A Study On Stress Management of Employees at Syndicate Bank

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Stress Management Dim apur on 17.0 3.20 07 2007 First ...
Stress Management H.R.Institute OF Higher Education, Hassan. 24
Stress Management 2.6 GROWTH OF THE BANK On the back of robust growth in treasury income, Syndicate
Banks net ...
Stress Management 2.7 COMPETITORS FOR THE BANK SBI PNB Bank of Baroda Bank of India
Union Bank Indian Bank ...
Stress Management 2.8 SWOT ANALYSIS A SWOT analysis consists of evaluating a company internal
strength and weaknes...
Stress Management 2.8.1 STRENGTHS The bank is a pioneer in introducing several initiatives such as
agricultural f...
Stress Management 2.8.3 OPPORTUNITIES It has created a good customer base and it is time that it
leverages on thi...
Stress Management 3. 1 REVIEW OF LITERATURE 3.1.1 Methodology of literature review The review of
litera...
Stress Management 3.1.2 Evolution of Human resources management Human resource, a relatively new term
emerged du...
Stress Management 3.1.4 DEFINITION: Human resource management aims to improve the productive
contribution of individu...
Stress Management Societal objective: To be ethically and socially responsible to the needs and challenges ...
Stress Management 5. To maintain high moral, encourage value systems and create environment of trust,
mutuality of inte...
Stress Management Developing a communication system There is a need to develop downward, upward and
lateral co...
Stress Management 3.1.8 Nature of human resource management Integral part of the process of management
...
Stress Management HRM is a science as it contains an organized body of knowledge consisting of principles
and techniq...
Stress Management Recent origin As compared to other areas of management, human resource management
is a ...
Stress Management HR planning Union management H.R.Institute OF Higher Education, Hassan. ...
Stress Management 3.1.9 Need for HRM approach Human resource management helps in creating a better
under...
Stress Management Change in political philosophy Political philosophy has undergone change all over the ...
Stress Management Recruitment and selection Training and development Compensation Employees
welfare and service...
Stress Management Improper Implementation Human resources management should be implemented by

assessing the...
Stress Management 3.2 INTRODUCTION ABOUT STRESS MANAGEMENT The word stress is derived
from the Latin word "stri...
Stress Management 3.2.3 The stress experience An individual experiences stress depends: The persons
perce...
Stress Management 3.2.4 Additional signs of stress Other signs of being highly stressed include the following...
Stress Management Stress significantly reduces brain functions such as memory, concentration, and learning, all
of which a...
Stress Management attrition affecting the profitability of the organizations.Organizations cutting across
industries...
Stress Management 3. employees accessing personal leave programs such as extended maternity and paternity
leave; 4. org...
Stress Management Causes of Stress at Home Death of spouse, family, near relative or friend Injury or
illness...
Stress Management Causes of Stress at Work To meet out the demands of the job. Your relationship with
colle...
Stress Management Common external causes of stress Not all stress is caused by external factors. Stress can
also...
Stress Management A MODEL OF STRESS STRE STREO R *perction *...
Stress Management Potential sources Physical symptoms Envi...
Stress Management Factors influencing the effects of stress and stress susceptibility A person's suscep...
Stress Management 3.2.9 BURNOUT Burnout is a troublesome outcome of stress, it is a state of mind resulting
...
Stress Management Feeling numb; few "ups or downs"; an inability to feel anything. 3.2.10 Techniques to
Help Preven...
Stress Management And in keeping with the tone of this stress tips section, and since color is regarded by many
as a facto...
Stress Management 3.2.11 How to manage stress Managing stress is all about taking charge: taking charg...
Stress Management When the employee is stressed at work, some simple practices can help: Sit straight and
comfortab...
Stress Management Some strategies used by individual and organization for managing the stress Individua...
Stress Management EMPLOYEE ...
Stress Management 3.2.14 Advantages of stress management Business advantages of stress management: Less
...
Stress Management No side-effects Non-pharmacological Non-surgical Cost-effective 3.2.15 Programs ...
Stress Management Screening: periodic examination of employees in highly stressful jobs is provided to
detect early i...
Stress Management Employees must trust that: 1. The programs can and will provide real help. 2.
Confidentiality wi...
Stress Management How to create important time just for you More stability & happiness from areas you
can control ...
Stress Management 79% identified increased absence as the main symptom of stress in an employee. 53%
regard str...
Stress Management 4. ANALYSIS AND INTERPRETATION There are approximately say 500 employees
working in SYNDICA...
Stress Management The table shows whether employees are able to do their work in the given time without any
dist...
Stress Management Do you get time to attend your personal obligations every day? Table ...
Stress Management Do you tend to get angry when you get interrupted at work? Table No- 4...
Stress Management When you are asked to do something unplanned, do you respond angrily? Ta...
Stress Management Do you respond in a positive manner when asked to do something for which you lack
training? ...
Stress Management When you are given an unexpectedly heavy work at bank, do you get tensed? ...
Stress Management Table No- 4.8 Are you happy with your pay-package Yes ...
Stress Management Do you feel stressed because banking job is monotonous? Table No-4. 9 Stressed because
ba...
A study on stress management of employees at syndicate bank
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1. 1. Stress Management A STUDY ON STRESS MANAGEMENT OF EMPLOYEES AT SYNDICATE
BANK, HASSAN INTRODUCTION A study on stress management with special reference to
syndicate bank Hassan. The workplace is a challenging job assignment followed by moderate doses of
competitive spirit, constructive conflict and a zeal to get ahead of others and a ways in which individual
cope, or deal with stress at work is called stress management. Employers should provide a stress-free
work environment, recognize where stress is becoming a problem for staff, and take action to reduce
stress. Stress in the workplace reduces productivity, increases management pressures, and makes people ill
in many ways, evidence of which is still increasing. Workplace stress affects the performance of the brain,
including functions of work performance; memory, concentration, and learning. Stress at work also
provides a serious risk of litigation for all employers and organizations, carrying significant liabilities for
damages, bad publicity and loss of reputation. Dealing with stress-related claims also consumes vast
amounts of management time. So, there are clearly strong economic and financial reasons for
organisations to manage and reduce stress at work, aside from the obvious humanitarian and ethical
considerations H.R.Institute OF Higher Education, Hassan. 1
2. 2. Stress Management OBJECTIVES OF THE STUDY: 1. Assess current stress level of employees at
bank. 2. Identify situations that cause stress. 3. Be more knowledgeable on techniques/methods to lower
stress. 4. Apply various stress reduction techniques to alleviate stress. 5. To know the stress of the
employee . 6. Identify emotional, physical, and mental effects of stress. SCOPE OF THE STUDY The
scope of the study is extended only to the employees working in SYNDICATE BANK, HASSAN. It does
not cover employees working in other branches of SYNICATE BANK. To fulfill the objectives of this
research, the study is undertaken to analyse the stress management at SYNDICATE BANK. H.R.Institute
OF Higher Education, Hassan. 2
3. 3. Stress Management PROBLEM STATEMENT Any research requires a proper understanding of the
problem. A well-defined problem is half work done. Statement of problem is the section were the
reason for taking up a particular topic for research is justified. Many creative efforts fail because the
problem is either unclear or it is focused in the wrong place. If people have different opinions of what the
problem really is, they will constantly diverge and never be able to find closure on a suitable solution. The
selected topic was Stress Management Stress management are tools, procedures and methods that
allows us to take control of problems and make sure that they dont affect the daily routine. Problems
that leads to stress that are specific in nature have different stress management techniques that can be
applied to keep in balance and harmony. Beyond a certain point, stress stops being helpful and starts
causing major damage to health, mood, productivity, relationships, and quality of life. H.R.Institute OF
Higher Education, Hassan. 3
4. 4. Stress Management RESEARCH METHODOLOGY: There are 3 types. They are Explorative
Descriptive Experimental Descriptive methodology is used in the present study DATA SOURCES:
Primary data: The primary data was collected from the respondents by administering a structured,
questionnaire and also through observations, interviews and discussion with management teams.
Secondary data: Apart from primary data the secondary data is being collected through text books, records
of syndicate bank, journals, from library, academic reports and interest used for this study. SAMPLING:
Sample population: There are totally 500 employees working in the bank. Sample size: out of the total
population, the sample taken amongst employees i.e., 40 respondents. Sampling area: The research was
conducted at syndicate bank Hassan. Sample method: The research was made by the survey in accordance
to the convenience of the employees. So the sample type is convenience sampling. H.R.Institute OF
5. 5. Stress Management TOOLS USED FOR ANALYSIS Primary data was collected through the
questionnaire by distributing questionnaires; questionnaire with both close ended and open ended
questions have been used as samples respondents. On the basis of the tables, the facts are presented in the
form of BAR charts. Plan of analysis The data is collected and classified in a organized and systematic
manner. The data is collected and classified by random sampling method. The classified data is
tabulated and calculated into percentages. The data is interpreted for getting results required for the
research study. The tabulated data is shown in the form of BAR charts for better understanding.
LIMITATIONS OF THE STUDY H.R.Institute OF Higher Education, Hassan. 5
6. 6. Stress Management The present study is limited to many aspects. Providing information about stress
management is the outcome of various variables. It is not possible to take into consideration each and
every aspect/ criteria in this study. The research study is limited to a small sample size. Some of the
information given by the respondents may not be reliable(bias) I was not able to collect the information
from all the employees of organization because of busy schedule of employees. The study is confined
only to employees of syndicate bank. Therefore the results and conclusion of study is may not be
applicable to other banks. The question that are asked being personal, some of them hesitated to answer
it. Analysis is done on the assumption that respondents have given correct information through the
questionnaires. 2.1 Industry Profile: H.R.Institute OF Higher Education, Hassan. 6
7. 7. Stress Management 2.1.1 Bank It is generally said that the word BANK has been originated in Italy.
In the middle of 12th century there was a great financial crisis in Italy due to war. To meet the war
expenses, the government of that period a forced subscribed loan on citizens of the country at the interest
of 5% per annum.Such loans was known as compare, Minto. In Germany the word Monte was
named as Bank. It is also said that the word Bank has been derived from the word Banco which
means a Banch. The Jews money lenders in Italy used to transact their business sitting on banches at
different market places. 2.1.2 History of Bank The word Bank is used in the sense of a commercial bank.
It is of Germanic origin though some person trace it origin to French word Banqui and the Italian word
Banca. It referred to a bench for keeping lending and exchanging of money lenders and money chargers.
There was no such word as banking before 1640. All though the practice of safe keeping and saving
flourished in the temple of Babylon as earlier as 2000 B.C. Chanakya in his Arthashastra written in about
300 B.C. mentioned about the existence of Merchant of Bankers who received deposits advanced loans
and hundise. The 1st bank in India was the Bank of Hindustan started in 1770 by Alexander and co., an
English agency house in Kolkata which failed in 1782 with the closer of the agency house. But the 1st
bank in the modern sense was established in the Bengal presidency as the Bank of Bengal in 1806.
H.R.Institute OF Higher Education, Hassan. 7
8. 8. Stress Management 2.1.3 Growth of Bank Merchant bankers issued Hundis to remit funds in India
such Merchant bankers were known as Seth The next stage in the growth of banking was the Goldsmith
he started charging something for taking care of the money and bullion. The next stage in the growth of
banking is the money lenders, the goldsmith found that on an average the withdrawal of coins were much
less than the deposits with him. So he started advancing the coins on loan by charging interest as a
safeguard he kept some money in the reserve thus the goldsmith money lenders became a banker who
started performing the 2 functions of modern banking that of accepting deposit and advancing loan. 2.1.4
Meaning of Bank Chambers 20th century dictionary defines a bank has an institution for the keeping
lending and exchanging of money. Economists have also defined a bank highlighting its various functions.
According to Crowther The bankers business is to take the debts of other people to offer his own in
exchange and there by create money. Thus a bank is an institution which accepts deposits from the public
and in term advances loans by creating credit. It is different from other financial institution in that they
cant create credit though they may be accepting deposit and making advances. H.R.Institute OF Higher
Education, Hassan. 8
9. 9. Stress Management 2.1.5 Types of Banks Commercial Banks. Exchange Banks. Industrial
Banks. Agricultural Banks. Co-operative Banks. Central Banks. Private sector Banks. 2.2
COMPANY PROFILE 2.2.1 INDUSTRY SCENARIO H.R.Institute OF Higher Education, Hassan. 9
10. 10. Stress Management Syndicate bank was established in 1925 in Udupi with a capital of Rs8000 by
three visionaries Sri Upendra Ananth Pai, a businessman, Sri Vaman Kudva, an engineer and
Dr.T.M.A.Pai, a physician. In the earlier days the bank collected as low as two anna daily under the Pigmy
Deposit scheme. As the time passed by this Pigmy deposit scheme has become the brand equity today. At
present bank collects over Rs2 CRORE daily under this scheme. From just one branch in 1925 the
Syndicate Bank has grown leaps and bound to have over 2000 branches now. The bank is now well
equipped to face the multinational banks. Bank has adapted technology to beat competition. Today all the
branches are computerized and centralized banking system is implemented. In 2004, Syndicate Bank also
started utility bill payment services through Internet banking introduced. In 2005, the bank commenced
the online reservation of railway tickets through Indian Railway Catering & Tourism Corporation Ltd for
its customers. It was during this time that it entered into a MOU with SFAC for promoting of investments
in Agri-business products. The 2000th branch was opened at Tondiarpet, Chennai, in 2006. In the same
year, the bank commenced the first BPO outfit of a Nationalized Bank, SyndBank Services Limited. This
was a wholly owned subsidiary of Syndicate Bank. With the age of progressive banking, Syndicate Bank
has created a name for itself in the last 80 years. Rooted in rural India, the Bank has a clear picture of the
grass root realities and a vision of future India. Changing with the changing times, the Bank has well
equipped itself with all the facilities of the new age, without, however, altering its distinctive socio-
economic and cultural culture. Syndicate Bank's unique principle of mutual development, of both the
Bank and the people, has won it a long list of clientele, which includes both the rural and the semi-urban
class. H.R.Institute OF Higher Education, Hassan. 10
11. 11. Stress Management 2.2.2 Banking industry overview: PSU banks have been rapidly expanding their
balance sheet over the past three years. It is evident from the chart as the gap in business growth of
scheduled commercial banks (SCB`s) and PSU banks is narrowing. Banks generates a spread by
accepting deposits and lending advances. This is measured by net interest income (NII), which is the
difference between the interest earned and interest expended. It is surprising to note that there was no
relation between the growth rate in NII and net profit of the PSU banks over the period of five years. The
growth in net profit of PSU Banks was more than 20% in the past two fiscal years, while the growth in
NII was less than 10%. So, main driving force in PSU banks bottom line is rationalized cost structure.
2.2.3 Second phase of liberalization in banking: Second phase of opening of Indian banking sectors would
commence in April 2009. H.R.Institute OF Higher Education, Hassan. 11
12. 12. Stress Management 2.2.4 VISION Consolidating position as a premier public sector bank with
increased global outreach. Emerging as a strong, vibrant, responsive, competitive bank. Embracing
state-of-art technology harnessing human potential and effectively participating in the process of nation
building. Serving its constituents and shareholders as a faithful friendly financial partner. 2.2.5
MISSION The bank continuously envisages to: Add core deposits continuously Offer better customer
service Enhance tolerance level in dealing with customers and get better understanding of their
requirements. Design and deliver the products and services according to its customers needs so as to
give them an exhilarating and enthusiastic experience. Acquire accounts aggressively Year of NPA
resolution 2.2.6 GOALS The goals articulated for each of the functional areas of the bank is: 1.Business:
To achieve global business of Rs. 250 thousand crores by March 2010. 2.Resources: To achieve global
deposits of Rs. 170000 crore by March 2010 with H.R.Institute OF Higher Education, Hassan. 12
13. 13. Stress Management emphasis on low cost resources by planned strategic initiatives including branch
expansion, aggressive marketing and active involvement of each and every employee. 3.Advances: To
build qualitative asset base of around Rs. 90000 crore by March 2010 to augment the income portfolio of
the bank. 4.Priority sector credit: To have accelerated and qualitative growth in priority sector lending to
reach a level of Rs. 23800 crore, Rs. 10200 crore under agriculture, Rs. 3514 crore under SME through
various customer friendly credit products and to take maximum advantage of Financial Inclusion so as
to expand the clientele base of the bank, and provide financial assistance to all eligible candidates.
5.Information Technology: To harness state-of-art technology and network all branches so as to make
available reliable MIS for DSS and deploy best practices in Information Security to manage the business
effectively and profitably. 6.Management of assets : To make 2008-09 truly a year of NPA resolution by
striving for getting A rating under asset quality by upgrading NPAs, bringing down gross NPA and net
NPA level both in absolute and percentage terms below march 2009 figure and accomplish NPA recovery
target as per commitment. 7.Foreign exchange and treasury: To profitably manage the forex and
investment assets of the bank to achieve an export-import turnover of Rs. 15000 crore and Rs. 12750 crore
respectively. To achieve treasury income of Rs. 2345 crore with an investment of Rs. 35000 crore.
8.Profitability: To make every branch a profits centre and ensure best possible returns to the shareholders.
9.Risk management: To continuously upgrade the risk management systems and processes, imbibe risk
management in business activities and implement Basel II requirements for the benefit of all stakeholders.
10.Human resources and organizational structure: To mould and strengthen the organizational structure to
meet the future business requirements and challenges. To redefine and to redevelop peoples management
techniques so as to unleash human potential, drive growth and nurture leadership of high quality corporate
governance, 11.Customer relationship management : To fine-tune its marketing strategies to meet the ever
growing market odds, to ensure that our products and services adapt to the changing needs and
expectations of the customers, to provide the customer the ideal H.R.Institute OF Higher Education,
Hassan. 13
14. 14. Stress Management banking ambience, to reorient its publicity so as to provide increased visibility to
its brand. 12.Inspection: To migrate progressively from the present transaction oriented system to a risk
based audit exercise enhancing the effectiveness of risk management, control and governance processes.
15. 15. Stress Management 2.2.7 OBJECTIVES 1.To have an overview of the organization. 2. To study the
departments of the organization in detail. 3. To know about all the products and services being offered by
the company. 4. To gather study the organizational hierarchy of the company. 5. To gather sufficient
information about the comoany so as to do its swot analysis. 6. To give our own suggestions for the
betterment of the company. H.R.Institute OF Higher Education, Hassan. 15
16. 16. Stress Management 2.3 ORGANIZATION STRUCTURE SyndicateBank ORGANISATIONAL
STRUCTURE BOARD OF DIRECTORS CHAIRMAN & MANAGING DIRECTOR EXECUTIVE
DIRECTOR EXECUTIVE DIRECTOR General Managers Portfolios 1. Corporate Credit Division I
(CCD-I) 9. Priority Sector Credit Dept 2. Corporate Credit Division II (CCD-II) 10. Premises &
Maintenance Dept 3. Retail Banking Department 11. General Administration Dept Board Secretariat,
Chief Compliance Officer 4. Planning & Development Dept 12. Central Accounts & Legal Dept 5.
Recoveries Dept 13. Personnel Department 6. Dept. of Information Technology 14. Inspection
Department H.R.Institute OF Higher Education, Hassan. 16
17. 17. Stress Management 7. Risk Management & Monitoring Dept. 15 Vigilance Department 8. Treasury &
International Banking Division Regional Offices 35 Branches 2221 Chairperson - Basant Seth MD -
Basant Seth Directors - A R Nagappan,Basant Seth, Bhupinder Singh Suri,Dinkar S Punja, George
Joseph, K Seetharamu, Kawaljit Singh Oberoi, M Bhaskara Rao, M Deena Dayalan, Mocherla Shaskara
Rao, R Ramachandran, R Ravi, Ramesh Adige, Ramesh L Adige, Shobha Oza, Suresh Kumar Rustagi, V
K Nagar, Vinay Kumar Sorake, Vinod Kumar Nagar 2.4 PRODUCTS AND SERVICES Deposits:
Traditional deposit products include: Savings and current accounts Fixed deposits Tax savings
Pigmy deposits Premium account services such as multi-city current and savings account are also
available. Loans: Some of the most common loan products are: Auto Home H.R.Institute OF Higher
18. 18. Stress Management Agriculture Educational Pension loans Priority sector lending. Other
services pertain to: Demat account Cash management Gold coins purchase Bank draft facilities
Apart from the ATM, the Syndicate Bank has other multiple delivery channels such as Internet banking
and SMS banking. The bank also has business ties with Visa Inc. to provide credit card and debit card
services. 2.4.1 PRODUCT PROFILE A. BANKING ACTIVITIES This activity includes the following :
*Syndicate Bank Global Debit Card. *Syndicate Bank Global Credit Cards. B. BANCASSURANCE The
bank provides insurance services in association with Bajaj Allianz. *Life Insurance Products. * Non Life
Insurance H.R.Institute OF Higher Education, Hassan. 18
19. 19. Stress Management Some of its life-insurance products in association with Bajaj Allianz are; a.
INVEST GAIN. b. CASH GAIN. c. CHILD GAIN. d. RISK CARE. e. TERM CARE. f. LIFETIME
CARE g. SWARNA-VISHRANTI h. UNITGAIN i. LOAN PROTECTOR j. SYNDDRIVER Cash
Management (SCMS) 1.Synd 400 Plus and Synd 500 Plus 2. Savings Deposit Account: 3. Special
Premium Savings Accounts 4. Fixed Deposit Scheme. 5. Vikas Cash Certificate. 6. Social Security
Deposit. 7. Senior Citizens Security Deposit. 8. Syndicate Suvidha Deposit 9. Cumulative SyndTaxShield
Deposit Scheme 10.Pigmy Deposit 11.Super Premium Savings Bank Account 12.Synd Samanya Savings
Bank Account (No Frills Account) 13.SyndFlexi Current AccountD. SYND BANK SERVICES (BPO): It
is a wholly owned subsidiary of Syndicate Bank. This is a first BPO outfit of a Nationalized Bank. This
BPO Company is proposed to undertake the following activities facilitating customers to file their income
tax returns, undertaking Back Office functions relating to Bank's Debit / Credit Card / Bank assurance
Business etc. H.R.Institute OF Higher Education, Hassan. 19
20. 20. Stress Management 2.4.2 LOAN PRODUCTS : a. SyndRent b.SyndSaral c. SyndSenior d.
SyndVidyarthi e. SyndNivas f. SyndNivasPlus g. SyndPigmy h. SyndKisan i. SyndVahan
j.SyndLaghuUdyami k. SyndMahila l. SyndMortgage:SyndPravasi m. SyndSmallCredit: SyndSuvidha: n.
SyndUdyog o. SyndVyapar p. SyndJaiKisan q. SyndShakti 2.4.3 AGRICULTURAL LOAN PRODUCTS
: 1.Animal Husbandry Scheme 2.Development of Irrigation Infrastructure 3.Farm Mechanization Schemes
4.Hi-tech Agriculture 5.SyndJaiKisan 6.Jewel Loans for Agriculture 7.Land Development Schemes
8.Purchase of Land for Agricultural Purpose 9.Rural Employment Generation Program 10.Solar Water
Heater Systems 11.Syndicate 2/3/4 Wheelers Scheme 12.Syndicate Farm House Scheme H.R.Institute OF
21. 21. Stress Management 13.Syndicate Kisan Credit Card(SKCC) 14.Tenant Farm LoanG. 2.4.4 OTHER
SERVICES 1. Tele Banking 2. Internet Banking. 3. Any Branch Banking. 4. Synd Bill Pay. 5. On-Line
Collection of Direct Taxes 6. On-line Railway Ticket Booking. 7. Western Union Money Transfer. 8.
SyndInstant - (RTGS System for instant transfer of funds) 9. Electronic Funds Transfer (EFT) System
10.Syndicate Gift Cheques 11.Insurance Cover for Deposits 12.Stop Payment Facility 13.Dormant
Accounts 14.Safe Deposit Lockers H.R.Institute OF Higher Education, Hassan. 21
22. 22. Stress Management 2.5 Achievements MEMORABLE MILESTONES Growing Far And Wide
23. 23. Stress Management Dim apur on 17.0 3.20 07 2007 First Bran ch open ed in Miz oram in Aiza wl on
29.0 3.20 07 2007 Bran ches open ed for the first H.R.Institute OF Higher Education, Hassan. 23
24. 24. Stress Management H.R.Institute OF Higher Education, Hassan. 24
25. 25. Stress Management 2.6 GROWTH OF THE BANK On the back of robust growth in treasury income,
Syndicate Banks net profit saw a three-fold rise this quarter to Rs 261.56 crore compared with Rs 87.89
crore in the corresponding quarter of the last financial year. The total income of the bank increased 30 per
cent, driven mainly by an almost 10-fold increase in treasury income at Rs 270.24 crore (Rs 28.38 crore).
Its net interest income stood at Rs 585.71 crore (Rs 503.27 crore), up 16 per cent. An increase of 41.97 per
cent in core deposits has also aided the bank, which has reduced its dependence on high-cost deposits by
about 42 per cent. We will focus more on growth of low-cost deposits, core deposits, reducing
dependence on high-cost deposits and substituting them with core deposits, The banks cost of deposits
was 6.62 per cent (6.92 per cent). The focus will also be on better liability management through overall
reduction in cost of deposits, H.R.Institute OF Higher Education, Hassan. 25
26. 26. Stress Management 2.7 COMPETITORS FOR THE BANK SBI PNB Bank of Baroda Bank
of India Union Bank Indian Bank Oriental Bank Central Bank H.R.Institute OF Higher
27. 27. Stress Management 2.8 SWOT ANALYSIS A SWOT analysis consists of evaluating a company
internal strength and weakness and its external opportunities and threats. The strategy must produce a
good fit between a firms internal capability and external situation. A scan of internal and external
environment is an important part of the strategic planning process. Environmental factors internal to the
firms can be classified as strength (S) and weakness (W), and factors external to the firm can be classified
as opportunity (O) and Threat (T). Such analysis of internal and external factors is referred to as SWOT
analysis. The SWOT analysis has been useful tool for the industry. The process of utilizing the SWOT
approach requires an internal survey of opportunities and threats. The following are the strengths,
weakness, opportunity, and threats of SYNDICATE BANK: H.R.Institute OF Higher Education, Hassan.
27
28. 28. Stress Management 2.8.1 STRENGTHS The bank is a pioneer in introducing several initiatives such
as agricultural financing and door-to-door banking, which are now recognized as benchmarks by the
industry. The bank has won 25 awards for its excellence in providing banking services. It also offers a
wide range of products to serve various needs of its customers. The bank is the first public sector bank to
provide BPO services and is also ISO certified. The bank is well aware of its social responsibility and
has been actively involved in the development of the society since its inception. Strong rural presence is
key strength of Syndicate Bank as it has strong. presence in the rural India. Rural India is having big
growth potential as the urban areas are becoming saturated and is facing stiff competition. Syndicate
bank is a government owned bank . 2.8.2 WEAKNESSES Increasing Net performing assets. Poor
qualification of many employees. It has just started implementing its core banking solutions across many
of its branches. In urban areas its growth is less. Bureaucratic culture still prevailing in the ban .
29. 29. Stress Management 2.8.3 OPPORTUNITIES It has created a good customer base and it is time that it
leverages on this strength to cross sell and up sell its various products to them. The Bank should enhance
its technological capabilities to differentiate products and services from those of its competitors and
continue to implement its Core Banking Solutions plan. The Bank should also expand its presence in
international liberalization. Liberalization of banking sector in 2009 will force the government to de
regulate the sector. Indian bank will have the opportunity to go abroad. The investors are scared of
private sector banks, so opportunities are more to the public sector banks. . 2.8.4 THREATS Increasing
competition posed by global and private sector banks The excessive time taken by the government to
give compensation because of the recent loan waiver announced in the March 2008 Finance Budget.
Better performance by private sector banks as well as some of its public sector counterparts
Commencement of MNC bank posting. Government regulation H.R.Institute OF Higher Education,
Hassan. 29
30. 30. Stress Management 3. 1 REVIEW OF LITERATURE 3.1.1 Methodology of literature review The
review of literature is conducted to analyse various factors for stress management at syndicate bank
Hassan. The book and article of various authors are referred to find out the kinds of methods which are
suited for rating in stress level. The research has searched many books on stress management to collect the
literature about the Hassan. The information collected was confined to the journals published about the
human resources management. The review of literature helped the research to confine the survey in better
and extensive manner. It should help to research for finding and getting deeper into the topic. For this
purpose the abstracting and indexing journals and published biographies and unpublished biographies are
first to go. H.R.Institute OF Higher Education, Hassan. 30
31. 31. Stress Management 3.1.2 Evolution of Human resources management Human resource, a relatively
new term emerged during the 1970s. many people continue to refer to the discipline by its older, more
traditional titles, such as personnel management or personal administration. The trend is changing. The
term now a days used is human resource management. Coming to the evolution of HRM as a subject, it
may be stated that concern for the welfare of workers in the management of business enterprises has been
in existence since ages. Kautilyas arthashastra states that there existed a sound base for systematic
management of resources during as early as the 4th century BC. These processes took momentum only
when government took active measures during resent passed by various rules and regulations under
industrial dispute act and related acts. However the employees will have various reasons to deviate from
this. When the growth of the industry is distributed due to irregularity of the employees, government
showed interest in the operation of public sector enterprises and provided systematic procedures for
regulating employer- employee relationships. 3.1.3 Human Resource Management The term human
resources spell the total sum of all components (like skill, creative abilities) possessed by all employees
and other person (like self employed, employees, owners etc.,) who contribute their services to attain the
organizational objectives and goals. Human resource include human values, ethos. H.R.Institute OF
33. 33. Stress Management 3.1.4 DEFINITION: Human resource management aims to improve the
productive contribution of individuals while simultaneously attempting to attain other societal and
individual employee objective. Human resource management is concerned with the people who work in
the organization to achieve the objective of the organization. It concerns with the acquisition of
appropriate human resources, developing their skills and competencies, motivating them for best
performance and ensuring their continued commitment to the organization to achieve organizational
objectives. This definition applies to all types of organization. For e.g., industry, business, government,
education, health or social welfare of the people. Human resource management refers to activities and
functions designed and implemented to maximize organizational as well as employees effectiveness.
3.1.5 Scope of human resources management: The scope of human resource management is vast. All
major activities in the working life of the employees from time of his entry into the organization until he
leaves, retires come under the preview of human resources management. Employees in an organization
work not as individuals but as group interactions, employees come to work place and bring not only
technical skills, knowledge but also their personal feelings desires, motives, attitude and values. The HR
manager plays a crucial role in understanding the changing basic needs of the organization and developing
to meet such changes. 3.1.6 Objectives of human resources management: The primary objective of HRM
is to ensure the availability of a competent and willing workforce to an organization specifically; HRM
objective are four fold- societal, organizational, functional and personal. H.R.Institute OF Higher
34. 34. Stress Management Societal objective: To be ethically and socially responsible to the needs and
challenges of the society while minimizing the negative impact of such demands upon the organization.
Organizational objective: To recognize the role of HRM in bringing about organizational effectiveness.
Functional objective: To maintain the departments contribution at a level appropriate to the organizations
needs. Personal objective: To assist employees in achieving their personal goals, at least in so far as
these goals enhance the individuals contribution to the organization. The other objectives of human
resources management include: 1. To provide, create, utilize and motivate employees to accomplish
organizational goals. 2. To secure integration of individuals and groups in securing organizational
effectiveness. 3. To create opportunities, to provide facilities, necessary to individuals and groups for their
growth with the organization by training. 4. To provide attractive, equitable, incentives, rewards, benefits,
social security measures, to ensure retention of competent employees. H.R.Institute OF Higher Education,
Hassan. 34
35. 35. Stress Management 5. To maintain high moral, encourage value systems and create environment of
trust, mutuality of interests. 3.1.7 Functions of HRM: Identifying and developing person The success of
every organization depends upon the quality of persons it employs. HRM helps in spotting right person for
the right job. Persons are prepared for taking up different jobs. Every person may not be suitable for
certain jobs. Persons are assigned jobs as per their aptitudes. Persons are given right type of training so
thathey are able to develop their potentialities to the maximum. They are also motivated to give their
maximum to the organization. Creating work culture HRM approach emphasizes the development of
employees potentialities and using it for achieving organizational goals. The aims and priorities of
individual workers are given due weightage in the schemes of the organization. Human resource policy is
backed by human values, understanding and concern for the welfare of people. The work culture in the
organization improves, people feel satisfied and enjoy their work. Educating managerial personnel
HRM approach will succeed only when managerial personnel change their attitude towards workforce.
There is a need to educate executives, managers and to top management regarding various aspects of the
human resources approach adopted in the organization. Conducting research HRM will be successful
only if we know the aspirations and expectations of various persons working in the organization. The
framing of human resource policies, strategies and approaches depend upon the information collected
through research. H.R.Institute OF Higher Education, Hassan. 35
36. 36. Stress Management Developing a communication system There is a need to develop downward,
upward and lateral communication in the organization. HRM develops a system of communication where
policies of the management are properly communicated to the lowest level of hierarchy and feedback from
lower is conveyed to the management. Communication system helps in understanding the view points
each other and taking up remedial steps, if needed. H.R.Institute OF Higher Education, Hassan. 36
37. 37. Stress Management 3.1.8 Nature of human resource management Integral part of the process of
management HRM is embedded in the organizational structure of an enterprise, is inherent in its
functioning and is an integral part of the process of management itself. Human resource management
cannot be separated from the basic management function. This function is performed by all the managers
throughout the organization rather than by the personnel departments. Comprehensive function The
main function of HRM is to manage people at work. It is a comprehensive function which covers all types
of people at all levels in the organization. In other words, it applies to workers, supervisors, offices,
managers and other type of personnel in the organization. Pervasive function HRM is comprehensive as
well pervasive. It is inherent in all organizations at all levels. It is not confined to industry alone. It is
equally useful and necessary in government, armed forces, sports organizations and the like. It applies in
all the functional areas e.g., production, marketing, finance, research etc. recruitment, selection,
development and utilization of people is an integral part of any organized effort. People oriented
Human resource management is a people oriented function and is concerned with employees as
individuals as well as groups. It deals with human relationships within an organization. It is a process of
finding out optimum arrangement between individuals, jobs, organizations, and environment.
Continuous process Human resource management is a continuous process. It is not a one shot function,
rather it is a never ending exercise. Science as well as art H.R.Institute OF Higher Education, Hassan.
37
38. 38. Stress Management HRM is a science as it contains an organized body of knowledge consisting of
principles and techniques. It is also an art. Handling people is one of the most creative arts. It involves the
application of theoretical knowledge to the problem of human resources. Thus, it is a science as well as an
art. H.R.Institute OF Higher Education, Hassan. 38
39. 39. Stress Management Recent origin As compared to other areas of management, human resource
management is a comparatively young discipline. It started in the later parts of the nineteenth century.
Interdisciplinary In modern times human resource management has become a highly specialized job.
Moreover, it is not an isolated subject, it is interdisciplinary. It involves application of knowledge drawn
from several disciplines like sociology, anthropology, psychology, economics etc. Supportive function
Training and development Appraisal Placement Compensation Assessment Employee relation
Benefits H.R.Institute OF Higher Education, Hassan. 39
40. 40. Stress Management HR planning Union management H.R.Institute OF Higher Education, Hassan.
40
41. 41. Stress Management 3.1.9 Need for HRM approach Human resource management helps in creating a
better understanding between employees and management. It helps in accomplishing individual and
organizational goals. HRM is considered essential due to the following reasons: Better industrial
relations There is widespread unrest, strained worker-management relations, lack of confidence in each
other, rising expectations of workers, emergence of militancy in trade unions etc. These factors have
created a gap among workers and management. In the absence of cordiality in and organization the
performance of workers is adversely affected. HRM approach is required to create proper understanding
among workers and management. The workers are developed to meet their individual and organizational
goals. Develop organizational commitment There is a humanization of work environment in
industrialized countries like japan, U.S.A., germany etc. globalization of economy has exposed Indian
industries to international competition. An improvement in efficiency and quality of work can only when
workers develop organizational commitment. HRM approach helps in developing a sense of pride for the
organization among work force. Coping with changing environment The business environment is
rapidly changing. Technological improvement have revolutionized production procedures. Automation

has been introduced in office operations. Better communication channels have revolutionized vital areas.
Of business. There is a need to cope with new and changing situation. The operational efficiency of
employees must improve to face the new situation. H.R.Institute OF Higher Education, Hassan. 41
42. 42. Stress Management Change in political philosophy Political philosophy has undergone change all
over the world. The new approach is to develop human resource properly for making its better use. In
India, central government has named a ministry as human resource development and put it under a senior
minister. This development shows the importance given to human resource. Increased pressure on
employee The technological changes have necessitated the use of sophisticated machines. The installation,
monitoring of machine, maintenance and controlling of operations need trained and skilled people. There
is a regular need for training and development of people for coping with the emerging situations. Human
resource development has become essential for every organization. Research and fresh initiatives in
industry require new policy of human resource development. 3.1.10 System approach to HRM: An
enterprise cannot work in isolation. It depends on its external environment. It is a part of large system
such as industry to which it belongs, the economic system and the society. The enterprise receives the
inputs, transforms them and exports the output to the environment. The inputs from internal environment
include people, capital, managerial skills, technical knowledge etc. various groups of people too make
demands on the enterprise, e.g., employees want higher wages, stable employment, promotional avenues,
consumers demand good quality products at reasonable prices, shareholders except higher returns and
appreciation of their stock holdings, government wants timely payment of taxes and compliances of
various inputs into outputs .Though the managers do not have control over the external environment still
they have to respond to it .The enterprises has to adjust its working in such a way that it is able to use the
environment to its advantage .In order to carry out its operations effectively a business generally creates
certioraris departments which are known as sub systems. The important subsystems of the business firm
are human resources systems, production system, marketing systems, finance system, research and
development system. Human resources system can be further classified into the following: H.R.Institute
43. 43. Stress Management Recruitment and selection Training and development Compensation
Employees welfare and service Personnel records and research All the subsystems must be properly
integrated and closely co-ordinated so that the entire system functions as an integrated whole in
accomplishing objectives for which the business has been set up. 3.1.11 Limitations of human resource
management: HRM approach is very useful work culture in the organization but still it suffers from
certain limitations: Recent Origin HRM is of recent origin .So it lacks universally approved academic
base. Different people try to define the term differently. Some organizations have named their traditional
personnel management department as human resources management department. Lack of Top
Management Support HRM must have the support of the top level management .The change in attitude at
the top can bring good results while implementing HRM. Because of passive attitude at the top, this work
is handled by personnel management people .Unless otherwise there is a change in approach and attitude
nothing spectacular is going to happen. H.R.Institute OF Higher Education, Hassan. 43
44. 44. Stress Management Improper Implementation Human resources management should be
implemented by assessing the training and development needs of employees. The needs and aspirations of
people should be taken into account while framing human resources polices.HRM is implemented half
heartedly. The organizing of some training programs is considered as the implementation of HRM.
Mangements productivity and profitability approach remains undisturbed in many organization.
Inadequate development programmers: HRM requires implementation of program such as career
planning, on the job training, development programs, counseling etc. there is a need to create an
atmosphere of learning in the organization. In reality HRM programs are confined to class room lectures
and expected results are not coming out from this approach. Inadequate information: Some organization
do not have requisite information about their employees. In the absence of adequate information and data
base, this system cannot be properly implemented. There is a need to collect, store and retrieval of
information before implementing human resource management. The liberalization of economy, entry of
multinationals in all markets, raising of quality standards of Indian goods, growing competition will all
put pressure on human resources of every organization. Managements will be required to constantly assess
and reassess competence levels of their employees. Training and development programs will be needed to
motivate personnel to cope with the new requirements. Human resource management will have a pivotal
role in managing the business in near future. H.R.Institute OF Higher Education, Hassan. 44
46. 46. Stress Management 3.2 INTRODUCTION ABOUT STRESS MANAGEMENT The word stress is
derived from the Latin word "stringi", which means, "to be drawn tight". Stress can destroy the mental
stability of any individual. So be it a kid, corporate man or a housewife we all deal with stress and its
management during our walk of life. It is basically a condition that makes us uncomfortable. Stress could
be due to various reasons like financial crunch, job loss, emotional and any other personal reasons. It has a
negative impact on the productivity of an individual and within no time interest levels dip. People stay
occupied with some thoughts and getting out of it becomes difficult. At times people do not know that
they could be in a position of life threatening stress. Stress could bring with itself a whole set of lifestyle
diseases like blood pressure, diabetes and lack of sleep. In an attempt to get relief from such conditions
people try to treat the individual ailments. However, they miss on the central root cause of reducing or
treating the stress. Stress can be managed in a number of ways. Some of the ways to manage stress
includes playing a sport, exercise, yoga or indulging into music. However, this is by no means an
exhaustive list of activities. There is no right or wrong ways to reduce stress. The core purpose is
performing a set of activities that can keep people busy and at the same time help in stress reduction. 3.2.1
Meaning of stress A state of tension experienced by individuals facing extraordinary demands, constraints
or opportunities. 3.2.2 Definition of stress Stress is an adaptive response to an external situation that
results in physical, psychological and/ or behavioral deviations for organizational participants. Stress
can be defined as an overload/demand state, where individuals are being presented with more information,
stimuli, intensity, and immediacy than they can take in or process. H.R.Institute OF Higher Education,
Hassan. 46
47. 47. Stress Management 3.2.3 The stress experience An individual experiences stress depends: The
persons perception of the situation. The persons past experiences. The presence or absence of social
support, and Individual differences with regard to stress reactions. ST SS RE ST SSOR RE * rce ptio n
pe * st pa e x pe rie nce * cia l suppo rt so *individua l diffe re nce s Many health problems are caused or
exacerbated by stress, including: Pain of any kind Depression Heart disease Obesity Digestive
problems Autoimmune diseases Sleep problems Skin conditions, such as eczema H.R.Institute OF
48. 48. Stress Management 3.2.4 Additional signs of stress Other signs of being highly stressed include the
following observations expressed by victim service providers who have attended stress workshops held at
victims' rights conferences: Lowered productivity. Inability to feel empathy with all or some crime
victims. Inability to meet deadlines. A constant frustration with the lack of adequate monetary
compensation. Uncharacteristic forgetfulness, such as leaving a wallet or purse behind, or failing to
keep a scheduled appointment with a victim or colleague. Fighting with friends and family over
insignificant events; increased interpersonal conflicts. Feeling overwhelmed with the demands of the
job and a sense that it is consuming one's life. A lack of being able to put current stressors into
perspective. 3.2.5 Stress effects on health and performance Stress is proven beyond doubt to make people
ill, and evidence is increasing as to number of ailments and diseases caused by stress. Stress is now known
to contribute to heart disease; it causes hypertension and high blood pressure, and impairs the immune
system. Stress is also linked to strokes, IBS (irritable bowel syndrome), ulcers, diabetes, muscle and joint
pain, miscarriage during pregnancy, allergies, alopecia and even premature tooth loss. stress management
techniques, along with methods for coping with anger, contributed to a reduction of high blood pressure,
and; for chronic tension headache sufferers it was found that stress management techniques increased the
effectiveness of prescribed drugs, and after six months actually equalled the effectiveness of anti-
depressants. The clear implication for these ailments is that stress makes them worse. H.R.Institute OF
49. 49. Stress Management Stress significantly reduces brain functions such as memory, concentration, and
learning, all of which are central to effective performance at work. Certain tests have shown up to 50%
loss of performance in cognitive tests performed by stress sufferers. Some health effects caused by stress
are reversible and the body and mind reverts to normal when the stress is relieved. Other health effects
caused by stress are so serious that they are irreversible, and at worse are terminal. Stress is said by some
to be a good thing, for themselves or others, that it promotes excitement and positive feelings. If these are
the effects then it's not stress as defined here. It's the excitement and stimulus derived (by one who wants
these feelings and can handle them) from working hard in a controlled and manageable way towards an
achievable and realistic aim, which for sure can be very exciting, but it ain't stress. Stress is bad for people
and organisations, it's a threat and a health risk, and it needs to be recognised and dealt with, not dismissed
as something good, or welcomed as a badge of machismo - you might as well stick pins in your eyes.
3.2.6 Stress at work place The workplace had become a high stress environment in many organizations
cutting across industries. Employees were experiencing high level of stress due to various factors such as
high workload, tight deadlines, high targets, type of work, lack of job satisfaction, long working hours,
pressure to perform, etc. Interpersonal conflicts at the workplace, such as boss-subordinate relationships
and relationships with peers, were also a source of stress. Experts believed that the dysfunctional aspects
of stress could directly impact an organization's performance and also affect the well-being of its
employees. Stress at the workplace was linked to absenteeism, higher attrition, and decreased productivity.
Stress led to fatigue, irritability, poor communication, and quality problems/errors. High stress levels also
affected the morale and motivation of the employees. Prolonged exposure to stress without effective
coping mechanisms could lead to a host of physical and mental problems. For instance, stress could lead
to stress-induced gastrointestinal problems, irritable bowel syndrome, acidity, acid reflux, insomnia,
depression, heart disease, etc. Moreover, stress could push the victim toward high risk behavior such as
smoking, drinking, and substance abuse. Stress-related illness led to increase in absenteeism and
50. 50. Stress Management attrition affecting the profitability of the organizations.Organizations cutting
across industries were gearing up to provide employees with a stress-free healthy environment. The efforts
to address this issue were more pronounced in some industries than others. Experts felt that, though stress
at the workplace is a global phenomenon, professionals in some industries were more susceptible to stress
than others. For instance, surveys conducted in 2006 and 2007 in the UK and the US respectively, found
that employees in Information Technology (IT) industry (including the ITeS outsourcing industry) were
the most stressed. Accordingly, these organizations had started implementing various unconventional
methods to decrease stress at the workplace. Even in India, organizations had woken up to this menace
and were resorting to novel methods including teaching the employees dancing and music, trekking, etc,
to reduce stress at the workplace. Infosys Technologies Ltd. focused on increasing self-awareness and
provided the employees with guidance on how to cope with stress through a series of workshops by
experts. Stress management in the workplace is a reality that most of us have to face for one reason or
another and coping with it is key to long-term career success. Some careers are more stressful than
others and some companies and managers you work for might provide you with more stress than you'd
otherwise like. Having some stress can be helpful because it can provide motivation that allows you to
work with a bit of a sense of urgency and purpose. When stress in the workplace reaches a high level
and carries over to your personal life in a negative way though, this is a sign that you need to do
something to properly manage it so that it doesn't spiral out of control further. Managing Stress in the
Workplace One of the ways organizations and employees can effectively manage stress is to remove the
stressors that cause unnecessary tension and job burnout. This can be accomplished by: 1. organizations
providing flexible working hours and days for their employees; 2. employees telecommuting and working
from home to decrease the time and stress of commuting; H.R.Institute OF Higher Education, Hassan. 50
51. 51. Stress Management 3. employees accessing personal leave programs such as extended maternity and
paternity leave; 4. organizations providing child care facilities. Another way to manage stress is to
withdraw from the stressor temporarily. This can be done by relaxing in the staff lounge or taking
vacations. Physical exercise, wellness programs and Employee Assistance Programs are all tools used to
control the consequences of stress. 3.2.7 Causes of stress Top Ten Stressful Life Events 1. Spouses death
2. Divorce 3. Marriage separation 4. Jail term 5. Death of a close relative 6. Injury or illness 7. Marriage 8.
Fired from job 9. Marriage reconciliation. 10. Retirement Whenever our body feels something not
favorable, then it tries to defend itself. If the situation continues for a long time, then our body is working
overtime. There are several causes of stress. For example, you are under stress when you are worried
about something, worried about your children, worried about the illness of your father, worried about your
job security, or worried about your loans or similar things. The following are the causes of stress.
52. 52. Stress Management Causes of Stress at Home Death of spouse, family, near relative or friend Injury
or illness of any family member. Marriage of self or son or daughter or brother or sister. Separation or
divorce from partner. Pregnancy or birth of a new baby. Children's behavior or disobedience.
Children's educational performance. Hyperactive children. Sexual molestation. Argument or heated
conversations with spouse, family members or friends or neighbors. Not sufficient money to meet out
daily expenses or unexpected expenditure. Not sufficient money to raise your standard of living. Loss
of money in burglary, pick-pocketed or share market. Change of place or change of city or change of
country. H.R.Institute OF Higher Education, Hassan. 52
53. 53. Stress Management Causes of Stress at Work To meet out the demands of the job. Your relationship
with colleagues. To control staff under you. To train your staff and take work from them. Support you
receive from your boss, colleagues and juniors. Excessive work pressure. To meet out deadlines. To
give new results. To produce new publications if you are in research area. Working overtime and on
holidays. New work hours. Promotion Argument or heated conversations with co-workers or boss.
Change of job. Work against will. Harassment. Sexual molestation. Other Causes of Stress Fear,
intermittent or continuous. Threats: physical threats, social threats, financial threat, other threats.
Uncertainty. Lack of sleep. Somebody misunderstands you. Setback to your position in society.
54. 54. Stress Management Common external causes of stress Not all stress is caused by external factors.
Stress can also be self-generated: Major life changes Financial problems Work Being too busy
Relationship difficulties Children and family Common internal causes of stress Not all stress is caused
by external factors. Stress can also be self-generated: Inability to accept uncertainty Unrealistic
expectations Pessimism Perfectionism Lack of assertiveness Negative self-talk H.R.Institute OF
55. 55. Stress Management A MODEL OF STRESS STRE STREO R *perction *pastexrinc *socialuprt
*indvual diferncs H.R.Institute OF Higher Education, Hassan. 55
56. 56. Stress Management Potential sources Physical symptoms Environment factors Individual differences
*headaches *economic uncertainty *perception *high BP *political uncertainty *job experience *heart
disease *technological *social support uncertainty *belief in locus of control Organizational factors
*hospitality Psychological symptoms *Task demands *anxiety *role demands *depression *Interpersonal
demands *decrease in job *organizational structure satisfaction *organizational leadership *organizational
life stage stress Behavior symptoms Individual factors *productivity *Family problem *absenteeism
Experienced stress *Economic problem *turnover *personality 3.2.8 What is stress ? Stress is something
that happens in our daily lives and is usually associated with a particular event such as work, family or
other responsibilities The following does not amount to stress: Stress is not simply anxiety or nervous
tension. Stress need not always be damaging. Stress is not always due to overwork. Stress cannot
be avoided. Body has limited capacity to respond. H.R.Institute OF Higher Education, Hassan. 56
57. 57. Stress Management Factors influencing the effects of stress and stress susceptibility A person's
susceptibility to stress can be affected by any or all of these factors, which means that everyone has a
different tolerance to stressors. And in respect of certain of these factors, stress susceptibility is not fixed,
so each person's stress tolerance level changes over time: childhood experience (abuse can increase
stress susceptibility) personality (certain personalities are more stress-prone than others) genetics
(particularly inherited 'relaxation response', connected with serotonin levels, the brain's 'well-being
chemical') immunity abnormality (as might cause certain diseases such as arthritis and eczema, which
weaken stress resilience) lifestyle (principally poor diet and lack of exercise) duration and intensity
of stressors (obviously...) H.R.Institute OF Higher Education, Hassan. 57
58. 58. Stress Management 3.2.9 BURNOUT Burnout is a troublesome outcome of stress, it is a state of mind
resulting from prolonged exposure to intense emotional stress. It manifests through emotional exhaustion
and a combination of negative attitudes. Attitudinal and behavioral symptoms of burnout Emotional
exhaustion depersonalization Feeling a lack of personal accomplishment Personal, job, and organizational
stressors Burnout is the end result of chronic stress where, on some level, people start to shut down under
the demands being placed on them from the outside world. Burnout takes place in an environment of
competing demands, decreased ability to set personal and work limits, and the sometimes vague sense of
not caring so much about the work (or sometimes, anything) anymore. It may start as fatigue stretching
out into weeks, which the weekends, holidays, or even vacations do not alleviate. The signs may become
more blatant, with increased alcohol or drug use, changes in appetite or food intake, sleep disruptions, or
the onset of health problems. In addition, burnout tends to be an isolating experience. An individual is
often unaware of the effects of burnout and can only be made aware by the observations of others: co-
workers commenting on a change in work habits, family members noting problems occurring in primary
relationships, or friends complaining of the individual's unavailability. Burnout can take any number of
forms: behavioral, relational, physical, or affective (feeling-related). Symptoms presenting may include:
Disillusionment with and a lack of caring for work and, at the same time, an inability to find the means to
decrease assigned workloads. H.R.Institute OF Higher Education, Hassan. 58
59. 59. Stress Management Feeling numb; few "ups or downs"; an inability to feel anything. 3.2.10
Techniques to Help Prevent Stress from Becoming Burnout Burnout is a severe reaction to stress that
results in a state of physical and emotional depletion caused by the conditions of one's occupation. some
of the benefits of stress reduction 1. Better immune function 2. Less illnesses and physical complaints 3.
More energy 4. Feeling more relaxed 5. Sleeping better 6. Better digestion 7. Calmer mood 8. More
focused, more positive Quick stress reduction techniques when stress occurs, do one or all of these things,
in whatever order that takes to fancy. These ideas can also be adapted for team development exercises.
The key to de-stressing in the moment is getting away from or removing anyone from the stressor.
Developing new habits which regularly remove and distract from stressors and stressful situations and
pressures is essentially how to manage stress on a more permanent basis. In this modern world it is
difficult if not impossible to change stressful situations. What we can do however is change and reduce
our exposure to those stressful situations. These stress reduction ideas and techniques are based on that
simple principle. These tips won't change the situation causing the stress, but they will, more importantly,
enable to change reaction and relationship to the stressful situations. H.R.Institute OF Higher Education,
Hassan. 59
60. 60. Stress Management And in keeping with the tone of this stress tips section, and since color is regarded
by many as a factor in affecting mood, the calming shade of green is used for the headings.. Consequences
of Stress When estruses becomes distress, job performance decreases and workplace accidents tend to be
more common. High stress levels also impair the person's ability to remember information, make effective
decisions and take appropriate action. Overstressed employees tend to have higher levels of absenteeism
due to sickness and workplace aggression. Other more serious consequences of distress are cardiovascular
diseases, ulcers, sexual dysfunction, headaches and, ultimately, burnout. This refers to emotional
exhaustion and reduced personal accomplishment resulting from prolonged exposure to stress.
61. 61. Stress Management 3.2.11 How to manage stress Managing stress is all about taking charge: taking
charge of your thoughts, your emotions, your schedule, your environment, and the way you deal with
problems. Stress management involves changing the stressful situation when you can, changing your
reaction when you cant, taking care of yourself, and making time for rest and relaxation. 3.2.12 The
Survival Sutras from stress: Because change is constant in life, stress is an integral part of it. Since we
don`t want to perish under it, we have to adhere to the bottom line for survivaladapt. Following are
some of the long-term tips to survive stress: Even if we feel secured in a habituated life, the truth
remains that changing with the times makes one`s position more secure. In today`s business climate, you
must continually be prepared for changes to avoid stress and survive in the competitive world. Find and
protect whatever time you get to refresh, re-energize and re-motivate yourself. Spend quality time with
your family. This can be an excellent source of emotional and moral support. Avoid giving in to
alcohol, smoking and other substance abuses while under constant stress. Develop positive attitudes
towards stressful situations in life. Give up negative mental traits such as fear, anger and revengeful
attitudes, which actually germinate stress. Try to revert to holistic relaxation and personal growth
techniques such as meditation, breathing and exercises, to remodel your lifestyles. In case of chronic
stress consult a health professional. Reduce workplace stress by celebrating your`s or your colleagues`
accomplishments. Adapting to demands of stress also means changing your personality. Improve your
line of communication, efficiency and learn from other`s experiences. Don`t be complacent. Be
prepared for any change physically, emotionally and financially H.R.Institute OF Higher Education,
Hassan. 61
62. 62. Stress Management When the employee is stressed at work, some simple practices can help: Sit
straight and comfortably on your seat, and try breathing exercises. It will relax your nerves and muscles.
Relax and count backwards (20, 19, 18, 17, 16, 15.) Try creative visualization 3.2.13 Stress
management The workplace is a challenging job assignment followed by moderate doses of competitive
spirit, constructive conflict and a zeal to get ahead of others and a ways in which individual cope, or deal
with stress at work is called stress management. Stress Management in the Workplace The Stress
Management in the Workplace training program delivers trademarked stress management tools that are
unmatched in the measured results they will produce for the organization. Stress management in the
workplace requires more than helpful tips. Changing economic times have us pulled in multiple
directions. The pressures and demands between work and personal life are blurred. As a result, the
consequences of stress in the workplace come from what is happening to each of us both on and off the
job. Through highly interactive learning, participants apply these stress management training tools to
getting more of what's important to them done in less time. Organizational skills are improved so that less
things "fall through the cracks." A realistic and positive Big Picture view is instilled that helps keep all
stresses in perspective. Specific practical tools are learned that produce immediate results. Applications
have a positive impact on stress levels both on and off the job. This Stress Management in the Workplace
training program builds on the proven 5 Steps to Better Work-Life Balance training program and has
unmatched proven results worldwide. H.R.Institute OF Higher Education, Hassan. 62
63. 63. Stress Management Some strategies used by individual and organization for managing the stress
Individual strategies: Time management Meditation and exercise Physical exercise Muscle
relaxation Biofeedback Cognitive restructuring Organizational strategies: Role clarity Supportive
climate Clear career path Company-wide program The organizational strategies help reduce the
harmful effects of stress in three ways: 1. Identify and then modify or eliminate work stressors. 2. Help
employees modify their perception and understanding of the work stress. 3. Help employees cope more
effectively with the consequences of stress. H.R.Institute OF Higher Education, Hassan. 63
64. 64. Stress Management EMPLOYEE PERCEPTIONS/ WORK STRESSORS EXPERIENCE OF *work
load STRESS *job condition OUTCOMES OF *role conflict STRESS *career development
*PHYSIOLOGICAL *interpersonal *EMOTIONAL relations BEHAVIOURAL *aggressive behavior
*conflict between work and other roles ORGANIZATI ONAL STRESS MANAGEMEN T
PROGRAMME S Organizational strategies aimed at eliminating stress often include: Improvements in
the physical work environment. Job design to eliminate stressors. Changes in workloads and
deadlines. Structural reorganization. Changes in work schedules, more flexible hours.
Management by objectives or other goal-setting programs. Workshops dealing with role clarity and role
analysis. Greater levels of employee participation, particularly in planning changes that affect.
65. 65. Stress Management 3.2.14 Advantages of stress management Business advantages of stress
management: Less absenteeism due to stress-related disorders. Less worker's compensation loss due to
stress-related illness or accidents . Improved job performance Less stressful, more efficient workplace
Improved employee attitude Improved employee overall health Health advantages of stress management:
Decreased stress-related symptoms Improved sleep Decreased anxiety Decreased use of medications
Reduced pain, increased ability to manage pain Increased ability to relax physiologically Increased
sense of control and improved self-esteem Consumer advantages of stress management: H.R.Institute OF
66. 66. Stress Management No side-effects Non-pharmacological Non-surgical Cost-effective 3.2.15
Programs of stress management targeted at perceptions and experiences of stress and outcomes of stress
Team building. Behavior modification Career counseling and other employee assistance program
Workshops on time management Workshops on burnout to help employee understand its nature and
symptoms. Training in relaxation techniques Physical fitness or wellness programs Employee
assistance programs It tend to based on the typical medical approach to treatment and involve the
following: Diagnosis: Employee with a problem ask for help. EAP staff attempt to diagnosis the
problem. Treatment: counseling or supportive therapy is provided. H.R.Institute OF Higher Education,
Hassan. 66
67. 67. Stress Management Screening: periodic examination of employees in highly stressful jobs is
provided to detect early indicators of problems. Prevention: Education and persuasion are used to
convince employees at high risk that something must be done to assist them in effectively coping with
stress. H.R.Institute OF Higher Education, Hassan. 67
68. 68. Stress Management Employees must trust that: 1. The programs can and will provide real help. 2.
Confidentiality will be maintained. 3. Use of the program carries no negative implication for job security
or future advancement. Wellness program It is often called Health promotion program, focus on
employees overall physical and mental health. An activity an organization engages in that is designed
to identify and assist in preventing or correcting specific health problems, health hazards, or negative
health habits falls under wellness program. The most prevalent examples of such programs are those
emphasizing hypertension identification and control, smoking cessation, physical fitness and exercise,
nutrition and diet control and work personal stress management. Stress Management Training Program
Highlights Controlling information overload The tool for staying calm and in focus despite uncertainty
Mastering the choice and change challenge Reduced stress through improved organization Saving
time and reducing stress with improved listening How to reduce stress in others H.R.Institute OF Higher
69. 69. Stress Management How to create important time just for you More stability & happiness from
areas you can control Avoiding the "As Soon As Trap" STRESS MANAGEMENT TRAINING STRESS
MANAGEMENT TRAINING BENEFITS TO THE ORGANIZATION BENEFITS TO THE
INDIVIDUAL Reduced negative organizational stress Reduced personal stress Increased individual
productivity and responsibility Improved decision making Better team communications and morale
Retention of valued employees Increased productivity Improved customer satisfaction Connecting better
to family & friends More value, balance & happiness every day 3.2.16 Report about stress management
A report from the Industrial Society, Occupational Stress, published earlier in 2001 showed that almost
70% of people surveyed cited difficulty in balancing work and home demands as a significant contributing
factor to occupational stress. Nearly 50% reported unrealistic deadlines and the consequent time pressure
as a factor. More than 40% identified poor communications as a factor in raising stress levels. other
timings 86% of respondents considered that stress was a problem in their organisation - 36% rating it as
being significantly so. H.R.Institute OF Higher Education, Hassan. 69
70. 70. Stress Management 79% identified increased absence as the main symptom of stress in an employee.
53% regard stress as something an organisation can address proactively. 95% view supportive
managers as the workplace factor most likely to help employees cope with stress. Pat McGuinness, an
occupational health expert, said, "Employees need to feel they can talk about stress without fear of
recrimination. In this way companies get a more accurate picture of negative processes, practices and bad
job design which compromise employee performance. Successfully identifying and removing causes of
negative stress brings real benefits." The following were identified as positive measures for reducing
stress: good employee communication (68%) realistic deadlines (53%) empowering staff (32%) a
'no blame culture' (45%) flexible working arrangements (44%) promoting a family In an April 2000
national opinion poll survey of a randomly selected national sample of 1,205 adult women, The Gallup
Organization found that women have a wide variety of issues that challenge them as they go about their
daily lives. The top seven categories of most concern to women are: Economic situation - 26%.
Family - 22%. Health - 15%. Stress, managing their time, getting things done, and balancing their
lives - 14%. Jobs and career - 8%. Education and schooling (for both themselves and their children) -
7%. H.R.Institute OF Higher Education, Hassan. 70
71. 71. Stress Management 4. ANALYSIS AND INTERPRETATION There are approximately say 500
employees working in SYNDICATE BANK out of which 40 non executives are taken as sample size for
the survey. A questionnaire consisting of 17 questions were distributed to them. The analysis and
interpretation are as follows: Do you have enough time to perform your work without any disturbance?
Table No 4.1 Enough time to perform work Yes No Cant say without any disturbance %age 55 20 25 60
50 40 30 %age 20 10 0 Yes No Can't say Interpretation H.R.Institute OF Higher Education, Hassan. 71
72. 72. Stress Management The table shows whether employees are able to do their work in the given time
without any disturbance. From the data collected it can be analyzed that 55.00% say yes, 20.00% say no&
25.00% cant say respectively about the time to work without any disturbance in bank . Do you have
enough time to spend with your family? Table No- 4.2 Do you have enough time to spend with Yes No
Cant say your family %age 72.5 27.5 0 80 70 60 50 40 %age 30 20 10 0 Yes No Can't say Interpretation
This table shows whether the employees can spend time with their family . From the data collected it can
be analyzed that 72.500% of employees say yes, 27.500% say no and 0% cant say respectively about the
time schedule which they spend towards their family. H.R.Institute OF Higher Education, Hassan. 72
73. 73. Stress Management Do you get time to attend your personal obligations every day? Table No- 4.3
Do you get time to attend your personal Yes No Cant say obligations every day %age 52.5 42.5 5 60 50
40 30 %age 20 10 0 Yes No Cant say Interpretation This table shows whether the employees can spend
time to attend their personal obligations. From the data collected it can be analyzed that 52.500% say yes,
42.500% say no and 5.00% cant say respectively about the time which they spend for their personal
obligations. H.R.Institute OF Higher Education, Hassan. 73
74. 74. Stress Management Do you tend to get angry when you get interrupted at work? Table No- 4.4 Do
you tend to get angry when you get Yes No Cant say interrupted at work %age 72.5 27.5 0 80 60 40
%age 20 0 Yes No Can't say Interpretation This table shows about the employees anger schedule when
they are interrupted at work. From the data collected it can be analyzed that 72.500% say yes, 27.500%
say no and 0% cant say respectively about their anger schedule when interrupted at work. H.R.Institute
75. 75. Stress Management When you are asked to do something unplanned, do you respond angrily? Table
No- 4.5 Asked to do something unplanned, do Yes No Cant say you respond angrily %age 52.5 22.5 25
60 50 40 30 %age 20 10 0 Yes No Can't say Interpretation This table shows about the angry schedule
when employees are asked to do something unplanned. From the data collected it can be analyzed that
52.500% say yes 22.500% say no and 25.00% cant say respectively about their anger when they asked to
do something unplanned. H.R.Institute OF Higher Education, Hassan. 75
76. 76. Stress Management Do you respond in a positive manner when asked to do something for which you
lack training? Table No- 4.6 Respond in a positive manner when Yes No Cant say asked to do something
for which training is lacking %age 30 70 0 70 60 50 40 30 %age 20 10 0 Yes No Can't say Interpretation
This table shows about the employees response when they are asked to do something in which they are
lack in training. From the data collected it can be analyzed that 30.00% say yes, 70.00% say no and 0%
cant say respectively about their response when asked to do something in which they lack training.
77. 77. Stress Management When you are given an unexpectedly heavy work at bank, do you get tensed?
Table No-4. 7 When asked to do heavy work at bank, Yes No Cant say do you tensed %age 62.5 25 12.5
70 60 50 40 30 %age 20 10 0 Yes No Can't say Interpretation This table shows whether the employees get
tensed when they are given to do an unexpectedly heavy work at bank. From the data collected it can be
analyzed that 62.500% say yes, 25.00% say no and 12.500% cant say respectively when they are asked to
do heavy work at bank unexpectedly. Are you happy with your pay-package? H.R.Institute OF Higher
78. 78. Stress Management Table No- 4.8 Are you happy with your pay-package Yes No Cant say %age 67.5
32.5 0 70 60 50 40 30 %age 20 10 0 Yes No Can't say Interpretation This table shows about the employees
satisfaction towards the pay-package. From the data collected it can be analyzed that 67.500% say yes,
32.500% say no and 0% cant say respectively about their satisfaction towards the pay-package.
79. 79. Stress Management Do you feel stressed because banking job is monotonous? Table No-4. 9
Stressed because banking job is Yes No Cant say monotonous %age 52.5 30 17.5 60 50 40 30 %age 20
10 0 Yes No Can't say Interpretation This table shows the feeling of employees whether their banking job
is monotonous . From the data collected it can be analyzed that 52.5.00% say yes, 30.00% say no and
17.5.00% cant say respectively about their feeling towards job. H.R.Institute OF Higher Education,
Hassan. 79
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A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

A study on stress management of employees at syndicate bank

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A study on stress management of employees at syndicate bank

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