Professional Documents
Culture Documents
By
Nimita Singh
Of
August 2010
TABLE OF CONTENTS
S.NO CONTENTS
1 INTRODUCTION
2 COMPANY PROFILE
3 REVIEW OF LITERATURE
6 RESEARCH METHODOLOGY
8 FINDINGS
9 SUGGESTIONS
10 CONCLUSION
Introduction
Stress is now viewed as a "bad thing", with a range of harmful biochemical and
long-term effects. These effects have rarely been observed in positive situations.
Stress is that stress is a condition or feeling experienced when a person perceives
that “demands exceed the personal and social resources the individual is able
to mobilize.” In short, it is what we feel when we think we have lost control over
events. There are very many proven skills that we can use to manage stress. These
help us to remain calm and effective in high-pressure situations, and help us avoid
the problems of long term stress.
Several of the factors that cause stress particularly task and role demands and
organizations structure are controlled by management. As such they can be
modified or changed. Some of the strategies that management want to consider
include improved personal self section and job placement, use of realistic goal
setting, redesigning of jobs, improved organizational communication and
establishment of corporate wellness programmes.
Certain jobs are more stressful than others. Individual with little experience or an
external lower of control tend to be more proven to stress. Selection and placement
decisions should take these facts into consideration. Goal setting helps to reduce
stress. It also provides motivation. Designing jobs to give employees more
responsibility, more meaningful work, more autonomy, and increased feedback can
reduce stress, because these factors give the employee greater control over work
activities and lessen dependence on others.
The word stress is derived from a Latin word “stringere”, meaning to draw tight.
From the view point of physical sciences, the phenomena of stress are evident in
all materials when they are subjected to “force, pressure, strain or strong-front”.
Every material steel, rock or wood has its own limit up to which it can withstand
stress without being damaged. Similarly human beings can tolerate certain level of
stress. Stress is highly individualistic in nature. Some people have high levels of
stress tolerance for stress and thrive very well in the face of several stressors in the
environment. In fact, some individuals will not perform well unless they
experience a level of stress which activates and energizes then to put forth their
best results.
For every individual there is an optimum level of stress under which he or she will
perform to full capacity. If the stress experience is below the optimum level, then
the individual gets bored, the motivational level of work reaches a low point and it
results to careless mistakes, forgetting to do things and thinking of things other
than work during work hours and also leads to absenteeism which may ultimately
lead to turnover. If on the other hand, stress experience is above the optimum level,
it leads to too many conflicts with the supervisor or leads to increase of errors, bad
decisions and the individual may experience insomnia, stomach problems, and
psychosomatic illness.
The present world is fast changing and there are lots of pressures and
demands at work. These pressures at work lead to physical disorders. Stress refers
to individual’s reaction to a disturbing factor in the environment. It is an adaptive
response to certain external factor or situation or what can be called environmental
stimuli as reflected in an opportunity, constraint, or demand the outcome of which
is uncertain but important. In short stress is a response to an external factor that
results in physical, emotional, behavioral deviations in a person.
• Individual approaches
• Organizational approaches
INDIVIDUAL APPROACHES
Time management
Many people manage their time very poorly. Some of well known time
management principles include,
Relaxation training
Relaxation techniques such as meditation, hypnosis and bio-feedback. The
objective is to reach in state of deep relaxation, where one feels physically relaxed,
somewhat from detached from the immediate environment. Fifteen or twenty
minutes a day of deep relaxation releases tension and provides a person with a
pronounced sense of peacefulness.
Social support
Having families, friends or work colleagues to talk provides an outlet, when stress
levels become excessive. So expand your social support network that helps you
with someone to hear your problems.
ORGANIZATIONAL APPROACHES
Several of the factors that cause stress particularly task and role demands
and organizations structure are controlled by management. As such they can be
modified or changed. Some of the strategies that management want to consider
include improved personal self section and job placement, use of realistic goal
setting, redesigning of jobs, improved organizational communication and
establishment of corporate wellness programmes.
Certain jobs are more stressful than others. Individual with little
experience or an external lower of control tend to be more proven to stress.
Selection and placement decisions should take these facts into consideration. Goal
setting helps to reduce stress. It also provides motivation. Designing jobs to give
employees more responsibility, more meaningful work, more autonomy, and
increased feedback can reduce stress, because these factors give the employee
greater control over work activities and lessen dependence on others.
Company Profile
vCustomer believes that our clients are looking for a partner who can help
them strengthen their relationship with their customers. vCustomer provides
a unique focus around the customer that helps you gain insight into customer
behavior and leverage the solutions and services to improve the customer
support experience.
vCustomer partners with its clients to ensure that their customers have a
consistently great experience in the course of every interaction with the
support team. Our goal is to provide the most cost-effective solution that
leverages a global workforce that enables customers to get the help they
need, when they need it and via the communication channel they choose.
vCustomer has developed some of the most flexible and adaptive customer
communication tools designed to support both inbound and outbound
communications. Whether it is ensuring the customer is never on hold, or
assuring the customer with follow-up status updates after they have made a
request.
We understand that our clients have a limited budget within which they
would like to support their customers. While their budget is limited, they
also want the customer to feel like they care. This is why in addition to our
flat pricing structure; we provide state-of-the-art speech-based IVR solutions
and web-based self-service solutions.
Finally, we understand that not all customers have the same needs or the
same comfort levels with communication channels. Our CRM solutions help
us identify which customer profiles map best to which communication
channel and we help guide the customers to the channel that best suits them.
By having a common knowledgebase across all channels we are able to
ensure that regardless of the channel the customers choose, they will get the
identical information in the fastest and most effective way possible.
Established in 1999 and privately held, vCustomer provides its high quality
customer lifecycle solutions through state-of-the-art facilities in the United
States, India and the Philippines. vCustomer's North American headquarters
is located in Kirkland, Washington.
Review of Literature
Since the origin of the term 'stress' it is ambiguous 'stress' began life as a variant
on 'distress' in the 14th century. It meant the experience of physical hardship,
starvation, torture, and pain. These days, however, the term revolves around the
medieval definition, in which 'stress' simply meant 'hardship'. The recent scientific
developments inform us that 'stress' is actually good for us. Stress is derived from
the Latin word stranger, meaning to draw tight, and was used in the 17th century
to describe hardships or affliction. During the late 18th century stress denoted
"force, pressure, strain or strong effort," referring primarily to an individual or to
an individual's organs or mental powers (Hinkle, 1973).
As has already been noted, stress has been defined as a stimulus, a response, or the
result of an interaction between the two, with the interaction described in terms of
some imbalance between the person developed, particularly that surrounding the
person-environment (P-E) interaction, researches have considered the nature of
that interaction and, more importantly, the psychological processes which it takes
place (Dewey, 1992).
The research study by Jamal. M finds that job stressors were significantly related
to employees’ psychosomatic problems, job satisfaction, unproductive time at the
job, and absenteeism. Type A behavior was found to be an important moderator of
the stress outcome relationship.
A. P. and J. M. Atieh, argues that it is not safe to assume that job conditions that
have an adverse impact on affective reactions to the job will also have a negative
impact on overall subjective well-being.
Recent research into the interaction between the mind body show that we may
place our body on stress ‘alert’ quite unconsciously, because of our psychological
and emotional attitudes to stress. Anticipatory emotions like impatience, anxiety,
and anger can produce the same nerve impulses and chemical reactions as being
faced with a concrete challenge. So when faced with a stressful situation, we must
either use up the energy created by the body to challenge or learn how to “turn
off”, the response using a conscious relaxation technique.
According to Stephen .P. Robbins, stress related headaches are the leading cause of
loss of work time in U. S. industry.
Cooper and Marshall visualize stress as characteristics of both the focal individual
and his environment. They designate the internal and external convulsive forces as
‘pressures’ or ‘stressors’ and the resulting stalk of the organism on stress.
Objectives
• To undergo an in-depth study about the stress among the employees of
vCustomers.
• To identify the factors causing stress among the employees.
• To find out the level and kind of stress among the employees of different age
groups.
• To study about the effects of stress on employees in vCustomers.
• To identify the coping strategies to manage stress.
The present world is fast changing and there are lots of pressures and demands at
work. These pressures at work lead to physical disorders. Stress refers to
individual’s reaction to a disturbing factor in the environment. Hence this study
would help the organization to know the factors of stress and to reduce the stress in
employees. Since it is a well known fact that healthy employee is a productive
employee.
APPROACHES TO RESEARCH
RESEARCH DESIGN
DATA SOURCES
There are two types of data collection namely primary data collection and
secondary data collection.
PRIMARY DATA
The primary data is defined as the data, which is collected for the first time and
fresh in nature, and happen to be original in character through field survey.
Primary data collection, you collect the data yourself using methods such as
interviews and questionnaires. The key point here is that the data you collect is
unique to you and your research and, until you publish, no one else has access to it.
There are many methods of collecting primary data and the main methods include:
• Questionnaires
SECONDARY DATA
In research, Secondary data is collecting and possibly processing data by people
other than the researcher in question. Common sources of secondary data for social
science include censuses, large surveys, and organizational records. In sociology
primary data is data you have collected yourself and secondary data is data you
have gathered from primary sources to create new research. In terms of historical
research, these two terms have different meanings. A primary source is a book or
set of archival records. A secondary source is a summary of a book or set of
records.
Advantages to the secondary data collection method are - 1) it saves time that
would otherwise be spent collecting data, 2) provides a larger database (usually)
than what would be possible to collect on one’s own. However there are
disadvantages to the fact that the researcher cannot personally check the data so its
reliability may be questioned.
The data collection method used in this research is survey method. Here the data
are systematically recorded from the respondents.
RESEARCH TOOL
A structured questionnaire has been prepared to get the relevant information from
the respondents. The questionnaire consists of a variety of questions presented to
the respondents for their despondence. The various types of questions used in this
survey are:
SAMPLE SIZE
The sample size chosen for this study is 100.
Callers - 70
Team Leaders - 20
Supervisors - 10
----------
100
TYPE OF SAMPLING
STRATIFIED SAMPLING
Stratum means a layer population from which samples are to be selected may
contain a number of layers from each layer a few samples are selected that is why
this method is called stratified sampling.
Percentage analysis
Bars & charts
Pie diagrams
Chi-square test
Weighted average
PERCENTAGE ANALYSIS:
Percentage refers to a special kind of ratio. Percentages are used in making
comparison between two or more series of data. Percentage is used to describe
relative terms the distribution of two or more series of data.
No. of Respondents
Total Respondents
HYPOTHESIS
CHI-SQUARE TEST
The Chi-Square test is one of the simplest and most widely used non parametric
tests in statistical work. The symbol X2 is the Greek letter Chi. Karl Pearson first
used the chi-square test in the year 1980. The quantity chi-square describes the
magnitude of the discrepancy between theory and observation.
In this Chi-square test Yates correction is used when the value of observed
frequency in less than 10. The formula is given as,
X2 = (|Oi – Ei|)2
Ei
If calculated value (cal) > X2 table value the Null hypothesis is rejected and it is
interpreted that the two variables are associated with each other. This chi-square
test is strong one for determining the existence of association between two
variables.
WEIGHTED AVERAGE
f1x1+f2x2+.....+fnxn
X = ---------------------------
f1+f2+.......+fn
Pilot study is defined as a study, which is done in the initial stage of the
project in order to find the reliability of the questionnaire and to restructure the
questionnaire on the respondent's suggestions.
NO. OF
AGE PERCENTAGE
RESPONDENTS
(21-30) YRS 69 23%
(31-40) YRS 75 25%
(41-50) YRS 72 24%
50 & ABOVE YRS 84 28%
Total 300 100%
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
S
S
R
R
Y
Y
E
)
V
30
40
50
O
1-
1-
1-
B
(2
(3
(4
A
&
50
Inference:
It is observed from the survey that 25% of the respondents are between (31-40) yrs,
24% of the respondents are between (41-50) yrs, 28% of the respondents are above
50 years and 23% of the respondents are between (21-30) yrs.
NO. OF
GENDER PERCENTAGE
RESPONDENTS
MALE 171 57%
FEMALE 129 43%
Total 300 100%
CHART 9. 1: GENDER WISE CLASSIFICATION OF EMPLOYEES
MALE
FEMALE
Inference
It is found from the survey that 57% of the respondents are male and 43% of the
respondents are female.
NO. OF
QUALIFICATION PERCENTAGE
RESPONDENTS
SSLC 60 20%
UNDER GRADUATE 69 23%
POST GRADUATE 51 17%
TECHNICAL 51 17%
PROFESSIONAL 69 23%
Total 300 100%
SSLC
UNDER
GRADUATE
POST GRADUATE
TECHNICAL
PROFESSIONAL
Inference
It is evident from the survey that 69% of the respondents are professionally
qualified 23% of the respondents have graduation, 17% of the respondents have
post graduation and technically qualified, 20% of the respondents have only done
finished SSLC.
Inference:
It is found from the survey that 24% of the respondents have more than 15 years of
experience, 23% of the respondents have (5-10) yrs of experience and 28% of the
respondents have their experience between (10-15)yrs remaining 24% of the
respondents have less than 5 years of experience.
NO. OF
SATISFACTION PERCENTAGE
RESPONDENTS
HIGHLY SATISFIED 69 23%
SATISFIED 84 28%
NUETRAL 72 27%
HIGHLY
17%
DISSATISFIED 51
DISSATISFIED 24 8%
TOTAL 300 100%
CHART 9.6: PHYSICAL WORKING CONDITION OF THE
ORGANIZATION
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
DISSATISFIED
DISSATISFIED
SATISFIED
SATISFIED
NUETRAL
HIGHLY
HIGHLY
Inference:
It is found from the survey that more than half of the respondents (28%) are
satisfied with the physical working condition of the organization. 27% of the
respondents are neither satisfied nor dissatisfied with the physical working
condition of the organization, 23% of the respondents are highly satisfied with the
physical working condition of the organization, 17% of the respondents are highly
dissatisfied with physical condition provided and 8% respondents are dissatisfied
with physical working condition of the organization.
TABLE 9.7: OPINION ABOUT THE PAYPACKAGE PROVIDED BY THE
ORGANIZATION
NO. OF
SATISFACTION PERCENTAGE
RESPONDENTS
HIGHLY SATISFIED 84 28%
SATISFIED 72 24%
NUETRAL 69 23%
HIGHLY
8%
DISSATISFIED 24
DISSATISFIED 51 17%
TOTAL 300 100%
CHART 9. 3 : OPINION ABOUT THE PAY PACKAGE
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
DISSATISFIED
DISSATISFIED
SATISFIED
SATISFIED
NUETRAL
HIGHLY
HIGHLY
Inference:
It is evident from the survey that 28% of the employees are highly satisfied with
the pay scale provided, 24% of the respondents are satisfied with their pay scale,
23% of them are neither satisfied nor dissatisfied, 8% of them are highly
dissatisfied, and 17% of the respondents are dissatisfied with the pay scale
provided.
TABLE 9.8: OPINION ABOUT THE JOB
CHALLENGING 24 8%
INTERESTING 84 28%
ROUTINE 51 17%
BORING 72 24%
MONOTOUS 69 23%
TOTAL 300 100%
BO E
US
NO G
TE GIN
IN
N
I
TO
RI
ST
UT
N
RE
LE
O
AL
M
IN
CH
Inference:
It is observed from the survey that 28% of the respondents feel the job interesting,
24% of them feel it boring, 17% of the respondent feel it routine, 23% of them feel
it boring and 8% of them feel it challenging.
NO. OF
SATISFACTION PERCENTAGE
RESPONDENTS
STRONGLY AGREE 69 23%
AGREE 24 8%
UNDECIDED 72 24%
STRONGLY
28%
DISAGREE 84
DISAGREE 51 17%
TOTAL 300 100%
CHART: PROGRAMS THAT COULD BE ADAPTED TO MANAGE
STRESS
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
UNDECIDED
STRONGLY
DISAGREE
STRONGLY
AGREE
DISAGREE
AGREE
Inference:
It is found from the survey that 23% of them strongly agree that they can complete
the work at time, 8 % of them agree that they can complete work at time, 24% of
them have no idea, 28% of them strongly disagree that they cannot complete the
work in time, 17% of them disagree that they cannot finish the work in time.
TABLE 9.10: WORK OVERLOAD
NO. OF
PARTICULARS PERCENTAGE
RESPONDENTS
STRONGLY AGREE 51 17%
AGREE 84 28%
UNDECIDED 72 24%
DISAGREE 69 23%
STRONGLY
8%
DISAGREE 24
TOTAL 300 100
CHART 9. 10 : WORK OVERLOAD
STRONGLY
UNDECIDED DISAGREE
NO. OF
RESPONDENTS
STRONGLY
AGREE
0 50 100
Inference:
It is observed from the survey that 17% of the respondents are overloaded with
work, 24% left it undecided and 23% of the respondents say that they are not
overloaded with work.
TABLE 9.11: STRESS IN JOB
NO. OF
PREFERNCE PERCENTAGE
RESPONDENTS
YES 183 61%
NO 117 39%
TOTAL 300 100%
YES
NO
Inference:
It is evident from the survey that 61% of the respondents suffer stress and 31% of
the respondents do not suffer stress.
TABLE 9. 12: STRESS CAUSING FACTORS AMONG DIFFERENT
LEVELS OF EMPLOYEES
NO.OF
FACTORS PERCENTAGE
RESPONDENTS
ROLE
40%
OVERLOAD 120
ROLE
31%
UNDERLOAD 93
INTERPERSONAL
29%
RELATIONSHIP 87
P
AD
AD
NA
HI
O
O
NS
O
RL
RL
O
ER
DE
VE
TI
RP
LA
UN
O
RE
LE
TE
LE
RO
IN
RO
Inference:
It is observed from the survey that for most of the respondents of all the level of
employees role overload is the major stress causing factor; the second place goes to
the role under load and then comes the inter personal relationship
TABLE 9.13: KIND OF STRESS IN JOB AMONG DIFFERENT AGE
GROUP
NO.OF
PARTICULARS PERCENTAGE
RESPONDENTS
PHYSICAL 93 31%
MENTAL 87 29%
TA
IC
BO
EN
YS
M
PH
Inference:
It is found from the survey that 31% of them suffer physical stress, 29% of them
suffer mental stress and the remaining of them suffer from both the stress.
TABLE 9. 14: LEVEL OF STRESS
NO. OF
E
T
RESPONDENTS
RA
DE
O
M
H
G
HI
H
G
HI
0 20 40 60 80
Y
R
VE
Inference:
It is found from the survey that 17% of the respondents have moderate level of
stress, 24% of the respondents have high level of stress, and only 12% of the
respondents have very low level of stress.
YES
NO
Inference:
It is evident from the survey that 52% of the respondents suffer from physical
inconvenience due to stress and 48% of the respondents do not suffer stress.
HYPERTENSION
HIGH BLOOD
HEADACHE
NERVOUSNESS
PROBLEM
PRESSURE
Inference:
It is observed from the survey that most of the respondents 24% suffer from
headache and hypertension and second comes the digestive problem due to stress,
then comes the nervousness and only less % of the respondents suffer from
nervousness and digestive problems.
NO. OF
PREFERENCE PERCENTAGE
RESPONDENTS
YES 153 51%
NO 147 49%
TOTAL 300 100%
Inference:
It is evident from the survey that 51% of the respondents agrees that their
organization is helping them in overcoming stress, and the 49% of them are not
satisfied with the help provided by the organization to overcome stress.
HYPERTENSION
HIGH BLOOD
HEADACHE
NERVOUSNESS
PROBLEM
PRESSURE
Inference:
It is observed from the survey that most of the respondents 24% suffer from
headache and hypertension and second comes the digestive problem due to stress,
then comes the nervousness and only less % of the respondents suffer from
nervousness and digestive problems.
TABLE 9.18 PROGRAMS THAT COULD BE ADABTED TO MANAGE
STRESS
AUTONOMOUS
WORK GROUPS
EMPLOYEE
Inference:
NO. OF
PARTICULARS PERCENTAGE
RESPONDENTS
STRONGLY AGREE 51 17%
AGREE 84 28%
NEUTRAL 72 24%
DISAGREE 69 23%
STRONGLY
8%
DISAGREE 24
TOTAL 300 100%
CHART 9. 19 : OPINION ABOUT COUNSELING TO REDUCE THE
STRESS
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
NEUTRAL
STRONGLY
DISAGREE
STRONGLY
AGREE
DISAGREE
AGREE
Inference:
From the above we can find that17% of them strongly agree that counseling can
overcome stress, 28% of them agree that they can over come stress through
counseling, 24% of them don’t have any idea, 28% disagree and the remaining
disagree.
TABLE 9.20: ORGANIZATION POLICIES AND PROCEDURES ARE
STRESS FREE
NO. OF
PARTICULARS PERCENTAGE
RESPONDENTS
HIGHLY ACCEPTED 51 17%
ACCEPTED 84 28%
NOT ACCEPTED 72 24%
HIGHLY NOT
31%
ACCEPTED 93
TOTAL 300 100%
ACCEPTED
HIGHLY
NOT
Inference:
It is observed from the survey that most of the respondents accept that the
companies policies are stress free, 28% of them have accepted that organization
policies are stress free, 24% of them have not accepted it, 31% of them have not
accepted that their organization policy is full of stress.
100
90
80
70
60 NO. OF
50
40 RESPONDENTS
30
20
10
0
MANAGEMENT
DEVELOPMENT
WORKING
techniques
TRAINING AND
Relaxation
TIME
Inference:
It is observed from the survey that most of the respondents 31% says that
relaxation techniques, 28% of them need time management,24% says that training
is the best intervention,17% says working intervention is the best thing to
overcome stress.
NO. OF
PARTICULARS PERCENTAGE
RESPONDENTS
STRONGLY AGREE 51 17%
AGREE 84 28%
NEUTRAL 72 24%
DISAGREE 69 23%
STRONGLY
8%
DISAGREE 24
TOTAL 300 100
CHART 9. 22 : OPINION ABOUT INTERPERSONAL RELATIONSHIP
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
NEUTRAL
STRONGLY
DISAGREE
STRONGLY
AGREE
DISAGREE
AGREE
Inference:
From the above we can find that17% of them strongly agree that they have strained
interpersonal relationship, 28% of them agree that they have strained interpersonal
relationship stress , 24% of them don’t have any idea, 28% disagree that they do
not have strained interpersonal relationship.
TABLE 9.23: OPINION ABOUT STRESS LEVEL IN NIGHT SHIFT
COMPARED TO DAY SHIFT
NO. OF
PARTICULARS PERCENTAGE
RESPONDENTS
VERY HIGH 51 17%
HIGH 84 28%
MODERATE 72 24%
LOW 69 23%
VERY LOW 24 8%
TOTAL 300 100
TE
W
G
G
LO
LO
RA
HI
HI
Y
Y
R
R
O
VE
VE
M
Inference:
From the above we can find that17% of them strongly agree that they have stress in
night shift, 28% of them agree that they have stress in night shifts,24% of them
don’t have any idea, 28% disagree that they do not have any stress in night shift.
NO. OF
PARTICULARS PERCENTAGE
RESPONDENTS
GOING TO MOVIES 84 28%
GET TOGETHER 51 17%
VISIT
24%
FRIENDS/RELATIVES 72
MUSIC CLASSES 69 23%
ANY OTHER 24 8%
(SPECIFY)
TOTAL 300 100
90
80
70
60
50 NO. OF
40 RESPONDENTS
30
20
10
0
GET TOGETHER
FRIENDS/RELATIV
GOING TO
ANY OTHER
MUSIC CLASSES
(SPECIFY)
MOVIES
VISIT
ES
Inference:
From the above we can find that 28% of them would like to go to movies, 17%
would like a get together,24% would like to visit friends/relatives, and23% would
like to go to music class and the remaining prefer any other thing.
TABLE 9.25: FAMILY FACTOR WHICH INFLUENCE STRESS
NO.OF
PERCENTAG
PARTICULARS RESPONDEN
E
TS
DEPENDENT 93 31%
ILLNESS 87 29%
FINANACIAL
20%
POSITION 60
OTHER
20%
PROBLEMS 60
100
90
80
70
60 NO.OF
50
40 RESPONDENTS
30
20
10
0
FINANACIAL
DEPENDENT
ILLNESS
PROBLEMS
POSITION
OTHER
Inference:
It is found from the survey that 31% of them says dependency influence stress,
29% says that illness influence stress, 20% of them says that financial as well as
other problem influence stress.
ATTITUDE 87 29%
HEALTH
20%
CONDITION 60
PERSONALITY 93 31%
100
90
80
70
60 NO.OF
50
40 RESPONDENTS
30
20
10
0
ATTITUDE
CONDITION
PERCEPTION
PERSONALITY
HEALTH
Inference:
It is found from the survey that 20% of them says perception influence stress, 29%
says that attitude influence stress, 20% of them says that health condition influence
stress, and the remaining says that personality influence stress.
80
70 YOGA
60 meditation
50 MOTIVATION
40
30 COUNSELING
20 INDOOR GAMES
10 OHTERS
0
l
N d
l
s s ied
d
Sa ied
g h ss tra
ta
fie
ie
To
Di e u
Di tisf
f
isf
tis
tis
at
a
Sa
y
hl
ly
g
Hi
Hi
Inference:
It is found from the above table that 17% prefer yoga, majority prefer indoor
games, and the next majority prefer motivation.
SPENDING
WEEKEND
GOING TO
- - 4 - 4
MOVIES
GET
TOGETHE 4 16 8 2 28
R
VISIT TO
FRIENDS/
8 22 10 10 48
RELATIVE
S
MUSIC
- 4 4 2 12
CLASSES
ANY
- - 6 - 8
OTHER
COLUMN
12 42 32 14 100
TOTAL
Degrees of freedom = 12
Inference:
Conclusion:
FINDINGS
• Out of the total sample most of the respondents are male and many are
between 50 and above. Most of the respondents are under graduate and have
professional qualification.
• Most of the respondents have 10-15 years of long association with the
organization.
• Almost all the respondents are satisfied with the physical and psychological
working condition of the organization, and only fewer respondents are
dissatisfied with the psychological working condition of the organization.
• The opinion about the training programs conducted by the organization is
almost better, according to majority of the respondents.
• Almost all the respondents are satisfied with the pay package provided by
the organization and nearly half of the respondents feel that they do a routine
job.
• Most of the respondents agree that they can complete their work within the
specified time and some of the respondents are undecided.
• Nearly half of the respondents agree that they are overloaded with work.
• More than half of the respondents suffer stress in their job.
• Among all other factors, role overload because more stress according to
most of the respondents.
• Most of the respondents from steels department suffer from physical stress;
most of the respondents from accounts department suffer from mental stress,
and most of the respondents from civil department suffer from both physical
and mental stress.
• Most of the respondents feel only moderate level of stress and some of the
respondents feel high level of stress in their job.
• More than half of the respondents have physical inconvenience due to
stress and most of the respondents suffer from headache and high blood
pressure.
• Almost all the respondents prefer to follow coping strategies personally, to
manage stress and they prefer to do meditation and yoga to reduce stress.
• Most of the respondents say that the organization does not take suitable
steps to manage stress.
• Employee counseling and effective training & development programs are
the company-wide programs that could be adapted to manage stress.
SUGGESTIONS
CONCLUSION
Stress in the work place has become the black plague of the present century. Much
of the stress at work is caused not only by work overload and time pressure but
also by lack of rewards and praise, and more importantly, by not providing
individuals with the autonomy to do their work as they would like. Most of the
employees were not satisfied with the grievance handling procedure of the
organization which was found by the unstructured interview.
Organization must begin to manage people at work differently, treating them with
respect and valuing their contribution. If we enhance the psychological well being
and health of the employees, in the coming future the organization would make
more revenue as well as employee retention. Because it is said that,
“A Healthy Employee is a Productive Employee”
BIBLIOGRAPHY
BOOKS
PERSONAL PROFILE
1. Name:
6. How do you feel about the physical working condition of the organization?
Dissatisfied
7. How do you feel about the psychological working condition of the organization?
8. What is your opinion about the training programs conducted in the organization?
9. How do you feel about the pay package provided by the organization?
Dissatisfied
Boring
11. Do you agree that you can complete your work within the specified time?
14. In your accordance which of the following factors cause more stress?
Role overload Role under load Interpersonal relationship
16. What is the level of stress that you feel in your job?
Very high High Moderate Low Very low
17. Do you suffer any physical inconvenience due to stress in your job?
Yes No
COPING STRATEGIES
19. Have you taken any coping strategies personally to manage stress?
Yes No
21. Does this organization take any suitable steps to manage stress?
Yes No
22. What type of company-wide programs that are/could be adapted to manage stress?
Employee counseling Effective Training & Development program
Autonomous work groups Health clubs Transport subsidy
23. Kindly give your suggestions to reduce stress………………………………