STRESS MANAGEMENT
By
…………………..
(Registration No: ………………. ) Of ……………………….
A project report submitted to FACULTY OF MANAG M ANAGEMENT EMENT SCIENCES In partial fulfillment of the requirements for the award of the degree of
MASTER OF BUSINESS BUSI NESS ADMINISTRATION ADMINISTRATION
ANNA UNIVERSITY APRIL 2008
CERTIFICATE
This is to certify that the project report on the “…………………………” is a bonafide project work done by Ms…………………, a full time student of
the Department of Management Studies, ……………………………….., in partial fulfillment of the requirements for the award of the degree of Master of Business Administration of the Anna University during the year
…………………
………………. ………………. Project Guide
…………………….. Head of the Department Of Management Studies
Principal
Internal Examiner External Examiner
1
DECLARATION
I, ………………… hereby declare that the report on all fulfillments of the requirements for the award of the degree in Masters in Business Administration is a record of original work done by me during the period of study 2006-2008, under the guidance and supervision of …………………
……………………… Signature of the Faculty Guide
…………………….. Signature of the Candidate
2
ACKNOWLEDGEMENT
I cordially thank Anna University for giving me the opportunity to undergo my project work.
I
thank
the
chairman
………………………….and
the
principal
……………. ………. for their full fledged support for having given me the opportunity to study in this Institution.
I thank Mr. ………………………, Head of the Department of Management Studies for his inspiration and providing me all the facilities to do my project work.
I would a lso like to thank our faculty guide ………………………… who guided me through out the project.
Sincere thanks are also to all the staff members of MBA department for their valuable guidance and support.
I would also like to thank …………………., Deputy General Manager, Personnel Department for permitting me to pursue the project in their esteemed concern and ……………………, Asst. Manager, Personnel Department for sparing his valuable time to guide me during the project work and also to all the employees of Avtar Steels.
3
Last but not the least I would like to thank the almighty, my family members and friends for supporting me in hundred little ways that means a lot.
TABLE OF CONTENTS S.NO
CONTENTS
PG. NO.
LIST OF TABLES LIST OF CHARTS EXECUTIVE SUMMARY 1
INTRODUCTION
2
2
INDUSTRY PROFILE
7
3
COMPANY PROFILE
15
4
REVIEW OF LITERATURE
25
5
OBJECTIVES OF THE STUDY
28
6
SCOPE OF THE STUDY
30
7
LIMITATIONS OF THE STUDY
32
8
RESEARCH METHODOLOGY
34
9
DATA ANALYSIS & INTERPRETATIONS
39
10
FINDINGS
65
11
SUGGESTIONS
67
12
CONCLUSION
69
4
BIBLIOGRAPHY APPENDIX
I IV
5
LIST OF TABLES TABLE
TITLE
NO.
PAGE NO.
9.1
DEPARTMENTT WISE CLASSIFICATION OF EMPLOYEES
39
9.2
AGE WISE CLASSIFICATION OF EMPLOYEES
40
9.3
GENDER WISE CLASSIFICATION OF EMPLOYEES
41
9.4
CLASSIFICATION ON EDUCATIONAL QUALIFICATION
42
9.5
MANAGEMENT LEVEL CLASSIFICATION OF EMPLOYEES
43
9.6
WORK EXPERIENCE WITH AVTAR STEELS
44
9.7
PHYSICAL WORKING CONDITION OF THE ORGANIZATION
45
9.8
PSYCHOLOGICAL WORKING CONDITION OF THE ORGANIZATION
46
9.9
TRAINING PROGRAMS CONDUCTED IN THE ORGANIZATION
47
9.10
PAY PACKAGE PROVIDED BY THE ORGANIZATION
48
9.11
NATURE OF JOB
49
9.12
COMPLETION OF WORK IN TIME
50
9.13
WORK OVERLOAD
51
9.14
STRESS IN JOB
52
9.15
KIND OF STRESS IN JOB AMONG DIFFERENT AGE GROUP
53
6
9.16
STRESS CAUSING FACTORS AMONG DIFFERENT LEVELS OF EMPLOYEES
54
9.17
LEVEL OF STRESS
55
9.18
KIND OF INCONVENIENCE
56
9.19
PREFERENCE FOR INDIVIDUAL COPING STRATEGIES
57
9.20
KIND OF INDIVIDUAL COPING STRATEGIES
58
9.21
ORGANIZATION COPING STRATEGIES
59
9.22
AGE Vs LEVEL OF STRESS
60
9.23
AGE Vs PHYSICAL INCONVENIENCE
61
9.24
EMPLOYEE LEVEL Vs STRESS LEVEL
62
9.25
WEIGHTED AVERAGES FOR THE LEVEL OF STRESS AMONG THE EMPLOYEES OF VARIOUS DEPARTMENTS
63
7
LISTOF CHARTS CHART
TITLE
NO.
PAGE NO.
9.1
DEPARTMENT WISE CLASSIFICATION OF EMPLOYEES
39
9.2
AGE WISE CLASSIFICATION OF EMPLOYEES
40
9.3
GENDER WISE CLASSIFICATION OF EMPLOYEES
41
9.4
CLASSIFICATION ON EDUCATIONAL QUALIFICATION
42
9.5
MANAGEMENT LEVEL CLASSIFICATION OF EMPLOYEES
43
9.6
WORK EXPERIENCE WITH AVTAR STEELS
44
9.7
PHYSICAL WORKING CONDITION OF THE ORGANIZATION
45
9.8
PSYCHOLOGICAL WORKING CONDITION OF THE ORGANIZATION
46
9.9
TRAINING PROGRAMS CONDUCTED IN THE ORGANIZATION
47
9.10
PAY PACKAGE PROVIDED BY THE ORGANIZATION
48
9.11
NATURE OF JOB
49
9.12
COMPLETION OF WORK IN TIME
50
9.13
WORK OVERLOAD
51
9.14
STRESS IN JOB
52
9.15
KIND OF STRESS IN JOB AMONG DIFFERENT AGE GROUP
53 8
9.16
STRESS CAUSING FACTORS AMONG DIFFERENT LEVELS OF EMPLOYEES
54
9.17
LEVEL OF STRESS
55
9.18
KIND OF INCONVENIENCE
56
9.19
PREFERENCE FOR INDIVIDUAL COPING STRATEGIES
57
9.20
KIND OF INDIVIDUAL COPING STRATEGIES
58
9.21
ORGANIZATION COPING STRATEGIES
59
9
ABSTARCT
The flagship company of Avtar Steel was a humble yet pioneering beginning made by its founder and chairman Mr . B. B. JINDAL in the year 1996. He is very well supported by his two sons Mr. AMIT JINDAL and Mr. SUMIT JINDAL and with the team of professionals who are expert in their respective fields With his courage of conviction and his undeterred pursuits for growth and excellence, the company has assumed its present size and credence of global significance. A strange new disease has found its way into lives of people of this industrialized nation of the world. The most common disease is headache. Not only is this, but diseases like heart attack, high Blood Pressure, stomach disorders, and skin diseases very common to the people in the present world. These have become the effects of stress and have become most common in many of the organizations, now-a-days. 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. We shall divide them into factors related to the organization or job factors related to the person which include his experience or personality traits.
10
11
1. INTRODUCTION
IMPORTANCE OF THE STUDY TH
20
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 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
12
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 d isorders. 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.
13
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 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. 14
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 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.
15
16
2. INDUSTRY PROFILE
Steel Industry
Because of the critical role played by steel in infrastructural and overall economic development, the steel industry is often considered to be an indicator of economic progress. The economic boom in China and India has caused a massive increase in the demand for steel in recent years. Between 2000 and 2005, world steel demand increased by 6%. Since 2000, several Indian and Chinese steel firms have risen to prominence like Tata Steel (which bought Corus Group in 2007), Shanghai Baosteel Group Corporation and Shagang Group. ArcelorMittal is however the world's largest steel producer. The British Geological Survey reports that in 2005, China was the top producer of steel with about one-third world share followed by Japan, Russia, and the USA. In 2008, steel started to be traded as a commodity in the London Metal Exchange. At the end of 2008, the steel industry faced a sharp downturn that led to many cut-backs
Steel is the most widely recycled material in the United States. The steel industry has been actively recycling for more than 150 years, in large part because it is economically advantageous to do so. It is cheaper to recycle steel than to mine iron ore and manipulate it through the production process to form 'new' steel. Steel does not lose any of its inherent physical properties during the recycling process, and has drastically reduced energy and material requirements compared with refinement from iron ore. The energy saved by recycling reduces the annual energy consumption of the industry by about 75%, which is enough to power eighteen million homes for one year. Recycling one ton of steel saves 1,100 kilograms of iron ore, 630 kilograms of coal, and 55 kilograms of limestone. 76 million tons of steel were recycled in 2005.
A pile of steel scrap in Brussels, waiting to be recycled. 17
In recent years, about three quarters of the steel produced annually has been recycled. However, the numbers are much higher for certain types of products. For example, in both 2004 and 2005, 97.5% of structural steel beams and plates were recycled. Other steel construction elements such as reinforcement bars are recycled at a rate of about 65%. Indeed, structural steel typically contains around 95% recycled steel content, whereas lighter gauge, flat rolled steel contains about 30% reused material. Because steel beams are manufactured to standardized dimensions, there is often very little waste produced during construction, and any waste that is produced may be recycled. For a typical 2,000-square-foot (200 m2) two-story house, a steel frame is equivalent to about six recycled cars, while a comparable wooden frame house may require as many as 40 – 50 trees.
Global demand for steel continues to grow, and though there are large amounts of steel existing, much of it is actively in use. As such, recycled steel must be augmented by some first-use metal, derived from raw materials. Commonly recycled steel products include cans, automobiles, appliances, and debris from demolished buildings. A typical appliance is about 65% steel by weight and automobiles are about 66% steel and iron. While some recycling takes place through the integrated steel mills and the basic oxygen process, most of the recycled steel is melted electrically, either using an electric arc furnace (for production of low-carbon steel) or an induction furnace (for production of some highly-alloyed ferrous products).
Modern steels are made with varying combinations of alloy metals to fulfill many purposes. Carbon steel, composed simply of iron and carbon, accounts for 90% of steel production.[1] High strength low alloy steel has small additions (usually < 2% by weight) of other elements, typically 1.5% manganese, to provide additional strength for a modest price increase. Low alloy steel is alloyed with other elements, usually molybdenum, manganese, chromium, or nickel, in amounts of up to 10% by weight to improve the harden ability of thick sections. Stainless steels and surgical stainless steels contain a minimum of 10% chromium, often combined with nickel, to resist corrosion (rust). Some stainless steels are magnetic, while others are nonmagnetic.
18
Some more modern steels include tool steels, which are alloyed with large amounts of tungsten and cobalt or other elements to maximize solution hardening. This also allows the use of precipitation hardening and improves the alloy's temperature resistance.
Tool steel is generally used in axes, drills, and other devices that need a sharp, long-lasting cutting edge. Other special-purpose alloys include weathering steels such as Cor-ten, which weather by acquiring a stable, rusted surface, and so can be used unpainted.
Many other high-strength alloys exist, such as dual-phase steel, which is heat treated to contain both a ferritic and martensitic microstructure for extra strength. Transformation Induced Plasticity (TRIP) steel involves special alloying and heat treatments to stabilize amounts of austentite at room temperature in normally austentitefree low-alloy ferritic steels. By applying strain to the metal, the austentite undergoes a phase transition to martensite without the addition of heat. Maraging steel is alloyed with nickel and other elements, but unlike most steel contains almost no carbon at all.
This creates a very strong but still malleable metal. Twinning Induced Plasticity (TWIP) steel uses a specific type of strain to increase the effectiveness of work hardening on the alloy. Eglin Steel uses a combination of over a dozen different elements in varying amounts to create a relatively low-cost metal for use in bunker buster weapons. Hadfield steel (after Sir Robert Hadfield) or manganese steel contains 12 – 14% manganese which when abraded forms an incredibly hard skin which resists wearing. Examples include tank tracks, bulldozer blade edges and cutting blades on the jaws of life. A special class of high-strength alloy, the superalloys, retain their mechanical properties at extreme temperatures while minimizing creep. These are commonly used in applications such as jet engine blades where temperatures can reach levels at which most other alloys would become weak.
Most of the more commonly used steel alloys are categorized into various grades by standards organizations. For example, the Society of Automotive Engineers has a series of grades defining many types of steel. The American Society for Testing and 19
Materials has a separate set of standards, which define alloys such as A36 steel, the most commonly used structural steel in the United States.
Though not an alloy, galvanized steel is a commonly used variety of steel which has been hot-dipped or electroplated in zinc for protection against corrosion
Ministry of Steel (India)
The Ministry of Steel, a branch of Government of India, is the apex body for formulating all policies regarding steel production, distribution and pricing in India. All steel companies except Tata Steel are under the administrative control of the Government of India. As of May 2008, The Ministry is headed by a Minister of Cabinet rank, Ram Vilas Paswan, and is assisted by a Minister of State, Akhilesh Das
Steel industry reforms – particularly in 1991 and 1992 – have led to strong and sustainable growth in India’s steel industry.
Since its independence, India has experienced steady growth in the steel industry, thanks in part to the successive governments that have supported the industry and pushed for its robust development.
Further illustrating this plan is the fact that a number of steel plants were established in India, with technological assistance and investments by foreign countries.
In 1991, a substantial number of economic reforms were introduced by the Indian government. These reforms boosted the development process of a number of industries – the steel industry in India in particular – which has subsequently developed quite rapidly.
India continually posts phenomenal growth records in steel production. In 1992, India produced 14.33 million tones of finished carbon steels and 1.59 million tones of pig iron. Furthermore, the steel production capacity of the country has increased rapidly since 20
1991 – in 2008, India produced nearly 46.575 million tones of finished steels and 4.393 million tones of pig iron.
Both primary and secondary producers contributed their share to this phenomenal development, while these increases have pushed up the demand for finished steel at a very stable rate.
In 1992, the total consumption of finished steel was 14.84 million tones. In 2008, the total amount of domestic steel consumption was 43.925 million tones. With the increased demand in the national market, a huge part of the international market is also served by this industry. Today, India is in seventh position among all the crude steel producing countries.
The 1991 reforms allowed for no licenses to be required for capacity creation, except for some locations. Also, once India‟s steel industry was moved from the listing of the industries that were reserved exclusively for the public sector, huge foreign investments were made in this industry. Yet another reform for India‟s steel industry came in 1992, when every type of control over the pricing and distribution system was removed, making the modern Indian Steel Industry extremely efficient, as well as competitive. Additionally, a number of other government measures have stimulated the growth of the steel industry, coming in the form of an unrestricted external trade, low import duties, and an easy tax structure.
21
STEEL PRODUCTION BY COUNTRY
Countries
Production
Countries
Production
CHINA
394.9 Mton
FRANCE
19.5 Mton
JAPAN
112.5 Mton
TAIWAN
18.6 Mton
UNITED
94.9 Mton
SPAIN
17.8 Mton
66.1 Mton
MEXICO
16.2 Mton
SOUTH KOREA 47.8 Mton
CANADA
15.3 Mton
GERMANY
44.5 Mton
UK
13.2 Mton
UKRAINE
38.6 Mton
BELGIUM
10.4 Mton
STATES RUSSIA
22
SWOT ANALYSIS
Strength
Weakness
Opportunities
Threats
Huge fund
Skilled employees
Monopoly
expansion
red tape
rules and regulation
Modernization
World class standard
Legal issues
Security issues
Avtar Steels proposition
Through its large pool of professional experts in varied disciplines of civil aviation, it offers consultancy services in following fields. 1. Feasibility study and master planning 2. Economic impact study. 3. Environment impact study. 4. Construction and operations steels terminals. 5. Communication and navigation 6. HR department 7. Commercial exploitation 8.
R&D
HUMAN RESOURCES OF AVTAR STEELS
Avtar Steels comprises of highly professional motivated and trained man power which helped it emerge as a professional organization on the horizon of aviation sector. High morale of employees continues to boost smooth operation of its steelss towards accomplishing the objective of customer satisfaction. The authority has successfully used the Human Resource Tools like Job Rotation, Redeployment etc to sustain employee's interest in their job. 23
Avtar Steels has a strength of about 21,000 employees both executives and nonexecutives the management of AVTAR STEELS firmly believes that through this invaluable assets of human resources alone, it can achieve its goals utmost care is taken in the employees welfare and various schemes have been introduced for the enlistment and better living standards of the AVTAR STEELS Fraternity.
HIERARCHY OF STAFF AT AVTAR STEELS (IAD)
1
1. GROUP „A‟
2
2. GROUP „B; 3. GROUP „C‟ 4. GROUP „D‟
Levels of Management
3 4
24
CLASSIFICATION OF EMPLOYEES
EXECUTIVES
Group “A”
Exe. Director Gen. Manager Dy. GM Asst. GM Sr. Manager Manager
NON-EXECUTIVES
Group “B”
Asst. Manager Junior Executive Sr. Spdt.
Group “C”
Superintendent Supervisor Sr. Assistant Assistant Jr. Assistant
Group “D”
Sr. Attendant Attendant Jr. Attendant
25
AVTAR STEELS has a professional consultancy division comprising of competent designers, planners, architects, computer analysts and
research engineers. The construction division undertakes execution of projects strictly according to schedule with the use of latest project management techniques and high-tech construction equipment.
AVTAR STEELS MANAGEMENT:
In addition to technical services, AVTAR STEELS provides expertise in steels management. AVTAR STEELS offers know-how and services in the fields of steels and other industries .and financial management.
CUSTOMER SATISFACTION AND SAFETY
Customer satisfaction and safety are the core priorities of AVTAR STEELS. In its endeavor to provide world class passenger amenities and services, the authority is developing move international steelss in the country and improving facilities in Domestic steelss
AVTAR STEELS IS REGISTERED WITH
International Bank of reconstruction and development (world Bank)
International civil aviation organization
African development bank
Asian development bank
Kuwait fund for Arab development
Government of Zambia
Republic of Iraq
26
FOREIGN PROJECTS EXECUTED BY AVTAR STEELS
AVTAR STEELS has undertaken assignments, like steels feasibility studies, steels design project implementation & project supervision, manpower training, Steels mgt and operation on turnkey basics , providing manpower for steels operation including air traffic services, ground navigation / surveillance facilities etc. The AVTAR STEELS has undertaken consultancy projects in Libya, Algeria, Yemen, Maldives, Nauru, Afghanistan, Iraq, Nepal, Nigeria, Zambia etc.
STEELS CLASSIFICATION International steels
There are declared as international steels and are available for scheduled international operations by Indian and foreign carriers. Presently, Mumbai, Delhi, Chennai, Calcutta, and Trivandrum are in this category. Domestic steelss
Customs
steelss
with
limited
international
operations
(Limited
international operations)
Model steelss-runway-7500 feet and terminal capacity is 400 and above, 320 type of air craft.
Other domestic steelss -71
Civil enclaves in defense steels-28
GEOGRAPHICAL CLASSIFICATION OF STEELSS
Northern region
Southern region
Eastern region
Western region
North eastern region
27
28
3. COMPANY PROFILE AVTAR STEELS, CHENNAI DIVISION,
Avtar Steel Ltd. is a conglomerate of companies dealing in manufacturing and
exports ofa diverse range of Stainless Steel‟s INGOTS, HOT ROLLED FLATS, ROLLED ROUNDS, FORGED ROUNDS, BRIGHT BARS as well as ALLOY STEELS also. With two of the companies being established houses – recognized by the government of India as Pvt. Ltd Firms being reputed, High Profile, Independent, Yet Interlinked Units, the picture of a professionally managed and growth oriented industrial empire is complete. The flagship company of Avtar Steel was a humble yet pioneering beginning made by its founder and chairman Mr . B. B. JINDAL in the year 1996. He is very well supported by his two sons Mr. AMIT JINDAL and Mr. SUMIT JINDAL and with the team of professionals who are expert in their respective fields With his courage of conviction and his undeterred pursuits for growth and excellence, the company has assumed its present size and credence of global significance. The journey has been tedious and tiring, the efforts – Herculean, The expectations of its Patrons-Nerve Wrecking and the never receding competition in the global markets – Mind Boggling. Yet success at Avtar Steel has never been an end in itself rather a motivation to outperform its previous accolades. And all through this long, Tedious and soul and body wrecking process of evolution, the beautiful melody of the words of learned David Frost has been its constant companion:
QUALITY POLICY
“To provide our passengers a safe smooth and enjoyable transit through Chennai steels. Also to provide secured and speedy movement of international steels through Chennai steels
29
MISSION
To deliver superior value to our customers, employees and society at large. We will follow
this
principle
in
evaluating
and
guiding
our
business
activities.
We will to set an example of quality works and intend to contribute to build a flourishing economy. We will achieve this by offering our clients a comprehensive portfolio of commercially viable products coupled with the expertise and services required. We will endeavour to create high quality products that enable the growth of our organization. At Avtar Steel Ltd., the well-trained staff will achieve job satisfaction through security, motivation
and
harmonious
work
environments.
VISION
We recognize that every organization is different with its own unique business objectives, commercial approach and culture. That is why we have created flexibility and pragmatism with in our service options enabling us to tailor services to meet specific objectives
Our customers are our biggest asset and customer satisfaction ranks first on our business priorities. Over the years, we have grown to diversify into various fields but never have we let go off our roots. We lay stress on worker‟s training, sensitization, orientation and updating their skills for over all exposure as well as growth
VARIOUS DEPARTMENTS IN AVTAR STEELS CHENNAI
1. Human Resource department 2. Department of finance and Accounts 3. Department of Sales 4. Department of operations 5. Department of commercial 6. Department of Legal 7. Department of project 30
1) HUMAN RESOURCE DEPARTMENT IN AVTAR STEELS CHENNAI
As like any other organization, HR department at AA1 also takes the responsibility in maintaining its employee's welfare as well as its policy. Main functions
It identifies and meets the man power requirements of Chennai steels.
It recruits and selects the Group „C‟ and „D‟ positions
It implements welfare measures and carries out performance appraisal techniques.
It conducts training and development programmes
It ensures discipline and maintains industrial relations.
Quality policy of the HR Department
"Select the right personnel for the Right job and provide him with the right working at". Manpower position at Chennai Steels::
Group
Sanctioned strength
Men in position
Vacancy position
A
78
86
+8
B
143
151
+8
C
668
557
111
D
549
479
82
TOTAL
1438
1273
165
Main activities
1)
Recruitment and promotion cell.
2)
Disciplinary cell.
3)
Performance appraisal cell
4)
Advances (HBA, Vehicle and other advance)
5)
Leave cell
6)
Training and welfare cell.
7)
LTE and CEA cell.
8)
Services records
9)
Central dispatch
10)
Central diary 31
ORGANISATION CHART OF HUMAN RESOURCES DEPARTMENT
STEELS DIRECTOR
DY. GENERAL MANAGER (P&A)
SR. PERSONNEL MANAGER
MANAGER (PERSONNEL)
Personal Assistant
ASST. MANAGER (OFF. LANGUAGE)
Sr. Supdt.(O) R & P Cell
Sr. Asst. (O) Leave Cell
Sr. Supdt. (Hindi Translator)
Sr. Supdt.(O)
Sr.Asst. (O)
Disciplinary Cell
LTC & ALTC
Sr. Asst. (Steno) Hindi
Sr. Supdt.(O) Pay Fixation
Sr. Asst. (O) Advances
Asst. (O) Service Records
Sr. Asst. (O)
Asst.(O) Training & Welfare Cell
Central Dispatch & Diary
Performance Appraisal
Daftry & DMO
Asst.(O)
ALL GROUP ‘D’ STAFF
32
HUMAN RESOURCE POLICY & RULES Transfer policy
Generally, transfers are meant to utilize the individual skill/potential in areas in which he/she has been trained /skilled. The transfer policy shall apply to all the transferable posts in all discipline. 1. Normal transfer season: for both inter region and intra region. Normal transfer season would be (April & May, each year) 2. Inter regional transfer. 3. Intra regional transfer 4. Home town 5. Transfer on promotion. 6. Transfer to tenure stations. 7. Transfer from tenure stations. 8. Exemptions from transfer.
Employee welfare measures in AVTAR STEELS
The employee welfare program at AVTAR STEELS in based on the management policy, which is aimed shaping perfect employees. Therefore, the concept of employee's welfare includes tow aspects, namely physical and mental welfare. Welfare at AVTAR STEELS is, 1. Application of merit system or work performance system as the basis for employee rewarding 2. Employee insurance program to provide the employees with better security. 3. Improvement in health security for one employees and their families, so that they may work confidently and productively. 4. Receives on social psychology no reach a balance between physical and mental well being. 5. Providing facilities for employees to make use of the allowance for housing, vehicles etc. 6. Providing education allowance for employee's children for their studies. 7. Providing rest rooms to five the employees to relax after the light schedule.
33
Employee motivation schemes
1. Incentive scheme for acquiring professional/additional qualifications 2. Production linked incentive 3. Flexible complementing scheme (FCS): Staffs that have been waiting for promotion for long years after completing the eligibility period. 4. Career
progression
scheme
(CPS):
As
a
one
time
measure
Asst.
managers/managers in various disciplines are eligible for consideration for promotion to the next higher post.
Combination of different kinds of leaves / holidays
Regular leave - Saturday, Sundays
Casual leave
Restricted holiday
Compensatory holiday
Holidays
Special casual leave
2) DEPARTMENT OF FINANCE AND ACCOUNTS Functions o
Maintenance of a system of financial control, internal check and financial scrutiny of all expenditure and revenue proposals.
o
Disbursements to staff including retired persons
o
Disbursements to outside agencies for supplies and services provided.
o
Revenue billing, follow up and realization.
o
Preparation of budget and maintenance of a proper system of budgetary control.
o
Maintenance of financial accounts in accordance with the directions of Headquarters and preparations of financial statements.
o
Management of info systems.
o
Coordinating with internal and external audit and government audit for smooth disposal of audit queries. 34
Different sections in accounts department 1.
Revenue section.
2.
Steels accounts section.
3.
Budget and accounts section
4.
Works section
5.
Establishment sections
6.
Contributory provident fund section (CPF)
3) DEPARTMENT OF STEELS
1. Export 2. Import 3. Transshipment AVTAR STEELS air steels terminals provide for truck locks, strong rooms, live animals sheds, hazardous steels go down and palletisation station, offices for airlines, government regulatory agencies, multimodal steels operators, break bulk agents, and consolidators for ease of operation and user convenience.
4) DEPARTMENT OF OPERATIONS
The entire function of the terminal building is been controlled by the operations dept. The work has been divided and is controlled by various sections according to their activities such as house keeping, electronic, material management.
Functions:
Receipt and disposal of complaints and possible action on comments and suggestions from the passenger/user agencies.
To maintain and look after terminal building, city side and baggage make up and baggage breakup areas to ensure service ability of facilities provided. Handling terminal building and air craft emergencies and bomb threats as per laid down emergency procedure.
Handling of VVIPS/VIPS and, up keep and allotment of retiring rooms.
35
Lost and found property receipt, shortages are sent to the department after expiry of 24 hours. Perishable item can be disposed off with in reasonable time.
Coordination with electrical, civil electronics departments for service ability of terminal facilities.
Coordination with airlines/agencies and regulatory authorities in the steels.
Endeavoring enjoyable transit for passengers.
Carrying out terminal inspections, city side, toilet inspections and record observations toilet cave provided.
5) DEPARTMENT OF COMMERCIAL
AVTAR STEELS has over last 10 years or so developed a team of experts in the field of commercial aspects and based on the experience gained, can provide assistance to other steels operators in improving the financial viability of the steelss. Functions:
Management of all commercial revenue contracts
All space allotment s in the steels area
Insurance of AVTAR STEELS assets
Allotment of residential quarters
Allotment of community centre
Recommendation of passes to concessionaires/agencies.
Manage ground handling functions
Administrative work.
6) DEPARTMENT OF LEGAL Objectives: o
To minimize the cases against AVTAR STEELS
o
Providing legal assistance/advice to other dept on the queries required.
o
Speedy disposal of the files.
36
o
Attending and making available facts oat the time of contingency situations of AA1 and acting according to the contingency plan.
Documents maintained: o
Policy circular issued of the HQ.
o
Regulation of AA1.
o
Delegation of power.
o
Judgment copies of the important cases.
o
Notification files.
7) DEPARTMENT OF GROUND FLIGHT SAFETY Functions:
Issue of temporary/permanent vehicle permits.
Arranging airfield environment management and aerodrome
committee
meetings.
Issue of airfield driving permit to drivers/operators.
Arranging full scale aircraft crash mockup exercise.
Arranging for disabled aircraft movement.
Correspondence with air traffic services/ Hqrs/ airlines/ municipalities.
Implement safety management systems and future developments
8) DEPARTMENT OF PROJECT
The project department handles with under taking of new projects for the development or the expansion of the steels. There are two major sub divisions which handle the project by the specific department. They are 1) Electrical division 2) Civil division
Electrical department:
As per the head of the department DGM shall be over all in charge for proper administration of "Work contract" and shall ensure that all provisions of the contract agreement are correctly implemented and installed of the same quality.
37
RESPONSIBILITIES AND FUNCTIONS:
Over all proper admin of work contract and shall ensure that all provisions of contract agreement are correctly implemented. To accord technical sanction and approval of draft NIT as per Delegation of power. To assist and guide engineer-in charge. In processing and defending the arbitration proceedings. To exercise effective budgetary control. To issue completion certificates. To attend periodical HOD meetings conducted by APD.
Civil Department:
The main duty of civil department is to examine the details which are given in the report as per the requirement. The total expenses for the completion of the project, number of bricks required, and time required for the completion of the project and the necessity of the product. Duties and Responsibilities o
To project yearly budget for the maintenance and original works.
o
Responsible for utilization of funds provided in the approved budget.
o
To guide engineer in charge and approval of extra items/ substituted items.
o
To finalize replies to CTE'S observations and submit the same with in the stipulated time.
o
Follow up observations of quality control and those raised by technical and financial audit.
o
To exercise effective budgetary control.
o
The civil department is not only responsible for the construction works but also take care of the environment of the steels through horticulture. 38
39
PRODUCT PROFILE Avtar steels has a huge amount of products dealing with and it continues to produce more for the welfare of the society. Following are some of the products of the company
1. INGOTS:
Ingots of all sizes and lengths confirming to all standards and grades are manufactured at Avtar Steel. The products are well-suited for all industrial applications It covers the range of both standard as well as special products. Ingots are manufactured confirming to ISO standards. Avtar Steel manufacture all types of : INGOT SIZES
WEIGHT OF THE INGOT
In Inches
In Millimeters
......In Kgs/piece
3X4X47
76X102X1194
65
4X5X39
102X127X991
90
4X5X47
102X127X1194
110
4X5X47
101X127X1194
135
5.5X6.5X46
140X165X1169
200
7X8X39
178X203X991
275
7X8X47
178X203X1194
325
7.25X8.25X47
184X210X1194
210
8X9X47
203X229X1194
400
40
2.
BRIGHT BARS :
In Steel Industry we are known amongst the Best Bright Bar producers in INDIA. The production range includes Rounds, Flats, Ingots, Strips up to 15000 tons per annum.
3. HOT ROLLED BLACK BARS:
Our Hot Rolled Bar is perfect product for the needof the forging companies, likewise upsetting or Re-Rolling.
While hot rolling by selection of the most appropriate Ingot/ Billet size optimum reduction ratios are maintained. Which further ensure the complete breakage of as cast product and afterwards resulting the good internal soundness in the rolled products.
At every step proper identification and traceability of the material is maintained for the proper sorting of the material as per grade vise.
4. FLATS:
Flats of different sizes and lengths confirming to all standards and grades are manufactured at Avtar Steel. The products are well-suited for all industrial applications It covers the range of both standard as well as special products. Flats are manufactured confirming to ISO standards. 5. FORGED :
Heavy Forged rounds weighing are specially used in forging industry. We at AVTAR STEEL offer forging rounds for the various application likewise forging upsetting , ring rolling, production of bars, flats, and large sized flanges. 6. HOT ROLLED PATTI:
41
Flat strips of different sizesand lengths confirming to all standards and grades are manufactured at Avtar Steel. The products are well-suited for all industrial applications It covers the range of both standard as well as special products. Flats are manufactured confirming to ISO standards.
7. FLAT (ACID BRIGHT):
Flats of acid bright of different sizes and lengths confirming to all standards and grades are manufactured at Avtar Steel. The products are well-suited for all industrial applications It covers the range of both standard as well as special products. Flats are manufactured confirming to ISO standards. Avtar Steel manufacture all types of Flats (Acid Bright): THICKNES
WIDTH
LENGTH in ( in inches)
5 mm
160 mm & 170 mm
up to 6 Mtr
6 mm
160 mm & 170 mm
up to 6 Mtr
8 mm
160 mm & 170 mm
up to 6 Mtr
10 mm
160 mm & 170 mm
up to 6 Mtr
12 mm
160 mm & 170 mm
up to 6 Mtr
16 mm
160 mm & 170 mm
up to 6 Mtr
20 mm
160 mm & 170 mm
up to 6 Mtr
25 mm
160 mm & 170 mm
up to 6 Mtr
30 mm
160 mm & 170 mm
up to 6 Mtr
8. COLD ROLLED PATTA: Cold Rolled Patta of different sizes and lengths confirming to all standards and grades
are manufactured at Avtar Steel. The products are well-suited for all industrial applications It covers the range of both standard as well as special products are manufactured confirming to ISO standards.
42
Avtar Steel manufacture all types of Cold Rolled Flat (Bright Patta):
Thickness (In mm)
Width (In mm)
Length (In inches)
3mm
500 mm
90"
4mm
400 mm
70"
5mm
400 mm
60"
43
4. REVIEW OF LITERATURE 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.
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.
44
* 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.
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.
* Stephen Robbins, “Organizational Behavior”, Prentice Hall, U.K, 1989 pp 499-501. 45
Cooper. C. L. and Marshall. J, “Understanding Executive Stress”, The McMillan Press Ltd, 1978 p 4.
46
5.
OBJECTIVES OF THE STUDY
Primary objective:
To undergo an in-depth study about the stress among the employees of AVTAR STEELS.
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.
To study about the effects of stress on employees in AVTAR STEELS.
To identify the coping strategies to manage stress.
47
48
6. SCOPE OF THE STUDY
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. Hence this study would help the organization to know the factors of stress and to reduce the stress in employees. Since it is a well known fact that healthy employee is a productive employee.
49
50
7. LIMITATIONS OF THE STUDY
In
spite
of
the
precautions,
vigilance
and
scrupulousness taken by the investigator to make the study objective, it cannot be denied that there are certain limitations.
The employees were reluctant to give correct information.
Even though the employees gave correct information during the unstructured interview conducted, they gave positive answer while answering the questionnaire.
The investigator intended to cover only few areas of stress relevant to the proposed study.
As the study was done within a limited time, investigator could not select a sufficiently large sample for the study.
51
52
8. 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.
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.
53
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 in AVTAR STEELS.
Findings are made and necessary suggestions and recommendations are given.
54
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:
questionnaires
interviews
focus group interviews
observation
case-studies
diaries
critical incidents
portfolios.
55
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.
DATA COLLECTION METHOD
56
The data collection method used in this research is survey method. Here the data are systematically recorded from the respondents.
RESEARCH TOOL
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
57
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 AVTAR STEELS are the sample unit in the survey.
SAMPLE SIZE
The sample size chosen for this study is 100. HR
-
15
CIVIL
-
10
ELECTRICAL
-
STEELS
10 -
ACCOUNTS
-
25
COMMERCIAL
-
5
35
---------100 TYPE OF SAMPLING
58
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.
STATISTICAL METHODS USED
Percentage analysis
Bars & charts
Pie diagrams
STATISTICAL TOOLS USED
Chi-square test
Weighted average
PERCENTAGE ANALYSIS:
Percentage refers to a special kind of ratio. Percentages are used in making comparison between two or more series of data. Percentage is used to describe relative terms the distribution of two or more series of data. No. of Respondents Percentage of Respondents
=
------------------------
X 100
Total Respondents
59
DEFINITION OF HYPOTHESIS:
According to Goode and Hatt, "Hypothesis is a proposition, which can be put to test to determine validity". A hypothesis can be defined as a logically conjectured relationship between two or more variables expressed in the form of testable statement. NULL HYPOTHESIS (H0):
Null hypothesis is formulated only to test whether there is any relationship between variables related to the problem being studied. Usually the null hypothesis is formed as a negative statement. ALTERNATE HYPOTHESIS (H1):
Alternate Hypothesis (H 1) is a statement, which is accepted after the null hypothesis is rejected based on the test result. The alternate hypothesis usually is formed as a positive statement CHI-SQUARE TEST:
The Chi-Square test is one of the simplest and most widely used non parametric tests in statistical work. The symbol X 2 is the Greek letter Chi. Karl Pearson first used the chi-square test in the year 1980. The quantity chi-square describes the magnitude of the discrepancy between theory and observation.
In this Chi-square test Yates correction is used when the value of observed frequency in less than 10. The formula is given as,
X 2
2
= (|Oi – Ei|) Ei
Power of Association Test:
If calculated value (cal) >
X 2
table value the Null
hypothesis is rejected and it is interpreted that the two variables are associated with each other. This chi-square test is strong one for determining the existence of association between two variables.
60
WEIGHTED AVERAGE:
It can be defined as an average whose component items are multiplied by certain values (weights) and the aggregate of the products are divided by the total of weights. If x1, x2, x3 ...xn are n values and f 1, f 2, f 3........f n are their weights (frequencies) respectively then, f 1x1+f 2x2+.....+f nxn X = --------------------------f 1+f 2+.......+f n
PILOT STUDY (Tested with 10 samples initially):
Pilot study is defined as a study, which is done in the initial stage of the project in order to find the reliability of the questionnaire and to restructure the questionnaire on the respondent's suggestions. IMPORTANCE OF PILOT STUDY:
It will increase the reliability of the scheduler.
It helps to restructure the scheduler.
It identifies the defects in the scheduler.
It helps to add or remove the questions in the scheduler.
AREA AND PERIOD OF SURVEY:
The project is being done for a period for three months from January 7, 2008 to April 7, 2008 and the survey was conducted in AVTAR STEELS, Chennai.
61
62
9. DATA ANALYSIS AND INTERPRETATIONS
Table 9.2: AGE WISE CLASSIFICATION OF EMPLOYEES
AGE
NO. OF RESPONDENTS
(21-30) YRS
25%
75
(41-50) YRS
24%
72
50 & ABOVE YRS Total
23%
69
(31-40) YRS
PERCENTAGE
28%
84 300
100%
CHART 9.2: AGE WISE CLASSIFICATION OF EMPLOYEES
90 80 70 60 50 40 30 20 10 0
NO. OF RESPONDENTS
R S R S R S R S Y Y Y Y ) ) ) E 0 3 0 4 0 5 V 1 1 1 O 2 3 4 B ( ( ( A & 5 0
Inference:
It is observed from the survey that 25% of the respondents are between (31-40) yrs, 24% of the respondents are between (41-50) yrs, 28% of the respondents are above 50 years and 23% of the respondents are between (21-30) yrs.
63
TABLE 9.3: GENDER WISE CLASSIFICATION OF EMPLOYEES
GENDER MALE FEMALE Total
NO. OF RESPONDENTS 171 129 300
PERCENTAGE 57% 43% 100%
CHART 9. 1: GENDER WISE CLASSIFICATION OF EMPLOYEES
MALE FEMALE
Inference:
It is found from the survey that 57% of the respondents are male and 43% of the respondents are female.
64
TABLE 9.4: CLASSIFICATION ON EDUCATIONAL QUALIFICATION
QUALIFICATION SSLC UNDER GRADUATE POST GRADUATE TECHNICAL PROFESSIONAL Total
NO. OF RESPONDENTS 60 69 51 51 69 300
PERCENTAGE 20% 23% 17% 17% 23% 100%
CHART 9. 2: CLASSIFICATION ON EDUCATIONAL QUALIFICATION
SSLC UNDER GRADUATE POST GRADUATE TECHNICAL PROFESSIONAL
Inference:
It is evident from the survey that 69% of the respondents are professionally qualified,23% of the respondents have graduation, 17% of the respondents have post graduation and technically qualified, 20% of the respondents have only done finished SSLC.
65
TABLE 9.5: WORK EXPERIENCE WITH AVTAR STEELS
ATTRIBUTES < 5 YRS (5-10) YRS (10-15) YRS > 15 YRS TOTAL
NO. OF RESPONDENTS 75 69 84 72 300
PERCENTAGE 25% 23% 28% 24% 100%
CHART 9. 5: WORK EXPERIENCE WITH AVTAR STEELS
90 80 70 60 50
NO. OF RESPONDENTS
40 30 20 10 0 <5 YRS
(5-10) YRS
(10-15) YRS
> 15 YRS
Inference:
It is found from the survey that 24% of the respondents have more than 15 years of experience, 23% of the respondents have (5-10) yrs of experience and 28% of the respondents have their experience between (10-15)yrs remaining 24% of the respondents have less than 5 years of experience.
TABLE 9.6: PHYSICAL WORKING CONDITION OF THE ORGANIZATION
66
SATISFACTION
NO. OF RESPONDENTS
HIGHLY SATISFIED
69
SATISFIED
84
NUETRAL
72
HIGHLY DISSATISFIED
51
DISSATISFIED
24
TOTAL
300
PERCENTAGE
23% 28% 27% 17% 8% 100%
CHART 9.6: PHYSICAL WORKING CONDITION OF THE ORGANIZATION
90 80 70 60 50 40 30 20 10 0
NO. OF RESPONDENTS
D Y E I L F H S G I I T H A S
D E I F S I T A S
L A R T E U N
D E I Y F L S H I T G A I H S S I D
D E I F S I T A S S I D
Inference:
It is found from the survey that more than half of the respondents (28%) are satisfied with the physical working condition of the organization. 27% of the respondents are neither satisfied nor dissatisfied with the physical working condition of the organization, 23% of the respondents are highly satisfied with the physical working condition of the organization, 17% of the respondents are highly dissatisfied wth physical condition provided and 8% respondents are dissatisfied with physical working condition of the organization. 67
TABLE 9.7: OPINION ABOUT ABOUT THE PAYPACKAGE PROVIDED BY THE ORGANIZATION
68
SATISFACTION
NO. OF RESPONDENTS
HIGHLY SATISFIED
PERCENTAGE
28%
84
SATISFIED
24%
72
NUETRAL
23%
69
HIGHLY DISSATISFIED
8%
24
DISSATISFIED
17%
51
TOTAL
100%
300
CHART 9. 3 : OPINION ABOUT THE PAY PACKAGE
90 80 70 60 50 40 30 20 10 0
NO. OF RESPONDENTS
D Y E I L F H S G I I T H A S
D E I F S I T A S
L A R T E U N
D E I Y F L S H I T G A I H S S I D
D E I F S I T A S S I D
Inference:
It is evident from the survey that 28% of the employees are highly satisfied with the pay scale provided, 24% of the respondents are satisfied with their pay scale, 23% of them are neither satisfied nor dissatisfied, 8% of them are highly dissatisfied, and 17% of the respondents are dissatisfied with the pay scale provided.
69
TABLE 9.8: OPINION ABOUT THE JOB
NO. OF RESPONDENTS
PERCENTAGE
CHALLENGING
24
8%
INTERESTING
84
28%
ROUTINE
51
17%
BORING
72
24%
MONOTOUS
69
23%
TOTAL
300
100%
PARTICULARS
CHART 9.4: OPINION ABOUT THE JOB
90 80 70 60 50 40 30 20 10 0
PARTICULARS NO. OF RESPONDENTS
N G T I N G T I N E I N G O U S I N G E S O U B O R O T E L L T E R R O N A M C H I N
Inference:
It is observed from the survey that 28% of the respondents feel the job interesting, 24% of them feel it boring, 17% of the respondent feel it routine, 23% of them feel it boring and 8% of them feel it challenging.
70
TABLE 9.9: OPINION ABOUT THE COMPLETION OF THE WORK AT THE SPECIFIED TIME
SATISFACTION STRONGLY AGREE AGREE UNDECIDED STRONGLY DISAGREE DISAGREE TOTAL
NO. OF RESPONDENTS 69 24 72 84 51 300
PERCENTAGE 23% 8% 24% 28% 17% 100%
CHART 9. 9: PROGRAMS THAT COULD BE ADAPTED TO MANAGE STRESS
90 80 70 60 50 40 30 20 10 0
NO. OF RESPONDENTS
Y L E G E N R O G R A T S
E E R G A
D E D I C E D N U
Y E L E G R N G O A R S T I S D
E E R G A S I D
Inference:
It is found from the survey that 23% of them strongly agree that they can complete the work at time, 8 % of them agree that they can complete work at time, 24% of them have no idea, 28% of them strongly disagree that they cannot complete the work in time, 17% of them disagree that they cannot finish the work in time.
TABLE 9.10: WORK OVERLOAD
71
PARTICULARS STRONGLY AGREE AGREE UNDECIDED DISAGREE STRONGLY DISAGREE TOTAL
PERCENTAGE 17% 28% 24% 23% 8% 100
CHART 9. 10 : WORK OVERLOAD
Y E L E G R N G O A R S T I S D D E D I C E D N U Y L E G E N R O G R A T S
NO. OF RESPONDENTS 51 84 72 69 24 300
NO. OF RESPONDENTS
0
50
100
Inference:
It is observed from the survey that 17% of the respondents are overloaded with work, 24% left it undecided and 23% of the respondents say that they are not overloaded with work.
72
TABLE 9.11: STRESS IN JOB
PREFERNCE YES NO TOTAL
NO. OF RESPONDENTS 183 117 300
PERCENTAGE 61% 39% 100%
CHART 9. 11: STRESS IN JOB
YES NO
Inference:
It is evident from the survey that 61% of the respondents suffer stress and 31% of the respondents do not suffer stress.
TABLE 9. 12: STRESS CAUSING FACTORS AMONG DIFFERENT LEVELS OF EMPLOYEES
73
FACTORS
ROLE OVERLOAD
NO.OF RESPONDENTS
120
ROLE UNDERLOAD
93
INTERPERSONAL RELATIONSHIP
87
TOTAL
300
PERCENTAGE
40% 31% 29% 100%
CHART 9. 12: STRESS CAUSING FACTORS AMONG DIFFERENT LEVELS OF EMPLOYEES
140 120 100 80 60 40 20 0
NO.OF RESPONDENTS
D A D A L H I P A N L O R L O S O O N S R E D E E R T I O V U N R P L A L E L E T E R E O I N R R O
Inference:
It is observed from the survey that for most of the respondents of all the level of employees role overload is the major stress causing factor; the second place goes to the role under load and then comes the inter personal relationship
TABLE 9.13: KIND OF STRESS IN JOB AMONG DIFFERENT AGE GROUP
74
PARTICULARS
NO.OF RESPONDENTS
PHYSICAL
93
MENTAL
87
BOTH
120
TOTAL
300
PERCENTAGE
31% 29% 40% 100%
CHART 9. 13: KIND OF STRESS AMONG DIFFERENT AGE GROUP
140 120 100 80
NO.OF RESPONDENTS
60 40 20 0
A L C S I Y P H
A L T N E M
T H O B
Inference:
It is found from the survey that 31% of them suffer physical stress, 29% of them suffer mental stress and the remaining of them suffer from both the stress.
75
TABLE 9. 14: LEVEL OF STRESS
LEVEL OF STRESS VERY HIGH HIGH MODERATE LOW VERY LOW TOTAL
NO. OF RESPONDENTS 72 69 51 72 36 300
PERCENTAGE 24% 23% 17% 24% 12% 100%
CHART 9.14: LEVEL OF STRESS
W L O T E A E R D M O G H H I G H I H Y R V E
NO. OF RESPONDENTS
0
20
40
60
80
Inference:
It is found from the survey that 17% of the respondents have moderate level of stress, 24% of the respondents have high level of stress, and only 12% of the respondents have very low level of stress.
76
TABLE 9.15: PHYSICAL INCONVENIENCE DUE TO STRESS
PREFERNCE YES NO TOTAL
NO. OF RESPONDENTS 156 144 300
PERCENTAGE 52% 48% 100%
CHART 9. 15: PHYSICAL INCONVENIENCE DUE TO STRESS
YES NO
Inference:
It is evident from the survey that 52% of the respondents suffer from physical inconvenience due to stress and 48% of the respondents do not suffer stress.
TABLE 9.16: KIND OF INCONVENIENCE
77
INCONVENIENCE HEADACHE HIGH BLOOD PRESSURE DIGESTIVE PROBLEM HYPERTENSION NERVOUSNESS TOTAL
NO. OF RESPONDENTS 72 36 69 72 51 300
PERCENTAGE 24% 12% 23% 24% 17% 100%
CHART 9.16: KIND OF INCONVENIENCE
80 70 60 50 40 30 20 10 0
NO. OF RESPONDENTS
E H C A D A E H
D E O R O U L S B S H E G R I H P
E V M I T E L S B E O G I R D P
N O I S N E T R E P Y H
S S E N S U O V R E N
Inference:
It is observed from the survey that most of the respondents 24% suffer from headache and hypertension and second comes the digestive problem due to stress, then comes the nervousness and only less % of the respondents suffer from nervousness and digestive problems.
78
TABLE 9.17: ORGANIZATION STEPS TO MANAGE STRESS
PREFERENCE YES NO TOTAL
NO. OF RESPONDENTS 153 147 300
PERCENTAGE 51% 49% 100%
CHART 9.17: ORGANIZATION STEPS TO MANAGE STRESS
YES NO
Inference:
It is evident from the survey that 51% of the respondents agrees that their organization is helping them in overcoming stress, and the 49% of them are not satisfied with the help provided by the organization to overcome stress.
TABLE 9.16: KIND OF INCONVENIENCE
79
INCONVENIENCE HEADACHE HIGH BLOOD PRESSURE DIGESTIVE PROBLEM HYPERTENSION NERVOUSNESS TOTAL
NO. OF RESPONDENTS 72 36 69 72 51 300
PERCENTAGE 24% 12% 23% 24% 17% 100%
CHART 9.16: KIND OF INCONVENIENCE
80 70 60 50 40 30 20 10 0
NO. OF RESPONDENTS
E H C A D A E H
D E O R O U L S B S H E G R I H P
E V M I T E L S B E O G I R D P
N O I S N E T R E P Y H
S S E N S U O V R E N
Inference:
It is observed from the survey that most of the respondents 24% suffer from headache and hypertension and second comes the digestive problem due to stress, then comes the nervousness and only less % of the respondents suffer from nervousness and digestive problems.
TABLE 9.18 PROGRAMS THAT COULD BE ADABTED TO MANAGE STRESS
80
PARTICULARS EMPLOYEE COUNSELING EFFECTIVE & TRAINING DEVELOPMENT PROGRAM WORK GROUPS HEALTH CLUBS AUTONOMOUS TRANSPORT SUBSIDY TOTAL
NO. OF RESPONDENTS 72
PERCENTAGE
36
12%
69 72 0 51 300
23% 24% 0% 17% 100%
24%
CHART 9.18: PROGRAMS THAT COULD BE ADABTED TO MANAGE STRESS
80 70 60 50 40 30 20 10 0
NO. OF RESPONDENTS
E G I E N Y L O E L S P N M U E O C
S P U O R G K R O W
S U O M O N O T U A
Inference:
It is observed from the survey 24%
of them recommend employee
counseling,12% of them need effective training, 23% need work groups, 24% need health groups, and the remaining need transport subsidy.
81
TABLE 9.19: OPINION ABOUT COUNSELING TO REDUCE THE STRESS
PARTICULARS STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE TOTAL
NO. OF RESPONDENTS 51 84 72 69 24 300
PERCENTAGE 17% 28% 24% 23% 8% 100%
CHART 9. 19 : OPINION ABOUT COUNSELING TO REDUCE THE STRESS
90 80 70 60 50 40 30 20 10 0
NO. OF RESPONDENTS
Y L E G E N R O G R A T S
E E R G A
L A R T U E N
E E R G A S I D
Y E L E G R N G O A R S T I S D
Inference:
From the above we can find that17% of them strongly agree that counseling can overcome stress, 28% of them agree that they can over come stress through counseling, 24% of them don‟t have any idea, 28% disagree and the remaining disagree.
82
TABLE 9.20: ORGANIZATION POLICIES AND PROCEDURES ARE STRESS FREE
PARTICULARS HIGHLY ACCEPTED ACCEPTED NOT ACCEPTED HIGHLY NOT ACCEPTED TOTAL
NO. OF RESPONDENTS 51 84 72
PERCENTAGE 17% 28% 24%
31%
93 300
100%
CHART 9. 20: ORGANIZATION POLICIES AND PROCEDURES ARE STRESS FREE
100 90 80 70 60
NO. OF
50 40 30
RESPONDENTS
20 10 0 D Y E L T H P E G I C H C A
D E T T P O E N C C A
Inference:
It is observed from the survey that most of the respondents accept that the companies policies are stress free, 28% of them have accepted that organization policies are stress free, 24% of them have not accepted it, 31% of them have not accepted that their organization policy is full of stress.
TABLE 9.21: BEST INTERVENTION TO REDUCE STRESS
83
PARTICULARS RELAXATION TECHNIQUES TIME MANAGEMENT TRAINING AND DEVELOPMENT WORKING TOTAL
NO. OF RESPONDENTS
PERCENTAGE
31%
93 84
28% 24%
72 51 300
17% 100%
CHART 9. 21: BEST INTERVENTION TO REDUCE STRESS
100 90 80 70 60 50 40 30 20 10 0
NO. OF RESPONDENTS
n s o e i t u q a i x n a h l e c e R t
T N E E M E M I G T A N A M
D T N N A E G M N P I O N L I A E R V T E D
G N I K R O W
Inference:
It is observed from the survey that most of the respondents 31% says that relaxation techniques, 28% of them need time management,24% says that training is the best intervention,17% says working intervention is the best thing to overcome stress.
TABLE 9.22: OPINION ABOUT INTERPERSONAL RELATIONSHIP
84
PARTICULARS STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE TOTAL
NO. OF RESPONDENTS 51 84 72 69 24 300
PERCENTAGE 17% 28% 24% 23% 8% 100
CHART 9. 22 : OPINION ABOUT INTERPERSONAL RELATIONSHIP
90 80 70 60 50 40 30 20 10 0
NO. OF RESPONDENTS
Y L E G E N R O G R A T S
E E R G A
L A R T U E N
E E R G A S I D
Y E L E G R N G O A R S T I S D
Inference:
From the above we can find that17% of them strongly agree that they have strained interpersonal relationship, 28% of them agree that they have strained interpersonal relationship stress , 24% of them don‟t have any idea, 28% disagree that they do not have strained interpersonal relationship.
TABLE 9.23: OPINION ABOUT STRESS LEVEL IN NIGHT SHIFT COMPARED TO DAY SHIFT
85
PARTICULARS VERY HIGH HIGH MODERATE LOW VERY LOW TOTAL
NO. OF RESPONDENTS 51 84 72 69 24 300
PERCENTAGE 17% 28% 24% 23% 8% 100
CHART 9. 22 : OPINION ABOUT STRESS LEVEL IN NIGHT SHIFT COMPARED TO DAY SHIFT
90 80 70 60 50 40 30 20 10 0
NO. OF RESPONDENTS
G H I G H A T E L O W O W I H H R L E Y Y D R R V E V E M O
Inference:
From the above we can find that17% of them strongly agree that they have stress in night shift, 28% of
them agree that they have stress in night
shifts,24% of them don‟t have any idea, 28% disagree that they do not have any stress in night shift.
TABLE 9.24: SPENDING THE WEEKEND
86
PARTICULARS GOING TO MOVIES GET TOGETHER VISIT FRIENDS/RELATIVES MUSIC CLASSES ANY OTHER (SPECIFY) TOTAL
NO. OF RESPONDENTS 84 51
PERCENTAGE 28% 17%
24%
72 69 24 300
23% 8% 100
CHART 9.24: SPENDING THE WEEKEND
90 80 70 60 50 40 30 20 10 0
NO. OF RESPONDENTS
O S T E G I V N I O O M G
R E H T E G O T T E G
V I T A L E T I R / S S I S E V D N E I R F
S E S S A L C C I S U M
R ) E Y H F T I O C E Y P N S A (
Inference:
From the above we can find that 28% of them would like to go to movies, 17% would like a get together,24% would like to visit friends/relatives, and23% would like to go to music class and the remaining prefer any other thing.
TABLE 9.25: FAMILY FACTOR WHICH INFLUENCE STRESS
87
NO.OF RESPONDENTS
PARTICULARS
DEPENDENT
93
ILLNESS
87
FINANACIAL POSITION
60
OTHER PROBLEMS
60
TOTAL
300
PERCENTAGE
31% 29% 20% 20% 100%
TABLE 9.25: FAMILY FACTOR WHICH INFLUENCE STRESS
100 90 80 70 60 50 40 30 20 10 0
NO.OF RESPONDENTS
T N E D N E P E D
S S E N L L I
L A I N C O I A T N I A S O N I P F
S R M E E H L T B O O R P
Inference:
It is found from the survey that 31% of them says dependency influence stress, 29% says that illness influence stress, 20% of them says that financial as well as other problem influence stress.
TABLE 9.26: PERSONAL FACTOR INFLUENCING STRESS
88
NO.OF RESPONDENTS
PARTICULARS
PERCEPTION
20%
60
ATTITUDE
29%
87
HEALTH CONDITION
20%
60
PERSONALITY
31%
93
TOTAL
PERCENTAGE
100%
300
TABLE 9.26:PERSONAL FACTOR INFLUENCING STRESS
100 90 80 70 60 50 40 30 20 10 0
NO.OF RESPONDENTS
N O I T P E C R E P
E D U T I T T A
N H O T I L T I A D E N H O C
Y T I L A N O S R E P
Inference:
It is found from the survey that 20% of them says perception influence stress, 29% says that attitude influence stress, 20% of them says that health condition influence stress, and the remaining says that personality influence stress.
89
TABLE 9.27: STRATERGY TO REDUCE STRESS
FACTORS
HIGHLY SATISFIED
SATISFIED
NEUTRA L
DISSATI SFIED
TOTA L
10 17
HIGHLY DISSATISF IED 11 20
YOGA MEDITATIO N MOTIVATIO N COUNSELIN G INDOOR GAMES OHTERS
10 10
10 11
10 11
50 69
1 2
11
11
10
20
20
72
2
0
0
0
9
0
11
20
20
11
11
72
2
2
10
6
10
0
28
6
9
3
CHART 9.27: STRATERGY TO REDUCE STRESS
80 70 60 50 40 30 20 10 0
PERCENTAGE
YOGA meditation MOTIVATION COUNSELING INDOOR GAMES OHTERS
d i e d t r a l i e d i e d o t a l e i s f t i s f e u t i s f t i s f T i t S a S a N i s s a i s s a y l D y D h g i h l H g i H
Inference:
It is found from the above table that 17% prefer yoga, majority prefer indoor games, and the next majority prefer motivation.
90
CHI-SQUARE TEST ON SPENDING WEEKEND Vs STRATEGY TO REDUCE STRESS Null Hypothesis (H0): There is no significant relation between spending weekend and
strategy to reduce stress Alternate Hypothesis (H1): There is a significant relation between spending weekend
and strategy to reduce stress
TABLE 9.22: CROSS TABULATION FOR SPENDING WEEKEND Vs
STRATEGY TO REDUCE STRESS STRATEGY
MEDITA
MOTIV
COUNS
TION
ATION
ELING
-
-
4
-
4
4
16
8
2
28
8
22
10
10
48
-
4
4
2
12
-
-
6
-
8
12
42
32
14
100
YOGA
ROW INDOOR TOTAL GAMES OTHER
SPENDING WEEKEND
GOING TO MOVIES GET TOGETHER VISIT TO FRIENDS/ RELATIVES MUSIC CLASSES ANY OTHER COLUMN TOTAL
91
Degrees of freedom = 12 Calculated value = 27.497 For 12 degrees of freedom at 5% level of significance, the chi-square table value is 5.226.
Inference:
Calculated value > Tabulated value. Hence H0 is rejected and H 1 is accepted.
Conclusion:
There is a significant relation between the spending weekend and strategy to reduce stress
92
93
FINDINGS
Out of the total sample most of the respondents are male and many are between 50 and above. Most of the respondents are under graduate and have professional qualification.
Most of the respondents have 10-15 years of long association with the organization.
Almost all the respondents are satisfied 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.
94
Employee counseling and effective training & development programs are the company wide programs that could be adapted to manage stress.
95
10.
SUGGESTIONS
The employees must give importance to time management techniques there by they can complete their work within the specified time.
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.
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.
Engaging the bored employee in aerobic exercise, because it stimulates the brain and the body. Also the employee must do meditation and yoga in their daily life.
96
11.
CONCLUSION
Stress in the work place has become the black plague of the present century. Much of the stress at work is caused not only by work overload and time pressure but also by lack of rewards and praise, and more importantly, by not providing individuals with the autonomy to do their work as they would like. Most of the employees were not satisfied with the grievance handling procedure of the organization which was found by the unstructured interview.
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”
97
98
BIBLIOGRAPHY BOOKS 1. Ahuja. K.K- “Industrial psychology and organiz ational behavior”, Khanna publishers, New Delhi, 1991. 2.
Biswanath Ghosh- “A new look organizational behavior”, Himalaya Publishing House New Delhi, 1994.
3.
Finemann- “A Psychological Model of Stress and its application to managerial unemployment”, Human relations, 1979.
4.
Ghosh P.K. and Ghorpade M.B. - “Industrial and Organizational Psychology”, Himalaya Publishing House, Bombay 1991.
5.
Kapur
S.K,
Punia
B.K.-“Organizational
Behavior
and
Management”,
S.K.Publishers, New Delhi. 6.
Laurie J. Mullins – “Organizational Behavior”, Pitman’s publishing Ltd, London, 1990.
7.
PaulHersey, Kenneth H. Blanchard, Dewey E. Johnson –“Organizational Behavior”, Prentice Hall of India Pvt. Ltd, 1998.
8.
Srivastava.A.K, “A study of Roll Stress Mental health relationship a moderator by adopted coping strategies, psychological studies”, 1991.
9. Stephen P. Robbins, “Organizational Behavior”, Prentice Hall, U .K. 1999.
JOURNALS AND MAGAZINES 1.
Business line, “The stress is beginning to show”, Financial Express published by Hindu, Trivandrum, 1989.
2.
Brief A.P. and Atieth J.M., “Studying Job Stress: Are we making mountains out of mole Hills?” Journal of occupational behavior, 1987.
3.
Jamal M., “Job Stress-Prone Type A behavior and personal and organizational consequences”, Canadian Journal of Administrative.
4.
Dr.Satish Chandra Pandy, “Indian ways of winning Stress”, The Journal of Indian Management and Strategy, 1997.
99
100
101
QUESTIONNAIRE PERSONAL PROFILE Kindly provide your valuable personal information. :
_______________________
Dept:
_______
1. Name: 1. Age group
(2
(21-30) yrs
(31-40) yrs
(41-50) yrs 2.
Sex :Male / Female
3.
Educational Qualification:
5.
Experience
yrs
50 & above yrs
SSLC/UG/PG/Technical/Professional < 5 yrs
:
(5-15)
> 15 yrs
QUALITY OF WORK LIFE
6.
How do you feel about the physical working condition of the organization? Highly satisfied
Satisfied
Neutral
Highly dissatisfied
Dissatisfied 7.
How do you feel about the psychological working condition of the organization? Highly Amicable
8.
Neutral
Strained
Very poor
What is your opinion about the training programs conducted in the organization? Excellent
9.
Cordial
Good
Better
Bad
Worse
How do you feel about the pay package provided by the organization? Highly satisfied
Satisfied
Neutral
Highly
dissatisfied Dissatisfied 10.
How do you feel about your job? Challenging
Interesting
Routine
Monotonous
Boring 11.
Do you agree that you can complete your work within the specified time? Strongly agree
Agree
Undecided
Strongly Disagree
Disagree 102
12.
Do you agree that you are overloaded with work? Strongly agree
Agree
Undecided
Strongly Disagree
Disagree
13.
Do you suffer any stress in your job?
Yes
No
FACTORS AND EFFECTS OF STRESS
14.
In your accordance which of the following factors cause more stress? Role overload
15.
Role under load
What kind of stress do you suffer in your job? Physical
16.
Interpersonal relationship
Mental
Both
What is the level of stress that you feel in your job? Very high
High
Moderate
Low
Very
low 17.
Do you suffer any physical inconvenience due to stress in your job? Yes
18.
No
If yes, what kind of inconvenience? Headache
High blood pressure
Hypertension
Nervousness
Digestive problem
COPING STRATEGIES
19.
Have you taken any coping strategies personally to manage stress? Yes
20.
What kind of strategies of the following have you taken? Exercise
walk 21.
Meditation
Listening music
Take
a
Spend time with children Does this organization take any suitable steps to manage stress? Yes
22.
No
No
What type of company-wide programs that are/could be adapted to manage stress?
103
