Job Stress Modified

A STUDY ON JOB STRESS
IN T V SUNDARAM IYENGAR & SONS LTD

MADURAI
By
M. B.ARJUN
REG NO: 90406631005
Of
K L N COLLEGE OF ENGINEERING
Final Project Report submitted to the

Faculty of Management Studies
In partial fulfillment of the requirements
For the award of the degree
Of
MASTER OF BUSINESS ADMINISTRATION
June 2008
2
BONAFIDE CERTIFICATE
This is to certify that this project titled A study job stress in T V Sundaram Iyengar &
Sons ltd Madurai is the bonafide work of Mr. M.B.ARJUN who carried out the research
under my supervision. Certified further, that to the best of my knowledge the work
reported herein does not form part of any other project report or dissertation on the basis
of which a degree or award was conferred on an earlier occasion on this or any other
candidate.
Prof A.K.S. SUKUMARAN Mr.S.N.R.Srikumar

Director, Faculty Guide
Dept. of Management Studies,
K.L.N College of Engineering,
Pottapalayam,
Sivagangai 630 611
3
DECLARATION
Name: M. B. ARJUN
Reg. no: 90406631005
Department of Management Studies
K.L.N College of Engineering
Sivagangai District 630611
I hereby declare that this project titled as A study on Job Stress in T V Sundaram
Iyengar & Sons ltd Madurai submitted for the award of degree of Master of Business
Administration of Anna University, Chennai has been carried out under the guidance of
Mr. S.N.R. SriKumar, Senior Lecturer, Department of Management Studies, K.L.N
College of Engineering and the entire research is my original work which has not found
part of the award of any degree of diploma.
M.B.ARJUN
4
ACKNOWLEDGEMENT
I take this opportunity to thank our Principal, Dr. S. Ganapathy, Principal,

K.L.N. College of Engineering for providing me this opportunity for doing this project.
I greatly indebted to my faculty guide, Mr.S.N.R.Srikumar, Senior Lecturer, who

greatly supported me, encouraged and helped me to complete this project a successful
one. Also I thank all of my other faculty members for their guidance.
I sincerely thank Mr. Rajkumar, Deputy Manager, T V Sundaram Iyengar &

Sons ltd Madurai, for his assistance and help in getting me this project done successfully.
I also thank all staff members for helping me in all activities.
My deep sense of gratitude goes to my parents and my friends for their

encouragement throughout my academic pursuit.
Last but not the least, I remember with appreciation the respondents of my
questionnaire for their kind Co-operation.
5
ABSTRACT
The project report is a study conducted in T V Sundaram Iyengar & Sons ltd
Madurai, topic for the study was A STUDY ON JOB STRESS.
The study was conducted to find out the nature and extent of job stress
experienced by people working at different levels in organizational hierarchy and to
suggest remedial measures to overcome the problem of job stress for organizational
development.
A standard questionnaire was designed. The opinion gathered through

questionnaire were classified and interpreted meaningfully. Both the primary and
secondary data were extensively used. By analyzing the study it was found that 70% of
the staff counteract less stress and more than 60% of the employees are satisfied with
their present job.
In addition it was found that most of the employees require effective training
programmes, recognitions, and welfare schemes. It was found that higher officials require
empathy rather than being work oriented.
6
CONTENTS
CHAPTER TITLE PAGE NO

List of Tables/Charts 7
I INTRODUCTION 9
About the study 10
Objectives 15
II Research methodology 16
Research Design 17
Sources of Data 17
Sample Design 17
Sample size 17
Statistical Tools Used for Analysis 17
Scope of the Study 18
Limitations of the Study 19
III Review of literature 20
IV COMPANY PROFILE 22
V DATA ANALYSIS AND INFERENCES 29
FINDINGS, SUGGESTIONS & CONCLUSION 53
Summary Of Findings 54
Suggestions 56
Conclusion 57
Appendix 58
Bibliography 63
LIST OF TABLES/CHARTS
S. NO TITLE PAGE NO
3.1 Machineries and equipments in good working 30

conditions
3.2 Good lighting and ventilation 31
7
3.3 Employed near machinery emitting heat 32

3.4 Accidents in the company 33
3.5 No frequent shifting or transfer 34
3.6 Good promotion policy 35

3.7 Quality of canteen menu 36
3.8 Drinking water 37
3.9 Rest room lockers are comfortable 38

3.10 Latrines and urinals in good sanitary conditions 39
3.11 Good medical facilities 40
3.12 Good relationship between management and 41
employees
3.13 Relationship with co workers 42
3.14 Department provides good training to develop 43

the skill
3.15 Good relationship with supervisors 44
3.16 Continuation with the present job 45
3.17 Job security 46
3.18 Satisfaction with career prospectus 47
3.19 Position in the society is better after joining the 48

company
3.20 Wages/salary sufficient to lead the family 49
3.21 Provision for employment of dependents 50
3.22 Concern for personal safety 51
3.23 Machineries and workplaces are good to 52

perform better
8
I. INTRODUCTION
9
ABOUT THE STUDY:

STRESS:
Stress is the general term applied to the pressure people feel in life. The
presence of stress at work is almost inevitable in many jobs. However, individual
differences account for a wide range of reactions to stress: a task viewed as a challenging
by one person may produce high levels of anxiety in another. When pressure begins to
build up, it can cause an adverse strain on a persons emotions, thought processes, and
physical condition. Stress affects both physical and mental health and results in burnout
when it occurs chronically. The conditions that cause stress are called stressors and
include work overload, time pressures, role ambiguity, financial problems, and family
problems. The stress performance indicates that excessive stress reduces job
performance, but a moderate amount may help employees respond to job challenges.
Both organization and individuals are highly concerned about stress and its
effects. In attempting to manage stress, they have 3 broad options-prevent or control it, or
learn to adapt it. Organization can seek to improve managerial communication skills,
empower employees through participation, redesign job to be more fulfilling, or
implement organizational development programs. These steps are aimed at reducing or
eliminating stress for employees. Some employees can escape stress by requesting job
transfers, finding alternative employment, taking early retirement etc. several approaches
also exists for coping with stress. These often involve cooperative efforts, bio feed back,
and personal wellness programmes.
Factors that Lead to Job Stress:
Types of Job Stressors
Specific work factors
Excessive workload.
Tedious or meaningless tasks.
Long hours and low pay.
10
Infrequent rest breaks.

Unreasonable performance demands.
Physical environment
Noise and overcrowding.

Poor air quality.
Ergonomic problems.
Health and safety risks (heavy equipment, toxic chemicals).
Organizational practices
Unclear responsibilities or expectations.

Conflicting job demands.
Multiple supervisors.
Lack of autonomy or participation in decision-making.
Inefficient communication patterns.
Lack of family-friendly policies.
Workplace change
Fear of layoff.
Frequent personnel turnover.
Lack of preparation for technological changes.
Poor chances for advancement or promotion.
Tensions brought about by greater workplace diversity.
Interpersonal relationships
Distant, uncommunicative supervisors.

Poor performance from subordinates.
Office politics, competition, and other conflicts among staff.
Bullying or harassment.
Problems caused by excessive time away from family.
11
Job stress can be defined as the harmful physical and emotional

responses that occur when the requirements of the job do not match the capabilities,
resources, or needs of personnels. Job stress can lead to poor health even injury. The
concept of job stress is often confused with challenge, but these concepts are not the same
challenges energize us psychologically and physically and it motivates us to learn new
skills and master our jobs.
A persons work and occupational stature play a critical role in an individuals sense of
identity, self-esteem, and psychological well-being. Work is the central and defining
characteristics of life for most individuals. Work may have intrinsic value, instrumental
value, or both. The instrumental value of work is in providing the necessities of life and
serving as a channel for the individual talents, abilities and knowledge.
Five major components have been examined for Stress.
1. Affected well-being :
It has to separate two dimensions, pleasure and arousal. A

particular level of pleasure may be accompanied by high or low levels of arousal, a
particular level of arousal may be either pleasure or unpleasurable.
2. Competence :
Good mental health is viewed as acceptable degrees of success or

competence in different spheres of activity, such as interpersonal relationships,
problem solving, paid employment, and so on. The competent person has adequate
psychological resources to deal with lifes pressures.
It has been suggested that good mental health becomes apparent only when a person
faces adversity. A successful response to pressures requires having appropriate
12
cognitive and psychomotor skills, as well as beliefs and opinions that more
consistent with reality.
3. Autonomy:
Autonomy refers to a persons ability to resist environmental
influences and to determine his or her own opinions and actions. The tendency to
strive for independence and self regulation is a fundamental characteristic of a
mentally healthy person. Autonomy is a tendency to feel and act on the assumption
that one is influential rather than helpless in the face of life difficulties.
4. Aspiration:
The mentally healthy person is viewed as someone who engages
with the environment. The person should establish a goal and makes active efforts to
attain them. A raised aspiration level is reflected in high motivation, alertness to new
opportunities and a commitment to meet personal challenges. Conversely low levels
of aspiration are exhibited in reduced activity and an acceptance of the present state
no matter how unsatisfactory it appears.
In striving to achieve personal goals, one may face stressful situations, and indeed
one may create them through pursuing difficult challenges. The importance of a
raised aspiration level to good mental health is particularly clear in circumstances
adverse to the individual where the desire for change is likely to be viewed as
central to a healthy response.
5. Integrated functioning:
The final component of mental health is the most difficult to define
and is most unlike the other four. Integrated functioning refers to the person whole.
People who are psychologically healthy exhibit balance, harmony, and inner
relatedness. Integrated functioning may also be considered across time, typically as
a balance between accepted strain during difficult phases of goal attainment and
relaxation during the intervening periods.
13
Psychological disorders in the workplace have been identified among the ten leading
work-related diseases and injuries in the United States (national institute of
occupational safety and health 1988) ilgen (1990) stated the health of the work force
is one of the most significant issues of our time. Recognition of the psychological
risk of work has prompted research on medical, psychological, and behavioral
stress. Pelletler 1977 reported that stress and psychological factors play a far more
central role in chronic disorders than they do in acute and infectious diseases.
Consequences of stress:
The consequences of stress typically affect the performance of the
individual on the job and in other life roles. Other ramification involves the health of
the individual as affected by prolonged exposure to physical stressors and through
responses to recurrent psychological stressors.
Stress Mediators:
Certain situations can mediate or buffer the effects of a
stressor. The buffering effect reduces the tendency of organizational properties to
generate specific stressors, alter the perceptions and cognitions evoked by such
stressors, and mediate the responses that follow the appraisal process or reduce the
health damaging consequences of such responses. The extent to which the onset of a
stressor is predictable, the extent to which it is understandable and the extent to
which aspects of the stressor are controllable by the person who experience it.
If the occurrence of a stressful event can be predicted, its absence can also
be predicted. Thus, the individual knows when it is safe to relax and need not
maintain a constant state of vigilance or anxiety.
14
OBJECTIVE:
To find out the nature and extent of job stress experienced by people
working at different levels in organizational hierarchy.
To suggest remedial measures to overcome the problem of job stress for

organizational development.
15
II. RESEARCH
METHODOLOGY
16
Research Design:
A research design is the arrangement of condition for collection and analysis of
data in a manner that aims to combine relevance to the research purpose with economy in
procedure.
It is conceived with decision regarding what, where, when, how much, by what
means covering and inquiring or a research study constitutes a research design.
Research design is needed because it facilitates the smooth sailing of the research
operation, there by making research as efficient as possible yielding, most information
with minimal expenditure of effort time and money.
The researcher has used Descriptive Research Design. Descriptive researches are
those studies that are concerned with the characteristics of a particular individual or a
group. It has chosen to make an investigation with specific prediction of characteristics
and attitudes of the employees.
Sources of Data:
Primary data was collected through structured questionnaires.
Secondary data include Company brochures, Internet and magazines.
Sample Design:
The Sampling technique used was Convenient Sampling method.
Sample size:
The Sample size includes 150 employees of all the departments in the company.
Statistical Tools Used for Analysis:
Percentage Analysis:
It is a commonly used analysis where the choice of each is converted into
percentage when analyzing the data.
Diagrammatic Representation:
Bar Diagram
17
SCOPE OF THE STUDY:
The study was conducted in various sectors at T.V.Sundram Iyengar &

sons Ltd., Madurai by choosing Job Stress as the study topic.
The study was conducted to evaluate Job Stress among the
employees. A standard questionnaire was designed and was circulated to the employees.
The researcher thought that only experienced employees know about the company well
and was taken as the sample. The research was done by directly interviewing the
employees.
18
Limitations of the Study:
Some of the respondents were hesitating to co-operate as they believed that

the information given by them may be used against then in future. They
were also suspicious about the genuineness of the research.
The inherent demerit of questionnaire is also considered to be a limitation.

19
III. REVIEW OF
LITERATURE
20
.
Job stress is a problem for both workers and organizations. It
undercuts meaning and joy in work, has negative health consequences, and reduces
organizational effectiveness. Understanding the full range of determinants of job stress
has been difficult, however, because in-depth information on both jobs and organizations
is difficult to acquire. New findings include positive roles for organizational coherence
and local ownership. The effects of some job stressors are mediated by social
involvement in the workplace, both through informal coworker relations and through
more formal participation programs. Overall, organizational effects on stress are as
significant as or more significant than job effects suggesting the importance of giving
further attention to organizational characteristics as a less examined set of determinants
of job stress.
Job stress has been a relatively neglected area of research among

industrial/organizational psychologists. The empirical research that has been done is
reviewed within the context of six facets (i.e., environmental, personal, process, human
consequences, organizational consequences, and time) of a seven facet conceptualization
of the job stressemployee health research domain. A general and a sequential model are
proposed for tying the facets together. The following study involves the consideration of
important factors such as role demands, political uncertainty, technological change, task
demands, etc.,
21
IV.COMPANY PROFILE
22
ABOUT THE COMPANY:
TVS & Sons Limited established in 1911, is the parent and holding company of
the TVS Group. TVS & Sons Limited is the largest automobile distribution company in
India with a turnover exceeding US $ 450 Million (Over Rs.15000 Million). It employs
over 5000 persons. The Company operates through three divisions. TVS & Sons,
Sundaram Motors and Madras Auto Service.
1911-The organization has its origin in road transport when Sri.T.V.Sundram

Iyengar started the first ever rural bus service between Madurai and Pudukottai, in the
state of Tamil Nadu. This Transport Company grew to be the largest of its kind in India.
1919- T.V.Sundram Iyengar started an automobile spare parts and service unit in
Madurai which diversified in to a variety of trading and service lines. He realized as early
as in 1920 the importance of marketing spare parts, and organized their distribution
through every available channel. This firmly established the dominance of the country in
the auto industry.
1929-General motors appointed TVS as their authorized agents which was a

major break through and as an evolution of a new era. Also his trip to the US in year
1947 is worth mentioning during his trip, he made a practical study of the agricultural
activities and implemented the same in his home loan.
1946-TVS merged transport companies acquired earlier to form Southern

Roadways, a road transport and Parcel Service Company
23
PRODUCT AND SERVICE:
TVS & Sons distributes Heavy Duty commercial vehicles, Jeeps and Cars. It
represents various leading manufacturers like Ashok Leyland, Mahindra and Mahindra
Limited, Fiat and Honda. The company has more than 100 outlets and is also the largest
distributor of spare parts in India, handling more than 70 suppliers and 25000 parts him.
grown into a leading logistics solution provider and has set up state-of-the-art warehouses all
over t The logistics division at TVS & Sons arose from the backward integration of the
existing parts distribution business. Recognizing the great demand for streamlined,
efficient logistics services, the division has rapidly evolved into a successful, independent
profit centre.
Today, their clients include automotive majors like Ashok Leyland, Ford India,
Telco. Mahindra & Mahindra, Sundram Industries and Escorts. We provide the entire
basket of logistics services required for supply chain management that includes:
Inbound logistics (components)

Plant/After market warehousing
Outbound logistics (finished products)
Export warehousing (KD/After market)
The companys warehousing operations encompass 400,000 sq. ft. in thirteen

fully operational centers. The total volume handled per year for both warehousing and
inbound logistics is approximately Rs.1000 crores.
24
OBJECTIVES OF TVS GROUP:

In enterprise and in business as in life, it is the team spirit that succeeds. Setting
out aims and objectives in words may limit our targets. Yet we may state what we firmly
believe in.
1. To place at the service of the public all our technical equipment and intelligence
in automobile and allied industries at a truly national cost- a cost that is
commensurate with the interest of employees and shareholders.
2. To provide the greatest satisfaction possible to our employees within our

competitive economy through proper personnel practices.
3. To be a good member of the community and nation.
PERSONNEL POLICIES:
Supply of helmet
Cash award
Accident leave
Marriage present
Hearing aid
Cashier allowance
Washing allowance
Education assistance scheme
Attendance incentive scheme
Compassionate allowance
Uniform
Service memento
Leave travel assistance
DRF
Transfers
25
BOARD OF DIRECTORS:
Sri T.S. Santhanam
Sri R. Ramachandran, Chairman
Sri. Suresh Krishna
Sri. K. Ramesh
Sri. S. Ram
Sri. K. Mahesh
Sri. S. Viji
Sri. Venu srinivasan
Sri. Gopal srinivasan
Sri. T.K. Balaji
Sri. R. Haresh, Joint M.D
Sri. R. Dinesh, Executive Director
CORPORATE HEADS:
Sri. B. Ganapathy sarma - Company Secretary
Sri. N. krishnamoorthy - Commercial
Sri. S. Santhanagopalan - Finance
Sri. M. Gunasekaran - Business process and analysis
Sri. R. Chandrasekar - HR
Sri. L. Ramasamy - Infrastructure
Sri. S. Venkatanarayanan - Insurance
Sri. T. Srinivasan -P&A

26
INDUSTRIAL RELATIONS:
Company has very good industrial relations. TVS workers
union is the only representing body of the employees in union cadre. The union has
branches in all outlets of the company. The elections are conducted in a highly
democratic way and the tenure of the office of elected body is 3 years. The IR climate is
conductive for the past several years.
CATEGORY OF EMPLOYEES:
There are 3 categories of employees. They are as follows,
1. Executives
2. Staffs
3. Workmen
All the workmen are governed by the code of conduct and the staff and workmen by
the standing orders.
ABOUT THE LINES OF BUSINESSES:

STRATEGIC BUSINESS UNITS:
1. Vehicle dealership SBU
a) AL SBU
b) FIAT SBU
c) M & M SBU
d) HONDA SBU
2. Parts distribution SBU
3. Customer centric business
a) My TVS- 24*7 Emergency Services
b) My TVS- All car Service

27
c) My TVS- Quality used cars
4. Logistics SBU
5. Special products SBU
6. Tools and Garage equipments SBU
7. International operation SBU
EMPLOYEE WELFARE:
At TVS, care for their employees is a time honored tradition.
From recruitments to retirement, they are committed to enhancing the quality of their
lives. Their welfare initiatives range from continuous training and skill up gradation
programs to well-planned townships, medical centers and educational assistance.
TVS Primary School - Madurai-11
TVS Higher Secondary School - Madurai-11
TVS Lakshmi Matric Higher Secondary School - Madurai-11
CUSTOMER CARE:
All their operations are geared towards insuring that customer

satisfaction is maximized. Continuous expansion of our network ensures that their
customers have convenient access to a TVS outlet. They have also pioneered the concept
of mobile vans that provide service for customers at remote locations.
All their showrooms and service centers are manned by experienced, courteous
and well-trained staff. Their objective, always, is to ensure that all their interactions
culminate in a memorable experience. It is this emphasis on customer care that has
helped us retain and expand our loyal client base.
28
V. DATA
ANALYSIS
29
I. working conditions:-
3.1. Machineries and equipments:
category No of % of employees
employees
Strongly disagree 3 2
Disagree 3 2
Neither agree nor 18 12
disagree
Agree 69 46
Strongly agree 57 38
INTERPRETATION:
Out of the 150 employees,
2% of the employees strongly disagree with the
condition of machineries and equipments.
2% of the employees disagree with the condition
of machineries and equipments
12% of the employees neither agree nor disagree
with the working conditions of equipments
46% of the employees agree with the working
conditions of equipments
38% of the employees strongly agree with the
working conditions of the equipments.
INFERENCE:
It is inferred that 84% of the employees agree with the working
conditions of equipments.
30
3.2 Good lighting and ventilation:
category No of employees % of employees
Disagree 12 8
Neither agree nor disagree 6 4
Agree 48 32
INTERPRETATION:
6% of the employees strongly disagree about the
lighting and ventilation in the work place.
8% of the employees disagree about the lighting and
ventilation in the work place.
about the lighting and ventilation in the work place.
32% of the employees agree that the lighting and
ventilation in the work place is good.
50% of the employees strongly agree that the
lighting and ventilation in the work place is good.
INFERENCE:
It is inferred that 82% of the employees agree that the lighting and
ventilation in the work place is good.
31
3.3. Employed near machinery emitting heat (if so company provides safety
measures):
Category No of employees % of employees
Disagree 0 0
Agree 54 36
INTERPRETATION:
0% of the employees strongly disagree that the
company provides proper safety measures.
0% of the employees disagree that the company
provides proper safety measures
that the company provides proper safety
measures.
36% of the employees agree that the company
provides proper safety measures
company provides proper safety measures
INFERENCE:
It is inferred that 92% of the employees agree that the company provides
proper safety measures
32
3.4 No accidents in the company:
Disagree 8 8
Agree 42 42
INTERPRETATION:
0% of the employees strongly disagree that there

are no accidents in the company.
8% of the employees disagree that there are no
accidents in the company.
regarding the occurrence of accidents.
42% of the employees agree that there are no
28% of the employees strongly agree that there
are no accidents in the company.
INFERENCE:
It is inferred that 70% of the employees agree that there are no accidents in
the company.
33
3.5. No frequent shifting or transfer in the company:
Disagree 3 2
Agree 84 56
INTERPRETATION:
4% of the employees strongly disagree that there is

no frequent shifting or transfer.
2% of the employees disagree that there is no
frequent shifting or transfer.
that there is no frequent shifting or transfer.
56% of the employees agree that there is no
26%of the employees strongly disagree that there is
no frequent shifting or transfer.
INFERENCE:
It is inferred that 82% of the employees agree that there is no frequent shifting or
transfer
34
II. Welfare Activity:
3.6 Good promotion policy:

Disagree 24 16
Agree 60 40
INTERPRETATION:
Out of 150 employees,
12% of the employees strongly disagree about the

good promotion policy
16% of the employees disagree about the good
promotion policy
about the good promotion policy.
40% of the employees agree about the good
promotion policy.
12% of the employees strongly agree about the
good promotion policy
INFERENCE:
35
It is inferred that 52% of the employees agree that the promotion policy is
good.
3.7. Canteen menu is good in quality:
Disagree 24 16
Agree 45 30
INTERPRETATION:

menu provided in the canteen is good in quality.
16% of the employees disagree that the menu
provided in the canteen is good in quality.
40%of the employees neither agree nor disagree
that the menu provided in the canteen is good in
quality.
30% of the employees agree that the menu provided
in the canteen is good in quality.
12% of the employees strongly agree that the menu
provided in the canteen is good in quality.
INFERENCE:
It is inferred that 40% of the employees neither agree nor disagree that
the menu provided in the canteen is good in quality
36
3.8. Drinking water is hygienic:
Disagree 0 0
Agree 90 60
INTERPRETATION:

0% of the employees strongly disagree that drinking
water is hygienic.
0% of the employees disagree that drinking water is
hygienic.
that drinking water is hygienic.
60% of the employees agree that drinking water is
hygienic.
30% of the employees strongly agree that drinking
water is hygienic.
INFERENCE:
It is inferred that 90% of the employees agree that drinking water is hygienic.
37
3.9. Rest room lockers are comfortable to all employees:
Disagree 12 8
Agree 75 50
INTERPRETATION:

rest room lockers are comfortable.
8% of the employees disagree that the rest room
lockers are comfortable.
that the rest room lockers are comfortable.
50% of the employees agree that the rest room
10% of the employees strongly agree that the rest
room lockers are comfortable.
INFERENCE:
38
It is inferred that 60% of the employees agree that the rest room lockers are
comfortable.
3.10. Latrines and urinals in good sanitary condition:
Disagree 0 0
Agree 105 70
INTERPRETATION:

latrines and urinals are in good sanitary condition.
0% of the employees disagree that the latrines and
urinals are in good sanitary condition
that the latrines and urinals are in good sanitary
condition.
70% of the employees agree that the latrines and
urinals are in good sanitary condition
latrines and urinals are in good sanitary condition
INFERENCE:
39
It is inferred that 90% of the employees agree that the latrines and urinals are
in good sanitary condition.
3.11. Good medical facilities:
Disagree 39 26
Agree 24 16
Strongly agree 6 4
INTERPRETATION:

company provides good medical facilities.
26% of the employees disagree that the company
provides good medical facilities.
that the company provides good medical facilities
about the HR department
16% of the employees agree that the company
provides good medical facilities
company provides good medical facilities.
40
INFERENCE:
It is inferred that 56% of the employees disagree that the company
III. Industrial relation:-
3.12. Good relationship between management and employee:
Disagree 0 0
Agree 104 69
INTERPRETATION:
0% of the employees strongly disagree that
there is good relationship between management
and employee.
0% of the employees disagree that there is good
relationship between management and
employee.
04% of the employees neither agree nor
disagree that there is good relationship between
management and employee.
69% of the employees agree that there is good
relationship between management and
employee.
41

is good relationship between management and
employee.
INFERENCE:
It is inferred that 96% of the employees agree that there is good relationship between
management and employee.
3.13. Relationship with co workers:

Disagree 0 0
Agree 30 20
INTERPRETATION:
0% of the employees strongly disagree that there
is good relationship with co workers.
relationship with co workers.
that there is good relationship with co workers.
80% of the employees strongly agree that there is
good relationship with co workers.
INFERENCE:
It is inferred that all employees agree that there is good relationship with co
workers.
42
3.14. Department provides good training to develop the skill:

Disagree 5 3
Agree 90 60
INTERPRETATION:
department provides good training.
4% of the employees disagree that the
disagree that the department provides good
training.
59% of the employees agree that the department
provides good training.
INFERENCE:
It is inferred that 81% of the employees agree that the department provides good
training
43
3.15. Good relationship with supervisors:

Disagree 0 00
Agree 96 64
INTERPRETATION:
0% of the employees strongly disagree that

there is good relationship with supervisors.
relationship with supervisors
disagree that there is good relationship with
supervisors
relationship with supervisors
is good relationship with supervisors.
INFERENCE:
It is inferred that 90% of the employees agree that there is good relationship with
supervisors
44
IV. Career development:
3.16. Continue with the present job:

Disagree 0 0
Agree 105 70
INTERPRETATION:
0% of the employees strongly disagree that they

would continue with the present job.
0% of the employees disagree that they would
continue with the present job.
that they would continue with the present job.
70% of the employees agree that they would
20% of the employees strongly agree that they
would continue with the present job.
INFERENCE:
It is inferred that 90% of the employees agree that they would continue with the
present job.
45
3.17. Job security:

Disagree 7 4
Agree 97 65
INTERPRETATION:
0% of employees strongly disagree that there is job

security in the company
4% of employees disagree that there is job security in the
company
11% of employees neither agree nor disagree that there is
job security in the company
65% of employees agree that there is job security in the
company
20% of employees strongly agree that there is job
security in the company
INFERENCE:
It is inferred that 85% of employees agree that there is job security in the
company.
46
3.18. Satisfaction with career prospectus:

Disagree 0 0
Agree 112 75
INTERPRETATION:
0% of employees strongly disagree that there is

satisfaction with career prospectus.
0% of employees disagree that there is satisfaction
with career prospectus.
5% of employees neither agree Nor Disagree
that there is satisfaction with career prospectus.
75% of employees agree that there is satisfaction
20% of employees strongly agree that there is
satisfaction with career prospectus.
INFERENCE:
It is inferred that 95% of employees agree that there is satisfaction with
career prospectus.
47
V. Society:-
3.19. Position in the society is better after joining the company:

Disagree 0 0
Agree 120 80
INTERPRETATION:
0% of the employees strongly disagree that the position in the

society is better after joining the company.
0% of the employees disagree that the position in the society
is better after joining the company.
10% of the employees neither agree nor disagree that the
position in the society is better after joining the company.
80% of the employees agree that the position in the society is
better after joining the company.
10% of the employees strongly agree that the position in the
INFERENCE:
It is inferred that 90% of the employees agree that the position in the
48
VI. Expenditure:-
3.20. Wages/Salary sufficient to lead the family:

Disagree 39 39
Agree 5 5
Strongly agree 0 0
INTERPRETATION:
29% of the employees strongly disagree that the wages/salary

is sufficient.
39% of the employees disagree that the wages/salary is
sufficient.
wages/salary is sufficient.
5% of the employees agree that the wages/salary is sufficient.
0% of the employees strongly agree that the wages/salary is
sufficient.
INFERENCE:
It is inferred that 68% of the employees disagree that the wages/salary is
sufficient.
49
3.21. Provision for employment of dependents in the company:

Disagree 15 15
Agree 41 41
Strongly agree 8 8
INTERPRETATION:
0% of the employees strongly disagree that there is provision

for employment of dependents.
15% of the employees disagree that there is provision for
employment of dependents.
36% of the employees neither agree nor disagree that there is
provision for employment of dependents.
41% of the employees agree that there is provision for
8% of the employees strongly agree that there is provision for
INFERENCE:
It is inferred that 49% of the employees agree that there is provision for
50
VII. Health:-
3.22. Concern for personal safety:

Disagree 107 71
Agree 0 0
Strongly agree 0 0
INTERPRETATION:
20% of the employees strongly disagree that there is concern

for personal safety.
71% of the employees disagree that there is concern for
personal safety.
9% of the employees neither agree nor disagree that there is
concern for personal safety.
0% of the employees agree that there is concern for personal
safety.
0% of the employees strongly agree that there is concern for
personal safety.
INFERENCE:
51
It is inferred that 91% of the employees disagree that there is concern for
personal safety.
3.23. Machineries and Workplaces are good to perform better:

Disagree 9 6
Agree 83 55
INTERPRETATION:
4% of the employees strongly disagree that the machineries

and workplaces are good to perform better.
6% of the employees disagree that the machineries and
workplaces are good to perform better.
machineries and workplaces are good to perform better.
55% of the employees agree that the machineries and
20% of the employees strongly agree that the machineries and
INFERENCE:
52
It is inferred that 75% of the employees agree that the machineries and workplaces are
good to perform better.
SUMMARY
OF
FINDINGS, SUGGESTIONS &
CONCLUSION
53
5.1 FINDINGS
Based on the study conducted titled Job stress the following
enlisted are the major findings.
It is inferred from the study that 84% of the employees agree that the machinery
and equipments are in good working conditions.
It is evident from the study that 82% of the employees agree that workplace is
provided with good lighting and ventilation.
The study conducted reveals that 92% of the employees agree that the company
provides proper safety measures.
It is inferred from the study that 70% of the employees agree that there are no
It is evident from the study that 82% of the employees agree that there is no
It is inferred that 52% of the employees agree that the promotion policy is good.
The study conducted reveals that 40% of the employees neither agree nor disagree
that the menu provided in the canteen is good in quality.
54
It is inferred from the study that 90% of the employees agree that drinking water
is hygienic.
It is evident from the study that 90% of the employees agree that the rest room
The study conducted reveals that 60% of the employees agree that the latrines and
urinals are in good sanitary condition.
It is inferred from the study that 56% of the employees disagree that the company
It is evident from the study that 96% of the employees agree that there is good
relationship between management and employee.
The study conducted reveals all the employees agree that there is good
It is inferred from the study that 81% of the employees agree that the department
provides good training.
It is evident from the study that 90% of the employees agree that there is good
relationship with supervisors.
The study conducted reveals that 90% of the employees agree that they would
85% of employees agree that there is job security in the company.
It is evident from the study that 95% of employees agree that there is satisfaction
It is inferred from the study that 90% of the employees agree that the position in
the society is better after joining the company.
The study conducted reveals that 68% of the employees disagree that the
wages/salary is sufficient.
It is evident from the study that 49% of the employees agree that there is
provision for employment of dependents.
91% of the employees disagree that there is concern for personal safety.
It is inferred that 75% of the employees agree that the machineries and
55
56
5.2 SUGGESTIONS
Based on the study conducted titled Job Stress the

following suggestions are put forth for perusal and implementation.
It is suggested that the management may consider revising the structure of

wages of the employees.
It is recommended that the organization can seek to improve managerial

communication skills, empower employees through participation, redesign job
to be more fulfilling, or implement organizational development programs.
It is suggested that the menu provided in the canteen shall be improved.
It is recommended that Group allotment can be done in service sector to

decrease the workload of the employees to relieve stress.
It is suggested to consider the opinion of the senior employees while taking vital
decisions.
It is recommended that the equipments and workplaces shall be frequently

monitored to improve the effectiveness of the job.
It is suggested that the counselor may be appointed to have an insight regarding

the personal opinion of the employees and render valuable suggestions that may
help to relieve stress.
It is suggested that more emphasis has to be given to medical facilities.
Special provisions have to be made for the dependents.
General suggestions for stress are put forth for the betterment of the
organization:
Management Games
Counseling programmes
Psychological training.
57
5.3 CONCLUSION
The analysis and strategies presented in previous chapter are based on the study
conducted in T V Sundaram Iyengar & Sons ltd, Madurai Division Though there are
certain limitations the researcher feels that justice has been done to the subject and an
attempt is made to present an overall picture about the Job stress of the employees.
Job stress is one of the major factors that help to maintain peace and harmony
in an organization. To restore cordial and effective working force it is essential to keep all
factors that influence the stress in control.
58
APPENDIX
59
APPENDIX
1. How do you feel about the working conditions in this organization?
Neither
Highly Highly
satisfied satisfied nor Dissatisfied
satisfied dissatisfied
Dissatisfied
1 2 3 4 5
2. What do think about the companys personnel policies?
Neither
Highly Highly
Dissatisfied
1 2 3 4 5
3. How do you feel about the nature of the job?
Neither
Highly Highly
Dissatisfied
1 2 3 4 5
4. What is your opinion about the promotion opportunities in your organization?
Neither
Highly Highly
Dissatisfied
1 2 3 4 5
5. What is your opinion about the wage and salary in your organization?
Neither
Highly Highly
Dissatisfied
1 2 3 4 5
6. What is your satisfaction level regarding the welfare programmes in your

organization?
Highly satisfied Neither Dissatisfied Highly

60
satisfied nor
Dissatisfied
1 2 3 4 5
7. What is your opinion about the recruitment policies in your organization?
Neither
Highly Highly
Dissatisfied
1 2 3 4 5
8. How do you feel about the training and development in your organization?
Neither
Highly Highly
Dissatisfied
1 2 3 4 5
9. How do you feel about the top management of this organization in making efforts
to identify and utilize the potential of the employees?
Neither
Highly Highly
Dissatisfied
1 2 3 4 5
10. What is your opinion about the top level employees guidance to their juniors?
Neither
Highly Highly
Dissatisfied
1 2 3 4 5
11. How do you feel about the HR department?
Neither
Highly Highly
Dissatisfied
1 2 3 4 5
61
12. What is your opinion about the current affairs of the organization?
Neither
Highly Highly
Dissatisfied
1 2 3 4 5
13. Development of subordinates is seen as an important part of their by the

managers
Strongly Neither Agree Strongly

Disagree Agree
Disagree nor Disagree Agree
1 2 3 4 5
14. Before taking any decision, the management consults the

Employees

Disagree Agree
1 2 3 4 5
15. Company recruits people after objective assessment of the merits of each case.

Disagree Agree
1 2 3 4 5
16. The management here is always willing to take into consideration of employee
feelings, interests, and personal needs of his/her originality and creativity.

Disagree Agree
1 2 3 4 5
17. The employees of this company have many opportunities to the advancement.
62

Disagree Agree
1 2 3 4 5
18. The company provides adequate general and technical education to its
Employees

Disagree Agree
1 2 3 4 5
19. The company plans on a regular basis for career development of its employees.

Disagree Agree
1 2 3 4 5
20. Employees belonging to different categories and departments are treated

Impartially by the management of this company.
Disagree Agree
1 2 3 4 5
63
BIBLIOGRAPHY
64
BIBLIOGRAPHY
Kothari, Research Methodology,

vikas publications
Uma sekaran, Research Methodology.
STEPHEN P. ROBBINS, ORGANISATIONAL

BEHAVIOUR
Prentice hall of India

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A STUDY ON JOB STRESS

IN T V SUNDARAM IYENGAR & SONS LTD

Final Project Report submitted to the

Prof A.K.S. SUKUMARAN Mr.S.N.R.Srikumar

Mr. S.N.R. SriKumar, Senior Lecturer, Department of Management Studies, K.L.N

part of the award of any degree of diploma.

I take this opportunity to thank our Principal, Dr. S. Ganapathy, Principal,

I greatly indebted to my faculty guide, Mr.S.N.R.Srikumar, Senior Lecturer, who

I sincerely thank Mr. Rajkumar, Deputy Manager, T V Sundaram Iyengar &

My deep sense of gratitude goes to my parents and my friends for their

A standard questionnaire was designed. The opinion gathered through

CHAPTER TITLE PAGE NO

3.1 Machineries and equipments in good working 30

3.3 Employed near machinery emitting heat 32

3.5 No frequent shifting or transfer 34

3.6 Good promotion policy 35

3.9 Rest room lockers are comfortable 38

3.14 Department provides good training to develop 43

3.16 Continuation with the present job 45

3.17 Job security 46

3.18 Satisfaction with career prospectus 47

3.19 Position in the society is better after joining the 48

3.21 Provision for employment of dependents 50

3.22 Concern for personal safety 51

3.23 Machineries and workplaces are good to 52

ABOUT THE STUDY:

Types of Job Stressors

Specific work factors

Infrequent rest breaks.

Noise and overcrowding.

Unclear responsibilities or expectations.

Distant, uncommunicative supervisors.

Job stress can be defined as the harmful physical and emotional

Five major components have been examined for Stress.

It has to separate two dimensions, pleasure and arousal. A

Good mental health is viewed as acceptable degrees of success or

To suggest remedial measures to overcome the problem of job stress for

SCOPE OF THE STUDY:

The study was conducted in various sectors at T.V.Sundram Iyengar &

Limitations of the Study:

Some of the respondents were hesitating to co-operate as they believed that

The inherent demerit of questionnaire is also considered to be a limitation.

Job stress has been a relatively neglected area of research among

ABOUT THE COMPANY:

1911-The organization has its origin in road transport when Sri.T.V.Sundram

1929-General motors appointed TVS as their authorized agents which was a

1946-TVS merged transport companies acquired earlier to form Southern

PRODUCT AND SERVICE:

Inbound logistics (components)

The companys warehousing operations encompass 400,000 sq. ft. in thirteen

OBJECTIVES OF TVS GROUP:

2. To provide the greatest satisfaction possible to our employees within our

3. To be a good member of the community and nation.

Education assistance scheme

Attendance incentive scheme

Leave travel assistance

Sri R. Ramachandran, Chairman

Sri. Suresh Krishna