CHAPTER-1

INTRODUCTION

1
INTRODUCTION

Today with rapid diversification of human activity we come face to face with
numerous cause of stress. Stress is a condition or feeling experienced with a
person perceives that demand exceed the personal and social resources of
individual is able to mobilize. Stress can be caused by wide variety of factors
and effect of possible sources of stress will vary with each individual. The study
is conducted to know various factors that affect employees as well as the
organisation.

Stress is a normal part of life. It reduces your productivity and your physical
and emotional health, so it’s important to find ways to keep it under control.
The main causes of stress at work are the insufficient high workloads without
proper control over work in which the work is undergoing in a poor working
environment and the unavailability of proper training and the information.

According to Han Seyle “stress is not necessarily something bad it all depends
on how you take it. The stress of exhilarating creative successful work is
beneficial while that of failure humiliation or infectional is determined”.

The study is conducted to know the various factors that affect the employees as
well as the organisation. The primary data is collected from the questionnaire on
the basis of their responds, the analysis was made and the result found.

The co-operative credit societies act, 1904 led to the formation of co-operative
credit societies in both rural and urban areas. The act was based on
recommendations of sir Frederick Nickolson (1899) and sir Edward
Law(1901). Their ideas in turn were based on the pattern of Raiffeisan and
schulze respectively. The co-operative societies act of 1912, further gave

2
recognition to the formation of non-credit societies and the central co-operative
organisations.

Machlagan committee in 1915, highlighted the deficiencies of co-operative

societies which speeded in due to lack of proper education to the masses. The
co-operative movement and banking structures soon spread and resonated with
the unexpressed needs of the rural Indian and small scale businesses. Since
1950’s they have come a long way to support and provide assistance in
activities like credit , banking , production , processing , distribution/marketing ,
housing , warehousing , irrigation , transport , textiles , diary , sugar etc....to
households .

The philosophy of equality, equity and self help gave way to the thoughts of self
responsibility and self administration which resulted in giving birth of co-
operative. The origin on co-operative movement was one such event-arising out
of a situation of crisis, exploitation and sufferings. Co-operative banks in India
are registered under the co-operative societies act. The co-operative bank is also
regulated by the RBI. They are governed by the banking regulation act 1949 and
banking laws (co-operative societies) act 1965.

STATEMENT OF THE PROBLEM

Stress is inherent of human life. As a result of pressure, employees develop

various symptoms of stress that can harm their job performance people who are
stressed may become nervous, easily provoked to anger and unable to relax.
Stress can be assessed by observing its manifestation in the individual’s
psychological, physical or behavioural operations.

When the employees are working in a management at that time they can be have
to face many stress situations. Management of an organisation shall not be an
easy process. All decisions in the management are taken by the workers. So

3
they have the stress to make good decisions. Stress is inherent in every human
being.

REVIEW LITERATURE

The co-operative banks arrived in India. In the beginning of the 20th century as
an official effort to create a new type of institution based on the principles of the
co-operative organization and management , suitable for problems peculiar to
Indian conditions . These banks were conceived as substitutes for money
lenders, to provide timely and adequate short term and long term institutional
credit at reasonable rates of interest.

The co-operative banks mainly finance agriculture based activities including

farming, cattle, milk, hatcher, personal performance etc... Along with some
small scale industries and self employment industries, small scale units, home
finance, consumer finance, personal finance. Co-operative banks in India are
working at three levels. At the State level (Tier-1) District level (Tier-2) and
Village level (Tier-3). The main functions of District central co-operative banks
Should provide finance to the primary credit societies, acceptance of deposits,
granting of loans/advances, fixed deposits, receipts, gold/bullion, goods and
documents of title of goods, collection of bills, cheques, safe custody of
valuables, agency services and work as balancing centre for PACS.

Stress management can be defined as interventions designed to reduce the

impact of stress in the work place. These can have an individual’s ability to
cope with stress.

Stress is mental tension caused by demanding, taxing or burdensome

circumstances. Stress doesn’t just affect our mental state and mood; it affects
our physical health as well. When we are very stressed, a hormone called
cortisol is released into our blood stream, suppressing the functioning of our

4
immune, digestive and reproductive systems. That is why it is so important to
practice stress management in order to keep our minds and bodies healthy.

OBJECTIVES OF THE STUDY

 To know the areas where employees feel stress at co-operative bank.

 To describe the ways in which stress affects physical health, life style and
emotional health.
 To examine the strategies adopted by bank to provide stress free work
environment.
 To analyse the work-life balance among co-operatives bank employees.

METHODOLOGY

The study is based on primary data and secondary data collected. The primary
data collected from the employee through questionnaires. The secondary data
were collected from books, journals and websites.

PRIMARY DATA

To get general information about the bank and its activities, I have a discussion
with the managers and officers of the bank.

SECONDARY DATA

Secondary data collected from various books, journals , internet , questionnaire

etc....

5
SCOPE OF THE STUDY

Modern life is full of stress. We need to find ways of using stress productivity.
The implementation of the coping strategies results in stress management. It is
simply the provision of stress coping techniques, to enable a person to fight
against stress. This study is mainly focused on the determination of existence of
stress among the employees in the bank. It also provides the various steps
adopted by the bank for managing the stress of employee which can be used as
future reference for decision making and policy making with regard which are
contributing for stress.

TOOLS FOR ANALYSIS

The data are analysed on the basis of the pie diagram. The data are divided as
per the percentage. And that should be shown in the pie diagram.

SAMPLE SIZE

The number of samples collected for the study is 150 employees

PERIOD OF STUDY

The duration of study was too short. The bank allows the course for only 15
days.

6
LIMITATIONS OF STUDY

 Employees cannot be give genuine respondents or informations to the

questions
 It is not possible to collect details from all employees
 The employees can gave responses supportive to the organisation
 The time was limited to conduct the study

CHAPTER SCHEMEING

Chapter 1 Introduction

Chapter 2 Bank profile

Chapter 3 Data analysis and interpretation

Chapter 4 Findings, suggestions and conclusion

7
CHAPTER-2
BANK PROFILE

8
BANK PROFILE

The bank name is vallanghy vithanassery co-operative bank. The headoffice

concentrate at vithanassery. They are registered on 5th may 1107. But they not
start her services on that year. Their work started at 9th october 1107. But in this
time they not been the service limited like called as co-operative sangam. Then
they are established and get permission as service limited 9 th August 1961. The
co-operative were started job on 1st December 1961. These banks are controlled
by board of directors, which consist of 11 members. They consist 8 male
directors and 3 special consideration to women. So they have 3 women
directors. This bank has 3 branches. They are pezhumpara , kaippanchery and
prabhatha-sayanna branch in nemmara. The main aim of co-operative bank in
vithanassery is to promote agriculture activities. The function performed by
bank is mainly agriculture improvement and banking business. The working of
bank is beneficial to member of society for agricultural requisites and also for
banking services. Now they provide short term loan for agricultural and
investor’s have interest free loan medium term loan for members and self help
groups etc... They supply goods service in festival season like onam, vishu,
vela, etc... Similarly they are dealing in marketing for students such as books
and other materials. They provide gold loan at 7 % interest. They allow cash
credit to the members. The member also have some benefits. The society
becomes customers helpful to at any time. Thus bank helps the customers to
improve the standard of living.

SCOPE OF THE COOPERATIVE BANK

 Issuing agricultural loans and gold loans to farmers to get better price.

9
  The bank providing short term agricultural loan at concessional of interest
and Non-agricultural loan also providing.
 Festival seasons, they supply goods and service related with agricultural
and students for marketing.
 Providing revolving help to group kudumbasree mahila group.

MEMBERSHIP

A person may become get the membership the board of directors if he\she fulfil
the condition which is described in bailer of the society. It includes three classes
and they are, A class which is mainly for share holders, B class which is mainly
for government and C class which is mainly for nominal member. A class
member gets all the privileges which decided and C class member get all the
privileges but are restricted to certain limit.

FUNCTIONS

 To attract the deposits from agricultural and non-agricultural bank.

 To use excess found of some societies temporarily to make up for
shortage in another.
 To perform miscellaneous banking functions.
 Invest fund with other institution.
 To act as an ascent of government.
 To meet the financial requirement of small farmer’s artisans etc...
 To supervise and guide the affiliated societies.

10
ORGANISATIONAL STRUCTURE

General body

Board of directors

Secretary

Assistants

Chief accountant

Branch manager

Internal auditor

Head clerk

Junior clerk

Attendor

Peon

11
CHAPTER-3
DATA ANALYSIS

AND

INTERPRETATION

12
THEORATICAL ANALYSIS

“Stress is a condition or feeling experienced when a person that demands

exceed the personal and social resources the individual is able to mobilize.”

Stress is an inherent of human life. As a result of pressure, employees can

develop various symptoms of stress that can harm their job performance people
who are stressed may become nervous, easily provoked to anger and are unable
to relax. Stress also leads to physical disorders because the internal body system
changes to try to cope with stress. Stress may affect any employee, whether the
employee is a manager or a worker, young or old, any job condition can cause
stress, depending upon an employee’s reaction to it however the major job
conditions that cause stress for employee’s are

 Workload
 Time management
 Insecure political climate
 Inadequate authority to match responsibilities
 Role conflict and ambiguity
 Change of any type, especially when it is major or unusual

13
 STAGES OF STRESS

 Alarm
 Resistance
 Exhaustion
 ALARM: Under this stage, an initial stock phase of lowered residence is
followed by counter-stock during which an individual’s defence
mechanisms are activated.
 RESISTANCE: It is a stage of maximum adaptation when the
individual’s restores the equilibrium.
 EXHAUTION: If the stressor continues or defence mechanism falters,
individual moves to this stage.

SYMPTOMS OF STRESS

Stress shows itself in number of ways, for instance, an individual who is

expecting a high level of stress may develop high blood pressure, ulser,
irritability, difficulty in making routine decisions, loss of appetite, accident
proneness and the like. There can be subsumed under three general categories.

 Physiological symptoms
 Psychological symptoms
 Behavioural symptoms

14
TYPES OF STRESS

There are different kinds of stress that all of us go through especially during
down moments and when problem arise. Once the feeling of stress starts to
build up, the different functions and aspects of human body and personality are
affected.

The types of stress are:-

1. Mental stress: It is very basic of all symptoms and indication of stress

cognitive thinking is affected by mental stress. The mind is responsible
for acknowledging stress as something good or bad. Once it decides on
how it will perceive stress, the rest of the bodily function to respond to it.
Mental stress is a disturbance of the logical and rational way of thinking.
2. Emotional stress: It is a product of mental pressure and tension. The
emotional symptoms manifest according to the mental symptoms.
Emotional stress is also manifested through nervousness and a feeling of
loneliness.
3. Physical stress: It relates to physical reaction or response of the body to
the causes of stress and the other symptoms. The different body systems
and functions particularly the nervous and cardio-vascular functions are
affected.
4. Eustress: It is a type of short-term stress that provides immediate
strength. Eustress arises at points of increased physical activity,
enthusiasm and creativity. It is a positive stress that arises when
motivation and inspiration.
5. Distress: It is one of the negative types of stress. This is one of the types
of stress that the mind and body undergoes when the normal routine is
constantly adjusted and altered this mind is not comfortable with the
routine.

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 6. Acute stress: It is the types of stress that comes immediately with a
change of routine. It is an intensive type of stress, but it passes quickly. It
is the body’s way of getting a person to stand up and take inventory of
what is going on, to make sure that everything is ok.

SOURCES OF STRESS AT WORK

Stress has become increasingly common in organisations, largely because of

increased complexity and increased economic pressure on individuals.
Individuals at the beginning of their career, who are trying to establish
themselves often experience stress. The mid career crisis is virtually
synonymous with stress and facing the changes retirement brings creates
significance stress for many individuals.

Cooper and Marshal have identified six sources of stress for the people at work,
this includes:-

 Factors intrinsic to the job

 Role in the organisation
 Relationships at work
 Career development
 Organizational structure and climate
 Extra organizational structures

STRESS MANAGEMENT

Positive stress adds anticipation and excitement to life, we all thrive under a
certain amount of stress. Deadlines and even our frustrations and sorrows add
depth and enrichment to our lives. Our goal is not to eliminate stress but to learn
16
how to manage it and how to use it to help us. Insufficient stress can act as
depressant and may leave us feeling bored an 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.

Individuals can do a great deal to manage stress for themselves. Effective

measures include regular exercise, sensible eating, adequate sleep and avoiding
the use of alcohol, tobacco and drugs, individuals should also learn to recognize
signs of tension, how to practice relaxation techniques and when to seek
professional help.

There are two types of strategies that can help the employee to cope with stress:
namely, the coping strategies at the organizational level and the coping
strategies at the individual level.

1. Coping strategies at the organizational level:

 Stress reduction and stress management
 Job redesign
 Collateral programs
 Counselling
 Meditation
2. Coping strategies at individual level:
 Relaxation
 Time management
 Management of self-role
 Support group

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UNHEALTHY WAYS TO COPING WITH STRESS

These coping strategies may temporarily reduce stress but they cause more
change in the long run.

 Smoking
 Drinking too much
 Over eating/under eating
 Zoning out for hours in front of TV or computer
 Withdrawing from friends, family and activities
 Using pills or drugs to relax
 Sleeping too much
 Procrastinating
 Filing up every minute of the day to avoid facing problems
 Talking out your stress on others

STRESS MANAGEMENT STRATEGIES

1. Avoid unnecessary stress

 Learn how to say ‘NO’ know your limits and stick to them
 Avoid people who stress you out
 Take control of your environment
 Avoid hot bottom topic
 Page down your to do list
2. Alter the situation
 Express your feelings instead of botting them up
 Be willing to compromise

18
  Be more assertive
 Manage your time better

3. Adapt the stressor

 Reframe problems
 Look at the big picture
 Adjust your standards
 Focus on the positive when stress is getting you down
 Adjusting your attitude
4. Accept the things you can’t change
 Don’t try to control the uncontrollable
 Look for the upside
 Share your feelings
 Lear to forgive
5. Make time for fun and relaxation
 Healthy ways to relax and recharge
 Set aside relaxation time
 Connect with others
 Does something you everyday
 Keep your sense of humour
6. Adapt a life style
 Exercise regularly
 Eat healthy diet
 Reduce caffeince and sugar
 Avoid alcohol, cigarettes and drugs

19
Table 1 showing the age group of respondents

Particulars Number of respondents Percentage

20 – 30 50 33.3
30 – 40 25 16.7
Above 40 75 50
Total 150 100
Source: primary data

percentage
60

50

40

30
percentage

20

10

0
20-30 30-40 qbove 40

INTERPRETATION: Most of the respondents age group is above 40.others are

below the age of 40. Through this we know that there are very low number
workers in the young age.

20
Table 2 showing male and female classification

Particulars Number of respondents Percentage

Male 100 66.66
Female 50 33.37
150 100
Source: primary data

percentage
80

70

60

50

40
percentage
30

20

10

0
male female

INTERPRETATION: From the table 2 most of the employees in the bank

should be male and only few of them are female. From this we understand that
the working women are less in the organizations.

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Table 3 showing the educational qualification of respondents

Particulars Number of respondents Percentage

SSLC 50 33.33
UG 75 50
PG 25 16.67
Total 150 100
Source: primary data

percentage
60

50

40

30
percentage

20

10

0
SSLC UG PG

INTERPRETATION: From the table 3 most of the employees education is UG

and some are SSLC and others are PG. Only some people are done the higher
studies. Most of them are only completed the UG.

22
Table 4 showing the comfortableness of employees in the bank

Particulars Number of respondents Percentage

Great 61 40.66
Satisfied 36 24
Frustrated 32 21.34
Depressed 21 14
Total 150 100
Source: primary data

percentage
45

40

35

30

25

20 percentage

15

10

0
great satisfied frustrated depressed

INTERPERTATION: from table 4 most of the employees feel great comfort

while doing their job. And some of them are feeling satisfied, frustrated and
depressed while doing the job in bank. From the above we can infer that the
bank provides great comfortableness to the employees.

23
Table showing the stress of respondents doing their work

Particulars Number of respondents Percentage

Yes 30 20
No 30 20
Sometimes 90 60
Total 150 100
Source: primary data

percentage
70

60

50

40

percentage
30

20

10

0
yes no sometimes

INTERPRETATION: From the table 5 most of the employees feel stress

sometimes while doing their job. And only some of the employees are feel
stress while doing their job. And only little people do not feel stress while doing
job.

24
Table showing the health problem related to workload

Particulars Number of respondents Percentage

Loss of energy 30 20
Problems for sleeping 15 10
Headache 60 40
No 15 10
Others 30 20
Total 150 100
Source: primary data

percentage
45
40
35
30
25
20 percentage
15
10
5
0
loss of energy problems for headache no others
sleeping

INTERPRETATION: From the table 6 the employees are feeling many health
problems. Most of the employees have headache problem. And some of them
have loss of energy and other problems. Very little some of employees have
problems for sleeping. And others don’t have any problem.

25
Table showing the areas where the employees feel more stress

Particulars Number of respondents Percentage

Customer dealing 30 20
Administration 30 20
Duration of working 75 50
hours
Others 15 10
Total 150 100
Source: primary data

percentage
60

50

40

30
percentage
20

10

0
customer dealing administration duration of working others
hours

INTERPRETATION: From the table 7 most of the employees say that duration
of working hours is the main area where the employees feel more stress. And in
customer dealing and administration they feel some stress. And they feel less
stress in other areas.

26
Table showing the different ways to handle the stress situation

Particulars Number of respondents Percentage

Optimistically 45 30
With the support of 30 20
others
Depends on the situation 60 40
Others 15 10
Total 150 100
Source: primary data

percentage
45
40
35
30
25
20 percentage
15
10
5
0
optimistically wuth the support of depends on the others
others situation

INTERPRETATION: From the table 8 there are different ways to handle the
stress. Most of the employees can handle the stress depends on the situations.
And some others are optimistically and with the support of others. And little
some employees choose other ways to handle the stress situation.

27
Table showing the respondents rats about the efficiency of management in
handling the stress situation

Particulars Number of respondents Percentage

Very effectively 60 40
To some extend 45 30
Rarely 40 26.67
Not at all 5 3.33
Total 150 100
Source: primary data

percentage
45

40

35

30

25

20 percentage

15

10

0
very effectively to some extend rarely not at all

INTERPRETATION: From the table 9 most of the employees have the opinion
of the management should provide very effective in handling the stress
situation. And only some employees have the opinion of to some extend, rarely
and not at all.

28
Table showing the rate and satisfaction level of salary they get from the bank

Particulars Number of respondents Percentage

Highly satisfied 100 66.66
Satisfied 25 16.66
Dissatisfied 15 10
Neither satisfied 10 6.67
nor dissatisfied
Total 150 100
Source: primary data

percentage
70.00%

60.00%

50.00%

40.00%

30.00% percentage

20.00%

10.00%

0.00%
highly satisfied satisfied dissatisfied neither satisfied
or dissatisfied

INTERPRETATION: Most of the employees are highly satisfied with salary

they get from the bank, and some of the employees are satisfied with the salary.
Only few employees are not satisfied with the salary. From the above we can
clearly say that bank provides good salary to their employees.

29
Table showing whether the stress reduces the performance or not?

Particulars Number of Percentage

Respondents
Yes 85 56.67%
No 25 16.66%
Sometimes 40 26.66%
Total 150 100
Source: Primary data

percentage
60

50

40

30
percentage

20

10

0
yes no sometimes

INTERPRETATION: Most of the employees feel that stress reduces their

performance level, and some employees feels that sometimes stress reduces
their performance but only few employees says that their performance are not
reduced due too stress. From here we can clearly say that stress reduces the
performance level of the employees.

30
CHAPTER-4
FINDINGS

SUGGESTION

AND

CONCLUSION

31
FINDINGS

 Most of the employees in the particular banking sector are at age of above
40 and most of them are placed before a decade. So the bank has well
experienced working groups.
 Participation of female is low in this bank.
 Most of the employees are satisfied with the bank.
 Most of the employees feel stress in the bank.
 Most of the employees feel workload in their respective areas.
 Everyone feels stress, but most of them can’t identify the symptoms of
stress.
 Most of the employees feel more stress while interacting with customers
and the co-operation among employees is also not satisfactory.
 Majority of the employees are handling stress depends on the situation
and the management is also good enough in handling the stress among
them.
 Most of the employees agree that stress beyond a level adversely affects
them it reduces the productivity of the employees.

32
SUGGESTIONS

 The management must adopt efficient techniques for attracting

youngsters to the particular banking sector.
 The management implements individual stress reduction workshops to
employees, so that they can find their own way to reduce the stress.
 Provision for more training will help to reduce the stress.
 Provision for more training will help to reduce stress while interacting
with customers.
 Delegation of work should be implemented in the bank if possible; it will
help to reduce the workload.

33
CONCLUSION

Stress is inherent characteristics of human life. Stress may be understood

as a state of tension experienced by individuals facing extraordinary demands,
constraints or opportunities. The pressure of modern life, coupled with the
demands for a job can lead to emotional imbalances that are collectively called
stress. Stress is a normal part of life. It is impossible to avoid it.

Without stress there would be no life at all. We need stress but not too much of
stress for too long. Our body is designed to react in two types; good stress helps
us to alert, motivates us to challenges and drives to solve problems.

This study shows that the employees in co-operative bank facing stress, it is
mostly because of heavy workload and inadequate training. The lack of co-
operation between employees is also reason for arising stress.

Management must began to manage people at work differently treating them

with respect and value their contribution. If we enhance the psychological well
being and health of the employees, in the coming future the bank would make
more revenue and employees can be retained. Because it is said that “a healthy
employee is a productive employee”.

34
 QUESTIONAIRE

1 Name :

2 Age : □20-30 □30-40 □above40

3 Gender : □male □female

4 Qualification : □SSLC □UG □PG

5 Do you feel comfort while doing your job ?

□Great □satisfied □frustrated □depressed

6 Do you have stress situations while doing your job ?

□yes □no □sometimes

7 How often do you face stress in your bank ?

□mostly □rarely □sometimes □not at all

8 How many hours do you work approximately in a week

□30-40 □40-50 □Above 50

9 Have any health problem related to workload ?

□loss of energy □problems for sleeping □headache □no □others-----

35
10 which of the following gives more stress ?

□customer dealing □administration □duration of working hours

□others

11 How often you generally handle the stress situation ?

□optimistically □with the support of others □depends on the situation

12 How far the management is efficient in handling the stress situation

□very effectively □to some extent □rarely □not at all

13 Which among the following could be most effective measure by the

Management to get employees relieved from stress ?

□tour □bonus □entertainment facilities □others

14 How do you rate your satisfaction level with the salary that you get

From the bank ?

□highly satisfied □satisfied □dissatisfied □neither satisfied noe dissatisfied

15 Do you that the package also adds to stress level ?

□yes □no □sometimes

16 Do you agree that stress reduce the performance of employees ?

□yes □no □sometimes

36
 BIBLIOGRAPHY

 Human resource management - k. Venugopolan

 Human resource and personal
Management - k. Aswanthappa

37