A study on stress among the employees with special reference to steroid soft
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A study on stress among the employees with special reference to steroid soft A study on stress among the employees with special reference to steroid soft Document Transcript

  • A study on stress among the employees with special reference to Steroid soft, Coimbatore.
  • PrefaceThe study of human resource management is one of the major criteria in the corporate sector.Human resource is the heart of the organization. By this research project we will be able to knowto reduce the stress level of the employees working in the IT companies. By this way theproductivity of the employee increases.Now a day the corporate sector is booming in a high speed that the people have to work forprolonged hours to maintain the standard of living and achieve their basic needs. So is thecondition in the hospitals, colleges, BPO’s and lots of other places. In spite of having the moderntechnologies and facilities, people are feeling themselves to be work loaded and stressed. Stressarises because of many reasons which are discussed in the following project. The project reportalso contain techniques how to reduce the stress and overcome such problems.To identify the level of stress among the people who work I have tried to survey the peopleworking in hospitals, BPO’s and other industries as well as institutes. Stress arises because ofunfulfilled wants, lack of job satisfaction etc. before starting the topic of stress; let’s firstunderstand the importance of human resource.
  • CONTENTSS.No. TITLE NAME PAGE No. 1. Introduction 2. Company profile 3. Scope of the study 4. Review of literature 5. Objective of study 6. Research methodology 7. Findings 8. Suggestions 9. Conclusion 10. Annexure 11. Bibliography
  • 1. INTRODUCTION (1.1) INTRODUCTION TO HRHuman Resource Management is an art of managing people at work in such a mannerthat they give their best to the organization. In simple word human resource managementrefers to the quantitative aspects of employees working in an organization.Human Resource Management is also a management function concerned with hiring, motivating,and maintains people in an organization. It focuses on people in organization.Organizations are not mere bricks, mortar, machineries or inventories. They are people. It is thewho staff and manage organizations.HRM involves the application of management functions andprinciples. The functions and principles are applied to acquisitioning, developing, maintain, andremunerating employees in organizations.Decisions relating to employees must be integrated. Decision on different aspect of employeesmust be consistent with other human resource decisions. Decision made must influence theeffectiveness of organization. Effectiveness of an organization must result in betterment ofservices to customers in the form of high-quality product supplied at reasonable costsHRM function s is not confined to business establishment only. They are applicable to non-business organizations, too such as education, health care, recreation etc. The scope of HRM isindeed vast. All major activities in the working life of his or her entry into an organization untilhe or she leaves-come under the previews of HRM specifically, the activities included are HRplanning, job analysis and be sign, recruitment and selection, orientation and placement, trainingand development, performance appraisal and job evaluation, employee and executiveremuneration, motivation and communication, welfare, safety and health, industrial relations andthe like. HRM is a broad concept Personnel management and human resource development is apart of HRM. Before we define ―Human Resource Management‖, it seems good to firstdefine heterogeneous in the sense that they differ in personality, perception, emotions,values, attitudes, motives, and modes of thoughts.
  • Human resource management plays an important role in the development process ofmodern economy. In fact it is said that all the development comes from the human mind.― Human Resource Management is a process of producing development, maintaining andcontrolling human resources for effective achievement of organization goals.‖
  • (1.2) INTRODUCTION TO STRESSA lot of research has been conducted into stress over the last hundred years. Some of the theoriesbehind it are now settled and accepted; others are still being researched and debated. During thistime, there seems to have been something approaching open warfare between competing theoriesand definitions: Views have been passionately held and aggressively defended.What complicates this is that intuitively we all feel that we know what stress is, as it issomething we have all experienced. A definition should therefore be obvious…except that it isnot.Definition:Hans Selye was one of the founding fathers of stress research. His view in 1956 was that ―stressis 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 infection isdetrimental.‖ Selye believed that the biochemical effects of stress would be experiencedirrespective of whether the situation was positive or negative.Since then, a great deal of further research has been conducted, and ideas have moved on. Stressis now viewed as a "bad thing", with a range of harmful biochemical and long-term effects.These effects have rarely been observed in positive situations.The most commonly accepted definition of stress (mainly attributed to Richard S Lazarus) is thatstress is a condition or feeling experienced when a person perceivesthat “demands exceed thepersonal and social resources theindividual is able to mobilize.” In short, its what we feelwhen we think weve lost control of events.This is the main definition used by this section of Mind Tools, although we also recognize thatthere is an intertwined instinctive stress response to unexpected events. The stress responseinside us is therefore part instinct and part to do with the way we think.
  • The types of stress are as follows:Mechanical Stress (physics), the average amount of force exerted per unit area. Yield stress, the stress at which a material begins to deform plastically. Compressive stress, the stress applied to materials resulting in their compaction.Biological Stress (biological), physiological or psychological stress; some types include: o Chronic stress, persistent stress which can lead to illness and mental disorder o Eustress, positive stress that can lead to improved long-term functioning o Workplace stress, stress caused by employmentMusic Accent (music). Stress (band), an early 80s melodic rock band from San Diego. Stress (punk band), an early 80s punk rock band from Athens. Stress (Neo-Psychedelic band), from the late 1980s. Stress, a song by the French band Justice on their debut albumOther Stress (game), card game Stress (linguistics), phonological use of prominence in language Stress (physics), the average amount of force exerted per unit area. Stress is a measure of the average amount of force exerted per unit area. It is a measure of the intensity of the total internal forces acting within a body across imaginary internal surfaces, as a reaction to external applied forces and body forces. It was introduced into the theory of elasticity by Cauchy around 1822. Stress is a concept that is based on the concept of continuum. In general, stress is expressed as
  • Where Is the average stress, also called engineering or nominal stress, and Is the force acting over the area .Chronic StressChronic stress is stress that lasts a long time or occurs frequently. Chronic stress is potentiallydamaging.Symptoms of chronic stress can be: upset stomach headache backache insomnia anxiety depression angerIn the most severe cases it can lead to panic attacks or a panic disorder.There are a variety of methods to control chronic stress, including exercise, healthy diet, stressmanagement, relaxation techniques, adequate rest, and relaxing hobbies.Ensuring a healthy diet containing magnesium may help control or eliminate stress, in thoseindividuals with lower levels of magnesium or those who have a magnesium deficiency. Chronicstress can also lead to a magnesium deficiency, which can be a factor in continued chronic stress,and a whole host of other negative medical conditions caused by a magnesium deficiency.It has been discovered that there is a huge upsurge in the number of people who suffer from thiscondition. A very large number of these new cases suffer from insomnia.In a review of the scientific literature on the relationship between stress and disease, the authorsfound that stress plays a role in triggering or worsening depression and cardiovascular diseaseand in speeding the progression of HIV/AIDS.
  • Compressive stress: Compressive stress is the stress applied to materials resulting in their compaction(decrease of volume). When a material is subjected to compressive stress, then this material isunder compression. Usually, compressive stress applied to bars, columns, etc. leads toshortening.Loading a structural element or a specimen will increase the compressive stress until the reach ofcompressive strength. According to the properties of the material, failure will occur as yield formaterials with ductile behavior (most metals, some soils and plastics) or as rupture for brittlebehavior (geometries, cast iron, glass, etc).In long, slender structural elements -- such as columns or truss bars -- an increase of compressiveforce F leads to structural failure due to buckling at lower stress than the compressive strength.Compressive stress has stress units (force per unit area), usually with negative values to indicatethe compaction. However in geotechnical engineering, compressive stress is represented withpositive values.
  • ORGANIZATION PROFILECOMPANY PROFILE:Steroidsoft is an Indian-based IT Firm delivering high quality, cost effective, reliable resultoriented IT solutions on time for a global clientele. Our goal is to develop IT solutions thatimprove business process and maximize return on your investment in the shortest possible time.Started in 2010 to service clients in India, we have grown and currently serving internationalclients.We have been successfully in delivering IT projects of varying complexities across a wide rangeof domain and clients spread across the globe. We develop unique solutions that ensure increasedefficiency and competitive advantage for your business and end users. This is achieved byadhering to established software development & quality process, constantly improving &innovating, hiring highly skilled resources, continuous training.VISION & MISSION:We Value Our Clients:We at Steroidsoft, believe working in a flexible environment that fits software developmentprocess around client culture and requirement. Quality is the prerequisite for every task and weknow that good job always brings new clients.We Believe in Quality:We strive to provide our clients with world-class service and products. Exceeding expectationsand consistently delivering quality products at low cost is what drives us to business.We Value Our People:We believe that our people are the key to achieving our business objectives. We value our peopleand their performance. We are committed to providing an environment to develop their skills andachieving their career goals through continuous training and education.OUR RANGE OF WEB DESIGNING SERVICES INCLUDEWeb DevelopmentThe modern day business requires business to have a strong online presence, being in touch withcustomers & vendors and collecting dynamic data trends. By developing custom software youcan bring in the competitive edge along with the much needed vibrancyOur philosophy is to bring business solution through technology. We are focused on creating acustomer centered solutions. Starting from the movement the project is approved, we haveexperts in all areas ranging from business analysis to testing and deployment. Our project
  • management team works closely with the client and the software development team and makessure the product is rolled out to complete client satisfaction. Our expertise ranges from: Custom application development Application re-engineering E-commerce application development Enterprise level software application development Customized CRM and CMS development Application extension and up-gradation to make it more scalable for future business needs Custom web based application development using technologies like ASP.net, PHP Client - Server Application DevelopmentEcommerce DevelopmentA web store can provide a rich shopping experience that match current market trends using webtechnology. It is also a cost effective way of expanding customer base. It also makes shoppingeasy and quick for the customers. An e-commerce website can be as simple as a website withproduct catalogue and enquiry generation to something from end to end solution like inventorymanagement to shipping. We are a one stop shop for all your e-commerce requirements; we haveexperts in template designing, new application installation, custom building modules and plug-inintegration. We also have experience developing e-commerce solutions through open source likeZen Cart, osCommerce, CRELoader etc.Search Engine OptimizationSearch engine optimization is the process of optimizing website and making client WebPagesaccording to search engine guidelines. SEO increases company presence and increases traffic bydisplaying top of search results.Search Engine MarketingSearch Engine Marketing promotes websites by increasing their visibility in search engine resultspages by placing paid placements, contextual advertisement and paid inclusion. We define andmeasure the progress of our client business and marketing goals through a series of performanceindicators.E-mail MarketingE-mail marketing provides a simple and more effective way of reaching a focused targetaudience.Some of the distinctive advantages are: Instant Response Increased Sales More Repeat Business Market Knowledge Maximize Customer Relationship Measurable Results
  • Mobile Application DevelopmentOur mobile phone applications can help you target a large customer base, increase sales andmake your brand much more competitive and valuable. We have a rich resource pool of highlyskilled developers with vast experience of developing iPhone and android applications. We alsohave experience in game developments for the phones with highly interactive and excellentgraphic and sound features. We provide end to end service starting from concept development toregistering apps in iPhone store / Android Market.Areas of Mobile Application development: iPhone Game Development iPhone business apps development Custom iPhone apps Social networking apps Web-safari apps GPS enabled iPhone applications Online audio streaming appsApplication MaintenanceMaintaining an application is the most critical part of any business. There is constant change inbusiness needs and therefore additional features are required to update the deployed applicationto manage business needs. When it comes to existing critical business systems, it is verychallenging as the downtown is very short and would affect business. In the past we havesuccessfully handled such projects with experienced resources, meticulous planning andimplementing. Steroidsoft not only assists you in customized application development but alsomaintaining them to ensure smooth operations and reduce cost by constantly updating to latestbusiness requirements rather than redeveloping new application and redeploying it.
  • Scope of Study: The research was carried out to define how the IT industry should work in terms of managingstress and where the company is lacking for doing the same, in addition what all techniquesshould be used so that they manage the stress effectively. For conducting the study help ofcertain tools were taken such as journals, net search, filling up of questionnaires and one-on-oneinteractions with the senior managers of the organization.
  • Literature ReviewA mainstream group of employees articulated that their organizations did not care for itsemployees and sometimes employees don’t like to work with their organizations indicating highlevels of stress among them and majority were between the age brackets of 20-35 years. Misfitwith organization, no part in decision making, were reported main causes of stress as well nocontrol over work environment, personality traits, lack of relaxation along with ambiguous rulesaffect employees performance (Meneze 2005).better managed employees are more cooperativeand serve as assets for an organization and when their stress is ignored by the employer theresults are increased absenteeism, cost, low productivity, low motivation and usually legalfinancial damages. (The Office of Radiation, Chemical and Biological Safety, 1999).Employees in the following ratios reported that their job is source of large amount of stress theyexperienced, 33%, and 77% articulated that they remain always or sometimes in stress duringlast 12 months, 23% reported that rarely experienced stress during their job. Many workersexpress that their job is prominent source of stress in their life but reduced workload, improvemanagement and supervision, better pay, benefits, and vacation times can reduce the stressamong employees (Thomson, 2006).Stress is a universal experience in the life of each and every employee even executives andmanagers. It is estimated that about 100 million workdays are being lost due to stress and nearly50% to 75% disease are related to stress (Bashir). Stress results in high portion of absence andloss of employment. the ratio of stress affecters in organization are increasing on alarming ratewhich effects both the employee performance and goal achievement (Treven 2002).Stress has many definitions it is a part of both social and concrete sciences. However, Stress is auniversal experience in the life of each and every employee, even executives and managers. Thisstudy discloses the impact of stress on employees of organizations regardless of anydiscrimination of male and female employees, kind of organization, and department (Bashir,Asad 2007). Stress is basically is a mental strain from the internal or external stimulus thatrefrains a person to respond towards its environment in a normal manner. These stress levels canbe internal or external for the doctors, from their personal lives or professional lives (Khuwaja,Ali Khan et al, 2002). Stress is a term that refers to sum of physical mental emotional strains ortensions on a person or feelings of stress which result from interactions between people and theirenvironment that are perceived as straining or exceeding their adaptive capacities and threateningtheir well being, in addition stress has a wide psychological and physical effect ascardiovascular, musculoskeletal systems, headache, gastrointestinal problems, sleep disturbanceand depression (Ghaleb, Thuria 2008). Further researched that health sector has to face usuallylarge amount of stress. Stress among doctors is high, the medical profession is suffering fromincreased stress, but most of the attention has been focused on junior doctors and their excessivehours of work (Caplan, R P, 1994).Doctors in the field of medicine have to usually face a lot hurdles and one the most evident factorwhich originates and impacts directly their personal and professional lives is stress. Low jobsatisfaction correlated with contemplation of giving up work due to stress, physicians andsurgeons were more likely to have lower job satisfaction scores if they felt unable to remaincompetent in their field of work (Dowell, Anthony 2001). There is a negative correlationbetween job stress and job performance. Those subjects who had high level of job stress had lowjob performance. All the factors affected males more than females, in case of certain situation.The kind of stress towards which the doctors are exposed to usually result in such negative factor
  • that places at the life of the innocents which they attend. And such stresses increases the chancesof fatal errors lowering job performance (Kazmi Rubina, 2007).Occupational stress inadvertently consequences low organizational performance (Elovainio et al.2002), Job stress although has belittling impact on any organization and individual’sperformance but can shape dire consequences when related to health care. (Mimura e.t al. 2003).Job stress is considered rising and has become challenge for the employer and because high levelstress is results in low productivity, increased absenteeism and collection to other employeeproblems like alcoholism, drug abuse, hypertension and host of cardiovascular problems(Meneze 2005). Personality factors have shown inclination towards stress, anxiety, and otheroccupational health outcomes in different areas of medicine, and these factors may contribute tofeelings of job dissatisfaction and stress (Michie and Williams 2003).The importance of stress is highlighted nowadays by the employers to manage and reduce stressthrough practical guidelines in public sector but not in private organizations (Rolfe 2005).Positive correlation has been shown by the literature between incentives and performance as bothare related with satisfaction of employees, however every time the case is not same nonmonetary incentives like career advancement, prestige, and public recognition can also increaseperformance because low morale, high turnover, and interdepartmental struggle were baselinesof many cases (Giga and Hoel, 2003).
  • Objectives of the study  Primary Objectives An in depth study about the stress among the employees of Steroidsoft,Coimbatore.  Secondary Objectives  To identify the factors causing stress among the employees.  To find out the level and kind of stress among the employees.  To study about the effect of stress on employees in Steroidsoft.  To recommend the coping strategies to manage stress.
  • DEFINING STRESS AT WORK Change in working practices, such as the introduction of new technology or thealternation of new technology or the alternative of targets, my cause stress, or stress may be builtinto an organizations’ structure. Organizational stress can be measured by absenteeism andquality or work.ORGANIZATIONAL STRESS:- Stress affects as well as the individual within them. An organization with a high level ofabsenteeism, rapid staff turnover, deteriorating industrial and customer relations, a worseningsafety record, or poor quality control is suffering from organizational stress.FOLLOWING THE PAT OF STRESS THROUGH IN ORGANIZATION:- The below chart shows one example of the structure of a department in an organization,indicating typical causes of stress that may affect stress at certain levels in the structure, andparticular.Causes that are affecting individuals. Stress is contagious; anyone who is not performing welldue to increases the amount of pressure on their colleagues, superiors, and subordinates. The cause may range from unclear or overlapping job descriptions, to lack ofcommunication, to poor working conditions, including ―sick building syndrome‖.
  • POTENTIAL SOURCES OF STRESS: There are three categories of potential stressors: Environmental factor Organization factor Individual factorsEnvironmental factors: Just as environmental uncertainty influences the design of an organization. Changes inbusiness cycle create economic uncertainties.Political uncertainties: If the political system in a country is implemented in an orderly manner, there would notbe any type of stress.Technological uncertainties: New innovations can make an employee’s skills and experiences obsolete in a very shortperiod of time. Technological uncertainty therefore is a third type of environmental factor thatcan cause stress. Computers, robotics, automation and other forms of technological innovationsare threat to many people and cause them stress.Organization factors: There are no storages of factors within the organization that can cause stress; pressures toavoid error or complete tasks in a limited time period, work overload are few examples. Task demands are factors related to a person’s job. They include the design of theindividual’s job working conditions, and the physical work layout. Role demands relate to pressures placed on a person as a function of the particular role heor she plays in the organization. Role overhead is experienced when the employees is expected todo more than time permits. Role ambiguity is created when role expectations are not clearly understood andemployee is not sure what he / she is to do. Interpersonal demands are pressures created by other employees. Lack of social supportfrom colleagues and poor. Interpersonal relationships can cause considerable stress, especially among employedwith a high social need. Organizational structure defines the level of differentiation in the organization, the degreeof rules and regulations, and where decisions are made. Excessive rules and lack of participationin decision that affect an employee are examples of structural variables that might be potentialsources of stress.
  • Potential sources ConsequencesOrganizational leadership represents the managerial style of the organizations senior executive.Some executive officers create a culture characterized by tension, fear, and anxiety. Theyestablish unrealistic pressures to perform in the short-run impose excessively tight controls androutinely fire employees who don’t measure up. This creates a fear in their hearts, which lead tostress. Organizations go through a cycle. They are established; they grow, become mature, andeventually decline. An organization’s life stage - i.e.Where it is in four stage cycle-creates different problems and pressures for employees. Theestablishment and decline stage are particularly stressful.Individual factors: The typical individual only works about 40 hrs a week. The experience and problems thatpeople encounter in those other 128 non-work hrs each week can spell over to the job.Family problems: National surveys consistently show that people hold family and discipline, troubles withchildren are examples of relationship problems that create stress for employee and that aren’t atthe front door when they arrive at work.Economic problems: Economic problems created by individuals overextending their financial resources areanother set of personal troubles that can create stress for employees and distract their attentionfrom their work.
  • Causes of StressThe factors leading to stress among individual are called as stressors. Some of thefactors/stressors acting on employees are-1. Organizational factors-With the growth in organizational stress and complexity, there is increase in organizational factors also which cause stress among employees. Some of such factors are- a. Discrimination in pay/salary structure b. Strict rules and regulations c. Ineffective communication d. Peer pressure e. Goals conflicts/goals ambiguity f. More of centralized and formal organization structure g. Less promotional opportunities h. Lack of employees participation in decision-making i. Excessive control over the employees by the managers Organizational Factors: An organization is a grouping of assets, goals, strategies, and policies.In order to create groups to work, organizations generate structure, process and workingconditions. In modern organizations, number of factors generates an environment of stress. Thealtering environmental dynamics, globalization, organizational adjustments like mergers andacquisitions directs towards stress. A number of in-house organizational factors cause worker astress. Some of the factors are deprived of good working conditions, strained labor managementrelations, disputed resource allocations, co-employee behavior, organizational design andpolicies, unpleasant leadership styles of the boss, misunderstandings in organizationalcommunication, bureaucratic controls, improper motivation, job dissatisfaction, and lessattention to merit and seniority. Some of the organizational stressors in are:i) Working Conditions: Working situation and stress are inversely connected to each other.People working in meager working conditions are subject to greater stress. The factors that leadto additional stress are occupied work areas, dust, heat, noise, polluted air, strong odor due totoxic chemicals, radiation, poor ventilation, unsafe and dangerous conditions, lack of privacy etc.ii) Organizational Tasks: Organizational tasks are planned to assemble the objectives and goals.Badly designed tasks lead to bigger stress. Task independence, task inter-dependency, taskdemands, task overload are some of the possible reasons for stress in organizations. Greater theassignment interdependence, greater is the organization required. This needs the workers toadjust themselves with the co workers, superiors, and subordinates, irrespective of theireagerness. They are likely to communicate, coordinate, exchange views, with other peopleirrespective of caste, creed, gender, religion and political differences. The main reason for thedegree of stress is adjustment and poor tolerance.iii) Administrative Policies and Strategies: Workers stress is linked with definite administrativestrategies followed by the organizations. Downsizing, competing pressure, unfair pay structures,rigidity in rules, job rotation and ambiguous policies are some of the reasons for stress in
  • organizations.iv) Organizational Structure and Design: Organizational structure is planned to smooth theprogress of person’s communication in the realization of organizational goals. Some of theaspects of design are specialization, centralization, line and staff relationships, span of control,and organizational communication can relentlessly create stress in organizations. For example,wider span of management compels the executive to manage large number of subordinates. Thiscan lead to bigger stress. Likewise, frequent line and staff conflict lead to obstacles in the workperformance. Thus incapability to resolve the conflicts leads to stress.v) Organization Process and Styles: A number of organizational processes are planned tosuccessfully meet the organizational goals. Communication process, control process, decisionmaking process, promotion process, performance appraisal process, etc. are designed forrealizing organizational objectives. All these processes bound the scope of functioning ofemployees. Inappropriate design of various organizational processes leads to stressedrelationships among the workers. They can cause de-motivation and job dissatisfaction. As aresult, workers feel strained in adjusting to the method.vi) Organizational Leaderships: Top management is accountable for the formation of soundorganization climate and culture by suitable administrative approach. The climate should betension free, fearless, and with no worry. Demanding leadership style forms a dictatingenvironment in which employees are under pressure to reach the target. They work underunfriendly relations and stiff controls. This generates bigger work stress to workers. On the otherhand, a climate of affectionate and sociability, scope for participation in decision making, nonfinancial motivation and flexibility are encouraged under democratic leadership style. Thisreduces the stress of the workers. Hence, employees working under demanding leadership stylesexperience stress than employees working under independent leadership style.vii) Organizational Life Cycle: Each organization goes through four stages of organizational lifecycle; they are birth, growth, maturity and decline. In every stage the structure and the design oforganization experience frequent modifications. In addition, human beings are subject totransformation to adjust to the stages in the life cycle. In this procedure, workers are focusedto job stress.viii) Group Dynamics: Groups are there in every organization. Groups occur out of intrinsicdesire of human beings and impulsive reactions of people. In organizations both formal groupsand informal groups live. A formal group survives in the form of committees, informal groupexit among different levels of organization. Groups have a number of functional anddysfunctional results. They provide social support and fulfillment, which is accommodating togive relief to the stress. Simultaneously, they turn out to be the basis of stress also. Lack ofcohesiveness, lack of social support, lack of recognition by the group and irreconcilable goalsleads to stress.2. Job concerning factors-Certain factors related to job which cause stress among employees are as follows- a. Monotonous nature of job b. Unsafe and unhealthy working conditions c. Lack of confidentiality d. Crowding
  • 3. Extra-organizational factors-There are certain issues outside the organization which lead to stress among employees. In today’s modern and technology savvy world, stress has increased. Inflation, technological change, social responsibilities and rapid social changes are other extra-organizational factors causing stress.4. Intra-organizational factor 1) Stress is a psychological state and body uneasiness. Stress is a general experience. Every person experiences stress at various situations. Workers faces stress in the procedure of congregating the targets and working for extended hours. When an individual experiences a control inhibiting the achievement of wishes and order for achievement, it leads to possible stress. There are various intra organizational factors of stress they are: 1. Individual factors 2.Family Problems 3.Economics Problems 4.Life Styles 5.RoleDemands 1. Individual Factors: There are some individual factors, which are the basis of stress such as personality and individual differences, family problems, economic problems, life styles and role demands. i) Personality and individual differences: Person’s basic nature is the main reason for potential stress. Introversion, extroversion, masculinity, rigidity, locus of control, personal life, demographic differences such as age, health, education and occupation are some of the reasons causing stress in individuals. Person’s age, health problem, education, nature of occupation and the level of satisfaction are also some of the main determinants of individual stress factors. 2. Family Problems: Family matter influences the individual’s life a lot. Healthy marital relations, marital regulation, early, hale and hearty children may lead to cheerful life. They have the benefit of enjoying the life and grown to be positive in their attitudes. As a result they do not have much stress. On the other hand, meager marital relationships, irritating wife, family separations, extra marital relationships, disturbing children, poor settlement of family members, aging parents, dual working couple, death of spouse or other close family member are some of the reasons for greater stress in the personal life of a person.. 3. Economic Problems: economic complexities are the main reason of stress. Mis -management of individual finances, heavy family expenditure, and constant demand for money, poor incoming earning capacity and slow financial growth in the job are some of the economic cause for stress. For example, an increasing family expenditure, increased expenditure on children education and health create heavy demand for income. This creates greater stress in the person’s life. 4. Life Styles: Life Styles of individuals may be one of the causes of stress. It can be due to sedentary life style, persons facing exceptional situations may be forced to change their
  • attitude, emotions and behavior. These are the life disturbances which are usually the causes of potentialstress of a person. 5. Role Demands: Persons play numerous roles in their private life and organizations. In their personal life, they have the roles of family head, husband, father, brother and son. In social life they play the roles of club members, informal community group members, members of recreation groups, religious groups and a number of other social groups. In the same way in organizations, employees play the role of superior, subordinate, co- worker, union leader, informal group leaders etc. By the way, all these roles are performed concurrently. Therefore, they become the basis of anxiety and emotion. Another possible reason is role conflict. It arises due to the role sensitivity, role ambiguity, role overload and role overlapping. Role ambiguity and stress are absolutely associated to each other.Stress Management in Work Place: -There is no doubt that stress is one on of the leading factors in illness and absenteeism amongemployees. Besides lowering a persons immune response, stress makes us want to avoidwhatever is causing it. If there is stress at work, workers who feel mildly off will feel even worseand resist coming to work. This costs many hours of productivity, especially when key personnelor production workers are absent-in fact, its estimated that $300 billion is lost on stress-causedillnesses and absenteeism.A workplace that supports stress management through workplace wellness programs not onlyhelps their employees to handle pressure better and stay healthier during times of stress, it alsosends a message that their company cares about them. This provides emotional support as well asphysical support for fighting the effects of stress.How a Workplace Wellness Program Can helps when your employees are stressed, very likelythere is one primary cause and several secondary causes. For instance, a worker may suffer stressdue to poor interpersonal relationships with other workers and problems communicating.Addressing stress will help the worker feel better and regain connections to other workers,thereby reducing the stress in those areas. Although a workplace wellness program cant de-stresseverything a worker faces-like layoffs, cutbacks, firings, etc.-it can help with the physical effectsof stress and help the worker cope when getting the pink slip.A healthy employee will have enough energy to move on and find another job but the unhealthyemployee may suffer even more physical maladies from stress and plunge into depression. Anemployee who is watching others get fired or laid off will always be thinking, "When am I goingto get the axe?" There are several steps you can take to reduce job stress.Get a clear job description to avoid miscommunications that cause stress, and to make sure youare doing tasks within your sphere of responsibility only. Get a new job. While this is not alwaysan ideal solution, sometimes its the only one-a workplace wellness program will help with thestress of this change. Find supportive agencies and programs to help you either deal with thestress-such as the workplace wellness program-or find a new position. Isolation is destructive.Change positions within the company. Perhaps your training is not in the field where you areworking, or you are being asked by a supervisor to do things far outside work hours anddescribed responsibilities. If you like the company you work for but hate you job, this may be theanswer.
  • See if your company has an employee assistance program, which is sometimes part of aworkplace wellness program, if there are layoffs and firings going on around you. If so, use theseservices even if you have been told you will remain at the company-things change daily in thebusiness world.Need of Stress Management: -In the past decade, the news headlines have definitely made it clear that the need for stressmanagement should be one of the top agendas in modern day society. The rages alone such asRoad Rage and the trends of violent acts in life today prove a lot of it well.Living today is a lot tougher than it was even in the days of the great depression. Its beencoming out in many ways such as all time occurrences of stomach and intestinal ulcers. Othersfind sleep disorders and wind up zombies during their busy days. Insomnia is growing in leapsand bounds.Today stress management is important in everyones lives. Its necessary for long happy liveswith less trouble that will come about. There are many ways to deal with stress ranging from thedealing with the causes of stress to simply burning off its effects.MACRO-LEVEL ORGANIZATIONAL STRESSORS:POLICIES Unfair, arbitrary performance reviews. Rotating works shifts. Inflexible rules. Unrealistic job descriptions.STRUCTURES Centralization; Lack of participation in decision making. Little opportunity for advancement. A great amount of formalization. JOB Interdependence of departments. STRESS Line-Staff conflicts.PHYSICAL CONDITIONS Crowding & lack of privacy. Air pollution. Safety hazards. Inadequate lighting. Excessive, heat or cold.PROCESS Poor communication. Poor / inadequate feedback about performance. Inaccurate / ambiguous measurement of performance. Unfair control systems. Inadequate information.
  • GROUP STRESSORS: The group can also be a potential source of stress. Group stressors can be categorized intothree areas.1. Lack of groups cohesiveness:- ―Cohesiveness‖ or ―togetherness‖ is a very important to employees, especially at the lower levels of the organizations. If the employee is denied the opportunity for this cohesiveness because of the task design, because the supervisor does things to prohibit or limit it, or because the other members of the group shut the person out, this can be very stress producing.2. Lack of social support:- Employees are greatly affected by the support of one or more member of a cohesive group. By sharing their problems & joys with others, they are much better off. It this type of social support is lacking for an individual, it can be very stressful.3. Intra-Individual, interpersonal & inter-group conflict:- Conflict is very closely conceptually or hostile acts between associated with in compatible or hostile acts between intra-individual dimensions, such as personal goals or motivational needs / values, between individuals within a group, & between groups.INDIVIDUAL STRESSORS: In a sense, the other stressors (Extra organizational, organizational, & Group stressors) alleventually get down to the individual level. For example, role conflict, ambiguity, self-efficacy& psychological hardiness may all affect the level of stress someone experiences. CONSEQUENCES OF STRESS The effect of stress is closely linked to individual personality. The same level of stressaffects different people in different ways & each person has different ways of coping.Recognizing these personality types means that more focused help can be given. Stress shows itself number of ways. For instance, individual who is experiencing highlevel of stress may develop high blood pressure, ulcers, irritability, difficulty in making routinedecisions, loss of appetite, accident proneness, and the like. These can be subsumed under threecategories: Individual consequences Organizational consequence BurnoutIndividual consequences: Individual consequences of stress are those, which affect the individual directly. Due tothis the organization may suffer directly or indirectly, but it is the individual who has to pays forit. Individual consequences of stress are broadly divided into behavioral, psychological andmedical.  Behavioral consequences of stress are responses that may harm the person under stress or others. Behaviorally related stress symptoms include changes in productivity, turnover, as well as changes in eating habits, increased smoking or consumption of alcohol, paid speech, and sleep disorders.
  •  Psychological consequences of stress replace to an individual mental health and well- being from or felling depressed. Job related stress could cause dissatisfaction;in fact it has most psychological effect on the individual and lead to tension, anxiety irritability, and boredom.  Medical consequences of stress affect a person’s well being. According to a research conducted, it revealed that stress could create changes in metabolism, increase heart and breathing rates, increases blood pressure bring out headaches and induce heart attacks.Organizational consequences: Organizational consequences of stress have direct affect on the organizations. Theseinclude decline in performance, withdrawal and negative changes in attitude.  Decline in performance can translate into poor quality work or a drop in productivity. Promotions and other organizational benefits get affected due to this.  Withdrawal behavior also can result from stress. Significant form of withdrawal behavior is absenteeism.  One main affect of employee stress is directly related to attitudes. Job satisfaction, morale and organizational commitment can all suffer, along with motivation to perform at higher levels.Burnout:- A final consequence of stress has implementation for both people and organizations.Burnout is a general feeling of exhaustion that develops when an individual simultaneouslyexperiences too much pressure and few sources of satisfaction. FACTS ABOUT STRESSNumber Reason of Stress Percentage1 Lack of job security 90%2 Overworked 86%3 Financial problem 84%4 Salary not match with responsibility 80%5 Unreasonable demand for performance 72%6 Conflict between job and family responsibilities 70%7 Long hours 50%8 Change in family 42%9 Office policies and conflicts 20%10 No participation in decision 15%Stress can affect both your body and your mind. People under large amounts of stress canbecome tired, sick, and unable to concentrate or think clearly. Sometimes, they even suffermental breakdowns. These can be subsumed under three general categories:
  • 1) Physiological Symptoms 2) Psychological Symptoms 3) Behavioral Symptoms1) Physiological Symptoms: -Stress can create changes in metabolism, increase heart and breathing rates, increase bloodpressure, bring on headaches, and induce heart attacks.2) Psychological Symptoms: -Psychological states- for instance, tension, anxiety, irritability, boredom, and procrastination.3) Behavioral Symptoms: -Behavior related stress symptoms include changes in productivity absence, and turnover, as wellas changes in eating habits, increased smoking or consumption of alcohol, rapid speech,fidgeting, and sleep disorders. MANAGING STRESSManagement may consider being ―a positive stimulus that keeps the adrenaline running‖ is verylikely to be seen as ―excessive pressure‖ by the employee.There are two approaches towards managing stress:-1) Individual Approaches2) Organization Approaches1) Individual Approaches: -An employee can take personal responsibility for reducing his or her stress level. Individualstrategies that have proven effective include implementing time management techniques,increasing physical exercise, relaxation training, and expanding the social support network.(a) Time management Techniques: -It includes some time management principles. Principles are:-(1) Making daily lists of activities to be accomplished.(2) Prioritizing activities by importance and urgency.(3) Scheduling activities according to the priorities set.(4) Knowing your daily cycle and handling the most demanding part of job.
  • (b) Physical Exercise: - Such as aerobics, walking, jogging, swimming, and ridding a bicycle have long beenrecommended by physicians as a way to deal with excessive stress levels. These forms ofphysical exercise increase heart capacity, lower the at-rest heart rate, provide a mental diversionfrom work pressures, and offer a means to ―let off steam‖.(c) Relaxation Techniques: -Such as meditation, hypnosis, and biofeedback. The objective is to reach a state of deeprelaxation, in which one feels physically relaxed, somewhat detached from the immediateenvironment, and detached from body sensations. Deep relaxation for 15 or 20 minutes a dayreleases tension and provides a person with a pronounced sense of peacefulness. Importantly,significant changes in heart rate, blood pressure, and other physiological factors result fromachieving the condition of deep relaxation.(d) Social Support Network:-It includes friends, family, or work colleagues. Expanding your social support network thereforecan be means for tension reduction. It provides you with someone to hear your problems and tooffer more objective perspective on situations.2) Organizational Approaches: -Several of the factors that cause stress particularly task and role demands and organizationalstructure are controlled by management. As such, they can be modified or changed. Strategiesthat management might want to consider include improved personnel selection and jobplacement, training, use of realistic goal setting, redesigning of jobs, increased employeeinvolvement, improved organizational communication, offering employee sabbaticals, andestablishment of corporate wellness programs.(a) Selection and Placement:-Certain jobs are more stressful than other. Individuals differ in their response to stress situation.Individuals with little experience or an external locus of control tend to be more prone to stress.Selection and placement decisions should take these facts into consideration. Managementshould not restrict hiring to only experienced individual with an internal locus, but suchindividuals may adapt better to high stress jobs and perform those jobs more effectively.(b) Training: -It can increase an individual’s self-efficacy and thus lessen job strain.(c) Goal Setting:-Based on an extensive amount of research concluded that individuals perform better when theyhave specific and challenging goals and receive feedback on how well they are progressingtowards these goals. The uses of goals reduce stress as well as provide motivation. Specific goalsthat are perceived as attainable clarify performance expectation. In addition, goal feedback
  • reduces uncertainties about actual job performance. The result is less employee frustration, roleambiguity, and stress.(d) Redesigning Jobs: -To give employees more responsibility, more meaningful work, more autonomy,and increased feedback can reduce stress because these factors give the employeegreater control over work activities and lessen dependence on others. The rightredesign, then, for employees with a low need for growth might be lessresponsibility and increased specialization. If individuals prefer structure androutine, reducing skill variety should also reduce uncertainties and stress levels.(e) Increasing Employee Involvement: -By giving employees a voice in the decision that directly affect their jobperformances, management can increase employee control and reduce this rolestress. So managers should consider increasing employee involvement in decisionmaking.(d) Organizational Communication: -Increasing formal organizational communication with employees reducesuncertainty by lessening role ambiguity and role conflict. Given the importancethat perceptions play in moderating the stress-response relationship, managementcan also use effective communications as a means to shape employee perceptions.Employees categorize as demands, threats, or opportunities are merely aninterpretation, and that interpretation can be affected by the symbols and actionscommunicated by management(f) Sabbaticals: - Ranging in length from a few weeks to several months allows employees to travel,relax, or pursue personal projects that consume time beyond normal vacationweeks. Proponents argue that these sabbaticals can revive and rejuvenate workerswho might be headed for burnout.(g) Wellness Programs: -These programs focus on the employee’s total physical and mental condition.Provide workshop to help people quit smoking, control alcohol use, lose weight,eat better, and develop a regular exercise program. The assumption underlyingmost wellness programs is that employees need to take personal responsibility fortheir physical and mental health. Organizations, of course, are not altruistic. Theyexpect a payoff from their investment in wellness programs. Most of the firms thathave introduced wellness programs have found significant benefits.
  • Individual coping strategies: Many strategies for helping individuals manage stress have been proposed.Individual coping strategies are used when an employee under stress exhibitsundesirable behavior on the jobs such as performance, strained relationship withco-workers, absenteeism alcoholism and the like. Employees under stress requirehelp in overcoming its negative effects. The strategies used are:Exercise:- One method by which individual can manage their stress is through exercise.People who exercise regularly are known to less likely to have heart attacks thaninactive people are. Research also has suggested that people who exercise regularlyfeel less tension and stress are more conflict and slow greater optimism.Relaxation:- A related method individual can manage stress is relaxation. Copying withstress require adaptation. Proper relaxation is an effective way to adopt.Relaxation can take many forms. One way to relax is to take regular vacations;people can also relax while on the job (i.e. take regular breaks during their normalworkday). A popular way of resting is to sit quietly with closed eyes for tenminutes every afternoon.Time management:- Time management is an often recommended method for managing stress, theidea is that many daily pressures can be eased or eliminated if a person does abetter job of managing time. One popular approach to time management is to make
  • a list, every morning or the thins to be done that day. Then you group the items onthe list into three categories: critical activities that must be performed, importantactivities that should be performed, and optimal or trivial things that can bedelegated or postponed, then of more of the important things done every day.ROLE MANAGEMENT:- Some what related to time management in which the individual activelyworks to avoid overload, ambiguity and conflict.SUPPORT GROUPS:- This method of managing stress is to develop and maintain support group. Asupport group is simply a group of family member or friends with whom a personcan spend time. Supportive family and friends can help people deal with normalstress on an ongoing basis. Support groups can be particularly useful during timesof crisis.BEHAVIORAL SELF-CONTROL:- In ultimate analysis, effective management if stress presupposes exercise ofself-control on the part of an employee. By consciously analyzing the cause andconsequences of their own behavior, the employees can achieve self-control. Theycan further develop awareness of their own limits of tolerance and learn toanticipate their own responses to various stressful situations. The strategy involvesincreasing an individual’s control over the situations rather than being solelycontrolled by them.COGNITIVE THERAPY:- The cognitive therapy techniques such as Elli’s rational emotive model andMeichenbaum’s cognitive strategy fir modification have been used as an individualstrategy for reducing job stress.COUNSELING: Personal counseling help employees understand and appreciate a diverseworkforce, the holistic approach adopted by the counselor gives him acomprehensive view of the employee as client and enable him to deal the issues ofwork related problems in a larger context with his awareness of the inter-relationship among problems in adjustment with self, other and environment andthat a work concern will effect personal life and vice-versa, the employee wouldreceive help regarding the problem in all life. One of the advantage of the individual interventions is the individual can usethese skills to improve the quality of life in offer domains like family, socialsupport and self, thus reducing the negative carry of experiences in these domainsinto the work life which might affect his occupation mental health.
  • ORGANIZATIONAL STRATEGIES:- The most effective way of managing stress calls for adopting stressors andprevent occurrence of potential stressors.’ Two basic organizational strategies for helping employees manage stress areinstitutional programs and collateral programs. Work Design Stress Management programs Work schedules Health promotions programs Culture Other programs SupervisionInstitutional programs:- Institutional programs for managing stress are undertaken to establishedorganizational mechanism for example, a properly designed job and wordschedules can help ease stress. Shift work in particular can constantly have toadjust their sleep and relaxation patterns. Thus, the design of work schedulesshould be a focused of organizational efforts to reduce stress. The organization’s culture can also used to help to manage stress. Theorganization should strive to foster a culture that reinforces a healthy mix of workand nonworking activities. Finally, supervision can play an important institutional role in overload. Inmanaging stress. A supervisor is a potential manager source of overload. If madeaware of their potential for assigning stressful amounts of work, supervisors can doa better job keeping workloads reasonable.COLLATERAL PROGRAMS: In addition to their institutional efforts aimed at reducing stress, manyorganizations are turning to collateral programs. A collateral stress program in anorganizational program specifically created to help employees deal with stress. Theorganizations have adopted stress management programs, health promotionprograms and other kinds of programs for this purpose.
  • (1.2.4) Coping with Stress at Work placeWith the rapid advancement of technology, the stresses faced at work have alsoincreased. Many people dread going to work, hence the term ―Monday Blues‖.What is the reason for this? There is partly the fear from being retrenched in badtimes, leading to greater job insecurity on the part of those who remain.Undoubtedly, occupational stress is one of the most commonly cited stressorsfaced by people all over the world.Stress refers to the pressure and reactions to our environment which results inpsychological and physical reactions. Whilst some stress is good for motivationand increasing efficiency, too much stress can result in negative impacts such asreduced effectiveness and efficiency. More and more people are feeling isolatedand disrespected at work, and this has led to greater occupational stress. Manycompanies have taken to consulting experts and professionals on ways to increaseconnectedness and motivation of their employees.Some companies organize parties and make their employees feel valued at work.These are measures to motivate employees and help them to feel secure at theirjobs, translating into greater productivity. However, not all companies have suchmeasures in place, and some have not gotten it quite right. Hence, it is up to you tomake sure that you can cope with stress at your workplace, and use it to help youwork better. Here are 3 simple steps to help you with coping with stress in theworkplace.Step 1: Raising AwarenessHelp yourself to identify when you are facing rising levels of stress, tipping thescales from positive to negative. This is important, as being able to identify signsof being stressed can help you to take steps to ensure that your overall quality of
  • life does not drop. If left unacknowledged, the problem will only snowball, leadingto disastrous consequences to your health and overall wellbeing.You can identify if you are feeling stressed by checking if you have any physicalor psychological reactions, such as excessive sweating or heart palpitations, or theonset of headaches, irritability or the need to escape. If you experience any of thesereactions, identify if you are feeling any overwhelming negative emotions, and ifyou are constantly worried.Step 2: Identify the CauseYou need to be able to analyze the situation and identify what is causing the rise instress. These stressors can be external and internal. External stressors refer tothings beyond your control, such as the environment or your colleagues at work.Internal stressors refer to your own thinking and attitude. Often, we only startreacting to stress when a combination of stressors working together exceeds ourability to cope.Keep a diary or a list of events that have caused you to feel strong negativeemotions, or that are likely stressors. This will help you to identify the causes ofyour stress. Whilst it is not always possible to eradicate them, we can change theway that we cope with it.Step 3: Coping with StressIn order to deal with the situation that is causing you stress, you need to calm yourmind and body so as to stave off the reactions and cope with it in a positive way.This can be through different methods, such as taking time off. If a situation istriggering your stress and you are unable to calm down, remove yourself from it.Go outside and take a walk to calm down. Alternatively, you can try implementing
  • relaxation techniques such as deep breathing. If it is an internal stressor, stop yourthought process until you are able to deal with it logically.The key to making these 3 steps work for you is to practice them. These are notinstantaneous solutions, and you need to condition your mind and practice them sothat you can implement it when you are feeling stressed.(1.2.5) Stress ManagementStress management is the need of the hour. However hard we try to go beyond astress situation, life seems to find new ways of stressing us out and plaguing uswith anxiety attacks. Moreover, be it our anxiety, mind-body exhaustion or ourerring attitudes, we tend to overlook causes of stress and the conditions triggeredby those. In such unsettling moments we often forget that stressors, if notescapable, are fairly manageable and treatable.Stress, either quick or constant, can induce risky body-mind disorders. Immediatedisorders such as dizzy spells, anxiety attacks, tension, sleeplessness, nervousnessand muscle cramps can all result in chronic health problems. They may also affectour immune, cardiovascular and nervous systems and lead individuals to habitualaddictions, which are inter-linked with stress. Like "stress reactions", "relaxation responses" and stress managementtechniques are some of the bodys important built-in response systems. As arelaxation response the body tries to get back balance in its homeostasis. Somehormones released during the fight or flight situation prompt the body to replacethe lost carbohydrates and fats, and restore the energy level. The knotted nerves,tightened muscles and an exhausted mind crave for looseness. Unfortunately,today, we dont get relaxing and soothing situations without asking. To be relaxedwe have to strive to create such situations.
  • Recognizing a stressor:It is important to recognize whether you are under stress or out of it. Many times,even if we are under the influence of a stressful condition and our body reacts to itinternally as well as externally, we fail to realize that we are reacting under stress.This also happens when the causes of stress are there long enough for us to gethabituated to them. The body constantly tries to tell us through symptoms such asrapid palpitation, dizzy spells, tight muscles or various bodies’ aches thatsomething is wrong. It is important to remain attentive to such symptoms and tolearn to cope with the situations. We cope better with stressful situation, when weencounter them voluntarily. In cases of relocation, promotion or layoff,adventurous sports or having a baby, we tend to respond positively under stress.But, when we are compelled into such situations against our will or knowledge,more often than not, we wilt at the face of unknown and imagined threats. Forinstance, stress may mount when one is coerced into undertaking some workagainst one’s will.Laughter:Adopting a humorous view towards lifes situations can take the edge off everydaystressors. Not being too serious or in a constant alert mode helps maintain theequanimity of mind and promote clear thinking. Being able to laugh stressaway isthe smartest way to ward off its effects.A sense of humor also allows us to perceive and appreciate the incongruities of lifeand provides moments of delight. The emotions we experience directly affect ourimmune system. The positive emotions can create neurochemical changes thatbuffer the immunosuppressive effects of stress.
  • During stress, the adrenal gland releases corticosteroids, which are converted tocortical in the blood stream. These have an immunosuppressive effect. Dr. LeeBerk and fellow researcher Dr. Stanley Tan at Loma Linda University School ofMedicine have produced carefully controlled studies showing that the experienceof laughter lowers serum cortical levels, increases the amount and activity of Tlymphocytes—the natural killer cells. Laughter also increases the number of Tcells that have suppresser receptors.
  • Research Methodology RESEARCH:- Research as a scientific and systematic search for pertinent information on a specific topic. In fact, research is an art of scientific investigation. Types of Research 1.Descriptive vs. Analytical:- Descriptive research includes surveys and fact-findings enquiries of different kinds. Major purpose is description of the state of affairs as it exists at present. Under analytical the researcher has to use facts or information already available, and analyze these to make a critical evaluation of the material.RESEARCH DESIGN:- Exploratory & descriptiveResearch approach:- Survey approachResearch instrument:-A structured questionnaire was prepared, which was administrated as a schedule, which mainly incorporated rating scale.CONTACT METHOD:- Personal Interview of all the respondents was carried out.DATA COLLECTION TECHNIQUE:- PRIMARY DATA Questionnaire Personal interview
  • OBSERVATIONSFINDINGS: The finding of the present revealed the following.  The employees have a moderate bonding with their superiors and colleagues.  The environment makes the employee too boredom.  There is in significance relationship between stress & demography factors i.e. age, experience & designation.  The following dimensions of personal policies & practices of the organization have contributed to stress among employees.  The organization falls a very tall structure of stress among hierarchy & this is one of the reasons for employees being stressed.  The employees facing more stress on their deadlines.  The employees working in the plant gave a positive response in answering the questionnaire.SUGGESTIONS: A Small percentage of the employees did have high stress. Person facing stress at theorganizational level of lot of psychological problems in the form of decreased motivation,absenteeism low productivity targets not being achieving etc. as a remedy for the above saidemployees facing stress are advised to attend stress management courses which will help them tobuild coping strategies and cause out their stress. The stress management cause comprise of apackage program consisting of:  Relaxation  Positive outlook towards works / responsibilities  Inter personal skill development  Protection yoga cum meditation  Time management  At the individual level the employees could practice a relaxing holiday (where in quality time is spent with the family) every fortnight or month  Realize excessive use of tea / coffee cigarette is not answer to stress  Try to get 6-7 hrs of continuous sleep per day  The working environment should be improved to make the staff member feel happier.  The organization should take extra care related to government like electricity , water facility, drainage, etc.,
  • CONCLUSIONIt is vital that stress management techniques are implemented into our daily lives. As mentionedearlier, some stress is good, but we need to find that optimal level of stress, which will motivatebut not overwhelm us. Coping with stress is an individualized task and one method over anothermay not be superior, so find what works for you and master it. A person that is stressed takes somuch away from his or her health and performance levels. Reducing stress could be as simplehas adding exercise to you day or making new friends. To make the most of your life, limit yourstress and of course for that stress that you cannot diminish, learn to manage it.Take a walk, go dancing, stretch, take deep breathes, laugh, play a game, see a movie, expressaffection, share feelings, sing, paint, write, make new friends, tackle problems head on, givethanks, let go, and laugh some more..By taking control of your thoughts, emotions, and environment you are controlling your lifeinstead of letting stress control you!Remember what is truly important in life- Your Happiness! (OR)
  • CONCLUSIONA study to find out whether the employees are facing more stress in the organization. The studywas carried out by selecting 100 members working in the office. The research was done in thearound Steroidsoft at Coimbatore. The data was collected through questionnaire. The data collected was analyzed based on pre-determine objectives. The analysis helped to come out with the mentioned findings andsuggestions. All suggestions are given to regional administrative and facility manager. Hoping thatthey would incorporate my suggestions, which will raise the satisfaction of the employees.