Definition of Human Resource:

The company department charged with finding, screening, recruiting and training job
applicants, as well as administering employee-benefit programs.

Introduction of HR:
The term Human Resources is quite popular in India with the institution of
Ministry of Human Resources Development in the Union Cabinet. But most people may
not know what exactly the term human resource means.
According to Leon C. Meg gin son, the term human resource can be thought of as
the total knowledge, skills, creative abilities, talents and aptitudes of an organization's
workforce, as well as the value, attitudes and beliefs of the individuals involved. The
term human resource can also be explained in the sense that it is resource like any natural
resource. Thus, it is a long term prospective whereas personnel are a short term
prospective. Human resources are also regarded as human factor, human asset, human
capital and the like. The terms labor and manpower had been used widely denoting
mostly the physical abilities and capacities of employees. The term personnel had been
used widely in the recent past to denote persons employed in any services. Thus, this
term denotes the employee as a whole but it does not clearly denote various components
of human resources like skill, knowledge, values etc.

Nature and Scope of Human Resource:

People in any organization manifest themselves, not only through Individual sections but
also through group interactions. When individuals come to work place, they come with
not only technical skills, knowledge, but also with their feelings, perception, desires,
motives, attitude, values. Therefore, employee management in an organization does
mean Management of not only technical skills but also other factors of the human
resources.

Definition of Human Resource Management:

HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to contribute

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effectively and productively to the overall company direction and the accomplishment of
the organization's goals and objectives.

Scope of HRM:
The scope of HRM is indeed vast. Specifically, the activities included are HR
planning, job analysis and design, recruitment and selection, orientation and placement,
training and development, performance appraisal and job evaluation, employee and
executive remuneration, motivation and communication, welfare, safety and health,
industrial relations.

Human Resources take active role in the modern economic scenario of any
Country. The abundant physical resources alone cannot benefit the growth of the Country
without human resource component, which transforms physical resources into productive
resources. In fact, the differences in the levels of economic Development of the country
are largely a reflection of the differences in quality of their human resources. The key
element in this proposition is that the values, attitudes, general orientation and quality of
people of a county that determines its economic dev.

In the management of 5Ms, men, machine, material, and methods the men is Only
fundamental but also dynamic and challenging management of human Resources
included guiding human resources into a dynamic organization that attain its objectives
with a high degree of morale and to the satisfaction of those concerned with it. The
concept of human resources development assumes immense importance as it plays vital
role in meetings the challenging Requirements of highly skilled and competent human
resources due to globalization. The maintenance of industrial peace plays vital role as
Indian economy cannot afford insdustrial unrest in the context of global competition.

Meaning of Human Resource Management:

Different terms are used to denote human resource management. They are: Labor
management, labor administration, labor management relations, Employer relations,
industrial relations, personnel administration, personnel Management, human capital
management, human asset management, human resources management and the like.

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Though these terms can be differentiated widely, the basic nature of distinction lies in the
scope or coverage and evolutionary stage. In simple sense, human resources management
means employing people, developing their resources, utilizing, maintaining and
compensating their services in tune with the job and organizational requirements.

Significance of Human Resource Management:

Human resources play a crucial role in the development process of Modern
economics. Arthur Lewis observed that there are great differences in development
between countries which seem to have roughly equal resources, so it is necessary to
enquirer into the difference in human behavior. It is often felt that, through the
exploitation of natural resources, availability of physical and financial resources and
international aid play prominent roles in the growth of modern economies, none of these
factors is more significant than efficient and committed manpower. It is in fact, said that
all development comes from the human mind

Role of HRM:
Job Analysis:
It is process of study and collection of information relating to the operations and
responsibilities of a specific job.
Recruitment:
It is the process of searching for prospective employees and stimulating them to
apply for jobs in an organization.
Selection:
It is the process of ascertaining the qualifications, experience, skill, knowledge
etc.., of an applicant with a view to appraising.
Placement:
It is the process of assigning the selected candidate with the most suitable job
requirements. It is matching of employee specifications with job requirements.

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Job Evaluation:
It is the process of determining relative worth of jobs.
Wage and salary administration:
This is the process of developing and operating a suitable wage and salary
programmed.
Incentives:
It is the process of formulating, administering and reviewing the schemes of
financial incentives in addition to regular payment of wages and salary.
Bonus:
It includes payment of statutory bonus according to the payment of Bonus Act,
1965, and its latest amendments.
Fringe Benefits:
These are the various benefits at the fringe of the wage. Management provides
these benefits to motivate the employees and to meet their life's contingencies.
Social security measures:
Management provides social security to their employees in addition to the fringe
benefits.
Human Relations:
Practicing various human resources policies and Programme like
employment, development and compensation and interaction among employees create a
sense of relationship between the individual worker and management, among workers
and trade unions and management.

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Effectiveness of Human Resource Management:

Effectiveness of various personnel program and practices can be measured or
evaluated by means of organizational health and human resources accounting etc.

The Objectives of HRM:

To create and utilize an able and motivated workforce, to accomplish the basic
organizational goals.
To establish and maintain sound organizational structure and desirable working
relationships among all the members of the organization.
To secure the integration of individual and groups within the organization by coordination of the individual and group goals with those of the organization.
To attain an effective utilization of human resource in the achievement of
organizational goals.
To provide an opportunity for expression and voice management.
To provide fair, acceptable and efficient leadership.
To provide facilities and conditions of work and creation of favorable atmosphere for
maintain stability of employment
The area of the study is RPF work force on field as well as ministry section.

Objectives of Study:
To study the stress levels among the employees in RPF.
To know whether stress has any impact on employees personal and professional life
in RPF
To know how the employees are handling the stress levels.

Significance and need for 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 nonavailability 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
identifies the factors which are contributing for stress (If any). It also provides the various
steps adopted by the organization for managing the work stress of the employees, which

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can be used as future reference for decision-making and policy making with regard to the
employees.

Limitations of Study:
Each and every task has certain limitations and hurdles in the course of its performance.
But this does not mean that the task should stick up whenever certain limitations come
up. The need is to try ones level best to solve incoming limitations. Few limitations of
the project are enumerated below
This study is only limited RPF.
The method of random sampling is suitable for small populations only.
To create good image, respondents may give responses vary from the facts.
Some respondents hesitated to give the actual situation; they feared that
management would take any action against them.

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Indian Railways:
"Indian Railways.... the golden Era"
Railways were first introduced to India in 1853. By 1947, the year of India's
independence, there were forty-two rail systems. In 1951 the systems were nationalized
as one unit, becoming one of the largest networks in the world. IR operates both long
distance and suburban rail systems on a multi-gauge network of broad, meter and narrow
gauges. It also owns locomotive and coach production facilities.
The introduction of Railways in our country has taken place at the juncture when
the transportation system in our country was primitive with the introduction of Railways
the transportation system and it changed a lot. It was in 16th April, 1953. First train was
steamed of from Bombay to Thana, at a stretch of 34 KM. At present it is having a route
length of 62.915 KM. Indian Railways is not only the biggest public sector undertaking in
the country but also the biggest utility concern. "Indian Railway" is largest in Asia and
fourth in the world.
Since its introduction the "Indian Railway" is still continuing to be the
predominant in Transportation. In the initial stages the administrative control of Railways
in India was in the hands of the public works departments. But in 1903, the Robertson
committee recommended for separate board for the Railways. This Board come into
begin in February 1905 with authority to manage the Railways of India on the basis of
Commercial principles.
The Board was initially in the hands of Ministry of Commerce and Industry but
was late transferred to Ministry of Transport and communications. After Independence,
the Railways are under the direct control of the Ministry of Railways assisted by the
Railway Board in the matter of policy and decision making. For administrative
convenience the Railways, Board re divided in 16 zones. Every zone is headed by a
"General Manager" the zones the further divided into different divisions and various
departments for the better management.
The Indian Railways is the principal mode of transport in our country. In 150
years of its existences it has successfully adopted to the charging need of Transportation
of goods and passengers in the country. Every year Indian Railway carries over 11
million passengers per day and lifted more than a million tons of freight traffic daily on
network spread over 62,915 route KM covering 7,068 stations.

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The railways networks consists of Board gauge and Narrow gauges totaling a
length of 1, 08,336 track KM.

Railway Administration:
The Ministry of Railway functions under the guidance of the minister of
Railways, assisted by the Minister of State for Railways. The day-to-day affairs and
formulation of policy are managed by the Railway Board comprising of a Chairman, five
other function members and a financial commissioner. The chairman of the Railway
Board is the ex-officio Principal Secretary and each of the other fine functional members
is the ex-officio Secretaries to the Government of India.

HISTORY AND ORGNISATION OF RAILWAYS:

Indian Railways - Nations Life Line:
Indian Railways have continuously influence the social, economic, cultural and
political life of the people. Some of the important aspects of this influence are increased
mobility of the common man, bringing together people from all castes, communities and
religions, growth trade and commerce development of industries, equalizing price line,
urbanization, employment generation, rural development, help in spread of education,
contribution to national exchequer, influence on literature, poetry, music files etc., Thus,
Railways have become Nation's life line.

The Biggest Organization:

Indian Railways are the biggest organization our country with 14.12L of
employees, 63,332 route kilometers traversing from Okha to Murkong Selekand
Udhampur to Kanyakumari, 6,974 Railway stations, a fletch of 8,025 locomotives, 50,080
passenger and other coaches. 2, 07,176 goods wagons, carrying 5,725 million originating
passenger traffic and 682.4 million metric tons of originating goods traffic. If has a total
investment of 1,12,180.41 crore rupees.

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RAILWAY'S MANAGEMENT:
Initially, the Board of Directors in England had an agent in India for supervision
and control over the companies. The Government appointed advisory engineers and
auditors. In 1855, Railways were placed under Public Works Department. A railway
branch was organized under PWD in 1869 and a State Railway Directorate in 1874.
Ultimately, the Railway Board was organized in 1905. The separate Ministry of Railways
was formed after independence.

Railway Board:
Railway Board is the apex executive body which administers, directs ad
supervised the functioning of the Railway system. The Board functions under the
Minister for Railways and is headed by the Chairman, who is equivalent to Principal
Secretary to Government of India. The other members are (1) Financial Commissioner,
(2) Member Staff, (3) Member Traffic, (4) Member Mechanical, (5) Member Engineering
and (6) Member Electrical. The Board has several directorates. Major directorates are
headed by an Advisor. Health Services and Railway protection force (RPF) directorates
have Director Generals. They are assisted by Executive Directors, Directors, Joint
Directors etc.

Zonal Railways:
The Indian Railways were divided into 09 zones.
--------------------------------------------------------------------------------------------------Name of Railways

Formed on

HQ

Route KM.

--------------------------------------------------------------------------------------------------Southern Railway

14.04.1951

Chennai

5,210

Central Railway

05.11.1951

Mumbai CST

3,832

Western Railway

05.11.1951

Mumbai CG

6,533

Eastern Railway

14.04.1952

Kolkata

2,412

Northern Railway

14.04.1952

New Delhi

6,910

North Eastern Railway

14.04.1952

Gorakhpur

South Eastern Railway

01.08.1955

Kolkata

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3,402
2,614

--------------------------------------------------------------------------------------------------Name of Railways

Formed on

HQ

Route KM

--------------------------------------------------------------------------------------------------North Eastern Frontier

15.01.1958

Malegaon

3,766

South Central Railway

02.10.2002

Secunderabad

5,743

North Western Railway

01.10.2002

Jaipur

5,452

East Central Railway

01.10.2002

Hajipur

3,439

East Coast Railway

01.04.2003

Bhubaneswar

2,431

South Western Railway

01.04.2003

Hubli

3,111

West Central Railway

01.04.2003

Jabalpur

2,965

North Central Railway

01.04.2003

Allahabad

3,080

Bilaspur

2,432

Railway

South East Central Railway 01.04.2003

--------------------------------------------------------------------------------------------------Each zonal railway is controlled by a General Manager. The General Manager is

assisted by Principle HOD namely Addl.GM, Sr.Dy.GM, Financial Advisor and Chief
Accounts Officer, Chief Engineer, Chief Mechanical Engineer, Chief Operating Manager,
Chief

Commercial

Manager,

Chief

Electrical

Engineer,

Chief

Signal

&

Telecommunications Engineer, Controller of Stores, Chief Personal Officer, Chief

Medical Officer and Chief Security Commissioner.

SOUTH CENTRAL RAILWAY:

South Central Railway was formed on 2nd October, 1966 as the 9th zone of the
Indian Railways. In its forty plus years of committed service and path breaking progress,
South Central Railway has grown to a modern system of mass transportation fulfilling the
aspirations of the passengers/customers and carved a niche for itself in Indian Railways.
It's reliable and comfortable Passenger Services for long and short distance travel by
way introducing many super fast and intercity trains helps transform the society by
catering

to

their

personal,

business,

educational

and

tourism

purposes.

Divisions of Southern Railway and Sholapur and Secunderabad Divisions of Central

Railway were carved out and merged into a new Zone. Subsequently, Guntakal Division
of Southern Railway was merged with South Central Railway on 02-10-1977 and
Sholapur Division was remerged with Central Railway. Secunderabad Division was split

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into two Divisions viz. Secunderabad and Hyderabad on 17-02-1978. Following

reorganisation of zones and Divisions with effect from 01-04-2003, two new Divisions
viz., Guntur and Nanded were operationalised duly transferring Hubli Division to newly
formed South Western Railway.
Presently S.C. Railway has 6 Divisions, viz, Secunderabad, Hyderabad, Vijayawada,
Guntakal, Guntur and Nanded. South Central Railway predominantly serves the state of
Andhra Pradesh and Maharashtra and to a limited extent, portions of Karnataka,
Tamilnadu & Madhya Pradesh states.
1.

Number of Divisions

06

2.

Number of States covered

05

3.

Number of stations

4.

Originating Earnings 2012-13 (` in crores)

10109.03

5.

Apportioned Earnings 2012-13 (` in crores)

11667.30

6.

No. of Originating Passengers 2012-13 (in millions)

386.790

7.

Originating Loading 2012-13 (in million Tonnes)

111.259

8.

Operating Ratio 2012-13

9.

689

79.11

Number of passenger Trains run daily:

693

Mail / Express trains

228

Passenger Trains

347

MMTS Trains

118

State-wise Route Kilometerage:

.
State

BG

MG

Total

Andhra Pradesh

4348.440

4348.440

Maharashtra

1010.070

105.750

1115.820

268.690

268.690

70.180

70.180

6.860

6.860

5634.060

175.930

5809.990

Karnataka
Madhya Pradesh
Tamilnadu

Total

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VIJAYAWADA DIVISION
The Vijayawada Junction is the busiest

station of SOUTH

CENTRAL

inception,

RAILWAY.

Since

its

SC

Railway laid 342.805 RKM of new

lines,

converted

2676.19 RKM from MG to BG and

carried

doubling of track on 1272.453 RKM,

constructed many major river bridges

out

including the engineering marvels Viz., II Godavari Bridge and III Godavari Bridges at
Rajahmundry.
Towards customer satisfaction, it had established the Computerized Passenger
Reservation Systems at 85 Stations/locations and offer reservations for any train from any
station in the Country. For gaining efficiency in freight operations, SCR established
Freight Operations Information System (FOIS) in its jurisdiction and has already
introduced Rack Management Systems at 23 Stations and Terminal Management System
at 31 stations.
Its Passenger and Freight performance has met with stupendous leaps forward.
The freight loading which was only 9.00 million tons in the year of its inception, 1966,
has seen a quantum jump and touched 44.79 Million tons in the financial year 2003-2004.
Passenger transport too has met with tremendous growth touching 195.65 millions in the
year 2003-2004 as against 50 millions in the year of inception and the gross earnings
from Rs. 58.00 Cr. to 3683.00 Cr in the fiscal year 2003-2004.

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RAILWAY PROTECTION FORCE

The Railway Protection Force has emerged from a turmoil of systems; there being
as many forms of its existence and as many modes of functioning as there were railway
Companies in British India for imparting the set-up a uniformity of working, the RPF
Rules were enacted in 1959 and RPF Regulations published in 1966. In the same year,
some limited powers to apprehend and prosecute offenders involved in railway property
were conferred on the Force by enacting the railway Property (Unlawful Possession) Act,
1966. Primarily RPF has been entrusted with responsibility of the safety of Railway
property. But, while the provisions of RPF Act were soon found wanting for the
maintenance of an effective and disciplined Force, the RPF Rules and Regulations too
were found judicially unsound. The RPF Act, 1957 was accordingly modified by
Parliament vide Act No.60 of 1985 on 20 September 1985 for the constitution and
maintenance of the Force as an armed force of the Union.

The Committee recommended that since policing on the railways is the constitutional
responsibility of the State Governments, certain matters relating to the security of railway
passengers could be segregated from the policing functions and be given to the Railway
Protection Force.

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The Committee also recommended that the Railway Protection Force may be given the
following additional duties relating to security of passengers:
The Railway Ministry accepted the above recommendations of the Committee.
Accordingly, RPF by an amendment of the Railways Act/RPF Act has been empowered
to deal with the offences, which directly relate to the functioning of the Railways, as the
Police, being preoccupied with the law and order duties, have little time for these minor
offences. It was against this backdrop that the RPF Act and The Railways Act have been
amended. The main purpose is to supplement the efforts of the State Governments to
reinforce the security of the passengers and the passenger areas on Indian Railways. For
giving these additional responsibilities to the Railway Protection Force, the Railway
Protection Force Act, 1957was again modified by Parliament vide act No.52 of 2003 on
23rd December-2003 for providing more legal powers to RPF to provide better protection
to Railway Property, Passenger area and Passengers. In view of latest amendment RPF is
entrusted with following duties:1. Escorting of passenger trains in vulnerable areas.
2. Providing access control, regulation and general security on the platforms, in
passenger areas and circulating areas.
3. Further, it was felt that for effectively dealing with the cases under the Railways
Act, the Railway Protection Force should be empowered to enquire and to launch
prosecution against the persons committing offences under the Railways Act and
accordingly the Railway Act has been amended to empower RPF to investigate
and prosecute in offences covered under the Act.
4. Railway Protection Force will be legally enabled to provide protection and
safeguard to the passenger and his luggage, which will ensure better Passenger
Facilitation.
5. Access control to stations can be regulated in a more effective way and general
security on the platforms in passenger area and circulation area will get reinforced
6. Empowerment under The Railways Act will ensure more smooth train
operations since many sections of The Railways Act aim at hassle-free train
operations.
7. Entrusting of new responsibilities to RPF would mean optimum utilization of
human resources.

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8. Railway Protection Force will be able to take steps for prevention of any
cognizable offence against the passengers and will also be legally empowered to
apprehend any person who is involved in such offences.
With the introduction of amendment in RPF and Railways Act, RPF has been vested with
the powers to investigate in Railways Act cases. RPF has accepted the challenge and
1286 important passenger trains have been provided with RPF escorts over Indian
Railways

Particulars of Organization, Function and Duties:

Railway Protection Force is constituted and maintained by the Central
Government as an Armed Force of the Union for the better protection and security of
Railway property. This Force is constituted as per Section - 3 of RPF Act, 1957
(Amended 1985 & 2003).

Organizational set up of zonal railway:

1. For the purposes of the act, a unit of the force shall be distributed over each zonal
railway including railway establishments and other railway areas served by that
zonal railway.
2. The head of the Security Department in each zonal railway shall be a Chief
Security Commissioner and the entire unit of the Force posted on that Railway
(including railway establishments located on that railway) shall be under his
command, supervision and administration.
3. A Chief Security Commissioner shall be assisted at his headquarters (hereinafter
referred to as the Security Commissioner) by such number of Superior officers
and enrolled members of the Force as may be appointed from time to time to look
after the work of administration including personnel matters, crime and special
intelligence, fire, prosecution, stores, reserve companies, training and claims
prevention.

Organizational Setup of Zonal Railways:

1. The head of the Security Department in each zonal railway shall be a Chief
Security Commissioner and the entire unit of the Force posted on that Railway

~ 15 ~

(including railway establishments located on that railway) shall be under his

command, supervision and administration.
2. A Chief Security Commissioner shall be assisted at his headquarters (hereinafter
referred to as the Security Commissioner) by such number of Superior officers
and enrolled members of the Force as may be appointed from time to time to look
after the work of administration including personnel matters, crime and special
intelligence, fire, prosecution, stores, reserve companies, training and claims
prevention.
3. The head of the Security Department in each zonal railway shall be a Chief
Security Commissioner and the entire unit of the Force posted on that Railway
(including railway establishments located on that railway) shall be under his
command, supervision and administration.
4. A Chief Security Commissioner shall be assisted at his headquarters (hereinafter
referred to as the Security Commissioner) by such number of Superior officers
and enrolled members of the Force as may be appointed from time to time to look
after the work of administration including personnel matters, crime and special
intelligence, fire, prosecution, stores, reserve companies, training and claims
prevention

Organizational set up in the division:

1.

The Force on each zonal railway shall be further distributed over divisions
railway establishments.

2. Each division or railway establishment shall be headed BY A divisional Security

Commissioner, who shall be assisted by such number of other superior officers
and enrolled members of the Force as may be appointed from time to time.
3. For operational purposes, a division may be divided in to sub-divisions each under
the charge of a superior officer.
4. A division or sub-division shall consist of one or more static posts and mobile
companies organized in the manner specified in sub-rules (2) and (3) or rule 17
5. Each Post or a company shall be under the charge of an officer not below the rank
of an Inspector who may be assisted by such number of enrolled members of the
Force as may be determined from time to time by the Chief Security
Commissioner.

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6.

A static post or a mobile company may have one or more out-posts or

detachments attached to it, each headed by an officer not below the rank of subInspector and comprising of such number of other enrolled members of the Force
as may be determined by the Chief Security Commissioner.

7. A fire station shall be headed by an officer nor below the rank of a sub inspector
and consists of such number of other enrolled numbers of the force as may be
appointed from time to time for fire fighting and fire prevention.

Branches of the Force on a zonal railway:

1. Force deployed on each zonal railway shall consists of the following three
branches, namely:a. Executive Brach
b. Prosecution Branch, and
c. Fire service branch
2. These branches shall consists of such number of superior officers and other
enrolled members of the Force as may be determined by the Chief Security
Commissioner with the approval of the Director-General.
3. The enrolled members in the respective branches of the Force, who are under the
administrative control of the Chief Security Commissioner shall from a separate
cadre in each such branch for the purposes of fixation of seniority.
4. No enrolled member of the Force shall be eligible for transfer from one branch to
another except for filling up of vacancies of and below the rank of Assistant SubInspector in the Prosecution branch:
a. Provided that it is intended to transfer an enrolled member permanently
from one branch to another, the approval of the Director-General Shall
invariably obtained.

Executive Branch:
1. The Executive Branch shall consist of five wings, namely:a. Static Wing
b. Mobile Wing
c. Crime Wing
d. Special Wing and
e. Stores Wing

~ 17 ~

2 The static Wing shall be organized on a Post pattern comprising of such number or
enrolled members of the Force as may be needed for ensuring better protection and
security of railway property and combating crimes against it.
3 The Mobile Wing, organized Wing, organized on such company pattern as may be
decided by the Chief Security Commissioner concerned, shall preliminary perform
the duties other than those required to be performed by the static wing under sub-rule
2, especially those having inter post ramifications.
4 Crime Wing shall function as a specified squad for collection and collation of
information pertaining to criminals prying on railway property detection of crime,
inquires into difficult cases having wider ramifications arrest of criminals and their
prosecution. The chief security commissioner may attach some enrolled members of
the force working in this wing of his security commissariat as also the dog squad and
handlers to each division. Control over such staff shall be shared functionally
between the division and the security commissariat as may be ordered by chief
security commissioner.
5 The Chief Security Commissioner may deploy enrolled members of the Force
working in special Wing of his Security Commissariat in the divisions for collection
of intelligence affecting the security and functioning of the railways. All the
members of the branch shall function directly under the control of the Chief Security
Commissioner through the immediate supervision and control of a superior officer
in-charge of Special Wing at his commissariat. Intelligence requiring immediate
attention and action of the part of the division shall be passed on directly to the
Divisional Security Commissioner by the unit deployed in that division.
6 The Stored Wing shall look after and cater to the requirements of the Force for
uniform accoutrements, arms, ammunition, equipment and other stores items. This
Wing shall also arrange for condemnation of unserviceable articles and their
disposal. The Chief Security Commissioner may attach some enrolled members of
the Force working in this Wing to each division who may work under the control of
the Divisional Security Commissioner

Prosecution Branch:
1. The Prosecution branch on each zonal railway shall have a separate cadre of
Inspectors and Sub-Inspectors who are appointed as public Prosecutors and

~ 18 ~

Assistant Public Prosecutors respectively.

2. Other members of the branch shall be drawn from Executive branch where they
shall retain their respective seniority of their parent cadre while posted in this
branch.
3. The Chief Security Commissioner may attach enrolled members of the Force
working in the Prosecution branch with the divisions. Control over the staff shall
be shared functionally between the division and the Security Commissariat may
be ordered by the Chief Security Commissioner.

Security Control Room:

1. A Security Control Room shall be set-up at the headquarters of the DirectorGeneral, Chief Security Commissioner and the Divisional Security Commissioner.
2. It shall function round the clock and be manned by such members of the Force as
may be appointed to it from time to time
3. All information necessary for exercising constant vigil on the incidences and
patter of crime and the areas endemic to such crime are for any other our purpose
shall be promptly corrected by the security control room and swiftly disseminated
to the authorities specified in this be half on the respective functionaries listed in
sub rule (1) above.
4. In particular, any occurrence
Which is a Special report or Special Occurrence case as defined in rules 229
and 230 or which is of unusual or of striking nature either in itself or because
of its modus operandi;
Which involves destruction of or damage to railway property or of overhead
traction or is a case of mischief by fire within railway premises;
Which is a case of suspected sabotage or tampering with track or any other
manner has affected the movement of railway property or the Security and
functioning of the railways.
In which a member of the Force or a railway employee on duty has been
assaulted or arrested or has opened fire;
In which railway property exceeding the value, to be fixed by the Director
General, has been recovered or in which any other important case has been
detected;

~ 19 ~

 Which is likely to provoke reprisal from commuters and others;

Which is likely to arouse interest of or criticism from railways users; and
Which otherwise appears important to the Security Control Room, shall
invariably be reported.

Functions and Duties of enrolled member of the force:

1. The primary functions of the enrolled members of the Force shall bea. to protect and safeguard railway property, passenger & passenger area and to
combat crime against it;
b. to do any other act conducive to better protection and security of railway
property, passenger & passenger area ;
c. to remove any obstruction in the movement of railway property or passenger
area ; and
d. to perform other functions of an armed force of the Union and to exercise
powers of a railways servant as conferred by or under the Indian Railways Act,
1980.
2. The other functions of enrolled members of the Force shall bea. To identify the situation that have potential for the commission of crime against
the railway property either static or in transit or mobile and take remedial
measures or suggest improvement in basic security arrangements of faulty
procedures where necessary, the railway administration
b. To reduce the opportunities of thefts, pilferages, misappropriation, trades, etc,
against railway property and leakage of railway revenue through supervise
preventive checks or other appropriate measures like detailing of patrols in
vulnerable sectors, posting of guards and pickets at black spots, escorting of
affected trains, keeping open or unobtrusive watch at workshops, stores, goodssheds, depots, parcel offices, yards and other such places and at any station or
en-route the destination of railway property
c. To aid, co-operate and co-ordinate the measures of other railway agencies or the
police or other authorities in implementing other appropriate measures for
ensuring prevention of crime against the railway property and providing for its
better security
d. To interpose at any time or place for preventing any attempt to steal, misuse,
damage or tamper with the railway property or to convert it into private use

~ 20 ~

without lawful authority and to intimate action against offenders;

e.

To register and take up enquires under the Railway Property (Unlawful

Possession) Act 1966, apprehend the offenders and participate in subsequent
legal proceedings connected therewith;

f.

To register or to promptly pass on ports for registration to the local police of all
cognizable offences against the railway property, conduct enquires and collect
evidence for localizing the crime or which is otherwise considered necessary
and render such other assistance as may be possible in investigation of such
cases;

g. To obtain intelligence relating to the commission of or intention to commit any

offence specified in clauses(i),(ii), (iii), (iv), (v), (vi), (vii), (viii), (ix) of subsection (1) of section 39 of the code of Criminal Procedure, 1973 on the
railways and to lay such information and to take such other steps consistent with
law and with the orders of his superiors as shall be best calculated to bring
offenders to justice and to prevent the commission of cognizable and, within his
view, of non-cognizable offences;
h. To collect intelligence about subversive and other objectionable activities
affecting the security and functioning of the railways as well as the activities of
criminals and suspects prying on railway property;
i.

To study all cases of suspected sabotage or tampering with track or obstruction

to movement of railway property with a view to suggesting preventive measures
to railway administration and the police;

j.

Subject to rule 42 to assist the railway administration during strikes and

lockouts as well as the police during mob violence or civil disturbances or for
maintenance of law and order and control of railway crime or when deputed any
where in India in aid to civil power.

k. To assist the commercial and other departments of the railway during raids on
ticket less travelers, alarm chain pullers, unauthorized hawkers and on those
indulging in, hose pipe disconnections or infringing other provisions of the
Indian Railways Act, 1980;
l.

To aid any other member of the Force when called upon by such other member
or in the case of need in the discharge of the duty of such other member, in such
ways as would be lawful and reasonable on the part of the member thus aided;

m. To use this best endeavors to prevent any loss damage by fire to railway

~ 21 ~

property; To record and study all cases or fire incidents involving railway
property and suggest preventive measures and to operate and maintain fire
fighting
n. To guard cash office of railway and escort their pay clerks;
o.

To take prompt measures to procure necessary medical help for any

wounded

or sick person under the arrest or in custody;

p.

To arrange for the proper sustenance and shelter to every person who every
person who is under arrest or in custody

q. To arrange for the proper sustenance and shelter to every person who every
person who is under arrest or in custody;
r.

To undertake any other security duty assigned to the Force by or with the
concurrence of railway administration for the execution of which necessary
resources have been provided and approval of the Director-General of the Chief
Security Commissioner, as the case may be, obtained; and

s.

To promptly obey and execute all orders lawfully issued to him by any
superior officer or the Force and to discharge such other duties as are imposed
upon him by any law for time being in force or case on him by any railway rule.

~ 22 ~

Introduction to stress:
Stress is a part of day-to-day living of every individual. The college
students may experience stress in meeting the academic demands, people on the job,
business men may suffer stress to reach office in time and to complete the projects on
time and even the house hole ladies may experience stress in managing the home affairs
and to look for the maid servant. The reasons for the stress differ from person to person.
The stress people experience should not be necessarily treated as harmful. An optimum
amount of stress can always act as an energizer or motivator and propel people to apply
the efforts and complete the work. But a high level of stress can be serious threat to the
personality trails of the individual and can cause physiological and social problems.

What is Stress?
Stress is the "wear and tear" our bodies experience as we adjust to our continually
changing environment; it has physical and emotional effects on us and can create
positive or negative feelings.

~ 23 ~

How can I eliminate stress from my life?

As we have seen, positive stress adds anticipation and excitement to life, and we
all thrive under a certain amount of stress. Deadlines, competitions, confrontations, and
even our frustrations and sorrows add depth and enrichment to our lives. Our goal is not
to eliminate stress but to learn how to manage it and how to use it to help us. Insufficient
stress acts as a depressant and may leave us feeling bored or dejected; on the other hand,
excessive stress may leave us feeling "tied up in knots." What we need to do is find the
optimal level of stress, which will individually motivate but not overwhelm each of us.

~ 24 ~

How can I tell what is optimal stress for me?

There is no single level of stress that is optimal for all people. We are all
individual creatures with unique requirements. As such, what is distressing to one may be
a joy to another. And even when we agree that a particular event is distressing, we are
likely to differ in our physiological and psychological responses to it.

~ 25 ~

How can I tell manage stress better?

Identifying unrelieved stress and being aware of its effect on our lives is not
sufficient for reducing its harmful effects. Just as there are many sources of stress, there
are many possibilities for its management. However, all require work toward change:
changing the source of stress and/or changing your reaction to it. How do you proceed?

The Nine Stress Management Tips:

~ 26 ~

1. Know what stresses you most. Not your co-worker, friend, husband, or wife.
YOU!! Get your feelings out. Write them out and describe each situation. Share all bad
feelings with a friend or in a journal. Before you can conquer your stresses you must
know what is stressing you.

~ 27 ~

2. Say no. Focus on your own goals, not your spouse's or parents'. You must know
yourself, your dreams, and your passions. If asked to chair another group or take on
another responsibility, look at your mission statement or goals for the day. If it is does not
fit it there say thank you but I just cannot. Saying no is one of the hardest things in life,
but will help make you a success in your chosen field.

3. Learn to relax. Work hard but know when to take time off to be with the family, go
to the beach, or read a book. Work all day if you must but when you get home play,
watch cartoons, or tell your child a story. This allows stress tension to go away and helps
you calm the heart's pace and digest food normally, and protect your immune system.
Learn to meditate and take deep breaths to calm down.

4. Eat healthy. Eat less junk food and more fruit and vegetables for an amazing overall
lowering of stress levels. We can actually lower the amount of the bad stress hormone,
Cortisol, by taking vitamins. Take those vitamin pills daily.

5. Keep laughing. Keep a sense of humor. Studies show a good attitude helps lower
cancer rates, makes surgery more effective, and keeps a relationship together through
hard times.

6. Ask yourself WHY. Why are you doing this? Write down your wants, needs,
goals, hopes, and dreams. Does what you are doing now help you get fulfill any of these
things? What is your motivation? The more you understand why you doing what you are
doing the less stress you will have. If you cannot come up with a good reason, then stop
doing it.

~ 28 ~

~ 29 ~

7. Stay active. Exercise is a great way to relive tension and gives you a great break
from exams. A healthy body makes a happy body. Even a three-minute jog is helpful at
taking your mind off your pressures. You'll come back with an acute focus and renewed
energy.

8. Follow your bliss. Try to know which subjects and type of people you enjoy.
Structure your life around activities that you love. Joseph Campbell, a wise philosopher,
advises you to follow your bliss. The more you do in life that goes with your own flow,
the more passion you'll have for what you do.

9. Organize and Prioritize. Do the worst and hardest tasks first. Keep a to-do list
and calendar with you at all times. If you fail to plan, you plan to fail.

~ 30 ~

We generally believe that the stress is caused by the external events and the dynamics
of the environment. But we need to emphasis the fact that the Stress is caused by our
reaction to the external environment. The manner in which we perceive and understand
the changes or the particular event creates same event can bring happiness and cause
stress in two different people depending upon how they react to it. When students are
asked to prepare a presentation, some may take it to the other students may be perturbed
by it for the fear of his weakness. So, Stress is our reaction to external events and it can
be positive or negative depending upon how we react, it is the general wear and tear of
the body machine that takes place due to extra demands put on it. Stress is the biggest
killer in the Western world and the cause of huge losses of production in industry. But the
techniques to combat stress and Increase well being in your daily life are within your
reach if you know how to go about them.

Replacing Negative with Positive Emotions:

The Successful Stress Management course gives you guidance on the changes
necessary to overcome and reject negative emotions, and to replace them with positive
ones that give you true quality of life. Your course will enable you to consider the causes
and effects of the stress in todays world, and help you plan strategies for managing and
controlling stress to develop a healthy sense of self-esteem. This is a much-needed course
in todays world of increasing anxieties, and is invaluable whether you want to benefits
yourself or make a career out of giving guidance to others.
We can define stress as bodys non-specific response to any demand made on it.
Stress is not by definition synonymous with nervous tension or anxiety. On one side
stress provides the means to express talents and energies and pursue happiness on the
other side it can also cause exhaustion and illness, either physical or psychological.

Definition of stress:
According to the father of stress of research, Hans Selye, stress is the spice of
life; the absence of stress in death.
Stress is defined as an adaptive response to an external situation that results in
physical, psychological and behavioral deviations for organizational participants.
Stress is understood as an individual reaction to a disturbing factor in the
environment.
Ivancevich and matteson define stress simply as the interaction of the individual

~ 31 ~

with the environment.

Remember that our main definition of stress is that stress is a condition or feeling
experienced when a person perceives that demands exceed the personal and social
resources the individual is able to mobilize. With this in mind, we can now look at
how you can manage all of the stresses that your career will bring From our
definition, you can see that there are three major approaches that we can use to
manage stress;
Action-oriented: In which we seek to confront the problem causing the stress,
often changing the environment or the situation;
Emotionally-oriented: In which we do not have the power to change the situation,
but we can manage stress by changing our interpretation of the situation and the
way we feel about it; and
Acceptance-oriented: Where something has happened over which we have no
power and no emotional control, and where our focus is on surviving the stress.
Action-oriented approaches best where you have some control
To be able to take an action-oriented approach, we must have some power in
the situation. If we do, then action-oriented approaches are some of the most satisfying
and rewarding ways of managing stress. These are techniques that we can use to manage
and overcome stressful situations. Changing them to our advantage.
The early selections on the title bar above focus on action-oriented coping. These
selections introduce skills that help you to manage your job actively, work well with your
boss and co-workers, and change your surroundings to eliminate environmental stress.

Emotionally-oriented approaches-subtle but effective

If you do not have the power o change a situation, then you may be able to
improve things by changing the way you look at it, and feel about it, by using an
emotionally oriented approach. These are often less attractive than action-oriented
approaches in that the stresses can recur time and again; however, they are useful and
effective in their place. The section on Reducing Stress with Rational Thinking explains
powerful techniques for getting another perspective on difficult situations.
Acceptance-oriented approaches-when theres no valid alternative
Sometimes, we have so little power in a situation that it is all we can do to survive it
This is the case, for example, when loved-ones die. In these situations, often the first

~ 32 ~

stage of coping with the stress is to accept ones lack of power. The section on Building
Defenses Against Stress looks at building the buffers against stress that helps you
through these difficult periods. Arguably, the section on Useful Relaxation Techniques
also fails in to this category.
These different approaches to stress management address our definition of stress
indifferent ways: the action-oriented techniques help us to manage the demands upon us
and increase the resources we can mobilize; the emotionally oriented techniques help us
to adjustor perceptions of the situation; and the acceptance-oriented techniques help us
survive the situations that we genuinely cannot change took the relationship between
stress and industry very seriously.

Stress: What it is not

Stress is not simply anxiety or nervous tension

Stress need not necessarily be damaging

Stress is not always due to over stimulation

Stress cannot be avoided

Levels of Stress
Eustress: Eustress 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 ways of doing their jobs. In certain jobs such as sales, creativity a mild level of
stress contributes positively to productivity.
Distress: Distress denotes the presence of high level of stress in an individual, which
affects job performance adversely and creates many types of physical, psychological and
behavioral problems.

Symptoms of Stress
As stated earlier Stress is caused by or reaction to the external events and bring
about changes in our response and our general behavior. The presence of Stress can be
estimated by the analysis of certain symptoms an individual shows. These symptoms can
be divided into three different categories.
They are Feelings, Behavior and Physiology. When the individual experience
Stress,one or more of the following symptoms can be exhibited.

~ 33 ~

Feelings
The individual becomes anxious become anxious about the outcomes and is
scared. The person feels that he has got something to loose or something wrong
will take place.
In an anxious state the person does not want to be corrected or interrupted. He
looks out for other areas where he can forget about the stress-causing event for a
while. The person becomes irritable and moody.
During high level of Stress the individual develops a negative frame of mind and
suffers from low self-esteem. The person loose faith in his capabilities and is
afraid of the failures. The individual does not have a focused approach and is not
able to concentrate and is involved in his own plans and thoughts.
Physiological and Behavioral Changes
Speech problems
Impulsive Behavior
Crying for no apparent reason
Laughing in a high pitch and nervous tone of voice.
Grinding of teeth
Increasing smoking and use of drugs and alcohol.
Being accident-prone
Perspiration/ sweaty hands
Increased hear beat
Trembling
Nervous ticks
Tiring easily
Urinating frequently
Sleeping problems
Diarrhea / indigestion /vomiting /nausea
Butterflies in stomach
Headaches
Premenstrual tension
Pain in the neck and or lower back

~ 34 ~

Causes of Stress
Both positive and negative events in ones life can be stressful. However major
life changes are the greatest contributors of stress for most people.
1. If people have to travel a lot and have to move from place to place, it can
cause stress.
2. Individual can also be under stress if they are about to enter some new
environment. They may be going to new colony. To a new college or they may
be joining a new organization.
3. Some events, which are generally once I a lifetime can also cause stress.
The social institutions of marriage or divorc can cause stress. Pregnancy can
also generate Stress.

They are:

Time pressure

Competition

Financial problems

Noise

Disappointments

Understanding Stress:
Three potential sources of stress:

Environmental Factors

Organizational Factors

Individual Factors

Environmental Factors:
Economic uncertainty is created when there is a change in the business cycle.
That is when people become anxious about their security. This uncertainty not only
affects the stress level of the organization but also to design of the organization. By
the coming up to the new innovations in the field of technology like computers,
robotics, automation etc. It has become a threat to many people, which causes stress.
This type of uncertainty is called Technology Uncertainty.
Organizational Factors:
There is no storage of factors within the organization that can cause stress.

~ 35 ~

These are categorized into:

Task Demands

Role Demands

Interpersonal demands

Organizational Demands

Organizational Leadership

Organizations Life Stage

Task Demands: Task demands are factors related to a persons job. They include the
design of the individuals job (autonomy, task variety, degree of automation).
Working conditions, and the physical work layout. Working in an overcrowded room
or in a visible location where interruptions are constant can increase anxiety and stress

Interpersonal Demands: Interpersonal demands are pressures created by other

employees. Lack of social support from colleagues and poor interpersonal
relationships can cause considerable stress, especially among employees with a high
social need.

Organizational Structure: Organizational Structure defines the level of differentiation

in the organization, the degree of rules and regulations, and where decisions are made.

~ 36 ~

The methodology followed for conducting the study includes the specification
of research design, sample design, questionnaire design, data collection and statistical
tools used for analyzing the collected data.
Research Design: The research design used for this study is of the descriptive type.
Descriptive research studies are those studies which are concerned with describing the
characteristics of a particular individual or a group.
Population: The total element of the universe from which sample is selected for the
purpose of study is known as population. The population of my research is the
employees working at RPF.
Sample Size: All the items consideration in any field of inquiry constitutes a universe
of population. In this research only a few items can be selected form the population
for our study purpose. The items selected constitute what is technically called a
sample. Here out sample size is 130 employees from the total population to conduct
the study.

DATA COLLECTION:
The Data Source: Primary
The Research Approach: Survey Method.
The Research Instrument: Questionnaire Method.
The Respondents: Railway protection force Sri Ramesh, Sr DSC Chandra, Sri Raja
Gopal Reddy,C.I, Inspectors, assistant sub inspectors, , head constables, constables.
Questionnaire Schedule: Questions are framed in such a way that the answers reflect
the ideas and thoughts of the respondents with regard to level of satisfaction of
various factors of employee satisfaction. The questionnaire has total 10 questions

Tools of Analysis:
Simple Percentage Analysis: Here the simple percentage analysis is used for
calculating the percentage of satisfaction level in the total respondents.

The following are the category wise details are the samples
CATEGORY

~ 37 ~

ACTUALS

Ministerial

65

On field

65

Total

130
Table 4.1

Highlights of Performance:
TOTAL STRENGTH
TOTAL EMPLOYED

PRESENT
EMPLOYED

2629

2110
Table 4.2

Graph 4.1

SAMPLE SIZE STRESS REPORT

Sample size

Feeling stress

Not feeling
stress

130

71

59
Table 4.3

~ 38 ~

stress level
80
60
40

stress

20
0
TRUE

FLASE
Graph 4.2

Interpretation:
From the above graph it can be observed that 71 of the employees opined that
they feel stress and 59 thinks vice versa. It determines that majority employees feel
stress and missing personal life.

~ 39 ~

1. I believe that having a personal life gets in the way of my professional life

OPTIONS

ANSWER

PERCENTAGE

True

71

54%

False

59

46%

Table 4.4

Graph 4.3

Interpretation:
From the above graph it can be observed that 54% of the employees opined
that personal life gets in the way of professional and 46% thinks vice versa. It
determines that satisfaction levels are almost equal in both conditions among
employees.

~ 40 ~

2. I feel sandwiched between work and family responsibilities

OPTIONS

ANSWER

PERCENTAGE

False

59

46%

True

71

54%

Table 4.5

Graph 4.4
Interpretation:
From the above graph it can be observed that 54% of the employees
feel that they are vexed up with both personal life and professional and 46% thinks
that they are able to manage both personal and professional life. It indicates that
balancing power of employees between their work life and personal life which can
affect adversely on the satisfaction levels of employees.

~ 41 ~

3. I find myself always talking about work

OPTIONS

ANSWER

PERCENTAGE

False

73

56%

True

57

44%

Table 4.6

Graph 4.5
Interpretation:
From the above graph it can be observed that 44% of the employees feel that
they always talk about their work out of 100% and the rest 56% feels that they wont
always think about work. It determines that almost half of the people are balancing
stress levels by limiting their thoughts about work till office.

~ 42 ~

4. I cant remember the last time I picked up the phone and rang a friend for
chat [ ]

OPTIONS

ANSWER

PERCENTAGE

True

72

52%

False

58

48%

Table 4.7

Graph 4.6
Interpretation:
From the above graph it can be observed that 52% of the employees feel that
they miss their friends, hangouts, social and the rest 48% feels that they are able to
maintain good relations in society by balancing their work life. It determines that
almost half of the people are balancing stress levels and satisfied with their career.

~ 43 ~

5. On an average I sleep for

OPTIONS

ANSWER

PERCENTAGE

Less than 5

47

36%

More than 5

83

64%

Table 4.8

Graph 4.7
Interpretation:
From the above graph it can be observed that 36% of the employees are not
getting proper sleep due to work pressure 64% people are getting proper sleep with a
well balanced work life maintaining good. It determines that almost half of the people
are balancing stress levels and satisfied with their career.

~ 44 ~

6. On an average per month how many days do you work extra

OPTIONS

ANSWER

PERCENTAGE

10

60

46%

15

23

18%

20

26

20%

25

21

16%

Table 4.9

Graph 4.8
Interpretation:
From the above graph it can be observed that 46% of the employees are
working 10 days extra , 18% of employees work 15 days extra, 20% of employees
work 20 days extra and only 16% employees work 25 days extra sleep due to work
pressure 64%

people are getting proper sleep with a well balanced work life

maintaining good. It determines that almost half of the people are working less no. of
extra working days which indicates stress level is their on all the employees but to a
less extent on half of the employees when considered on the whole.

~ 45 ~

7. Do you have a positive attitude/outlook on life?

OPTIONS

ANSWER

PERCENTAGE

Never

2%

Rarely

23

18%

Often

76

58%

Always

28

22%

Table 4.10

Graph 4.9

Interpretation:
From the above graph it can be observed that 58% of the employees having
positive attitude often , 18% of employees having positive attitude rarely, 2% of
employees never have

positive attitude and only 22% employees work having

positive attitude always. Which determines only less number of people are happy
with their life enjoying both work and family life, To a greater extent people are
happy often or rarely where as minimal no. of people are not happy which intern gives
us high rate of stress levels.

~ 46 ~

8. How many cups/glasses of caffeinated drinks(coffee, tea, coke/cola, energy

drinks) do you drink daily?

OPTIONS

ANSWER

PERCENTAGE

1-2

13

10%

3-4

96

75%

5-6

19

14%

7 or more

01%

Table 4.11

Chart
1%

10%

14%
1 to 2
3 to 4
75%

5 to 6
7 or more

Graph 4.10
Interpretation:
From the above graph it can be observed that 10% of the employees having
caffeinated drinks 1-2 cups daily, 75% of employees 3-4 cups of caffeinated drinks,
14% of the employees having caffeinated drinks 5-6 cups daily and 1% of the
employees having caffeinated drinks 7 or more cups daily. To reduce their stress
levels.

~ 47 ~

9. Are you constantly feeling tired?

OPTIONS

ANSWER

PERCENTAGE

Never

16

12%

Rarely

47

36%

Often

54

42%

Always

13

10%

Table 4.12

Graph 4.11
Interpretation:
From the above graph it can be observed that 10% of the employees always
feel tired, 12% of employees never feel tired, 36% of employees rarely feels tiredness
and 42% employees feel tired often .Which determines more number of people are
constantly feeling tired, only minimal percentage of people never felt tired which
again intern proportional to stress levels i.e., on an average almost everyone feels tired
and stress.

~ 48 ~

10. Apart from your job profile are you given extra work of recognition? [

OPTIONS

ANSWER

PERCENTAGE

Never

21

16%

Rarely

31

24%

Often

60

46%

Always

18

14%

Table 4.13

Graph 4.12
Interpretation:
From the above graph it can be observed that 14% of the employees always
contributed extra work for organization, 16% of employees never contributed other
than work required for job, 24% of employees rarely contributed towards organization
and 46% employees contributed towards the organization very often .Which
determines more number of people are contributing towards the organization other
than work for reorganisation which intern proportional to increase of stress levels i.e.,
on an average almost everyone feels tired and stress by contributing extra than
whatever required.

~ 49 ~

The employees of RPF are selected in a step by step procedure, the usual
working hours are 8 to 10 hours a day, depending upon the work load. The work is
assigned on equitable basis.
The employees are satisfied with the working environment; a friendly environment
usually prevails in the organization. The management maintains both formal and
informal relationship with the employees. There is low participation of employees in
the management decisions. The promotion policy and transfer policy is favorable to
the employees.
The management understands the various reasons for stress and plans different
techniques and implements it to reduce stress and increase employee morale. The cost
incurred on implementing the work stress management techniques is considered to be
cost effective.
The different techniques are adopted to boost of the moral the employee and it is
achieved. Work stress management is considered to be profitable to the organization.
While planning and implementing the different techniques the opinions of team
leaders are also considered. The work stress management techniques have also proved
to be effective in appraising the employee performance.

~ 50 ~

It has been found that 51% of the employees among the total employees in the
organization are undergoing stress and rest of the employees feels they were
not stressed.

It has been found that nearly 54% of employees in the organization unable to
manage both professional and personal life, they are not even enjoying both
work and personal life while others feel vice versa. Hence, satisfactory leeks
are almost equal.

It is observed that almost half of the employees maintain better inter personal
relationship with their peers, subordinates and superiors.

It has been found that almost 42% of employees feel that they need a few
changes at work place to reduce the stress like timely targets.

It has found that distributed work load and periodic relaxation because they
feel that it is too concentrated and the time to meet these targets is highly
insufficient.

It is observed that 58% of the employees are comfortable with the working
environment in which they are working.

It is observed that the almost 64% of employees are taking more than 5hrs of
sleep even in their busy schedule.

It has been found that almost 75% of employees are used to 3-4 cups of
caffeinated drinks in order to reduce stress levels which in turn is a risk for
employee health in a long run.

It has been found that 46% of employees are often performing extra and only
14% of employees always performing extra work just for reorganization.

~ 51 ~

 It has recommended that if stress management techniques are initiative then

the average health of the employees will be better and he will be able to better
cope with stress.
It helps them to improve the level and degree of performance of the employee
It is recommended that it should focus more in giving stress management
techniques.
It is recommended to conduct frequent health checkups gauges the health level
of employees from time to time.
It is also recommended that the health of the employee is fine then it can
inferred that the degree of stress in the organizations less or negligible
It is recommended to allow fun at work at least once a week in order to reduce
stress levels which in turn improves peer peer relationships at work.
It is highly recommended that people at higher positions should appreciate
their sub-ordinates in order to increase employee strength and confidence
levels which automatically reduce stress levels.

~ 52 ~

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Donald R. Brown & Don Harwey, An Experiment Approach to Organisational
Development, Pearson Education.
Keith Davis & John Newsrom, human Behavior at work, Mc-Graw Hill
Mullins L. J., Management and Organizational Behavior , Pearson education.
Indian Railways Establishment Rules, Indian Railways, New Delhi.
WEDSITES:
http://www.indianrailways.gov.in/railwayboard.
http://www.investopedia.com/terms/h/humanresources.asp
http://www.indianrailways.gov.in/railwayprotectionforce.
https://en.m.wikipedia.org/wiki/stress_management

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