0601013 study stress at managerial level

A PROJECT REPORT
ON
“STUDY STRESS AT MANAGERIAL LEVEL”
FOR MICO BOSCH
SUBMITTED BY:
BHANUMATI SHINDE
UNDER THE GUIDANCE OF
PROF. SMITA SOVANI
SUBMITTED TO UNIVERSITY OF PUNE
IN PARTIAL FULFILLMENT OF TWO YEAR FULL TIME COURSE
MASTER IN BUSINESS ADMINISTRATION (M.B.A.)
THROUGH
VISHWAKARMA INSTITUTE OF MANAGEMENT
PUNE-48
(BATCH 2006-2008)
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AKNOWLEDGEMENT
The satisfaction of completion of any successful task is incomplete without mentioning
the name of the people who made it possible and whose constant guidance and
encouragement crowded our efforts with success.
I have a pleasure in submitting the project report and we take this opportunity to
express our sincere gratitude to all those who have helped us in this completion of
project report. The MBA curriculum gives us unique opportunity in association with
one of the largest multinational company in country.
I
I express our healthy gratitude to Director Dr. Sharad Joshi, project guide Prof. Smita
Sovani, Company guide Mr. B. G. Mujumdar, MICO Vocational center (MVC), who
gave me vital inputs and necessary information regarding the project and the
organization.
I would also like to thank all the Deputy Managers and Assistant Managers who fill up
the questionnaire, which is important for our project to find out the actual stress in an
organization.
Bhanumati Shinde
Place
Date
2

INDEX
Sr. No. Particulars
Page no.
1. Executive summary 1
2. Objective scope for the study 3
3. Company profile 6
4. Theory about Stress 20
5. Research methodology 31
6. Data analysis 32
7. Findings 47
8. Recommendation & Suggestions 48
9. Conclusion 52
10. Limitation 53
Bibliography 54
EXECUTIVE SUMMARY
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Theoretical knowledge gained by a student through classroom is incomplete, if
the subject is not having practical exposure of real corporate world & the challenges &
problem that one has to face at the actual work place. In that context the study has been
taken to be aware of the real of the real business world.
The summer training program is designed to give the manager of the future, a feel
of the corporate happening and work culture. These real life situations are entirely
different from the simulation exercise enacted in an artificial environment in side of
classroom & it is precisely because of this reason that this summer training is a bridge
between the institute & organization. Summer training program made us to undertake
how theoretical knowledge applied in practical field.
It exactly in this context that I was privileged enough to join Motor Industries Co.
Ltd. From 14th
of June 2007, as a summer trainee. My topic in the summer project was
“Study the stress level of Supervisory staff” at Nashik.
In today’s scenario, employees are playing an important role in an organization.
The working environment expected to be stress free, which will maximize the efficiency
of the employees. Stress directly affect on the efficiency of the employee.
This experience that I have gathered over eight week has certainly provided with
an orientation, which I believe, will help me take on any assignment successfully in
future.
All the information was collected by distributing questionnaire to the assistant &
deputy manager i.e. group 3 and group 4 level managers, information was collected by
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discussing with different managers in HR department of MICO, also the information is
collected from the company website.
I found out that stress level varies from department to department. The factor
causing stress to the employees are working environment, polices, role conflict,
overloading of work, communication gap etc.
The stress level of the employees affect directly or indirectly on the society,
company, body, decision making capacity of the employees, emotions, family.
To minimize the stress or to avoid the stress of the employees should prioritize
and schedule work, learn to relax, diet regulation, learn to relax, exercise regularly.
The project was ended up with knowing the stress level of the employees, causes
of the stress & providing information to the employees that how to overcome the stress.
There was lots of learning which mention in the project.
2.1 INTRODUCTION TO THE TOPIC
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Today's successful professionals and managers know that self-awareness is
crucial point from which to improve individual & organizational effectiveness. The
summer training, which forms a part of the course curriculum, helps students identify
their capabilities & they can decide upon their future course of action. This is the first
step towards the development of future managers.
This summer training helps students to identify the capabilities and thereby make
needed adjustments. Although there is difference in each student’s levels of proficiency,
the real focus is on suggesting ways for student to further sharpen their strengths,
competencies and all related abilities for becoming effective professionals, managers and
leaders.
The primary educational object behind the project is to make the student familiar
with working environment and to help understand the students, the ways in which
theoretical aspects are applied into practice.
The individual objective of the project is to work effectively, efficiently using
his/her creativity as well as knowledge for self development.
The organizational perspective is to generate new ideas through fresh talents and
utilizing their knowledge for implementing future strategies.
2.2. Selection of the topic for study
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In the recent years, enormous development has been taken place in the field of
human resource management. Managing the organization is no longer the same what is
used in few years back. Drastic changes have been taken place in the field of HRM.
I, the students of MBA-II, have studied Organizational Behavior in our first
semester of the course curriculum. And hence we selected the topic “Stress Management”
for studying the stress levels of MICO Nashik plant (NaP) employees working at
managerial level which in MICO is referred as level 3, 4.
“Stress Management” is one of the most important concepts in HRM.
Management always requires efficient, prudent, self-motivated and vibrant people to
transform organizational goals into action.
For assessing the knowledge, skills and attitude a systematic approach is very
essential. Stress management forms can be designed as an effective tool to develop HR
concepts. This form can help us in:
 Identify the stress areas.
 Identify the stress levels.
 Identify the causes of stress.
 Identify the stressors
 Ways for dealing with stress.
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2.3 Scope of the study:
For the project on ‘to study the stress level at assistant level manager’, the
questionnaire was distributed in the group 3 (Deputy Managers) & group 4 (Assistant
managers) in the MICO Bosch Nashik
2.4. Objectives of the study:
♦ To identify the stress areas.
♦ To identify the levels of stress.
♦ To identify causes of stress.
♦ To identify the stressors that is affecting the performance of the employees.
♦ To identify the ways for dealing with stress.
♦ Preventive measures to avoid stress.
♦ To get the feedback from participants; analyze the given data and
♦ Provide useful suggestions and ways to deal with the stress.
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3.1 Profile
Name of the organization : MICO Ltd (Motor industries company ltd),
PO. Box no. 64.
75, MIDC Estate Satpur,
Trimbak Road, Nashik, 422007)
Tel.No :0253-350342
Fax .no :0253-350945
Name of the group : Bosch Group
Area of marketing : Marketing of products in India as well as international.
Type of Plan : Limited Sector
Size of scale : Large scale
Head office : Bangalore
Address : Po.Box-3000
Hosur Road
Bangalore, 56030
Factories : Nashik, Nagananthapuram
Sales houses : Calcutta, Chennai, Mumbai, New Delhi
Regional Office : Agra, Jamshedpur, Pune, Rajkot, Chennai
Training officer : Mr. B. G.Mujumdar
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3.2 About the Company
BOSCH:
In 1886, Robert Bosch opened his small workshop for ‘Precision Machines and
Electrical Engineering’ in Stuttgart. From this modest beginning, the company has
expanded to become Germany’s one of the major industrial enterprises. The
Bosch Group is active under the product areas as Automotive Equipment, Power
tools, Thermos Technology, Automation Technology & Packaging Technology.
MICO BOSCH:
MICO BOSCH was founded in 1951 and is a member of Bosch Group. MICO BOSCH
started with the manufacturing of automotive spark plugs & diesel fuel injection
equipment in India.
It has overall 11,000 employees which made MICO BOSCH the largest manufacturer of
diesel fuel injection equipment in India & in the world also.
MICO BOSCH manufactures industrial, auto-electrical and hydrochloric equipment for
industrial purpose & tractor applications, electronic power tools, packaging machines &
Blaupunkt car audio systems.
MICO Bosch has 4000 authorized showrooms with widespread availability of both
products & after sales services.
Company has four plants in India:
1. Banglore
2. Naganathapura
3. Jaipur
4. Nashik
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3.3 About the customers:
Telco, Leyland, Eicher, Escort, Bajaj, Crompton Greaves, Lister, HMT, Mahindra &
Mahindra, Kirloskar, Hind .Motors, Ford, Lombardini, Thai Engines
About the competitors:
• Delphy
• TVS
• Singer
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3.4 About Nashik Plant:
MICO Bosch Pilot Plant was started in Nashik in 1969. It began operating in 1972. Full-
fledged production was started in 1974. MICO Bosch/NaP is one of the four pillars of
MICO Bosch and Bosch Group in India. The plant is situated in Satpur on the land area
of 405,060 sq. m. with 67,617 sq. m. of built up area.
MICO Bosch is the undisputed leader in the automotive component sector. It is
one of those blue chip organizations who have contributed to the economic and social
development of our economy. It has not only withstood the global competition
successfully but has even grown in volume. It has made successful forays in new areas of
market, diversifying its product range in auto electrical, electric power tools and
hydraulic equipments. It has also made impressive advances in technology of its core
area i.e. fuel injection systems. MICO Bosch now has set its eyes on establishing itself as
a leader in automotive equipments in other South Asian countries.
MICO BOSCH has been able to achieve this enviable position due to-
 Access to the International technology of Bosch.
 A conscious commitment to quality.
 A dedicated, qualified skilled and highly motivated work force.
 A strong desire to grow and excel in its work with continuous improvement as
its motto.
 A well-developed and quality conscious vendor base.
 A strong all India network of over 1100 authorized dealers.
 A reliable and prompt after sales service.
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The plant has five functioning workshops with well planned and International
Quality Structure. The infrastructure shows that it knows the Corporate Social
Responsibility very well. It is the best company amongst all in Nashik. It is very well
known for the cleanliness in the plant and the quality of work. The company believes in
customer satisfaction and reaching it at any cost.
Manpower at MICO Bosch Nashik:
The Plant has a total human strength of about 3040 which are categorized as
follows:
• Operators 2200 in number
• Substitutes or temporary operators 462 in number
• Management and supervisory staff (M&SS) 310 in number
• Apprentices or the learners 120 in number
2425
40
347
138 90
HRE
MRE
M &SS
MVC Trainees
MVC TRADE
APPRENTICES
Fig: Distribution of manpower in MICO BOSCH/NaP
13
HRE: Hourly Rated
Employees
MRE: Monthly Rated
Employees
M & SS: Managers and
Service Staff
MVC Trainees: MICO
Vocational Centre Trainees

3.5 PRODUCTS AT MICO BOSCH NASHIK
At the Nashik plant Nozzles & nozzles Holders are manufactured which are used in Fuel
Injection system of diesel engines. The MICO BOSCH Nashik is specialized in
manufacturing a variety of Nozzles and Nozzle Holders and that at the cheapest
possible rate.
1. Nozzles-
1.1 DN Nozzles- These are the Pintle type of Nozzles. Pintle types of Nozzles have a
coaxial Jet and are used in pre-combustion chamber engines and turbulent
chamber engines. The Nozzle opening presser is between 115 and 400 bar.
1.2 Orifice Nozzles- These Orifice Nozzles are Pintaux Nozzles have several spray
orifices and are required for engines with direct injection. The nozzle opening
pressure is between180 and 400 bars. For large engines (more than 75 kW) also
cooled nozzles are used.
These are termed as: DL, DLL, DSLA etc. These types are orifice types of nozzle
but the difference in them is the shaft diameter and length of the collar.
2. Nozzle holders-
Nozzle holders are classified according to their shaft diameter.
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2.1 P-type Nozzle holder- Its characteristic diameter is 17mm.
2.2 Modular type- Its characteristic diameter is 21mm.
2.3 Forged type – It is made out of forging and has a diameter 30mm.
3.6 PRODUCT OFFERED BY THE ORGANIZATION
PRODUCT RANGE :-
Diesel Fuel Injection Equipment
• Fuel Injection Pumps-Single-Cylinder, Multi-cylinder, and VE Distributor type
• Governors, Injection Timers and Feed Pumps
• Nozzles and Nozzle-holders
• Elements
• Delivery valves
Spark Plugs
Auto Electrical
• Starter Motors
• Alternators
Automotive Accessories
• Halogen Bulbs
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• Fog Lamps
• Stop and Tail Lamps
• Miniature Lamps
• Festoon Lamps
• Ignition Coils
• Voltage Regulators
• Horns
• Filter & Filter Inserts
• Cogged Auto Belts
• Clutch Plates/Cover Assemblies
• Glow Plugs, Glow Indicators & Glow Resistors
• ARAL Lubricants & Coolants
• Shock Absorbers
• Batteries
• Blaupunkt Car Audio Systems
• Diesel Fuel Injection Pipes
• Automotive Relays
• Wiper Blades
• Gear Pumps
Industrial Equipment
• Special Purpose Machines
• Deburring Machines
• Measuring & Inspection Automates
• Assembly Techniques
Packaging Machines
• Vertical Form Fill and seal Machines
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• Pharma – Bttle Filling Machines
• Laddu Making Machine
Electric Power Tools
• Construction Tools
• Wood Working Tools
• Specialty Tools
• Cordless Tools
• Metal Working Tools
• High Frequency Tools
• Bolting Technology
Pneumatic Tools
• Bosch Accessories for all the tools
3.7 Milestones of the company:
!988: Start of production elements and delivery valves.
1989: Production of auto electrical parts at NaP
1990: Production of hydraulic at NaP
1992: ISO 9001 certification, MICO Nashik commenced marketing of automotive
accessories and exporting software to Bosch.
1993: Launched electric power tools
1994: Manufacture of packing machines.
1995: MICO became the Bosch global development centre for a range of multi cylinder
diesel fuel injection pumps.
1996: DSLA injector (EURO I): Manufacture with CKD imports, Blaupunkt Car audio
system launched
1997: QS 9000 certification
1998: Start of production of DSLA nozzles.
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1999: First export of automotive after market of Bosch.
2000: DSLA nozzle approval up to 1800 bars pressure.
2001: One millionth DSLA nozzle produced.
2002: Fifty millionths NHA produced.
2003: ISO/ TS 16949, ISO 14001 certification
2003: Lead plant status for DN nozzles
2004: Lead plant status for KCA, sixty millionths NHA produced.
2005: Start of pilot plant of common rail injector
2005: 27% of export vision fulfillment
2006: SOP of CRI part production.
3.8 CURRENT ACHIVEMENTS OF THE COMPANY AND FUTURE
GOALS OF THE COMPANY:-
MICO BOSCH has been awarded the golden peacock special commendation
certificate for the year 2005 for environment achievements.
The year 2006 has begun with a positive note. The company achieved exports of
27% of total output i.e., exceeding the vision of 25%. 2005 was also the year of highest
exports in a month (Rs.140 million).
Company begun series of production of Common Rail Injector parts for Daejon
plant of RB Korea from day one of New Year. While company produce an average of
2000 sets per day in January, the figure for May is higher a 4000 sets per day.
The Nashik Run Marathon which has been held every year by company to collect
the funds for NGO’s social work which attached more citizens of Nashik every year and
it get continuously huge response than in the past.
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With signing of wage settlement on 25th Jan, company embarked upon a new
phase of productivity in Nashik. With expected higher productivity of 2% in nozzle
holder assembly, 7% in DSLA and 11% in all of the areas, company will be able to meet,
to some extent, the higher demand of the customers.
3.9 Company values:
1. Future and result focus:
In order to ensure the dynamic development of our company and to guarantee
long term corporate success, we participate in shipping the change in market
and tec-hnologies. By doing, so we provide our customers with innovative
solutions and our associates with attractive jobs. We act result focused in
order to secure growth and financial independence. With the dividend
generated, Robert Bosch foundation support charitable activities.
2. Responsibility
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We accept that our actions must accord with the interest of society. Above all
else, we place our products and services in interest of safety of people, the
economic use of resources and environment sustainability.
3. Initiative and determination:
We act on our own initiatives with an entrepreneurial but accountable spirit,
and demonstrate determination in pursuing our goals.
4. Openness and trust:
We inform our associates, business partners and investors in a timely and
open fashion of important development within our company. This is the basis
for trustful relationship.
5. Fairness
We view mutual fairness as a condition of our corporate success when dealing
with one another and with our business partners.
6. Reliability, credibility and legality
We promise only what we can deliver, accept agreements as binding, respect
and observe the laws in all our business transaction.
7. Cultural diversity:
We are aware of our company’s regional and cultural origins and at the same
time regard diversity as an asset, as well as precondition of our global success.
3.10 Company guiding principles:
Be QIK
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Quality is our most valued asset.
Innovation today ensures business tomorrow.
Customer orientation inspires customers and associates.
Be Better
We want continuous improvement.
We want to better than our competitors.
Be Bosch
We offer outstanding products and services worldwide.
We keep our promises.
Profit secures our growth.
3.11 ORGANIZATION STRUCTURE
The company (MICO BOSCH, NA) has a functional structure with the technical
head (TL) and the commercial head (KL) at the top. The various functional heads
are reporting to them. The brief organization structure of the company is shown
below:
SAF : Manager- Safety
PER : Dy. GM – personnel.
CIP : Asst. Manager – continuous improvement process.
CRI : Common Rail Injector
21

MVC : MICO Vocational Center
PUR : Purchase
MFN : Manufacturing Nozzle
MFH : Manufacturing Holder
QMM : Quality Measurement Method
PT : Technical Plant
PC : Commercial Plant
Organizational Structure
22

23
MICO
NASHIK PLANT
PT
Weller.
PC
Hegde S.M.
PUR
Deshpande A.B.
ISY
Joshi M.B.
PER
Pandey S
MVC
Negi S. S.
PER 1
Tapde A.R.
MED
Ghoshal J.S.
CAS 1
Shetty R.K.
PRS
Roy P.K.
CFA
Thontesh H.B.
PER 11
Mane R.G.
PER 12
Band S.M.

Chapter-4 THEORY ABOUT STRESS
4.1 Stress
Stress is your body’s way of responding to any kind of demand. It can be caused
by both good and bad experiences. When people feel stressed by something going on
around them, their bodies react by releasing chemicals into the blood. These chemicals
give people more energy and strength, which can be a good thing if their stress is caused
by physical danger. But this can also be a bad thing, if their stress is in response to
something emotional and there is no outlet for this extra energy and strength. This project
describes about different causes of stress, how stress affects people today.
4.2 Causes of stress?
Many different things can cause stress- from physical (such as fear of something
dangerous) to emotional (such as worry over your family or job.) Identifying what may
be causing you stress is often the first step in learning how to better deal with your stress.
Some of the most common sources of stress are:
Survival Stress- When we are something may physically hurt you, your body
naturally responds with a burst of energy so that you will be better able to survive the
dangerous situation (fight) or escape it all together (flight).This is survival stress.
Internal stress- Have you ever caught yourself worrying about things you can do
nothing about or worrying for no reason at all? This is internal stress and it is one of the
most important kinds of stress to understand and manage. Internal stress is when people
make themselves stressed. This often happens when we worry about things we can’t
control or put ourselves in situations we know will cause us stress. Some people become
addicted to the kind of hurried, tense, lifestyle that results from being under stress. They
even look for stressful situation and feel stress about things that aren’t stressful.
Environmental stress- This is a response to things around you that cause stress,
such as noise, crowding and pressure from work or family. Identifying these
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environmental stresses and learning to avoid them or deal with them will help lower your
stress level.
Fatigue and overwork- This kind of stress builds up over long time and can take
a hard toll on your body. It can be caused by working too much or too hard at your
job(s), school, or home. It can also be caused by not knowing how to manage your time
well or how to take time out for rest and relaxation. This can be one of the hardest kinds
of stress to avoid because many people feel this is one of their controls.
What Is Not Stress?
To make the meaning of stress more clear, it is useful to state that what does not
constitute stress. Each of the following does not amount to stress.
Stress is not simply anxiety or nervous tension: These symptoms do not constitute
stress. People exhibiting these behaviors may not be under any stress. Similarly,
individuals who are under stress may not anxiety or nervous tension.
Stress need not always be damaging: People frequently experience stress without any
strain at all. Daily activities of life may be stressful, but not always harmful.
Stress is not always due to overwork: Stressed-out individuals are not always those
who are overworked. Stress may also result from having too little to do.
Stress can not be avoided: It is necessary to realize that stress is an inevitable part of life
and that it cannot be avoided. However, be avoided are the negative reactions to stress.
The body has a limited capacity to responds: Stress is the body’s biological response
mechanism. The body has only limited capacity to respond to stressors. The workplace
makes a variety of demands on people and too much stress over too long a period of time
exhaust the ability to cope with the stressors, as is evident from the second preview case
to this chapter.
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4.3 EFFECTS OF STRESS:
1. Effect on Society:
The societal costs of stress are already high- and are increasing steadily.
Society bears the cost of public services such as healthcare for those made ill by stress,
pensions for early retirements brought on by stress, and disability benefits for accidents
occurring because of stress. In addition of this, stress often makes people irritable, and
this affects the overall quality of everyone’s lives.
2. Effects on Companies :-
Stress costs industry over $150 billion a year in the US alone- through absenteeism and
reduced level of performance by those who are physically present but mentally absent. In
the UK as much as 60% of all absenteeism is believed to be caused by stress related
disorders. Anything that can reduce the damaging effects of stress makes workers happier
and companies richer.
3. Effects on the Body :-
When the human body is suffer from physical or psychological stress, it increases the
production of certain hormones, such as adrenaline and cortical. These hormones produce
marked changes in heart rate, blood pressure levels metabolism and physical activity.
Although this physical reaction will help you to function more effectively when you are
under pressure for short periods of time, it can be extremely damaging to the body in the
long term.
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4. Effects on Emotions :-
Those who suffer from stress are far more likely to indulge in destructive behavior, which
can have a high cost to themselves, to employees, and to society. Typical symptoms such
as mood swings and erratic behavior may alienate colleagues as well as friends and
family. In some cases, this can start a vicious circle of decreasing confidence, leading to
more serious emotional problems, such as depression.
5. Effects on Decisions :-
Suffering from any level of stress can rapidly cause individuals to lose their ability to
make sound decisions, especially if their self-confidence fails. This affects health,
family and career alike, since stress in one area of life inevitably affects others.
Someone suffering from stress may not heed physical signs of illness, attributing
them to the side-effects of stress. Faulty decisions made in the workplace and at home
may lead to accidents or arguments, financial loss or even the loss of job.
6. Effects on Family :-
Stress can break up homes and families. The high divorce rates in the West are due
partly to the rapid increase in stress I the workplace, especially where both partners
are working full time. It is difficult to find the energy to be to family and friends if
work is very difficult or you are afraid that you may lose your job.
When children are involved, stress can cause a conflict relating to childcare and
careers. Separation or divorce may have long term impact on the children, it is not
best way to create a generation of stress-free individuals. This requires a very careful
balance of the demands of work and home.
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4.5 THE STRESS EXPERIENCE:-
Not all individuals experience stress with the same intensity. Some people over-react to
stressor and get highly stressed. Others have the stamina endurance and composure to
cope with any stressors. How an individual experience stress depends on,
PERCEPTION:-
Perception refers to a psychological process whereby a person selects and organizes
stimuli into a concept of reality. Employees’ perception of a situation can influence
whether or not the experience stress. A simple transfer from one place to another may be
perceived by one employee as a opportunity to see new places and learn new things. The
same transfer may be understood by another employee has extremely threatening and
indicating unhappiness of the management with his/her performance.
PAST EXPERIENCE:-
Whether a person experiences or not depends on his/her past experience with a similar
stressor. Writing anonymous letters against the boss or giving leads to press and getting
false stories published against the boss are common among disgruntled employees over a
period of time, the boss will get used to such allegations, though initially he/she
undergoes stress.
The relationship between experience and stress is also based on
reinforcement. Positive reinforcement or previous success in similar situations can reduce
the level of stress that a person experience under certain circumstances, punishment or
past failure under similar conditions can increase stress under the same circumstances.
SOCIAL SUPPORT:-
The presence or absence of other people influences how individuals in the workplace
experience stress and response to stressors. The presence of co-workers may increase an
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individual’s confidence, allowing the person to cope more effectively his stress. For
example, working alongside someone who performs confidently and competently in a
stressful situation may help an employee behave in a similar way. Conversely, the
presence of fellow workers may irritate some people or make them anxious, reducing
their ability to cope with stress.
Personality Type
In the respect of personality, two concepts- Type A personality and Type B personality-
are relevant in this context.
The Type A personality is stress-prone and is associated with the following behavioral
patterns:
• Always moves, walks and eats rapidly.
• Feels impatient with the pace of things, hurries others and dislikes waiting.
• Does several things at a time.
• Feels guilty when relaxing.
• Tries to schedule more & more in less & less time.
• Uses nervous gestures such as clinched fist and banging the hand on the table.
• Does not have time to enjoy the life.
The Type B personality, on the other hand, is less stress-prone. Following are the typical
characteristics of Type B personality:
• Is not concern about time?
• Is patient.
• Does not brag.
• Plays for fun, not to win.
• Relaxes without feeling guilty.
• Have no pressing deadlines.
• Is mild-mannered.
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Role Overload:
Too much work causes stress to a employee. The story of Reddy, stated in the
opening case, is illustrative of work overload causing stress. Excess overload has become
the norm these days as more and more organizations have reduced their work-force and
restructured work, leaving the remaining employees with more tasks ad fewer resources
of time to complete them.
Role Conflict:
Role conflict occurs where people face competing demands. There are two types
of role conflict in organizations.
Inter role conflict occurs when an employee has two roles that are in conflict with
each other. Inter role conflict is common in matrix organizations where subordinates will
be shared by matrix bosses. Personal conflict occurs when personal values clash with
organizational goals. For example, offering bribe to corner an order may help the
organization, but such a practice may conflict with the ethical value of the executive as an
individual.
Role Ambiguity:
Role ambiguity exists when employees are uncertain about their responsibilities,
functions, performance expectations and level of authority. This tends to occur when
people enter new situations, such as joining the organization or taking foreign
assignment, because they are uncertain about task and social expectations.
Task characteristics:
Task characteristics are also individual-level stressors. Tasks are more stressful
when they involve decision-making, monitoring equipment or exchanging information
with others. Traffic congestion is a major stressor for sales people and bus drivers. And
as traffic intensity increases in the future, so will stress levels.
As we go into the future, a 24-hour work model will bring new challenges. An
increasing number of professionals will be required to work during night shifts.
Adjustment to the body clock to the new routine, health risks and stress-related hazards
will be serious issues the HR experts need to face in the coming years. Night shifts results
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in gastrointestinal disorders and abnormal heart rhythms. There can be chronic
gynecological problems for women (Women are allowed to work overnights). Mental
symptoms can be so severe that stressed nightshift worker can almost be manageable.
The nightshift workers will be more vulnerable to stress for sleeping patterns, emotional
problems and family commitments while juggling a varying work timetable, sometimes
with little social support.
4.6 Battle against stress:
To beat the odds a few suggestions on the following line are advocated.
a) Prioritize and schedule work:
Multi-tasking calls for special skills and efforts. To reduce stress and enjoy life, learn to
prioritize tasks. Organizing is something we have been learning ever since we were
toddlers. In fact, even the most disorganized person is endowed with the ability to
organize. In order t cut on stress, it is necessary to be flexible while being organized. To
master the art of prioritizing, it is essential to determine the importance of the tasks on
hand and set apart time to complete them. Elimination of unnecessary jobs, delegation of
others and postponing tasks based on their priority can help in ensuring effective time
management resulting in a stress-free life.
b) Diet regulation:
Studies show that our food habits have a bearing on our mind and body. It would be a
sensible idea to start the day with a diet that is full of proteins, carbohydrates and
vitamins. An ideal breakfast should contain non-oily dishes taken with fruits or fruit
juices. Doctors often suggest a diet, which is less in salt as the same leads to tension and
high blood pressure. The bottom line is to avoid oily and heavy foods. Ensure that the
body is fed with sufficient quantity of water (4-5 ltrs) per day. Finally, avoid caffeine,
which is a known stimulant of stress response in the body.
31

c) Learn to relax:
Meditation, yoga and deep-breathing exercises are age-ld stress busters. Out ancient
sages were said to have gained mastery over their mind and body through meditation and
yogic practices. In addition to improving the power of concentration, it is clinically
proved that both yoga and meditation can effectively offload stress and tension. Tension
is reflected in the breathing mechanism, which becomes rapid and shallow when a person
is stressed. To achieve normalcy, it is advised to take a few deep breaths and then exhale
slowly. This exercise helps in relaxing the tense muscles and distressing the body.
Regular practice of meditation, yoga and deep breathing would go a long way in ensuring
women have a healthy body and a healthy mind.
d) Exercise regularly:
Exercise is one of the easiest and cheapest ways to combat stress. Any form of exercise
that results in blood pumping is good for the body as exercise relieves pent-up energy and
strengthens the heart muscles, which bear the brunt of the stress. The other positive side
effect of exercise is that it results in improved quality of sleep with the result that the
mind is fresh, alert and active.
32

4.8 A Model of Occupation Stress
33
Individual Level
Personality
Role Overload
Role Conflict
Role Ambiguity
Task Characteristics
Group Level
Managerial Behaviour
Lack of Cohesiveness
Intragroup Conflict
Status Incongruence
Sexual Harassment
Workplace Violence
Organizational Level
Climate
Management Styles
Organizational Design
Organizational Life-cycle
Extra-Organizational Level
Family
Economy
Lack of mobility
Quality of Life
Stressors
Stress
Behavioural
Satisfaction
Performance
Absenteeism
Turnover
Accidents
Substance Abuse
Cognitive
Poor Decision-making
Lack of Concentration
Forgetfulness
Physiological
Increase Blood Pressure
High Cholesterol
Heart Disease
Burnout
Moderating Variables
Perception
Past Experience
Social Support
Individual Differences
Outcome
s

4.9 RECOGNIZING SYMPTOMS:-
There is no single symptom that can identify stress – stressed and unstressed
people may equally well have disease or drink to excess. A common factor in
stressed individuals is the presence of a number of symptoms.
`
34
Physical
Signs
Emotional
Signs
Mental
signs
Relational
signs
Spiritual
Signs
Behavioral
signs
Appetite
changes
Bad
Temper
Lacking
humor
Isolation Feeling of
emptiness
Pacing
Headaches Worry Dull
senses
Defensive Lethargy Swearing
Fatigue Nightmares tiredness Intolerance Inability to
Forgive
Substance
abuse
Insomnia Irritability Boredom Resentment Doubt Nail biting
Indigestion Depression Indecisiveness Loneliness Loss of
Direction
Slumped
posture
Cold Frustration Forgetfulness frustration Doubt Restlessness
Weight
Changes
Over
Sensitivity
Poor
concentration
Lower sex
drive
Need to
prove self
Risk
aversion
Teeth
Grinding
Mood
swing
Personality
Changes
Aggression Negative
outlook
Eating
disorders
Tension Fearfulness Stuck in
past
cruelty Gloom Headaches

RESEARCH METHODOLOGY:
Research methodology is a systematical approach for solving a research problem.
Research Methodology is a systematic method of stating the problem clearly, formulating
hypothesis, collecting the facts, analyzing them and reaching certain conclusion in the
form of solution.
Data Collection:
Primary data:
The data for the study is gathered by conducting a survey from Managerial and
Supervisory staff by distributing questionnaires and getting the feedback. The purpose
behind collecting the information from participants by questionnaire is to recognize the
stress level of the employees.
Secondary data:
Secondary Data is the data, which is collected from the various books, magazine
and material, reports, etc.
Here the data is collected from-
 Organizations website,
 Reference books
 Internet.
Sample design: 86
Here, I have used systematic sampling method.
Sample size: Sample space: MICO Bosch, Nashik
Convenient sampling was the technique used for studying major findings. Taking into
consideration the various departments, accordingly the samples were sorted.
Departments selected were PUR, PER, TEF, QMM, MEN, CRI, MFH, PT-PC and ISY.
35

ANALYSIS AND INTERPRETATION OF DATA:
Stress in an individual is defined as “any interference that disturbs the person’s
healthy, mental and physical wellbeing”. It occurs when the body is required to perform
beyond its normal range of capabilities. The results of stress are harmful to individual,
family and organization.
The person may get subjected to the stress because of any of the many different
conditions which he comes across in his daily routine. Everyone tries to minimize his
stress in his own way but we take a responsibility of determining their stress levels, from
normal to high, and also giving those solutions to manage their stress effectively.
The questionnaire is designed in such a way that it doesn’t eat up the time of the
employee. The employee is needed to take out only 10 minutes from his schedule to
answer them as they had to choose only one of the options out of the given four. The
option ticked by the employee is compared with the standard format and accordingly
their stress levels are determined and further suggestions are provided. The identity of the
employee is not disclosed so that they can freely express their views by answering the
questions.
I targeted them M&SS staff from PER, PUR, CFA,QMM, ISY, PT,PC,MFN and
CRI department which covered around 132 people in all. The questionnaire designed by
us was modified by taking the feedback of the different people and our project guide who
are very well acquainted with the working environment of the company and the
responsibilities of the 3, 4 group managers.
The data collected is then analyzed at the departmental level to which the
employee belongs. The questionnaire we designed contains around 33 questions which
touched different aspects from the employees’ daily work as well as personal, life is as
follows:
36

6.1 Questionnaire:
MOTOR INDUSTRIES COMPANY LTD.
“RESEARCH QUESTIONNAIRE FOR STRESS MANAGEMENT PROGRAM”
Date:
Group:
Respected Sir,
We would appreciate if you take a few minutes to answer the questions below
regarding your stress levels. This is a part of our ongoing project on “Stress Management
“. We will use this information to measure the stress level in the organization. Please feel
free to answer the questions.
We won’t disclose this information to anyone else. Your responses play an important role
in our project.
So, please tick ‘ ’under the right answer.
QUESTIONNAIRE
1) Does your boss put lots of pressure on you to complete task in limited time?
a) Never b) Sometimes c) Often d) Always
37

2) Is there constant interruption at work?
3) Do you discuss working problems with your colleagues?
4) Do you feel that colleagues seem to be supportive after discussion?
5) In case decisions taken by you is not supported by the management, do you feel
stressed?
6) Do you have good interdepartmental relations?
7) Does your staff follow time boundaries set by you?
8) Are you comfortable with latest technologies adopted by MICO?
9) Are you under pressure due to more responsibilities?
10) Do interdepartmental conflict create problem in your day to day work?
11) Do you think that overloading of work creates stress to you?
38

12) Do you think that due to overload of work in company, the family
responsibilities are being imparted to your family members?
13) Does idle timing creates stress to you?
14) Do you feel tensed, in case you are not promoted?
15) Do you feel stressed if more responsibility is given to you due to absenteeism?
16) Do you get disturbed due to biasness?
17) If you are stressed does your family get affected?
18) Do you feel secured in the organization while working?
19) Does your family life get affected incase you work for long hours?
20) Does behavior of the superior or subordinates cause stress?
39

21) Have you ever suffered from stress due to communication gap?
22) Does the organizational policies causing stress to you?
23) Have you fallen sick due to stress?
24) Do u find difficult to sleep?
25) Do you find difficult to concentrate?
26) Are you confused while taking decision?
27) Do you feel lonely?
28) Since how many years you are working in Bosch?
a) Below 10 b) below 20 c) below 30 d) please mention in figures. ----
29) Do you think that leadership creates stress to you?
40

30) Are you satisfied with your compensation?
31) Does the responsibilities of your colleagues given to you?
32) Which age group do you belong to?
a) 21-30 b) 31-40 c) 41-50 d) 51-60
33) Gender
a) Male b) Female
41

6.2 ANALYSIS:
 The survey on stress management on higher level management is conducted.
 The questionnaire was designed by considering the parameters like age,
experience, income, group, gender and department.
 In the questionnaire, four options were provided for each question. There were
total 33 questions. The options were a) Never b) Sometimes c) Often d) Always
 Depending on the question, the options were given weight age.
 The questionnaire was distributed to the managers and sufficient time was given
to fill up the questionnaire.
 Regular follow ups were done after distributing the questionnaire.
 While collecting the questionnaire, we made sure to keep the information
confidential.
 The list of 100 managers was selected. Out of that 86 managers were selected for
the survey according to their departments.
 The purpose behind collecting the information from participants by questionnaire
is to recognize their stress levels.
Analysis was done according to:-
 Gender
 Group levels,
 Age,
 Experience
 Department.
42

 The analyzed data for every department was treated differently and the graphs
were drawn to check how much stress exist in every department, the level of
stress and the main reasons behind their high stress levels is as follows:
43
below 10 yrs below 20 yrs below 30 yrs below 40 yrs
0 1 2 3 0 1 2 3 0 1 2 3 0 1 2 3
6 20 3 1 2 16 6 6 23 5 2 0 4 16 7 3
15 14 8 3 13 10 2 5 2 16 10 3 8 16 2 4
9 14 5 2 13 7 8 2 6 2 3 19 13 13 3 1
7 12 4 2 18 11 0 1 17 12 1 0 11 12 4 0
0 19 11 0 4 12 12 5 4 15 11 0 10 14 4 2
5 13 10 2 12 12 5 1 14 11 5 0 11 14 4 1
3 19 5 3 7 15 4 4 11 9 10 0 13 7 3 7
4 12 12 1 8 17 3 2 7 20 3 0 5 14 9 2
5 12 10 2 11 11 6 2 0 18 9 2 10 17 3 0
4 21 11 1 1 12 14 3 84 108 54 24 8 15 6 1
10 12 7 1 1 13 13 3 31.11 40.00 20.00 8.89 7 9 11 3
8 12 8 2 11 16 3 0 24 3 0 2
6 13 7 5 7 15 7 2 4 26 0 0
4 16 7 3 3 25 1 1 15 13 2 0
10 17 2 1 6 13 9 2 18 9 2 1
15 12 3 0 3 15 4 3 25 3 2 0
2 11 10 7 6 13 7 5 8 14 6 2
2 26 1 1 2 15 5 8 6 19 3 1
9 14 7 0 0 10 16 4 200 234 71 30
5 11 10 3 12 9 5 4 37.38 43.74 13.27 5.61
14 13 3 0 9 16 5 0
3 17 7 3 0 23 8 0
1 16 13 0 20 9 1 0
147 346 164 43 7 14 5 2
21.00 49.43 23.43 6.14 1 15 13 1
177 344 162 66
23.63 45.93 21.63 8.81

6.2 A) ANALYSIS OF STRESS LEVEL AS PER EXPERIENCE
Experience in yrs
Stress level below 10 below 20 below 30 Below 40
0 21 24 31 37
1 49 46 40 44
2 23 22 20 13
3 6 9 9 6
Experience wise stress level
21
24
31
37
49
46
40
44
23 22 20
13
6
9 9
6
0
10
20
30
40
50
60
0-10 11-20 21-30 31- 40
Experience in yrs
%ofemployees
low stress level
medium stress
occassional stress
high stress
Interpretation:
From the above graph, it is interpreted that,
 the employees with work experience below 20 yrs and 30 yrs are suffering from
high level stress because,
->The responsibilities given to them are more and they need to balance
their work life and family life.
 In general, maximum numbers of employees suffer from medium level stress.
44

 And employees having experience below 40 yrs have low stress levels since they
are nearing to their retirement stage.
Note: The procedure for experience wise sorting is mentioned above. Similarly sorting
for other categories is done.
6.2 B) ANALYSIS OF STRESS LEVEL AS PER AGE GROUP:
Age in years
stress level 21-30 yrs 31-40 yrs 41-50 yrs 51-60 yrs
0 17.78 21.08 33.09 31.94
1 57.78 47.51 42.78 44.58
2 17.76 22.93 20.8 15
3 6.65 8.47 3.31 8.47
Age wise stress levels
17.8
21.1
33.1 31.9
57.8
47.5
42.8 44.6
17.8
22.9 20.8
15.0
6.7 8.5
3.3
8.5
0
10
20
30
40
50
60
70
21-30 yrs 31-40 yrs 41-50 yrs 51-60 yrs
Age
%ofemployees
low stress
medium stress
occassional stress
high stress
Interpretation:
 Maximum numbers of employees are suffering from medium level stress which
can be called as positive stress.
45

 Employees of age-group 31-40 yrs are suffering from high level stress.
6.2 C) ANALYSIS OF STRESS LEVEL AS PER GROUP LEVEL:
Group level
Stress level Group-3 Group-4
0 23.53 26.79
1 46.57 46.92
2 22.55 18.91
3 7.35 7.37
Group level wise stress
24
27
47 47
23
19
7 7
0
10
20
30
40
50
Group-3 Group-4
Group level
%ofemployees
low level stress
Medium stress
Occassional stress
High stress
Interpretation:
46

 The stress level of both the groups doesn’t make much difference.
6.2 D) ANALYSIS OF STRESS LEVEL IN GENERAL:
Stress level % of employees
Low 25.5
Medium 46.78
Occasional 20.35
High 7.36
General stress level
25.5
46.78
20.35
7.36
0
10
20
30
40
50
Low Medium Occasional High
Stress
%ofemployees
Interpretation:
47

 25.5% of the employees don’t have any stress.
 46.78% of the employees have medium stress.
 20.35% of the employees have occasional stress.
 7.36% of the employees have high stress.
6.2 E) ANALYSIS OF STRESS LEVEL ACCORDING TO GENDER:
Gender
Stress level Male Female
0 25.77 19.33
1 46.71 44
2 20.24 28
3 7.28 8.67
Gender wise stress level
25.77
19.33
46.71
44
20.24
28
7.28 8.67
0
5
10
15
20
25
30
35
40
45
50
Male Female
Gender
%ofemployees
Low stress
Medium stress
Occassional stress
High stress
48

Interpretation:
 The stress levels in female are more than that of males.
6.2 F) a) ANALYSIS OF STRESS LEVEL DEPARTMENT WISE:
Department
Stress level PER PT/PC MFC
0 26.67 23.44 21.67
1 58.89 43.22 49.58
2 11.11 23.44 22.92
3 3.33 9.89 5.83
Department wise stress
27 23 22
43
50
11
23 23
3
10
6
59
0
10
20
30
40
50
60
70
PER PT/PC MFC
Departments
%ofemployees
Low stress
Medium stress
Occassional
stress
High stress
Interpretation:
49

 Maximum level of stress is observed in PT/PC dept.
 Per department has least stress as compared to other department.
6.2 F) b) ANALYSIS OF STRESS LEVEL DEPARTMENT WISE:
Department
stress level PUR TEF MFN MFH
0 20.28 29.29 24.22 20.28
1 47.22 46.43 46.89 47.22
2 20.56 17.98 21.78 20.56
3 11.94 6.31 7.11 11.94
Department wise stress
20
29
24
20
47 46 47 47
21 18
22 21
6 7
1212
0
10
20
30
40
50
PUR TEF MFN MFH
Departments
%ofemployees
Low stress
Medium stress
Occassional
stress
High stress
Interpretation:
 Maximum stress level is observed in PUR and MFH dept as compared to other
departments.
50

 In general, maximum numbers of employees (47%) suffer from medium level
stress.
 The stress level of the TEF department is less is low as compared to other
department.
FINDINGS
Following are the findings made:
 Approximately 25% of the people are suffering from low stress
 Low Stress is neither positive nor negative, it can not be noticed. It does not affect
on the performance of the employees.
 Approximately 48% of the people are suffering from moderate stress.
 Moderate Stress is positive stress, can help to concentrate and focus on work. It
actually increases ability to survive. Moderate stress allows us to gather physical
and emotional energy which helps with changes and challenges in daily life.
 Approximately 20% of the people are suffering from occasional stress.
 Occasional stress can be positive or negative depending on the individual.
 Approximately 7% of the people are suffering from high stress.
 High Stress is negative stress, which when occurs creates problem to health and
vitality.
 Generally females are suffering from maximum stress as compared to males.
 PUR and MFH departments are having maximum stress as compared to other
departments.
51

 Maximum numbers of employees are suffering from moderate stress.
Chapter 8- RECOMMENDATION &SUGGETIONS
RECOMMENDATION
The report after analysis showed that the employees of MICO are stressed at various
areas and at different levels which varies from department to department. Since everyone
manages his own stress at his own level, we took the suggestions from them all to know
their methods which can be helpful to the others. Hence we added those suggestions with
ours and gave them to all the participants.
Through this report, we could observe high stress levels in most of the MICO employees
because they face problem:
1. During cross functioning between two departments due to everyone’s
different perception and the priorities,
52

2. Their authorities,
3. Their boss’s non-support, and
4. The PRED analysis of the company.
SUGGESTIONS
1. Try to maintain a trustful relationship at intra and inter departmental level to have
a better cross functioning.
“Tum bhi khush, Hum bhi khush. Problem Khatm!!!”
Take various cross functional projects; implement CIP to keep a check on your
work.
2. Develop better leadership qualities to make a better use of the authority given to
you. For that, attend all the Leadership and Mentoring Coaching and Counseling
Program and keep a check on yourself to see a change in you and hence in others.
3. Believe that change in everything starts from you. So be an initiator to bring about
a change and take the whole credit.
4. Those working under you always need a motivation from their boss. So be a
Motivator and their big support.
5. Believe your boss. Support him to achieve all your departmental targets.
6. Think more flexible
7. Keep emotions in their place.
8. Change your behavior.
9. Time management.
10. To avoid making errors, do one task at a time.
11. Improve your physical health to help you conquer stress.
53

12. Incase, good decision taken by the employees should be supported by the
management.
13. Employees need to improve the communication skill between them so as to
maintain stress free environment.
14. Organization need to make some changes in the organizational policies, because
some employees are not comfortable with organizational policies.
15. Employees should resolve the interdepartmental conflict.
16. Employees should utilize idle timing for their hobby.
17. Improper way to transfer the employees leads to stress and also conflict in the
organization.
18. The report after analysis showed that the employees of MICO are stressed at
various areas and at different levels which varies from department to department.
Since everyone manages his own stress at his own level, we took the suggestions
from them all to know their methods which can be helpful to the others. Hence we
added those suggestions with ours and gave them to all the participants.
19. Changing your thinking: it isn’t a modern concept.
People are disturbed not by thinking, but by views which they take of them.
--Epictetus
Their nothing good or bad, but thinking makes it so.
--Hamlet
54

Secrets of balancing stress in our life:
• Have a mind that is open to everything and attached to nothing.
• Don’t give yourself away to others.
• Silence is the way to grow listen to you, listen to others.
• Surrender your past, don’t make excuses, learn and move on.
• Surrender your ego, learn from your mistakes.
• Give up any anger or resentment that may be inside you.
• Live for the present moment. It is a precious gift.
• Stay away from negative thoughts and people.
• Do not delay the unpleasant task that must be done; instead, get at them
immediately
Additional Suggestions:
• Maintain good physical and mental health.
• Accept what you cannot change.
• Share worries with someone you can trust.
• Pay attention to your body.
• Balance work and recreation.
• Avoid reliance on things such as cigarettes and alcohol.
55

• Laugh at yourself when you do some funny things. Don’t take them to heart.
• Get enough rest and sleep.
• Don't be too hard on yourself.
• Attend Yoga classes and Vipashyana Camps.
CONCLUSION
The efforts and initiative taken by MICO to have a stress free environment by
providing various facilities are very much appreciated.
Since stress itself is not bad for anybody but the way it is handled can be harmful.
Hence the goal should not be to eliminate stress, but making managers learn how to
manage the stress through individualistic approach. Insufficient stress acts as a depressant
and may leave one feeling “tied up in knots”. That is why there is need to find the
balance between the work and life.
Low stress in neither positive nor negative, it can not be noticed. It does not affect
on the performance of the employees. High stress is negative stress, which when occurs
creates problem to health and vitality. Occasional stress can be positive or negative
depending on the individual. Moderate stress is positive stress, can help to concentrate
and focus on work. It actually increases ability to survive.
Moderate stress allows us to gather physical and emotional energy which helps
with changes in daily life. Most of the employees are suffering from medium level of the
stress which can be called as positive stress, which helps the employees to do work more
efficiently. But there are some employees who are suffering from high level stress which
56

is called as negative stress which adversely affect on the performance of the employees.
Negative stress should be minimizing as far as possible to increase the performance of the
employees.
The factor affecting on stress level of the employees such as working
environment, polices, role conflict, absenteeism, promotion policies, overloading of
work, communication gap etc.
If the employee is suffering from the stress affects on the productivity of the
organization, family life are get affected, also indirectly society also get affected.
Stress can be minimized by resolving inter departmental conflict, improving
communication skill, think more flexible, keep emotions at their place, develop better
leadership quality etc. Also do daily exercise, yoga.
Chapter 10- LIMITATIONS
 The interest and honesty of the participants in answering the questionnaire.
 Availability of time with the participants to answer the questionnaire.
 Number of participants answering the questions or sample size.
 Time (relaxed /busy) when the questionnaire was answered y the participants.
57

BIBLIOGRAPHY
BOOKS:
1. Reduce Stress
-Tim Hindle
2. Unwind
- Robert Burns
3. How to deal with stress
- Stephen Palmer & Cary Cooper
58

WEBSITES:
1. www.ivf.com
2. www.teachhealth.com
3. www.lifepositive.com
4. www.Healpghuid.org
5. www.google.com
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