A PROJECT REPORT Anurag

A
PROJECT REPORT ON
PERFORMANCE APPRAISAL
Being the intern of
BR BANG PRIVATE LIMITED
SUBMITTED FOR THE PARRIAL FUL FILLMENT OF THE DEGREE OF
MBA (IR&PM) FROM A.P.S. UNIVERCITY REWA
SESSION : 2022-2023
Under the guidance of Submitted by
Dr. surya Pratap Siddhraj

singh singh kushwaha
MBA(IR&PM)2nd sem.
Super Vision :-
PUNEET BANG
DECLARATION
I Siddhraj Singh Kushwaha hear by declare that the dissertation report title
‘Performance appraisal’ Being the interns of BR BANG PRIVATE LIMITED under the
guidance of Dr. Atul Pandey (head of department) MBA (IR&PM) Dr. S.P. Singh (MBA
Faculty)Being the interns of department of IR&PM in Awadesh Pratap Singh University
in Rewa (M.P.) is submitted as a requirement for partial fulfillment of Master of Business
Administration.
are based on the data collected by myself while preparing this dissertation I have not copied
anything from any source the empirical finding is the or project.
DATE: SIDDHRAJ SINGH KUSHWAHA

Place: MBA (IR&PM) 2nd sem.
A.P.S.U (M.P)
ACKNOWLEDGEMENT
I would to Submit my heartiest regards & thank , Dr.K.K. Patairiya, Dr.ankit Gour
for allowing to me accomplish short term summer project on the topic
“Performance appraisal’’ as required for partial fulfillment of my MBA degree .
I also empress my heartily thanks to Dr. Atul Pandey Sir head of department
at IR&PM, APSU Rewa Prof- In- Charge & faculty Dr. S.P. Singh
,Dr.Neelem Pandey,Mr.Ranjan Kelkar, Mrs. Shaista siddiqui for Permitting & his
guidance for this summer training.
PREFACE
This report deals with the ‘Performance appraisal’ Being the interns of
BR BANG PRIVATE LIMITED INDORE.
The report is the humble presentation the information gathered and
experience gain during the dissertation the report had been properly
divided into different where each chapter deals with a separate these
chapters are a separate subdivided.
 The first chapter of the report gives information about the topic and
the concern in which the training was undertaken.
 The second chapter deals with the review of the literature.
 The third chapter of the report gives information about he research
methodology & objective of the study.
 The fourth chapter deals with the Data analysis & Interpretation to
the training program see by the analysis are presented.
 The five chapter deals with the Finding, Conclusion, Suggestion etc.
 The six chapter with the Annexure, Bibliography, Questionnaire,
Company profile etc.
CONTENT
 Certificate
 Declaration
 Acknowledgement
 Preface
Chapters TITLE
Chapter-1 INTRODUCTION
Chapter-2 LITERATURE REVIEW
Chapter-3 RESEARCH METHDOLOGY
3.1 Title of the Study
3.2 Duration of the Study
3.3 Basic Terms of Present Research Study
3.4 Scope and Coverage of Research Study
3.5 Objectives of Research Study
3.6 Research design

3.7 Source of Information
3.8 Sampling decisions
3.9 Data collection,
3.10 Limitations of the Study
Chapter-4 DATA ANALYSIS & INTERPRETATION

Chapter-5 FINDING
 CONCLUSIONS
 SUGGESTION
Chapter-6 ANNEXURE
 Bibliography
 Questionnaire
 Company profile
Chapter – 1
Introduction
INTRODUCTION
Stress an individual’s adaptive response to situation that is perceived as challenging

threatening to the person well-being.
Modern life is full of stress. An organization become more complex, the potential for
stress increases. Urbanization, industrialization and increase in scale of operations are
some of the reasons for rising stress. Stress is an inevitable consequence of
socioeconomic complexity and to some extent, its stimulant as well. Stress in health
psychology, a general term used to refer to a range of negative perceptions and
reactions experienced when pressure become too much. In health psychology, stress
is typically used to refer more generally to a range of negative perceptions and
reactions.
The concept of stress and Performance appraisal is increasingly gaining recognition in

literature and the globe. Oyerinde (2004) describes stress as the biological responses
to events that threaten to overwhelm the individual capacity to cope satisfactory in
the environment. Melinda, Ellen, Jeanne and Robert (2008) defined stress as powerful
neurochemicals and hormones that prepare one for action to fight or flee one don t
take action, the stress responses can lead to health problems.
Every era in history has been characterized by some incapacitating diseases. Plague,
Polio and Pneumonia were eliminated when the environmental conditions were
improved or when the germs or viruses were destroyed or protected through drugs or
vaccines. In the modern society we have some characteristic diseases, but normally
consider not being so easy to eliminate. It leads to psychosomatic disease or heart
disease and it is a major contributor to disturbances in one’s emotional, family and
social life. It inhibits creativity and personal effectiveness and it is present as general
dissatisfaction that is so obvious in our daily lives. The name of this condition is stress.
Stress is very much dynamic condition in which people confronted with

opportunities, constraints or demand related to what one desires and for which o
utcome is perceived to be both uncertain and important. Stress is associated with
constraints and demand. Two conditions are necessary for potential stress to become
actual stress.
The workplace is widely regarded as a major source of stress and, as such, has been a
significant focus of research. Work stress is of concern to both occupational and
health psychologists. Entrepreneurial role stress can be defined as the harmful
physical and emotional responses that occur when the requirements of the business
or job do not match the capabilities, resources, or needs of the entrepreneurs.
WHAT IS STRESS?
• S stands for sorrow.

• T stands for tension.
• R stands for rivalry.
• E stands for emotional outburst.

• S stands for success phobia.
• S stands for exit suspense.
Stress is not a useful term for scientists because it is such a highly subjective phenomenon
that it defies definition. And if you can’t define stress, how can you possibly measure it? The
term “stress”, as it is currently used was coined by Hans Selye in 1936, who defined it as “the
non-specific response of the body to any demand for change”. Selye had noted in numerous
experiments that laboratory animals subjected to acute but different noxious physical and
emotional stimuli (blaring light, deafening noise, extremes of heat or cold, perpetual
frustration) all exhibited the same pathologic changes of stomach ulcerations, shrinkage of
lymphoid tissue and enlargement of the adrenals. He later demonstrated that persistent
stress could cause these animals to develop various diseases similar to those seen in humans,
such as heart attacks, stroke, kidney disease and rheumatoid arthritis. At the time, it was
believed that most diseases were caused by specific but different pathogens. Tuberculosis
was due to the tubercle bacillus, anthrax by the anthrax bacillus, syphilis by a spirochete, etc.
What Selye proposed was just the opposite, namely that many different insults could cause
the same disease, not only in animals, but in humans as well.
More women are employed now than ever before, but more likely women get low
productivity, low pay and vulnerable jobs, lack of social protection and basic rights
than men according to a new report by the international labor organization ILO.
Davidson (1983) and Cooper (1992) in two books on managerial women and stress
found that managerial women felt isolated at work, exhibited Type A behavior, and
experienced greater strain than did men. Extra pressures on managerial women
included lack of self-confidence and subtle forms of discrimination.
The study confirmed the impression that working women still carry the major burden of
home and family problems.
The main aim of the study was to examine for factors that are responsible for
generating entrepreneurial role stress among women those who are working in
“Mahila Bachat Gat”
Objective the aim of this review was to evaluate research relating to the role of
gender in the level of workplace stress. A further aim was review of literature relating
to stressor of particular relevance to working women. The stressor include multiple
roles, lack of career progress and discrimination and stereotyping.
DEFINITION OF STRESS:
According to Somerville and Langford (1994) describe stress as a social problem.
According to Robbins and sangh(2006) “A dynamic condition in which an individual is

confronted with an opportunity, constraints, or demand related to what he or she
desire and for which the outcome is perceived to be both uncertain and important.”
According to Richard Carlson “Stress is nothing more than a socially acceptable form of
mental illness’
Robins and sanghi (2006) also contributed “stress is typically discussed in a negative
context; it also has positive value. It is an opportunity when offers a potential gain.”
According to ILO (1986) “It is a recognized world-wide as a major challenge to individual

mental and physical health. and organizational health.”
According to Usman and Ismail (2010) “One of the affected outcomes of stress is on job
performance.”
According to Newman and Beehr (1979) define job stress or workplace stress as “ a
situation wherein job-related factors interact with the worker to change his or her
psychological and/or physiological condition such that the person is forced to deviate
from normal functioning.”
According to Hans Selye “stress is the body‘s nonspecific response to a demand placed on
it.”
According to Richard S. Lazarus “Stress as a condition or feeling experienced when a

person perceives that demand exceed that personal and social resources the
individual is able to mobilize.”
According to D ‘Souza “ Nervous tension that results from internal conflicts from a wide
range of external situations.”
Meaning of Stress:
Stress may be understood as a state of tension experienced by individual facing

extraordinary demands. Constraints or opportunities. The pressure of morden life,
coupled with the demand of the job, can lead to emotional imbalances that are
collectively labled stress. However, stress is not always unpleasant.
Stress is as result of an interaction between an individual‘s emotional, intellectual, social,

and physical resources and the demand on him or her.
Subjective and self reported evaluations of stress are just as a valied as ‘objective’
data such as statistics on accidents or absenteeism. A recent report by National
Association of Mental Health distinguishes between stress and pressure, where
pressure can be defined as a subjective feeling of tension or arousal is triggered by
potentially stressful situation.
However, where pressure exceeds an individual‘s ability to cope, the result is stress.
(Ricardo Blaug, Amy Kenyon, Rohit Lekhi).
The health and safety Executive (HSE) defines stress as “the adverse reaction people
have to excessive pressures or other types of demand placed on theme”. Recent
research shows that this ‘adverse reaction’ can seriously undermine the quality of
people’s working lives and, in turn, the effectiveness of the workplace.
Richard Lazarus and Susan Folkman suggested in 1984 that stress can be thought of as
resulting from an “imbalance between demands and resources” or as occurring when
“pressure exceeds one’s perceived ability to cope”.
The term “stress” refers only to a stress with significant negative consequences, or
distress in the terminology advocated by Hans selye , rather than what he call
eustress, a stress whose consequences are helpful or otherwise positive. He defines
this stress as a state manifested by a syndrome which consists of all non specifically
induced changes in a biologic system.
SOURCES OF STRESS:-
At present stress is the number one problem for working people. It is increasing
continuously day by day due to globalization and global economic crisis. It creates the
fight or flight response in the brain, the stress hormone then circulates in the blood
stream which causes the heart to speed up, the arteries to narrow and blood sugar to
rise. In our daily life we face different type of stressors, such as biological,
psychological, sociological and philosophical In any case, regardless of the stressor;
the body’s reaction will be the same (Greenberg 1990).
Hans Selye (1976) in his classic book The Stress of Life briefly described the stress
reactivity as a three-phase process termed the general adaptation syndrome as
follows:
Phase 1: Alarm Reaction
The body shows the changes characteristic of the first exposure to stressor. At the
same time, its resistance is diminished and, if the stressor is sufficiently strong (severe
burns, extremes of temperature), death may result.
Phase 2: Stage of Resistance
Resistance ensues if continued exposure to the stressor is compatible with

adaptation. The bodily signs characteristic of the alarm reaction have virtually
disappeared and resistance rises above normal.
Phase 3: Stage of Exhaustion
Following long-continued exposure to the stressor, to which the body had become
adjusted, eventually adaptation energy is exhausted. The signs of the alarm reaction
reappear, but now they are irreversible, and the individual dies (Greenberg 1990).
Table: 1 Type of Stressor & Examples
Types of Stressors Examples
Work factors • Excessive work hours

• Unreasonable performance demands
Physical Environment • Noise and Overcrowding

• Health and safety risks
• Ergonomic problems
Organizational Practices • Lack of autonomy

• Poor communication
Workplace change • insecurity in Job

• High turnover
Relationship • poor relationship with superiors

• Bullying or harassment
Types of Stress:-
1. Acute Stress:
Acute stress is your body's immediate reaction to a new challenge, event, or demand -- the
fight or flight response. As the pressures of a near- miss automobile accident, an argument
with a family member or a costly mistake at work sink in, your body turns on this biological
response. Acute stress isn't always caused by negative stress; it's also the experience you
have when riding a roller coaster or having a person jump out at you in a haunted house.
Isolated episodes of acute stress should not have any lingering health effects. In fact, they
might actually be healthy for you -- as these stressful situations give your body and brain
practice in developing the best response to future stressful situations
Severe acute stress such as stress suffered as the victim of a crime or life-threatening
situation can lead to mental health problems, such as post-traumatic stress disorder or acute
stress disorder.
2. Chronic Stress
If acute stress isn't resolved and begins to increase or lasts for long periods of time, it
becomes chronic stress. Chronic stress can be detrimental to your health, as it can
contribute to several serious diseases or health risks, such as heart disease, cancer,
lung disease, accidents, cirrhosis of the liver, and suicide.
3. Emotional Stress
The pain of emotional stress can hit harder than some other types of stress. For
example, the stress that comes from a conflicted relationship tends to bring a greater
physical reaction and a stronger sense of distress than the stress that comes from
being busy at work. Therefore, it is important to be able to manage emotional stress
in effective ways. Strategies that help you to process, diffuse, and build resilience
toward emotional stress can all work well, and different approaches can work in
different situations. Here are some ways to manage emotional stress.
4. Time Stress
The kind of stress is the resultant of one’s worry about time or the lack thereof. One
worry about the number of things that one has to do, and fear that will fail to achieve
something important. One might feel tr4apped, unhappy or even hopeless. This stress
is common in all facets of lives. Time management skills have been advocated over
the years as a useful tool in coping with this kind of stress.
5. Situational Stress
This stress occurs in a scary situation that one has no control over. This stress is not
anticipated by the individual and as such it is always sudden. Conflict has been
identified as the major causes of situational stress and effective conflict resolution
skills have equally been identified as a possible way out.
LEVEL OF STRESS
Level-1
Immediat stress
• Increased heart rate and blood pressure

• Rapid breathing
• Perspiring and sweaty palms
• Indigestion and nervous stomach
These symptoms occur in response to a stressor that causes fright or nervousness.

Your body releases adrenalin to prepare you for action. Examples range from
immediate, external danger such as a fire or a car speeding towards you to a self-
imposed situation such as a job interview or first date.
Level 2 - Continued stress
• Feelings of being pressured or driven

• Exhaustion and fatigue
• Anxiety
• Memory loss
• Colds and flu
• Increase in smoking or alcohol and caffeine consumption
These symptoms can occur when there is no relief from a Level 1 stress. Your body
begins to release stored sugars and fats, using up its resources. For example, a
longterm deadline at work, or a drawn-out divorce may lead to Level 2 stress.
Level 3 - Ongoing stress
• Insomnia
• Errors in judgment
• Personality changes
• Autoimmune disorders
• Heart disease
• Mental illness
When a stressful situation is not resolved and carries on for prolonged periods, Level 3 stress can result. Your
body cannot produce the energy resources it needs and the ongoing strain can cause dysfunctions and
breakdowns. An unsatisfying and highly demanding job or caring for a disabled family member could
potentially cause this kind of stress.
EFFECT OF STRESS:-
Negative effects
A. Impairment of cognitive functioning:
A moderately common effect of stress is impairment of one‘s mental functioning. In some

people, stress may lead to a narrowed from of attention, reduced flexibility in thinking, poor
concentration and less effective memory storage. Such effects are far from inevitable.
(Mandler,1979)
B. Shock and disorientation:
Sever stress can leave people dazed and confused. (Horowitz, 1979) in these states people
tends to feel emotionally numb and they respond in a flat, apathetic fashion to events
around theme.
C. Burnout:
Burnout is a buzzword for the eighties. This is a stress-related Syndrome wherein one‘s
behavior comes to be dominated by feelings of physical, mental and emotional exhaustion.
The physical exhaustion includes chronic figure, weakness, and low energy. The emotional
exhaustion is manifested in highly negative attitudes towards oneself. One’s work and life is
general.
D. Physical problems and illness:
The existence of connection between stress and certain kinds of physical illness has long
been recognized. Examples of illness that have long been viewed as stress-related are
asthma, hypertension, migraine headache, and ulcers.
Positive effects
The beneficial effects of stress are more difficult to pinpoint than the harmful effects
because they tend to be more subtle.
• First, we would probably experience a suffocating level of boredom if we lived

a stress-free existence. Life would be very dull indeed if it were altogether
devoid of challenge. There is evidence (Suedfeld,1979) that an inte rmediate
level of simulation and challenge tends to be optimal for most people.
Although most of us think of stress in terms of stimulus overload, it is clear
that under load can be extremely unpleasant as well.
• Second, stress may frequently promote personal growth. Basically, personal
growth refers to movement toward greater psychological health. Stress must
some time force us to develops new skill, learn new insights, and acquire new
strengths. In other words, the adaption process initiated by stress may often
lead to personal changes for the better. Confronting and conquering a stressful
challenge may lead to improvement in specific coping abilities and to favorable
alternative in one‘s self-concept.
• Third, today‘s stress can “inoculate” us so that we are less affected by

tomorrow‘s stress. If stressful experience is moderate in intensity and does not
overwhelm us, it may increase our subsequent stress tolerance. Thus, a fellow
who has previously endured business ‘s setbacks may be much better
prepared than most people to deal with the fact that bank ia about to
foreclose on his home. In light of negative effects that stress can have
improved stress tolerance is a desirable outcome.
Chapter-2
Literature Review
LITERATURE REVIEW
Stress is excitement, feeling of anxiety, and/or physical tension that occurs when the
demands placed on individual are thought to exceed his ability to cope. This most common
view of stress is often called distress or negative stress. The physical or psychological
demands from the environment that cause this condition are called stressor. (Hellriegel &
Slocum, 2004)
Stress (psychology), an unpleasant state of emotional and physiological arousal that people
experience in situation that they perceive as dangerous or threatening to their well-being.
(Auerbach et al, 2007/Encarta 2008). According to WHO (2011), Stress arise from a wide
range of work circumstances and becomes worse due lack of support, low skill discretions,
high job demands and organizational condition. (Hallin et al.2007.)
More recently recognized stressor include workplace bullying, discrimination in the

workplace and sexual harassment. Upstream determination of psychosocial working
condition include the state of the economy and the contractual arrangements under which
workers are employed (Benach et al., 2007; Quinlan & Bhole, 2009), with many recent
studies looking at contigent work or precarious employment and its relationship with
working conditions and health (Benach & Muntaner, 2007; Cranford et al., 2003;
Lamontangne etal; 2009; Quinlan et al; 2001 Tompa et al; 2007). Despite many beneficial
health effects of work, jobs with poor psychosocial quality can be more harmful to health
than being unemployed, as a recent Australian study has demonstrated (Broom et al., 2006)
Kreitner, Kinicki & Buelens (1999:503) define stress as, “…..an adaptive response, mediated
by individual characteristics and/or psychological process, that is consequence of any
external action, situation or event that places special physical and/or psychological
demands upon a person”.
Cryer, Mccraty & Childre (2003:103) refer to stress as “….two simultaneous events: an
external stimulus called a stressor, and the emotional and physical response to that stimulus
(fear,anxiety,surging heart rate and blood pressure, fast breathing, muscle tension, and so
on) . Good stressors (a ski run, a poerty contest) inspire you achieve”.
Stress also affected the human immune system. Although chronic stress typically produces
suppression of a wide range of immune system parameters, acute stress has been found to
stimulate certain aspects of an immune functioning (McEwen, 2000) . Specifically, acute
stress can trigger aspects of an immune system acute phase response, even in the absence of
an infectious agent (Deak, Meriwether, Flashner, spencers, Abouhamze, Moldawer, Grehn,
Watkins, & Maier, 1997). This acute phase activation results in a rapid increase in blood
levels of certain acute phase proteins, as well as production and secretion into blood of the
immune system related hormone, interleukin-6 Zohu,Kusnecov,shurin,Depaoli, &
Rabin,1993) Thus acute phase activation is potentially another physiological marker of stress
that might be useful in human studies. Recent animal studies have provided evidence for
stress-induced impairments in memory consolidation (Cahill & McGaugh, 1996: Pugh,
Nguyen, Goneyea, Fleshner, Watkins, Maier, & Rudy, 1999). These studies support
accumulating evidence for brain activity to dynamically regulate by immune system factors
(Maier, Watkins, & Fleshner, 1994). According to Douglas [1980], stress is defined as any
action or situation that places special physical or psychological demand upon a person. Van
Fleet [1988], stress is caused when a person is subjected to unusual situations, demands,
extreme expectations or pressures that are difficult to handle.
Watson Wyatt (1998), in their annual survey of integrated disability management

programmes, found that incidents of disability are increasingly related to slowly developing,
chronic conditions and work-induced stress. In this survey, musculoskeletal problems such as
carpal tunnel syndrome and repetitive motion complaints (50%) exceeded injuries (44%) as
the most common condition triggering an occupational disability expense.
Murphy (1988) conducted a review of several interventions which addressed the nature and
design of the work environment (Jackson, 1983; Wall & Clegg, 1981; Pierce & Newstrom,
1983). The issue of control emerged as a dominant theme throughout the literature included
in the review. For instance, a study conducted by Wall & Clegg (1981) manipulated worker
control over significant aspects of the work process. Manipulation of the work environment
in a study carried out by Jackson (1983) produced modest increases in worker control. Pierce
& Newstrom (1983) introduced flexi-time systems into their workplace which increased
worker control over some aspects of their work. All 3 studies demonstrated how
manipulation of the work environment to increase worker control led to a reduction in the
experience of stress amongst employees.
Job stress has been defined as the nonspecific response of the body to any demands made
upon it (Selye, 1976) . It is consider to be an internal state or reaction to anything we
consciously or unconsciously perceive as threat, either real or imagined (Clarke & Watson,
1991). Robbins (2001) defines stress as a Dynamic condition in which the individual is
confronted with an opportunity , constraint, or demand related to what he or she desire and
for which the outcome is perceived to be both uncertain and important. Stress can be caused
by environmental, or organizational, and individual variables (Matteson & Ivancevich, 1999;
cook & Hunsaker 2001).
Perrewe and zellars observe that some of the recent research on job stress has focus on the
importance of objective stressor s (Bischoff and Terborg, 1995; Ganster and Duffy, 1995)…
Although the examination of objective work stressor may be useful to broadly predict
employee strain, the focus is entirely too limiting
Cob (1975) has the opinion that, “The responsibility load creates sever stress among workers
and managers.” If the individual manager cannot cope with the increased responsibilities it
may lead to several physical and psychological disorders among them. Book (1973) reported
that qualitative changes in the job create adjust mental problem among employees. The
interpersonal relationship within the department and between the departments creates
qualitative difficulties within the organization to a great extent.
Stress and conflict are widely covered in theorizing and empirical literature. Stress is also
debated in media as growing problem in today’s society, leading to decreased well-being, or
even burnout (Sommerville & Langford 1994; Ortqvist body, whether it is an environmental
condition that we must survive, or a demand that is
being made in order to accomplish a personal goal. Selye also distinguished between two forms of
stress, namely ‘distress’, which is the body ’s response to negative events and
‘eustress’, which is the body’s response to positive stress, emphasizing that both positive and
negative stress can constitute to physiological stress or reaction in the body. Walter Cannon was
the first person who used the term stress to refer to, ‘the physiological reaction’, which is caused
by the perception of aversive or threatening situation. Cannon also introduced the term
‘fight or fight’, referring to the response which prepares one to cope with the threats poses
by a predator.
Jick & Mitzi’ conducted a very well cited review of the empirical evidence of sex Differences in
stress. Nineteen studies were reviewed and in these studies women tended to report higher
levels of psychological distress than men. The authors suggest that men and women are likely to
be exposed to different stressors, and that gender moderates the relationship between stressors,
the appraisal of stressors and coping, and the relationship between coping and strain. The review
comprised 99 different studies dealing with the issues of research on women and research on
workplace stress. It was concluded that women s uffer from more workplace stress than men,
because, as well as experiencing stressors common to both genders women also experience
certain unique stressors. The specific stressors faced by women included discrimination,
stereotyping, marriage/work interface, and social isolation.
Both these reviews strongly suggest that gender plays an important role in level of workplace stress.
However, it is important to note that the reviews are almost 20 years old and that both reviews
used a qualitative method for synthesizing the evidence.
Green glass, Pantony & Burkes2 conducted a study with 555 teachers investigating the
relationship between work stress, social support and role conflict, the latter referring to the
conflicting pressures from two or more sources. The role-conflict scales were used and it was
found that role conflict was significantly higher in women than in men, and women had more
role conflict between their work role and each family role.
The workplace is often portrayed as gender neutral by management, but evidence suggests
that gender bias exists, and this bias contributes to working women’s unique stressors. Lack
of career progress has been suggested as a major source of work stress for women and it has
been linked to negative health consequences and reduced satisfaction. Women are still not
properly integrated in many organizational systems, and there is evidence that women face a
‘glass ceiling’ within the workplace. The glass ceiling refers to a subtle but powerful barrier
that limits women’s career advancement to top management in big organizations. Studies
have found that women are less likely to be promoted than men in professions such as
engineering and medicines. Davidson &Cooper conducted a study with 940 British
managers and it was found that women were more likely to work in lower level management body,
whether it is an environmental condition that we must survive, or a demand that is
being made in order to accomplish a personal goal. Selye also distinguished between two forms of
stress, namely ‘distress’, which is the body ’s response to negative events and
‘eustress’, which is the body’s response to positive stress, emphasizing that both positive and
negative stress can constitute to physiological stress or reaction in the body. Walter Cannon was
the first person who used the term stress to refer to, ‘the physiological reaction’, which is caused
by the perception of aversive or threatening situation. Cannon also introduced the term
‘fight or fight’, referring to the response which prepares one to cope with the threats poses
by a predator.
Jick & Mitzi’ conducted a very well cited review of the empirical evidence of sex Differences in
stress. Nineteen studies were reviewed and in these studies women tended to report higher
levels of psychological distress than men. The authors suggest that men and women are likely to
be exposed to different stressors, and that gender moderates the relationship between stressors,
the appraisal of stressors and coping, and the relationship between coping and strain. The review
comprised 99 different studies dealing with the issues of research on women and research on
workplace stress. It was concluded that women s uffer from more workplace stress than men,
because, as well as experiencing stressors common to both genders women also experience
certain unique stressors. The specific stressors faced by women included discrimination,
stereotyping, marriage/work interface, and social isolation.
Both these reviews strongly suggest that gender plays an important role in level of workplace stress.
However, it is important to note that the reviews are almost 20 years old and that both reviews
used a qualitative method for synthesizing the evidence.
Green glass, Pantony & Burkes2 conducted a study with 555 teachers investigating the
relationship between work stress, social support and role conflict, the latter referring to the
conflicting pressures from two or more sources. The role-conflict scales were used and it was
found that role conflict was significantly higher in women than in men, and women had more
role conflict between their work role and each family role.
The workplace is often portrayed as gender neutral by management, but evidence suggests
that gender bias exists, and this bias contributes to working women’s unique stressors. Lack
of career progress has been suggested as a major source of work stress for women and it has
been linked to negative health consequences and reduced satisfaction. Women are still not
properly integrated in many organizational systems, and there is evidence that women face a
‘glass ceiling’ within the workplace. The glass ceiling refers to a subtle but powerful barrier
that limits women’s career advancement to top management in big organizations. Studies
have found that women are less likely to be promoted than men in professions such as
engineering and medicines. Davidson &Cooper conducted a study with 940 British managers
and it was found that women were more likely to work in lower level management
compared to men. women are less likely to be promoted than men in professions such as
engineering and medicines.
Desmukh N.H. (2009), Stress and life satisfaction among working and non working women
from similar levels of socio economic status of the society, resulted that there was no
significant difference in physical and family stress among working and non working women.
Gillian E Hardy, David woods and Toby D Wall (2003), Psychological distress particularly
depression was found to predict absence, with higher levels of distress predicting a greater
number of days and number of times absent. Job satisfaction and psychological distress
independently predicted levels of absence. Job satisfaction and psychological distress –
absence relatio…
Stephen Palmer and Kristina Gyllensten (2005) did a study of review of literature to
evaluate research relating to the role of gender in the level of workplace stress. A further aim was
to review literature relating to stressors of particular relevance to working women. These stressors
included, multiple roles, lack of career progress and discrimination and stereotyping.
Much of the research indicated that women reported higher levels of stress compared to men.
However, several studies reported no difference between the genders. Furthermore, the
evidence for the adverse effects of multiple roles, lack of career progress and discrimination and
stereotyping was inconsistent. Their review concluded that the evidence regarding the role of
gender in workplace stress and stressors was inconsistent. Limitations of the research were
highlighted and implications for practice were discussed.
According to hofboll , Geller & Dunahoo suggest that it is important to consider the stressor that are
unique employed women, as this can increase the understanding of the
specific needs of working women. This particularly important according to hofboll as several studies
have found that the provision of workplace support was more effective in reducing occupational
stress in women. Research has reported that women in particular are exposed to the following
stressors multiple roles lack of career progress and discrimination and stereotyping
Chapter -3
Research Methodology
3.0 RESEARCH METHODOLOGY
3.1 TITLE OF THE STUDY:
“An Empirical Study on Level of Stress amongst working organization in CRISP.
3.2 DURATION OF STUDY:
This study was carried out for duration of 45 day.
3.3 BASIC TERMS OF PRESENT RESEARCH STUDY:
• Stress:
Stress is the body's reaction to a change that requires a physical, mental or emotional
adjustment or response. It can come from any situation that makes you feel frustrated,
angry, nervous etc.
• Management:
Management is an individual or a group of individual accepts responsible to run an
organization. They plan organize direct and control all essential activates of the
organization. Management bring to gather all six Ms i.e. men and women, money, machine,
material, method and market.
• Performance appraisal:
A predetermined strategy for coping with psychological or emotional turmoil. As part of a

health benefits package, a company may offer Performance appraisal therapy to improve
job performance.
3.4 SCOPE AND COVERAGE OF RESEARCH STUDY:
The research was conducted in CRISP. The project work was focus on level of stress amongst on the
working organization at supervisor level of different departments. The result of the study reporting
on level of stress of the working organization of CRISP.
3.5 OBJECTIVES OF RESEARCH STUDY:
The objectives of the study are
 To find out the kind and level of stress faced by working organization in CRISP of
Bhopal.
 To find out reasons that cause stress in the day to day working life of working
organization.
 To identify impact of stress on job performance of working organization.
 To identify expectations of working organization who are under stress from family
and organizations.
 To suggest the techniques to manage the stress and reducing managerial problems.
 To Measure action taken by the working organization for relieving stress in the
organization.
 To explore various tools use by the organization for reducing the stress level among
the working organization
3.6 RESEARCH DESIGN:
The Research design of this study is descriptive. The study is concerned about The
factors that lead to stress among working organization come under descriptive
Research category.
3.7 SOURCES OF INFORMATION:
1. Primary Data :
The primary data has been obtained from the selected working organization of
various departments at supervisor level of the CRISP thorough circulation of the
structured non-disguised questionnaires.
2. Secondary Data:
The secondary data has been obtained from published as well as unpublished literature on the
topic and from Books, journals, news papers articles, websites, magazines, past research paper
etc.
3.8 SAMPLING DECISIONS:
1. Sample size:
50 supervisor level organization employees were selected as the sample size for the purpose of
collecting primary data from the selected departments of the CRISP Bhopal.
2. Sampling Method:
Non-probability sampling design based on convenient sampling method has been used for
this research study.
3. Sampling Frame:
The women employees’ database, available with the institute has been used as the sampling frame
for the purpose of collecting primary data for the research study.
4. Research Instrument:
A structured non-disguised questionnaire has been prepared to get the relevant information from
the respondents. The questionnaire consists of variety of questions presented to the respondents
for their responses. The researcher has been used structured non-disguised questionnaire,
support and cooperation of the selected respondents of various departments at supervisor level
of CRISP BHOPAL .
5. Sampling Media:
Sampling media as a questionnaire and other related information collected from the CRISP
for the research study.
6. Sampling Design:
The Sampling design followed for the research study is based on non-probability sampling.
3.9 DATA COLLECTION, ANALYSIS AND INTERPRETATION:
The researcher has collected primary data, classified, tabulated, analyzed, interpreted and reported
using suitable statistical tools and techniques.
3.10 LIMITATIONS OF THE STUDY:
• The Working organization were reluctant to give correct information.

• The investigator intended to cover only few areas of stress relevant to the proposed
study.
• As the study was done within a limited time, investigator could not select the
sufficiently large sample for the study.
• The time and cost factors in collected the responses as well as in conducting the
research study would be the limiting factor.
• In lieu of the variation in the co-operation and involvement of the selected
organization given by them.

employees of selected departments of CRISP, there may be inaccuracy of the responses
Chapter-4
Data analysis & Interpretation
1. I have a lot of work to do in
this job TABLE-1
Sr. No Particulars Frequency Percentage (%)

1 Strongly Disagree 6 12%
2 Disagree 8 16%
3 Neutral 4 8%
4 Agree 18 36%
5 Strongly Agree 14 28%
Total 50 100%
40 36%
30 28%
12 % 16 %
20 8% 18
6 8
10 14
4
0
Strongly
Disagree
Disagree Neutral
Agree
Strongly
Agree
Frequency Percentage (%)
Interpretation: From the above table 12% respondent strongly disagree that I have a lot of
work to do in this job, 16% of respondent disagree that I have a lot of work to do in this job,
8% respondent Neutral that I have a lot of work to do in this job, 36% respondent agree that
I have a lot of work to do in this job, while 28% respondent are strongly agree I have a lot of
work to do in this job.
2. The available information relating to my job-role and its outcomes are vague and
insufficient
TABLE-2

2 Disagree 10 20%
3 Neutral 10 20%
4 Agree 22 44%
Total 50 100%
50
44%
45
40
35
30
25 22
20 % 20 %
20
15 10% 10 10
10 6%
5
5 3
0
Strongly Disagree Neutral Agree Strongly Agree
Disagree
Interpretation: From the above table 10% respondent strongly disagree that The available
information relating to my job-role and its outcomes are vague and insufficient, 20% of
respondent disagree that The available information relating to my job-role and its outcomes
are vague and insufficient , 20% respondent Neutral that The available information relating
to my job-role and its outcomes are vague and insufficient, 44% respondent agree that The
available information relating to my job-role and its outcomes are vague and insufficient,
while 6% respondent are strongly agree The available information relating to my job-role
and its outcomes are vague and insufficient.
My different officers often give contradictory instructions regarding my work
3.
TABLE-3
2 Disagree 9 18%
3 Neutral 21 42%
4 Agree 14 28%
Total 50 100%
42%
50
40 28%
18%
30
21
20 2%
9 14 10%
10 1
0 5
Strongly
Disagree
Disagree Neutral
Agree
Strongly
Agree
Interpretation: From the above table 2% respondent strongly disagree that My different
officers often give contradictory instructions regarding my work , 18% of respondent
disagree that My different officers often give contradictory instructions regarding my work,
42% respondent Neutral that My different officers often give contradictory instructions
regarding my work, 28% respondent agree that My different officers often give
contradictory instructions regarding my work, while 10% respondent are strongly agree My
different officers often give contradictory instructions regarding my work.
4.
The responsibility for the efficiency and productivity of many employees is thrust upon me
TABLE-4
2 Disagree 6 12%
3 Neutral 21 42%
4 Agree 17 34%
Total 50 100%
70
60
50
40
30
20
10
Strongly
Strongly
Disagre Disagre e Neutral Agree Agree
e
2 12 42 34 10
Percentage (%)
Frequency 1 6 21 17 5
5.
Interpretation: From the above table 2% respondent strongly disagree that The
responsibility for the efficiency and productivity of many employees is thrust upon me , 12%
of respondent disagree that The responsibility for the efficiency and productivity of many
employees is thrust upon me, 42% respondent Neutral that The responsibility for the
efficiency and productivity of many employees is thrust upon me, 34% respondent agree
that The responsibility for the efficiency and productivity of many employees is thrust upon
me, while 10% respondent are strongly agree The responsibility for the efficiency and
productivity of many employees is thrust upon me.
I get less salary in comparison to the magnitude of my workload
TABLE-5
2 Disagree 9 18%
3 Neutral 9 18%
4 Agree 18 36%
Total 50 100%
6.
40 36%
35
30
25 22 %
18% 18% 18
20
15 11
9 9
10 6%
3
5
0
Strongly Disagree Neutral Agree Strongly
Disagree Agree
Interpretation: From the above table 6% respondent strongly disagree that I get less salary
in comparison to the magnitude of my workload, 18% of respondent disagree that I get less
salary in comparison to the magnitude of my workload, 18% respondent Neutral that I get
less salary in comparison to the magnitude of my workload, 36% respondent agree that I get
less salary in comparison to the magnitude of my workload, while 22% respondent are
strongly agree I get less salary in comparison to the magnitude of my workload.
I do my work under tense circumstances
TABLE-6
2 Disagree 15 30%
3 Neutral 11 22%
4 Agree 18 36%
Total 50 100%
7.
36%
30%
22%
18
15
11 10%
1 2%
40
35 30 25 20 15
10
5
0
Disagree
Interpretation: From the above table 2% respondent strongly disagree that I do my work
under tense circumstances, 30% of respondent disagree that I do my work under tense
circumstances, 22% respondent Neutral that I do my work under tense circumstances, 36%
respondent agree that I do my work under tense circumstances, while 10% respondent are
strongly agree I do my work under tense circumstances.
My higher authorities do not give due significance to my work and position
8.
TABLE-7
2 Disagree 9 18%
3 Neutral 12 24%
4 Agree 16 32%
Total 50 100%
40 32%
24%
30 18%
10%
20 16%
5 9 12 16
10
0 8
Strongly
Disagree
Disagree Neutral
Agree
Strongly
Agree
Interpretation: From the above table 10% respondent strongly disagree that My higher
authorities do not give due significance to my work and position, 18% of respondent
disagree that My higher authorities do not give due significance to my work and position,
24% respondent Neutral that My higher authorities do not give due significance to my work
and position, 32% respondent agree that My higher authorities do not give due significance
9.
to my work and position, while 16% respondent are strongly agree My higher authorities do
not give due significance to my work and position.
Gender discrimination at workplace irrespective of work
TABLE-8
2 Disagree 18 36%
3 Neutral 11 22%
4 Agree 10 20%
Total 50 100%
40 36%
35
30
25 22%
20%
18
20
15 12% 11 10 10%
10 6 5
5
0
Disagree Agree

10.
Interpretation: From the above table 12% respondent strongly disagree that Gender
discrimination at workplace irrespective of work, 36% of respondent disagree that Gender
discrimination at workplace irrespective of work, 22% respondent Neutral that Gender
discrimination at workplace irrespective of work, 20% respondent agree that Gender
discrimination at workplace irrespective of work while 10% respondent are strongly agree
Gender discrimination at workplace irrespective of work.
I am able to receive support from my boss, colleagues and juniors
TABLE-9
2 Disagree 13 26%
3 Neutral 7 14%
4 Agree 14 28%
Total 50 100%
11.
26% 28%
30 26%
25
20 14%
15 6% 13
14
10 13
3 7
5
0
Strongly
Disagree
Disagree Neutral
Agree
Strongly
Agree
Interpretation: From the above table 6% respondent strongly disagree that I am able to
receive support from my boss, colleagues and juniors, 26% of respondent disagree that I am
able to receive support from my boss, colleagues and juniors, 14% respondent Neutral that
that I am able to receive support from my boss, colleagues and juniors, 28% respondent
agree that that I am able to receive support from my boss, colleagues and juniors, while 26%
respondent are strongly agree I am able to receive support from my boss, colleagues and
juniors.
I carry official work at home
TABLE-10

2 Disagree 10 20%
3 Neutral 8 16%
12.
4 Agree 10 20%
Total 50 100%
26%
20% 20%
16%
18%
13
10 10
8 9
45
40
35
30
25
20
15
10
5
0
Disagree
13.
Interpretation: From the above table 26% respondent strongly disagree that I carry official
work at home, 20% of respondent disagree that I carry official work at home, 16%
respondent Neutral that that I carry official work at home, 20% respondent agree that that I
carry official work at home, while 18% respondent are strongly agree that I carry official
work at home.
My role does not allow me to have enough time with my family
TABLE-11
2 Disagree 12 24%
3 Neutral 12 24%
4 Agree 14 28%
Total 50 100%
14.
28%
30
24% 24%
25
20 16%
14
15 12 12
8 8%
10
4
5
0
Disagree Agree
Interpretation: From the above table 16% respondent strongly disagree that My role does
not allow me to have enough time with my family, 24% of respondent disagree that My role
does not allow me to have enough time with my family, 24% respondent Neutral that My
role does not allow me to have enough time with my family, 28% respondent agree that My
role does not allow me to have enough time with my family, while 8% respondent are
strongly agree that My role does not allow me to have enough time with my family.
I find myself with insufficient time to complete my work
TABLE-12
2 Disagree 12 24%
3 Neutral 9 18%
4 Agree 15 30%
Total 50 100%
15.
45
40
35
30
25
20
15
10
5
0
Disagree Agree
Percentage (%) 18 24 18 30 10
Frequency 9 12 9 15 5
Interpretation: From the above table 18% respondent strongly disagree that I find myself
with insufficient time to complete my work, 24% of respondent disagree that I find myself
with insufficient time to complete my work, 18% respondent Neutral that I find myself with
insufficient time to complete my work, 30% respondent agree that I find myself with
insufficient time to complete my work, while 10% respondent are strongly agree that I find
myself with insufficient time to complete my work.
There is a need to reduce some part of my work
TABLE-13
2 Disagree 11 22%
3 Neutral 11 22%
16.
4 Agree 21 42%
Total 50 100%
60
42%
40 22% 22%
6%
20 11 21
3 11 8%
0 4
Strongly
Disagree
Disagree Neutral
Agree
Strongly
Agree
Interpretation: From the above table 6% respondent strongly disagree that There is a need
to reduce some part of my work, 22% of respondent disagree that There is a need to reduce
some part of my work, 22% respondent Neutral that There is a need to reduce some part of
my work, 42% respondent agree that There is a need to reduce some part of my work, while
8% respondent are strongly agree that There is a need to reduce some part of my work.
There is a very little scope for growth in my role
TABLE-14
Sr. No
Particulars Frequency Percentage (%)
17.

2 Disagree 14 28%
3 Neutral 4 8%
4 Agree 21 42%
Total 50 100%
60
42%
28%
40
10%
20 14 8% 21
5 12%
4
0 6
Strongly
Disagree
Disagree Neutral
Agree
Strongly
Agree
Interpretation: From the above table 10% respondent strongly disagree that There is a very
little scope for growth in my role, 28% of respondent disagree that There is a very little
scope for growth in my role, 8% respondent Neutral that There is a very little scope for
growth in my role, 42% respondent agree that There is a very little scope for growth in my
role, while 12% respondent are strongly agree that There is a very little scope for growth in
my role.
Promotion policy of my organization needs to be modified
18.
TABLE-15
2 Disagree 17 34%
3 Neutral 9 18%
4 Agree 14 28%
Total 50 100%
40
34%
35
30 28%
25
20 18% 18%
17
14
15
9 9
10
5 2%
1
0
Disagree Agree
Interpretation: From the above table 2% respondent strongly disagree that Promotion
policy of my organization needs to be modified, 34% of respondent disagree that Promotion
policy of my organization needs to be modified, 18% respondent Neutral that Promotion
19.
policy of my organization needs to be modified, 28% respondent agree that Promotion

policy of my organization needs to be modified, while 18% respondent are strongly agree
that Promotion policy of my organization needs to be modified.
16. Over all Calculation Organization Stress
TABLE-16
Sr. No Particulars Percentage (%)

1 Strongly Disagree 10%
2 Disagree 23%
3 Neutral 21%
4 Agree 32%
5 Strongly Agree 14%
Total 100%
Percentage (%)
Strongly Disagree Disagree Neutral Agree Strongly Agree
14% 10%
23%
32%
21%
Interpretation: From the above table 10% respondent strongly disagree that
organization stress, 23% respondent disagree that organization stress, 21%
respondent Neutral that organization stress, 32% respondent agree that organization
stress, while 14% respondent strongly agree that organization stress.
17. Some of my colleagues and subordinates try to defame and malign me as unsuccessful
TABLE-17

2 Disagree 17 34%
3 Neutral 7 14%
4 Agree 12 24%
Total 50 100%
34%
35
30
24%
25
17 18%
20
14%
15 12
10% 9
10 7
5
5
0
Disagree Agree
Interpretation: From the above table 10% respondent strongly disagree that Some of my
colleagues and subordinates try to defame and malign me as unsuccessful, 34% of
respondent disagree that Some of my colleagues and subordinates try to defame and malign
me as unsuccessful, 14% respondent Neutral that Some of my colleagues and subordinates
try to defame and malign me as unsuccessful, 24% respondent agree that Some of my
colleagues and subordinates try to defame and malign me as unsuccessful, while 18%
respondent are strongly agree that Some of my colleagues and subordinates try to defame
and malign me as unsuccessful.
18.It becomes difficult and stressful due to unexpected behavior of the people of group
at work place
TABLE-18

2 Disagree 11 22%
3 Neutral 12 24%
4 Agree 23 46%
Total 50 100%
46%
50
40
22% 24%
30
20 4% 23
11 12
10 2 4%
0
2
Strongly
Disagree
Disagree Neutral
Agree
Strongly
Agree
Interpretation: From the above table 4% respondent strongly disagree that It becomes
difficult and stressful due to unexpected behavior of the people of group at work place, 22%
of respondent disagree that It becomes difficult and stressful due to unexpected behavior of
the people of group at work place, 24% respondent Neutral that It becomes difficult and
stressful due to unexpected behavior of the people of group at work pla ce, 46% respondent
agree that It becomes difficult and stressful due to unexpected behavior of the people of
group at work place, while 4% respondent are strongly agree that It becomes difficult and
stressful due to unexpected behavior of the people of group at work place.
19.My performance is not taken into account as a result of low performance level of other
group members
TABLE-19

2 Disagree 11 22%
3 Neutral 15 30%
4 Agree 14 28%
Total 50 100%
45
40
35
30%
30 28%
25 22%
20
15 14%
10 15 14
6% 11
5 7
3
0
Disagree Agree
Interpretation: From the above table 6% respondent strongly disagree that My

performance is not taken into account as a result of low performance level of other group
members, 22% respondent disagree that My performance is not taken into account as a
result of low performance level of other group members, 30% respondent Neutral that My
performance is not taken into account as a result of low performance level of other group
members, 28% respondent agree that My performance is not taken into account as a result
of low performance level of other group members, while 14% respondent are strongly agree
that My performance is not taken into account as a result of low performance level of other
group members.
20.I have to do such work as ought to be done by others
TABLE-20

2 Disagree 1 2%
3 Neutral 18 36%
4 Agree 22 44%
Total 50 100%
44%
45
40 36%
35
30
22
25
18
20 14%
15
7
10 4%
2 1 2%
5
0
Disagree Agree
Interpretation: From the above table 4% respondent strongly disagree that I have to
do such work as ought to be done by others, 2% respondent disagree that I have to
do such work as ought to be done by others, 36% respondent Neutral that I have to
do such work as ought to be done by others, 44% respondent agree that I have to do
such work as ought to be done by others, while 14% respondent are strongly agree
that I have to do such work as ought to be done by others.
Chapter-5
Finding, Conclusion, Suggestion
Conclusions:
• In CRISP level of stress was not at serious level among the organization employees and
Organization because of their work style and work environment.
• The study indicates and highlights the intensity of that factor that are involved to create a
stress environment of organization. It also identified the problems those are faced by the
organization employees because of stress.
• A part from other departments HR and Accounts department having high level of stress
among organization employees.
• Since decades till today they find difficulties in adopting modern work style, latest
technology like computerization, use systematic dispatch procedures.
• Strong trade union which helps in reducing stress among the organization employees
regarding various problems.
• There is informal group cohesiveness which helps in managing stress.

• Much of the stress at work is caused not only by work overload and time pressure but also
by lack of rewards and praise, and more importantly, by not providing individuals with the
autonomy to do their work as the would like.
• Organization must begin to manage people at work differently, treating them with
respect and valuing their contribution.
Suggestions:
 On the base findings and conclusions of conducted this study the important suggestions for
reducing level of stress and their effect on organization employees as well as Organization
prescribed as follow:
 The organization should try to find out the causes of problems which creates stress rather
than the effect of stress at work place.
 It is essential in that action be under taken at different levels. At the primary level, action is
needed to identify and address problems at level of the organization and the environment,
with a view to preventing stress at work.
 The organization should encourage staff to share their concerns about work-related stress
at an early stage.
 Hold regular team meeting to discuss unit pressures.
 Introduce flexibility in work schedules (where possible) to enable staff to cope with domestic
commitments.
 Hold regular one-to-one meetings to ensure that individuals are clear about their role and
know what is planned for the coming months.
 Organizations have to focus on finding out the stress levels of their organization employees.
 The Organization must provide healthy and safe working environment.
 Workload must be assigned to one‘s capacity and caliber.
 New techniques to reduce stress must be adopted in the organization.
 Provide substantial freedom, independence, and discretion to employees in scheduling their

works.
 Staff feel lack of work stress only when demands and pressures of work are matched to
their knowledge and abilities.
 Communication gap must be reduced and unwanted interference in the work must be
stopped. Work freedom is also essential for the organization employees.
 Implement proper time management techniques enabling employees to handle their

workload in an effective manner.
 At the secondary level, intervention can be developed to help individual organization

employees or group of organization employees coping with stress and at the tertiary level,
assistance can be provided to women employees to help cure symptoms of stress and to
workers who have been subject to violence to recover from it.
 To implement Performance appraisal training programmes at individual, group and

organization level.
 Organization should adopt a latest technology which makes the operations smooth and fast
due to that workload reduce to some extent.
Chapter-
6
Annexure, Bibliography ,Questionnaire Company profile
ANNEXURE
QUESTIONNAIRE ON PERFORMANCE APPRAISAL AMONGST WORKING
ORGANIZATION IN CENTRE FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE OF BHOPAL
Respected Sir/Madam
I am Siddhraj Singh Kushwahastudent of MBA (IR&PM)

2sem
with specialization in Human Resource Management of Department of
Psychology and Master of Business Administration , Awadhesh pratap singh
University, Rewa, pursuing. Project on “level stress amongst working
organization CRISP Bhopal.
I will grateful to you if you spare your valuable time and Efforts up with your
valuable views on the subject of the research study.
Questionnaire on Performance appraisal

Name
Please Tick the Right Answer:
A. Strongly Disagree B. Disagree C. Neutral D. Agree E. Strongly Agree
Sr. No. STAMENT A B C D E
1. I have a lot of work to do in this job
The available information relating to my job-role and its outcomes

2. are vague and insufficient
My different officers often give contradictory instructions
3. regarding my work
The responsibility for the efficiency and productivity of many
4. employees is thrust upon me
I get less salary in comparison to the magnitude of my workload
5.
6. I do my work under tense circumstances
My higher authorities do not give due significance to my work and

7. position
8. Gender discrimination at workplace irrespective of work
9. I am able to receive support from my boss, colleagues and Juniors.
10. I carry official work at home.
11. My role does not allow me to have enough time with my family
12. I find myself with insufficient time to complete my work.
13. There is a need to reduce some part of my work
14. There is a very little scope for growth in my role.
15. Promotion policy of my organization needs to be modified.
16. Over all Calculation Organization Stress
17. Some of my colleagues and subordinates try to defame and

malign me as unsuccessful
18. It becomes difficult and stressful due to unexpected behavior of
the people of group at work place
19. My performance is not taken into account as a result of low
performance level of other group members
20. I have to do such work as ought to be done by others
BIBLIOGRAPHY
References:
1. Arrington, P 2008 and Stress at work: How do social workers cope? NASW Membership
Workforce study, National association of Social workers Washington, DC.
2. De Frank, R.S., & cooper, C.L (1987). Worksite Performance appraisal interventions: Their
effectiveness and conceptualization. Journal of managerial Psychology, 2, 4-10.
3. David, M (1998) motivational and Performance appraisal. Harvard Business School Publishing,
Boston, Massachuseets, USA.
4. Ariëns, G.A.M.; Bongers, P.M.; Hoogendoorn, W.E.; Houtman, I.L.D.; Wal, G. van der and
Mechelen, W. van (2001), High Quantitative Job Demands and Low Co-worker Support are Risk
Factors for Neck Pain: Results of a Prospective Cohort study, Spine, 26(17): 1896-1903.
5. Bharatai, T.A. and Newman, J.E. (1978), Job Stress, Employee Health and Organizational
Effectiveness, Personnel Psychology, 31: 665-669.
6. Akinboye, J.O., Akinboye, D.O. and Adeyemo, D.A., 2002, Coping with stress in life and at
workplace. Stirlin - Horden Publishers (Nig). Ltd.
7. Malley JE, Stewart AJ. Organization work and family roles: Sources of stress and sources of
strength. In: S Fisher, J Reason (Eds), Handbook of Life Stress: Cognition and Health (pp.175-190).
Essex, UK: John Wiley & Sons, 1988.
8. Duxbury, L. E., &, Higgins, C. A. (1991). Gender differences in work-family conflict.

Journal of Applied Psychology, 76(1), 60-74.
Books:
1. Kothari C. R., Research Methodology, New Age Publication, 2nd Edition, New Delhi.
2. Ashwthappa K., Human Resource Management – Text and Cases, Tata McGraw Hill, 5th Edition.
3. Suri R.K., Verma sanjiv (2005) Organizational Behavior, Text and Cases, Wisdom Publications,
delhi, 1st Edition.
Bibliography:
1.http://ansewers.com/Health/Mental/how_to_manage_stress
2. http:// essay. Utwente.nl/58556/1/Scriptie_J_Dreanth.pdf
3. www.crispindia.com
4. http:// nptel.iitm.ac.in/courses/Webcourse-contentents/IISc
Company profile
Institute Name: BR BANG PRIVATE LIMITED
Year of establishment: 1997
Institute under establishment: Indo-German Technical Co-operation
Institution address :Shyamla Hills, Opp. Manas Bhawan Bhopal-462002
Phone Number: 0755-2661401
Mob Number: 09425302725,09826334406

CIN of crisp: U73100UP2007PTC133730
Website:www.crispindia.com
E-mail ID:rmaheshwari@crispindia.com,faisal@crispindia.com
Ethiopia Office: Bole Michael Build., 4th Floor, H. No. 1701, District 1, Ring Road, Addis Ababa, Ethiopia
Ph: +2510116627272 Mob: 2510938531741, 0930110021. Email:edenet@crispindia.com

Introduction
Centre for Research and Industrial Staff Performance, (CRISP), Bhopal has been established in
the year 1997 as a Society under the Indo–German Technical Cooperation agreement. Ministry
of MSME, Government of India was the line ministry for this project whereas the Department
of Technical Education & Skill Development, Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners. It is headquartered in
Bhopal with national & international operations dedicated to human resource development &
organizational development. These activities are targeted at Government, Industries, Academic
Institutions, Developmental Organizations as well as the Civil Society. The organization has
excellent infrastructure in terms of sophisticated laboratories in the field of Industrial
Automation, Mechatronics, Production Technology, Information & Communication Technology
(ICT), Multimedia Technology etc. CRISP is one of the most preferred service providers in the
areas of Technical Vocational Education & Training (TVET), Training Institution Management
and Entrepreneurship development.
Aims of the Society
• Enhancing the technical competencies of the intended target groups, e.g. polytechnic
students and staff, job seeking diploma holders and other technical personnel.
• Providing consultancy and information resources to promote and encourage performance

of technical personnel.
Objectives / Bye Laws of the Society

1. To provide intensive training to the students of Production Engineering diploma program
of S.V. Polytechnic College, Bhopal in Training-cum-Production Centre, as per curiculum would
also extend the facilities of the center for training Mechanical Engineering students of Bhopal
and other polytechnics.
2. To provide training to women and people of weaker sections for their skill development to
improve their employability. to assist in reducing unemployment / under-employment of
diploma holders in the disciplines of Mechanical / Production Engineering and Electronics by
providing avenues to update technical skills in new emerging areas.
3. To improve the quality of teaching in polytechnics and training in the industry by providing
training facilities/materials in new areas of technology to teachers/ trainers.
4. To improve the technical skill of working personnel to enhance productivity as well as to

enable their career advancement. to promote entrepreneurship development through training
and try-out using the Training-cum-Production Centre facility.
5. To enable development of new technologies particularly IT related services and

applications, Information Communication Technology (ICT) and technical consultancy, projects
and services to encompass the demand of the local and global requirements.
6. To plan and extend the activities of CRISP with a view to enable accessibility of its activities
and services in Madhya Pradesh, other States and Union territories of the country and to
foreign countries as well to make itself sustainable. Performance Indicators
Our Team
Areas of Operation
Areas of Specialization
Performance Indicators
CRISP - An introduction
Centre for Research and Industrial Staff Performance, (CRISP), Bhopal has been established in
the year 1997 as a premier service providing institution in Hi-tech areas.
The institution has an autonomous status as Society under the bilateral cooperation between
the Govt of Madhya Pradesh and the Federal Republic of Germany under their Indo–German
Technical Cooperation agreement therein the Ministry of SME, Government of India was the
line Ministry. The Department of Technical Education & Skill Development, Government of
Madhya Pradesh and German Technical Cooperation agency (GIZ) were the implementation
partners.
The Society has representation from the industry, the academia, Government and the German
partners.
The Headquarter of CRISP spreads over 2.5 Acres of Land and is located in Central India,
in Bhopal, the capital of Madhya Pradesh, It has established its center at several national
& international locations.
Key Performance Indicators:
Our commitment to Learning and Development, Precision job work and e-Governance solutions
are probably unrivalled and our endeavor to be the most preferred institution is a continual
process.
Few of our unique features in the areas of our activities are indicated as follows:
Recognised as a nodal Centre for the Department of Technical Education & Skill Development
Government of Madhya Pradesh for:
technical and management staff capacity building.
designing and development of competent based curriculum and supporting learning material
for Employable Vocational Training & Skill Enrichment training.
Well developed network of more than 500 delighted clients from Industries, Central & State
Government and Academia & Developmental Organization.
Role model of self sustainability , replicated in Gujarat and Andhra Pradesh.
Role model for German Technical Co-operation Agency (GIZ) for replicating “CRISP- like”
successful Projects in India and other countries.
Facilitating applications of e-Governance for the State Govt. of Madhya Pradesh and Gujarat.
Appointed as consultant for Engineering & Polytechnic Colleges of M.P. for the TEQUIP
(Technical Education and Quality Improvement) Program, under the World Bank Assisted
Program.
Recognised by Central Government Ministry of Labour for Curriculum and Instructional material
development under the “Centre of Excellence” Scheme.
The only functional State Initiated Design Centre (SIDC) in the State, set-up by the by the
Ministry of Textiles, for offering Design related program and consultancy.
Practicing professional & management principles in all our operations:
Continual Improvement Programs, Continual Professional Development, Stakeholder/
Customer Satisfaction Survey and Machine Maintenance/ TPM
Trained more than 200,000 personnel from all quarters on sophisticated modules, designed in
consultation with International experts & Industries.
Developed the Animation Project for “Light Metro Train at Bhopal & Indore”, for the Govt of
M.P. shown at the Global Investor’s Meet at Indore, M.P.
Over the years, we have also emerged as a pioneering organization in planning and
implementing projects for socially disadvantaged sections of the society as physically
deprived groups and women.
CRISP has been conferred about a dozen awards (National & International) and certificates of
appreciation, for its excellent performance in the areas of activities for Leadership, Quality
and Perfection Our Team is Our Most Important Asset
The key success of our organization is the performance and delivery of our motivated team
from our service providing domains and support departments; we pride our team which
constitutes about 250 motivated employees.
Our strong, collaborative and dynamic work culture is reflected in low employee turnover
rates.We place emphasis on hiring the most talented Industry professionals with domain
expertise in operations related to our activities.
Our team has intimate knowledge and in-depth experience in their areas, are capable of
handling and delivering successful project outcomes in the technical areas, within India &
overseas
The growth of our organization depends on the high core values of our Executive Management
which cascade down and are deeply rooted in our employees.We honour our commitments,
foster high performance and drive the ownership culture within teams; our top management
are strategic advisors to our internal team.
Managing Director's Message
Message from Managing Director, CRISP Society
CRISP in its journey of 24 years, has set the platform to share the
responsibility of developing the future skills with the services
globally, it is well positioned to meet the increasing demand for skill development and
professional education across the globe.
We are happy to solicit likeminded institutions to join hands with us in fulfilling the
nations’ responsibility to the young generation. We are very Innovative and aggressive
to ensure Sustainable-growth for Inculcating future skills. To cater to the global
workforce demand, CRISP actively pursues global partnerships with governments,
academia and industries with the aim of promoting global mobility, strengthening the
Indian skilling eco-system, and sharing of knowledge with other developing &
developed economies.
To contribute to workforce productivity, socio-economic development and social

harmony through well rounded and industry relevant educational Programmes with
employment at the heart of academic offerings, technology at the heart of operations
and academic mobility as the focus deploying inclusive, distributed and low-cost
delivery methodology. To enable all individuals to acquire skills and capabilities, prepare
them to get appropriate employment and ensure their competitiveness in National and
International work environment.
We having a colonial atmosphere of Indo-German culture with strong ethics represents

our authenticity, integrity and transparency in our actions and services.
I look forward for all the co-operation from different Clients, Partners, work groups,
Government, Industries, Private sectors, Partners from abroad in all our Technical,
Managerial Training areas, Skill development, Consultancy areas. And also, in our other
core areas like, Capacity building, Vocational Education, Innovation, Incubation,
Industrial research, cutting edge technologies and other areas of services.
Warm wishes,
Dr.Shrikant B. Patil
Vision, Mission & Quality Policy

Our Vision
To become a preferred destination for training and consultancy services in advanced

technologies with global outreach.
Our Mission
1. To strive for our clients, ensuring competitive business and, in the wake of a
rapidly changing economy, professional careers demonstrating the benefits of
responsive approach to technical education and skills development.
2. To stand committed to the development of competent and efficient human

resource with the inclusion of weaker section of the society.
3. To deliver a balanced array of training, consultancy and appropriate services in
areas of advanced technology in its all extensions.
4. To pursue excellence through performance based continuous improvement in all
endeavours at CRISP.
Quality Policy
Across our organisation, we FOCUS ON QUALITY; we are an ISO 9001:2015 Certified

Organization and our quality policy, reproduced here under, speaks of the major
functions and strong convictions of the organization.
"We are committed to provide services like training, consultancy and job-work
ensuring customer delight complying with the requirements of our quality
management system. We strive for excellence by continuous improvement in all our
endeavors."
Aims & Objectives / Byelaws
Aims of the Society :
The CRISP Society aims at :
1. Enhancing the technical competencies of the intended target groups, e.g.

polytechnic students and staff, job seeking diploma holders and other technical
personnel.
2. Providing consultancy and information resources to promote and encourage
performance of technical personnel.
Objectives / Bye Laws of the Society
In keeping with these aims, the Society Objectives are as follows :
1. To provide intensive training to the students of Production Engineering diploma

programme of S.V. Polytechnic College, Bhopal in Training-cum-Production
Centre, as per curriculaIt would also extend the facilities of the centre for
training Mechanical Engineering students of Bhopal and other polytechnics.
2. To provide training to women and people of weaker sections for their skill
development to improve their employability.
3. To assist in reducing unemployment / under-employment of diploma holders in
the disciplines of Mechanical / Production Engineering and Electronics by
providing avenues to update technical skills in new emerging areas.
4. To improve the quality of teaching in polytechnics and training in the industry by
providing training facilities/materials in new areas of technology to teachers/
trainers.
5. To improve the technical skill of working personnel to enhance productivity as
well as to enable their career advancement.
6. To promote entrepreneurship development through training and try-out using
the Training-cum-Production Centre facility.
7. To enable development of new technologies particularly IT related services and
applications, Information Communication Technology (ICT) and technical
consultancy, projects and services to encompass the demand of the local and
global requirements.
8. To plan and extend the activities of CRISP with a view to enable accessibility of its
activities and services in Madhya Pradesh, other States and Union territories of
the country and to foreign countries as well to make itself sustainable.
Our Approach
Client Satisfaction and Customer Delight
We believe that an understanding of our clientneeds, in line with their business objectives,
forms the base of our strategic opportunities in serving them, placing emphasis on result
orientation and a thrust on client satisfaction; this leads to a deep rooted relationship with
our clients, which is the foundation of our successful outcomes.
International Presence
Broadening Our Footprints in the International Arena
Overseas centre at Ethiopia
CRISP has established its first overseas training centre in Addis Ababa, Ethiopia with
an intention to broaden our footprints and enhance our outreach beyond the
National boundary.
The centre is equipped with the latest technology and training equipment in the area of
Electronics (PLC, Drives), Electrical (AC/DC Motors, Relay logic controls), Mechanical
(Hydraulics, Mechanical Maintenance, CAD/CAM, Welding) and IT (CISCO,
Programming languages, Computer hardware maintenance) etc.
Training assignments for overseas participants
We have repeatedly received nominations from various countries for several

training programmes at our Bhopal centre, Ethiopia and on-site . Few of the recent
international trainings are as under:
• Ethiopia – Training of Industry personal in PLC, Mechanical Maintenance,

Pneumatics and Hydraulics.
• Indonesia - Training of govt. officers & principals in competency based training
module.
• Zambia (Vedanta group) - Industrial training in Automation for engineers from
Konkola Copper Mines,
• Benin - On-site Training on Computer & Information Technology.
• Srilanka, Indonesia, Nepal, Bangladesh - Training for instructors on CISCO
Networking from (nominated by CISCO).
Besides, we are regularly receiving individual participants for many of our training In the
advanced technology area, from countries like Nigeria, Tanzania and UAE.

A PROJECT REPORT Anurag

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A

BR BANG PRIVATE LIMITED

SUBMITTED FOR THE PARRIAL FUL FILLMENT OF THE DEGREE OF

MBA (IR&PM) FROM A.P.S. UNIVERCITY REWA

Under the guidance of Submitted by

Dr. surya Pratap Siddhraj

DATE: SIDDHRAJ SINGH KUSHWAHA

3.2 Duration of the Study

3.3 Basic Terms of Present Research Study

3.4 Scope and Coverage of Research Study

3.5 Objectives of Research Study

3.6 Research design

3.8 Sampling decisions

3.9 Data collection,

3.10 Limitations of the Study

Chapter-4 DATA ANALYSIS & INTERPRETATION

Stress an individual’s adaptive response to situation that is perceived as challenging

The concept of stress and Performance appraisal is increasingly gaining recognition in

Stress is very much dynamic condition in which people confronted with

• S stands for sorrow.

• E stands for emotional outburst.

According to Somerville and Langford (1994) describe stress as a social problem.

According to Robbins and sangh(2006) “A dynamic condition in which an individual is

According to ILO (1986) “It is a recognized world-wide as a major challenge to individual

According to Richard S. Lazarus “Stress as a condition or feeling experienced when a

Stress may be understood as a state of tension experienced by individual facing

Stress is as result of an interaction between an individual‘s emotional, intellectual, social,

Phase 1: Alarm Reaction

Phase 2: Stage of Resistance

Resistance ensues if continued exposure to the stressor is compatible with

Phase 3: Stage of Exhaustion

Table: 1 Type of Stressor & Examples

Types of Stressors Examples

Work factors • Excessive work hours

Physical Environment • Noise and Overcrowding

Organizational Practices • Lack of autonomy

Workplace change • insecurity in Job

Relationship • poor relationship with superiors

• Increased heart rate and blood pressure

These symptoms occur in response to a stressor that causes fright or nervousness.

Level 2 - Continued stress

• Feelings of being pressured or driven

Level 3 - Ongoing stress

A. Impairment of cognitive functioning:

A moderately common effect of stress is impairment of one‘s mental functioning. In some

B. Shock and disorientation:

D. Physical problems and illness:

• First, we would probably experience a suffocating level of boredom if we lived

• Third, today‘s stress can “inoculate” us so that we are less affected by

More recently recognized stressor include workplace bullying, discrimination in the

Watson Wyatt (1998), in their annual survey of integrated disability management

3.1 TITLE OF THE STUDY:

“An Empirical Study on Level of Stress amongst working organization in CRISP.

3.2 DURATION OF STUDY:

This study was carried out for duration of 45 day.

3.3 BASIC TERMS OF PRESENT RESEARCH STUDY:

A predetermined strategy for coping with psychological or emotional turmoil. As part of a

3.4 SCOPE AND COVERAGE OF RESEARCH STUDY:

3.5 OBJECTIVES OF RESEARCH STUDY:

The objectives of the study are

3.6 RESEARCH DESIGN:

3.7 SOURCES OF INFORMATION: