Presentation on Measuring Level of Work Place Stress a study on Kds Garments Limited.

1. WELCOME
TO
MY
PRESENTATION

2. Internship Report on
“Measuring Level of Work Place Stresses:
A Study on KDS Garments Limited”.
Prepared By:
MD. SAIFUR RAHMAN
ID : 111-43-88
Major: HRM
Program: BBA
Semester: Fall 2016
Department of Business Administration
Southern University Bangladesh

3. Rational of the Study
In the modern day work world, being under stress can serve as a useful
motivator to perform, provided it is in the right degree and does not
produce job strain. This study will help management of the organization
that operating their business in RMG sector to measure the level of
workplace stresses of their employees and take measures of controlling
such stress to motivate their employees for better performance. As
productivity of the employees can reduce by high level of stress, and high
level of stress also increase the cost of the organization, this study will
provide a guideline to the organization and other researcher for further
study to measure the level of stresses in their organization and take
remedial actions to control the level of work place stress.

4. Objective of the Study
The principal objective of the study is to measure the
level of workplace stress of KDS Garments Limited. To
achieve this principal objective, following specific
objectives are developed.
1. To get an overview of KDS Garments Ltd.
2. To measure the level of stress of the employees of KDS
Garments Ltd.
3. To develop policy guideline for managing stresses of
the employees of KDS Garments Ltd.

5. Methodology of the Study
Data Collection:
For the purpose of the study, data have been collected by using both
primary and secondary sources. Secondary data are usually used for
the purpose of review literature. Different articles, books, and internet
resources are collected and studied for this purpose.
Primary data have been collected by using a structured questionnaire,
that contained 39 questions related with stress management. The
questionnaire is circulated on 40 employees working in clerical
positions of KDS Garments Ltd. out of this 40 questionnaire 32 were
returned. Due to incompleteness of the questionnaire 2 returned
questionnaire were rejected and 30 completed questionnaires are
taken for the purpose analysis.
Collected data through questionnaire are analyzed descriptively, such
as averages, and percentages, and presented by using table, graph,
chart, and pie chart.

6. TABLE AND CHART
Table 3.1: Expectation at work
Scale Frequency Frequency
Percentage
Never 0 0%
Seldom 0 0%
Sometimes 0 0%
Often 0 0%
Always 30 100%
Total 30 100%
0% 0% 0% 0%
100%
0%
20%
40%
60%
80%
100%
120%
Never Seldom Sometimes Often Always
Figure 3.1: Expectation at the
Workplace
Table 3.2: Deciding When to Take
Break
Scale Frequency Frequency
Percentage
Never 6 20.00%
Seldom 8 26.66%
Sometimes 5 16.67%
Often 11 36.66%
Always 0 0.00%
Total 30 100%
20.00%
26.66%
16.67%
36.66%
0.00%
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
Never Seldom Sometimes Often Always
Figure 3.2: Deciding when to Take Break

7. Table 3.3: Demand of Different Group
at Work is Hard to Combine
Scale Frequency Percentage
Never 0 0.00%
Seldom 0 0.00%
Sometimes 13 43.33%
Often 4 13.33%
Always 13 43.33%
Total 30 100%
0.00% 0.00%
43.33%
13.33%
43.33%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
Never Seldom Sometimes Often Always
Figure 3.3: Demand of Different Group
at Work is Hard to Combine
Table 3.4: About getting the Job Done
Scale Frequency Percentage
Never 0 0.00%
Seldom 0 0.00%
Sometimes 5 16.66%
Often 10 33.33%
Always 15 50.00%
Total 30 100%
0.00% 0.00%
16.66%
33.33%
50.00%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Never Seldom Sometimes Often Always
Figure 3.4: About getting the Job Done

8. Table 3.5: Personal Harassment in the
form of Unkind Words or Behavior
Scale Frequency Percentage
Never 0 0.00%
Seldom 10 33.33%
Sometimes 8 26.66%
Often 8 26.66%
Always 4 13.33%
Total 30 100%
0.00%
33.33%
26.66% 26.66%
13.33%
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
Figure 3.5: Personal Harassment in the
Form of Unkind Words or Behavior
Table 3.6: Unachievable Deadline
Scale Frequency Percentage
Never 0 0.00%
Seldom 10 33.33%
Sometimes 8 26.66%
Often 8 26.66%
Always 4 13.33%
Total 30 100% 0.00%
33.33%
26.66% 26.66%
13.33%
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
Figure 3.6: Unachievable Deadlines

9. Table 3.7: Helps from Colleagues at
Difficult Works
Scale Frequency Percentage
Never 0 0.00%
Seldom 1 3.33%
Sometimes 1 3.33%
Often 9 30.00%
Always 4 63.33%
Total 30 100%
0.00%
3.33% 3.33%
30.00%
63.33%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
Never Seldom Sometimes Often Always
Figure 3.7: Helps from Colleagues at
Difficult Works
Table 3.8: Supportive Feedback on the
Work Done
Scale Frequency Percentage
Never 1 3.33%
Seldom 1 3.33%
Sometimes 2 6.66%
Often 16 53.33%
Always 10 33.33%
Total 30 100%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Never Seldom Sometimes Often Always
Figure 3.8: Supportive Feedback on the
Work Done

10. Table 3.9: Working Intensively
Scale Frequency Percentage
Never 16 53.33%
Seldom 3 10.00%
Sometimes 10 33.33%
Often 0 0.00%
Always 1 3.33%
Total 30 100%
53.33%
10.00%
33.33%
0.00%
3.33%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Figure 3.9: Working Intensively
Table 3.10: Say in Own Work Speed
Scale Frequency Percentage
Never 0 0.00%
Seldom 0 0.00%
Sometimes 2 6.66%
Often 20 66.66%
Always 8 26.66%
Total 30 100%
0.00% 0.00%
6.66%
66.66%
26.66%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
Never Seldom Sometimes Often Always
Figure 3.10: Say in Own Work Speed

11. Table 3.11: Clear Idea about Duties
and Responsibilities
Scale Frequency Percentage
Never 0 0.00%
Seldom 1 3.33%
Sometimes 0 0.00%
Often 0 0.00%
Always 29 96.66%
Total 30 100%
0.00% 3.33% 0.00% 0.00%
96.66%
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
Figure 3.11: Clear Idea about Duties and
Responsibilites
Table 3.12: Neglect Some Task Due to
Work Load
Scale Frequency Percentage
Never 1 3.33%
Seldom 0 0.00%
Sometimes 13 43.33%
Often 12 40.00%
Always 4 13.33%
Total 30 100%
3.33%
0.00%
43.33%
40.00%
13.33%
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
45.00%
50.00%
Never Seldom Sometimes Often Always
Figure 3.12: Neglect Some Task Due to
Work Load

12. Table 3.13: Clear about Goals and
Objectives of the Department
Scale Frequency Percentage
Never 1 3.33%
Seldom 0 0.00%
Sometimes 0 0.00%
Often 1 3.33%
Always 28 93.33%
Total 30 100%
3.33% 0.00% 0.00% 3.33%
93.33%
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
Figure 3.13: Clear about Goals and
Objectives of the Department
Table 3.14: Friction and Anger
between Colleagues
Scale Frequency Percentage
Never 0 0.00%
Seldom 1 3.33%
Sometimes 5 16.66%
Often 16 53.33%
Always 7 23.33%
Total 30 100%
0.00%
3.33%
16.66%
53.33%
23.33%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Never Seldom Sometimes Often Always
Figure 3.14: Friction and Anger between
Colleagues

13. Table 3.15: Decision Regarding
Performing Own Task
Scale Frequency Percentage
Never 0 0.00%
Seldom 9 30.00%
Sometimes 15 50.00%
Often 6 20.00%
Always 0 0.00%
Total 30 100%
0.00%
30.00%
50.00%
20.00%
0.00%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Never Seldom Sometimes Often Always
Figure 3.15: Decision Regarding
Performing Own Task
Table 3.16: Unable to Take Sufficient
Breaks
Scale Frequency Percentage
Never 1 3.33%
Seldom 0 0.00%
Sometimes 18 60.00%
Often 10 33.33%
Always 1 3.33%
Total 30 100%
3.33% 0.00%
60.00%
33.33%
3.33%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
Figure 3.16: Unable to Take
Sufficient Breaks

14. Table 3.17: Understanding about Work
Fits into the Overall Aim of the
Organization
Scale Frequency Percentage
Never 1 3.33%
Seldom 0 0.00%
Sometimes 1 3.33%
Often 13 43.33%
Always 15 50.00%
Total 30 100%
3.33%
0.00%
3.33%
43.33%
50.00%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Never Seldom Sometimes Often Always
Figure 3.17: Understanding about Work
Fits into the Overall Aim of the
Organization
Table 3.18: Pressured to Work Long
Hours
Scale Frequency Percentage
Never 8 26.66%
Seldom 6 20.00%
Sometimes 7 23.33%
Often 9 30.00%
Always 0 00.00%
Total 30 100%
26.66%
20.00%
23.33%
30.00%
0.00%
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
Figure 3.18: Pressured to Work Long
Hours

15. Table 3.19: Decision Regarding What
to do at Work
Scale Frequency Percentage
Never 3 10.00%
Seldom 0 0.00%
Sometimes 8 26.66%
Often 6 20.00%
Always 13 43.33%
Total 30 100%
10.00%
0.00%
26.66%
20.00%
43.33%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
Never Seldom Sometimes Often Always
Figure3.19: Decision Regarding what to
do at Work
Table 3.20: Work Very Fast
Scale Frequency Percentage
Never 17 56.66%
Seldom 7 23.33%
Sometimes 3 10.00%
Often 3 10.00%
Always 0 0.00%
Total 30 100%
56.66%
23.33%
10.00% 10.00%
0.00%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Never Seldom Sometimes Often Always
Figure 3.20: Work Very Fast

16. Table 3.21: Bullying at Work
Scale Frequency Percentage
Never 5 16.66%
Seldom 2 6.66%
Sometimes 20 66.66%
Often 3 10.00%
Always 0 0.00%
Total 30 100%
16.66%
6.66%
66.66%
10.00%
0.00%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
Never Seldom Sometimes Often Always
Figure 3.21: Bullying at Work
Table 3.22: Aware of others being
Subject to Bullying at Work
Scale Frequency Percentage
Never 0 0.00%
Seldom 0 0.00%
Sometimes 4 13.33%
Often 18 60.00%
Always 8 26.66%
Total 30 100%
0.00% 0.00%
13.33%
60.00%
26.66%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
Figure 3.22: Aware of others being
Subject to Bullying at Work

17. Table 3.23: Able to Challenge Bullying
Scale Frequency Percentage
Never 3 10.00%
Seldom 5 16.66%
Sometimes 4 13.33%
Often 18 60.00%
Always 8 26.66%
Total 30 100%
10.00%
16.66%
13.33%
60.00%
26.66%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
Never Seldom Sometimes Often Always
Figure 3.23: Able to Challenge Bullying
Table 3.24: Stopped Bullying if
Reported
Scale Frequency Percentage
Never 1 3.33%
Seldom 2 6.66%
Sometimes 8 26.66%
Often 15 50.00%
Always 4 13.33%
Total 30 100%
3.33%
6.66%
26.66%
50.00%
13.33%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Never Seldom Sometimes Often Always
Figure 3.24: Stopped Bullying if
Reported

18. Table 3.25: Unrealistic Time Pressures
Scale Frequency Percentage
Never 6 20.00%
Seldom 9 30.00%
Sometimes 9 30.00%
Often 5 16.66%
Always 1 3.33%
Total 30 100%
20.00%
30.00% 30.00%
16.66%
3.33%
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
Never Seldom Sometimes Often Always
Figure 3.25: Unrealistic Time Pressures
Table 3.26: Helps from Manager for
Work Problem
Scale Frequency Percentage
Never 0 0.00%
Seldom 0 0.00%
Sometimes 3 10.00%
Often 4 13.33%
Always 23 76.66%
Total 30 100%
0.00% 0.00%
10.00% 13.33%
76.66%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
90.00%
Never Seldom Sometimes Often Always
Figure 3.26: Helps from Manager for
Work Problem

19. Table 3.27: Help and Support from
Colleagues
Scale Frequency Percentage
Never 0 0.00%
Seldom 1 3.33%
Sometimes 7 23.33%
Often 7 23.33%
Always 15 50.00%
Total 30 100%
0.00%
3.33%
23.33% 23.33%
50.00%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Never Seldom Sometimes Often Always
Figure 3.27: Helps and Support from
Colleagues
Table 3.28: Having Say Over the Way
of Work
Scale Frequency Percentage
Never 0 0.00%
Seldom 0 0.00%
Sometimes 8 26.66%
Often 17 56.66%
Always 5 16.66%
Total 30 100%
0.00% 0.00%
26.66%
56.66%
16.66%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Never Seldom Sometimes Often Always
Figure 3.28: Having Say Over the Way of
Work

20. Table 3.29: Question to Manager about
Change at Work
Scale Frequency Percentage
Never 0 0.00%
Seldom 0 0.00%
Sometimes 3 10.00%
Often 11 36.66%
Always 16 53.33%
Total 30 100%
0.00% 0.00%
10.00%
36.66%
53.33%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Figure 3.29: Question to Manager about
Change at Work
Table 3.30: Respects from Colleagues
Scale Frequency Percentage
Never 0 0.00%
Seldom 0 0.00%
Sometimes 3 10.00%
Often 5 16.66%
Always 22 73.33%
Total 30 100%
0.00% 0.00%
10.00%
16.66%
73.33%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
Never Seldom Sometimes Often Always
Figure 3.30: Respects from Colleagues

21. Table 3.31: Consulted about Change at
Work
Scale Frequency Percentage
Never 0 0.00%
Seldom 1 3.33%
Sometimes 3 10.00%
Often 24 80%
Always 2 6.66%
Total 30 100%
0.00% 3.33%
10.00%
80%
6.66%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
90.00%
Figure 3.31: Consulted about Change at
Work
Table 3.32: Talk to Line Manager
about Something that has Upset or
Annoyed about Work
Scale Frequency Percentage
Never 0 0.00%
Seldom 5 16.66%
Sometimes 5 16.66%
Often 12 40.00%
Always 8 26.66%
Total 30 100%
0.00%
16.66% 16.66%
40.00%
26.66%
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
45.00%
Never Seldom Sometimes Often Always
Figure 3.32: Talk to Line Manager about
Something that has Upset or Annoyed
about Work

22. Table 3.33: Flexible Work Time
Scale Frequency Percentage
Never 13 43.33%
Seldom 12 40.00%
Sometimes 2 16.66%
Often 0 0.00%
Always 0 0.00%
Total 30 100%
43.33%
40.00%
16.66%
0.00% 0.00%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
Never Seldom Sometimes Often Always
Figure 3.33: Flexible Work Time
Table 3.34: Flexible Working Location
Scale Frequency Percentage
Never 14 46.66%
Seldom 9 30.00%
Sometimes 7 23.33%
Often 0 0.00%
Always 0 0.00%
Total 30 100%
46.66%
30.00%
23.33%
0.00% 0.00%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
Never Seldom Sometimes Often Always
Figure 3.34: Flexible Working Location

23. Table 3.35: Willingness to Listen the
Work Related Problems of the
Colleagues
Scale Frequency Percentage
Never 0 0.00%
Seldom 0 0.00%
Sometimes 3 10.00%
Often 17 56.66%
Always 10 33.33%
Total 30 100%
0.00% 0.00%
10.00%
56.66%
33.33%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Never Seldom Sometimes Often Always
Figure 3.35: Willingness to Listen the
Work Related Problems of the
Colleagues
Table 3.36: Work out in Practice of the
Changes
Scale Frequency Percentage
Never 0 0.00%
Seldom 0 0.00%
Sometimes 14 46.66%
Often 13 43.33%
Always 3 10.00%
Total 30 100%
0.00% 0.00%
46.66%
43.33%
10.00%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
Figure 3.36: Work out in Practice of the
Changes

24. Table 3.37: Supported through
Emotionally Demanding Work
Scale Frequency Percentage
Never 0 0.00%
Seldom 2 6.66%
Sometimes 21 70.00%
Often 4 13.33%
Always 3 10.00%
Total 30 100%
0.00%
6.66%
70.00%
13.33%
10.00%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
Never Seldom Sometimes Often Always
Figure 3.37: Supported through
Emotionally Demanding Work
Table 3.38: Strained Relationship at
Work
Scale Frequency Percentage
Never 2 6.66%
Seldom 21 70.00%
Sometimes 4 13.33%
Often 1 3.33%
Always 2 6.66%
Total 30 100%
6.66%
70.00%
13.33%
3.33%
6.66%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
Never Seldom Sometimes Often Always
Figure 3.38: Strained Relationship at
Work

25. Table 3.39: Encouragement by Line
Manager at Work
Scale Frequency Percentage
Never 0 0.00%
Seldom 1 3.33%
Sometimes 0 0.00%
Often 11 36.66%
Always 18 60.00%
Total 30 100%
0.00%
3.33%
0.00%
36.66%
60.00%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
Figure 3.39: Encouragement by Line
Manager at Work

26. FINDINGS OF THE STUDY 1. All the 30 respondent’s response positively, that they have clear idea about the expectation from them at the
work place.
 2. In case of the decision regarding when to take break 36.66% responds that they often take their own decision
when to take break, 26.66% answered as seldom along with 20% of never. There are 16.67% respondent responds
that sometimes they can take their own decision of when to take a break.
 3. 43.33% of the employees believe that it is always hard to combine the demand different group at work. 13.33%
select it is often hard, and 43.33% said it is hard sometimes.
 4. 50% response that they always know how to go about getting their job done along with 33.33% often know that.
While there are 16.66% of the respondent’s response that sometimes they know how to go about getting their job
done.
 5. 13.33% of the respondents believe that they are always subject to personal harassment in the form of unkind
words or behavior along with 26.66% often subject to that, 26.66% of the respondent’s response sometimes they
are subject to personal harassment in the form of unkind words or behavior, and 33.33% of the respondent’s
response as seldom.
 6. In case of the question unachievable deadlines, 23.33% respondent’s response as seldom, 63.33% response that
sometimes they are provides unachievable deadlines by the superior, 6.66% response that sometimes they are
provides unachievable deadlines and there are 6.66% of the total respondents believe that their superior always
provide them unachievable deadlines.
 7. 63.33% of the respondent’s response positively that they always get helps from their colleagues at difficult
works along with 30% respondents who believe that they get helps from their colleagues at difficult works often.
Only 1 respondent response sometimes and 1 respondent response seldom in this regards.
 8. In case of supportive feedback on the work done by the employees, 33.33% believe that they always get
supportive feedback, 53.33% believe that they often get supportive feedback, 6.66% believe that sometimes they
get supportive feedback, 3.33% answer as seldom, and 3.33% believe that they never get supportive feedback for
the job they performed.

27.  believe that sometimes they have to perform work very intensively along with 3.33% respondents who believe that they have to
perform work very intensively always.
 10. 26.66% respondents believe that they have always a say in own work speed, 66.66% have often a say in own work speed,
and 6.66% have sometimes a say in own work speed.
 11. 96.66% of the respondents answer that they always have clear idea about their duties and responsibilities while only 1
respondent response seldom.
 12. Maximum 43.33% respondent’s response that sometimes they have to neglect some tasks due to over work load, 40%
respondents believe that often they have to neglect some tasks due to over work load, and 13.33% respondents believe that always
they have to neglect some tasks due to over work load. Only 1 respondent response negatively in this question.
 13. Maximum 93.33% respondent’s response that they always have the clear idea about the goals and objectives of their own
department, along with 3.33% response of often and 3.33% answer negatively.
 14. Surprisingly, maximum 53.33% of the respondents believe that often there are friction and anger between colleagues along
with 23.33% believe that always and 16.66% believe that sometimes there are such friction. Only 3.33% respondents select seldom
in this regards.
 15. 20% respondent’s response that often they have their own choice of performing work, 50% respondent’s response that
sometimes they have their own choice, and 30% respondents choose seldom.
 16. 60% choose sometimes they are unable to take sufficient breaks, 33.33% choose often they are unable to take sufficient
breaks. There are 1 respondent who choose always and 1 respondent who choose never.
 17. In case of understand how employee’s work fits into overall aim of the organization, 50% said they always understand,
43.33% said often they understand, 3.33% said sometimes they understand, and 3.33% said they never understand.
 18. 30% of the respondents believe that there are often pressure to work long hour, 23.33% believe sometimes there are such
pressure, 20% choose seldom, and 26.66% never feel such pressure to work long hours.
 19. 43.33% respondents believe that always they have a choice of deciding what to do at work, 20% choose often, 26.66%
choose sometimes, and 10% choose never.

28.  20. Maximum of 56.66% respondent’s response that they never have to work very fast, 23.33% choose seldom in this regards,
10% respondents response sometimes they have to, and 10% respondent’s response often they have to work very fast.
 21. Maximum 66.66% respondent’s response that sometimes they have to bullying at work along with 10% response of often.
6.66% response as seldom and 16.66% choose never in this regards.
 22. 26.66% choose always, 60% choose often, and 13.33% choose sometimes they are aware of others being subject to bullying
at work.
 23. 26.66% of the respondents believe that they are always able to challenge bullying, 60% believe that they are often able to
challenge bullying, 13.33% believe that sometimes they able to challenge bullying, 16.66% choose seldom in this question, and
10% choose never they are able to challenge bullying.
 24. 13.33% of the respondents believe that if bullying is reported it will be stopped always, 50% choose often in this regards,
26.66% choose sometimes, 6.66% choose seldom, and 3.33% choose never.
 25. 30% of the total respondents of 30 believe that sometimes there are unrealistic time pressures on the work, 16.66% choose
often, 3.33% choose always there are such pressure. 30% of the respondents choose seldom and 20% choose never there are such
pressure.
 26. 76.66% respondent’s response that they always get helps from line managers for solving problem related with their work,
13.33% response that they get such help often, and 10% choose sometimes they get such helps.
 27. 50% of the respondents believe that they always get help and support from the colleagues if needed, 23.33% response that
they get such help often and 23.33% response that they get such helps sometimes.
 28. 16.66% respondents believe that they always have some say over the way of work they are doing, 56.66% respondents
choose often, and 26.66% choose sometimes.
 29. 53.33% respondents believe that they always have the chance to questions manager about any changes at work, 36.66%
believe often they have such chance, and 10% believe sometimes they have such chance.
 30. 73.33% of the respondents believe that they always have respects from the colleagues at work what they deserve, 16.66%
believe often they get such respects, and 10% believe sometimes they get such respects.

29.  31. 80% of the respondents believe that employees are consulted often with each other about the change at work
along with 6.66% of consultation always, and 10% sometimes. There are only 3.33% of the respondents who choose
seldom.
 32. 26.66% of the respondent’s response that they always talk to their line manager about something that has upset of
annoyed the employees about work, 40% are often talk about that, 16.66% sometimes, and 16.66% choose seldom.
 33. Not surprisingly 43.33% of the respondent’s response that their working time is never flexible and 40% are also
support that by choosing seldom 16.66% response that sometimes they get such flexibility.
 34. 46.66% respondent’s response that their working location is never flexible, 30% of the respondents support that
by choosing seldom, while 23.33% of the respondent’s response that sometimes their working location is flexible.
 35. 33.33% of the respondents believe that their colleagues are always show such willingness to listen the work
related problems. 56.66% choose often, and 10% choose sometimes.
 36. 46.66% respondent’s response that when changes are made at work, sometimes, employees are clear how they
will work out in practice, 43.33% respondent’s response as often they are clear, and 10% are always clear about that.
 37. 70% of the respondent’s response that employees get support while performing emotionally demanding work,
13.33% response that they often get such support, 10% response that they always get such support, and 6.66% response
as seldom.
 38. 70% of the respondents choose seldom while ask the question about relationship at work is strained, 6.66%
choose never, 13.33% choose sometimes, 3.33% choose often, and 6.66% choose always.
 39. 60% of the respondent’s response that their line manager is always encourage them at work,
 36.66% respondent’s response that often they get such encouragement, and 3.33% response as seldom.

30. PROBLEMS
 Following are the problems that influencing the increase in work related stresses at GDS Garments
Ltd. are identified from the findings of the study:
1. 46.66% of the respondents are not able to take break when they think necessary.
2. All the respondent’s response that it is hard to combine different groups at work.
3. 66.66% of the total respondents of 30 believe that they are subject to personal harassment in the form
of unkind words or behavior.
4. 76.65% of the respondent’s response that they are provides unachievable deadlines by their superior.
5. 96.67% of the respondent’s response that they have over work load and for that they have to neglect
some tasks.
6. Surprisingly, 96.67% of the respondents believe that there are friction and anger between colleagues.
7. 96.67% of the respondent’s response that they are unable to take sufficient break due to over loaded
work.
8. 53.33% of the respondents believe that there are pressure to work long hour.
9. 76.66% of the respondents believe that they are bullying at work.
10. 50% of the respondents believe that there are unrealistic time pressures on the work.
11. 83.33% of the respondent’s response that their working time is not flexible.

31. RECOMMENDATIONS
 There are the few recommendations to solve the problems mentioned above section
KDS Garments Ltd. should provide sufficient break to their employees when the employees think necessary to take break.
1. Through the different psychological training, like Cooperative Strategy Training, KDS Garments Ltd. should improve the
interaction, cooperation, and coordination among the groups.
2. With the strict HR rules and regulations, and strong monitoring, GDS Garments should try to reduce personal harassment at
work in the form of unkind words or behavior.
3. Line supervisors of KDS Garments Ltd. should setup and communicate achievable deadlines for performing work by their
employees.
4. There are over work load due to what employees of KDS Garments Ltd. neglecting some work they need to done, efficient
work distribution system should be use by KDS Garments Ltd to distribute work to their employees efficiently for not to
make their employees overloaded.
5. KDS Garments Ltd. should arrange few programs by which they can increase group cohesiveness, bring employees to close
each other, and understand each other, by which they can reduce the rate of friction and anger among the employees.
6. As recommended in number 5, they should reduce work load and provides sufficient breaks to their employees to enhance
their productivity rate.
7. With the effective work schedule KDS Garments Ltd. can reduce the pressure of their employee to work long hour.
8. With the strict HR rules and regulations, and strong monitoring, GDS Garments should try to reduce bullying t at work.
9. With the effective work schedule KDS Garments Ltd. can reduce the time pressure on the work.
10. Employees of KDS Garment’s should give few flexibilities in working time by introducing job rotation in the organization to
reduce the monotony at the work and increase productivity of the employee.
