A Study on “Job Stress at middle level employees in Brakes India Ltd”

A Summer Training Report submitted to the SRM University

in partial fulfillment of the requirements
for the award of the Degree of
MASTER OF BUSINESS ADMINISTRATION

Submitted by
Mary Marcelin .B. (Reg.No.35107574)

Under the guidance of

Mr.G. Kannan, MBA (Faculty Guide)
Mr. Pandurangan, Aministrator Officer (Industry Guide)

Department of Management Studies

SRM University
Ramapuram Campus, Chennai -89.

August, 2008.
 Department of Management Studies
SRM UNIVERSITY
Ramapuram Campus
Certificate

This is to certify that the Summer Training Report/ Project entitled “ A STUDY
ON JOB STRESS AT MIDDLE LEVEL EMPLOYEES IN BRAKES INDIA
LIMITED”, in partial fulfillment of the requirements for the award of the DEGREE OF
MASTER OF BUSINESS ADMINISTRATION is a record of original training
undergone by Ms.MARY MARCELIN B. during the year 2007 – 2009 of his study in
the Department of Management Studies, SRM UNIVERSITY, Ramapuram Campus
under my supervision and the report has not formed the basis for the award of any
Degree/Fellowship or other similar title to say candidate of any university.

Place : Chennai Signature of Guide

Date : 08.08.08 Mr. G. Kannan
Senior Lecturer
Department of Management
Studies
SRM University
Ramapuram Campus
Chennai – 89

Countersigned
Head of the Department

INTERNAL EXAMINER EXTERNAL EXAMINER

COMPANY CERTIFICATE
 DECLARATION

I, MARY MARCELIN.B., hereby declare that the summer Training

Report/Project, entitled “A STUDY ON JOB STRESS AT MIDDLE LEVEL
EMPLOYEES IN BRAKES INDIS LIMITED”, submitted to the SRM
UNIVERSITY in partial fulfilment of the requirements for the award of the
DEGREE OF MASTER OF BUSINESS ADMINISTRATION is a record of
original training undergone by me during the period June-July 2008 under the
supervision and guidance of Mr. G.KANNAN, Senior Lecturer, Department of
Management Studies, SRM University, Ramapuram Campus and it has not formed
the basis for the award for any Degree/Fellowship or other similar title to any
candidate of any University.

Place : Chennai Signature of the Student

Date : 08.08.08
 ACKNOWLEDGEMENT

I express my sincere thanks to my project guide Mr. G.KANNAN for

guiding me throughout the work.
I am grateful to the authorities of PERSONAL Department Executives for
providing me with necessary information associated with the work. Among them I
am thankful to Mr. DHAKASHNAMOORTHY, Welfare Deputy Officer, and
Mr. SRIDHAR, HR Manager, for making this training/project fruitful.
I express my sincere thanks to Dr. R.R. KRISHNA, Professor & Head,
Department of Management Studies, SRM UNIVERSITY Ramapuram
Campus Chennai - 89 for guiding me throughout the work.
I express my heartfelt thanks to our Vice Principal, Faculty of Engineering
and Technology, SRM UNIVERSITY, Ramapuram Campus Chennai-89 who
provided all facilities for carrying out this training/project.
I thank God Almighty for showering His perennial blessing on me for
giving me the courage to pursue this project work successfully.
My beloved parents and family members were always ready to help and
encouraged me in the endeavour. My gratitude towards them is beyond the words.

MARY MARCELIN.B
 CONTENTS

CHAPTER TITLE PAGE

1 INTRODUCTION 2
SCOPE OF STUDY 4
IMPORTANCE OF THE STUDY 6
OBJECTIVE OF THE STUDY 8
RESEARCH DESIGN 10
SAMPLING DESIGN 15
LIMITATION OF THE STUDY 17
2 COMPANY PROFILE 20
INDUSTRY PROFILE 32
REVIEW OF LITERATURE 38
3 ANALYSIS AND INTERPRETATIONS 47
4 FINDINGS 68
SUGGESTIONS 71
CONCLUSIONS 73
BIBILIOGRAPHY 75
ANNEXURE 77

TABLES
TABLE TITLE P.NO
E NO.
1 Table showing about the age group of the 48
Respondents
2 Table showing about the educational 49
ualification

3 Table showing experience of the 50

respondents

4 Table shoing employees view on future of 51

the company
 5 Table showing about stress at work place 52

6 Table showing about stress at work place 53

7 Table showing working under time pressure 54

8 Table showing enough freedom to take 55

independent action

9 Table showing conswqyebces for both 56

employer & employee

10 Table showing ways to reduce stress 57

effectively

11 Table showing things asked to do which 58

does not related to your job

12 Table showing things asked to do against 59

your sense of values:

TABLE TITLE P.NO

NO.
13 Having adequate authority to get the 60
work done

14 Table showing stress leads to creativity 61

15 Table showing role of hr in identifying 62

and reducing stress

16 Table showing stress level based on 63

coping up[
With your performance
 CHARTS
TABLE TITLE P.NO
E NO.
3.1 Table showing about the age group of the 48
Respondents
3.2 Table showing about the educational 49
ualification

3.3 Table showing experience of the 50

respondents

3.4 Table showing employees view on future of 51

the company
 3.5 Table showing about stress at work place 52

3.6 Table showing about stress at work place 53

3.7 Table showing working under time pressure 54

3.8 Table showing enough freedom to take 55

independent action

3.9 Table showing conswqyebces for both 56

employer & employee

3.10 Table showing ways to reduce stress 57

effectively

3.11 Table showing things asked to do which 58

does not related to your job

3.12 Table showing things asked to do against 59

your sense of values:

TABLE TITLE P.NO

NO.
3.13 Having adequate authority to get the 60
work done

3.14 Table showing stress leads to creativity 61

3.15 Table showing role of hr in identifying 62

and reducing stress

3.16 Table showing stress level based on 63

coping up[
With your performance
 1.1 INTRODUCTION

The project titled ‘A study on stress management among employees

in BRAKES INDIA Ltd’. The study aims to find out the causes of stress in
the work enviroment , the impact of stress and its manifestaion . It also tries
to put forth suggestion to effectively cope with stress and the organization as
a whole

Stress is an unavoidable of life . With out stress , it is not possible to

run a healthy life . However , just as distresscan cause disease, there are
good stresses that offset this , and promote wellness. Increased stress result
in increased productivity up to a point. It’s very much like the stress on a
violin string .

The present day employees are under stress both in their social life as
in the working enviroment .The social and political enviroment ,IT
revolution and technological advancement have brought an employors into
the highly competitive market , which can lead to stress . Stress is defiend as
an adaptive response to an external situation that results in physical,
psychological or behavioral deviations . Stress is a conditional strain of
one’s emoions, thought processes and physical conditions. When it is
excessive it can threaten one’s ability to cope up with the enviroment . High
levels of stress often lead to disturbances in physical and Mental Health .
The disturbances in physical health may be palpitations, indigestion , and
pain, muscle tention etc,the disturbance in Mental health changes in
behaviour patterns and habits of the individuals .
In each & every organisation, strees is found to be one of the major factors
that affect the labours turnover. Thus an attempt is made by the researcher in
order to find the level of stress among labours at BRAKES INDIA Ltd
chennai. Through this research process the researcher wants to identify the
factors causing stress, the impact of stress and identifying ways for reducing
stress.

In this, research has been conducted in BRAKES INDIA Ltd. The research
design was descriptive and census sampling was used for the study on 250
employees for is research. The research instrument in the projects is
structured questionnaire and distributed to employees.

It was suggested that improve the company performance as well as

employee well being, The success of managing stress lies in the ability to
convert distress to estruses or cope up with existing sress to get maximum
performance. An optimal level of stress probably exists for any particular
task,and less or more stress than that level leads to reduce performance.Job
burnout is a major result of unrelieved job related stress
 1.1SCOPE OF THE STUDY

 This study finds various stress cause .

 The study providing awarness if the stress cause and ways to

overcome it.

 It helps to the company to increase the productivity and giving stress

free enviroment.
 1.2IMPORTANCE OF THE STUDY

• To know about the stress level in brakes india limited ,chennai .

• To reduce the stress cause and giving stress free environment .

• To increase the productivity and growth of the organization.

 1.3OBJECTIVES OF THE STUDY

Primary objective:

• The objective of the study is to analyze the stress management in

brakes india Ltd.

Secondary objective:

• To identify the causative factor’s of stress .

• To put forth suggestions to cope with stress and to increase the
efficiency of employees and productivity.
• To assess the impact of stress on the behavioral changes of
employees during working hours.
 1.4RESEARCH DESIGN

Research design is a statement or specification of procedure for collecting

and analyzing the information required for the solution of some specific
problem . It provides a scientific framework for conducting sources research
investigation. I preferred to use descriptive research design for this project ,
as it is prepared from the questionnaire.

S.NO KEY ISSUE OPTIONS SELECTED

1 Data source Primary Data

Research Approach Descriptive Research Survey

2 method
3 Instument Used Questionnaire

4 Area of Survey Outside the organisation

5 Sampling Plan

(a) Sampling Size 250 respondents

(b) Sampling Method Simple Sampling

(c) Method used to colloect Direct contact method

questionnaire
(d) Meyhod of Analysis 1. Percentage Method
2. Chi Square Method
Data colloection:

Primary data and secondary data were used to collect the data for this
study .

Primary data:

The primary data are those . which are collected afresh and for the first
time , and thus happen to be original in character.

• Data source : primary and secondary

• Research approach: descriptive
• Sample size: 250

Descriptive research:

This study includes survey and fact-finding enquiries of different

kinds. Purpose of descriptive research is description of the state of affairs
as it exists at the present Survey Method is used to study the ‘supply
chain management’. Surveys are conducted in case of descriptive
research studies. Surveys are concerned with describing, recording,
analyzing and interpreting conditions that either exist or existed .Surveys
are usually appropriate in case of social and behavioral sciences. Surveys
may either be census or sample surveys. The method of data collection
happens to be either observation,or interview or
questionnarie/opinionnarie or sample projective technique(s).
Instrument Used:

A questionnarie consist of a number of questions printed or typed in a

definite order on a form or set of forms.The form of the question is
closed one (i.e., of the type “yes “or “no or open (i e., inviting free
response). A structured questionnarie was used to collet the needed
information. The questionnarie used is a closed-ended type of
questionnarie.

Area of survey:

The survey was done inside the organisation “ TVS BRAKES INDIA
LTD”.

Method used for collecting questionnarie:

The suppliers were directly contacted and the questionnarie was given to
them. The direct contact method is helpful to get some more additional
information for the purpose of the study.

Method of analysis:

The methods that are used to analyze this study are as follows:
1.Percentage method.
2.Chi square method.
Percentage Method:

Percentage method in accural calculation . Whereas only the percentage

method can be used in the plan, because no actual values yet exist in which
the target values can be placed,both the percentage method and the
target=actual methods can be ised in the actual.

Chi Square Method

Chi square tests enable us to test whether more than two population
proportions can be considered equal. If we classify a population into several
categories with respect of two attibutes. We can then use a chi square test to
determine whtether the two attibutes are independent of each other.
 1.5Sampling design

A sample design is a definite plan for obtaining a sample from a given

population/sampling frame. It refers to the technique or the procedure the
researcher would adopt in selecting items for the sample.

Sampling size:

This refers to the number of items to be selected as a sample. The sample

size is 250 respondents.

Sampling Technique:

When population elements are selected for inclusion in the sample based on
the case of access,it can be called convenience sampling.Convenience
samplingwas used to complete this survey. It is the selection of sample units
and it is based on the convenience of the research.
 1.8 LIMITATIONS OF THE STUDY

• This study only covers the workers of BRAKES INDIA LIMITED ,

padi, chennai.
• Employee fear on delivering the thought about the organisation.
• Busy schedule of the employee.
• Not possible to cover employees in different units and shifts.
• My respondents are limited.
 2.1 COMPANY PROFILE

Brakes India Limited is a leading manufacturer of braking system in india

for the automotive industry.The company was established as a joint venture
between TVS and TRW in the year 1962.Brakes India Limited has grown
steadily to become a leading brake system supplier to global OEMs
operating in india.With design,development and manufacturing capability
that matches global standards in quality and safety,Brakes India Limited is
capable of providing complete braking system technology from concept to
completion.

In 1981,brakes india limited entered into technical collaboration with

quall cast (derby foundries) itd.,U.K. For the manufacturing of the
permanent mould ferrous casting, a technology newly introduced in india. In
the same year, Brakes india limited established a Foundry Division at
sholinghur to manafacture Permanent Mould Grey Iron castings.

Brakes india limited has two broad divisions. They are the Brake division
and the foundry division.The Brake division is india’s largestmanufacturer
of complete Brake system for automotive and non-automotive application
including Hydraulic brake, clutch actuation, heavy duty, foundaion brake
equipment,clutch fluid. The foundry division is equipped with state-of-the-
art technology to manufacture sand-casting both grey and SG iron. It is
india’s largest manufacturer of permanent mould ferrous die-casting.
The strength of Brakes india limited lies in;

• Its ability to motivate and harness the capabilities of its human

resource develops and nurtures a strong vendor base.
• Its commitment to quality,cost,delivery,safety and customer
satisfaction.
• Strong in-house research&Development, coupled with access to
world class Technology through collaboration and
affiliationsworldwide enables Brakes india to provide the Best
Braking Solutions and Castings to its customers.
• Sales turnover of its Brakes divisions exceeds Rs.5 Billion. Brakes
Divisions have grown steadily to become a Leading Brake System
Supplier to global OEMs operating in india.
• Sales turnover of its Foundry division exceeds Rs.2 Billion,has an
installed capacity of 47,000MTPA for permanent mould Grey Iron
and high pressure moulded Ductile and Grey iron sand castings.
• An impressive list of Customers adds testimony to the capabilities
of Brake India.
Brakes India limited’s success lies in management philosophy matched
its commitment to total quality by identifying and meeting customer needs,
which would include the expectation on quality, delivery,price,etc.,
Manufactring location of Brakes India limited:
• Padi(chennai)
• Sholinghur(About 110 km from Chennai)
• Polambakkam(About 90 km from Chennai)
• Gurgoan(About 25 km from NewDelhi)
• Waki(pune)
• Halol(Baroda)
• Nanjangud(About 25 km from Mysore)

MILESTONES ACHIEVED BY THE COMPANY:

1962 - Incorporated as public limited company.

1964- Commenced manufacturing of brakes at padi factory.

1966- Introduced ‘S’cam brakes for heavy commercial vehicles for first
time in India.

1967- Introduced indigenously designed drum brakes for light

commerical vehicles.

1968- Fist export of rubber seals to U.K.

 1972 - 1. First export of tractor brakes as original equipment to
Yogoslavia.
2.First export of Hydraulic brakes.

1975 - R&D activities recognized by ministry of science and

technology.

1979 - Commenced manufacturing operations at Brakes Division at

Sholinghur.

1981 - 1.Set up Foundry Division at Sholinghur.

2.Commenced production of Permanent Mould Castings in
technical with Qual cast Limited. U.K.
1986 - After successful R&D work, commenced manufacture of heavy
duty brake and clutch fluid.

1987 - 1.Commenced brake assembly operations at Gurgoan for

suppiles of Maruthi Suzuki.
2. Commenced manufacture of Hydraulic Brake Hoses with
technical support from Hitachi Cable Company, Japan.
3. Commenced original equipment supplies of tractor brakes U.K.
4. Award received for outstanding contribution in the field of
Industrial Relation by the All India Association of Employers.

1988 - Introduced cellular manufacture system at Brakes Division, Padi.

 1991 - Achieved sales of 1.0 million litres of Heavy Duty Brakes and
clutch fluid in a year.

1992 - 1.Commenced manufacture of Duclite Iorn Castings at Foundry

Division.

2. Foundry Division got certificed by BVQI, for Quality Assurance

System to ISO 9002 Standards.

1993 - Brakes Division, Padi Guroan plants got certificed by BVQI, for
Quality Assurance System to ISO 9002 Standards.

1994 - 1. Brakes Division,Sholinghur got certificed by BVQI, for

Quality Assurance System to ISO 9002 Standards.

2.Achieved sales of 2.0 million litres of Brakes fluid in a year.

1995 - Brake Division,Nanjangud got certificed by BVQI, for Quality

Assurance System to ISO 9002 Standards.

1996 - Commenced manufacturing operations at Polambakam.

1997 - Certificed for QS 9000 requriment 3rd edition by BVQI.

2001 - Certificed for ISO 14001 Environment management System (Padi).

 2003 - 1.TPM Excellence Award, First category by JIPM on 9th
December.

2. “Deming Application Prize” for Foundry Division.

2004 - Certified ISO/TS 16949 -2nd edition by BVQI on 7th May.

Brakes India Limited’s key achievements:

• ISO14001 – Environmental Management Systems(EMS)

• TPM Consistency Award
• Deming Award
• TS 16949 – QS 2002
• OSHAS

TVS GROUPS:

• AXLES INDIA LTD

• INDIA MOTOR PARTS AND ACCESSORIES LTD
• LAKSHMI AUTO COMPONENTS LTD
• SOUTHERN ROADWAYS LTD
• SUNDARAM DYNACAST PVT LTD
• SUNDARAM TEXTILES LTD
• TVS AUTOMOTIVE EUROPE LTD
• TVS ELECTRONICS LTD
• TVS LANKA PVT LTD
• TVS SEWING NEEDLESS LTD
• WHEELES INDIA LTD
• DELPHI-TVS DIESEL SYSTEM LTD
• LUCAS INDIAN SERVICE LTD
• SUNDARAM GRAKE LININGS LTD
• SUNDRAM FASTENERS LTD
• TVS AUTO PARTS PVT LTD TVS FINANCE ANS SERVICES
LTD
• TVS MOTOR COMP LTD
• TVS SRICHAKRA LTD
• LUCAS-TVS LTD
• SUNDARAM-CLAYTON LTD
• SUNDARAM INDUSTRIES LTD
• TURBO ENERGY LTD
• TVS CHERY PVT LTD
• TVS INTERCONNECT SYSTEM LTD
• TVS R&M LTD
• TVS SUNDARAM IYENGAR&SONS LTD
QUALITY POLICY:

Brakes India Limited is committed to total quality.The company shall,

1.Achieve this by identify and meeting customer requirments on quality,

delivert, price and service.

2.Strive to enchance customer satisfaction through continual

improvement of the efficiency of the quality management system.

3.Comply with the statutory and regulatory requirments.

QUALITY:

The products manufactured are subjected to strict surveillance at every

stage of manufacture to ensure acceptable quality product. The company
is committed to quality management and obtained QS9000 obtained
TQM Award.

RESEARCH AND DEVELOPMENT:

Brakes India Limited has received R&D recognition from the

Department of Science and Technology, Government of india. It has
programmers of continual research and development that is abreast with
the latest technology, synonymous with modern thinking in the field of
safe braking.
MAJOR CUSTOMERS:

(1)Brake system:
• Ashok Leyland
• Bajaj tempo
• Eicher motors
• Bharat earth movers
• Maruthi
• Fiat India
• Force motors Ltd
• Ford India Ltd
• TVS Motor Company
• John Deere
• Piaggio
• Hindusthan Motors
• General Motors (India)
• Premier automobiles
• Defence establishments
• Tata motors
• Mahindra&Mahindra
• Swaraj Mazda
• Volvo India pvt.ltd.
(2) Foundry Products:
• Ashok Leyland
• Kelvinator
• Voltas
• Mico
• Mahindra&Mahindra
• Godrej&Boyce
PRODUCT PROFILE:

Major products manufactured by Brakes India Limited:

PADI SHOLINGUR
HCV-Brakes Saw Brakes
LCV-Brakes Cam Brakes
Parking Brakes Transmission Brakes
Tandem master cylinder Tandem master
Wheel cylinder Cylinders
Servo Wheel
PCRV Disc
GP/VALVE

FOUNDRY DIVISION NANJAGUD

Hydraulic cylinder Seals
Castings Polymer
Compressors bodies
Valve plates
POLAMBAKKAM
Bearing retainers Cam Brakes
Rocker Shaft supports Calipers
Torque plates Brake shoes
Brake disc Caliper Pads
Caliper housing & carriers
 2.2 INDUSTRY PROFILE

The automobile industry occupies a prominent place in the world. The

automobile has enabled people to travel and transport goods farther and
faster and has opened wider market areas for business and commerce.
The auto industry has also reduced the overall cost of transportation by
using methods such as mass production, mass marketing and
globalization of production. The manufacture, export and servicing of
automobiles have become key elements of industrial economics. The
automobiles consist of cars, trucks,buses,scooters,motorcycles etc, are
manufactured and exported and exported on large scale along with auto
accessories, auto parts, tyres & tubes, brakes, auto electrical spares etc.
The automobile industry provides jobs for milions of people, generates
billions of dollors in worldwide revenues and provides the basis for a
multitude of related service and support industries. Automobile
manufacturers and exporters are global players. They have taken
advantage of the continuously liberalized world trade in terms of exports
and have opted for local production/investment in countries with stillwell
protected markets.Automobile industry of india is now finding increasing
recognition worldwide ahd a beginning has been made in exports of
vehicle as well as components. The automobile indusrty along with the
component industry is also contributing to the export effort of the
country.
Indian auto components industry touched an estimated production of US$
10 billion in 2005-2006, an increase of 14.94% than the previous year.
Exports touched US$1.8 billion in 2005-2006, accounting for 18% of the
total production. Three countries namely Thailand, China and India
expected to gain from the outsourcing trend. Based on product categories,
the auto ancillary industry can be divided into segments like engine parts,
Drive Transmission & Steering parts, Suspension & Brake parts,
Electrical parts, Equipment and other parts.

KEY FEATURES

 Annual production turnover of Rs.210 billion (US $4.5 billion) small

standards.
 Around 5000 in the unorganized sector and 400 in the organized
sector.
 Share of unorganized sector at 23%: caters primarily to replacement
market.
 Share of organized sector at 77%: caters primarily to Original
Equipment Manufacturers, exports and replacement market.
 All prominent companies have technological tie-ups with global
majors.
 Manufacturer products that may be classified in to six categories:
Engine parts, Electrical parts, Drive, Transmission & Steering parts,
Suspension & Braking parts, Equipments and Others.
 The fortunes of the industry are largely driven by the automotive
industry.
 According to the classification by ACMA, the primary sub-
segmentsin the Suspension and Braking parts segments are brakes,
brake assemblies, brake linings,shock absorbers &leaf springs.

KEY FEATURES
 Suspension and Braking parts is the fourth largest product segment of
the Indian automotive components industry with a 12%production
share.
 Demand share of the replacement market in this segment varies from
30-70%, depending on the product. The unorganised sector has a
significant presence in some products with low technological
intensity.

Surge in automobile industry since the nineties has led to robust growth
of the auto component sector in the country. In tandem with the industry
trends, the indian component sector has shown great advance in recent
yearsin terms of growth,spread,absorptionof new technologies and
flexibility.Indian auto component industry has seen major growth with
the arrival of world vehicle manufacturers from Japan, Korea, US and
Europe. Today, Indiais emerging as one of the key auto components
center in Asia and is expected to play a significant role in the global
automotive supply chain in the year future.

The auto parts industry has emerged as one of India’s fastest growing
manufacturinr sectors and globally competitive one. The auto
components industry in india is dominated by around 500 key players,
which contribute more than 85% of india’s production.
The industry has very deep forward and backward linkages with almost
every other engineering manufacturing sector of the economy.It support
industries like automobiles, machine tools, steel aluminium, rubber,
plastics, electrical, electronics,forgings and machining.

India has also emerged as an outsourcing hub for auto parts for
international companies such as Ford, General motors,Daimler, Chrysler,
Fiat, Volkswagen and Toyota.

India enjoys cost advantage with regard to castings and forgings. The
manufacturing costs in India are 25 to 30 % lower than its western
counterparts. India’s competitive advantage does not come from cost
alone, but from its full service supply capability.

To encourage the smooth growth of the industry, the government of india

has allowed automatic approval for forgien equity investment up to 100
% of manufacture of auto components.Further, the engineering export
promotion council under the aegies of ministry of commerce and
industry, Government of India, over the years has been engaged in
promoting exports of engineering goods including auto parts. Besides,
the Automotive Components Manufacturers Association of India
(ACMA) represents the Indian auto component industry. The
enhancement, collection and dissemination of information. 5 Indian
companies in the automotive sector have received the coveted Deming
prize. Many international auto components major including Delphi,
Visteon, Bosch and meritor have setup operations in India. The domestic
private players are Bharat forge Limited, Tata Auto components Systems,
Sundaram Fasteners, Brakes India. The international private players are
MICO, Visteon and Delphi.
 2.3 REVIEW OF LITERATURE

TITTLE : HUMAN RESOURCE MANAGEMENT

AUTHOR : DAVID A. DECENZO & STEAHEN P. ROBBINS

Adynamic condition in which an individual is conformed with an

opportunity, constraint or demand related to what he/she desire and for
which the outcome is perceived to the both uncertain and important.
Constraints and demands can lead to potential stress. When they are coupled
with uncertainty about the outcome and importance of the outcome, potential
stress becomes actual stress.

In JAPAN, worker stress has been identified in 70% of the workers by a

fukoku Life Insurance Company study. In Japan there is a concept called
Karoshi, which means death from outworking. Employees who die after
working more than 3000 hours the previous year over 2300 individuals die
each year having Karoshi listed as their cause of death. But 6 Japanese
employees working more than 3100 hours annually.

Reducing stress is to make sure that employees are properly matched to their
jobs, and that they understand the extent of their “ authority”. Employees
should also have some input in those things that affect them. Their
involvement and participation have been found to lessen stress. Organisation
must establish procedures for reducing stress level before workers burnout
the techniques are
 1.Identification – this is the analysis of the incidence, prevalance, and
characteristics of burnout individuals, work groups, subunits or organisation.

2. Preventation – attempts should be made to prevent the burnout

process before it begins.

3. Mediation – this involves procedures for slowing, halting or

reversing the burnout process.

4. Remediation – techniques are needed for individuals who are

already burned out or are rapidly approaching the end stages of this process.

Many companies are implementing a full array of programs are designed to

do things. Increasing productivity and make the job more pleasant for the
worker.

The 7 best stress management techniques I know !

By Lyndsay Swinton

The best stress management techniques are those that are essy to use. Quick
to learn and quick to implement, you can use them to manage your own
stress levels or teach them to help others manage theirss.

Stress management techniques help you control of your stress anb be a

healthier, heppier and more pleasant person to be around. Let’s cut to the
chase and spell out the best ones I know . . .
Learn to relax, naturally!

We can’t avoid it. It’s always there. It’s at the office, in the car, and in our
homes. It follows us out with friends and comes along on holidays. It robs us
of our energy and our piece of mind. Even when we think we have finaally
found relief it lurks just beneath surface, threatening to break us and send us
back into misery. Stress, it just won’t go away!

The physical demands we place on our bodies catch up to us eventually.

There are tension headaches, backaches, sleepless nights and the ever-
present lack of energy. Overexertion has become so commonplace that we
accept these things as part of life and forget what it is like to feel physically
at ease.Imagine how much more productive you would be if you had less
stress physical. Then there are the mental stresses. The bills to be paid, the
piles of work on your desk, and the gaps in between what we desire for
overselves and what is reality. Our minds become so filled with worry
that we have difficulty concentrating. It’s hard to thing clearly when you
are stressed. If we could just get a break from all these issuess, maybe just
matbe,we could resolve a few things.

Emotional stress can be sticky. Losed love one, a troubled relationship, or

our past history can all leave us feeling taxed emotionally. These are tougher
to ignore and tend to bled in with other types of stress. In the end we are
just drained, physically, emotionally and mentally. While we cannot
eliminate stress completely deep relaxation can provide us with much
needed relief.
Imagine what it would be like if:

Wake feeling rested and energised each day!

Feeling healthier, calmer and more connected!

Enjoy less stress and happier relationships!

Reduce the stress and Worry in Your Life with Stress Management
Activities

Sress management actvities are very important for helping people reduce or
deal with the stress in their lives. Everyone has their own way of dealing
with or handling stress such as tsking their dog for a walk, going out with
friends, working out at the gym, playing sports, gardening or taking up a
hobby. Others become involved in behaviours or life-damaging habits that
more destructive when they are under pressure or dealing with stress. These
include overeating, excessive alcohol use and turning to drug use.
Meditation is one of several sress management activities that gives you a
positive way to reduce stress. It helps people reach a calm state, slows
breathing and heart rate down, improves your immune function, normalizes
your blood pressure,increase creativity, and clears your mind. Meditation
costs no money, does not require a teacher, is extremely effective for long-
term health and stress reduction and produces benefits almost immediately.
It does take a little effort and time to learn health provides Is certainly worth
the practice. This is one of the stress management activities that people with
many types of physical limitations can often do, it requires no special
equipment, has no side effects, and is an excellent, natural way to reduce
stress. Meditation involves clearing your mind while being in a relaxed
sitting position. Some people focus on a sound they make while meditating,
while others focus on absolutely nothing or their own breathing. It is helpful
to have five to twenty minutes of distraction free privacy and silence but
many experienced mediators have no difficulty doing this anywhere. Many
people are pleasantly surprised to learn that gardening is one of several
stress management activities that is a natural way to relieve stress. Whether
you have a large area of land or just a small patio or balcony to decorate,
planting, tending your garden, and then sitting back enjoying the results of
your hard work, reduces stress and bring peace of mind. Working in your
garden outside and getting fresh air and sunlight is good for your health,
mood, and stress level. Stress management activities that get you closer to
the great outdoors and nature, helps people forget their problems and daily
life stresses. Most people spend the majority of their time indoors and forget
how the beauty of a garden or nature makes them smile and immediately feel
more relaxed and carefree. Growing your own piece of nature will certainly
lower your stress level.

Stress Management Yoga Article

Relax Your Mind with Stress Management Yoga
Stress affects people from all lifestyles and in all occupations in some way.
Stress is a state of emotional or mental strain often caused by worrying,
work, fatigue, school, or other causes. Some people suffering from stress
turn to medications such as tranquilizers or sedatives while others self-
medicate by overeating, excessive drinking, or even taking illegal drugs.
Instead of relieving stress, these often create more problems. Stress
management yoga has become a very popular natural, healthy therapy that
fights stress. Practiced for over five thousand years, yoga is a self-
development exercise. Classical yoga methods include meditation, breathing
control, stretching, physical postures, movement, and ethical disciplines.

Stress management yoga help relax people, making them more creative and
healthier. Yoga brings together your body, mind and spirit with numerous
benefits such as stress management, and physical well-being. Other benefits
of yoga include a sense of will being; reduced stress muscle tension and
anxiety; lower flexibility and strength. Stress management yoga is a union
the brings the mind, spirit, and body together. This helps people handle
stress in a more positive way such as sleeping better and feeling less
stressed, whether caused by everyday life or work related. Many people
believe that stress management yoga requires people to be extremely flexible
which is not true but they do need an open mind. When starting stress
management yoga, it is far easier to learn yoga by joining a beginners group
with a yoga teacher rather than trying to learn and understand yoga through
readi8ng or videos. The practice of stress management yoga includes
learning proper breathing in a way that quiets and stills your mind, relaxes
and soothes you, while helping your posture. Although your min wanders
from thoughts of the present, past, and future, yoga teaches you through
breathing, how to draw your body and mind together, which helps you relax,
concentrate and focus on the present, and forget your stresses, concerns,
cares, and worries. Stress management yoga combines many techniques into
one technique to breathing exercises, meditation practice, fitness programs,
and guided imagery. For disabled and physical limited people, stress
management yoga options such as guided imagery, meditation, and
breathing exercises provide similar benefits but require little physical effort.
In stress management yoga, when a persons mind becomes unaware of the
surroundings and enters into a neutral stage, mental stress and exhaustion
disappear making their body and mind immune to worry and stress.
 TABLE NO: 1

Table showing about the age group of the respondents

S.No Opinion No.of respondents Percentage

1 to a great extent 27 30.40
2 to a certain extent 20 38.00
3 Hardly 72 20.00
4 can't say 62 4.80
5 not in the least 69 6.80
Total 250 100.00

SOURCE: Data collected from the respondents

INTERPRETATION:
From the above table, it is inferred that highest majority of
respondents between 36 to 40 it 28.8% and following 27.6% of respondents
from the age between above 50, 24.8% of respondents from the age between
41 to 50, 10% of respondents from the age above and 8% of respondents
from the age between 31 to 35.

CHART NO: 1

Percentage

30.00 28.80
27.60
24.80
25.00

20.00

15.00 Percentage
10.80
10.00 8.00

5.00

0.00
below 30 31 to 35 36 to 40 41 to 40 above 50
 TABLE NO:2

Table showing about the educational qualification of the respondents

S.No Opinion No.of respondents Percentage

1 Sslc 89 35.60
2 Graduate 66 26.40
3 Postgraduate 22 8.80
4 Diploma 32 12.80
5 Others 41 16.40
Total 250 100.00

SOURCE : Data collected from the respondents

INTERPRETATION:
From the above table, it is inferred that 35.6% of the respondent’s
falls under the Category of SSLC, around 26.4% under the category of
Graduate, and 8.8% of the respondents are in Post Graduate and Diploma
category are 12.8% and remaining are others.

CHART NO: 2

40.00 35.60
35.00
30.00 26.40
sslc
25.00 graduate
20.00 16.40 postgraduate
12.80 diploma
15.00
8.80 others
10.00

5.00
0.00
Percentage
 TABLE NO: 3

Table showing experience of the respondents

S.No Opinion No.of respondents Percentage

1 below 5 yrs 39 15.60
2 6-9 yrs 47 18.80
3 10-14 yrs 68 27.20
4 15-19 yrs 36 14.40
5 above 20yrs 60 24.00
Total 250 100.00

SOURCE: Data collected from the respondents.

INTERPRETATION:
From the above table, it is clearly seen that there are majority
respondents who have between 10 to 14 years of experience, and 24% of
respondents have above 20 years. 18.8% have between 6 to 9 years, 14.4%
have between 15 to 19 years and remaining is below 5 years.

CHART NO: 3
Percentage

30.00 27.20
25.00 24.00

20.00 18.80
15.60
15.00 14.40
Percentage
10.00

5.00

0.00
below 5 6-9 yrs 10-14 15-19 above
yrs yrs yrs 20yrs
TABLE NO: 4

Table showing employees view on future of the company

S.No Opinion No.of respondents Percentage

1 Yes 214 85.60
2 No 36 14.40
Total 250 100.00

SOURCE : Data collected from respondents.

INTERPRETATION:
From the above table, it is inferred that 85.5% of respondents are
highly optimistic about the future of the company and 14.4% of employees
are have a negative mind. They all have a high aim for both Organizational
as well as individual development.

CHART NO: 4

Percentage of respondent

100.00 85.60

80.00

60.00

40.00
14.40
20.00

0.00
yes no
 TABLE NO: 5

Table showing about stress at work place

S.No Opinion No.of respondents Percentage

1 Everyday 29 11.60
2 Often 20 8.00
3 Sometimes 32 12.80
4 Seldom 40 16.00
5 very rarely 129 51.60
Total 250 100.00

SOURCE: Data collected from the respondents.

INTERPRETATION:
From the above table, it is inferred that 51.6% of the respondents have
no stress at work place. 16% of the employees said they do feel stressed
seldom and 12.8% of the employees said they sometimes feel stress, 11.6%
respondents says everyday we meet a stress, 8% say often.

CHART NO : 5
Percentage of respondents

60.00

50.00

40.00

30.00

20.00

10.00

0.00
everyday often sometimes seldom very rarely
TABLE NO:6

Table showing counseling reduces stress level

S.NO Opinion No.of respondents Percentage

1 Strongly agree 81 32.4
2 Agree 73 29.2
3 Neutral 40 16.0
4 Disagree 36 14.4
5 Strongly disagree 20 8.0
Total 250 100.0

SOURCE: Data collected from the respondents.

INTERPRETATION:

From the above table, it was observed that 29.2% of the respondents
feel agree and 32.4% of respondent feel strongly agree that counseling given
to employees will reduce the level of stress and 22.4% of the respondents
feel strongly disagree and disgree to this. The remaining respondents comes
under the neutral.
CHART NO:6

35 32.4
29.2
30

25 Strongly agree

20 agree
16
14.4 neutral
15 disagree
8 strongly disagree
10

0
Percentage
 TABLE NO: 7

Table showing working under time Pressure

S.NO Opinion No.of respondents Percentage

1 Always 49 19.6
2 Often 19 7.6
3 Sometimes 37 14.8
4 Seldom 89 35.6
5 Never 56 22.4
Total 250 100.0

SOURCE: Data collected from the respondents.

INTERPRETATION:

From the above table, it was observed that 35.6% of the respondents
feel that they rarely work under time pressure and 22.4% of the respondents
said that they never work under time pressure. 14.8 said sometimes and
7.6% said often they work under time pressure. 19.6% of respondents said
always work under time pressure.
CHART NO:7

Percentage of respondent

22.4 19.6
always
7.6 often
sometimes
seldom
14.8 never
35.6
 TABLE:8

Table showing enough freedom to take independent action

S.NO Opinion No.of respondents Percentage

1 I Strongly feel that way 87 34.8
2 I feel that way 62 24.8
3 I can’t say 50 20
4 I don’t feel that way 35 14
5 I strongly don’t feel that way 16 6.4
Total 250 100.0

SOURCE: Data collected from the respondents.

INTERPRETATION:
From the above table it was observed that 34.8% of the respondents
strongly feels that have enough freedom to take independent action, and
24.8% said they feel that way and the other few said they can’t say, they
strongly don’t feel that way, they don’t feel that way.

CHART:8

34.8
35

30 I strongly feel that way

24.8
25 I feel that way
20
20
I cant say
14
15
I don't feel that way
10 6.4
I strongly don't feel that
5
way
0
Percentage

TABLE NO:9
Table showing consequences for both employer &employee

S.NO Opinion No.of respondents Percentage

1 highly accept 67 26.8
2 Accept 20 8
3 Partially accept 28 11.2
4 Neutral 106 42.4
5 not accepted 29 11.6
Total 250 100

SOURCE: Data collected from the respondents.

INTERPRETATION:

From the above table, it is inferred that 42.4% of employees do not

accept that job stress has serious consequences for both employeer and
employee, 26.8% highly accept that job stress leads to serious conquences.
And 11.2% of the employee said they partially accept and 8% accept and
11.6% highly not accept.

CHART NO:9

11.6
26.8 highly accept
accept
partially
neutral
42.4 8
not accepted
11.2
 TABLE:10

Table showing ways to reduce stress effectively

S.NO Opinion No.of respondents Percentage

1 Physical exercise 44 17.6
2 Reflective thinking 42 16.8
3 Mini vacation 82 32.8
4 Counseling 55 22.0
5 Others 27 10.8
Total 250 100.0

SOURCE: Data collected from the respondents.

INTERPRETATION:

From the above table, it was observed that 17.6% of the respondents
feels physical exercise is the best way to reduce stress, 16.8% said that
reflective thinking will also be one of the way to reduce stress, 32.8% prefer
to mini vacation, 22% prefer to counseling and remaining is others.

CHART NO: 10

35 32.8

30

25 22 physical exercise

20 17.6 reflective thinking

16.8
mini vacation
15 counselling
10.8
10 others

0
Percentage

TABLE NO:11
Table showing things asked to do which does not related to your job

S.NO Opinion No.of respondents Percentage

1 Always 10 4.0
2 Often 10 4.0
3 Sometimes 41 16.4
4 Seldom 43 17.2
5 Never 146 58.4
Total 250 100.0

SOURCE: Data collected from the respondents.

INTERPRETATION:

From the above table, it is inferred that 58.4% of the respondents said
they are not asked to do things that are really or not part of the job . 17.2% &
16.4% of the respondents said that they are rarely or sometimes asked to do
things that are really or not part of the job. 4% of respondents said often they
force to do and 4% of people feel always to do.
CHART NO:11
58.4
60

50
always
40
often
30 sometimes
17.2 seldom
16.4
20 never

10 4 4

0
Percentage

TABLE NO:12

Table showing things asked to do against your sense of values:

S.NO Opinion No.of respondents Percentage
1 Always 16 6.4
2 Often 14 5.6
3 Sometimes 32 12.8
4 Seldom 48 19.2
5 Never 140 56.0
Total 250 100.0

SOURCE: Data collected from the respondents.

INTERPRETATION:

From the above table, it is inferred that 56% of the respondents said
they are asked to do things against their sense of values and a 19.2% of the
respondents said they are rarely asked to do things against their sense of
values. 12.8% said sometimes, 5.6% said often and 6.4% said always.

CHART NO:12

60 56

50
always
40
often
30 sometimes
19.2 seldom
20 12.8 never
6.4 5.6
10

0
Percentage

TABLE NO:13

Having adequate authority to get the work done

S.NO Opinion No.of respondents Percentage

1 Highly sufficient 99 39.6
 2 Sufficient 74 29.6
3 Can’t say 20 8.0
4 In sufficient 28 11.2
5 Reasonably sufficient 29 11.6
Total 250 100.0

SOURCE: Data collected from the respondents.

INTERPRETATION:
From the above table, it is inferred that 39.6% of the respondents said
they have highly sufficient authority to finish their work inside the
organization and 29.6% of the respondents said sufficient. 11.2% of the
respondents said they have reasonably sufficient and 8% respondents said
cant say.

CHART NO:13
Percentage

11.6
highly sufficient
11.2 39.6 sufficient
can’t say
8 insufficient
resonably sufficient
29.6

TABLE NO:14

Table showing stress leads to creativity

S.NO Opinion No.of respondents Percentage

1 Highly agreed 29 11.6
2 Agreed 149 59.6
3 Neural 23 9.2
4 Disagreed 22 8.8
 5 Highly disagreed 27 10.8
Total 250 100.0

SOURCE: Data collected from the respondents.

INTERPRETATION:
From the above table, it is inferred that 59.6% of the respondents feel
the stress leads to creativity if a competitive situation results in new ideas.
11.6% of the respondents highly agreed and 10.8% highly disagreed, 8.8%
of respondents said neutral and 9.2% of respondents said disagreed.

CHART NO:14
59.6
60

50

highly agreed
40
agree
30 neutral
disagreed
20 highly disagreed
11.6 10.8
9.2 8.8
10

0
Percentage

TABLE NO:15

Table showing role of hr in identifying and reducing stress

S.NO Opinion No.of respondents Percentage

1 Highly accepted 76 30.4
2 Accepted 95 38.0
3 Neural 50 20.0
4 Not accepted 12 4.8
5 Highly Not accepted 17 6.8
Total 250 100.0
SOURCE: Data collected from the respondents.

INTERPRETATION:
From the above table, it is inferred that 38% of the respondents
said they accept that the HR plays a major role in identifying and reducing
stress. 30.4% of the respondents highly accept and 20% 0 respondents said
neutral and few are not accept and highly not accept.

CHART NO:15
38
40
35
30.4
30
highly accepted
25 accepted
20
20 neutral
15 not accepted
highly not accepted
10 6.8
4.8
5

0
Percentage

TABLE NO: 16

Table showing stress level based on copying up with your performance

S.No Opinion No. of respondents Percentage

1 to a great extent 24 30.40
2 to a certain extent 26 38.00
3 Hardly 82 20.00
4 can't say 20 4.80
5 not in the least 98 6.80
Total 250 100.00

SOURCE : Data collected from the respondents

INTERPRETATION:
From the above table, it is inferred that 39.2% of the respondents said
they feel under not in the least, 32.8% said hardly, 8% said can’t say, 10.4%
of respondents fell to a great extent, 10.4% respondents feel to a certain
extent.
CHART NO: 16

38.00
40.00
35.00 30.40
30.00
to a great extent
25.00 to a certain extent
20.00
20.00 hardly
15.00 can't say
not in the least
10.00 6.80
4.80
5.00
0.00
Percentage
 1. Chi-Square

Relationship between authority and creativity of the employee

H0: There is no significant difference between the authority and creativity of

the employee.

H1: There is significant difference between the authority and creativity of

the employee.

Frequencies

authority

Observed Expected
N N Residual
highly sufficient 99 50 49
Sufficient 74 50 24
can't say 20 50 -30
Insufficient 28 50 -22
Reasonably
sufficient 29 50 -21
Total 250

creativity
Observed N Expected N Residual
highly agreed 29 41.7 -12.7
Agreed 149 41.7 107.3
Neutral 23 41.7 -18.7
Disagreed 21 41.7 -20.7
Highly disagreed 27 41.7 -14.7
22 1 41.7 -40.7
Total 250

Test Statistics
Authority Creativity
Chi-Square 96.04 3.44E+02
Df 4 5
Asymp.Sig. 0.000 0.000

a. 0 cells (.0%) have expected frequencies less than 5. The minimum

expected cell frequency is 50.0
 b. 0 cells (.0%) have expected frequencies less than 5. The minimum
expected cell frequency is 41.7%.

INTERPRETATION:

Since calculated value is less than table value H0 is accepted.

CONCLUSION:

It is concluded that there is no significance difference between

authority and creativity of the employee.
 4.1 FINDINGS

1. There 28% of employees are comes under the age of above 50 and
other are comes under than this age.
2. I found that 36% of employees are just sslc, and few of them are post
Graduate.
3. I found that 27% of the respondents are above 10 years and above
experience.
4. I found 85% percentage of respondents feel positive towards the
company.
5. I found 51% of respondents feel very rare at the stress in a work place.
6. Clearly says, 32% of respondents feel counseling reduces stress level
in that company.
7. 34.8% of respondents said very seldom to work under time pressure in
that company.
8. 27% of respondents say have enough freedom to take decision in that
company.
9. I found 26% of them not accept the serious consequences of job stress
for both employer and employee in that company.
10.32% of employees say that physical exercise will reduce the stress
level in that company.
11.58% said they never asked to do things which do not related to our job
in that company.
12.56% of them said they never doing thing against sense of values in
that company.
13.40% of them highly satisfied with their authority is sufficient to get
work done in that company.
14.59% of agreed that stress leads to creativity in that company, as per
reducing the stress level in that company.
15.I found that 38% are accepting their HR were identifying and
reducing the stress level in that company.
16.32% feel in that company is not in that least to copying up with your
performance on based on stress level.
SUGGESTION

• Management can conduct effective counseling session often

which helps to identify any threats or problem faced by the
employee inside the organization.

• Management can conduct training and development program

based on the lacking area of an employee which helps to
reduce the work stress.

• Management can take steps to enhance the relationship with

superiors and co-workers by holding regular meeting to discuss
problems arising out of work and must rise suggestions to find
solution for the same.
 4.3 CONCLUSION

Stress management of “BREAKS INDIA LIMITED,PADI,CHENNAI ,”

Was analyzed based on the detailed study conducted and the inferences were

revealed. From the study, it’s inferred that majority of the respondents are

working in a peaceful environment. If some changes are undertaken than all

the employees will be contented. The world in which organization operates

today is intensely competitive. As we move towards a more competitive

position, we must be prepared both physically and mentally taking the

employees welfare into consideration as a priority. So, this study will help

the organizations to make the employees to work in a stress-free

environment they lead them to work more effectively and efficiently.

 BIBLIOGRAPHY

1. Human Resources Management – Mr.V.S.P.Rao

Published by Anurag Jain for
excel books.

2. The Stress of Life - Mr.Hans Selye

Mc-Graw Hill Publication,
New York,
Revised edition 1976.

3. The complete guide to managing stress - Mr.J.avidson

Simon & Schutcher Publication,
New York,
Edition in 1997

4. “Job Stress and burnout” - W.S.Paine

Beverly Hills Publication,
Boston,
Edition in 1982.

WEBSITES FOR REFEREMCES

1. www.flyhighonline.com
2. www.stress-skill.co.uk
3. www.internalchallenge.com
4. www.globalexpertbase.com
5. www.healthymindxsxet.com
 A STUDY JOB STRESS ON MIDDLE LEVEL MANAGEMENT
EMPLOYEE IN BRAKES INDIA LTE, CHENNAI
QUESTIONNAIRE
PERSONAL PROFILE:

1. Name:
2. To which age group do you belong?
- Below 30 yrs - 30 to 34 yrs | 35 to 39 yrs
- 40 to 50 yrs - 50 yrs and above
3. Educational qualification:
SSLC | GRADUATE | POST GRADUATE | DIPLOMA
| OTHERS
4. Work experience in the present organization:
| Below 5 yrs | 5 – 9yrs | 10-14yrs | 15-19yrs
| 20yrs & above
5. Designation:
(Please specify)
WORK SITUATION:
6. Are you optimistic about the future of the company?
Yes No
7. Do you come across any stress at work?
| Everyday | Often | Sometimes |Seldom Very
rarely
8. Do you agree that counseling reduces your stress level?
| Strongly agree Agree __Neutral
| Disagree | strongly disagree
9. Do you work under time pressure?
|Always |Often |Sometimes |Seldom |Never
10.Do you have enough freedom to take independent action in your
Position whenever needed?
| I Strongly feel that away | I feel that way | I cant say
| I Don’t feel that way | I Strongly Don’t feel that way
11.Do you accept that job stress has serious consequences for
both employer and employee?
-Highly Accept -Accept | Partially Accept
- Neutral -Not accepted
12.Which of the following helps you to reduce stress effectively?
| Physical exercise | Reflective thinking | Mini vacation
| Others
13. Are you asked to do things which really or not part of your job?
| Always | Often | Sometimes | Seldom | Never
14. Do you have to do things, which are against your sense of values?
| Always | Often | Sometimes | Seldom | Never
15. Is your actual authority is adequate to work get done?
| Highly sufficient | Sufficient | can’t say
| Insufficient | Reasonably | Sufficient
16. Do you agree that stress lead to creativity, if a competitive
Situation results in new ideas?
| Highly Agreed | Agreed | Neutral | Disagreed
| Highly Disagreed