Stress Management

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CHAPTER - 1

INTRODUCTION

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INTRODUCTION:

1.1 IMPORTANCE OF THE STUDY

20TH century has been regarded as the period of incredible change in
human history. Philosophers and scientists have been various names to this period. Peter
Drucker has called it “The Age of Discontinuity”, John Galbraith has called it “The Age
of Future Shock” and Hari Albrecht called it “The Age of Anxiety”.

Stress has become the 21 century buzz word, from the high pervading corporate
echelons to the bassinets of teaching infants’ nurseries we find this world liberally used.
Stress is part of modern life. Various events in life cause stress, starting with the birth of
a child and enduring with the death of a dear one.

Urbanization, industrialization and the increase scale of operations in society are
some of the reasons for rising stress. It is an inevitable consequence of socio-economic
complexity and to some extent, its stimulant as well. People experience stress as they can
no longer have complete control over what happen in their lives. The telephone goes out
of order, power is shut down, water supply is disrupted, children perform poorly at school
etc, we feel frustrated and then stressed.

The word stress is derived from a Latin word “stringere”, meaning to draw
tight. From the view point of physical sciences, the phenomena of stress are evident in all
materials when they are subjected to “force, pressure, strain or strong-front”. Every
material steel, rock or wood has its own limit up to which it can withstand stress without
being damaged. Similarly human beings can tolerate certain level of stress. Stress is
highly individualistic in nature. Some people have high levels of stress tolerance for
stress and thrive very well in the face of several stressors in the environment. In fact,
some individuals will not perform well unless they experience a level of stress which
activates and energizes then to put forth their best results.

For every individual there is an optimum level of stress under which he or she
will perform to full capacity. If the stress experience is below the optimum level, then the
individual gets bored, the motivational level of work reaches a low point and it results to

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careless mistakes, forgetting to do things and thinking of things other than work during
work hours and also leads to absenteeism which may ultimately lead to turnover. If on the
other hand, stress experience is above the optimum level, it leads to too many conflicts
with the supervisor or leads to increase of errors, bad decisions and the individual may
experience insomnia, stomach problems, and psychosomatic illness.

The present world is fast changing and there are lots of pressures and demands
at work. These pressures at work lead to physical disorders. Stress refers to individual’s
reaction to a disturbing factor in the environment. It is an adaptive response to certain
external factor or situation or what can be called environmental stimuli as reflected in an
opportunity, constraint, or demand the outcome of which is uncertain but important. In
short stress is a response to an external factor that results in physical, emotional,
behavioral deviations in a person.

Stress is an all pervading modern phenomenon that takes a heavy toll of human
life. Different situations and circumstances in our personal life and in our job produce
stress. Those can be divided into factors related to the organization and factors related to
the person which include his experience and personality traits. Job related factors are
work overload, time pressures, poor quality of supervision, insecure political climate, role
conflict and ambiguity, difference between company values and employee values. Person
related factors are death of spouse, or of a close friend, family problems, change to a
different line of work, prolonged illness in the family, change in social activities, eating
habits, etc.,

Personality traits are ‘Type A’ personality. They are impatient, ambitious,
competitive, aggressive, and hardworking. They set high goals and demands of
themselves and others. And they are particularly prone to stress inducing anticipatory
emotions such as anxiety.

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REMEDIES TO REDUCE STRESS

There are two major approaches to reduce stress. They are,

• Individual approaches
• Organizational approaches

INDIVIDUAL APPROACHES

An employee can take individual responsibility to reduce his/her stress level.
Individual strategies that have proven effective include, implementing time management
techniques, increasing physical exercise, relaxation training, and expanding the social
support network.

 Time management
Many people manage their time very poorly. Some of well known time
management principles include,

o Making daily list of activities to be accomplished
o Scheduling activities according to the priorities set
o Prioritizing activities by importance and urgency
o Knowing your daily cycle and handling the most demanding parts of your
job.
 Physical exercise
Practicing non-competitive physical exercises like aerobics, race
walking, jogging, swimming, and riding a bi-cycle.

 Relaxation training
Relaxation techniques such as meditation, hypnosis and bio-feedback.
The objective is to reach in state of deep relaxation, where one feels physically relaxed,
somewhat from detached from the immediate environment. Fifteen or twenty minutes a

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day of deep relaxation releases tension and provides a person with a pronounced sense of
peacefulness.

 Social support
Having families, friends or work colleagues to talk provides an outlet,
when stress levels become excessive. So expand your social support network that helps
you with someone to hear your problems.

1.2 ORGANIZATIONAL APPROACHES

Several of the factors that cause stress particularly task and role demands and
organizations structure are controlled by management. As such they can be modified or
changed. Some of the strategies that management want to consider include improved
personal self section and job placement, use of realistic goal setting, redesigning of jobs,
improved organizational communication and establishment of corporate wellness
programmes.

Certain jobs are more stressful than others. Individual with little experience
or an external lower of control tend to be more proven to stress. Selection and placement
decisions should take these facts into consideration. Goal setting helps to reduce stress. It
also provides motivation. Designing jobs to give employees more responsibility, more
meaningful work, more autonomy, and increased feedback can reduce stress, because
these factors give the employee greater control over work activities and lessen
dependence on others.

Increasingly formal organizational communication with employees reduces
uncertainly by lessency role ambiguity and role conflict. Wellness program, say,
employee counseling form on the employee’s total physical and mental condition. They
typically proud work ships to help people quit smoking, control alcohol usage, eat better
and develop a regular exercise program.

Another remedy for reducing stress is cognitive restructuring. It involves
two step procedures. First irrational or maladaptive thought processes that create stress
are identified. For example Type A individuals may believe that they must be successful

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at everything they do. The second step consists of replacing these irrational thoughts with
more rational or reasonable ones.

One important remedy to reduce stress is the maintenance of good sleep.
Research conducted on laboratory specimen to have met with startling discoveries. Sleep
starved rats have developed stress syndrome. The amount of sleep one requires varies
from person to person and is dependent on one’s lifestyle. The American National Sleep
Foundation claims that a minimum of eight hours of sleep is essential for good health.
Generally studies shows that young adults can manage with about 7-8 hours. After the
age of 35, six hours of sleep is sufficient whereas people over 65 years may just need
three or four hours.

1.3 INDUSTRY PROFILE

In India, the software boom started somewhere in the late 1990s. Most of the Indian
software companies at that moment offered only limited software services such as the
banking and the engineering software. The business software boom started with the
emergence of Y2K problem, when a large number of skilled personnel were required to
fulfill the mammoth database-correction demand in order to cope up with the advent of
the new millennium.

ITES, Information Technology Enabled Service, is defined as outsourcing of processes
that can be enabled with information technology and covers diverse areas like finance,
HR, administration, health care, telecommunication, manufacturing etc. Armed with
technology and manpower, these services are provided from e-enabled locations. This
radically reduces costs and improves service standards. In short, this internet service
provider aims in providing B2B e-commerce solutions.

OBJECTIVE OF ITES

ITES was formally known as IndoNet.

The main objectives of ITES are:

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• Enabling business strategy.

• Achieving an organization’s business goals.

INDIA’s POTENTIAL

The country’s strength in the form of low staff costs, a large pool of skilled,
English speaking workforce, conducive policy environment and Government support has
made India a popular choice for customers seeking outsourced services. Indian
Government is making assiduous effort for prompting ITES. The country is well
positioned to derive benefits from the ITES market and become a key hub for ITES
service.

ITES SERVICES

ITES offers different services integrated in a single delivery mechanism to end users.

The profile of the Indian IT Services has been undergoing a change in the last few years,
partly as it moves up the value chain and partly as a response to the market dynamics.
Ten years ago, most US companies would not even consider outsourcing some of their IT
projects to outside vendors. Now, ten years later, a vast majority of US companies use the
professional services of Indian Software engineers in some manner, through large,
medium or small companies or through individuals recruited directly.

The market competition is forcing organizations to cut down on costs of products. The
professional IT services on the other hand are becoming increasingly expensive. The
offshore software development model is today where onsite professional services were
ten years ago. There is a high chance (almost a mathematical certainty), that in less than
ten years, the vast majority of IT services (software development being just one of them)
from developed countries, will be, one, outsourced and two, outsourced to an offshore
vendor.

Despite the global economic slowdown, the Indian IT software and services industry is
maintaining a steady pace of growth. Software development activity is not confined to a

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few cities in India. Software development centers, such as Bangalore, Hyderabad,
Mumbai, Pune, Chennai, Calcutta, Delhi-Noida-Gurgaon, Vadodara, Bhubaneswar,

Ahmedabad, Goa, Chandigarh, Trivandrum are all developing quickly. All of these
places have state-of-the-art software facilities and the presence of a large number of

Overseas vendors. India’s most prized resource is its readily available technical work
force. India has the second largest English-speaking scientific professionals in the world,
second only to the U.S. It is estimated that India has over 4 million technical workers,
over 1,832 educational institutions and polytechnics, which train more than 67,785
computer software professionals every year. The enormous base of skilled manpower is a
major draw for global customers. India provides IT services at one-tenth the price. No
wonder more and more companies are basing their operations in India.

The industry is in an expansion mode right now, with dozens of new offshore IT services
vendors emerging everyday, the industry has a high probability of being subjected to the
80:20 rule in not too distant a future. In perhaps another ten years, 80 percent of all
outsourced offshore development work will be done by 20 percent of all vendors, a small
number of high quality, trusted vendors. Only a few select countries and only the most
professional companies in those countries will emerge as winners. India will definitely be
the country of choice for offshore software development. We have the potential to
become and remain the country of choice for all software developments and IT enabled
services, second only to the USA. The third choice could be far distant.

India is among the three countries that have built supercomputers on their own. The other
two are USA and Japan. India is among six countries that launch satellites and do so even
for Germany and Belgium. India's INSAT is among the world's largest domestic satellite
communication systems. India has the third largest telecommunications network among
the emerging economies, and it is among the top ten networks of the world.

To become a global leader in the IT industry and retain that position, we need to
constantly keep moving up the value chain, focusing on finished products and solutions,

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rather than purely on skill sets and resumes. We need to be able to package our services
as products, rather than offering them as raw material. We need to be able to recognize
and build up on our strengths and work on our weaknesses.

The Indian Information Technology (IT) and IT Enabled Services (ITES) success story
and its paradigm changing impact on global service delivery is now a well acknowledged
fact. However, much of the success achieved by the sector has been attributed to the
meteoric growth in exports – that has overshadowed the latent opportunities unlocked and
growth observed in the domestic market over the past few years.

Spotlight on the Domestic IT Services Market Opportunity:

Domestic demand for IT in India is witnessing a gradual transformation from being
predominantly hardware driven towards a solutions oriented approach – resulting in a
growing emphasis on services. In fact, revenue growth in the services segment alone has
reported faster growth than that for the overall domestic IT market (including hardware,
software and services) over the past few years. As depicted in the following chart, this
trend is expected to continue over the forecast period.

Growth of IT Spending in India

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The liberalization of Indian economic policy, de-regulation of key sectors and
progressive moves towards further integrating India with the global economy has been a
key driver of increased IT adoption in the country. This is best reflected in the fact that
most indigenous players in telecom and banking, two key sectors with significant
multinational corporation (MNC) participation, have significantly upgraded their levels
of IT adoption to offer best-in-class services comparable to those offered by the global
competition and these two sectors together account for approximately 35-40 percent of
the domestic spend on IT services.

Similar competitive pressures in other more recently deregulated service sectors such as
airlines and insurance, and the uptake in the manufacturing and industrial sectors; and the
several large e-governance initiatives launched by the government under the National E-
Governance Plan (NEGP) are expected to provide sustained growth in domestic demand
for IT services over the next few years. Over the next five years, domestic spending on
outsourced IT services is projected to more than double, from INR 103 billion in 2004 to
over INR 238 billion in 2009.

Five Year Revenue Forecasts for Key Service Lines in the Domestic Market (INR
Million)

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Systems integration and network integration make up a high growth-large size category
within the IT services engagements. These services will continue to be prime drivers of
the domestic IT services market in the enterprise segment due to the increasing growth in
the enterprise application implementation and increased demand for network integration
from telecom & banking verticals.

1.4 RESEARCH PROBLEM/OBJECTIVES OF THE STUDY

PROBLEM DEFINITION

Identifying the kind of stress employee’s at different stage in the corporate ladder faces in
IT/ ITES and to check if they are mentally fit to face these problems.

Primary objective:

• To undergo an in-depth study about the stress among the employees of IT/ITES
sector.

Secondary objective:

• To identify the factors causing stress among the employees.
• To find out the level and kind of stress among the employees of different age
groups.

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• To study about the effects of stress on employees in IT/ITES sector.
• To identify the coping strategies to manage stress.

SCOPE

The scope of this thesis would be to identify the stress the employees at different levels
face in the organization and how much mentally they are fit to face this kind of stress. To
learn the ways the organization deals to handle the kind of stress the employees face. To
know how the organization gets affected due to the stress faced by the employees. The
study also emphasis on how women get stressed and how they handle the stress and stay
mentally fit.

JUSTIFICATION

Today in this recession period employees are not mentally prepared for the pressure in
the company. So they stress themselves too much and suffer in the organization. Through
my thesis I am going to find out what are causes of stress employee’s face and how far
they are mentally fit to face these stress which would enrich my knowledge and help in
my career.

1.5 LIMITATIONS OF THE STUDY

• One of the most important limitations was the time period. The time period was
not sufficient.
• The other limitation was the non-cooperative nature of the people to give
information and interviews.
• An important limitation was the area of the study which covers only Chennai
wherein market information collected cannot be a final key.

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• The employees were not willing to disclose their views openly.

• Sample for the study taken is of only 100 consumers. This can also act as a
constraint in the study.
• The investigator intended to cover only few areas of stress relevant to the
proposed study.

1.6 BENEFITS TO THE STUDY

i. To Self-
• Knowledge earning.
• Gaining practical exposure to Overcome Stress during work time.
• Gain knowledge to follow tactics to get relief from Stress level during
Work hours.

ii. To company-
• This report will be beneficial for companies and Employer too because
from this report they will get an idea to keep the Employee Satisfaction &
motivated by lowering the stress level.
• From this report they will get the knowledge about required changes in
their strategies and to overcome stress level.

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CHAPTER - 2

LITERATURE SURVEY

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2.1 REVIEW OF LITERATURE

According to Mr. Madhup Johri, Assistant Director, IPM Meerut in his articles “Stress
management strategy and techniques” he has pointed out Stress is a part of day-to-day
living of every individual. The college students may experience stress in meeting the
academic demands, people on the job, business men may suffer stress to reach office in
time and to complete the projects on time and even the house hold ladies may experience
stress in managing the home affairs and to look for the maid servant. The reasons for the
stress differ from person to person. The stress people experience should not be
necessarily treated as harmful. An optimum amount of stress can always act as an
energizer or motivator and propel people to apply the efforts and complete the work. But
a high level of Stress can be a serious threat to the personality traits of the Individual and
can cause physiological and social problems.

Source: http://www.humanlinks.com/manres/articles/stress_management.htm

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According to Mr.Chris latter in his article “How to overcome stress in IT sector” he has
pointed out that when we really start to learn how to overcome stress, we realize that it is
mainly a choice that we make every day. You either decide to allow stress to affect you
or you don't. While some may be more in the habit of doing this than others, everyone
can overcome it. If you catch yourself getting stressed again, just think about this and you
will more often than not feel better. Your stress will slowly but surely begin to subside.
Relax your by taking brake or you can chat with your friends that allows to free your
mind and continue the work. In IT sector there is more work pressure so you need to
manage by following some tactics.

Source: http://ezinearticles.com/?How-to-Overcome-Stress!&id=2086194

According to Mr.Bhatt in his articles “A study of general role stress among IT/ITES
sector” he has pointed out that IT/ITeS industry in India got tremendous boost in the past
decade due to factors like liberalization and globalization of the Indian economy coupled
with favorable government policies. This sector of the sunshine industry brought a new
work environment and sea changes in the employment trends. Service providers
characterized this sector by adhering to strict deadlines set by their customers, working in
different time zones, interdependency in teams, multitasking, increased interaction with
offshore clients and extended work hours. IT/ITeS professionals are constantly working
and they feel more pressurized in their work so company should take initiatives to make
the employee retention by providing suitable facilities to overcome stress in their
environment.

Source: http://www.encyclopedia.com/doc/1G1-179978543.html

A review on the previous studies on stress among the employees is
necessary to know the areas already covered. This will help to find our new areas
uncovered and to study them in depth. The earlier studies made on stress among the
employees are briefly reviewed here.

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The research study of Jamal. M* finds that job stressors were significantly
related to employees’ psychosomatic problems, job satisfaction, unproductive time at the
job, and absenteeism. Type A behavior was found to be an important moderator of the
stress outcome relationship.

Brief. A. P. and J. M. Atieh*, argues that it is not safe to assume that job
conditions that have an adverse impact on affective reactions to the job will also have a
negative impact on overall subjective well-being.

Fienmann views stress as a psychological response state of negative effect
characterized by a persistent and a high level of experienced anxiety or tension.

Recent research into the interaction between the mind body show that we
may place our body on stress ‘alert’ quite unconsciously, because of our psychological
and emotional attitudes to stress. Anticipatory emotions like impatience, anxiety, and
anger can produce the same nerve impulses and chemical reactions as being faced with a
concrete challenge. So when faced with a stressful situation, we must either use up the
energy created by the body to challenge or learn how to “turn off”, the response using a
conscious relaxation technique.

* Jamal M. “Job stress-prone Type A behavior, personal and organizational
consequences”, Canadian Journal Administration Sciences, 1985. pp 360-74.

Brief. A. P and J. M. Atieh, “Studying job stress: Are we making mountains out of
molehills?” Journal of occupational behavior, 1987 pp115-26.

Hans Seyle, the endocrinologist, whose research on General Adaptation
Syndrome (GAS), for the first time, revealed how human beings adapt themselves to
emotional strives and strains in their lives. According to him emotional stress occurs in
three important stages. 1. Alarm reaction stage 2. Resistance stage 3. Exhaustion stage.

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Alarm reaction is caused by physical or psychological stressors. Resistances are
brought about by ACTH hormone of the body. Exhaustion follows when ACTH dwindles
as a result of continual stress. (ACTH-Aprinocorticotropic)

According to Stephen .P. Robbins*, stress related headaches are the leading
cause of loss of work time in U. S. industry.

Cooper and Marshall* visualize stress as characteristics of both the focal
individual and his environment. They designate the internal and external consultive
forces as ‘pressures’ or ‘stressors’ and the resulting stalk of the organism on stress.

CHAPTER - 3

RESEARCH METHODOLOGY

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3.1 RESEARCH METHODOLOGY

Research is defined as human activity based on intellectual application in the
investigation of matter. The primary purpose for applied research is discovering,
interpreting, and the development of methods and systems for the advancement of human
knowledge on a wide variety of scientific matters of our world and the universe. Research
can use the scientific method, but need not do so.

Scientific research relies on the application of the scientific method, a harnessing of
curiosity. This research provides scientific information and theories for the explanation of
the nature and the properties of the world around us. It makes practical applications
possible. Scientific research is funded by public authorities, by charitable organisations
and by private groups, including many companies. Scientific research can be subdivided
into different classifications according to their academic and application disciplines.

Research methodology is a way to systematically solve the research problem. The
research methodology in the present study deals with research design, data collection
methods, sampling methods, survey, analysis and interpretations.

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APPROACHES TO RESEARCH

Descriptive approach is one of the most popular approaches these days. In this
approach, a problem is described by the researcher by using questionnaire or schedule.
This approach enables a researcher to explore new areas of investigation.

3.2 RESEARCH DESIGN

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

• A well structured questionnaire is framed.
• Data is collected from the employees who work in IT/ITES sector.
• Findings are made and necessary suggestions and recommendations are given.

3.3 DATA SOURCES

There are two types of data collection namely primary data collection and
secondary data collection.

PRIMARY DATA

The primary data is defined as the data, which is collected for the first time and fresh in
nature, and happen to be original in character through field survey.

Primary data collection, you collect the data yourself using methods such as interviews
and questionnaires. The key point here is that the data you collect is unique to you and
your research and, until you publish, no one else has access to it.

There are many methods of collecting primary data and the main methods include:

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• questionnaires

• interviews

• focus group interviews

SECONDARY DATA

The secondary data are those which have already been collected by someone
else and have been passed through statistical process. The secondary data for this study
are already available in the firm's internal records, annual report, broaches, and
company's website.

In research, Secondary data is collecting and possibly processing data by people other
than the researcher in question. Common sources of secondary data for social science
include censuses, large surveys, and organizational records (Mintel). In sociology
primary data is data you have collected yourself and secondary data is data you have
gathered from primary sources to create new research. In terms of historical research,
these two terms have different meanings. A primary source is a book or set of archival
records. A secondary source is a summary of a book or set of records.

Advantages to the secondary data collection method are - 1) it saves time that would
otherwise be spent collecting data, 2) provides a larger database (usually) than what
would be possible to collect on ones own However there are disadvantages to the fact that
the researcher cannot personally check the data so it's reliability may be questioned.

3.4 DATA COLLECTION METHOD

The data collection method used in this research is survey method. Here the
data are systematically recorded from the respondents.

RESEARCH TOOL

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A structured questionnaire has been prepared to get the relevant information from
the respondents. The questionnaire consists of a variety of questions presented to the
respondents for their despondence. The various types of questions used in this survey
are:

 Open ended questions
 Closed ended questions
 Multiple choice questions

SAMPLING-MEANING

Sampling is that part of statistical practice concerned with the selection of individual
observations intended to yield some knowledge about a population of concern, especially
for the purposes of statistical inference. Each observation measures one or more
properties (weight, location, etc.) of an observable entity enumerated to distinguish
objects or individuals. Survey weights often need to be applied to the data to adjust for
the sample design. Results from probability theory and statistical theory are employed to
guide practice.

The sampling process comprises several stages:

• Defining the population of concern
• Specifying a sampling frame, a set of items or events possible to measure
• Specifying a sampling method for selecting items or events from the frame
• Determining the sample size
• Implementing the sampling plan
• Sampling and data collecting
• Reviewing the sampling process

SAMPLE UNIT

The employees of IT/ITES sector are the sample unit in the survey.

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SAMPLE SIZE

The sample size chosen for this study is 100.

TYPE OF SAMPLING

The sampling type is non-probability which involves deliberating selections of
particular units constituting a sample, which represents the universe.

STRATIFIED SAMPLING:

Stratum means a layer population from which samples are to be selected
may contain a number of layers from each layer a few samples are selected that is why
this method is called stratified sampling.

3.5 EVALUATING AND ANALYZING THE DATA.

This step includes editing, coding, tabulation and processing of collected data. The
Schedules are required to be edited during the field survey for necessary corrections.
After the survey was complete they are required to be checked again for completeness,
accuracy and uniformity.
The next step was coding. Different categories were identified into which responses are
classified. Then tabulation was done. Data was sorted into different categories and
numbers of cases that belong to those categories were counted.

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PROCESS FLOW OF THE PROJECT

DESIGN OF QUESTIONNAIRE

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PILOTING BASED ON
QUESTIONNAIRE AFTER FEEDBACK

REDESIGN THE QUESTIONNAIRE

QUALITY CHECK

GETTING QUESTIONNAIRE FILLED

CORRECTION OF DATA

DATA ENTRY

DATA CLEANING

ANALYSIS

FINDINGS, RECOMMENDATIONS &
CONCLUSION

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Digram-1 - P R O C E S S F L O W O F T H E P R O J E C T

CHAPTER - 4

DATA ANALYSIS AND
INTERPRETATION

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DATA ANALYSIS AND INTERPRETATION

4.1 To the Low level Management

TABLE 1

A TABLE SHOWING THE FEELING OF THE PHYSICAL WORKING
CONDITION OF THE ORGANIZATION

Option No of respondents percentage
Highly satisfied 6 20%
Satisfied 5 17%
Neutral 11 36%
Dissatisfied 3 10%
Highly dissatisfied 5 17%
Total 30 100%

CHART 1

A CHART SHOWING THE FEELING OF THE ABOUT THE WORKING

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Inference: 20% feel highly satisfied about the working condition of the organization,
17% feel satisfied. 36% feel neutral. 10% feel dissatisfied. 17% feel dissatisfied about the
working condition of the organization.

TABLE 2

A TABLE SHOWING THE FEELING OF THE PSYCHOLOGICAL WORKING


Highly Amicable 4 13%
Cordial 1 3%
Neutral 7 24%
Strained 17 57%
Very Poor 1 3%
Total 30 100%

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CHART 2

A CHART SHOWING THE PSYCHOLOGICAL WORKING CONDITION OF
THE ORGANIZATION

Inference-13% of the respondents feel that the psychological working condition of the
organization is highly amicable, 3% of the respondents feels that the psychological
working condition of the organization is cordial.24% feels it is neutral, 57% of the
respondents feels that the psychological working condition of the organization is strained,
and the rest 3% feels it is very poor.

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TABLE 3

A TABLE SHOWING THE OPINION ABOUT THE TRAINING PROGRAMS
CONDUCTED IN THE ORGANIZATION

Option No of respondents Percentage

Excellent 3 3%
Good 4 13%
Better 9 30%
Bad 5 17%
Worse 9 30%
Total 30 100%

CHART 3

A CHART SHOWING THE OPINION ABOUT THE TRAINING PROGRAMS
CONDUCTED IN THE ORGANIZATION

Inference- 10% say that the training programs conducted in the organization are
excellent.13% of the respondents feels that it is good, 30% of the respondents feels that it

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is better, 17% of the respondents feels bad about the training conducted in the
organization, 30% of the respondents feels that the training programs are worst.

TABLE 4

A TABLE SHOWING THE PAY PACKAGES PROVIDED IN THE
ORGANIZATION


Highly satisfied 1 3%
Satisfied 6 20%
Neutral 5 17%
Dissatisfied 15 50%
Highly dissatisfied 3 10%
Total 30 100%

CHART 4

A CHART SHOWING THE PAY PACKAGES PROVIDED IN THE
ORGANIZATION

Inference- 3% of the respondents feel highly dissatisfied with the pay packages provided
in the organization, 50% are dissatisfied with the packages, 17% neither satisfied nor

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dissatisfied with the packages, 20% of the employees are satisfied with the pay and the
rest 3% are highly satisfied with the pay packages provided in the organization.

TABLE 5

A TABLE SHOWING THE FEELINGS ABOUT THE JOB

Challenging 2 7%
Interesting 1 3%
Routine 16 53%
Monotonous 9 30%
Boring 2 7%
Total 30 100

CHART 5

A CHART SHOWING THE FEELINGS ABOUT THE JOB

60%
53%
50%

40%
30%
30%

20%

10% 7% 7%
3%
0%
Challenging Interesting Routine Monotonous Boring

Inference-7% of the employees feels that the job is challenging, 3% feels the job is
interesting, for 53% it is routine, 30% of the respondents feels the job is monotonous,
7% of the employees feel the job is boring.

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TABLE 6

A TABLE SHOWING THE COMPLETION OF WORK WITHIN SPECIFIED
TIME

Strongly agree 6 20%
Agree 4 13%
Undecided 14 47%
Strongly Disagree 2 7%
Disagree 4 13%
Total 30 100

CHART 6

A CHART SHOWING THE COMPLETION OF WORK WITHIN SPECIFIED
TIME

Inference-20% of the employees strongly agrees that they can complete their work
within the stipulated time. 13% of them agree that they can, 47% of the employees

34

neither agrees nor disagree, 7% of them strongly disagreed that they can’t, and 13% of
the employees disagree that they can complete the work within the stipulated time.

TABLE 7

A TABLE SHOWING THE WORK LOAD


Agree 6 20%
Undecided 5 17%
Disagree 0 0
Total 30 100

CHART 7

A CHART SHOWING THE WORK LOAD

60%
60%

50%

40%

30%
20%
20% 17%

10%
3%
0
0%
Strongly Agree Undecided Strongly Disagree
agree Disagree

35

Inference- 60% of the respondents strongly agree that they are overloaded with
work.20% agree that they are overloaded with work. 17% are neutral to the said issue,
3% strongly disagree that they are overloaded with the work.

TABLE 8

A TABLE SHOWING THE STESS IN THEIR JOB

Options No of respondents Percentage%
Yes 30 100%
No 0 0
Total 30 100

CHART8

A CHART SHOWING THE STRESS IN THEIR JOB

Inference- 100% said they experience stress in their job.

36

TABLE 9

A TABLE SHOWING FACTORS WHICH CAUSE MORE STRESS IN
THE JOB


Roles overload 12 40%

Role under load 11 37%

Interpersonal relationship 7 23%

Total 30 100

CHART 9

A CHART SHOWING FACTORS WHICH CAUSE MORE STRESS IN
THE JOB

Inference: 40% of the people are overload with stress in the job. 37% of the people are
under load with stress in the job. 23% people have interpersonal relationship with the
stress in the job.

37

TABLE 10

A TABLE SHOWING THE KIND OF STRESS YOU SUFFER IN YOUR JOB

Physical 11 37%
Mental 11 37%
Both 8 26%
Total 30 100

CHART 10

A CHART SHOWING THE KIND OF STRESS YOU SUFEER IN YOUR JOB

26%
37%

37%

Physical Mental Both

Inference: 37% say that they suffer from physical stress from their job.37% say that they
suffer from mental stress from their job. 26% say they suffer from both mental and
physical stress from their job.

TABLE 11

38

A TABLE SHOWING THE LEVEL OF STRESS YOU FEEL IN THE JOB

Very high 16 53%
High 11 37%
Moderate 2 7%
low 0 0
Very low 1 3%
Total 30 100

CHART 11

A CHART SHOWING THE LEVEL OF STESS YOU FEEL IN THE JOB

Inference-53% of the employees feels that stress in their job is very high.37% people
feel that stress in their job is high. 7% feel it is moderate. 20% feel that stress in their job
is low. 3% feel that stress in their job is very low.

39

TABLE12

ATABLE SHOWING PHYSICAL INCONVENIENCE CAUSED DUE TO
STRESS

Yes 21 70%
No 9 30%
Total 30 100

CHART12

ACHART SHOWING PHYSICAL INCONVENIENCE CAUSED DUE TO
STRESS

Inference- 70% says yes to physical inconvenience caused due to stress.30% say no to
physical inconvenience caused due to stress.

40

TABLE 13

A TABLE SHOWING THE KIND OF INCONVIENIENCE CAUSED IN THEIR
JOB

Headache 14 46%
High blood pressure 6 20%
Digestive problem 6 20%
Hypertension 2 7%
Nervousness 2 7%
TOTAL 30 100

CHART 13

A CHART SHOWING THE KIND OF INCONVIENIENCE CAUSED IN THEIR
JOB

Inference-46% say they have headache due to stress in job, 20% have high blood
pressure, 20% say they have digestive problem, 7% say they have hypertension due to job
stress and 7% feels nervousness while doing job.

41

TABLE14

A TABLE SHOWING PERSONAL COPING STRATEGIES TO MANAGE
STRESS

Yes 22 73%
No 8 27%
Total 30 100

CHART14

A TABLE SHOWINGPERSONAL COPING STRATEGIES TO MANAGE
STRESS

27%

73%

Yes No

Inference-73% say yes to the coping strategies to manage stress. 27% say no to the
coping strategies to manage stress

TABLE 15

42

A TABLE SHOWING KIND OF STRATEGIES WHICH PEOPLE IN THE JOB
HAVE TO TAKE


Exercise 4 13%
Meditation 11 37%
Listening music 12 40%
Take a walk 2 7%
Spend time with children 1 3%
Total 30 100

CHART15

A CHART SHOWING KIND OF STRATEGIES WHICH PEOPLE IN THE JOB
HAVE TO TAKE

Inference 13% said that exercise is a good strategy to reduce stress, 37% said that
meditation is a best strategy, 40% said that listening to music is a better way to control
stress, 7% said it is walking, 3% say spending time with children.

TABLE16

43

A TABLE SHOWING STEPS TAKEN TO MANAGE STRESS

0ption No of respondents Percentage
Yes 13 43%
No 17 57%
Total 30 100

CHART16

A CHART SHOWING STEPS TAKEN TO MANAGE STRESS

Inference-43% said that the management is taking steps to manage stress, 57% said that
the management is not taking steps to reduce stress.

TABLE 17

A TABLE SHOWING THE COMPANY-WIDE PROGRAMS THAT COULD BE
ADAPTED TO MANAGE STRESS

Employee counseling 8 27%

44

Effective Training & Development program 12 40%
Autonomous work groups 1 3%
Health clubs 3 10%
Transport subsidy 6 20%
Total 30 100
CHART 17

A CHART SHOWING THE COMPANY-WIDE PROGRAMS THAT COULD BE
ADAPTED TO MANAGE STRESS

20% 27%

10%
3%
40%

Employee counseling
Effective Training & Development program
Autonomous work groups
Health clubs
Transport subsidy

Inference 27% say employee counseling is the best program that could be adapted to
manage stress.40% say training and development program is the best program that could
be adapted to manage stress.3% autonomous work groups is the best program that could
be adapted to manage stress, 10% say health clubs is the best program that could be
adapted to manage stress.20% say health clubs is the best program that could be adapted
to manage stress.

45

4.2 To the Mid level Management

TABLE 1

TABLE SHOWING THE EXPERIENCE


3-5 Years 11 22%

5.1-7 Years 12 24%

7.1-9 Years 10 20%

above 9 Years 17 34%

Total 50 100

CHART 1

CHART SHOWING THE EXPERIENCE

46

Inference:-22% is of 3-5 experience. 24% is of 5.1-7 years of experience.20% is of
7.1-9years of experience. 34%is of above 9 years of experience.

TABLE 2

TABLE SHOWING THE MARITAL STATUS OF WORKING PERSONS


Yes 25 50%

No 25 50%

Total 50 100%

CHART 2

CHART SHOWING THE MARITAL STATUS OF WORKING PERSONS

50% 50%

Yes No

Inference-50% of the respondents is married and the rest 50% of the respondents are
unmarried.

47

TABLE 3

TABLE SHOWING THE EFFECT IN BALANCINGTHE WORK LIFE

Agree 12 24%
Neutral 13 26%
Disagree 14 28%
Strongly disagree 0 0
Total 50 100%

CHART 3

CHART SHOWING THE EFFECT IN BALANCINGTHE WORK LIFE

48

Inference-22% of the respondents strongly agree that the marital status has effect in
balancing the work life of the respondents, 24% agree the statement, 26% is neutral to the
issue, 26% disagree this.

TABLE 4

TABLE SHOWING LEVEL OF STRESS IN THE ORGANIZATION

Very Heavy 11 22%
Heavy 11 22%
Normal 13 26%
Low . 14 28%
Very low 1 2%
Total 50 100

CHART 4

CHART SHOWING LEVEL OF STRESS IN THE ORGANIZATION

49

Inference: 22% of the respondents feel that they experience very heavy stress in the
organization, 22% told that it is heavy, for 26% the stress level is normal, for 28% it is
low and for the rest 25% of the respondents the level of stress is very low.

TABLE 5

TABLE SHOWING THE GROWTH OF STRESS ALONG WITH THE
RESPONSIBILITY LEVEL


Yes 25 50%

No 25 50%

Total 50 100

CHART5

CHART SHOWING THE GROWTH OF STRESS ALONG WITH THE
RESPONSIBILITY LEVEL

No Yes
50% 50%

50

Inference-50% people say that the stress grows along with the responsibility level 50% it
is not.

TABLE6

TABLE SHOWING THE DRIVING FORCE IN THE WORKPLACE



Agree 13 26%
Neutral 7 14%

Disagree 8 16%

Total 50 100

CHART6

TABLE SHOWING THE DRIVING FORCE IN THE WORKPLACE

51

Inference-30% Strongly agree the fact that stress is the driving force in the organization,
26% agree the fact, 14% neither agree nor disagree to the statement, 16% of the
respondents disagree the statement, 14% of the respondents strongly disagree the
statement.

TABLE7

TABLE SHOWING PERSONAL PROBLEMS AFFECT THE JOB IN
WORKPLACE

Agree 13 26%
Neutral 8 16%
Disagree 7 14%
Total 50 100

CHART7

CHART SHOWING PERSONAL PROBLEMS AFFECT THE JOB IN
WORKPLACE

52

Strongly

14%
Disagree

14%
Disagree

16%
Neutral

26%
Agree

30%
Strongly agree

0% 5% 10% 15% 20% 25% 30% 35%

Inference-30% strongly agree that the personal problems affect the job in
workplace.26% agree that personal problems affect the work in the work place, 16% of
the respondents are neutral to the statement. 14% disagrees and the rest 14% strongly
disagree to the point.

TABLE 8

A TABLE SHOWING RELATIONSHIP BETWEEN MID LEVEL, LOWER
LEVEL EMPLOYEES AND THE HIGH AUTHORITIES


Very good 13 26%

Good 12 24%

Fair 10 20%

Poor 10 20%

Very Poor 5 10%

Total 50 100

CHART 8

53

A CHART SHOWING RELATIONSHIP BETWEEN MID LEVEL, LOWER
LEVEL EMPLOYEES AND THE HIGH AUTHORITIES

Inference-26% says the relationship between the mid, lower level employees and the
high authorities is very good. 24% says the relationship between them and the lower level
employees and the high authorities is good.20% says the relationship is fair. 20% says the
relationship is poor. 10% says the relationship is very poor

TABLE 9

TABLE SHOWING YOUR SATISFACTION LEVEL IN THE CURRENT JOB

Highly Satisfied 13 26%
satisfied 14 28%
Neutral 13 26%
dissatisfied 5 10%
Highly Dissatisfied 5 10%
Total 50 100

CHART 9

CHART SHOWING YOUR SATISFACTION LEVEL IN THE CURRENT JOB

54

10%
26%
10%

26%

28%

Highly Satisfied satisfied Neutral dissatisfied Highly Dissatisfied

Inference-26% are highly satisfied with their current job.28% are satisfied, 26% are
neutral on the issue, 10% are dissatisfied by the current job. 10% are highly dissatisfied
with their job.

TABLE 10

TABLE SHOWING THE STRESS SYMPTOM

Highly Satisfied 13 26%
satisfied 14 28%
Neutral 13 26%
dissatisfied 5 10%
Highly Dissatisfied 5 10%
Total 50 100
CHART 10

55

CHART SHOWING THE STRESS SYMPTOM

10%
26%
10%

26%

28%

Highly Satisfied satisfied Neutral dissatisfied Highly Dissatisfied

Inference-26% are highly satisfied with their current job.28% are satisfied, 26% are
neutral on the issue, 10% are dissatisfied by the current job. 10% are highly dissatisfied
with their job.

4.3 To the top level Management

TABLE 1

TABLE SHOWING THE STRESS MANAGEMENT

Options No of respondent Percentage %

Counseling 0 0

Yoga 4 20%

56

Pranayama 2 10%

By Meditating 13 65%

By Other ways 1 5%

Total 20 100

CHART 1

CHART SHOWING STRESS MANAGEMENT

5% 0
20%

10%

65%

Counseling Yoga Pranayama By Meditating By Other ways

Inference

65% of the respondents feel that meditating is the best way to manage job stress, 20% of
the respondents feels that yoga is the best stress controller, for 10% of the respondents it
is pranayama, 5% responded variously.

TABLE 2

TABLE SHOWING THE NECESSITY OF STRESS MANAGEMENT
PROGRAMME

57


Yes 11 55%

No 9 45%

Total 20 100%

CHART 2

CHART SHOWING THE NECESSITY OF STRESS MANAGEMENT
PROGRAMME

55%
60%
45%
50%

40%

30%

20%

10%

0%
Yes No

Inference:

55% of the respondents feel that stress management programme is useful for the
organization; rest 45% of the respondents feels it is not required.

TABLE 3

TABLE SHOWING THE STRESS MANAGEMENT PROGRAMME


Yes 18 90%

No 2 10%

58

Total 20 100%

CHART 3

CHART SHOWING REASONS FOR PREFERING BRANDED RETAIL STORES

10%

90%

Yes No

Inference: 90% of the respondents told that their organization have stress management
programmes, 10% of them said no, they don’t have.

TABLE 4

59

TABLE SHOWING THE EFFECTIVENESS OF CURRENT STRESS
MANAGEMENT PROGRAMME.



Agree 22 37%

Neutral

Total 60 100%

CHART 4

CHART SHOWING USAGE OF BRANDED PRODUCTS

No
37%
Yes
No
Yes
63%

Inference

63% of the respondents told that they are using branded goods and 37% said they are not.

60

TABLE 5

TABLE SHOWING THE USAGE OF BRANDED PRODUCTS


Personal care products 16 27%

Apparels 18 30%

Groceries 5 8%

Food Products 11 18%

Soft Drinks 3 5%

All 4 7%

Others 3 5%

Total 60 100%

61

CHART 5

TABLE SHOWING THE USAGE OF BRANDED PRODUCTS

Personal care products
7% 5%
5% 27% Apparels
Groceries
Food Products
18% Soft Drinks
8% 30% All
Others

Inference:

It is clear that 27% people go for brand in personal care products, 30% in apparels, 8% in
groceries, 18% in food products, 5% in soft drinks, 7% of the customers go for all
branded goods, and the rest 5% told the mixed answers.

62

TABLE 6

TABLE SHOWING THE TIME SPENT ON PURCHASE


Willing to spend time 26 43%

Not willing to spend time 34 57%

Total 60 100%

CHART 6

CHART SHOWING THE TIME SPENT ON PURCHASE

63

Inference:

From the research it is known that 43% of the respondents are enjoying the purchase and
want to spend more time on purchase and the rest 57% are not willing to spend time but
want to purchase

TABLE 7

TABLE SHOWING SHOPPING TIME


On week days 5 8%

Only if time permits 17 28%

Definitely on weekends 21 36%

Willing to spent on week ends but having no time 17 28%

Total 20 100%

CHART 7

64

CHART SHOWING SHOPPING TIME

Inference: From the research it is clear that 36% of the respondents definitely shop on
weekends, 28% go only if time permits, 28% are willing to go on weekends but ends with
lapse in time 8% of the respondents go for shopping only on week days.

TABLE 8

TABLE SHOWING THE VISIT OF CITI CENTRE, SPENCER


Yes 51 85%

No 9 15%

Total 60 100%

CHART 8

CHART SHOWING THE VISIT OF CITI CENTRE, SPENCER

65

15%

Yes
No

85%

Inference:

85% of the respondents visited citi center and Spencer, and 15% of the respondents said
no they haven’t.

TABLE 9

TABLE SHOWING FREQUENCY OF VISITS OF SHOPPING MALLS


Visit regularly 22 37%

Visit Occasionally 30 50%

Want to visit regularly, but having no time 8 13%

Total 60 100%

CHART 9

CHART SHOWING FREQUENCY OF VISITS OF SHOPPING MALLS

66

Inference: 58% of the respondents visit the shopping malls occasionally, 37% visit
regularly and 13% want to visit regularly but having no time.

TABLE 10

TABLE SHOWING PREFERENCE OF SHOPPING MALLS


Recreation 6 10%

Ambience 5 8%

All under one roof 18 30%

Quality branded products 12 20%

Variety of products 10 17%

All the above 9 15%

Total 60 100%

CHART 10

67

CHART SHOWING PREFERENCE OF SHOPPING MALLS

15%
All the above

17%
Variety of products

20%
Quality branded products

30%
All under one roof

Ambience

8%
10%
Recreation

0% 5% 10% 15% 20% 25% 30% 35%

Series1

Inference: From the above chart it is clear that 10% of the respondents prefer them for
recreation, 8% for ambience, 30% feels that they are getting all products under one roof,
20% for availability of quality branded products, 17% for variety of goods and the rest
15% feels that they are getting all the benefits.

TABLE 11

TABLE SHOWING SPENDING WHILE SHOPPING IS EXPENSIVE BUT
REASONABLE


Yes 40 67%

No 20 33%

Total 60 100%

CHART 11

CHART SHOWING SPENDING WHILE SHOPPING IS EXPENSIVE BUT
REASONABLE

68

Inference: 67% of the respondents said spending while shopping is expensive but
reasonable and 33% said it’s not reasonable.

TABLE 12

TABLE SHOWING INCOME PER ANNUM


< 4 Lakhs 21 35%

4-5 Lakhs 15 25%

5-6 Lakhs 12 20%

> 6 Lakhs 12 20%

Total 60 100%

CHART 12

CHART SHOWING INCOME PER ANNUM

69

Inference: 35% of the total respondents’ total annual income is less than 4 lakhs, 25%
between 4 to 5 lakhs, 20% between 5 to 6 lakhs and the rest 20% are getting more than 6
lakhs.

4.4 Retailers

TABLE 13

TABLE SHOWING ENRTY BARRIER FOR RETAILERS


Stiff competition 16 54%

High Taxes 4 13%

Government policies & restrictions 7 23%

Location constraint 3 10%

Total 30 100%

CHART 13

70

CHART SHOWING ENRTY BARRIER FOR RETAILERS

60%
54%
50%
40%
30%
20% 23%
13%
10%
10%
0%

competition

High Taxes

Government

restrictions
Stiff

policies &

constraint
Location
Inference: 54% of the respondents feel that stiff competition is the barrier of entry for
retailers, 13% high taxes, 23% government policies & restrictions and the location
constraint is the main barrier.

TABLE 14

TABLE SHOWING KEY FACTORS TO BE CONCENTRATED


Location of the shop 12 39%

Reference for specific products 2 7%

Queue handling in the bill counter 8 27%

Frequent price discounts 8 27%

Total 30 100%

CHART 14

71

TABLE SHOWING KEY FACTORS TO BE CONCENTRATED

Inference: 39% feels that location of the shop is the key factor to be concentrated, 7%
feels it is reference for specific products, 27% queue handling in the bill counter and 27%
feels that it is frequent price discounts.

TABLE 15

TABLE SHOWING THE DRIVER FOR INDIAN RETAIL INDUSTRY


High income opportunities 11 37%

Changing Attitude 7 23%

International Exposure 6 20%

Necessities to lifestyle 3 10%

Market & Government 3 10%

Total 30 100%

72

CHART 15

CHART SHOWING THE DRIVER FOR INDIAN RETAIL INDUSTRY

Market & Government 10%

Necessities to lifestyle 10%

International Exposure 20%

Changing Attitude 23%

High income opportunities 37%

0% 5% 10% 15% 20% 25% 30% 35% 40%

Inference: 37% of the retailers feel that high income opportunities are the major driver
for Indian retail industry, 23% changing attitude, 20% international exposure, 10%
necessities to lifestyle and the rest 10% feels that Government & market is the key driver.

TABLE 16

TABLE SHOWING EFFECT ON SALES DURING FESTIVE SEASONS


Yes 29 97%

No 1 3%

Total 30 100%

CHART 16

TABLE SHOWING EFFECT ON SALES DURING FESTIVE SEASONS

73

3%
No

97%
Yes

0% 20% 40% 60% 80% 100%

Inference: 97% of the retailers feel that festival seasons affect the sales volume and 3%
says ‘NO’

TABLE 17

TABLE SHOWING MANAGEMENT DECISION ON COMPLAINTS



Agree 4 13%

Neutral 3 10%

Disagree 5 17%

Strongly disagree 8 27%

Total 30 100%

CHART 17

74

CHART SHOWING MANAGEMENT DECISION ON COMPLAINTS

27% Strongly agree
33%
Agree
Neutral
Disagree
17% Strongly disagree
13%
10%

Inference: 33% of the retailers strongly agree that management takes immediate steps to
sort out the complaints raised by the customers,13% agree,10% said neutral answer,17%
disagree and the rest 27% strongly disagree.

Industry Expert

TABLE 18

TABLE SHOWING THE REASON FOR SUDDEN BOOM OF RETAIL
INDUSTRY


Increased purchase behavior of buyers 6 60%

Increase in product variety 2 20%

Increase in Economies of scale 0 0

Others 2 20%

Total 10 100%

CHART 18

CHART SHOWING THE REASON FOR SUDDEN BOOM OF RETAIL
INDUSTRY

75

20%
Increased purchase
behavior of buyers
0 Increase in product
variety
Increase in Economies
20% 60% of scale
Others

Inference: 60% of the experts feel that increased purchase behaviour of buyers is the
main reason for sudden retail boom,20% due to increase in product variety and 10% said
mixed answers.

TABLE 19

TABLE SHOWING KEY CHALLENGES FACED BY RETAIL SECTOR


Location 3 30%

Merchandise 1 10%

Pricing 2 20%

Target Audience 3 30%

Scale of Operation 1 10%

Total 10 100%

CHART 19

CHART SHOWING KEY CHALLENGES FACED BY RETAIL SECTOR

76

Inference: 30% of the experts feel that location is the key challenge faced by the retail
sector, 10% feels it is due to merchandise, 20% due to pricing, 30% because of target
audience and 10% feels that it is scale of operation.

TABLE 19

TABLE SHOWING REAL ESTATE REASON FOR RETAIL BOOM


Yes 4 40%

No 6 60%

Total 10 100%

CHART 19

CHART SHOWING REAL ESTATE REASON FOR RETAIL BOOM

77

40%
Yes
No
60%

Inference: 40% of the experts feel that real estate is the major reason for retail boom and
60% disagree this.

TABLE 19

TABLE SHOWING THE SHOP LOCATION


Investigate alternate trading areas 2 20%

Determine the type of desires store location 3 30%

Evaluate alternative specific store sites 2 20%

Others 3 30%

Total 10 100%

CHART 19

CHART SHOWING THE SHOP LOCATION

78

Inference: Mixed responses got.

79

CHAPTER - 5

FINDINGS

FINDINGS:

80

• Most of the respondents have very less experience of long association with the
organization.
• Almost all the respondents are neutral with the physical and psychological
working condition of the organization, and only fewer respondents are dissatisfied
with the psychological working condition of the organization.
• The opinion about the training programs conducted by the organization is almost
better, according to majority of the respondents.
• Almost all the respondents are satisfied with the pay package provided by the
organization and nearly half of the respondents feel that they do a routine job.
• Most of the respondents agree that they can complete their work within the
specified time and some of the respondents are undecided.
• Nearly half of the respondents agree that they are overloaded with work.
• More than half of the respondents suffer stress in their job.
• Among all other factors, role overload cause more stress according to most of
the respondents.
• Most of the respondents from steels department suffer from physical stress; most
of the respondents from accounts department suffer from mental stress, and most
of the respondents from civil department suffer from both physical and mental
stress.
• Most of the respondents feel only moderate level of stress and some of the
respondents feel high level of stress in their job.
• More than half of the respondents have physical inconvenience due to stress and
most of the respondents suffer from headache and high blood pressure.
• Almost all the respondents prefer to follow coping strategies personally, to
manage stress and they prefer to do meditation and yoga to reduce stress.
• Most of the respondents say that the organization does not take suitable steps to
manage stress.

81

CHAPTER - 6

SUGGESTIONS

SUGGESTIONS

82

Thus from the above findings of the study it can be concluded that youths working at call
centers are facing more stress and leading to various health problems. Boys and girls
follow various healthy habits to manage their stress and keep their body and soul fit.

Some of the suggestions are:

 Employees should be provided training in time management techniques so as to
avoid last minute rush in accomplishing the given targets which induces stress.

 Organizations should provide facilities like gym, yoga, library etc. to relieve the
stress.

 Employees should be given awareness about healthy food habits and also seen
they are accessible to healthy food in the organization round the clock.

 Provide good working condition like room lighting, air conditioning, seating etc.

 BPOs should have a strong counseling center which provides consultation to the
employees for all their problems and grievances.

 Many tasks can be delegated to subordinates without losing effectiveness so that
we can reduce the overload of work.
 Adopt the work to home transition strategy. It means instead of carrying the
pressures of the work to home, the suggestion is to start the unwinding process
during the work day and enter the home in a relaxed and peaceful mind.
 Giving counseling to the employees when they face problems, because counseling
is the discussion of a problem that usually has emotional content with an
employee in order to help the employee cope within better.

83

CHAPTER - 7

RECOMMENDATIONS

RECOMMENDATIONS

84

 The organization must introduce Employee Assistance Programmes (EAPs) and
stress control workshops accordingly to the level of employees, because there is a
strong relation between the level of stress and level of employees. EAP includes
counseling employees who seek assistance on how to deal with alcohol and drug
abuse, managing personal finances, handling conflicts at the work place, dealing
with marital and other family problems, and coping with health problems.
 Employees should be given frequent breaks with limited monitoring during
breaks.

 Companies should encourage final year students to take up training during their
studies so that they gain industry exposure and they can share the work of their
boss.
 Company can take their employees for outdoor visit like hill stations so that they
get relief and also motivated.

85

CHAPTER - 8

CONCLUSION

CONCLUSION

86

Without stress there would be no life at all. We need stress, but not too much stress for
too long (distress).

Our body is designed to react to two types of stress. Good stress helps keep us alert,
motivates us to face challenges, and drives us to solve problems. These low levels of
stress are manageable and can be thought of as necessary and normal stimulation.

Problems can occur when over activation of the sympathetic system is unnecessary. What
we all need is to learn how to approach matters in more realistic and reasonable ways.
Strong reactions are better reserved for serious situations. Manageable reactions are better
for the everyday issues that we all have to face

Thus, it can be safely stated that “Stress Management” has become one of
the most critical factors in today’s world also specially in an organization’s working
today and it will gain more important as the market becomes more and more
competitive. Organization must begin to manage people at work differently, treating
them with respect and valuing their contribution. If we enhance the psychological well
being and health of the employees, in the coming future the organization would make
more revenue as well as employee retention. Because it is said that,

“A Healthy Employee is a Productive Employee”

87

CHAPTER - 9

BIBLIOGRAPHY

BOOKS

Stress Management

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