1. The document examines work stress among employees in the life insurance industry in India. It analyzes the impact of changes like globalization, privatization, and new technologies on stress levels.
2. The study aims to understand the causes of work stress, its impact on employee performance, and strategies to cope with stress among employees of Life Insurance Corporation of India in Chandigarh.
3. Primary data was collected through questionnaires from 471 employees and analyzed using statistical techniques like t-tests and regression analysis. The results provide suggestions for reducing employee stress through improved work conditions and policies.
Sample Report on Introduction to Management | Assignment PrimeAssignment Prime
The negative culture of workplace directly affect the productivity management ,morale and employee performance. This document report describes the effective solution for the negative culture of organization.
https://www.assignmentprime.com/management-assignment-help
Organizational Stress, Job Satisfaction and Employee Mental Health: A Compara...inventionjournals
Employees are increasingly recognising that work is infringing on their personal lives and they are not happy about it. Evidence indicates that balancing work and life demands now surpasses job security as an employee priority. They want a life as well as a job. The purpose of the study is to assess the occupational stress, job satisfaction and mental health of employees belonging to two professions namely bank and IT firms comprising of both private as well as private sector. The need was felt so as to aid the personnel to combat with various dimensions of occupation stress and job dissatisfaction and to inculcate feelings of organisational citizenship behaviour and commitment and reduce employee turnover costs and attrition which is on the rise these days. Design and Methodology – An attempt was made to study 60 bank employees each from private sector and public sector. Similarly, from the IT firms 60 each employees were taken from private as well as public sector of Kolkata following simple random sampling.The total sample size was 240. For this purpose the following scales were used- 1.Job Satisfaction Questionnaire by Dr. B.C. Muthayya 2.The Occupational Stress Index by Dr. A. K. Shrivastava and Dr. A.P. Singh - It purports to measure the extent of stress which employees perceive in terms of 12 domains. 3.Employee's Mental Health Inventory (EMHI) by Dr.Jagdish Results – The occupational stress has been found out to be maximum in terms of role overload ,powerlessness, underparticipation ,low status and unprofitability for banks in private sector. Least occupational stress has been reported by employees working in IT private sector. Considering job satisfaction bank private sector face maximum job dissatisfaction. Whereas, IT govt sector encounters least job dissatisfaction. Lastly, taking into account employee mental health ,good mental health prevails among employees from IT govt sector and worst among bank private sector. Conclusion - Experiencing high levels of organisational stress has negative effects on task performance. It also adversely affects ones’ physical and mental health in a wide variety of ways. Stress and job dissatisfaction is a major cause to disrupt worklife balance , desk rage and burnout.
Sample Report on Introduction to Management | Assignment PrimeAssignment Prime
The negative culture of workplace directly affect the productivity management ,morale and employee performance. This document report describes the effective solution for the negative culture of organization.
https://www.assignmentprime.com/management-assignment-help
Organizational Stress, Job Satisfaction and Employee Mental Health: A Compara...inventionjournals
Employees are increasingly recognising that work is infringing on their personal lives and they are not happy about it. Evidence indicates that balancing work and life demands now surpasses job security as an employee priority. They want a life as well as a job. The purpose of the study is to assess the occupational stress, job satisfaction and mental health of employees belonging to two professions namely bank and IT firms comprising of both private as well as private sector. The need was felt so as to aid the personnel to combat with various dimensions of occupation stress and job dissatisfaction and to inculcate feelings of organisational citizenship behaviour and commitment and reduce employee turnover costs and attrition which is on the rise these days. Design and Methodology – An attempt was made to study 60 bank employees each from private sector and public sector. Similarly, from the IT firms 60 each employees were taken from private as well as public sector of Kolkata following simple random sampling.The total sample size was 240. For this purpose the following scales were used- 1.Job Satisfaction Questionnaire by Dr. B.C. Muthayya 2.The Occupational Stress Index by Dr. A. K. Shrivastava and Dr. A.P. Singh - It purports to measure the extent of stress which employees perceive in terms of 12 domains. 3.Employee's Mental Health Inventory (EMHI) by Dr.Jagdish Results – The occupational stress has been found out to be maximum in terms of role overload ,powerlessness, underparticipation ,low status and unprofitability for banks in private sector. Least occupational stress has been reported by employees working in IT private sector. Considering job satisfaction bank private sector face maximum job dissatisfaction. Whereas, IT govt sector encounters least job dissatisfaction. Lastly, taking into account employee mental health ,good mental health prevails among employees from IT govt sector and worst among bank private sector. Conclusion - Experiencing high levels of organisational stress has negative effects on task performance. It also adversely affects ones’ physical and mental health in a wide variety of ways. Stress and job dissatisfaction is a major cause to disrupt worklife balance , desk rage and burnout.
Conflict and Workers’ Morale in Manufacturing Companies in Rivers State, NigeriaAJSSMTJournal
This piece of work theoretically discussed workers’ morale and conflict in manufacturing
companies in Rivers State with specific elaborations on: the meaning of conflict, workers’ morale, causes and
types of conflict, review of extant literature on conflict and workers’ morale, conflict management, impacts
and the relationship betwixt conflict and workers’ morale in manufacturing companies in Rivers State.
Theoretical framework was based on the traditional and contemporary theories of conflict, the basis of
which the study found that, just like death, conflicts are omnipresent and inevitable in life and abounds in
manufacturing companies in Rivers State as virtually every sphere of the organizations gets ravaged by one
form of conflict or the other ranging from: interpersonal/intergroup conflict, intrapersonal/group conflict,
intra-organizational, constructive or functional conflict, dysfunctional or destructive conflicts. It was deduced
that conflicts occur in organizations as a result of: incompatible goals, different values and beliefs, inconsistent
evaluation and reward system, communication problems, struggle for power, authority/control, and
leadership style, scarcity of common resources, organizational demands and self-worth demands. It was also
found that if a conflict is not aptly and promptly managed, it can lead to truncated or reduced workers’ morale
causing decreased productivity, failure to attain set goals, absenteeism, low service delivery, profit reduction,
frustration, anger, fear, distrust or resentment amongst the workers’. Again, the nature of the conflict, though,
determines how best it could be managed and conflict can sometimes yield positive workers’ morale or result
if well managed, meaning that not all conflict situations are negatively inclined. The recommendation is that
efforts should constantly be made to ensure that the causes of conflicts are handled timely as apt detection
and handling of conflicting parties/issues will resolve concerns amicably. Workers should be oriented with the
importance of peaceful coexistence in the workplace as coercion or intimidation will only lead to counter
productivity/low morale. It is suggested that this study be repeated in different organizational setting and in
other states in Nigeria. This findings and recommendations would provide good practical and theoretical
background for conflict management in organizations in future
Looks at the financial business cost (operational and human resources) of allowing unprofessional inappropriate behavior's in the social work environment. (bullying betrayal, gossip, sabotage)
Companies all over the world come to Regus to find the flexible workspace that enables them to do business more effectively. We have over 800,000 customers using our business centres every day, this gives us a wealth of experience in all workplace issues. If you’re looking for an expert to speak at your event, big or small, we are happy to provide trained speakers to talk about the issues your audience want to discuss.
Please contact Henry Collinge at press.office@regus.com if you would like a Regus speaker to present at your event.
Find out more about Regus: http://www.regus.com/?utm_campaign=slideshare
Job Anxiety and Occupational Stress among Employees of IT Sector: Impact on t...Dr. Amarjeet Singh
Information technology is the fastest growing sector in the country and the highest employer in the private sector. The fast-paced technological changes, the need to keep up with it and the huge workload puts enormous demands on the employees. They experience anxiety and stress at the workplace which affects, positively and negatively, their attitude towards their job and management. Hence, the study investigated the relationship between anxiety and stress experienced by the employees at the workplace and how each factor affects their attitude towards their management respectively. Since the study covered both male and female employees, hence similar nature of relationship between the variables was also examined separately for each gender
For this ex-post facto research, a convenience sample of 200 respondents through stratified sampling technique was chosen in 2019 from various IT firms in Hyderabad. The age of the respondents was between 24-36 years. The data for analysis was collected through 3 scales/ index viz. 1) Job Anxiety Scale by Dr. A. K. Srivastava 2) Occupational Stress Index by A K Srivastav and A P Singh 3) Attitude Scale for Measuring Employee Attitude Towards Management Attitude Scale for Measuring Employee Attitude Towards Management by Dr. K D Kapoor and a personal information sheet. Statistical tools of Pearson was applied to analyse the data.
The results of the study confirmed that occupational stress significantly and negatively predicted attitude towards management of the employees. But, on the contrary for job anxiety the relationship with employee attitude was found to be insignificant. The attitude towards management of female employees was found to be more significantly and negatively related to job anxiety and occupational stress respectively as compared to their male counterparts. This result belied the expectations. However, no interaction effect was observed between job anxiety and occupational stress while predicting attitude towards management. It is recommended that IT companies must design general and gender based intervention strategies to reduce job anxiety and occupational stress among employees.
This research is based on my educational background and professional experience, it determines the work life conflict and its effect on employee performance. The technique used for data collection is structural interviews from the survey respondents residing and employed in Jeddah. The response rate is optimum due to the accessible participants. Jeddah is selected to have survey as its the prime location in KSA. Methodology adopted to find the work life issues of the people of Jeddah and the effect on the employees working in different organizations at Jeddah. Most important is that Jeddah is a part of Muslim State and mostly people are believers of Islam and national language is Arabic. Public awareness was created by the researchers regarding the problem prevailing in the country on how some organizations are getting the benefits of social support work and some don’t and found out that out of many reasons one of them is the lack of specificity and adequateness of general-ability. In this research qualitative method is used which consists of primary as well as secondary approach for gathering information and relevant data. Interview questionnaires were used in order to gather the primary data. Moreover, critical evaluation and analyzing of the data was done by finding the reliability of collected and used data which were mainly gathered from the participants or the people of Jeddah who were employed in different organizations and were facing such kind of problems relating to work life and performance drawbacks. This research provides enough information about work life conflicts and its effects on the employee performance and contribution to alter attitudes of skills. One of the illustrations of organizations in Jeddah is Arabian Gulf manufactures LTD. Co having 24 hours production who require to expand a high stage of flexibility and openness to all humans including their leaders, workers or clients. Very few organizations have an affinity to grip the ethnocentric means for company decisions to establish and for their development. Research has originate that now organizations in Saudi Arabia give more concentration to cultural know how in global business to improve more developments and betterments of their employees.
28th December, 2015
Trimester: 153
Course ID: MGT 1307
Course Name: Principles of Management
The concept of work-life conflict has developed out of demographic and social changes that negatively resulted in a more diverse and declining workforce and different family/work models. Work-life conflict is seen as a way of distracting and not supporting the labor force for their economic well-being.
This review of research and literature in the areas of work-life conflict, work-place culture, employee engagement, discretionary effort and productivity aims to demonstrate the links between these factors.
This research includes case study and reviews of number of studies. However, workplace culture is identified as an intermediary factor in whether work-life conflict is related to decreased productivity.
Key aspects of workplace culture that negatively affects the link between work-life balance and productivity are managerial support, career consequences, gender differences in attitudes and use, attitudes and expectations of hours spent in the workplace and perception of fairness in eligibility for work-life options.
Although little research has been done specially linking solution for work-life conflict that whole heartedly supports work life balance.
purpose of this article is to discuss workplace engagement. The word engagement has been used to refer to two different things in the HR literatures, personally and organizationally. Engagement from personal perspective is the Psychological state in which the person experiences the feeling of being engaged to something he loves, the feeling of being enthused, and the enjoyment. There are different models and definitions of workplace engagement, such as the definition by Bakkar et al. (2006).This paper highlights on the advantages and disadvantages of engagement.
Work life balance is now playing an important role in deciding the job related performance of employees in any industry. Work swelling obligations in the workplace is very difficult for the employees to maintain a fair level of work life balance. Such circumstances impact on workers physiologically and psychologically. The hectic life of retention and excelling in jobs today put tremendous pressure on employees’ life and leads to a work life imbalance which is a problem that poses a big risk to workers well being, their performance as well as the organizational performance. This paper aims to study the level of work life balance among employees of Bajaj alliance life insurance company limited and explore how the work related activities and family related activities effect on the employees. K. G. Pavithra | Dr. D. Varalakshmi "A Study on Work Life Balance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33549.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/33549/a-study-on-work-life-balance/k-g-pavithra
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
Human resource is the key element of healthcare services in a globalizing world and business is the
most important resource in order to provide effective and efficient healthcare services. In the provision of health
services, employees in the healthcare enterprise serve patients with physical and mental capacity
CONCEPTUAL MODEL FIT FOR IMPACT OF OCCUPATIONAL STRESS ON PERFORMANCE AND SAT...IAEME Publication
The principle motivation behind this investigation is to investigate the impact of occupation weight on employment execution among the workers in the vehicle association. In addition, the exploration intends to find the pressure factors, for example, mental pressure and physical pressure. As recognized in other observational research, work pressure is affected by a few variables, remarkably job pressure. The job equivocalness, job strife and job over-burden, have the most impeding effects on the employees organizational stress in the work place. There has likewise been research demonstrating that workers in the official level are faced with emotional pressure in the enterprise. Thus, on analyzing the intensity of this stress factors, it has been chosen that activity stress, ought to be investigated to determine its effect on the employees execution. Subsequently this empirical study is expected to investigate the impact of Occupational stress on execution of work among the employees working in transportation enterprise, where Private Sector Banks in Thanjavur District is one kind of it in Tamil Nadu. It is trusted that the investigation will add to growing exploration on Occupational stress and furnish analysts and implementers with a chance to vigilance the impact of employment productivity on the performance and efficiency of the employees.
Conflict and Workers’ Morale in Manufacturing Companies in Rivers State, NigeriaAJSSMTJournal
This piece of work theoretically discussed workers’ morale and conflict in manufacturing
companies in Rivers State with specific elaborations on: the meaning of conflict, workers’ morale, causes and
types of conflict, review of extant literature on conflict and workers’ morale, conflict management, impacts
and the relationship betwixt conflict and workers’ morale in manufacturing companies in Rivers State.
Theoretical framework was based on the traditional and contemporary theories of conflict, the basis of
which the study found that, just like death, conflicts are omnipresent and inevitable in life and abounds in
manufacturing companies in Rivers State as virtually every sphere of the organizations gets ravaged by one
form of conflict or the other ranging from: interpersonal/intergroup conflict, intrapersonal/group conflict,
intra-organizational, constructive or functional conflict, dysfunctional or destructive conflicts. It was deduced
that conflicts occur in organizations as a result of: incompatible goals, different values and beliefs, inconsistent
evaluation and reward system, communication problems, struggle for power, authority/control, and
leadership style, scarcity of common resources, organizational demands and self-worth demands. It was also
found that if a conflict is not aptly and promptly managed, it can lead to truncated or reduced workers’ morale
causing decreased productivity, failure to attain set goals, absenteeism, low service delivery, profit reduction,
frustration, anger, fear, distrust or resentment amongst the workers’. Again, the nature of the conflict, though,
determines how best it could be managed and conflict can sometimes yield positive workers’ morale or result
if well managed, meaning that not all conflict situations are negatively inclined. The recommendation is that
efforts should constantly be made to ensure that the causes of conflicts are handled timely as apt detection
and handling of conflicting parties/issues will resolve concerns amicably. Workers should be oriented with the
importance of peaceful coexistence in the workplace as coercion or intimidation will only lead to counter
productivity/low morale. It is suggested that this study be repeated in different organizational setting and in
other states in Nigeria. This findings and recommendations would provide good practical and theoretical
background for conflict management in organizations in future
Looks at the financial business cost (operational and human resources) of allowing unprofessional inappropriate behavior's in the social work environment. (bullying betrayal, gossip, sabotage)
Companies all over the world come to Regus to find the flexible workspace that enables them to do business more effectively. We have over 800,000 customers using our business centres every day, this gives us a wealth of experience in all workplace issues. If you’re looking for an expert to speak at your event, big or small, we are happy to provide trained speakers to talk about the issues your audience want to discuss.
Please contact Henry Collinge at press.office@regus.com if you would like a Regus speaker to present at your event.
Find out more about Regus: http://www.regus.com/?utm_campaign=slideshare
Job Anxiety and Occupational Stress among Employees of IT Sector: Impact on t...Dr. Amarjeet Singh
Information technology is the fastest growing sector in the country and the highest employer in the private sector. The fast-paced technological changes, the need to keep up with it and the huge workload puts enormous demands on the employees. They experience anxiety and stress at the workplace which affects, positively and negatively, their attitude towards their job and management. Hence, the study investigated the relationship between anxiety and stress experienced by the employees at the workplace and how each factor affects their attitude towards their management respectively. Since the study covered both male and female employees, hence similar nature of relationship between the variables was also examined separately for each gender
For this ex-post facto research, a convenience sample of 200 respondents through stratified sampling technique was chosen in 2019 from various IT firms in Hyderabad. The age of the respondents was between 24-36 years. The data for analysis was collected through 3 scales/ index viz. 1) Job Anxiety Scale by Dr. A. K. Srivastava 2) Occupational Stress Index by A K Srivastav and A P Singh 3) Attitude Scale for Measuring Employee Attitude Towards Management Attitude Scale for Measuring Employee Attitude Towards Management by Dr. K D Kapoor and a personal information sheet. Statistical tools of Pearson was applied to analyse the data.
The results of the study confirmed that occupational stress significantly and negatively predicted attitude towards management of the employees. But, on the contrary for job anxiety the relationship with employee attitude was found to be insignificant. The attitude towards management of female employees was found to be more significantly and negatively related to job anxiety and occupational stress respectively as compared to their male counterparts. This result belied the expectations. However, no interaction effect was observed between job anxiety and occupational stress while predicting attitude towards management. It is recommended that IT companies must design general and gender based intervention strategies to reduce job anxiety and occupational stress among employees.
This research is based on my educational background and professional experience, it determines the work life conflict and its effect on employee performance. The technique used for data collection is structural interviews from the survey respondents residing and employed in Jeddah. The response rate is optimum due to the accessible participants. Jeddah is selected to have survey as its the prime location in KSA. Methodology adopted to find the work life issues of the people of Jeddah and the effect on the employees working in different organizations at Jeddah. Most important is that Jeddah is a part of Muslim State and mostly people are believers of Islam and national language is Arabic. Public awareness was created by the researchers regarding the problem prevailing in the country on how some organizations are getting the benefits of social support work and some don’t and found out that out of many reasons one of them is the lack of specificity and adequateness of general-ability. In this research qualitative method is used which consists of primary as well as secondary approach for gathering information and relevant data. Interview questionnaires were used in order to gather the primary data. Moreover, critical evaluation and analyzing of the data was done by finding the reliability of collected and used data which were mainly gathered from the participants or the people of Jeddah who were employed in different organizations and were facing such kind of problems relating to work life and performance drawbacks. This research provides enough information about work life conflicts and its effects on the employee performance and contribution to alter attitudes of skills. One of the illustrations of organizations in Jeddah is Arabian Gulf manufactures LTD. Co having 24 hours production who require to expand a high stage of flexibility and openness to all humans including their leaders, workers or clients. Very few organizations have an affinity to grip the ethnocentric means for company decisions to establish and for their development. Research has originate that now organizations in Saudi Arabia give more concentration to cultural know how in global business to improve more developments and betterments of their employees.
28th December, 2015
Trimester: 153
Course ID: MGT 1307
Course Name: Principles of Management
The concept of work-life conflict has developed out of demographic and social changes that negatively resulted in a more diverse and declining workforce and different family/work models. Work-life conflict is seen as a way of distracting and not supporting the labor force for their economic well-being.
This review of research and literature in the areas of work-life conflict, work-place culture, employee engagement, discretionary effort and productivity aims to demonstrate the links between these factors.
This research includes case study and reviews of number of studies. However, workplace culture is identified as an intermediary factor in whether work-life conflict is related to decreased productivity.
Key aspects of workplace culture that negatively affects the link between work-life balance and productivity are managerial support, career consequences, gender differences in attitudes and use, attitudes and expectations of hours spent in the workplace and perception of fairness in eligibility for work-life options.
Although little research has been done specially linking solution for work-life conflict that whole heartedly supports work life balance.
purpose of this article is to discuss workplace engagement. The word engagement has been used to refer to two different things in the HR literatures, personally and organizationally. Engagement from personal perspective is the Psychological state in which the person experiences the feeling of being engaged to something he loves, the feeling of being enthused, and the enjoyment. There are different models and definitions of workplace engagement, such as the definition by Bakkar et al. (2006).This paper highlights on the advantages and disadvantages of engagement.
Work life balance is now playing an important role in deciding the job related performance of employees in any industry. Work swelling obligations in the workplace is very difficult for the employees to maintain a fair level of work life balance. Such circumstances impact on workers physiologically and psychologically. The hectic life of retention and excelling in jobs today put tremendous pressure on employees’ life and leads to a work life imbalance which is a problem that poses a big risk to workers well being, their performance as well as the organizational performance. This paper aims to study the level of work life balance among employees of Bajaj alliance life insurance company limited and explore how the work related activities and family related activities effect on the employees. K. G. Pavithra | Dr. D. Varalakshmi "A Study on Work Life Balance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33549.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/33549/a-study-on-work-life-balance/k-g-pavithra
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
Human resource is the key element of healthcare services in a globalizing world and business is the
most important resource in order to provide effective and efficient healthcare services. In the provision of health
services, employees in the healthcare enterprise serve patients with physical and mental capacity
CONCEPTUAL MODEL FIT FOR IMPACT OF OCCUPATIONAL STRESS ON PERFORMANCE AND SAT...IAEME Publication
The principle motivation behind this investigation is to investigate the impact of occupation weight on employment execution among the workers in the vehicle association. In addition, the exploration intends to find the pressure factors, for example, mental pressure and physical pressure. As recognized in other observational research, work pressure is affected by a few variables, remarkably job pressure. The job equivocalness, job strife and job over-burden, have the most impeding effects on the employees organizational stress in the work place. There has likewise been research demonstrating that workers in the official level are faced with emotional pressure in the enterprise. Thus, on analyzing the intensity of this stress factors, it has been chosen that activity stress, ought to be investigated to determine its effect on the employees execution. Subsequently this empirical study is expected to investigate the impact of Occupational stress on execution of work among the employees working in transportation enterprise, where Private Sector Banks in Thanjavur District is one kind of it in Tamil Nadu. It is trusted that the investigation will add to growing exploration on Occupational stress and furnish analysts and implementers with a chance to vigilance the impact of employment productivity on the performance and efficiency of the employees.
Work place stress preventive and curative measuresIJMER
Stress has been defined in different ways over the years. Originally, it was conceived of as
pressure from the environment, then as strain within the person. The generally accepted definition today
is one of interaction between the situation and the individual. It is the psychological and physical state
that results when the resources of the individual are not sufficient to cope with the demands and
pressures of the situation. Thus, stress is more likely in some situations than others and in some
individuals than others. Stress can undermine the achievement of goals, both for individuals and for
organisations
Time Management and Professional Stress among Bank Managers: A Correlational ...iosrjce
The purpose of present research is to investigate relationship and between time management and
professional stress among bank managers. Moreover, it investigates gender difference on the variables of time
management and professional stress. The sample consisted on hundred subjects, was taken from various bank of
Government sector. How organize are you and Professional life Stress scale were used to assess time
management and professional stress in bank managers. Pearson product moment coefficient of Correlation and
t-test were calculated for analysis of data. Results indicated that there is a significant negative correlation
between time management and professional stress. Additionally, there is no significant differences in male and
female on the variables of time management and professional stress among bank managers
A STUDY ON STRESS MANAGEMENT AND COPING STRATEGIES WITH REFERENCE TO IT COMPA...IAEME Publication
Stress has become significant due to dynamic social factor and changing needs of life styles. Stress is man‘s adaptive reaction to an outward situation which would lead to physical, mental and behavioral changes. Even though stress kills brain cells, not all stresses are destructive in nature. Appropriate amount of stress can actually trigger passion for work, tap latent abilities and even ignite inspirations. The study throws light on the wide spread silent problem by name Stress‘, which gave rise to acute dysfunctions and are called many diseases, increase divorce rates, and other harassments. The work stress is found in all professions. IT professionals are very stress because they are highly target driven and highly pressured on results.
RESEARCH ARTICLE Open AccessThe interplay between structur.docxdebishakespeare
RESEARCH ARTICLE Open Access
The interplay between structure and agency
in shaping the mental health consequences of
job loss
Julia Anaf1*, Frances Baum2, Lareen Newman3, Anna Ziersch4 and Gwyneth Jolley5
Abstract
Background: Job loss is a discrete life event, with multiple adverse consequences for physical and mental health
and implications for agency. Our research explores the consequences of job loss for retrenched workers’ mental
health by examining the interplay between their agency and the structures shaping their job loss experiences.
Methods: We conducted two waves of in-depth, semi-structured interviews with a sample of 33 of the more than
1000 workers who lost their jobs at Mitsubishi Motors in South Australia during 2004 and 2005 as a result of
industry restructuring. Interviews capturing the mental health consequences of job loss were recorded and
transcribed verbatim. Thematic analysis was employed to determine the health consequences of the job loss and
the impact of structural factors.
Results: Main themes that emerged from the qualitative exploration of the psychological distress of job loss
included stress, changes to perceived control, loss of self-esteem, shame and loss of status, experiencing a grieving
process, and financial strain. Drawing on two models of agency we identified the different ways workers employed
their agency, and how their agency was enabled, but mainly constrained, when dealing with job loss
consequences.
Conclusions: Respondents’ accounts support the literature on the moderating effects of economic resources such
as redundancy packages. The results suggest the need for policies to put more focus on social, emotional and
financial investment to mediate the structural constraints of job loss. Our study also suggests that human agency
must be understood within an individual’s whole of life circumstances, including structural and material constraints,
and the personal or interior factors that shape these circumstances.
Keywords: Job loss, Unemployment, Mental health, Agency, Structure, Mitsubishi, Redundancy, Automotive,
Manufacturing
Background
This article explores the mental health consequences of
job loss resulting from the downsizing and partial clos-
ure in 2004 and 2005 of the South Australian subsidiary
of Mitsubishi Motors, a major automotive manufactur-
ing company. Job loss is a discrete life event with mul-
tiple adverse consequences for physical and mental
health, including depression and impaired psychosocial
functioning [1]. Mental health results from the complex
interplay between biological, psychological, social, envi-
ronmental and economic factors [2]; while social environ-
ments incorporate material, behavioural and psychosocial
factors that all strongly influence health [3]. Reviews of
literature [1,4] show that individuals experiencing job loss
may be the victims of external economic and social forces,
and their scope to exercise agency in support of their
health is strongly ...
Module 1
Unit 1 Basics of Professional Intelligence
A. Definition of Intelligence, Meaning of Human Intelligence, Gardener’s Theory of
multiple intelligence, Types of intelligence, Concept and features of PI, Importance
to firm and individual,
B. Process of developing PI, Factors affecting PI, Qualities required for PI, Challenges
of PI
Unit 2 Principles and Impact of PI
A. 21 Principles of PI, Impact of PI on: Recruitment, Organisational culture, Employees
B. Reasons for PI, Risk in PI
Module 2
Unit 3 Emotional Intelligence and Spiritual Intelligence
A. Meaning of Emotional intelligence, Dimension of Emotional Intelligence- Selfawareness, self-motivation, empathy, Social Skills, Mayer &Saloveys(1997)
Cognitive model of EI, Golemans (1995) model of EI
B. Spiritual intelligence, Methods to learn & develop spiritual Intelligence- Meditation,
Detached Observation, Reflection, Connecting, Practice
Unit 4 Professional Stress & PI in AI world
A. Stress- Definition, Physical and Mental Health, Meaning of Professional Stress, Job
design, work systems, World Health Organizations study on Job Stress, sources of
job stress – Survival Stress, Internal Stress , Environmental Stress, Fatigue.
Degrees of Stress - Acute Stress, Emotional distress, Chronic stress, Coping
mechanism of Stress
B. Accountability Ladder in Professional Intelligence, Distinction between Professional
intelligence and artificial intelligence
Organisational leanings, Innovation and PerformanceDr-Sarfaraz
Organisational learnings, Innovation and performance.
This Edited book is the result of all quality papers, articles and research based on organisational learning, organisational behaviour, human resource management, financial performance, information technology.
A Study on Occupational Stress Among Bus DriversIJMREMJournal
Professional driving is a very demanding task. According to the recent scientific evidence, Bus drivers tend to
report high levels of occupational stress, burnout and occupational traffic accidents. Health has always been
closely linked with occupation. Occupation related stress among working people is drastically increasing
worldwide. Stress at work place has become an integral part of everyday life and is referred as ‘worldwide
epidemic’ by the World Health Organization. This would have impact on the body and discomfort reflected in
various parts of the body bringing about certain health problems. This study is an attempt to analyze the various
factors that lead to stress among bus drivers and to examine the prevalence of health problems.
Psychosocial Risk: Moving from risk to opportunityGreg Kontusz
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2. SIT Journal of Management. Vol.4 (1); 2014
ISSN: 2278-9111
the work stress of the employees, student t test, analysis of variance,
co-efficient of variation, multiple regression analysis, factor analysis,
multiple discriminant function analysis, and percentage analysis were
employed. The present study focuses it main attention only on three
key areas of work stress, namely causes of work stress,
consequences/symptoms of work stress and stress coping strategies
followed in the Life Insurance Corporation of India in Chandigarh
division. The selected personal characteristics are gender, age,
education, monthly salary, cadre, years of experience and branch they
belong to. Satisfactory organizational climate, avenues for career
development, participation in decision making, fairness of superiors,
effective grievance handling, reward for better performance, physical
exercise for relieving of stress, excursion tours, adventure trips and
family picnic, consulting with well-wishers and personal counseling
are the suggestions of the employees to reduce their work stress in the
LIC of India inChandigarh division.
Keywords: Stress, Occupational Stress, Job Stress,Work Stress, etc.
Introduction
The success of any organization depends to a large extent upon the
capability, competence, efficiency, and level of development of
human resources, who being the active agents, accumulate capital,
exploit natural resources, and build social, economic and political
organizations. No organization can think of viability and
effectiveness without the efficient utilization of human resources.
Therefore, human resource is the most important resource and is
considered the backbone of every organization. Though factors such
as exploration of natural resources, availability of physical and
financial resources, and international aid contribute to the economic
development of a country, none of these factors is more significant
than committed manpower. In fact, all the development comes from
the human mind. It is evident from history that work has occupied an
important place in the life of human beings. How people have
thought and felt about the working experience have also been an age
old concern for both workers and managers. With the rapidly
changing technological, socio-economic, political, and legal
environment, effective management of human resources has become
a challenging job. With the growing recognition of the 'human
relations approach' in the management, the discomforts and dishonors
associated with work are apparently missing today, but the intangible
vulnerability and hazards in the shape of stress, strain and anxiety are
still ingrained init.Stress is an unavoidableconsequenceofmodern
3. SIT Journal of Management. Vol.4 (1); 2014
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living. Stress has probably been associated even with the life of
prehistoric man and is there to stay in every socio-economic setting.
Stress is a consequence of a misbalance between a person and his
environment, and the perceived inability to manage the hurdles and
resultant demands.
Concept ofWork Stress
Human course of life is attributed to countless activities. Working is
an activity among them acceptable to society. However, each
individual requires movements for production, creation, recognition,
honor and fame, including money. It is recognized world-wide as a
major challenge to individual mental and physical health, and
organizational health. When the pressure of work demands becomes
excessive and prolonged, people perceive a threat to their well-being
and then experience unpleasant emotions such as fear, anger or
anxiety. These demands may be related to time pressure or the amount
of work, or may refer to the difficulty of the work or the empathy
required, or even to the inability to show one's emotions at work.
Demands may also be physical, i.e. high demands in the area of
dynamic and static loads. It leads to work stress of employees. Work-
related stress is a pattern of reactions that occurs when workers are
presented with work demands that are not matched to their
knowledge, skills or abilities, and which challenge their ability to
cope. Work stress is the natural reaction of people to being put under
intense pressure at work over a period of time. Although the link
between psycho-social aspects of the job and the health and well-
being of workers has been well documented, limited work has been
doneonthe effects ofdistinct stressors onjob performance.
Work stress is defined as the harmful physical and emotional
responses that occur when job requirements do not match with the
worker's capabilities, resources, and needs. Work stress is caused by
environmental factors threatening the work of an individual. They are
workloads, hazardous roles, role conflict, and unhealthy work
conditions, high responsible job and relation with others such as
colleagues and so on. One important source of work stress is job
strain. Job strain is determined by the interactions between
psychological demands and decision latitude. The first dimension, the
psychological demands on the worker, relates to pace and intensity,
skills required, and the ability to keep up with colleagues. The second
dimension relates to the degree of creativity versus repetition, as well
as the extent of freedom and responsibility to decide what to do and
when to do it. Therefore, work stress is a state that an individual could
not adjust himselftothearousedsituation affecting bodyand mind
4. SIT Journal of Management. Vol.4 (1); 2014
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and lessening productivity. Stressed workers are more likely to be
unhealthy, poorly motivated, less productive and less safe at work.
Work-related stress costs the national economy a staggering amount
insickpay,lost productivity,health careandlitigation costs.
Statement of the Problem
Workplaces were transformed by globalization, privatization, process
reengineering, mergers and acquisitions, strategic alliances, joint
ventures and the like. Therefore, working life of today is
characterized by continuous and often extensive changes. In order to
handle the situation, organizations are keen on minimizing their costs,
and this has often resulted in organizational downsizing. The
consequences of downsizing are manifold: some employees lose their
jobs, and those who keep their jobs are expected to work
harder/effectively and to cope with uncertainty about their future
employment. The advent of technological revolution in all walks of
life coupled with globalization and privatization policies has
drastically changed conventional patterns in all sectors. The
insurance sector is no exemption. During the past decade, the
insurance sector had undergone rapid and striking changes like policy
changes due to globalization and liberalization, increased
competition due to the entrance of more private insurance companies,
downsizing, introduction of new technologies, etc. Due to these
changes, the employees in the life insurance sector are experiencing a
high level of stress. Globalization and privatization led policies
compelled the life insurance sector to reform and adjust to have a
competitive edge to cope with multinationals led environment. The
above said transformations have affected the social, economic and
psychological domains of the life insurance employees and their
relations. Inherently, certain research questions arise. For instance,
“What causes work stress among life insurance employees?” and
“how is high stress impacting the performance of the employees?” are
the key variables for the research problem. As such, the present study
will help to develop more appropriate strategies to cope with work
stress and these could be incorporated into a more fully integrated set
of human resource policies for better performance of life insurance
employees. With this background, the researcher has made an attempt
to study the work stress of the employees of Life Insurance
Corporation of IndiainChandigarh division.
Objectives of theStudy
1. Tofind out thecauses ofwork stress of employees ingeneral.
5. SIT Journal of Management. Vol.4 (1); 2014
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2. To study the acceptance level of the employees towards various
causes for the work stress in the Life Insurance Corporation of
India inChandigarhdivision.
3. To study the perception of the employees towards impact of
work stress in the Life Insurance Corporation of India in
Chandigarh division.
4. To study the attitude of employees towards stress coping
strategies followed in the Life Insurance Corporation of India in
Chandigarh division.
5. To offer suitable measures to overcome the work stress of the
employees of the Life Insurance Corporation of India in
Chandigarh division based on thefindings ofthestudy.
Testing of Hypotheses
Thefollowingnull hypotheses wereformulatedand tested.
H01: There is no significant relationship among the acceptance
levels of the respondents belonging to different demographic
profiles towards causes of work stress in the Life Insurance
Corporation of India,Chandigarh division.
H02: The demographic variables of the employees do not have
any influence on their perception towards impact of work
stress in the Life Insurance Corporation of India in Chandigarh
division.
Scopeof theStudy
The present study attempts to examine the work stress of employees
in the Life Insurance Corporation of India in Chandigarh division.
The study is confined to all 22 branches in the Chandigarh division. In
the present study, the perception of the Class I, Class II and Class III
employees was only studied. Work stress is a vast subject; therefore,
the present study focuses it main attention only on three key areas of
work stress, namely causes of work stress, consequences/symptoms
of work stress, and stress coping strategies followed in the Life
Insurance Corporation of IndiainChandigarh division.
Sampling Design
There are 22 branches in the LIC of India, in Chandigarh division. The
researcher has chosen all 22 branches. The total strength of the
employees in the 22 branches was 942 as on 30.5.2011. By adopting
stratified random sampling technique, 471 respondents (50% of the
population) i.e. 115 Class I, 86 Class II, and 270 Class III employees
wereselected.
6. SIT Journal of Management. Vol.4 (1); 2014
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DataCollection andAnalysis
The present study is empirical in nature based on survey method. The
first-hand information for the study was collected from the Divisional
Office of the LIC of India, Chandigarh division. As an essential part of
the study, the primary data were collected from 471 employees with
the help of questionnaire. A pilot study was conducted with 25
employees. In the light of the experience gained from the pilot study,
few changes were incorporated in the revised questionnaire. Each
question was improved of its relevance and meaning by constant
interaction with experts in the areas. The questionnaire was
constructed based on Likert Scaling technique. As an essential part of
the study, the primary data were collected for a period of 6 months
from July 2011 to December 2011. The secondary data were collected
mainly from journals, reports, books, and records of the LIC of India,
Chandigarh division. In order to analyze the work stress of the
employees, student t test, analysis of variance, co-efficient of
variation, multiple regression analysis, factor analysis, multiple
Discriminant function analysis, and percentage analysis were
employed.
Findings
1. A significant relationship is found among the acceptance levels
of the respondents belonging to different genders, age groups,
educational status groups, monthly salary groups, cadres and
years of experience towards factors contributing to work stress
in the LIC of India, Chandigarh division. There is no significant
relationship among the acceptance levels of the respondents
belonging to different branches towards factors contributing to
work stress.
2. Male respondents, respondents in the age group above 50 years,
respondents having Diploma/ITI qualification, respondents
drawing monthly salary below Rs.20000, Class III employees,
respondents belonging to above 20 years of experience and
employees working at Barnala branch have higher acceptance
level towards factors contributing to work stress towards in the
LIC of India,Chandigarh division.
3. There exists consistency in the acceptance level of female
respondents, respondents belonging to 41-50 years, respondents
who have H.Sc qualification, respondents drawing salary upto
Rs.20000, Class II employees, respondents having above 20
years of experience and employees of Mandi Gobindgarh
branch towards factors contributing to work stress in the LIC of
India, Chandigarh division.
7. SIT Journal of Management. Vol.4 (1); 2014
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4. Gender, age, monthly salary, cadre and years of experience of
the employees have significant effect on the factors contributing
to work stress in the LIC of India, Chandigarh division at 1%
level. The educational status of the respondents has no
significant effect on the factors contributing to work stress in the
LIC of India,Chandigarh division.
5. In regards to organizational causes of work stress in the LIC of
India, Chandigarh division, majority of the respondents reveal
that they disagree (30.36%), followed closely by agree
(21.87%) and strongly agree (20.59%). 15.07% and 12.10% of
the respondents neither agree nor disagree and strongly disagree
respectively with the organizational causes of work stress. The
average acceptance score reveals that the respondents have a
higher acceptance level (3.41) towards inadequate salary,
followed by existence of strong politics and bureaucracy (3.27).
In the case of needless punishments, the respondents have a
loweracceptancelevel (2.69).
6. Out of 471 respondents, majority of the respondents indicate
that they agree (37.15%) with the job related causes of work
stress in the LIC of India, Chandigarh division, followed by
strongly agree (19.10%) and strongly disagree (18.04%).
13.59% and 12.10% of the respondents neither agree nor
disagree and disagree respectively with the job related causes of
work stress.
7. Majority of the respondents indicate that they agree (29.08%)
with the human related causes of work stress in the LIC of India,
Chandigarh division, followed by strongly disagree (22.08%)
and strongly agree (17.41%). 16.13% and 15.29% of the
respondents neither agree nor disagree and disagree with the
human related causesofwork stress.
8. Out of 471 respondents, majority of the respondents say that
they strongly disagree (31.21%) with the social causes of work
stress in the LIC of India, Chandigarh division, followed closely
by agree (26.54%), and neither agree nor disagree (16.98%).
15.07% and 10.19% of the respondents strongly agree and
disagreerespectivelywith thesocial causes ofwork stress.
9. Out of 471 respondents, majority of the respondents express
that they strongly agree (37.58%) with the familial and domestic
causes of work stress, followed by agree (25.48%) and strongly
agree (15.50%). 13.37% and 8.06% of the respondents neither
agree nor disagree and disagree respectively towards familial
and domesticcauses ofwork stress.
10. Thereis nosignificant relationship amongtheacceptance levels
8. SIT Journal of Management. Vol.4 (1); 2014
ISSN: 2278-9111
of the respondents belonging to different genders and different
branches towards impact of work stress in the LIC of India,
Chandigarh division. A significant relationship is found among
the acceptance levels of the respondents belonging to different
age groups, educational status groups, monthly salary groups,
cadres and yearsofexperiencetowardsimpact ofwork stress.
11. Female respondents, respondents in the age group above 50
years, respondents having H.Sc qualification, respondents
belonging to monthly salary below Rs.20000, Class III
employees, respondents with the above 20 years of experience
and employees working at Barnala branch have higher
acceptance level towards impact of work stress in the LIC of
India, Chandigarh division.
12. There exists consistency in the acceptance level of female
respondents, respondents belonging to 41-50 years, respondents
who have H.Sc qualification, respondents drawing salary below
Rs.20000, Class II employees, respondents having 16-20 years
of experience and employees of Chandigarh Divisional Office
towards impact of work stress in the LIC of India, Chandigarh
division.
13. Gender at 5% level and education, monthly salary, cadre and
years of experience of the employees at 1% level have
significant effect on the impact of work stress in the LIC of
India, Chandigarh division. Age of the respondents has no
significant effect on the impact of work stress in the LIC of
India, Chandigarh division.
14. In regards to physical symptoms of work stress in the LIC of
India, Chandigarh division, majority of the respondents reveal
that they strongly disagree (38.22%), followed closely by
neither agree nor disagree (21.44%) and strongly agree
(19.32%). 14.01% and 7% of the respondents agree and disagree
respectivelywith thephysical symptoms ofwork stress.
15. Majority of the respondents indicate that they strongly agree
(30.57%) with the psychological symptoms of work stress in the
LIC of India, Chandigarh division, followed by neither agree
nor disagree (24.42%) and agree (20.17%). 6.58% and 18.26%
of the respondents disagree and strongly disagree respectively
towards psychological symptoms ofworkstress.
16. Out of 471 respondents, majority of the respondents say that
they strongly disagree (29.72%) with the behavioural symptoms
of work stress in the LIC of India, Chandigarh division,
followed closely by agree (24.20%), and strongly agree
(22.92%). 19.74% and3.40%oftherespondents neitheragree
9. SIT Journal of Management. Vol.4 (1); 2014
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nor disagree and disagree respectively with the behavioural
symptoms ofworkstress.
17. Out of 471 respondents, majority of the respondents indicate
that they neither agree nor disagree (31%) with the intellectual
symptoms of work stress in the LIC of India, Chandigarh
division, followed by strongly disagree (28.24%) and agree
(21.23%). 11.25% and 8.28% of the respondents strongly agree
and disagree respectively with the intellectual symptoms of
work stress.
18. In regards to organizational symptoms of work stress in the LIC
of India, Chandigarh division, majority of the respondents
reveal that they strongly disagree (37.58%), followed closely by
neither agree nor disagree (20.81%) and agree (17.62%).
13.80% and 10.19% of the respondents strongly agree and
disagree respectively with the organizational symptoms of work
stress.
19. Factor analysis is applied to find out the underlying dimensions
in the set of statements relating to strategies adopted to cope
with work stress in LIC of India, Chandigarh division. The 28
variables in the data were reduced to 8 factor model namely,
counseling, relaxation, meditation and exercise, breaking
monotony, sharing problems, motivation, stress management
and selfimprovement and training
20. The MDA technique applied resulted in two discriminant
functions, of which the factors relating to 'Expression of
Feelings' contributed to the first function and the items relating
to 'Mental and Physical Relaxation' contributed to the second
discriminant function. The efficiency of these functions was
tested using classification matrix which predicted 83.90% of the
cases correctly. The MDA results further show that the Class I
and Class II employees differ more from Class III employees in
'Expression of Feelings'. Class I and Class III employees differ
in 'Mental and Physical Relaxation' dimension from Class II
employees.
21. In regards to counseling of employees in the LIC of India,
Chandigarh division, majority of the respondents reveal that
they strongly disagree (55.20%), followed closely by neither
agree nor disagree (16.13%) and strongly agree (12.53%).
11.25% and 4.88% of the respondents agree and disagree
respectivelywith the counselingof employees.
22. Out of 471 respondents, majority of the respondents indicate
that they strongly agree (51.59%) with the relaxation strategy of
the LIC of India,Chandigarh division tocopewith work stress,
10. SIT Journal of Management. Vol.4 (1); 2014
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followed by agree (16.56%) and strongly disagree (14.44%). 13.80%
and 13.60% of the respondents neither agree nor disagree and
disagreerespectivelywith therelaxation strategy.
23. Out of 471 respondents, majority of the respondents indicate
that they strongly disagree (36.94%) with the meditation and
exercise facilities given to employees of the LIC of India,
Chandigarh division to reduce their work stress, followed by
neither agree nor disagree (27.60%) and strongly agree
(21.44%). 14.01% of the respondents agree with the meditation
and exercisefacilities given to employees.
24. In regards to breaking monotony of employees in the LIC of
India, Chandigarh division, majority of the respondents reveal
that they strongly agree (51.80%), followed closely by agree
(28.45%) and neither agree nor disagree (12.31%). 1.91% and
5.52% of the respondents disagree and strongly disagree
respectivelywith thebreakingmonotonyofemployees.
25. Out of 471 respondents, majority of the respondents indicate
that they strongly agree (52.87%) with the sharing of problems
in the LIC of India, Chandigarh division, followed by agree
(21.86%) and strongly disagree (12.74%). 10.19% and 2.33% of
the respondents neither agree nor disagree and disagree
respectivelywith thesharingofproblems.
26. In regards to employee motivation in the LIC of India,
Chandigarh division, majority of the respondents reveal that
they strongly agree (35.67%), followed closely by strongly
disagree (20.81%) and agree (20.38%). 18.04% and 5.09% of
the respondents neither agree nor disagree and disagree
respectivelywith the employee motivation.
27. Out of 471 respondents, majority of the respondents indicate
that they strongly agree (42.68%) with the stress management of
the LIC of India, Chandigarh division, followed closely by
strongly disagree (20.59%) and agree (19.11%). 14.22% and
3.40% of the respondents neither agree nor disagree
respectivelywith thestress management.
28. In regards to self-improvement and training of employees in the
LIC of India, Chandigarh division, majority of the respondents
reveal that they strongly agree (33.97%), followed closely by
agree (27.81%) and strongly disagree (26.11%). 7.43% and
4.67% of the respondents neither agree nor disagree
respectivelywith theself-improvement andtraining.
29. Respondents ranging from 27.87 per cent to 40.54 per cent
suggest that satisfactory organizational climate, avenues for
career development, and participation indecision makingwill
11. SIT Journal of Management. Vol.4 (1); 2014
ISSN: 2278-9111
reduce the work stress of employees in the LIC of India, Chandigarh
division. Fairness of superiors, effective grievance handling and
reward for better performance are the suggestions of the
employees to reduce their work stress at 42.69%, 45.61% and
46.97% respectively. Respondents ranging from 55.83 per cent
to 62.84 per cent suggest that physical exercise for relieving of
stress, excursion tours, adventure trips and family picnic,
consulting well-wishers and personal counseling will reduce the
work stress inthe LIC of India, Chandigarhdivision.
Suggestions
1. Relaxation is the best strategy to reduce work stress. Every
employee should schedule time for relaxation in his/her routine.
There are many relaxation skills including the use of music,
meditation, diaphragmatic breathing exercises, aerobic exercise
and muscle relaxation. Relaxation facilities like yoga and
meditation should be arranged by the LIC of India, Chandigarh
division. Moreover, exercise helps an employee to tackle the
physiological changes that occur during stress. To effectively
combat stress, employees need to activate the body's natural
relaxation response. The regular practice of meditation helps in
stress reduction by improving concentration, providing mental
relaxation andenhancing clarityofthought.
2. Importance to recreational activities by conducting outing and
mind refreshing sessions, organizing workshops and
discussions are essential to enable the employees of LIC of
India, Chandigarh division to get more acquaintance related to
theirnatureofjob.
3. The eighties and nineties were the decades of rapid growth in the
insurance industry and the consequent quick promotions which
often resulted in serious skill gaps at certain levels. This has
obviously raised the expectation level of lower cadre employees
who joined later. However, the sluggish growth has greatly
deterred the proportionate promotion opportunities to higher
levels. This has obviously created organizational frustration and
stress. Therefore, the LIC of India should formulate the
aggrieved employees committee to mitigate this unpleasant
state of affairs and for specific structural and behavioral
remedies toinspirethe employees.
4. Insurance is basically a joint intensive industry and much needs
to be done in so far as work scheduling is concerned. Since the
employees havetoworkunderstricttimes,it is essential that
12. SIT Journal of Management. Vol.4 (1); 2014
ISSN: 2278-9111
physical and mental comfort at work is ensured. Such an arrangement
can weaken the intrinsic strain attached to the job. Therefore, the
LIC of India, Chandigarh division, shall provide air
conditioning and central heating facilities during appropriate
seasons and operate a music channel at a modest volume in the
premises in the working hours. This arrangement can weaken
thework stress ofthe employees.
5. Work stress is an important barrier in the working organization.
Stress audit can be undertaken to identify stress area and
improve conditions of job to alleviate work stress. The stress
audit should include data gathering on the organizational
climate, frustrations and stresses of employees. Moreover, the
LIC of India, Chandigarh division, can conduct regular health
check up, health screening camps, yoga classes and meditation
for employees to make them physically and mentally fit.
Therefore, the LIC of India, Chandigarh division at the branch
level should undertake a periodic stress audit studying
systematicallythedominant stresses prevalent at thebranch.
6. It has been found from the study that the employees feel that
their 'hard work and skill is not recognized'. The LIC of India,
Chandigarh division, must identify dynamic employees and
their groups and appreciate them by giving suitable rewards,
increment, special pay, family tour, extra leave, holiday home,
get together with their families, appreciation letters,
highlighting their good work amongst other employees on
special occasions, etc.
7. If an official has the ability to remain calm in work situations
that are stressful, it is far easier for their employees to remain
calm. In addition, there are several organizational changes that
an official can make in order to reduce workplace stress such as
offer rewards and incentives, show that individual workers are
valued, provide opportunities for career development, define
employees' roles and responsibilities, provide opportunities for
social interaction among employees, make communication
friendly and efficient, give workers opportunities to participate
in decisions, share information with employees to reduce
uncertainty about their jobs and futures, and praise good work
performance, both verbally and officially, through schemes such
as 'employee of the month'. Therefore, it is suggested that LIC of
India, Chandigarh division, can use and institute these
organizational changes in order to reduce workplace stress to a
minimum level.
14. SIT Journal of Management. Vol.4 (1); 2014
ISSN: 2278-9111
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