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SYNOPSIS

ON
ANALYSIS STRESS LEVEL OF EMPLOYEES AND STRESS
MANAGEMENT STRATEGIES FOLLOWEDIN UNION
BANK OF INDIA

SUBMITTED BY :
Name
Enrollment No. : ……………………

INDIRA GANDHI NATIONAL OPEN UNIVERSITY


NEW DELHI
YEAR : 2013
INTRODUCTION

Modern life is full of stress. As organization become more complex, the potential
for stress increases. Urbanization, industrialization and increase in scale of
operation are some of the reasons for rising stress. Stress is an inevitable
consequence of socioeconomic complexity and, to some extent, its stimulant as
well. People experience stress, as they can no longer have complete control over
what happens in their lives. The telephone goes out of order, power is shut down,
the water supply is disrupted, an expected promotion is denied, children perform
poorly at school, prices of essential commodities increase disproportionately to
income, etc. we feel frustrated, and then stressed.

There being no escape from stress in modern life. We need to find ways of using
stress productively, and reducing dysfunctional stress.

Several terms that are synonymous with stress, or similar in meaning, have been
used. In order to avoid confusion we will use the following terms: stress for
stimuli that induce stress; stress for the affective (emotional) part in the experience
of incongruence; symptoms for the physiological, behavioral and conceptual
responses or changes: and coping for any behavior that deals with the emotional
component in the experience of incongruence, e.g. stress. The term stress will be
used here to refer to such terms and concepts as strain, pressure, etc. As already
stated, role can be defined as a set of functions, which an individual performs in
response to the expectations of the significant members of a social system, and his
own expectations about the position that he occupies in it. The concept of role, and
the two role systems (role space and role set) have a built-in potential for conflict
and stress.
Stress is normal. Everyone feels stress related to work, family, decisions, your
future, and more. Stress is both physical and mental. It is caused by major life
events such as illness, the death of a loved one, a change in responsibilities or
expectations at work, and job promotions, loss, or changes.

Smaller, daily events also cause stress. This stress is not as apparent to us, but the
constant and cumulative impact of the small stressors adds up to big impact.

In response to these daily stresses, your body automatically increases blood


pressure, heart rate, respiration, metabolism, and blood flow to your muscles. This
stress response is intended to help your body react quickly and effectively to any
high-pressure situation.

However, when you are constantly reacting to small or large stressful situations,
without making physical, mental, and emotional adjustments to counter their
effect, you can experience stress that can hurt your health and well-being.

It is essential that you understand both your external and internal stress-causing
events, no matter how you perceive those events.

Stress can also be positive. You need a certain amount of stress to perform your
best at work. The key to stress management is to determine the right amount of
stress that will give you energy, ambition, and enthusiasm versus the wrong
amount which can harm your health and well-being.

Important Stress Causing Issues, Characteristics and Traits


While each person is different and has different events and issues that cause stress,
there are some issues that almost universally affect people. These are the stressors
you most want to understand and take measures to prevent.
 Feeling out of control,
 Feeling direction-less,
 Guilt over procrastination or failing to keep commitments,
 More commitments than time,
 Change, especially changes you didn't initiate or institute,
 Uncertainty, and
 High expectations of self.

What Affects Coping With Stress Skills?


During times of stress and uncertainty, you can anticipate some predictable issues,
problems, and opportunities. For instance, during any change, members of an
organization have:

Different ways of regarding change. Some people have difficulty accepting and
adjusting to change and uncertainty; others will relish the changes and view them
as great opportunities. Some people initiate change; others prefer the status quo.

Different amounts of experience and practice in stress management and change


management. (What is devastating to one individual may excite another or only
mildly irritate a third person.) Theoretically, people become better at managing
stress and change with experience.

Some people need to "talk it out." Others suffer silently. Some find relief in
complaining. Some talk and talk and talk, but are really supportive of the change.
Others find ways to sabotage changes and undermine efforts to move forward.

Different levels of stress and change occurring in other areas of their lives.
During change, people will experience different amounts of impact from the
current changes and stress producing situations. The will also experience different
amounts and types of support from their spouse, significant other, friends,
supervisor, and coworkers.

INTRODUCTION TO STRESS MANAGEMENT STRATEGIES

A. INDIVIDUAL APPROACHES
 Time Management: An understanding and utilization of basic time
management principles can help individuals better cope with job demands.

 Physical Exercise : Noncompetitive physical exercise such as aerobics,


race walking, jogging, swimming, and riding a bicycle have long been
recommended by physicians as a way to deal with excessive stress levels.

 Relaxation Training : Individuals can teach themselves to relax through


techniques such as meditation, hypnosis, and biofeedback. The objective is
to reach a state of deep relaxation, where one feels physically relaxed,
somewhat detached from the immediate environment, and detached from
body sensations.

 Social Support : Having friends, family, or work colleagues to talk to


provides an outlet when stress levels become excessive. Expanding your
social support network, therefore, can be a means for tension reduction.
B. ORGANIZATIONAL APPROACHES
 Selection & Placement : Individuals with little experience or an external
locus of control tend to be more stress-prone. Selection and placement
decisions should take these facts into consideration.

 Goal Setting : The use of goals can reduce stress as well as provide
motivation. Specific goals that are perceived as attainable clarify
performance expectations. Additionally, goal feedback reduces
uncertainties as to actual job performance. The result is less employee
frustration, role ambiguity, and stress.

 Job Redesigning : Redesigning jobs to give employees more


responsibility, more meaningful work, more autonomy, and increased
feedback can reduce stress, because these factors give the employee greater
control over work activities and lessen dependence on others.

 Participative Decision Making : By giving these employees a voice in


decisions that directly affect their job performances, management can
increase employee control and reduce this role stress.

 Organizational Commitment : Given the importance that perceptions play


in moderating the stress-response relationship, management can also use
effective communications as a means to shape employee perceptions.

 Wellness Programmes : These programs focus on the employee's total


physical and mental condition. For example, they typically provide
workshops to help people quit smoking, control alcohol use, lose weight,
eat better, and develop a regular exercise program.
REASON FOR CHOOSING THE PROJECT

I always wanted to work as a HR Person in a public sector bank. Hence it will be


great if I will evaluate the stress level of employees and stress management
strategies followed in Union Bank of India for reducing employee stress. This
project will help me for my future and it will also help the reader to get an
overview of Stress Management Strategies followed in Union Bank of India.
RATIONALE OF THE STUDY

I will evaluate the stress level of employees and stress management strategies
followed in Union Bank of India for reducing employee stress. This project will
help me for my future and it will also help the reader to get an overview of Stress
Management Strategies followed in Union Bank of India.

Data will be collected using a closed ended questionnaire. The data collected will
be helpful to evaluate the stress level of employees and the strategies followed by
the bank for Stress Management.
ORGANIZATIONAL PROFILE

Union Bank of India (UBI) (BSE: 532477) is one of the largest public sector banks
of India (the government owns 55.43% of its share capital remains public, private
organizations and foreign companies), is listed on the Forbes 2000. It has assets of
USD 13.45 billion and all the bank's branches have been networked with its 4129
ATMs. Its online Telebanking facility are available to all its Core Banking
Customers - individual as well as corporate. It has representative offices in Abu
Dhabi, United Arab Emirates, Beijing, Peoples Republic of China, London,
Shanghai, and Sydney, and a branch in Hong Kong.

The bank is in the process of upgrading its representative offices in London and
Sydney to branches. It also is working on establishing branches in Dubai (in the
Dubai International Financial Centre), and in Antwerp.

UBI is active in promoting financial inclusion policy and is a member of the


Alliance for Financial Inclusion (AFI). View UBI on the AFI member map.

Union Bank of India (UBI) was registered on 11 November 1919 as a limited


company in Mumbai and was inaugurated by Mahatma Gandhi. At the time of
India's Independence in 1947, UBI still only had four branches - three in Mumbai
and one in Saurashtra, all concentrated in key trade centres. After Independence
UBI accelerated its growth and by the time the government nationalized it in 1969,
it had grown to 240 branches in 28 states. Shortly after nationalization, UBI
merged in Belgaum Bank, a private sector bank established in 1930 that had itself
merged in a bank in 1964, the Shri Jadeya Shankarling Bank. Then in 1985 UBI
merged in Miraj State Bank, which had been established in 1929. In 1999 the
Reserve Bank of India requested that UBI acquire Sikkim Bank in a rescue after
extensive irregularities had been discovered at the non-scheduled bank. Sikkim
Bank had eight branches located in the North-east, which was attractive to UBI.

UBI began its international expansion in 2007 with the opening of representative
offices in Abu Dhabi, United Arab Emirates, and Shanghai, Peoples Republic of
China. The next year, UBI established a branch in Hong Kong, its first branch
outside India. In 2009, UBI opened a representative office in Sydney, Australia.
OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:
 To analyze the effectiveness of stress management strategies followed
in Union Bank of India.
 To analyze the stress level of employees in the Bank.
 To study the stress experienced by employees of Bank.
 To find out the level and source of stress.

SECONDARY OBJECTIVE:
 To know the factors that causes stress.
 To analyze the perception of employees towards the management in
handling stress.

SCOPE OF THE STUDY


This study will help the reader to gain the knowledge about the stress management
strategies followed in Union Bank of India. This study will help the Bank to find
ways to reduce stress of employees.
RESEARCH METHODOLOGY

METHODOLOGY
The Research will be Descriptive Research. The data will be collected through 50
employees.

SAMPLE SIZE
Sample will be around 50 employees.

TOOLS OF ANALYSIS
I will use Questionnaire Method. Some of the software’s used for making this
project will be Ms Word and Ms Excel. The Data collected will be shown through
Graphs and Pie Charts.

DATA COLLECTION
Source of Data for this project will be primary & secondary. The primary data will
be collected through questionnaire filled from the respondents. In reference to the
theoretical concept as well as for information are collected through secondary
sources from paper published material i.e. newspaper, journal and magazine &
from printed electronic media i.e. internet websites.

DATA INTERPRETATION
After collecting data with the help of survey using a closed ended questionnaire I
will analyze data with the help of graphs and draw findings and conclusion based
on the data collected.
EXPECTED CONTIBUTION FROM THE STUDY:
This project will help to understand benefits of effective stress management
strategies. It is expected that Bank is having effective stress management strategies
and stress level of employees is less in Union Bank of India.

LIMITATIONS OF STUDY
 Time will be the major constraint.
 Respondents will be limited.
DIRECTION FOR THE FUTURE:
This project will help the Bank to reduce stress level of employees In future by
Bank can find new ways to improve their Stress Management Strategy.
BIBLIOGRAPHY

Books:
 Mamoria, C.B. ,‘Personal Management’ Himalaya Publication, New Delhi.
 Diwedi, R.S., ‘Managing Human Resource’ Galgotia Publishing Ltd, New
Delhi.
 Kothari, C.R. , ‘ Research Methodology’ Vishwa Prakashan, New Delhi.
 Casio, Wayne F., ‘Managing Human Resources’ , 3 rd Edition, Tata Mcgraw
Hill, New Delhi.
 Aswathapa K., ‘Human Resource and Personnel Management’, Tata Mcgraw
Hill, New Delhi.

Websites

 www.unionbankofindia.co.in

 www.managementparadise.com

 www.citehr.com

 www.wikipedia.org
CONTENTS

I INTRODUCTION

II ORGANIZATIONAL PROFILE

III OBJECTIVES OF THE STUDY

IV SCOPE OF THE STUDY

V REASON FOR CHOSING THE PROJECT

VI RESEARCH METHODOLOGY

 METHODOLOGY

 SAMPLE SIZE

 TOOLS OF ANALYSIS

 DATA COLLECTION

VII DATA INTERPRETATION

VIII EXPECTED CONTIBUTION FROM THE STUDY:

IX LIMITATIONS OF STUDY

X DIRECTION FOR THE FUTURE