original..stress mangement

STRESS MANGEMENT MGM SPRINGS
SRINIVASA RAMANUJAN INSTITUE OF TECHNOLOGY Page 1
INRODUCTION
Human Resource Management has come to be recognized as an inherent part of
management which is concerned with the human resources of an organization. Its objectives
is the maintenance of better human resource in the organization by the development
application and evaluation of policies , procedures and programs relating to optimize their
contribution towards the realization of organizational objectives.
Human Resources may be defined as the total knowledge, skills, creative abilities,
talents and aptitudes of an organization’s workplace, as well as the values, attitudes,
approaches and beliefs of the individuals involved in the affairs of the organization. It is the
sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the
talents and aptitudes of the persons employed in the organization.
In the other words, HRM is concerned with getting better results with the
collaboration of people. It is an integral but distinctive part of management, concerned with
people at work and their relationship within the enterprise. HRM helps in attaining maximum
individual development, desirable working relationship between employees and employers,
employees and employee, and effective modeling of human resources as contrasted with
physical resources. It is the recruitment, selection, development, utilization, compensation
and motivation of human resources by the organization.
1.1 Human Resources Management: Evaluation:
The early part of the century saw a concern for improved efficiency through careful
design of work. During the middle part of the century emphasis shifted to the employee’s
productivity. Recent decades have focused on increased concern for the quality of working
life, total quality management and worker’s participation in management. These three phases
may be termed as welfare development and empowerment.
1.1.1HRM: Nature:
Human Resources Management is a process of bringing people and organization
together so that the goals of each are met. The various features of Human Resources
Management include:

 It is pervasive in nature as it is present in all enterprises.
 It tries to help employees develop their potential fully.
 It encourages employees to give their best to the organization.
 It is all about people at work, both as individuals and groups.
 It helps an organization meet its goals in the future by providing for competent and
well-motivated employees.
 It tries to build and maintain cordial relations between people working at various
levels in the organization.
1.1.2HRM: Scope:
The scope of HRM is very wide:
 Personal aspect- This is concerned with manpower planning, recruitment, selection,
placement, transfer, promotion, Training and development, layout off and
retrenchment, remuneration, incentives, productivity etc…,
 Welfare aspect- It deals with working conditions and amenities such as canteens ,
lunch rooms, housing, transport, medical assistance, education, health and safety,
recreation facilities, etc…,
 Industrial relations aspect- this covers union-management relations, joint consultation,
collective, bargaining, grievance and disciplinary procedures, settlement of dispute,
etc..,
1.1.3HRM: Objectives:
 HRM helps a company to achieve its objectives from time to time by creating a
positive attitude among workers. Reducing wastage and making maximum use of
resources etc.
 To utilize the knowledge, skills, abilities, of individual for fulfilling objectives of
organization
 To identify the needs and aspirations of individuals and fulfilling them
 To achieve and maintain high morale among employee.

 To be ethically and socially responsive to the needs of society.
1.1.4 Human Resource Management: Functions:
In order to achieve the above objectives, Human Resource Management undertakes
the following functions:
 Human Resource or manpower planning.
 Recruitment, selection and placement of personnel.
 Training and Development of employees.
 Appraisal of performance of employees.
 Taking corrective steps such as transfer from one job to another.
 Remuneration of employees.
 Social security and welfare of employees
 Developing and maintaining motivation for workers by providing incentives
 Job rotation
 Quality circle, organization development and quality of working life.
1.1.5 STRESS RELATED TO HRM:
The Human Resources Management function includes a variety of activities. It is
important function of HR department to take care of the human resources in the
organization.
Human Resources Management is the process of coordination an organization’s
Human resources to meet organizational goals. Human resources professionals deal with
such areas as employee recruitment and selection, performance, evaluation, compensation
and benefits, professionals, development, safety and health, forecasting and labor
relations.
In today’s competitive world it has become crucial for any organization to be
efficient in all areas. Human capital is the most important asset of any organization. An
employee faces different pressures both in and out of the work place. These pressures
causes stress in the individual and cause a burden out employee. Only a stress free

employee can deliver a performance that is benefiting to the company. So it is crucial to
identify the various causes of stress in the employee.
1.2 STRESS:
Stress is inevitable in today’s complex life, Right from the time of birth
till death; an individual is invariably exposed to various stressful situations.
The threat of political and economic imbalance and uncertainties,
unemployment, poverty, urbanization and increased socio-economic
complexities and innumerable other factors contribute to stress. In fact,
modern times have been called the “age of anxiety and stress”.
In the context the terms ‘stress’ refers only to a stress with significant
negative consequences, or distress in the terminology advocated by Hans
Selye rather than what he calls eustress, a stress whose consequence are
helpful or otherwise positive. Stress has been identified as one of the most
common work-related of modern times.
It is well recognized that stress reduces employee well-bring, and that
excessive or sustained work pressure can lead to stress. Occupational stress
poses a risk to most business and compensation payments for stress-related
injuries are rising. It is important to meet the challenge by dealing with
excessive and long-term causes of stress.
1.2.1 What is stress?
Stress is the “wear and tear” our bodies experience as we adjust to our continually
changing environment. It has physical and emotional effects on us and can create positive
or negative feelings.

1.2.2 Definition:
Stress is defined as a “a state of psychological and physiological imbalance resulting
from the disparity between situational demand and the individual’s ability and motivation
to meet those needs”.
Dr. Hans selye, one of the leading authorities on the concept of stress as “the rate of
all wear and tear caused by life”. Stress can be positive or negative:
1. Stress is good when the situation offers an opportunity to a person to gain something.
It acts as a motivator for peak performance.
2. Stress is negative when a person faces social physical, organization and emotional
problems.
Stress is one of the most important reasons behind sickness from work and stress-
related absence is increasing. Stress adversely affects their health, happiness and
home life as well as their performance at work.
1.2.3 Work place stress:
“Job stress can be defined as the harmful physical and emotional responses that occur
when the requirements of job do not match the capabilities, resources, or needs of the worker.
Job stress can be lead to poor health and even injury”.
Workplace- Related stress:
 Workload issues;
 Rapid change;
 Job insecurity;
 Poor working relationship;
 Lack of control over work/empowerment;

1.2.4 How can I tell what is optimal stress for me?’
There is no single level of stress that is optimal for all people. We are all individual
creatures with unique requirements. As such, what is distressing to one may be a joy to
another. And even when we agree that a particular event is distressing. We are likely to differ
in our physiological and psychological responses to it.
1.2.5 How can I tell manage stress better?
Identifying unrelieved stress and being aware of its effect on our lives is not sufficient
for reducing its harmful effects. Just as there are many sources of stress, there are many
possibilities for its management. However, all require work toward change: changing the
sources of stress and /or changing your reaction to it. How do you proceed?

1.2.6 CAUSES OF STRESS
Both positive and negative events in one’s life can be stressful. However major life
changes are the greatest contribution of stress for most people.
1. If people have to travel a lot and have to move from place to place, it can causes
stress.
2. Individual can also be under stress if they are about to enter some new environment.
They may be going to new colony. To a new college or they may be joining a new
organization.
There are three main categories that cause stress. They are
 Lack of needs:
o Physiological
o Safety
o Belonging
o Ego or status
o Self-actualization
 Organization:
o Physical environment
o Role-related
o Relationships
o Changes in the organization
 Life
o Personal changes
o Personal trauma
o Time pressure
o Competition
o Financial problems
o Noise
o Disappointments

1.2.7 SYMPTOMS OF STRESS
Symptoms of stress fall into three general, but interrelated, categories-Physical,
mental and emotional. Review this list carefully. If you find yourself frequently experiencing
these symptoms, you are likely feeling distress.
 Headaches
 Fatigue
 Hypertension
 Heart problems
 Anxiety
 Sweating palms/shaking hands
 Sleep disturbances
 Irritability
1.2.8 FEELINGS:
o The individual becomes anxious become anxious about the outcomes and its Scared.
The person feels that he has got something to loose or something wrong will take
place.
o In an anxious State the person does not want to be corrected or interrupted. The
person becomes irritable and moody
o During high level of stress the individual develops a negative frame of mind and
suffers from low self- esteem. The individual does not have a focused approach and it
is not able to concentrate and is involved in his own plans and thoughts.
o Physiological and Behavioral changes
o Speech problems
o Crying for no apparent reason
o Laughing in a high pitch and nervous tone of voice
o Grinding of teeth
o Increasing smoking and use of drugs and alcohol
o Being accident-prone

o Perspiration/ Sweaty hands
o Increased hear beat
o Trembling
o Nervous ticks
o Trembling
o Nervous ticks
o Urinating frequently
o Sleeping problems
o Vomiting
o Headaches
1.2.9 REMEDIES TO REDUCE STRESS
There are two major approaches to reduce stress. They are
 Individual approaches
 Organizational approaches
Individual Approaches:
An employee can take individual responsibility to reduce his/her stress level.
Individual strategies that have proven effective include, implementing time management
techniques, increasing physical exercise, relaxation training, and expanding the social support
network.
 Time Management
Many people manage their time very poorly. Some of well-known time management
principles include,
 Making daily list of activities to be accomplished
 Scheduling activities according to the priorities set
 Prioritizing activities by importance and urgency
 Physical Exercise

Practicing physical exercise like aerobics, brisk walking, jogging, swimming, and
riding a bi-cycle.
 Relaxation Training
Relaxation techniques such as meditation, hypnosis and bio-feedback. The objective
is to reach in state of deep relaxation, where one feels physically relaxed, somewhat
from detached from the immediate environment, fifteen or twenty minutes a day of
deep relaxation releases tension and provides a person with a pronounced sense of
peacefulness.
 Social support:
Having families, friends or work colleagues to talk provides an outlet, when stress
levels become excessive. So, expand your social support network that helps you with
someone to hear your problems.
Organizational Approaches:
Several of the factors that causes stress particularly task and role demands and
organizations structure are controlled by management. As such they can be modified or
changed.
Some of the strategies that management want to consider include improved personal
self-section and job placement, use of realistic goal setting, redesigning of jobs, improved
organizational communication and establishment of corporate wellness programmes.
Certain jobs are more stressful than others, individual with little experience or an
external lower of control tend to be more proven to stress. Selection and placement decision
should take these facts into consideration. Goal setting helps to reduce stress. It also provides
motivation. Designing jobs to give employee more responsibility, more meaningful work,
more autonomy and increased feedback can reduce stress, because these factors give the
employee greater control over work activities and lessen dependence on others.

For example: Type an individual may believe that they must be successful at everything they
do. The second step consists of replacing these irrigational thoughts with more rational or
reasonable ones.
One important remedy to reduce stress is the maintenance of good sleep. Research
conducted on laboratory specimen to have met with starting discoveries. Sleep starved rats
have developed stress syndrome. The amount of sleep one requires various from person to
person and is dependent on one’s lifestyle. The American National sleep Foundation claims
that a minimum of eight hours of sleep is essential for good health. Generally studies shows
that young adults can manage with about 7-8 hours. After the age of 35, six hours of sleep is
sufficient whereas people over 65 years may just need three or four hours.
1.2.10 GOOD STRESS V/S BAD STRESS:
Stress has often been misunderstood to be negative, with few people acknowledging
the importance and usefulness of positive stress. In our everyday lives, Stress in everywhere
and definitely unavoidable; hence our emphasis should be an differentiating between what is
good stress, what is bad. This will help us to learn to cope with negative stress, and harness
the power of positive stress to help is achieve more.
There are 4 main categories of stress, namely eustress, distress, hyper stress and hypo
stress. Negative stress can cause many physical and psychological problems, what positive
stress can be very helpful for us. Here’s how we differentiate between them.
EUSTRESS
This is positive from of stress, which prepare your mind and body for the imminent
challenges that it has perceived. Eustress is a natural physical reaction by your body which
increases blood flow to your muscles, resulting in a higher heart rate. Athletes before a
competition or perhaps a manager before a major presentation would do well with Eustress,
allowing them to derive the inspiration and strength that is needed.

DISTRESS
We are familiar with this word, and know that it is a negative form of stress. This
occurs when the mind and body is unable to cope with changes, and usually occurs when
there are deviations from the norm. They can be categorized into acute stress and chronic
stress persists over a long period of time. Trigger events for distress can be a change in job
scope or routine that the person is unable to handle or cope with.
HYPERSTRESS
This is another form of negative stress that occurs when the individual is unable to
cope with the workload. Examples include highly stressful jobs, which require longer
working hours than the individual can handle. If you suspect that you are suffering from
hyper stress, you are likely to have sudden emotional breakdown over insignificant issues, the
proverbial straws that broke the back. It is important for you to recognize that your body
needs a break, or you may end up with severe and chronic physical and psychological
reactions.
HYPO STRESS
Lastly, hypo stress occurs when a person has nothing to do with his time and feels
constantly bored and unmotivated. This is due to an insufficient amount of stress; hence some
stress is inevitable and helpful to us. Companies should avoid having workers who
experience hypo stress as this will cause productivity and mindfulness to fall. If the job scope
is boring and repetitive, it would be a good idea to implement some form of job rotation so
that there is always something new to learn.
1.2.11MANAGING STRESS
Here are some strategies for dealing with stress:
 Schedule time for vacation, breaks in your routine, hobbies and fun activities.

 Try to arrange for uninterrupted time to accomplish tasks that need your
concentration. Arrange some leisure time during which you can do thing that you
really enjoy.
 Avoid scheduling too many appointments, meetings and classes’ back- to-back.
Allows breaks to catch your breath. Take a few slow, deep breaths whenever you feel
stressed. Breathe from the abdomen and, as you exhale, silently say to yourself, “I feel
calm”.
 Become an expert at managing your time. Read books, view videos, and attend
seminars on this time management. Once you cut down on time wasters, you will find
more time to recharge yourself.
 Learn to say “no”. Setting limits can minimize stress, spend time on your main
responsibilities and priorities rather than allowing other people’s priorities or needs to
dictate how you spend your time.
 Exercise regularly to reduce muscle tension and promote a sense of well-being.
 Tap into your support network. Family, friends, and social groups can help when
dealing with stressful events.

INDUSTRY PROFILE
2.1.1:AUTOMOBILE SPARE PARTS INDUSTRYPROFILE
Automobile spare parts industry is one of the major and oldest established
manufacturing industries in the modern sector of Indian economy. It is an indigenous industry
in which the company is well endowed with the necessary raw materials, skilled manpower
equipment and machinery technology.
The automobile sector can be divided into several segments: 2 & 3 wheelers,
passenger cars, commercial vehicles (Heavy CVs/light CVs), utility vehicles (UVs) and
tractors. For all these automobiles to move forward the spare parts will be very much
required.
2.1.2: AUTOMOBILE SPARE PARTS INDUSTRYIN INDIA
The Indian automobile industry is the tenth largest in the world with an annual
production of approximately 2 million units. Indian auto industry, promises to become the
major automotive industry in the upcoming years and the industry experts are hopeful that it
will touch 10 million units mark. Indian automobile industry is involved in design,
development, manufacture, marketing, and sale of motor vehicles. There are a number of
global automotive giants that are upbeat about the expansion plans and collaboration with
domestic companies to produce automobiles in India.
The escalating Indian automobile industry has indirectly influenced the expansion of
the auto spare parts sector in the country. India is steadily surfacing as an international
outsourcing destination for producing different automotive components. Firms like Volvo,
Toyota, Daimler Chrysler, Hyundai, etc. are sourcing their auto spare parts from different
automotive makers of India.
2.1.3:India as a globalAuto Spare Parts manufacturing hub
over the years, Indian Auto Spare Parts sector has witnessed a slow yet steady growth. It has
emerged as the preferred manufacturing hub for auto components due to various reasons.
Some of them are:

 The long-established manufacturing industry of India
 Low-priced workforce and easy availability of raw materials making India cost
competitive
 Operational units of leading global auto component makers like Meritor, Visteon,
Bosch, etc in India
 Both auto makers and auto components makers have established their International
Purchasing Offices (IPOs) in the nation
 World class quality auto spare components are manufactured in the country
 Research and development activities are conducted in India for global firms like
Johnson Controls, Daimler Chrysler, Suzuki, General Motors, etc.
2.1.4:Types of Auto Spare Parts:
The different types of Auto spare parts are:
1. Auto Electrical Parts
o Starters,
o Armatures,
o Commutators,
o Field Coils,
o Starter Bendix Drives,
o Alternators,
o Rotors,
o Stators,
o Housings,
o Flash Relays,
o Carbon Brushes
2. Nuts & Bolts
o Hub Bolts,
o T- Bolts,
o Washers,
o Nuts,

o U-Bolts
3. Transmission Parts
o Gears,
o Tie-Rod Ends,
o Ball Joints,
o U-J Cross
4. Brake Parts & Rubber Components
o Brake Hoses,
o Fuel Lines,
o Engine Mountings,
o Supports,
o Brake Pipes,
o Fuel Injection Pipes
2.1.5: Indian Automobile Parts Scenario
The Indian automobile components and spares industry is highly disorganized and
fragmented. Approximately 400 companies belong to the Original Equipment Manufacturers
(OEM) category. Other companies (about 10,000 of them) operate in the unorganized sector.
These low tier companies manufacture relatively unsophisticated car parts.
The Indian automobile spare parts manufacturing sector possess a distinct commercial
advantage over its global counterparts. The lure of abundant availability of raw materials,
technically skilled workforce and relatively lower labor costs have compelled many foreign
companies to invest heavily in India. The country has seen investments equaling 9 billion US
dollars in 2014. Most of the automobile spare parts companies are proximate to the main car
assembly plant. This helps to lower transportation costs and also have the advantage of a
quick turn-around time.
Auto events in India suggest how fast the vehicle manufacturing and associated sectors in
India are developing. As laid down by reports from dependable sources in February 2014 that
were released following an all-inclusive survey on the vehicle market of the country, it is
assumed that by the year 2015, India will probably turn into a titan in this domain. In point of

fact, analysts have expressed the view that the automobile market of India has the capacity to
outclass the automobile market of Europe.
It has been predicted that the rise of the automobile market in India will be sky-high and by
2020, it will begin to produce 6 million units every year. In addition, it is anticipated that by
the year 2030, the car manufacturing sector of India will be producing revenues between
USD $150 and USD $200 billion.
Taking into consideration the truth that the buying power of the middle class society in India
has increased and contributed towards the development, the Indian automobile industry is
expected to grow further. Hence, this puts in plain words why so many auto events in India
are held annually at various occasions and venues. Given below is some interesting
information of some such events that are scheduled to be held in India over the next months.
As per industry estimates, out of the total turnover of the Indian auto spares industry, around
60% is derived from sales in domestic, around 25% comes from sales to the domestic
replacement market and around 15% is derived from exports. Thus, domestic demand
recovery/sustenance will be the primary variable that will govern the automobiles spare
industry’s revenue growth and profitability prospects over the short term.
2.1.6:MarketSize
The Indian auto-components industry can be broadly classified into the organized and
unorganized sectors. The organized sector caters to the original equipment manufacturers
(OEMs) and consists of high-value precision instruments while the unorganized sector
comprises low-valued products and caters mostly to the aftermarket category.
The Indian auto component industry is expected to register a turnover of US$ 66 billion by
2015–16 with the likelihood to touch US$ 115 billion by for 2020–21 depending on favorable
conditions, as per the estimates by Automotive Component Manufacturers Association of
India (ACMA). In addition, industry exports are projected to reach US$ 12 billion by for 15–
16 and add up to US$ 30 billion by for 20–21.
Revenues for the auto industry in 2014-15 are expected to grow by 11-12 per cent supported
by healthy recovery by major original equipment manufacturers (OEMs) in the medium and
heavy commercial vehicles (M&HCV) and passenger vehicle (PV) segment.

2.1.7:Investments
The cumulative foreign direct investment (FDI) inflows into the Indian automobile industry
during the period April 2000 – February 2015 were recorded at US$ 12,232.06 million, as per
data published by the Department of Industrial Policy and Promotion (DIPP).
Some of the major investments made into the Indian auto components sector are as follows:
 Amtek Auto Ltd has acquired Germany-based Scholz Edelstahl GmbH through its
100 per cent Singapore-based subsidiary Amtek Precision Engineering Pte Ltd.
 MRF Ltd plans to invest Rs 4,500 crore (US$ 711.16 million) in its two factories in
Tamil Nadu as part of its expansion plan.
 Uno Minda has formed a joint venture with Kosei Aluminum Co. Ltd, a Japanese
alloy wheel maker, to manufacture and sell alloy wheels in India. This new project
will set up a total investment of Rs 200 crore (US$ 31.61 million), with Uno Minda
holding a 70 per cent stake and Kosei Aluminum 30 per cent.
 German luxury car maker Bayerische Motoren Werke AG’s ( BMW ’s) will set up a
local sourcing parts from at least seven India-based auto parts makers in response to
promote ‘Make in India’.

COMPANY PROFILE
2.2.1: Introduction:
Hailing from rural stock, Sri Somappa who had humble beginnings, by virtue of hard
work integrity and dedication to social service rose to the prominent position as the national
leader for handloom weavers and the leading industrialist of rayalaseema. He was conferred
Padmashri national award for the social service rendered by him in the very first list of
honors by the Rashtrapathi in the year 1954.
Somappa was the son of machaniSomanna a master weaver, who had five sons of
whom Somappa was the fourth and eldest was MachaniGangappa ion whose name the family
concern of M.G. Brothers(MachaniGangappa Brothers) were started.
Under somappa’s guidance, his youngest brother M.Ramanna developed family
business like running of buses for passenger traffic, Lorries for rural service. Starting of full-
fledged automobile workshops in Bellary, Kurnool and Ananthapuramu in the name of M.G.
Brothers standing for Machani Gangappa Brothers, which workshops entitled the firm the
acquisition of prestigious agency lines such as Tata Mercedes Benz(suppliers of chassis for
Lorries and buses), Massey Ferguson tractors and royal Enfield Motor Bikes
The company had branches at chittor and ongole in Andhra Pradesh. The company
runs two fully equipped modern workshops. The company acts as a distributor to various
companies. And also it acts as service centers for many companies like TVS, telco products.
M.G. Brothers automobiles private limited has more than 345 employees in only
Ananthapuramu District. And it has many branch offices at chittor, ongole and Tirupathi etc.,
it is one of the greatest asset to Ananthapuramu District. It has acquired goodwill in
Ananathapuramu market.
It is an authorized dealer to various companies like TVS, RELCO, TAFE and BIRLA
YAMAHA and GODREJ AQUA feeds. It is also associated in real-estate business due to its
reputation in Ananthapuramu District

M.G. Brothers has also the dealership for Aqua fed from Godrej Agro Vet limited. It is
located at Ramamurthy Nagar, Bypass –road ananthapuramu. It distributes compressor for
the feed of farmers as the fields of farmers are located with a radius of 5km to 10 km apart.
M.G. Group was established in 1940 at yammiganur. The founders spread the business from
surface cargo transport to automobiles Dealerships for Telco, Tafe & Enfield. The growth of
M.G. Group was fast and dominant and the network was spread like this.
1. M.G. Brothers, Kurnool-Dealers for Telco, Tafe & Enfield covering Kurnool, Kadapa and
Ananthapuramu with 30 interstate bus operations.
2. M.G. Automobiles, Bellary – Dealers for Telco, Tafe & Enfield for Bellary & Raichur
District. This unit has the largest body building workshop in Karnataka.
3. M.G. Metallic springs pvt.ltd, Ananthapuramu an ancillary unit for M/s stump,
scuele&Somappa ltd., Bangalore.
4. M.G. Brothers oil mills pvt.ltd. Yammiganur – manufacturers of refined groundnut oil.
The above network of the patent company was divided during family partition
in 1984 and MR Gangadhar & Brothers got to their share M.G. Brother Ananthapuramu.
M.G. metallic springs, Ananthapuramu & M.H. Brothers oil mills at Yammiganur.
MGB, Ananthapuramu which was started in 1980, has become an independent unit in 12984
and Mr.M.R. Gangadhar is managing the affairs of this company since 1988. Under his
leadership the company grew from stage to the present level of wide network of Telco
Dealerships in Ananthapuramu.
Mr.Gangadhar managing director is now ably supported in running the organization by his
two sons Mr.Raghavendra and Mr.Gopalakrishna. Both the sons are Engineering Graduates
and the Mr. Raghavendra the elder has also specialized in M.S (finance) in London.
Small enough to care….. Big enough to cope

2.2.2: About MGM SPRINGS:
M.G. METALLIC SPRINGS is committed to providing total satisfaction to the most
important people in our business- our customers. We see our service as paramount in making
the difference. We will do all we can to meet your wants and needs.
M.G. METALLIC SPRINGS have long been known as the company that will help you when
you need it most. When you are short of time and need solutions fast. Assistance and
checking facility with twenty years of experience in developing our techniques and
capabilities to manufacture springs and wire forms to your specifications and requirements.
We provide comprehensive spring selection advice.
2.2.3: VISION
To be the key spring solution provider to our global customers from the best cost countries
2.2.4: MISSION:
 To provide products and services of exceptional values
 To assume leadership in business through proactive customer services.
2.2.5: LOCATIONAL FACTORS:
It is successfully running for more than 30 years in Ananthapuramu town. Its
head office is located at Bellary road, Anathapuramu. Before 30 years, it is at outside the
town. For it, the location is very good. Because of more space and more facilities the
establisher selected that place. It is located on the main road.
2.2.6: SHE POLICY AT MGM:
MGM is committed to continually improve our safe and healthy work environment
performance by:
 Optimizing natural resource consumption
 Reducing wastage generation and pollution

 Comply with safety, health and environmental statutory, regulatory and other
requirements.
 Preventing accidents through fire, damages to property, personal injuries, security
losses and loss of life.
 Providing continuous training to employees and contractors.
2.2.7: ORGANIZATIONAL STRUCTURE
The organizational structure of MGM is simple and flat and has three levels of employees.
STAGE CADRES
General Manager
Top level Deputy Manager
Zonal managers
___________________________________________________________________________
Production engineers
Middle level Shift supervisors
Assistant engineers
___________________________________________________________________________
Skilled workers
Lower level Trainees

2.2.8: SHIFTS OF WORKING:
SHIFT DURATION LUNCH&DINNER
General shift 8 AM to 5.30PM 1PM to 2PM
First shift 6 AM to 2.15 PM 11.30 AM to 12.15 PM
Second shift 2.15 PM to 10.30 PM 7.30 PM to 8.15 PM
2.2.9: Dealerships of MGM
TAFE:
MGB has the dealership for Tafe. It distributes massive for user tractors. A separate
manager also heads it and this division deals with Tafe Company only.
TVS:
MGB had the authorized dealership for TVS automobiles. It distributes various
models of springs, stampings and assemblies. A separate manager also heads it and this
division deals with TVS Company only.
BIRLA YAMAHA:
M.G. BROTHERS has the dealership of Birla Yamaha. It distributes clutch damper
springs and compression springs.
2.2.10: QUALITY POLICY:
MGM is committed to provide quality products and services for total customer satisfaction by
building good quality culture through involvement of employees at all levels in the
organization.
2.2.11: PRICE:
We see a fair price and high product quality as a right for our customers. As a tightly run
company with low overheads and no outside financial dependency you can rely on

consistently fair pricing and quality manufacturing. Peace of mind through Accredited
Quality Our Quality System is ISO 9002 approved and regularly audited both internally and
by the RVC standards authority. All products are made to meet DIN standards as applicable.
2.2.12: MANUFACTURING EQUIPMENT:
 High production coiling machines for helical compression, tension and torsion
ranging from 0.1mm-5.00 wire diameters.
 Winding machine wire dia up to 16.0mm
 Spring end grinding machines.
 Semi-automatic stress relieving furnaces.
 Shot penning machine.
 Heat treatment furnaces with protective gas atmosphere.
 Equipments for phosphating
2.2.13: PRODUCTS:
 Compression springs
 Tension springs
 Torsion springs
 Clock springs
 Wire forms
2.2.14: MATERIAL TESTING AND QUALITY ASSURANCE
EQUIPMENT:
 Tensile testing machines
 Torsion testing machines
 Profile projector
 Spring load testing equipments up to 100kgs range
2.2.15: TOOL ROOM EQUIPMENT:
 Turning, milling and shaping machines
 Surface grinding machines

 Drilling machine
2.2.16: MAN POWER RESOURCES:
 Management staff
 Workforce
2.2.17: AWARS& RECOGNITION:
 Best management Award for year 1998,by govt. of AP
 Best management Award for year 1999,by govt. of AP
 In 2011-14 the M.G.M has 24 crores of annual turnovers.

RESEARCH METHODOLOGY:
3.1 NEED FOR THE STUDY:
The need for the study is felt as employee is under a great deal of stress due to many
reasons which impact on the organization health
The present world is fast changing and there are lots of pressure and demands at work.
These pressures at work lead to physical disorders. Stress refers to individual’s reaction to
disturbing factors in the environment. No matter what career path you have chosen, knowing
the importance of stress management and relaxation is a key. Being, able to maintain your
stress level not only will improve the quality of your work, but also will improve the quality
of your life.

3.2: SCOPE OF THE STUDY:
The scope of the study covers the stress management, time pressure, work life-
balance, compensation system, welfare facilities, Training and development. The scope of the
study is very vital. Not only the Human Resource department can use the facts and figure of
the study but also all the other teams can take benefits from the findings of the study.
Scope of the development team:
The development team can have fairy good idea about their employees, that they are satisfied
or not.
Scope of the marketing department:
The marketing department can use the figures indicating that they are putting their efforts to
plan their marketing strategies their targets or not.
Scope of personnel department:
Some employees have the complaints or facing problems regarding the job. So the personnel
department can use the information to make efforts to avoid such complaints.

3.3 OBJECTIVES OF THE STUDY
 To know the various stress management inside the organization.
 To identify the employee satisfaction towards stress relief programs.
 To impact of stress management programs on employee productivity.

3.4 METHODOLOGY AND SAMPLING:
Research:
Research is a process in which the researcher wishes to find out the end result for a
given problem and thus the solution helps in future course of action .The research has been
defined as “A careful investigation or enquiry especially through search for new fact in any
branch of knowledge”.
Research methodology:
The procedure using, which researchers go about their work of describing, explaining
and predicting phenomena, is called Methodology. Methods compromise the procedures used
for generating, collecting, and evaluating data. Methods are the ways of obtaining
information useful for assessing explanation.
Research design:
A Research design specifies the methods and procedures for conducting a particular
study .The researcher should specify the approach he intends to use with respect to the
proposed study. The design under taken in this study is descriptive research.
Data collection Methods:
There are two types of data
Primary data:
The primary data is that information which is collected for the first time, and thus
happens to be original in character primary data is never collected before.
Secondary data:
The pre-existing data not gathered for the purposes of the current research. This is the
data which have already been collected by some other agency and which have already been
processing.

SOURCES OF DATA:
Primary data:
Data has been collected with the help of questionnaire.
Secondary data:
It is either published or unpublished data. Secondary data for the study has been collected
from many sources like
 Company profile/ report/records,
 Various textbooks
 Internet(various websites)
SAMPLING:
Sampling procedure:
The sampling procedure used in the study was convenience sampling
method
Sample size:
A sample of 50 members is approached for collecting the data.
Sampling unit:
Employees at MGM SPRINGS Private limited.
3.5 TOOLS FOR DATA COLLECTION:-
Questionnaires administration:
The questionnaires consist of a number of questions printed or typed in a definite
order on forms. A five point scale” Strongly agree to strongly disagree’ was used for this
purpose.

STATISTICAL METHODS USED:
For the purpose of present study simple percentage method was used and to present
the data Bar diagram was used.
PERCENTAGE METHOD:
Percentage refers to a special kind of ratio. Percentage is used in making comparison
between two or more series of data. Percentage is used to describe relative terms the
distribution of two or more series of data.
No. of Respondents
Percentage of Respondents = …………………………. X 100
Total Respondents
3.6 LIMITATIONS OF THE STUDY
 Time is a major constraint as it is 45 days.
 Busy schedules of the managers and the employees were also one of the constraints to
get full information.
 As the sample size is 50, the result may not be generalized.
 There may be a personal bias by respondents while filling the questionnaire.

1. You feelstressedatworkplace
Table: 4.1
Dimension No. of respondents Percentage
Strongly agree 2 4
Agree 13 26
Neutral 30 60
Disagree 4 8
Strongly disagree 1 2
Total 50 100
Graph: 4.1
Interpretation:
From the above chart, it is revealed that 60% of populations are Neutral, 26% of
population Agree, 8% of population Disagree, 4% of population strongly agrees and 2% of
populations strongly disagree with the above mentioned issue.
0
10
20
30
40
50
60
70
Strongly
agree
Agree Neutral Disagree Strongly
disagree
No of respondance
percentage(%)

2. Which type of stress you are facing in your organization
Table: 4.2
Physical stress 33 66
Mental stress 5 10
Emotional stress 12 24
Psychological 0 0
Total 50 100
Graph: 4.2
Interpretation:
From the above chart, it is revealed that 66% of respondents face physical
stress, 24% of respondents face Emotional stress, 10% of population face
Mental stress with the above mentioned issue.
0
10
20
30
40
50
60
70
Physical stress Mental stress emotional
stress
Psychological
stress
No of respondance
percentage(%)

3. When you are stressed, whattype of behavioral attitude do you have?
Table: 4.3
Positive 27 54
Negative 11 22
Angry 10 20
Depressed 2 4
Total 50 100
Graph: 4.3
Interpretation:
From the above chart, it is revealed that 54% of population felt positive,
22% of population felt negative, 20% of population felt angry, 4% of population
felt Depressed with the above mentioned issue.
0
10
20
30
40
50
60
positive negative Angry Depressed
No of respondance
percentage(%)

4. The physical conditions in the workplace causethe stress
Table: 4.4
Strongly agree 9 18
Agree 28 56
Neutral 10 20
Disagree 3 6
Total 50 100
Graph: 4.4
Interpretation:
From the above chart, it is revealed that 56% of population Agree, 20% of population
are Neutral, 18% of population strongly agree, and 6% of population Disagree with the above
mentioned issue.
0
10
20
30
40
50
60
Strongly
agree
disagree
No of respondance
percentage(%)

5. Stress occurs with your superiors/colleaguesin the organization
Table: 4.5
Strongly agree 2 4
Agree 12 24
Neutral 21 42
Disagree 12 24
Total 50 100
Graph: 4.5
Interpretation:
From the above chart, it is revealed that 42% of populationsare Neutral, 24% of
population Agree and Disagree, 6% of population strongly disagree, and 4% of population
Agree with the above mentioned issue.
0
5
10
15
20
25
30
35
40
45
Strongly
agree
disagree
No of respondance
percentage(%)

6. Lack of support from managementcauses stress
Table: 4.6
Graph: 4.6
Interpretation:
From the above chart, it is revealed that 44% of population Agree, 28% of population
are Neutral, 22% of population Disagree, and 6% of population strongly agree that the stress
is due to lack of support.
0
5
10
15
20
25
30
35
40
45
50
Strongly
agree
disagree
No of respondance
percentage(%)
Strongly agree 3 6
Agree 22 44
Neutral 14 28
Disagree 11 22
Total 50 100

7. Negative stressaffects your job performance
Table: 4.7
Graph: 4.7
Interpretation:
From the above chart, it is revealed that 54% of populations Disagree, 18% of
populations Agree, 16% of population areNeutral, 8%of populations strongly agree and 4%
of populations strongly disagree that performance is affected by negative stress.
0
10
20
30
40
50
60
strongly
agree
Agree Netural Disagree Strongly
disagree
No of respondance
percentage(%)
Strongly agree 4 8
Agree 9 18
Neutral 8 16
Disagree 27 54
Total 50 100

8. Stress in job affects your family relationships
Table: 4.8
Graph: 4.8
Interpretation:
From the above chart, it is revealed that 38% of population Disagree, 36% of
populations are Neutral, 18% of population Agree, 6% of populations strongly agree and 2%
of populations strongly disagree that the stress affects family relationships.
0
5
10
15
20
25
30
35
40
strongly
agree
disagree
No of respondance
percentage(%)
Strongly agree 3 6
Agree 9 18
Neutral 18 36
Disagree 19 38
Total 50 100

9. Physicalexercise & yoga will reduce the stress
Table: 4.9
Graph: 4.9
Interpretation:
population Agree, 16% of population strongly agree, and 6% of population Disagree with the
above mentioned issue.
0
10
20
30
40
50
60
strongly
agree
disagree
No of respondance
percentage(%)
Strongly agree 8 16
Agree 13 26
Neutral 26 52
Disagree 3 6
Total 50 100

10. Training& Developmentprograms with new technologywill reduce the
stress?
Table: 4.10
Graph: 4.10
Interpretation:
From the above chart, it is revealed that 54% of populations Agree, 24% of population
strongly agree,18% of populations areNeutral, and 4% of population Disagree that stress can
be reduced by training and development.
0
10
20
30
40
50
60
strongly
agree
disagree
No of respondance
percentage(%)
Strongly agree 12 24
Agree 27 54
Neutral 9 18
Disagree 2 4
Total 50 100

11. Financialmotivations reduce the stress
Table: 4.11
Graph: 4.11
Interpretation:
From the chart, it is revealed that 54% of population are Neutral, 18% of population
Agree, 16% of population Disagree,10% of population is strongly agree and 2% of
population strongly disagree stress can be reduced by financial motivation.
0
10
20
30
40
50
60
strongly
agree
disagree
No of respondance
percentage(%)
Strongly agree 5 10
Agree 9 18
Neutral 27 54
Disagree 8 16
Total 50 100

12. Proper changes atworkplace willreduce the stress levels
Table: 4.12
Graph: 4.12
Interpretation:
From the chart, it is revealed that 50% of populations Agree, 20% of population
strongly agree, 18% of population Neutral and 12% of population strongly disagree with the
above mentioned issue.
0
10
20
30
40
50
60
Strongly
agree
disagree
No of respondance
percentage(%)
Strongly agree 10 20
Agree 25 50
Neutral 9 18
Disagree 0 0
Total 50 100

13. Job Re-Designresults in overcoming stress
Table: 4.13
Graphic: 4.13
Interpretation:
populations Agree, 24% of populations strongly disagree and 10% of populations strongly
agree that job redesign reduces stress.
0
5
10
15
20
25
30
35
40
Strongly
agree
disagree
No of respondance
percentage(%)
Strongly agree 5 10
Agree 16 32
Neutral 17 34
Disagree 0 0
Total 50 100

14. The stress management programs implemented by organizationare
satisfactory
Table: 4.14
Graph: 4.14
Interpretation:
From the chart, it is revealed that 42% of populations are Neutral, 32% of population
Agree, 16% of population Disagree, 10% of population is strongly agree with the above
mentioned issue.
0
5
10
15
20
25
30
35
40
45
Strongly
agree
disagree
No of respondance
percentage(%)
Strongly agree 5 10
Agree 16 32
Neutral 21 42
Disagree 8 16
Total 50 100

15. The stress reliefprograms enhances the job performance &Motivation
levels
Table: 4.15
Graph: 4.15
Interpretation:
From the above chart, it is revealed that 48% of populationAgree, 32% of population
Disagree, and 12% of population strongly agree and 12% are Neutral with the above
mentioned issue.
0
10
20
30
40
50
60
Strongly
agree
disagree
No of respondance
percentage(%)
Strongly agree 6 12
Agree 24 48
Neutral 16 12
Disagree 4 32
Total 50 100

16. Work stress managementtechniques improves confidence of the
employee
Table: 4.16
Graph: 4.16
Interpretation:
From the above chart, it is revealed that 42% of population Agree, 40% of populations
are Neutral, 10% of population Strongly agree,6% of population is Disagree and 2% of
population strongly disagree the point that stress management techniques enhance
performance.
0
5
10
15
20
25
30
35
40
45
Strongly
agree
disagree
No of respondance
percentage(%)
Strongly agree 5 10
Agree 21 42
Neutral 20 40
Disagree 3 6
Total 50 100

17. Do you feel which of the following symptoms is affecting your work?
Table: 4.17
Graph: 4.17
Interpretation:
From the above chart, it is revealed that 56% of population felt Tiredness, 28% of
population felt Hypertension and 16% of population experienced frequent headaches as a
source of stress.
0
5
10
15
20
25
30
35
40
45
Hypertension Frequent
headaches
Tiredness
No of respondance
percentage(%)
Hypertension 14 28
Frequent headaches 8 16
Tiredness 28 56
Total 50 100

18. Which of the following causes youstress atworkplace?
Table: 4.18
Graph: 4.18
Interpretation:
From the above chart, it is revealed that 36% of population felt Long working hours,
34% of population Excessive work load, 20% of population felt Other reasons and 10% of
population opine Pressure from department managers/heads as a cause for stress.
0
5
10
15
20
25
30
35
40
Excessive
work load
Long working
hours
Pressure
from
department
managers/
heads
others
No of respondance
percentage(%)
Excessive work load 17 34
Long working hours 18 36
Pressure from department
managers/heads
5 10
Others 10 20
Total 50 100

19. Did you feel pressure while work long hours?
Table: 4.19
Graph: 4.19
Interpretation:
From the above chart, it is revealed that 60% of population sometimes, 16% of
population Never and often, and 8% of population always felt pressure due to long working
hours.
0
10
20
30
40
50
60
70
Never Sometimes Always Often
No of respondance
percentage(%)
Never 8 16
Sometimes 30 60
Always 4 8
Often 8 16
Total 50 100

20. Is your job stress becauseoflack of security?
Table: 4.20
Graph: 4.20
Interpretation:
From the above chart, it is revealed that 52% of population expressed favor and 48%
of population are not in favor the above mentioned issue.
0
10
20
30
40
50
60
No of respondance percentage(%)
Yes
no
Yes 24 48
No 26 52
Total 50 100

FINDINGS:
 It has been found that most of the respondents are undergoing physical stress which is
leading them to suffer from headaches, tiredness and hypertension.
 It is observed that the behavioral attitude is also a major reason for stress, but more
than half of respondents are neutral in this case.
 It is observed that most of the respondents preferred Training and Development with
new technology and proper changes at workplace for reducing the stress.
 It is also proved that majority of the respondents felt lack of support from
management causes stress.
 Most of the respondents agree that the physical environment in the workplace causes
the stress.
 Most of the respondents agree that the stress relief programs enhance the job
performance and motivation levels.
 It is proved that the major reason for stress among the respondents is due to long
working hours and Excessive work load.

SUGGESTIONS:
 The company should give counseling to the employee when they face problem, as
counseling involves the discussion of a problem that usually has emotional content
with an employee in order to help the employee to up cope better.
 The company and the management should undertake stress audit at all levels in the
organization to identify stress areas and improving conducting of job.
 As per the view of the employees’ the management should follow distributed work
load and timely targets to reduce stress.

CONCLUSION
Finally, I conclude that stress level at work place is satisfactory in the MGM Springs
but not in total. The productivity depends on the employees of the organization. The cost of
stress is very expensive because it affects the individual, the organization, and the society at
large. The organization should create a good relationship and team spirit among the employee
by providing flat organizational structures.

BIBLOGRAPHY:
TEXTBOOKS:
K. Aswathappa, “Organizational Behavior”, Himalaya publishing house, New Delhi, 2006
B. Sujatha, “Stress Audit concepts and cases” Icfai publishing first edition 2006
WEBSITES:
www.wikipedia.com
www.StressManagementTips.com: Stress Management in the workplace
www.workstressreduction.com
http:/helpguide.org/mental/work_stress_management.htm

ANNEXURE
QUESTIONNAIRE
I, Harika senior student of MBA is requesting you to give opinion on the following
questionnaire as a part of My project work on “STRESS MANAGEMENT I feel glad if you
extent cooperation in the regard…
Dear sir/Madam,
Name………………………………………………………………………..........
Designation………………………….Department……………………………
1. You feel stressed at workplace
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
e. Strongly disagree
2. Which type of stress you are facing in your organization
a. Physical stress
b. Mental stress
c. Emotional stress
d. Psychological
3. When you are stressed, what type of behavioral attitude do you have?
a. Positive
b. Negative
c. Angry
d. Depressed
4. The physical conditions in the workplace cause the stress
a. Strongly agree
b. Agree
c. Neutral
d. Disagree

5. Stress occurs with your superiors/colleagues in the organization
a. Strongly agree
b. Agree
c. Neutral
a. Disagree
b. Strongly disagree
6. Lack of support from management causes stress
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
7. Negative stress affects your job performance
a. Strongly agree
a. Agree
b. Neutral
c. Disagree
d. Strongly disagree
8. Stress in job affects your family relationships
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
9. Physical exercise & yoga will reduce the stress
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
10. Training& Development programs with new technology will reduce the stress?
a. Strongly agree
b. Agree
c. Neutral
d. Disagree

11. Financial motivations reduce the stress
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
12. Proper changes at workplace will reduce the stress levels
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
13. Job Re-Design results in overcoming stress
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
14. The stress management programs implemented by organization are satisfactory
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
15. The stress relief programs enhances the job performance &Motivation levels
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
16. Work stress management techniques improves confidence of the employee
a. Strongly agree
b. Agree
c. Neutral
d. Disagree

17. Do you feel which of the following symptoms is affecting your work?
a. Hypertension
b. Frequent headaches
c. Tiredness
18. Which of the following causes you stress at workplace?
a. Excessive work load
b. Long working hours
c. Pressure from department managers/heads
d. Others
19. Did you feel pressure while work long hours?
a. Never
b. Sometimes
c. Always
d. Often
20. Is your job stress because of lack of security?
a. Yes
b. No

original..stress mangement

More Related Content

What's hot

Viewers also liked

Similar to original..stress mangement

original..stress mangement