A STUDY ON ATTRITION AND PRODUCTION

PROJECT REPORT

Submitted by

(NAME)
(Reg. No.)

In partial fulfillment for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

IN

DEPARTMENT OF MANAGEMENT STUDIES

<COLLEGE NAME>

<LOCATION>

<YEAR>
<COLLEGE NAME>

<LOCATIOM>
Department of Management studies

PROJECT WORK

MAY / JUNE-2017
 This is to certify that the project entitled

A STUDY ON EMPLOYEES STRESS MANAGEMENT

Is the bonafide record of project work done by

(NAME)
(Reg. No.)

of MBA (Management Business Administration) during the year 2008-2010

Project Guide Head of the Department

Submitted for the Project Viva- Voce examination held on _____________

Internal Examiner External Examiner

 DECLARATION

I affirm that the Project work titled ‘A study on employees stress

management in Tamilnadu Newsprint and paper Limited (TNPL), Chennai
(DT)’ Being submitted in partial fulfillment for the award of Master of
Business Administration (MBA) is the original work carried out by me. It
has not formed the part of any other project work submitted for award of any
degree, either in this or any other university.

Signature of the student

I certify that the declaration made above by the student is true

Signature of the guide

Head of the department

 ACKNOWLEDGEMENT

I express my heartful gratitude and thanks <NAME>, Chairman, and

<NAME>Chairperson of <COLLEGE> who provide all the facilities and
necessary encouragement during the course of the study.

I ever remain our PRINCIPAL <NAME>,<COLLEGE>, for granting me

the permission to carry out my project work.

I wish to convey my sincere and Heartiest thanks to my head of the

department <NAME>,<COLLEGE>, for his constant encouragement and
valuable support throught the study. And he provide guidance and valuable
suggestions during the course of study

I immensely thank <NAME> , Asst General Manager HRD,

Tamilnadu Newsprint and Papers Limited, Chennai for their permission to
undergo project and I thank everyone in the organization for helping to know the
organizational set up and the functions of the organization.
Above all expresses my sincere thanks to my parents who provide all the
necessities in ensuring my successful completion of the project

<STUDENT NAME>
 CONTENTS

Chapter Particular Page No

Abstract I

List of tables II

List of charts III

I Introduction 1

II Review of literature 17

III Research Methodology 19

IV Data analysis and interpretation 22

V Findings 70

Suggestion 71

Conclusion 72

Appendix 73

Bibliography 75
 ABSTRACT

The project work “The Employees stress management” has been carried out for
TNPL. The project work aims to study the total stress management practices prevailing at
TNPL. It also aims to identify the factors creating stress to employee in the organization
as well as personal life. The researcher has gone for descriptive style of research. The
primary data has been collected among the employees of TNPL. A well structured
questionnaire has been framed and personal interview has been conducted among the
employees. Based on the analysis of data thus collected, certain findings were arrived at
and suggestion was given. The main motive of this project is to identify the reason for
creating stress in this organization and how to overcome the stress through various
programme. In this organization conducted various programme for reduce the stress such
as yoga, meditation, exercise facility etc…

In this research help to identify which programme the employees are mostly used for
reduce the stress in their organizational as well as personal life. Finally I suggest to
company for conduct various programme for reduce the stress at frequent interval it is
mostly help to decrease the stress and increase quality of work.
 LIST OF TABLES

Table Particular Page No

No
4.1 Classification based on employees age 22

4.2 Classification on the basis of employees gender 24

4.3 Classification on the basis of employees qualification 26

4.4 Classification on the basis of employees Marital status 28

4.5 Classification on the basis of employees salary 30

4.6 Classification on the basis of employees working 32

experience

4.7 Classification on the basis of employees opinion 34

regarding stress with their job

4.8 Classification on the basis of employees opinion about 36

stress based on work environment

4.9 Classification on the basis of employees opinion about 38

stress based on family problems.
4.10 Classification on the basis of employees opinion 40
regarding stress based on heavy work load

4.11 Classification on the basis of employees opinion 42

regarding stress based on financial problem

4.12 Classification on the basis of employees opinion 44

regarding stress based on inconvenient working hours

4.13 Classification on the basis of employees opinion 46

regarding stress based on their physiological problem

4.14 Classification on the basis of employees opinion 48

regarding stress based on lack of team work
4.15 Classification on the basis of employees opinion 50
regarding stress based on improper grievance handling

4.16 Classification on the basis of employees opinion 52

regarding stress based on fewer incentives

4.17 Classification on the basis of employees opinion 54

regarding stress based on controls and restriction

4.18 Classification on the basis of employees opinion 56

regarding stress based on inadequate compensation

4.19 Classification on the basis of employees opinion 58

regarding stress based on lack of facility

4.20 Classification of the respondents on the basis of their 60

perception regarding the measures provided for stress
management

4.21 Classification of the respondents opinion regarding is 62

their using facility for reduce stress in their life

4.22 Classification of the respondents opinion regarding is 64

their using facility for reduce stress in their life
4.23 Correlation 66

4.24 Chi – square 68

 LIST OF CHARTS

Table Particular Page No

No
4.1 Classification based on employees age 23

4.2 Classification on the basis of employees gender 25

4.3 Classification on the basis of employees qualification 27

4.4 Classification on the basis of employees Marital status 29

4.5 Classification on the basis of employees salary 31

4.6 Classification on the basis of employees working 33

experience

4.7 Classification on the basis of employees opinion 35

regarding stress with their job

4.8 Classification on the basis of employees opinion about 37

stress based on work environment

4.9 Classification on the basis of employees opinion about 39

stress based on family problems.
4.10 Classification on the basis of employees opinion 41
regarding stress based on heavy work load

4.11 Classification on the basis of employees opinion 43

regarding stress based on financial problem

4.12 Classification on the basis of employees opinion 45

regarding stress based on inconvenient working hours

4.13 Classification on the basis of employees opinion 47

regarding stress based on their physiological problem

4.14 Classification on the basis of employees opinion 49

regarding stress based on lack of team work
4.15 Classification on the basis of employees opinion 51
regarding stress based on improper grievance handling

4.16 Classification on the basis of employees opinion 53

regarding stress based on fewer incentives

4.17 Classification on the basis of employees opinion 55

regarding stress based on controls and restriction

4.18 Classification on the basis of employees opinion 57

regarding stress based on inadequate compensation

4.19 Classification on the basis of employees opinion 59

regarding stress based on lack of facility

4.20 Classification of the respondents on the basis of their 61

perception regarding the measures provided for stress
management

4.21 Classification of the respondents opinion regarding is 63

their using facility for reduce stress in their life

4.22 Classification of the respondents opinion regarding is 65

their using facility for reduce stress in their life
 CHAPTER – I
INTRODUCTION
 1

INTRODUCTION

1.1 Stress

Stress is a dynamic condition in 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. This is a complicated definition.
Let’s look at its components more closely.

Abnormal is not necessarily bad in and of itself. While stress is typically

discussed in a negative context, it also has a positive value. It is an opportunity when it
offers potential gain.

Potential Sources of Stress

There are three categories of potential stressors.

1. Environmental

2. Organizational

3. Individual

Environmental Factors

Just as environmental uncertainty influences the design of an organization’s

structure, it also influences emphasize levels among employees in that organization.
Changes in the business cycle create economic uncertainties. When the economy is
contracting, for example, people become increasingly anxious about their security.

Political uncertainties don’t tend to create stress among North Americans as they
do for employees in countries like Haiti or Iraq. The obvious reason is that the United
States and Canada have stable political systems where change is typically implemented in
 2

an orderly manner. Yet political threats and changes, even in countries like the United
States and Canada, can be stress inducing.

Technological uncertainty is a third type of environmental factor that can cause

emphasize. Because new innovations can make an employee’s skills and experience
obsolete in a very short period of time, computers, robotics, automation, and similar
forms of technological innovation are a threat to many people and cause them stress.

Organizational Factors

There are no shortages of factors within the organisation that can cause stress.
Pressures to avoid errors or complete tasks in a limited time period, work overload, a
demanding and insensitive boss, and unpleasant co – workers are a few examples. We’ve
categorized these factors around task, role, and interpersonal demands; organizational
structure; organizational leadership; and the organization’s life stage.

Individual factors

The typical individual only works about 40 to 50 hours a week. The experiences
and problems that people encounter in those other 120 – plus non-work hours each week
can spill over to the job. Our final category, then, encompasses factors in the employee’s
personal life. Primarily, these factors are family issues, personal economic problems, and
inherent personality characteristics.

Consequences of Stress

Emphasize Shows itself in a number of ways. For instance, an individual who is

experiencing a 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 general categories; physiological, psychological, and
behavioral symptoms.
 3

1. Physiological Symptoms

Most of the early concern with stress was directed physiological symptoms. This
was predominately due to the fact that specialists in the health and medical sciences
researched the topic. This research led to the conclusion that stress could create changes
in metabolism, increase heart and breathing rates, increase blood pressure, bring on
headaches, and induce heart attacks.

2. Psychological Symptoms

Stress can cause dissatisfaction. Job – related stress can cause job – related
dissatisfaction. Job dissatisfaction, in fact, is “the simplest and most obvious
psychological effect” of strain. But stress shows itself in other psychological states – for
instance, tension, anxiety, irritability, boredom, and procrastination.

3. Behavioral Symptoms

Behaviorally related strain symptoms include changes in productivity, absence,

and turnover, as well as changes in eating habits, increased smoking or consumption of
alcohol, rapid speech, fidgeting and sleep disorders. There has been a significant amount
of research investigating the stress – performance relationship.

Coping Strategies for Stress

Generally speaking, how ever, there are two major approaches to dealing with job
stress.

Individual Coping Strategies

Today, when self-help remedies, do-it-yourself approaches, weight-loss

clinics and diets, health foods, and physical exercise are being given so much attention in
the mass media and when people are actually taking responsibility, or know they should
 4

Be taking responsibility, for their own wellness, individual coping strategies for
dealing with stress make sense.;

1. Exercise

Today, it is not whether you win or lose, but whether you get some good exercise
that counts. People of all ages walking, jogging, swimming, riding bicycles, or playing
softball, tennis or racquetball in order to get some exercise to combat stress.

2. Relaxation

Whether a person simply takes it easy once in a while or uses specific relaxation
techniques such as biofeedback or meditation, the intent is to eliminate the immediately
stressful situation or manage a prolonged stressful situation more effectively. Taking it
easy may mean curing up with a good book in front of a fireplace or watching something
“light” on television. Meditation involves muscle and mental relaxation; the person
slowly repeats a peaceful phrase or word or concentrates on a mental picture in a quiet
location.

3. Behavioral Self-Control

By deliberately managing the antecedents and the consequences of their own

behavior, people can achieve self-control. Besides managing their own behavior to reduce
stress, people can also become more aware of their limits and of “red flags” that signal
trouble ahead. They can avoid people or situations that they know will put them under
stress. In other words, this strategy involves individuals controlling the situation instead
of letting the situation control them.

4. Cognitive Therapy

Besides behavioural self-control techniques, a number of clinical psychologists

have entered the stress field in recent years with cognitive therapy techniques. Techniques
such as Ellis’s rational emotive model and Meichenbaum’s cognitive
 5
Behavior modification have been successfully used to reduce test anxiety and have
recently been used as a individual strategy for reducing job stress.;

5. Networking

One clear finding that has come out of social psychology research over the year is
that people need and will benefit from social support. Applied as a strategy to reduce job
stress, this would entail forming close associations with trusted empathetic coworkers and
colleagues who are good listeners and confidence builders. These friends are there when
needed and provide support to get the person through stressful situations.

Organizational Coping Strategies

Organizational coping strategies are designed by management to eliminate or

control organizational – level stressors in order to prevent or reduce job stress for
individual employees. In addition to working on each specific organizational stressor
identified in more generalized strategies might include the following:

1. Create a supportive organizational climate

More large organizational today tend to be highly formalized bureaucratic

structures with accompanying inflexible, impersonal climates. This can lead to
considerable job stress. A coping strategy would be to make the structure more
decentralized and organic, with participative decision-making and upward
communication flows..

2. Enrich the design of tasks

Enriching jobs either by improving job content factors or by improving core job
characteristics may lead to motivational states or experienced meaningfulness,
responsibility, and knowledge of results. Presumably, these enriched tasks will eliminate
the stressors found in more routine, structured jobs.
 6

3. Reduce conflict and clarify organizational roles

Role conflict and ambiguity was identified earlier as major individual stressors. It
is up to management to reduce the conflict and clarify organizational roles so that this
cause of stress can be eliminated or reduced.
4. Plan and develop career paths and provide counseling
Traditionally, organizational have shown only passing interest in the career
planning and development of their employees. Individuals are left to decide career moves
and strategies on their own and, at most, get paternalistic advice once in a while from a
supervisor.
 7

1.2 COMPANY PROFILE

Allsec Technologies Ltd is a BPO with multiple delivery centers in India and Philippines,
supporting a global clientele. The company offers Voice and Non-Voice services with
world class Back Office acumen The Company is engaged in the business of providing IT
enabled services for customers located in India and outside India. The services provided
by the company include data verification, processing of orders received through
telephone calls, telemarketing, monitoring quality of calls of other call centers, customer
services and HR and payroll processing.
The company provides services to the industries such as financial services, telecom, retail
and health care, technology, automotive and gaming. They are having their delivery
centers located at Chennai, Bengaluru, Mumbai, Delhi, Trichy, Hyderabad, Pune and
Kolkata. The company now operates over 5000 seats pan India and 600 seats in Manila,
Philippines. Their subsidiaries include Allsectech Inc., USA and Allsectech Manila Inc.,
Philippines.
Allsec Technologies Ltd was incorporated on August 24, 1998 as a public limited
company. In the year 2000, the company a delivery centres with the initial capacity of
100 seats at R. A. Puram, Chennai. In September 2000, they incorporated a wholly owned
subsidiary company, namely Allsectech Inc in USA. In January 2001, they commenced
commercial outsourcing operation at R A Puram facility.
In February 2001, the company entered into outsourcing contract with Compucredit and
from March 2001 onwards, they started operation for CompuCredit processes. In August
2001, the company setup TNPL Facility and from October 2001, they commenced
processes in TNPL Facility.
In the year 2002, the company expanded the R A Puram facility from 100 seats to 150
seats and commenced commercial operations. In April 2002, they set up a delivery
centres with the capacity of 400 at Velachery, Chennai. In January 2003, the company
received ISO 9001:2000 certification. In November 2003, they made a strategic alliance
with CompuCredit. In December 2003, they started HR payroll processing for a global IT
consulting company, India.
In March 2004, the company started first technical support process. In January 2005, they

revised the strategic agreement with CompuCredit. In May 2005, the company completed

an initial public offering of 3,141,200 equity shares of Rs 10 each at a price of Rs 135 per

share and the equity shares of the company were listed on the National Stock Exchange

and Bombay Stock Exchange with effect from May 9, 2005.

In December 2005, the company acquired 100% equity shares in a Bangalore based BPO

company, namely B2K Corporation. Thus, B2K Corp Pvt Ltd became a wholly owned

subsidiary company. During the year 2006-07, the company obtained the renewal of the

renowned BS7799 certification for their Information Security Management System. Also,

they obtained the ISO 27001: 2005 certification.

During the year 2007-08, as per the scheme of amalgamation, B2K Corp Pvt Ltd, a

wholly owned subsidiary company was amalgamated with the company. They added a

delivery centre in Trichy with the capacity of 200 seats. In January 2008, the company

acquired Kingdom Builders Inc, a Company located at Philippines engaged in Website

Development, Strategic Teleservices and Customer Care Quality Management and

changed the name to Allsectech Manila Inc. The subsidiary company set up a delivery

centre in Manila.

During the year 2008-09, the company acquired the Indian Domestic Contact

Management services division of i2i Telesource Pvt. Ltd. effective 31st July, 2008. This

brought in a pan India presence in 8 cities which is particularly useful for the Indian

Domestic business. Consequent to the acquisition, they established delivery centers at

Delhi, Mumbai, Kolkata, Bengaluru, Kochi, Hyderabad and Jaipur. Also, they expanded

their domestic delivery center at Bengaluru and Mumbai.

During the year 2009-10, the company added more capacity for their domestic market by

adding capacity in Bengaluru, Chennai and Pune. The company also upgraded and

expanded the facilities in Delhi, Mumbai and Hyderabad. This has resulted in an overall

addition of 1500 seats and upgradation of 1200 seats.

During the year, the company was certified for ISO 27001 (Information Security

Management) and ISO 9001:2008. Also in addition to such overall process and security

systems certifications, they also achieved SAS 70 Type II certification for their HR BPO

services to realize higher levels of maturity and be consistent with business and market

needs in HR outsourcing.

Their Business:

Allsec is a global company with vast expertise in providing business process solutions

across various industry verticals.

Our solutions are testimony to the fact that we are a highly customer-centric, flexible and

transparent service provider. Allsec believes in enhancing our client’s business experience

by taking process responsibility, improving cost efficiencies, and adding value through

continuous process improvements and quality assurances.

Services offered:

Banking, financial services, and insurance –– for acquisition, retention, and collection

Collections –– for account payables & receivables

Technical Support –– for sign–up & troubleshooting services

Student Loan Consolidation

Payroll processing & Claims Management

Quality Assurance – provides quality assurance of voice and email service across

multiple business segments.

Vision:

To make MMM Training Solutions a dynamic, vibrant, value based learning organization

comprising of exceptionally skilled, motivated and committed professionals who

facilitate seamless transformation of our participants to excellent performers.

MMMTS is able to achieve its mission and vision because of the MMM Methodology

and the MMM Trainers. Our site is very informative and contains significant amount of

information about our organization and the programs that we run. We hope that you will

reach out to us for your soft skills training and leadership development needs and allow

the efficacy of the program to speak for our work.

Mission:

To provide Executive Coaching and Soft Skills Training of exceptional quality through

facilitators who are constantly evolving to achieve their highest potential and are

empowering others to do the same. This results not only in increased productivity but also

in enhanced personal effectiveness.

Quality policy

The Board has, on the recommendation of the Nomination & Remuneration Committee

framed a policy for selection and appointment of Directors, Senior Management and their

remuneration. The Company's policy on appointment and remuneration including criteria

for determining qualifications, positive attributes, and independence are provided in the

Corporate Governance Report forming part as an Annexure–A to this Report.

Human Resource Department

Stress realizes that the continued success of any organization depends on a healthy

human resources policy. BPO’s Human Resources policy focuses upon enthusing to the

human resources to be innovative to keep ahead of competition.

Company is nurturing a participative atmosphere for reducing the grievances of the

employees and for nurturing peaceful working environment. Wage settlements are

reached amicably with the trade unions in four years and harmonious industrial relation is

being maintained.

Career Development

Allsec is committed towards enhancing the skills and competencies of our employees and

grooming them as our future Leaders. We provide powerful career development

opportunities and a supportive environment to foster Career Growth. To proactively

manage this, every individual, Strengths and Gaps are identified at the nascent stage of

their Career through an Assessment Centre that helps in drawing a career plan for both

vertical and lateral growth. Boasting of a world-class work environment with an open and

broad-minded work culture, Allsec provides a holistic compensation structure where –

apart from a fixed salary – employees can look forward to a highly rewarding

performance-based incentive plan. We build lasting relationships internally as well and all

our employees stand testimony to that fact.

Training:
 Orientation programs
 In house programs like safety, fire prevention etc..,
 General management programs like self development, Personality development
etc..,
  Based on competency of workmen analysis the competency development
programs for workmen, staffs & executives.
 Nomination to external programs with in India.
 Nomination of executives to attend seminars / conferences mill visiting.
 Training programs in other advanced countries to sharpen the knowledge on
advance Technology development.

Awards:
Award For Leadership Strategy
• Teleperformance India

Fun At Work Award

• Prodapt Solutions Private Limited
• Hewlett Packard Global Soft Pvt Ltd

Award For Excellence In People & Communication

• Prodapt Solutions Private Limited

Social Change Award

• Five Splash InfoTech Pvt Ltd
• Tata Consultancy Services
• Hewlett Packard Global Soft Pvt Ltd (Certificate Of Merit)

BPO Organization Of The Year

• Tata Consultancy Services

Best Customer Experience Delivered by a Contact Center

• FIS Global Services
• Hewlett Packard Global Soft Pvt Ltd (Certificate Of Merit)

Award for Operational Excellence & Quality

• Hewlett Packard Global Soft Pvt Ltd
• Tata Consultancy Services

Best IT Enablement in BPO

• Hewlett Packard Global Soft Pvt Ltd

Award For Excellence In Value Creation

• FIS Global Services

Use Of Technology for Operational Excellence Award

• FIS Global Services
• eClerx Services LTD

Best Help Desk Service Award

• FIS Global Services

Award Excellence In Customer Service

• FIS Global Services

BPO Innovation Of The Year

• FIS Global Services (Certificate Of Merit)

Award For Excellence In Improvements & Innovation – Training

• FIS Global Services

Award For Excellence In Improvements & Innovation – Multi Channel

• FIS Global Services (Certificate Of Merit)

Award For Most Significant Contributor To The BPO Industry

• Serco Global Services
Best Employer Brand Of The Year
• Serco Global Services

Best HR Practices Award

• SPi Technologies India Pvt. Limited

Most Admired IT Company Of the Year (IT)

• Bristlecone India Limited (Certificate Of Merit)

Individual Award Categories

Marketing Professional The Year (IT)

• Mr. Satya Upadhya – Regional Marketing Manager India – SanDisk Corporation

Excellence & Leadership in Outsourcing

• Chaman Baid, CEO/ Managing Director, ACN Infotech (India) Private Limited
• Kumud Srinivasan, President, Intel India
• Rajeev Sharma, Director, Osource India Pvt. Ltd.
• Balaji Venketeshwar, Chief Executive Officer, Secure Matrix Global Pvt. Ltd
• Jaideep Dilip Junnarkar, PRODUCT & ENGINEERING LEADER
• Vinod Harith R, Co-founder & Director, CMO Axis
• Ralf Ellspermann, CEO, Piton Global
• Sandeep Soni, President & CEO, Hero BPO
• Ninaad Mehta, Managing Director, Brindley Technologies
• Mahadevan C, Vice President - HR BPO, AllSec Technologies
Youth Achiever Award In Information Technology
• Pramit Pratim Ghosh, Manager (Enterprise Marketing) Team EIS (Enterprise &
Instituitional Strategy), Tally Solutions Pvt. Ltd.

12
 1.3 INTRODUCTION TO INDUSTRY

Current environment is the business environment and the rapid growth of the BPO sector

over the past few years has resulted in remarkable changes in the lives of its young

workforce. The employment in the BPO sector has had a tremendous impact on the

youngster‟s lives. Unlike other sectors, the BPO sectors provide opportunities for

employment at a young age with higher income and quick promotions. Thus majority of

the youngsters prefer to do a job in BPO. But surprisingly, they don‟t remain in the BPO

sector for a long time. There are various reasons for this, which includes 35 % sleep

disorder, 26 % eye-sight problem and 20 % digestive disorder, illness and increased stress

level and many BPO employees have had to relocate to the outsourcing hubs and have to

live independently. Strict deadlines and targets, repetitive tasks, such as attending

telephonic calls more than 100 times a shift have resulted in increased stress and

absenteeism. A number of employees are also experiencing physical and emotional

problems such as depression, panic etc. Thus, with this increased stress levels, the

employees cannot deliver their full-fledged work and also cannot cope up with the

working environment. Therefore, stress is becoming inevitable now-a-days in BPO

organizations and ultimately it is resulting in the physical, mental and emotional

exhaustion of the employees and also reducing the individual accomplishment levels.

This is due to the process attrition, in which highly committed and motivated individuals

starts losing their spirit.

In the 1990s India emerged as a major player in the field of software engineering,

information technology services and Web-based services. Presently the Indian

information technology industry employs a little more than half million people and
provides indirect employment to over a quarter of a million people (NASSCOM). In

today‘s world, the degree of stress increased owing to urbanization, globalization that

results into cut-throat competition. Stress is inescapable part of modern life, work place is

becoming a volatile stress factory for most employees and it is rightly called as the Age

of anxiety. Stress has becoming significantly with the result of dynamic social factors and

changing needs of life styles. Stress is man‘s adaptive reaction to an outward situation

which would lead to physical mental and behavioral changes. Brain cells create ideas,

Stress may kills brain cells. The truth is that not all stresses are destructive in nature.

Appropriate amount of stress can actually trigger your passion for work, tap your latent

abilities and even ignite inspirations. Stress is the emotional and physical strain caused by

our response to pressure from the outside world. Common stress reactions include

tension, irritability, inability to concentrate, and a variety of physical symptoms that

include headache and a fast heartbeat. Stress is a condition or feeling experienced when a

person perceives that- demands exceed the personal and social resources the individual is

able to mobilize. S= P>R i.e., stress occurs when the pressure is greater than the

resources. Stress is our body's way of responding to any kind of demand. It can Journal of

Information Technology and Economic Development 2(2), 30-48, October 2011 32 be

caused by both good and bad experiences. When people feel stressed by something going

on around them, their bodies react by releasing chemicals into the blood. These chemicals

give people more energy and strength, which can be a good thing if their stress is caused

by physical danger. But this can also be a bad thing, if their stress is in response to

something emotional and there is no outlet for this extra energy and strength. What is

stress? ―Stress is the body‘s nonspecific response to a demand placed on it.‖ Hans Selye
Stress as a condition or feeling experienced when a person perceives that ―demands

exceed the personal and social resources the individual is able to mobilize.‖ Richard S.

Lazarus ―Nervous tension that results from internal conflicts from a wide range of

external situations‖ D‘ Souza The study throws light on the wide spread silent problem

by name ‗Stress‘, which gave raise to acute dysfunctions and are called many diseases,

increase divorce rates, and other harassments. If left uncared the extremity of stress may

turn a person vulnerable and even lead to the suicide of the person. The work stress is

found in all professions, the very affected are the IT professionals who are highly target

driven, highly pressured on results, and are squeezed both physically and mentally to the

maximum on their roles and loads. The stress is manifested in various ways and means,

and the much prone sector is the IT sector, which has turned upside down only their

working hours, but also their biological system, which affects at three different levels

viz., individual, interpersonal and organizational level. It becomes the vital role of the

management to take care of the employees health rather providing only the monetary

benefits, which is not so in practice of the fullest.

Business Process Outsourcing (BPO) services play a very important role in the economic

life of the nation. The health of the economy is closely related to the soundness of its

Management system. BPO services not only create new wealth, their activities are spread

over to various sectors of service industry. In this way they become very effective

partners in the process of economic development and generating employment in the

service sector since the 1980’s, in both public sector companies and private foreign-

controlled companies as well. The increase has been most marked in metropolitan cities.
 14
1.4 Objectives of the study:

 To understand the employee’s stress level in the organization.

 To know the factor that influences their job.

 To understand what the employees feel about the stress in the job.

 To find out the relationship if any, between stress and variables like age, income,

work experience and number of dependents.

 To identify the methods of reducing stress at the individual and organization lev
 15

1.5 SCOPE OF STUDY

The study will help TNPL in knowing the opinion of employees regarding stress
management practices prevailing in their company. The company can identify the
expectations of employees regarding stress management practices and can design
programs accordingly for reduce the stress of employees personal as well as
organizational life .
 16

1.6 Limitation of the study

 Some employees were hesitant to give true response.

 Time factor is another limitation of the study.
 The study based on employees’ attitude and opinions. And this attitude may
change suddenly or slowly.
 The company staffs are busy in their work, so the researcher was unable to meet
all the employees.
 CHAPTER – II
REVIEW OF LITERATURE
 17
CHAPTER - II
REVIEW OF LITERATURE:

“Job Stress is 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”
Beehar and Newman

“Stress is an adaptive response mediated by individual characterstics and / or

psychological processes that is a consequence of any external action, situation or event
that places special physical and/or psychological demands upon a person”

 Stress is the general termapplied to the pressures people feel in life

 Individual differences account for a wide range of reactions to stress a task
viewed as challenging by one person may produce high levels of anxiety in
another
John W.Newstrom and Keith Davis

“Stress is an adaptive response mediated by individual characteristics and / or

psychological processes, that is, a consequence of any external action situation or event
that places special physical and / or psychological demands upon a person.”
Ivancevich and Matteson

‘Stress is the excitement, feeling of anxiety, physical tension that occurs when the
demands placed on an individual are thought to exceed his ability to cope. This most
common view of stress is often called distress or negative stress. The physical or
psychological demands from the environment that cause this condition are called
stressors”
Heiiriegel & Solcum
 18
“Stress, an unpleasant state of emotional and physiological arousal that people experience
in situations that they perceive as dangerous or threatening to their well-being”
Encartra
“Stress is the mental or physical condition that results from perceived threat of danger
(physical or emotional) and the pressure to remove it.”
Lesile & Lloyd
 CHAPTER – III
RESEARCH METHODOLOGY
 19

CHAPTER - III

RESEARCH METHODOLOGY

Research methodology is the process of systematic investigation of any management

problem is deals with research design, data collection method, sampling plan,
statistical fads.
PRIMARY DATA:
 The data collected for the first time by the investigator as original data are known
as primary data.
 The primary data required for the study is collected through structural
questionnaires and schedule interview and by having discussion with company
executives questionnaire.
SECONDARY DATA:
 Data that have been collected by someone else, the researcher utilize that
existing data for his research this type of data collection method is called
secondary data.
 Sources of secondary data through company records, books, and websites.
SAMPLING TECHNIQUE:
I have adopted convenience sampling technique in our survey.

RESEARCH DESIGN:
 I have adopted descriptive research design for my project

SAMPLING UNIT

 Permanent employees who all are working in TNPL office were chosen for the
survey.
 20

RESEARCH INSTRUMENT

 The research instrument in my project is questionnaire.

SAMPLE SIZE:

 In TNPL 1725 employees are working as a permanent employees, but for this
study I have chosen only 75 employees.

STATISTICAL TOOLS USED FOR ANALYSIS:

 Percentage
 Chi-square test
 Correlation
PERCENTAGE:
Percentage refers to a special kind percentage are used in making comparison
between two variables of the elate percentage, area used to desirable relationship
since, the percentage reduce every thing to a common base and there by meaning
comparison to behaviour made.

Percentage = (No. of. Respondents / Total No. of respondents) *100.

CHI-SQUARE TEST:
The test is parametric test. The symbol is a Greek Letter chi (K). The describes the
magnitude of the discrepancy between theory and observation it is defined as [(O-E)² /
E].
O = refers to the observed frequency.
E = refers to the expected frequency.
 21
First the expected frequency is calculated using the equations.
E = RT × CT / N
RT = Row total for the containing the cell.
CT = Column total for the column continuing the equations.
N = Total no of observations.

The difference between the observed and expected frequency is calculated and the
value (O-E)² is obtained.
The value [(O-E)² / E] is calculated and the value sigma gives the chi-square value and it
range from zero to infinity. Then sigma value is compared with chi-square table value at
the level of significance for testing the hypothesis.
CORRELATION:
The degree of relationship between the variables under consideration is through
the correlation analysis.
∑xy
r=
√ (∑x2) (∑y2)

The value of the co – efficient of correlation as obtained by the above formula

shall always behavior between ± 1 then when r = +1, it means is perfect positive
correlations between the variables when r = -1 it means there is no relationship between
the two variable
 CHAPTER – IV

DATA ANALYSIS AND

INTERPRETATION
 22
CHAPTER - IV
DATA ANALYSIS AND INTERPRETATION
Table No: 4.1

Classification based on employees age

Age level No. of employees Percentage (%)

Below 25 7 9
25 – 30 8 10
30 – 35 17 23
35 – 40 21 28
Above 40 22 30
Total 75 100

Source: Primary data

Inference

From the above table it can be inferred that 30% of the respondents belong to the age
group of 40 years, 28% of the respondents belong to the age group of 35 – 40 years, and
23% of the respondents belong to the age group of 30 - 35 years, and 10% of the
respondents belong to the age group of 25 – 30 and 9% of the respondents belongs to the
age group of below 25 years.
 23
Chart 4.1

Classification based on employees age

 24
Table No:4. 2

Classification on the basis of employees gender

Gender No. of employees Percentage (%)

Male 55 73
Female 20 27
Total 75 100

Source: Primary data

Inference

From the above table it can be inferred that 73% respondents are male, and 27%
respondents are female.
 25
Chart: 4.2

Classification on the basis of employees gender

26
 Table No: 4. 3

Classification on the basis of employees qualification

Qualification No. of employees Percentage (%)

SSLC 1 1.3
HSC 3 4
Diploma 3 4
UG 30 40
PG 38 50.7
Total 75 100

Source: Primary data

Inference

From the above table it can be inferred 50.7% are finished their PG, and 40% are
finished their UG, and 4% finished diploma and 4% finished HSC, and 1.3% finished
SSLC .

27

Chart: 4.3

Classification on the basis of employees qualification

 28
Table No: 4.4

Classification on the basis of employees Marital status

Marital status No. of employees Percentage (%)
Married 52 69
Unmarried 23 31
Total 75 100
Source: Primary data

Inference

From the above table it can be inferred that 69% respondents are married, and 31%
respondents are unmarried.

29

Chart: 4.4

Classification on the basis of employees Marital status

 30
Table No:4. 5

Classification on the basis of employees salary

Salary status No. of employees Percentage (%)

Less than 5000 2 3
5000 – 10000 8 11
10000 – 15000 16 21
15000 – 20000 21 28
Above 20000 28 37
Total 75 100

Source: Primary data

Inference

From the above table it can be inferred that 37% of the respondents are having the
income above20000, and 28% respondents are having the income between 15000
– 20000, and 21% of the respondents are having the income between 10000 - 15000, and
11% of the respondents are having the income between 5000.- 10000 and 3% of the
respondents are having income less than 5000.

31
Chart: 4.5
Classification on the basis of employees salary
 32
Table No: 4.6
Classification on the basis of employees working experience
Working experience No. of employees Percentage (%)
Less than 3 years 7 9
3 – 6 years 9 13
6 – 9 years 8 10
9 – 12 years 15 20
Above 12 years 36 48
Total 75 100

Source: Primary data

Inference

From the above table it can be inferred that 48% of the respondents are having above
25 years of experience and 20% of the respondents are having 9 - 12 years of
experience, and 13%of the respondents are having below 3 – 6 years of work
experience, and 10% of the respondents are having 6 – 9 years of experience, and 9%
of the respondents are having less than 3 years of work experience.

33
Chart: 4.6
Classification on the basis of employees working experience
 34
Table No: 4.7
Classification on the basis of employees opinion regarding stress with their job
Employees Opinion No. of employees Percentage (%)
Strongly Agree 9 12
Agree 25 34
Neither Agree nor Disagree 18 24
Disagree 13 17
Strongly Disagree 10 13
Total 75 100

Source: Primary data

Inference:
From that above table it can be inferred 34% of the respondents are agree stress in
their job and 24% of the respondents are neither agree nor disagree stress in their job and
17% of the respondents are disagree stress in their job and 13% of the respondents are
strongly disagree stress in their job and 12% of the respondents are strongly agree stress
in their job.

35
Chart: 4.7

Classification on the basis of employees opinion regarding stress with their job
 36
Table No:4. 8
Classification on the basis of employees opinion about stress based on work environment
Employees Opinion No. of employees Percentage (%)
Strongly Agree 4 6
Agree 24 32
Neither Agree nor Disagree 27 36
Disagree 13 17
Strongly Disagree 7 9
Total 75 100

Source: Primary data

Inference:
From that above table it can be inferred 36% of the respondents are neither agree nor
disagree about stress based on work environment and 32% of the respondents are agree
about stress based on work environment and 17% of the respondents are disagree about
stress based on work environment and 9% of the respondents are strongly disagree about
stress based on work environment and 6% of the respondents are strongly agree about
stress based on work environment.

37
Chart: 4.8
Classification on the basis of employees opinion about stress based on work
environment
 38
Table No: 4.9
Classification on the basis of employees opinion about stress based on family
problems.
Employees Opinion No. of employees Percentage (%)
Strongly Agree 12 16
Agree 24 33
Neither Agree nor Disagree 15 20
Disagree 17 22
Strongly Disagree 7 9
Total 75 100

Source: Primary data

Inference:
From that above table it can be inferred 33% of the respondents are agree about stress
based on family problem and 22% of the respondents are disagree about stress based on
family problem and 20% of the respondents are neither agree nor disagree about stress
based on family problem and 16% of the respondents are strongly agree about stress
based on family problem and 9% of the respondents are strongly disagree about stress
based on family problem.

39
Chart: 4.9
Classification on the basis of employees opinion about stress based on family
problems.
 40
Table No: 4. 10
Classification on the basis of employees opinion regarding stress based on heavy
work load
Employees Opinion No. of employees Percentage (%)
Strongly Agree 11 15
Agree 26 35
Neither Agree nor Disagree 18 24
Disagree 13 17
Strongly Disagree 7 9
Total 75 100

Source: Primary data

Inference:
From that above table it can be inferred 35% of the respondents are agree about stress
based on heavy work load and 24% of the respondents are neither agree nor disagree
about stress based on heavy work load and 17% of the respondents are disagree about
stress based on heavy work load and 15% of the respondents are strongly agree about
stress based on heavy work load and 9% of the respondents are strongly disagree about
stress based on heavy work load.

41
Chart: 4.10
Classification on the basis of employees opinion regarding stress based on
heavy work load
 42
Table No: 4.11
Classification on the basis of employees opinion regarding stress based on financial
problem
Employees Opinion No. of employees Percentage (%)
Strongly Agree 5 7
Agree 23 31
Neither Agree nor Disagree 14 18
Disagree 20 27
Strongly Disagree 13 17
Total 75 100

Source: Primary data

Inference:
From that above table it can be inferred 31% of the respondents are agree about stress
based on financial problem and 27% of the respondents are disagree about stress based on
financial problem and 18% of the respondents are neither agree nor disagree about stress
based on financial problem and 17% of the respondents are strongly disagree about stress
based on financial problem and 7% of the respondents are strongly agree about stress
based on financial problem.

43

Chart: 4.11
Classification on the basis of employees opinion regarding stress based on
financial problem
 44
Table No: 4.12
Classification on the basis of employees opinion regarding stress based on
inconvenient working hours

Employees Opinion No. of employees Percentage (%)

Strongly Agree 5 7
Agree 23 32
Neither Agree nor Disagree 17 23
Disagree 22 29
Strongly Disagree 7 9
Total 75 100

Source: Primary data

Inference:
From that above table it can be inferred 32% of the respondents are agree about stress
based on inconvenient working hours and 29% of the respondents are disagree about
stress based on inconvenient working hours and 23% of the respondents are neither agree
nor disagree about stress based on inconvenient working hours and 9% of the respondents
are strongly disagree about stress based on inconvenient working hours and 7% of the
respondents are strongly agree about stress based on inconvenient working hours.

45
Chart: 4.12
Classification on the basis of employees opinion regarding stress based on
inconvenient working hours
 46
Table No: 4.13
Classification on the basis of employees opinion regarding stress based on their
physiological problem
Employees Opinion No. of employees Percentage (%)
Strongly Agree 6 8
Agree 19 25
Neither Agree nor Disagree 25 33
Disagree 17 22
Strongly Disagree 8 12
Total 75 100

Source: Primary data

Inference:
From that above table it can be inferred 33% of the respondents are neither agree nor
disagree about stress based on their physiological problem and 25% of the respondents
are agree about stress based on their physiological problem and 22% of the respondents
are disagree about stress based on their physiological problem and 12% of the
respondents are strongly disagree about stress based on their physiological problem and
8% of the respondents are strongly agree about stress based on their physiological
problem.

47

Chart:4.13

Classification on the basis of employees opinion regarding stress based on

their physiological problem
 48

Table No: 4.14

Classification on the basis of employees opinion regarding stress based on lack of
team work

Employees Opinion No. of employees Percentage (%)

Strongly Agree 5 7
Agree 19 25
Neither Agree nor Disagree 23 31
Disagree 21 28
Strongly Disagree 7 9
Total 75 100

Source: Primary data

Inference:
From that above table it can be inferred 31% of the respondents are neither agree nor
disagree about stress based on lack of team work and 28% of the respondents are disagree
about stress based on lack of team work and 25% of the respondents are agree about
stress based on lack of team work and 9% of the respondents are strongly disagree about
stress based on lack of team work and 7% of the respondents are strongly agree about
stress based on lack of team work.

49
Chart: 4.14
Classification on the basis of employees opinion regarding stress based on lack of
team work
 50
Table No: 4.15
Classification on the basis of employees opinion regarding stress based on improper
grievance handling
Employees Opinion No. of employees Percentage (%)
Strongly Agree 6 8
Agree 18 24
Neither Agree nor Disagree 20 27
Disagree 22 29
Strongly Disagree 9 12
Total 75 100

Source: Primary data

Inference:
From that above table it can be inferred 29% of the respondents are disagree about stress
based on improper grievance handling and 27% of the respondents are neither agree nor
disagree about stress based on improper grievance handling and 24% of the respondents
are agree about stress based on improper grievance handling and 12% of the respondents
are strongly disagree about stress based on improper grievance handling and 8% of the
respondents are strongly agree about stress based on improper grievance handling.

51
Chart: 4.15

Classification on the basis of employees opinion regarding stress based on improper

grievance handling
 52

Table No: 4.16

Classification on the basis of employees opinion regarding stress based on fewer
incentives
Employees Opinion No. of employees Percentage (%)
Strongly Agree 9 12
Agree 20 27
Neither Agree nor Disagree 21 28
Disagree 18 24
Strongly Disagree 7 9
Total 75 100

Source: Primary data

Inference:
From that above table it can be inferred 28% of the respondents are neither agree nor
disagree about stress based on fewer incentives and 27% of the respondents are agree
about stress based on fewer incentives and 24% of the respondents are disagree about
stress based on fewer incentives and 12% of the respondents are strongly agree about
stress based on fewer incentives and 9% of the respondents are strongly disagree about
stress based on fewer incentives.

53
Chart: 4.16
Classification on the basis of employees opinion regarding stress based on fewer
incentives
 54
Table No: 4.17
Classification on the basis of employees opinion regarding stress based on controls
and restriction
Employees Opinion No. of employees Percentage (%)
Strongly Agree 6 8
Agree 13 17
Neither Agree nor Disagree 22 30
Disagree 26 35
Strongly Disagree 8 10
Total 75 100

Source: Primary data

Inference:
From that above table it can be inferred 35% of the respondents are disagree about stress
based on control and restriction and 30% of the respondents are neither agree nor
disagree about stress based on control and restriction and 17% of the respondents are
agree about stress based on control and restriction and 10% of the respondents are
strongly disagree about stress based on control and restriction and 8% of the respondents
are strongly agree about stress based on control and restriction.

55

Chart: 4.17
Classification on the basis of employees opinion regarding stress based on controls
and restriction
 56

Table No: 4.18

Classification on the basis of employees opinion regarding stress based on
inadequate compensation
Employees Opinion No. of employees Percentage (%)
Strongly Agree 7 9
Agree 14 19
Neither Agree nor Disagree 25 33
Disagree 19 25
Strongly Disagree 10 13
Total 75 100

Source: Primary data

Inference:
From that above table it can be inferred 33% of the respondents are neither agree nor
disagree about stress based on inadequate compensation and 25% of the respondents are
disagree about stress based on inadequate compensation and 19% of the respondents are
agree about stress based on inadequate compensation and 13% of the respondents are
strongly disagree about stress based on inadequate compensation and 9% of the
respondents are strongly agree about stress based on inadequate compensation.

57
Chart: 4.18

Classification on the basis of employees opinion regarding stress based on

inadequate compensation
 58
Table No: 4.19
Classification on the basis of employees opinion regarding stress based on lack of
facility

Employees Opinion No. of employees Percentage (%)

Strongly Agree 7 9
Agree 25 33
Neither Agree nor Disagree 19 25
Disagree 19 25
Strongly Disagree 5 8
Total 75 100

Source: Primary data

Inference:
From that above table it can be inferred 33% of the respondents are agree about stress
based on lack of facility and 25% of the respondents are neither agree nor disagree about
stress based on lack of facility and 25% of the respondents are disagree about stress based
on lack of facility and 9% of the respondents are strongly agree about stress based on lack
of facility and 8% of the respondents are strongly disagree about stress based on lack of
facility.

59

Chart: 4.19
Classification on the basis of employees opinion regarding stress based on lack of
facility
 60
Table No: 4.20
Classification of the respondents on the basis of their perception regarding the
measures provided for stress management
Facilities:
I) Training programme on Yoga & Meditation
 II) Sports facilities
III) Counseling
IV) Exercise facilities

Facilities No. of employees Percentage (%)

I & II 29 39
I & III 10 13
II & III 8 10
III & IV 5 7
All the above 23 31
Total 75 100

Source: Primary data

Inference:
From that table it can be inferred 39% of the respondents are attend the I & II
programme and 31% of the respondents are attend all the facility for reduce the stress and
13% of the respondents are attend I & III programme for reduce the stress and 10% of
the respondents are attend II & III facility for reduce the stress and 7% of the respondents
are attend III & IV programme for reduce the stress.

61

Chart No: 4.20

Classification of the respondents on the basis of their perception regarding the
measures provided for stress management
 62

Table No: 4.21

Classification of the respondents opinion regarding is their using facility for reduce
stress in their life
Facilities No. of employees Percentage (%)
Yoga 18 24
Meditation 34 45
Physical exercise 17 23
Counseling 3 4
Others 3 4
Total 75 100

Source: Primary data

Inference:
From that above table it can be inferred 45% of the respondents are using meditation for
reduce the stress and 24% of the respondents are using yoga for reduce the stress and
23% of the respondents are using physical exercise for reduce the stress 4% of the
respondents are using counseling and other facility for reduce the stress in their life

63

Chart: 4.21
Classification of the respondents opinion regarding is their using facility for reduce
stress in their life
 64
Table No: 4.22
Classification of the respondents opinion regarding is their using facility for reduce stress
in their life
Facilities No. of employees Percentage (%)
Highly satisfied 20 27
Satisfied 29 39
No idea 16 21
Dissatisfied 7 9
Highly dissatisfied 3 4
Total 75 100

Source: Primary data

Inference:
From that table it can be inferred 39% of the respondents are satisfied about their using
facility for reduce the stress and 27% of the respondents highly satisfied about their using
facility for reduce the stress and 21% of the respondents says no idea about their using
facility for reduce the stress and 9% of the respondents are says dissatisfied about their
using facility for reduce the stress and 4% of the respondents says highly dissatisfied
about their using facility for reduce the stress in their life.

65
Chart: 4.22

Classification of the respondents opinion regarding is their using facility for reduce
stress in their life
 66
Correlation
The relationship between working experience (X) and heavy work load (Y)

X Y X2 Y2 XY
7 11 49 121 77
9 26 81 676 234
8 18 64 324 144
15 13 225 169 195
36 7 1296 49 252
75 75 1715 1339 902

Formula:
∑xy
r=
√ (∑x2) (∑y2)
902
r=
√ 1715 * 1339

902
r=
√ 2296385

902
r=
1515.39

r = 0.59

Conclusion:
This is positive correlation. So there is relationship between working experience
and heavy work load

67

Correlation
The relationship between heavy work load (X) and lack of facility (Y)

X Y X2 Y2 XY
11 7 121 49 77
26 25 676 625 650
18 19 324 361 342
13 19 169 361 247
7 5 49 25 35
75 75 1339 1421 1351

Formula:
∑xy
r=
√ (∑x2) (∑y2)
1351
r=
√ 1339 * 1421

1351
r=
√ 1902719

1351
r=
1379.40

r = 0.97

Conclusion:
This is a positive correlation. So there is a relationship between heavy work load
and lack of facility

68
Chi – square test
Relationship between gender and stress in their job

Null hypothesis (H0):

There is no relationship between gender and stress in their job.
Alternative hypothesis (H1):
There is a relationship between gender and stress in their job.

Observed frequency:
Stress in job Gender
Total
Male Female
Strongly agree 6 3 9
Agree 20 5 25
Neither agree nor 15 3 18
disagree
Dis agree 10 3 13
Strongly disagree 4 6 10
Total 55 20 75
Expected frequency

Stress in job Gender

Total
Male Female
Strongly agree 6.6 2.4 9
Agree 18.3 6.6 25
Neither agree nor 13.2 4.8 18
disagree
Dis agree 9.5 3.5 13
Strongly disagree 7.3 2.7 10
Total 55 20 75

69

Calculation:
O E (O-E)2 (O-E)2 /E
6 6.6 0.36 0.055
3 2.4 0.36 0.15
20 18.3 2.89 0.158
5 6.6 2.56 0.388
15 13.2 3.24 0.245
3 4.8 3.24 0.675
10 9.5 0.25 0.026
3 3.5 0.25 0.071
4 7.3 10.89 1.492
6 2.7 10.89 4.033
Total 7.293
Degree of freedom = (r-1) (c-1)
= (5-1) (2-1)
=4*1
=4
Table value at 5% level of significant is 9.49
Inference:
The table value is greater than the calculated value. So the null hypothesis is
accepted. There is no significant relationship between gender and stress in their job.

CHAPTER – V
 *FINDINGS
* SUGGESTION
*CONCLUTION

CHAPTER - V 70
5.1 FINDINGS
 30% of the employees age level is above 40 years
 73% of the employees are male
 50.7% of the employees qualifications is post graduate
 69% of the employees are married
 37% of the employees getting monthly income is above 20000
 48% of the employees working experience is above 12 years
 34% of the employees are agree about stress with their job
 36% of the employees are neither agree nor disagree about stress based on work
environment
 33% of the employees are agree about stress based on family problem
 35% of the employees are agree about stress based on heavy work load
 31% of the employees are agree about stress based on financial problem
 32% of the employees are agree about stress based on inconvenient working hours
 33% of the employees are neither agree nor disagree about stress based on their
physiological problem
 31% of the employees are neither agree nor disagree about stress based on lack of
team work
  29% of the employees are disagree about stress based on improper grievance
handling
 27% of the employees are agree about stress based on fewer incentives
 35% of the employees are disagree about stress based on controls and restriction
 33% of the employees are neither agree nor disagree about stress based on
inadequate compensation
 33% of the employees are agree about stress based on lack of facility
 39% of the employees says the management provide yoga meditation and exercise
facility for reduce the stress
 45% of the employees are use meditation for reduce the stress in their life
 39% of the employees are satisfied about their using facility for reduce the stress
in their life

71

5.2 Suggestion:

In this organization most of the employees opinion the work load is high, but the
company provided all facility for reduce the stress in their personal as well as
organizational life. So the company provide some free hours for reduce the stress to
employee means they are very satisfied. Most of the employees are use yoga and
meditation for reduce the stress in their life. So the organization provides continuously
yoga and meditation facility at frequent interval means the stress level is completely
reduced in the organization.
 72

5.3 Conclusion:

 Based on the research the researcher has identified what are all the factor to create
stress in the working life.
 The organization provide some facility to employee for reduce the stress in their
life, but the employee wants some more hours for attend all training programme
for reduce the stress in their personal as well as organizational life.
 The organization provide some psychotic counseling means it is help full to all
employee for how to reduce the stress in their life and how to handle the heavy
work and which facility like yoga meditation etc.. mostly reduce the stress in their
life.
 APPENDIX

73

APPENDIX
A STUDY ON EMPLOYEES STRESS MANAGEMENT AT TNPL PAPER MILL,
KAGITHAPURAM, CHENNAI (DT)

I) Personal Data:

Name : ……………………………………
Age : a) below 25 b) 25 – 30 c) 30 – 35 d) 35 – 40 e) above 40
Gender : a) male b) Female
Qualification : a) SSLC b) HSC c) Diploma d)UG e) PG
Marital status : a) married b) unmarried
Designation : ……………………………………..
Salary : a) Less than 5000 b) 5000 – 10000 c) 10000 – 15000
d) 15000 – 20000 e) Above 20000
Working experience : a) Less than 3 years b) 3 – 6 years c) 6 – 9 years
d) 9 – 12 years e) Above 12 years
II) Please rate the following factors which influence your stress level in your
organization
N Area of concern Strongly Agree Neither agree Disagree Strongly
o agree nor disagree disagree
1 I feel stress in my Job

2 I feel that my work

environment creates stress
in my job
3 I feel that my family
problem creates stress in
my job
4 I feel that heavy work load
creates stress in my job
5 I feel that my financial
problem creates stress in
my work
6 I feel that inconvenient
working hours creates
stress
7 I feel physiological
problem creates stress in
work
8 I feel that lack of team
work in my work place
creates stress
9 I feel that improper
grievance handling creates
stress in my job
10 I feel that I am getting
fewer incentives for my
work which creates stress
11 I feel that too much control
and restrictions in my work
place which creates stress
12 I feel that my inadequate
compensation creates stress
13 I feel that lack of facilities
creates stress in my job

III) Stress Management:

1) What are the facilities provided by the company for stress management?
i) Training programme on Yoga & Meditation
 ii) Sports facilities
iii) Counseling
IV) Exercise facilities

a) I & II b) I & III c) II & III d) III & IV e) All the above

2) Which one is you mostly prefer for reduce the stress in your personal as well as
organizational life?
a) Yoga b) Meditation c) Physical exercise d) counseling
e) Others
3) How do you feel you use the method for reduce the stress?
a) Highly satisfied b) Satisfied c) No idea d) Dissatisfied
e) Highly dissatisfied
 BIBLIOGRAPHY

75

BIBLIOGRAPHY
1. Organizational Behavior - Stepen P. Robbins

2. Organizational Behavior - Fred Luthans

3. Organizational Behaviour - L.M. Prasad

4. Research Methodology - C.R.Kothari

5. Statistical Methods - S.D.Gupta

6. TNPL hand book

7. www.google.com