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Stress Management among low level employees in Hospitality Industry - A case study
in India” by LAP LAMBERT Academic Publishing, Germany. ISBN-978-3-659-81958-2
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STRESS MANAGEMENT AMONG LOW LEVEL
EMPLOYEES IN HOSPITALITY INDUSTRY- A case study
in India
It‘s my pleasure in publishing my book on stress management. I felt
there is a reason to believe in sharing the knowledge experienced by
me in a business corporation where the stress management
initiatives have been started due to my research. The benefits are
visible now and it prompted me to share the way of going about it.
This book will help those in favour of increasing productivity and
bottom line profit of any organization.
The methodology used is simple enough to start with and any HR
manager can use this model to improve upon. The questionnaire
given can be suitably modified and used with my prior permission. It
is my pleasure to record my deep sense of thankfulness to
Mr.B.Radhish Kumar, HR Manager, for providing me an opportunity
to do my case study project in their esteemed organization. My
special thanks to all the employees of Hotel Savera, Chennai (the
sample unit) for their kind co-operation. I also thank my Colleagues
Dr.J.Swaminathan and Mrs.K.Bharathipriya who co authored the
book and supported in my analysis and completion of my research.
I record my deepest gratitude to my publishers and my editor.
Feedbacks are most welcome which will encourage my knowledge
sharing endeavors.
1
ABSTRACT
Stress is normal parts of life that can either help us learn and
grow or can cause us significant problems. It is a condition or feeling
experienced when a person perceives that “demands exceed the
personal and social resources the individual is able to mobilize.” The
extra-organizational stressors, organizational stressors and group
stressors were perceived to be the stressful.
The study helps to identify the level of stress, stress due to
changing work place, sources of stress at work and provide suitable
suggestions to reduce it. The study considering as descriptive study,
the primary data’s are collected from the low level employees of Hotel
Savera, Chennai. The sample size is taken for the study is 113. The
data are collected through scheduled questionnaire which is having
28 questions. 5 point scale is used to find out the factors for stress.
The statistical tool chi-square is used for analyzing the data.
The major findings are Extra-organizational and group stressors
mostly affected the stress level and the suggestions are made based
on the findings.
The management can reduce the stress among the employees
through conducting various programs like vocational tours, cultural
programs, sports, classes for yoga and meditations, meeting, and
counseling.
2
CONTENTS
S.NO. TITLE PAGE.NO.

CHAPTER – I INTRODUCTION
1.1.Introduction 4
1.2.Problem identification 11
1
1.3.Need of the study 12
1.4.Scope of the study 12
1.5.Review of literature 13
2 CHAPTER – II COMPANY PROFILE 17
CHAPTER – III RESEARCH DESIGN
3.1.Objectives of the study 22
3 3.2.Research methodology 22
3.3.Area of the study 24
3.4.Period of the study 24
3.5.Limitations of the study 24
CHAPTER – IV DATA ANALYSIS AND
4 25
INTERPRETATION
CHAPTER – V FINDINGS AND SUGGESTIONS
5 5.1.Findings 70
5.2.Suggestions 71
6 Conclusion 73
Annexure 74
7
Bibliography 77
s
3
CHAPTER-I
1. INTRODUCTION
1.1 INTRODUCTION
Day to day life is full of stress- both on the personal and the
professional fronts. Pressure of time often results in people reporting
to their workplace with migraine attacks, body aches, mental strains,
etc. stress, therefore, is a costly business affair, that affects two
aspects-first, the employee’s health –which directly affects the
second-the organization’s profits. This is so because, if the health
does not allow the body to function normally, it will lead to increased
absenteeism, late comings and short leaves in the organization’s
growth and profit since employees are the main source of profit
generation for an organization.
Stress is strain, force, tension, emphasis, difficulty, break down,

anxiety, depression. A man‘s life today faces all sorts of challenges
and obstacles that hamper his normal functioning, and most of the
times, the pressure is too hard to handle. When we are expected to
meet the changing demands, we undergo stress.
1.1.1 STRESS
The word stress is derived from the Latin word "stringi", which
means, "to be drawn tight”. Stress is simply a fact of nature -- forces
from the outside world affecting the individual. The individual
4
responds to stress in ways that affect the individual as well as their
environment.
In general, stress is related to both external and internal factors.

External factors include the physical environment, including your job,
your relationships with others, your home, and all the situations,
challenges, difficulties, and expectations you're confronted with on a
daily basis. Internal factors determine your body's ability to respond
to, and deal with, the external stress-inducing factors. Internal factors
which influence your ability to handle stress include your nutritional
status, overall health and fitness levels, emotional well-being, and the
amount of sleep and rest you get.
1.1.2 STRESS AT A GLANCE:
¾ Stress is normal parts of life that can either help us learn

and grow or can cause us significant problems.
¾ Stress releases powerful neurochemicals and hormones
that prepare us for action (to fight or flee).
¾ If we don't take action, the stress response can create or
worsen health problems.
¾ Prolonged, uninterrupted, unexpected, and
unmanageable stresses are the most damaging types of
stress.
¾ Stress can be managed by regular exercise, meditation or
other relaxation techniques, structured timeouts, and
5
learning new coping strategies to create predictability in
our lives.
¾ Many behaviors that increase in times of stress and
maladaptive ways of coping with stress -- drugs, pain
medicines, alcohol, smoking, and eating -- actually
worsen the stress and can make us more reactive
(sensitive) to further stress.
¾ While there are promising treatments for stress, the
management of stress is mostly dependent on the
willingness of a person to make the changes necessary
for a healthy lifestyle.
1.1.3 TYPES OF STRESS:
Two types of stress may be distinguished:
ACUTE STRESS
Acute stress is usually for short time and may be due to work
pressure, meeting deadlines pressure or minor accident, over
exertion, increased physical activity, searching something you
misplaced, or similar things. Symptoms of this type of tension are
headaches, back pain, stomach problems, rapid heartbeat, muscle
aches or body pain.
CHRONIC STRESS
This type of stress is the most serious of all the stress types.
Chronic stress is a prolonged stress that exists for weeks, months, or
6
even years. This stress is due to poverty, broken or stressed families
and marriages, chronic illness and successive failures in life. People
suffering from this type of stress get used to it and may even not
realize that they are under chronic stress. It is very harmful to their
health.
1.1.4 CAUSES OF STRESS
Whenever our body feels something not favorable, then it tries

to defend itself. If this situation continues for a long time, then our
body is working overtime. There are several causes of stress. For
example, you are under stress when you are worried about
something, worried about your children, worried about the illness of
your father, worried about your job security, or worried about your
loans or similar things.
1.1.5 CAUSES OF STRESS AT WORK
¾ To meet out the demands of the job.

¾ Your relationship with colleagues.
¾ Support you receive from your boss, colleagues and
juniors.
¾ Excessive work pressure.
¾ To meet out deadlines.
¾ To give new results.
¾ Working overtime and on holidays.
¾ New work hours.
7
¾ Promotion or you have not been promoted or your junior
has superseded you.
¾ Argument or heated conversations with co-workers or
boss.
¾ Change of job.
¾ Work against will.
1.1.6 OTHER CAUSES OF STRESS
¾ Fear, intermittent or continuous.

¾ Threats: physical threats, social threats, financial threat,
other threats.
¾ Uncertainty.
¾ Lack of sleep.
¾ Somebody misunderstands you.
¾ Setback to your position in society.
1.1.7 STRESSORS
Excessive exposure to stress agents is also known as

stressors.
Extra organizational stressors - It refers to the factors that

are more personal and related more to individual, like societal
patterns, Technological changes, Changed lifestyle, Relocation of
work or family, unexpected happening or changes in life.
8
Organizational Stressors - They emerge from reasons related
to organization or job assigned to individual. They can be of following
reasons, High stress job, and Job role, Improper working condition,
role ambiguity, instability and dissatisfaction and Competition within
departments.
Group stressors - The group can also be a potential source of

stress. Group stressors can be categorized into three areas. They are
Lack of group cohesiveness, Lack of social support and Intra
individual, interpersonal & inter group conflict.
1.1.8 STRESS MANAGEMENT STRATEGIES:
Beyond a take-charge approach and a positive attitude, you

can reduce stress in your life by nurturing yourself. If you regularly
make time for fun and relaxation, you’ll be in a better place to handle
life’s stressors when they inevitably come.
HEALTHY WAYS TO RELAX AND RECHARGE
9 Go for a walk. 9 Play with a pet.

9 Spend time in nature. 9 Work in your garden.
9 Call a good friend. 9 Get a massage.
9 Sweat out tension with a 9 Curl up with a good book.
good workout. 9 Listen to music.
9 Take a long bath. 9 Watch a comedy.
9
ADOPT A HEALTHY LIFESTYLE
You can increase your resistance to stress by strengthening

your physical health.
Exercise regularly. Physical activity plays a key role in

reducing and preventing the effects of stress. Make time for at least
30 minutes of exercise, three times per week. Nothing beats aerobic
exercise for releasing pent-up stress and tension.
Eat a healthy diet. Well-nourished bodies are better prepared

to cope with stress, so be mindful of what you eat. Start your day right
with breakfast, and keep your energy up and your mind clear with
balanced, nutritious meals throughout the day.
Avoid alcohol, cigarettes, and drugs. Self-medicating with

alcohol or drugs may provide an easy escape from stress, but the
relief is only temporary. Don’t avoid or mask the issue at hand; deal
with problems head on and with a clear mind.
Get enough sleep. Adequate sleep fuels your mind, as well as

your body. Feeling tired will increase your stress because it may
cause you to think irrationally.
MEDITATION
When you meditate you bring together all of the mind’s

energies and focus them on a word, a sound, a symbol, a comforting
10
image, or your own breathing. The optimal setting for meditation is a
quiet, clean place. People typically meditate sitting on the floor or in a
chair with their eyes closed.
A variation of traditional meditation involves guided imagery or

visualization. If you use this method, you will imagine a scene in
which you feel at peace, able to let go of all concerns and tensions.
YOGA
The term yoga is a Sanskrit word meaning “to unite”. Yoga

teaches you a series of stationary and moving poses called “asanas”
and a form of breath control known as “pranayama”, as well as
concentrate on techniques.
Yoga postures are designed to balance the different systems of

the body including the central nervous, the endocrine (glandular), and
the digestive systems. By slowing down your mental activity, taking
your mind off the causes of stress, and having you gently stretch your
body in ways that massage your internal organs; yoga helps you
create dynamic peacefulness within yourself.
1.2 PROBLEM IDENTIFICATION
Generally in Hotel industry the stress is a major factor to reduce

the employees’ level of involvement to fulfill the objectives of the
management like, low involvement on satisfying and delighting the
customers. The stressful employees may not fulfill the objectives. It
11
may affect the industry’s mission and vision statement. So the
management needs to identify the level of stress among the
employees and to reduce it.
1.3 NEED OF THE STUDY
The hotel industry is generally seen as a sector whose working

environment involves many stresses and strains. It is very important
to measure the stress level among the employees and to identify the
factors that create stress in order to lessen its impact on employees
work and health. This study is to find out the occupational stress in
Hotel Savera and to identify the relationship between working
environment and perceived stress among the hotel employees.
1.4 SCOPE OF THE STUDY
The focus of the study is mainly on low level employees. The

present study aims at identifying the factor causing stress among the
employees and to suggest suitable ways reduce it. It will help to
improve the employees’ performance at work to attain the
management objectives and it will expand the employees’
interpersonal relationship. The interpersonal relationship makes the
employees to concentrate on work with the support of colleagues.
And the effective suggestions will create the awareness to develop
the employees’ health.
12
1.5 REVIEW OF LITERATURE
1) Abdul Latif Salleh, Raida Abu Bakar, Wong Kok Keong,

International Review of Business Research Papers, Vol. 4 No.5
October-November 2008 Pp.64-73.
The researcher observed that the main sources of stress were

unrealistic objectives, the issue of incompetent boss, time pressure
and deadlines. From the study, the five major predictor of stressors
found in the furniture industries are support, adaptability, job security,
conflict, and integrity. These 5 dimensions explained the variability in
the overall stress level of employees. Individuals, particularly the
organizational leaders need to take initiative to learn about
themselves and their careers.
2) Ms. Vijit A. Chaturvedi,Faculty (HRM), ICFAI National College,

Faridabad Identifying organizational stressors, August 6, 2008
"Stress ", the word stress refers to a state of deviation or

variation from normal state due to unplanned or improperly designed
system or work process resulting into failures and non –
accomplishment of goals. Organizational stress as defined by J.E
Newman, is "a condition arising out of interaction of people with their
jobs and characterizes by changes within people that forces them to
drift apart from normal functioning".
Sources of Stress
13
Organizational stress does not solely have its roots in factors
due to job of an individual but individual personal reason also has a
major role in factors leading to stress. The stressors can be of
following types –
Extra organizational stressors - It refers to the factors that

are more personal and related more to individual, like societal
patterns, Technological changes, Changed lifestyle, Relocation of
work or family, Unexpected happening or changes in life.
Organizational Stressors - They emerge from reasons related

to organization or job assigned to individual. They can be of following
reasons, High stress job and Job role, Improper working condition,
role ambiguity, instability and dissatisfaction and Competition within
departments.
Group stressors - The group can also be a potential source of

stress. Group stressors can be categorized into three areas. They are
Lack of group cohesiveness, Lack of social support and Intra
individual, interpersonal & inter group conflict.
3) Donald F.Parker and Thomas, Organizational determinants of job

stress, Organizational Behavior and Human Performance, Vol
32,October 1983, Pp 160-177
The researcher observed that job stress is conceived of as a

first-level outcome of the organization and job; The second-level
14
outcomes may include varying levels of satisfaction, organizational
commitment, motivation, and performance. A partial test of the model
examines relationships between hypothesized stressors and
experienced job stress. Survey data obtained from managers of a
large restaurant chain were used with the results generally supporting
the model. Two distinct dimensions of job stress were identified: time
stress and anxiety. Both job stress dimensions were significantly
related to each of the model.
4) Shoukry D.Saleh, K.Desai , An empirical analysis of job stress and

job satisfaction of engineers, Journal of Engineering and Technology
Management, Vol 7, July 1990, Pages 37-48
The researcher had included 249 male engineers from a variety

of organizations for this study. This sample was used to test the
relationships between each of the three variables of internal control,
Type A behaviour, and job involvement, with job stress and with job
satisfaction. The results showed that the higher the belief in internal
personal control and the higher the job involvement, the lower the
stress level. On the other hand, the results indicated that Type A
engineers experienced high stress levels.
5) Hl clark, Healthy Strategies for Coping with Stress, on May 13,

2010, Source: www.netwellness.org
Healthy Coping Strategies
The researcher found the strategies to coping with stress. While

15
these strategies will not eliminate your stress, they can help you
handle it more positively, instead of adding to it. Try using these
suggestions until you find a few that work for you. 1) Laugh (It’s the
best medicine), 2) Dance, 3) Lose yourself in a good book, 4) Talk to
a friend, 5) family member, 6) Exercise, Meditate…or just take some
deep breaths, 7) Take a nap, 8) Play a game (cards, crossword
puzzle, sudoku).
“Based on the above literatures, the factors are used in framing
the questionnaire”.
16
CHAPTER-II
2. COMPANY PROFILE
The Savera is one of the leading classified four star hotels.

Strategically located with an easy access to all parts of the city, the
hotel has a grand tradition to hospitality and service. Excellence is a
journey and not a destination at The Savera and we have set our own
standards in exceeding guest’s expectations. We look forward to
welcoming you at the Savera and making your stay with us a
memorable one. The Savera caters to every palate and the sheer
variety will gladden the heart of any gourmet. Our restaurants are
also ideal places to meet and entertain people.
“SAVERA”- RISING SUN (in Sanskrit)
2.1 OUR CORE VALUES
2.1.1 ONE TEAM-ONE VISION:

Happy employees focused on delighting customers-with a
desire to excel.-without compromising on honesty, integrity and
quality.
2.1.2 MISSION STATEMENT:
We are a company striving to achieve excellence in:

¾ Customer delight
¾ Employee happiness
¾ Enhancing our people’s skills
17
¾ Quality and continuous improvement
¾ Being sensitive to the world around us
¾ We deliver what we commit. OUR BUSINESS IS YOU
2.2 OUR SERVICE PRINCIPLES
Smile and greet

Anticipate & fulfill customers needs
Value customer’s feedback and suggestions
Empathize with the customer
Respond by taking Ownership and Resolve
Always strive to “WOW” the customer.
18
2.2.1 HIERARCHY OF HUMAN RESOURCES
B.RADHISH KUMAR
HR.MANAGER
A.MOHAN
TRAINING
MANAGER
ADMIN-EXECUTIVE HR-EXECUTIVE
CAFETERIA TIME OFFICE

SUPERVISOR CLERK
COOK ASSISTANT
DRIVERS
UTILITY WORKERS
19
2.2.2 ORGANIZATION CHART OF HOTEL SAVERA
Mr.A.Ravi kumar Reddy
MANAGING DIRECTOR
Mrs.A.Nina Reddy Mr.A.Tarun Reddy Mr.M.Chakravaarthy

Executive Director Director Director
Mr.Antony Michael
General manager
Mr.N.Udhaya shankar
Executive Asst-Manager
Mr.Chakrapani Mr.M.Giridharan
Company Secretary cum- Corporate chef
Finance Manager
Mr.B.Radhish Kumar Mr.S.Ramakrishnan

H.R.Manager Chief Engineer
Mr.Mohanakrishnan Mr.Santhavadanam
Executive Chef Executive HouseKeeper
Mr.Babulal Mr.R.Krishnamoorthy
Security Officer Corporate Purchase Manager
Mr.G.V.Narayanamoorthy Ms.Raji
Accounts Manager Business Development Manager
Mr.Murali Mr.Sampath
Asst-F&B Manager (Food) Asst-F&B Manager (Beverage )
Mr.Shiva Ms.Vanitha
Senior Banquet Manager Asst-Room Division Manager
20
2.3 COMPANYS PERFORMANCE
The hospitality industry continues to the focused sector for

financial Performance in the fast growing economy of India. Along
with the pace of economic growth in India, our company has achieved
good results for the financial year 2007-08. The company’s total
income increased by 23.26% from Rs. 764.00 Lakhs in 2006-07 to
Rs. 941.76 lakhs in 2007-08. The increase in room income together
with increase in average room rate (ARR) and the F & B turnover
growth helped our company to achieve the improved results. The net
profits increased to Rs.610.97 lakhs by 25.51% from 486.60 lakhs of
the previous year.
2.4 RELATIONSHIP WITH EMPLOYEES
During the financial year under review the employer employee

relationship was cordial. Our Directors wish to place on record their
appreciation for the good services rendered by the employees at all
levels of the company.
21
CHAPTER-III
3. RESEARCH METHODOLOGY
3.1 OBJECTIVES OF THE STUDY:
Primary objective:
¾ To identify stress among the low level employees.
Secondary objectives:
¾ To identify the stress of employees due to changing work

environment.
¾ To identify the source of stress at work.
¾ To provide suitable suggestions to manage stress
efficiently.
3.2 RESEARCH TYPE:
3.2.1 Descriptive Research:
Descriptive Research is the research type which can describe

the information about any particular character of an individual on a
group.
3.2.2 Sampling method:
Stratified random sampling:
Stratified random sampling involves a process of stratification

or segregation, followed by random selection of subjects from each
stratum. The population is first divided into mutually exclusive groups
22
that are relevant, appropriate and meaningful in the context of the
study. Propionate random sampling is employed in selection of
respondents. 50% of the employees from each department is
selected.
3.2.3 Sample size:
In Hotel Savera there are 226 workers (permanent) are found.

In those 113 workers has taken as sample for this study.
TABLE 3.2 NO.OF RESPONDENTS FROM EACH DEPARTMENT
TOTAL NO.OF TOTAL NO.OF

EMPLOYEES RESPONDENTS
S.NO DEPARTMENTS
FROM EACH FROM EACH
DEPARTMENT DEPARTMENT
1 PRODUCTION 62 31
2 SERVICE 78 39
HOUSE
3 42 21
KEEPING
4 FRONT OFFICE 16 8
5 ENGINEERING 16 8
6 TIME OFFICE 4 2
7 CAFETERIA 8 4
3.2.4 Type of data:
The primary data have been collected from the respondents by

means of schedule method. Structured schedule was used to collect
23
primary data; Schedule consists of 28 questions with 5 point rating
scale.
The data which is obtained from books, magazines,
publications and websites is considered as the secondary data.
Tools used for Data Analysis
¾ Percentage analysis,
¾ Chi-square.
3.3 Area of study
The study was conducted among the low level employees of

Hotel Savera.
3.4 Period of study
The period of this study is from April-2010 to June-2010.
3.5 Limitations of study
¾ Time constraints is one of the limitation,

¾ Limitations to collect data from middle level and higher
level employees,
¾ The respondents’ opinions and suggestions may differ
from the situations.
24
CHAPTER-IV
4. DATA ANALYSIS AND INTERPRETATIONS
4.1 TABLE REPRESENTING AGE OF THE RESPONDENTS
AGE NO OF PERCENTAGE
RESPONDENTS
Below 25 76 67
25-35 24 21
35-45 11 10
Above 45 2 2
TOTAL 113 100
4.1.1 CHART SHOWS THE RATING ABOUT AGE OF THE

RESPONDENTS
PERCENTAGE
70
60
50
40
PERCENTAGE
30
20
10
0
Below 25 25-35 35-45 Above 45
INTERPRETATION:
From the above table it is inferred that 67% of respondents are under
the age group of below 25, 21% of respondents are under the age
group of 25-35, 10% of the respondents are under the age group of
35-45, 2% of the respondents are under the age group of above 45.
25
4.2 TABLE REPRESENTING SALARY OF THE RESPONDENTS
SALARY NO OF PERCENTAGE
RESPONDENTS
Below 5000 82 72
5000-8000 21 19
8000-10000 7 6
Above 10000 3 3
TOTAL 113 100
4.2.1 CHART SHOWS THE RATING ABOUT SALARY OF THE

RESPONDENTS
PERCENTAGE
Above 10000 Above 10000
8000-10000
8000-10000
5000-8000
5000-8000
Below 5000
Below 5000
0 20 40 60 80
INTERPRETATION:
From the above table it is inferred that 72% of respondents are

getting salary below 5000 , 19% of respondents are getting salary
between 5000-8000, 6% of the respondents are getting salary
between 8000-10000 , 3% of the respondents are getting salary
above 10000.
26
4.3 TABLE REPRESENTING EXPERIENCE OF E RESPONDENTS
EXPERIENCE NO OF PERCENTAGE
RESPONDENTS
Below 1 year 26 23
1-5 years 78 69
5-10 years 5 4
Above 10 years 4 4
TOTAL 113 100
4.3.1 CHART SHOWS THE RATING ABOUT EXPERIENCE OF

RESPONDENTS
4%
4% PERCENTAGE
23%
Below 1 year
1-5 years
5-10 years
Above 10 years
69%
INTERPRETATION:
From the above table it is inferred that 23% of respondents are below
1 year, 69% of respondents are between 1-5 years, 4% of the
respondents are between 5-10 years, 4% of the respondents are
above 10 years.
27
4.4 TABLE REPRESENTING GENDER OF THE RESPONDENTS
GENDER NO OF PERCENTAGE
RESPONDENTS
Male 97 86
Female 16 14
TOTAL 113 100
4.4.1 CHART SHOWS THE RATING ABOUT GENDER OF THE

RESPONDENTS
90
80
70
60
50
Male
40
30 Female
20
10
0
PERCENTAGE
INTERPRETATION:
From the above table it is inferred that 86% of respondents are Male,
14% of respondents are Female.
28
4.5 TABLE REPRESENTING FAMILY TYPE OF THE
RESPONDENTS
TYPE OF FAMILY NO OF PERCENTAGE

RESPONDENTS
Nuclear 65 58
Joint 48 42
TOTAL 113 100
4.5.1 CHART SHOWS THE RATING ABOUT FAMILY TYPE OF

RESPONDENTS
60
50
40 Nuclear
30
Joint
20
10
0
PERCENTAGE
INTERPRETATION:

Nuclear family, 42% of respondents are Joint family.
29
4.6 TABLE SHOWS CONCENTRATION OF WORK (TO FORGET
PERSONAL PROBLEM)
PARTICULARS NO OF PERCENTAGE
RESPONDENTS
Strongly Disagree 5 4
Disagree 6 5
Moderate 10 9
Agree 76 68
Strongly Agree 16 14
TOTAL 113 100
4.6.1 CHART SHOWS THE RATING ABOUT CONCENTRATION

OF WORK (TO FORGET PERSONAL PROBLEM)
PERCENTAGE
70
60
50
40
30 PERCENTAGE
20
10
0
Strongly Disagree Moderate Agree Strongly
Disagree Agree
INTERPRETATION:

strongly disagree, 5% of respondents are disagree, 9% of the
respondents are moderate, 68% of the respondents are agree, 14%
of the respondents are strongly agree.
30
4.7 TABLE SHOWS ENTER IN TO JOB WITHOUT INTEREST
RESPONDENTS
Disagree 35 31
Moderate 3 3
Agree 7 6
Strongly Agree 2 2
TOTAL 113 100
4.7.1 CHART SHOWS THE RATING OF WORK WITHOUT

INTEREST
PERCENTAGE
60
50
40
30
PERCENTAGE
20
10
0
Disagree Agree
INTERPRETATION:

respondents are moderate, 6% of the respondents are agree, 2% of
the respondents are strongly agree.
31
4.8 TABLE SHOWS ABOUT UNCOMFORTABLE
ACCOMMODATION
RESPONDENTS
Disagree 21 19
Moderate 16 14
Agree 17 15
Strongly Agree 8 7
TOTAL 113 100
4.8.1 CHART SHOWS THE RATING ABOUT UNCOMFORTABLE

ACCOMMODATION
PERCENTAGE
45
40
35
30
25
20 PERCENTAGE
15
10
5
0
Disagree Agree
INTERPRETATION:

32
4.9 TABLE SHOWS ABOUT NOT FEEL TO ADJUST CHANGES
RESPONDENTS
Disagree 43 38
Moderate 17 15
Agree 11 10
Strongly Agree 2 2
TOTAL 113 100
4.9.1 CHART SHOWS ABOUT THE RATING OF NOT FEELING TO

ADJUST CHANGES
PERCENTAGE
Strongly Agree
Agree
Moderate
PERCENTAGE
Disagree
Strongly Disagree
0 10 20 30 40
INTERPRETATION:

33
4.10 TABLE REPRESENTS NOT FEEL HOMELY TO STAY
ANYWHERE
RESPONDENTS
Disagree 18 16
Moderate 8 7
Agree 49 43
TOTAL 113 100
4.10.1 CHART SHOWS THE RATING ABOUT NOT FEEL HOMELY

TO STAY ANYWHERE
PERCENTAGE
45
40
35
30
25
20 PERCENTAGE
15
10
5
0
Disagree Agree
INTERPRETATION:

34
4.11 TABLE REPRESENTS BORE IN WORK DUE TO CHANGING
WORK PLACE
RESPONDENTS
Disagree 25 22
Moderate 12 10
Agree 44 39
TOTAL 113 100
4.11.1 CHART SHOWS THE RATING ABOUT BORE IN WORK

DUE TO CHANGING WORK PLACE
PERCENTAGE
40
35
30
25
20
15 PERCENTAGE
10
5
0
Disagree Agree
INTERPRETATION:

35
4.12 TABLE REPRESENTS TIRED EVEN WITH ENOUGH SLEEP
RESPONDENTS
Disagree 26 23
Moderate 13 11
Agree 28 25
TOTAL 113 100
4.12.1 CHART SHOWS THE RATING ABOUT TIRED WITH

ENOUGH SLEEP
PERCENTAGE
25
20
15
10 PERCENTAGE
0
Disagree Agree
INTERPRETATION:

36
4.13 TABLE REPRESENTS FAMILY MEMBERS CO-OPERATION
TO DO THE JOB
RESPONDENTS
Disagree 2 2
Moderate 3 3
Agree 68 60
TOTAL 113 100
4.13.1 CHART SHOWS THE RATING ABOUT FAMILY MEMBERS

CO-OPERATION TO DO THE JOB
PERCENTAGE
60
50
40 Strongly Disagree
Disagree
30
Moderate
20
Agree
10 Strongly Agree
0
Disagree Agree
INTERPRETATION:

37
4.14 TABLE REPRESENTS CONFLICTS ARISES DUE TO
CHANGING WORK PLACE
RESPONDENTS
Disagree 32 28
Moderate 4 4
Agree 42 37
TOTAL 113 100
4.14.1 CHART SHOWS THE RATING ABOUT CONFLICTS ARISES

WHILE CHANGING WORK PLACE
PERCENTAGE
40
35
30
25
20
15 PERCENTAGE
10
5
0
Disagree Agree
INTERPRETATION:

38
4.15 TABLE REPRESENTS GET ANGRY WHEN THINGS DO NOT
GO MY WAY
RESPONDENTS
Disagree 29 26
Moderate 4 3
Agree 55 49
TOTAL 113 100
4.15.1 CHART SHOWS ABOUT THE RATING OF GET ANGRY

WHEN THINGS DO NOT GO MY WAY
PERCENTAGE
50
40
30
20 PERCENTAGE
10
0
Disagree Agree
INTERPRETATION:

strongly disagree, 26% of respondents are disagree,3% of the
39
4.16 TABLE REPRESENTS NOT FEEL FREE TO RELAX WITHIN
BREAK TIMES
RESPONDENTS
Disagree 29 26
Moderate 6 5
Agree 16 14
TOTAL 113 100
4.16.1 CHART SHOWS THE RATING ABOUT NOT FEEL FREE TO

RELAX WITHIN BREAK TIMES
PERCENTAGE
35
30
25
20
15 PERCENTAGE
10
5
0
Disagree Agree
INTERPRETATION:

40
4.17 TABLE REPRESENTS MORE RESPONSIBILITIES IN WORK
RESPONDENTS
Disagree 6 5
Moderate 7 6
Agree 62 55
TOTAL 113 100
4.17.1 CHART SHOWS THE RATING ABOUT MORE

RESPONSIBILITIES IN WORK
PERCENTAGE
Strongly Agree
Agree
Moderate
PERCENTAGE
Disagree
Strongly Disagree
0 10 20 30 40 50 60
INTERPRETATION:

41
4.18 TABLE REPRESENTS WORKING ENVIRONMENT IS NOT
HYGIENE AND SAFE
RESPONDENTS
Disagree 38 34
Moderate 9 8
Agree 14 12
Strongly Agree 2 2
TOTAL 113 100
4.18.1 CHART SHOWS THE RATING ABOUT NOT HYGIENE AND

SAFE
PERCENTAGE
45
40
35
30
25
20 PERCENTAGE
15
10
5
0
Disagree Agree
INTERPRETATION:

42
4.19 TABLE REPRESENTS CONFUSION ABOUT DUTIES IN JOB
RESPONDENTS
Disagree 37 33
Moderate 6 5
Agree 7 6
Strongly Agree 6 5
TOTAL 113 100
4.19.1 CHART SHOWS THE RATING ABOUT CONFUSION

ABOUT DUTIES
PERCENTAGE
60
50
40
30
PERCENTAGE
20
10
0
Disagree Agree
INTERPRETATION:

43
4.20 TABLE REPRESENTS LOW KNOWLEDGE ON DUTIES
RESPONDENTS
Disagree 31 27
Moderate 8 7
Agree 49 44
Strongly Agree 2 2
TOTAL 113 100
4.20.1 CHART SHOWS THE RATING ABOUT LOW KNOWLEDGE

ON DUTIES
PERCENTAGE
45
40
35
30
25
20 PERCENTAGE
15
10
5
0
Disagree Agree
INTERPRETATION:

44
4.21 TABLE REPRESENTS WORKING MORE HOURS WITHOUT
INTEREST
RESPONDENTS
Disagree 47 42
Moderate 7 6
Agree 31 28
Strongly Agree 4 3
TOTAL 113 100
4.21.1 CHART SHOWS THE RATING ABOUT WORKING MORE

HOURS WITHOUT INTEREST
PERCENTAGE
45
40
35
30
25
20 PERCENTAGE
15
10
5
0
Disagree Agree
INTERPRETATION:

45
4.22 TABLE REPRESENTS SATISFACTION ABOUT SALARY
RESPONDENTS
Disagree 28 25
Moderate 11 10
Agree 20 18
Strongly Agree 5 4
TOTAL 113 100
4.22.1 CHART SHOWS THE SATISFACTION ABOUT SALARY
PERCENTAGE
45
40
35
30
25
20 PERCENTAGE
15
10
5
0
Disagree Agree
INTERPRETATION:

46
4.23 TABLE REPRESENTS SATISFACTION WITH WELFARE
MEASURES
RESPONDENTS
Disagree 9 8
Moderate 28 25
Agree 28 25
TOTAL 113 100
4.23.1 CHART SHOWS THE RATING ABOUT SATISFACTION

WITH WELFARE MEASURES
PERCENTAGE
40
35
30
25
20
15 PERCENTAGE
10
5
0
Disagree Agree
INTERPRETATION:

47
4.24 TABLE REPRESENTS MANAGEMENT READY TO SOLVE
PROBLEMS
RESPONDENTS
Disagree 14 12
Moderate 8 7
Agree 27 24
TOTAL 113 100
4.24.1 CHART SHOWS THE RATING ABOUT MANAGEMENT

READY TO SOLVE PROBLEMS
PERCENTAGE
50
40
30
20 PERCENTAGE
10
0
Disagree Agree
INTERPRETATION:

48
4.25 TABLE REPRESENTS SATISFIED WITH DECISION MAKING
RESPONDENTS
Disagree 9 8
Moderate 21 19
Agree 65 57
TOTAL 113 100
4.25.1 CHART SHOWS THE RATING ABOUT SATISFIED WITH

DECISION MAKING
PERCENTAGE
60
50
40
30
PERCENTAGE
20
10
0
Disagree Agree
INTERPRETATION:

49
4.26 TABLE REPRESENTS DO NOT RECEIVE THE
APPRECIATION
RESPONDENTS
Disagree 20 18
Moderate 7 6
Agree 33 29
TOTAL 113 100
4.26.1 CHART SHOWS THE RATING ABOUT DO NOT RECEIVE

THE APPRECIATION
PERCENTAGE
100
80
60
40 PERCENTAGE
20
0
Strongly Moderate Strongly
Disagree Agree
INTERPRETATION:

50
4.27 TABLE REPRESENTS IRRITATION WITH COLLEAGUES
RESPONDENTS
Disagree 34 30
Moderate 11 10
Agree 12 11
Strongly Agree 3 2
TOTAL 113 100
4.27.1 CHART SHOWS THE RATING ABOUT IRRITATION WITH

COLLEAGUES
PERCENTAGE
100
80
60
40 PERCENTAGE
20
0
Strongly Moderate Strongly
Disagree Agree
INTERPRETATION:

51
4.28 TABLE REPRESENTS COLLEAGUES CO-OPERATION IS
NOT EFFECTIVE
RESPONDENTS
Disagree 43 38
Moderate 12 11
Agree 8 7
Strongly Agree 5 4
TOTAL 113 100
4.28.1 CHART SHOWS THE RATING ABOUT COLLEAGUES CO-

OPERATION IS NOT EFFECTIVE
PERCENTAGE
40
35
30
25
20
15 PERCENTAGE
10
5
0
Disagree Agree
INTERPRETATION:

52
4.29 TABLE REPRESENTS NOT FEEL TO EASILY ADAPT NEW
COLLEAGUES
RESPONDENTS
Disagree 52 46
Moderate 10 9
Agree 5 4
Strongly Agree 0 0
TOTAL 113 100
4.29.1 CHART SHOWS THE RATING ABOUT NOT FEEL TO

EASILY ADAPT NEW COLLEAGUES
PERCENTAGE
50
40
30
20 PERCENTAGE
10
0
Disagree Agree
INTERPRETATION:

respondents are moderate, 4% of the respondents are agree.
53
4.30 TABLE REPRESENTS TOO MANY BOSSES IN WORK
PLACE
RESPONDENTS
Disagree 36 32
Moderate 8 7
Agree 31 27
TOTAL 113 100
4.30.1 CHART SHOWS THE RATING ABOUT TOO MANY

BOSSES IN WORK PLACE
PERCENTAGE
35
30
25
20
15 PERCENTAGE
10
5
0
Disagree Agree
INTERPRETATION:

54
4.31 TABLE REPRESENTS WITHIN TEAM MY WORK LOAD IS
HIGH
RESPONDENTS
Disagree 50 44
Moderate 14 13
Agree 14 13
Strongly Agree 3 2
TOTAL 113 100
4.31.1 CHART SHOWS THE RATING ABOUT WITHIN TEAM MY

WORK LOAD IS HIGH
PERCENTAGE
45
40
35
30
25
20 PERCENTAGE
15
10
5
0
Disagree Agree
INTERPRETATION:

55
4.32 TABLE REPRESENTS ALWAYS AVOID DELEGATION
TASKS TO OTHERS
RESPONDENTS
Disagree 21 18
Moderate 10 9
Agree 52 46
TOTAL 113 100
4.32.1 CHART SHOWS THE RATING ABOUT ALWAYS AVOID

DELEGATION TASKS TO OTHERS
PERCENTAGE
50
40
30
20 PERCENTAGE
10
0
Disagree Agree
INTERPRETATION:

56
4.33 TABLE REPRESENTS GOOD ABOUT SUPERIOR-
SUBORDINATE RELATIONSHIP
RESPONDENTS
Disagree 12 11
Moderate 13 11
Agree 46 41
TOTAL 113 100
4.33.1 CHART SHOWS THE RATING ABOUT SUPERIOR-

SUBORDINATE RELATIONSHIP
PERCENTAGE
45
40
35
30
25
20 PERCENTAGE
15
10
5
0
Disagree Agree
INTERPRETATION:

57
4.34 TABLE REPRESENTING THE RELATIONSHIP BETWEEN
AGE AND EXTRA- ORGANIZATIONAL STRESSORS
Age of respondents
Below above
25 25-35 35-45 45 Total
Extra- bore due to
organizatio changing work 0 27 0 0 27
nal - place
stressor. family members
54 54 59 50 217
co-operation
conflicts arises
due to changing 9 0 36 0 45
work place
Total 63 81 95 50 289
Ho- There is no Relationship between age and extra organizational

stressors.
H1-There is a Relationship between age and extra organizational

stressors.
Chi-Square test
Value df Asymp. Sig. (2-sided)
Pearson Chi- 128.181a 6 .000
Square
Likelihood Ratio 138.881 6 .000
Linear-by-Linear 4.813 1 .028
Association
N of Valid Cases 289
INFERENCE:
The significant value is lower than 0.05, hence the null

hypothesis (H0) is rejected. Hence there is a relationship between
age and extra- organizational stressors.
58
AGE AND ORGANIZATIONAL STRESSORS
Age
below above
25 25-35 35-45 45 Total
Organizatio welfare
nal- measures 33 54 68 100 255
stressors satisfaction
mgt ready to
30 73 77 50 230
solve problem
Total 63 127 145 150 485
Ho- There is no Relationship between age and organizational

stressors.
H1-There is a Relationship between age and organizational

stressors.
Chi-Square test
Value Df Asymp. Sig. (2-sided)
Pearson Chi- 18.972a 3 .000
Square
Association
INFERENCE:

age and organizational stressors.
59
AGE AND GROUP STRESSORS
Age
Below above
25 25-35 35-45 45 Total
Group- poor
1 13 18 75 107
stressors appreciation
many bosses in
0 0 0 25 25
work place
superior-
subordinate 45 38 50 0 133
relationship
Total 46 51 68 100 265
Ho- There is no Relationship between age and group stressors.
H1-There is a Relationship between age and group stressors.
Chi-Square test
Asymp. Sig.
Value df (2-sided)
Pearson Chi- 178.002a 6 .000
Square
Association
INFERENCE:

age and group stressors.
60
SALARY AND EXTRA ORGANIZATIONAL STRESSORS
Salary
below 5000- 8000- above
5000 8000 10000 10000 Total
Extra- bore due to
nal place
stressors family members
51 67 64 50 232
co-operation
conflicts arises
work place
Total 52 84 78 84 298
Ho- There is no Relationship between salary and extra organizational

stressors.
H1-There is a Relationship between salary and extra organizational

stressors.
Chi-Square test
Asymp. Sig. (2-
Value Df sided)
Square
Linear-by-Linear .282 1 .595
Association
INFERENCE:

salary and extra- organizational stressors.
61
SALARY AND ORGANIZATIONAL STRESSORS
Salary
below 5000- 8000- above
5000 8000 10000 10000 Total
Organizatio welfare
nal measures 43 26 71 50 190
mgt ready to
37 52 79 100 268
solve problem
Total 80 78 150 150 458
H.0- There is no Relationship between salary and organizational

stressors.
H.1-There is a Relationship between salary and organizational

stressors.
Chi-Square test
Value Df Asymp. Sig. (2-sided)
Square
Association
INFERENCE:

salary and organizational stressors.
62
SALARY AND GROUP STRESSORS
Salary
below 5000- 8000- above Tota
5000 8000 10000 10000 l
Group poor
0 7 71 50 128
stress appreciation
ors superior-
relationship
Total 45 50 107 83 285
Ho- There is no Relationship between salary and group stressors.
H1-There is a Relationship between salary and group stressors.
Chi-Square test
Asymp. Sig. (2-
Value df sided)
Pearson Chi- 83.767 3 .000
a
Square
4
Association
INFERENCE:

salary and group stressors.
63
EXPERIENCE AND EXTRA- ORGANIZATIONAL STRESSORS
Experience
1-5 above
below year 5-10 10
1 year s years years Total
Extra- bore due to
nal place
stressors family members
62 52 60 50 224
co-operation
conflicts arises
work place
Total 70 62 100 50 282
Ho- There is no Relationship between experience and extra-

organizational stressors.
H1-There is a Relationship between experience and extra-

Chi-Square test
Value df Asymp. Sig. (2-sided)
Square
Association
INFERENCE:
The significant value is lower than 0.05, hence the hypothesis

H0 is rejected. Hence there is relationship between experience and
extra- organizational stressors.
64
EXPERIENCE AND ORGANIZATIONAL STRESSORS
Experience
above
below 1-5 5-10 10
1 year years years years Total
Organizatio welfare
nal measures 40 39 80 63 222
mgt ready to
67 32 90 75 264
solve problem
Total 107 71 170 138 486
Ho- There is no Relationship between experience and organizational

stressors.
H1-There is a Relationship between experience and organizational

stressors.
Chi-Square test
Asymp. Sig.
Value Df (2-sided)
Square
Association
INFERENCE:
The significant value is higher than 0.05, hence the null

hypothesis (H0) is accepted. Hence there is no relationship between
experience and organizational stressors.
65
EXPERIENCE AND GROUP STRESSORS
Experience
above
below 1-5 5-10 10
1 year years years years Total
Group poor
0 5 60 63 128
stressors appreciation
superior-
relationship
Total 37 52 100 76 265
Ho- There is no Relationship between experience and group

stressors.
H1-There is a Relationship between experience and group stressors.
Chi-Square test
Asymp. Sig.
Value Df (2-sided)
Pearson Chi- 107.63 3 .000
Square 6a
1
Association 4
INFERENCE:

experience and group stressors.
66
FAMILY TYPE AND EXTRA- ORGANIZATIONAL STRESSORS
family type
Nuclear Joint Total
Extra- bore due to changing
2 1 3
organizational work place
stressors family members co-
60 51 111
operation
conflicts arises due to
2 0 2
changing work place
Total 64 52 116
Ho- There is no Relationship between family type and extra

H1-There is a Relationship between family type and extra

Chi-Square test
Asymp. Sig. (2-
Value Df sided)
Square
Association
INFERENCE:

family type and extra- organizational stressors.
67
FAMILY TYPE AND ORGANIZATIONAL STRESSORS
family type
Nuclear Joint Total
Organizatio welfare measures
38 48 86
nal satisfaction
stressors mgt ready to solve
44 45 89
problem
Total 82 93 175
Ho- There is no Relationship between family type and organizational

stressors.
H1-There is a Relationship between family type and organizational

stressors.
Chi-Square test
Asymp. Sig. Exact Sig.
Value Df (2-sided) (2-sided)
Pearson Chi- .485a 1 .486
Square
Continuity .297 1 .586
Correctionb
Likelihood Ratio .485 1 .486
Fisher's Exact .545
Test
Association
INFERENCE:

family type and organizational stressors.
68
FAMILY TYPE AND GROUP STRESSORS
family type
Nuclear Joint Total
Group poor appreciation 9 4 13
stressors superior-subordinate
44 43 87
relationship
Total 53 47 100
Ho- There is no Relationship between family type and group

stressors.
H1-There is a Relationship between family type and group stressors.
Chi-Square test
Asymp. Sig. Exact Sig.
Value df (2-sided) (2-sided)
Square
Continuity .920 1 .337
Correctionb
Fisher's Exact .246
Test
Association
INFERENCE:

family type and group stressors.
69
CHAPTER-V
FINDINGS AND SUGGESTIONS
5.1 FINDINGS
¾ In hotel Savera 86% of the respondents are male.
¾ Majority of the employees are belongs to the age group of

below 25.
¾ 39% of respondents are feels bore in work due to

changing work place.
¾ 37% of the respondents are feels conflicts arises due to

changing work place, 13% of the employees are strongly
agreed.
¾ 28% of the respondents are agreed about working more

hours without interest.
¾ 43% of the respondents are needs some increment in

payment.
¾ Majority of the respondents are expects the appreciation

from the superior.
70
¾ 27% of the respondents are agreed about too many
bosses in work place, 10% of the respondents are
strongly agreed.
¾ The chi-square analysis shows the relationship between

age with extra organizational stressors, organizational
stressors and group stressors.
¾ There is a relationship between salary with extra

organizational stressors, organizational stressors and
group stressors.
¾ There is a relationship between experience with extra

organizational stressors and group stressors.
5.2 SUGGESTIONS
¾ From this study it was identified the employees are having

stress. Mostly the Extra- organizational stressors (personal and
individual, like societal patterns, technological changes, related
to family and changes in life) and Group stressors (lack of
group cohesiveness, interpersonal & inter group conflict) are
the major factors induce the employees to get stress. So the
management can reduce the extra-organizational stressors
through conducting counseling among the employees (per
month) to get well from the personal and family problems. To
reduce group stressors the management should concentrate on
71
improving interpersonal relationship by conducting cultural
programs, sports and meetings.
¾ The analysis shows the stress affects the employees due to

changing work environment. So management can reduce the
stress by getting the opinion from the employees before
changing the work place and to encourage the employees
through giving career opportunities like, promotions or providing
increments.
¾ It was identified that few employees are getting stress because

of too many bosses in work place and few of them feels
working more hours without interest. So the management can
reduce sources of stress through improving interpersonal
relationship among the employees and to concentrate on
employees working hours to perform well.
¾ Most of the employees are obtaining stress by did not received
appreciation from the superiors. So the management should
concentrate more on providing appreciation through suggest
the superiors to appreciate the employees in appropriate time.
¾ The management can reduce the stress among overall

employees through conducting programs like, vocational tours,
creating awareness about the exercise benefits, classes for
yoga and meditations.
72
CONCLUSION
.
The Savera is one of the leading four star hotels in Chennai.
The Savera having the very good relationship between superiors and
employees, and the employees are getting excellent welfare
measures. The stress is an unavoidable factor in everyone’s life in
this world. But everyone has the ability to overcome the stress. So
the management should concentrate on conducting stress
management programs to reduce the stress among the employees. It
will help the employees to fulfill the management objectives like
satisfying and delighting the consumers.
73
ANNEXURE
A STUDY ON STRESS MANAGEMENT WITH SPECIAL

REFERENCE TO LOW LEVEL EMPLOYEES IN HOTEL SAVERA ,
CHENNAI.
This questionnaire seeks your expectations and perceptions on what

makes excellent services to the employees. Thank you for your
assistance as this survey will allow us to understand your needs and
improving the services to your satisfaction.
This questionnaire is voluntary: all replies are confidential and
anonymous. The research work carried for the purpose of academic
development and not for any others.
PERSONAL DETAILS:
NAME OF THE
RESPONDENT:________________________________
DESIGNATION :_____________________________
DEPARTMENT :_____________________________
AGE
a) Below 25 ( )
b) 25-35 ( )
c) 35-45 ( )
d) Above 45 ( )
SALARY(in rupees)
a) Below 5,000 ( )
b) 5,000-8,000 ( )
c) 8,000-10,000 ( )
d) Above10,000 ( )
EXPERIENCE
a) Below 1year ( )
b) 1-5yrs ( )
c) 6-10yrs ( )
d) Above 10yrs ( )
74
GENDER
a) MALE ( )
b) FEMALE ( )
TYPE OF FAMILY
a) NUCLEAR ( )
b) JOINT ( )
Please tick the answer in appropriate box:

1. STRONGLY DISAGREE
2. DISAGREE
3. MODERATE
4. AGREE
5. STRONGLY AGREE
S.no EXTRA ORGANIZATIONAL

1 2 3 4 5
STRESSORS
1 I concentrate on my work to forget
about the personal problem.
2 I enter in to the job without any
interest.
3 I feel uncomfortable on my
accommodation. (Residence)
4 I’am not able to adjust myself with the
societal changes.
5 I can’t feel homely to stay anywhere
except my native place.
6 I feel bore in my work due to changing
the work place.
7 I feel tired and fatigued even with
enough sleep.
8 My family members are always co-
operate with me to do my job perfectly.
9 I feel conflicts and emotional
behaviours are arises due to changing
work place.
10 When things don’t go my way I get
angry and aggressive.
75
ORGANIZATIONAL STRESSORS 1 2 3 4 5
11 I can’t feel free to relax within the
limited break times.
12 I have more responsibilities in my work
place.
13 My working environment is not more
hygiene & safe.
14 I have confusion about the duties in
my job.
15 I don’t have much knowledge to
proceed my duties in my organization.
16 I’ am doing more hours of work without
any interest to meet out the deadlines.
17 I satisfied with my salary.
18 I satisfied with the welfare measures
provided by the organization.
19 The management ready to solve my
problem with personal attention.
20 I satisfied with my level of involvement
in the decision making process.
GROUP STRESSORS 1 2 3 4 5
21 I don’t receive the appreciation that I
desire, When I do good job.
22 I feel irritation with my colleagues.
23 My colleagues co-operation is not
effective.
24 I can’t easily adapt the new
colleagues.
25 There are too many bosses in my work
place.
26 I feel within my team only my work
load is high.
27 I’am always avoid delegation tasks to
other people.
28 I feel good about my superior-
subordinate relationship.
Thank you.
76
BIBLIOGRAPHY
1) Abdul Latif Salleh, Raida Abu Bakar, Wong Kok Keong,

International Review of Business Research Papers Vol. 4
No.5 October-November 2008 Pp.64-73.
2) Donald F. Parker and Thomas A. DeCotiis, Organizational

determinants of job stress, Organizational Behavior and Human
Performance, Vol 32, October 1983, Pages 160-177.
3) Kk Banerjee and Shivaji Banerjee HRM Review , The dynamics

of corporate stress, Vol-7 Issue-5 May 2007 Pages 12-20.
4) Dov Zohar, Analysis of job stress profile in the hotel industry,

International Journal of Hospitality Management Vol -26, Issue
2, June 2007, Pages 421-434.
5) Uma Sekaran, Research Methodology for Business, John Wiley

& sons publications, Fourth edition, 2007
References:
- www.netwellness.org
77
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S.NO. TITLE PAGE.NO.

Stress is strain, force, tension, emphasis, difficulty, break down,

In general, stress is related to both external and internal factors.

1.1.2 STRESS AT A GLANCE:

¾ Stress is normal parts of life that can either help us learn

1.1.3 TYPES OF STRESS:

Two types of stress may be distinguished:

1.1.4 CAUSES OF STRESS

Whenever our body feels something not favorable, then it tries

1.1.5 CAUSES OF STRESS AT WORK

¾ To meet out the demands of the job.

1.1.6 OTHER CAUSES OF STRESS

¾ Fear, intermittent or continuous.

Excessive exposure to stress agents is also known as

Extra organizational stressors - It refers to the factors that

Group stressors - The group can also be a potential source of

1.1.8 STRESS MANAGEMENT STRATEGIES:

Beyond a take-charge approach and a positive attitude, you

HEALTHY WAYS TO RELAX AND RECHARGE

9 Go for a walk. 9 Play with a pet.

You can increase your resistance to stress by strengthening

Exercise regularly. Physical activity plays a key role in

Eat a healthy diet. Well-nourished bodies are better prepared

Avoid alcohol, cigarettes, and drugs. Self-medicating with

Get enough sleep. Adequate sleep fuels your mind, as well as

When you meditate you bring together all of the mind’s

A variation of traditional meditation involves guided imagery or

The term yoga is a Sanskrit word meaning “to unite”. Yoga

Yoga postures are designed to balance the different systems of

1.2 PROBLEM IDENTIFICATION

Generally in Hotel industry the stress is a major factor to reduce

1.3 NEED OF THE STUDY

The hotel industry is generally seen as a sector whose working

1.4 SCOPE OF THE STUDY

The focus of the study is mainly on low level employees. The

1) Abdul Latif Salleh, Raida Abu Bakar, Wong Kok Keong,

The researcher observed that the main sources of stress were

2) Ms. Vijit A. Chaturvedi,Faculty (HRM), ICFAI National College,

"Stress ", the word stress refers to a state of deviation or

Extra organizational stressors - It refers to the factors that

Organizational Stressors - They emerge from reasons related

Group stressors - The group can also be a potential source of

3) Donald F.Parker and Thomas, Organizational determinants of job

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