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Chapter 1 INTRODUCTION

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Introduction
Stress is a universal element and persons from nearly every walk of life have to face stress. Stress can have negative impacts on both the employee and the organization. Actually, in this research paper it was checked that what the impact occupational stress produced upon employees. The study describes the occupational stress in public and private banks. A randomly selected sample of 100 employees from private and public banks shows that occupational stress is found higher among private bank employees compared to public bank employees. Among different occupational stress variables role over load, role authority, role conflict and lack of senior level support contribute more to the occupational stress. Bank employees cannot afford the time to relax and "wind down" when they are faced with work variety, discrimination, favouritism, delegation and conflicting tasks.

During the past decade, the banking sector had under gone rapid and striking changes like policy changes due to globalisation and liberalisation, increased competition due to the entrance of more private (corporate) sector banks, downsizing, introduction of new technologies, etc. Due to these changes, the employees in the banking sector are experiencing a high level of stress. The advent of technological revolution in all walks of life coupled with globalisation, privatisation policies has drastically changed conventional patterns in all sectors. The banking sector is of no exemption. The 1990s saw radical policy changes with regarding to fiscal deficit and structural changes in India so as to prepare here to cope with the new economic world order. Globalisation and privatisation led policies compelled the banking sector to reform and adjust to have a competitive edge to cope with multinationals led environment. The implications of the above said transformations have affected the social, economical and psychological domains of the bank employees and their relations. Evidence from existing literature states that more than 60% of the bank employees have one or other problem directly or indirectly related to these drastic changes. All the factors discussed above are prospective attributes to causeOccupational stress and related disorders among the employees. Although a lot of studies have been conducted on the psychosocial side of the new policy regime in many sectors, there are only few studies, as far as the banking sector is concerned, while the same sector has been drastically influenced by the new policies.

People react to stress in different ways. Some coping much better than others and suffering fewer of the harmful effects of stress. Just as stress differs as a function of the individual, it also differs as a function of ones type of occupation. Some occupations are, of course, inherently more stressful than others. All of the stress-strain-health relationships have an obvious impact on the organization and industry. Occupational stress is becoming increase- singly globalized and affects all countries, all professions and all categories of workers, as well as families and
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society in general (Ahmad and Ahmad, 1992). Beehr and Newman (1978) define occupational stress as "A condition arising from the interaction of people and their jobs and characterized by changes within people that force them to deviate from their normal functioning." Job stress can be defined as the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker. Job stress can lead to poor health and even injury (NIOSH). When the demands and pressures placed on individual workers do not match the resources which are available, either from the organization or within the individual, stress can occur and endanger that Persons health and well-being. (Employment Relations and Union Services: Health and SafetyWorkplace Stress, 2004). Occupational stress is any discomfort which is felt and perceived at a personal level and triggered by instances, events or situations that are too intense and frequent in nature so as to exceed a persons coping capabilities and resources to handle them adequately (Malta, 2004). 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 psycho- logical 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 organizations. If key staff and large number of workers are affected, work stress may challenge the healthiness and performance of their organization. Unhealthy organizations do not get the best from their workers and this may affect not only their performance in the increasingly competetive market but eventually even their survival. When affected by work stress people may: Become increasingly distressed and irritable. Become unable to relax or concentrate. Have difficultly thinking logically and making decision. Enjoy their work less and feel less committed. Feel tired, depressed, and anxious. Have difficulty sleeping. Experience serious physical problem such as heart disease, increases in blood pressure, headaches.

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Chapter 2 Industry /company profile

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Industry profile Evolution of the Indian Banking Industry:

The Indian banking industry has its foundations in the 18th century, and has had a varied evolutionary experience since then. The initial banks in India were primarily traders banks engaged only in financing activities. Banking industry in the pre-independence era developed with the Presidency Banks, which were transformed into the Imperial Bank of India and subsequently into the State Bank of India. The initial days of the industry saw a majority private ownership and a highly volatile work environment. Major strides towards public ownership and accountability were made with nationalization in 1969 and 1980 which transformed the face of banking in India. The industry in recent times has recognized the importance of private and foreign players in a competitive scenario and has moved towards greater liberalizations In the evolution of this strategic industry spanning over two centuries, immense developments have been made in terms of the regulations governing it, the ownership structure, products and services offered and the technology deployed. The entire evolution can be classified into four distinct phases.

Phase I- Pre-Nationalisation Phase (prior to 1955) Phase II- Era of Nationalisation and Consolidation (1955-1990) Phase III- Introduction of Indian Financial & Banking Sector Reforms and Partial Liberalisation (1990-2004) Phase IV- Period of Increased Liberalisation (2004 onwards)

Growth and Present Status of t h e Industry:By the 1960s, the Indian banking industryhas become an in important tool to facilitate the development of the Indian economy. At the same time, it has emerged as a large employer, and a debate has ensued about the possibility to nationalize the banking industry. Indira Gandhi, thethen Prime Minister o: India expressed the intention of the GOI in the annual conference of the All India Congress Meeting in a paper entitled "Stray thoughts on Bank Nationalization

The paper was received with positive enthusiasm. Thereafter, her move was swift and sudden, and the GOI issued an ordinance and nationalized the 14 largest commercial banks with effect from the midnight of July 19, 1969. Jayaprakash Narayan, a national leader of India, described the step as a "masterstroke of political sagacity." Within two weeks of the issue of the
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ordinance, the Parliament passed the Banking Companies (Acquisition and Transfer of Undertaking) Bill, and it received the presidential approval on 9th August, 1969. A second dose of nationalization of 6 more commercial banks followed in 1980. The stated reason for the nationalization was to give the government more control of credit delivery. With the second dose of nationalization, the GOI controlled around 91% of the banking business of India. After this, until the 1990s, the nationalize banks grew at a pace of around 4% closer to the average growth rate of the Indian economy.

Future of the Industry:A healthy banking system is essential for any economy striving to achieve good Growth and yet remain stable in an increasingly global business environment. The Indian banking system, with one of the largest banking networks in the world, has witnessed a series of reforms over the past few years like the deregulation of interest rates, dilution of the government stake in public sector banks (PSBs), and the increased participation of private sector banks. The growth of the retail financial services sector has been a key development on the market front. Indian banks (both public and private) have not only been keen to tap the domestic market but also to compete in the global market place. New foreign banks have been equally keen to gain a foothold in the Indian market. The momentum in credit growth has been maintained during 2005-06 due to two factors: The corporate sector has stepped up its demand for credit to fund its expansion plans; there has also been a growth in retail banking. However, even as the opportunities increase, there are some issues and challenges that Indian banks will have to contend with f they are to emerge successful in the medium to long term. This report discusses these issues and challenges - both intrinsic and external.

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Company Profile
Dena Bank was founded on May 26, 1938 by the family of Devkaran Nanjee under the name Devkaran Nanjee Banking Company. It became a Public Limited Company in December 1939 and later the name was changed to Dena Bank. In July 1969 Dena Bank along with 13 other major banks was nationalized and is now a Public Sector Bank constituted under the Banking Companies (Acquisition & Transfer of Undertakings) Act, 1970. Under the provisions of the Banking Regulations Act 1949, in addition to the business of banking, the Bank can undertake other business as specified in Section 6 of the Banking Regulations Act, 1949. Dena Bank has been the first Bank to introduce - Minor Savings Scheme, Credit card in rural India known as 'DENA KRISHI SAKH PATRA' (DKSP), Drive-in ATM counter of Juhu, Mumbai, Smart card at selected branches in Mumbai and Customer rating system for rating the Bank Services. Milestones

One among six Public Sector Banks selected by the World Bank for sanctioning a loan of Rs 72.30 crore for augmentation of Tier-II Capital under Financial Sector Developmental project in the year 1995 One among the few Banks to receive the World Bank loan for technological upgradation and training Launched a Bond Issue of Rs 92.13 crore in November 1996 Maiden Public Issue of Rs 180 crore in November 1996 Introduced Tele banking facility of selected metropolitan centers In June 2011, Dena Bank on its 74th Foundation Day, launched its Mobile Banking and Phone Banking facilities for its customers.

Products and Services

Personal Banking- It offers various products and services such saving account, loans, deposits, ATM facility, RTGS/NEFT facility, Internet banking, demat services, etc. Priority and SME- It also caters services to Priority and SME segment such as providing various kinds of products to meet their various agricultural and business requirements. Corporate Finance - According to various business needs of corporates in the corporate sector, its offers products and services as per their requirements. It also provides banking services to NRI Clients such as saving accounts, various deposit

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schemes, remittance services, loans and overdraft facility, etc. Present Status of Organization:Dena bank might just be another case of bank in trouble. Going by the recent observations of the accounting department of the bank itself, the bank's capital adequacy ratio (CAR) and profitability in serious doubts.An analysis of the financial position of the bank for the year 200203, by the accounts department of Dena bank, copy of which is in the possession of Indian Express, showed that the bank's CAR stood at 9.33% would go down as low as 6.02% as per the latest RBI guidelines. In simple terms, a low CAR implies that the bank would be trouble there is a run on it since it has overexposed itself. Further, miscellaneous income, which also accounted for the increase in profits, went up by Rs.32.92 crores of the miscellaneous income was due to transfer of old credits over five years lying with the bank in suspense receipts / unclaimed credits.

Another element of doubts in the results is the fact that the bank had reversed an amount of Rs.18.40 crores to the balance sheet as disputed tax liability. This was based on the expert opinions received by bank on tax consultants and also on a high court together accounted for Rs.83.40 crores of profit. Dena Bank company profile : Industry Finance: Bank Business Public Group sector 532121 LTP (Rs.) DENA BANK ISIN No Public Sector Face Value/M 10.00/1 Lot P/E Ratio INE077A01010 P/E Ratio 4.19 3364.06 Cr

BSE code NSE code

Other Business Group Listings ISIN No. Public Issue Date Public Sector NSE INE077A01010 28/10/1996
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Chapter 3 Literature Review

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LITERATURE REVIEW
An individual in his or her job in bank face stress as Jamshed et al.,(2011)suggested The workplace is potentially an important source of stress for bankers because of the amount of time they spent in their respective banks. And that stress often decrease their performance. Therefore occupation of individuals could be a major source of stress in the given circumstances. When individuals face stress due to various conditions of their occupation and fail to cope with stress, it results into burnout,. Basically in banking sector lack of administrative support from boss(manager), work overload & time pressure, risky ness of job, poor relationship with customers & coworkers, and work family balance cause stress which in turns decrease employee performance. The same was contributed by Materson (1980) Causes of stress are many like work load, cuts in staff, change at work, long work hours, shift work, lack of supervision, inadequate training, inappropriate working conditions, too heavy responsibilities and poor relations with colleagues. Another study found that -huge and multi fields literature points a lot of key factors such as work environment, management support, workload etc in determining how stressful the work can be and its effect on employee physical and mental health. In banking sector particularly higher management doesnt realize the impact of stress on employee performance which ultimately results in critical managerial dilemma as Higher level of stress existed with no managerial concern for solution consequently lowering the employee performance, staking organizational reputation and loss of skilled employees, these situations call for immediate concern from organization management for employing effective stress management practices to increase employee satisfaction and overall employee performance. Work overload & time pressure to complete too much work in short span of time is big source of stress which decrease the performance of employees as Bank (2010) studied With excessive pressures, the job demands cannot be met, relaxation turns to exhaustion and a sense of satisfaction replaces with the feelings of stress, motivation sheds away and the workers start losing interest in the work and hence performance chart shows a negative trend. The performance of individuals also decreased when stress is caused by inability of individual to maintain a reasonable balance between family life and work life as he/she has to spend a lot of time in his/her working. McCubbin & Figley (1983) suggested that Job related stress can be mostly immobilizing because of its possible threats to family functioning and individual performance. Job related stress can create a difference between demands on families and the ability of families to provide material security for them. And that inability to maintain a reasonable balance between family life and work life results in work to family conflict which in turn cause stress and ultimately decreases the employee performance. According to Anderson (2002) work to family conflicts is also a predecessor which creates stress in employees of an
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organization.In banks the poor relationship among employees often cause stress and have adverse effects on the performance of employees. Lack of social support from colleagues and poor interpersonal relationships can cause stress especially among employees with a high social need. Margot Shields (2006) suggested. Different sources of work stress do not occur in isolation but indeed interact with one another. Stress caused by degree of involvement in decision making is a big source of decrease in performance of individual as Meneze (2005) described Misfit with organization, no part in decision making, were reported main causes of stress as well no control over work environment, personality traits, lack of relaxation along with ambiguous rules affect employees performance. The nature of job in banking sector is too much risky. There is operational risk involved in transactions which always put pressure on employees to avoid wrong entries. The employees in return feel job insecurity which cause great stress on them. Physical exertion and job insecurity can also cause stress. so job insecurity is also a major cause of stress on the job that negatively affect the performance of employees in the banking sector.

Work stress thought to affect organization by: 1) Increasing absenteeism. 2) Decreasing commitment to work. 3) Increasing staff turn-over. 4) Increasing complaints from clients and customers. 5) Increasing unsafe working practice. 6) Adversely affect staff recruitment. 7) Damaging the organization image both among its workers and externally. During the past decade, the banking sector had under gone rapid and striking changes like policy changes due to globalization and liberalization, increased competition due to the entrance of more private (corporate) sector banks, downsizing, introduction of new technologies, etc. Due to these changes, the employees in the banking sector are experiencing a high level of stress. The advent of technological revolution in all walks of life coupled with globalization, privatization policies has drastically changed conventional patterns in all sectors. The banking sector is of no exemption. The 1990s saw radical policy changes with regarding to fiscal deficit and structural changes in India so as to prepare her to cope with the new economic world order. Globalization and privati- sation led policies compelled the banking sector to reform and adjust to have a competitive edge to cope with multi- nationals led environment. The advent of technological changes, especially extensive use of computers in the sector has changed the work patterns of the bank employees and has made it inevitable to downsize the work force in the sector. Although, a lot of studies have been conducted on the psychosocial side of the new policy regime in many sectors, there are only few studies, as far as the banking sector is concerned, while the same sector has been drastically influenced by the new policies. In this juncture, the present study is undertaken to address specific problems of bank employees related to occupational stress. This throws light in to the pathogenesis of various problems related to occupational stress among bank employees. The study will be
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helpful to drawn up further policy on the related fields and act as a secondary data for further research. Workplace factors causing stress The workplace is an important source of both demands and pressures causing stress and structural and social resources to counteract stress. The workplace factors that have been found to be associated with stress and health risks can be categorized as those to do with the content of work and those to do with the social and organizational context of work. Those that are intrinsic to the job include long hours, work overload, time pressure, difficult or complex tasks, lack of breaks, lack of variety and poor work conditions (for example, space, temperature, light). Under work or conflicting roles and boundaries can cause stress, as can having responsibility for people. The possibilities for job development are important buffers against current stress, with under promotion, lack of pro- motion, lack of training and job insecurity being stressful. There are two other sources of stress or buffers against stress: relationship at work, and the organizational culture. Managers who are critical, demanding, unsupportive create stress, whereas a positive social dimension of work and good team working reduces it.

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Chapter 4 Research Methodology

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Research Methodology

Research Methodology is a way systematically to solve the research problem. It may be understood as a science of studying how research is done scientifically. It is necessary for the researcher to know not only the methods or techniques b A also the methodology.

OBJECTIVE :
To identify various causes which creat stress among employees of bank. To find out major cause of stress in bank.

RESEARCH PLAN
Reseach Design Sources of data collection Research Instrument Descriptive & Causal Primary and Secondary Questionnaire with 5 point likert scale Nashik Convenience sampling 100

Sample Area Sampling Plan Sample Size

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Research Design : The research design is a Descriptive Research.Descriptive Research design involves description of the variables making up the demographic and geographic profile of the sample. Causal research design was applied as to check the cause and effect relationship in this project. Source of data: Primary as well as secondary sources were used for collecting the data.Self-administered Personal survey method was used to collect the necessary data. For this purpose appropriate questionnaires were designed. Primary Data: Primary data has collected directly from customers through structured questionnaires (Individual sample units) Secondary Data: Secondary data has collected from the various magazines, journals, website of DENA BANK and various websites. Sample Area: The sample area in which the survey was conducted is Dhule, Nashik. Sampling Method: The population includes male and female employees of banks residing in the area of Dhule with the criteria. In this project convenience sampling method is followed. Sample Size: Our Sample size was 100, who fulfill the basis criteriaEmployees with Dena bank. Data collection instrument: Appropriately designed questionnaire to facilitate self-administered surveys with simple standard questions were used to collect data.

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Chapter 5 Data Tabulation, Analysis and Results

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HYPOTHESIS:
H1 : Work place of bank creates stress among bank employees. H2: Co- workers /Peers of bank creates stress among bank employees. H3: Targets in bank creates stress among bank employees. H4 : Working hours in bank creates stress among bank employees. H5 : Work load in bank creates stress among bank employees. H6 : Customer dealing in bank creates stress among bank employees. H7 : Risk involved in bank creates stress among bank employees. H8 : Responsibility in bank creates stress among bank employees.
Table.4.2

Measure

Item

Number of Respondents

Less than 30 31-40 Age 41-50 MORE THAN 50

34 20 25 21 79

Male Gender female 21

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Chart 1: Age

Age
less than 30 31-40 41-50 more than 50

21% 34%

25% 20%

Chart 2: Gender

Gender
Male Female

21%

79%

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AN0VA TEST RESULT :

ANOVA Sum of Squares Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total 5.178 18.960 24.139 64.683 44.956 109.639 19.730 64.853 84.583 21.222 45.093 66.315 50.867 47.238 98.106 30.313 81.335 111.648 59.472 38.154 97.626 df Mean Square 11 89 100 11 89 100 11 89 100 11 89 100 11 89 100 11 89 100 11 89 100 5.880 .505 11.641 .000 .471 .213 F Sig.

2.210

.020

X1

x2

1.794 .729

2.462

.010

x3

1.929 .507

3.808

.000

x4

4.624 .531

8.712

.000

x5

2.756 .914

3.015

.002

x6

5.407 .429

12.611

.000

X7

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PARTICULAR X1 X2 X3 X4 X5 X6 X7

FACTORS RELATION WITH PEERS TARGET WORKING HOURS WORK LOAD CUSTOMER DEALING RISK RESPONSIBILITY

SIGNIFICANT VALUE 0.020 0.000 0.010 0.000 0.000 0.002 0.000

RESULT ACCEPTED ACCEPTED ACCEPTED ACCEPTED ACCEPTED ACCEPTED ACCEPTED

After applying ANOVA test , it was found that all the values are less than 0.05 (i.e. less than LEVEL OF SIGNIFICANCE)Therefore , all the variables creates stress among employees.

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Chart 3: stress among bank employees with respect to workplace :

50 45 40 35 30 25 20 15 10 5 0 STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE Y1 Y2 Y3

Where; Y1: Y2: Y3: I generally got tensed when I am at Bank. I often got disturbed at Bank. I sometimes feel stressed at Bank.

Inference : 44 % of employees are often get disturb at bank. 27% of employees often get disturbed at bank. 35% Ofemployess feel stressed at bank.

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Chart 4: Stress among bank employees with respect to co-workers/peers:

40 35 30 25 20 15 10 5 0 STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE X11 X12 X13

Where ; X11: I feel that I have a healthy relation with my peers. X12: I share harmonious relation with my peers. X13: My peers have good relation with me at my work place.

Inference : 32% of employees feels that they have a healthy relation with their peers. 24% of eployees share harmonious relation with their peers. 43% of employees are having good relation at work places.

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Chart 5: Stress among bank employees with respect to target :

50 45 40 35 30 X21 25 20 15 10 5 0 Strongly Agree Agree Neutral Disagree Strongly Disagree X22 X23

Where; X21: I feel I face problems to complete my target at bank. X22: I always face difficult to finish my target at bank. X23: I feel stressed for completing the target of bank.

Inference : 36% of employees feels they face problems to complete their target at bank. 46% of employees faces difficulty to finish target at bank. 34% of employees feels stressed for completing the target at bank.

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Chart 6: Stress among Bank employees with respect to working hours:

60 50 40 30 20 10 0 STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE X31 X32 X33

Where; X31: I got disturbed due to long working hours of bank. X32: I feel long working hours of bank affect my personal life . X33 : Long working hours make me stressful.

Inference : 49% of employees are disturbed due to working hours of bank. 42% of employeesfeels long working hours of bank affect their personal life . 41% of employees feels long working hours make them stressful.

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Chart 7: Stress among bank employees with respect to work load:

40 35 30 25 20 15 10 5 0 STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE X41 X42 X43

Where ; X41: I feel that I get too many works at a time at bank. X42: Sometimes I feel that I am overloaded with works at bank. X43: Sometimes feelsmany tasks are assigned to me at the sometime in bank.

Inference : 32% of employees feelsthay they get too many works at a time at bank. 34% of employees feels that they are overloaded with works at bank. 37% of employees sometimes feels many tasks are assigned to them at the sometime in bank.

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Chart 8:Stress among bank employees with respect to customer dealing :

45 40 35 30 25 20 15 10 5 0 STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE X51 X52 X53

Where; X51: X52: X53: I feel I get disturbed by handling too many customers from different background. Sometimes I feel stressed by handling so many customers at a time in bank. Customer dealing is one of the reasons for stress at bank.

Inference : 38% of employeesfeels to get disturbed by handling too many customers from different background. 33% of employees sometimes feelsstressed by handling so many customers at a time in bank. 30% of employees feels customer dealing is one of the reasons for strss at bank.

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Chart 9: Stress among bank employees with respect to risk involved in job:

50 45 40 35 30 25 20 15 10 5 0 STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE X61 X62 X63

Where; X61: X62: X63: I always found myself around so many risk at bank I feel working at bank is too risky. Sometimes I feel fear due to risky nature of job at bank.

Inference : 36% of employes always find themselves around so many risk at bank. 33% of employees feels working in bank is too risky. 43% of employees sometimes feel fear due to risky nature of job at bank.

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Chart 10: Stress among bank employees with respect to responsibility:

50 45 40 35 30 25 20 15 10 5 0 STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE X71 X72 X73

Where; X71: I feel too much of responsibility makes unnecessary problems at bank. X72: I have to perform so many responsibilities at a time which disturbs me. X73: I got disturbed due to so many responsibilities at bank.

Inference : 36% of employees feels too much of responsibility makes unnecessary problems at bank. 33% of employees have to perform so many responsibilities at a time which disturbs them. 44% of employees get disturbed due to so many responsibilities at bank.

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Chapter 6 Findings

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FINDINGS
The major causes of stress among employees that affects their performance are target pressure, work load, customer handling and responsibility towards their work. Most of the employees are stressed due to work load. It was found that respondent was overburdened with work load in their work place. It was seen that due to stress, job dissatisfaction, behavioural problems, production turn over, increased absenteeism, increased accidents, lower productivity. Manager bank employees occupational stress is found higher compared to those of Non- Manager bank Employees.

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Chapter 7 Conclusion

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Conclusion

The problem of stress is inevitable and unavoidable in the banking sector. A majority of the employees face severe stress- related ailments and a lot of psychological problems. Hence, the management must take several initiatives in helping their employees to overcome its disastrous effect.Since stress in banking sector is mostly due to excess of work pressure and work life imbalance the organization should support and encourage taking up roles that help them to balance work and family.The productivity of the work force is the most decisive factor as far as the success of an organisation is concerned. The productivity in turn is dependent on the psychosocial well being of the employees. In an age of highly dynamic and competitive world, man is exposed to all kinds of stressors that can affect him on all realms of life. The growing importance of interventional strategies is felt more at organisational level. This particular research was intended to study the impact of occupational stress on Nationalized Bank employees. Although certain limitations were met with the study, every effort has been made to make it much comprehensive. Therefore we can conclude that the main causes of stress among bank employees that significantly affects the personal and professional life are target, workload,Customer handling and responsibility towards their work.

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Chapter 8 Recommendations

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RECOMMENDATIONS

Organize a Stress Management Program that focuses on different leave categories of employees at all hierarchicallevel. Take adequate steps to redesign jobs, which are taxing to employees abilities and capacities. Adequate role clarification to be made whenever necessary to eliminate role ambiguity. Introduce more job oriented training programs, which improve employees skill and their confidence to work effectively. Encourage open channel of communication to deal work related stress. Undertake stress audit at all levels in the organization to identify stress area improving conditions of job and alleviating job stress. Introduce Pranayam (Brain Stilling and control of Vital Force) as a holistic managerial strategy to deal with occupational strategy. Provide counselling on work related and personnel problems and support from a team of welfare of health and counselling staff. Attractive system of reward and recognition of good work.

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Chapter 9 Limitations

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Limitations
Although the sincere efforts have been done to collect authentic and relevant information, though the study have the following limitations: The study was done in Dhule, Dena Bank and sample size of 100 the credibility of the project is not assured. Personal bias and prejudices of the respondents could have affected the result of the study. Language was another limitation which creates problem for the respondents while collecting the data. Sometimes respondents were not willing to answer which was the barrier while conducting the survey. Lack of time made the study somewhat difficult to collect the data.

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Chapter 10 Bibliography

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Bibliography
Kothari, C.R.(2006), Research Methodology.New Age International Publication Limited , Arora P.N & Arora S. (2006)Statistics for Management. Sultan Chand Publication,

Webliography

http://www.denabank.org http://www.slideshare/stressmanagement http://google.ac.in

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Chapter11. Annexure

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QUESTIONNAIRE

1. NAME 2. AGE GROUP 41-50 3. GENDER 4. MARITAL STATUS 5. QUALIFICATION 6. WORKING POSITION 7. WORK EXPERIENCE 8. ANNUAL INCOME [ ]

: :

____________________________________________ Less than 30 [ ] [ ] [ ] Married Female [ ] [ ] [ ] 31-40 [ ]

More than 50 : : Single

Male

: ___________________________________________ : ____________________________________________

: _____________________________________________ : Up to 2, 00,000 400001-600000 [ ] [ ] 200001-400000 600000 & above [ ] [ ]

I) S no.

Please tick the following with respect to work place:

strongly Agree Neutral Disagree strongly Agree Disagree a) I generally got tensed when I am at Bank. b) I often got disturbed at Bank. c) I sometimes feel stressed at Bank.

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II) S no.

Please tick the following with respect to co-workers/peers:

strongly Agree Neutral Disagree strongly Agree Disagree a) I feel that I have a healthy relation with my co workers b) I share harmonious relation with my peers. c) My peers have good relation with me at work place.

III) S no.

Please tick the following with target:

strongly Agree Neutral Disagree strongly Agree Disagree a) I feel i face problems to complete my target in bank. b) I always face difficult to finish my target in bank. c) I feel stressed for completing the target of bank.

IV) S no.

Please tick the following with respect to working hour:

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strongly Agree Neutral Disagree strongly Agree Disagree a) I got disturbed due to long working hour of bank. b) I feel long working hours of bank affect my personal life. c) Long working hour makes me stressful

V) S no.

Please tick the following with respect to work load:

strongly Agree Neutral Disagree strongly Agree Disagree a) I feel that I get too many works at a time at bank. b) Sometimes I feel that I am overloaded with works at bank. c) Sometimes many tasks are assigned to me at the same time in bank.

VI) S no.

Please tick the following with respect to customer dealing:

strongly Agree Neutral Disagree strongly Agree Disagree a) I feel I get disturbed by handling too many customers from different background. b) Sometimes I feel stressed by handling so
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many customers at a time in bank. c) Customer dealing is one of the reasons for stress at bank.

VII) S no.

Please tick the following with respect to risk involved in job:

strongly Agree Neutral Disagree strongly Agree Disagree a) I always found myself around so many risk in bank b) I feel working at bank is too risky. c) Sometimes I feel fear due to risky nature of job at bank.

VIII) S no.

Please tick the following with respect to responsibility:

strongly Agree Neutral Disagree strongly Agree Disagree a) I feel too much of responsibility makes unnecessary problems at bank. b) I have to perform so many responsibilities at a time which disturbs me. c) I got disturbed due responsibility at bank. to so many

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