Manz Final

PROJECT REPOT 2009
AMANA TOYOTA
CHAPTER: 1
INTRODUCTION
1.1 INTRODUCTION TO THE STUDY

Dept. of Management Science
MESCE Kuttippuram
PROJECT REPOT 2009
AMANA TOYOTA
The study is entitled “The study on stress level and their impact on performance of employees in
AMANA TOYOTA, Calicut”.
For every organization the most valuable asset is its workforce. Thus their wellbeing and
satisfaction towards work is of paramount importance. Stress is one of the major causes leading
to decrease in productivity and efficiency of an employee.
Every organization should have some set procedures to address the issues of employee’s stress.
Stress is our body’s physical and emotional reaction to circumstances or events that frighten,
irritate, confuse, endanger, or excite us and place demands on the body. A lot of things can cause
stress. Stress occurs when you go on a job interview, take a test, or run a race. These kinds of
short-term stress are normal. Long-term (chronic) stress is caused by stressful situations or
events that last over a long period of time, like problems at work or conflicts in your family.
Over time, chronic stress can lead to severe health problems. Thus organizations should be very
careful in handling employee’s stress.
Software industry is one of the major factors that brought up change in the economy of our
country. This is the place where stress is very high. The major cause is due to monotony in work
that brings stagnation at work; and strict deadlines for targets to be achieved. Thus the stress
increases and the productivity and efficiency of the employees get affected.
Thus, the researcher hopes that the implication of the study will be well received and will be of
further use.
1.2 PROBLEM OF THE STUDY

Now a day the stress level in automobile industry is at all time high. So the study of the study on
stress level and their impact on performance of employees in AMANA TOYOTA, Calicut”. And
to see how stress affects the efficiency and productivity of their employees; helps to know about
the quality of stress management measures undertaken by them. Because of the importance of
stress management in industry, the researchers wanted to do an in depth study about this subject.
Hence the researcher chooses the “The study on work stress in AMANA TOYOTA, Calicut”.
1.3 SCOPE OF THE STUDY

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The study aims to find out the various stress factors faced by the recruits in AMANA TOYOTA
and thus to implement measures to reduce the stress faced by them, hence improve their
productivity. If the stress management is not proper in any organization then the efficiency of the
employees will be reduced.
Stress becomes a strategic threat to any business. Executives are expected to give
significant support to the changing process of the organization, but not for developing stress.
Especially in the financial sector executives are highly intelligent and have been recruited for
their leadership abilities and are having to learn to cope with a new organizational identity.
Stress is additive and hence they require support.
The scope of the study includes the identification of genesis of stress and suggestions to
alleviate the cause. Being a study it also analyze the organizational power to solve the problem
on their own and the future viability of the adopted methods. Thus it ultimately ensures
profitability and survival of the organization. And it also forms a model, which can be adopted
by other organizations of its kind.
Thus, the need of the study in today’s context is very relevant.
1.4 NEED FOR THE STUDY
Employee stress is an increasing problem in most of the organization. Stress can affect a person
in both positive and negative ways. Stress is positive when the situation offers an opportunity for
one to gain something. It is negative when stress negatively affects employees physically,
psychologically and behaviorally. So it is necessary to understand the level of stress faced by the
employees of an organization. Stress is often viewed as motivator. This study mainly focused on
the causes of stress which help the management to take proper actions to reduce stress level and
increase the efficiency of the employees. So the factors that create stress have to be found out.
1.5 OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVE

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AMANA TOYOTA
The study is entitled “The study on stress level and their impact on performance of employees in
AMANA TOYOTA, Calicut”.
SECONDARY OBJECTIVE
• To analyze the level of occupational stress among the employees.
• To analyze the contribution of over load, authority, and Lack of Senior level Support to the
occupational stress among employees.
• To analyze the role of stress in interpersonal relationship and dedication of employees.
• To analyze the stress caused in professional life have its impact on family life employees.
• To analyze the relaxation programmes

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AMANA TOYOTA
CHAPTER: 2
INDUSTRY PROFILE
2.1HISTORY
While automobiles were introduced to India in the late 1890's, the manufacturing industry only
took off after independence in 1947. The protectionist economic policies of the government gave
rise in the 1950’s to the Hindustan Motors Ambassador, based on a 1950’s Morris Oxford, and,
are still ubiquitous in the roads and highways of India. Hindustan Motors and a few smaller
manufacturers such as Premier Automobiles, Tata Motors, Bajaj Auto, Ashok and Standard
Motors held an oligopoly until India's initial economic opening in the 1980's. The maverick
Indian politician Sanjay Gandhi championed the need for a "people's car"; the project was
realized after his death with the launch of a state-owned firm Maruti Udyog which quickly

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AMANA TOYOTA
gained over 50% market share. The Maruti 800 became popular because of its low price, high
fuel efficiency, reliability and modern features relative to its competition at the time. Tata
Motors exported buses and trucks to niche markets in the developing world.
The liberalization of 1991 opened the flood gates of competition and growth which have
continued up to today. The high growth in the Indian economy has resulted in all major
international car manufacturers entering the Indian market. General Motors, Ford, Toyota,
Honda, Hyundai and others set up manufacturing plants. Rolls Royce, Bentley and Maybach are
examples of the few high end automobile manufacturers which entered India in the recent years.
The Tata Nano is at the lower end of the price range costing approx US$ 2,500 and Bugatti
Veyron at the other with a price tag of over US$ 2 million.India's love affair with the automobile
is famously embodied in the 1920's Rolls Royce collections of the erstwhile maharajas. The
growing middle class aspires for the automobile for its convenience and as a status symbol.
Upper middle class and wealthy car owners employ full-time chauffeurs to navigate the
aggressive and seemingly lawless traffic patterns of most cities. The construction of expressways
such as the Mumbai- Pune expressway have opened up new touring opportunities. The expected
launch of a Formula One circuit in New Delhi is expected to spark public enthusiasm for a motor
sporting industry
2.2 AUTOMOBILE INDUSTRY IN INDIA
The automobile industry in India is the eleventh largest in the world with an annual production
of approximately 2 million units. India is expected to overtake China as the world's fastest
growing car market in terms of the number of units sold and the automotive industry is one of
the fastest growing manufacturing sectors in India. Because of its large market (India has a
population of 1.1 billion; the second largest in the world), a low base of car ownership (25 per
1,000 people) and a surging economy, India has become a huge attraction for car manufacturers
around the world.
The origin of automobile is not certain. In this section of automobile history, we will only
discuss about the phases of automobile in the development and modernization process since the
first car was shipped to India. We will start automotive history from this point of time. The
automobile industry has changed the way people live and work. The earliest of modern cars was

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manufactured in the year 1895. Shortly the first appearance of the car followed in India. As the
century turned, three cars were imported in Mumbai (India). Within decade there were total of
1025 cars in the city.
Though several major foreign automakers, like Ford, GM and Honda, have their manufacturing
bases in India, Indian automobile market is dominated by domestic companies. Tata Motors is
the largest commercial vehicle company while Hero Honda is the largest motorcycle company in
India. Other major Indian automobile manufacturers include Mahindra & Mahindra, Ashok
Leyland and Bajaj Auto.
The automotive industry directly and indirectly employs 13 million

individuals in India. The industry is valued at about US$ 35 billion
contributing about 3.1% of India's GDP (nominal). India's cost-
competitive auto components industry is the second largest in the
world. In addition, India's motorcycle market is also the second
largest in the world with annual sales of about 5 million units. The
automobile has enabled people to travel and transport goods faster
and has opened wider market areas for business and commerce. The auto industry has reduced
over all cost of transportation by using methods like mass production. Between 1886 and 1898,
about 3000 automobiles where built, but there was no real established industry. A century later,
without auto makers and auto buyers expanding globally, auto making has become world largest
manufacturing activity, with nearly 58 millions new vehicles build in each year world wide.
The dawn of automobile actually goes back to 4000 years when the first wheel was used for
transportation in India. In the beginning of 15th century Portuguese arrived in China and the
interaction of the two cultures led to a variety of new technologies, including the creation of a
wheel that turned under its own power. By 1600s small steam-powered engine models was
developed, but it took another century before a full-sized engine-powered vehicle was created.
The actual horseless carriage was introduced in the year 1893 by brothers Charles and Frank
Duryea. It was the first internal-combustion motor car of America, and it was followed by Henry
Ford's first experimental car that same year. One of the highest-rated early luxury automobiles
was the 1909 Rolls-Royce Silver Ghost that featured a quiet 6-cylinder engine, leather interior,

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folding windscreens and hood, and an aluminum body. It was

usually driven by chauffeurs and emphasis was on comfort and
style rather than speed.
During the 1920s, the cars exhibited design refinements such as
balloon tires, pressed-steel wheels, and four-wheel brakes. Graham
Paige DC Phaeton of 1929 featured an 8-cylinder engine and an
aluminum body. The 1937 Pontiac De Luxe sedan had roomy
interior and rear-hinged back door that suited more to the needs of families. In 1930s, vehicles
were less boxy and more streamlined than their predecessors. The 1940s saw features like
automatic transmission, sealed-beam headlights, and tubeless tires.
The year 1957 brought powerful high-performance cars such as Mercedes-Benz 300SL. It was
built on compact and stylized lines, and was capable of 230 kmh (144 mph).
This was the Indian automobile history, and today modern cars are generally light,
aerodynamically shaped, and compact.
2.3AUTOMOBILE INDUSTRY
In India there are 100 people per vehicle, while this figure is 82 in China. It is expected that
Indian automobile industry will achieve mass motorization status by 2014.
Industry Overview
Since the first car rolled out on the streets of Mumbai (then Bombay) in 1898, the Automobile
Industry of India has come a long way. During its early stages the auto industry was overlooked
by the then Government and the policies were also not favorable. The liberalization policy and
various tax reliefs by the Govt. of India in recent years has made remarkable impacts on Indian
Automobile Industry. Indian auto industry, which is currently growing at the pace of around
18 % per annum has become a hot destination for global auto players like Volvo, General Motors
and Ford. A well developed transportation system plays a key role in the development of an
economy, and India is no exception to it. With the growth of transportation system the

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AMANA TOYOTA
Automotive Industry of India is also growing at rapid speed, occupying an important place on
the 'canvas' of Indian economy.
Snippets
✔ The first automobile in India rolled in 1897 in Bombay.
✔ India is being recognized as potential emerging auto market.
✔ Foreign players are adding to their investments in Indian auto industry.
✔ Within two-wheelers, motorcycles contribute 80% of the segment size.
✔ Unlike the USA, the Indian passenger vehicle market is dominated by cars (79%).
✔ Tata Motors dominates over 60% of the Indian commercial vehicle market.
✔ 2/3rd of auto component production is consumed directly by OEMs.
✔ India is the largest three-wheeler market in the world.
✔ India is the largest two-wheeler manufacturer in the world.
✔ India is the second largest tractor manufacturer in the world.
✔ India is the fifth largest commercial vehicle manufacturer in the world.
✔ The number one global motorcycle manufacturer is in India.
✔ India is the fourth largest car market in Asia - recently crossed the 1 million mark.
Miscellaneous
Hyderabad, the Hi-Tech City, is going to come up with the first automobile mall of the country
by the second half of 2008. It would be set up by city-based Prajay Engineers Syndicate in area
of more than 35 acres. This 'Auto polis' would have facilities for automobile financing
institutions and insurance services to create a complete range of services required for both auto

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companies and customers. It will also have a multi-purpose convention centre for auto fairs and
productlaunches.
Cars by Price Range
Under Rs. 3 Lakhs • Maruti 800, Alto, Omni
• Reva
Rs. 3-5 Lakhs • Ambassador
• Fiat Palio
• Hyundai Santro, Getz
• Chevrolet Opel Corsa
• Maruti Zen, Wagon R, Versa, Esteem, Gypsy
• Ford Icon & Fiesta
• Tata Indica, Indigo XL, Indigo Marina

Rs. 5-10 Lakhs • Chevrolet Swing, Optra Magnum, Tavera
• Hyundai Accent, Elantra
• Mahindra Scorpio
• Maruti Baleno
• Toyota Innova
• Tata Safari
• Mitsubishi Lancer, Mitsubishi Cedia
• Honda City ZX
• Mahindra Bolero
• Hyundai Sonata Embera

Rs. 10-15 Lakhs • Toyota Corolla

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• Ford Mondeo & Endeavour
• Chevrolet Forester
• Skoda Octavia & Combi
• Honda Civic
Rs. 15-30 Lakh • Honda CR-V
• Maruti Suzuki Grand Vitara
• Terracan & Tucson
• Mitsubishi Pajero
• Audi A4
• Opel Vectra
• Honda Accord
• Mercedes C Class
• Toyota Camry
Rs. 30-90 Lakhs • Audi A6, A8 & Audi TT
• BMW X5, 5 Series & 7 Series
• Mercedes E Class, S Class, SLK, SL & CLS-Class
• Porsche Boxster, Cayenne, 911 Carrera & Cayman S
• Toyota Prado
Above Rs. 1 Crore • Bentley Arnage, Bentley Continental GT & Flying Spur
• Rolls Royce Phantom
• Maybach
The segregation is made on Ex-Showroom price of base models

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2.4INDIAN AUTOMOBILE INDUSTRY GROWTH
The passenger car and motorcycle segment in Indian auto Industry is growing by 8-9 per cent
INDUSTRY INVESTMENT
According to Commerce Minister Kamal Nath, India is an attractive destination for global
auto giants like BMW, General Motors, Ford and Hyundai who were setting base in India,
despite the absence of specific trade agreements.
2.5AUTO MODELS IN INDIA
Car Models in India: Indian auto models market is accelerating with fast pace and in tandem
with it car market in India is also galloping. From its early sign of status, Cars have become a
necessity in today's fast paced style of living, and India is no exception to it. Earlier, there were
only two or three Cars brands, like Fiat and Ambassador, ruling the Indian roads, but today
global auto players like Honda, Skoda, General Motors, Volvo, Ford Motors are investing big
bucks in India and launching their Car models with more refined technology, design, comfort,
styling and safety.
Motorcycle Models in India:
The latest and upcoming bikes of India loaded with power packed performance, superb riding
comfort and excellent fuel-economy. Premier Motorcycle makers of India like Hero Honda,
Bajaj, TVS and Yamaha are launching their Bikes to lead in the race of stiff competition. Today,
there is a bike for the need of every individual whether style, power or comfort and here you can

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AMANA TOYOTA
find useful and accurate information about Bikes in India. Get all details of latest automobiles
bikes models launched in India and go through their cutting edge technology, variant color
options and safety features.
Scooter Models in India:
The Indian market of scooters is growing at fast pace and in the near future new players will be
joining the race to outshine each other and grasp the market share of this segment..
Electric Bikes & Scooters in India:
The power of electricity is all set to change the face of personal transport in India. Electric Bikes
& Scooters will start a new era of transportation in face of regular fuel prices hike, traffic
congestion, fuel-economy and cost of maintenance. E Bikes & Scooters runs through electricity
and it do not require license or registration. E Bikes are simple in design, light weight and very
economical providing low cost of maintenance.
2.6 MAJOR PLAYERS IN THE INDUSTRY
GM
General motors are the world wide leader in car manufacture, with a 17% share in the world auto
market. Its products are sold in over 170 countries, and its manufacturing base is spread across
43 countries and its annual production is roughly 83 lakh vehicles. Its manufactures a variety of
vehicles, the Chevrolet, Pontiac, cardillac, Oldsmobile, Opel, Saturn, geo, Vauxhall, Holden and
many more. At the front of technological innovation in the automobile sector. General motors,
science its inception in1908, has always stood a shade above the rest. In 1911, it introduced the
electric self-starter. In 1933, developed the front wheel suspension and called the Knee-Action. It
initiated the installation of the industries first catalytic converters in all cars all sold in the US
in1975 and in 1996 delivered the first electric vehicle, the GM EV1 .to customers. The latest is
the production of the EVJ an electric passenger vehicle. Its tryst with Indian began in 1928, with
the assemblage of Chevrolets in 1928. Till its closure in 1954, it assembled trucks, buses and
batteries both for Indian and export market. General motors India was formed in 1994 as a result

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of collaboration between General Motors and C K Birla Group of companies. Its total investment
is to Rs 300 cores, roughly equal to 100 million dollar and its manufacturing plant is located at
Halol, 40 Km of Vadodara in Gujarat. GM India has bought the largest manufacturing process
and human factor practices to its Halol plant and there fore is the bench mark for advanced
technologies in the Indian automotive industry.
FORD INDIA LIMITED
The ford motors company has a rich legacy of translating better motoring ideas to the roads. It
has manufactured notable brands such as the Ford, Lincoln, Mercury and the jaguar. It is among
the top 5 industrial corporations s in the worlds and is available in more than 200 countries
around the world. Ford has entered the Indian market through a tie up with Mahindra Motors
manufacture the Ford Escort. Sold to 18 million owner’s worlds wide, the model available in
India are specially engineered for Indian conditions. Ford has sold over 260000000 vehicles
around the world, and is all geared to make Indian a global player in automobiles with an
investment of Rs 1700 cores and in an area encompassing 350 acres, ford has set up its own new,
integrated manufacturing plant at Marginalia Nagar near Chennai. It has been the endeavor at
Mahindra Ford to manufacture India’s top quality car. This is secured through a quality check
program based on the principles of NOVA-C (near overall vehicles audit customer) where in
daily random checks are conducted from a customers point of view. To be doubly sure, routine
calls are made to dealerships are present customers satisfaction are its plus point which is being
followed by the entire industry. Acknowledgement has come in the form of the JD power 1997
India initial quality and customer satisfaction awards
Mahindra Ford Escort manufactures the following car brands
✔ FORD IKON
✔ FORD FIESTA
✔ FORD FUSION
✔ FORD ENDEAVOUR

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HYUNDAI
Hyundai Motors India Limited was established in 2996,and is a subsidiary of the giant South
Korean Multi national, the Hyundai Motors Company. It is Korean’s top automobile
manufacture. The santro is staidly capturing the Indian markets, and giving a strong competition
to its rivals in the partnership where Indian skills and workman ship combine with Korean design
and technology to produce one of the best cars. The Hyundai Santro has been designed and
developed in Indian at the integrated auto- manufacturing unit at Irrungattukatoi near Chennai.
This plant is capable of producing 120000 cars and 130000 engines and transmission aystem
annually. It also has in built facilities for the manufacture of critical components. The company
has setup machinery and international quality press, body and paint shops across the country,
there by providing a one stop- shop for Hyundai customers. Hyundai also has a fleet of 78
emergency road service cars-specially equipped santro that can provide emergency service to all
the customers any time any where.
FIAT
The latest joint venture between the car giants, Fiat auto of Italy and India oldest automobile
manufacture, premier Automobiles Pvt Ltd (PAL) resulted in the formations of Fiat Automobiles
Pvt Ltd, which has manufacturing location in 60 countries. This is a wholly Indian subsidiary of
Fiat auto in which Italy holds a 51% share and 49% is with PAL. It was hoped that this new
venture would produce car which give good performance, are beautiful and which would be
suitable for Indian condition
Fiat world car strategy, better know as project 178, is to build family vehicles on the same
platform, conceived for the emerging markets. The 178 projects allow a variety of body shapes
to cater to diverse market requirement across the world. The five body style includes a three and
five door hatch back (palio), a station wagon (palios weekender), a three box saloon (sienna), a
van and a pick-up. Fiats plan to manufacture the 178 family in India centered on the construction
of its integrated factory that is a part of the industrialization package that comes with the 178

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projects. The factory is being built at Ranjangon, 30 Km from pune. It is modeled on Fiat’s state
of the art, integrated plant at Corboda. Argentina.
MARUTHI
December 1983 heralded a revolution in the Indian car industry. Maruthi collaborated with
Suzuki of the Japan to produce the first affordable car of the average Indian. At this time the
Indian car market had stagnated at a volume of 30000 to 40000 cars for the year 1983. This was
from where Maruthi took over the sales figure for the year 1993 reached up to 196820. The
company reached total production of one million vehicles in march 1994 becoming the first
Indian company to cross this mile stone, it crossed the million mark in 1997 India’s largest
automobile company. Maruthi entered the Indian car market with the avowed aim to provide
high quality, fuel-efficiency, low-cost vehicles. Its cars operate on Japanese technology to Indian
conditions and Indian car users. Maruthi comes in a variety of models in the 800 segments. To
fend off growing competition, maruthi has recently completed a Rs 4 billion expansion projects
at the current site, which has increased the total production capacity to over 320000 vehicles per
annum. It has further plan to modernize the existing facilities and to expand its capacity by
100000 units in the year 1998-99. The total production of the company will exceed 400000
vehicles per year. In the small car segment it produces the Maruthi 800, Alto, and Zen Esteelo.
The big car segment includes Maruthi Esteem, Baleno and Maruthi Grand victra, Maruthi
Gypsy.

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AMANA TOYOTA
CHAPTER: 3
COMPANY PROFILE

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3.1COMPANY MISSION
a
vide distinctive quality and unparalleled customers service as we strive to gain the respect and trust of our customers, wel
MISSION AND GOALS OF AMANA TOYOTA
Mission:
“The mission of the organization is to create an ‘enabling’ culture within the organization to
attract and retain the right personnel and direct their efforts in the achievement of individual and
organizational goals”

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 Create family and friendly environment

 Build long term employment culture
 Provide support and guidance to employees appropriately
 Motivate and retain staff through effective methods
 Enhance effective communication among staff
 Strive to maintain employee satisfaction and commitment
 Create a distinguished climate for the individual growth of the employees
3.2 HISTORY OF TOYOTA

The Toyota Motor Co. Ltd was first established in 1937 as a spin off from Toyota Automatic
Loom works, one of the worlds’ leading manufactures of weaving machinery.
The Toyota Automatic Loom Works was then headed by Japan’s “King of inventers” Saki chi
Toyota. The patents rights to one of his machine had been sold to plat Brothers (UK) and
provided the seed money for the development and test building of Toyotas first automobiles.
August 1997 marked the 60th anniversary of TMC. The fledgling company founded by Kichiro
Toyota, Saki chi’s son, has since blossomed in to the leader that it is today.
In 1950 the company experienced its one and only strike, labour and management emerged from
this stoppage firmly committed to the principles of mutual trusts and dependence, and the
corporate philosophy still guides our growth today.
Production system were improved in the late 1950s, became known as TPS in 1970 but was
established much earlier by Taichi Ohno. Based on the principles of jidoka, just in time and
Kaizen, the system is a major factors in the reduction of inventories and defects in the plants of
Toyota and its suppliers and its under pins all our operations across the world. Toyota believes in
localizing its operations to provide customers with the products they need where they need them.
This philosophy builds mutually beneficial long term relationship with local suppliers and helps
the company fulfill its commitments to local labour. Over and above manufacturing, Toyota also

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has a global network of design and “Research and Development” facilities, embracing the three
major car markets of Japan, North America and Europe.
In every community in which the company operates, Toyota strives to be a responsible corporate
citizen, close relationship with people and organizations in the local community are essential
contributors to mutual prosperity across the world. Toyota participates enthusiastically in
community activities ranging from the sponsors of educational and cultural programmers to
international exchange and research.
Today, Toyota is the world’s third largest manufacture of automobile in unit sales and in net
sales. It is by far the largest Japanese automotive manufacturer, producing more than 5.5 million
vehicles per year, equivalent to one every six seconds
3.3PRODUCTS OF TOYOTA
Toyota manufactures different types of vehicles all over the world according to the need of
different customers, following are the different models.
Toyota Matrix
The 2003 Toyota is a street performer that combines versatility and styling in a truly affordable
package
M R 2 spyder
Toyota’s MR2 spyder has a mid mounted DOHC VVY-1 engine. The soft top MR2 spyder
genuine wind in your hair sport car performance
Toyota corolla
The 2003 Toyota corolla is another flagship product of Toyota Motor Corporation. It is sporty
and smart; it is world largest selling car in the upper car segment.
Toyota Camry

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The 2003 Toyota Camry has the inimitable blend of style, comfort and performance, not to
mention of Toyota Reliability
Toyota innova
It’s not just a car it’s o MUV. Toyotas reputation is backed by high quality and durability. It was
especially made for the Indian market.
Toyota Land Cruiser
The legendary V8 land cruiser is ready for terrain in any corner of the world
Toyota Sequieo
Toyota full size V8 Sequieo seat up to eight and boasts enough cargo capacity and cup holders to
make all eight happy, given it size and structure, the Sequieo is sure to exceed customer’s
expectation.
Larger 4 runners
Larger more power full and mire capable, the completely redesigned 2003 4 runner is engineered
to follow in the foot steps of the worlds great adventure
Toyota Avlon
With its VVT-I V6 engine advanced technology and safety features the Avlon provides a
perfects attitude to the every drive.
Tundra Regular Cab.
The Toyota regular cab offers a powerful bouble overhead cam DOCH 32 valve I force V8. It’s a
truck other full pickups want to be.
Toyota pirus
This vehicle is powered by the Toyota Hybrid System (THS). It combines a super efficient
gasoline engine with power full electric motors, and it gets charged automatically while running.

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Camry solara Convertible
The existing Camry solara convertible lavishes with a driving experience that could be described
wide open.
3.4 TOYOTA IN INDIA ABOUT TOYOTA KIRLOSKAR MOTORS
Working towards perfection
As a joint venture between Kriloskar group and Toyota Motors Corporation. Toyota Kirloskar
Motors private limited (TKM) aims to play a major role in the development of the automotive
industry and the creation of employment opportunities, not only through its dealer network, but
also through ancillary industries.
TKM’s growth since inception can be attributed to one simple, yet important aspect of its
business philosophy “putting customer first”, while managing growth, TKM has maintained its
commitment to provide quality products at a reasonable price and made every effort to meet
changes in customer needs.
TKM’S along with its dedicated dealers and suppliers, has adopted the “Growing Together ”
philosophy of its parent company TMC to create long term business growth. In this way, TKM
aims to further contribute to progress in the Indian automotive industry, realize greater
employment opportunities for local citizens, improve the quality of life of the team members and
promote robust economic activity in India.
Empowering employees to achieve perfection
TKM firmly believes that employees are the main source of strength for the organization, the
human resource management ion Toyota seeks to create a corporate culture where values such as
“continuous improvement” and “respects for people” are fully reflected in all actual corporate
and individual activities. The company take maximum care to ensure stability of employment
and strives to improvement working conditions

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The vision of Toyota Kirloskar Motor is to:
Contribute to Indian industry and economy through technology transfer, human resource
development and vehicles that meet global standards at competitive
3.5 HISTORY VIEW OF AMANA TOYOTA
AMANA TOYOTA, exclusive dealership of globally renowned Toyota was started on 21st
December 2001, under the dynamic leadership of Mr. V.P.K.Abdulla at Calicut.
It was the vision of the management and the relentless efforts put in by the committed employee
that enabled the organization to distinguish itself in the region. The management has plan to
strengthen the operations and magnify the customers service goals in order to ensure that each
customer’s unique needs are addressed to their utmost satisfaction. The head quarters of Amana
Toyota located at Calicut includes Top management and other professionals from various
functions such as Sales, Customer service, Finance, and General administration etc…..
Amana Toyota employees, partners in its success, vigorously uphold its mission statement for
every assignment. Their customers have responded tremendously to their commitment and their
support has enabled Amana Toyota to offer unmatched service in six major districts across North
Kerala
Induction program at Amana Toyota:-
✔ Key personnel of the organization

✔ Brief history
✔ Business activities
✔ Structure of the organization
✔ HRD policy outline
✔ Company policy and objectives
✔ Job description, roles and responsibilities, rules and regulation governing hours of work and
over-time, safety & accident policy, leave policy, holiday, methods of reporting
✔ Career plan, opportunities, promotions

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✔ Awareness of the company’s environment policy

After the induction program separate personnel records are kept for different individual so it is
important that employee furnish all his personal details in the prescribed form. Human Resource
department maintains the records pertaining to the personnel i.e. .provident fund and Employee
state insurance, contribution made to ESI,PF and Labour status, Certificates issued by Toyota
Kirloskar Motors, other institution etc. in this personnel record the employees leave records also
will be updated so as for the immediate information of the employee and their availing leaves.
3.6WORK HOURS AND REPORTING
Work day
The normal workday is eight (8) hours, with 48 hours being a normal work week. The employee
has report by 9 am. Production based employees generally work the same hours, but may be
require working more hours as the work dictates. Overtime work is only performed when
necessary and approved in advance by your department head. The employees will be paid double
pay for the no of hours worked as overtime work. If the employee has worked on a company
holiday a compensatory off or double the pay are disbursed accordingly
Leave days, sick days, holiday, and absences such as special duty, other official duties, funeral
leave or training, must be specifically noted on the time cards for days on which they occur.
Holidays should be counted as full work days. All time card \s are approved and signed by the
supervisor prior to the being sent to HR Department
Employees are expected to arrive at work before scheduled working hours and sign in the
respective muster role kept by the supervisor/Manager at their work station to mark their official
attendance. During working hours they should be productively engaged in their assigned
responsibilities, all time off must be requested in advance and submitted in writing, as outlined in
the appropriate categories: except sick leave.
Amana Toyota views attendance as one of their most important facts of job performance review.
All unapproved absences will be noted as bad remark in the employees personnel file. Excessive

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absences, including for sick leave, will result in disciplinary action, ie loss of pay and eventually
termination.
Compensation and benefits
An ideal compensation policy is established within the organization towards retention of the
right people at the right place, which will satisfy the various needs of employees and ensures
minimal conflict within the organization
a) Salary/ wages:-
The Salary/ wages system is executed based on a well-defined organizational structure and all
applicable statutory requirements
b) Salary disbursement process:-
Salary for the month will be credited on the last working day to respective S/B accounts
Detailed salary slips are distributed to the employees subsequently
c) Overtime:
Production based employees are entitled for the extra hours of work they are engaged during
execution of their duties and responsibilities. Overtime wages are calculated as double the
wages/per hour
d) Fringe benefits:-
All the employees, depending on the nature of work, are eligible for other fringe benefits as and
where applicable and paid out with the approval of the respective HOD. Eg:-Break Down
Service, Canteen Expense, and Official Expenses etc…..
e) General Benefits:-
As part of the social commitment, all applicable welfare measures are implemented in the
organization, Mandatory welfare scheme.
Employee’s state insurance scheme
Employee’s provident fund
Minimum wages act
Labour welfare rules
Bonus act
Labour rules

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Gratuity scheme
f) Performance linked bonus/incentive:
Sales – Target based incentives are given away every month.
g) Gratuity :
Employees are eligible for 15 days salary for every year of service, once the individual
completes minimum of three year service.
Special award for long-term service to be given away during 5th, 10th, 15th, 20th, 25th…….years
of service.
h) Promotion policy
As part of motivation and retention of employees, primarily the existing personnel are being
considered. The motto of “right person at the right job “ is fully implemented in the organization.
Promotion within the organization is encouraged and is carried out based on:
✔ The career plan

✔ The seniority-cum-merit
✔ Competency of the personnel
✔ Knowledge-skill- attitude level
Any grievance related to the above is addressed to the Top Management in writing.
3.7PERFORMANCE APPRAISAL
Performance appraisal is carried out using multiple appraisals’ such as:-
✔ Self rating(individual)
✔ Sub- ordinate rating(supervisors)
✔ Peer- rating(colleagues)
Appraisal is carried out based on below parameters:

✔ Performance standards
✔ Target achievements
✔ Face to face performance review

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✔ Based on self assessment and review of performance

✔ Multiple assessments
Respective HOD and manager-HR will appraise all the employees twice in a year – during
month of September and March. Annual increment and promotion will be based on this
appraisal. Records pertaining to appraisal are maintained by the HR Department. Appraisal is
done in accordance to the parameters mentioned earlier.
Performance reviews are normally conducted every six (6) months from the date of hire, with the
exception of a three months review at the end of their probationary period. All performance
reviews are based on merit, achievement, job description fulfillment and performance at their
position. Wage increase will be based upon this review, as well as past performance
improvement; dependability; attitude; cooperation; any necessary action; adherence to all
employment policies; and their position in respective salary range. The reporting supervisor will
review and discuss the salary range and their position within that range during performance
reviews. When they are promoted to a higher level position, they are automatically eligible for an
increase as dictated by the salary range of that position.
3.8TUITION ASSISTANCE
It is Amana Toyota’s belief that education leads to self improvement which improves the values
of the employee in Amana Toyota. In that vein, they encourage higher education to prepare
employees for greater responsibility within the company. Amana will pay for courses which are
directly related to their present job or which will help the employees prepare for more
responsibility or promotion in future. All courses must be approved by respective supervisors
and eventually the Top Management, who can provide more specific information on courses
covered by this plan. Only employees who completed two years of service with the organization
will be eligible for the scheme.
The plan reimburses expenses for any approved course started after your full-time employment
with Amana Toyota begins, but reimbursement of expenses will not begin until you have
completed Two Years of full-time employment. Courses and seminars, and related fees, books
and materials, directly related to the general and customer service industry are reimbursed to

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eligible employees at 50%. Tuition for courses taken to complete an approved business degree is
also reimbursed at 50%, except that related fees and costs of books and materials are not
covered. To qualify for reimbursement, the employee must successfully complete the course or
seminar with a grade of "C" or better; or where applicable, obtain a completion certificate. The
maximum reimbursement amounts are Rs. 3000/- per year for courses in a degreed program, and
Rs. 1,500 per year for all other courses or seminars.
For proper request form and other details the HR-manager is contacted. The form will be
completed by the employee and reviewed by your supervisor, and the Top Management, at least
10 business days prior to your enrollment in any course or seminar.
3.9LEAVE POLICY
The policy is applicable to all the employees of the organization, irrespective of being in the
operational - managerial - strategic levels, and is eligible for leave as per statutory
requirements.13 Days of Mandatory holidays on a yearly basis are provided, as approved by the
employees and the Labour Department. Sunday is declared as the Weekly Holiday
12 Days of casual and medical leave each on a yearly basis are provided. Employees are also
eligible for Earned/Annual leave, as per regulations.
Applying for leave:
The team member fills the leave card/form at least three days in advance and forwarded to
his/her supervisor and submitted to respective HOD for approval. Once HOD's approval is
obtained the leave card/form goes to HR Dept. towards recording the attendance.
Casual leave can be availed on emergency situations with prior approval from the immediate
supervisor. Leave applications for the Casual leave need to be submitted in advance within one-
three days or strictly one day after availing leave depending upon the emergency. Medical leave
application, if more than three days, should be accompanied with a medical certificate duly
signed by a registered Medical Practitioner. Non availed Medical leave will be carried over to
the next year. on availed leave (apart from Casual leave) can be encased once in two years,

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employees of various departments, those who avail less number of leave will be eligible for Best
Leave Performance Awards to be given away once in a year.
Others leaves are as follows:
Maternity leave: Company will allow 12 weeks leave with pay. Six weeks before and after the
delivery. This benefit is restricted to two live births during your tenure in the company.
Compensatory Off: If you work on a holiday or on a weekly off day, you are eligible to avail
compensatory leave with prior approval from your immediate supervisor/manager.
3.10UNIFORM POLICY
"The policy is established to create a unique image internally and externally for the organization"
Type of Uniform: (Applicable to both Male/Female staff)
✔ Sales and Front Office:

Colour: Grey trousers/bottom & White Shirt/top
✔ Technicians:
Colour: Red Dangri with Toyota logo
Policy and Procedure:
Two sets are provided every year. Issue of uniforms and other records are maintained by HR
Department. Besides Uniform pair of Safety Shoes/Gloves/PPE’s and other necessary items is
provided to concerned personnel based on requirement. Identity Cards are issued to relevant
personnel of all the departments and are instructed to carry/wear the same regularly.
In case of personnel leaving the organization within a period of six months of issuance of the
above, cost of the items (applicable) are recovered at the time of final settlement.
3.11USE OF COMPANY PROPERTY
Amana Toyota will provide you with the necessary equipment to do your job. None of this
equipment should be used for personal use, nor removed from the physical confines of Amana

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Toyota - unless it is approved and your job specifically requires use of company equipment
outside the physical facility of Amana Toyota.
Computer equipments, including laptops, CD/Floppy Drives may not be used for personal use -
this includes word processing and computing functions. It is forbidden to install any other
programs to a company computer without the written permission of the department head. These
forbidden programs include, but are not limited to, games, online services, screen savers, etc.
The copying of programs installed on the company computers is not allowed unless you are
specifically directed to do so in writing by your supervisor. The telephone lines at Amana Toyota
must remain open for business calls and to service our customers. Employees are requested to
discourage any personal calls - incoming and outgoing - with the exception of emergency calls.
No long distance calls are to be made on company phones which are not strictly business related.
Company vehicles are to be used for official purposes only by authorized personnel with valid
approval from respective heads of department. All valued assets of the organization are to be
used with proper discretion and loyalty. Any violation of the above policy should be strictly
reported to the Management.
3.12SAFETY AND ACCIDENT RULES
Safety is Key at Amana. Amana Toyota is an ISO 14001: 1996 certified organization that
provides a clean, hazard free, healthy, safe environment. The employees are expected to take an
active part in maintaining this environment. The are expected to observe all posted safety rules,
adhere to all safety instructions provided by their supervisor and use safety equipment where
required. The work place should be kept neat, clean and orderly. It is their primary responsibility
to learn the location of all safety and emergency equipment, as well as the appropriate safety
contact phone numbers. A copy of the Emergency Procedures will be kept in each work area on
top of the supervisor's desk.
All safety equipment will be provided by Amana, and employees will be responsible for the
reasonable upkeep of this equipment. Any problems with or defects in, equipment should be
reported immediately to management. As an employee, it is their duty to comply with the safety

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rules, assist in maintaining the hazard free environment, to report any accidents or injuries -
including any breaches of safety - and to report any unsafe equipment, working condition,
process or procedure, at once to a supervisor.
Employees report safety violations or injuries anonymously to the respective department head, if
they are not the injured or violating party. NO EMPLOYEE WILL BE PUNISHED OR
REPRIMANDED FOR REPORTING SAFETY VIOLATIONS OR HAZARDS. However,
any deliberate or ongoing safety violation, or creation of hazard, by an employee will be dealt
with through disciplinary action by the management, up to and including termination. All work
related accidents are covered by Worker's Compensation Insurance pursuant to the laws of the
state in which they operate.
3.13ALCOHOL / DRUG ABUSE / SMOKING
Amana takes seriously the problem of drugs and alcohol abuse, and is committed to provide a
substance abuse free work place for its employees. This policy applies to all employees of
Amana, without exception, including part-time and temporary employees.
No employee is allowed to consume, possess, sell or purchase any alcoholic beverage on any
property owned by or leased on behalf of Amana, or in any vehicle owned or leased on behalf of
Amana. The Management will not tolerate employees who report for duty while impaired by use
of alcoholic beverages or drugs. All employees should report evidence of alcohol or drug abuse
to a supervisor or a personnel representative immediately, in case where the use of alcohol or
drugs poses an imminent threat to the safety of persons or property; an employee must report the
violation. Failure to do so could result in disciplinary action for the non-reporting employee.
Employees who violate the Anti-Substance Abuse Policy will be subject to disciplinary action,
including termination. It is a condition of their continued employment with AMANA that you
comply with this Policy.
SMOKING
Amana Toyota endeavors to provide a healthy environment, therefore prohibits any form of
tobacco consumption in company owned or leased buildings and additionally, no smoking is
allowed within ten (10) feet of exterior entranceways.

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DISCIPLINE
Discipline in all aspects is an added strength to an organization. Obviously, the management

expects all the employees to strictly adhere to the code of conduct detailed in the Employee
handbook.
Disciplinary action is taken as per below steps:
✔ Statement of disciplinary problem taken from the parties

✔ Collection of full information on the case
✔ Choosing the penalty, based on the severity of indiscipline
✔ Application of the penalty
✔ Follow up of the case
Types of penalties
✔ Oral warning
✔ Written Warning
✔ Suspension
✔ Demotion in rank
✔ Withhold increments
✔ Fines
✔ Adverse remark in Personal file
✔ Dismissal
The above actions are taken based on the significance and level of indiscipline
Team comprising Directors/General Manager/General Manager-CS /General Manager-Sales &

Manager-HR are entrusted to handle grievances that arise in the organization.
Steps to be taken by the members:
✔ Define the nature of grievance

✔ Collect the facts
✔ Establish tentative solutions
✔ Collect additional info to check validity of the solution

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✔ Apply the solution

✔ Follow-up to observe the result
3.14KAIZEN PROMOTION & SUGGESTIONS SCHEME
Toyota believes in continuous improvement. They believe that it is the responsibility of every
member within the organization to generate as much ideas as possible to improve their standards
and performance. The Kaizen promotion scheme implemented envisages that all the employees
of the organization irrespective of the nature of job they are associated with, come up with
innovative and productive ideas towards the scheme.
The management believes in collective efforts and requests all of its employees to be a part of
the Amana team and generate as many ideas as they can and forward the same to their respective
HOD's. It is assured that such contributions will be rewarded and considered during appraisal of
the individual employee.
3.15EMPOWERMENT
Everyone in the organization is valued and encouraged to make contributions for the sustained
growth of the organization.
Inputs based on three levels are sort:
✔ General Suggestions
✔ Job related
✔ Strategic planning
Inputs can be given verbally or in writing to respective HOD's
3.16RETIREMENT PLANS
Amana Toyota employees, after a long-standing and rewarding career, shall retire at the age of
55 years, with applicable benefits.

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Eg: An employee with DOB 01.04.1980 will retire on 31.03.2035.
Retirement benefits include, pension from PF, Full realization of PF contributions, Medical
allowances under ESI, Gratuity etc... as applicable.
Pension schemes and other medical allowances are covered under statutory grounds (ESI, PF
etc...) and Contributions accordingly are being made by the company along with the amount
contributed by the employee. Company contributions are not fully vested to the employee until
five year of service; excluding the PF contributions, and the employee contributions, if any, are
fully vested from the time of contribution. Employees are urged to seek advice from external
agencies to initiate any retirement plans.
The Management has the discretion to hire professionally qualified employees aged above 55
years on contract or on special assignments. However, their service is on contract basis and
subject to mutual agreement. They will not be eligible for employee welfare measures which
come under the legal purview.

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CHAPTER: 4
LITERATURE REVIEW
4.1INTRODUCTION
Stress is a part of day-to-day living of every individual. The college students may experience
stress in meeting the academic demands, people on the job, business men may suffer stress to
reach office in time and to complete the projects on time and even the house hold ladies may
experience stress in managing the home affairs and to look for the maid servant. The reasons for
the stress differ from person to person. The stress people experience should not be necessarily
treated as harmful. An optimum amount of stress can always act as an energizer or motivator and
propel people to apply the efforts and complete the work. But a high level of Stress can be a
serious threat to the personality traits of the Individual and can cause physiological and social
problems.

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4.2STRESS
We can define Stress as “body’s non-specific response to any demand made on it.” Stress is not
by definition synonymous with nervous tension or anxiety. On one side Stress provides the
means to express talents and energies and pursue happiness on the other side it can also cause
exhaustion and illness, either physical or psychological.
We generally believe that the stress is caused by the external events and the dynamics of the
environment. But we need to emphasis the fact that the Stress is caused by our reaction to the
external environment. The manner in which we perceive and understand the changes or the
particular event creates same event can bring happiness and cause Stress in two different people
depending upon how they react to it. When students are asked to prepare a presentation, some
may take it to be an opportunity to reveal their talents and to improve upon their weakness while
the other students may be perturbed by it for the fear of his weakness. So, Stress is our reaction
to external events and it can be positive or negative depending upon how we react. It is the
general wear and tear of the body machine that takes place due to extra demands put on it.
4.3WORKPLACE STRESS
All of us, whether in our business lives or personal lives, are under stress to produce, abide by
rules and to exist compatibly on the job and with others. It is expected of us to interact with co-
workers, supervisors, friends and relatives. We are to do this without causing hardship to
ourselves or others. Each day brings new, stressful situations we must deal with in our business
lives and our personal lives.
Stress is not confined to upper management and the people that make the major decisions. Stress
is found at all levels of life. The anxiety of stress shows in our lives as a negative situation.
What we need to do is teach ourselves how to stay positive about job and personal life
situations. We need to learn philosophies in critical situations to prevent burn-out, depression,
and anger. Because of the manager’s position, it becomes pivotal for them to identify the

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warning signs of stress. In order to do that, the manager must first be able to identify stress of
their own.
Management of Stress
Stress — from a point of view of safety, productivity, and health and cost containment— is a
challenge to us all. Managers, line supervisors and employees need to be aware of the danger
signs of stress. Stress affects each of us in different ways.
For some, stress manifests itself as occasional nervousness, while chronic stress may be
associated with heart problems and high blood pressure.
Management of simple stress may require nothing more than additional training and increased
communication. Sometimes just the ability to talk to someone who is neutral to a given situation
or problem allows the troubled person a release. That release often is enough to naturalize the
feelings of stress.
Communication is the most important element in preventing stress from festering, getting out of
control and costing your business time and money in a workers’ compensation stress claim.
The High Cost of Stress

Stress overload not only causes health problems, it affect our budgets as well as our mind.
Stress claims are becoming the single most costly claim in the workers’ compensation system.
Stress in the workplace can be reduced by understanding why stress exists and working on the
negative stress factors.
Stress impairs immune systems functioning, lowering the body’s resistance to disease and
reducing a person’s ability to be fully functional on the job.
A survey of medical tests estimate that as much as 50-80% of all disease is stress-related in
origin. Doctors Holmes and Rahe, pioneering researchers in the field of stress, proved
conclusively that the greater the number of life-change events people experienced in a two-year
period, the more frequently they became physically ill. With health care costs skyrocketing, the
financial impact of stress-induced illness and lowered work productivity are major drains on the
economy, as well as on our personal pocketbooks.

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The price of stress in the workplace in the form of lowered productivity, excessive absenteeism,
increased insurance costs, and premature loss of key people is staggering.
American industry spends more than $26 billion every year in disability payments and medical
bills. Executives alone cost American industry more than $10 billion annually through lost
workdays, hospitalization and early death caused by stress.
General stress is increasing. There are many factors outside the workplace which contribute to
the normal pressures of doing any job. In workers’ compensation areas, stress claims are on the
rise, in some cases dramatically. Many companies are ill-prepared to deal with stress claims, or
to prevent stress from becoming debilitating.
4.5Types of Stress
Consider such factors as:
The General Economic Climate
Many employees have family members and/or friends who have lost their jobs, lost their homes
or seen reduced revenues in their businesses. Those working may be afraid of losing their job,
spending valuable energy worrying instead of being productive. As companies are forced to trim
down, there is more work for everyone and less money to go around. For single parents or
families with only one working adult, the pressure and worry increases.
World-Wide Disasters
Massive catastrophes add to the general stress felt by the population. Concern about friends,
relatives and about "what if..." a disaster happens increases general stress, even if no disaster
strikes. Our media constantly exposes us to the gory details of every negative event in the world,
often to the point of total overload.
Workplace Diversity
As our employee population continues to reflect changing ethnic patterns, pressures to deal with
different cultural styles and communication patterns increases stress. Many companies must
institute multiple language training programs and re-train their managers to be sensitive to many

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different cultures, while the existing work continues to grow. A concern about “offending” the
many segments of the population creates great frustration (and occasional anger) from those who
feel their space is being invaded by "outsiders." On the other side, "minority" populations feel
discriminated against and may be defensive in their attitudes in the workplace. A growing
challenge for all of us.
Changing Male/Female Dynamics

Women entering the workforce contribute to the challenge of male/female communication,
which has existed since Adam and Eve tried to live in Paradise. Women competing with men try
to take on "male" attributes, which is often confusing to them and confusing to the men around
them. Men try to understand the new roles they’re expected to play, yet may not really
understand what is being asked of them.
Men and women have differing work motivations — often creating confusion and conflict in
communications. Men are cultured to be "in control" and active, yet workplace changes are
forcing them to deal with situations that seem to be out of their control. Little of their training
has prepared them for this event.
Women find more satisfaction in being true to themselves, something men haven’t always been
taught to understand. Men may need to ask for help — yet resist — feeling this is a sign of
failure. Women tend to ask for help more readily, yet men see them as weak when they do. Is it
any wonder we have communication problems?
Dealing With Great Change
Many people feel the world (as they knew it) has ended. The trauma of change and the
attendant changes it forces on each of us, contributes to the level of pressure felt on each
individual. We must do things differently, react differently and feel differently in order to
survive in the new world. Fear of the unknown and fear of change touch into our basic sense of
security and sense of self — our most vital human needs.

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How To Reduce Stress In The Workplace

Management can provide invaluable assistance to employees (and themselves) by setting
effective stress management techniques. Some of the vital ways to do this are:
1. Set realistic goals and priorities: encourage employees to be part of the priority-setting
process. When they feel they are part of the decision, they are more likely to take responsibility, rather
than grumble about "my nasty boss" and "this terrible place".
2. Encourage good time-management techniques: planning for important activities, scheduling

them in advance, following up with others, and keeping good records help people get things
accomplished on time and realize their value. Take time to make note of successes and projects
accomplished.
3. Take short breaks after a particularly stressful event, encourage employees to take a 5 minute
walk around the block or a few minutes of quiet meditation to re-balance their energies. Several short
breaks throughout the day can keep employees working at peak performance.
4. Rehearse and prepare: being prepared reduces stress. Be prepared in advance of stressful
situations for all possible outcomes.
5. Don’t procrastinate: procrastination and delay breeds stress! Eliminate items which won’t/can’t
get done and do those that are important first.
6. Know your limits: be realistic about what you can accomplish.
7. Change your attitudes. Think of stressful situations as a challenge to your creative thinking.
Know that eventually everything will either get done or it won’t - worrying won’t make it better.
8. Learn to say "no": when your schedule is full, say "no" to activities you don’t enjoy, to
unrealistic demands, to responsibilities that aren’t yours. Doing this with tact and diplomacy takes some
practice and may require special training.
9. Schedule your stress: stagger known stressful activities and prepare for known stress in advance.
10. Encourage employees to treat their body right: eat a balanced diet, get enough sleep, exercise
regularly. Companies that encourage employees to take a "fruit break" or 5-minute walk find the
employees will work more effectively than if they are "hyped" by cigarette/coffee breaks and little
physical exercise in their jobs.

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11. Encourage positive self-talk: use positive self-reinforcement affirmations, like "I can handle this
one step at a time" and "Somehow the whole team will work this out".
12. Give positive reinforcement: make sure that all managers and supervisors tell people when they
do a good job, complement them on their neat offices or conscientious work habits.
13. Set up employee recognition programs: "Employee of the Month" or "Creative Suggestion"
systems encourage people to do a good job. Everyone needs a pat on the back and a sense of being a
valuable person. Constant criticism is counter-productive and causes hard feelings. A daily positive
comment goes a long way, at no cost!
14. Take responsibility: encourage employees to take responsibility for their own job and for their
contribution to the success of the company as a whole. This encourages a feeling of control over their
life. Let them know how important their efforts are to the overall plan.
15. Provide a sympathetic ear: often stressful situations can be managed, if there is someone who is
willing to listen to the employee’s concerns and provide positive encouragement that they will get
through the problem. For many people, 15 minutes of a sympathetic listener can cancel out many days of
otherwise unproductive worry.
16. Most important, MAINTAIN A SENSE OF HUMOR. As a wise philosopher said, "Don’t
take life so seriously, it’s only a hobby". Try to remember what was stressful in your life six months ago
or a year ago. Chances are, you can’t. Know that this day will be just another day in history and
whatever seems traumatic now will fade into oblivion as time passes.
Laughter is the medicine of the gods and great medicine for humans, too!
More Stress-Reducing Tips
1. Breathe diaphragmatically. It will help you calm down, think more clearly, improve your
memory, relieve the knotted feeling inside, improve your heart function, circulation and
digestion.
2. Handle change skillfully and gracefully.
3. Do one thing at a time.
4. Do it right, not over.
5. Cultivate being a friend. Not merely to have friendships.

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6. Laugh.
7. Want what you have.
8. Do Desktop Yoga ®
9. Forgive.
10. Be around positive people. Avoid whiners.
11. If you really don't like your work or work environment, change it.
12. Eat nourishing food.
13. Drink water.
14. Avoid too much caffeine, soda pop, alcohol, and junk. Better yet, stop using them. Don't
smoke.
15. Get involved in your workplace wellness program.
16. Enjoy nature.
17. Move around. Use the stairs. Walk.
18. Smile and have fun.
19. Breathe fresh air.
20. Notice life now. All of it.
21. Believe in miracles.
22. Play with pets.
23. Balance work with an active home and play life.
24. Focus on the moment. Don't get caught up in the past or future.
25. Don't get caught up in gossip or negative thinking.
26. It's all a game. Be a team player and play well with others.
27. If you're in a hole, quit digging.
28. Go for results, not activity.
29. Schedule time for yourself.

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30. Find your own voice.
31. Take a relaxation break.
32. Remember that whatever is happening is only temporary. That goes for the little picture
and the big picture.
33. Count your blessings.
34. The best things in life aren't things.
35. Focus. Leave work at work and home life at home.
36. Have faith.
37. Say "yes" when you can, and "no" when you can't.
38. Take naps. Rest.
39. Prevent problems.
40. Let go of attachments and desire.
41. Get over it.
42. Strive to be, rather than to become.
43. Simplify.
44. Get to know yourself. Be yourself.
45. Love more. Fear less.
46. Hum. Sing. Dance. Whistle.
47. Wear comfortable shoes.
48. Listen to your real self. Be.
49. Enjoy the journey and let the destination take care of itself
SOURCES:
• http://directory.google.com/Top/Health/Support_Groups/Mental_Health/Stress/
• http://stress.about.com/cs/workplacestress/

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4.6Reducing Workplace Stress

We all live in a fast pace world, fast food, Internet, etc. Our days are getting shorter while our
stress levels are rapidly rising. Over the years, I have found some basic programs a company can
implement in order to reduce the stress level of its employees. These proven programs are as
follows:
1. Prepare Job Descriptions for employees.
Employees are less stressed out when they know what is expected of them in their day to day
jobs.
2. Conduct Quarterly performance reviews.
Employees worry about their job performance. They want to know where they stand with their
boss. A lot of employees think the worst even when they are doing a good job. Tell the employee
how they are doing. Be sure to point out weaknesses that they can correct. Don't wait till it's too
late and you have to fire them. This will reduce a significant amount of stress for your
employees.
3. Provide Seminars on Organization of Time and Priorities.
Employees have to be trained on how to work smarter
4. Provide your employees with a clean and pleasant place to eat lunch.
Some companies provide ponds and benches outside, allowing employees to eat outdoors during
the summer.
5. Exercise rooms are becoming the norm instead of the exception in many companies today.
6. Employee Assistance Programs help the employee overcome stress encountered at home due
to alcohol, drugs or marriage problems. Counseling is provided to the employee at no charge and
is totally confidential.
7. Provide your employees with Day Care subsidy,One way to reduce stress is insuring the
employees that their children are being well taken care of.

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8. Manage stress with laughter, have some fun on the job. Laughter helps team building,
improves productivity and team spirit and most of all improves the personal well being of a
company's employees. Bosses that smile a lot and have a sense of humor reduce stress.
SOURCE:
Thomas E. Kennedy
published in the Daily Herald
4.7JOB STRESS
According to the National Institute for Occupational Safety and Health, 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 is often linked or equated with challenge, but the two are very different.
Challenge motivates and energizes us psychologically and physically to learn new skills
and master given tasks. When a challenge is met, we feel a great sense of
accomplishment. We feel relaxed and satisfied. Challenge is beneficial in the work
environment as it helps increase productivity. This is what people are referring to
when they say - "a little bit of stress is good for you." It might be more accurate to
say - "a little challenge is good for you."
CAUSES OF JOB STRESS

Quite simply, job stress results from the interaction of the worker and the conditions of
the work. Views differ on the importance of worker characteristics versus working conditions as
the primary cause of job stress.
Some view differences in individual characteristics, such as personality and coping style,
are most important in predicting whether certain job conditions will result in stress. What may
be stressful for one person may not be a problem for someone else. This viewpoint leads to

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prevention strategies that focus on workers and ways to help them cope with demanding job
conditions.
Although individual differences can't be ignored, research studies indicate certain working
conditions are stressful to most people. This scientific evidence places greater emphasis on
working conditions as the key source of job stress, and job redesign as the primary prevention
strategy. Excessive workload demands and conflicting expectations, for example, are key
sources of job stress.
Other sources may include:
1. Infrequent rest breaks
2. Long work hours and demanding work shifts;
3. Hectic and routine tasks that have little inherent meaning, do not
utilize a worker's skills, and provide little sense of control
4. Interpersonal relationships – poor social environment, lack of support or help from supervisors
and co-workers.
5. Short-lived episodes of stress pose little risk. But if stressful situations go unresolved, the body
can suffer from wear and tear, and the ability of a person's body to repair and defend itself can
become seriously compromised.
Strategies May Help Reduce Job Stress

The following strategies are also helpful for reducing job stress:
1. Organize your time. Use a schedule planner and schedule tasks. Stick to
the schedule! Be sure to schedule in time you need to meet deadlines, make
phone calls, send correspondence, write reports, and so on.
2. Follow your bio-clock. Try to schedule the hardest tasks during your hours
of peak performance and concentration.
3. Make "TO DO" lists. List everything you need to do in order of priority. As you
finish a task, check it off and go to the next one.

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4. Throw it away. Don't let things accumulate! Sort mail and toss what you don't
need. Sort e-mails and delete what you don't need to read. Sort files and toss
what's out-of-date.
5. Organize your work space. Organize papers, files, or items so that you know
where everything is, and things can be found quickly.
6. Don't procrastinate. Don't wait. Do it now. You'll be happy you got it done!
7. Think in steps. Take a large project and break it down into small steps. Then do
the project one small step at a time.
8. Take breaks. Avoid working around the clock. Go get a cup a coffee. Eat lunch
away from your desk or work area. Try to go home on time.
9. Share a problem. If you encounter an unusually challenging work problem, talk

with co-workers. They may not have a solution, but it helps to talk through issues.
Sometimes just by talking through a problem, you can recognize a solution.
10. Sleep. Make sure you get enough sleep. Lack of sleep impairs concentration
which can add pressure and anxiety.
11. Target ideas. Each time you feel stress, write down a list of targeted things you
need to do to reduce the stress for that event.
12. Take a real vacation. When you take time off, avoid thinking about work. Focus
on things you enjoy. This applies to your time off on weekends as well.
13. Transition. Between work and home, do something to get your mind off work.
Listen to the car radio, stop for a coffee, drop by the library, stop at the store.
14. Leave work at work. Take home as little work as possible.
15. Practice relaxation techniques. During times of stress
4.8MANAGEMENT STANDRDS FOR WORK RELATED STRESS
Work-related stress is a major cause of occupational ill health. That means sickness absence, high staff
turnover and poor performance in your organization. HSE’s Management Standards will help you; your

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employees and their representatives manage the issue sensibly and minimize the impact of work-related
stress on your business. In fact, it might help you improve organizational performance.
The Management Standards represent a set of conditions that reflect high levels of health, well being and
organizational performance. Following the advice on this site will enable you to identify the gap between
your current performance and these conditions. It will also help you to develop your own solutions to
close this gap.
Who should use this advice?
This advice is aimed at anyone with responsibility for tackling work-related stress in your organization.
That might be the person who has responsibility for coordinating your stress risk assessment, human
resources managers, health and safety officers, trade union representatives or line managers.
The process outlined here is not law. This advice does not replace HSE’s existing stress guidance pack
‘Real Solutions, Real People’. It provides further practical information, advice and tools on how to assess
the risks from work-related stress in your organization.
What can you do about stress?
The good news is that you can learn ways to manage stress. To get stress under control:
Find out what is causing stress in your life. ook for ways to reduce the amount of stress in your life.
Learn healthy ways to relieve stress.
How do you figure out your stress level?
Sometimes it is clear where stress is coming from. You can count on stress during a major life change
such as the death of a loved one, getting married, or having a baby. But other times it may not be so clear
why you feel stressed.
It may help to keep a stress journal. Get a notebook and write down when something makes you feel
stressed. Then write how you reacted and what you did to deal with the stress. Keeping a stress journal
can help you find out what is causing your stress and how much stress you feel. Then you can take steps
to reduce the stress or handle it better.
To find out how stressed you are right now, use this Interactive Tool: What Is Your Stress Level?

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How can you reduce your stress?
Stress is a fact of life for most people. You may not be able to get rid of stress, but you can look for ways
to lower it.
Try some of these ideas:
• Learn better ways to manage your time. You may get more done with less stress if you make a schedule.
Think about which things are most important, and do those first.
• Find better ways to cope. Look at how you have been dealing with stress. Be honest about what works
and what does not. Think about other things that might work better.
• Take good care of yourself. Get plenty of rest. Eat well. Do not smoke. Limit how much alcohol you
drink.
• Try out new ways of thinking. When you find yourself starting to worry, try to stop the thoughts. Work
on letting go of things you cannot change. Learn to say “no.”
• Ask for help. People who have a strong network of family and friends manage stress better.
• Sometimes stress is just too much to handle alone. It can help to talk to a friend or family member, but
you may also want to see a counselor.
How can you relieve stress?
You will feel better if you can find ways to get stress out of your system. The best ways to relieve stress
are different for each person. Try some of these ideas to see which ones work for you:
Exercise. Regular exercise is one of the best ways to manage stress. Walking is a great way to get started.
Write. It can help to write about the things that are bothering you.
Let your feelings out. Talk, laugh, cry, and express anger when you need to.
Do something you enjoy. A hobby can help you relax. Volunteer work or work that helps others can be a
great stress reliever.

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Learn ways to relax your body. This can include breathing exercises, muscle relaxation exercises,
massage, aromatherapy, yoga, or relaxing exercises like tai chi and qi gong.
Focus on the present. Try meditation, imagery exercises, or self-hypnosis. Listen to relaxing music. Try to
look for the humor in life. Laughter really can be the best medicine.
Source:
Article referred –Management standards for work related stress by Prof.Cary Cooper
4.9STRESS MANAGEMENT
Everyone experiences stress from time to time, so it is perfectly normal. However, normal
doesn't necessarily mean healthy. Nor is it inevitable! Believe it or not, you can learn how to
largely eliminate stress. I don't mean eliminate the pressures in your life - those will probably
persist. The way I think of it, pressure is what is happening to you, but stress is how you react to
those pressures. So, you can keep the pressure and get rid of the stress.
A good example of this comes from the study of stress in executives. Several studies have shown
that low and middle level executives show many stress symptoms, like ulcers, high blood
pressure, tension, burnout and so on. Top executives, however, as a group show much fewer
stress signs. There are exceptions in both directions, of course. Why do big wigs show fewer
signs of stress? There may be many reasons, like more control over their lives, but it is hard to
believe they don't have pressures. So why don't they get as stressed out? Probably the main
reason is that they are either naturally stress resistant or have learned how to handle the pressure
without letting it eat them up. It's like the old saying, "If you can't stand the heat, get out of the
kitchen".
Fortunately, stress management is largely a learnable skill. Most people can learn how to take the
heat in their lives. Before we talk about how, let's consider what stress is in more detail. The way
I think of it, stress is a "false alarm". What I mean is that it is the erroneous activation of the

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"danger alarm" system of the brain. I visualize it as a big red fire alarm inside the head. This is a
system we are all born with and it is a good thing to have. However, the biological purpose of
this system is to help prepare us for dealing with real, physical danger. When the danger alarm is
turned on, it produces a physiological response called the "fight or flight" reaction, which helps
us to fight the danger or flee it.
When you are in real, immediate physical danger, it is appropriate to feel afraid. Getting your
body charged up with adrenaline may well help to keep you alive. However, most of the time
when we feel stressed, there is no immediate danger, so it is a false alarm. The fire alarm is
sounding, but there is no fire!
So how do you learn how to manage stress? There are basically two main ways:
Learn how to turn off the alarm system through various relaxation methods.
Learn how to not turn it on inadvertently in the first place.
Relaxation methods work on the idea that you can't be relaxed and uptight at the same time.
Basically, anything you do that is the opposite of what the danger alarm system does will tend to
shut it off. Some examples include:
Deep breathing - taking deep, slow breaths rather than the shallow, fast breathing we feel when
we are stressed. This really works physiologically to help shut off the danger alarm.
Muscular relaxation - tensing and relaxing various muscle groups can work wonders. Try your
neck and shoulders, your shoulder blades, your forehead and eyes, tensing these groups for a few
seconds, then relaxing them. You can also combine this with deep breathing by inhaling while
you tense, then exhaling when you relax the muscles. There are more sophisticated versions of
these muscular methods, like the shower of relaxation and progressive relaxation.
Visualization - imagine a very peaceful scene, like laying on the beach, out in a fishing boat on a
lake, in a mountain cabin or whatever. It can be a real place or you can make it up. Try to invoke
all your senses as you imagine being in this very peaceful, relaxing place. What do you see?
What sounds are there? What sensations of touch, temperature or smell? For example, you might

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imagine the sun on your skin, the cool breeze on your forehead, the salt tang of the ocean, the
grit of the sand.
Try all these methods and see which works better for you. Some people do better with muscular
methods, others with visualization. All these can be learned quite readily and often work very
well.
In the long run, however, it is better to learn how to avoid getting stressed out in the first place.
So how do you do that? Well, the clue is in the visualization method. Thinking peaceful thoughts
makes you feel relaxed. In imagining a peaceful place, you have also distracted yourself from
whatever thoughts you were having before. This points out the basic premise of
cognitive/behavioral psychology, that our feelings and behaviors are largely caused by our own
thoughts. This is oversimplified, because there are many feedback loops that make the
connection between thoughts, feelings and behaviors sort of like a chicken and egg problem. But
the simple version of the cognitive theory is that peaceful thoughts cause relaxation and stressful
thoughts cause stress.
In other words, the reason we get stressed out is not what is happening to us and not what
happened in the past (at least not directly), but rather, how we are thinking about what is
happening. Past experience does influence us strongly, but the medium of that influence is
beliefs or thoughts. For example, if you were abused as a child, you might have developed the
belief that you are worthless. It is this belief today that is making you feel depressed, not the fact
of the abuse itself. This is a really neat, powerful idea because it means we can overcome the bad
experiences of the past. It means we have power over ourselves, so we don't have to be victims
of the past or of present circumstances!
The best way to manage stress is to learn to change anxiety to concern. Concern means you are
motivated to take care of real problems in your life, but your danger alarm system is not
erroneously activated. Changing your feelings is largely a matter of learning to identify and
change the upsetting thoughts that are the immediate and proximate cause of upset emotions.
Source:

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Article by Robert F.Sarmiento, Ph.D
4.10THEORITICAL BACKGROUND
DEFINING STRESS AT WORK
Change in working practices, such as the introduction of new technology or the

alternation of new technology or the alternative of targets, my cause stress, or stress may be built
into an organizations’ structure. Organizational stress can be measured by absenteeism and

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quality or work.Stress affects as well as the individual within them. An organization with a high
level of absenteeism, rapid staff turnover, deteriorating industrial and customer relations, a
worsening safety record, or poor quality control is suffering from organizational stress. The
below chart shows one example of the structure of a department in an organization, indicating
typical causes of stress that may effect stress at certain levels in the structure, and particular.
Causes that are affecting individuals.
Stress is contagious; anyone who is not performing well due to increases the amount of pressure
on their colleagues, superiors, and subordinates.

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The cause may range from unclear or overlapping job descriptions, to lack of
communication, to poor working conditions, including “sick building syndrome”.
POTENTIAL SOURCES OF STRESS:
There are three categories of potential stressors:
 Environmental factor
 Organization factor
 Individual factors
Environmental factors:
Just as environmental uncertainty influences the design of an organization. Changes in

business cycle create economic uncertainties.
Political uncertainties:
If the political system in a country is implemented in an orderly manner, there would not
be any type of stress.
Technological uncertainties:
New innovations can make an employee’s skills and experiences obsolete in a very short
period of time. Technological uncertainty therefore is a third type of environmental factor that
can cause stress. Computers, robotics, automation and other forms of technological innovations
are threat to many people and cause them stress.
Organization factors:
There are no storages of factors within the organization that can cause stress; pressures to
avoid error or complete tasks in a limited time period, work overload are few examples.
Task demands are factors related to a person’s job. They include the design of the
individual’s job working conditions, and the physical work layout.

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Role demands relate to pressures placed on a person as a function of the particular role he
or she plays in the organization. Role overhead is experienced when the employees is expected
to do more than time permits.
Role ambiguity is created when role expectations are not clearly understood and
employee is not sure what he / she is to do.
Interpersonal demands are pressures created by other employees. Lack of social support
from colleagues and poor.
Interpersonal relationships can cause considerable stress, especially among employed

with a high social need.
Organizational structure defines the level of differentiation in the organization, the degree
of rules and regulations, and where decisions are made. Excessive rules and lack of participation
in decision that affect an employee are examples of structural variables that might be potential
sources of stress.
Potential sources Consequences

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Organizational leadership represents the managerial style of the organizations senior executive.
Some executive officers create a culture characterized by tension, fear, and anxiety. They
establish unrealistic pressures to perform in the short-run impose excessively tight controls and
routinely fire employees who don’t measure up. This creates a fear in their hearts, which lead to
stress.
Organizations go through a cycle. They are established; they grow, become mature, and
eventually decline. An organization’s life stage - i.e.
Where it is in four stage cycle-creates different problems and pressures for employees. The
establishment and decline stage are particularly stressful.
Individual factors:

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The typical individual only works about 40 hrs a week. The experience and problems that
people encounter in those other 128 non-work hrs each week can spell over to the job.
Family problems:
National surveys consistently show that people hold family and discipline, troubles with
children are examples of relationship problems that create stress for employee and that aren’t at
the front door when they arrive at work.
Economic problems:
Economic problems created by individuals overextending their financial resources are

another set of personal troubles that can create stress for employees and distract their attention
from their work.

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CHAPTER: 5
RESEARCH METHODOLOGY
5.1RESEARCH METHODOLOGY

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Research methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically. In it we study the various steps
that are generally adopted by a researcher in studying his research problem along with the logic behind
them. It is necessary for the researcher to know not only the research methods but also the research
methodology.
D.SLESSINGER and M.STEPHENSON in the encyclopedia of social science define research as

“the manipulation of things, concepts or symbols for the purpose of generating to extend, correct or verify
knowledge aids in construction of theory or in the practice of an art”
Research means search for knowledge. It is only a systematic enquiry in to the existing system of
knowledge to disapprove or approve or to arrive at new conclusions for the betterment of the existing
system.
Research methodology is the description, explanation and justification of various methods of

conducting research. It deals with the objective of a research study, the method of defining the research
problem, the type of hypothesis formulated, the type of data collected, methods used for collecting and
analyzing data etc.
Methodology adopted by the researcher for conducting the study of the problem is pointed out as
follows:
5.2RESEARCH DESIGN
Research design is the plan, strcture and strategy of investigation conceived so as to obtain
answer to research questions and to control variance. It consists of sample size of 50 employees
and the sampling technique used is probability sampling under stratified sampling.
5.3 POPULATION
It is the first step in developing any sample design. These set OF objects are technically called as
population. Here the population is finite. The employees of AMANA TOYOTA is 280

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5.4 PERIOD OF STUDY
The study is conducted during the month of AUGUST 26TH to SEPTEMBER20TH
5.5 SAMPLING TECHNIQUE
In this study probability sampling method has been selected. Probability sample is one in which
each member of the population has an equal chance of being selected .This is the most simple procedure
for drawing a sample from a given population or universe. In probability samples, each member of the
population has a known non-zero probability of being selected. The advantage of probability sampling is
that sampling error can be calculated.
In this research the researcher has used stratified sampling technique to draw the sample from the
heterogeneous population of study which consist of workers at service, office staffs and employees in
sales.
5.6 SAMPLING FRAME
The details of samples were taken from the data base of the company.
5.7 SAMPLE SIZE
The sample size of the study is 50.
5.8 SOURCE OF DATA
The task of data collection begins after a research problem has been defined and research design
checked out. While deciding about the method of data collection to be used for the study, the researcher
should keep in mind two types of data, they are:

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1. Primary data
2. Secondary data
Primary data
Here the primary source of collecting the data is through questionnaire.
Primary data is a data which collected at first time. For collecting such data questionnaire is used. It is
being by private individuals, research workers, private and public organizations and even by
governments. A questionnaire consists of a number of questions printed or typed in a definite order on a
form or set of forms. And respondents have to answer the questions on their own. The questionnaire
method was supplied for getting the systematic style of arranging the objective questions related to stress.
Secondary data
The secondary data collected are by referring the books, journals, company’s files and through
internet which is very useful to this study.
5.9ANALYTICAL TOOLS
The analytical tools used for analyzing the collected data are:
➢ Percentage analysis
➢ Likert scale analysis
➢ Weighted Average Method
Percentage analysis
The statistical tool which is used here is percentage analysis. In this method we will take
numerator as respondents and denominator as total sample size and we will multiply with 100
Percentage = number of respondents x 100

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Total sample size
Likert scale analysis
The likert scale is one the most widely used attitude scaling techniques. In this approach , the respondents
are asked to indicate his degree of agreement or disagreement with each of the series of statements that
are related to the objects in questions.
Normally the likert scale is expressed in the terms of five categories, although three and seven are
sometimes used. The usual description for the five categories is:-
• Strongly agree
• Agree
• Neutral
• Disagree
• Strongly disagree
The five scale categories used here include:
Strongly agree Very good

Agree Good
Neutral Neutral
Disagree Bad
Strongly disagree Very bad
Each point on the scale carries a score. The choice between the two ordering of scores for an item
depends on whether “strongly agree” indicates a favorable or unfavorable attitude. Sometimes it will be
expressed positively, so that indicates a favorable attitude and sometimes negatively, so that answer
indicates an unfavorable attitude. To make the total score meaningful; positive answer must be scored in
one order and negative one in reverse order.
The procedures for developing a likert scale are as follows,
1. The first step is to collect a large number of statements relevant to the study.
2. The respondents are asked to indicate their response on the five point scale.
3. The response to various statements are scored in such a way that a response indicative of the most
favorable attitude is given the highest score say 5,and that with the most unfavorable attitude is given the
lowest score say 1,the marks are multiplied with number of respondents of each category.
4. The total marks of each statement are obtained by adding marks that received for separate statements.

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5. The total marks of each statement are divided by the sample size i.e. 50. Thus we get the mean. Mean is
the range of 1-2-3-4-5.
Weighted Average Method
It is used when the relative number of items in the series differs. while calculating the weighted mean
each item is given a weight judged by its relative importance. Weighted average method plays an vital
role in economic studies. Weighted means are thus obtained by taking into accounts of weights of these
items. Each value is multiplied with its weights. Then their sum is divided with the total weights.
Weighted Average =∑FW/∑W.
5.10LIMITATIONS OF THE STUDY
1. The sample size chosen is covered only a small portion of the whole population of AMANA
TOYOTA, Calicut.
2. The study is confined to limited period i.e. 26 days.
3. Accuracy of the study is purely based on the information as given by the respondents.
4. Data collected cannot be asserted to the free from crores, as the sample size restricted to the
employees.

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CHAPTER: 6
DATA ANALYSIS AND
INTERPRETATION
1. Experience of the respondents

TABLE 1 SOURCE: PRIMARY DATA
DETAILS 0-1 1-3YRS 3-5YRS 5-7YRS MORE

THAN 5
RESPONDEN 16 20 4 6 4
TS
PERCENTAGE 32 40 8 12 8

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Chart-1
Inference:
An attempt was done to know the work experience of the employees of Amana toyota and from
the response and analysis it is found that almost40% of the respondents working are having 1-3
year experience, only 8% of employees are having experience having more than 5 years .The
type of analysis used here is percentage analysis.
2.Working hours of the respondents

TABLE 2 SOURCE: PRIMARY DATA
DETAILS 6-8HRS 8-9HRS 9- 10- MORE THAN 12
10HRS 12HRS
RESPONDENTS 18 25 6 1 0
Chart-2
Inference:
The next question was related to the working hours of the respondents and from the analysis it
was found that about 50% of the workers work for about 8 to 9 hours per day and the rest 36%
work for about 6 to 8 hours a days and only 12% work about 9 to 10 hours. The type of analysis
used here is percentage analysis

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3.Busy schedule of the respondents

TABLE 3 SOURCE PRIMARY DATA
DETAILS Very Ofte Rare Very Nev

often n ly rarely er
RESPONDENT 4 26 7 3 10
S
Chart-3
Inference:
As it is evident from the chart, majority of the respondents (52%) often says that they are busy
at work place, but about10% have the opinion that they are not busy at work place and about
8% of them says that they are very busy with their work. The type of analysis used here is
percentage analysis.

MESCE Kuttippuram
PROJECT REPOT 2009
AMANA TOYOTA
4.Response of employees on the working environment of the organization.

Table: 04, source: primary data
OPTIONS V.BAD BAD NEUTRAL GOOD V.GOOD

res mar Res mar res mar res mar res Mar
Canteen 0 0 7 14 5 15 26 104 12 60
fecility
Noise and 0 0 0 5 15 7 28 38 190
other
disturbances
Toilet 0 0 0 0 3 9 42 168 5 25
fecility
Ventilation 0 0 0 0 4 12 35 140 11 55
Infrastructur 0 0 0 0 0 0 47 188 3 15
e
Res: no. of respondents mar: marks
Options marks percentage

canteen fecility 193 3.86
noise& other disturbances 233 4.66
toilet fecility 202 4.04
Ventilation 207 4.14
Infrastructure 203 4.06

MESCE Kuttippuram
PROJECT REPOT 2009
AMANA TOYOTA
Chart-4
Inference:
The next question is to find out the stress faced by the employees through the working
environment and from the above analysis it is found that employees are satisfied through all the
working conditions the employees are satisfied & all the working condition do facilitate a good
working condition. The type of analysis used here is likert scale analysis
5.Response of employees on the job design of the organization.


res mar res mar res mar res Mar res Mar
Skill 0 0 7 14 12 36 18 72 13 65
utilization
Work load 3 3 18 36 9 27 18 72 2 10
Feed back 0 0 0 0 8 24 26 104 16 80
from

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PROJECT REPOT 2009
AMANA TOYOTA
superiors
Dead lines 0 0 12 24 15 45 18 72 5 25
Boring or 0 0 3 6 10 30 35 140 2 10
repetitive
work
Options Marks percentage
Utilization of skills 187 3.74
Work load 148 2.96
Feedback from superiors 208 4.16

Deadlines
166 3.32
Repetitive work 186 3.72
Chart-5
Inference:
From the second part of question it is found that in the job design too the stress level is low.
From the analysis it is found that the company utilizes the skills of employees and the workload
is low and the employees are also happy with the feedback from superiors; it is also clear from
the analysis that the dead line are not so high and the boredom in work is not there. The type of
analysis used here is likert scale analysis.

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PROJECT REPOT 2009
AMANA TOYOTA
6.Response of employees in relation to contractual problems and work

relationships.

Res mar res mar res mar res mar res Mar
Job security 0 0 0 0 5 15 6 24 39 195
Holidays 0 0 0 0 3 9 43 172 4 20
Breaks during 0 0 0 0 9 27 13 52 28 140
work
Communication 0 0 5 10 18 54 24 96 3 15
with superiors,
colleagues and
management
Sort of 0 0 0 0 3 9 0 0 47 235
discrimination
Options marks percentage
jobsecurity167 234 4.68

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PROJECT REPOT 2009
AMANA TOYOTA
Holidays 201 4.02
breaks during work 219 4.38
Communication 175 3.5
Discrimination 244 4.88
Chart-6
Inference:
From the above analysis it is found that the employees are happy with the holidays and job
security, this may decrease cause stress among employees. The employees are highly satisfied
with the breaks during the work hours. And only the communication makes some problem. The
type of analysis used here is likert scale analysis

MESCE Kuttippuram
PROJECT REPOT 2009
AMANA TOYOTA
7.Response of employees in relation to the causes of stress.

TABLE 7
OPTIONS V.OFTEN OFTEN SOMETIMES NEVER CAN’T
SAY
res mar res mar res mar Res mar res Mar
Angry 2 2 8 18 20 60 5 20 15 75
Frustrated 0 0 11 22 4 28 7 28 3 15
Overtired 0 0 14 28 15 45 10 40 11 55
Happy 6 30 42 168 2 6 0 0 0 0
Motivated 0 0 7 28 20 60 5 10 18 8

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AMANA TOYOTA
Options Marks Percentage
Angry 175 3.5
Frustrated 165 3.3
Overtired 201 4.02
Happy 231 4.62
Motivated 185 3.7
Chart-7
Inference:
From the above analysis it is found that the employees are highly motivated and only 3% of the
respondents feel angry at work. The frustration level and fatigue of employees are a bit more
that is 3%. And the rest 3% shows that the employees feel happy while working .The type of
analysis used here is likert scale analysis.

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PROJECT REPOT 2009
AMANA TOYOTA
8.Effectiveness of stress relief programs conducted by the company.
Table: 08
DETAILS Very Effectiv Not Ineffecti No such

effectiv e very ve progra
e effectiv ms
e
S
Source: primary data
Chart 08
Inference:
From the above analysis it is clear that about 52% of the respondents felt that the stress relief
programs conducted by the company is very effective and according to% of employees feel it
as ineffective. 30% have the opinion that it is effective and 18% say it as not effective. The
type of analysis used here is percentage analysis.
9.Satisfaction level of employees in the organization
TABLE 09
DETAILS Highly Satisfie Somewh Not Can’t

satisfied d at satisfied say

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PROJECT REPOT 2009
AMANA TOYOTA
satisfied
S
SOURCES: PRIMARY DATA
Chart-9
Inference:
From the above analysis about 62% of the employees are satisfied with the organization and
about 18% are highly satisfied. 14% of the respondents are somewhat satisfied with the
organization.6% of the respondents are not willing to say about the question.
10. Response of employees to know about having enough time to spend for
personal interests/hobbies/passion
TABLE 10
DETAILS YES NO SOMETIMES
RESPONDENTS 11 2 37
PERCENTAGE 22 4 74
SOURCES: PRIMARY DATA
Chart-10
Inference:
From the above analysis about 74% responded that they sometimes have time to spend in their
personal interest. Only 22% responded that they have time and 4%responded that they don’t

MESCE Kuttippuram
PROJECT REPOT 2009
AMANA TOYOTA
have time to spend on their personal interest. The type of analysis used here is percentage
analysis.
11.leave taken by employees due to stress
TABLE 11
DETAILS YES NO
RESPONDENTS 7 43
PERCENTAGE 14 86
SOURCE: PRIMARY DATA
Chart-11
Inference:
From the above analysis about 86 % responded as they didn’t take leave due to stress and 14%
took leave due to stress. The type of analysis used here is percentage analysis.
12.Table and figure showing the response of employees in relation to stress

factors faced by employees.
Table 12
OPTIONS V.HIGH HIGH NEUTRAL LOW V.LOW

res mar res Mar res mar res mar res Mar
Coping with 0 0 0 0 43 129 5 20 2 10
office politics
Rate of pay 0 0 22 44 15 45 10 40 3 15

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AMANA TOYOTA
Social support 0 0 0 0 1 3 45 180 5 20

by people at
work
Spouse/partner’ 0 0 0 0 2 6 5 20 43 215
s attitude
towards job
Working with 0 0 0 0 41 123 9 36 0 0
those of
opposite sex
source: primary data
• Res: no. of respondents mar: marks
RANKS 1(V.HIGH) 2(HIGH) 3(NEUTRAL) 4(LOW) 5(V.LOW) TOTAL

Weightage 5 4 3 2 1 15
Weighted average=
Options Marks(∑FW) ∑FW/∑W
Coping with office
politics 129 8.6
Rate of pay 144 9.6

Social support by
people at work 226 15.06
Spouse/partner’s
attitude towards job 205 13.6
Working with those
of opposite sex 159 10.6

MESCE Kuttippuram
PROJECT REPOT 2009
AMANA TOYOTA
Chart-12
Inference:
From the above table it is clear that the employees are not much happy with the rate of pay
offered by the company. The spouse attitude towards the job is also good in total we can infer
from the above table that the potential source of pressure in work is comparatively less in the
organization. The type of analysis used here is weighted average method.
13.The statement showing the ways at which workers do to over come stress.
Table: 13
DETAILS SIT &RELAX CALL SMOKE/PAN CHAT WITH

FRIENDS&RELAT CO-WORKER
IVES
RESPONDEN 29 11 0 10
TS
PERCENTAG 58 22 0 20
E Source: primary data

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PROJECT REPOT 2009
AMANA TOYOTA
Inference.
In this table it is clear that majority of the workers do prefer to sit and relax and a
good thing is that nobody is taking sedations to overcome stress.
14.Table and figure showing the response of employees in relation to morale of

employees.
Table: 14
OPTIONS STRONGLY AGREE NEUTRAL DISAGREE CAN’T

AGREE SAY
res mar res mar Res mar res mar res Mar
Have time 8 40 32 128 10 30 0 0 0 0
with family
Do not have 0 0 0 0 7 21 38 76 5 5
financial
problems
Feel like a 40 200 10 40 0 0 0 0 0 0
part of the
organization
Have lot of 15 75 30 120 5 15 0 0 0 0
career
opportunities
in this
organization
Talk good 43 215 7 28 0 0 0 0 0 0
about

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PROJECT REPOT 2009
AMANA TOYOTA
organization
to others
,source: primary data
RANKS 1(S.AGREE) 2(AGREE) 3(NEUTRAL) 4(DISAGREE) 5(CAN’T TOTAL

SAY)
Weighted average=
Have time with family 198 13.2

Do not have financial
problems 102 6.8
Feel like a part of the
organization 240 16
Have lot of career
opportunities in this
organization 210 14
Talk good about
organization to others 243 16.2
Chart-14
Inference:
From the above table we can infer that the majority of the employees talk good about
organization to others and feel like a part of the organization this shows the morale of the
employees in the organization. Even the employees have the opinion that they have a good
career opportunity in the organization. In short the employees feel that there is a drive for them
in this company. But majority of the employees are suffering from financial problems. The type
of analysis used here is weighted average method.

MESCE Kuttippuram
PROJECT REPOT 2009
AMANA TOYOTA
15.Table and figure showing the response of employees in relation to Stress

control techniques.
Table: 15
OPTIONS RANK 1 RANK 2 RANK 3 RANK 4 RANK 5

res mar res mar Res mar res mar res Mar
Training and 18 90 10 40 14 42 10 20 8 8
counseling
Team 20 100 16 32 14 42 10 20 0 0
outings or
holiday trips
Meditation 8 40 16 64 4 12 26 52 6 6
Games and 14 70 18 72 18 54 10 20 0 0
workshops
Others 0 0 0 0 10 30 4 8 46 46
,source: primary data
RANKS 1 2 3 4 5 TOTAL
Weighted average=

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PROJECT REPOT 2009
AMANA TOYOTA
Training and
counseling 200 13.33
Team outings or
holiday trips 194 12.93
Meditation 174 11.6

Games and
workshops 216 14.4
Others 84 5.6
Chart-15
Inference:
From the above table we can infer as a part of stress control the company can adopt these
techniques as the employees prefer it. The highest Weightage is given to games by the
employees. Then the preference is for training and counseling, Team outings or holiday trips
and Meditation. The type of analysis used here is weighted average method.

MESCE Kuttippuram
PROJECT REPOT 2009
AMANA TOYOTA
CHAPTER: 7
FINDINGS, SUGGESTIONS AND
CONCLUSION
FINDINGS:
The findings of the study are as follows.
 Most of the respondent falls under low stress category.

 There is a significant relationship between stress & demography factors i.e. age,
experience & designation.
 The normal working time of AMANA TOYOTA is 6 to 8 hours.
 Most of the employees are satisfied with the working environment provided by the
organization.

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PROJECT REPOT 2009
AMANA TOYOTA
 Most of the employees are satisfied with the job design provided by the organization.
 Employees are satisfied with the contractual and work relationships provided by the
organization
 There is less busy schedule in the organization and sometimes the employees feel
busy.
 Almost all the employees feel happy and motivated at work and the level of anger,
frustration and fatigue is comparatively lower.
 The relaxation programs/parties conducted by the organization is effective; about 51%
had the opinion that it is effective.
 About 80% of the employees are satisfied with the organization.
 Sometimes the employees get time to spend their time for their personal interests and
hobbies or passions.
 There is no absenteeism among employees due to stress.
 The employees are happy with the rate of pay offered by the company.
 The employees don’t feel difficulty in coping with office politics and they don’t feel
difficulty while working with opposite sex.
 The employees have less feeling that they have less time with family
 The employees feel that they are a part of the organization.
 Most of the respondents have a feeling that they have a lot of career opportunity in the
organization.
 Concerning the stress control technique the highest priority is for games and
workshops then training and counseling and then for team outing or holiday trips.
SUGGESTIONS
A Small percentage of the employees did have some stress. Person facing stress at
the organizational level facing psychological problems in the form of decreased motivation,
absenteeism low productivity, targets not being achieving etc. as all ready said above. Thus,
employees facing stress are advised to attend stress management courses which will help them to
build coping strategies and cause out their stress. The stress management cause comprise of a
package program consisting of:
 Relaxation
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AMANA TOYOTA
 Positive outlook towards works / responsibilities

 Self analysis through personality type testes
 Inter personal skill development
 Protection yoga cum meditation
 Time management
 At the individual level the employees could practice a relaxing holiday (where in quality
time is spent with the family) every fortnight or mouth
 Realize excessive use of tea / coffee cigarette is not answer to stress
 Try to get 6-7 hrs of continuous sleep per day
 Stress can be reduced by practicing physical skills, mental skills, social skills, diversion
skills, etc.
 Physical skills include breathing exercises, progressive relaxation, stretching exercises,
walking, sleep, etc. physical relaxation techniques are useful in preventing stress and lowering
the physical signs of stress. Breathing exercises are one of the most effective distressing
exercises.
 Mental skills include meditation, yoga, etc. These are things that you can do with your
mind to help you cope with a situation. This makes your thoughts one of your most powerful
coping skills.
 Social skills include meeting people, keeping pets, etc. people and even pets are important
source of comfort. Spend more time with them.
 Diversion skills mean activities that take your mind off.
 Physical exercises instantaneously divert the mind and help in getting back to a normal
situation from where we can look at the problem.
 Strong support system is also important. This may consist of family, friends, colleagues at
work, etc. It is for the close circle of the family to notice the difference in behavior and point it
out to you to open up and discuss what is troubling you. A supportive family can be your
jumping board and the mentor to guide you on the road to recovery.

MESCE Kuttippuram
PROJECT REPOT 2009
AMANA TOYOTA
CONCLUSION
The present study was conducted at AMANA TOYOTA, Calicut. The study entitled was
“The study on stress level and their impact on performance of employees in AMANA TOYOTA,
Calicut”.
The aim was to find the stress levels, personality type of the employees. This was done using a
detailed questionnaire. The study reveled that the employees fall under low stress category only a
small percentage is having stress & needed prevailing in the organization to some extent.
At the end of the study, we can conclude that through there are some signs of stress among the
employees and such stress is affecting their behaviors, it can be controlled & reduced effectively.

MESCE Kuttippuram
PROJECT REPOT 2009
AMANA TOYOTA
This can be done by giving counseling & incorporating the suggestions given here in at
individual and organization level.
BIBILIOGRAPHY

MESCE Kuttippuram
PROJECT REPOT 2009
AMANA TOYOTA
BIBILIOGRAPHY
L.M. PRASAD, Human Resource Management, Sultan Chand sons, 23 Daryaganj, New
Delhi.
STEPHEN.P.ROBBINS, Organizational Behaviour, Pearson Education
C R KOTHARI, Research Methodology (2nd e)
HRM REVIEW, The Icfai university press,
Websites:
www.mindtools.com
www.softwareassociates.com
www.wikipedia.com

MESCE Kuttippuram
PROJECT REPOT 2009
AMANA TOYOTA
ANNEXURE

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PROJECT REPOT 2009
AMANA TOYOTA
QUESTIONNAIRE
1. Please mention your working experience?(in years)
(a) 0-1 (b)1-3 (c)3-5

(d)5-7 (e)more than 5
1. What is the normal working time in your organization?(in hours)
(a)6-8 (b)8-9 (c) 9-10

(d)10-12 (e) More than 12
2. How often do you say the word “I am busy or I am having hard time” At the work place?
(a)Very often (b)Often (c)Rarely
(d) Very rarely (e) Never
3. Please indicate the extend of stress faced by you in your organization?
1 = Very High, 2 = High, 3 = Neutral, 4 = Low, 5 = Very Low
Sl. No: Description VH H N L VL

I Working Environment
1 Canteen facility 1 2 3 4 5
2 Noise and other disturbances 1 2 3 4 5
3 Toilet facility 1 2 3 4 5
4 Ventilation 1 2 3 4 5
5 Infrastructure 1 2 3 4 5
II Job Design
5 utilization of your skills 1 2 3 4 5

6 Work load 1 2 3 4 5
7 Feedback from superiors 1 2 3 4 5
8 Pressure to perform (deadlines) 1 2 3 4 5
9 Boring or repetitive work 1 2 3 4 5
III Contractual problems & Work relationships

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AMANA TOYOTA
10 Job security (fear of 1 2 3 4 5

redundancy/temporary contracts)
11 Holidays 1 2 3 4 5
12 Breaks during work 1 2 3 4 5
13 Communication with superiors, 1 2 3 4 5
colleagues and management
14 Sort of discrimination 1 2 3 4 5
4. At work do you feel…..( please tick)

1 = Very often, 2 = Often, 3 =Sometimes, 4 =Never, 5 = Can’t say
Sl. Description (Causes of stress) VO O S N CS
No:
1 Angry 1 2 3 4 5
2 Frustrated 1 2 3 4 5
3 Over tired 1 2 3 4 5
4 Happy 1 2 3 4 5
5 Motivated 1 2 3 4 5
5. How effective are the relaxation programs/ parties organized by your company for the
employees?
(a) Very Effective (b) Effective
(c) Not Very Effective (d) Ineffective
(e) No such programs/ parties are organized
6. Are you satisfied with your organization?
(a)Highly satisfied (b) satisfied (c) somewhat satisfied

(d) Not satisfied (e) can’t say
7. Would you say that, generally you have enough time to spend for your personal interests/
passion/ hobbies?

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AMANA TOYOTA
(a) Yes (b) No (c) Sometimes
8. The statements below are all potential sources of pressure. You are required to rate them in
terms of the degree of pressure you perceive each may place on you.
1 = very high, 2 = high, 3 = neutral, 4 = low, 5 = very low

Sl. Description (stress factors) VH H N L VL
No:
1 Coping with office politics 1 2 3 4 5
2 Rate of pay 1 2 3 4 5
3 Lack of social support by people at work 1 2 3 4 5
4 My spouse’s/ partner attitude towards 1 2 3 4 5
my job and career
5 Working with those of the opposite sex 1 2 3 4 5
9. During the past 12 months, have you taken sick days because of stress (even if you didn’t
identify those days as “stress related” on your leave forms)?
Yes No
10. What will you do to over come stress during your work?
a). Sit and relax b) Call friends & relatives
c) Smoke/Pan d) Chat with your Co-worker
11. Please prioritize the following list in the order of importance?
1 = strongly Agree, 2 = agree, 3 = neutral, 4 = disagree, 5 = can’t say

Sl. Description SA A N DA CS
No:
1 I have time with my family 1 2 3 4 5
2 I do not have financial problem 1 2 3 4 5
3 I feel like a part of this organization 1 2 3 4 5
4 I have lot of career opportunities in this 1 2 3 4 5
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organization
5 I talk good about the organization to others 1 2 3 4 5
12. Please rank the following stress control techniques?
a) Training and counseling
b) Team outings or holiday trips
c) Meditation
d) Games and Workshops
13. Please list add up your suggestion if any,
………………………………………………………………………………………..
………………………………………………………………………………………..
………………………………………………………………………………………..
Thank you for taking the time to complete this questionnaire!

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PROJECT REPOT 2009

1.1 INTRODUCTION TO THE STUDY

1.2 PROBLEM OF THE STUDY

1.3 SCOPE OF THE STUDY

Dept. of Management Science

1.4 NEED FOR THE STUDY

1.5 OBJECTIVE OF THE STUDY

Dept. of Management Science

• To analyze the level of occupational stress among the employees.

• To analyze the role of stress in interpersonal relationship and dedication of employees.

• To analyze the relaxation programmes

Dept. of Management Science

Dept. of Management Science

2.2 AUTOMOBILE INDUSTRY IN INDIA

Dept. of Management Science

The automotive industry directly and indirectly employs 13 million

Dept. of Management Science

folding windscreens and hood, and an aluminum body. It was

Dept. of Management Science

✔ The first automobile in India rolled in 1897 in Bombay.

✔ India is being recognized as potential emerging auto market.

✔ Foreign players are adding to their investments in Indian auto industry.

✔ Within two-wheelers, motorcycles contribute 80% of the segment size.

✔ 2/3rd of auto component production is consumed directly by OEMs.

✔ India is the largest three-wheeler market in the world.

✔ India is the largest two-wheeler manufacturer in the world.

✔ India is the second largest tractor manufacturer in the world.

✔ India is the fifth largest commercial vehicle manufacturer in the world.

✔ The number one global motorcycle manufacturer is in India.

Dept. of Management Science

Cars by Price Range

Under Rs. 3 Lakhs • Maruti 800, Alto, Omni

• Hyundai Santro, Getz

• Chevrolet Opel Corsa

• Maruti Zen, Wagon R, Versa, Esteem, Gypsy

• Ford Icon & Fiesta

• Tata Indica, Indigo XL, Indigo Marina

• Hyundai Accent, Elantra

• Mitsubishi Lancer, Mitsubishi Cedia

• Hyundai Sonata Embera

Dept. of Management Science

• Ford Mondeo & Endeavour

• Skoda Octavia & Combi

• Maruti Suzuki Grand Vitara

• Terracan & Tucson

• BMW X5, 5 Series & 7 Series

• Mercedes E Class, S Class, SLK, SL & CLS-Class

• Porsche Boxster, Cayenne, 911 Carrera & Cayman S

• Rolls Royce Phantom

Dept. of Management Science

2.4INDIAN AUTOMOBILE INDUSTRY GROWTH

2.5AUTO MODELS IN INDIA

Motorcycle Models in India:

Dept. of Management Science

Scooter Models in India:

Electric Bikes & Scooters in India:

2.6 MAJOR PLAYERS IN THE INDUSTRY

Dept. of Management Science

FORD INDIA LIMITED

Mahindra Ford Escort manufactures the following car brands

Dept. of Management Science

Dept. of Management Science

Dept. of Management Science