ProjectlReportlon

“AntecedentslandlConsequencesloflStresslManagementlatlDynamaticlTechnologieslltd”
BY
RAKSHITHlHlR

(1DT16MBA34)

Submittedlto
VISVESVARAYAlTECHNOLOGICALlUNIVERSITY,lBELGAUM
Inlpartiallfulfillmentloflthelrequirementslforlthelawardlofltheldegreelof
MASTERlOFlBUSINESSlADMINISTRATION
Underlthelguidancelof
INTERNALlGUIDE lllllllllllllllllllllllllllllllllEXTERNALlGUIDE

AsmeenlMahapatro Hitishinillllllllllllllllllllll

AssistantlProfessor lHlRlmanager

DepartmentloflManagementlstudiesl
DayanandalSagarlAcademyloflTechnologylandManagement
Udayapura,lKanakapuralRoad,lBangalorel560l082l
Batchlofl2016l-l18
 ACKNOWLEDGEMENT

IlwishltolexpresslmylprofoundlgratitudeltolDr.B.R.Lakshmikanta,lPrincipal,lDSATMlBa
ngalorelforlhislconstantlencouragementlandlwordsloflmotivation.

IlalsolexpresslmylsincerelthanksltolDr.lGeethalReddy,lH.O.D,lDSATM,lM.B.A.lDepartm
entlforlbeinglthelbackboneloflsupportlthroughoutlthelproject.

ItlislmylforemostldutyltolexpresslmylwholeheartedlthanksltolmylguidelAsmeenlMahapatro,
lAssistantlProfessor,lDepartmentloflManagementlStudieslforlhislvaluablelguidance,lsupp
ortlandlmotivationlduringlthelcourseloflthislprojectlwork.lHislinspirationslatleverylstagelofl
mylworklhavelhelpedlmelimmenselylinlcompletionloflthislprojectlworklandlpreparatidonlofl
report.

MylprofoundlthanksltolHitishini,lHlRlManagerl,lDynamaticlTechnologieslltdl,lwholtookl
keenlinterestlinlexplaininglconceptslandlimpartinglnecessarylinputslpertainingltolthelprojectl
work,lwithoutlwhich,litlwouldlnotlhavelbeenlpossiblelforlmeltolcompletelthislwork.lIlamlals
olverylthankfulltolotherlexecutiveslandlstaffloflthelcompanylforltheirlco-operation.
Last,lbutlnotlthelleast,lIlamlindebtedltolmylfamilylmemberslandlfriendslforltheirlblessingsla
ndlencouragement.

Place:lBangalore RAKSHITHlHlR

Date: (1DT16MBA34)
 DECLARATION

I,lRAKSHITHlHlRllherebyldeclarelthatlprojectlreportlentitledl“Antecedentslandl
ConsequencesloflStresslManagementlatlDynamaticlTechnologieslltd”lunderlthel
guidanceloflAsmeenlMahapatrolAssistantlprofessorlDepartmentloflManagementl
Studies,lDayanandalSagarlAcademylOflTechnologylandlManagementlandlextern
allguidancelbylHitishinilHRlManager.l

Ilalsoldeclarelthatlthislprojectlworklisltowardslthelpartiallfulfilmentlofltheluniver
sitylregulationslforlthelawardlofldegreeloflMasterloflBusinesslAdministrationlby
lVisvesvaryalTechnologicallUniversity,lBelagaum.l

IlhavelundergonelalsummerlProjectlforlalperiodlTenlweeks.lIlfurtherldeclarelthat
lthislprojectlislbasedlonloriginallstudylundertakenlbylmelandlhaslnotlbeenlsubmi
ttedlforlthelawardloflanyldegreel/ldiplomalfromlanylotherlUniversity/lInstitution.

Place:lBangalorellllllllllllllllllllllllllllllllllllllllllllllllllllllllllllRAKSHITHlHlR

Date:llllllllllllllllllllllllllllllllllllllllllllllllllllllllllllllllllllllllllllllll(1DT16MBA34)
 Tablelloflcontent

Sl.No Content Page Number

1 Introduction 1-9

2 Conceptual0background0and0literature0review 10-21

3 Research Design 22-25

4 Analysis and Interpretation 26-43

5 Findings, Conclusion, Suggestions 44-47

 List of tables

Sl.N Name Of Table Page

o Numb
er

1 Age0profile0of0the0employees0 26

2 Eduction0qualifications0of0the0employees 27

3 Employees0working0experience0in0the0company 28

4 How0often0employees0face0stress0situation0in0your0organization 29

5 Work0culture0supportive0in0organization 30

6 Stress0due0to0top0level0management 31

7 Relaxation0programs0organized0company0for0the0employees 32

8 Grievance0handling0system0in0organization 33

9 Satisfaction0with0employees0qualification0and0job0profile0match 34

10 Showing0communicate0directly0to0the0next0level0officer0about0your0wo 35
rk0stress
11 Level0of0job0security0in0work0place 36

12 Employees0targets0and0deadlines0are0often0unrealistic. 37

13 Discrimination0among0the0peers 38

14 Does0work0put0a0strain0on0your0family/relationship 39

15 Handle0stress0personally0from0employees 40

16 Leave0approvals0when0required0without0any0management0interference. 41

17 Employees0having0enough0time0to0spend0for0their0personal0interests/ho 42
bbies.
18 Increase0in0demands0from0personal0relationship 43
 List of Graph

Sl.N Name Of Graph Page

o Numb
er

1 Age0profile0of0the0employees0 26

2 Eduction0qualifications0of0the0employees 27

3 Employees0working0experience0in0the0company 28

4 How0often0employees0face0stress0situation0in0your0organization 29

5 Work0culture0supportive0in0organization 30

6 Stress0due0to0top0level0management 31

7 Relaxation0programs0organized0company0for0the0employees 32

8 Grievance0handling0system0in0organization 33

9 Satisfaction0with0employees0qualification0and0job0profile0match 34

10 Showing0communicate0directly0to0the0next0level0officer0about0your0wo 35
rk0stress
11 Level0of0job0security0in0work0place 36

12 Employees0targets0and0deadlines0are0often0unrealistic. 37

13 Discrimination0among0the0peers 38

14 Does0work0put0a0strain0on0your0family/relationship 39

15 Handle0stress0personally0from0employees 40

16 Leave0approvals0when0required0without0any0management0interference. 41

17 Employees0having0enough0time0to0spend0for0their0personal0interests/ho 42
bbies.
18 Increase0in0demands0from0personal0relationship 43
 CHAPTER 1
INTRODUCTION

1.1 INTRODUCTION
DYNAMATIC HYDRAULICS™, India
The Dynamatic Hydraulics™ creation workplaces in Bangalore use cutting edge advances
and current equipment to manufacture a broad assortment of refined Hydraulic Valves and
uncommonly uniquely fitted Hydraulic Solutions connecting from essential Hydraulic
Pumping Units to complex Marine Power Packs and Aircraft Ground Support Systems to
Turnkey Industrial Installations.

Dynamatic Hydraulics™ produces a wide extent of Hydraulic Gear Pumps in Cast Iron and
Aluminum that find application in Agricultural Equipment, Construction Equipment,
Material Handling Equipment, Mining and Drilling Equipment and in Marine applications.

1.2 INDUSTRY PROFILE

DYNAMATIC HYDRAULICS™, India

The Dynamatic Hydraulics™ creation workplaces in Bangalore use front line advances and
current equipment to manufacture a broad assortment of refined Hydraulic Valves and
astoundingly exceptionally fitted Hydraulic Solutions connecting from fundamental
Hydraulic Pumping Units to complex Marine Power Packs and Aircraft Ground Support
Systems to Turnkey Industrial Installations.

Dynamatic Hydraulics™ produces an expansive extent of Hydraulic Gear Pumps in Cast Iron
and Aluminum that find application in Agricultural Equipment, Construction Equipment,
Material Handling Equipment, Mining and Drilling Equipment and in Marine applications.It
creates stream with enough energy to beat weight actuated by the heap at the pump outlet. At
the point when a water driven pump works, it makes a vacuum at the pump channel, which
powers fluid from the repository into the delta line to the pump and by mechanical activity
conveys this fluid to the pump outlet and powers it into the pressure driven framework.
Hydrostatic pumps are certain relocation pumps while hydrodynamic pumps can be settled
dislodging pumps, in which the uprooting can't be balanced, or variable removal pumps,
which have a more convoluted development that enables the dislodging to be balanced.
Albeit, hydrodynamic pumps are more successive in everyday life. Hydrostatics pump which
are of different sorts takes a shot at the guideline of Pascal's law. It expresses that the
expansion in weight at one purpose of the encased fluid in harmony of rest is transmitted
similarly to every single other purpose of the fluid, unless the impact of gravity is dismissed.

A water driven motor is a mechanical actuator that converts weight driven weight and stream
into torque and exact movement (upset). The water driven motor is the rotational accomplice
of the weight driven chamber as an immediate actuator. Generally widely, the class of
contraptions called weight driven motors has now and again joined those that continue
running on hydropower—to be particular, water engines and water motors—anyway in the
present wording the name as a rule implies more especially to motors that use water driven
fluid as a noteworthy part of close weight driven circuits in momentum weight driven
equipment.

1.3 COMPANY PROFILE

Dynamatic headways ltd(DTL) was merged on eighth walk 1973, progressed by Mr.J.K.
Malhoutra, indicate chief DTL was developed with particular joint exertion from Dowty
Hydraulic Hydraulics ltd. In 1984, it indigenized the advancement and completed their
organized exertion with Dowty, getting the opportunity to be one of the key player in the
power through weight field in India and around the globe.

Association's thing broaden covers 2800 arrangements of energy through weight prepare
pumps and water control structures, which is their claim to fame. They in like manner have
extended applications in the obstruction and aeronautics region and in metallurgy. With that
start thirty three years back, they have now gained some astonishing ground with reliably
growing size of errands and plants for expansion. Association's essential amassing plants and
moreover the head office is suited at Dynamatic stop, Peenya, Bangalore. They have 2 plants
in Chennai and 1 plant in Swindown, UK.

A water driven motor is a mechanical actuator that converts weight driven weight and stream
into torque and exact migration (unrest). The water driven motor is the rotational accomplice
of the weight driven chamber as an immediate actuator. Generally widely, the class of
devices called weight driven motors has on occasion fused those that continue running on
hydropower—to be particular, water engines and water motors—anyway in the present
wording the name as a general rule suggests more especially to motors that use water driven
fluid as a noteworthy part of close weight driven circuits in flow weight driven equipment.

1.4 VISION & MISSION

1.4(a) VISION

 Develop products & technologies in line with national priorities.

 Achieve global competence.

 To operate at the international level, to think global & to be the world’s largest
producer of hydraulics gear pumps.
 Transform the organization into a knowledge based organization.
1.4(b) MISSION

 It has been company’s endeavour to keep abreast of the changes, both

technological & societal, while chalking out growth chart, be it the ISO.

 9000 certification for quality systems or the ISO 14000 certification for
environmental standards, they believe that their role in society is that of the
responsibility &accountable organization that is actively contributing to society.

1.5 QUALITY POLICY

 It is the policy to provide creative & innovative solutions to delight the

customers at cost effective prices on a continuous basis.
 By delivering superior value to the customers they will build a successful
business model for themselves.

1.6 PRODUCT PROFILE

1.6(a) AUTOMOTIVE SECTOR
Dynamatic Technologies makes prevalent quality Ferrous and Non-Ferrous Automotive
Components for Technology based applications for driving worldwide car OEM's.

1.6(b ) DYNAMETAL
Dynametal will take after the current and most recent metallurgical procedure to fabricate
unrivaled nature of non-ferrous combination and castings for avionics, car and modern
employments. Dynametal varies from other because of its warmth treatment process which
negligible softening loss& there will be no contain of gas in the metal. It has the limit in
alloying metals and castings.
1.6( c) HYDRAULIC
Dynamatic hydraulicsis one among the world's biggest maker of power through pressure
Gear pumps and is essentially focused on remaining in number one position. DH has 2
cutting edge offices keeping in mind the end goal to produce which is situated in Bangalore,
India, and Swindon, UK.
1.6( d) AEROSPACE SECTOR
Dynamatic-oldland Aerospace is a pioneer in the improvement of outlining Airframe
Structures and Precision Aerospace or flying parts. The organization's most recent Aerospace
or aeronautics generation area in India and UK to convey clients with high esteem desires by
working together with specialized productivity with UK measures in Indian plants.
1.6( e) HOME LAND SECURITY
Dynamatic country security offers bleeding edge arrangements in security to expand the
India's ability to confront the current security dangers. Organization's solid Research and
Development capacity joined with the intense joint effort, DTL have risen with driving
"worldwide security innovation" organizations which uphold to offer potential clients.
1.6(f )FLUID POWER SYSTEM
DTL gives client inviting surrounded answers for clients. Item separation from
straightforward water power drawing units to easy to understand Marine Power Packs,
complex structure Aircrafts Ground Support System.

1.6(g) ENGINEERED SOLUTIONS IN AGRICULTURE EQUIPMENT INDUSTRY

DTL has obtained the Swindown plant which is worked together and has begun building
focus at Bangalore which includes the additional item run which consolidates designing
creativity with horticulture which has high capability of effectiveness and development. With
a specific end goal to achieve the clients desires that is taken a toll proficiency and
arrangements which are esteem included, built arrangements are planned.
1.7 INFRASTRUCTURE FACILITIES
DTL has got very much furnished rooms with offices of LED and OHP's which are utilized to
prepare the representatives and learner understudies. Inward correspondence is for the most
part through official reminders, which are sent to the required individual/office. On the off
chance that the correspondence proposed for every one of the general population in the
organization, it must be set up on the notice board. They have three notice board, one on the
Hydrolics shop floor, one on the Aerospace floor, the other on the primary floor arriving
close to the container and third in the Aero machine shop.
1.8 COMPETITIRS INFORMATION
A few renowned companies which are manufacturing Hydraulics Gear Pumps they are:-
1. Bosch
2. Eaton
3. Rexroth
4. Catching Hydraulics Company Ltd
5. Team Hydraulic
6. Columbus Hydraulic Company Inc
7. Sun Hydraulic
8. Myzak Hydraulic
In the Aerospace Industry, DTL is the monopolist as there are no different rivals in Airframe
structures and exactness aviation segments and DTL is cooking more towards the Indian
Aerospace industry and customers are fundamentally HAL.

1.9 SWOT ANALYSIS

1.9(a) STRENGTH

 The DYNAMATIC TECHNOLOGIES LIMITED (DTL) is Asia’s largest

producer of Hydraulic Gear Pumps & one of the top 5 worldwide.

 DTL is now supplying hydraulic gear pumps to all 14 tractor

manufactures in India.

 Over 85% of all agricultural tractors & construction equipment produced

in India are powered by pumps produced by DTL hydraulic.

 DTL produces 2800 varieties of hydraulic gear pumps.

  DTL have a good loyalty from customers.

 Gradual increase in the Sales rate from year to year.

 The improved overall performance has been leveraged by the DTL to

negotiate substantial reduction in financial cost.

 The DTL imparts training to workman for working on multiple machines

along with combination of reengineering of processes, which has
constantly increased the productivity level.

 The extensive training programs includes 5s quality system in the DTL.

 Six-Sigma problem solving techniques have been employed.

 Exports continue to be the growth drive. Company has now been

approved as a global strategic source by the world’s leading agricultural
& construction equipment manufacturers such as John Deere, Case New
Holland, CLASS, JCB, etc

1.9(b) WEAKNESS

 Cost of production increasing drastically.

 Profit rate of the DTL decreasing from last few years.

 Poor working capital management.

 Power intensive, dependant on power and any miscarriage here results in under-
utilization of capacity.

 Any drastic change in monsoon & climatic condition can fluctuatethe production of
company as it being manufacture of tractor based hydraulic pumps.

 Needs updating with the times in terms of plants & machinery.

1.9(c) OPPORTUNITIES

 Increasing demand for DTL products in the market.

  Competition between the suppliers. Its helps to company to get price benefits from the
suppliers.

 Infrastructure development process also gives new opportunities for DTL.

 Many governments plan.

 The automotive components industry is poised to witness significant change over the
next decade.

 The outsourcing boom in auto component industry offers great opportunities for
growth.

 However, growth opportunities available in this segment make it very attractive for
any business.

 DTL wishes to grow rapidly in this segment & counter the pricing pressures by
adding global customers like FORD, NISSAN<& PSA & Build higher value-add in
its existing supplies by graduating to supplying complete assemblies wherever
possible rather than only parts.

 DTL is continuing to develop numerous variants of pumps used in the industrial

sector, with an aim of increasing penetration in this lucrative & growing market.

1.9(d) THREATS

 Enormous pressure to cut down prices from customers can seriously

affect profit margins witch appear to be the biggest threat to this industry.

 Some products depending on the Agriculture Industry. Monsoon &

Agriculture Industry performance also impact on the DTL Business.

 Increase in the cost of inputs.

 Strong competition from foreign companies.

1.10 FUTURE GROWTH & PROSPECTS

 DTL is growing rapidly with the turnover growing strongly over the past few years.

 Exports are expected to constitute 15-20% of the company’s turnover in the next 2
 years.

 The company also expects to acquire better technologies to support over all business
and gain over all inorganic business growth with a better synergy effect.

 Company looks forward to working closely with Northop Grumman’s Electronic

Systems sectors to help meet the advanced technology aerospace and defence product
& service needs identified by the Indian Ministry of defense going forward, a world-
leading provider of advanced military radar, electronic warfare & other avionics
systems.

CHAPTER 2
CONCEPTUAL BACKGROUND AND LITERATURE REVIEW

2. THEORETICAL BACKGROUND OF STUDY

2.1 Stress Management

Stress organization is an extensive variety of methods and psychotherapies went for
controlling a man's level of weight, especially unending weight, as a rule to enhance
customary working. In this particular circumstance, the term 'extend' suggests just to a stress
with colossal negative results, or agony in the wording maintained by Hans Selye, rather than
what he calls eustress, a weight whose outcomes are valuable or otherwise.Stress produces
different physical and mental reactions which move as demonstrated by each individual's
situational factors. These can consolidate physical prosperity rot and furthermore debilitation.
The strategy of stress organization is named as one of the keys to a cheery and productive life
in display day society. Regardless of the way that life gives different solicitations that can
exhibit hard to manage, push organization gives different ways to deal with regulate
uneasiness and keep up general flourishing.

Despite stretch frequently being thought of as a subjective undertaking, levels of weight are
quickly quantifiable, using vrious physiological tests, similar to those used as a piece of
polygraphs.
Various rational weight organization frameworks are available, some for use by prosperity
specialists and others, for self change, which may empower a man to diminish their levels of
weight, give productive notions of control over one's life and propel general well-
being.Evaluating the ampleness of various weight organization systems can be troublesome,
as limited research at the present time exists. Consequently, the entirety and nature of
affirmation for the diverse strategies moves comprehensively. Some are recognized as
reasonable prescriptions for use in psychotherapy, while others with less affirmation favoring
them are seen as elective medications. Various master affiliations exist to progress and give
planning in common or elective medicines.

2.2 There are a couple of models of weight organization, each with specific illuminations of
instruments for controlling weight. Altogether more research is essential to give an
unrivaled understanding of which parts truly work and are intense for all intents and
purposes.

2.3 MODELS

A. Transactional Model
Richard Lazarus and Susan Folkman proposed in 1981 that weight can be considered due to
an "imbalance among solicitations and resources" or as happening when "weight
outperforms one's evident ability to adjust". Stress organization was made and presented
on the likelihood that weight isn't a quick response to a stressor however rather one's
advantages and ability to adjust intervene the weight response and are affable to change, in
this way empowering stress to be controllable.
B. HEALTH REALIZATION/INNATE HEALTH MODEL
The prosperity affirmation/inherent prosperity model of weight is moreover settled on the
likelihood that weight does not by any means take after the closeness of a potential stressor.
As opposed to focusing on the individual's examination of claimed stressors in association
with his or her own specific adjusting aptitudes (as the esteem based model does), the
prosperity affirmation show bases on thought, communicating that it is finally a man's
perspectives that choose the response to possibly disquieting external conditions. In this
model, extend results from assessing oneself and one's conditions through a mental channel
of precariousness and negativity, however an estimation success occurs in view of advancing
toward the world with a "peaceful identity".

This model prescribes that helping concentrated on individuals grasp thought—especially

enabling them to see when they are in the hold of insecure thinking, isolate from it, and
access trademark valuable assumptions—will diminish their weight.

2.3 TYPES
A. ACUTE STRESS
Exceptional weight is the most understood sort of stress among individuals around the globe.
Extraordinary weight deals with the weights of the not all that far off future or dealing with
the greatly later past. This sort of stress is routinely misconstrued for being a negative hint.
While this is the circumstance in a couple of conditions, it is in like manner a comment
grateful for to have some serious stress for the duration of regular daily existence. Running or
some other kind of movement is seen as a serious stressor. Some empowering or exciting
experiences, for instance, riding an insane ride is an extraordinary weight yet is commonly to
a great degree pleasant. Exceptional weight is a transient weight and in like manner, does not
have enough time to do the mischief that whole deal weight causes.

B. CHRONIC STRESS
Consistent weight isn't at all like serious weight. It wearingly influences people that can
transform into a serious prosperity danger if it continues over a drawn out extend of time.
Relentless weight can provoke memory adversity, hurt spatial affirmation and make a
lessened drive of eating. The reality shifts from individual to individual and moreover sexual
introduction difference can be an essential factor. Women can take longer terms of stress than
men without exhibiting the same maladaptive changes. Men can oversee shorter weight term
better than anything women can yet once folks hit a particular farthest point, the chances of
them making mental issues increases drastically.
2.4 LITERATURE REVIEW
Taylor (1991), USA,18 Cochrane Library:-
A movement and a music program was reviewed using two treatment get-togethers and a no
intervention control which was sitting tight for the dynamic mediation to be available.
Undertaking to bundles was sporadic. Test wearing out was low and considered in the
examination. Both treatment intercessions are arranged as work compel reinforce. Sentiments
of nervousness were assessed by the Perceived Stress Scale. Diminished weight was found in
the action total after the intervention, yet extend extended in the control gathering. The
refinement in push decreasing between the two drugs was not basic, notwithstanding the way
that the qualification against the control was important for the two medications. In any case,
the clinical centrality of the weight diminishing was dark. Also, the effects of the control
condition were not clear: paying little heed to in the case of sitting tight for the ventures to be
given could assemble feeling of uneasiness. It should be contemplated that the action and
music programs are possibly reasonable, yet this should be seen with caution.

Kwandt (1992), USA,19 CINAHL

The effect of a keenness and a loosening up program was attempted. The two activities are
appointed workforce support. A phony treatment total got a workshop on the use of
neurological evaluation. The intercessions were given in only a solitary session, which
continued for three hours. Task to groups was sporadic. According to the Psychiatric Nurses'
Occupational Stress Scale, the mean post-test score adjusted for pre-test level was most
hoisted in the loosening up get-together, next in the entertainment factor social occasion, and
minimum in the control collect The qualifications were not immense. Comparative results
were demonstrated all around in the subscales. Methodological inadequacy is noted in view
of the little case measure and far reaching whittling down. Thusly, it is hard to achieve
derivations.

Razavi (1993), Belgium,22 Cochrane Library

A loosening up getting ready program was broke down. The program is considered to revolve
around work drive support. A phony treatment intervention contained a proportional number
of addresses on theory examination. Assignment to bundles was unpredictable. The program
used a Chinese variation of the Nurse Stress Checklis in nine point Likert orchestrate. The
results showed a greater reducing in stress in the treatment assemble than the phony treatment
gathering, which was verifiably imperative. The researchers in like manner used another size
of weight related ponder, the Chinese General Health Questionnaire28; scores on this
exhibited alike results. The huge deficiency is that the conclusion was had without producing
the results of phony treatment intercession on stress into thought. Also the arranging of
managing the scales was not flawless, with assessments being driven toward the complete of
the key session and toward the beginning of the last session. Despite the way that the
treatment total exhibited a more unmistakable lessening in stress than the phony treatment
assembling, the revelations should be seen with alarm in light of potential inclination.

Tsai and Crockett (1993), Taiwan,20 Cochrane Library

A loosening up getting ready program was broke down. The program is considered to revolve
around work drive support. A phony treatment intervention contained a proportional number
of addresses on theory examination. Assignment to bundles was unpredictable. The program
used a Chinese variation of the Nurse Stress Checklis in nine point Likert orchestrate. The
results showed a greater reducing in stress in the treatment assemble than the phony treatment
gathering, which was verifiably imperative. The researchers in like manner used another size
of weight related ponder, the Chinese General Health Questionnaire28; scores on this
exhibited alike results. The huge deficiency is that the conclusion was had without producing
the results of phony treatment intercession on stress into thought. Also the arranging of
managing the scales was not flawless, with assessments being driven toward the complete of
the key session and toward the beginning of the last session. Despite the way that the
treatment total exhibited a more unmistakable lessening in stress than the phony treatment
assembling, the revelations should be seen with alarm in light of potential inclination.
Carson (1999), UK,23 CINAHL
This examination considered an informational program and a phony treatment intervention.
The treatment intervention is seen as work compel support. The phony treatment hoard was
outfitted with a booklet on extend organization and feedback on the scores on an undefined
surveys from the treatment. Conveyance to groups was subjective. The trial used the
DeVilliers Carson Leary Stress ; comes to fruition indicated more critical weight decreasing
in the phony treatment amass than the treatment gathering. These qualifications were truly
colossal. Regardless of the way that the phony treatment accumulate enhanced results than
the treatment assembling, the level of weight lessened after the mediation in the treatment
gather as well. Scores on two unique scales which oversaw weight related thoughts, the
General Health Questionnaire30 and the Maslach Burnout Inventory,31 moreover maintained
this result. The effect of the intervention is tended to, yet possibly fruitful .A tremendous
wearing out of subjects inside the little case size could impact the results. Moreover, the
effects of the phony treatment intervention were dark.
Lee and Crockett (1994), Taiwan,21 Cochrane Library
The makers investigated a program of certainty planning, which is seen as staff support. A
phony treatment intervention involved sessions about new development on PC applications.
This examination was only a solitary inside this review which accomplished blinding the
subject to whether the intercession they got was treatment or phony treatment. Assignment to
clusters was sporadic. A Chinese variation of the Perceived Stress was used, uncovering
observational data for authenticity. Results showed a more important diminishing in stress
among the treatment total than the phony treatment gathering. The refinement was
quantifiably basic. Regardless, the phony treatment intercession could be suspected to
inconvenience the recipients and make estimations of stress. It is subsequently assumed that
the program may be fruitful, yet should be seen with alarm.

Proctor (1998), UK,13 Cochrane Library

This examination broke down the effect of giving composed getting ready and a standard
help program. In spite of the way that the intervention was delineated as an educational
logbook in the report, it is seen therefore as introducing a changed nursing technique. The
mediation is along these lines considered as characteristic organization rather than staff
support. A control accumulate got no mediation. Technique for task to clusters was
subsequently not unpredictable. The Occupational Stress Indicator was used. Stress was
developed all subscales post-intervention in both the treatment and control social events
(indicate scores were not nitty gritty). The differentiations between clusters were not basic.
Scores on the General Health Questionnaire reinforced this finding. This is a tolerably
particularly coordinated examination. Test appraise was sensibly huge and the treatment and
control bundles were similar in nature and number. The mediation was managed for a for the
most part whole deal. Methodological inadequacy incorporates the extensive illustration
consistent misfortune avoided in the examination and the nonattendance of examination using
outright scores. There were various leveled and authoritative changes in a couple of
associations under the examination, which maybe influenced the development in feeling of
uneasiness in both treatment and control get-togethers. In any case, if taking a gander at the
changes in feeling of tension definitely, the level of addition was more unmistakable in the
control bundle than the treatment total on all pointers. One may state that the program isn't
productive as the differences between the two social events were not authentically basic, yet
it is possibly effective for diminishing tension.

Russler (1991), USA,15 Medline

This examination researched a subjective, conduct, and physiological program. The
mediation is marked as work force bolster. It was contrasted with a fake treatment,
mindfulness program including self written work and recognizable proof of stressors, and a
no intercession control. Designation to bunches was arbitrary. The State-Trait Anxiety
Inventory was utilized with no immediate appraisal of stress. Measurable trial of the
outcomes showed no noteworthy contrast between the three gatherings on any subscales at
pre-or post-treatment. As a result of neglecting to report anxiety scores, it isn't conceivable to
audit the adjustments in feeling of anxiety. Moreover, impacts of the fake treatment
mediation were not considered in the investigation. Along these lines, it is difficult to close
whether the program is compelling or not.

Berg (1994), and Hallberg and Norberg (1993),

Sweden,16 17 Cochrane Library and hand look through The impact of presenting
individualized nursing care was tried. The techniques are viewed as ecological
administration. Attendants on an intercession ward were contrasted with those on a control
ward. Stress related mental measurements were evaluated by three approved scales, the
Swedish form of the Burnout Measure,35 the Maslach Burnout Inventory,36 and the Strain in
Nursing Care Scale created by the analysts. Change in feeling of anxiety after the intercession
demonstrated a bigger lessening in the treatment aggregate on all subscales; in any case,
every measurable test showed this to be non-critical. This examination was precisely directed,
with well idea choice of the wards and institutionalization of the members' perspectives and
information toward the begin. The aftereffects of factually not critical contrasts were
conceivably a direct result of the little example estimate in each gathering and vast whittling
down with respect to it. Neglecting to break down with add up to scores likewise makes it
hard to precisely gauge the viability of the program since the legitimacy of the scales
depended on their aggregate scores. Hence the constructive outcome ought to be seen with
alert.
Melchior(1996), Netherlands,14 Cochrane Library
The impact of presenting essential nursing in healing facility wards was analyzed. The
mediation speaks to changing the workplace, and is in this manner ecological administration.
No intercession was given on control wards. The pressure related estimation utilized was a
deciphered form of the Maslach Burnout Inventory .Analysis of the outcomes demonstrated
stable feeling of anxiety at pre-and post-treatment in both treatment and control gatherings.
Examination was finished with subscales just, and consequences of aggregate score were not
given. It was accounted for that there was impersonation of the intercession by the control
amass because of a data spillage. It is consequently difficult to make determinations.

Wilmar B. Schaufeli (1991)

This writing survey exhibits a diagram of word related pressure and burnout in remedial
establishments, in view of 43 examinations from 9 nations. In the first place, the
pervasiveness of different pressure responses among prison guards (COs) is talked about:
turnover and truancy rates, psychosomatic infections, and levels of employment
disappointment and burnout. Next, exact confirmation is outlined for the presence of 10
particular stressors in the CO's activity. It gives the idea that the most prominent stressors for
COs are part issues, work over-burden, requesting social contacts (with detainees, associates,
and directors), and poor societal position. At last, in light of 21 articles, individual-arranged
and association situated ways to deal with decrease work pressure and burnout among COs
are talked about. It is reasoned that especially the last is by all accounts a promising road for
decreasing employment push and burnout in remedial establishments.

Weiss M. (1983):-
The Author examined the wellsprings of Job pressure that is connected to Job
disappointment, Job related strain and nervousness and decreased efficiency and
effective¬ness. He attempted to decrease wellsprings of stress with the goal that he can
pre¬vent the harmful wellbeing results. Through his examination he decided the capability of
social help that ease the injurious outcomes of stress.

Aslaug Mikkelsen(26 Nov 2010):-

There is motivation to trust that numerous wellbeing and stress mediations flop because of
negligence to the impacts of intercession usage forms, however assessments of these
procedures are discovered just once in a while in the writing. The target of the present
investigation was to investigate the issue of snags to execution that may happen when stress
and wellbeing intercessions are presented in work associations. The investigation was led as a
procedure assessment of seven diverse individual and authoritative intercessions. Meetings
were led in 22 post workplaces, 12 hierarchical units of a Norwegian region, and in 10 shops
in a shopping center. The meetings occurred when the mediations. The accompanying key
process factors were recognized the capacity to gain from disappointment and to spur
members multi-level support and arrangement, and contrasts in hierarchical observation
understanding into unsaid and casual authoritative conduct illumination of parts and
obligations, particularly the part of center administration; and contending ventures and
rearrangement.
Anthony D. Lamontagne (19 Jul 2013):-
A high appraising was characterized as both hierarchically and exclusively engaged, versus
direct (authoritative just), and low (individual as it were). Studies utilizing high-appraised
approaches speak to a developing extent of the activity stretch mediation assessment writing.
Individual-concentrated, low-appraised approaches are viable at the individual level,
positively influencing singular level results, however tend not to have great effects at the
authoritative level. Authoritatively centered high-and direct appraised approaches are helpful
at both individual and hierarchical levels.

Matteson, M. T., & Ivancevich, J. M. (1987).

Controlling Work Stress is about representatives with issues that are the result of excessively
and at times, too little pressure. Made out of three sections, this work examines how
associations can help with battling worry in ways that advantage both the representatives
included and the association itself. Section One gives a prologue to the point of pressure by
and large and to business related pressure particularly. It clarifies why stretch is a critical
point to associations and to the individuals who are in charge of overseeing them. It likewise
diagrams what broken pressure can cost organizations and why these expenses ought not and
require not be paid. At long last, it gives a foundation and structure to the rest of the book.
George(1987):-
Basic episode stretch administration (CISM) contains a scope of emergency intercession
benefits that more often than exclude precrisis preparing, singular emergency advising, bunch
questioning, and postincident referral for essential and optional casualties. CISM is used to
address the outcome of savage acts, and has advanced from before emergency intercession
and gathering mental questioning strategies. These methodologies have been utilized all
through the world, and CISM is developing as a standard of care.

Chiesa, M.D(May 2009):-

MBSR demonstrated a nonspecific impact on pressure lessening in contrast with an idle
control, both in diminishing pressure and in improving otherworldly existence esteems, and a
conceivable particular impact contrasted with a mediation intended to be fundamentally
proportionate to the contemplation program. An immediate correlation think about amongst
MBSR and standard unwinding preparing found that the two medicines were similarly ready
to decrease pressure. Besides, MBSR could lessen ruminative reasoning and characteristic
tension, and in addition to build sympathy and self-empathy.

Thomas W(22 Sep 2008):-

Work environment stress can be characterized as the adjustment in one's physical or mental
state in light of working environments that represent an assessed test or danger to that worker.
Research has demonstrated that there are various components that add to work environment
stretch. These variables incorporate a poisonous workplace, negative workload,
disconnection, kinds of hours worked, part strife, part uncertainty, absence of self-
sufficiency, vocation advancement obstructions, troublesome associations with heads and
additionally colleagues, administrative tormenting, badgering, and authoritative atmosphere.
Should the stressors proceed with, the worker is at critical danger of creating physiological
and mental clutters that can prompt expanded non-attendance, hierarchical brokenness, and
diminished work efficiency.
Stephen Palmer(1 Sep 2005):-
The present audit inferred that the proof with respect to the part of sexual orientation in
working environment stress and stressors was conflicting. Confinements of the exploration
were featured and suggestions for training were talked about.

Mc Vicar(2 December 2003):-

Stress intercession measures should center around pressure counteractive action for people
and also handling authoritative issues. Accomplishing this will require facilitate near
investigations, and new devices to assess the power of individual trouble.

CHAPTER 3
RESEARCH DESIGN
3.1 STATEMENT OF PROBLEM
Each business firm anyway of all shapes and sizes needs to keep up stock and its constitutes a
basic piece of the working capital. It has been assessed that stock in Indian enterprises
constitute a criticalness part of the present resource. Inventories required a hugeness
speculation to procure them as well as to hold them.

3.2 OBJECTIVES

 To identify the personal factors responsible for causing stress among the employees.

 To analyze the organizational and work related factors leading to stress among the
employees.
  To assess the impact of stress on employee's efficiency and productivity in the
organization.

 To elicit and assess the stress management Techniques as expressed by employees.

 To suggest successful implementation of coping mechanism among the employees of

DTL.

3.3 SCOPE OF THE STUDY

 The area of the study primarily concentrates, to find out the effectiveness of stress
management in organizations.

 The study is conducted for a period of one month; the data has been surveyed
through internal sources.

3.4 RESEARCH METHODOLOGY OF THE STUDY

A focal piece of research action is to build up a powerful research procedure or plan.

Strategy includes the most appropriate techniques for examination. The idea of research
instrument, the inspecting plan and the sort of information are additionally chalked out in
this.

The examination configuration constitutes the blue print for the gathering, estimation and
investigation of information. It helps the specialist in the assignment of his constrained
assets by posturing vital decisions from which decisions can be made.

Normally Research configuration is the arrangement and structure of examination. So

considered as to get answers to examine question. The arrangement is the general plan or
program of the examination.
 3.4(a) SOURCES OF DATA COLLECTION

To collect the data I have used both primary and secondary data collection method.

1. Primary data :

This data is collected thought direct discussion with officials of the company.
 Interaction of the personal of the company.
 Direct observation in inventory flow.

2. secondary data:

the data which are collected by researcher referring some books and text for
the purpose of study are known as secondary data.
This data has been collected using books text articles and magazines. This data
plays a vital role for analysis interpretation. like a
 balance sheet.
 Turn over statements
 Monthly organizational statements.
 Company records.

3.5 HYPOTHESES

3.5(a) Sampling:

It is the way toward finding out about the populace based on test drawn from the parcel
inside the populace and keeping it as a significant point for ponder. Along these lines in the
universe is contemplated and the conclusions are drawn for the whole universe. An
example is a sub-set of populace units.

3.5(b) Sample size

The sample size of this study is 100 respondents.

3.5(c) Methods of Sampling:

 The various type of sampling can be grouped under two broad heads: Probability sampling
and Non-probability sampling.

A ) Probability Sampling Method:

B )Non-Probability Sampling Methods:

3.5(d) Tools for data collection

 Questionnaires were used to collect the primary data.

 Secondary data was collected from interest and magazines to get on overview of the
entire system.

CHAPTER 4

4.1 ANALYSIS AND INTERPRETATION

Table 1: Showing age profile of the employees
Age group No. of employees Percentage
Less than 25 18 18%
25to35 32 32%
35 to45 25 25%
45to55 15 15%
More than 55 10 10%
Total 100 100%

Analysis:
The above table demonstrates that 18% of representatives are under 25 age gathering, 32% of
workers are 25to35 age gathering, 25% of workers are 35 to45 age gathering, 15% of workers
are45to55 age gathering and staying 10% representatives are more than the 55 age gathering.
Graph 1: Showing graph age profile of the employee

No. of employees
35
30
25 No. of employees
20
15
10
5
0
Less than 25 25to35 35 to45 45to55 More than 55

Interpretation:
The above chart demonstrates the greater part of respondents are 25to35 and 35to45 time of
workers and around 57% of representatives are has a place with this age gather as it were.

Table 2: Showing eduction qualifications of the employees .

Qualification No. of employees Percentage
<UG 13 13%
UG 58 58%
PG 12 12%
>PG 8 8%
Others 9 9%
Total 100 100%

Analysis:-
The above table demonstrates that 7% representatives are having the instruction capability
lesser than the Under Graduation, 58% of workers are Under Graduates, 12% representatives
are Post Graduates, 3% representatives are having the training capability more than the Post
Graduation, and remaining 7% representatives training capability are (ITI, Diploma, and so
forth) others.
Graph 2 : Showing eduction qualifications of the employees
 No. of employees
60
50
40 No. of employees
30
20
10
0
<UG UG PG >PG Others

Interpretation:
The above diagram demonstrates that in the organization they are having the Under
Graduation qualified employess more than the half.

Table 3: Showing the employees working experience in the company.

No of years No. of employees Percentage
Less than 5 43 43%
6-10 36 36%
11-15 15 15%
More than 15 6 6%
total 100 100%

Analysis:
The above table demonstrates that 43% of representatives are having the working knowledge
of not as much as the 5 years, 36% of representatives are worked 6to10 years, 15% of
workers are worked 11to15 years and 6% of workers are worked more than the 15 years in
the organization.
Graph 3: Showing the employees working experience in the company.
 Series 1

45
40
35
30
Series 1
25
20
15
10
5
0
less than 5 6to10 11to15 more than 15

Interpretation:
The above graph shows that the more employees are freshers and upto 5 years of work
experiance in the company.
Data analysis and interpretation on Organizational factors:
Table 4: Showing how often employees face stress situation in your organization.
No. of employees Percentage
Definitely 2 2%
Mostly 9 9%
Rarely 35 35%
Sometimes 49 49%
Not at all 5 5%
total 100 100%

Analysis :
The above table demonstrates that 2% of representatives certainly, 9% of workers for the
most part, 35% of laborers once in a while, 49% of workers some of the time, and 5% of
representatives are not in any manner confronting pressure circumstance in the association.
Graph 4 : Showing how often employees face stress situation in your organization.
 No. of employees
50
45
40
35 No. of employees
30
25
20
15
10
5
0
Definitely Mostly Rarely Sometimes Not at all

Interpretation :
From the above graph it shows that most of the employees (49%) are sometimes they are
facing stress in the organization. And it tells that the stress situation in organization is low.

Table 5: Showing work culture supportive in organization.

No. of employees Percentage
Definitely 30 30%
Mostly 26 26%
Rarely 29 29%
Sometimes 11 11%
Not at all 4 4%
total 100 100%

Analysis :
Above table shows that 30% of employees are definitely getting the support from
organization, 26% employees are mostly, 29% employees are rarely, 11% employees are
sometimes and 4% employees are not at all getting the any support from the organization.
Graph 5 : Showing work culture supportive in organization.
 No. of employees
30

25

20
No. of employees
15

10

0
Definitely Mostly Rarely Sometimes Not at all

Interpretation :
From the above graph it clear that work support from the organization is not constant. It
changes from one work to an other work.
Table 6 : Showing Stress due to top level management.
No. of employees Percentage
Definitely 7 7%
Mostly 12 12%
Rarely 42 42%
Sometimes 26 26%
Not at all 13 13%
total 100 100%

Analysis :
This table shows that 7% of employees are definitely, 12% of employees are mostly, 42% of
employees are rarely, 26% of employees are sometimes, and 13% of employees are not at all
facing the stress due to top level management.
Graph 6 : Showing Stress due to top level management.
 No. of employees
45
40
35
30 No. of employees
25
20
15
10
5
0
Definitely Mostly Rarely Sometimes Not at all

Interpretation :
From the above graph it clears that in the organization rarely the stress is there from the top
level management.
Table 7 : Showing relaxation programs organized company for the employees.
No. of employees Percentage
Definitely 7 7%
Mostly 15 15%
Rarely 29 29%
Sometimes 46 46%
Not at all 3 3%
Total 100 100%

Analysis :
This table shows that 7% of employees are definitely, 15% of employees are mostly, 29% of
employees are rarely, 46% of employees are sometimes, and 3% of employees are not at all
taken any relaxation programs which was organized by the company.
Graph 7 : Showing relaxation programs organized company for the employees.
 No. of employees
50
45
40
35
30 No. of employees
25
20
15
10
5
0
Definitely Mostly Rarely Sometimes Not at all

Interpretation :
From the above graph it shows that from the company sometimes the relaxation programs are
conducted to the employees.
Table 8 : Showing grievance handling system in organization.
No. of employees Percentage
Definitely 5 5%
Mostly 27 27%
Rarely 41 41%
Sometimes 19 19%
Not at all 8 8%
total 100 100%

Analysis :
This table shows that 5% of employees are definitely, 27% of employees are mostly, 41% of
employees are rarely, 19% of employees are sometimes, and 8% of employees are not at all
facing the grievance handling system in the organization.
Graph 8: Showing grievance handling system in organization.
 No. of employees
45
40
35
30
No. of employees
25
20
15
10
5
0
Definitely Mostly Rarely Sometimes Not at all

Interpretation :
Above graph shows that the grievance handling system in the organization is rarely
conducted. And that is not followed regularly.
Data analysis and interpretation on job related factors:
Table 9 : Showing satisfaction with employees qualification and job profile match.
No. of employees Percentage
Definitely 45 45%
Mostly 27 27%
Rarely 18 18%
Sometimes 4 4%
Not at all 6 6%
Total 100 100%

Analysis :
This table shows that 45% of employees are definitely, 27% of employees are mostly, 18% of
employees are rarely, 4% of employees are sometimes, and 6% of employees are not at all
satisfied with the education qualification which matches to job profile.
Graph 9 : Showing satisfaction with employees qualification and job profile match.
 No. of employees
45
40
35
30 No. of employees
25
20
15
10
5
0
Definitely Mostly Rarely Sometimes Not at all

Interpretation :
From this graph it shows that in the company the employees qualification is definitely
matching in the majarity of the job profile.
Table 10:Showing communicate directly to the next level officer about your work stress.
No. of employees Percentage
Definitely 11 11%
Mostly 9 9%
Rarely 32 32%
Sometimes 37 37%
Not at all 11 11%
total 100 100%

Analysis :
This table shows that 11% of employees are definitely, 9% of employees are mostly, 32% of
employees are rarely, 37% of employees are sometimes, and 11% of employees are not at all
communicate directly to the next level officer about their work stress.
Graph10:Showing communicate directly to the next level officer about your work
stress.
 No. of employees
40
35
30
25 No. of employees
20
15
10
5
0
Definitely Mostly Rarely Sometimes Not at all

Interpretation:
from the above graph it shows that employees will communicate directly to the next level
officer about their work stress rarely or sometimes.
Table 11: Showing level of job security in work place.
No. of employees Percentage
Definitely 83 83%
Mostly 9 9%
Rarely 8 8%
Sometimes 0 0%
Not at all 0 0%
total 100 100%

Analysis :
This table shows that 83% of employees are definitely, 9% of employees are mostly, 8% of
employees are rarely, having the job security in the work place.
Graph 11 : Showing level of job security in work place.
 No. of employees
90
80
70
60
No. of employees
50
40
30
20
10
0
Definitely Mostly Rarely Sometimes Not at all

Interpretation :
This graph shows that in the work place definitely there is a job security from the company.
Table 12 : Showing is employees targets and deadlines are often unrealistic.
No. of employees Percentage
Definitely 15 15%
Mostly 12 12%
Rarely 53 53%
Sometimes 19 19%
Not at all 1 1%
total 100 100%

Analysis :
This table shows that 15% of employees are definitely, 12% of employees are mostly, 53% of
employees are rarely, 19% of employees are sometimes, and 1% of employees are not at all
telling that their targets and deadlines are often unrealistic.
Graph 12 : Showing is employees targets and deadlines are often unrealistic.
 No. of employees
60

50

40
No. of employees
30

20

10

0
Definitely Mostly Rarely Sometimes Not at all

Interpretation :
This graph shows that in the company rarely employees targests and deadlines are often
unrealististic.
Table 13 : Showing discrimination among the peers.
No. of employees Percentage
Definitely 2 2%
Mostly 6 6%
Rarely 9 9%
Sometimes 19 19%
Not at all 64 64%
total 100 100%

Analysis :
This table shows that 2% of employees are definitely, 6% of employees are mostly, 9% of
employees are rarely, 19% of employees are sometimes, and 64% of employees are not at all
having the discrimination among the peers.
Graph 13 : Showing discrimination among the peers.
 No. of employees
70

60

50
No. of employees
40

30

20

10

0
Definitely Mostly Rarely Sometimes Not at all

Interpretation :
From this graph it shows that in the work place not at all discrimination among the peers.
Data analysis and interpretation on personal related factors:
Table 14 : Showing does work put a strain on your family/relationship.
No. of employees Percentage
Definitely 27 27%
Mostly 12 12%
Rarely 5 5%
Sometimes 41 41%
Not at all 15 15%
total 100 100%

Analysis :
This table shows that 27% of employees are definitely, 12% of employees are mostly, 5% of
employees are rarely, 41% of employees are sometimes, and 15% of employees are not at all
facing work strain on family/relationship.
Graph 14 : Showing does work put a strain on your family/relationship.
 No. of employees
45
40
35
30 No. of employees
25
20
15
10
5
0
Definitely Mostly Rarely Sometimes Not at all

Interpretation :
Graph showing in the company sometimes work strain affecting to employees
family/relationship.
Table 15 : Showing handle stress personally from employees.
No. of employees Percentage
Definitely 38 38%
Mostly 15 15%
Rarely 11 11%
Sometimes 31 31%
Not at all 5 5%
total 100 100%

Analysis :
This table shows that 38% of employees are definitely, 15% of employees are mostly, 11% of
employees are rarely, 31% of employees are sometimes, and 5% of employees are not at all
handle the stress personally.
Graph 15 : Showing handle stress personally from employees.
 No. of employees
40
35
30
25 No. of employees
20
15
10
5
0
Definitely Mostly Rarely Sometimes Not at all

Interpretation :
This graph shows that definitely or sometimes handle the stress personally.
Table 16 : Showing leave approvals when required without any management
interference.
No. of employees Percentage
Definitely 0 0%
Mostly 2 2%
Rarely 8 8%
Sometimes 13 13%
Not at all 77 77%
Total 100 100%

Analysis :
This table shows that 0% of employees are definitely, 2% of employees are mostly, 8% of
employees are rarely, 13% of employees are sometimes, and 77% of employees are not at all
get approvals of leave when they required without any management interference.
Graph 16 : Showing leave approvals when required without any management
interference.
 No. of employees
80
70
60
50 No. of employees
40
30
20
10
0
Definitely Mostly Rarely Sometimes Not at all

Interpretation :
This graph shows that in the company employees not at all get the leave approvels when they
required without any management interference.
Table 17 : Showing is employees having enough time to spend for their personal
interests/hobbies.
No. of employees Percentage
Definitely 2 2%
Mostly 9 9%
Rarely 35 35%
Sometimes 49 49%
Not at all 5 5%
total 100 100%

Analysis :
The above table shows that 2% of employees definitely, 9% of employees mostly, 35% of
workers rarely, 49% of employees sometimes, and 5% of employees are not at all having
enough time to spend for their personal intrests/hobbies.
Graph 17 : Showing is employees having enough time to spend for their personal
interests/hobbies
 No. of employees
50
45
40
35 No. of employees
30
25
20
15
10
5
0
Definitely Mostly Rarely Sometimes Not at all

Interpretation :
From the above graph it shows that rarely or sometimes employees having enough time to
spend for their personal intrests/hobbies.
Table 18 : Showing increase in demands from personal relationship.
No. of employees Percentage
Definitely 15 15%
Mostly 12 12%
Rarely 53 53%
Sometimes 19 19%
Not at all 1 1%
total 100 100%

Analysis :
This table shows that 15% of employees are definitely, 12% of employees are mostly, 53% of
employees are rarely, 19% of employees are sometimes, and 1% of employees are not at all
get increase in demands from personal factors.
Graph 18 : Showing increase in demands from personal relationship.
 No. of employees
60

50

40
No. of employees
30

20

10

0
Definitely Mostly Rarely Sometimes Not at all

Interpretation :
This graph shows that in the company rarely employees get increase in demands from
personal factors.

CHAPTER 5
Findings, Conclusion and Suggestions.

5.1 SUMMARY OF FINDINGS :

The task is identified with the investigation on stretch administration and keeping the
accompanying target are finding touched base after examination and understanding.

 From explore it is discovered that in the organization adornments are looked after
 legitimately.

 The showcasing division has its distinctive methodologies like valuing, advancement,
and place.

 The organization exchanges are recorded in PC just by utilizing of prophets

programming bundles. That CCMS and IIMS.

 Majority of the respondents are in the age gathering of over 40-50 years.

 Most of the respondents qualified degree.

 Majority of the respondents are from the HR office.

 The the majority of the respondents generally strong in work culture.

 The greater part of the respondents are once in a while confronted pressure
circumstance in an association.

5.2 CONCLUSION :
As I have been engaged with this undertaking to examine on the subject called contemplate
on STRESS MANAGEMENT , I have discovered a few discoveries. In light of these
discoveries, I might want to presume that Employees are evaluated based withopen, formal,
and casual framework it is smarter to do in support Company without disregarding worker
goodness.
After each interim of examination therapeutic trainings must be given according to the new
patterns. In a similar way workers the individuals who have demonstrated great execution
they must be compensated repaid with the goal that they feel persuaded. And furthermore the
organization has refreshed the representatives with the growing new patterns of innovative
administrative vistas.
5.3 SUGGESTIONS :
This study is expected to contribute for building and maintaining a base of committed
employees who are profitable for the organization. A stress management system to be valid
must be

 Relevant

 Not Contaminated

 Not Deficient

 Timely and continuously monitored.

Before implementing a performance appraisal system the organization should be answerable
to these questions,

 Is Performance Appraisal system Valid?

 Is it Reliable?

 Is it Sensitive?

 Is it Practical?

 Is it Acceptable?

 Is it been made known to all the employees?

 Is it really worth spending on performance appraisal program

5.4 BIBLOGRAPHY.

5.4(A) : BOOKS.

 David Allen, Stress Management, Brown Book Groups, 22nd April 2015.

 D.M Pestonjee, Stress and Work, SAGE Response, Satish Pandey, 18th July 2013.

 Deep Trivedi, I Am The mind, Aatman innovations, Disha, 21st July 2016.

 Timothy F, Stress Test, Random House Busines, Geithner, 26th April 2015.

5.4(b) : ARTICLES :
 Taylor, D. N. (1995). Effects of a behavioral stress-management program on
anxiety, mood, self-esteem, and T-cell count in HIV-positive men. Psychological
Reports, 76(2).

 Kwandt (1992),Effects of a stress management program for hospital staffs on their

coping strategies and interpersonal behaviors. Industrial health, 50(6).

 Razavi (1993),Communication training for health professionals who care for

patients with cancer: a systematic review of effectiveness. Supportive Care in
Cancer, 12(10).

 Tsai and Crockett (1993),Pathways to adulthood: Towards a unifying framework.

 Carson (1999),Stress management interventions. Occupational stress: Personal

and professional approaches, 157-174.
 Lee and Crockett (1994),Stress management interventions. Occupational stress:
Personal and professional approaches, 157-174.
 Proctor (1998),. An examination of family adjustment among Operation Desert
Storm veterans. Journal of Consulting and Clinical Psychology, 76(4), 648.
 Russler (1991), Multidimensional stress management in nursing education.
Journal of Nursing Education, 30(8), 341-346.
 Berg (1994), Stress prevention in bus drivers: Evaluation of 13 natural
experiments. Journal of Occupational Health Psychology, 5(1), 11.
 Melchior(1996),The effectiveness of current approaches to workplace stress
management in the nursing profession: an evidence based literature review.
Occupational and environmental medicine, 60(1), 10-15.
 Wilmar B (1991),Evaluation of the Financial Threat Scale (FTS) in four
European, non-student samples. Journal of Behavioral and Experimental
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