment on human capital. Provide quality manpower. Creates a very good talent pool.

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SIGNIFICANCE OF AEGIS ASPIRE: Provides careers consulting, communication skills enhancement, placement and end-to-end training solutions for people who fall short of the standards of BPO industry. Provides services to the management team to improve performance by giving a better talent pool and accordingly achieve corporate goals. It is anchored to the model that aims to deepen the human resource talent pool by combining world-class skills development, and 100% job guarantees and post-hire support to Aspire trainees.

The Aegis Aspire provides customized courses via open programs to serve the BPO segment. FLOWCHART OF HIRING AT AEGIS:

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HIRING PROCESS AT AEGIS:

Stage 1: SCREENING THE PROFILES: Once the suitable sources are identified, based on the requisition, the recruiters will scrutinize the profiles that are received from the large pool of applicants with regard to the required skill sets, qualification, experience etc. After a considerable number of qualified applicants are located, the pool of applicants needs to be filtered. This process is called interview process, which is done in the following few steps. Stage 2: INTERVIEW PROCESS AT AEGIS: Round 1: HR round The first round of interview is taken by a representative of the HR team. Some of the parameters that are checked in this round are:

Professionalism Grammar Communication Fluency with Hindi, English and local language Attitude Stability Spontaneity Career Focus etc.
These parameters are rated as Poor, Average, Good and excellent. The main objective of this round is to see if this candidate will fit into the organization or not. Based upon the interviewers performance in the first round, he/she is forwarded to the second round.

Process post rejection: If the candidate is rejected, according to classical hiring the profile goes to the database, but at Aegis, the candidate are assessed by the trainers in the training department by name Aegis Aspire training, where the candidate who dont meet the hiring thresholds are trained and hired, with flexible investment schedules which becomes a revenue model and helps in return on investment from human capital. This is one way of attracting more applicants and optimizing the resources. Methodology of training: It is an In-House Training. 24

Module used for training: The trainers train the candidates on communication skills, train on regional languages (customized according to the candidate), give knowledge on computer proficiency, Industry awareness, customer service skills. They also facilitate in listening to recorded calls, where the candidates would have a feel of how it works. Process for Aspire Trainees: Once they are put for training, they go through extensive training program, after the training period ends, they have to go through the same set of selection process, if they fail to clear the rounds, they are given chances to improvise their skills and again go through the rounds, they are given 3 chances that way. Round 2: Interview by Trainee: In the second round the interview is interviewed by one of the trainers from the training department. Some of the parameters that are checked in this round, along with those that have already been checked in the first round are:

Language Fluency Use of fillers/pauses Pronunciation Clarity of thought Grammar Tone

The main objective of this round is to see if the candidate is trainable or not. Depending on the performance in the second round, he/she is short listed for the third round.

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Round 3: Interview by Operations Department The third and final round of interview is taken by a representative of the Operations Department who may be an Assistant manager or a Team Leader. Some parameters looked at by the interviewer in this round, along with those already checked in the previous rounds are: Energy Levels Confidence Comprehension Skills Language Fluency Sales Skills (optional i.e. depending on the process).

The main objective of this round is to see if the candidate is suitable for the process or not. Along with all the above mentioned skills at each round, the common parameters that are Checked in each round are the linguistics i.e. with respect to Telugu, Hindi and English. All these parameters in all the three rounds of interviews are rated as Poor, Average, and Good or excellent. Round 4: Typing Test The fourth round is the typing test taken by one of the representative of HR department, who could be an executive. The parameters the interviewer in this round, is to check 11the ability of the candidate if he is user friendly with the system as the job involves taking calls and feeding the customer details simultaneously, requires proficiency in typing. Typing test is conducted and parameters that are checked are: Proficiency in typing at least 25 WP. The aspired trainees are given induction and offer letters once they clear the above round of interviews.

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CHAPTER-III CONCEPTUAL FRAME WORK

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MEANING AND DEFINITION OF STRESS: Stress is our natural way of responding to the demands of our ever-changing world.Although we all experience change and demands regularly, the way that we interpret these internal and external changes directly affects the degree to which we feel stress. As a result, not all individuals interpret the same events as stressful; what may seem stressful to you may not be the same for your best friend, and vice versa. Stress can be a result of both positive and negative experiences, and it is a necessary part of our daily lives. From an evolutionary standpoint stress was necessary for survival (i.e., imagine hunting large prey on which ones entire tribe is dependent) and some stress continues to be a helpful part of our modern lives since it motivates us to accomplish tasks or make needed changes. We all feel the pressure of our environment during times of transition (i.e., at the time of high school graduation) and in preparation for significant life events (i.e., in anticipation of a job interview). Although response to stress is often adaptive (i.e., feeling stress before an exam may be a critical motivator in studying for it), too much stress or an inability to cope with it can cause negative emotional and physical symptoms, including, but not limited to, anxiety, irritability, and increased heart rate. Researchers define stress as a physical, mental, or emotional response to events that causes bodily or mental tension. Simply put, stress is any outside force or event that has an effect on our body or mind.

Types of stress:
Depending on the stressors and the types of changes or events we are dealing with, stress can manifest itself physically, emotionally and/or mentally. Physical this occurs when the body as a whole starts to suffer as a result of a stressful situation. Symptoms can manifest in a variety of ways and vary in their seriousness. The most common physical symptom is headaches because stress causes people to unconsciously tense their neck, forehead and shoulder muscles. However long-term stress can lead to digestive problems including ulcers, insomnia, fatigue, high blood pressure, nervousness and excessive sweating, heart disease, strokes and even hair loss.

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Emotional these responses are due to stress affecting the mind and include anxiety, anger, depression, irritability, frustration, over-reaction to everyday problems, memory loss and a lack of concentration for any task. Anxiety is normally shown as a response to loss, failure, danger or a fear of the unknown. Anger is a common response to frustration or social stress and can become a danger to other individuals if not kept in check. Depression is frequently seen as an emotional response to upsetting situations such as the death of a loved one, illness and failure. Psychological long-term stress can cause psychological problems in some individuals. Symptoms include withdrawal from society, phobias, compulsive behaviors, eating disorders and night terrors.

DEFINITION: Stress is a scientific concept which has suffered from the mixed blessing of being too well known and too little understood. Stress versus Distress: Although some stress is a natural and inevitable part of our lives, feeling burdened or unable to cope can be problematic and can seriously affect your mental and physical well-being.3 constantly being exposed to stressful situations can be over-stimulating and if we are constantly feeling stressed, we may begin to feel unable to manage the problems at hand. In order to avoid situations in which we feel overloaded, we must first identify what stresses us, what our threshold for stress is, and how we can most effectively manage stressful situations. Measurement of stress: While in the west a number of instruments have been developed to measure stress, in the context of India two measures have been developed by Indian researchers and have been extensively used in research on stress in India. they are briefly discussed below: Organizational role stress. Occupational stress index.

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Organizational role stress: Developed by pareek(1983)this instrument is based on one of the key concepts to understand the integration of the individual with an organisation,that is, the role assigned to him/her within the overall structure of the organisation.it is through this role that the individual interacts and gets integrated with the system. An organization can be defined as system of roles, where role has been defined by the expectations various significant persons, including himself/herself, have from that position. From the point of view of an individual, two role systems are importent:role space and role set. Role of space: each individual occupies and plays several roles simentanesouly.a person be a son, father, an executive, a member of club and so on, at the same time all these roles constitute role space. Role space can be defined as the dynamic interrelationship between the self and the various roles an individual occupies. Role of set: The individual role in the organization is defined by the expectations of other significant roles and those of the individuals himself /herself .thus the role set is the pattern of relationship between the role being considered and the other roles. Occupational stress index: Another instrument to measure stress is the occupational stress index which was constructed and standardized by srivastava and Singh(1981).this instrument consist of 46 items covering all the relevant components of job life which might cause stress in one way or another . The twelve occupational stresses, as measured by this scale are: Role overload Role ambiguity Role conflict Group and political pressures Responsibility for persons Under participation Powerlessness Poor peer relations Intrinsic improvement 30

EFFECTS OF STRESS: Generally, stress is considered to be negative, thereby meaning that it as negative consequences. However, Stress has neutral connotation: it is only he degree of stress which produce positive or negative consequences. From his point if view stress can be classified as eustress or distress. Eustress: It denotes the presence of optimum level of stress in an individual which contributes positively to his performance. This may lead employees to new and better way of doing their jobs. In certain jobs such as sales, creativity (journalism). Distress: It denotes the presence of high level of stress in an individual which effects job performance adversely and certain many types of physical, psychology and behavioral problems.

STRESS MANAGEMENT:
CONCEPT OF STRESS MANAGEMENT: The term stress and management are related to each other management in compasses a wide variety of activities to achieve a goal. The concept of stress is taken from natural science it is a force which acts on body to produce strain an psychology stress is some interaction between him/her with environment. An individual is exposed to various stressful conditions all the time Stress is a subject, which need to be managed The concept of "stress" be emphasized in its dynamic, rather than static contract. The environment of the individual is continuously changing and he has therefore to under go a continuous process of adjustment so as to remove stress. Stress in an adaptive response to a situation that challenging or retaining to the person. INTRODUCTION: The origin of concept of stress predates antiquity. Derived from the Latin word stringere, stress was popularly used in the seventeenth century to mean hardship, strain, adversity, or afflicton.it was used in the eighteenth and nineteenth centuries to denote force, pressure, strain, or strong efforts with referenece to an object or person. Modern world is a world of stress, right from the time of birth till death an individual is invariably exposed to various stressful situations Stress is a phenomenon that we are all familiar with. Reports, articles and news stories bombard us with news about the increased stress in our daily life and warn us of the dangers of long-term stress. Although most of us experience some kind of stress on a daily basis (even if its only from something like burning the dinner), few may actually know Stress is our physical, mental, and emotional response to the various demands, changes, and events in our life. In some cases, stress motivates and

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encourages us to complete a task we find difficult so that we can take pride in ourselves and what we achieve. In an ideal world, we would have just enough stress to keep us working to our full potential, but not enough to cause overwhelm or excessive anxiety. Too much or too little stress is where we run into problems. Stress symptoms begin to manifest themselves when we perceive or feel that life demands our ability to deal with them. When stress begins to take its toll, we may experience both physical and psychological effects.Stress management is a collection of skills, tools, and techniques that help you reduce, manage, and even counteract the negative side-effects of stress. There are four main strategies for stress management:

Change the stressors or environment causing your stress Change your direct response to these stressors Change your attitude and perceptions that affect your responses Take active steps to recover from stress

It is important to realize that the stress you experience is your unique response to a situation or event. For example, a change such as moving may not be stressful for you, but it could be stressful for your spouse, friend or coworker. Its actually not the stressor itself thats harmful, but rather how we respond to these stressors. Stress affects everyone differently. Some people are naturally good at stress management. Others, however, need a little help. The important thing to remember is that every one needs to find positive ways to cope with stressors and the effects of stress. Completing a project in time, preparing a complicated report, taking a final exam, and giving a formal speech are some situations where an individual may find himself under Stress. Any behavioral experts agree that stress is an individuals response to a physiological, psychological or emotional stimulus.

Stress is a condition or feeling experienced when a person perceives that demands exceed the personal or social resources the individual is able to mobilize the word Stress is defined by the Oxford Dictionary as a state of affair involving demand on physical or mental energy.

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Stress is the reaction of the body and mind to change. Things that cause stress are called Stressors. They can be internal or external. Internal Stressors are the feelings that cause stress. External stressors are things outside a person that cause stress. Most of the organizations are aware that employee stress is an increasing problem in organizations. Stress is the wear and tear of our bodies as we adjust to our continually changing environment: it has physical and emotion effects on us and can create positive or negative feelings As a negative influence, it can result in feelings of distrust, rejection, anger, and depressions, which in turn can lead to health problems such as headaches, upset stomach, rashes, insomnia, ulcers high blood pressure, heart disease and stroke. With a depth of loved one, the birth of a child, job promotion, or a new relationship, we experience stress as we readjust our lives. In so adjusting to different circumstances, stress will help us depending on how we react to it. There are several signs and symptoms that you may notice when you are experiencing stress. These signs and symptoms fall into your categories: feelings, thoughts, behavior and physiology.

What happens when a person or employee is under stress? 1. The person feels fatigued. 2. The person is anxious. 3. The person is dissatisfied with his or her job. 4. The persons job commitment has dropped off. 5. The person feels moody. 6. The person feels guilty. 7. The person is having difficulty concentrating: he or she tends to forget the things. 8. The person undergoes physiological changes such as increased blood pressure and hears beat.

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IMPORTANCE: Modern organizations are full of stress. It is not possible to an individual to reach his target unless he or she controls stress. Stress management is so useful to every employee and the organizations for avoiding the stress. Not only the individual, it is the responsibility of the organization to help them in getting out of stress. There is no escape from stress I modern life. Stress management provides some techniques and strategies to help an individual in difficult situations in order to feel better. So the use of stress management increasing rapidly present competitive world. The main use of stress management is, to improve the behavioral skills of employee. Stress management Plays a very important role in present scenario. In the present job market there are many factors that are causing stress to an individual. Some of such factors are Job insecurity High demand for performance Technology Workplace culture Personal and family problems Due to these factors, the employees are not able to perform their job according to the standards of the company. When such problems arise, the company cannot succeed in its operations. Hence stress management should be studied and the factors causing stress are to be identified to the core so that the employees would perform their tasks in a perfect manner. Origin and terminology: The term stress was first employed in a biological context by the endocrinologist Hans Selye in the 1930s. He later broadened and popularized the concept to include inappropriate physiological response to any demand. In his usage stress refers to a condition and stressor to the stimulus causing it. It covers a wide range of phenomena, from mild irritation to drastic dysfunction that may cause severe health breakdown. Signs of stress may be cognitive, emotional, physical or behavioral. Signs include poor judgment, a general negative outlook, excessive worrying, moodiness, irritability, agitation, inability to relax, feeling lonely, isolated or depressed, aches and pains, diarrhea or constipation, nause, dizziness, chest pain, rapid heartbeat, eating too much or not enough, sleeping too much or not enough, social withdrawal, procrastination or neglect of responsibilities, increased alcohol, nicotine or drug consumption, and nervous habits such as pacing about or nail-biting

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Description: Stress in humans results from interactions between persons and their environment that are perceived as straining or exceeding their adaptive capacities and threatening their well-being. The element of perception indicates that human stress responses reflect differences in personality, as well as differences in physical strength or general health. Risk factors for stress-related illnesses are a mix of personal, interpersonal, and social variables. These factors include lack or loss of control over one's physical environment, and lack or loss of social support networks. People who are dependent on others (e.g., children or the elderly) or who are socially disadvantaged (because of race, gender, educational level, or similar factors) are at greater risk of developing stress-related illnesses. Other risk factors include feelings of helplessness, hopelessness, extreme fear or anger, and cynicism or distrust of others. STRESS MANAGEMENT AT PRESENT SCENARIO: INTRODUCTION: Stress, stressors, eustress, distress, good stress, bad stress - it can be confusing and downright stressful to understand what stress is all about. As Hans Selye, the noted stress researcher, once said, Stress is a scientific concept which has suffered from the mixed blessing of being too well known and too little understood. Coming up with an accepted definition of stress is not easy. Nurses and physicians, psychologists, biologists, engineers, and students may each have a different meaning in mind when they talk about stress. One useful definition of stress is stress is a demand made upon the adaptive capacities of the mind and body. This definition helps us understand three important aspects of stress: Stress depends on your personal view of the stressor and can be both a positive and a negative factor in your life. It is your reaction to the events in life, rather than the actual events, that determine whether the outcome is positive or negative. Your capacities determine the results. Stress is a demand made upon the body's capacities. When your capacities for handling stress are strong and healthy, the outcome is positive. When you lack the ability to handle the demands, the outcome is negative.

35

CHAPTER-IV DATA ANALYSIS & INTERPRETATION

36

1. Employees feeling about stress? a) Strain b) pressure c) Mental tension d) Depression e) Anxiety ( )

TABLE (4.1): Analysis on feeling about stress:

NO.OF PARAMETERS
Strain Pressure Mental tension Depression Anxiety TOTAL

RESPONDENTS
8 4 34 4 0 50

PERCENTAGE%
16 % 8% 68% 8% 0 100%

INTERPRETATION: from the above graphical representation I have observed that out of 50 employees 34(68%) of the employees are feeling stress is a mental tension.8 (16%) of employees are feeling that stress is a strain for them and 4(8%) of employees are feeling that stress is pressure for them and also 4(8%) of employees are feeling that stress is depression to them. No employees are feeling stress is an anxiety to them.

37

GRAPH 4.1: Analysis on feeling about stress:

No.of respondents
60 50 50 40 30 20 10 0 Strain Pressure Mental tension Depression Anxiety 8 4 4 0 No.of respondents 34

38

2. Since how long have been working in this organization?

a) Less than 1 year

b) 1-5 years

c) 5-10 years d) more than 10 years

( )

TABLE 4.2: Analysis on working in this organization:

NO.OF PARAMETERS
Less than 1yr 1-5yrs 5-10yrs More than 10yrs TOTAL

RESPONDENTS PERCENTAGE%
40 10 0 0 50 80% 20% 0 0 100%

INTERPERTATION: from the above graphical representation I have observed that out 50 employees 40(80%) of employees are working in this organization less than 1yr. 10(20%)of employees are working in this organization from 1-5yrs and no employees are working since 5-10yrs and more than 10yrs in this organization.

39

GRAPH 4.2: Analysis on working in this organization:

No.of respondents
60 50 50 40 40 30 20 10 10 0 0 Lessthan 1yr 1-5yrs 5-10yrs Morethan 10yrs 0 No.of respondents

40

3. How do you feel working for this organization? b) Very happy c) Ok d) satisfactory e) I dont know

a) Happy

( )

TABLE 4.3: Analysis on feel working for this organization:

NO.OF PARAMETERS
Happy very happy

RESPONDENTS PERCENTAGE%
28 6 56% 12%

ok satisfactory I dont know TOTAL

8 6 2 50

16% 12% 4% 100%

INTERPRETATION: from the above graphical representation I have observed that out of 50 employees 28(56%) employees are feeling happy for working for this organization. 8 employees(16%) of employees are feeling ok for working for this organization and 6 (12%) of employees are feeling that it is very happy for working in this organization and also 6(12%) of employees are feeling satisfactory for working in this organization, only 2(4%) of employees are feeling that they dont know for what for they are working for this organization.

41

GRAPH 4.3: Analysis on feel working for this organization:

no.of respondents
6 8 28 6 2 happy very happy ok satisfactory I dont know

42

4. If yes according to you, which you think cause stress?

a) Work load b) Work timings

c) Meeting targets

d) Infrastructure

e) Interpersonal relationship f) career

TABLE 4.4: Analysis on causes for stress:

NO. OF PARAMETERS
Work load Work timings Meeting targets Infrastructure Interpersonal relationship Career TOTAL 4 50 8% 100%

RESPONDENTS PERCENTAGE%
18 24 0 0 4 36% 48% 0 0 8%

INTERPRETATION: from the above graphical representation, I have observed that out 50 employees 24(48%) of employees are think that work timings are causing stress to them,18 (36%) of employees are thought that work load is causing stress for them and 4(8%)of employees are think that interpersonal relationship is causing stress to them and also 4(8%) employees are think that their career is causing stress to them. No employees are thinking that meeting targets and infra structure is a causing factors of stress for them.

43

GRAPH 4.4: Analysis on causes for stress:

no.of respondents
30 25 20 15 10 5 0 4 0 0 4 no.of respondents 18 24

44

5. What measures do you suggest in reducing the stress causing factors? (Tick as many)

a) Counseling b) job rotation c) leisure breaks

d) Sport activities

e) Recognizing good work

f) any other specify

TABLE 4.5: Analysis on reducing stress factors:

NO.OF PARAMETERS RESPONDENTS PERCENTAGE%

Counseling Job rotation Leisure breaks Sport activities recognizing good work 6 6 8 8 22 12% 12% 16% 16% 44%

Any other specify TOTAL

0 50

0 100%

INTERPRETATION: from the above graphical representation I have observed that out of 50 employees 22 (44%) of employees are suggest that recognizing good work is causing factor of reducing stress and 8 (16%) of employees are saying that leisure breaks is one of the reducing factor of causing stress and also 8(16%) of employees are saying that sport activities are also one of the stress reducing factor of causing stress 6(12%) employees feel that counseling is stress reducing factor and 6(12%)of employees are says that job rotation is also stress reducing factor ,no one suggest that any other stress reducing factor .

45

GRAPH 4.5: Analysis on reducing stress factors:

No.of respondents
25 20 15 10 5 0 6 6 8 8 0 No.of respondents 22

46

6. What are your expectations from HR departments in implementing stress management ? a) Pre-planned b) Takes the opinion of the employee ( )

TABLE 4.6: Analysis on HR department on implementing stress management:

NO.OF PARAMETERS
Pre-planned Takes the opinion of the employee TOTAL 50 100%

RESPONDENTS PERCENTAGE%
10 40 20% 80%

INTERPRETATION: From the above graphical representation I have observed that out of 50 employees 40(80%) of employees are expecting from HR department in implementing stress management takes the opinion of the employee and 10 (20%) of employees are saying that implementing of stress management from HR department to be pre-planned.

47

GRAPH 4.6: Analysis on HR department on implementing stress management:

no.of respondents

10 pre-planned takes the opinion of the employee

40

48

7. When I am stressed I feel..? a) plain b) Anger c) Embarrassment e) Any other ( )

d) Exhausted d) Tense

TABLE 4.7: Analysis on stress feel of employee:

PARAMETERS

NO. OF RESPONDENTS

PERCENTAGE%

Plain Anger Embarrassment Exhausted Tense Any other TOTAL

6 10 2 4 24 4 50

12% 20% 4% 8% 48% 8% 100%

INTERPRETATION: From the above graphical representation I have observed that out of 50 employees 24(48%) of employees are feel that stress is a headache to them and 10(20%) of employees are feeling that stress is anger to them ,6(12%) employees are feeling that stress is plain to them and also 4(8%)of employees are feeling that stress is exhausting to them and also 4(8%) of employees are feeling that stress is tense to them, only 2(4%)of employees are feeling that stress is embarrassment to them.

49

GRAPH 4.7: Analysis on stress feel of employee:

no.of respondents
4 6 10 24 4 2 plain anger embarrassment exhausted haedaches tense

50

8. Do you feel any stress in your work? a) Yes b) No c) Cant say ( )

TABLE 4.8: Analysis on feel any stress on your work:

PARAMETERS

NO.OF RESPONDENTS

PERCENTAGE%

Yes No Cant say TOTAL

26 12 12 50

52% 24% 24% 100%

INTERPRETATION: From the above graphical representation I have observed that out of 50 employees 26(52%) of employees feel that they have stress in performing their work and 12(24%) of employees are say that they dont (no) feel any stress in their work and also 12(24%) of employees cant say that what they feel about stress in their work.

51

GRAPH 4.8: Analysis on feel any stress on your work:

no.of respondents
12 yes no 12 can't say

26

52

9. Does your management take any initiation to reduce the stress of employees in your organization?

a) Never

b) Some times c) Very rare

d) If required e) Frequently ( )

TABLE 4.9: Any initiation to reduce the stress of employees in your organization:

NO.OF PARAMETERS
Never Sometimes Very rare If required Frequently TOTAL

RESPONDENTS PERCENTAGE%
10 26 4 8 2 50 20% 52% 8% 16% 4% 100%

INTERPRETATION: From the above graphical representation I have observed that out of 50 employees 26(52%)of employees says that management sometimes takes the initiation to reduce the stress of employees in their organization and 10 (20%) of employees says that management never takes any initiation in stress reducing to their employees, 8(16%) employees are says that management takes the initiation of reducing the stress when it is required 4(8%)of employees says that very rarely the management takes the initiation to reduce the the stress of their employees and also only 2(4%) of employees said that frequently the management takes the initiation of reducing the stress of employees in their organization.

53

GRAPH 4.9: Any initiation to reduce the stress of employees in your organization:

no.of respondents
8 4 2 10 never sometimes very rare if required 26 frequently

54

10. When you are disturbed what kind of activities do you do to reduce the stress levels ? a) Yoga d) Music relaxation b) meditation c) spending time with family members ( )

TABLE 4.10: Analysis on what kind of activities to reduce the stress levels:

NO.OF PARAMETERS
Yoga Meditation Spending time with family members Music relaxation TOTAL 24 50 48% 100%

RESPONDENTS PERCENTAGE%
2 14 10 4% 28% 20%

INTERPRETATION: From the above graphical representation I have observed that out of 50 employees 24(48%)of employees says music relaxation is the activity to reduce the stress levels,14(28%) of employees says that meditation is also one of the stress reducing activity ,10(20%) of employees says that spending time with family members also also reduce the stress levels to them and only 2(4%) of employees says that yoga also helps them to reduce the stress levels.

55

GRAPH 4.10: Analysis on what kind of activities to reduce the stress levels:

no.of respondents
yoga 14 meditation spending time with family mambers music relaxation

2 24

10

56

11. Do you agree that work related stress affects your personal and other problems like health problems?

a) Strongly agreed c) Disagree

b) Agree d) strongly disagree e) Neutral ( )

TABLE 4.10: Analysis on stress affects your personal and other problems like health problems:

NO.OF PARAMETERS
Strongly agreed Agree Disagree Strongly disagree Neutral TOTAL

RESPONDENTS PERCENTAGE%
20 22 2 0 6 50 40% 44% 4% 0 12& 100%

INTERPRETATION: From the above graphical representation I have observed out of 50 employees 22(44%)of employees are agree that stress affects their personal and other health problems,20(40%)of employees strongly agreed that stress affects their personal and health problems and 6(12%) of employees are in neutral state that stress affects their personal and health problems and also 2(4%) of employees disagree that stress does not affect their personal and health problems, no employee strongly disagree that stress affects their personal and health problems.

57

GRAPH 4.10: Analysis on stress affects your personal and other problems like health problem:

No.of respondents
60 50 50 40 30 20 20 10 0 Strongly Agree Disagree Strongly neutral agreed disagree 2 6 0 22

No.of respondents

58

12. Are you careful in making your environment peaceful?

a) To large extent

b) To some extent

c) If required d) Not at all

( )

TABLE 4.12: Analysis on careful in making your environment peaceful:

PARAMETERS

NO.OF RESPONDENTS

PERCENTAGE%

To large extent To some extent If required Not at all TOTAL

24 16 10 0 50

48% 32% 20% 0 100%

INTERPRETATION: From the above graphical representation I have observed that out of 50 employees 24(48%)of employees are to large extent carefully making their environment peaceful,16(32%) of employees to some extent carefully making their environment peacefully and only 10(20%) of employees says that when it is required they make their environment peacefully and not at al any employee says about the peaceful environment.

59

GRAPH 4.12: Analysis on careful in making your environment peaceful:

No.of respondents
60 50 50 40 30 20 10 0 0 To large extent To some If required Not at all extent 24 16 10

No.of respondents

60

13. Are you satisfied with the working conditions of your organization?

a) Satisfied c) Dissatisfied

b) completely satisfied d) completely dissatisfied ( )

TABLE 4.13: Analysis satisfied with the working conditions of your organization:

PARAMETERS

NO.OF RESPONDENTS

PERCENTAGE%

Satisfied Completely satisfied Dissatisfied Completely dissatisfied TOTAL

34 4 12 0

68% 8% 24% 0

50

100%

INTERPRETATION: From the above graphical representation I have observed that out of 50 employees 34(68%) of employees are satisfied with the working conditions of their organization,12(24%) of employees are dissatisfied with their working conditions of their organization and only 4(8%) of employees are completely satisfied with their working conditions of their organization , no employees are said that they completely dissatisfied of their working conditions of their organization.

61

TABLE 4.13: Analysis satisfied with the working conditions of your organization:

No.of respondents
60 50 40 30 20 10 0 50 34 12 4 0 No.of respondents

62

14. Are you satisfied with the balance between your designation and the skills you posses? a) Satisfied b) Completely satisfied ( )

c) Dissatisfied d) completely dissatisfied

TABLE 4.14: Analysis on satisfied with the balance between your designation and the skills you posses:

NO.OF PARAMETERS
Satisfied Completely satisfied Dissatisfied Completely dissatisfied TOTAL 50 100%

RESPONDENTS PERCENTAGE%
34 6 10 0 68% 12% 20% 0

INTERPRETATION: From the above graphical representation I have observed that out of 50 employees 34(68%)of employees are satisfied with the balance between their designation and skills they posses,10(20%)of employees are dissatisfied that the balance between their designation and skills they posses and only 6(12%) of employees are completely satisfied that they balance between their designation and skills they posses and no employee said that they completely dissatisfied between their designation and skills they posses.

63

TABLE 4.14: Analysis on satisfied with the balance between your designation and the skills you posses:

No.of respondents
60 50 40 30 20 10 0 50 34 10 0 No.of respondents

64

15.If you personal life intercepting you work life ?

a) To large extent

b) To some extent

c) Not at all

( )

TABLE 4.15: Analysis on personal life intercepting you worklife:

NO.OF PARAMETERS RESPONDENTS PERCENTAGE%

To large extent To some extent Not at all TOTAL

4 34 12 50

8% 68% 24% 100%

INTERPRETATION: From the above graphical representation I have observed that out of 50 employees 34(68%) of employees to some extent they intercepting their personal and work life,12 (24%)of employees are not at al intercepting their personal and work life and only 4(8%) of employees are to large extent they are intercepting their personal and work life.

65

GRAPH 4.15: Analysis on personal life intercepting you worklife:

no.of respondents
12 4 to large extent to some extent 34 not at all

66

16. Do you get suitable facilities in your organization? a) Excellent b) Good c) Bad ( )

TABLE 4.16: Analysis on get suitable facilities in your organization:

NO.OF PARAMETERS
Excellent Good Bad TOTAL

RESPONDENTS PERCENTAGE%
4 38 8 50 8% 76% 16% 100%

INTERPRETATION: From the above graphical representation I have observed that out of 50 employees 38(76%) of employees are get good suitable facilities in their organization,8(16%) of employees are badly suitable facilities in their organization and only 4(8% ) of employees are excellently getting suitable facilities in their organization.

67

GRAPH 4.16: Analysis on get suitable facilities in your organization:

no. of respondents
8 4

excellent good bad 38

68

17. Does the organization provide you the necessary healthy and safety measures? a) Very often b) Very rare c) Frequently ( )

TABLE 4.17: Analysis on the organization provide you the necessary healthy and safety measures:

NO.OF PARAMETERS RES[PONDENTS PERCENTAGE%

Very often Very rare Frequently TOTAL 10 26 14 50 20% 52% 28% 100%

INTERPRETATION: From the above graphical representation I have observed that out of 50 employees 26(52%) of employees said that very rarely organization are providing the necessary healthy and safety

measures,14(28%) of employees are says that frequently that organization is providing the healthy and safety measures to them and 10(20%) of employees are saying that very often that organization are providing necessary safety and healthy measure to them.

69

TABLE 4.17: Analysis on the organization provide you the necessary healthy and safety measures:

no.of respondents
14 10

very often very rare frequently 26

70

18. Are you able to maintain your stress levels?

a) To large extent

b) To some extent

c) Not at all

d) No idea

TABLE 4.18: Analysis on able to maintain your stress levels:

NO.OF PERAMETERS
To large extent To some extent Not at al No idea TOTAL

RESPONDENTS PERCENTAGE%
4 42 0 4 50 8% 84% 0 8% 100%

INTERPRETATION: From the above graphical representation I have observed that out of 50 employees 42(84%) of employees says to some extent they are able to maintain their stress levels,4(8%) of employees are said that to large extent they are able to maintain their stress levels and only 4(8%) of employees are saying that they have no idea about maintain their stress levels and no employee said that they not at al maintain their stress levels.

71

GRAPH 4.18: Analysis on able to maintain your stress levels:

No.of respondents
60 50 50 40 30 20 10 0 To large extent To some extent Not at al No idea 4 4 No.of respondents 42

72

19.Does your colleagues support you while doing work in the organization? a) To large extent b) To some extent c) Not at all ( )

TABLE 4.19: Analysis on colleagues support you while doing work in the organization:

PARAMETERS

NO.OF RESPONDENTS

PERCENTAGE%

To large extent To some extent Not at al TOTAL

26 24 0 50

52% 48% 0 100%

INTERPRETATION: from the above graphical representation I have observed that out of 50 employees 26(52%) of employees are saying that to large extent their colleagues are give support them while they are doing work in the organization, 24(48%) of employees are saying that to some extent their colleagues are giving support in doing their work in organization and no employees are not at all said that their colleagues are giving support in their work in the organization.

73

GRAPH 4.19: Analysis on colleagues support you while doing work in the organization:

No.of respondents
60 50 50 40 30 20 10 0 0 To large extent To some extent Not at al 26 24

No.of respondents

74

20. If the work assigned to you is not fulfilled does the management assist and support you ? a) Very often b) Very rare c) Frequently ( )

TABLE 4.20: Analysis on does the management assist and support you:

PARAMETERS

NO.OF PERSODENTS

PERCENTAGE%

Very often Very rare Frequently TOTAL

26 14 10 50

52% 28% 20% 100%

INTERPRETATION: from the above graphical representation I have observed that out of 50 employees 26(52%) of employees says that very oftenly the work assigned to them is not fulfilled and the management assist and support them,14 (28%) of employees are saying that very rarely that management assist and support them in the work assigned to them is not ful filled and also only 10 (20%)of employees are saying that frequently the management assist and support them in work assigned to them is not fulfilled.

75

GRAPH 4.20: Analysis on does the management assist and support you:

no.of respondents
10

26 14

very often very rare frequently

76

21 . Do you receive counseling anytime during your work in the organization? a) Very often b) Very rare c) If required d) Frequently ( )

TABLE4.21: Analysis on receive counseling anytime during your work in the organization:

PARAMETERS

NO.OF RESPONDENTS

PERCENTAGE%

Very often Very rare If required Frequently TOTAL

6 12 28 4 50

12% 24% 56% 8% 100%

INTERPRETATION: From the above graphical representation I have observed that out of 50 employees 28(56%) of employees are saying when it is required they receive counseling in during work in the organization ,12(24%) of employees are saying very rarely they are receiving counseling during their work and 6(12%) employees are saying very oftenly they are receiving the counseling during their work and also only 4(8%) of employees are saying frequently they are receiving counseling during their work in the organization.

77

TABLE4.21: Analysis on receive counseling anytime during your work in the organization:

no.of respondents
4 6 12 very often very rare 28 if required frequently

78

22.Do you agree your workload was reasonable ? a) Strongly agree c) Disagree b) Agree d) Strongly agree e) Neutral ( )

TABLE 4.22: Analysis on workload was reasonable:

PARAMETERS

NO.OF RESPONDENTS

PERCENTAGE%

Strongly agree Agree Disagree Strongly disagree neutral TOTAL

8 20 10 0 12 50

16% 40% 20% 0 24% 100%

INTERPRETATION: from the above graphical representation I have observed that out of 50 employees 20(40%) of employees agree that workload is reasonable to them,12(24%) of employees are saying neutral that work load is reasonable and 10(20%) of employees are saying that they disagree that work load was reasonable and also 8 ( 16%) of employees are strongly agree that work load was reasonable to them.

79

TABLE 4.22: Analysis on workload was reasonable:

No.of respondents
60 50 50 40 30 20 20 10 0 Strongly Agree Disagree Strongly neutral agree disagree 8 10 0 12 No.of respondents

80

23.Do you agree the stress management techniques are help to enhance performance ?

a) Strongly agree

b) Agree

c) Disagrree

d) Strongly agree

TABLE 4.23: Analysis on agree the stress management techniques are help to enhance performance:

PARAMETERS

NO.OF RESPONDENTS

PERCENTAGE%

Strongly agree Agree Disagree Strongly disagree TOTAL

14 32 4 0 50

28% 64% 8% 0 100%

INTERPRETATION: from the above graphical representation I have observed that out of 50 employees 32( 64%) of employees are agree that stress management techniques are help to enhance their performance, 14(28%) of employees are strongly agree that stress management techniques are help to enhance their performance and 4(8%) of employees disagree that stress management techniques are help to enhance performance and no employee strongly disagree the stress management techniques are help them to enhance their performance.

81

GRAPH 4.23: Analysis on agree the stress management techniques are help to enhance performance:

No.of respondents
60 50 50 40 30 20 10 0 Strongly agree Agree Disagree Strongly disagree No.of respondents 14 4 0 32

82

CHAPTER-V FINDINGS, SUGGESTIONS AND CONCLUSIONS

83

FINDINGS
1.It has been found that 52% of the employees among the total employees in the organization are undergoing stress in their work.

2.It has been found that 80% of the employees are expecting that the HR department in implementing stress management should be preplanned.

3.It is observed that 68% of the employees are satisfied with the working conditions in their organization which they are working.

4.It is observed that the 84% of the employees among the total employees to some extent they are maintaining their stress levels.

5.It has been found that most of the employees in the organization agree that the stress management techniques are help to enhance performance.

6.It has been found that most of the employees of the organization have the opinion to take into consideration the employees while implementing the stress management techniques taken by the HR department.

7.It has been observed that 68% of the employees in the organization are satisfied with the company rules and regulations.

8.It is observed that 76% of the employees are getting good suitable facilities in their organization.

9.40% of the employees among the total employees in the organization are undergoing stress due to the work load.

10.It is found that 60% of the employees among the total employees are agree that the management is giving equal and fair treatment.

11.68% of the employees are agree that stress always shows a negative impact in their performance.

84

12.It is observed that 68% of the employees among the total employees in the organization says that stress is a mental tension to them.

13.It is found that 52% of the employees says that management takes the initiation to reduce the stress of the employees in their organization.

85

SUGGESTIONS

1.It is recommended to the company that if stress management techniques are initiated then the average health of the employees will be better and he will be able to better cope with stress ,there by the level and degree of performance of the employee will improve.

2.It is recommended to the company to conduct frequent recreational programs like get together in departments concerned, parties on occasions like the birthdays of the employees, on the achievements of any particular department cultural activities ,sports, pressure trips etc.

3. It is recommended to the company that bit should improve interpersonal relations among the employees of different departments by bridging the gap between superiors and subordinates. These can a long way in reducing the degree stress to some extent.

4.it is recommended to the compant to insantly recognize any good work done by the employees how ever small it may be.they should reward them suitably and provide them constant encouragement and support. This wil stand in good stead in the long run in sustaining the high morale of the employees and also enhancing it further.

5.it is recommended to the company to organize frequent camps or programs on meditation,yoga,transcendental meditation and stress management.

6.it is recommended to the company that it compulsorily insist on the employees to mediate for 15minutes after coming to the office and before starting their work.they should also similarly mediate for 10-15minutes after their lunch breaks and once at the end of the day before they leave to the office.this wil help the employees to take the work on the next day with fresh mind.

7.it is recommended to the company to arrange for a special and separate room from noise and disturbance and which is quiet and peaceful for mediation purposes.

8.it is recommended to the company to provide transportation facilities to the employees in the organization,which helps in reducing the stress of the employees.

86

CONCLUSION
The employees of Data point are selected in a step by step procedure, the usual working hours are 8 to 9 hours a day,depending upon the work load.the work is assigned on equitable basis.on achieving the targets,monetary incentives are given very rarely. The employees are feeling happy work for this organization and satisfied with the working environment; a friendly environment usually prevails in the organization. they are getting good facilities in their organization. If required they receive counseling during the work in the organization.the management wil gives fair and equal treatment to all the employees.if an employee is unable to complete the he is given constant back ups. The management understands the various reasons for stress and takes inititation to plan different techiniques and implements it to reduce stress and increase employee morale. Data point considers work stress as a management process.the different techniques are adopted to boost up the morale of the employee and it is achieved.the employees have job satisfaction.the techiniques adopted are usually preplanned but in unavoidable cases they are instant.while planning and implementing the different techiniques the opinions of team leaders is also considered.the work stress techiniques have also proved to be effective in appraising the employee performance. The H.R.department is responsible for planning and implementing work stress management. This can be seen in the employee performance; the employee avoids absenteeism and is satisfied with his job.the techniques so implemented have proved to be positive in nature. The employees are surely benefited from work stress management.the more employee morale,the less the changes of leaving the organization.yes,the different techniques adopted boost up confidence of employee.the different techiniques used are innovative plaons; they are not based on any set standards . the what they are paid. employees are satisfied with

87

BIBLIOGRAPHY:
1.organization behavior (ninth edition) Stephen p. robbins. 2.organization behavior (2000 edition) l.m.prasad. 3.Human resource management k.v.subba rao. 4.research methodology c.r.kothari

5.stress management in police Dr. a.k.saxena 6.stress and coping the Indian experience pestonjee D.M 7.creating a stress free office simon priest and jim Welch.

WEBSITES: 1.www.datapointinfo.com 2.www.hrmguide.com 3.www.stress management.com

88

ANNEXURE

89

QUESTIONAIRE
1.Employees feeling about stress. a) Strain b) Pressure c) Mental tension d) Depression e) Anxiety 2.since how long have been working in this organization ? a) Lessthan 1yr b) 1-5yrs c) 5-10yrs d) Morethan 10yrs ( ) ( )

3.How do you feel working for this organization ? a) Happy b) very happy c) ok 4.If yes according to you, which you think cause stress ? a) Work load b) Work timings e) Interpersonal relationship f) Career 5.what measures do you suggest in reducing the stress causing factors ? a) Counseling b) Job rotation c) Leisure breaks d) Sport activities e) recognizing good work f) Any other specify 6.what are your expectations from HR departments in implementing stress management ? a) Pre-planned b) Takes the opinion of the employee ( ) 7.when I am stressed I feel.? a) Plain b) Anger c) Embarrassment d) Exhausted e) tense e) ok ( ) ( ) c) Meeting targets d) Infrastructure ( ) ( )

8.Do you feel any stress in your work ? a) Yes b) No c) Cant say ( )

9.Does your management take any initition to reduce the stress of employees in your organization ? a) Never b) Sometimes c) Very rare d) If required e) Frequently ( )

10.when you are disturbed what kind of activities do you do to reduce the stress levels ? a) Yoga b) Meditation c) Spending time with family members d) Music relaxation ( )

11. Do you agree that work related stress affects your personal and other problems like health problems? a) Strongly agreed b) Agree c) Disagree d) Strongly disagree e) neutral ( )

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12.Are you careful in making your environment peaceful ? a) To large extent c) If required b) To some extent d) Not at all ( )

13.Are you satisfied with the working conditions of your organization ? a) Satisfied c) Dissatisfied b) Completely satisfied d) Completely dissatisfied ( )

14.Are you satisfied with the balance between your designation and the skills you posses ? a) Satisfied c) Dissatisfied b) Completely satisfied d) Completely dissatisfied ( )

15.if you personal life intercepting you work life ? a) To large extent b) To some extent c) Not at all ( )

16.Do you get suitable facilities in your organization ? a) Excellent b) Good c) Bad ( )

17.Does the organization provide you the necessary healthy and safety measures ? a) Very often b) Very rare c) Frequently ( )

18.Are you able to maintain your stress levels ? a) To large extent c) Not at all b) To some extent d) No idea ( )

19.Does your collegues support you while doing work in the organization ? a) To large extent b) To some extent c) Not at all ( )

20.if the work assigned to you is not fulfilled does the management assist and support you ? a) Very often b) Very rare c) Frequently ( )

21.Do you receive counseling anytime during your work in the organization ? a) Very often b) Very rare c) If required d) Frequently ( )

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22.Do you agree your workload was reasonable ? a) Strongly agree c) Disagree b) Agree ( )

d) Strongly disagree e) neutral

23. Do you agree the stress management techniques are help to enhance performance? a) Strongly agree b) Agree c) Disagree d) Strongly disagree

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