Professional Documents
Culture Documents
HR Project On Stress Management
HR Project On Stress Management
By
..
(Registration No: .)
Of
.
CERTIFICATE
This is to certify that the project report on the
is a bonafide project work done by Ms, a full time student
of the Department of Management Studies, ..,
in partial fulfillment of the requirements for the award of the degree of
Master of Business Administration of the Anna University during the year
.
.
Project Guide
..
Head of the Department
Of Management Studies
Principal
Internal Examiner
External Examiner
DECLARATION
I, hereby declare that the report on all fulfillments of the
requirements for the award of the degree in Masters in Business
Administration is a record of original work done by me during the period of
study 2006-2008, under the guidance and supervision of
..
Signature of the Candidate
ACKNOWLEDGEMENT
I cordially thank Anna University for giving me the opportunity to undergo
my project work.
I
thank
the
chairman
.and
the
principal
Last but not the least I would like to thank the almighty, my family members
and friends for supporting me in hundred little ways that means a lot.
TABLE OF CONTENTS
S.NO
CONTENTS
PG. NO.
LIST OF TABLES
LIST OF CHARTS
EXECUTIVE SUMMARY
1
INTRODUCTION
INDUSTRY PROFILE
COMPANY PROFILE
15
REVIEW OF LITERATURE
25
28
30
32
RESEARCH METHODOLOGY
34
39
10
FINDINGS
65
11
SUGGESTIONS
67
12
CONCLUSION
69
BIBLIOGRAPHY
I
4
APPENDIX
IV
LIST OF TABLES
TABLE
TITLE
NO.
PAGE
NO.
9.1
39
9.2
40
9.3
41
9.4
CLASSIFICATION ON EDUCATIONAL
QUALIFICATION
42
9.5
43
9.6
44
9.7
45
9.8
46
9.9
47
9.10
48
9.11
NATURE OF JOB
49
9.12
50
9.13
WORK OVERLOAD
51
9.14
STRESS IN JOB
52
9.15
53
9.16
54
6
9.17
LEVEL OF STRESS
55
9.18
KIND OF INCONVENIENCE
56
9.19
57
9.20
58
9.21
59
9.22
60
9.23
61
9.24
62
9.25
63
LISTOF CHARTS
7
CHART
TITLE
NO.
PAGE
NO.
9.1
39
9.2
40
9.3
41
9.4
42
9.5
43
9.6
44
9.7
45
9.8
46
9.9
47
9.10
48
9.11
NATURE OF JOB
49
9.12
50
9.13
WORK OVERLOAD
51
9.14
STRESS IN JOB
52
9.15
53
9.16
54
8
9.17
LEVEL OF STRESS
55
9.18
KIND OF INCONVENIENCE
56
9.19
57
9.20
58
9.21
59
ABSTARCT
The flagship company of Avtar Steel was a humble yet pioneering beginning made by
its founder and chairman Mr . B. B. JINDAL in the year 1996. He is very well supported
by his two sons Mr. AMIT JINDAL and Mr. SUMIT JINDAL and with the team of
professionals who are expert in their respective fields With his courage of conviction and
his undeterred pursuits for growth and excellence, the company has assumed its present
size and credence of global significance.
A strange new disease has found its way into lives of people of this
industrialized nation of the world. The most common disease is headache. Not only is
this, but diseases like heart attack, high Blood Pressure, stomach disorders, and skin
diseases very common to the people in the present world. These have become the effects
of stress and have become most common in many of the organizations, now-a-days.
Stress is an all pervading modern phenomenon that takes a heavy toll of human
life. Different situations and circumstances in our personal life and in our job produce
stress. We shall divide them into factors related to the organization or job factors related
to the person which include his experience or personality traits.
10
11
1. INTRODUCTION
IMPORTANCE OF THE STUDY
20TH century has been regarded as the period of incredible change in
human history. Philosophers and scientists have been various names to this period. Peter
Drucker has called it The Age of Discontinuity, John Galbraith has called it The Age
of Future Shock and Hari Albrecht called it The Age of Anxiety.
Stress has become the 21 century buzz word, from the high pervading corporate
echelons to the bassinets of teaching infants nurseries we find this world liberally used.
Stress is part of modern life. Various events in life cause stress, starting with the birth of a
child and enduring with the death of a dear one.
Urbanization, industrialization and the increase scale of operations in society are
some of the reasons for rising stress. It is an inevitable consequence of socio-economic
complexity and to some extent, its stimulant as well. People experience stress as they can
no longer have complete control over what happen in their lives. The telephone goes out
of order, power is shut down, water supply is disrupted, children perform poorly at school
etc, we feel frustrated and then stressed.
The word stress is derived from a Latin word stringere, meaning to draw
tight. From the view point of physical sciences, the phenomena of stress are evident in all
materials when they are subjected to force, pressure, strain or strong-front. Every
material steel, rock or wood has its own limit up to which it can withstand stress without
being damaged. Similarly human beings can tolerate certain level of stress. Stress is
highly individualistic in nature. Some people have high levels of stress tolerance for
stress and thrive very well in the face of several stressors in the environment. In fact,
some individuals will not perform well unless they experience a level of stress which
activates and energizes then to put forth their best results.
For every individual there is an optimum level of stress under which he or she
will perform to full capacity. If the stress experience is below the optimum level, then the
individual gets bored, the motivational level of work reaches a low point and it results to
careless mistakes, forgetting to do things and thinking of things other than work during
work hours and also leads to absenteeism which may ultimately lead to turnover. If on the
other hand, stress experience is above the optimum level, it leads to too many conflicts
12
with the supervisor or leads to increase of errors, bad decisions and the individual may
experience insomnia, stomach problems, and psychosomatic illness.
The present world is fast changing and there are lots of pressures and demands
at work. These pressures at work lead to physical disorders. Stress refers to individuals
reaction to a disturbing factor in the environment. It is an adaptive response to certain
external factor or situation or what can be called environmental stimuli as reflected in an
opportunity, constraint, or demand the outcome of which is uncertain but important. In
short stress is a response to an external factor that results in physical, emotional,
behavioral deviations in a person.
Stress is an all pervading modern phenomenon that takes a heavy toll of human
life. Different situations and circumstances in our personal life and in our job produce
stress. Those can be divided into factors related to the organization and factors related to
the person which include his experience and personality traits. Job related factors are
work overload, time pressures, poor quality of supervision, insecure political climate, role
conflict and ambiguity, difference between company values and employee values. Person
related factors are death of spouse, or of a close friend, family problems, change to a
different line of work, prolonged illness in the family, change in social activities, eating
habits, etc.,
Personality traits are Type A personality. They are impatient, ambitious,
competitive, aggressive, and hardworking. They set high goals and demands of
themselves and others. And they are particularly prone to stress inducing anticipatory
emotions such as anxiety.
13
Individual approaches
Organizational approaches
INDIVIDUAL APPROACHES
An employee can take individual responsibility to reduce his/her stress level.
Individual strategies that have proven effective include, implementing time management
techniques, increasing physical exercise, relaxation training, and expanding the social
support network.
Time management
Many people manage their time very poorly. Some of well known time
management principles include,
o Making daily list of activities to be accomplished
o Scheduling activities according to the priorities set
o Prioritizing activities by importance and urgency
o Knowing your daily cycle and handling the most demanding parts of your
job.
Physical exercise
Practicing non-competitive physical exercises like aerobics, race
walking, jogging, swimming, and riding a bi-cycle.
Relaxation training
Relaxation techniques such as meditation, hypnosis and bio-feedback.
The objective is to reach in state of deep relaxation, where one feels physically relaxed,
somewhat from detached from the immediate environment. Fifteen or twenty minutes a
day of deep relaxation releases tension and provides a person with a pronounced sense of
peacefulness.
Social support
Having families, friends or work colleagues to talk provides an outlet,
when stress levels become excessive. So expand your social support network that helps
you with someone to hear your problems.
14
ORGANIZATIONAL APPROACHES
Several of the factors that cause stress particularly task and role demands and
organizations structure are controlled by management. As such they can be modified or
changed. Some of the strategies that management want to consider include improved
personal self section and job placement, use of realistic goal setting, redesigning of jobs,
improved organizational communication and establishment of corporate wellness
programmes.
Certain jobs are more stressful than others. Individual with little experience
or an external lower of control tend to be more proven to stress. Selection and placement
decisions should take these facts into consideration. Goal setting helps to reduce stress. It
also provides motivation. Designing jobs to give employees more responsibility, more
meaningful work, more autonomy, and increased feedback can reduce stress, because
these factors give the employee greater control over work activities and lessen
dependence on others.
Increasingly formal organizational communication with employees reduces
uncertainly by lessency role ambiguity and role conflict. Wellness program, say,
employee counseling form on the employees total physical and mental condition. They
typically proud work ships to help people quit smoking, control alcohol usage, eat better
and develop a regular exercise program.
Another remedy for reducing stress is cognitive restructuring. It involves
two step procedures. First irrational or maladaptive thought processes that create stress
are identified. For example Type A individuals may believe that they must be successful
at everything they do. The second step consists of replacing these irrational thoughts with
more rational or reasonable ones.
One important remedy to reduce stress is the maintenance of good sleep.
Research conducted on laboratory specimen to have met with startling discoveries. Sleep
starved rats have developed stress syndrome. The amount of sleep one requires varies
from person to person and is dependent on ones lifestyle. The American National Sleep
Foundation claims that a minimum of eight hours of sleep is essential for good health.
Generally studies shows that young adults can manage with about 7-8 hours. After the
age of 35, six hours of sleep is sufficient whereas people over 65 years may just need
three or four hours.
15
16
2. INDUSTRY PROFILE
Steel Industry
Because of the critical role played by steel in infrastructural and overall economic
development, the steel industry is often considered to be an indicator of economic
progress.
The economic boom in China and India has caused a massive increase in the
demand for steel in recent years. Between 2000 and 2005, world steel demand increased
by 6%. Since 2000, several Indian and Chinese steel firms have risen to prominence like
Tata Steel (which bought Corus Group in 2007), Shanghai Baosteel Group Corporation
and Shagang Group. ArcelorMittal is however the world's largest steel producer.
The British Geological Survey reports that in 2005, China was the top producer of
steel with about one-third world share followed by Japan, Russia, and the USA.
In 2008, steel started to be traded as a commodity in the London Metal Exchange. At the
end of 2008, the steel industry faced a sharp downturn that led to many cut-backs
Steel is the most widely recycled material in the United States. The steel industry
has been actively recycling for more than 150 years, in large part because it is
economically advantageous to do so. It is cheaper to recycle steel than to mine iron ore
and manipulate it through the production process to form 'new' steel. Steel does not lose
any of its inherent physical properties during the recycling process, and has drastically
reduced energy and material requirements compared with refinement from iron ore. The
energy saved by recycling reduces the annual energy consumption of the industry by
about 75%, which is enough to power eighteen million homes for one year. Recycling
one ton of steel saves 1,100 kilograms of iron ore, 630 kilograms of coal, and
55 kilograms of limestone. 76 million tons of steel were recycled in 2005.
17
Some more modern steels include tool steels, which are alloyed with large
amounts of tungsten and cobalt or other elements to maximize solution hardening. This
also allows the use of precipitation hardening and improves the alloy's temperature
resistance.
Tool steel is generally used in axes, drills, and other devices that need a sharp,
long-lasting cutting edge. Other special-purpose alloys include weathering steels such as
Cor-ten, which weather by acquiring a stable, rusted surface, and so can be used unpainted.
Many other high-strength alloys exist, such as dual-phase steel, which is heat
treated to contain both a ferritic and martensitic microstructure for extra strength.
Transformation Induced Plasticity (TRIP) steel involves special alloying and heat
treatments to stabilize amounts of austentite at room temperature in normally austentitefree low-alloy ferritic steels. By applying strain to the metal, the austentite undergoes a
phase transition to martensite without the addition of heat. Maraging steel is alloyed with
nickel and other elements, but unlike most steel contains almost no carbon at all.
This creates a very strong but still malleable metal. Twinning Induced Plasticity
(TWIP) steel uses a specific type of strain to increase the effectiveness of work hardening
on the alloy. Eglin Steel uses a combination of over a dozen different elements in varying
amounts to create a relatively low-cost metal for use in bunker buster weapons. Hadfield
steel (after Sir Robert Hadfield) or manganese steel contains 1214% manganese which
when abraded forms an incredibly hard skin which resists wearing. Examples include
tank tracks, bulldozer blade edges and cutting blades on the jaws of life. A special class of
high-strength alloy, the superalloys, retain their mechanical properties at extreme
temperatures while minimizing creep. These are commonly used in applications such as
jet engine blades where temperatures can reach levels at which most other alloys would
become weak.
Most of the more commonly used steel alloys are categorized into various grades
by standards organizations. For example, the Society of Automotive Engineers has a
series of grades defining many types of steel. The American Society for Testing and
19
Materials has a separate set of standards, which define alloys such as A36 steel, the most
commonly used structural steel in the United States.
Though not an alloy, galvanized steel is a commonly used variety of steel which
has been hot-dipped or electroplated in zinc for protection against corrosion
Ministry of Steel (India)
The Ministry of Steel, a branch of Government of India, is the apex body for
formulating all policies regarding steel production, distribution and pricing in India. All
steel companies except Tata Steel are under the administrative control of the Government
of India. As of May 2008, The Ministry is headed by a Minister of Cabinet rank, Ram
Vilas Paswan, and is assisted by a Minister of State, Akhilesh Das
Steel industry reforms particularly in 1991 and 1992 have led to strong and
sustainable growth in Indias steel industry.
Since its independence, India has experienced steady growth in the steel industry, thanks
in part to the successive governments that have supported the industry and pushed for its
robust development.
Further illustrating this plan is the fact that a number of steel plants were established in
India, with technological assistance and investments by foreign countries.
In 1991, a substantial number of economic reforms were introduced by the Indian
government. These reforms boosted the development process of a number of industries
the steel industry in India in particular which has subsequently developed quite rapidly.
India continually posts phenomenal growth records in steel production. In 1992, India
produced 14.33 million tones of finished carbon steels and 1.59 million tones of pig iron.
Furthermore, the steel production capacity of the country has increased rapidly since
20
1991 in 2008, India produced nearly 46.575 million tones of finished steels and 4.393
million tones of pig iron.
Both primary and secondary producers contributed their share to this phenomenal
development, while these increases have pushed up the demand for finished steel at a
very stable rate.
In 1992, the total consumption of finished steel was 14.84 million tones. In 2008, the
total amount of domestic steel consumption was 43.925 million tones. With the increased
demand in the national market, a huge part of the international market is also served by
this industry. Today, India is in seventh position among all the crude steel producing
countries.
The 1991 reforms allowed for no licenses to be required for capacity creation, except for
some locations. Also, once Indias steel industry was moved from the listing of the
industries that were reserved exclusively for the public sector, huge foreign investments
were made in this industry.
Yet another reform for Indias steel industry came in 1992, when every type of control
over the pricing and distribution system was removed, making the modern Indian Steel
Industry extremely efficient, as well as competitive.
Additionally, a number of other government measures have stimulated the growth of the
steel industry, coming in the form of an unrestricted external trade, low import duties, and
an easy tax structure.
21
Countries
Production
Countries
Production
CHINA
394.9 Mton
FRANCE
19.5 Mton
JAPAN
112.5 Mton
TAIWAN
18.6 Mton
UNITED
94.9 Mton
SPAIN
17.8 Mton
66.1 Mton
MEXICO
16.2 Mton
CANADA
15.3 Mton
GERMANY
44.5 Mton
UK
13.2 Mton
UKRAINE
38.6 Mton
BELGIUM
10.4 Mton
STATES
RUSSIA
SWOT ANALYSIS
Strength
Huge fund
Skilled employees
Monopoly
22
expansion
Weakness
red tape
Opportunities
Threats
Security issues
R&D
Levels of
1. GROUP A
2. GROUP B;
Management
3
3. GROUP C
4. GROUP D
CLASSIFICATION OF EMPLOYEES
EXECUTIVES
Group A
Exe. Director
Gen. Manager
Dy. GM
Asst. GM
Sr. Manager
Manager
Group B
Asst. Manager
Junior Executive
Sr. Spdt.
NON-EXECUTIVES
Group C
Superintendent
Supervisor
Sr. Assistant
Assistant
Jr. Assistant
Group D
Sr. Attendant
Attendant
Jr. Attendant
24
Government of Zambia
Republic of Iraq
Customs
steelss
with
limited
international
operations
(Limited
international operations)
26
Northern region
Southern region
Eastern region
Western region
27
28
3.
COMPANY PROFILE
AVTAR STEELS, CHENNAI DIVISION,
QUALITY POLICY
To provide our passengers a safe smooth and enjoyable transit
through Chennai steels. Also to provide secured and speedy movement of international
steels through Chennai steels
29
MISSION
To deliver superior value to our customers, employees and society at large. We will
follow
this
principle
in
evaluating
and
guiding
our
business
activities.
We will to set an example of quality works and intend to contribute to build a flourishing
economy. We will achieve this by offering our clients a comprehensive portfolio of
commercially viable products coupled with the expertise and services required. We will
endeavour to create high quality products that enable the growth of our organization. At
Avtar Steel Ltd., the well-trained staff will achieve job satisfaction through security,
motivation
and
harmonious
work
environments.
VISION
We recognize that every organization is different with its own unique business objectives,
commercial approach and culture. That is why we have created flexibility and
pragmatism with in our service options enabling us to tailor services to meet specific
objectives
Our customers are our biggest asset and customer satisfaction ranks first on our business
priorities. Over the years, we have grown to diversify into various fields but never have
we let go off our roots. We lay stress on workers training, sensitization, orientation and
updating their skills for over all exposure as well as growth
VARIOUS DEPARTMENTS IN AVTAR STEELS CHENNAI
1. Human Resource department
2. Department of finance and Accounts
3. Department of Sales
4. Department of operations
5. Department of commercial
6. Department of Legal
7. Department of project
30
Sanctioned strength
Men in position
78
86
143
DY. GENERAL
MANAGER 151
(P&A)
668
557
549
479
1438
1273
Vacancy position
+8
+8
111
82
165
Main activities
1)
2)
Disciplinary cell.
3)
4)
5)
Leave cell
6)
7)
8)
Services records
9)
Central dispatch
10)
Central diary
31
STEELS D
ORGANISATION CHART OF HUMAN RESOURCES DEPARTMENT
Personal
Assistant
SR. PERSONNEL
MANAGER
MANAGER
(PERSONNEL)
Sr. Supdt.(O)
R & P Cell
Sr.Asst. (O)
Sr. Supdt.(O)
ASST. MANAGER
(OFF. LANGUAGE)
Disciplinary Cell
Sr. Supdt.(O)
Pay Fixation
Asst.(O)
Training &
Welfare Cell
Central Dispatch
& Diary
Performance
Appraisal
Cell
Daftry &
DMO
Asst.(O)
ALL GROUP
D STAFF
32
33
progression
scheme
(CPS): As
one
time
measure Asst.
Casual leave
Restricted holiday
Compensatory holiday
Holidays
34
o Coordinating with internal and external audit and government audit for
smooth disposal of audit queries.
Different sections in accounts department
1.
Revenue section.
2.
3.
4.
Works section
5.
Establishment sections
6.
3) DEPARTMENT OF STEELS
1. Export
2. Import
3. Transshipment
AVTAR STEELS air steels terminals provide for truck locks, strong
rooms, live animals sheds, hazardous steels go down and palletisation station, offices for
airlines, government regulatory agencies, multimodal steels operators, break bulk agents,
and consolidators for ease of operation and user convenience.
4) DEPARTMENT OF OPERATIONS
The entire function of the terminal building is been
controlled by the operations dept. The work has been divided and is controlled by various
sections according to their activities such as house keeping, electronic, material
management.
Functions:
To maintain and look after terminal building, city side and baggage make up
and baggage breakup areas to ensure service ability of facilities provided.
Handling terminal building and air craft emergencies and bomb threats as per
laid down emergency procedure.
35
Lost and found property receipt, shortages are sent to the department after
expiry of 24 hours. Perishable item can be disposed off with in reasonable
time.
Carrying out terminal inspections, city side, toilet inspections and record
observations toilet cave provided.
5) DEPARTMENT OF COMMERCIAL
AVTAR STEELS has over last 10 years or so
developed a team of experts in the field of commercial aspects and based on the
experience gained, can provide assistance to other steels operators in improving the
financial viability of the steelss.
Functions:
Administrative work.
6) DEPARTMENT OF LEGAL
36
Objectives:
o To minimize the cases against AVTAR STEELS
o Providing legal assistance/advice to other dept on the queries required.
o Speedy disposal of the files.
o Attending and making available facts oat the time of contingency
situations of AA1 and acting according to the contingency plan.
Documents maintained:
o Policy circular issued of the HQ.
o Regulation of AA1.
o Delegation of power.
o Judgment copies of the important cases.
o Notification files.
7) DEPARTMENT OF GROUND FLIGHT SAFETY
Functions:
committee
meetings.
8) DEPARTMENT OF PROJECT
The project department handles with under taking of new projects for the
development or the expansion of the steels. There are two major sub divisions which
handle the project by the specific department. They are
1) Electrical division
2) Civil division
Electrical department:
37
As per the head of the department DGM shall be over all in charge for proper
administration of "Work contract" and shall ensure that all provisions of the contract
agreement are correctly implemented and installed of the same quality.
o To finalize replies to CTE'S observations and submit the same with in the
stipulated time.
o Follow up observations of quality control and those raised by technical
and financial audit.
o To exercise effective budgetary control.
o The civil department is not only responsible for the construction works but
also take care of the environment of the steels through horticulture.
39
PRODUCT PROFILE
Avtar steels has a huge amount of products dealing with and it continues to produce more
for the welfare of the society. Following are some of the products of the company
1. INGOTS:
Ingots of all sizes and lengths confirming to all standards and grades are manufactured at
Avtar Steel. The products are well-suited for all industrial applications It covers the range
of both standard as well as special products. Ingots are manufactured confirming to ISO
standards.
Avtar Steel manufacture all types of :
INGOT SIZES
WEIGHT OF THE
INGOT
In Inches
3X4X47
4X5X39
4X5X47
4X5X47
5.5X6.5X46
In Millimeters
76X102X1194
102X127X991
102X127X1194
101X127X1194
140X165X1169
......In Kgs/piece
65
90
110
135
200
40
7X8X39
7X8X47
7.25X8.25X47
8X9X47
2.
178X203X991
178X203X1194
184X210X1194
203X229X1194
275
325
210
400
BRIGHT BARS :
In Steel Industry we are known amongst the Best Bright Bar producers in INDIA. The
production range includes Rounds, Flats, Ingots, Strips up to 15000 tons per annum.
While hot rolling by selection of the most appropriate Ingot/ Billet size optimum
reduction ratios are maintained. Which further ensure the complete breakage of as
cast product and afterwards resulting the good internal soundness in the rolled
products.
4. FLATS:
Flats of different sizes and lengths confirming to all standards and grades are
manufactured at Avtar Steel. The products are well-suited for all industrial applications It
covers the range of both standard as well as special products. Flats are manufactured
confirming to ISO standards.
5. FORGED :
Heavy Forged rounds weighing are specially used in forging industry.
41
We at AVTAR STEEL offer forging rounds for the various application likewise forging
upsetting , ring rolling, production of bars, flats, and large sized flanges.
6. HOT ROLLED PATTI:
Flat strips of different sizesand lengths confirming to all standards and grades are
manufactured at Avtar Steel. The products are well-suited for all industrial applications It
covers the range of both standard as well as special products. Flats are manufactured
confirming to ISO standards.
WIDTH
5 mm
6 mm
8 mm
10 mm
12 mm
16 mm
20 mm
25 mm
30 mm
LENGTH in ( in inches)
up to 6 Mtr
up to 6 Mtr
up to 6 Mtr
up to 6 Mtr
up to 6 Mtr
up to 6 Mtr
up to 6 Mtr
up to 6 Mtr
up to 6 Mtr
42
Avtar Steel manufacture all types of Cold Rolled Flat (Bright Patta):
43
4. REVIEW OF LITERATURE
A review on the previous studies on stress among the employees is
necessary to know the areas already covered. This will help to find our new areas
uncovered and to study them in depth. The earlier studies made on stress among the
employees are briefly reviewed here.
The research study of Jamal. M* finds that job stressors were significantly
related to employees psychosomatic problems, job satisfaction, unproductive time at the
job, and absenteeism. Type A behavior was found to be an important moderator of the
stress outcome relationship.
Brief. A. P. and J. M. Atieh*, argues that it is not safe to assume that job
conditions that have an adverse impact on affective reactions to the job will also have a
negative impact on overall subjective well-being.
Fienmann views stress as a psychological response state of negative effect
characterized by a persistent and a high level of experienced anxiety or tension.
Recent research into the interaction between the mind body show that we
may place our body on stress alert quite unconsciously, because of our psychological
and emotional attitudes to stress. Anticipatory emotions like impatience, anxiety, and
anger can produce the same nerve impulses and chemical reactions as being faced with a
concrete challenge. So when faced with a stressful situation, we must either use up the
energy created by the body to challenge or learn how to turn off, the response using a
conscious relaxation technique.
44
Brief. A. P and J. M. Atieh, Studying job stress: Are we making mountains out of
molehills? Journal of occupational behavior, 1987 pp115-26.
Hans Seyle, the endocrinologist, whose research on General Adaptation
Syndrome (GAS), for the first time, revealed how human beings adapt themselves to
emotional strives and strains in their lives. According to him emotional stress occurs in
three important stages. 1. Alarm reaction stage 2. Resistance stage 3. Exhaustion stage.
Alarm reaction is caused by physical or psychological stressors. Resistances are
brought about by ACTH hormone of the body. Exhaustion follows when ACTH dwindles
as a result of continual stress. (ACTH-Aprinocorticotropic)
According to Stephen .P. Robbins*, stress related headaches are the leading
cause of loss of work time in U. S. industry.
Cooper and Marshall* visualize stress as characteristics of both the focal
individual and his environment. They designate the internal and external consultive
forces as pressures or stressors and the resulting stalk of the organism on stress.
46
Primary objective:
To undergo an in-depth study about the stress among the employees of AVTAR
STEELS.
Secondary objective:
To find out the level and kind of stress among the employees of different age
groups.
47
48
49
50
In
spite
of
the
precautions,
vigilance
and
scrupulousness taken by the investigator to make the study objective, it cannot be denied
that there are certain limitations.
As the study was done within a limited time, investigator could not
select a sufficiently large sample for the study.
51
52
8. RESEARCH METHODOLOGY
Research is defined as human activity based on intellectual application in the
investigation of matter. The primary purpose for applied research is discovering,
interpreting, and the development of methods and systems for the advancement of human
knowledge on a wide variety of scientific matters of our world and the universe. Research
can use the scientific method, but need not do so.
Scientific research relies on the application of the scientific method, a harnessing of
curiosity. This research provides scientific information and theories for the explanation of
the nature and the properties of the world around us. It makes practical applications
possible. Scientific research is funded by public authorities, by charitable organisations
and by private groups, including many companies. Scientific research can be subdivided
into different classifications according to their academic and application disciplines.
Research methodology is a way to systematically solve the research problem. The
research methodology in the present study deals with research design, data collection
methods, sampling methods, survey, analysis and interpretations.
APPROACHES TO RESEARCH
Descriptive approach is one of the most popular approaches these days. In this
approach, a problem is described by the researcher by using questionnaire or schedule.
This approach enables a researcher to explore new areas of investigation.
53
RESEARCH DESIGN
A research design is the arrangement of conditions for collection and analysis of
data in a manner that aims to combine relevance to the research purpose with economy in
procedure.
Findings are made and necessary suggestions and recommendations are given.
54
DATA SOURCES
There are two types of data collection namely primary data collection and
secondary data collection.
PRIMARY DATA
The primary data is defined as the data, which is collected for the first time and fresh in
nature, and happen to be original in character through field survey.
Primary data collection, you collect the data yourself using methods such as interviews
and questionnaires. The key point here is that the data you collect is unique to you and
your research and, until you publish, no one else has access to it.
There are many methods of collecting primary data and the main methods include:
questionnaires
interviews
observation
case-studies
diaries
critical incidents
portfolios.
SECONDARY DATA
55
The secondary data are those which have already been collected by someone
else and have been passed through statistical process. The secondary data for this study
are already available in the firm's internal records, annual report, broaches, and
company's website.
In research, Secondary data is collecting and possibly processing data by people other
than the researcher in question. Common sources of secondary data for social science
include censuses, large surveys, and organizational records (Mintel). In sociology
primary data is data you have collected yourself and secondary data is data you have
gathered from primary sources to create new research. In terms of historical research,
these two terms have different meanings. A primary source is a book or set of archival
records. A secondary source is a summary of a book or set of records.
Advantages to the secondary data collection method are - 1) it saves time that would
otherwise be spent collecting data, 2) provides a larger database (usually) than what
would be possible to collect on ones own However there are disadvantages to the fact that
the researcher cannot personally check the data so it's reliability may be questioned.
RESEARCH TOOL
A structured questionnaire has been prepared to get the relevant information from
the respondents. The questionnaire consists of a variety of questions presented to the
respondents for their despondence. The various types of questions used in this survey
are:
SAMPLING-MEANING
57
Sampling is that part of statistical practice concerned with the selection of individual
observations intended to yield some knowledge about a population of concern, especially
for the purposes of statistical inference. Each observation measures one or more
properties (weight, location, etc.) of an observable entity enumerated to distinguish
objects or individuals. Survey weights often need to be applied to the data to adjust for
the sample design. Results from probability theory and statistical theory are employed to
guide practice.
The sampling process comprises several stages:
Specifying a sampling method for selecting items or events from the frame
SAMPLE UNIT
The employees of AVTAR STEELS are the sample unit in the survey.
SAMPLE SIZE
The sample size chosen for this study is 100.
HR
15
CIVIL
10
ELECTRICAL
STEELS
10
-
ACCOUNTS
25
COMMERCIAL
35
---------100
TYPE OF SAMPLING
58
------------------------
X 100
Total Respondents
59
DEFINITION OF HYPOTHESIS:
According to Goode and Hatt, "Hypothesis is a proposition, which can be put to
test to determine validity".
A hypothesis can be defined as a logically conjectured relationship between two
or more variables expressed in the form of testable statement.
NULL HYPOTHESIS (H0):
Null hypothesis is formulated only to test whether there is any relationship
between variables related to the problem being studied. Usually the null hypothesis is
formed as a negative statement.
ALTERNATE HYPOTHESIS (H1):
Alternate Hypothesis (H 1) is a statement, which is accepted after the null
hypothesis is rejected based on the test result. The alternate hypothesis usually is formed
as a positive statement
CHI-SQUARE TEST:
The Chi-Square test is one of the simplest and most
widely used non parametric tests in statistical work. The symbol X2 is the Greek letter
Chi. Karl Pearson first used the chi-square test in the year 1980. The quantity chi-square
describes the magnitude of the discrepancy between theory and observation.
In this Chi-square test Yates correction is used when the value of observed frequency in
less than 10. The formula is given as,
X2 = (|Oi Ei|)2
Ei
Power of Association Test:
If calculated value (cal) > X2
hypothesis is rejected and it is interpreted that the two variables are associated with each
other. This chi-square test is strong one for determining the existence of association
between two variables.
60
WEIGHTED AVERAGE:
It can be defined as an average whose component items are multiplied by
certain values (weights) and the aggregate of the products are divided by the total of
weights.
If x1, x2, x3 ...xn are n values and f1, f2, f3........fn are their weights (frequencies)
respectively then,
f1x1+f2x2+.....+fnxn
X = --------------------------f1+f2+.......+fn
PILOT STUDY (Tested with 10 samples initially):
Pilot study is defined as a study, which is done in the initial stage of the
project in order to find the reliability of the questionnaire and to restructure the
questionnaire on the respondent's suggestions.
IMPORTANCE OF PILOT STUDY:
61
62
AGE
(21-30) YRS
(31-40) YRS
(41-50) YRS
50 & ABOVE YRS
Total
NO. OF RESPONDENTS
69
75
72
84
300
PERCENTAGE
23%
25%
24%
28%
100%
Inference:
It is observed from the survey that 25% of the respondents are
between (31-40) yrs, 24% of the respondents are between (41-50) yrs, 28% of the
respondents are above 50 years and 23% of the respondents are between (21-30) yrs.
63
GENDER
MALE
FEMALE
Total
NO. OF RESPONDENTS
171
129
300
PERCENTAGE
57%
43%
100%
Inference:
It is found from the survey that 57% of the respondents are male and 43%
of the respondents are female.
64
QUALIFICATION
SSLC
UNDER GRADUATE
POST GRADUATE
TECHNICAL
PROFESSIONAL
Total
NO. OF RESPONDENTS
60
69
51
51
69
300
PERCENTAGE
20%
23%
17%
17%
23%
100%
Inference:
It is evident from the survey that 69% of the respondents are
professionally qualified,23% of the respondents have graduation, 17% of the respondents
have post graduation and technically qualified, 20% of the respondents have only done
finished SSLC.
65
ATTRIBUTES
< 5 YRS
(5-10) YRS
(10-15) YRS
> 15 YRS
TOTAL
NO. OF RESPONDENTS
75
69
84
72
300
PERCENTAGE
25%
23%
28%
24%
100%
Inference:
It is found from the survey that 24% of the respondents have more
than 15 years of experience, 23% of the respondents have (5-10) yrs of experience and
28% of the respondents have their experience between (10-15)yrs remaining 24% of the
respondents have less than 5 years of experience.
SATISFACTION
HIGHLY SATISFIED
SATISFIED
NUETRAL
HIGHLY DISSATISFIED
DISSATISFIED
TOTAL
NO. OF RESPONDENTS
69
84
72
51
24
300
PERCENTAGE
23%
28%
27%
17%
8%
100%
Inference:
It is found from the survey that more than half of the respondents (28%) are
satisfied with the physical working condition of the organization. 27% of the
respondents are neither satisfied nor dissatisfied with the physical working condition
of the organization, 23% of the respondents are highly satisfied with the physical
working condition of the organization, 17% of the respondents are highly dissatisfied
wth physical condition provided and 8% respondents are dissatisfied with physical
working condition of the organization.
67
68
SATISFACTION
HIGHLY SATISFIED
SATISFIED
NUETRAL
HIGHLY DISSATISFIED
DISSATISFIED
TOTAL
NO. OF RESPONDENTS
84
72
69
24
51
300
PERCENTAGE
28%
24%
23%
8%
17%
100%
Inference:
It is evident from the survey that 28% of the employees are highly
satisfied with the pay scale provided, 24% of the respondents are satisfied with their pay
scale, 23% of them are neither satisfied nor dissatisfied, 8% of them are highly
dissatisfied, and 17% of the respondents are dissatisfied with the pay scale provided.
69
PARTICULARS
CHALLENGING
INTERESTING
24
84
8%
28%
ROUTINE
51
17%
BORING
72
24%
MONOTOUS
69
23%
TOTAL
300
100%
Inference:
It is observed from the survey that 28% of the respondents feel the job
interesting, 24% of them feel it boring, 17% of the respondent feel it routine, 23% of
them feel it boring and 8% of them feel it challenging.
70
SATISFACTION
STRONGLY AGREE
AGREE
UNDECIDED
STRONGLY DISAGREE
DISAGREE
TOTAL
NO. OF RESPONDENTS
69
24
72
84
51
300
PERCENTAGE
23%
8%
24%
28%
17%
100%
Inference:
It is found from the survey that 23% of them strongly agree that
they can complete the work at time, 8 % of them agree that they can complete work at
time, 24% of them have no idea, 28% of them strongly disagree that they cannot
complete the work in time, 17% of them disagree that they cannot finish the work in time.
PARTICULARS
STRONGLY AGREE
AGREE
NO. OF RESPONDENTS
51
84
PERCENTAGE
17%
28%
71
UNDECIDED
DISAGREE
STRONGLY DISAGREE
TOTAL
72
69
24
300
24%
23%
8%
100
Inference:
It is observed from the survey that 17% of the respondents are
overloaded with work, 24% left it undecided and 23% of the respondents say that they are
not overloaded with work.
72
PREFERNCE
YES
NO
TOTAL
NO. OF RESPONDENTS
183
117
300
PERCENTAGE
61%
39%
100%
Inference:
It is evident from the survey that 61% of the respondents suffer
stress and 31% of the respondents do not suffer stress.
FACTORS
ROLE OVERLOAD
NO.OF
RESPONDENTS
120
PERCENTAGE
40%
73
ROLE
UNDERLOAD
INTERPERSONAL
RELATIONSHIP
TOTAL
93
87
300
31%
29%
100%
Inference:
It is observed from the survey that for most of the respondents of all the
level of employees role overload is the major stress causing factor; the second place goes
to the role under load and then comes the inter personal relationship
PARTICULARS
NO.OF
RESPONDENTS
PERCENTAGE
74
PHYSICAL
MENTAL
BOTH
TOTAL
93
87
120
300
31%
29%
40%
100%
Inference:
It is found from the survey that 31% of them suffer physical stress,
29% of them suffer mental stress and the remaining of them suffer from both the stress.
75
LEVEL OF STRESS
VERY HIGH
HIGH
MODERATE
LOW
VERY LOW
TOTAL
NO. OF RESPONDENTS
72
69
51
72
36
300
PERCENTAGE
24%
23%
17%
24%
12%
100%
Inference:
It is found from the survey that 17% of the respondents have moderate level of
stress, 24% of the respondents have high level of stress, and only 12% of the respondents
have very low level of stress.
NO. OF RESPONDENTS
PERCENTAGE
76
YES
NO
TOTAL
156
144
300
52%
48%
100%
Inference:
It is evident from the survey that 52% of the respondents suffer
from physical inconvenience due to stress and 48% of the respondents do not suffer
stress.
INCONVENIENCE
HEADACHE
HIGH BLOOD PRESSURE
NO. OF RESPONDENTS
72
36
PERCENTAGE
24%
12%
77
DIGESTIVE PROBLEM
HYPERTENSION
NERVOUSNESS
TOTAL
69
72
51
300
23%
24%
17%
100%
Inference:
It is observed from the survey that most of the respondents 24% suffer
from headache and hypertension and second comes the digestive problem due to stress,
then comes the nervousness and only less % of the respondents suffer from nervousness
and digestive problems.
78
PREFERENCE
YES
NO
TOTAL
NO. OF RESPONDENTS
153
147
300
PERCENTAGE
51%
49%
100%
Inference:
It is evident from the survey that 51% of the respondents agrees that their
organization is helping them in overcoming stress, and the 49% of them are not satisfied
with the help provided by the organization to overcome stress.
INCONVENIENCE
HEADACHE
HIGH BLOOD PRESSURE
NO. OF RESPONDENTS
72
36
PERCENTAGE
24%
12%
79
DIGESTIVE PROBLEM
HYPERTENSION
NERVOUSNESS
TOTAL
69
72
51
300
23%
24%
17%
100%
Inference:
It is observed from the survey that most of the respondents 24% suffer
from headache and hypertension and second comes the digestive problem due to stress,
then comes the nervousness and only less % of the respondents suffer from nervousness
and digestive problems.
PARTICULARS
EMPLOYEE
COUNSELING
EFFECTIVE & TRAINING
NO. OF RESPONDENTS
72
PERCENTAGE
36
12%
24%
80
DEVELOPMENT
PROGRAM
WORK GROUPS
HEALTH CLUBS
AUTONOMOUS
TRANSPORT SUBSIDY
TOTAL
69
72
0
51
300
23%
24%
0%
17%
100%
Inference:
It is observed from the survey 24%
counseling,12% of them need effective training, 23% need work groups, 24% need health
groups, and the remaining need transport subsidy.
81
PARTICULARS
STRONGLY AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY DISAGREE
TOTAL
NO. OF RESPONDENTS
51
84
72
69
24
300
PERCENTAGE
17%
28%
24%
23%
8%
100%
Inference:
From the above we can find that17% of them strongly agree that
counseling can overcome stress, 28% of them agree that they can over come stress
through counseling, 24% of them dont have any idea, 28% disagree and the remaining
disagree.
82
PARTICULARS
HIGHLY ACCEPTED
ACCEPTED
NOT ACCEPTED
HIGHLY NOT ACCEPTED
TOTAL
NO. OF RESPONDENTS
51
84
72
93
300
PERCENTAGE
17%
28%
24%
31%
100%
Inference:
It is observed from the survey that most of the respondents accept that the
companies policies are stress free, 28% of them have accepted that organization policies
are stress free, 24% of them have not accepted it, 31% of them have not accepted that
their organization policy is full of stress.
NO. OF RESPONDENTS
93
84
72
51
PERCENTAGE
31%
28%
24%
17%
83
TOTAL
300
100%
Inference:
It is observed from the survey that most of the respondents 31% says that
relaxation techniques, 28% of them need time management,24% says that training is the
best intervention,17% says working intervention is the best thing to overcome stress.
PARTICULARS
STRONGLY AGREE
AGREE
NEUTRAL
DISAGREE
NO. OF RESPONDENTS
51
84
72
69
PERCENTAGE
17%
28%
24%
23%
84
STRONGLY DISAGREE
TOTAL
24
300
8%
100
Inference:
From the above we can find that17% of them strongly agree that
they have strained interpersonal relationship, 28% of them agree that they have strained
interpersonal relationship stress , 24% of them dont have any idea, 28% disagree that
they do not have strained interpersonal relationship.
PARTICULARS
VERY HIGH
HIGH
MODERATE
NO. OF RESPONDENTS
51
84
72
PERCENTAGE
17%
28%
24%
85
LOW
VERY LOW
TOTAL
69
24
300
23%
8%
100
Inference:
From the above we can find that17% of them strongly agree that
they have stress in night shift, 28% of
shifts,24% of them dont have any idea, 28% disagree that they do not have any stress in
night shift.
NO. OF RESPONDENTS
84
51
72
PERCENTAGE
28%
17%
24%
86
MUSIC CLASSES
ANY OTHER (SPECIFY)
TOTAL
69
24
300
23%
8%
100
Inference:
From the above we can find that 28% of them would like to go to
movies, 17% would like a get together,24% would like to visit friends/relatives, and23%
would like to go to music class and the remaining prefer any other thing.
NO.OF
RESPONDENTS
93
87
PERCENTAGE
31%
29%
87
FINANACIAL
POSITION
60
OTHER
PROBLEMS
60
TOTAL
300
20%
20%
100%
Inference:
It is found from the survey that 31% of them says dependency
influence stress, 29% says that illness influence stress, 20% of them says that financial as
well as other problem influence stress.
NO.OF
RESPONDENTS
60
87
PERCENTAGE
20%
29%
88
HEALTH
CONDITION
PERSONALITY
TOTAL
20%
60
31%
93
100%
300
Inference:
It is found from the survey that 20% of them says perception
influence stress, 29% says that attitude influence stress, 20% of them says that health
condition influence stress, and the remaining says that personality influence stress.
HIGHLY
SATISFIED
SATISFIED
NEUTRA
L
DISSATIS
FIED
YOGA
MEDITATIO
10
10
10
11
10
11
10
17
HIGHLY
DISSATISF
IED
11
20
TOTA
L
50
69
PERCENTAGE
17
23
89
N
MOTIVATIO
N
COUNSELIN
G
INDOOR
GAMES
OHTERS
11
11
10
20
20
72
24
11
20
20
11
11
72
23
10
10
28
6%
3%
Inference:
It is found from the above table that 17% prefer yoga, majority
prefer indoor games, and the next majority prefer motivation.
90
MEDITA
MOTIV
COUNS
TION
ATION
ELING
16
28
22
10
10
48
12
12
42
32
14
100
YOGA
ROW
INDOOR
GAMES OTHER TOTAL
SPENDING
WEEKEND
GOING TO
MOVIES
GET
TOGETHER
VISIT TO
FRIENDS/
RELATIVES
MUSIC
CLASSES
ANY
OTHER
COLUMN
TOTAL
Degrees of freedom = 12
Calculated value = 27.497
For 12 degrees of freedom at 5% level of significance, the chi-square table value is 5.226.
Inference:
91
92
93
FINDINGS
Out of the total sample most of the respondents are male and many are between
50 and above. Most of the respondents are under graduate and have professional
qualification.
Most of the respondents have 10-15 years of long association with the
organization.
Almost all the respondents are satisfied with the physical and psychological
working condition of the organization, and only fewer respondents are dissatisfied
with the psychological working condition of the organization.
The opinion about the training programs conducted by the organization is almost
better, according to majority of the respondents.
Almost all the respondents are satisfied with the pay package provided by the
organization and nearly half of the respondents feel that they do a routine job.
Most of the respondents agree that they can complete their work within the
specified time and some of the respondents are undecided.
Nearly half of the respondents agree that they are overloaded with work.
Among all other factors, role overload cause more stress according to most of the
respondents.
Most of the respondents from steels department suffer from physical stress; most
of the respondents from accounts department suffer from mental stress, and most
of the respondents from civil department suffer from both physical and mental
stress.
Most of the respondents feel only moderate level of stress and some of the
respondents feel high level of stress in their job.
More than half of the respondents have physical inconvenience due to stress and
most of the respondents suffer from headache and high blood pressure.
Most of the respondents say that the organization does not take suitable steps to
manage stress.
94
Employee counseling and effective training & development programs are the
company wide programs that could be adapted to manage stress.
95
10.
SUGGESTIONS
Adopt the work to home transition strategy. It means instead of carrying the
pressures of the work to home, the suggestion is to start the unwinding process
during the work day and enter the home in a relaxed and peaceful mind.
Giving counseling to the employees when they face problems, because counseling
is the discussion of a problem that usually has emotional content with an
employee in order to help the employee cope within better.
Engaging the bored employee in aerobic exercise, because it stimulates the brain
and the body. Also the employee must do meditation and yoga in their daily life.
96
11.
CONCLUSION
Stress in the work place has become the black plague of the present century.
Much of the stress at work is caused not only by work overload and time pressure but
also by lack of rewards and praise, and more importantly, by not providing individuals
with the autonomy to do their work as they would like. Most of the employees were not
satisfied with the grievance handling procedure of the organization which was found by
the unstructured interview.
Organization must begin to manage people at work differently, treating
them with respect and valuing their contribution. If we enhance the psychological well
being and health of the employees, in the coming future the organization would make
more revenue as well as employee retention. Because it is said that,
98
BIBLIOGRAPHY
BOOKS
1.
2.
3.
4.
5.
6.
7.
8.
9.
2.
Brief A.P. and Atieth J.M., Studying Job Stress: Are we making mountains
out of mole Hills? Journal of occupational behavior, 1987.
3.
4.
100
QUESTIONNAIRE
PERSONAL PROFILE
Kindly provide your valuable personal information.
:
_______________________
Dept:
_______
1. Name:
1. Age group
(2
(21-30) yrs
(31-40) yrs
(41-50) yrs
2.
3.
Educational Qualification:
5.
Experience
yrs
SSLC/UG/PG/Technical/Professional
:
< 5 yrs
(5-15)
> 15 yrs
How do you feel about the physical working condition of the organization?
Highly satisfied
Satisfied
Neutral
Highly dissatisfied
Dissatisfied
7.
How do you feel about the psychological working condition of the organization?
Highly Amicable
8.
Neutral
Strained
Very poor
What is your opinion about the training programs conducted in the organization?
Excellent
9.
Cordial
Good
Better
Bad
Worse
How do you feel about the pay package provided by the organization?
Highly satisfied
Satisfied
Neutral
Highly
dissatisfied
Dissatisfied
10.
Interesting
Routine
Monotonous
Boring
11.
Do you agree that you can complete your work within the specified time?
101
Strongly agree
Agree
Undecided
Strongly Disagree
Disagree
12.
Agree
Undecided
Strongly Disagree
Disagree
13.
Yes
No
15.
16.
Interpersonal relationship
Mental
Both
High
Moderate
Low
Very
low
17.
18.
No
Digestive problem
Nervousness
COPING STRATEGIES
19.
20.
walk
21.
Meditation
Listening music
Take a
22.
No
No
Employee counseling
Health clubs
Transport subsidy
23.
103