A

PROJECT REPORT

ON

STUDY OF STRESS MANAGEMENT

IN ORGANISATION

SUBMITTED BY

SHETE VAISHNAVI VINAYAK

PRN

(BBA 2021-2022)

UNDER GUIDANCE OF:

PROF.BHAVANA SHRIVASTAVA

IN PARTIAL FULFILLMENT OF

Bachelor of Business Administration

SAVITRIBAI PHULE PUNE UNIVERSITY

Through

IIBM OCOLLEGE OF BBA AND BCA

PUNE:411019
 DECLARATON

I, VAISHNAVI VINAYAK SHETE, hereby declare that project report entitled

“STUDY OF STRESS MANAGEMENT” has been true work carried out by me

during the academic year 2021-2022. The information in this project is true

and original to the best of my knowledge and is not been submitted to any

other University or Institute towards the award of any degree.

Place:

Date:

SHETE VAISHNAVI VINAYAK

(B.B.A.)
 CERTIFICATE OF INTERNAL GUIDE

This is to certify that, Ms. VAISHNAVI VINAYAK SHETE of IIBM College has
successfully completed the project work titled “STUDY OF STRESS
MANAGEMENT”. Impartial fulfilment of requirement for the award of Bachelor
of Business Administration prescribed by the University of Pune.

This project is record of authentic work carried out during the academic year
2021-2022.

Date:

Place:

Prof. BHAVANA SHRIVASTAVA

Institute: IIBM COLLEGE of BBA & BCA

 ACKNOWLEDGEMENT

This project is result of dedicated efforts. It gives me immense pleasure to

prepare this project report on STUDY OF STRESS MANAGEMENT. A project

usually falls short of its expectations unless guided by right person at the right

time and good opportunities and directions, efficient supervision and valuable

internal guidance.

I express my sincere thanks to my project guide Prof. Bhavana Shrivastava for

providing guidance and correcting mistakes made while preparing the report

with all attention and care. Without her support and effort, making this project

would have been distant reality. I would like to thank my Institute and the

faculty members for all the support they have provided me during the

fulfilment of this project report.

Ms. SHETE VAISHNAVI VIANAYK.

Table of Contents
CHAPTER 1: INTRODUCTION ..................................................................................................... 7

1.2STRESS IS GENERAL......................................................................................................... 11

1.3 SYMPTOMS OF STRESS .................................................................................................. 16

1.4FOUR MAJOR TYPES OF STRESS ..................................................................................... 23

1.5 CAUSES OF STRESS (ORGANISATIONAL) ....................................................................... 31

1.6 STRESSORS ..................................................................................................................... 34

1.7 DISADVANTAGES OF STRESS ......................................................................................... 36

1.8 STRESS MANAGEMENT.................................................................................................. 37

1.9 STEPS TOWARDS STRESS MANAGEMENT .................................................................... 38

1.10 ORGANISATIONAL APPROACH TO STRESS ................................................................. 38

MANAGEMENT .................................................................................................................... 38

CHAPTER 2: COMPANY PROFILE ............................................................................................. 41

2.1 COMPANY PROFILE ........................................................................................................ 42

2.2 VISION, MISSION, QUALITY PROFILE ............................................................................ 44

CHAPTER 3: ANALYSIS AND INTERPRETATION ....................................................................... 46

CHAPTER 4: RESEARCH DESIGN .............................................................................................. 66

4.1 OBJECTIVES OF STUDY ................................................................................................... 67

4.2 SCOPE OF STUDY ............................................................................................................ 68

4.3 LIMITATIONS OF STUDY ................................................................................................ 69

CHAPTER 5: RESEARCH METHODOLOGY ................................................................................ 70

5.1 SOURCE OF DATA COLLECTION ..................................................................................... 71

5.2 TOOLS AND TECHNIQUES FOR DATA COLLECTION ...................................................... 71

5.3 OVERVIEW OF THE CHAPTER SCHEME .......................................................................... 72

CHAPTER 6: FINDINS, SUGGESTIONS & CONCLUSION ........................................................... 73

6.1 FINDINS .......................................................................................................................... 74

6.2 CONCLUSION .................................................................................................................. 76

6.3 SUGGESTION .................................................................................................................. 77

CHAPTER 7: BIBLIOGRAPHY .................................................................................................... 79

CHAPTER 8: CUSTOMERS QUESTIONAIRRE ............................................................................ 80

CHAPTER 1: INTRODUCTION
 1. INTRODUCTION

Stress, or to be more accurate pressure, is an unavoidable part of

everyday life, meaning different things to each of us. You only have to pick up a
newspaper, read a magazine, watch television, listen to the radio or walk into
any high street bookshop and see the many books written on the subject of
stress, to realize that we perceive it to be a big problem. Stress is much more
recognized that it used to be, we have become very aware of the potential
negative impact of stress on our health. Yet despite all of this information and
wealth of knowledge, the subject of stress still remains vague and not very well
understood. There are also many myths about stress that are not accurate and
this further confuses the subject.

Life in the 21st Century is infinitely far more complex that it has ever
been. We were never designed to live in this complex, modern world with its
many demands on us. We live in a crowded, noisy society that we often refer
to as the rat race. Our lives are run by deadlines, the clock, modern
technology, mobile phones, papers, faxes, computers, satellites and a hundred
and one other demands and pressures.

Many of us have too many tasks and too little time. We drive our
children through traffic clogged roads to maybe two or three different schools.
We then try to get to work on time; through more congested roads with
millions more cars than there used to be, or we deal with delayed trains as
some of us may have to commute hundreds of miles to work. While we are at
work we have to operate computers, learn newer version of software, deal
with faxes, phones, and manage many tasks and people, often without
adequate training or support. There are no longer jobs for life and many
people are working under temporary or short-term contracts.

We are less physically active, eat poorer diets, there is a greater amount
of pollution, higher crime rates, greater urbanization (it is known that there is
higher incidence of stress related problems like stress, anxiety and depression
in urban areas that in rural areas) , increased drugs and alcohol misuse, we see
daily the many world tragedies of famine, flood and war beamed directly into
the television in our homes, we have higher level of debt and we no longer
have a religious faith to rely on.
1.1 HISTORY OF STRESS

The term stress was borrowed from the field of physics by one of the
fathers of stress research Hans Selly. In physics, stress describes the force
that produces strain on a physical body (i.e.: bending a piece of metal until
it snaps occurs because of the force, or stress, exerted on it).

Hans Selly began using the term stress after completing his medical training
at the University of Montreal in the 1920’s. He noticed that no matter what
his hospitalized patients suffered from, they all had one thing in common.
They all looked sick. In his view, they all were under physical stress.

Since 1956, when stress was introduced into the American vernacular, the
concept has been wholeheartedly embraced by popular culture.
1.2STRESS IS GENERAL

The term stress has been defined by many scholars. One of the definitions
was given by Fletcher as “continuous process that involves individual
transacting with their environments, making appraisals of the situation
they find themselves in, and endeavouring to cope with any issues that
may arise”. Stress represents a situation where a person is under pressure
and does not have sufficient ability to cope with it. Stress also indicates a
direct negative reaction both, for individual and organisation by
undermining the original of goals attainment. Despite causing problems to
employee’s health and wellbeing, stress also affects the organisation’s
reputation as well as its productivity. The negative aspects of stress can be
noted like job dissatisfaction and employee’s unwillingness to their works.
Decrease in the level of production and turnover and weakness in quality
of work would be the demerits for the company.

1.2.a What is stress?

Although stress has been defined in many ways, the definition we

use in this guide is: Stress is the body’s physical response to perceived
threat. For stress to occur there must be a perception of some level of
danger or threat. If there is no danger there is no stress. The perception of
danger is usually a result of evaluating the demands of a situation,
identifying the resources you have to address it and realizing that you do
not have enough resources you have to address it and realizing that you do
not have enough resources to adequately meet the demands. This is the
main feature of stress.
Since stress is body’s response to perceived demand or threat, what then
is that response? It is called the “fight or flight” response and has been with
us for millions of years. The stress response helped our early ancestors
escape from danger. As such, it gave those who had it an evolutionary
advantage. The stress response was so advantageous for survival that most
animal species today respond to stress in a similar way.

So what happens in a person’s body to prepare them to face danger? A

body preparing to fight or flee needs to get the most power out of muscles.
This means a it needs to release and use energy, absorb oxygen and
circulate oxygen-rich blood to organs that need it such as heart, muscles,
and the brain. This is accomplished mainly through the release of
hormones; namely adrenaline and cortisol.

Together, these hormones have several important physiological effects

including:

I. Increasing heart rate

II. Increasing breathing rate (respiration)
III. Increasing muscle tension
IV. Increasing blood pressure
V. Increasing the secretion of insulin
VI. Increasing blood flow to the brain, lung, heart and muscles
Fortunately for our ancestors, once the predator was dead or safely out of
range, they were able to sit down on a rock somewhere and relax. With the
threat gone, the body would stop secreting adrenaline and cortisol and the
person’s body return to its normal state of equilibrium.

The days of being chased by a predator are long gone, but the “fight or
flight” response is still wired into us. Today’s threats and demands last
much longer than what our ancestors were accustomed to. Going to school,
getting a job, dealing with conflicts, managing finance, daily hassles and
raising a family are only a few examples of long-lasting, stress-provoking
situations.

1.2.b Emotions and stress

If stress is described in the frame of emotions, it seems to be quite

complicated and difficult to define due to the unavailability of a pure and
exact definition about emotions. Emotions refers to a person’s subjective
feelings and moods, it states a complex change in physical and
psychological situation of an individual that affects thoughts and behaviour.
Therefore anxiety, depression, anger and embarrassment are the results of
emotion on stress. Anxiety is known as one of the worst factor of emotions
that causes many incurable problems and disorders in a person’s activity.
Emotion enters an intensive power to human behaviour which leads to a
situation where one is not able to make better decision or perform
normally. The scholars and psychologists grouped the theories of emotions
into different categories: Physiological, neurological and cognitive.
Physiological theory of emotion refers to the signal or response of the body.
Neurological suggests the reaction of the brains in response to emotions. A
cognitive theory describe the role of thought or the brain function in
formation of emotions.

Stress is defined as “the body’s psychological, emotional, and physiological

responses to any demand that is perceive as threatening to a person’s well-
being”. Whereas stress by Lazarus is defined as a “Process of appraising
events or a situation as harmful, threating or challenging of assessing
potential responses and responding to those events”. Stress give both
positive and negative responses to our actions, because our rational
evaluation and assumption of the stressors makes difference in how we
react to the issues that is perceived as stressors and how we deal with it.

There is constructive and destructive stress. Constructive stress is the

feeling of anxiety that makes us perform well in our daily life. Stress could
also be driving force to test ourselves and encourage ourselves to do
something. Whereas the destructive stress presents undesirable effect of
stress known as distress.
MOST STRESSFUL JOBS
1.3 SYMPTOMS OF STRESS

Some of the symptoms of stress mentioned in CIPD (2008) states that

stressed people tend to increase their alcohol and smoking consumption. It
can also be observed that stressed people often find it hard to have a good
night sleep. Increasingly, the issues related to stress has changed to a
major phenomena for both employers and employees. The symptoms of
stress are explained in following table and it represents the symptoms of
stress from emotional, behavioural and cognitive perspectives.

The people’s behaviour or more specifically the changes in employees’

behaviour will demonstrate the sign of stress. Whereas the sign of stress to
the people can be sensible in different ways, in the areas of feelings that
lead them to a prolonged acute health problems or diseases such as
anxiety, irritation, fatigue, rudeness and depression. Feelings such as
nervousness, depression, anger and boredom are looked as the emotional
symptoms, these can be observed with people who feel stressed and the
behavioural signs to be observable to employees who make error in
performance, problems with sleep, conflict with colleagues and become
less social. The cognition signs are that a stressed person would find it
difficult to able to be attentive at his task and finds it hard to memorize
things as well as being passive and absent from the situation.

Our body also gives signs when we are stressed, signs such as being out of
breath, sweaty most of the time, heart pains, skin rashes etc. are the
physical signs of stress to the body. The shortage of treatment for these
 given problems will lead to further difficulties to mental and physical health
symptoms such as heart disease, depressions and anxiety.

1.3.a Types of symptoms

a) Physical symptoms
b) Mental symptoms
c) Emotional symptoms
d) Behavioural symptoms

a. Physical symptoms
• Palpitation, chest pain, general discomfort, sleeplessness, feeling
of fatigue.
• Indigestion, constipation, other digestive discomforts which don’t
have origin in gastrointestinal infections.
• Overeating, under eating, nausea, giddiness, other eating
disorders like bulimia.
• Allergy , asthmatic problems, respiratory difficulties.
• Back ache, head ache, neck pain, thyroid problem, muscle pain,
general body ache.
• Urinary problems.
• Sexual problems / difficulty in sexual relationships.
• Menstrual disorder, stomach cramps.
• Rashes, itching, boils/ skin problems, strain in eye.
• Falling hair, premature greying of hair.
• Obesity, arthritis, hypertension, strokes.
Most of these physical symptoms are diagnosed as diseases calling for medical
attention. In fact, medical treatment mostly alleviates the symptoms for some
time, whereas the root cause remains deeply lodged and makes a comeback at
the slightest provocation.

Most of the time we are not even aware that there is some stress which is
responsible for all these terrible symptoms.

b. Mental symptoms

Like physical problems, mental symptoms are also regarded as problem

areas which if not handled properly can lead to severe disorder needing
intervention by experts. Some of these symptoms are:

• Lack of concentration.
• Communication problem
• Trouble in decision making.
• Difficulty in remembering temporary and selective memory lapses.
• Repeating mistakes.
• Becoming an introvert / extrovert.
• Depression.
• Hallucination.

The mind is our most important backup software. Any snag in its functioning
sooner or later results in a personality disorder. It also induces abnormal
emotional and behavioural symptoms. The mind with its tools of thought and
memory is not properly understood. The subconscious and unconscious
impression in the mind which remains embedded in the psyche raise their
heads without any prior notice. These radicals’ elements know how to
camouflage themselves- leaving the individual clueless about the ‘why’ and
‘how’ aspects while one are facing the symptoms. At times incorrect
information and half-truths affect the bio-psyche combination extremely
severely causing severe mental stress. This not only affects day to day
functioning, but also spreads gloom all around. Most of us behave in the same
fashion when under mental pressure that originates under such circumstances.
Mental pressure does make one jump to negative conclusions without waiting
for the facts to be verified.
 c. Emotional symptoms

The emotions we feel have a direct connection with the body- mind
condition which responds to environmental inputs as well as to the
interpretation of such inputs. Accordingly physical and mental stresses do
lead to emotional stress and vice versa. Emotional stress is the most intense
of all three and hence needs immediate redressal. Some of the symptoms
of emotional stress are as follows:

• Prone to anger and violence.

• Easily irritated, panicky.
• Mood swings, emotional, over and under drive.
• Feeling lonely and useless.
• Guilty, ashamed, anxious.
• Suffering from phobias, fearful, distressful.
• Lapsing into crying spell.
• Too much of artificial laughter.
• Feeling a lump in the throat while talking.
• feeling of insecurity

Once in a while every normal human being exhibits one or some of the above
listed emotional states. However, if it becomes a set pattern and one finds it
difficult to break the pattern, then it becomes a matter of concern and should
be taken seriously to pre-empt chromic disorder.
d. Behavioural symptom
Our behaviour reflects our mood, State of mind, Emotions, thoughts and
physical well-being discomfort. Of course, the better actors amongst us
do succeed in camouflaging the true feelings. In fact these are people
who take pride in saying that thought inside their mind they have two
horses pulling them apart in two different directions yet they carry on
with life by setting up a third from which is a mask to their real inner
being. Masking does help once in a while either by keeping others at a
distance or by protecting oneself against perceived as well as real harm.
Some of the Stress generated Behavioural Symptoms are as follows:
• Excess smoking / drinking.
• Erratic sleeping time.
• Poor time management, excess time boundaries.
• Rash driving, technophobia.
• Aggressive behaviour, lethargic / workaholic.
• Addiction to computer.
• Over ambitious, emotional.
• Loud talking, stuttering, other speech abnormalities not attributed
to physical challenges.
• Nail biting, splitting hair, frequent blinking of eyelids.
• Kleptomania.
• Compulsive and impulsive lying.
• Bullying, getting bullied.
• Cranky, obstinate, fidgety.
• Knotted eyebrows, squinting.
• Excess hand movement while talking.
The mental, emotional and behavioural symptoms, if not watched carefully,
become a part of one’s personality based on which one gets classified as type
‘A’ or type ‘B’ or any other type of personality. In fact, while typecasting
someone or self as of a particular type, one should be aware of the fact that
behind these traits there lies an individual other partly aware or absolutely
unaware of the stress that might be promoting such traits. The very purpose of
learning the symptoms of stress will defeat if corrective and remedial
measures are not taken to alleviate the symptoms. It is a general tendency to
identify with one or another symptom and get one’s personality typecast
which is just a defence mechanism. However, this defence mechanism
becomes a matter of concern if it becomes a routine feature. So one needs to
guard against it.
1.4FOUR MAJOR TYPES OF STRESS

a) Eustress
This is a positive form of stress, which prepares your mind and body for
the imminent challenges that it has perceived. Eustress is a natural
physical reaction by your body which increases blood flow to your
muscles, resulting in a higher heart rate. Athletes before a competition
or perhaps a manager before a major presentation would do well with
eustress, allowing them to derive the inspiration and strength that is
needed. Eustress is a term that is sometimes used to refer to what many
call good stress. Rather than being the root cause for discomfort or
emotional distress, eustress motivates people to continue moving
forward and enjoy actions and events that require some effort but
ultimately provide a great deal of satisfaction.

It is important to note that eustress does not refer to satisfaction that is

achieved without effort. Students must study and successfully complete
coursework in order to earn a degree. Going through a pregnancy for
nine months requires dealing with a wide range of physical and
emotional issues before a mother knows the joy of cradling her child in
her arms. Getting into top physical condition requires a commitment to
regular exercise that challenges the limits of the body and mind if the
individual is ever to experience the joy of a well-built body.

The effects of eustress are many, and range from short-term to long-
term benefits. In the short-term, eustress provides motivation to keep
moving forward with an activity or project, even though it may be taxing.
 In the long-term, good stress helps to promote emotional balance,
confidence, a sense of being wanted and needed, and a general feeling
of being in harmony with the rest of the world. All these positive
benefits help to minimize the chances of a number of physical and
mental ailments developing.

Definition: A psychological term that refers to the good form of stress

that that helps an individual or businesses grows and remains healthy. A
business might find it desirable to add types of eustress to its work
environment to promote higher performance and the pursuit of
excellence within its workforce.

b) Distress
We are familiar with this word, and know that it is a negative form of
stress. This occurs when the mind and body is unable to cope with
changes, and usually occurs when there are deviations from the norm.
They can be categorized into acute stress and chronic stress. Acute
stress is intense, but does not last for long. On the other hand, chronic
stress persists over a long period of time. Trigger events for distress can
be a change in job scope or routine that the person is unable to handle
or cope with.

Definition: Pain or suffering affecting the body, a bodily part, or the

mind, a painful situation or a state of danger.
c)Hyper stress
This is another form of negative stress that occurs when the individual is
unable to cope with the workload. Examples include highly stressful
jobs, which require longer working hours than the individual can handle.
If you suspect that you are suffering from hyper stress, you are likely to
have sudden emotional breakdowns over insignificant issues, the
proverbial straws that broke the camel’s back. It is important for you to
recognize that your body needs a break, or you may end up with severe
and chronic physical and psychological reactions.

Stress can take many forms and shapes in a person’s life including
depression, withdrawal, and the inability to seek help or to maintain a
romantic relationship. Not always due to negative events or experiences
in a person’s life, stress can be triggered from positive things such as a
recent promotion at work, moving to a new city or getting married.
Hyper stress definition is being overwhelmed or overloaded at work to
the point where it’s hard to function. While it’s not limited to work but
other areas of a person’s life including their romantic life, it can prevent
an individual from living a normal, healthy balanced life.
www.delusional.com can provide many examples, symptoms and
treatments for people that suffer from hyper stress as well as general
information about the disorder.

There are four characterized forms of stress, with one being hyper
stress. Unlike the others, hyper stress involves someone who can’t
handle the workload before them and as a result, every little thing in
their life has the ability to trigger an emotional response. An example of
someone who suffers from hyper stress would be a Wall Street
stockbroker, an executive who just received a promotion that involves a
steep learning curve in a short period of time or someone who whether
mentally or physically cannot handle all that they are responsible for.
d) Hypo stress

Lastly, hypo stress occurs when a person has nothing to do with his time
and feels constantly bored and unmotivated. This is due to an
insufficient amount of stress; hence some stress is inevitable and helpful
to us. Companies should avoid having workers who experience hypo
stress as this will cause productivity and mindfulness to fall. If the job
scope is boring and repetitive, it would be a good idea to implement
some form of job rotation so that there is always something new to
learn.

There are many types of stress that leave a person feeling anxiety in
certain aspects of their life. Unlike hyper stress which occurs when
someone is overloaded by coursework or their workload in a work
setting, hypo stress does the opposite, triggering feelings of boredom in
people. Usually due to repetitive actions such as a retail job where you
act more like a robot with the same tasks over and over, hypo stress can
leave a person feeling unstipulated, unchallenged or uninspired. In the
long run, it can contribute to overall happiness or lack of happiness and
worthiness in someone.

Hypo stress is considered a chronic stress disorder and unless you take
action and make a change in your work situation, it isn’t likely to go
away. While hypo stress comes in the form of many symptoms including
fatigue, weight gain and laziness, there is hope. Hypo stress diagnosed
individuals can find an outlet for their creativity or anything that sparks
their excitement for life again. If your work situation can change, such as
with a promotion or different tasks you can become responsible for, this
can drastically help eliminate symptoms of hypo stress. Hypo stress can
also decrease if you can find something creative or exciting to do outside
of work to look forward to, such as a new exercise class, planning a trip
or going to a new restaurant. Often the hardest part about living with
the chronic, hypo stress is taking the first step and acting on it. When
you enrol to a sculpting class, join the gym or find any other outlet to
spark your creativity, hypo stress will decrease in your life.

Hypo stress is a manageable disorder if acting on as soon as possible.

While many jobs can become repetitive and boring at times, it’s up to
the individual to take action and control over what they can control. By
finding a creative outlet such as playing the guitar on your time off or
seeking out different work tasks, your work stress can become a thing of
the past after a while, or at least eliminate the intense feelings of
boredom.
1.5 CAUSES OF STRESS (ORGANISATIONAL)

Factors that causes stress are called "Stressors." The following are the
sources or causes of an organizational and Non-organizational stress.

• Career concern: If an employee feels that he is very much behind in

corporate ladder, then he may experience stress and if he feels that
there are no opportunities for self -growth he may experience stress.
Hence unfulfilled career expectations are a major source of stress.
• Role ambiguity: It occurs when the person does not known what he is
supposed to do on the job. His tasks and responsibilities are not clear.
The employee is not sure what he is expected to do. This creates
confusion in the minds of the worker and results in stress.
• Rotating shifts: Stress may occur to those individuals who work in
different shifts. Employees may be expected to work in day shift for
some days and then in the night shift. This may create problems in
adjusting to the shift timings, and it can affect not only personal life but
also family life of the employee.
• Role conflict: It takes place when different people have different
expectations from a person performing a particular role. It can also
occur if the job is not as per the expectation or when a job demands a
certain type of behaviour that is against the person's moral values.
• Occupational demands: Some jobs are more stressful than others. Jobs
that involve risk and danger are more stressful. Research findings
indicate that jobs that are more stressful usually require constant
 monitoring of equipment’s and devices, unpleasant physical conditions,
making decisions, etc.
• Lack of participation in decision making: Many experienced employees
feel that management should consult them on matters affecting their
jobs. In reality, the superiors hardly consult the concerned employees
before taking a decision. This develops a feeling of being neglected,
which may lead to stress.
• Working conditions: Employees may be subject to poor working
conditions. It would include poor lighting and ventilations, unhygienic
sanitation facilities, excessive noise and dust, presence of toxic gases
and fumes, inadequate safety measures, etc. All these unpleasant
conditions create physiological and psychological imbalance in humans
thereby causing stress.
• Lack of group cohesiveness: Every group is characterised by its
cohesiveness although they differ widely in degree of cohesiveness.
Individuals experience stress when there is no unity among the
members of work group. There is mistrust, jealously, frequent quarrels,
etc., in groups and this leads to stress to employees.
• Interpersonal and Intergroup conflict: Interpersonal and intergroup
conflict takes place due to differences in perceptions, attitudes, values
and beliefs between two or more individuals and groups. Such conflicts
can be a source of stress to group members.
1.6 STRESSORS

Stressors could be loud noise, uncomfortable air-conditioning, debts,

ringing telephones, broken relationships, unrealistic deadlines,
discouragement, fear, pain and thousands of other things that impact upon
us in the normal course of life. It is impossible to avoid stressors. The only
totally stress-free state is death! Stressors will always be there because we
live in an imperfect and unpredictable world.

Scientists use the term HOMEOSTASIS (homo = the same; stasis = standing)
to define the physiological limits in which the body functions efficiently and
comfortably. Stress disturbs homeostasis by creating a state of imbalance.
The source of stress may be outside the body or it may originate from
within the body in the form of blood pressure, pain, tumours or disturbing
thoughts.

Have you ever seen a plastic clown toy that automatically returns to an
upright position if pushed over? The clown stays upright because of a
heavy base that will always restore the toy to a vertical position. Stress is
the tension that the body exerts as it seeks to return to a steady-state.

We are all very aware of specific stressors that affect us. As already
discussed these assume many shapes and forms. In addition to the specific
stressors there are also back-ground stressors that can have a more subtle
but equally damaging impact on us.
1.6.a Types of stressors

• Job role: this exists when the employee is confused as to what task
he/she should be doing or when the employee has overwhelming
amount of work to be done with so little time. Stress could also arise as
a result of ambiguity. This situation is likely to happen at any type of
occupation.
• Underutilization: This means that the worker has insufficient work to
encourage his/her motivation.
• Responsibility for others: This increases stress level, if employees face
high responsibility for others. Those who are in charge of others at the
workplace and people higher up the organizational hierarchy are often
prone to more stress because of expectations from their co-workers.
• Poor working condition: - these conditions are also major contributors
to stress, these include extreme heat, cold, noise and overcrowded.
1.7 DISADVANTAGES OF STRESS

Stress has several negative impacts to the employee occupational functions

at the workplace. The negative effects include losing willingness and
interest to work, reduction in effectiveness, decreased efficiency and also
cause low commitment to the organization, job and colleagues. It also
increases the level of rigidity and inflexibility concerned to job 21
performance, and creates a room for ignorance or to disrespect the rules,
policies and regulations of the organization.

As per the management perspective the problems of stress can be analyse

into two dimensions, threats of stress on employees within organization
and the direct effects of stress for the workplace/organization.

In-cases where employees do not manage their stress level or ignore to

define the initial source of stress; it might cause many problems to the
health. A poor achievement and undesirable situation are the major factors
of stress that create many problems to health such as illness, depression,
absenteeism, nervousness etc. In this situation the employees are unable
to understand or enjoy life. This also proceeds to reduce the quality of life
for them which lead the employees to lose their achievement aims and
thus affect the functions or performance of employees to a great extent.

As a consequence, employers face many internal and external difficulties

due to a poor line of communication among employers, employees and
clients. In case the management does not put some practical steps in this
unreliable situation the conflicts rises and creates major problem for the
 organization. As research has shown, employers become unable to
manipulate the expectations as a result of its poor quantity and quality of
work.

1.8 STRESS MANAGEMENT

Stress is part of life in a fast-paced society. However, stress is not always

bad. We need some stress to stimulate us. The good stress allows us to
perform at a higher level, which is beneficial. This type of stress is called
eustress. It helps us to set and achieve goals as well as perform at a higher
level. For example, the demands of an upcoming competition, work project
or exam can create stress, which stimulates a person to work harder to win
the competition, finish the project on time or do well on the exam.

However, there are times when stress is overwhelming. This type of stress
called distress which paralyses rather than stimulates. It contributes to
decreased health and well-being. In fact, stress is a factor in 11 of the top
15 causes of death in Canada and is a significant reason for physician visits.
Therefore, an important part of healthy living is to learn to bring stress to
beneficial levels.

DEFINITION

Stress may be defined as “a state of psychological or physiological

imbalance resulting from the disparity between situational demand and
the individual’s ability or motivation to meet those demands.”
 Dr Hans Sale, described stress as “the rate of all wear and tear caused by
life”.

1.9 STEPS TOWARDS STRESS MANAGEMENT

Productive management of stress includes three steps for both employees

and organizations
• Awareness: It helps to understand when there is decrease in
performance and absenteeism.
• Determining the source: Find out what causes this distress and its
consequences.
• Doing something constructive: Find solutions to existing problems.

1.10 ORGANISATIONAL APPROACH TO STRESS

MANAGEMENT

Managers can identify stress in the workplace by discovering work stress

complications, by checking frequently the employee’s health and work
fulfilment. Managers can also prevent stress by ascertaining that
employees know where to turn to when they face with such problems and
following up on their recovery if health issues arise.

work stress influences organizations by means of having difficulty retaining

employees, weakening achievement and output, employee’s unwillingness
to perform actively and greater criticism on job performance from clients.
Employees’ recruitment will be negatively affected and greater
responsibility of being obligated to answer to lawful rights and accusations
by stressed workers would arise; this as a result would harm the company’s
appearance from those who are employed already or potential employees.
Management of many firms conducts many different activities and events
as a motivational and inspirational aspect within their organizations. This
might assist the employees to reduce their stress to an extent.

Human resource management can also restructure the work provided for
the employees, by concentrating on the demands, know-how, method and
skills of employees and provide provision and a good control mechanism.
This could be done by adjusting the work surroundings and allocating the
task proportionally to all employees. Management should make sure that
the employees are up-todate and get the proper training to be able to
perform their job properly and monitor their development. It should also
make sure to implement flexible working hours that allow the employees
to work and assist the employees to get proper guidance where and when
it’s needed; this would be effective to minimize the stress.

In addition to this promoting teamwork and collaboration between the

employees could be used as stress reduction mechanism. Managers should
also encourage their employees to take time management and decision
making courses to help them enhance their confidence at work and
capability of doing their work with a good manner. Management can also
improve the physical environment and provide a suitable situation given
the circumstances of cost and need. Human resource management can also
restructure the work provided for the employees, by concentrating on the
demands, know-how, method and skills of employees and provide
provision and a good control mechanism. This could be done by adjusting
the work surroundings and allocating the task proportionally to all
employees.

Management can recognize when workers are having work troubles when
the employees make mistakes than usual, have low achievement, has
increased his/her alcohol consumption or there is a greater customer
criticism. These can be taken into consideration when attempting to
recognize work related stress among employees.
CHAPTER 2: COMPANY PROFILE
2.1 COMPANY PROFILE

Penna Cement Industries Limited (PCIL) was estab1ished in year 1991 by Mr.
P. Prathap Reddy. Penna Cement Industries limited is an ISO 9001:2015
Company. Penna Cement is one of the biggest secretly he1d cement
organisations in India, with an introduced cement limit of 7 Million Tons Per
Annum. The organisation has built up itself as a standout amongst the most
trusted cement brands, with noteworthy impressions in southern & western
India. To begin with plant was appointed in 1994 at Talericheruvu town in
Tadipatri Mandal of Anantapur loca1e of Andhra Pradesh with beginning limit
of 0.2 MTPA in 1994 was expanded over years, bringing about introduced limit
of 1.8 MTPA. The plant's tasks were balanced out in a brief timeframe & the
organisation has been influencing benefits to ideal from the main year of its
activities, which overhauled its status as a noteworthy plantIn.

The course of the most recent two decades, the organisation introduced 4
cement plants & one hostage control plant & expanded the ability to in excess
of seven million tons. the organisation had developed naturally by creating in-
house aptitude & capacities, over the whole esteem chain in cement business.
All the cement plants are furnished with cutting edge innovation, empowering
the organisation to convey the unrivalled quality items. Penna is very much
situated for proceeded with development & market predominance in light of
its dynamic administration. The administration has found a way to recharge &
revive the centre business of cement producing for tomorrow, influencing the
organisation to accomplish more noteworthy statures.
2.1.a Promotors

Chairman and Managing Director:

Mr. P. Prathap Reddy built up PCIL in 1991 & has been its Managing Director
since its commencement. Straightforwardly in the wake of proceeding onward
from school, Mr Reddy took up structural planning contracts under the name
of "PIONEER BUILDERS". Pioneer Builders executed various famous basic
outlining contracts for various state governments, for instance, A.P, Karnataka,
Maharashtra, Kerala & Tamil Nadu. Under the organisation of Mr. P. Prathap
Reddy, Penna Cement has showed unsurprising advancement & has set up
itself as one of the biggest secretly held cement organisations in India.

Executive Manager:

MR. B VIKRAM REDDY - EXECUTIVE DIRECTOR & CEO Mr. B. Vikram Reddy
possesses a MBA degree from The University of Chicago, Booth School of
Business what's more a Master's degree in Information Technology from
Carnegie Mellon University, USA. He has likewise done his B.Com from Loyola
College, Chennai. Mr. B. Vikram Reddy began his masters calling as a Senior
master with Deloitte (USA) where he worked for more than 3 years. In 2008,
he came back to India to join the selective associations. At to begin with, he
joined the Power Division of Penna & concentrated on utilisation of Hydro
Power Projects. In 2012, he was named as an Executive Director on the
principle get-together of Penna Cement Industries Limited. In March 2014, he
was re-alloted as Executive Director & CEO of the affiliation. Mr. B. Vikram
Reddy directs to all through the normal activities of the affiliation.
Director:

Mr. D. L. Kantham Bachelor of Science & an experience of over 40 years in

cement business. He's been associated with Penna Cement since its
commencement. Mr. Kantham has been charge of rise & business production
of each of the Penna Cement plants. He is responsible for assembling of all the
Cement Plants of the Company. In the year 2012, he was alloted as Director
(Technical) on the primary social affair of Penna Cement Industries limited.

2.2 VISION, MISSION, QUALITY PROFILE

Vision

To create sustainable value & growth for all stakeholders.

Mission

To create energised, competitive, innovative & a winning environment for all

stakeholders

Values

Focus on Customer,

Act with Integrity,

Nurture Employees,

Pursue Excellence,

Care for Safety,

Care for Community,

Quality policy

• Penna Cement Industry Ltd is a main maker of concretes creation in

India with a 1ong history & respected reputation.
• In the cement production market, Penna is synonymous with steady
excellent, items assorted variety, re1iability, specialised greatness &
client driven arrangements, taking portage a rich 'Cement Tradition' in
the nation.
• Penna gives quality, supportability & solidness to structures of different
measurements in framework that require a durable establishment & for
lodging with comfort & security.
• The four cement factories are strategically located, to cater to customers
all across Southern India.
• To understand the long term objectives of fast development, the
organisation embraces the most recent control & front line innovations
& endeavour to accomplish unequivocally upper hands in each circle of
the exercises.
• In the age exceptional industrial boom, the organisation symbolise
India's constant drive for independence in the centre businesses of the
economy.
• In the wake rising interest for the development of lodging & foundation
segments in the nation, the organisation have extended the operations
throughout the years with a view to accomplishing a long haul vital
esteem.
CHAPTER 3: ANALYSIS AND
INTERPRETATION
TABLE 3.1 Showing Demography Data of Age

Demographic variab1es Categories Frequency Percentage %

(Respondents)
20 years & 2 6.3
below
21 years – 30 34 2.1
Age years
31 years – 40 53 35.8
years
41 years & 6 55.8
above
TOTAL 95 100

Age: The respondents are males, most of respondents aged between 31 years
to 40 years which has the highest percentage of 55.8%, followed by 35.8%
those who aged between 21 years to 30 years, 41 & above with 6.3% & lastly
with 2.1% for those who aged 20 years & below.
GRAPH 3.1 Showing Demography Data of Age

Age

20 years and above

21 years - 30 years
31 years - 40 years
41 years and above

Interpretation: The following pie chart shows the proportions of age of

employees at company. The highest number of population of employees are
aged between 31 & 40 years.
Table 3.2 Showing Demography Data of Marital Status

Demographic Variables Categories Frequency Percentage %

(Responded)
Single 15 2.1
Married 72 35.8
Marital status Divorced 4 55.8
widowed 4 6.3
Total 95 100

Marital Status: As for respondents marita1 status, 75.8% or 72 respondents

were married, whi1e 15.8% or 15 respondents were unmarried, 4 respondents
(4.2%) were widowed & 4 respondents (4.2%) were divorced.

Graph 3.2 Showing Demography Data of Marital Status

Marital Status

Single
Married
Widowed
divorced
Separated

Interpretation: The pie chart shows more number of emp1oyees are married.
Table 3.3 Showing Demography Data of Work Experience

Demographic Variables Categories Frequency Percentage %

(Responded)
less than 6 1 1.1
months
6 months – 5 year 18 18.9
Work experience

5-10 years 63 66.3

10-20 years 11 2.1
Total 95 100

Work experience: Further profi1ing of the respondents showed that 1.1%

respondents of this research are those with 1ess than 6 months working
experience at current job, whi1e those with more than 6 months – 5 year
working experience at current job consist 18 (18.9%) respondents, 63
respondents (66.3%) have 5-10 years of working experience at current job.
Graph 3.3 Showing Demographic Data of Work Experience

Work experience

less than 6 months

6 mothns-5 years
5-10 years
10-20 years

Interpretation: The above pie chart shows more number of emp1oyees are
experienced between 5 & 10 years as most of the peop1e quit their jobs after
5 years for better jobs.
Table3.4 Showing Demographic Data of Total Work Hours Per Day

Demographic Variables Categories Frequency Percentage %

(Responded)
8 hours or 1ess 38 40.4

9–10 hours 47 50
Total Work Hours Per
Day 11-12 hours 9 9.6
12 hours & more - -
Total 95 100

Working hours: Majority of the respondents with 47, 50% of the tota1
number of respondents were working with tota1 working hours of 9 hours or
1ess per day as per work 1oad, whi1e 38 respondents (40.4%) were working
for 8 hours or 1ess hours per day & 8 respondents (9.6%) were working for 11
to 12 hours per day depends on the work.
Graph 3.4 Showing Demography Data of Total Work Hours Per Day

Total work hours per day

8 hrs or less
9-10 hrs
11-12 hrs
12 hrs and more

Interpretation: The above result shows the proportions of work hours of

employees at company. There is slight difference between 8 hours or less to 9-
10 hours because the jobs are divided as morning shifts, noon shifts & night
shifts.
Table 3.5 Showing Employees are Clear About Work

SI. No. Category No of Percentage %

Respondents
1 SD 2 2%
2 D 4 4%
3 UN 4 4%
4 A 79 79%
5 SA 11 11%
TOTAL 100 100

Analysis: The above result shows that 79% of employees agree what kind of
work is expected from them & 11% strongly agree to the same. 4% of
employees remain unsure here. 4% of employees disagree while 2% of
employees strongly disagree.
Graph 3.5 Showing Employees are Clear about Work

I am clear what is expected of me

at work

SD
D
UN
A
SA

Interpretation: The following pie chart shows the proportions of employees at

company being clear about their work. Majority of the employees agree about
being clear about work because they were given proper instructions about
work.
Table 3.6 Showing Employees Can Decide Breaks

SI. No. Category No of Percentage %

Respondents
1 SD - -
2 D 2 2
3 UN 10 10
4 A 64 64
5 SA 24 24
TOTAL 100 100

Analysis: The above result shows that 64% of employees agree that they can
decide when to take break & 24% strongly agree to the same. 10% of
employees remain unsure here. 2% of employees disagree while 0% of
employees strongly disagree.
Graph 3.6 Showing Employees Can Decide Breaks

Sales

SD
D
UN
A
SA

Interpretation: The above pie chart shows the proportions of employees at

company can decide breaks. More number of employees agree, as the
company is into production of cement, regular breaks are needed.
Table 3.7 Showing Employees Have Work Demands That Are Hard

SI. No. Category No of Percentage %

Respondents
1 SD 22 22
2 D 49 49
3 UN 11 11
4 A 16 16
5 SA 2 2
TOTAL 100 100

Analysis: The above result shows that 16% of employees agree that different
groups at work demand things which are hard to combine & 2% strongly agree
to the same. 11% of employees remain unsure here. 49% of employees
disagree while 22% of employees strongly disagree.
Graph 3.7 Showing Employees Have Work Demand That Are Hard

Sales

SD
D
UN
A
SA

Interpretation: The above pie chart shows the proportions of employees at

company having different groups at work demand things which are hard to
combine. Many of the employees disagree to this as the department allots
work at the beginning of the day.
Table 3.8 Showing Employees Having Unachievable Deadlines

SI. No. Category No of Percentage %

Respondents
1 SD 23 23
2 D 59 59
3 UN 12 12
4 A 6 6
5 SA - -
TOTAL 100 100

Analysis: The above result shows that 6% of employees agree that they have
unachievable deadlines & 0% strongly agree to that. 12% of employees remain
unsure here. 59% of employees disagree while 23% of employees strongly
disagree.
Graph 3.8 Showing Employees Having Unachievable Deadlines

Sales

SD
D
UN
A
SA

Interpretation: The above pie chart shows the proportions of employees at

company having unachievable deadlines. Most of the employees disagree, as
the deadlines are chosen by the supervisor after the team’s consent.
Table 3.9 Showing Employees Can Decide the Work

SI. No. Category No of Percentage %

Respondents
1 SD 0 0
2 D 7 7
3 UN 14 14
4 A 60 60
5 SA 19 19
TOTAL 100 100

Analysis: The above result shows that 60% of employees agree that they have
choice in deciding how they do work & 19% strongly agree to the same. 14% of
employees remain unsure here. 7% of employees disagree while 0% of
employees strongly disagree.
Graph 3.9 Showing Employees Can Decide the Work

Sales

SD
D
UN
A
SA

Interpretation: The above pie chart shows the proportions of employees at

company have choice in deciding how to do their work. Majority of employees
agree, because the employees work in batches or teams so the output is
important.
Table 3.10 Showing Employees Taking Insufficient Break

SI. No. Category No of Percentage %

Respondents
1 SD 20 20
2 D 64 64
3 UN 7 7
4 A 7 7
5 SA 2 2
TOTAL 100 100

Analysis: The above result shows that 7% of employees agree that they are
unable to take sufficient breaks & 2% strongly agree to the same. 7% of
employees remain unsure here. 64% of employees disagree while 20% of
employees strongly disagree
Graph 3.10 Showing Employees Taking Insufficient Break

Sales

SD
D
UN
A
SA

Interpretation: The above pie chart shows the proportion of employees at

company are unable to take sufficient breaks, Most of the employees disagree
to this, as the company has regular breaks & shifts while work is going on.
CHAPTER 4: RESEARCH DESIGN
4.1 OBJECTIVES OF STUDY

• To study source of stress in Penna Cement Industries Limited, Andhra

Pradesh.
• To analyses on the employees view point on existing stress
management.
• To find possible measures to reduce stress from the employee’s
perception.
• To find out negative effect of stress on the employee’s performance.
• To analyse the measures taken by the employer to reduce the stress if
employees.
4.2 SCOPE OF STUDY

This particular study is about Work Stress Management is restricted within the
organisation. The study is conducted on employees of the organisation. This is
not because of non-availability of resources but the nature of study itself
restricts. It studies the existence and non-existence of stress among the
employees in the organisation and identifies the factors which are contributing
for stress. It also provides the various steps adopted by the organisation for
managing work stress of the employees, which can be use as future reference
for decision making and policy making with regard to the employees. This
study revels the morals of employees.
4.3 LIMITATIONS OF STUDY

• The employees were reluctant to give correct information.

• Even though the employees give correct information during the
unstructured interview conducted, they gave positive answers while
answering the questionnaire.
• The investigator intended to cover only few areas of stress relevant to
the proposed study.
• As the study was done in limited time, investigator could not select a
sufficient large sample for the study.
CHAPTER 5: RESEARCH METHODOLOGY
5.1 SOURCE OF DATA COLLECTION

• Primary source: The procedure followed in the collection of primary

data is from structured questionnaire and interview from the target
employees
• Secondary source: The data is collected through information available
with the company in the form of past records, newspaper articles,
journals etc.

5.2 TOOLS AND TECHNIQUES FOR DATA COLLECTION

The primary information was collected by distributing the questionnaires and

by performing surveys. On the basis of tables, the facts are presented in the
form of pie charts.
5.3 OVERVIEW OF THE CHAPTER SCHEME

Chapter 1:
Chapter 2:
Chapter 3:
Chapter 4:
Chapter 5:
CHAPTER 6: FINDINS, SUGGESTIONS &
CONCLUSION
6.1 FINDINS

• It has been observed most employees are clear regarding what

kind of work expected of them.
• It has been observed most of Employees can decide when to take
break
• It has been observed Employees opposed about contrasting
groups at work demand things from the workers which are hard to
combine.
• It has been observed Majority of the Employees do not have
unachievable deadlines.
• It has been observed with help of research that Employees have
choice in deciding how they want to do their work.
• It has been observed in this research employees are not able to
take sufficient breaks.
• It has been observed most of the employees do not think job
made their life cumbersome.
• It has been observed employees are informed about matters
affecting them.
• It has been observed employees are satisfied with their
involvement in decision making,
• It has been observed most of employees are encouraged to come
up with new ideas.
• It has been observed employees enjoy their work.
• It has been observed employees are well trained in their work.
• It has been observed employees remain unsure about them
accepting their faults.
• It has been observed More number of employees approve they
see problem as challenge rather than as obstacles.
• It has been observed Employees admit responding that their
manager encourages them at work.
6.2 CONCLUSION

The present research closes by throwing light on effect of stress on

employees & significance of stress management. It is extremely
clear from the current descriptive & research information that no
causes for stress can be fathomed without legitimate & satisfactory
communication. As the stress at workplace has negative impacts,
the Penna Cement Industry need to recognise the requirement for
battling, un revelling & preventing stress at workplace.

The examination has drawn out the association & reliance between
(a) work stressors & work load
(b) work stressors & working condition
(c) work stressors & Job execution &
(d) work stressors & Perks & advantages.

In the event that one component runs with the other component
easily, the result will be helpful. Further more the significance of
stress management has been underscored which will clear path for
progress. It is truly trusted that the Penna Cement Industry will find
a way to execute the proposals of the research to ease stress & take
reasonable measures to satisfy the desire for the workers.
6.3 SUGGESTION

• The company needs to find out stressors in life of employees.

• Work should properly delegated to the employees to avoid
overload of work, which could cause stress.
• The company needs to recover issue of stress faced by employees.
• Company needs to maintain good relationship with the employees
to make the climate healthy.
• The company needs to provide recreational activities.
• The company needs to give information about stress adapting
procedures to the employees.
• The company needs to provide assistance from the line Manager
for the employees.
• The company needs to make workers feel secure when they are
engaged with the leadership.
• The company needs to provide enough breaks to employees so
they will perform better.
• The company needs to guide the supervisors to think about the
level of their workers mindfulness & skills whether they will be able
to practice their objectives.
• The company needs to come up with problem controlling strategy
that will help in aggregate yield.
• The company needs to Raising systems like furnishing the
employees with some stress help trips.
• The company needs to keep a decent employer-employee,
employee-employee relationship so that there will be a good
connection & there won’t be any issue of stress.
• The company needs to understand the employees concern,
figuring out perspectives prompting labourer stress & proper
strategies to overcome the stress faced by workers.
• The company needs to maintain proper grievance healing system
should be practiced to help the employees to overcome their
problems.
• The company needs to ensure subordinate are aware about
ethical practices & proper behaviour in office premises.
• Company needs to organise stress management programme that
focuses on different categories of employee’s at all hierarchical
level.
• The company needs to organise the training of stress management
techniques, but first of all experiencing of awareness to enjoy the
present moment, not to think of past, no future.
CHAPTER 7: BIBLIOGRAPHY

www.google.co.in

www.pennacement.com

www.wikipedia.com
CHAPTER 8: CUSTOMERS
QUESTIONAIRRE
1. Do you think that you are undergoing any stress in your job?
a) Yes
b) No

2. If yes, according to you, which of the following do you think cause stress?
a) Work load
b) Work timings
c) Meeting targets
d) Ventilation
e) Interpersonal relationship
f) Performance anxiety
g) Others_______________________

3. In which of the following areas do you face a problem due to stress in your
job?
a) Health
b) Psychological
c) Meeting targets
d) Work itself
e) Others________________________

4. Are you comfortable with the working environment in which you work?
a) Yes
b) No

5. Does Stress in the work place have an impact over your basic
performance?
a) Yes
b) No

6. Do you get frustrated due to excessive stress in your job?

a) Yes
b) No

7. Does stress act you on a daily basis or it is encountered while meting

targets?
a) Daily basis
b) Meeting targets
c) Some times

8. Is all the stress generated having its origin in the work place or home
place?
a) Work place Yes No
b) Home place Yes No

9. How do you think stress in the work place, which is internal in nature can
be stopped?
a) Flexible work hours
b) Distributed work load
c) Timely targets
d) Periodic relaxation Others________________
10.Do you thin work Stress Management improves the morale of the
employees and employee Good Will?
a) Yes
b) No

11.What measures do you suggest in controlling the Stress causing factors?

(Tick as many)
a) Counselling
b) Job rotation
c) Leisure breaks
d Informal relationship
e) Sports activities
f) Recognizing good work
g) any other specify___________________________

12.If usage of work Stress Management techniques boost up confidence of

the employees?
a) Yes
b) No

13.Do you feel using work Stress Management techniques will improve the
working environment?
a) Yes
b) No

14.What are the Recreational Activities does your company provide to the
employees to reduce the work stress?
a) Recreational Tours
b) Sports Activities
c) Family Tours
d) Honouring the hard working people Others Specify
______________________

15.How often does your company provide Recreational Activities to reduce

the work stress of an employee?
a) Yearly once
b) Half-Yearly
c) Quarterly

18.Please give your valuable suggestions as to how stress can be effectively

handled in your organization?