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A study on stress management of employees at syndicate bank

Stress Management



Stress Management


1. Assess current stress level of employees at bank.

2. Identify situatio...
Stress Management

    Any research requires a proper understanding of the problem. A well-defined p...

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A study on stress management of employees at syndicate bank

  1. 1. Stress Management A STUDY ON “STRESS MANAGEMENT” OF EMPLOYEES AT “SYNDICATE BANK”, HASSAN INTRODUCTION A study on “stress management” with special reference to syndicate bank Hassan. The workplace is a challenging job assignment followed by moderate doses of competitive spirit, constructive conflict and a zeal to get ahead of others and a ways in which individual cope, or deal with stress at work is called stress management. Employers should provide a stress-free work environment, recognize where stress is becoming a problem for staff, and take action to reduce stress. Stress in the workplace reduces productivity, increases management pressures, and makes people ill in many ways, evidence of which is still increasing. Workplace stress affects the performance of the brain, including functions of work performance; memory, concentration, and learning. Stress at work also provides a serious risk of litigation for all employers and organizations, carrying significant liabilities for damages, bad publicity and loss of reputation. Dealing with stress-related claims also consumes vast amounts of management time. So, there are clearly strong economic and financial reasons for organisations to manage and reduce stress at work, aside from the obvious humanitarian and ethical considerations H.R.Institute OF Higher Education, Hassan. 1
  2. 2. Stress Management OBJECTIVES OF THE STUDY: 1. Assess current stress level of employees at bank. 2. Identify situations that cause stress. 3. Be more knowledgeable on techniques/methods to lower stress. 4. Apply various stress reduction techniques to alleviate stress. 5. To know the stress of the employee . 6. Identify emotional, physical, and mental effects of stress. SCOPE OF THE STUDY The scope of the study is extended only to the employees working in SYNDICATE BANK, HASSAN. It does not cover employees working in other branches of SYNICATE BANK. To fulfill the objectives of this research, the study is undertaken to analyse the stress management at SYNDICATE BANK. H.R.Institute OF Higher Education, Hassan. 2
  3. 3. Stress Management PROBLEM STATEMENT Any research requires a proper understanding of the problem. A well-defined problem is “half work done”. Statement of problem is the section were the reason for taking up a particular topic for research is justified. Many creative efforts fail because the problem is either unclear or it is focused in the wrong place. If people have different opinions of what the problem really is, they will constantly diverge and never be able to find closure on a suitable solution. The selected topic was “ Stress Management” Stress management are tools, procedures and methods that allows us to take control of problems and make sure that they don’t affect the daily routine. • Problems that leads to stress that are specific in nature have different stress management techniques that can be applied to keep in balance and harmony. • Beyond a certain point, stress stops being helpful and starts causing major damage to health, mood, productivity, relationships, and quality of life. H.R.Institute OF Higher Education, Hassan. 3
  4. 4. Stress Management RESEARCH METHODOLOGY: There are 3 types. They are  Explorative  Descriptive  Experimental Descriptive methodology is used in the present study DATA SOURCES: Primary data: The primary data was collected from the respondents by administering a structured, questionnaire and also through observations, interviews and discussion with management teams. Secondary data: Apart from primary data the secondary data is being collected through text books, records of syndicate bank, journals, from library, academic reports and interest used for this study. SAMPLING: Sample population: There are totally 500 employees working in the bank. Sample size: out of the total population, the sample taken amongst employees i.e., 40 respondents. Sampling area: The research was conducted at syndicate bank Hassan. Sample method: The research was made by the survey in accordance to the convenience of the employees. So the sample type is convenience sampling. H.R.Institute OF Higher Education, Hassan. 4
  5. 5. Stress Management TOOLS USED FOR ANALYSIS Primary data was collected through the questionnaire by distributing questionnaires; questionnaire with both close ended and open ended questions have been used as samples respondents. On the basis of the tables, the facts are presented in the form of BAR charts. Plan of analysis The data is collected and classified in a organized and systematic manner. • The data is collected and classified by random sampling method. • The classified data is tabulated and calculated into percentages. • The data is interpreted for getting results required for the research study. • The tabulated data is shown in the form of BAR charts for better understanding. LIMITATIONS OF THE STUDY H.R.Institute OF Higher Education, Hassan. 5
  6. 6. Stress Management The present study is limited to many aspects. Providing information about “stress management” is the outcome of various variables. It is not possible to take into consideration each and every aspect/ criteria in this study.  The research study is limited to a small sample size.  Some of the information given by the respondents may not be reliable(bias)  I was not able to collect the information from all the employees of organization because of busy schedule of employees.  The study is confined only to employees of syndicate bank. Therefore the results and conclusion of study is may not be applicable to other banks.  The question that are asked being personal, some of them hesitated to answer it.  Analysis is done on the assumption that respondents have given correct information through the questionnaires. 2.1 Industry Profile: H.R.Institute OF Higher Education, Hassan. 6
  7. 7. Stress Management 2.1.1 Bank It is generally said that the word “BANK” has been originated in Italy. In the middle of 12th century there was a great financial crisis in Italy due to war. To meet the war expenses, the government of that period a forced subscribed loan on citizens of the country at the interest of 5% per annum.Such loans was known as “compare”, “Minto”. In Germany the word “Monte” was named as “Bank”. It is also said that the word “Bank” has been derived from the word “Banco” which means a Banch. The Jews money lenders in Italy used to transact their business sitting on banches at different market places. 2.1.2 History of Bank The word ‘Bank’ is used in the sense of a commercial bank. It is of Germanic origin though some person trace it origin to French word ‘Banqui’ and the Italian word ‘Banca’. It referred to a bench for keeping lending and exchanging of money lenders and money chargers. There was no such word as banking before 1640. All though the practice of safe keeping and saving flourished in the temple of Babylon as earlier as 2000 B.C. Chanakya in his Arthashastra written in about 300 B.C. mentioned about the existence of Merchant of Bankers who received deposits advanced loans and hundise. The 1st bank in India was the ‘Bank of Hindustan’ started in 1770 by Alexander and co., an English agency house in Kolkata which failed in 1782 with the closer of the agency house. But the 1st bank in the modern sense was established in the Bengal presidency as the Bank of Bengal in 1806. H.R.Institute OF Higher Education, Hassan. 7
  8. 8. Stress Management 2.1.3 Growth of Bank Merchant bankers issued ‘Hundis’ to remit funds in India such Merchant bankers were known as Seth’ The next stage in the growth of banking was the Goldsmith he started charging something for taking care of the money and bullion. The next stage in the growth of banking is the money lenders, the goldsmith found that on an average the withdrawal of coins were much less than the deposits with him. So he started advancing the coins on loan by charging interest as a safeguard he kept some money in the reserve thus the goldsmith –money lenders became a banker who started performing the 2 functions of modern banking that of accepting deposit and advancing loan. 2.1.4 Meaning of Bank Chamber’s 20th century dictionary defines a bank has an institution for the keeping lending and exchanging of money. Economists have also defined a bank highlighting its various functions. According to Crowther “The bankers business is to take the debts of other people to offer his own in exchange and there by create money”. Thus a bank is an institution which accepts deposits from the public and in term advances loans by creating credit. It is different from other financial institution in that they can’t create credit though they may be accepting deposit and making advances. H.R.Institute OF Higher Education, Hassan. 8
  9. 9. Stress Management 2.1.5 Types of Banks  Commercial Banks.  Exchange Banks.  Industrial Banks.  Agricultural Banks.  Co-operative Banks.  Central Banks.  Private sector Banks. 2.2 COMPANY PROFILE 2.2.1 INDUSTRY SCENARIO H.R.Institute OF Higher Education, Hassan. 9
  10. 10. Stress Management Syndicate bank was established in 1925 in Udupi with a capital of Rs8000 by three visionaries –Sri Upendra Ananth Pai, a businessman, Sri Vaman Kudva, an engineer and Dr.T.M.A.Pai, a physician. In the earlier days the bank collected as low as two anna daily under the Pigmy Deposit scheme. As the time passed by this Pigmy deposit scheme has become the brand equity today. At present bank collects over Rs2 CRORE daily under this scheme. From just one branch in 1925 the Syndicate Bank has grown leaps and bound to have over 2000 branches now. The bank is now well equipped to face the multinational banks. Bank has adapted technology to beat competition. Today all the branches are computerized and centralized banking system is implemented. In 2004, Syndicate Bank also started utility bill payment services through Internet banking introduced. In 2005, the bank commenced the online reservation of railway tickets through Indian Railway Catering & Tourism Corporation Ltd for its customers. It was during this time that it entered into a MOU with SFAC for promoting of investments in Agri-business products. The 2000th branch was opened at Tondiarpet, Chennai, in 2006. In the same year, the bank commenced the first BPO outfit of a Nationalized Bank, SyndBank Services Limited. This was a wholly owned subsidiary of Syndicate Bank. With the age of progressive banking, Syndicate Bank has created a name for itself in the last 80 years. Rooted in rural India, the Bank has a clear picture of the grass root realities and a vision of future India. Changing with the changing times, the Bank has well equipped itself with all the facilities of the new age, without, however, altering its distinctive socio-economic and cultural culture. Syndicate Bank's unique principle of mutual development, of both the Bank and the people, has won it a long list of clientele, which includes both the rural and the semi-urban class. H.R.Institute OF Higher Education, Hassan. 10
  11. 11. Stress Management 2.2.2 Banking industry overview: PSU banks have been rapidly expanding their balance sheet over the past three years. It is evident from the chart as the gap in business growth of scheduled commercial banks (SCB`s) and PSU banks is narrowing. Banks generates a ‘spread’ by accepting deposits and lending advances. This is measured by net interest income (NII), which is the difference between the interest earned and interest expended. It is surprising to note that there was no relation between the growth rate in NII and net profit of the PSU banks over the period of five years. The growth in net profit of PSU Banks was more than 20% in the past two fiscal years, while the growth in NII was less than 10%. So, main driving force in PSU banks bottom line is rationalized cost structure. 2.2.3 Second phase of liberalization in banking: Second phase of opening of Indian banking sectors would commence in April 2009. H.R.Institute OF Higher Education, Hassan. 11
  12. 12. Stress Management 2.2.4 VISION •Consolidating position as a premier public sector bank with increased global outreach. •Emerging as a strong, vibrant, responsive, competitive bank. •Embracing state-of-art technology harnessing human potential and effectively participating in the process of nation building. •Serving its constituents and shareholders’ as a faithful friendly financial partner. 2.2.5 MISSION The bank continuously envisages to: •Add core deposits continuously •Offer better customer service •Enhance tolerance level in dealing with customers and get better understanding of their requirements. •Design and deliver the products and services according to its customer’s needs so as to give them an exhilarating and enthusiastic experience. •Acquire accounts aggressively • Year of NPA resolution 2.2.6 GOALS The goals articulated for each of the functional areas of the bank is: 1.Business: To achieve global business of Rs. 250 thousand crores by March 2010. 2.Resources: To achieve global deposits of Rs. 170000 crore by March 2010 with H.R.Institute OF Higher Education, Hassan. 12
  13. 13. Stress Management emphasis on low cost resources by planned strategic initiatives including branch expansion, aggressive marketing and active involvement of each and every employee. 3.Advances: To build qualitative asset base of around Rs. 90000 crore by March 2010 to augment the income portfolio of the bank. 4.Priority sector credit: To have accelerated and qualitative growth in priority sector lending to reach a level of Rs. 23800 crore, Rs. 10200 crore under agriculture, Rs. 3514 crore under SME through various customer friendly credit products and to take maximum advantage of “Financial Inclusion “ so as to expand the clientele base of the bank, and provide financial assistance to all eligible candidates. 5.Information Technology: To harness state-of-art technology and network all branches so as to make available reliable MIS for DSS and deploy best practices in Information Security to manage the business effectively and profitably. 6.Management of assets : To make 2008-09 truly a “year of NPA resolution” by striving for getting “A” rating under asset quality by upgrading NPAs, bringing down gross NPA and net NPA level both in absolute and percentage terms below march 2009 figure and accomplish NPA recovery target as per commitment. 7.Foreign exchange and treasury: To profitably manage the forex and investment assets of the bank to achieve an export-import turnover of Rs. 15000 crore and Rs. 12750 crore respectively. To achieve treasury income of Rs. 2345 crore with an investment of Rs. 35000 crore. 8.Profitability: To make every branch a profits centre and ensure best possible returns to the shareholders. 9.Risk management: To continuously upgrade the risk management systems and processes, imbibe risk management in business activities and implement Basel II requirements for the benefit of all stakeholders. 10.Human resources and organizational structure: To mould and strengthen the organizational structure to meet the future business requirements and challenges. To redefine and to redevelop peoples’ management techniques so as to unleash human potential, drive growth and nurture leadership of high quality corporate governance, 11.Customer relationship management : To fine-tune its marketing strategies to meet the ever growing market odds, to ensure that our products and services adapt to the changing needs and expectations of the customers, to provide the customer the ideal H.R.Institute OF Higher Education, Hassan. 13
  14. 14. Stress Management banking ambience, to reorient its publicity so as to provide increased visibility to its brand. 12.Inspection: To migrate progressively from the present transaction oriented system to a risk based audit exercise enhancing the effectiveness of risk management, control and governance processes. H.R.Institute OF Higher Education, Hassan. 14
  15. 15. Stress Management 2.2.7 OBJECTIVES 1.To have an overview of the organization. 2. To study the departments of the organization in detail. 3. To know about all the products and services being offered by the company. 4. To gather study the organizational hierarchy of the company. 5. To gather sufficient information about the comoany so as to do its swot analysis. 6. To give our own suggestions for the betterment of the company. H.R.Institute OF Higher Education, Hassan. 15
  16. 16. Stress Management 2.3 ORGANIZATION STRUCTURE SyndicateBank ORGANISATIONAL STRUCTURE BOARD OF DIRECTORS CHAIRMAN & MANAGING DIRECTOR EXECUTIVE DIRECTOR EXECUTIVE DIRECTOR General Managers Portfolios 1. Corporate Credit Division – I (CCD-I) 9. Priority Sector Credit Dept 2. Corporate Credit Division – II (CCD-II) 10. Premises & Maintenance Dept 3. Retail Banking Department 11. General Administration Dept Board Secretariat, Chief Compliance Officer 4. Planning & Development Dept 12. Central Accounts & Legal Dept 5. Recoveries Dept 13. Personnel Department 6. Dept. of Information Technology 14. Inspection Department H.R.Institute OF Higher Education, Hassan. 16
  17. 17. Stress Management 7. Risk Management & Monitoring Dept. 15 Vigilance Department 8. Treasury & International Banking Division Regional Offices – 35 Branches – 2221 Chairperson - Basant Seth MD - Basant Seth Directors - A R Nagappan,Basant Seth, Bhupinder Singh Suri,Dinkar S Punja, George Joseph, K Seetharamu, Kawaljit Singh Oberoi, M Bhaskara Rao, M Deena Dayalan, Mocherla Shaskara Rao, R Ramachandran, R Ravi, Ramesh Adige, Ramesh L Adige, Shobha Oza, Suresh Kumar Rustagi, V K Nagar, Vinay Kumar Sorake, Vinod Kumar Nagar 2.4 PRODUCTS AND SERVICES Deposits: Traditional deposit products include: • Savings and current accounts • Fixed deposits • Tax savings • Pigmy deposits Premium account services such as multi-city current and savings account are also available. Loans: Some of the most common loan products are: • Auto • Home H.R.Institute OF Higher Education, Hassan. 17
  18. 18. Stress Management • Agriculture • Educational • Pension loans • Priority sector lending. Other services pertain to: • Demat account • Cash management • Gold coins purchase • Bank draft facilities Apart from the ATM, the Syndicate Bank has other multiple delivery channels such as Internet banking and SMS banking. The bank also has business ties with Visa Inc. to provide credit card and debit card services. 2.4.1 PRODUCT PROFILE A. BANKING ACTIVITIES This activity includes the following : *Syndicate Bank Global Debit Card. *Syndicate Bank Global Credit Cards. B. BANCASSURANCE The bank provides insurance services in association with Bajaj Allianz. *Life Insurance Products. * Non Life Insurance H.R.Institute OF Higher Education, Hassan. 18
  19. 19. Stress Management Some of its life-insurance products in association with Bajaj Allianz are; a. INVEST GAIN. b. CASH GAIN. c. CHILD GAIN. d. RISK CARE. e. TERM CARE. f. LIFETIME CARE g. SWARNA-VISHRANTI h. UNITGAIN i. LOAN PROTECTOR j. SYNDDRIVER Cash Management (SCMS) 1.Synd 400 Plus and Synd 500 Plus 2. Savings Deposit Account: 3. Special Premium Savings Accounts 4. Fixed Deposit Scheme. 5. Vikas Cash Certificate. 6. Social Security Deposit. 7. Senior Citizen’s Security Deposit. 8. Syndicate Suvidha Deposit 9. Cumulative SyndTaxShield Deposit Scheme 10.Pigmy Deposit 11.Super Premium Savings Bank Account 12.Synd Samanya Savings Bank Account (No Frills Account) 13.SyndFlexi Current AccountD. SYND BANK SERVICES (BPO): It is a wholly owned subsidiary of Syndicate Bank. This is a first BPO outfit of a Nationalized Bank. This BPO Company is proposed to undertake the following activities facilitating customers to file their income tax returns, undertaking Back Office functions relating to Bank's Debit / Credit Card / Bank assurance Business etc. H.R.Institute OF Higher Education, Hassan. 19
  20. 20. Stress Management 2.4.2 LOAN PRODUCTS : a. SyndRent b.SyndSaral c. SyndSenior d. SyndVidyarthi e. SyndNivas f. SyndNivasPlus g. SyndPigmy h. SyndKisan i. SyndVahan j.SyndLaghuUdyami k. SyndMahila l. SyndMortgage:SyndPravasi m. SyndSmallCredit: SyndSuvidha: n. SyndUdyog o. SyndVyapar p. SyndJaiKisan q. SyndShakti 2.4.3 AGRICULTURAL LOAN PRODUCTS : 1.Animal Husbandry Scheme 2.Development of Irrigation Infrastructure 3.Farm Mechanization Schemes 4.Hi-tech Agriculture 5.SyndJaiKisan 6.Jewel Loans for Agriculture 7.Land Development Schemes 8.Purchase of Land for Agricultural Purpose 9.Rural Employment Generation Program 10.Solar Water Heater Systems 11.Syndicate 2/3/4 Wheelers Scheme 12.Syndicate Farm House Scheme H.R.Institute OF Higher Education, Hassan. 20
  21. 21. Stress Management 13.Syndicate Kisan Credit Card(SKCC) 14.Tenant Farm LoanG. 2.4.4 OTHER SERVICES 1. Tele Banking 2. Internet Banking. 3. ‘Any Branch Banking’. 4. Synd Bill Pay. 5. On-Line Collection of Direct Taxes 6. On-line Railway Ticket Booking. 7. Western Union Money Transfer. 8. SyndInstant - (RTGS System for instant transfer of funds) 9. Electronic Funds Transfer (EFT) System 10.Syndicate Gift Cheques 11.Insurance Cover for Deposits 12.Stop Payment Facility 13.Dormant Accounts 14.Safe Deposit Lockers H.R.Institute OF Higher Education, Hassan. 21
  22. 22. Stress Management 2.5 Achievements MEMORABLE MILESTONES Growing Far And Wide H.R.Institute OF Higher Education, Hassan. 22
  23. 23. Stress Management Dim apur on 17.0 3.20 07 2007 First Bran ch open ed in Miz oram in Aiza wl on 29.0 3.20 07 2007 Bran ches open ed for the first H.R.Institute OF Higher Education, Hassan. 23
  24. 24. Stress Management H.R.Institute OF Higher Education, Hassan. 24
  25. 25. Stress Management 2.6 GROWTH OF THE BANK On the back of robust growth in treasury income, Syndicate Bank’s net profit saw a three-fold rise this quarter to Rs 261.56 crore compared with Rs 87.89 crore in the corresponding quarter of the last financial year. The total income of the bank increased 30 per cent, driven mainly by an almost 10-fold increase in treasury income at Rs 270.24 crore (Rs 28.38 crore). Its net interest income stood at Rs 585.71 crore (Rs 503.27 crore), up 16 per cent. An increase of 41.97 per cent in core deposits has also aided the bank, which has reduced its dependence on high-cost deposits by about 42 per cent. “We will focus more on growth of low-cost deposits, core deposits, reducing dependence on high-cost deposits and substituting them with core deposits,” The bank’s cost of deposits was 6.62 per cent (6.92 per cent). The focus will also be on “better liability management through overall reduction in cost of deposits,” H.R.Institute OF Higher Education, Hassan. 25
  26. 26. Stress Management 2.7 COMPETITORS FOR THE BANK  SBI  PNB  Bank of Baroda  Bank of India  Union Bank  Indian Bank  Oriental Bank  Central Bank H.R.Institute OF Higher Education, Hassan. 26
  27. 27. Stress Management 2.8 SWOT ANALYSIS A SWOT analysis consists of evaluating a company internal strength and weakness and its external opportunities and threats. The strategy must produce a good fit between a firms internal capability and external situation. A scan of internal and external environment is an important part of the strategic planning process. Environmental factors internal to the firms can be classified as strength (S) and weakness (W), and factors external to the firm can be classified as opportunity (O) and Threat (T). Such analysis of internal and external factors is referred to as SWOT analysis. The SWOT analysis has been useful tool for the industry. The process of utilizing the SWOT approach requires an internal survey of opportunities and threats. The following are the strengths, weakness, opportunity, and threats of SYNDICATE BANK: H.R.Institute OF Higher Education, Hassan. 27
  28. 28. Stress Management 2.8.1 STRENGTHS • The bank is a pioneer in introducing several initiatives such as agricultural financing and door-to-door banking, which are now recognized as benchmarks by the industry. • The bank has won 25 awards for its excellence in providing banking services. It also offers a wide range of products to serve various needs of its customers. • The bank is the first public sector bank to provide BPO services and is also ISO certified. • The bank is well aware of its social responsibility and has been actively involved in the development of the society since its inception. • Strong rural presence is key strength of Syndicate Bank as it has strong. presence in the rural India. Rural India is having big growth potential as the urban areas are becoming saturated and is facing stiff competition. • Syndicate bank is a government owned bank . 2.8.2 WEAKNESSES • Increasing Net performing assets. • Poor qualification of many employees. • It has just started implementing its core banking solutions across many of its branches. • In urban areas its growth is less. • Bureaucratic culture still prevailing in the ban . H.R.Institute OF Higher Education, Hassan. 28
  29. 29. Stress Management 2.8.3 OPPORTUNITIES • It has created a good customer base and it is time that it leverages on this strength to cross sell and up sell its various products to them. • The Bank should enhance its technological capabilities to differentiate products and services from those of its competitors and continue to implement its Core Banking Solutions plan. • The Bank should also expand its presence in international liberalization. Liberalization of banking sector in 2009 will force the government to de regulate the sector. • Indian bank will have the opportunity to go abroad. • The investors are scared of private sector banks, so opportunities are more to the public sector banks. . 2.8.4 THREATS • Increasing competition posed by global and private sector banks • The excessive time taken by the government to give compensation because of the recent loan waiver announced in the March 2008 Finance Budget. • Better performance by private sector banks as well as some of its public sector counterparts • Commencement of MNC bank posting. • Government regulation H.R.Institute OF Higher Education, Hassan. 29
  30. 30. Stress Management 3. 1 REVIEW OF LITERATURE 3.1.1 Methodology of literature review The review of literature is conducted to analyse various factors for stress management at syndicate bank Hassan. The book and article of various authors are referred to find out the kinds of methods which are suited for rating in stress level. The research has searched many books on stress management to collect the literature about the Hassan. The information collected was confined to the journals published about the human resources management. The review of literature helped the research to confine the survey in better and extensive manner. It should help to research for finding and getting deeper into the topic. For this purpose the abstracting and indexing journals and published biographies and unpublished biographies are first to go. H.R.Institute OF Higher Education, Hassan. 30
  31. 31. Stress Management 3.1.2 Evolution of Human resources management Human resource, a relatively new term emerged during the 1970’s. many people continue to refer to the discipline by its older, more traditional titles, such as personnel management or personal administration. The trend is changing. The term now a days used is human resource management. Coming to the evolution of HRM as a subject, it may be stated that concern for the welfare of workers in the management of business enterprises has been in existence since ages. Kautilya’s arthashastra states that there existed a sound base for systematic management of resources during as early as the 4th century BC. These processes took momentum only when government took active measures during resent passed by various rules and regulations under industrial dispute act and related acts. However the employees will have various reasons to deviate from this. When the growth of the industry is distributed due to irregularity of the employees, government showed interest in the operation of public sector enterprises and provided systematic procedures for regulating employer- employee relationships. 3.1.3 Human Resource Management The term human resources spell the total sum of all components (like skill, creative abilities) possessed by all employees and other person (like self employed, employees, owners etc.,) who contribute their services to attain the organizational objectives and goals. Human resource include human values, ethos. H.R.Institute OF Higher Education, Hassan. 31
  32. 32. Stress Management H.R.Institute OF Higher Education, Hassan. 32
  33. 33. Stress Management 3.1.4 DEFINITION: “Human resource management aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objective”. Human resource management is concerned with the people who work in the organization to achieve the objective of the organization. It concerns with the acquisition of appropriate human resources, developing their skills and competencies, motivating them for best performance and ensuring their continued commitment to the organization to achieve organizational objectives. This definition applies to all types of organization. For e.g., industry, business, government, education, health or social welfare of the people. Human resource management refers to activities and functions designed and implemented to maximize organizational as well as employee’s effectiveness. 3.1.5 Scope of human resources management: The scope of human resource management is vast. All major activities in the working life of the employees from time of his entry into the organization until he leaves, retires come under the preview of human resources management. Employees in an organization work not as individuals but as group interactions, employees come to work place and bring not only technical skills, knowledge but also their personal feelings desires, motives, attitude and values. The HR manager plays a crucial role in understanding the changing basic needs of the organization and developing to meet such changes. 3.1.6 Objectives of human resources management: The primary objective of HRM is to ensure the availability of a competent and willing workforce to an organization specifically; HRM objective are four fold- societal, organizational, functional and personal. H.R.Institute OF Higher Education, Hassan. 33
  34. 34. Stress Management  Societal objective: To be ethically and socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon the organization.  Organizational objective: To recognize the role of HRM in bringing about organizational effectiveness.  Functional objective: To maintain the department’s contribution at a level appropriate to the organization’s needs.  Personal objective: To assist employees in achieving their personal goals, at least in so far as these goals enhance the individual’s contribution to the organization. The other objectives of human resources management include: 1. To provide, create, utilize and motivate employees to accomplish organizational goals. 2. To secure integration of individuals and groups in securing organizational effectiveness. 3. To create opportunities, to provide facilities, necessary to individuals and groups for their growth with the organization by training. 4. To provide attractive, equitable, incentives, rewards, benefits, social security measures, to ensure retention of competent employees. H.R.Institute OF Higher Education, Hassan. 34
  35. 35. Stress Management 5. To maintain high moral, encourage value systems and create environment of trust, mutuality of interests. 3.1.7 Functions of HRM:  Identifying and developing person The success of every organization depends upon the quality of persons it employs. HRM helps in spotting right person for the right job. Persons are prepared for taking up different jobs. Every person may not be suitable for certain jobs. Persons are assigned jobs as per their aptitudes. Persons are given right type of training so thathey are able to develop their potentialities to the maximum. They are also motivated to give their maximum to the organization.  Creating work culture HRM approach emphasizes the development of employees potentialities and using it for achieving organizational goals. The aims and priorities of individual workers are given due weightage in the schemes of the organization. Human resource policy is backed by human values, understanding and concern for the welfare of people. The work culture in the organization improves, people feel satisfied and enjoy their work.  Educating managerial personnel HRM approach will succeed only when managerial personnel change their attitude towards workforce. There is a need to educate executives, managers and to top management regarding various aspects of the human resources approach adopted in the organization.  Conducting research HRM will be successful only if we know the aspirations and expectations of various persons working in the organization. The framing of human resource policies, strategies and approaches depend upon the information collected through research. H.R.Institute OF Higher Education, Hassan. 35
  36. 36. Stress Management  Developing a communication system There is a need to develop downward, upward and lateral communication in the organization. HRM develops a system of communication where policies of the management are properly communicated to the lowest level of hierarchy and feedback from lower is conveyed to the management. Communication system helps in understanding the view points each other and taking up remedial steps, if needed. H.R.Institute OF Higher Education, Hassan. 36
  37. 37. Stress Management 3.1.8 Nature of human resource management  Integral part of the process of management HRM is embedded in the organizational structure of an enterprise, is inherent in its functioning and is an integral part of the process of management itself. Human resource management cannot be separated from the basic management function. This function is performed by all the managers throughout the organization rather than by the personnel departments.  Comprehensive function The main function of HRM is to manage people at work. It is a comprehensive function which covers all types of people at all levels in the organization. In other words, it applies to workers, supervisors, offices, managers and other type of personnel in the organization.  Pervasive function HRM is comprehensive as well pervasive. It is inherent in all organizations at all levels. It is not confined to industry alone. It is equally useful and necessary in government, armed forces, sports organizations and the like. It applies in all the functional areas e.g., production, marketing, finance, research etc. recruitment, selection, development and utilization of people is an integral part of any organized effort.  People oriented Human resource management is a people oriented function and is concerned with employees as individuals as well as groups. It deals with human relationships within an organization. It is a process of finding out optimum arrangement between individuals, jobs, organizations, and environment.  Continuous process Human resource management is a continuous process. It is not a one shot function, rather it is a never ending exercise.  Science as well as art H.R.Institute OF Higher Education, Hassan. 37
  38. 38. Stress Management HRM is a science as it contains an organized body of knowledge consisting of principles and techniques. It is also an art. Handling people is one of the most creative arts. It involves the application of theoretical knowledge to the problem of human resources. Thus, it is a science as well as an art. H.R.Institute OF Higher Education, Hassan. 38
  39. 39. Stress Management  Recent origin As compared to other areas of management, human resource management is a comparatively young discipline. It started in the later parts of the nineteenth century.  Interdisciplinary In modern times human resource management has become a highly specialized job. Moreover, it is not an isolated subject, it is interdisciplinary. It involves application of knowledge drawn from several disciplines like sociology, anthropology, psychology, economics etc. Supportive function • Training and development • Appraisal • Placement • Compensation • Assessment • Employee relation • Benefits H.R.Institute OF Higher Education, Hassan. 39
  40. 40. Stress Management • HR planning • Union management H.R.Institute OF Higher Education, Hassan. 40
  41. 41. Stress Management 3.1.9 Need for HRM approach Human resource management helps in creating a better understanding between employees and management. It helps in accomplishing individual and organizational goals. HRM is considered essential due to the following reasons:  Better industrial relations There is widespread unrest, strained worker-management relations, lack of confidence in each other, rising expectations of workers, emergence of militancy in trade unions etc. These factors have created a gap among workers and management. In the absence of cordiality in and organization the performance of workers is adversely affected. HRM approach is required to create proper understanding among workers and management. The workers are developed to meet their individual and organizational goals.  Develop organizational commitment There is a humanization of work environment in industrialized countries like japan, U.S.A., germany etc. globalization of economy has exposed Indian industries to international competition. An improvement in efficiency and quality of work can only when workers develop organizational commitment. HRM approach helps in developing a sense of pride for the organization among work force.  Coping with changing environment The business environment is rapidly changing. Technological improvement have revolutionized production procedures. Automation has been introduced in office operations. Better communication channels have revolutionized vital areas. Of business. There is a need to cope with new and changing situation. The operational efficiency of employees must improve to face the new situation. H.R.Institute OF Higher Education, Hassan. 41
  42. 42. Stress Management  Change in political philosophy Political philosophy has undergone change all over the world. The new approach is to develop human resource properly for making its better use. In India, central government has named a ministry as human resource development and put it under a senior minister. This development shows the importance given to human resource.  Increased pressure on employee The technological changes have necessitated the use of sophisticated machines. The installation, monitoring of machine, maintenance and controlling of operations need trained and skilled people. There is a regular need for training and development of people for coping with the emerging situations. Human resource development has become essential for every organization. Research and fresh initiatives in industry require new policy of human resource development. 3.1.10 System approach to HRM: An enterprise cannot work in isolation. It depends on its external environment. It is a part of large system such as industry to which it belongs, the economic system and the society. The enterprise receives the inputs, transforms them and exports the output to the environment. The inputs from internal environment include people, capital, managerial skills, technical knowledge etc. various groups of people too make demands on the enterprise, e.g., employees want higher wages, stable employment, promotional avenues, consumers demand good quality products at reasonable prices, shareholders except higher returns and appreciation of their stock holdings, government wants timely payment of taxes and compliances of various inputs into outputs .Though the managers do not have control over the external environment still they have to respond to it .The enterprises has to adjust its working in such a way that it is able to use the environment to its advantage .In order to carry out its operations effectively a business generally creates certioraris departments which are known as sub systems. The important subsystems of the business firm are human resources systems, production system, marketing systems, finance system, research and development system. Human resources system can be further classified into the following: H.R.Institute OF Higher Education, Hassan. 42
  43. 43. Stress Management  Recruitment and selection  Training and development  Compensation  Employees welfare and service  Personnel records and research All the subsystems must be properly integrated and closely co-ordinated so that the entire system functions as an integrated whole in accomplishing objectives for which the business has been set up. 3.1.11 Limitations of human resource management: HRM approach is very useful work culture in the organization but still it suffers from certain limitations:  Recent Origin HRM is of recent origin .So it lacks universally approved academic base. Different people try to define the term differently. Some organizations have named their traditional personnel management department as human resources management department.  Lack of Top Management Support HRM must have the support of the top level management .The change in attitude at the top can bring good results while implementing HRM. Because of passive attitude at the top, this work is handled by personnel management people .Unless otherwise there is a change in approach and attitude nothing spectacular is going to happen. H.R.Institute OF Higher Education, Hassan. 43
  44. 44. Stress Management  Improper Implementation Human resources management should be implemented by assessing the training and development needs of employees. The needs and aspirations of people should be taken into account while framing human resources polices.HRM is implemented half –heartedly. The organizing of some training programs is considered as the implementation of HRM. Mangement’s productivity and profitability approach remains undisturbed in many organization.  Inadequate development programmers: HRM requires implementation of program such as career planning, on the job training, development programs, counseling etc. there is a need to create an atmosphere of learning in the organization. In reality HRM programs are confined to class room lectures and expected results are not coming out from this approach.  Inadequate information: Some organization do not have requisite information about their employees. In the absence of adequate information and data base, this system cannot be properly implemented. There is a need to collect, store and retrieval of information before implementing human resource management. The liberalization of economy, entry of multinationals in all markets, raising of quality standards of Indian goods, growing competition will all put pressure on human resources of every organization. Managements will be required to constantly assess and reassess competence levels of their employees. Training and development programs will be needed to motivate personnel to cope with the new requirements. Human resource management will have a pivotal role in managing the business in near future. H.R.Institute OF Higher Education, Hassan. 44
  45. 45. Stress Management H.R.Institute OF Higher Education, Hassan. 45
  46. 46. Stress Management 3.2 INTRODUCTION ABOUT STRESS MANAGEMENT The word stress is derived from the Latin word "stringi", which means, "to be drawn tight". Stress can destroy the mental stability of any individual. So be it a kid, corporate man or a housewife we all deal with stress and its management during our walk of life. It is basically a condition that makes us uncomfortable. Stress could be due to various reasons like financial crunch, job loss, emotional and any other personal reasons. It has a negative impact on the productivity of an individual and within no time interest levels dip. People stay occupied with some thoughts and getting out of it becomes difficult. At times people do not know that they could be in a position of life threatening stress. Stress could bring with itself a whole set of lifestyle diseases like blood pressure, diabetes and lack of sleep. In an attempt to get relief from such conditions people try to treat the individual ailments. However, they miss on the central root cause of reducing or treating the stress. Stress can be managed in a number of ways. Some of the ways to manage stress includes – playing a sport, exercise, yoga or indulging into music. However, this is by no means an exhaustive list of activities. There is no right or wrong ways to reduce stress. The core purpose is performing a set of activities that can keep people busy and at the same time help in stress reduction. 3.2.1 Meaning of stress A state of tension experienced by individuals facing extraordinary demands, constraints or opportunities. 3.2.2 Definition of stress “Stress is an adaptive response to an external situation that results in physical, psychological and/ or behavioral deviations for organizational participants”.  Stress can be defined as an overload/demand state, where individuals are being presented with more information, stimuli, intensity, and immediacy than they can take in or process. H.R.Institute OF Higher Education, Hassan. 46
  47. 47. Stress Management 3.2.3 The stress experience An individual experiences stress depends:  The person’s perception of the situation.  The person’s past experiences.  The presence or absence of social support, and  Individual differences with regard to stress reactions. ST SS RE ST SSOR RE * rce ptio n pe * st pa e x pe rie nce * cia l suppo rt so *individua l diffe re nce s Many health problems are caused or exacerbated by stress, including: • Pain of any kind • Depression • Heart disease • Obesity • Digestive problems • Autoimmune diseases • Sleep problems • Skin conditions, such as eczema H.R.Institute OF Higher Education, Hassan. 47
  48. 48. Stress Management 3.2.4 Additional signs of stress Other signs of being highly stressed include the following observations expressed by victim service providers who have attended stress workshops held at victims' rights conferences:  Lowered productivity.  Inability to feel empathy with all or some crime victims.  Inability to meet deadlines.  A constant frustration with the lack of adequate monetary compensation.  Uncharacteristic forgetfulness, such as leaving a wallet or purse behind, or failing to keep a scheduled appointment with a victim or colleague.  Fighting with friends and family over insignificant events; increased interpersonal conflicts.  Feeling overwhelmed with the demands of the job and a sense that it is consuming one's life.  A lack of being able to put current stressors into perspective. 3.2.5 Stress effects on health and performance Stress is proven beyond doubt to make people ill, and evidence is increasing as to number of ailments and diseases caused by stress. Stress is now known to contribute to heart disease; it causes hypertension and high blood pressure, and impairs the immune system. Stress is also linked to strokes, IBS (irritable bowel syndrome), ulcers, diabetes, muscle and joint pain, miscarriage during pregnancy, allergies, alopecia and even premature tooth loss. stress management techniques, along with methods for coping with anger, contributed to a reduction of high blood pressure, and; for chronic tension headache sufferers it was found that stress management techniques increased the effectiveness of prescribed drugs, and after six months actually equalled the effectiveness of anti-depressants. The clear implication for these ailments is that stress makes them worse. H.R.Institute OF Higher Education, Hassan. 48
  49. 49. Stress Management Stress significantly reduces brain functions such as memory, concentration, and learning, all of which are central to effective performance at work. Certain tests have shown up to 50% loss of performance in cognitive tests performed by stress sufferers. Some health effects caused by stress are reversible and the body and mind reverts to normal when the stress is relieved. Other health effects caused by stress are so serious that they are irreversible, and at worse are terminal. Stress is said by some to be a good thing, for themselves or others, that it promotes excitement and positive feelings. If these are the effects then it's not stress as defined here. It's the excitement and stimulus derived (by one who wants these feelings and can handle them) from working hard in a controlled and manageable way towards an achievable and realistic aim, which for sure can be very exciting, but it ain't stress. Stress is bad for people and organisations, it's a threat and a health risk, and it needs to be recognised and dealt with, not dismissed as something good, or welcomed as a badge of machismo - you might as well stick pins in your eyes. 3.2.6 Stress at work place The workplace had become a high stress environment in many organizations cutting across industries. Employees were experiencing high level of stress due to various factors such as high workload, tight deadlines, high targets, type of work, lack of job satisfaction, long working hours, pressure to perform, etc. Interpersonal conflicts at the workplace, such as boss-subordinate relationships and relationships with peers, were also a source of stress. Experts believed that the dysfunctional aspects of stress could directly impact an organization's performance and also affect the well-being of its employees. Stress at the workplace was linked to absenteeism, higher attrition, and decreased productivity. Stress led to fatigue, irritability, poor communication, and quality problems/errors. High stress levels also affected the morale and motivation of the employees. Prolonged exposure to stress without effective coping mechanisms could lead to a host of physical and mental problems. For instance, stress could lead to stress-induced gastrointestinal problems, irritable bowel syndrome, acidity, acid reflux, insomnia, depression, heart disease, etc. Moreover, stress could push the victim toward high risk behavior such as smoking, drinking, and substance abuse. Stress-related illness led to increase in absenteeism and H.R.Institute OF Higher Education, Hassan. 49
  50. 50. Stress Management attrition affecting the profitability of the organizations.Organizations cutting across industries were gearing up to provide employees with a stress-free healthy environment. The efforts to address this issue were more pronounced in some industries than others. Experts felt that, though stress at the workplace is a global phenomenon, professionals in some industries were more susceptible to stress than others. For instance, surveys conducted in 2006 and 2007 in the UK and the US respectively, found that employees in Information Technology (IT) industry (including the ITeS outsourcing industry) were the most stressed. Accordingly, these organizations had started implementing various unconventional methods to decrease stress at the workplace. Even in India, organizations had woken up to this menace and were resorting to novel methods including teaching the employees dancing and music, trekking, etc, to reduce stress at the workplace. Infosys Technologies Ltd. focused on increasing self-awareness and provided the employees with guidance on how to cope with stress through a series of workshops by experts.  Stress management in the workplace is a reality that most of us have to face for one reason or another and coping with it is key to long-term career success.  Some careers are more stressful than others and some companies and managers you work for might provide you with more stress than you'd otherwise like.  Having some stress can be helpful because it can provide motivation that allows you to work with a bit of a sense of urgency and purpose.  When stress in the workplace reaches a high level and carries over to your personal life in a negative way though, this is a sign that you need to do something to properly manage it so that it doesn't spiral out of control further. Managing Stress in the Workplace One of the ways organizations and employees can effectively manage stress is to remove the stressors that cause unnecessary tension and job burnout. This can be accomplished by: 1. organizations providing flexible working hours and days for their employees; 2. employees telecommuting and working from home to decrease the time and stress of commuting; H.R.Institute OF Higher Education, Hassan. 50
  51. 51. Stress Management 3. employees accessing personal leave programs such as extended maternity and paternity leave; 4. organizations providing child care facilities. Another way to manage stress is to withdraw from the stressor temporarily. This can be done by relaxing in the staff lounge or taking vacations. Physical exercise, wellness programs and Employee Assistance Programs are all tools used to control the consequences of stress. 3.2.7 Causes of stress Top Ten Stressful Life Events 1. Spouse’s death 2. Divorce 3. Marriage separation 4. Jail term 5. Death of a close relative 6. Injury or illness 7. Marriage 8. Fired from job 9. Marriage reconciliation. 10. Retirement Whenever our body feels something not favorable, then it tries to defend itself. If the situation continues for a long time, then our body is working overtime. There are several causes of stress. For example, you are under stress when you are worried about something, worried about your children, worried about the illness of your father, worried about your job security, or worried about your loans or similar things. The following are the causes of stress. H.R.Institute OF Higher Education, Hassan. 51
  52. 52. Stress Management Causes of Stress at Home • Death of spouse, family, near relative or friend • Injury or illness of any family member. • Marriage of self or son or daughter or brother or sister. • Separation or divorce from partner. • Pregnancy or birth of a new baby. • Children's behavior or disobedience. • Children's educational performance. • Hyperactive children. • Sexual molestation. • Argument or heated conversations with spouse, family members or friends or neighbors. • Not sufficient money to meet out daily expenses or unexpected expenditure. • Not sufficient money to raise your standard of living. • Loss of money in burglary, pick-pocketed or share market. • Change of place or change of city or change of country. H.R.Institute OF Higher Education, Hassan. 52
  53. 53. Stress Management Causes of Stress at Work • To meet out the demands of the job. • Your relationship with colleagues. • To control staff under you. • To train your staff and take work from them. • Support you receive from your boss, colleagues and juniors. • Excessive work pressure. • To meet out deadlines. • To give new results. • To produce new publications if you are in research area. • Working overtime and on holidays. • New work hours. • Promotion • Argument or heated conversations with co-workers or boss. • Change of job. • Work against will. • Harassment. • Sexual molestation. Other Causes of Stress • Fear, intermittent or continuous. • Threats: physical threats, social threats, financial threat, other threats. • Uncertainty. • Lack of sleep. • Somebody misunderstands you. • Setback to your position in society. H.R.Institute OF Higher Education, Hassan. 53
  54. 54. Stress Management Common external causes of stress Not all stress is caused by external factors. Stress can also be self-generated: • Major life changes • Financial problems • Work • Being too busy • Relationship difficulties • Children and family Common internal causes of stress Not all stress is caused by external factors. Stress can also be self-generated: • Inability to accept uncertainty • Unrealistic expectations • Pessimism • Perfectionism • Lack of assertiveness • Negative self-talk H.R.Institute OF Higher Education, Hassan. 54
  55. 55. Stress Management A MODEL OF STRESS STRE STREO R *perction *pastexrinc *socialuprt *indvual diferncs H.R.Institute OF Higher Education, Hassan. 55
  56. 56. Stress Management Potential sources Physical symptoms Environment factors Individual differences *headaches *economic uncertainty *perception *high BP *political uncertainty *job experience *heart disease *technological *social support uncertainty *belief in locus of control Organizational factors *hospitality Psychological symptoms *Task demands *anxiety *role demands *depression *Interpersonal demands *decrease in job *organizational structure satisfaction *organizational leadership *organizational life stage stress Behavior symptoms Individual factors *productivity *Family problem *absenteeism Experienced stress *Economic problem *turnover *personality 3.2.8 What is stress ? Stress is something that happens in our daily lives and is usually associated with a particular event such as work, family or other responsibilities The following does not amount to stress:  Stress is not simply anxiety or nervous tension.  Stress need not always be damaging.  Stress is not always due to overwork.  Stress cannot be avoided.  Body has limited capacity to respond. H.R.Institute OF Higher Education, Hassan. 56
  57. 57. Stress Management Factors influencing the effects of stress and stress susceptibility A person's susceptibility to stress can be affected by any or all of these factors, which means that everyone has a different tolerance to stressors. And in respect of certain of these factors, stress susceptibility is not fixed, so each person's stress tolerance level changes over time:  childhood experience (abuse can increase stress susceptibility)  personality (certain personalities are more stress-prone than others)  genetics (particularly inherited 'relaxation response', connected with serotonin levels, the brain's 'well-being chemical')  immunity abnormality (as might cause certain diseases such as arthritis and eczema, which weaken stress resilience)  lifestyle (principally poor diet and lack of exercise)  duration and intensity of stressors (obviously...) H.R.Institute OF Higher Education, Hassan. 57
  58. 58. Stress Management 3.2.9 BURNOUT Burnout is a troublesome outcome of stress, it is a state of mind resulting from prolonged exposure to intense emotional stress. It manifests through emotional exhaustion and a combination of negative attitudes. Attitudinal and behavioral symptoms of burnout Emotional exhaustion depersonalization Feeling a lack of personal accomplishment Personal, job, and organizational stressors Burnout is the end result of chronic stress where, on some level, people start to shut down under the demands being placed on them from the outside world. Burnout takes place in an environment of competing demands, decreased ability to set personal and work limits, and the sometimes vague sense of not caring so much about the work (or sometimes, anything) anymore. It may start as fatigue stretching out into weeks, which the weekends, holidays, or even vacations do not alleviate. The signs may become more blatant, with increased alcohol or drug use, changes in appetite or food intake, sleep disruptions, or the onset of health problems. In addition, burnout tends to be an isolating experience. An individual is often unaware of the effects of burnout and can only be made aware by the observations of others: co-workers commenting on a change in work habits, family members noting problems occurring in primary relationships, or friends complaining of the individual's unavailability. Burnout can take any number of forms: behavioral, relational, physical, or affective (feeling-related). Symptoms presenting may include:  Disillusionment with and a lack of caring for work and, at the same time, an inability to find the means to decrease assigned workloads. H.R.Institute OF Higher Education, Hassan. 58
  59. 59. Stress Management  Feeling numb; few "ups or downs"; an inability to feel anything. 3.2.10 Techniques to Help Prevent Stress from Becoming Burnout Burnout is a severe reaction to stress that results in a state of physical and emotional depletion caused by the conditions of one's occupation. some of the benefits of stress reduction 1. Better immune function 2. Less illnesses and physical complaints 3. More energy 4. Feeling more relaxed 5. Sleeping better 6. Better digestion 7. Calmer mood 8. More focused, more positive Quick stress reduction techniques when stress occurs, do one or all of these things, in whatever order that takes to fancy. These ideas can also be adapted for team development exercises. The key to de-stressing in the moment is getting away from or removing anyone from the stressor. Developing new habits which regularly remove and distract from stressors and stressful situations and pressures is essentially how to manage stress on a more permanent basis. In this modern world it is difficult if not impossible to change stressful situations. What we can do however is change and reduce our exposure to those stressful situations. These stress reduction ideas and techniques are based on that simple principle. These tips won't change the situation causing the stress, but they will, more importantly, enable to change reaction and relationship to the stressful situations. H.R.Institute OF Higher Education, Hassan. 59
  60. 60. Stress Management And in keeping with the tone of this stress tips section, and since color is regarded by many as a factor in affecting mood, the calming shade of green is used for the headings.. Consequences of Stress When estruses becomes distress, job performance decreases and workplace accidents tend to be more common. High stress levels also impair the person's ability to remember information, make effective decisions and take appropriate action. Overstressed employees tend to have higher levels of absenteeism due to sickness and workplace aggression. Other more serious consequences of distress are cardiovascular diseases, ulcers, sexual dysfunction, headaches and, ultimately, burnout. This refers to emotional exhaustion and reduced personal accomplishment resulting from prolonged exposure to stress. H.R.Institute OF Higher Education, Hassan. 60
  61. 61. Stress Management 3.2.11 How to manage stress Managing stress is all about taking charge: taking charge of your thoughts, your emotions, your schedule, your environment, and the way you deal with problems. Stress management involves changing the stressful situation when you can, changing your reaction when you can’t, taking care of yourself, and making time for rest and relaxation. 3.2.12 The Survival Sutras from stress: Because change is constant in life, stress is an integral part of it. Since we don`t want to perish under it, we have to adhere to the bottom line for survival—adapt. Following are some of the long-term tips to survive stress:  Even if we feel secured in a habituated life, the truth remains that changing with the times makes one`s position more secure. In today`s business climate, you must continually be prepared for changes to avoid stress and survive in the competitive world.  Find and protect whatever time you get to refresh, re-energize and re-motivate yourself. Spend quality time with your family. This can be an excellent source of emotional and moral support.  Avoid giving in to alcohol, smoking and other substance abuses while under constant stress.  Develop positive attitudes towards stressful situations in life. Give up negative mental traits such as fear, anger and revengeful attitudes, which actually germinate stress. Try to revert to holistic relaxation and personal growth techniques such as meditation, breathing and exercises, to remodel your lifestyles. In case of chronic stress consult a health professional.  Reduce workplace stress by celebrating your`s or your colleagues` accomplishments.  Adapting to demands of stress also means changing your personality. Improve your line of communication, efficiency and learn from other`s experiences.  Don`t be complacent. Be prepared for any change physically, emotionally and financially H.R.Institute OF Higher Education, Hassan. 61
  62. 62. Stress Management When the employee is stressed at work, some simple practices can help:  Sit straight and comfortably on your seat, and try breathing exercises. It will relax your nerves and muscles.  Relax and count backwards (20, 19, 18, 17, 16, 15….)  Try creative visualization 3.2.13 Stress management The workplace is a challenging job assignment followed by moderate doses of competitive spirit, constructive conflict and a zeal to get ahead of others and a ways in which individual cope, or deal with stress at work is called stress management. Stress Management in the Workplace The Stress Management in the Workplace training program delivers trademarked stress management tools that are unmatched in the measured results they will produce for the organization. Stress management in the workplace requires more than helpful tips. Changing economic times have us pulled in multiple directions. The pressures and demands between work and personal life are blurred. As a result, the consequences of stress in the workplace come from what is happening to each of us both on and off the job. Through highly interactive learning, participants apply these stress management training tools to getting more of what's important to them done in less time. Organizational skills are improved so that less things "fall through the cracks." A realistic and positive Big Picture view is instilled that helps keep all stresses in perspective. Specific practical tools are learned that produce immediate results. Applications have a positive impact on stress levels both on and off the job. This Stress Management in the Workplace training program builds on the proven 5 Steps to Better Work-Life Balance training program and has unmatched proven results worldwide. H.R.Institute OF Higher Education, Hassan. 62
  63. 63. Stress Management Some strategies used by individual and organization for managing the stress Individual strategies: • Time management • Meditation and exercise • Physical exercise • Muscle relaxation • Biofeedback • Cognitive restructuring Organizational strategies: • Role clarity • Supportive climate • Clear career path • Company-wide program The organizational strategies help reduce the harmful effects of stress in three ways: 1. Identify and then modify or eliminate work stressors. 2. Help employees modify their perception and understanding of the work stress. 3. Help employees cope more effectively with the consequences of stress. H.R.Institute OF Higher Education, Hassan. 63
  64. 64. Stress Management EMPLOYEE PERCEPTIONS/ WORK STRESSORS EXPERIENCE OF *work load STRESS *job condition OUTCOMES OF *role conflict STRESS *career development *PHYSIOLOGICAL *interpersonal *EMOTIONAL relations BEHAVIOURAL *aggressive behavior *conflict between work and other roles ORGANIZATI ONAL STRESS MANAGEMEN T PROGRAMME S Organizational strategies aimed at eliminating stress often include:  Improvements in the physical work environment.  Job design to eliminate stressors.  Changes in workloads and deadlines.  Structural reorganization.  Changes in work schedules, more flexible hours.  Management by objectives or other goal-setting programs.  Workshops dealing with role clarity and role analysis.  Greater levels of employee participation, particularly in planning changes that affect. H.R.Institute OF Higher Education, Hassan. 64
  65. 65. Stress Management 3.2.14 Advantages of stress management Business advantages of stress management: • Less absenteeism due to stress-related disorders. • Less worker's compensation loss due to stress-related illness or accidents . • Improved job performance • Less stressful, more efficient workplace • Improved employee attitude • Improved employee overall health Health advantages of stress management: • Decreased stress-related symptoms • Improved sleep • Decreased anxiety • Decreased use of medications • Reduced pain, increased ability to manage pain • Increased ability to relax physiologically • Increased sense of control and improved self-esteem Consumer advantages of stress management: H.R.Institute OF Higher Education, Hassan. 65
  66. 66. Stress Management • No side-effects • Non-pharmacological • Non-surgical • Cost-effective 3.2.15 Programs of stress management targeted at perceptions and experiences of stress and outcomes of stress  Team building.  Behavior modification  Career counseling and other employee assistance program  Workshops on time management  Workshops on burnout to help employee understand its nature and symptoms.  Training in relaxation techniques  Physical fitness or wellness programs Employee assistance programs It tend to based on the typical medical approach to treatment and involve the following:  Diagnosis: Employee with a problem ask for help. EAP staff attempt to diagnosis the problem.  Treatment: counseling or supportive therapy is provided. H.R.Institute OF Higher Education, Hassan. 66
  67. 67. Stress Management  Screening: periodic examination of employees in highly stressful jobs is provided to detect early indicators of problems.  Prevention: Education and persuasion are used to convince employees at high risk that something must be done to assist them in effectively coping with stress. H.R.Institute OF Higher Education, Hassan. 67
  68. 68. Stress Management Employees must trust that: 1. The programs can and will provide real help. 2. Confidentiality will be maintained. 3. Use of the program carries no negative implication for job security or future advancement. Wellness program It is often called Health promotion program, focus on employee’s overall physical and mental health.  An activity an organization engages in that is designed to identify and assist in preventing or correcting specific health problems, health hazards, or negative health habits falls under wellness program.  The most prevalent examples of such programs are those emphasizing hypertension identification and control, smoking cessation, physical fitness and exercise, nutrition and diet control and work personal stress management. Stress Management Training Program Highlights • Controlling information overload • The tool for staying calm and in focus despite uncertainty • Mastering the choice and change challenge • Reduced stress through improved organization • Saving time and reducing stress with improved listening • How to reduce stress in others H.R.Institute OF Higher Education, Hassan. 68
  69. 69. Stress Management • How to create important time just for you • More stability & happiness from areas you can control • Avoiding the "As Soon As Trap" STRESS MANAGEMENT TRAINING STRESS MANAGEMENT TRAINING BENEFITS TO THE ORGANIZATION BENEFITS TO THE INDIVIDUAL Reduced negative organizational stress Reduced personal stress Increased individual productivity and • responsibility Improved decision making Better team communications and morale Retention of valued employees Increased productivity Improved customer satisfaction Connecting better to family & friends More value, balance & happiness every day 3.2.16 Report about stress management  A report from the Industrial Society, Occupational Stress, published earlier in 2001 showed that almost 70% of people surveyed cited difficulty in balancing work and home demands as a significant contributing factor to occupational stress. Nearly 50% reported unrealistic deadlines and the consequent time pressure as a factor. More than 40% identified poor communications as a factor in raising stress levels. other timings 86% of respondents considered that stress was a problem in their organisation - 36% rating it as being significantly so. H.R.Institute OF Higher Education, Hassan. 69
  70. 70. Stress Management 79% identified increased absence as the main symptom of stress in an employee.  53% regard stress as something an organisation can address proactively. 95% view supportive managers as the workplace factor most likely to help employees cope with stress. Pat McGuinness, an occupational health expert, said, "Employees need to feel they can talk about stress without fear of recrimination. In this way companies get a more accurate picture of negative processes, practices and bad job design which compromise employee performance. Successfully identifying and removing causes of negative stress brings real benefits." The following were identified as positive measures for reducing stress: • good employee communication (68%) • realistic deadlines (53%) • empowering staff (32%) • a 'no blame culture' (45%) • flexible working arrangements (44%) • promoting a family In an April 2000 national opinion poll survey of a randomly selected national sample of 1,205 adult women, The Gallup Organization found that women have a wide variety of issues that challenge them as they go about their daily lives. The top seven categories of most concern to women are:  Economic situation - 26%.  Family - 22%.  Health - 15%.  Stress, managing their time, getting things done, and balancing their lives - 14%.  Jobs and career - 8%.  Education and schooling (for both themselves and their children) - 7%. H.R.Institute OF Higher Education, Hassan. 70
  71. 71. Stress Management 4. ANALYSIS AND INTERPRETATION There are approximately say 500 employees working in SYNDICATE BANK out of which 40 non executives are taken as sample size for the survey. A questionnaire consisting of 17 questions were distributed to them. The analysis and interpretation are as follows: “Do you have enough time to perform your work without any disturbance?” Table No – 4.1 Enough time to perform work Yes No Can’t say without any disturbance %age 55 20 25 60 50 40 30 %age 20 10 0 Yes No Can't say Interpretation H.R.Institute OF Higher Education, Hassan. 71
  72. 72. Stress Management The table shows whether employees are able to do their work in the given time without any disturbance. From the data collected it can be analyzed that 55.00% say yes, 20.00% say no& 25.00% can’t say respectively about the time to work without any disturbance in bank . “Do you have enough time to spend with your family?” Table No- 4.2 Do you have enough time to spend with Yes No Can’t say your family %age 72.5 27.5 0 80 70 60 50 40 %age 30 20 10 0 Yes No Can't say Interpretation This table shows whether the employees can spend time with their family . From the data collected it can be analyzed that 72.500% of employees say yes, 27.500% say no and 0% can’t say respectively about the time schedule which they spend towards their family. H.R.Institute OF Higher Education, Hassan. 72
  73. 73. Stress Management “Do you get time to attend your personal obligations every day?” Table No- 4.3 Do you get time to attend your personal Yes No Can’t say obligations every day %age 52.5 42.5 5 60 50 40 30 %age 20 10 0 Yes No Can’t say Interpretation This table shows whether the employees can spend time to attend their personal obligations. From the data collected it can be analyzed that 52.500% say yes, 42.500% say no and 5.00% can’t say respectively about the time which they spend for their personal obligations. H.R.Institute OF Higher Education, Hassan. 73
  74. 74. Stress Management “Do you tend to get angry when you get interrupted at work?” Table No- 4.4 Do you tend to get angry when you get Yes No Can’t say interrupted at work %age 72.5 27.5 0 80 60 40 %age 20 0 Yes No Can't say Interpretation This table shows about the employees anger schedule when they are interrupted at work. From the data collected it can be analyzed that 72.500% say yes, 27.500% say no and 0% can’t say respectively about their anger schedule when interrupted at work. H.R.Institute OF Higher Education, Hassan. 74
  75. 75. Stress Management “When you are asked to do something unplanned, do you respond angrily?” Table No- 4.5 Asked to do something unplanned, do Yes No Can’t say you respond angrily %age 52.5 22.5 25 60 50 40 30 %age 20 10 0 Yes No Can't say Interpretation This table shows about the angry schedule when employees are asked to do something unplanned. From the data collected it can be analyzed that 52.500% say yes 22.500% say no and 25.00% can’t say respectively about their anger when they asked to do something unplanned. H.R.Institute OF Higher Education, Hassan. 75
  76. 76. Stress Management “Do you respond in a positive manner when asked to do something for which you lack training?” Table No- 4.6 Respond in a positive manner when Yes No Can’t say asked to do something for which training is lacking %age 30 70 0 70 60 50 40 30 %age 20 10 0 Yes No Can't say Interpretation This table shows about the employees response when they are asked to do something in which they are lack in training. From the data collected it can be analyzed that 30.00% say yes, 70.00% say no and 0% can’t say respectively about their response when asked to do something in which they lack training. H.R.Institute OF Higher Education, Hassan. 76
  77. 77. Stress Management “When you are given an unexpectedly heavy work at bank, do you get tensed?” Table No-4. 7 When asked to do heavy work at bank, Yes No Can’t say do you tensed %age 62.5 25 12.5 70 60 50 40 30 %age 20 10 0 Yes No Can't say Interpretation This table shows whether the employees get tensed when they are given to do an unexpectedly heavy work at bank. From the data collected it can be analyzed that 62.500% say yes, 25.00% say no and 12.500% can’t say respectively when they are asked to do heavy work at bank unexpectedly. “Are you happy with your pay-package?” H.R.Institute OF Higher Education, Hassan. 77
  78. 78. Stress Management Table No- 4.8 Are you happy with your pay-package Yes No Can’t say %age 67.5 32.5 0 70 60 50 40 30 %age 20 10 0 Yes No Can't say Interpretation This table shows about the employees satisfaction towards the pay-package. From the data collected it can be analyzed that 67.500% say yes, 32.500% say no and 0% can’t say respectively about their satisfaction towards the pay-package. H.R.Institute OF Higher Education, Hassan. 78
  79. 79. Stress Management “Do you feel stressed because banking job is monotonous?” Table No-4. 9 Stressed because banking job is Yes No Can’t say monotonous %age 52.5 30 17.5 60 50 40 30 %age 20 10 0 Yes No Can't say Interpretation This table shows the feeling of employees whether their banking job is monotonous . From the data collected it can be analyzed that 52.5.00% say yes, 30.00% say no and 17.5.00% can’t say respectively about their feeling towards job. H.R.Institute OF Higher Education, Hassan. 79