1.

1 INTRODUCTION ABOUT THE STUDY STRESS

The common expression for stress is tension one is said to tense, when there is some anxiety, some fear whether for desirable things may happen, whether something may go wrong, etc. It is a state of discomfort felt the mind and experienced by the body, when there is tension, the body may become weak. DEFINITION Stress is defined as a response of the human body to a felt need. When one is hung and there is an urge to eat food, the body is in a state of stress, which disappears when the need is fulfilled. TWO KINDS OF STRESS

Eustress
This is the condition in which there is drive and effect to fulfill the needs. Motivation is high. Achievement is seen as possible. The situation is challenging. Stress disappears when the need is fulfilled.

Distress
This is condition when there a sense of helplessness in being able to achieve. The feeling is of frustration. There is no success. May be, there no attempt even, because success is seen as impossible. The stress condition remains.

Causes of Stress
1. Financial Problems This is the number one source of stress these days. You and your family are not be able to do what you want to due to lack of money. Debts are piling up. Credit Card payments, pending mortgage installments, rising costs of education, mounting expenditure on health concerns. Financial matters top the list of stressors. 1

2. Workplace Stress Stress at workplace is another of the main causes of stress. You may be worried about your next promotion. You might be facing the negative or bullying behavior of your boss. You might not be reaching your well-deserved career goals; you might be worried due to office politics. You might be stressed about some major change that is taking place in the organization, or, you might be under stress because of the prospect of losing your job. 3. Personal Relationships Studies of children, attitude of relatives, arguments with spouse or children, change of place due to requirements of your job, illness of a family member, moving in of parents or moving out of elder children are all main causes of stress. 4. Health Heart diseases, hypertension, problems with eye sight and sugar afflict many people becoming a major cause of life stress for them. Maintaining good health, reducing weight, increasing weight, being able to lead a healthy life-style: all of these and a few more are the main causes of stress due to health concerns. 5. Irritants - Besides the ones that I have mentioned above there are those annoyances and irritations that you encounter in your daily lives which go on to become biggest sources of stress for you. Problems in commuting to workplace, balance of work and family life, PTMs at childrens schools, workload, visit to doctor, not enough sleep, no time to relax, no time to discuss some nagging problems who is not aware of these stresses and strains of our lives? You fight with them every day.

LEVEL OF STRESS
There are four basic levels of stress symptoms.

The first is the normal initial response and is characterized by increased heart beat rates, increased blood pressure, dilation of pupils, sweat in palms and reduced activity in the stomach.

At the second level, there is more irritability, shuttering and stammering, difficulty in concentrating, restlessness, lack of appetite and tendency to increased smoking or drinking for those habituated. 2

At the third level, there would be more headaches, stomach aches, sweating, insomnia, depression etc.,

The fourth level would be characterized by ulcers, stroke, alcoholism, drug addiction, psychosis etc.

MANAGING STRESS
Stress cannot be avoided. it should not be avoided. Without stress, there will be not attempt to try the difficult. One will give up much too easily. One will not succeed in doing even what one is easily cap[able of, because even the normal faculties will not come into play - like the goalkeeper, if he remained relaxed even at the last minute.

WORK STRESS - TIPS

1. THE GIFT OF TRUST Lack of control over ones' own work is number one on the top five stress list. It poses a risk to the cardiac health of workers as great as that of smoking. The gift of trust give employees the freedom to make decisions about the tasks before them, fusing a pledge between employer and employee to trust each other in order to do good work and receive the benefits of its. 2. TIME AND SPACE Help employees get off the treadmill at work. Many people are getting ill not form
too much to do but from their sense that they have too much to do all at once, all the time.

3. JOB FULFILLMENT Money is not the only reward people work for. Give them something just as valuable in the long-term - appreciation for doing good work, the boss saying thank you for the extra effort, helping them realize that what they do contributes to the organization's success.

4. SHARING SUCCESS AT WORK Help employees to see that success is something to share, not own. This requires leadership by example in the management ranks. Share the credit 5. LISTENING TO OTHERS AT WORK Is an art form, hearing not only what others say but understanding how they feel and what they need to do their job? Body language means a lot in communication between people and we can't read body language by email.

How to Reduce Stress

Many stresses can be changed eliminated or minimized. Here are some things you can do to reduce your level of stress. Become aware of your own reactions to stress. Reinforce positive self - statements. Focus on your good qualities and accomplishments. Avoid unnecessary competition. Develop assertive behaviors. Recognize and accept your limits. Remember that everyone is unique and different. Get a hobby or two. Relax and have fun. Exercise regularly Eat a balanced diet daily. Talk with friends or someone you an trust about your worries / problems. Talk with friends or someone you an trust about your worries / problems. 4

Learn to use your time wisely. Evaluate how you are budgeting your time. Plan ahead and avoid procrastination. Make a weekly schedule and try to follow it. Set realistic goals and priorities When studying for an exam, study in short blocks and gradually lengthens the time you spend studying. Take frequent short breaks,

Practice relaxation techniques.

For example, whenever you feel tense,

slowly breathe in and out for several minutes

1.2 INTRODUCTION TO THE STUDY SPANCO

Spanco Limited is in the business of creating Technology Infrastructure to help drive governance efficiency across key sectors. Spanco Limited is SEI CMM Level 3 and ISO 9001-2008 certified. Spanco caters to large complex Technology Infrastructure projects across Government, Power and Telecom Service Providers space. Spanco Limited also has a formidable presence in the BPO space spread over four continents and catering to India, US/Europe, Middle East and African markets. Our Vision To attain a position of leadership in providing innovative business and technically competent solutions to our clients. Striving to achieve enhanced business competence for the clients, through a team of highly proficient and motivated personnel for overall profitability of the company and the satisfaction of all key stakeholders. Our Mission To partner with clients worldwide in migrating and managing their Business Processes effectively. We are committed to customer delight through our dedicated resources, organizational values, quality, innovative technology and highest security standards. Values Customer Focus: Partnering our customers as an extended arm and delivering process excellence Delivery: Following the highest ethical standards and meeting all legal and compliance requirements Excellence: Doing each job right the first time and every time, continuously improving the way we work, developing the right skills and pursuing and leveraging new technologies. Trust: Meeting our commitments to our customers and demonstrating reliability in our performance and business practices.

 Telecom: The Indian telecom industry is one of the fastest growing and an extremely competitive industry. Spanco BPO realizes the importance of easing of the regulatory environment, increased acceptance and use of new products and services by consumers, rapid technological advancements, and emergence of new markets in the industry and crafts its services according to them. Spanco BPO can help its telecom clients deliver world-class BPO services customized to best meet the specific business issues. By bringing together state-of-the-art technology, process excellence and best talent, we help telecom companies attain optimal process performance and profitability. Our strength lies in our telecommunication teams having industry-specific knowledge and technology skills to design and implement changes to your business models and those of your customers. It can provide the following BPO services to the telecommunication industry:

Telemarketing services Cross-sell/ Up-sell Customer Care Customer Services such as welcome calls/notifications, enquiry support, technical helpdesk, complaints resolution, billing disputes etc.

Customer Account Management comprising sub processes such as order taking and processing, accounts activation and up gradation.

Back Office Services comprising data entry and validation, transactions processing etc.

Collections Management Services

SPANCO BPO COIMBATORE MANAGEMENT TEAMS:

SITE HEAD

OPERATION

ADMIN

QUALITY

TRAINING

HR

FINANCE

The operation department is including 32 managers and two assistant managers. The admin department consists 5 managers and one assistant manager. The quality team includes 10 analysts one debt manager. The training team includes 8 trainees and one debt manager. The human resources is having 9 members including one manager and one assistant manager. And finance department having one external manager.

SHIFT TIME 5.30 AM 2.30 PM 6.00 AM 3.00 PM 7.00 AM 4.00 PM 9.00 AM 6.00 PM 10.00 AM - 7.00 PM 11.00 AM 8.00 PM 4.00 PM 1.00 AM 10.00 PM 7.00 A

PROCESS AND EMPLOYEES The SPANCO BPO is representing Aircel Customer Care Center. It has consisted Rest of Tamil Nadu (ROTN), Chennai and Kerala. It includes more than 600 employees in various shifts. Among these 468 employees is working for ROTN, 109 employees is working for Tamil Nadu and 26 employees is working for Kerala

Accreditations

Spanco BPO is among the top 5 BPO companies for Employee Satisfaction in 2010 (Source: Dataquest) Spanco BPO Ventures Ltd ranked in Indias Top 20 ITES and BPO Companies in 2010 (Source: Dun & Bradstreet) Spanco BPOs International operations is ISO 27001 (BS 7799) Certified for Call Center Services and PCI DSS compliant for processes involving credit card transactions

Spanco GKS awarded as best outsourcing solution provided with more than 300 seats in middle east by Insight(Middle East) for 2009

Spanco Ltd. is accorded the prestigious SEI CMM Level 3 Certification Spanco Ltd. is a recognized NASSCOM member Spanco Ltd. is accredited with the prestigious ISO 9001-2008 Quality Certification Spanco Ltd. accorded Maharashtra State IT Award for Best IT Company in e-Gov space for 2010

Spanco Ltd. nominated for the NDTV Profit Business Leadership Awards 2010-IT Category Spanco Ltd. ranked amongst 500 non finance companies by The Business World Real 500

Spanco Ltd. consistently ranked in ET500 amongst outstanding companies of India Inc

Spanco Ltd. awarded the Amity Leadership Award 2009.

1.3 OBJECTIVES OF THE STUDY

To study the stress level of the employees and stress score of the employees. To study the various causative factors, which influence work stress. To find out the job satisfaction and the opinion about the relationship between the employees. To know about the training and development programmes of the organization. To find out the satisfaction level of monetary and non monetary facilities. To suggest the ways to reduce stress of the employees in the organization.

10

1.4 SCOPE OF THE STUDY

The study on stress management in SPANCO BPO is conducted for a month period, within the period; the relevant data are collected and analyzed which will be useful to the company. The study is an attempt to measure the level of stress faced by the employees of SPANCO BPO. The data is very useful for the company to know the stress of the employees in the organization. The study identifies the various sources of stress and suggests some coping strategies for the employees regarding their stress management.

11

1.5 LIMITATION OF THE STUDY

This study is applicable to Spanco BPO. The sample size is restricted to only 100 employees due to time and cost constrain The statistical tool has its own limitation. The result of the study is only applicable during the period of the study. Due to their busy schedule superiors were unable to spent time for giving their opinions.

The response from some of the respondent might be biased.

12

1.6 CHAPTER SCHEME Chapter I:

Introduction of the study, Introduction to the organization, Objectives of the study and Scope of the study.

Chapter II:
Review of literature

Chapter III:
Research methodology, Research design, Sampling design, Method of data collection, Tools for analysis, Limitation of the study.

Chapter IV:
Analysis and interpretation.

Chapter V:
Findings, Suggestion, conclusion, Appendices, Bibliography

13

CHAPTER II REVIEW OF LITERATURE

1. Miss Shamitha Haridas - on her study "Role of interpersonal relationship in service industries' found that about 56% of the respondents are not satisfied with the salary scale. The study also reveals that about 72.5% of respondents are happy with the system of communication in the organization, but at the same time (65%) of them are not happy with the appraisal produce1 2. Ms. R.K. Jayasri on her study A study on employee morale of steel industries of Kerala Ltd" found that about 60% of the respondents are satisfied with working conditions2 3. Mr. Vimal Anand on his study Employee satisfaction a Ponni Sugars" found rules and regulations of the company respondents agreed by 96% of the employees. The study also reveals that the team work succeeds; 86% of the respondents say that they receive good co - ordination from their co -workers3. 4. Mr. M. Rameshkumar on his study A study on employee discipline system at Nilgiris Pvt Ltd." Found that most of the employees are having more comfortable and continue the present job4. 5. Mr. P. Santhose on his study "Employees satisfaction towards physical working environment in the AGT Spinning mills found that only 36.5% of the workers are satisfied with the neatness maintained in the working area5.

1 2

Miss Shamitha Haridas October 2000 "Role of interpersonal relationship in service industries Ms. R.K. Jayasri November 2000 " A study on employee morale at steel industries and Kerala Ltd 3 Mr. Vimal Anand November 2001 "Employee satisfaction at Ponni sugars. 4 Mr. M. Rameshkumar on his study A study on employee discipline system at Nilgiris Pvt Ltd." 5 Mr. P. Santhose on his study "Employees satisfaction towards physical working environment in the AGT Spinning mills",

14

CHAPTER III RESEARCH METHODOLOGY

Research Methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. In this study the various steps that are generally adopted by a researcher in studying the researcher problem along with the logic behind them.

3.1 RESEARCH DESIGN

The research design constitutes the blueprint for the collection measurement and analysis data. choices. DATA SOURCE Both primary and secondary data were collected for the study Primary data were collected through interview method using a structured questionnaire. Secondary data were collected from sources like Spanco BPO Ltd. journal and website. RESEARCH TYPE The design chosen to analyze the information is descriptive research. It aids the scientist in allocation of limited resources by posing crucial

3.2 SAMPLING DESIGN

The employees in Spanco BPO in Covai were taken as the sampling unit.

15

3.3 METHOD OF DATA COLLECTION

For the purpose of pilot study, 25 samples were employed. Based on the results, the questionnaire was restructured. Finally 100 samples were taken for the research study. SAMPLING TECHNIQUE Non - Probability convenience sampling techniques was employed in selecting the sample.

3.4 TOOLS FOR ANALYSIS

The data collected through the various sources was converted into readable from through the process of classification, arrangement and presentation of data. STATISTICAL ANALYSIS SIMPLE PERCENTAGE ANALYSIS The percentage method is used for comparing certain feature. The collected data represented in the form of tables and graphs in order to give effective visualization of comparison made. CHI-SQUARE ANALYSIS It is useful to determine the significant relationship between the two variables. The formula is used for chi-square test: (Oij Eij) 2

Chi-square =

---------------------------(Eij)

Where, Oij Eij

= Observed = Expected

Frequency. frequency

16

CHAPTER IV ANALYSIS AND INTERPRATATION Table 4.1 AGE

Age Below 20 20-30 Above 30 Total No. of respondents 28 62 10 100 Percent 28 62 10 100.0

Inference
The table shows that 28.0% of the respondents are aged below 20 years, 62.0 % of the respondents are aged 20 years to 30 years, and 10% of the respondents are aged above 30 years.

The majority of the respondents are aged between 20-30 years (62.0%)

17

CHART -4.1.1 CHART SHOWING AGE

Above 30 10%

Below 20 28%

20-30 62%

18

Table 4.2 GENDER

Gender Male Female Total No. of respondents 66 34 100 Percent 66.0 34 100

Inference
The above table shows 66.0 % of the respondents are Male and remaining 34 % of the respondents are Female.

19

CHART -4.2.1 CHART SHOWING GENDER

70

60

50

PERCENTAGE

40

30

20

10

0 Male Female GENDER

20

Table 4.3 EDUCATIONAL QUALIFICATION

Educational Qualification School Level UG Degree PG Degree Others(Diploma) Total No. of respondents 3 64 6 27 100 Percent 3 64 6 27 100.0

Inference
From the above table it is clear that 3% of the respondents are Qualified School Level, 64 % of the respondents are Qualified UG Degree, 6% of the respondents are Qualified PG Degree, 27.0 %t of the respondents are Qualified Other Qualification. The majority of the respondents are belongs to UG Degree category (64.0%)

21

CHART-4.3.1 CHART SHOWING EDUCATIONAL QUALIFICATION

70

60

50

PERCENTAGE

40

30

20

10

QUALIFICATION

22

Table 4.4 EXPERIENCE

Experience Below 3 months 3-6 6-12 Above 1 years Total No. of respondents 43 26 21 10 100 Percent 43 26 21 10 100.0

Inference
From the above table it shows that 43.0 % of the respondents are have below 3 months Service, 26.0 % of the respondents are have below 3 6 months of experience, 21 % of the respondents are have below 6 12 months of experience, 10.0 % of the respondents are have above 1 years of experience. The most of the respondents are having below 3 months of experience (43.0%)

23

CHART-4.4.1 CHART SHOWING EXPERIENCE

45

40

35

30

PERCENTAGE

25

20

15

10

0 Below 3 months 03-Jun 06-Dec Above 1 years

EXPERIENCE

24

Table 4.5 DESIGNATION

Designation Executives TL QL Total No. of respondents 83 11 6 100 Percent 83 11 6 100.0

Inference
The above table shows that 83 % of the respondents are working as Executives 11% of the respondents are working as Team leaders and remaining 6 % of the respondents are working as Quality leaders.

25

CHART-4.5.1 CHART SHOWING DESIGNATION

6% 11%

Executives TL QL

83%

26

Table 4.6 MARITAL STATUS

Marital Status Married Un Married Total No. of respondents 18 82 100 Percent 18 82 100.0

Inference
From the above table it is clear that 18 percent of the respondents are married and remaining 82 percent of the respondents are Unmarried.

27

CHART -4.6.1 CHART SHOWING MARITAL STATUS

Married Un Married

28

Table -4. 7 NATURE OF EMPLOYMENT

Nature OF Employment Temporary Permanent Contract Others Total No. of respondents 69 31 0 0 100 Percent 69 31 0 0 100.0

Inference
It is clear from the table, 69 % of the respondents are Temporary Employee, 31 % of the respondents are Permanent Employee, There are no respondents are Contract Base Employee and other category.

The majority of the respondents are Temporary Employee (69%).

29

CHART -4.7.1 CHART SHOWING NATURE OF EMPLOYMENT

70

60

50

PERCENTAGE

40

30

20

10

0 Temporary Permanent Contract Others NATURE OF EMPLOYMENT

30

Table -4.8 OPINION ABOUT JOB SATISFACTION

No. of respondents 17 31 30 19 3 100

Job Satisfaction Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total

Percent 17 31 30 19 3 100.0

Inference
From the above table it is clear that 17 % of the respondents are highly satisfied with their job, 31 % of the respondents are Satisfied with their job, 30.0 % of the respondents are Neutral about their job, 19 % of the respondents are Dissatisfied about their job. 3% of the respondents are highly dissatisfied about their job.

The most of the respondents are satisfied about their job (31%).

31

CHART -4.8.1 CHART SHOWING OPINION ABOUT JOB SATISFACTION

35

30

25

PERCENTAGE

20

15

10

0 Highly satisfied Satisfied Neutral

Dissatisfied

Highly dissatisfied

SATISFACTION

32

Table 4.9 LEVEL OF STRESS DIFFICULTY IN CONCENTRATING Difficulty In Concentrating Never Sometimes Always Total No. of respondents 28 63 9 100 Percent 28 63 9 100.0

Inference
The above table shows that 28 % of the respondents are never having difficulty in concentrating, 63% of the respondents are have sometimes and remaining 9 % of the respondents are have always difficulty in concentrating.

33

CHART -4.9.1 CHART SHOWING LEVEL OF STRESS DIFFICULTY IN CONCENTRATING

Never

Sometimes

Always

9%

28%

63%

34

Table 4.10 HEADACHE

Headache Never Sometimes Always Total No. of respondents 20 66 14 100 Percent 20 66 14 100.0

Inference
The above table shows that 20 % of the respondents are never having Headache, 66% of the respondents are have sometimes and remaining 14 % of the respondents are having always Headache,.

35

CHART-4.10.1 CHART SHOWING HEADACHE

70

60

50

PERCENTAGE

40

30

20

10

0 Never Sometimes HEADACHE Always

36

Table 4.11 IRRITABILTY

No. of respondents 57 40 3 100

Irritability Never Sometimes Always Total

Percent 57 40 3 100.0

Inference
The above table shows that 57 % of the respondents are never having Irritability, 66% of the respondents are have sometimes and remaining 14 % of the respondents are having always Irritability.

37

CHART-4.11.1 CHART SHOWING IRRITABILTY

60

50

40

PERCENTAGE

30

20

10

0 Never Sometimes IRRITABILITY Always

38

Table 4.12 ALCOHOLISM

Alcoholism Never Sometimes Always Total No. of respondents 64 33 3 100 Percent 64 33 3 100.0

Inference
The above table shows that 64 % of the respondents are never having Alcoholism, 33% of the respondents are have sometimes and remaining 3 % of the respondents are having always Alcoholism.

39

CHART-4.12.1 CHART SHOWING ALCOHOLISM

Always 3%

Sometimes 33%

Never 64%

40

Table 4.13 DRUG ADDICTION

Drug addiction Never Sometimes Always Total No. of respondents 96 4 0 100 Percent 96 4 0 100.0

Inference
The above table shows that 96 % of the respondents are never having Drugs, and remaining 4% of the respondents are having sometimes Drugs.

41

CHART-4.13.1 CHART SHOWING DRUG ADDICTION

Never

Sometimes

Always

0% 4%

96%

42

Table 4.14 SATISFACTION TOWARDS SALARY

Satisfied with Salary Yes No Total No. of respondents 38 62 100 Percent 38 63 100.0

Inference
From the above table it is clear that 38 % of respondents are satisfied with salary and remaining 62 % of the respondents are not satisfied with the salary.

43

CHART-4.14.1 CHART SHOWING SATISFACTION TOWARDS SALARY

70

60

50

PERCENTAGE

40

30

20

10

0 Yes SATISFACTION No

44

Table 4.15 RELATIONSHIP AMONG TL AND EXECUTIVES

Opinion Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. of respondents 43 30 22 4 1 100 Percent 43 30 22 4 1 100.0

Inference
From the above table it is clear that 43 % of the respondents are highly satisfied about their relationship among TL-Executives, 30 % of the respondents are satisfied about their relationship among TL-Executives, 22 % of the respondents are Neutral about their relationship among TL-Executives, 4 % of the respondents are dissatisfied about their relationship among TL-Executives. And 1% of the respondents are highly dissatisfied about their relationship.

The most of the respondents are highly satisfied about their relationship among TLExecutives (43%).

45

CHART-4.15.1 CHART SHOWING RELATIONSHIP AMONG TL AND EXECUTIVES

45

40

35

30

PERCENTAGE

25

20

15

10

0 Highly satisfied Satisfied Neutral OPENION Dissatisfied Highly dissatisfied

46

Table -4.16 RELATIONSHIP AMONG EXECUTIVES

Opinion Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. of respondents 48 35 13 2 2 100 Percent 48 35 13 2 2 100.0

Inference
From the above table it is clear that 48 % of the respondents are highly satisfied with their relationship among executives 35 % of the respondents are satisfied with their relationship among executives, 13 % of the respondents are Neutral with their relationship among executives, 2 percent of the respondents are dissatisfied with their relationship among executives and 2% of the respondents are highly dissatisfied with their relationship.

The most of the respondents are highly satisfied with their relationship among workers (48%).

47

CHART-4.16.1 CHART SHOWING RELATIONSHIP AMONG EXECUTIVES

50

45

40

35

30 PERCENTAGE

25

20

15

10

0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

48

Table 4.17 RELATIONSHIP BETWEEN EXECUTIVES-MGT

Opinion Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. of respondents 16 25 30 16 13 100 Percent 16 25 30 16 13 100.0

Inference
From the above table it is clear that from 16 % of the respondents are highly satisfied with their relationship among Executives-mgt, 25 % of the respondents are satisfied with their relationship, 30 % of the respondents are Neutral with their relationship, 16 % of the respondents are Dissatisfied with their relationship. 13 % of the respondents are highly dissatisfied with their relationship among Executives-mgt. The most of the respondents are Neutral with their relationship among Executivesmgt (30%).

49

CHART-4.17.1 CHART SHOWING RELATIONSHIP BETWEEN EXECUTIVES-MGT

35

30

25

PERCENTAGE

20

15

10

0 Highly satisfied Satisfied Neutral OPENION Dissatisfied Highly dissatisfied

50

Table 4.18 PRESENT COMMUNICATION SYSTEM

Communication System Very Good Good Fair Poor Very Poor Total No. of respondents 27 42 20 8 3 100 Percent 27 42 20 8 3 100.0

Inference
From the above table it is clear that 27 % of the respondents are very good in communication, 42 % of the respondents are good in communication, 20 % of the respondents are fair in communication, 8 % of the respondents are poor in communication, and 3 % of the respondents are very poor in communication.

The most of the respondents are good in Communication (42%).

51

CHART-4.18.1 CHART SHOWING PRESENT COMMUNICATION SYSTEM

45 40 35 30 PERCENTAGE 25 20 15 10 5 0 Very Good Good Fair

Poor

Very Poor

52

Table 4.19 JOB SECURITY

Job Security Yes No Total No. of respondents 71 29 100 Percent 71 29 100.0

Inference

From the above table that it is inferred that 71 % of the respondents job are secured and 29 % of respondents job are unsecured.

53

CHART-4.19.1 CHART SHOWING JOB SECURITY

Yes

No

29%

71%

54

Table 4.20 INCENTIVES

Incentives Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. of respondents 3 28 35 25 9 100 Percent 3 28 35 25 9 100.0

Inference
From the table it is clear that 3 percent of the respondents are highly Satisfied with their Incentives, 28 percent of the respondents are Satisfied with their Incentives, 35 percent of the respondents are Neutral with their Incentives, 25 percent of the respondents are Dissatisfied with their Incentives. 9 percent of the respondents are highly dissatisfied with their Incentives.

The most of the respondents are Neutral with their Incentives (35%)

55

CHART-4.20.1 CHART SHOWING INCENTIVES

35

30

25

PERCENTAGE

20

15

10

0 Highly satisfied Satisfied Neutral INCENTIVES Dissatisfied Highly dissatisfied

56

Table 4.21 BONUS

Bonus Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. of respondents 0 27 31 29 13 100 Percent 0 27 31 29 13 100.0

Inference

From the table it is clear that no one of the respondents are highly Satisfied with their Bonus, 27% of the respondents are Satisfied with their Bonus, 31 % of the respondents are Neutral with their Bonus, 29 % of the respondents are Dissatisfied with their Bonus, 13 % of the respondents are highly dissatisfied with their Bonus.

The most of the respondents are Neutral with their Bonus (31%).

57

CHART-4.21.1 CHART SHOWING BONUS

35

30

25

PERCENTAGE

20

15

10

0 Highly satisfied Satisfied Neutral BONUS Dissatisfied Highly dissatisfied

58

Table 4.22 ALLOWANCE

Allowance Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. of respondents 2 13 28 39 18 100 Percent 2 13 28 39 18 100.0

Inference From the above table it is clear that 2 % of the respondents are highly Satisfied with their Allowance, 13 % of the respondents are satisfied with their Allowance, 28 % of the respondents are neutral with their Allowance,39% of the respondents are dissatisfied with their Allowance, 18 % of the respondents are highly dissatisfied with their Allowance.

The most of the respondents are Dissasatisfied with their Allowance (39%).

59

CHART-4.22.1 CHART SHOWING ALLOWANCE

40

35

30

25 PERCENTAGE

20

15

10

0 Highly satisfied Satisfied Neutral ALLOWANCE Dissatisfied Highly dissatisfied

60

Table 4.23 LEAVE

Leave Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. of respondents 7 33 30 19 11 100 Percent 7 33 30 19 11 100.0

Inference
From the above table it is clear that 7 % of the respondents are highly Satisfied with their Leave, 33 % of the respondents are Satisfied with their Leave, 30 percent of the respondents are Neutral with their Leave, 19 percent of the respondents are Dissatisfied with their Leave. 11 percent of the respondents are highly dissatisfied with their sick leave.

The most of the respondents are satisfied l with their Leave (33%).

61

CHART-4.23.1 CHART SHOWING LEAVE

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

11% 19%

7%

33%

30%

62

Table 4.24 SICK LEAVE

Sick Level Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total No. of respondents 4 13 36 29 18 100 Percent 4 13 36 29 18 100.0

Inference
From the above table it is clear that 4 % of the respondents are highly satisfied with their Sick Leave. 13 % of the respondents are satisfied with their sick-Leave, 36 % of the respondents are Neutral with their sick- Leave, 29 % of the respondents are dissatisfied with their Sick Leave, and 18 % of the respondents are highly dissatisfied with their Sick Leave.

The most of the respondents are Neutral with their Sick Leave (36%).

63

CHART-4.24.1 CHART SHOWING SICK LEAVE

40

35

30

25 PERCENTAGE

20

15

10

0 Highly Satisfied Satisfied Neutral SICK LEVEL Dissatisfied Highly Dissatisfied

64

Table -4.25 PROMOTIONS

Promotion Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. of respondents 0 6 35 39 20 100 Percent 0 6 35 39 20 100.0

Inference
From the above table it is clear that no one of the respondents are highly satisfied with their Promotions, 6 % of the respondents are Satisfied with their Promotions, 35 % of the respondents are Neutral with their Promotions, 29 % of the respondents are Dissatisfied with their Promotions , 20 % of the respondents are highly dissatisfied with their Promotions.

The most of the respondents are respondents are Dissatisfied with their Promotions (39%).

65

CHART-4.25.1 CHART SHOWING PROMOTIONS

40

35

30

25 PERCENTAGE

20

15

10

0 Highly satisfied Satisfied Neutral PROMOTION Dissatisfied Highly dissatisfied

66

Table 4.26 SOURCES OF STRESS

High Stress Organizational Group Individual Environmental All Total No. of respondents 16 19 24 23 18 100 Percent 16 19 24 23 18 100.0

Inference
From the above table it is clear that 16 % of the respondents main sources of Stress are Organization, 19 % of the respondents main sources of Stress are Group, 24 % of the respondents main sources of stress are individual, and 23% of the respondents main source of stress is Environmental. And 18 percent of the respondents main sources of Stress are All Kinds of Stress.

The most of respondents main sources of stress are Individual (24%).

67

CHART-4.26.1 CHART SHOWING SOURCES OF STRESS

25

20

15 PERCENTAGE 10 5 0

STRESS

68

Table 4.27 ORGANIZATIONAL STRESS

Task demands Role demands Inter personal demands Organizational structure Organizational leadership Administrative Policies Organizations Process & Style Organizations Lifecycle Working Condition

RANK I RES % 4 11.7 6 17.6 5 6 9 8 7 2 8 14.7 17.6 26.4 23.5 20.5 5.8

RANK II RES % 7 20.5 3 8.8 2 4 2 1 3 2 5.8 11.7 5.8 2.9 8.8 5.8

RANK III RES % 8 23.5 5 14.7 4 6 6 1 4 2 11.7 17.6 17.6 2.9 11.7 5.8

RANK IV RES % 2 5.8 4 11.7 4 3 1 3 5 9 11.7 8.8 2.9 8.8 14.7 26.4

RANK V RES % 4 11.7 5 14.7 6 5 4 8 1 7 17.6 14.7 11.7 23.5 2.9 20.5

Task demands Role demands Inter personal demands Organizational structure Organizational leadership Administrative Policies Organizations Process & Style Organizations Lifecycle Working Condition

23.5 2 RANK VI RES % 3 8.8 7 20.5 6 17.6 0 0 3 7 2 1 4 8.8 20.5 5.8 2.9 11.7

5.8 4 RANK VII RES % 3 8.8 3 8.8 3 8.8 7 20.5 4 5 6 8 3 11.7 14.7 17.6 23.5 8.8

11.7 7 20.5 RANK VIII RES % 1 2.9 1 2.9 2 5.8 2 5.8 2 1 4 0 2 5.8 2.9 11.7 0 5.8

3 8.8 RANK IX RES % 2 5.8 0 0 2 5.8 1 2.9 3 0 2 3 1 8.8 0 5.8 8.8 2.9

69

Inference
The majority of the respondents are mentioned 3rd Rank to task demands (23.5%). The majority of the respondents are mentioned 6th Rank to the role demands (20.5%). The majority of the respondents are mentioned 5th Rank to interpersonal demands (17.6%) The majority of the respondents are mentioned 7th Rank to the organizational structure (20.5%). The majority of the respondents are mentioned 1st Rank to the organizational leadership (26.4%). The majority of the respondents are mentioned 1st Rank to the Administrative policies (23.5%). The majority of the respondents are mentioned 1st Rank to the organizations Process & Style (20.5%). The majority of the respondents are mentioned 4th Rank to the organizations lifecycle (26.4%). The majority of the respondents are mentioned 1st Rank to the Working condition (23.5%).

70

CHART-4.27.1 CHART SHOWING ORGANIZATIONAL STRES

12 10 8 6 4 RANK II RES 2 0 RANK I

8 7 6 5 4 3 2 1 0 RANK 3 RANK 4

71

8 7 6 5 4 3 2 1 0 RANK V RES RANK VI RES

8 7 6 PERCENTAGE 5 4 3 2 1 0 RANK VII

72

4.5

3.5

2.5

2 RANK VIII RES RANK IX RES 1.5

0.5

73

CHART-4.28 GROUP STRESS

RANK I RES Lack of Group Cohesiveness Lack of Social Support Sexual Harassment Conflict Pressure Attitude of Group Members 10 % 27

RANK II RES 8 % 21.6

RANK III RES 4 % 10.8

RANK IV RES 5 % 13.5

RANK V RES 2 % 5.4

RANK VI RES 8 % 21.6

21.6

10

27

18.9

24.3

8.1

2 8 8 11

5.4 21.6 21.6 29.7

3 8 6 9

8.1 21.6 16.2 24.3

8 9 9 7

21.6 24.3 24.3 18.9

5 2 6 6

13.5 5.4 16.2 16.2

10 9 5 3

27 24.3 13.5 8.1

24.3

1 3

2.7 8.1

2.7

74

Inference
The majority of the respondents are mentioned 1st Rank to the lack of group cohesiveness (27%). The majority of the respondents are mentioned 2nd Rank to the lack of social support (27%). The majority of the respondents are mentioned 5th Rank to the sexual harassment (27%). The majority of the respondents are mentioned 3rd Rank to the Conflict (24.3%). The majority of the respondents are mentioned 3rd Rank to the Pressure (24.3%). The majority of the respondents are mentioned 1st Rank to the Attitude of group members (29.7%).

75

CHART-4.28.1 CHART SHOWING GROUP STRESS

12 10 8 6 4 2 0 RANK I RES RANK II RES

16 14 12 10 8 6 4 2 0 RANK III RANK IV

76

10

RANK V RANK VI

0 1 2 3 4 5 6 7

77

Table 4.29 INDIVIDUAL STRESS

RANK I RES Economic Problem Family Problem Life & Career Changes Life Trauma Lifestyle Personality 11 9 6 4 7 6 % 26.1 21.4 14.2 9.5 16.6 14.2

RANK II RES 7 10 7 3 4 5 % 16.6 23.8 16.6 7.1 9.5 11.9

RANK III RES 8 9 4 9 10 3 % 19.4 21.4 9.5 21.4 23.8 7.1

RANK IV RES 10 10 10 10 11 9 % 23.8 23.8 23.8 23.8 26.1 21.4

RANK V RES 2 3 7 6 9 9 % 4.7 7.1 16.6 14.2 21.4 21.4

RANK VI RES 4 % 9.5

1 8

4.7 19.4

9 1 10

21.4 4.7 23.8

78

Inference
The majority of the respondents are mentioned 6th Rank to the personality (23.8%). The majority of the respondents are mentioned 4th Rank to the life and carrier changes (23.8%). The majority of the respondents are mentioned 4th Rank to the life trauma (23.8%). The majority of the respondents are mentioned 2nd Rank to the Family problem (23.8%). The majority of the respondents are mentioned 1st Rank to the Economic problem (26.1%). The majority of the respondents are mentioned 4th Rank to the lifestyle (26.1%).

79

CHART-4.29.1 CHART SHOWING INDIVIDUAL STRESS

12 10 PERCENTAGE 8 6 4 2 0 RANK I RES RANK II RES

25 20 PERCENTAGE 15 10 5 0

RANK IV RES RANK III RES

80

20 18 16 14 12 PERCENTAGE 10 RANK VI RES 8 6 4 2 0 RANK V RES

81

Table 4.30 ENVIRONMENTAL STRESS

RANK I RES Time Pressure Competition Financial Problems Noise Disappointments 8 5 11 10 8 % 19.5 12.1 26.8 24.3 19.5

RANK II RES 7 5 10 9 10 % 17 12.1 24.3 21.9 24.3

RANK III RES 8 4 9 9 10 % 19.5 9.7 21.9 21.9 24.3

RANK IV RES 10 16 8 8 6 % 24.3 39 19.5 19.5 14.6

RANK V RES 8 11 3 5 7 % 19.5 26.8 7.3 12.1 17

Inference
The majority of the respondents are mentioned 4th Rank to the Time pressure (24.3%). The majority of the respondents are mentioned 4th Rank to the Competition (39%). The majority of the respondents are mentioned 1st Rank to the Financial problems (26.8%). The majority of the respondents are mentioned 1st Rank to the Noise (24.3%). The majority of the respondents are mentioned 2nd Rank to the Disappointments (24.3%).

82

CHART-4.30.1 CHART SHOWING ENVIRONMENTAL STRESS

25

20 PERCENTAGE

15

10

RANK II RANK I

35 30 25 20 15 10 5 0 RANK V RANK IV RANK III

83

Table 4.31 TRAINING AND DEVELOPMENT PROGRAM

Training and Development Program Yes No Total No. of respondents 88 12 100

Percent

88 12 100.0

Inference
From the above table it is clear that 88 percent of the respondents are having the Training and Development Program, 12 percent of the respondents are not having the Training and Development Program.

84

CHART-4.31.1 CHART SHOWING TRAINING AND DEVELOPMENT PROGRAM

Yes

No

12%

88%

85

Table 4.32 TYPE OF THE TRAINING PROGRAM

Training On the Job Off the Job Total No. of respondents 96 4 100 Percent 96 4 100.0

Inference
From the above table that 96 percent of the respondents are On the Job and remaining 4 percent of the respondents are Off the Job.

86

CHART-4.32.1 CHART SHOWING TYPE OF THE TRAINING PROGRAM

120

100

80

PERCENTAGE

60

40

20

0 On the Job TYPE Off the Job

87

Table-4.33 OPENION ABOUT THE PROGRAM

Opinion Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. of respondents 12 31 26 20 11 100 Percent 12 31 26 20 11 100.0

Inference
From the above table it is clear that 12 % of the respondents are highly satisfied with their program, 31 % of the respondents are Satisfied with their program, 26 % of the respondents are Neutral about their program, 20 % of the respondents are Dissatisfied about their program. 11% of the respondents are highly dissatisfied about their program.

88

CHART-4.33.1 CHART SHOWING OPENION ABOUT THE PROGRAM

35

30

25

PERCENTAGE

20

15

10

0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

89

Table-4.34 ENCOURAGE INNOVATION AND REWARD ACHIEVEMETS

INNOVATION AND REWARD ACHIEVEMET S Yes No Rarely Total 24 39 37 100 24 39 37 100.0 No. of respondents Percent

Inference
From the above table it is clear that 24 percent of the respondents are getting the Innovation and reward achievements, 12 percent of the respondents are not getting the Innovation and reward achievements. And 37 percent respondents rarely getting the Innovation and reward achievements.

90

CHART-4.34 CHART SHOWING ENCOURAGE INNOVATION AND REWARD ACHIEVEMETS

Yes

No

Rarely

24% 37%

39%

91

CHI-SQUARE ANALYSIS TEST: 1 ASSOCIATION BETWEEN AGE AND SOURCES OF STRESS

Age Group Organizational Below 20 20-30 Above 30 Total 4 10 2 16 Group 8 9 2 19

Sources of Stress Individual 7 15 2 24 Environmental 5 17 1 23 All 4 11 3 18

Total

28 62 10 100

Null hypothesis (H0) There is no association between age and sources of stress. Alternative hypothesis (Ha) There is an association between age and sources of stress. (Oij Eij) 2

Chi-square =

---------------------------(Eij)

Where, Oij Eij

= Observed = Expected

Frequency. frequency. 92

Expected frequency is calculated as follows:

Row total x column total E = --------------------------------------------Grand total

Degree of freedom Where, R C

= ( r-1 ) x ( c-1 )

= Number of rows = Number of columns

93

We can now calculate value of Chi-square test Groups Below 20 yrs age group Organizational stress Group stress Individual stress Environmental stress All level of stress 20-30 yrs age group Organizational stress Group stress Individual stress Environmental stress All level of stress Above 30 yrs age group Organizational stress Group stress Individual stress Environmental stress All level of stress 2 2 2 2 3 2 2 2 2 2 0 0 0 1 1 0 0 0 1 1 0.00 0.00 0.00 0.50 0.50 10 9 15 17 11 10 12 15 14 11 0 3 0 3 0 0 9 0 9 0 0.00 0.75 0.00 0.64 0.00 4 8 7 5 4 4 5 8 6 5 0 3 1 1 1 0 9 1 1 1 0.00 1.80 0.12 0.16 0.20 Oij Eij ( Oij - Eij ) ( Oij - Eij )2 ( Oij - Eij )2/ Eij

Total

4.67

The calculated value of = 4.67

Therefore, the degree of freedom = (r-1) (c-1) = (3-1) (5-1) = (2) (4) =8 94

The table value showing chi-square analysis: Calculated value X2 Degree of freedom Level of significants Table value Result

4.67 8 5% 15.51 Accepted

Since the calculated value is less than the table value and null hypothesis is accepted. So there is no association between age and sources of stress.

95

TEST: 2 ASSOCIATION BETWEEN SALARY SATISFACTION AND SOURCES OF STRESS

Opinion Organizational Yes No Total 8 8 16 Group 9 11 19

Sources of Stress Individual 8 16 24 Environmental 6 17 23 All 7 11 18

Total

38 63 100

Null hypothesis (H0) There is no association between salary satisfaction and sources of stress. Alternative hypothesis (Ha) There is an association between salary satisfaction and sources of stress. (Oij Eij) 2 Chi-square =

---------------------------(Eij)

Where, Oij Eij

= Observed = Expected

Frequency. frequency. 96

Expected frequency is calculated as follows:

Row total x column total E = --------------------------------------------Grand total Degree of freedom Where, R C = Number of rows = Number of columns = ( r-1 ) x ( c-1 )

97

We can now calculate value of Chi-square test ( Oij - Eij )2 ( Oij - Eij )2/ Eij

Groups Yes Organizational stress Group stress Individual stress Environmental stress All level of stress No Organizational stress Group stress Individual stress Environmental stress All level of stress

Oij

Eij

( Oij - Eij )

8 9 8 6 7

2 2 2 3 0

4 4 4 9 0

4 4 4 9 0

0.66 0.57 0.66 1.00 0.00

8 11 16 17 11

2 1 1 2 0

2 1 1 2 0

4 1 1 4 0

0.44 0.08 0.06 0.26 0.00

Total

3.69

The calculated value of

3.69

Therefore, the degree of freedom = (r-1) (c-1) = (2-1) (5-1) = (1) (4) =4

98

The table value showing chi-square analysis: Calculated value X2 Degree of freedom Level of significants Table value Result

3.69 4 5% 9.49 Accepted

Since the calculated value is less than the table value and null hypothesis is accepted. So there is no association between salary satisfaction and sources of stress.

99

TEST: 3 ASSOCIATION BETWEEN WORKPLACE ENCOURAGEMENT AND SOURCES OF STRESS

Experience Organizational Yes No Rarely Total 3 5 8 16 Group 1 10 8 19 Sources of Stress Individual 4 9 11 24 Environmental 9 8 6 23 All 7 7 4 18 24 39 37 100 Total

Null hypothesis (H0) There is no association between age and sources of stress. Alternative hypothesis (Ha) There is an association between age and sources of stress. (Oij Eij) 2

Chi-square =

---------------------------(Eij)

Where, Oij Eij

= Observed = Expected

Frequency. frequency.

100

Expected frequency is calculated as follows:

Row total x column total E = --------------------------------------------Grand total Degree of freedom Where, R C = Number of rows = Number of columns = ( r-1 ) x ( c-1 )

101

We can now calculate value of Chi-square test Groups Yes Organizational stress Group stress Individual stress Environmental stress All level of stress No Organizational stress Group stress Individual stress Environmental stress All level of stress Rarely Organizational stress Group stress Individual stress Environmental stress All level of stress 8 8 11 6 4 6 7 9 9 7 3 2 2 3 3 9 4 4 9 9 1.50 0.14 0.44 1.00 1.28 5 10 9 8 7 6 7 9 9 8 2 3 3 1 3 4 9 9 1 9 0.66 1.28 1.00 0.11 1.28 Oij 3 1 4 9 7 Eij 4 4 6 6 4 ( Oij - Eij ) 3 3 2 3 3 ( Oij - Eij )2 9 9 4 9 9 ( Oij - Eij )2/ Eij 2.25 2.25 0.66 1.50 2.25

Total

17.54

The calculated value of = 17.54

102

Therefore, the degree of freedom = (r-1) (c-1) = (3-1) (5-1) = (2) (4) =8

The table value showing chi-square analysis: Calculated value X2 Degree of freedom Level of significants Table value Result

17.54 8 5% 15.51 Rejected

Since the calculated value is higher than the table value and null hypothesis is rejected. So there is an association between workplace encourage and reward achievement and sources of stress.

103

CHAPTER V FINDINGS
62 % of the respondents are in age group of 20-30. 66% of the respondents are male. 64 % of the respondents are having UG qualifications. 43 % of the respondents are having below 3 months experience. 83% of the respondents are executives. 82 % of the respondents are unmarried. 69% of the respondents are temporary post. 31 % of the respondents are satisfied with their job. 63% of the respondents are having sometimes in difficulty in concentrating. 66% of the respondents are having sometimes in headache problem. 57% of the respondents are never problem with irritability. 64% of the respondents are never using alcohols. 96% of the respondents are never using drugs. 62 % of the respondents are not satisfied with their salary. 43% of the respondents are highly satisfied with their relationship between executives and TL. 48 % of the respondents are highly satisfied with their relationship among executives. 30% of the respondents are neutral relationship with their relationship between executives and management. 104

 42% of the respondents are good communication system. 71% of the respondents are having job security. 35% of the respondents are neutral with their incentives. 29% of the respondents are dissatisfied with bonus. 39% of the respondents are dissatisfied with allowance. 33% of the respondents are satisfied with leave. 36% of the respondents are neutral with sick leave. 39% of the respondents are dissatisfied with promotion. 16 % of respondents are having organizational stress. 19 % of respondents are having group stress. 24 % of the respondents are having individual stress. 23 % of the respondents the sources of stress from the environmental factor. 18 % of the respondents get stress from organization, group individual and environmental factors. 96% of the respondents are getting off the job training. 31% of the respondents are satisfied with their training programme. 39% of the respondents are not getting encouragement for innovation and reward achievement.

105

SUGGESTIONS
Most of the respondents face stress due to the individual factors, So the company can arrange for relaxation programs like yoga, personal counseling etc., To overcome the organizational and group stress, the organization can arrange training programmes regarding work management, time management etc., The company can arrange some refreshment programmes for employees to build a better relationship between management and workers and among workers. The company can restructure the existence salary system. Most of the respondents are neutral relationship between management, So the company can arrange inter relationship programme with executives. The company can improve monetary and non monetary policies to employees.

106

5.1 CONCLUSION
Stress is a part of day to day living. Mild forms of stress can act as a motivator and energizer. However stress is too high, it will leads to, medical and social problems to labors. From the findings and suggestions, a clear picture is drawn that there exist a stress within the employees of an organization. To attain a effective communication between the employees and higher officials of an organization and to reduce the stress, yoga classes and remedy cell for grievance will be the best solution.

107

APPENDIX

A STUDY ON STRESS MANAGEMENT OF EMPLOYEES IN SPANCO BPO LTD, COVAI

1. Name (Optional) : ___________________ 2. Age [ ] Below 20 3. Gender [ ] Male [ ] Female 4. Education Qualification [ ] School Level [ ] UG Degree [ ] PG Degree [ ] Other [ ]20-30 [ ] Above 30

if others Mention ____________________ 5. Experience [ ] Below 3 months 6. Designation [ ] Executives 7. Marital Status [ ] Married [ ] Un married [ ] TL [ ] QL [ ] 3-6 [ ] 6-12 [ ] Above 1 years

8. Nature of employment [ ] Temporary [ ] Permanent [ ] Contract [ ] Other

If others Mention ____________________________________ 9. Your opinion about job satisfaction [ ] Highly Satisfied [ ] Highly Dissatisfied [ ] satisfied [ ] Neutral [ ] Dissatisfied

108

10. Opinion about the Level of stress Causes Never Difficulty concentrating Headache Irritability Alcoholism Drug addiction in Opinions Sometimes Always

11. Are you satisfied with your salary system? [ ] yes [ ] No

If No, reason ______________________ 12. Your Opinion about the relation ship S.NO 1. 2. 3. PARTICULARS Team leaders - Executives Among executives Executives Management HS S N DS HDS

13. Your Opinion About The Present Communication System [ ] Very Good [ ] Good [ ] Fair [ ] Poor [ ] Very Poor

109

14. Do you have job Security? 15. [ ] Yes [ ] No

16. Satisfaction of following facilities

MONETARY FACTORS 1. Incentive 2. Bonus 3.Alloance 17. Major sources for high stress [ ] Organizational [ ] Team HS S N DS HDS

NON MONETARY FACTORS 1. Leave 2. Sick Leave 3. Promotion HS S DS HDS

[ ] Individual

[ ] Environmental

[ ] All

(i)

If organizational factors, rank the following FACTORS 1) Task Demands 2) Role Demands 3) Inter personal Demands 4) Organizational Structure 5) Organizational Leader Ship 6) Administrative Policies 7) Organizations Process & Style 8) Organizations Lifecycle 9) Working condition RANK

110

(ii)

If group factors, rank the following FACTORS 1) Lack of group Cohesiveness 2) Lack of social Support 3) Sexual Harassment 4) Conflict 5) Pressure 6) Attitude of Group Members RANK

(iii)

If individual factors, rank the following FACTORS (1) Personality (2) Life & Career Changes (3) Life Trauma 4) Family Problem 5) Economic problem 6) Lifestyle RANK

111

(iv) If environmental factors, rank following FACTORS 1) Time pressure 2) Competition 3) Financial problems 4) Noise 5) Disappointments RANK

18. Whether Training & Development Program Is Organized In Your Concern? [ ] Yes [ ] No

19. If yes, what type of program would you have? [ ] On the job [ ] off the job

20. Your opinion about the program [ ]Highly Satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral

[ ] Highly Dissatisfied

21. Does your workplace encourage innovation and reward achievement [ ] Yes [ ] No [ ] Rarely

22. Give your suggestions _________________________________

112

BIBLIOGRAPHY Books
KOTHARI C.R: Research Methodology: Wishpa Prakasam; New Delhi; 11nd Edition, 2001. MAMORIA C.B.: Personnel Management; Himalaya Publishing House 1998. TRIPATHI P.C: Personal Management and industrial Relations; Sultan chand and Sons; New Delhi: 16th Edition 2002. CAROL A. TURKINGTON: Stress management; MC Graw - hill; 1998.

Articles
DANIEL E. MOERMAN: The Anthropology of Medicine; Bergin & Garvey; 1997

ROBERT A. ROTH: Teachers Managing Stress and Preventing Burnout; Falmer Press; 1993

STEPHEN WILLIAMS: Managing Workplace Stress; John Wiley & Sons; 2002

WEB SITES
www.spancobpo.com www.medicinenet.com/stress_management.../article.html www.mindpowerindia.com

113