A

Project Report
On
STRESS MANAGEMENT

Submitted to the

SRM SCHOOL OF MANAGEMENT

In partial fulfillment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINSTRATION

By

S. PRADEEP KUMAR (Reg. No: 3511210161)

Under the guidance of

Mrs. S. SUJATHA

SCHOOL OF MANAGEMENT

SRM UNIVERSITY

KATTANKULATHUR 603 203

MAY 2014
S. PRADEEP KUMAR
3511210161
SRM School of Management
SRM University
SRM Nagar, Kattankulathur - 603 203,
Kancheepuram District, Tamil Nadu.

DECLARATION

I hereby declare that the project report entitled “STRESS MANAGEMENT” submitted

to SRM School of Management in partial fulfillment for the requirement of award of the Degree

of Master of Business Administration, is a record of the original research work done under the

supervision and guidance of Mrs. S. SUJATHA, Asst. Professor, SRM School of Management,

SRM University, Kattankulathur and that it has not formed the basis for the award of any Degree

/ Diploma / Fellowship of other similar title to any candidate of any university.

Place: Kattankulathur
Date: S. PRADEEP KUMAR

 
SRM School of Management

SRM University

SRM Nagar, Kattankulathur - 603 203,

Kancheepuram District, Tamil Nadu.  
 

BONAFIDE CERTIFICATE

  It is  certified that this project report titled “STRESS MANAGEMENT” is the Bonafide

work of Mr. S. PRADEEP KUMAR, 3511210161 who carried out the research under my

supervision. Certified further, that to the best of my knowledge the work reported herein does not

from part of any other project report or dissertation on the basis of which a degree or award was

conferred on an earlier occasion on this or any other candidate.

Submitted for the viva-voce examination held on -----------------------

-------------------------------- ----------------------------

Mrs. S. Sujatha Dr. JAYSHREE SURESH

Asst. Professor (Dean, MBA)

(Project Guide)

------------------------------------

External Examiner

 
 CONTENTS
CHAPTER TITLE PAGE NO
1 INTRODUCTION
• INTRODUCTION 1
• STATEMENT OF PROBLEM 3
• OBJECTIVES OF STUDY 4
• NEED OF STUDY 5
• SCOPE OF STUDY 6
• INDUSTRY PROFILE 7
13
• COMPANY PROFILE
18
• PRODUCT PROFILE

2 REVIEW OF THE LITERATURE

• THEORITICAL BACK ROUND 19
• LITERATURE SURVEY 45

3 RESEARCH METHODOLOGY
• RESEARCH DESIGN 50
• UNIVERSAL SIZE 50
• SAMPLING DESIGN 51
• DATA COLLECTION 51
• LIMITATION OF STUDY 52

4 DATA ANALYSIS AND INTERPRETATION

• PERCENTAGE ANALYSIS 53
• TESTING OF HYPOTHESIS 70

5 CONCLUSION
• FINDINGS 72
• SUGGESTIONS 73
• CONCLUSION 74

BIBILOGRAPHY 75
APPENDIX 77
 LIST OF TABLES

S. No PARTICULARS PAGE NO
1 I am busy or I am having hard time 53
2 You think physical environment problem in 54
the work place cause Stress
3 You feel time pressure to complete work 55
4 Do you feel lack of co-operation in office 56
5 Family problems cause stress 57
6 Do you have problem of BP / sugar / any 58
other health problems
7 Physical exercise & yoga reduce the stress 59
8 Meditation & prayer to reduce the stress 60
9 Lack of communication causes stress 61
10 Spending time with your family reduces 62
stress
11 Improving working conditions, reduces the 63
stress
12 Rational allocation of work reduces the 64
stress
13 Financial motivations reduce the stress 65
14 Training & Development programs help to 66
cope-up with new technology reduces the
stress

15 Need for family counseling is required 67

16 Relaxation reduces the stress 68
17 Following safety precautions reduces the 69
stress

 
 

LIST OF GRAPHS

S. No PARTICULARS PAGE NO
1 I am busy or I am having hard time 53
2 You think physical environment problem in 54
the work place cause Stress
3 You feel time pressure to complete work 55
4 Do you feel lack of co-operation in office 56
5 Family problems cause stress 57
6 Do you have problem of BP / sugar / any 58
other health problems
7 Physical exercise & yoga reduce the stress 59
8 Meditation & prayer to reduce the stress 60
9 Lack of communication causes stress 61
10 Spending time with your family reduces 62
stress
11 Improving working conditions, reduces the 63
stress
12 Rational allocation of work reduces the 64
stress
13 Financial motivations reduce the stress 65
14 Training & Development programs help to 66
cope-up with new technology reduces the
stress

15 Need for family counseling is required 67

16 Relaxation reduces the stress 68
17 Following safety precautions reduces the 69
stress

 
 INTRODUCTION

Stress has been called “the invisible”. It is a disease that may affect you, your
organization, and any of the people in it, so you cannot afford to ignore it.

EVOLUATION OF STRESS:

The Garden of Eden began as a tranquil stress environment. However when Adam was
given the tantalizing chance to eat the forbidden fruit, he was trust into mankind’s first stressful
situation. Adam was offered a choice and, as we know, decision-making is the breeding ground
for conflict, frustration and distress.

DEFINITION:

Stress in individual is defined as any interference that disturbs a persons’ healthy

mental and physical well being. It occurs when the body is required to perform beyond its
normal range of capabilities.

Stress is the way that you react physically, mentally and emotionally to various
conditions, changes and demands in your life. High levels of stress can affect your physical
and mental well being and performance.

The results of stress are harmful to individuals, families, society and organizations,
which can suffer from “organization stress”. Ivancevich and Matteson define stress as
individual with the environment.

Behr and Newman define job stress as “a condition arising from the interaction of
people and their jobs and characterized by changes within people that force them to
deviate from their normal functioning”.

1 
 
 Stress is a dynamic condition, which an individual is confronted with an
opportunity, constraint or demand related to what he or she desires and for which the
outcome is perceived to be both uncertain and important. Stress is associated with
constraints and demands. The former prevent you from doing what you desire, the latter
refers to the loss of something desired.

Stress is highest for those individuals who perceive that they are uncertain as to whether
they will win or lose and lowest for those individuals who think that winning or losing is
certainty.

Canadian physician Hans Selye (1907-1982) in his book the stress of life 1956
popularized the idea of stress. According to Selye, the General Adaptation Syndrome
consists of three phases.

2 
 
Statement of the Problem:

The present study was conducted to find the link between Stress and Productivity. For the
purpose of the study a structured questionnaire was prepared based on the objective of study.

3 
 
OBJECTIVE OF STUDY:

Primary Objective

The Primary objective of the study is to know the Stress Management Hatsun Agro
Products Ltd ( Ice Creams Factory).

Secondary Objective

¾ To find out the physiological and psychological factors of work environment which
induce stress.
¾ To find out the causes constraints for the changing trends in work environment.
¾ To discuss the meaning of Stress Management in today's work environment.

4 
 
 NEED OF THE STUDY

¾ There is clear evidence that distressed employees often skip work and more likely to
quit.
¾ It has been demonstrated that less stressed have better health, live longer and satisfaction
in their Job.
¾ Stress is directly linked to Productivity.
¾ Stress is related to company's earning.

5 
 
SCOPE OF THE STUDY
The present world is fast changing and there are lots of pressures and demands at the
work. These pressures and at the work lead to physical disorders. Stress refers to individual’s
reaction to disturbing factor in the environment. Hence this study would help the organization to
know the factors of stress and to reduce the stress in employees. Since it is a well known fact that
healthy fact that healthy employees is a productive employee.

• To study the concept of employees stress.

• To identify the employees work about his stress.
• To analyze the employees on which basic the stress to affected.
• To know the need and awareness and workers about the employees stress.

6 
 
 Industry Profile

Today, India is 'The Oyster' of the global dairy industry. It offers opportunities galore to
entrepreneurs worldwide, who wish to capitalize on one of the world's largest and fastest
growing markets for milk and milk products. A bagful of 'pearls' awaits the international dairy
processor in India. The Indian dairy industry is rapidly growing, trying to keep pace with the
galloping progress around the world. As he expands his overseas operations to India many
profitable options await him. He may transfer technology, sign joint ventures or use India as a
sourcing center for regional exports. The liberalization of the Indian economy beckons to MNC's
and foreign investors alike.

India’s dairy sector is expected to triple its production in the next 10 years in view of expanding
potential for export to Europe and the West. Moreover with WTO regulations expected to come
into force in coming years all the developed countries which are among big exporters today
would have to withdraw the support and subsidy to their domestic milk products sector. Also
India today is the lowest cost producer of per litre of milk in the world, at 27 cents, compared
with the U.S' 63 cents, and Japan’s $2.8 dollars. Also to take advantage of this lowest cost of
milk production and increasing production in the country multinational companies are planning
to expand their activities here. Some of these milk producers have already obtained quality
standard certificates from the authorities. This will help them in marketing their products in
foreign countries in processed form.

The urban market for milk products is expected to grow at an accelerated pace of around 33%
per annum to around Rs.43,500 crores by year 2005. This growth is going to come from the
greater emphasis on the processed foods sector and also by increase in the conversion of milk
into milk products. By 2005, the value of Indian dairy produce is expected to be Rs 10,00,000
million. Presently the market is valued at around Rs7,00,000mn

Background

India with 134mn cows and 125mn buffaloes, has the largest population of cattle in the world.
Total cattle population in the country as on October'00 stood at 313mn. More than fifty percent

7 
 
of the buffaloes and twenty percent of the cattle in the world are found in India and most of these
are milch cows and milch buffaloes.

Indian dairy sector contributes the large share in agricultural gross domestic products. Presently
there are around 70,000 village dairy cooperatives across the country. The co-operative societies
are federated into 170 district milk producers unions, which is turn has 22-state cooperative dairy
federation. Milk production gives employment to more than 72mn dairy farmers. In terms of
total production, India is the leading producer of milk in the world followed by USA. The milk
production in 1999-00 is estimated at 78mn MT as compared to 74.5mn MT in the previous year.
This production is expected to increase to 81mn MT by 2000-01. Of this total produce of 78mn
cows' milk constitute 36mn MT while rest is from other cattle.

While world milk production declined by 2 per cent in the last three years, according to FAO
estimates, Indian production has increased by 4 per cent. The milk production in India accounts
for more than 13% of the total world output and 57% of total Asia's production. The top five
milk producing nations in the world are India ,USA, Russia, Germany and France.

Although milk production has grown at a fast pace during the last three decades (courtesy:
Operation Flood), milk yield per animal is very low. The main reasons for the low yield are

• Lack of use of scientific practices in milching.

• Inadequate availability of fodder in all seasons.
• Unavailability of veterinary health services.

Milk Yield comparison:

Country Milk Yield

(Kgs per
year)

USA 7002

UK 5417

Canada 5348

8 
 
 New Zealand 2976

Pakistan 1052

India 795

World (Average) 2021

Source: Export prospects for agro-based industries, World Trade Centre, Mumbai.

Production of milk in India

Year Production in million MT

1988-89 48.4

1989-90 51.4

1990-91 53.7

1991-92 56.3

1992-93 58.6

1993-94 61.2

1994-95 63.5

1995-96 65

1996-97 68.5

1997-98 70.8

1998-99 74.7

1999-00(E) 78.1

2000-01(T) 81.0

E= estimated
T= target / expected

Source: DFPI, Annual Report-1999-2000

9 
 
The Indian Market - A Pyramid

Consumer Habits And Practices

Milk has been an integral part of Indian food for centuries. The per capita availability of milk in
India has grown from 172 gm per person per day in 1972 to 182gm in 1992 and 203 gm in 1998-
99.This is expected to increase to 212gms for 1999-00. However a large part of the population
cannot afford milk. At this per capita consumption it is below the world average of 285 gm and
even less than 220 gm recommended by the Nutritional Advisory Committee of the Indian
Council of Medical Research.

There are regional disparities in production and consumption also. The per capita availability in
the north is 278 gm, west 174 gm, south 148 gm and in the east only 93 gm per person per day.
This disparity is due to concentration of milk production in some pockets and high cost of
transportation. Also the output of milk in cereal growing areas is much higher than elsewhere
which can be attributed to abundant availability of fodder, crop residues, etc which have a high
food value for milch animals.

In India about 46 per cent of the total milk produced is consumed in liquid form and 47 per cent
is converted into traditional products like cottage butter, ghee, paneer, khoya, curd, malai, etc.
Only 7 per cent of the milk goes into the production of western products like milk powders,
processed butter and processed cheese. The remaining 54% is utilized for conversion to milk
products. Among the milk products manufactured by the organized sector some of the prominent
ones are ghee, butter, cheese, ice creams, milk powders, malted milk food, condensed milk
infants foods etc. Of these ghee alone accounts for 85%.

It is estimated that around 20% of the total milk produced in the country is consumed at
producer-household level and remaining is marketed through various cooperatives, private
dairies and vendors. Also of the total produce more than 50% is procured by cooperatives and
other private dairies.

While for cooperatives of the total milk procured 60% is consumed in fluid form and rest is used
for manufacturing processed value added dairy products; for private dairies only 45% is

10 
 
marketed in fluid form and rest is processed into value added dairy products like ghee, makhan
etc.

Still, several consumers in urban areas prefer to buy loose milk from vendors due to the strong
perception that loose milk is fresh. Also, the current level of processing and packaging capacity
limits the availability of packaged milk.

The preferred dairy animal in India is buffalo unlike the majority of the world market, which is
dominated by cow milk. As high as 98% of milk is produced in rural India, which caters to 72%
of the total population, whereas the urban sector with 28% population consumes 56% of total
milk produced. Even in urban India, as high as 83% of the consumed milk comes from the
unorganized traditional sector.

Presently only 12% of the milk market is represented by packaged and branded pasteurized milk,
valued at about Rs. 8,000 crores. Quality of milk sold by unorganized sector however is
inconsistent and so is the price across the season in local areas. Also these vendors add water and
caustic soda, which makes the milk unhygienic.

India's dairy market is multi-layered. It's shaped like a pyramid with the base made up of a vast
market for low-cost milk. The bulk of the demand for milk is among the poor in urban areas
whose individual requirement is small, maybe a glassful for use as whitener for their tea and
coffee. Nevertheless, it adds up to a sizable volume - millions of litres per day. In the major cities
lies an immense growth potential for the modern sector. Presently, barely 778 out of 3,700 cities
and towns are served by its milk distribution network, dispensing hygienically packed
wholesome, quality pasteurized milk. According to one estimate, the packed milk segment would
double in the next five years, giving both strength and volume to the modern sector. The narrow
tip at the top is a small but affluent market for western type milk products.

11 
 
World's major milk producers

(Million MTs)

1998-99 (
Country 1997-98
Approx.)

India 71 74.5

USA 71 71

Russia 34 33

Germany 27 27

France 24 24

Pakistan 21 22

Brazil 21 27

UK 14 14

Ukraine 15 14

Poland 12 12

New Zealand 11 12

Netherlands 11 11

Italy 10 10

Australia 9 10

12 
 
 Company Profile

Hatsun is India's largest private dairy. From a modest ice cream manufacturer to one of the
leading names in India's dairy sector in just a span of three decades, Hatsun now stands
majestically as a hallmark of successful entrepreneurship. Be it in the dedication to quality, in
employing the world's latest technology, innovative marketing strategies, or bringing prosperity
to hundreds of thousands of farmers in the south.

It started as a creamy dream in 1970: Arun Ice creams, the rich, delicious brand that has captured
the hearts of millions of ice cream lovers. With over 70 delightful varieties it is the No. 1 selling
ice cream in south India. Arun Ice creams is manufactured at the most modern plant of its kind in
Chennai. From the ingredients, to the packaging and distribution stringent quality control is
maintained at every stage which has made Arun Ice creams the first ice cream brand in India to
win the 9001 certification for quality and world-class manufacturing facilities. Arun Ice creams
reaches the consumers through the largest network of exclusive parlors in India. These and the
many Arun mini-parlors in the rural areas provide employment to thousands of people. When the
vision is clear and the dedication total, growth follows, and Hatsun expanded.

When the market was ruled by unhygienic milk, Hatsun came up with Arokya - the standardized,
homogenised and bacteria clarified milk. Arokya milk is still unsurpassed in purity, thickness
and quality and has made it one of the most preferred milk brand consumed by several hundred
thousand households every day and then came Hatsun Komatha. This product is Hatsun's proud
contribution of a superior quality, lower fat milk which Hatsun calls 'Cow's milk'. Komatha is the
perfect symbolization of the values and attributes of the provider of fresh milk - the cow. No
wonder then Hatsun Komatha milk is hailed as the most suitable milk for the whole family.
Loved by kids and adults alike for its taste and freshness.

Hatsun handles a total 1.8 million litre a day. Hatsun's quest for quality starts at procurement,
two times a day, 365 days of the year at over a thousand collection centers, from more than a
hundred thousand farmers. Hatsun sources its milk with an ever watchful eye, always keen on
quality. It is an enthusiastic and bustling activity when milk takes its first step in its journey to
the consumers' homes.

13 
 
Management

Board of Directors

The company is managed by the Managing Director, Joint Managing Director and Executive
Director - Operations subject to the superintendence, control and direction of the board of
directors.

The board of Directors of the company have an optimum combination of executive, Non-
Executive and independent directors, which compels with clouse 49 of the listing requirements
as well. The entire board of the company is involved in selection, Orientation and succession of
directors.

Board of Directors

The company is managed by the Managing Director, Joint Managing Director and Executive
Director - Operations subject to the superintendence, control and direction of the board of
directors.

The board of Directors of the company have an optimum combination of executive, Non-
Executive and independent directors, which compels with clause 49 of the listing requirements as
well. The entire board of the company is involved in selection, Orientation and succession of
directors.

14 
 
 Board of Directors

Executive Directors
Shri R.G.Chandramogan Chairman & Managing Director
Shri K.S.Thanarajan Joint Managing Director
Shri C.Sathyan Executive Director-Operations

Non - Executive Directors

Shri P. Vaidyanathan
Shri Kirti P Shah
Shri S. Thiagarajan
Shri B. S. Mani
Shri N Chandrasekaran

Recognition

Hatsun's dairies are ISO 9001:2000and HACCP (Hazard Analysis Critical Control Point)
certified. The Salem plant has received ISO 14001and been certified eco-friendly. The quality
assurance of Hatsun ensures that stringent quality standards and norms of American Dairy
Products Institute (ADPI) are fully met. The success of Arun Icecreams has been taken as a case
study by the Indian Institute of Management, Ahmedabad, India's leading business school.

15 
 
Hatsun Network

The company has achieved excellence in establishing an extremely efficient supply chain
management, better logistics and widespread distribution network spearheaded by exclusive
franchisee outlets. All the brands of the company enjoy very strong brand equity and despite
being in a price sensitive market, its brands command a premium.

ARUN Icecream is sold through exclusive franchisee outlets and is occupying the top slot in
Tamilnadu and figures within the top three in the south India. With the commissioning of plant
in Belgaum, the company has entered into the Goa, Pune and southern districts of Maharashtra
markets. The company has also entered into International markets during the financial year
(2004-05). The company has implemented an arrangement, whereby Arun icecream is now
available in Seychelles. Arun Icecream is also being exported to Brunei.

Company Milestones

1970- M/s. R.G. Chandramogan & Co. set up.

Arun Icecream Launch

1978 -First Arun Icecreams Parlour.

1986 March- M/s. Hatsun Foods (HFPL) incorporated as a private limited company. The same
year HFPL was admitted as a partner in M/s. R.G. Chandramogan & Co.
1986 -April HFPL takes over M/s. R.G. Chandramogan & Co. HFPL was allowed to register the
brand name 'Arun' in its own name subject to a
royalty payment of 1% on the gross icecream sales.

1991 -MPD Factory (Atlantic) - Salem Inauguration.

1993-Hatsun Dairy Private Limited (HDPL), promoted by M/s. Hatsun Foods
Private Limited, established.
Salem Dairy - Inauguration.

16 
 
1995-M/s. Hatsun Foods goes public. Changes name to Hatsun Agro Product Limited. Icecream
Factory - Red Hills - Inauguration

1998-Hatsun Milk Product Limited (formerly known as HFPL) amalgamated with Hatsun Agro
Product Limited.

2000 -Belgaum Dairy - Inauguration.

Kanchipuram Dairy Acquisition.

2004 -Dairy Ingredient Plant - Inauguration (Salem & Kanchipuram)

Financial Position

• The company's sales have grown from a level of INR 190.9 million (approx. USD 4
million) in 1997 to INR 8694 million (approx. US$ 183 million) in 2008. The
company's PBDITA has increased from INR 25.14 million (approx. US$ 0.53
million) in 1997 to INR 614 million (approx US$ 12.92 million) in 2008
• The equity base with reserves stand at Rs.481 million (approx US$ 10.12 million)
and gross asset base of more than Rs.2332 million (approx US$ 49.09 million).

Share Capital

• The Company made its maiden public issue of 18,00,000 equity shares of Rs.10/- at
a premium of Rs.35/- per share. The issue was well subscribed. The present listed
and paid-up Equity Share Capital of the company is Rs.6.79 Crores with a
shareholder base of 3,772 as of 30th September, 2008.

List of Shares

• The Company's Equity Shares are listed on Bombay Stock Exchange Limited and
the shares are regularly traded.

17 
 
 PRODUCT PROFILE

HATSUN PRODUCTS

ICE CREAM

MILK

BEVERAGES

DAIRY INGREDIEN

18 
 
 REVIEW OF LITERATURE

THEORITICAL BACK ROUND:

The word Stress is derived from the Latin term 'Stringers' which means “to draw tight”.
Some defines Stress as the non-specific response of the body to any demands made on it. When
the demands on an individual exceed his capability and adjustment resources stress occur. Stress
is difference from anxiety, which is state of uncertainty.

it is also difference from agitation which is the physical part of anxiety stress also differs
from frustration, which is blocked good attainment.

Stress is a pressure condition causing hardship. It is an internal phenomenon and a

mental attitude. Stress is the condiment; strain is the salt and if there is an imbalance in
condiment, salt relationship, the result is impale table.

Thus Stress is a mental, emotional or physical reaction resulting form an individuals

response the environment pressure and similar stimuli. It refers to pressures people feel in life.

• Alarm Reaction: The first is the alarm phases. Here the individual mobilizes to meet the
threat. The alarm reaction has two phases. The first phases includes in initial “stock shock phase”
in which defensive mechanism become active. Alarm reaction is characterized by autonomous
excitability; adrenaline discharges; increase heart rate, ulceration. Depending on the nature &

19 
 
intensity of the threat and the condition of the organization the period of resistance varies and the
severity of symptoms may differ from “mild invigoration” to “disease of adaptation”.
• Resistance: The second is the phase of resistance. The individual attempts to resist or
cope with the threat. Maximum adaptation occurs during this stage. The bodily signs
characteristic of the alarm reaction disappear. It the stress persist, or the defensive reaction
proves ineffective, it may overwhelm the body resources. Depleted of energy, the body enters the
phase of third.
• Exhaustion: Adaptation energy is exhausted. Sings of the alarm reaction reappear, and
the resistance level begins to define irreversibly. The organism collapses.

Pestonjee has attempted / identified three important sectors of life in which Stress
originates. These are

“ Job and the organization

“ The social sector
“ Intrapsychic sector

Job and organization, refers to the totality of the work environment (task, atmosphere,
colleagues, compensation, policies, etc.). The social sector refers to the other such factors. The
Intrapsychic sector encompasses those things, which are intimate, and persona, like
20 
 
temperament, values, abilities and health. It is contended that stress can originate in any of these
sectors or in combinations thereof.

In the figure below it can be seen that the magnitude of stress emanating from the stress
to learner limit of the individual to handle these stress. This indicates a balanced state.

ORGANIZATION-INDIVIDUAL NORMAL INTERACTION PATTERN

S.T.L – STRESS TOLERANCE LEVEL

In the figure we find that job and organization loads have increased and have made a dent
in the personality. In this stage, we find minor surface changes taking place, which are quite
manageable.

21 
 
 MINIOR SURFACE CHANGES

Adaptation attempt

a) Extra effort
b) Excessive concern of task
c) Worries
d) Anxiety

In the stage three and the figure below, we find that job and organizational loads have
become unmanageable and interact with intrapsychic loads. This is the stage at which he
negative consequences of the stress become apparent. Most of the stress related diseases
emerge at this point. When the situation persists we move into the next stage in which we
start operating beyond the “stress tolerance limit”.

22 
 
MAJOR SURFACE DISFIGURATION

Frantic copying

1. Extra ordinary effort

2. Worry and anxiety about the self
3. Onset of physiological symptoms
4. Aggressive tendencies

Several types of breakdowns and cracks are observable in this stage i.e., fourth stage. If
unchecked the situation may culminate into the last and most intense phase wherein complete
disintegration of personality takes place. At this stage, the individual requires proper
psychological and medical care. The figure below depicts the fourth and fifth stage.

23 
 
 STRESSORS OR LOADS

BREAKDOWNS AND CRACKS: FAILURE IN COPING

A. Work related symptoms

Lack of concentration

Affected clarity of thinking & decision – making

Frequent absenteeism

Affected team work

Aggressive behavior

24 
 
B. Physiological symptoms
Headache / Migraine

Insomnia

Lack of appetite

Digestive disorders

Sexual disorders

Temperamental changes.

Pestonjee has also developed a model to explain how we cope with stress reactions. It is
called the BOUNCE model because the behavioral decomposition taking place due to stress
tense to get reflected in interpersonal reactions. The reactions are received & analyzed by the
environment, which in turn, bounce back signals to the individuals to bring about a change either
at the orgasmic level or at the response level.

THE BOUNCE MODEL

STRESSORS

25 
 
BORNOUT STRESS SYNDROME (BOSS):-

Boss can lead to at least four types of stress related consequences such as, depletion of
energy reverses, lowered resistance to illness, increased dissatisfaction and pessimism and
increased absenteeism and inefficiency at work.

Veningle and spradley have identified five distinct stages of BOSS.

HONEYMOON STAGE:-

This stage can be describe as accounting for the euphoric feeling of encounter with the
new job such as excitement, enthusiasm, challenge and pride. Dysfunctional features emerge in
two ways first; the energy reverses are gradually depleted in coping with the demands of a
challenging environment. Second, habits and strategies for coping with stress are formed in this
stage which is often not useful in coping with later challenges.

FUEL SHORTAGE STAGE:-

This stage can be identified as composed of the value feelings of loss, fatigue and
confusion arising from the individual’s overdraws on reverses of adaptation energy. Other
symptoms are dissatisfaction, inefficiency, and fatigue and sleep disturbances leading to escape
activate such as increased eating, drinking & smoking.

CRISIS STAGE:-

When these feelings and physiological symptoms persist over period of time, the
individual enters the stage of crisis. At this stage he develops “escape mentality” and feels
oppressed. Heightened pessimism, self-doubling tendencies, peptic ulcers, tension headaches,
chronic backaches, blood pressure.

26 
 
HITTING THE WALL STAGE:-

This stage of BOSS is characterized by total exhaustion of one’s adaptation energy,

which may mark the end of one’s professional career. While recovery from this stage elude may
be resourceful to tide over the crises.

TYPES OF STRESS:-

• It the stress for the day to day adaptability of man to his environment and results
in the maintenance of internal steady state (homeostasis) it is know as neustress.
For example, one produces neustress in order to breath, work.
• Stress is through of in negative terms. It is thought to be caused by something bad
(for example the boss gives a formal reprimand for poor performance). It the
stress response is unfavorable and potentially disease producing, this is known as
distress. Constant worry in a susceptible individual can lead to ulcers.

If the stress response is favorable and results is favorable and results in improvement in
physical and / or mental functioning, it is called estruses. This is the positive, pleasant side of
stress caused by stress caused by good things. For examples an employee is offered a job
promotion at another I.

27 
 
 DEFINING STRESS AT WORK

Change in working practices, such as the introduction of new technology or the

alternation of new technology or the alternative of targets, my cause stress, or stress may be built
into an organizations’ structure. Organizational stress can be measured by absenteeism and
quality or work.

ORGANIZATIONAL STRESS:-

Stress affects as well as the individual within them. An organization with a high level of
absenteeism, rapid staff turnover, deteriorating industrial and customer relations, a worsening
safety record, or poor quality control is suffering from organizational stress.

FOLLOWING THE PAT OF STRESS THROUGH IN ORGANIZATION:-

The below chart shows one example of the structure of a department in an organization,
indicating typical causes of stress that may effect stress at certain levels in the structure, and
particular.

28 
 
Causes that are affecting individuals. Stress is contagious; anyone who is not performing well
due to increases the amount of pressure on their colleagues, superiors, and subordinates.

The cause may range from unclear or overlapping job descriptions, to lack of
communication, to poor working conditions, including “sick building syndrome”.

POTENTIAL SOURCES OF STRESS:

There are three categories of potential stressors:

♣ Environmental factor
♣ Organization factor
♣ Individual factor

29 
 
Environmental factors:

Just as environmental uncertainty influences the design of an organization. Changes in

business cycle create economic uncertainties.

Political uncertainties:

If the political system in a country is implemented in an orderly manner, there would not
be any type of stress.

Technological uncertainties:

New innovations can make an employee’s skills and experiences obsolete in a very short
period of time. Technological uncertainty therefore is a third type of environmental factor that
can cause stress. Computers, robotics, automation and other forms of technological innovations
are threat to many people and cause them stress.

Organization factors:

There are no storages of factors within the organization that can cause stress; pressures to
avoid error or complete tasks in a limited time period, work overload are few examples.

Task demands are factors related to a person’s job. They include the design of the
individual’s job working conditions, and the physical work layout.

Role demands relate to pressures placed on a person as a function of the particular role he
or she plays in the organization. Role overhead is experienced when the employees is expected to
do more than time permits.

30 
 
 Role ambiguity is created when role expectations are not clearly understood and
employee is not sure what he / she is to do.

Interpersonal demands are pressures created by other employees. Lack of social support
from colleagues and poor.

Interpersonal relationships can cause considerable stress, especially among employed

with a high social need.

Organizational structure defines the level of differentiation in the organization, the degree
of rules and regulations, and where decisions are made. Excessive rules and lack of participation
in decision that affect an employee are examples of structural variables that might be potential
sources of stress.

31 
 
Potential sources Consequences

Organizational leadership represents the managerial style of the organizations senior executive.
Some executive officers create a culture characterized by tension, fear, and anxiety. They
establish unrealistic pressures to perform in the short-run impose excessively tight controls and
routinely fire employees who don’t measure up. This creates a fear in their hearts, which lead to
stress.

Organizations go through a cycle. They are established; they grow, become mature, and
eventually decline. An organization’s life stage - i.e.

32 
 
Where it is in four stage cycle-creates different problems and pressures for employees. The
establishment and decline stage are particularly stressful.

Individual factors:

The typical individual only works about 40 hrs a week. The experience and problems that
people encounter in those other 128 non-work hrs each week can spell over to the job.

Family problems:

National surveys consistently show that people hold family and discipline, troubles with
children are examples of relationship problems that create stress for employee and that aren’t at
the front door when they arrive at work.

Economic problems:

Economic problems created by individuals overextending their financial resources are

another set of personal troubles that can create stress for employees and distract their attention
from their work.

33 
 
 34 
 
 CAUSES OF STRESS

Society the working world and daily life have changed almost beyond recognition in the
past 50 years. These changes have contributed to a major increase in stress.

Stress is caused from both outside & inside the organization & from groups that
employees are influenced by & from employees themselves.

Stressors:

The agents or demands that evoke the potential response are referred to as stressors.
According to Syele a stressors is “Whatever produces stress with or without functioning
hormonal or nervous systems”.

Extra organizational stressors:

Extra organizational stressors have a tremendous impact on job stress. Taking an open
system perspective of an organization, it is clear that job stress is not just limited to things that
happen inside the organization, during working hours. Extra organizational stressors include
things such as social / technological change, the family, relocation, economic & financial
conditions, race & class, residential or community conditions.

35 
 
Organizational stressors:

Besides the potential stressors that occur outside the organization, there are also those
associated with the organization itself. Although the organization is made up of groups &
individuals, there are also more macro-level dimensions unique to the organization that contains
potential stressors.

MACRO-LEVEL ORGANIZATIONAL STRESSORS:

POLICIES

› Unfair, arbitrary performance reviews.

› Rotating works shifts.
› Inflexible rules.
› Unrealistic job descriptions.
STRUCTURES

› Centralization; Lack of participation in decision making.

› Little opportunity for advancement.
› A great amount of formalization. JOB
› Interdependence of departments. STRESS
› Line-Staff conflicts.
PHYSICAL CONDITIONS

› Crowding & lack of privacy.

› Air pollution.
› Safety hazards.
› Inadequate lighting.
› Excessive, heat or cold.
PROCESS

› Poor communication.
› Poor / inadequate feedback about performance.
› Inaccurate / ambiguous measurement of performance.
› Unfair control systems.

36 
 
› Inadequate information.

GROUP STRESSORS:

The group can also be a potential source of stress. Group stressors can be categorized into
three areas.

1. Lack of groups cohesiveness:-

“Cohesiveness” or “togetherness” is a very important to employees, especially at the
lower levels of the organizations. If the employee is denied the opportunity for this
cohesiveness because of the task design, because the supervisor does things to prohibit or
limit it, or because the other members of the group shut the person out, this can be very
stress producing.

2. Lack of social support:-

Employees are greatly affected by the support of one or more member of a cohesive
group. By sharing their problems & joys with others, they are much better off. It this type
of social support is lacking for an individual, it can be very stressful.

3. Intra-Individual, interpersonal & inter-group conflict:-

Conflict is very closely conceptually or hostile acts between associated with in
compatible or hostile acts between intra-individual dimensions, such as personal goals or
motivational needs / values, between individuals within a group, & between groups.

INDIVIDUAL STRESSORS:

In a sense, the other stressors (Extra organizational, organizational, & Group stressors) all
eventually get down to the individual level. For example, role conflict, ambiguity, self-efficacy
& psychological hardiness may all affect the level of stress someone experiences.

37 
 
 CONSEQUENCES OF STRESS

The effect of stress is closely linked to individual personality. The same level of stress
affects different people in different ways & each person has different ways of coping.
Recognizing these personality types means that more focused help can be given.

Stress shows itself number of ways. For instance, individual who is experiencing high
level of stress may develop high blood pressure, ulcers, irritability, difficulty in making routine
decisions, loss of appetite, accident proneness, and the like. These can be subsumed under three
categories:

 Individual consequences
 Organizational consequence
 Burnout

Individual consequences:

Individual consequences of stress are those, which affect the individual directly. Due to
this the organization may suffer directly or indirectly, but it is the individual who has to pays for
it. Individual consequences of stress are broadly divided into behavioral, psychological and
medical.

™ Behavioral consequences of stress are responses that may harm the person under stress or
others. Behaviorally related stress symptoms include changes in productivity, turnover, as
well as changes in eating habits, increased smoking or consumption of alcohol, paid
speech, and sleep disorders.

™ Psychological consequences of stress replace to an individual mental health and well-

being from or felling depressed. Job related stress could cause dissatisfaction, infact it has

38 
 
 most psychological effect on the individual and lead to tension, anxiety irritability, and
boredom.

™ Medical consequences of stress affect a person’s well being. According to a research

conducted, it revealed that stress could create changes in metabolism, increase heart and
breathing rates, increases blood pressure bring out headaches and induce heart attacks.
Organizational consequences:

Organizational consequences of stress have direct affect on the organizations. These

include decline in performance, withdrawal and negative changes in attitude.

” Decline in performance can translate into poor quality work or a drop in productivity.
Promotions and other organizational benefits get affected due to this.

” Withdrawal behavior also can result from stress. Significant form of withdrawal behavior
is absenteeism.

” One main affect of employee stress is directly related to attitudes. Job satisfaction, morale
and organizational commitment can all suffer, along with motivation to perform at higher
levels.

Burnout:-

A final consequence of stress has implementation for both people and organizations.
Burnout is a general feeling of exhaustion that develops when an individual simultaneously
experiences too much pressure and few sources of satisfaction.

39 
 
 Managing stress in the work place

Every responds to stress in a different way, it is only by understanding the nature of

individual responses that you can start fighting stress yourself and others.

Reduction or elimination of stress is necessary for psychological and physical well being
of an individual. Efficiency in stress management enables the individual to deal or cope with the
stressful situations instead of avoidance. Strategies like tie management, body-mind and mind-
body relaxation exercise, seeking social support help individual improve their physical and
mental resources to deal with stress successfully.

Apart from helping employees adopt certain coping strategies to deal with stress
providing them with the service of counselor is also useful.

Many strategies have been developed to help manage stress in the work place. Some are
strategies for individuals, and other is geared toward organizations.

Individual coping strategies:

Many strategies for helping individuals manage stress have been proposed.

40 
 
 Individual coping strategies are used when an employee under stress exhibits undesirable
behavior on the jobs such as performance, strained relationship with co-workers, absenteeism
alcoholism and the like. Employees under stress require help in overcoming its negative effects.
The strategies used are:

Exercise:-

One method by which individual can manage their stress is through exercise. People who
exercise regularly are known to less likely to have heart attacks than inactive people are.
Research also has suggested that people who exercise regularly feel less tension and stress are
more conflict and slow greater optimism.

Relaxation:-

A related method individual can manage stress is relaxation. Copying with stress require
adaptation. Proper relaxation is an effective way to adopt.

Relaxation can take many forms. One way to relax is to take regular vacations; people can also
relax while on the job (i.e. take regular breaks during their normal workday). A popular way of
resting is to sit quietly with closed eyes for ten minutes every afternoon.

Time management:-

Time management is an often recommended method for managing stress, the idea is that
many daily pressures can be eased or eliminated if a person does a better job of managing time.
One popular approach to time management is to make a list, every morning or the thins to be
done that day. Then you group the items on the list into three categories: critical activities that
must be performed, important activities that should be performed, and optimal or trivial things
that can be delegated or postponed, then of more of the important things done every day.

41 
 
ROLE MANAGEMENT:-

Some what related to time management in which the individual actively works to avoid
overload, ambiguity and conflict.

SUPPORT GROUPS:-

This method of managing stress is to develop and maintain support group. A support
group is simply a group of family member or friends with whom a person can spend time.
Supportive family and friends can help people deal with normal stress on an ongoing basis.
Support groups can be particularly useful during times of crisis.

BEHAVIORAL SELF-CONTROL:-

In ultimate analysis, effective management if stress presupposes exercise of self-control

on the part of an employee. By consciously analyzing the cause and consequences of their own
behavior, the employees can achieve self-control. They can further develop awareness of their
own limits of tolerance and learn to anticipate their own responses to various stressful situations.
The strategy involves increasing an individuals control over the situations rather than being
solely controlled by them.

COGNITIVE THERAPY:-

The cognitive therapy techniques such as Elli’s rational emotive model and
Meichenbaum’s cognitive strategy fir modification have been used as an individual strategy for
reducing job stress.

COUNSELING:

Personal counseling help employees understand and appreciate a diverse workforce, the
holistic approach adopted by the counselor gives him a comprehensive view of the employee as

42 
 
client and enable him to deal the issues of work related problems in a larger context with his
awareness of the inter-relationship among problems in adjustment with self, other and
environment and that a work concern will effect personal life and vice-versa, the employee
would receive help regarding the problem in all life.

One of the advantage of the individual interventions is the individual can use these skills
to improve the quality of life in offer domains like family, social support and self, thus reducing
the negative carry of experiences in these domains into the work life which might effect his
occupation mental health.

ORGANIZATIONAL STRATEGIES:-

The most effective way of managing stress calls for adopting stressors and prevent
occurrence of potential stressors.’

Two basic organizational strategies for helping employees manage stress are institutional
programs and collateral programs.

Work Design Stress Management programs

Work schedules Health promotions programs

Culture Other programs

Supervision

43 
 
Institutional programs:-

Institutional programs for managing stress are undertaken to established organizational

mechanism for example, a properly designed job and word schedules can help ease stress. Shift
work in particular can constantly have to adjust their sleep and relaxation patterns. Thus, the
design of work schedules should be a focused of organizational efforts to reduce stress.

The organization’s culture can also used to help to manage stress. The organization
should strive to foster a culture that reinforces a healthy mix of work and nonworking activities.

Finally, supervision can play an important institutional role in overload. In managing

stress. A supervisor is a potential manager source of overload. If made aware of their potential
for assigning stressful amounts of work, supervisors can do a better job keeping workloads
reasonable.

44 
 
 LITERATURE OF SURVEY

“The interaction of the individual with the environment”

-Ivaniceviich & Matteson

“A adaptive response, mediated by individual differences and/or psychological process

that is a consequence of any external (environment) action, situation or event that places
excessive psychological and / or physical demands up to person”.

-Ivanicevich and Matteson.

“ A condition arising form the interaction of people and their jobs and characterized by
changes within the people that force them to deviate form their normal functioning”.

− Beehr and Newmen.

“Stress is an adaptive response to an external situation that results in physical,

psychological and or behavioral deviations for organization participants”.

− C ary.L.Cooper.

“Stress is the stimulus or external force acting on the organism; It is the response of
changes in the physiological functions. It is the interaction between an external force and the

45 
 
resistance opposed to it, as in biology, and finally as a comprehensive phenomenon ecompassing
all the three”.

-Mason

It is also important to point out what Stress is not:

1. Stress is not simply anxiety.

2. Stress is not simply nervous tension.
3. Stress is not necessarily something damaging, bad or to be avoided.

Stress is a dynamic condition in which an individual is confronted with an opportunity,

constraints, of demand related to what He or She desires and for which the outcome is perceived
to be both uncertain and important.

Stress is found everywhere, at work, at home and also when a person is on a holiday.
There are some of literature that I referred for my study. There are various researchers, which
are done to prove the intensity of Job related to stress.

Occupational Stress has been extensively studied in the form of occupational role stress
and is impact on Job dissatisfaction, Bharati (1991) burnout Pradhan and Mishra and Somani
(1995), negative mental health, Mishra and Somani (1993), anxiety and role efficacy Singh and
Mohanty (1996). Difference in level of stress due to Job levels. (i.e.,) Managers and supervisors
Grover and Sen (1994) have also been studied conducted in the West too, have revealed that in
Air Traffic controllers Job is highly Stressful Grand Jean and Wotzka (1997).

46 
 
 Idella. M. Evans and Patrician. A. Smith (1970), state that people give their experience
relevant not relevant, and psychological not physiological, determining if they will seek help and
what kind of help they will see, this failure to seek help for extreme felt distress was caused in
past by the very disruptive experience of the stress conditions.

Keith Davis and John. W. Newstrom (1972), said about Executive Stress, Managers
and workers report about the same amount of Job Stress. If Managerial work actually is more
stressful apparently the Managerial selection process chooses Managers who are better able to
withstanding it, so Managers and workers feeling of Stress are about the same.

Bridger (1972), states that Stress can be externalized and projected into social and
environmental settings in an attempt to deny of avoid their comprehension and the essence of
changed conditions on the other hand, the effort to understand their nature must be encouraged
and developed if stress and conceptual forces are to be regulated and managed.

Katz and Khan (1978), Masun (1975), Stress is treated as a stimulus response to an
environmental character, an individual attribute, an interaction between individuals his of her
environment.

Robert. L. Veninga and James. P. Spradly (1975), Job reformers often include work
stress in their frontal attack, the changes they seek go far beyond merely reducing stress. This
spend a zealous campaign, complaining, organizing and urging others to join their cause. When
they meet with resistance from other workers or management, they fight harder than grow

47 
 
discouraged. We found Stress Managers in every occupation. Stress managers cope with their
job by identifying and controlling work stress.

Gore (quotedm, 1975), studied the reaction over a two-year period of middle-aged, blue-
collar Men who had lost their job because of plant closing, for most of her indicators of stress
She concluded that “ the individuals more at risk were those who both experienced considerable
unemployment and were inadequately supported”. The field of Stress Research permanently
replete with competing terminologies Stressors. Without them Stress can become decisive and
lead to ghost-term phenomena, Jacobs (1972).

Cassel (1976) discussing how psychological factors can alter the susceptibility of an
individual to external stressors, emphasizes that a more explicitly fulsome, “two dimensional”
approach is needed. Not only can psychosocial conditioning variable increase the experiencing
of stress but they can also at beneficially a protective factor suffering.

An individual way of responding during times of Stress is very important, Peter. F.

Drucker (1999), an important thing to know about one performs is whether one perform well
under stress, of whether one needs a highly structured and predictable environment. Few people
work well in both ways. Again and again people who have been very successful in large
organization flounder miserably when they move into small organization.

M.J.Mathew 2000, recent publications and survey indicates a majority of the firms offer
some kind of formal stress management program for their workers. These stress program or less
formal change in policies or procedures. The emphasizes is on attempting to communicate to
the employee, through an extensive orientation programme what the person might expect in the
new Job. The fact that stress itself is a main concern for management is itself a good sign.

48 
 
 Ladies Home Journal (2003), it takes only a fraction of a second for stress, whether it's
thinking about work or a loud noise, to set off a chain reaction that affects everything from our
eyesight to the muscles in our legs. The response begins in the brain, where the hypothalamus
releases a fight-or-flight chemical called Corticotrophin Releasing Hormone (CRH). CRH travels
to our Pituitary gland, which secrets Adrenocorticotrophin Hormone (AVTH), which travels to
the adrenal glands on top of our kidney. The result is adrenaline, a powerful stimulant. In an
instant all those changes occur.

Kris Cole (2003), experiencing grinding teeth, clenched fists, forgetfulness or irritability,
raised blood pressure, generalized anxiety; mood swings or rigid view cold be stresses. Some
stress is good for us it motivates us, makes us alive, and gives us the derive to succeed. It gives
the 'get up and go' to 'get up and go'. Others stress is debilitating, draining and undermines our
physical emotional welfare

49 
 
 Research Methodology

Introduction:

Perfection is essential for every field. A scientific way of doing things always leads to
perfection. Research is no way an exception to that. Scientific method is a branch of study,
which is concerned with observed facts, systematically classified and which includes trust
worthy methods for the discovery of truths. The method of enquiry is the important aspect of
science. Perhaps this is not more significant feature. Scientific methods alone can bring about
confidence in the validity of conclusion. Here in the chapter the important aspect of study is
such a collection of data and reporting has been done. This chapter focuses on the above said
aspects adopted for the study.

Research Design

A Research design is the arrangement of condition for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.

For the purpose of the study, the study design selected is Descriptive Design. This helps
to portray accurately the characteristics of a particular situation of group of individual; it this
case the Stress and its consequences. This Design also helps to attain elementary comprehension
of Stress among the Employees in Hatsun Agro Products Ltd (Ice Creams Division).

Universe

The collective unit of individuals or group under the study is called Universe. The
Universe of this study consist of all Production department Employees in Hatsun Agro
Products Ltd (Ice Creams Division).

50 
 
Sampling Design

A sample is a set of data, which has been taken from the Universe, and these represent
the Universe. The Researcher selected the whole universe of Production department Employees
of Agro Products Ltd (Ice Creams Division) as his sample. As the total size of Universe is only
100. The Researcher selected the whole universe as the sample for his study which assures more
perfection.

Sources of Data Collection

The Primary sources of data collection have been found form the Respondents directly
through the questionnaire.

The Secondary sources of data collection have been through discussion with Human Resources
Manager and hand outs of the organization.

Tools for Data Collection

The tool for the data collection is Questionnaire Method. It is a device for securing
answers to questions by using a form, which the Respondent fills by himself.

The Questionnaire was Administered in English.

The Questionnaire collected

¾ Observation
¾ Private Interviews.

Statistical Tools Adopted

¾ Chi-Square Test
¾ Percentage Analysis.

51 
 
LIMITATIONS OF STUDY:

¾ The sample size chosen is covered only a small portion of the whole population of
Hatsun Agro Products Ltd ( Ice Creams Factory).
¾ The study is confined to limited period i.e. 3 Months.
¾ Accuracy of the study is purely based on the information as given by the respondents.
¾ Data collected cannot be asserted to the free from crores, as the sample size restricted to
the employees.

52 
 
1. How often do you saay the word “I am busy or I am havin
H ng hard tiime”
A the work place?
At
Table: 1
Optioons Respoondents Respon
nse ( % )

Very often
o 9 9

often 26 26

Rareely 28 28

Very raarely 25 25

Neveer 12 12

Totaal 1
100 100

Graph::1

“I am busy or I am having hard tim

me

30

25

20

15

10 Respo
onse

0
Very Often Rarely
R Very Neverr
Often ely
rare

Interprretation:

F
From the an
nalysis is as
a been infe
ferred that, majority of the respondeents (52%) rarely
and very rarely says that
t they aree busy at worrk place.

53 
 
2. You
u think phy
ysical envvironment problem in the worrk place cause Stresss? (
Tem
mperature,, lighting, gases, dusst )
T
Table:2
Options Respondents
d Respon
nse ( % )

Strongly
S agreee 26 26

Agree 36 36

Cannot sayy 16 16

Disagree 16 16

Strrongly disaggree 6 6

Total 100 100

You hysical envvironment problem in the worrk place caause Stresss? (

u think ph
Temmperaturee, lighting,, gases, du
ust )
Graph:2

40
35
30
25
20
15
10
5
0
Stron
ngly Agre
ee Cannot say
s Disagree
e Strongly
Resp
ponse
agree disagree

Interprretation:

F
From the an
nalysis is as
a been infferred that, majority of the responddents (62%) agree
with physical environ mperature, Ligghting, Gasees and Dust) causes Stress.
nment (Tem

54 
 
3. You feel tim
Y me pressu
ure to complete work
k?

Table: 3
Options Respond
dents Respon
nse ( % )

Strongly
S agree 10 10

Agree 41 41

Cannot sayy 13 13

Disagree 28 28

Sttrongly disaggree 8 8

Total 100 100

Graph:: 3

You feeel time preessure to complete

c w
work

45
40
35
30
25
20
15
10
5
0
Strongly Agree Cannot
C say Diisagree Stro
ongly
agree disa
agree Re
esponse

Interprretation:
The finally
f yet im
mportantly, the
t questionn asked abouut the employees, majoriity of
thhe employeees (51%) off the Hatsunn Agro Prodducts Ltd aggree and stroongly agree with
abbove statemeent.

55 
 
4. D you feell lack of coo-operatioon in officee?
Do

Table: 4
Options Respond
dents Respon
nse ( % )

Very oftenn 9 9

often 26 26

Rarely 16 16

Very rarelyy 17 17

Never 32 32

Total 100 100

Graph: 4

Do you feel lack of

o co-operration in office

45
40
35
30
25
20
15
10
5
0
Strongly Agree
e Cannot say
s Disagree
e Strongly Respo
onse
ee
agre disagree

In
nterpretattion:
As is evident from
m the chart, majority of the responddents (68%) faced lack of co-
opperation in office remaaining (32%)) of employyees never faced
fa lack off co-operatioon in
orrganization.

56 
 
5. Family pro
oblems cau
use stress??
T
Table :5
Options Respond
dents Respon
nse ( % )

Strongly
S agreee 19 19

Agree 41 41

Cannot sayy 11 11

Disagree 19 19

Strrongly disaggree 10 10

Total 100 100

Graph 5

Faamily prob
blems cau
use stress

45
40
35
30
25
20
15
10
5
0
Stron
ngly Agree
e Cannot sa
ay Disagree Strongly
agre
ee disagree Respon
nse

nterpretattion:
In
As is evident from
m the chart, majority
m of the
t respondeents (60%) sttrongly agree and
aggree with fam
mily problem
ms causes strress.

57 
 
6. Do you hav
ve problem
m of BP / sugar / anyy other heealth problems?

Table: 6
Options Respond
dents Respon
nse ( % )

Very oftenn 5 5

often 17 17

Rarely 19 19

Very rarelyy 12 12

Never 47 47

Total 100 100

G
Graph: 6

Do you
u have prooblem of BP
B / sugarr / any other health problems

50
0
45
5
40
0
35
5
30
0
25
5
20
0 Respons
se
15
5
10
0
5
0
Very Often Ra
arely Veryy Never
Often rarely
y

In
nterpretattion:
As is evidentt from the chart,
A c majoriity of the reespondents (47%)
( said don’t
d love health
problemss like BP, su
ugar.

58 
 
7. Physical ex
xercise & yoga redu
uce the streess?

Table: 7
Options Respond
dents Respon
nse ( % )

Strongly
S agreee 39 39

Agree 36 36

Cannot sayy 11 11

Disagree 9 9

Strrongly disaggree 5 5

Total 100 100

G
Graph: 7

Physiical exerciise & yogaa reduce th

he stress

40
35
30
25
20
15
10
5
0
Strongly A
Agree Cannot sayDisagrree Strongly
agree disagree Respo
onse

In
nterpretattion:
As is evident fromm the chart, majority of the responddents (75%) agree with above
sttatement thaat by doing physical
p exerrcise & yogaa stress will be
b reduced.

59 
 
8. Meditation
M n & prayerr to reduce the stresss?
T
Table: 8
Options Respond
dents Respon
nse ( % )

Strongly
S agreee 40 40

Agree 37 37

Cannot sayy 14 14

Disagree 6 6

Strrongly disaggree 3 3

Total 100 100

G
Graph :8

Med
ditation & prayer to reduce th
he stress

40
0
35
5
30
0
25
5
20
0
15
5
10
0
5
0
Strongly Agree Can
nnot Disagre
eeStrongly
agree say disagree
Respon
nse

In
nterpretattion:
As is evident from m the chart, majority of the responddents (77%) agree with above
sttatement thaat meditationn & prayer too reduce the stress.

60 
 
9. Lack of com
mmunicattion causes stress?
Table: 9

Options Respond
dents Respon
nse ( % )

Strongly
S agreee 13 13

Agree 55 55

Cannot sayy 17 17

Sttrongly disaggree 6 6

Total 100 100

G
Graph: 9

Laack of com
mmunicatioon causes stress

60
50
40
30
20
10
0
Strongly Agree
g Canno
ot Disagree Strongly
agree say disagree Response

I
Interpreta
ation:
As is evident fromm the chart, majority of the respondents
d (68%) agree with above
mmunication causes stress.
sttatement i.e. lack of com s

61 
 
10. Spending
S time with your famiily reducess stress?
Table: 10
Options Respond
dents Respon
nse ( % )

Strongly
S agreee 35 35

Agree 44 44

Cannot sayy 9 9

Disagree 8 8

Strrongly disaggree 4 4

Total 100 100

G
Graph :10

Spendin
ng time with your faamily redu
uces stresss

50
5

40
4

30
3

20
2

10
1

0
Strongly
y Agree Cannot Disagree Stro
ongly
agree say disa
agree Response

In
nterpretattion:
As is evident from
m the chart, majority of the responddents (79%) agree with above
sttatement i.e. appending more
m w family reeduces stress.
time with

62 
 
11. Im mproving working conditionss, reduces the stresss?
Table: 11
Options Respondents
d Respon
nse ( % )

Strongly
S agree 26 26

Agree 56 56

Cannot sayy 8 8

Disagree 7 7

Sttrongly disaggree 3 3

Total 100 100

G
Graph: 11

Improvin
ng workin
ng conditioons, reduces the streess

60
50
40
30
20
10
0
Strongly A
Agree Canno
ot say Disagre
ee Strongly
agree disagree Strong
gly…

I
Interpreta
ation:
As is evident froom the chaart, majorityy of the resspondents (882%) agree with
im
mproving wo
orking condiitions in offiice stress willl be reduce.

63 
 
12. R
Rational alllocation of work reeduces the stress?
Table: 12

Options Respond
dents Respon
nse ( % )

Strongly
S agreee 11 11

Agree 55 55

Cannot sayy 20 20

Disagree 10 10

Sttrongly disaggree 4 4

Total 100 100

G
Graph: 12

Rational allocatiion of worrk reduces the stresss

60
50
40
30
20
10
0
Strongly Agree Can
nnot say Disa
agree Stronggly
agree disagrree Res
sponse

I
Interpreta
ation:
As is evident froom the chaart, majorityy of the resspondents (666%) agree with
raational allocaation of worrk reduces thhe stress.

64 
 
13. F
Financial motivation
m ns reduce the
t stress??
Table: 13

Options Respond
dents Respon
nse ( % )

Strongly
S agreee 12 12

Agree 43 43

Cannot sayy 32 32

Disagree 10 10

Strrongly disaggree 3 3

Total 100 100

G
Graph: 13

Finaancial motivations reduce

r thee stress

45
40
35
30
25
20
15
10
5
0
Strongly Agree Cannot say Disa
agree Stronggly
agree disagrree Re
esponse

In
nterpretattion:
As is evident from m the chart, majority of the responddents (55%) agree with above
sttatement i.e. financial motivation
m redduces the strress.

65 
 
14. Training & Developm
T ment proggrams help
p to cope-u
up with neew
teechnology
y reduces the
t stress??
Table: 14
Opttions Respondents
d Ressponse ( % )

Strongly
S agrree 16 16

Agree 52 52

Cannot sayy 21 21

Disagree 8 8

Sttrongly disaggree 3 3

Total 1000 100

G
Graph: 14

Traiining & Developmen

nt program
ms help too cope-up with new technologgy
reducces the streess
60
50
40
30
20
10
0
Strongly Agree Can
nnot sayDisa
agree Stronggly
agree disagrree
Respon
nse

I
Interpreta
ation:
As is evident from m the chart, majority of the responddents (68%) agree with above
a
sttatement i.e. training andd developmeent with channges.

66 
 
15. Need for family counseling is required?
Table: 15
Options Respondents Response ( % )

Strongly agree 50 50

Agree 30 30

Disagree 15 15

Strongly Disagree 5 5

Total 100 100

Graph: 15

Need for family counseling is required

need for family counselling
60

50

40

30
need for family counselling
20

10

0
Strongly agree Agree Disagree strongly 
disagree

Interpretation:
As is evident from the chart, majority of the respondents (40%) agreed that family
counseling is needed to plan and over come the stress.

67 
 
16. Relaxation
R n reduces the stress??
Table: 16
Opttions Respondeents Ressponse ( % )

Strongly
S agree 32 32

Agree 48 48

Cannot sayy 13 13

Disagree 6 6

Sttrongly disaggree 1 1

Total 100 100

G
Graph: 16

Relaxatiion reducees the stresss

50 Re
esponse
45
40
35
30
25
20
15
10
5
0
Strongly A
Agree Cannot sayDisagree
e Strongly
agree disagree

nterpretattion:
In
As is evident from the chart, majority
m of the
t respondeents (80%) aggree with abbove
sttatement i.e. relaxation (holydays,
( leeaves, familyy, tours etc.) reduces streess

68 
 
17. Following safety precautions reduces the stress?
Table: 17
Options Respondents Response ( % )

Yes 70 70

No 30 30

Total 100 100

Graph: 17

Safety precautions reduces the stress

precaution reducing stress
80

70

60

50

40
precaution reducing stress
30

20

10

0
yes no
 

Interpretation:
As is evident from the chart, majority of the respondents (65%) agree with above
statement i.e. following safety precautions stress is reduced.

69 
 
Chi-Square Test

Need for family counseling is required

Data table:

Strongly Agree Agree Disagree Strongly Total

Disagree
50 30 15 5 100

Hypothesis

Ho= There is significant difference in Stress and Family counseling

H1= There is no significant difference in Stress and Family counseling.

Expected Frequency

Ei=100/4=25

Oi Ei Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei

50 25 25 625 25
30 25 5 25 1
15 25 -10 100 4
5 25 -20 400 16
Total 46

Calculated value X2= (Oi Ei)2/Ei

=46

Degree of freedom=(n-1)

(3-1)

Table value OX2 for 3 degrees of freedom at .050 levels of significance is 9.49

Hence Calculated value=46

Hence Table value=9.49

70 
 
Conclusion

Calculated value > table value

46> 9.49

Rejected Ho

We conclude that there is no significance difference Stress and Family counseling

Percentage Analysis:
Safety precautions reduces the stress

No of Respondent
Percentage Analysis = _______________
Total Response

Following precautions reduce stress

Date table:
Yes No Total
70 30 100

(I) Percentage =70/100 = 70

(II) Percentage= 30/100 =30

70

71 
 
FINDINGS & SUGGESTIONS

FINDINGS:

• 52% rarely and very rarely says that they are busy at work place.
• 62% agree with physical environment (Temperature, Lighting, Gases and Dust) causes
Stress.
• 51% of the employees feel time pressure to complete work
• 68% faced lack of co-operation in office remaining (32%) of employees never faced lack
of co-operation in organization.
• 60% strongly agree and agree with family problems causes stress.
• 47% said don’t love health problems like BP, sugar.
• 75% agree with above statement that by doing physical exercise & yoga stress will be
reduced.
• 77% agree with meditation & prayer to reduce the stress.
• 68% agree lack of communication causes stress.
• 79% agree appending more time with family reduces stress.
• 82% agree with improving working conditions in office stress will be reduce.
• 66% agree with rational allocation of work reduces the stress.
• 55% agree financial motivation reduces the stress.
• 68% agree training and development with changes.
• 50% agreed the family counseling is needed to plan and over come the stress.
• 80% agree relaxation (holydays, leaves, family, tours etc.) reduces stress
• 70% agree following safety precautions stress is reduced.

72 
 
SUGGESTIONS

• To attain overall perfection and to become competent by all means, should attend the
personality development classes and communication development classes.
• Yoga and Meditation are best remedies for eradication depression. Rehabilitation centers
could be recommended to over come addiction of drugs and alcohol.
• Psychological counseling could be suggested as a means to overcome Stress.
• When the work become monotonous, one can join clubs, Literary Associations etc., to
divert ones mind form the daily routine Jobs.
• Self talk will reduce the gravity of Stress and individuals should voluntarily try to create
social support.
• The Associations or employees may provide various recreational facilities to overcome
monotony.

73 
 
 CONCLUSION

• A Study on Stress Management was conducted at the Hatsun Agro Product Ltd (Ice
Creams Division). The main objective of this study was to know the how the people are
Managing Stress according to the factors like age, Educational qualification and year of
experience. The questionnaire contains 17 questions which were put to the respondents of
100 employees.
• In the changing environment, where the competition is increasing day by day. Employees
are under going lot of Stress, handling multifarious problems. The Study was conducted
to know the lacking areas of the employees and remedies to be given.
• As the was stipulated, the findings made by the researcher couldn't touch all the areas of
the topic, limited representations were made. The findings show the present situation
among employees which might change in future. From the findings we can consider that
there is more Stress level between the age group and the qualification. There is no stress
level in the experience category.
• The Researcher has thrown light on the avenues of the topic which could be taken by
other researcher for his study in future course of time.

74 
 
BIBLOGRAPHY

BOOKS:

• Agarwal Rita (2001) “Stress in Life and Work”, response book publication New Delhi.
Hyman Stevan Dr (2001) “Managing Emotion fall out”, Harward Business Review.
• Arya P.P.& Tandan B.B. (1998) “Human Resource Development” 3rd revised edition.
Deep& Deep Publication New Delhi.
• Batra Promod (1995) “Simple ways to Manage Stress”, Think Inc. New Delhi.
• Co Oper Cary L&Payne Ray (1978) “Stress at Work”, John Wilay& Sons Chi Chester,
New York.
• Drucker F Peter (1999) Management challenges for the 21st century”, Butterworth
Heinemann Wobourn.
• Kholl Udesh Dr., Gautam Vinay Shill (1993). “Human Resource Development and
Planning Process in India”, Vikas Publishing Houses Pvt Ltd.
• Robins Stephen P (2000) “Organization Behavior”, 9th edition, Prentice Hall of India
New Delhi.
• Sayles L&Stranes G “Personnel the Human Problem of Management”, 4th edition,
Prentice Hall of India Pvt Ltd, New Delhi.
• Sutherlan J&Cooper L(2000) “Strategic Stress Management in Organization Approach”.,
McMillan Press Ltd.

NEWS PAPERS:

• Colel Kris, “Feeling Stressed? The Hindu Feb 4, 2003.

• “Ladies Home Journal” The Hindu March 2, 2003.

75 
 
WEB SITES:

1. www.Citehr.com

2. www.Google.com

3. www.hatsun.com

76 
 
 A Study on Stress Management in Hatsun Agro Products Ltd (Ice Cream Division)

Questionnaire

Personal Details

Name :

Age :

Department :

Martial Status : a. Married b. Unmarried

Educational Qualification : a. 10th b. 12th c. ITI d. 12th above

Stress Details:
1. How often do you say the word “I am busy or I am having hard time” At
the work place?
a. very often b. often c. Rarely d. Very rarely e. Never

2. You think physical environment problem in the work place cause Stress? (
Temperature, lighting, gases, dust )
a. Strongly Agree b. Agree c. Cannot say d. Disagree e. Strongly disagree

3. You feel time pressure to complete work?

a. Strongly Agree b. Agree c. Cannot say d. Disagree e. Strongly disagree

4. Do you feel lack of co-operation in office?

a. very often b. often c. Rarely d. Very rarely e. Never

77 
 
5. Family problems cause stress?
a. Strongly Agree b. Agree c. Cannot say d. Disagree e. Strongly disagree

6. Do you have problem of BP / sugar / any other health problems?

a. very often b. often c. Rarely d. Very rarely e. Never

7. Physical exercise & yoga reduce the stress?

a. Strongly Agree b. Agree c. Cannot say d. Disagree e. Strongly disagree

8. Meditation & prayer to reduce the stress?

a. Strongly Agree b. Agree c. Cannot say d. Disagree e. Strongly disagree

9. Lack of communication causes stress?

a. Strongly Agree b. Agree c. Cannot say d. Disagree e. Strongly disagree

10. Spending time with your family reduces stress?

a. Strongly Agree b. Agree c. Cannot say d. Disagree e. Strongly disagree

11.Improving working conditions, reduces the stress?

a. Strongly Agree b. Agree c. Cannot say d. Disagree e. Strongly disagree

12. Rational allocation of work reduces the stress?

a. Strongly Agree b. Agree c. Cannot say d. Disagree e. Strongly disagree

13. Financial motivations reduce the stress?

a. Strongly Agree b. Agree c. Cannot say d. Disagree e. Strongly disagree

14. Training & Development programs help to cope-up with new technology
reduces the stress?
a. Strongly Agree b. Agree c. Cannot say d. Disagree e. Strongly disagree

15. Need for family counseling is required?

a. Strongly Agree b. Agree c. Cannot say d. Disagree e. Strongly disagree

78 
 
16. Relaxation reduces the stress?
a. Strongly Agree b. Agree c. cannot say d. Disagree e. Strongly disagree

17. Following safety precautions reduces the stress?

a. Yes b. No

Information collected will be used only for educational purpose. Return the questionnaire after
answer.

79