Professional Documents
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A Project Report On Stress Management Among Bank Employees: Prince Thomas Mr. Jay Pandya
A Project Report On Stress Management Among Bank Employees: Prince Thomas Mr. Jay Pandya
By Guided By
Prince Thomas MR. JAY PANDYA
Ty. B.B.A. Faculty KPES college
Roll No
Preface
1
The study of human resource management is one of the
major criteria in the corporate sector. Human resource is the heart of
the organization. By this research project we will be able to know to
reduce the stress level of the employees working in the bank. By this
way the productivity of the employee increases.
ACKNOWLEDGEMENT
2
To carry out this research work I have got the help from my
parents who have given full support to carry out this research work.
They are the one who motivated and helped for the completion of this
project report.
Executive Summery
3
This project gives us a detailed idea of what is stress and also the
definition of stress is been defined. For more detailed study the types of the
stress is also defined. By looking at the starting of the project you will find:
o Introduction to Human resource
o Introduction and Definition of stress
o Stress in biological terms
o What is stress?
o Coping with stress at work place.
o Stress management
o Workplace stress
o Reducing of stress.
After the theoretical part I have included the research part. My
research work includes two questionnaires.
o Burn out test
o Stress analysis Questionnaire
My research includes the research methodology which contains the
information as follows:
o Research objectives
o Sampling (types and methods of sampling)
o Research instrument
o Data analysis and interpretation
o Employee’s opinion to reduce stress.
o Research flowchart
o Time consideration
o Limitation of survey
o Advantages and disadvantages of written
questionnaire
o Finding
INDEX
4
No Content Page no
1 Conceptual Framework 1
1.1 Introduction to HR 1
1.2 Concept of stress 3
1.2.1 Introduction to stress 3
1.2.2 Stress in Biological terms 8
1.2.3 What is stress 9
1.2.4 Coping with stress at workplace 11
1.2.5 Stress Management 15
1.2.6 Workplace stress 18
1.2.7 Reduce your stress 22
2 Research Methodology 27
2.1 Research objective 27
2.2 Sampling 29
2.3 Research instrument 32
2.4 Data analysis and interpretation 36
2.5 Employees opinion about how to reduce stress 48
2.6 Research flowchart 50
2.7 Time consideration 51
2.8 Limitation of the survey 52
2.8.1 Advantages of Written Questionnaires 52
2.8.2 Disadvantages of Written Questionnaires 53
2.9 Findings 55
3 Bibliography 58
4 Annexure 59
1. CONCEPTUAL FRAMEWORK
(1.1) INTRODUCTION TO HR
5
Human Resource Management is also a management function
concerned with hiring, motivating, and maintains people in an organization. It
focuses on people in organization.
The scope of HRM is indeed vast. All major activities in the working life
of his or her entry into an organization until he or she leaves-come under the
previews of HRM.specifically, the activities included are HR planning, job
analysis and be sign, recruitment and selection, orientation and placement,
training and development, performance appraisal and job evaluation, employee
and executive remuneration, motivation and communication, welfare, safety and
health, industrial relations and the like.
6
HRM is a broad concept Personnel management and human resource
development is a part of HRM.
A lot of research has been conducted into stress over the last hundred
years. Some of the theories behind it are now settled and accepted; others are
still being researched and debated. During this time, there seems to have been
something approaching open warfare between competing theories and
definitions: Views have been passionately held and aggressively defended.
7
What complicates this is that intuitively we all feel that we know what
stress is, as it is something we have all experienced. A definition should therefore
be obvious…except that it is not.
Definition:
Hans Selye was one of the founding fathers of stress research. His
view in 1956 was that “stress is not necessarily something bad – it all depends
on how you take it. The stress of exhilarating, creative successful work is
beneficial, while that of failure, humiliation or infection is detrimental.” Selye
believed that the biochemical effects of stress would be experienced irrespective
of whether the situation was positive or negative.
Since then, a great deal of further research has been conducted, and
ideas have moved on. 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.
This is the main definition used by this section of Mind Tools, although
we also recognize that there is an intertwined instinctive stress response to
unexpected events. The stress response inside us is therefore part instinct and
part to do with the way we think.
Mechanical
8
• Stress (physics), the average amount of force exerted per unit area.
• Yield stress, the stress at which a material begins to deform plastically.
• Compressive stress, the stress applied to materials resulting in their
compaction.
Biological
Music
• Accent (music).
• Stress (band), an early '80s melodic rock band from San Diego.
• Stress (punk band), an early '80s punk rock band from Athens.
• Stress (Neo-Psychedelic band), from the late 1980's.
• Stress, a song by the French band Justice on their debut album
Other
Stress (physics), the average amount of force exerted per unit area.
Stress is a measure of the average amount of force exerted per unit area. It
is a measure of the intensity of the total internal forces acting within a body
across imaginary internal surfaces, as a reaction to external applied forces
9
and body forces. It was introduced into the theory of elasticity by Cauchy
around 1822. Stress is a concept that is based on the concept of continuum.
In general, stress is expressed as
Where
Chronic Stress
Chronic stress is stress that lasts a long time or occurs frequently. Chronic
stress is potentially damaging.
• upset stomach
• headache
• backache
• insomnia
• anxiety
• depression
• anger
In the most severe cases it can lead to panic attacks or a panic disorder.
10
Ensuring a healthy diet containing magnesium may help control or eliminate
stress, in those individuals with lower levels of magnesium or those who have a
magnesium deficiency. Chronic stress can also lead to a magnesium deficiency,
which can be a factor in continued chronic stress, and a whole host of other
negative medical conditions caused by a magnesium deficiency.
It has been discovered that there is a huge upsurge in the number of people who
suffer from this condition. A very large number of these new cases suffer from
insomnia.
Compressive stress:
11
Compressive stress has stress units (force per unit area), usually with negative
values to indicate the compaction. However in geotechnical engineering,
compressive stress is represented with positive values.
12
concentrate and a variety of physical reactions, such as headaches and
accelerated heart rate.
The term "stress" was first used by the endocrinologist Hans Selye in the 1930s
to identify physiological responses in laboratory animals. He later broadened and
popularized the concept to include the perceptions and responses of humans
trying to adapt to the challenges of everyday life. In Selye's terminology, "stress"
refers to the reaction of the organism, and "stressor" to the perceived threat.
Stress in certain circumstances may be experienced positively. Eustress, for
example, can be an adaptive response prompting the activation of internal
resources to meet challenges and achieve goals.
Stress refers to the strain from the conflict between our external environment and
us, leading to emotional and physical pressure. In our fast paced world, it is
impossible to live without stress, whether you are a student or a working adult.
There is both positive and negative stress, depending on each individual’s unique
perception of the tension between the two forces. Not all stress is bad. For
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example, positive stress, also known as eustress, can help an individual to
function at optimal effectiveness and efficiency.
Hence, it is evident that some form of positive stress can add more color and
vibrancy to our lives. The presence of a deadline, for example, can push us to
make the most of our time and produce greater efficiency. It is important to keep
this in mind, as stress management refers to using stress to our advantage, and
not on eradicating the presence of stress in our lives.
On the other hand, negative stress can result in mental and physical strain. The
individual will experience symptoms such as tensions, headaches, irritability and
in extreme cases, heart palpitations. Hence, whilst some stress may be seen as
a motivating force, it is important to manage stress levels so that it does not have
an adverse impact on your health and relationships.
Part of managing your stress levels include learning about how stress can affect
you emotionally and physically, as well as how to identify if you are performing at
your optimal stress level (OSL) or if you are experiencing negative stress. This
knowledge will help you to identify when you need to take a break, or perhaps
seek professional help. It is also your first step towards developing techniques to
managing your stress levels.
Modern day stresses can take the form of monetary needs, or emotional frictions.
Competition at work and an increased workload can also cause greater levels of
stress. How do you identify if you are suffering from excessive stress?
Psychological symptoms commonly experienced include insomnia, headaches
and an inability to focus. Physical symptoms take the form of heart palpitations,
breathlessness, excessive sweating and stomachaches.
What causes stress? There are many different causes of stress, and that which
causes stress is also known as a stressor. Common lifestyle stressors include
performance, threat, and bereavement stressors, to name a few. Performance
stressors are triggered when an individual is placed in a situation where he feels
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a need to excel. This could be during performance appraisals, lunch with the
boss, or giving a speech. Threat stressors are usually when the current situation
poses a dangerous threat, such as an economic downturn, or from an accident.
Lastly, bereavement stressors occur when there is a sense of loss such as the
death of a loved one, or a prized possession.
Thus, there are various stressors, and even more varied methods and
techniques of dealing with stress and turning it to our advantages. In order to do
so, we must learn to tell when we have crossed the line from positive to negative
stress.
There are 4 main categories of stress, namely eustress, distress, hyper stress
and hypo stress. Negative stress can cause many physical and psychological
problems, whilst positive stress can be very helpful for us. Here’s how we
differentiate between them.
Eustress:
this is a positive form of stress, which prepares your mind and body for the
imminent challenges that it has perceived. Eustress is a natural physical reaction
by your body which increases blood flow to your muscles, resulting in a higher
heart rate. Athletes before a competition or perhaps a manager before a major
presentation would do well with eustress, allowing them to derive the inspiration
and strength that is needed.
15
Distress
We are familiar with this word, and know that it is a negative form of stress. This
occurs when the mind and body is unable to cope with changes, and usually
occurs when there are deviations from the norm. They can be categorized into
acute stress and chronic stress. Acute stress is intense, but does not last for
long. On the other hand, chronic stress persists over a long period of time.
Trigger events for distress can be a change in job scope or routine that the
person is unable to handle or cope with.
Hyper stress
This is another form of negative stress that occurs when the individual is unable
to cope with the workload. Examples include highly stressful jobs, which require
longer working hours than the individual can handle. If you suspect that you are
suffering from hyper stress, you are likely to have sudden emotional breakdowns
over insignificant issues, the proverbial straws that broke the camel’s back. It is
important for you to recognize that your body needs a break, or you may end up
with severe and chronic physical and psychological reactions.
Hypo stress
Lastly, hypo stress occurs when a person has nothing to do with his time and
feels constantly bored and unmotivated. This is due to an insufficient amount of
stress; hence some stress is inevitable and helpful to us. Companies should
avoid having workers who experience hypo stress as this will cause productivity
and mindfulness to fall. If the job scope is boring and repetitive, it would be a
good idea to implement some form of job rotation so that there is always
something new to learn.
16
The types of stress are named as eustress and distress. Distress is the
most commonly-referred to type of stress, having negative implications, whereas
eustress is a positive form of stress, usually related to desirable events in
person's life. Both can be equally taxing on the body, and are cumulative in
nature, depending on a person's way of adapting to a change that has caused it.
With the rapid advancement of technology, the stresses faced at work have also
increased. Many people dread going to work, hence the term “Monday Blues”.
What is the reason for this? There is partly the fear from being retrenched in bad
times, leading to greater job insecurity on the part of those who remain.
Undoubtedly, occupational stress is one of the most commonly cited stressors
faced by people all over the world.
17
Stress refers to the pressure and reactions to our environment which results in
psychological and physical reactions. Whilst some stress is good for motivation
and increasing efficiency, too much stress can result in negative impacts such as
reduced effectiveness and efficiency. More and more people are feeling isolated
and disrespected at work, and this has led to greater occupational stress. Many
companies have taken to consulting experts and professionals on ways to
increase connectedness and motivation of their employees.
Some companies organize parties and make their employees feel valued at
work. These are measures to motivate employees and help them to feel secure
at their jobs, translating into greater productivity. However, not all companies
have such measures in place, and some have not gotten it quite right. Hence, it
is up to you to make sure that you can cope with stress at your workplace, and
use it to help you work better. Here are 3 simple steps to help you with coping
with stress in the workplace.
You can identify if you are feeling stressed by checking if you have any physical
or psychological reactions, such as excessive sweating or heart palpitations, or
the onset of headaches, irritability or the need to escape. If you experience any
of these reactions, identify if you are feeling any overwhelming negative
emotions, and if you are constantly worried.
18
to things beyond your control, such as the environment or your colleagues at
work. Internal stressors refer to your own thinking and attitude. Often, we only
start reacting to stress when a combination of stressors working together
exceeds our ability to cope.
Keep a diary or a list of events that have caused you to feel strong negative
emotions, or that are likely stressors. This will help you to identify the causes of
your stress. Whilst it is not always possible to eradicate them, we can change the
way that we cope with it.
The key to making these 3 steps work for you is to practice them. These are not
instantaneous solutions, and you need to condition your mind and practice them
so that you can implement it when you are feeling stressed.
19
Stress, either quick or constant, can induce risky body-mind disorders.
Immediate disorders such as dizzy spells, anxiety attacks, tension,
sleeplessness, nervousness and muscle cramps can all result in chronic health
problems. They may also affect our immune, cardiovascular and nervous
systems and lead individuals to habitual addictions, which are inter-linked with
stress.
Recognizing a stressor:
It is important to recognize whether you are under stress or out of it. Many times,
even if we are under the influence of a stressful condition and our body reacts to
it internally as well as externally, we fail to realize that we are reacting under
stress. This also happens when the causes of stress are there long enough for
us to get habituated to them. The body constantly tries to tell us through
symptoms such as rapid palpitation, dizzy spells, tight muscles or various body
aches that something is wrong. It is important to remain attentive to such
symptoms and to learn to cope with the situations.
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We cope better with stressful situation, when we encounter them voluntarily. In
cases of relocation, promotion or layoff, adventurous sports or having a baby, we
tend to respond positively under stress. But, when we are compelled into such
situations against our will or knowledge, more often than not, we wilt at the face
of unknown and imagined threats. For instance, stress may mount when one is
coerced into undertaking some work against one's will.
Laughter:
Adopting a humorous view towards life's situations can take the edge off
everyday stressors. Not being too serious or in a constant alert mode helps
maintain the equanimity of mind and promote clear thinking. Being able to laugh
stress away is the smartest way to ward off its effects.
During stress, the adrenal gland releases corticosteroids, which are converted to
cortical in the blood stream. These have an immunosuppressive effect. Dr. Lee
Berk and fellow researcher Dr. Stanley Tan at Loma Linda University School of
Medicine have produced carefully controlled studies showing that the experience
of laughter lowers serum cortical levels, increases the amount and activity of T
lymphocytes—the natural killer cells. Laughter also increases the number of T
cells that have suppresser receptors.
21
• It provides good cardiac conditioning especially for those who are unable to
perform physical exercise.
• Laughter cleanses the lungs and body tissues of accumulated stale air as it
empties more air than it takes in. It is beneficial for patients suffering from
emphysema and other respiratory ailments.
Workplace stress is the harmful physical and emotional response that occurs
when there is a poor match between job demands and the capabilities,
resources, or needs of the worker. Stress-related disorders encompass a broad
array of conditions, including psychological disorders (e.g., depression, anxiety,
post-traumatic stress disorder) and other types of emotional strain (e.g.,
dissatisfaction, fatigue, tension, etc.), maladaptive behaviors (e.g., aggression,
substance abuse), and cognitive impairment (e.g., concentration and memory
22
problems). In turn, these conditions may lead to poor work performance or even
injury. Job stress is also associated with various biological reactions that may
lead ultimately to compromised health, such as cardiovascular disease.
Problems at work are more strongly associated with health complaints than are
any other life stressor-more so than even financial problems or family problems.
Many studies suggest that psychologically demanding jobs that allow employees
little control over the work process increase the risk of cardiovascular disease.
On the basis of research by the National Institute for Occupational Safety and
Health and many other organizations, it is widely believed that job stress
increases the risk for development of back and upper-extremity musculoskeletal
disorders. High levels of stress are associated with substantial increases in
health service utilization. Workers who report experiencing stress at work also
show excessive health care utilization. In a 1998 study of 46,000 workers, health
care costs were nearly 50% greater for workers reporting high levels of stress in
comparison to “low risk” workers. The increment rose to nearly 150%, an
increase of more than $1,700 per person annually, for workers reporting high
levels of both stress and depression. Additionally, periods of disability due to job
stress tend to be much longer than disability periods for other occupational
injuries and illnesses.
Job stress results from the interaction of the worker and the conditions of work.
Views differ on the importance of worker characteristics versus working
23
conditions as the primary cause of job stress. The differing viewpoints suggest
different ways to prevent stress at work. According to one school of thought,
differences in individual characteristics such as personality and coping skills are
most important in predicting whether certain job conditions will result in stress-in
other words, what is stressful for one person may not be a problem for someone
else. This viewpoint leads to prevention strategies that focus on workers and
ways to help them cope with demanding job conditions. Although the importance
of individual differences cannot be ignored, scientific evidence suggests that
certain working conditions are stressful to most people. Such evidence argues for
a greater emphasis on working conditions as the key source of job stress, and for
job redesign as a primary prevention strategy. Personal interview surveys of
working conditions, including conditions recognized as risk factors for job stress,
were conducted in Member States of the European Union in 1990, 1995, and
2000. Results showed a trend across these periods suggestive of increasing
work intensity. In 1990, the percentage of workers reporting that they worked at
high speeds at least one-fourth of their working time was 48%, increasing to 54%
in 1995 and to 56% in 2000. Similarly, 50% of workers reported they work
against tight deadlines at least one-fourth of their working time in 1990,
increasing to 56% in 1995 and 60 % in 2000. However, no change was noted in
the period 1995–2000 (data not collected in 1990) in the percentage of workers
reporting sufficient time to complete tasks. A substantial percentage of
Americans work very long hours. By one estimate, more than 26% of men and
more than 11% of women worked 50 hours per week or more in 2000. These
figures represent a considerable increase over the previous three decades,
especially for women. According to the Department of Labor, there has been an
upward trend in hours worked among employed women, an increase in extended
work weeks (>40 hours) by men, and a considerable increase in combined
working hours among working couples, particularly couples with young children.
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Mood and sleep disturbances, upset stomach and headache, and disturbed
relationships with family; friends and girlfriends or boyfriends are examples of
stress-related problems. The effects of job stress on chronic diseases are more
difficult to see because chronic diseases take a long time to develop and can be
influenced by many factors other than stress. Nonetheless, evidence is rapidly
accumulating to suggest that stress plays an important role in several types of
chronic health problems-especially cardiovascular disease, musculoskeletal
disorders, and psychological disorders.
Prevention
St. Paul Fire and Marine Insurance Company conducted several studies on the
effects of stress prevention programs in hospital settings. Program activities
included (1) employee and management education on job stress, (2) changes in
25
hospital policies and procedures to reduce organizational sources of stress, and
(3) establishment of employee assistance programs. In one study, the frequency
of medication errors declined by 50% after prevention activities was implemented
in a 700-bed hospital. In a second study, there was a 70% reduction in
malpractice claims in 22 hospitals that implemented stress prevention activities.
In contrast, there was no reduction in claims in a matched group of 22 hospitals
that did not implement stress prevention activities.
26
The alternative is to work more intelligently, by focusing on the things that are
important for job success and reducing the time we spend on low priority tasks.
Job Analysis is the first step in doing this.
The first of the action-oriented skills that we look at is Job Analysis. Job Analysis
is a key technique for managing job overload – an important source of stress.
To do an excellent job, you need to fully understand what is expected of you.
While this may seem obvious, in the hurly-burly of a new, fast-moving, high-
pressure role, it is oftentimes something that is easy to overlook.
By understanding the priorities in your job, and what constitutes success within it,
you can focus on these activities and minimize work on other tasks as much as
possible. This helps you get the greatest return from the work you do, and keep
your workload under control.
Job Analysis is a useful technique for getting a firm grip on what really is
important in your job so that you are able to perform excellently. It helps you to
cut through clutter and distraction to get to the heart of what you need to do.
27
Another more general approach to Thought Awareness comes with logging
stress in your Stress Diary. When you analyze your diary at the end of the period,
you should be able to see the most common and the most damaging thoughts.
Tackle these as a priority using the techniques below.
Here are some typical negative thoughts you might experience when preparing to
give a major presentation:
• Worry about how the audience (especially important people in it like your
boss) or the press may react to you;
Rational Thinking
The next step in dealing with negative thinking is to challenge the negative
thoughts that you identified using the Thought Awareness technique. Look at
every thought you wrote down and challenge it rationally. Ask yourself whether
the thought is reasonable. What evidence is there for and against the thought?
Would your colleagues and mentors agree or disagree with it?
Looking at the examples, the following challenges could be made to the negative
thoughts we identified earlier:
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rehearsed enough? If you have done all of these, you've done as much as
you can to give a good performance.
• Problems with issues outside your control: Have you identified the
risks of these things happening, and have you taken steps to reduce the
likelihood of them happening or their impact if they do? What will you do if
they occur? And what do you need others to do for you?
• Worry about other people's reactions: If you have prepared well, and
you do the best you can, then you should be satisfied. If you perform as
well as you reasonably can, then fair people are likely to respond well. If
people are not fair, the best thing to do is ignore their comments and rise
above them.
Tip:
Don't make the mistake of generalizing a single incident. OK, you made a
mistake at work, but that doesn't mean you're bad at your job.
Similarly, make sure you take the long view about incidents that you're finding
stressful. Just because you're finding these new responsibilities stressful now,
doesn't mean that they will ALWAYS be so for you in the future.
Tip:
If you find it difficult to look at your negative thoughts objectively, imagine that
you are your best friend or a respected coach or mentor. Look at the list of
29
negative thoughts and imagine the negative thoughts were written by someone
you were giving objective advice to. Then, think how you would challenge these
thoughts.
When you challenge negative thoughts rationally, you should be able to see
quickly whether the thoughts are wrong or whether they have some substance to
them. Where there is some substance, take appropriate action. However, make
sure that your negative thoughts are genuinely important to achieving your goals,
and don't just reflect a lack of experience, which everyone has to go through at
some stage.
By now, you should already be feeling more positive. The final step is to prepare
rational, positive thoughts and affirmations to counter any remaining negativity. It
can also be useful to look at the situation and see if there are any useful
opportunities that are offered by it.
By basing your affirmations on the clear, rational assessments of facts that you
made using Rational Thinking, you can use them to undo the damage that
negative thinking may have done to your self-confidence.
Tip:
Your affirmations will be strongest if they are specific, are expressed in the
present tense and have strong emotional content.
• Problems during practice: "I have learned from my rehearsals. This has
put me in a position where I can deliver a great performance. I am going to
perform well and enjoy the event."
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• Problems issues outside your control: "I have thought through
everything that might reasonably happen and have planned how I can
handle all likely contingencies. I am very well placed to react flexibly to
events."
• Worry about other people's reaction: "Fair people will react well to a
good performance. I will rise above any unfair criticism in a mature and
professional way."
If appropriate, write these affirmations down on your worksheet so that you can
use them when you need them.
As well as allowing you to structure useful affirmations, part of Positive Thinking
is to look at opportunities that the situation might offer to you. In the examples
above, successfully overcoming the situations causing the original negative
thinking will open up opportunities. You will acquire new skills, you will be seen
as someone who can handle difficult challenges, and you may open up new
career opportunities.
Make sure that identifying these opportunities and focusing on them is part of
your positive thinking.
2. Research Methodology
31
Stress is not necessarily bad in and of itself. Although stress is typically
discussed in a negative context, it also has a positive value. It’s an opportunity
when it offers potential gain. Consider for example, the superior performance that
an athlete or stage performer gives in “clutch” situations. Such individuals often
use stress positively to rise to the occasion and perform at or near their
maximum. Similarly, many professionals see the pressures of heavy workloads
and deadlines as positive challenges that enhance the quality of their work and
the satisfaction the get from their job.
The types of stress are named as eustress and distress. Distress is the
most commonly-referred to type of stress, having negative implications, whereas
eustress is a positive form of stress, usually related to desirable events in
person's life. Both can be equally taxing on the body, and are cumulative in
nature, depending on a person's way of adapting to a change that has caused it.
Stress management is the need of the hour. However hard we try to go beyond a
stress situation, life seems to find new ways of stressing us out and plaguing us
with anxiety attacks. Moreover, be it our anxiety, mind-body exhaustion or our
erring attitudes, we tend to overlook causes of stress and the conditions triggered
by those. In such unsettling moments we often forget that stressors, if not
escapable, are fairly manageable and treatable.
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Stress, either quick or constant, can induce risky body-mind disorders.
Immediate disorders such as dizzy spells, anxiety attacks, tension,
sleeplessness, nervousness and muscle cramps can all result in chronic health
problems. They may also affect our immune, cardiovascular and nervous
systems and lead individuals to habitual addictions, which are inter-linked with
stress.
This research is to carry out the study that how much stressed the
employees of the banks are and how do their stress affect their work life, social
life, output etc. so a sample of 14 to 15 employees are selected from all the three
banks for the research of stress among them.
(2.2) Sampling
Sample: I have taken the sample of 35 employees from three different banks of
Bhavnagar. All the employees were of the same designations.
Reason: As we find the employees of the bank to be more stressful as more and
more employees are taking VRS and are dismissed because of inflation. I have
33
selected only those three banks which are affiliated to the public and are
specialized in consumer needs fulfillment.
34
Random sampling is the purest form of
probability sampling. Each member of the population has an equal
and known chance of being selected. When there are very large
populations, it is often difficult or impossible to identify every member
of the population, so the pool of available subjects becomes biased.
35
of the results, without incurring the cost or time required to select a
random sample.
36
Checking Yourself for Burnout
Introduction:
This tool can help you check yourself for burnout. It helps you look at the way
you feel about your job and your experiences at work, so that you can get a feel
for whether you are at risk of burnout.
If you choose to use the manual method, then calculate the total of the scores as
described in the instructions (note that this uses a slightly different scoring
method from the spreadsheet). Apply the score to the scoring table underneath
to get the interpretation.
Questionnaire
37
No Questions Not at Rarely Sometimes Ofte Very
all n often
1 Do you feel run down and
drained of physical or
emotional energy?
2 Do you find that you are
prone to negative thinking
about your job?
3 Do you find that you are
harder and less
sympathetic with people
than perhaps they deserve?
4 Do you find yourself getting
easily irritated by small
problems, or by your co-
workers and team?
5 Do you feel misunderstood
or unappreciated by your
co-workers?
6 Do you feel that you have
no-one to talk to?
7 Do you feel that you are
achieving less than you
should?
8 Do you feel under an
unpleasant level of
pressure to succeed?
9 Do you feel that you are not
getting what you want out of
your job?
10 Do you feel that you are in
the wrong organization or
the wrong profession?
11 Are you becoming
frustrated with parts of your
job?
12 Do you feel that
organizational politics or
bureaucracy frustrate your
ability to do a good job?
13 Do you feel that there is
more work to do than you
practically have the ability
to do?
14 Do you feel that you do not
have time to do many of the
things that are important to
doing a good quality job?
15 Do you find that you do not
38
have time to plan as much
as you would like to?
Total
Instructions: For each question, put an 'X' in the column that most applies. Put
one 'X' only in each row.
Please write the total number of ‘x’ at the space given at the bottom of each
column
>=
N Questions Yes No
-1 No sign of burnout here!
5 Little sign of burnout here, unless some factors are particularly severe
1
18 Are you satisfied
Be careful with be
- you may theatperformance youparticularly
risk of burnout, give at yourif work?
several scores are
high
2 Do you think that you are suffering from depression?
35 You are at severe risk of burnout - do something about this urgently
3
45 Do
Youyouareworry about
at very yourrisk
severe colleague's
of burnoutopinion about you?
- do something about this urgently
4 Do you discuss your problem with your spouse or friend or
any other close to you?
5
Do you work more than 8 hours?
39
6 You have an important function at your home and your boss
asks to give a 4 hour over time, what will be your response?
7
Do you regularly spend time for entertainment?
8
Is your social life balanced?
9 Do you plan your work before doing?
10
Do you fear about the quality of your performance?
11
Are you a heart patient?
12 Do you get tensed at your non achievement of your target?
13
Do you feeling stress some times?
If the answer of the above question is Yes then answer the
following:
a)
Is the reason of your stress your work load?
b) Are you stressed because of your family problems?
c) Do you get stressed when your boss scolds You?
d) Do you try to find any solution for the problem of your stress?
e) (IF YES) Do you practice yoga or any other ayurvedic therapy
for reducing stress?
To make the survey report more clear the above questionnaire was also
filled. As a result the employees have given proper response and the
report of the questionnaire is presented in the project.
40
Let’s have a watch on the basic data of the survey:
>= response
-1 No sign of burnout here! 0
5 Little sign of burnout here, unless some factors are particularly 6
severe
18 Be careful - you may be at risk of burnout, particularly if several 8
scores are high
35 You are at severe risk of burnout - do something about this 0
urgently
45 You are at very severe risk of burnout - do something about this 0
urgently
>= response
-1 No sign of burnout here! 0
5 Little sign of burnout here, unless some factors are particularly 3
severe
18 Be careful - you may be at risk of burnout, particularly if several 10
scores are high
35 You are at severe risk of burnout - do something about this 0
urgently
45 You are at very severe risk of burnout - do something about this 0
urgently
41
N o s ig n
L i t t l e s ig n
Be care fu l
S e v e r e r is k
V e r y h ig h
>= response
-1 No sign of burnout here! 0
5 Little sign of burnout here, unless some factors are particularly 5
severe
18 Be careful - you may be at risk of burnout, particularly if several 3
scores are high
35 You are at severe risk of burnout - do something about this 0
urgently
45 You are at very severe risk of burnout - do something about this 0
urgently
No sign
little sign
be careful
Severe risk
Very high
42
Let’s have a look on the overall result of the survey
>= response
Yes No No response
-1 No sign of burnout here! 0
27 8 0
5 Little sign of burnout here, unless some factors are particularly 14
severe
18 Be careful - you may be at risk of burnout, particularly if several 21
scores are high
35 You are at severe risk of burnout - do something about this 0
urgently
45 You are at very severe risk of burnout - do something about this 0
urgently
no sign
little sign
Be carefull
severe risk
Very high
From the above graph it can be seen that maximum employees of all the banks
are at a moderate level of risk of burnout while the employees who were found
with a little sign of burnout is less. So the ratio of little sign of burnout and
moderate level of burnout is 2:3.
1. Are you satisfied with the performance you give at your work?
Yes
No
No response
43
From the diagram it is clear that 77 % of the employees are satisfied with the
performance they give in the work while 23 % of the employees are not satisfied.
Yes No No response
7 28 0
Yes
No
No response
20 % of the employee feel that they are suffering from depression while 80 % of
the employee feel that that they are free from the depression
Yes No No response
9 26 0
Yes
No
No response
44
Yes No No response
31 4 0
26% of the employees worry about their colleague’s opinion about them while
74% of the employees are not concern with the opinion about their colleague.
4. Do you discuss your problem with your spouse or friend or any other
close to you?
Yes No No response
32 3 0
Yes
No
No response
91% of the employees of the bank discuss their problem and share their feelings
with their spouse or friends or others while 9 % of the employee is not concerned
with it.
5. Do you work more than 8 hours?
45
89% of the employees work for more than 8 hours which is the starting point of
Yes No No response
20 15 0
Yes
No
No response
the stress while 11 % of the employees don’t work for more than 8 hours.
6. You have an important function at your home and your boss asks to give
a 4 hour over time, what will be your response?
Yes No No response
14 19 2
Yes
No
No response
40 % of the employees are proved to be work dedicated and they are ready to
miss the important function at their house while 54 % of the employees said no
and 6 % of the employee did not gave any answer.
46
Yes
No
No response
Yes No No response
19 14 2
Yes
No
No response
Yes No No response
31 4 0
47
Yes No No response It
1 34 0 is
Yes
a
No
No response
good habit to plan the work you do. 89 % of the employees plan their work before
doing while 11 % of the employees don’t plan their work.
Yes No No response
22 13 0 Yes
No
No response
63% of the employees fear the quality of performance which they give while 37 %
of the employees don’t fear the quality of their work.
48
Yes
No
No response
Here 3 % of the employees are heart patient which is partially the result of stress.
Yes
No
No response
71% of the employees get tensed at the non achievement of the target while 29
% of the employees work casually.
49
Yes No No response
28 6 1
Yes
No
No response
80% of the employees feel stressed sometimes while 17 % of the employees are
not feeling stressed. 3 % of the employees did not respond.
If the answer of the above question is ‘Yes’ then answer the following:
a) Is the reason of your stress your work load?
Yes No No response
20 9 6
Yes
No
No response
57% of the employees find themselves to be stressed by their work over load. 26
% of the employees are not stressed because of the work overload. 17 % of the
employees did not answer.
50
Yes No No response
40 % of the 14 14 7
Yes
No
No response
employees are stressed because of their family problems 40% by other problems
while 20% of the employees did not responded.
Yes No No response
10 18 7
Yes
No
No response
20% of the employee did not responded when they were asked weather their get
stressed because of the scolding of their boss. 51% of the employees don’t get
stress because of the scolding of their boss. 29 % of the employees get stressed
because of the scolding of their boss.
d) Do you try to find any solution for the problem of your stress?
51
Yes No No response
24 6 5
Yes
No
No response
e) (IF YES) Do you practice yoga or any other ayurvedic therapy for
reducing stress?
Yes No No response
11 18 6
31% of the employees try the yoga and other ayurvedic techniques to reduce
Yes
No
No response
52
(2.5) Employee’s opinion about how to reduce
stress
53
“Listen music and spend time with family” An employee- SBS
Bank
“Get adjusted with others, Find and spend time for prayer,
Study the scriptures, See oneness in all, All are manifested of the
supreme GOD” An employee- SBS Bank
From the certain sample of employees selected for the research, only
10 employees have given their opinion how to reduce stress. So we can
understand that how overloaded the employees of the bank are.
54
(2.6) Research Flowchart
Questionnaire research design proceeds in an orderly and specific
manner. Each item in the flow chart depends upon the successful completion of
all the previous items. Therefore, it is important not to skip a single step. Notice
that there are two feedback loops in the flow chart to allow revisions to the
methodology and instruments.
Design Methodology
Determine Feasibility
Develop Instruments
Select Sample
Revise Instruments
Conduct Research
Analyze Data
Prepare Report
55
(2.7) Time Considerations
This checklist contains two time estimates for each task. The first one
(Hours) is your best estimate of the actual number of hours required to complete
the task. The second one (Duration) is the amount of time that will pass until the
task is completed. Sometimes these are the same and sometimes they are
different. Most researchers and business-people have to divide their time among
many projects. They simply cannot give all their time to any one project. For
example, my estimate of goal clarification may be four hours, but other
commitments allow me to spend only two hours a day on this study. My "hours"
estimate is four hours, and my "duration" estimate is two days.
To arrive at your final time estimates, add the individual estimates. The
hours estimate is used for budget planning and the duration estimate is used to
develop a project time line.
56
(2.8) Limitation of the survey
The
questionnaires were filled be 35 employees working in the three major Banks of
Bhavnagar i.e. Axis Bank, HDFC Bank and SBS Bank. So the scope of sample
findings was less.
The
questionnaire was filled by 35 employees of different designations. So the point
of view of employees differs as per their designations.
The
employees from whom the questionnaires are filled are in a heavy workload so
some of the questionnaires filled by the employees who are in stress cannot be
called reasonable.
The
responses of the employees cannot be accurate as the problem of language
and understanding arises. (These problems are not in all cases.)
One of the
other problems of questionnaire is the cost. Some times it may be possible that
even by spending so much the result may not be reasonable.
Many a
times the employees may not be really conscious or may not be bothered about
the questionnaire. This may create a problem in the research.
57
Questionnaires are very cost effective when compared to face-to-
face interviews. This is especially true for studies involving large
sample sizes and large geographic areas. Written questionnaires
become even more cost effective as the number of research
questions increases.
58
(10% - 90%), however, well-designed studies consistently produce
high response rates.
59
Finally, questionnaires are simply not suited for some
people. For example, a written survey to a group of poorly
educated people might not work because of reading skill
problems. More frequently, people are turned off by
written questionnaires because of misuse.
(2.9) Findings
60
increase and decrease of the stress level. Those who mind about their
colleague’s opinion are found to be more stressful.
The employees who have scored 28-29 marks in the burnout test
don’t believe in sharing their problems with their spouse or friend or any closed
one. Thus we can say that sharing your problems with your spouse or close
friends is a better idea to reduce stress.
One of the questions was asked that were their social life balanced?
It is observed that the employees who have scored above 20 marks in the
burnout test did not have their social life balanced. Thus we can conclude that
the employees who are above 20 don’t have their social life balanced. Thus it is
proved that stress may affect our social life also.
The employees were asked weather they plan their work or not,
moderate answers were given. The employees scoring more than 25 marks were
not found their work planned. Thus the employees who plan their work have
scored below 25 marks in the burnout test except some cases as there are
always some drawbacks in making plan. Failure of a plan may also lead a person
61
to stress. Thus we can conclude that planning of the work may help to reduce
stress level.
Most of the employees who have scored more than 20 marks fear
about their quality of work they give. This aspect is not dependent of the burnout
level. This aspect depends upon the dedication of work. So it is meaningless to
compare this question with the burnout test.
A question was asked that weather you get stressed at the non-
achievement of their target? All the employees have responded positively. But
this is not concern with the burnout score. From this we can conclude that all the
employees are given achievable target and naturally by the non-achievement of
the target all the employees may get stressed. One of the other possibilities is
that the employees have responded positively to show themselves to be good.
The employees having more than 10 marks in the burnout test says
that they are under stress. Out of 35 employees of the sample 20 of the
employees accepted that the reason for their stress is workload. 10 employees
are not stressed because of the workload but because of their family problem. 5
of the employees are not suffering from stress. 14 employees out of 30
employees who are stressed feel stressful when their boss scolds them while 16
employees refused that they are not stressed because their boss scolds them. All
the 30 employees have accepted that they try to find the solution of their stress.
10 employees out of 30 employees practice yoga to reduce their stress and the
other 20 employees don’t practice yoga. The burnout scores of the employees
who practice yoga are either more than 25 or less than 20. Thus we can
conclude that the employees have reduced their stress by yoga therapy and
other employees have just started the yoga because of high level of burnout
62
The above analysis is done by the data received from the
questionnaire. So the accuracy of data depends upon the response of the
employees.
3. BIBILIOGRAPHY
o www.mindtool.com
63
4. ANNEXURE
Questionnaire
64
No Questions Not at Rarely Sometimes Ofte Very
Instructions: For each question, put an 'X' in the column that most applies. Put
all n often
1 Do you feel run down and
drained of physical or
emotional energy?
2 Do you find that you are
prone to negative thinking
about your job?
3 Do you find that you are
harder and less
sympathetic with people
than perhaps they deserve?
4 Do you find yourself getting
easily irritated by small
problems, or by your co-
workers and team?
5 Do you feel misunderstood
or unappreciated by your
co-workers?
6 Do you feel that you have
no-one to talk to?
7 Do you feel that you are
achieving less than you
should?
8 Do you feel under an
unpleasant level of
pressure to succeed?
9 Do you feel that you are not
getting what you want out of
your job?
10 Do you feel that you are in
the wrong organization or
the wrong profession?
11 Are you becoming
frustrated with parts of your
job?
12 Do you feel that
organizational politics or
bureaucracy frustrate your
ability to do a good job?
13 Do you feel that there is
more work to do than you
practically have the ability
to do?
14 Do you feel that you do not
have time to do many of the
things that are important to
doing a good quality job?
15 Do you find that you do not
65
have time to plan as much
as you would like to?
Total
Please write the total number of ‘x’ at the space given at the bottom of each
column
N Questions Yes No
1 Are you satisfied with the performance you give at your work?
2 Do you think that you are suffering from depression?
3 Do you worry about your colleague's opinion about you?
4 Do you discuss your problem with your spouse or friend or
any other close to you?
5 Do you work more than 8 hours?
6Answer Number
You have an important function at yourWeight Weighted Total
home and your boss
Not at all 0
asks to give a 4 hour over time, what will be your response?
Rarely 1
7 Do you regularly spend time for entertainment?
Sometimes 2
8Often
Is your social life balanced? 3
Very often 4
9 Do you plan your work before doing?
10
Do you fear about the quality of your performance?
11
Are you a heart patient?
12 Do you get tensed at your non achievement of your target?
13 Do you feeling stress some times?
>= If the answer of the above question is Yes then answer the
-1 No sign of burnout here!
following:
5 Little sign of burnout here, unless some factors are particularly severe
a) Is the reason of your stress your work load?
18 Be careful - you may be at risk of burnout, particularly if several scores are
b) Are
highyou stressed because of your family problems?
c)35 DoYouyou get
are atstressed when
severe risk your boss
of burnout scolds
- do You? about this urgently
something
d)45 DoYouyou tryattovery
are find severe
any solution
risk offor the problem
burnout of your stress?
- do something about this urgently
e) (IF YES) Do you practice yoga or any other ayurvedic therapy
for reducing stress?
66