Professional Documents
Culture Documents
INTRODUCTION
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1.1 INTRODUCTION
Stress management refers to a wide spectrum of techniques and psychotherapies
aimed at controlling a person's levels of stress, especially chronic stress, usually for
the purpose of improving everybody functioning.In context, the term ‘stress’ refers
only to a stress with significant negative consequences, or distress in the terminology
advocated by Hans Selye, rather than what he calls eustress, a stress whose
consequences are helpful or otherwise positive.
Stress produces numerous symptoms, which vary according to persons, situations, and
severity. These can include physical health decline as well as depression. According
to the St. Louis Psychologists and Counseling Information and Referral, the process
of stress management is one of the keys to a happy and successful life in modern
society. Although life provides numerous demands that can prove difficult to handle,
stress management provides a number of ways to manage anxiety and maintain
overall well being.
Despite stress often being thought of as a subjective experience , level of stress are
readily measurable, using various psychological tests, similar to those using in
polygraphs.Stress is the way human beings react both physically and mentally to
changes, events, and situations in their lives. People experience stress in different
ways and for different reasons. The reaction is based on your perception of an event
or situation. If you view a situation negatively, you will likely feel distressed—
overwhelmed, oppressed, or out of control.
Distress is the more familiar form of stress. The other form, eustress, results from a
“positive” view of an event or situation, which is why it is also called “good stress.”
Eustress helps you rise to a challenge and can be an antidote to boredom because it
engages focused energy. That energy can easily turn to distress, however, if
something causes you to view the situation as unmanageable or out of control. Many
people regard public speaking or airplane flights as very stressful—causing physical
reactions such as an increased heart rate and a loss of appetite—while others look
forward to the event. It’s often a question of perception: A positive stressor for one
person can be a negative stressor for another.
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The research problem in this project is stress management of workers. It is the process
related with controlling a person’s level of stress for the purpose of improving day to
day functioning of workers. Stress is defined as an adaptive response to an external
situation that results in physical, psychological and behavioral deviations for
organizational participants.
PRIMARY OBJECTIVES
• To study the nature of stress perceived and experienced by employees.
SECONDARY OBJECTIVES
• The objective of study is to identify the existence of work stress in
the organization and to analyze the stress among workers.
• To find environmental, organizational and individual factors that cause stress.
• To study whether employees want the organization to take up measures to
reduce stress or they handle by themselves.
• To study effectiveness of present stress management practices in organization
and to put faith suggestion to cope with stress.
• To study the impact and usefulness of work stress management
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RESEARCH METHODOLOGY
RESEARCH
Research is necessary to examine the extent of the validity of the old conclusion or to
find out some new facts and generating new ideas in connection with the existing
ones. The purpose of the research is to unfold the truth by systematic methods. It may
involve the manipulation of concepts in order to correct the existing knowledge. As a
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result it may establish new empirical generalization and falsify the old ones. Thus new
theories are constructed.
According to Clifford Woody “research comprises of defining and redefining
problems, formulating hypothesis, collecting, organizing, and evaluating data, making
deductions and research conclusion and at last carefully testing conclusion to
determine whether they fit the formulating hypothesis.”
METHODS OF RESEARCH
A research method means all those techniques and methods used for conducting
research. There are various methods in research process, they are as follows;
A research design is the specification of method and procedures for acquiring the
information needed. The research design is a comprehensive master plan of the
research to be under taken.The research done is for academic purpose. Therefore
design adopted to Descriptive Research.
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DESCRIPTIVE RESEARCH
The sample size of this study is 50 employees . Each respondent is treated as a case of
detailed analysis. Various data were collected by means of questionnaire, interview
and observation i.e., primary and secondary data are considered for the purpose of
analysis.
SAMPLE
A finite subset of a population, selected from it with the objective of investigating its
properties is called a sample of that population. A sample is a representative part of
the population.
SAMPLING
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METHODS OF SAMPLING
• Probability sampling
• Non probability sampling
Probability sampling: it is also known as random sampling. Under this method each
items or number of the population have a chance of being selected.
Non probability sampling: it is that sampling procedure which does not afford any
basis for estimating the probability for each item to be included in the sample.
The sampling technique used for this study is random sampling under non
probability sampling.
Random sampling: in this method the sampling units are chosen primarily on a
random basis.
The researcher has used random sampling method as the sampling technique.
SAMPLING PERIOD
Sampling period is the time taken to complete the study. Here sampling period
is 7 days.
TYPES OF DATA
1. PRIMARY DATA
Primary data are those data which are collected for the first time and thus happen to
be original in character.
There are several methods of collecting primary data, they are as follows;
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2. SECONDARY DATA
Secondary data are those data which have been collected by some other person for
his purpose and published. Secondary data are usually in the shape of finished
products. It is second hand information ,Secondary data was collected from books,
magazines, company websites, other websites etc.
DATA ANALYSIS
The data collected has been tabulated and the percentage of the respondent for each
factor has been calculated by using swing tally mark operation. Percentage analysis
was done to draw meaningful conclusion from the data collected.
PERCENTAGE ANALYSIS
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To study the stress management in the organization and to study the working
condition of the people.
1.7 LIMITATIONS
• The research is being carried out in a short span of time.
• The sample size was small; it is limited because the number of persons cope
surveyed is limited up to 50 out of large number of population.
• The opinions, behavior and attitudes of the respondents reflected in this study
are restricted to the duration of the research and are subject to
change with the passage of time.
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CHAPTER-2
LITERATURE REVIEW
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Deshmukh N.H. (2009), Stress and life satisfaction among working and non working
women from similar levels of socio economic status of the society, resulted that there
was no significant difference in physical and family stress among working and non
working women. Role stress was significantly higher among working than non
working women. Life satisfaction was better in working
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problems such as wrist problems due to constant handling of the mouse, slip disc and
eye fatigue are common now, but handling stress that arises owing to fear of losing
job or to cope with the increasing competition, affects the employee's performance,
eventually, taking a major toll on his health, doctors explain. As if to acknowledge the
prevalence of high levels of stress among employees, many IT companies have
―help hotlines‖ that provide counseling intervention to their employees who face
stress or psychological fatigue. Companies are also trying to help employees combat
stress better. Companies such as Infosys, Tata Consultancy Services, Cognizant and
Wipro have regular ―stress breaks‖ intended to help the employees strike a healthy
balance between work and fun.
2003) suggested four steps that they argue should reduce employees stress, first is to
recognize.
Stress is a term used by many, is somewhat misunderstand, and often used to describe
a negative condition or emotional state. People experience various forms of stress at
home, work, in social settings, and when engaged in activities to simply have fun.
Police officer's experience stresses the same as others, but also in ways much different
than the average citizen. The dangers, violence, and tragedy seen by officer's result in
added levels of stress not experienced by the general population.
What is stress? Stress is not a new phenomenon; it has been experienced throughout
history. Stress is a biological response to some stimulus. Fear, panic, anger, tragedy
and especially pressure can cause it Stress can result in the competitiveness needed to
succeed in business. relationships, sports, and education. Is stress bad or good? It is
both. Good stress is manageable stress an actually heighten your performance in
certain situations. Bad stress is unmanageable stress and lessens your performance
because it's too much to bare.
In order to inform the design of the work directed stress management intervention
(Workpackage 05), a literature review was conducted to identify best practice in terms
of interventions and assessment tools (Deliverable 16). Necessary supports for the
establishment of work directed programs were also identified for this review. Section
2.1 will discuss the criteria for selecting studies for inclusion in this review. The
search strategy for the identification of studies will be outlined in Section 2.2. Section
2.3 presents a review of the causes and nature of stress in the organizational
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Previous reviews which have been conducted have been largely generic, and although
some have focused on the area of mental health, there has been a paucity of research
on specialist areas in mental health (Rees & Smith, 1991), such as the vocational and
rehabilitation sector. Therefore, literature across all health care settings, with specific
emphasis on studies which were conducted among mental health professionals were
included in this review.
The review was conducted utilizing the Cochrane review on preventing occupational
stress in health care workers, and by examining other reviews conducted among
health care professionals to identify the most effective stress management techniques
for the organizational environment, and the most relevant environmental assessment
tools (van der Hek & Plomp, 1997; Mimura & Griffiths, 2002; Marine et al., 2006;
Edwards & Burnard, 2003; Edwards et al., 2002; Michie & Williams, 2002; Fothergill
et al., 2004) (see Appendix 2 for Criteria for considering studies for this review).
Although there a large number of studies on the management of stress, studies
evaluating the effectiveness of these stress management programs are notable by their
absence (van der Hek & Plomp). This review will not only evaluate effective work-
directed interventions to manage stress, but will also review the nature and causes of
organizational stress, and the effect this has on the employee and the organization. In
order to implement stress management techniques in the workplace, it is necessary to
identify the organizational hazards1 that contribute to stress.
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The European Agency for Safety and Health at Work (Cox et al., 2000) identified
both physical and psychosocial hazards in the workplace as being linked to stress.
Physical hazards include factors such as noise and poor physical work environments.
Literature suggests that physical hazards do not only interact with one another in
producing their effects, they may also interact with psychosocial hazards (Melamed et
al., 1999; Schrijvers et al., 1998). For instance, Broadbent (1971) described how noise
and sleep loss might interact in relation to task performance. The International Labour
Organization (ILO) (1986) defines psychosocial hazards in terms of the interactions
among job content, work organisation and management, environmental and
organizational conditions, as well as the employees competencies and needs. Those
interactions which may prove hazardous influence employees‟ health 1“ A hazard is
defined as „the intrinsic property or ability of something (e.g. work materials, work
equipment, work methods and practices) with the potential to cause harm‟ (European
Commission, 1996)”
Through their perceptions and experiences (ILO, 1986). Whilst this definition is
consistent with transactional models of stress, it strongly associates exposure to
psychosocial stressors with experience of stress. It may be argued that psychosocial
hazards may have direct effects on the person, effects which are not mediated by the
experience of stress. Cox & Griffiths (1995) provide an alternative definition of
psychosocial hazards. They define psychosocial hazards as “those aspects of work
design and the organization and management of work, and their social and
environmental contexts, which have the potential for causing psychological, social or
physical harm” (Cox & Griffiths, 1995). With the emergence of psychosocial work
environment research and occupational psychology in the 1960‟s (Johnson & Hall,
1996) the focus of interest has moved away from the traditional individual perspective
and towards considering the impact of certain aspects of the work environment on
health. There is now a large body of evidence (e.g. Cox, 1993; Landy et al., 1994;
Kasl, 1987, 1990) that identifies of common set of work characteristics as potentially
hazardous. There is consensus among the various attempts to review literature on
those psychosocial hazards of work which are experienced as stressful and/or
otherwise carry the potential for harm (Baker, 1985; Blohmke & Reimer, 1980;
Cooper & Marshall, 1976; Cox, 1978, 1985; Cox & Cox, 1993; Franken hauser &
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Gardell, 1976; Karasek & Theorell, 1990; Kasl, 1992; Levi, 1972, 1984; Levi et al.,
1986; Loher et al., 1985; Marmot & Madge, 1987; National Institute, 1988; Sauter et
al., 1992; Sharit & Salvendy, 1982; Szabo et al., 1983; Warr, 1987, 1992). This
consensus is summarized in ten difference categories of job characteristics, work
environments and organizations which may be hazardous, and these categories relate
to either the work context or the work content (Cox et al., 2000). These include:
organizational culture and function; role in organization; career development;
decision latitude/control; interpersonal relationships at work; home-work interface;
work environment and work equipment; task design; workload/ workpace; and work
schedule .
A literature review conducted by Michie & Williams in 2002, indicated that key work
factors associated with psychological ill health and sickness absence in staff were
long 6 hours worked, work overload and pressure, and the effects of these on personal
lives (Driscoll et al., 1995; Frone et al., 1995; Karasek, 1979; Niedhammer et al.,
1998; Payne & Fletcher, 1983; Reifman et al., 1991; Stansfeld et al., 1995);
conflicting demands (Stansfeld et al., 1995); lack of control over work and lack of
participation in decision making (Frone et al., 1995; Karasek, 1979; Karasek, 1990;
Niedhammer et al., 1998; Payne and Fletcher, 1983; Sparks & Cooper, 1999;
Stansfeld et al., 1995, 1998); poor social support at work (Driscoll et al., 1995; Frese,
1999; Fusilier et al., 1987; LaRocco et al., 1980; Niedhammer et al., 1998; Reifman et
al., 1991; Stansfeld et al., 1995, 1998); unclear management and work role
(Bacharach et al., 1991; Carayon et al., 1995; Frone et al., 1995; LaRocco et al., 1990;
Reifman et al., 1991); interpersonal conflict (Sparks & Cooper, 1999; Romanov et al.,
1996); and conflict between work and family demands (Sparks & Cooper, 1999)
Several explanations have been put forward in the literature for the high levels of ill
health in the health care environment, including the nature of the work, organisational
changes, and the large amounts and pressure of work (Cox 1995). Commonly
identified sources of stress are workload, patient care, interpersonal relationships with
colleagues, knowledge of nursing and nursing skills, type of nursing, and
bureaucratic-political constraints (Bailey, 1985).
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In the context of the transnational nature of the ROSE project, Michie & Williams
(2002) review on reducing work related psychological ill health and sickness absence
was particularly significant, as it provided an assessment of whether associations
between work factors and psychological ill health were similar across sector and
across countries. In the UK factors associated with psychological distress, emotional
exhaustion, anxiety and depression in doctors, from junior to senior grades, were long
working hours (Baldwin et al., 1997), high workload and pressure at work (Agius et
al., 1996; Deary et al., 1996; Sutherland and Cooper, 1993), and lack of role clarity
(Heyworth et al., 1993). In a study conducted with 4 dentists, pressure at work was
found to be associated with poor mental health (Cooper et al., 1988). In a study
carried out amongst family doctors, the issues were interruptions during and outside
surgery hours and patients demands (Sutherland and Cooper, 1993). Among UK
nurses the most frequently reported source of psychological distress was workload
pressures (Tyler and Cushway, 1992). In a study conducted amongst 164 student
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nurses, low involvement in decision making and use of skills, and low social support
at work were found to be associated with anxiety, depression and sickness absence
(Parkes, 1982). Two studies looked at absence from work, one study found a negative
association with job demands (Parkes, 1982), while the other found no association
with control over work (Rees & Cooper, 1992). Similar factors were associated with
psychological ill health in health care workers in the rest of Europe, the USA, and
Australia. The one study of doctors found an association between work control and
social support and psychological distress (Johnson et al., 1995). Among nurses, lack
of co-worker support (Marshall & Barnett, 1992; Pisarski et al., 1998), job influence
(Petterson et al., 1995), and organization climate and role ambiguity 8 (Revicki &
May, 1989) were associated with psychological distress. Among other hospital
workers, work overload and pressure, role ambiguity, lack of control over work, and
lack of participation in decision making were all found to be associated with distress
(Arsenault et al., 1991; Estryn-Behar et al., 1990; Martin, 1984). Sickness absence
was associated with work pressures and lack of training (Landeweerd & Boumans,
1992), unsupportive management style (Gray-Toft & Anderson, 1985), role
ambiguity, tolerance of absenteeism and low pay (Brooke & Price, 1989).
The studies show that, while level of psychological ill health associations between
work factors and psychological ill health are higher in health care than in non-health
care workers (Wall, 1997), the associations between work factors and psychological
ill health are similar. They are also similar across continents. This review suggests
that a generic approach to reducing work related psychological ill-health may be
appropriate. The findings from this review are also consistent with the demand-
control model of job strain (Karasek, 1979). They highlight the 6 key areas of work
design that commonly lead to stress (i.e. control, demands, support, relationships, role
and change).
There have been a number of studies which have looked at the issue of stress for
mental health professionals (see Table 1.2). As we can see from Table 1.2, stress-
related research is frequently based on a theoretical model, such as the 3 levels of the
stress process (i.e. stressors, moderators and outcomes) proposed in the model
developed by Carson and Kuipers (1998). Research indicates that mental health
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professionals experience high levels of „burnout‟ and poor mental health as compared
with other occupational populations (Carson et al., 1995; Onyett et al., 1995; Prosser
et al., 1996; Wykes et al., 1997). Moore and Cooper (1996) presented a theoretical
overview of this subject. Findings indicate that although mental health professionals
are subjected to similar organizational stressors as other workers, they experience
additional emotional strain by the very nature of their professions in dealing with
troubled persons often over extended periods of time (Nolan et al., 1995). Similar
findings are reported in a later study by Jenkins & Elliott (2004), who found that
although many of the stressors 9 experienced by mental health professionals are
similar to other health care specialities, a number of demands relate specifically to the
mental health profession. These include the intense nature of interaction between the
client/mental health professional relationship (Cronin-Stubbs & Brophy, 1985),
dealing with difficult and challenging behaviour on a regular basis (Sullivan, 1993),
and service changes in the mental health profession.
Fagen et al. (1996) also identified recent service changes in the mental health
profession as being a significant cause of stress amongst mental health nurses. There
has been a transition from the traditional hospital based setting to the delivery of care
in the community setting. Research indicates that community mental health nurses
experience significantly higher level of stress than their ward based counterparts
(Carson et al., 1995; Fagin et al., 1995). Other major sources of stress amongst mental
health professional identified in the literature include, administrative and
organizational factors and lack of consultation over work-related changes (Dawkin et
al., 1985), inadequate staffing levels (Carson et al., 1995; Cushway et al., 1996), and
dealing with potentially violent and / or suicidal clients (Sullivan,1993). However, the
empirical evidence indicates that it is the administrative and organizational factors
which cause most stress in psychiatric nursing (Cronin-Stubbs & Brophy,1984;
Dawkins et al., 1985; Jones et al., 1987)
A number of reviews have focused on literature in the area of stress in mental health
nurses (Jones, 1987; Sullivan, 1993; Dunn & Ritter, 1995; Edwards & Burnard,
2003), and amongst other mental health professionals (Carson & Fagin, 1996;
Fothergill et al., 2004; Hannigan et al., 2004;). Edwards and Burnard (2003) found
that the most frequently reported sources of stress amongst mental health nurses were
administrative and organizational concerns, client-related issues, heavy workload,
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A number of studies have also been carried out amongst community mental health
teams (Harper & Minghella, 1997; Oliver & Kuipers, 1996; Onyett et al., 1997;
Parkes & von Rabenall, 1993; Prosser et al., 1996, 1997, 1999; Reid et al., 1999,
1996; Wykes et al., 1997). Evidence indicated that stressors included increased
workload and administration, working structures, lack of resources, management
problems and managing crises alone. Studies also suggest that particularly high levels
of the „emotional exhaustion‟ component of „burnout‟ have been reported among
staff based in a community rather than a hospital setting (Carson et al., 1995; Prosser
et al., 1996)
These findings are particularly significant because they suggest the workplace
adversely affects the psychological well-being of staff working in the mental health
profession. This is particularly significant as the delivery of high quality mental health
services and the rehabilitation and recovery of people with mental health problems is
dependent on the availability of experienced personnel. There is a need for more
interventions for the prevention and management of stress in the mental health
profession, particularly in the areas such as the vocational and rehabilitation sector
where interventions have not yet been implemented. There is also a need for more
studies on stress in specialist areas in mental health. Although there have been a large
number of studies conducted on workplace stress, particularly in the health care
setting, Rees and Smith (1991) indicated that there is a paucity of research on
comparatives of stressors experienced by different mental health professionals, for
instance, those working in areas such as mental health rehabilitation. This is
particularly significant as the literature reports increasingly high levels of stress and
burnout among mental health professionals, and there are now increasing demands on
specialist areas in mental health such as mental health rehabilitation. This is a result of
mental health policy and an increased emphasis on the recovery model in the mental
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Occupational health and safety legislation at national and EU level and EU policy
documents has identified factors in the work environment as contributing to stress.
Legislation has been broadened to include psychosocial hazards as a contributor to
stress. The European Parliament Draft Report on Mental Health (2008) has identified
the work environment as a contributor to stress. The European Parliament calls on
employers to promote a healthy working climate, paying attention to work-related
stress, the underlying causes of mental disorder at the workplace, and tackling those
causes. It encourages employers, as part of their health and safety at work strategies,
to adopt programs to promote the emotional and mental wellbeing of their workers
and calls on the Commission to disseminate positive models by publishing such
programs on the internet.
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Many reviews have found that most stress management techniques are individual
focused, and attempt to change the worker as opposed to the organization. For
example, Murphy and colleagues (1984) reviewed thirteen published and unpublished
studies on personal stress management. Of the 32 outcome measures used in the
thirteen studies, 27 related to the individual and only 3 to the organisation.
Williamson (1994) found that out of 24 evaluative studies of stress interventions, 21
focused on the individual, and only 3 focused on change at organisational level. A
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Delvaux (2004) and Razavi (1993) used psychological training programmes with
theory, role playing and experimental exchanges intended to improve attitudes,
communication skills and occupational stress. Heaney (1995) ran a training program
about mobilizing support from colleagues and about learning participatory problem
solving and decision making skills. Melchior (1996), Proctor (1998) and
Schrijnemaekers (2003) employed interventions that introduced innovations in
nursing delivery via changes in work organisation, knowledge and skills training and
support and advice from supervisors.
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The literature suggests that provision of training and support among employees can
impact positively on stress levels. Studies which provide training and education often
lead to innovations which bring about changes in work organisation (Proctor et al.,
1998; Melchior et al., 1996; Schrijnemaekers, 2003). A study conducted to assess the
impact of psychological training programmes on health care professionals stress
found that trained nurses reported positive changes in their stress levels (Delvaux,
2004). However findings also suggested a need for amplifying the transfer of learned
skills to clinical practice. Similar findings were reported by Ewers and colleagues
(2005) who found that a group of forensic mental health nurses experienced a
significant decrease in burnout rates following the provision of psychosocial
intervention training. A study conducted in the Netherlands among 300 professional
care givers in homes for elderly persons found that emotion-orientated care training,
clinical lessons and supervision meeting resulted in job satisfaction among
participants (Schrijnemaekers, 2003).
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2.9 CONTROL
Jackson (1983) carried out a study amongst staff working in 25 outpatient clinics in
hospital across the UK to test the hypotheses that, „increased participation in decision
making would decrease the experience of role problems‟. Clinical supervisors were
given appropriate training on participation and the number of staff meeting held in the
clinic were increased. Findings included significant reductions in role ambiguity and
role conflict in the intervention clinics after 6 months follow up. Control emerged
from the literature as a significant factor in the reduction of stress and is a feature of
many effective work-directed stress management interventions. The ROSE project
website will provide information on how the manager can manipulate the work
environment to increase control amongst employees. Information will be provided on
role ambiguity so that the managers can ensure that roles within their organisation are
clearly defined. Other methods of increasing control through work redesign will be
proposed, for instance, the introduction of flexi-time systems, etc. Information
regarding the introduction of "change" to areas of the work environment will be
provided and guidelines on how to manage change within the workplace. Models and
tools for managing change will be provided to inform the manager.
The Work Environment Scales (Moos, 1981) was identified as a potential instrument
for use in the ROSE project. It measures work site features and consists of 60 items
including 10 dimensions. Dimensions include involvement, peer cohesion, supervisor
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support, autonomy, task orientation, clarity, control, innovation and physical comfort.
. The Occupational Stress Indicator (Cooper, Sloan & Williams, 1988) was also
reviewed as a potential measure for use in the ROSE project. However it required 35
minutes for completion. It was deemed too time consuming for use on the website.
The Work Organisation Assessment (EEF/I-WHO) was reviewed and was deemed
suitable for use on the work-directed programme. Permission to use the tool was
sought from the copyright holders. However, permission could not be granted to
access the tool, as EEF are a membership organization.
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CONCLUSION
The ROSE project will develop a work-directed stress management programme for
staff working in vocational training centers. The interventions which will form the
programme content will be based upon the 6 areas of work design which emerged
from the literature and from the focus groups as commonly contributing to stress (i.e.
demands, control. support, relationships, role, change). The content of the programme
has therefore been developed based on this literature review to identify the most
effective techniques and from the baseline data gathered from the focus groups
conducted in 5 EU partner countries. However, the ROSE project has the added
benefit as it will combine both person and work-directed stress management
techniques, which is advocated in the literature as the most effective approach in
stress reduction.
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CHAPTER-3
INDUSTRY PROFILE
AND
COMPANY PROFILE
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The plastic industry manufactures polymers materials – called plastic – and Offers
services in phases important to a range of industries, including packages of the
chemical industry. In addition, as mineral oil is the major constitution of plastics, it is
regarded a part of the petrochemical industry. Besides plastics production, plastics
engineering is an important part of the industry sector. The latter field is dominated by
engineering plastic as raw material because of its better mechanical and thermal
properties than the more widely used commodity plastic.
There’s a list of major plastic companies located worldwide. This list includes
companies with products such as Plastic Hose System Solution, Plastic Raw material
Manufacturing, Plastic Raw Material Trading, Plastic Film Extrusion, Plastic Film
Flexographic Printing, Plastic Slitting Plastic Lamination, Plastic Injection Molding,
Plastic Blow Molding, Plastic Film Rotogravure Printing, Plastic Sealing. According
to plastic Europe, the top three markets for plastic are packaging, building and
construction and automotive. Plastics production grows globally. The numbers
include thermoplastics and polyurethanes, as well as thermo sets, adhesives, coatings
and sealants and pp-fibers.
PLASTINDIA
Plastic – one of the growing industries in India has a very vital role to play in the
India has a economy. The next two decades will witness an unprecedented, explosive
growth in all sector of plastic industry. The long-term constructive goals and a time
bound action program Plastindia Foundation is the apex body of major Association,
Organization, and Institutions connected with plastics, with common objectives to
promote, the development of plastics industry and to assist the growth of plastic and
related materials and their products. The FOUNDATION is dedicated to the national
progress through plastics. It is also supported by Ministry Of chemicals and fertilizers,
Government of India with connected with plastics. Plastindia Exhibition and
Conference is held every three years. It is usually organized in the first or second
week of February. Plastindia Foundation’s Objective is to promote the development
of plastic industry and to assist the growth of plastic and related products. The
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foundation focuses on helping India to becoming the proffered sources base of plastic
products around the world and also concentrates on its vision and believes that they
will be facilitating the export led growth of the Indian plastic industry. It also helps
boost export business volumes and revenue. Plastindia follows an internationally
recognized organization devoted to promoting excellent in the field of plastics and
making India a preferred sourcing base for plastics products for the world. It will
support and encourage development of outstanding institutions committed to
education and research with emphasis on achieving the highest standards of quality in
plastics products and developing effective techniques for their recycling. It will build
awareness of the significant contribution made by plastics to society and the
environment.The mission of plastindia are to enhance the image and the growth of
Indian Plastics Industry by holding world- class exhibition in India., at regular
intervals and to encourage theme-based exhibition in India It also aims to provide
opportunities to demonstrate the industry’s capabilities, participate in international
exhibition, and at the same time to educate the benefits of plastics to all segments of
society, either directly or through association some other missions are to act as the
catalyst for growth to the plastics industry and prepare plans and actions for up
gradation of quality, environment- friendliness and recycling within the plastics
industry, to create a positive policy framework with all statutory entities and increase
per capital consumption of plastics, encourage exports thereby significantly
contributing to national growth and to be a flexible, vibrant and proactive body.
Besides its vision and mission, Plastinida sets the following as their objectives;
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POLYMERS
A polymer is a large molecule, or macromolecules, composed of many repeated
subunits. Because of their broad range of properties, both synthetic and natural
polymers play an essential and ubiquitous role in everyday life. Polymers range from
familiar synthetic plastics such as polystyrene to natural biopolymers such as DNA
and proteins that are fundamental to biological structure and function. Polymers, both
natural and synthetic, are created via polymerization of many small molecules, known
as monomers. Their consequently large molecular mass relative to small molecules
compounds produces unique physical properties, including toughness, viscoelasticity,
and tendency to form glasses and semi crystalline structures rather than crystals.
Polymers account for around 70% of petrochemicals and that is the reason that are
the most important chemical industry. Polymers are essentially used in the
manufacture of various plastic products. In the consumption of the basic
petrochemicals, polymers from the bulk of demand with a share of around 55%. The
share of polymers in the product mix in India for various crackers ranges from 60%
to 90%. The segment of polymers have registered a growth of 18% while there have
been an increasing of 26% in the capacities CAGR. The various by- products f
polymers are polystyrene, PVC Polypropylene, LDPE/LLDPE, HDPE. Polystyrene,
a by- product of polymers has Rs 432 crore market size. Its market price was around
Rs 42.5 per kg in 1999. The major companies involved in the production of a
polystyrene are Rajasthan Polymers, Mc Dowell & Co, and supreme Petrochem.
PVC, a polymer by product, is in demand in the Indian market at 554,00 tons per
annum. This segment has been growing at the rate of 15% yearly. Around 54% of
PVC is used in the production of cable sheathing. The cost of PVC was Rs 44.95 per
kg in 1999. The main companies involved in the production of PVC are ICPL and
RIL. These are the main companies involved in the making of PVC. Polypropylene
is a very light weight polymer and that is the main Reason why it is used as a
substitute for various other polymers. During 1997-1998, around 11,000 tons of poly
propylene was imported. Over the last 3 years, the demand for this product has
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increased by 38% and now stands at 595000 tons. The price of polypropylene was
Rs 47.50 per kg in 1999. In India, low density polythene (LDPE) and linear low-
density polythene (LLDPE) are also widely used polymers. This segment of
polymers is growing at the rate of 12% per year. More than 50% of LDPE/LLPE are
used by the packaging industry and they were priced at around Rs 54.25 per kg in
1999. The companies which make LDPE/LLDPE are Oswal, RIL, and IPCL. The
second most used polymer in India is HDPE, with a share of 22%. The value of its
domestic consumption is Rs 2,123 crore and it is growing at the rate of 15% per
year. It cost around Rs 50 per kg in 1999. HDPE is used in the manufacturing of
raffia, blow molding, injection molding, and in the paper industry as well. The
companies involved in the production of HDPE ARE NOCIL, RIL, and IPCL,
polymers form an important constituent of the Indian petrochemical industry. So,
efforts must be taken by the industry and the government of India, so that production
and quality of polymers remain top class. Ever since 1975, the plastic industry in
India has made significant achievements as it made a modest but promising
beginning by commencing production of polystyrene. The potential Indian market
has motivated the entrepreneurs in the country to acquire technical expertise,
achieve high quality standards and build capacity in various facets of the booming
plastic industry. The phenomenal developments in the plastic machinery sector is
coupled with the developments in the petrochemical sector, both of which support
the plastic processing sector. The Indian plastic industry made a promising
beginning in 1957 with the production of polystyrene. Thereafter, significant
progress has been made, and the industry has grown and diversified rapidly. The
industry spans the country and hosts more than 2,000 exporters. It employs about 4
million people and comprise more than 30,000 processing units, 85-9- percent of
which are small and medium sized enterprises. Exports of plastic products from
India stood at US$ 7.64 billion in FY 2015-16. During 2015-16, major importers
Indian plastic products were US (US$ 898.45 MILLION), China (US$ 489.25
million), UAE (US$ 422.74 million), (US$ 290.03 million), UK (US$
287.68million), Italy (US$ 286.9), Turkey (US$ 286.9 million), Bangladesh (US$
184.33 million), Saudi Arabia (US$ 169.1 million), and Nepal (US$ 161.09 million)
Domestic consumption of plastic is expected to touch 20 million Metric Tonnes by
2020.
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The India plastics industry produces and exports a wide range of raw materials,
plastic moulded extruded goods, polyester films, moulded/ soft luggage items,
writing instruments, plastic woven sacks and bags, polyvinyl chloride (PVC), leather
cloth and sheeting, packaging, consumer goods, sanitary fitting, electrical
accessories, laboratory/ medical surgical ware, tarpaulins, laminates, fishnets, travel
ware and others. The Indian plastics industry offers excellent potential in terms of
capacity, infrastructure and skilled manpower. It is supported by a large number of
polymer producers, and plastic process machinery and mould manufacturers in the
country. Among the industry’s major strengths is the availability of raw materials in
the country. Thus, plastic processors do not have to depend on imports. These raw
materials, including polypropylene, high – density polyethylene, low density
polyethylene and PVC, are manufactured domestically plastic industry also called as
‘sunrise industry’ is a post -war phenomenon in the country. The total invested in
the processing industry in 1991 was estimated at Rs 1,000 crores. This is expected to
grow to Rs4,500 crores by 2,000 AD. Owing to its easy moulding, non- corrosive
and moisture-resistant qualities plastics have a variety of use in packaging industry,
manufacture of household goods, building and construction materials, industrial
goods, agricultural goods, electrical goods, imitation jewellery, etc. the plastic
industry has two distinct phases: (1) production of raw materials, and (2) moulding
and fabrication of plastic good.
This include polymer manufacturing industry supplying polyethylene (low and high
density), polyvinyl chlorine (PVC), polypropylene, polystyrene and acrylics. The
benzene. Mumbai is the largest centre for the production of polymer. The feed stocks
of these materials are mostly naphtha, alcohol, calcium, carbide, phenol and benzene.
Other centres include Barauni, Pimpri (Pune), Durgapur, Rishra (Kolkata),
SahupuramMettur, Bongaigaon, Hazira and Vadodara. The plastic raw material
consumption in India during1990 was a little over nine lakh tones which exceeded 1.5
million tons by 1995. By 2,000 AD, the demand is likely to exceed 2.5 million tons.
In spite of the rapid growth of the petrochemicals industry in recent years, the de-
mand – supply gap is likely exceeded a million tons by 2005. between 1990-2000 an
investment of about $ 10,400 million has been in setting up new petrochemical
complex. Of these at Nagothane (Maharashtra) and Hazira (Gujarat) have been
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TRADE
India imports plastic polymers from West European countries, Japan and the United
states. It also exports plastic goods to neighbouring Asian and African countries. Our
main competitors are china, Thailand, Indonesia, kore and Malaysia. Plastic industry
besides facing the shortage of raw materials and competition from abroad is facing
stiff opposition from environmentalists. This needs a comprehensive “public
education campaign” and waste recycling policy to tide over the situation plastics, the
material of the new generation, have been catching up faster than was expected since
the 1980s. with restriction on the use of wood to conserve forests, its importance has
grown phenomenally. Because of its light weight, ease in maintenance and natural
sparkles, it is substituting not only wood but also metal and glass. The automobile
industry, the white and brown goods and the packaging industries, all offer expanding
prospects.Plastic polymers are classified into thermoplastic and thermo settings.
Thermoplastics include elastomers (unvulcanised), polyvinyl chloride (PVC),
polyethylene (PE), polystyrene (PS), polyurethane (PU), and resins. Thermo setting
include elastomers (vulcanized), polyethylene (cross linked), phenolics, alkyds,
polyester.The product variation includes PVC 21%, HDPE 25%, LDPE 5%, PS 5%,
PP 33%, LLDPE 8%, and 8% and ABS 3%. Major players in this sector includes
Reliance 32%, IPCL 22%, DCM Sriram 4%, Finolex 5%, Chemplast 3%, DCW 3%,
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etc. the industry has expansion along with expansion of diverse applications. Such as
packaging, extrusions, blow mouldings and industrial mouldings for automobiles,
telecommunication, and white goods. User segments are electrical appliances,
domestic ware, leatherite, decorative laminates, fittings and fixtures, extrusions for
construction industry, automobile components, machinery and equipment, water
tanks, pipes and fittings, drink bottles, medical appliances, weather protection. The
opportunities are also opening up with the expansion and sophistication of food
processing, automobiles, entertainment electronics appliances. Besides these,
industry’s contributions have vital in areas of rural electrification, telecommunication,
horticulture, Medicare, apart from a perceptible change in living styles and standard.
Polymers have found uses in all spheres of life with demand for better materials,
greater functional use, more economical packaging and versatile and durable all-
weather products. The per capita consumption of polymers in India is around 5kg.
The average per capita global consumption of polymers is estimated to be about 17kg.
The plastic and polymer industry has been expanding at a rate of 11% a year.
Presently the consumption/demand is envisaged to estimated at around 5.5 million
tonnes. The demand estimates for all polymers including engineering polymers is
increase from 1.8 million tonnes in 20009-10. It is projected at close to 14 million
tonnes in 2014-15. India is one of the fastest growing polymers market in the world,
and is expected to become the world’s third largest polymers market, after US and
China, within a decades. The significant domestic demand growth is expected from
the user industries such as telecom, food and beverages, packaging, transportation and
consumer durables, and from continues substitution of traditional materials like wood,
metal, glass.The economic reforms initiated in 1991 laid the foundation for achieving
higher economic growth. Consequently, Indian polymer industry has emerged as one
of the fastest growing sectors in the last decade. Products made from plastics are
widely used in packaging, Agriculture, Automobiles, Teletronics, roads and building,
medical applications etc. because of its functionality, cheaper and economical,
aesthetics appeal, inert to chemicals, light in weight etc. these are widely used for
various domestic and industrial applications. New polymers have been developed,
from the different products were produced and with specified quality and
specifications. Continuous innovation has led to use of plastics which has helped to
improve quality and specifications. Continuous innovation has led to use of plastics
which has helped to improve quality of life through internet, globalization increased
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The usage of plastic have been in all sectors during the last few years. We drive cars
with plastic product, we wear eye glasses with plastic lenses, we sip water from
plastic bottles, connect/talk with friends/family by cell phones, entertain our self with
electronic media etc. plastic is now entering in conductive plastics, which means
plastics can be made of conduct electric current. New efforts and development is
going to use conducting polymers as diverse as paper thin television, and Sensor for
chemical weapon detectors. The new development could propel the production of
light weight, durable, roll up computer monitors. If they could be made cheaper
enough, they can even become our daily newspaper. The consumption of plastic is
likely to grow 5 to 6 times between 2002 to 2030 which means tremendous
opportunities for new entrepreneurs for setting up industry and providing lot of job
opportunities thereby enhancing living standard in the country. Entrepreneurs can
think of blow moulded bottles up to 1 litres. Capacity of packaging of various
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Plastic and various products are an integral part of the modern world. Different kinds
of plastic products are used by the civilized man in all areas of the daily life. Plastic is
a very important invention of the 20th centuries having far reaching impact on human
welfare. plastic is used in storing, packing, waterproofing and its application can be
seen in agriculture, industry, household, medical and health care and in-service sector.
There will be at least a little bit of plastic in each household irrespective of their
purchasing power. Kerala is a state blessed by abundant rain in the monsoon which
make it difficult for the rubber planter to tap the rubber trees in the most yielding
season. More than 30% of agricultural land in Kerala is used for rubber plantation
with more than 800000 planters spread all over the state. It is therefore only natural
that there is ready market for plastic firms in Kerala for rain guarding purpose.
The plastic export promotion council (PLEXCOUNCIL) is the apex government body
responsible for the promotion of plastic exports. PLEXCOUNCIL members comprise
scale manufactures and exporters. The council supports exporters by participating in
international trade fairs, exploring new markets, organizing buyer-seller meets both in
India overseas, and engaging in various other promotion and need-based activities.
Total export of plastic products stood at US$ 7.64 billion in DY 2015.
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Hanna polymers Private Limited was incorporated 21 years ago on Friday 20 October
1995 and it is registered at Roc-Ernakulam as Private company Ltd by Shares having
its authorized share capital of Rs.2000000 and paid up capital of
Rs.2000000.According to Hanna polymers as per the information it has reported to
register of companies in Ernakulam its last annual general meeting (AGM) was held
on Wednesday 30 September 2015 and its balance sheet was last filed on Tuesday 31
March 2015.There are over 4 Directors/Officers that hold positions at Hanna
polymers Private Limited. It is categorized as Company Limited shares and an Indian
Non-Government company. Hanna polymers Private Limited’s Corporate
Identification Number(CIN) is U24134KL1995PTC009560 and Registration
Number is 009560.
3CI SCORE FOR Hanna polymers Private Limited is 41 out of 100 which is
considered Average in industry. Hanna polymers Private Limited is also 217 the best
company in India which is involved in natural polymers and modified natural polymer
in primary forms, while there are 130 companies rated inferior than Hanna polymers
Private Limited. The organization is 48th best company in Kerala which is involved in
manufacture of natural polymers and modified natural polymer in primary forms,
while there are 28 companies inferior than Hanna polymers Private Limited. This
company is ranked 578 out of 916 in India for its parent line of business (manufacture
of plastics in primary forms and of synthetic rubber.) this company is ranked 6342 out
of 10918 in India for its top line of business (Manufacture of plastic is primary forms
synthetic rubber.) Score is calculated using the 3Ci score. 1.0 model, this score ranges
from 0 to 100 and measures overall strength of corporation. Scores are calculated
using customer satisfaction index, popularity and various publicity available data. The
various competitors of Hanna polymers Ltd are Kovai polymers Private Ltd, Hi
Range polymers Private Ltd, Haima polymers private Ltd, Ficus polymers Ltd.
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Hanna polymers Private Limited started in 1995 i.e., company is 20-year-old. average
age for main line of business (manufacture of natural polymers and modified natural
polymer in primary forms) is 20 years i.e., this company is about same age to its main
industry. Average age for parent line of business(manufacture of plastic in primary
forms and of synthetic rubber.) is 20 i.e., Hanna polymers Pvt.Ltd.is about same age
to its parent industry. Average age for top line of business(Manufacture of basic
chemicals) is 90 years i.e., this company is 1 year older than its tolevel industry. Out
of 347 companies, Hanna polymers Private Limited is 132 and oldest company which
is primarily involved in manufacture of natural polymers and modified natural
polymers in primary forms in India. Out of 76 companies, Hanna polymers Private
Limited is 36th oldest company which is primarily involved in manufacture of natural
polymers and modified natural polymer in primary forms in Kerala.
Authorized capital and paid up capital for Hanna polymers Private Limited is
2000000 and 2000000 respectively i.e., for 100 % of authorized capital company has
received payment. Average authorized capital and paid up capital for main line of
business(Manufacture of natural polymers and modified natural polymer in primary
forms) is 8295622 and 5464868 respectively i.e., this company has 24% authorized
and 34% paid up capital in compare to its main industry. average authorized capital
and paid up capital for parent line of business(Manufacture of plastic in primary
forms and of synthetic rubber) is1287359 and 8516370 respectively i.e., this company
has 16% authorized and 23% paid up capital in compare to its parent industry.
Average authorized capital and paid up capital for top line of business (Manufacture
of basic chemicals) is 26445435 and 13983993 respectively i.e., this company has 8%
authorized and 14% paid up capital in compared to its top industry. Hanna polymers
Private Limited is a sister concern of Trinity polymer Distributors. the products from
Hanna polymers are: printed covers for industrial use and food products, packing
covers and sheets, plain covers and sheets in PP,HDPE, and LDPE. Hanna polymers
also deal with textile bags. tea bag liners, nursery bags(black and white) and packing
covers up to 50inch width.
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CLASSIFICATION OF INVENTORY
The inventory can be broad categorized as raw materials, work in progress, packaging
material and finished products. But under these inventory groups there are inventory
items. Under the category of raw material, the items are
polypropylene(PP),Polyethylene (LDPE), HPPE/HM, HDPE, LLDPE, pigment or
color under the work-in progress category the items include tube and rolls. As the
packing material the various items bags, plastic covers and other related items. The
different item of finished products are printed covers, Havai cover, bakery cover, rain
guarding films, necessary bags, crump covers, plain sheets and liners. These
mentioned are the different inventory groups and the items under these groups.
To be the most trusted global trade platform for MSMEs to effectively promote &
grow their business. Our primary purpose being to serve the unmet needs of SMEs
and provide complete end-to-end solution for overseas business to easily and
effectively connect with Indian SMEs.
3.2.4 OBJECTIVES
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MANAGING DIRECTORS
ADMINISTRATIVE
OFFICER
DEPARTMENTS
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ORGANIZATION STRUCTURE
Hanna polymers Pvt. Ltd., has been, managed by a group of four talented people from
different avenues of life. Their rich experience in business agriculture and industries
has benefited lot to the company in achieving its goals. The main object for which the
company is established for the manufacture and marketing of plastic sheets and covers
and polythene bags etc. Mr. Tom J Kallarackal, managing Director, with his
charismatic personality leads the company along with three other Directors himself is
an experienced business man, Industrialist and graduate who has passed I.C.W.A.I.
examination. He is also a director of Pala Chits and Finance Pvt. Ltd. and M/S
agrochemicals Pala. Mr. Sojan Jacob, whole time Director of Hanna Polymers Pvt.
Ltd is also a director of Pala Chits and Finance Pvt.Ltd. He is a commerce graduate
Mr. Sunny Jacob and Mr. Sabu J Kallarakal are other managers.
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FUNCTIONAL DEPARTMENT
PURCHASE DEPARTMENT
General Manager
Purchase Officer
Assistants
• Avoiding the time lag between the ordering and purchase of materials.
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PRODUCTION DEPARTMENT
General Manager
Production
Administrative Officer
Assistants
The major activities of production and planning departments are to monitor the
progress of production and advice the factories to produce product according to the
estimates. Production and planning department includes one Administrative Officer
two chemists and assistant.
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Sales Officer
Assistants
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ACCOUNTS DEPARTMENT
Administrative Officer
Assistants
Accountants
This department takes care of the various financial transactions of HANNA, thus
acting as the life of the organization. The department is headed by a General Manager
(F&A) and assisted by two manager’s one in accounts section and other in the cost
section. The finance department is divided in two sections. Account section is
managed by accounts manager and cost section is managed by cost manager. An
administrative officer is working for both sections.
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ACCOUNTING SECTION :-
The accounting section is guided by the accounts manager. One administrative officer
and two assistants and four accountants are working for both accounting section and
cost section.
COSTING SECTION:-
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Personnel Officer
Administrative Officer
Assistant
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ADMINISTRATIVE SECTION :
The order from other departments are processed through the administrative
department, for e.g. order from the purchase department for the purchase of materials.
All the orders should be sent to the concerned party through the dispatching section.
The dispatching officer will check the paper and issue the papers to the required place.
Administrative section has separate records regarding the details of each estate and
factory. Whenever the details are needed by the management, the administrative
department has the responsibility to provide the sufficient data. Administrative section
has the responsibility to inform all the departments about the meetings and the other
procedures.
• Taking care of all related functions needed for the smooth functioning of the
corporation including regular payments of rent, bills, taxes, etc, public
relations.
• Giving necessary guidelines and support to students and others who visit the
corporation for various activities.
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MANUFACTURING PROCESS
The manufacturing process of plastic films and plastic cover involves the following
stages: -
• Parson stage
At the stage dye is used. Plastic is used the required size and thickness is formed
here.This stage is automatic.
• Tube stage;
Air is blow in to the parson to make plastic into tube form. After this stage two
parallel process are been adopted for making rain guarding sheet and plastic
diagram.
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process raw
materials(plastic
granules)
feeding to the
0
hopper
tube form
packing and
storage
dispatch
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CHAPTER-4
DATA ANALYSIS
AND
INTERPRETATION
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No.of
Particulars Percentage
Respondents
Below 5 years 5 10%
5-10 years 10 20%
10-15 years 25 50%
Above 15 years 10 20%
20% 10%
Below 5
20% years
5-10 years
50%
Interpretation
50% of the respondents are experienced 10-15 years. 20% experienced above 15
years. 20% of the respondents are experienced 5-10 years. Remaining 10% below 5
years.
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No.of
Particulars Percentage
Respondents
Occasionally 5 10%
Sometimes 10 20%
Never 20 40%
Frequently 15 30%
Total 50 100%
10% Occasionall
y
30% Sometimes
20%
40% Never
Interpretation
40% respondents says that there is no compulsion at work place. 30% says that
frequently, 20% says sometimes, other 10% says occasionally.
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No.of
Particulars Percentage
Respondents
Part time - -
Total 50 100%
20% 0%
Part time
Full time
over time
80%
Interpretation
80% respondents work usually full time. Remaining 20% work over time earn money
and also for completing their work.
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No.of
Particulars Percentage
Respondents
Yes 5 10%
No 45 90%
Total 50 100%
10%
Yes
No
90%
Interpretation
90% respondents have the opinion that, they have no stress related to
work. other 10% says they have stress related to work.
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No.of
Particulars Percentage
Respondents
Occasionally 15 30%
Frequently 35 70%
Never - 0%
Total 50 100%
0% 30%
30% Occasionally
Frequently
70%%
Interpretation
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No. of
Particulars Percentage
Respondents
Sometimes 10 20&
Never 25 50%
Frequently 15 30%
Total 50 100%
20%
30%
50%
Interpretation
50% respondents reported that stress never affect their performance . 30%
respondents affect stress on their performance frequently. Remaining 20% reported
that sometimes they are also affected by stress.
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No. of
Particulars Percentage
Respondents
Occasionally 20 40%
Sometimes 15 30%
Frequently 10 20%
Never 5 10%
Total 50 100%
10% 0
Occasionally
20% 40% Sometimes
Never
Frequently
30%
Interpretation
40% respondents take their physical exercise occasionally. 30% take sometimes.10%
take frequently. Remaining 20% never take physical exercise.
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No. of
Particulars Percentage
Respondents
With family 30 60%
With friends 10 20%
In club 10 20%
Never 5 10%
Total 50 100%
20%
With family
60% With friends
20% In club
Interpretation
60% respondents spent their free time with family. 20% respondents with friends.
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Table - 4.9 : Showing whether work stress affects their family life
No. of
Particulars Percentage
Respondents
Yes 5 10%
No 30 60%
Sometimes 15 30%
Total 50 100%
10%
30% yes
no
60% sometimes
Figure - 4.9 : Showing whether work stress affects their family life
Interpretation
60% respondents reported that stress at work never affect their interface in family life.
30% reported sometimes they are affected. Remaining 10% says it affect in family
life.
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No. of
Particulars Percentage
Respondents
Once 20 40%
Twice - 0%
Thrice 30 60%
Total 50 100%
40%
Yes
60%
Total
Interpretation
60% of the respondents get break at work place thrice. Remaining 40% get only once
break time in a day.
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No. of
Particulars Percentage
Respondents
Yes 50 100%
No - 0%
Total 50 100%
0%
yes
no
100%
Figure - 4.11: Showing whether respondents work with their own interest
Interpretation
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No.of
Particulars Percentage
Respondents
Yes 10 20%
No 40 80%
20%
Yes
No
80%
Interpretation
80% of respondents reported that they have no problem related to work place stress.
Remaining 20% of the respondents have problem related to work place stress.
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No.of
Particulars Percentage
Respondents
Physiological stress 15 30%
Behavioural stress 5 10%
Psychological stress 30 60%
Total 50 100%
Psysiologic
30% al stress
Behavioura
60% l stress
10%
Psychologic
al stress
Interpretation
60% of the respondents have psychological stress. 30% have physiological stress.
Remaining 10% have behavioural stress.
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No.of
Particulars Percentage
Respondents
Increased blood pressure 15 30%
High cholesterol _ 0%
Heart diseases 5 10%
Burn out 30 60%
Total 50 100%
Increased
blood
30% preasure
High
60% 0% cholesterol
10%
Heart
diseases
Interpretation
60% of the respondents are burn out. 30% respondents have increased blood
pressure. 10% have heart diseases.
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0%
Absentism
20%
50% Lack of job
30%
satisfaction
Low
performance
Interpretation
50% have absenteeism. 30% have lack of job satisfaction. 20% have low
performance.
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No.of
Particulars Percentage
Respondents
Poor decision making 10 20%
Lack of concentration 15 30%
Forget fullness 25 50%
All the above 0 0%
Total 50 100%
Interpretation
50% are having the problem of forget fullness. 30% are having the problem of lack of
concentration. Remaining 20% having the problem of poor decision making.
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No.of
Particulars Percentage
Respondents
Physical fitness
programme 0 0%
Counseling 35 70%
Relaxation 15 30%
Total 50 100%
0% Physical fitness
programmme
30%
Counseling
70%
Relaxation
Interpretation
70% of the respondents choose counseling and 30% of the respondents choose
relaxation.
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No.of
Particulars Percentage
Respondents
To a great extent 35 70%
To a small extent 10 20%
Not at all 5 10%
Total 50 100%
10%
To a great
extent
20% To a small
extent
70%
Not at all
Interpretation
70% of the respondents are getting techniques effective to great extent.20% to a small
extent.10% respondents get nothing at all.
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No.of
Particulars Percentage
Respondents
work load 25 50%
Inter personal relations 10 20%
Job condition 10 20%
Aggressive of superiors 5 10%
Total 50 100%
10%
work load
20%
50%
Inter personal
20% relations
Job concition
Interpretation
50%of the respondents get stress because of work load.20% get stress because of inter
personal relations. Another 20% get stress because of job conditions.10% get stress
because of aggressive of superiors.
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CHAPTER-5
FINDINGS
5.1 FINDINGS
• Most of the respondents agree that there is no any compulsion at work place.
management.
• Most of respondents prefer counseling for the retrieval from the stress.
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5.2 SUGGESTIONS
A Small percentage of the employees did have high stress. Person facing stress at the
organizational level of lot of psychological problems in the form of decreased
motivation, absenteeism low productivity targets not being achieving etc. as a reedy
for the above said 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 course comprise of a package program consisting of:
• Relaxation.
• 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.
• Broadened study must be done to understand about stress and its causatives
• Give awareness about the after effects of stress.
• Give them relaxation techniques like yoga, counseling, etc. From their
workplace itself
• Employees must be given at least 2 days off in a week.
• Give public awareness sections to make the employees aware the importance
of stress management in their life.
• . Increase the number of staff members, so that work load can be reduced to
great extend and thereby employees are relieved from tensions.
69
St.Paul’s College
5.3 CONCLUSION
At the end of the study, we can conclude that through there are signs of stress among
the employees and such stress is affecting their behaviors, it can be controlled and
reduced effectively.
This can be done by giving counseling and incorporating the suggestions given here
in at individual and organization level.
70
BIBILIOGRAPHY
BOOKS:
WEBSITES
• http://www.nhai.org/
• http://www.weforum.org/
• http://www.wikipedia.com/
• http://www.etintelligence.com/
APPENDIX
QUESTIONNAIRE
Name :
Age :
Designation :
Gender :
Department :
Service :
□ Below 5 years
□ 5-10 years
□ 10-15 years
□ Above 15 years
□ Occasionally
□ Sometimes
□ Never
□ Frequently
3.What is the nature of your work usually?
□ Overtime
□ Full time
□ Part time
□ Yes
□ No
□ Occasionally
□ Frequently
□ Never
6. Did you feel that stress affect your performance at any time?
□ Sometimes
□ Frequently
□ Never
□ Occasionally
□ Sometimes
□ Frequently
□ Never
□ With family
□ With friends
□ In club
9. Did stress at work interfere in family life?
□ Yes
□ No
□ Sometimes
□ Once
□ Twice
□ Thrice
□ Yes
□ No
□ Yes
□ No
□ Physiological stress
□ Behavioural stress
□ Psychological stress
□ Absenteeism
□ Lack of job satisfaction
□ Low performance
□ All the above
□ To get extent
□ To a small extent
□ Not at all
□ Strongly agree
□ Agree
□ Cannot say
□ Disagree
□ Strongly disagree
□ Workload
□ Inter personal relations
□ Aggressive of superiors
□ Job conditions