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 sclf section and job placement, use of realistic
goal setting, redesigning ofjobs, 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 employee‘s 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 successfu| at everything they do. The second step consists of
replacing those irrational thoughts with more rational or reasonable ones.

One important remedy to reduce stress is the maintenance of good slecp. 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 one's
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.
1.0 INTRODUCTION

Stress an individuaI‘s adaptive response to sittntbn that is perceived as challenging threatening to the
person weIl-being.

Modern life is full of stress. An organization become more complex, the potential for stress increases.
Urbanization. industrialization and increase in scale of operatiom are some of the reasons for rising
stress. Stress is an irevitahle consequence of socio-ecommic complexity aid to some extent. its stimulant
as well. Stress in health psychology. a general term used to refer to a range of negative perceptions am
reactions experienced when pressure become too much. In health psychology. stress is typically used to
refer more generally to a range of negative perceptions and reactions.

The concept of stress and stress management is increasingly gaining recognition in literature and the
globe. Oyerinde (2004) describes stress as the biological respomes to events that threaten to overwhelm
the individual capacity to cope satisfactory in the environmett. Melinda. Ellen Jeanne ard Robert (2008)
defmed stress as powerful neuochemicals and hormones that prepare one for action to fight or flee one
don't take action, the stress responses can lead to health problems.

Every era in history has been characterized by some incapacitating diseases. Plague. Polio and
Pneumonia were eliminated when the environmental conditions were improved or when the germs or
viruses were destroyed or protected though drugs or vaccines. In the modern society we have some
characteristic diseases, but normally consider not being so easy to eliminate. It leads to psychosomatic
disease or heart disease and it is a major contributor to disturbances in one‘s emotional, family and
social life. It inhibits creativity ard personal effectiveness and it is present as general dissatisfaction that
is so obvious in our daily lives. The name of this condition is stress.

Stress is very much dynamic condition in which people confronted with opportunities, constraints or
demand related to what one desires and for which outcome is perceived to be both uncertain ard
important. Stress is associated with constraints and demand. Two conditions are necessary for potential
stress to become actual stress.

The workplace is widely regarded as a major source of stress and, as such, has been a significant focus of
research. Work stress is of concern to both occupational and health psychologists. Entrepreneurial role
stress can be defined as the harmful physical and emotional responses that occur when the
requirements of the business or job do not match the capabilies. resources. or needs of the
entrepreneur entrepreneus.

WHAT IS STRESS?

S stands for sorrow.

T stands for tension

R stands for rivalry

E stands for emotional outburst

S stands for success phobia

S stands for exit suspense.

Stress is not a useful term for scientists because it is such a highly subjective phenomenon that it defies
definition. And if you can‘t define stress, how can you possibly measure it? The term “stress" as it is
currently used was coined by Hans Selye in 1936. who defined it as “the non-spcific response of the body
to any demand for change". Selye had noted in numerous experiments that laboratory animals subjected
to acute but diffeerent noxious physical and emotional stimuli (blaring light, deafening noise, extremes
of heat or cold, perpetual frustration) all exhibited the same pathologic changes of stomach ulcerations,
shrinkage of lymphoid tissue and enlargement of the adrenals. He later demonstrated that persistent
stress could cause these animals to develop various diseases similar to those seen in humans such as
heart attacks, stroke and kidney disease.

More women are employed now than ever before, but more likely women get low productivity. low pay
and vulnerable jobs, lack of social protection and basic nghb than men according to a new report by the
intemational labor orgummtion ILO.

Davidson (1983) and Cooper (1992) in two books on managerial women and stress found that
managerial women felt isolated at work, exhibited Type A behavior and experienced greater strain than
did men. Extra pressures on managerial women included lack of self confidence and subtle forms of
discrimination.

The study confirmed the impression that working women still carry the major burden of home and
family problems.
The main aim of the study was to examine for factors that are responsible for generating entrepreneurial
role stress among women.

Objective the aim of this review was to evaluate research relating to the role of gender in the level of
workplace stress. A further aim was review of literature relating to stressor of particular relevance to
working women. The stressor include multiple roles, lack of career progress and discrimination and
stereotyping discrimination and stereotyping.

1.1 DEFINITION OF STRESS:

According to Sommerville and Lungford (1994) describe stress as a social problem.

According to Robbins and sanghi (2006) “A dynamic condition in which an individual is confronted with
an opponunity, constraints. or demand related to what he or she desire and for which the outcome is
perceived to be both uncertain and important".

According to Richard Carlson “Stress is nothing more than a socially acceptable form of mental illness"

Robins and sanghi (2006) also contributed “stress is typically discussed in a negative comext; it also has
positive value. It is an opportunity when offers a potential gain."

According to Newman and Bcchr (I979) define job stress or workplace stress as “ a situation wherein job
related factors interact with the worker to change his or her psychological and/or physiological condition
such that the person is forced to deviate from normal functioning"

According to Hans Selye “stress is the body‘s non-specific response to a demand placed on it."

According to D ‘Souza “ Nervous tension that results from internal conflicts from a wide range of external
situations.”
1.2 Meaning of Stress:

Stress may be understood as a state of tension experienced by individual facing extraordinary demands,
constraints or opportunities. The pressure of modern life coupled with the demand of the job, can lead
to emotional imbalances that are collectively labeled stress. However, stress is not always unpleasant.

Stress is a result of an interaction between an individual‘s emotional , intellectual, social and physical
resources and the demand on him or her.

Subjective and self reported evaluation of stress are just as a valied as 'objective‘ data such as statistics
on accidents or absenteeism. A recent report by National Association of Mental Health distinguishes
between stress and pressure, pressure can be defined as a de bc dcfmcd as u

subjective feeling of tension or arousal is triggered by potentially stressful situation. However, when
pressure exceeds an individual's ability to cope, the result is stress.

The health and safety Executive (HSE) defines stress as “the adverse reaction people have to excessive
pressure or other types of demand placed on them". Rcccm research shows that this ‘adverse reaction‘
can seriously undermine the quality of people's working lives and in turn, the effectiveness of the
workplace.

Richard Lamrus and Susan Folkman suggested in 1984 that stress can be thought of as resulting from an
“imbalance between demands and resources” or as occurring when ‘pressure exceeds one‘s perceived
ability to cope".

The term “stress” refers only to a stress with significant negative consequences, or distress in the
terminology advocated by Hans Selye , rather than what he call eustress a stress whose consequences
are helpful or otherwise positive. He defined this stress as a state manifested by a syndrome which
consists of all non specifically induced changes in a biologic system.
1.3 SOURCES OF STRESS :

At present stress is the number one problem for working people. It is increasing continuously day by day
due to globalization and global economic crisis. It creates the fight or flight response in the brain. The
stress hormone then circulates in the blood stream which causes the heart to speed up, the arteries to
narrow and blood sugar to rise. In our daily life we face different type of streams. such as biological,
psychological, sociological and philosophical. In any case, regardless of the stressor; the body's reaction
will be the same(Greenberg I990).

Ham Selye (1976) in his classic book The Stress of Life briefly described the stress reactivity as a three
phase process termed the general adaptation syndrome as follows:

Phase 1: Alarm Reaction

The body shows the changes characteristic of the firstrst exposure to stressor. At the same time, its
resistance is diminished and, if the stressor is sufficiently strong (severe burns, extremes of
temperature), death my result.

Phase 2: Stage of Resistance

Resistance ensures if continued exposure to the stressor is compatible with adaptation. The bodily signs
characteristic of the alarm reaction have virtually disappeared and resistance rises above normal

Phase 3: Stage of Exhaustion

Following long continued exposure to the stressor, to which the body had become adjusted, eventually
adaptation energy is exhausted. The signs of the alarm reaction reappear, but now they are irreversible,
and the individual dies (Greenberg 1990).

Table: 1 Type of Stressor & Examples

Types of Slressors Exanples

Work factors

0 Excessive work hours

' Unreasonable performance demands Physical Environment Noise and Overcrowding

' Health and safely risks ' Ergonomic problem

Organizatioml Practices Lack of autonomy

0 Poor communication

Workplace change

insecurity in Job

° High turnover

Relationship

poor relationship with superiors

Bullying or harassment

Types of Stress:

1. Acute Stress:
Acute stress is your body's immediate reaction to a new challenge, event, or demand the light or flight
response. As the pressures of a near-miss automobile accident, an argument with a family member or a
costly mistake at work sink in, your body turns on this biological response. Acute stress isn't always
caused by negative stress; it's also the experience you have when riding a roller coaster or having a
person jump out at you in a haunted house. Isolated episodes of acute stress should not have any
lingering health effects. In fact they might actually be healthy for you-- as these stressful situations give
your body and brain practice in developing the best response to future stressful situations.

Severe acute stress such as stress suffered as the victim of a crime or life- threatening situation can lead
to mental health problems, such as post traumatic stress disorder or acute stress disorder.

2. Chronic Stress

If acute stress isn't resolved and begins to increase or lasts for long periods of time, it becomes chronic
stress. Chronic stress can be detrimental to your health as it can contribute to several serious diseases or
health risks, such as heart disease, cancer, lung disease, accidents, cirrhosis of the liver, and suicide.

3. Emotional Stress

The pain of emotional stress can hit harder than some other types of stress. For example the stress that
comes from a conflicted relationship tends to bring a greater physical reaction and a stronger sense of
distress than the stress that comes from being busy at work. Therefore, it is important to be able to
manage emotional stress in effective ways. Strategies that help you to process, diffuse, and build
resilience towards emotional stress can all work well and different approaches can work in different
situations.

4. Time Stress

This kind of stress is the resultant ofone‘s worry about time or the lack thereof. One worry about the
nunber of things that one has to do, and fear that will fail to achieve something important. One might
feel trapped, unhappy or even hopeless. This stress is common in all facets of lives. Time management
skills have been advocated over the years as a useful tool
in coping wih this kind of stress.

5. Situational Stress

This stress occurs in a scary situation that one has no control over. This stress is not anticipated by the
individual and as such it is always sudden. Conflict has been identified as the major causes of situational
stress and effective conflict resolution skills have equally been identified as a possible way out.

1.5 CONSEQUENCES AND SYMPTOMS 0F STRESS:

As stated earlier stress is caused by or reaction to the external events and bring about changes in our
response and our general behaviorior. It is important lo learn how to know when our stress levels are out
of control. Stress affects the mind, body, and behavior in many ways. and everyone experiences stress
differently. Thc wuss mspomc, also callcd fight or flight response first described by Cannon refers to the
physiological and emotional changes brought on by stress hormones in response to certain situational or
event stressors (Cannon 1918). Stress associated with positive events, helps us respond effectively in
time of trauma. It also increases our performance or efficiency in ordinary times. On the other hand
distress tends to block our performance, create health problems, increase anxiety and depression, and
reduce optimal efficiency (Selye 1976). The presence of stress can be divided inlo three different
categories: i) Physiological. ii) Behavioral and iii) Psychological. Now we describe these three symptoms
as follows:

Table 2: The three categories of symptoms of stress

Physiological Symptoms Behavioral Symptoms Psychological Symtoms

Perspiration lmpulsive behavior 0 Physical trauma

' Eating disorders Depression/ isolation Moodiness

' Irritability 0 Lower energy levels Anxiety

Headaches Change in personality

Fear and Tension

Illness: laughing in a high pitch Memory problems

‘ Trembling 0 Irritable / aggressive Depression

' Urinating frequently ~ Increased errors Depression or general unhappiness

Premenstrual tension Turnover Dissatisfaction

1.6 LEVEL OF STRESS:

Level l: Immediate stress

Increased heart beatr and blood pressure Rapid breathing

Perspiring and sweaty palm

Indigestion and nervous stomach

These symtoms occur in response to a stressor that causes fright or nervousness. Your body releases
adrenalin to prepare you for action. Examples range from immediate, external danger such as a fire or a
car speeding towards you to a self imposed situation such as a job interview or first date.

Level 2 Continued stress

0 Fccings of being pressured or driven

o Exhaustion and fatigue

0 Anxiety

. Memory loss

. Colds and llu

Increase inn smoking or alcohol and caffeine consumption

These symptoms can occur when there is no relief from a Level I stress. Your body begins to release
stored sugars and fats using up its resources. For example, a long time deadline at work, or a drawn-out
divorce my lead to Level 2 stress.

Level 3 Ongoing stress

Insomnia

Errors in judgment

Personality changes

Heart disease

Mental illness

When a stressful situation is not resolved and carries on for prolonged periods, Level 3 stress can result.
Your body cannot produce the energy resources it needs and the on going strain can cause dysfunctions
and breakdowns. An unsatisfying and highly demanding job or caring for a disabled family member could
potentially cause this kind of stress.

1.7 EFFECT OF STRESS:

Negative effects

A. Impairment of cognitive functioning

A moderately common effect of stress is impairment ofone‘s mental functioning. ln some people. stress
may lead to a narrowed form of attention, reduced fexibility in thinking, poor concentration and less
effective memory storage.

Such effects are far from inevitable. (Mandhnl979)

B. Shock and disorientation:

Sever stress can leave people n dazed and confused. (Horowitz, I979) in these states people tends to feel
emotionally numb and they respond in a flat, apathetic fashion to events around therm.

C. Burnout:

Burnout is a buzzword for the eighties. This is a stress related Syndrome where in one‘s behavior comes
to be dominated by feelings of physical, mental and emotional exhaus. The physical exhaustion includes
chronic figure, weakness, and low energy. The emotional exhaustion is manifested in highly negative
attitudes towards oneself. One's work and life is general.

D. Physical probIems and illness:

The existence of connection between stress and certain kinds of physical illness has long been
recognized. Examples of illness that have long been viewed as stress related are asthma, hypertension,
migraine headache, and ulcers.

Positive effects

The beneficial effects of stress are more difficult to pinpoint than the harmful effects because they tend
to be more subtle.

C First. we would probably experience a suffocating level of boredom if we lived a stress free existence.
Life would be very dull indeed if it were altogether devoid of challenge. There is evidence that an
intermediate level of simulation and challenge tends to be optimal for most people. Although most of us
think of stress in terms of stimulus overload, it is clear that under load can be extremely unpleasant as
well.

0 Second, stress may frequently promote personal growth. Basically personal growth refers to movement
towards greater psychological health. Stress must sometimes force us to develop new skills, learn new
insights, and acquire new strengths. In other words, the adaption process initiated by stress may often
lead to personal changes for the better. Confronting and conquering a stressful challenge may lead lo
improvement in specific coping abilities and to favourable alternative in one's self-concept.

Third, today‘s stress can “inoculate" us so that we are less affected by tomorrow's stress. lf stressful
experience is moderate in intensity and does not overwhelm us, it may increase our subsequent stress
tolerance. Thus, a fellow who has previously endured business's setbacks may be much better prepared
than most people to deal with the fact that bank in about to foreclose on his home. In light of negative
effects than stress can have improved stress tolerance is a desirable outcome.

1.8 STRESS AND THE WORKING WOMEN:

Waking up at sharp 6 in the morning after retiring to bed late at night, rustling up an appetizing breakfast
for everyone while getting the kids all spruced up for school, taking care of the sundry house
requirements that demand her attention that's the average working woman's home schedule for you.
And things are not easy for her on the work front either. After all the modern workplace comes with it's
own share of tensions. The multiple roles that women find themselves compelled to play these days,
often bring about a major energy leak both at the physical as well as psychological level.

One might argue that men too face stressful situations at the workplace. True enough, but then very few
men are called upon to give their hundred percent equally at home and at work. No one says that life
should always be a smooth ride sans pressures and stress. In fact there is a school of thought which
claims moderate amounts of stress is like the rev up act, enhancing performance and producing
exhilaration. It even contributes to attaining goals and fulfilling commitments. It's the "I'm going over the
edge," kind of stress that must be completely dealt with soon enough. So how does one win over stress?

First of all. ask yourself how much time have you curved for yourself in a day, doing the things that make
you most happy?

Second, find ways to add energy to your life. Eat a wholesome breakfast, exercise a little and drink plenty
of water. Identify whether you are a morning or an evening person and learn to capitalize on your best
work times.
The next step would be to plug the source of your energy leak. Is it your home situation, office
environment, co-workers, workload, or lack of team participation that's getting to you?

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 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.

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.

0 A well structured questionnaire is framed. 0 Data is collected from the employees in AVTAR STEELS.

Findings are made and necessary suggestions and recommendations are given.

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

0 focus group interviews observation

0 case studies

0 diaries

. critical incidents

portfolios.

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, breaches, 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 I) 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.

DATA COLLECTION METHOD The data collection method used in this research is survey method. Here the
data are systematically recorded from the respondents.

RESEARCH TOOL A structured questionnaire has been prepared to get the relevant information from the
respondents. The questionnaire consists of a variety of questions presented to the respondents for their
despondence. The various types of questions used in this survey are:

Open ended questions

Closed ended questions

. Multiple choice questions

Sampling- Meaning

Sampling is that part of statistical practice concerned with the selection of individual observations
intended to yield some knowledge about a population of concem, especially for the purposes of
statistical interference. 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:

0 Defining the population of concern

~ Specifying sampling frame, a set of items or events possible to measure

Specifying a sampling method for selecting items or events from the frame Determining the sample size
0 Implementing the sampling plan

0 Sampling and data collecting

Reviewing the sampling process

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 10

STEELS 35

ACCOUNTS 25

COMMERCIAL 5

TYPE OF SAMPLING

The sampling type is non-probability which involves deliberating selections of particular units
constituting a sample, which represents the universe. STRATIFIED SAMPLING: Stratum means a layer
population from which samples are to be selected may contain a number of layers from each layer a few
samples are selected that is why this method is called stratified sampling.

STATISTICAL METHODS USED

I Percentage analysis I Bars & charts I Pie diagrams

STATISTICAL TOOLS USED

I Chi-square test

I Weighted average

STATISTICAL TOOLS USED

Chi-square test

Weighted average

PERCENTAGE ANALYSIS: Percentage refers to a special kind of ratio. Percentages are used in making
comparison between two or more series of data.

Percentage is used to describe relative terms the distribution of two or more series of data.

Percentage of Respondents=

No. of Respondents / Total Respondents

X 100

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 (Ho):

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 (H 1):

Alternate Hypothesis (H1) 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 I980. 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 l0. The
formula is given as,

x² = GQLEJY E.

Power of Association Test: lf calculated value (cal) > x² table value the Null hypothesis is rejected and it is
interpreted that the two variables are associated with each other. This chi-square test is strong one for
determining the existence of association between two variables.

WEIGHTED AVERAGE: 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 XI, X2, X3 ...xn are n values and fl, f2, f3 ........ fñ are their weights (frequencies) respectively then,

FORMULA

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:

. It will increase the reliability of the scheduler.

I It helps to restructure the scheduler.

It identifies the defects in the scheduler.

It helps to add or remove the questions in the scheduler.

AREA AND PERIOD OF SURVEY: The project was done for a period of two months from June, 2019 to
August 2019 and the survey was conducted in AVTAR STEELS, Chennai.

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 l0-15 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 ofthe
organization.

The opinion about the training programs conducted by the organization is almost better, according to
majority of the respondents.

Almost all the respondents are satisfied with the pay package provided by the organization and nearly
half of the respondents feel that they do a routine job.
Most of the respondents agree that they can complete their work within the specified time and some of
the respondents are undecided.

Nearly half of the respondents agree that they are overloaded with work.

More than half of the respondents suffer stress in their job.

Among all other factors, role overload cause more stress according to most of the respondents.

Most of the respondents from steels department suffer fi’om physical stress; most of the respondents
from accounts department suffer from mental stress, and most of the respondents from civil department
suffer from both physical and mental stress.

Most of the respondents feel only moderate level of stress and some of the respondents feel high level
of stress in their job.

More than half of the respondents have physical inconvenience due to stress and most of the
respondents suffer from headache and high blood pressure.

Almost all the respondents prefer to follow coping strategies personally, to manage stress and they
prefer to do meditation and yoga to reduce stress.

Most of the respondents say that the organization does not take suitable steps to manage stress

manage stress.

10. SUGGESTIONS
The employees must give importance to time management techniques there by

they can complete their work within the specified time.

Many tasks can be delegated to subordinates without losing effectiveness so that we can reduce the
overload of work.

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.

The organization must introduce Employee Assistance Programmes (EAPS) and stress control workshops
accordingly to the level of employees, because there is a strong relation between the level of stress and
level of employees. EAP includes counseling employees who seek assistance on how to deal with alcohol
and drug abuse, managing personal finances, handling confiicts at the work place, dealing with marital
and other family problems, and coping with health problems.

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.

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. [f we enhance the psychological well being and health of the employees, in the
coming future the organization would make more revenue as well as employee retention. Because it is
said that,

“A Healthy Employee is a Productive Employee”

BIBLIOGRAPHY

BOOKS

1. Ahuja. K.K“Industrial psychology and organizational behavior", Khanna publishers, New Delhi, 1991.

2. Biswanath Ghosh“A new look organizational behavior“. Himalaya Publishing House New Delhi, 1994.

Fineman - "A Psychological Model of Stress and its application to managerial unemployment “, Human
relations, 1979.

Ghosh P.K. and Ghorpade M.B. -“Industrial and organizational psychology“, Himalaya Publishing House,
Bombay 1991.

Kapur S.K, Punh B.K.-“Organizational Behavior and Management“, S.K. Publishers, New Delhi.

Laurie J. Mullins “Organizational Behavior ". Pitman's publishing Ltd, London, 1990.
Paul Hersey. Kenneth H, Blanchard, Dewey E. Johnson -"Organizational Behavior“. Prentice hall of India
Pvt Ltd. 1998.

Srivastava AK, “A study of Roll Stress Mental health relationship a moderator by adopted coping
strategies, psychological studies“, 1991.

Stephen P. Robbins, “Organizational Behavior“. Prentice Hall, U.K. 1999.

JOURNALS AND MAGAZINES

1. Business line, “The stress ls beginning to show". Financial Express published by Hindu, Trivandrum,
1989.

2. Brief A.P. and Atieth J.M “Studying Job Stress: Are making mountains out of mole hills?“ Journal of
occupational behavior, 1987.

3. Jamal M.. “Job Stress Type A behavior and personal and organizational consequences", Canadian
Journal of Administrative.

4. Dr.Satish Chandra Pandy. “Indian ways of “winning Stress“. The Journal of Indian Management and
Strategy, 1997.

COMPANY PROFILE

AVTAR STEELS, CHENNAI DIVISION,

Avtar Steel Ltd. is a conglomerate of companies dealing in manufacturing and exports ofa diveise range
of Stainless Steel‘s INGOTS, HOT ROLLED FLATS, ROLLED ROUNDS, FORGED ROUNDS, BRIGHT BARS as
well as ALLOY STEELS also. With two of the companies being established homes recognized by the
government of India as Pvt. Ltd Firms being reputed. High Profile, Independent. Yet Inlerlinked Units, the
picture of a professionally managed and growth oriented industrial empire is complete.
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 undeten'ed pursuits for growth and excellence the company has
assumed its present size and credence of global significance. The journey has been tedious and tiring,
the efforts Herculean. The expectations of its Patrons Nerve Wrecking and the never receding
competition in the global marketsMind Boggling. Yet success at Avtar Steel has never been an end in
itself mther a motivation to outperform its previous accolades. And all through this long. Tedious and
soul and body wrecking process of evolution, the

beautiful melody of the words of learned David Frost has been its constant companion:

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

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 expetise and services required. We will
endeavour to create high quality products that enable the growth of our organimtion 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 worker‘s 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

Department of finance and Accounts

Deparunem of Sales

Department of operations

Department of commercial

Department of Legal

Depanment of project

1) HUMAN RESOURCE DEPARTMENT IN AVTAR STEELS CHENNAI As like any other organization, HR
department at AAI also takes the responsibility in maintaining its employee's welfare as well as its policy.

Main functions
it identifies and meets the man power requirements of Chennai steels.

It recruits and selects the Group ‘C’ and ‘D‘ positions

it implements welfare measures and carries out performance appraisal

techniques.

It conducts training and development programmes

It ensures discipline and maintains industrial relations.

Quality policy of the HR Department

"Select the right personnel for the Right job and provide him with the right

working at",

Manpower position at Chennai Steels:

TABLE

Main activities

1) Recruitment and promotion celL

2) Disciplinary cell.

3) Perfonnance appraisal cell

4) Advances (H BA, Vehicle and other advance)

5) Leave cell

6) Trainingand welfare cell.

7) LTE and CEA cell.

8) Services records

9) Central dispatch

10) Central diary

HUMAN RESOURCE POLICY & RULES

Transfer policy:

Generally, transfers are meant to utilize the individual skill/potential in areas in which he/she has been
trained or skilled. The transfer policy shall apply to all the transferable posts in all discipline.

1. Nomal transfer season: for both inter region and intra region.

Normal transfer season would be (April & May, each year)

2. Inter regional transfer.

3. intra regional transfer

4. Home town

5. Transfer on promotion.

6. Transfer to tenure stations.

7. Transfer from tenure stations.

8. Exemptions from transfer.

Employee welfare measures in AVTAR STEELS The employee welfare program at AVTAR STEELS in based
on the management policy, which is aimed shaping perfect employees. Therefore, the concept of
employee's welfare includes tow aspects, namely physical and mental welfare.

Welfare at AVTAR STEELS is,

1. Application of merit system or work perlbnnance system as the basis for

employee rewarding

2. Employee insurance program to provide the employees with better security.

3. Improvement in health security for one employees and their families, so that they

may work confidently and productively.

4. Receives on social psychology no reach a balance between physical and mental

well being.

5. Providing facilities for employees to make use of the allowance for housing,

vehicles etc.

6. Providing education allowance for employee's children for their studies.

7. Providing rest rooms to live the employees to relax after the light schedule.

Employee motivation schemes

1. Incentive scheme for acquiring professional additional qualifications

2.Production linked incentive

3. Flexible complementing scheme (FCS): Staffs that have been waiting for

promotion for long years after completing the eligibility period.

4. Career progression scheme (CPS): As a one time measure Asst. managers/managers in various
discipline are eligible for consideration for promotion to the next higher post.

Combinatlon of different kinds of leaves / holidays

- Regular leave Saturday, Sundays Casual leave

- Restricted holiday

- Compensatory holiday

- Holidays

- Special casual leave

2) DEPARTMENT OF FINANCE AND ACCOUNTS

Functions:

-Maintenance of a system of fmancial control, internal check and financial

scrutiny of all expenditure and revenue proposals.

- Disbursements to staff including retired persons

- Disbursements to outside agencies for supplies and services provided.

- Revenue billing, follow up and realization.

- Preparation of budget and maintenance of a proper system of budgetary control.

- Maintenance of financial accounts in accordance with the directions of Headquarters and preparations
of financial statements.

- Management of info systems.

-Coordinating with internal and external audit and government audit for smooth disposal of audit
queries.

Different sections in accounts department:

1. Revenue section.

2. Steels accounts section.

3. Budget and accounts section

4. Works section

5. Establishment sections

6. Contributory provident fund section (CPF)

3) DEPARTMENT OF STEELS

Export

Import

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, mullimodal
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:

- Receipt and disposal of complaints and possible action on comments and

suggestions from the passenger / user agencies.

- 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.

- Handling of VVIPS/VIPS and, up keep and allotment of retiring rooms.

- 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.

- Coordination with electrical, civil electronics departments for service ability

of terminal facilities.
- Coordination with airlines/agencies and regulatory authorities in the steels.

- Endeavoring enjoyable transit for passengers.

-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 opemtors in improving the
financial viability of the steelss.

Functions:

- Management of all commercial revenue contracts

-All space allotment s in the steels area

- Insurance of AVTAR STEELS assets

- Allotment of residential quarters

-Allotment of community centre

- Recommendation of passes to concessionaires/agencies.

- Manage ground handling functions

-Administrative work.

6) DEPARTMENT OF LEGAL

Objectives:

- To minimize the cases against AVTAR STEELS

- Providing legal assistance/advice to other dept on the queries required. Speedy disposal of the tiles.

- Attending and making available facts oat the time of contingency situations of AAI and acting according
to the contingency plan.

Documents maintained:

- Policy circular issued of the HQ.

- Regulation of AAI.

- Delegation of power.

- Judgment copies of the important cases.

- Notification tiles.

7) DEPARTMENT OF GROUND FLIGHT SAFETY

Functions:

- Issue of temporary permanent vehicle permits

- Arranging airfield environment management and aerodrome committee meetings.

- Issue of airfield driving permit to drivers/operators.

- Arranging full scale air crash mockup exercise.

- Arranging for disabled aircraft movement.

- Correspondence with air traffic services/ Hqrs/ airlines/ municipalities.

- Implement safety management systems and future developments

8) DEPARTMENT OF PROJECT

The project department handles with under taking of new pmjects 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:

As per the head of the depanment 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.

RESPONSIBILITIES AND FUNCTIONS:

-Over all proper admin of work contract and shall ensure that all provisions of contract agreement are
correctly implemented.

-To accord technical sanction and approval of draft NIT as per

- Delegation of power.

- To assist and guide engineer in charge. In processing and defending the arbitration proceedings.

- To exercise effective budgetary control.

-To issue completion certificates.

- To attend periodical HOD meetings conducted by APD.

Civll Department:

The main duty of civil department is to examine the details which are given

in the report as per the requirement. The total expenses for the completion of the project, number of
bricks required, and time required for the completion of the project and the necessity of the product.

Duties and Responsibllltles

- To project yearly budget for the maintenance and original works.

-Responsible for utilization of funds provided in the approved budget.

- To guide engineer in charge and approval of extra items/ substituted items.

- To finalize replies to CTE'S observations and submit the same with in the stipulated time.

- Follow up observations of quality control and those raised by technical and financial audit.

- To exercise effective budgetary control.

- The civil department is not only responsible for the construction works but

also take care of the environment of the steels through horticulture.

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:

lngots 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 :

TABLE

2. BRIGHT BARS :

In Steel Industry we are known amongst the Best Bright Bar producers in INDIA. The

production range includes Rounds, Flats, lngots, Strips up to 15000 tons per annum.
3. HOT ROLLED BLACK BARS:

Our Hot Rolled Bar is perfect product for the needof the forging companies, likewise

upsetting or Re-Rolling.

- 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 intemal soundness in the rolled

products.

- At every step proper identification and traceability of the material is maintained

for the proper sorting of the material as per grade vise.

4. FLATS:

Flats of different sizes and lengths confirming to all standards and grades are manufactured at Avtar
Steels The products are well suited for all industrial applications It covers the range of both standard as
well as special products. Flats are manufactured continuing to ISO standards.

5. FORGED :

Heavy Forged rounds weighing are specially used in forging industry.

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 standands 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.

7. FLAT (ACID BRIGHT):

Flats of acid bright of different sizes and lengths confirming to all standards and grades are
manuliactured 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.

Avtar Steel manufacture all types of Flats (Acid Bright):

TABLE

8. COLD ROLLED PATTA:

Cold Rolled Patta of different sizes and lengths confirming to all standards and grades are manufactured
at Avtar Steel. The products are wellsuited for all industrial applications It covers the range of both
standard as well as special products are manufactured confirming to ISO standards.