HR project on Stress Management

STRESS MANAGEMENT By ………………….. (Registration No: ……………….) Of ……………………….

A project report submitted to FACULTY OF MANAGEMENT SCIENCES In partial fulfillment of the requirements for the award of the degree of MASTER OF BUSINESS 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

2

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

3

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 also 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. 4

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

BIBLIOGRAPHY

I 5

APPENDIX

IV

6

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

9.16

STRESS CAUSING FACTORS AMONG DIFFERENT LEVELS OF EMPLOYEES

54 7

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

LISTOF CHARTS 8

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

9.16

STRESS CAUSING FACTORS AMONG DIFFERENT LEVELS OF EMPLOYEES

54 9

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

10

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.

11

12

1. INTRODUCTION IMPORTANCE OF THE STUDY 20TH century has been regarded as the period of incredible change in human history. Philosophers and scientists have been various names to this period. Peter Drucker has called it “The Age of Discontinuity”, John Galbraith has called it “The Age of Future Shock” and Hari Albrecht called it “The Age of Anxiety”. Stress has become the 21 century buzz word, from the high pervading corporate echelons to the bassinets of teaching infants’ nurseries we find this world liberally used. Stress is part of modern life. Various events in life cause stress, starting with the birth of a child and enduring with the death of a dear one. Urbanization, industrialization and the increase scale of operations in society are some of the reasons for rising stress. It is an inevitable consequence of socio-economic complexity and to some extent, its stimulant as well. People experience stress as they can no longer have complete control over what happen in their lives. The telephone goes out of order, power is shut down, water supply is disrupted, children perform poorly at school etc, we feel frustrated and then stressed. The word stress is derived from a Latin word “stringere”, meaning to draw tight. From the view point of physical sciences, the phenomena of stress are evident in all materials when they are subjected to “force, pressure, strain or strong-front”. Every material steel, rock or wood has its own limit up to which it can withstand stress without being damaged. Similarly human beings can tolerate certain level of stress. Stress is highly individualistic in nature. Some people have high levels of stress tolerance for stress and thrive very well in the face of several stressors in the environment. In fact, some individuals will not perform well unless they experience a level of stress which activates and energizes then to put forth their best results. For every individual there is an optimum level of stress under which he or she will perform to full capacity. If the stress experience is below the optimum level, then the individual gets bored, the motivational level of work reaches a low point and it results to 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

13

with the supervisor or leads to increase of errors, bad decisions and the individual may experience insomnia, stomach problems, and psychosomatic illness. The present world is fast changing and there are lots of pressures and demands at work. These pressures at work lead to physical disorders. Stress refers to individual’s reaction to a disturbing factor in the environment. It is an adaptive response to certain external factor or situation or what can be called environmental stimuli as reflected in an opportunity, constraint, or demand the outcome of which is uncertain but important. In short stress is a response to an external factor that results in physical, emotional, behavioral deviations in a person. Stress is an all pervading modern phenomenon that takes a heavy toll of human life. Different situations and circumstances in our personal life and in our job produce stress. Those can be divided into factors related to the organization and factors related to the person which include his experience and personality traits. Job related factors are work overload, time pressures, poor quality of supervision, insecure political climate, role conflict and ambiguity, difference between company values and employee values. Person related factors are death of spouse, or of a close friend, family problems, change to a different line of work, prolonged illness in the family, change in social activities, eating habits, etc., Personality traits are ‘Type A’ personality. They are impatient, ambitious, competitive, aggressive, and hardworking. They set high goals and demands of themselves and others. And they are particularly prone to stress inducing anticipatory emotions such as anxiety.

14

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. 15

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.

16

17

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.

18

A pile of steel scrap in Brussels, waiting to be recycled. 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. 19

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 20

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 21

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.

22

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

SWOT ANALYSIS Strength



Huge fund



Skilled employees



Monopoly

23



expansion

Weakness



red tape

Opportunities

 

rules and regulation Modernization

Threats

 

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. 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. 24

HIERARCHY OF STAFF AT AVTAR STEELS (IAD)

1

Levels of

2

1. GROUP ‘A’ 2. GROUP ‘B;

Management 3

3. GROUP ‘C’ 4. GROUP ‘D’

4

CLASSIFICATION OF EMPLOYEES

EXECUTIVES

Group “A”

Exe. Director Gen. Manager Dy. GM Asst. GM Sr. Manager Manager

Group “B”

Asst. Manager Junior Executive Sr. Spdt.

NON-EXECUTIVES

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 26

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

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) 27

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

28

29

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

30

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 31

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. STEELS DIRECTOR 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 A B C D TOTAL

Sanctioned strength

Men in position

78 86 143 DY. GENERAL MANAGER 151 (P&A) 668 557 549 479 1438 1273

Vacancy position +8 +8 111 82 165

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 32

STEELS D ORGANISATION CHART OF HUMAN RESOURCES DEPARTMENT

Personal Assistant

SR. PERSONNEL MANAGER

MANAGER (PERSONNEL)

Sr. Asst. (O) Leave Cell

Sr. Supdt.(O) R & P Cell

ASST. MANAGER (OFF. LANGUAGE)

Sr. Supdt. (Hindi Translator)

Sr.Asst. (O)

Disciplinary Cell

LTC & ALTC

Sr. Asst. (Steno) Hindi

Sr. Supdt.(O) Pay Fixation

Sr. Asst. (O) Advances

Asst. (O) Service Records

Asst.(O) Training & Welfare Cell

Central Dispatch & Diary

Sr. Supdt.(O)

Sr. Asst. (O)

Performance Appraisal Cell

Daftry & DMO

Asst.(O)

ALL GROUP ‘D’ STAFF

33

DY. GENERAL MANAGER (P&A)

HUMAN RESOURCE POLICY &IRECTOR 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.

34

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.

35

o Coordinating with internal and external audit and government audit for smooth disposal of audit queries. 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. 36



Handling of VVIPS/VIPS and, up keep and allotment of retiring rooms.



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 37

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. 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: 38

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.

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. 39

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.

40

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 3X4X47 4X5X39 4X5X47 4X5X47

In Millimeters 76X102X1194 102X127X991 102X127X1194 101X127X1194

......In Kgs/piece 65 90 110 135 41

5.5X6.5X46 7X8X39 7X8X47 7.25X8.25X47 8X9X47

2.

140X165X1169 178X203X991 178X203X1194 184X210X1194 203X229X1194

200 275 325 210 400

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. 42

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: 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

5 mm 6 mm 8 mm 10 mm 12 mm 16 mm 20 mm 25 mm 30 mm

160 mm & 170 mm 160 mm & 170 mm 160 mm & 170 mm 160 mm & 170 mm 160 mm & 170 mm 160 mm & 170 mm 160 mm & 170 mm 160 mm & 170 mm 160 mm & 170 mm

LENGTH in ( in inches) up to 6 Mtr up to 6 Mtr up to 6 Mtr up to 6 Mtr up to 6 Mtr up to 6 Mtr up to 6 Mtr up to 6 Mtr 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. 43

Avtar Steel manufacture all types of Cold Rolled Flat (Bright Patta):

Thickness (In mm) 3mm 4mm 5mm

Width (In mm) 500 mm 400 mm 400 mm

Length (In inches) 90" 70" 60"

44

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.

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

45

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. Cooper. C. L. and Marshall. J, “Understanding Executive Stress”, The McMillan Press Ltd, 1978 p 4. 46

47

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.

48

49

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.

50

51

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.

52

53

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.

54

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.

55

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.

SECONDARY DATA 56

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 The data collection method used in this research is survey method. Here the data are systematically recorded from the respondents. 57

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

SAMPLING-MEANING 58

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

59

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

60

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 (H1) 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 X2 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, X2 = (|Oi – Ei|)2 Ei Power of Association Test: If calculated value (cal) > X2

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.

61

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 f1, f2, f3........fn are their weights (frequencies) respectively then, f1x1+f2x2+.....+fnxn X = --------------------------f1+f2+.......+fn 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.

62

63

9. DATA ANALYSIS AND INTERPRETATIONS Table 9.2: AGE WISE CLASSIFICATION OF EMPLOYEES

AGE (21-30) YRS (31-40) YRS (41-50) YRS 50 & ABOVE YRS Total

NO. OF RESPONDENTS 69 75 72 84 300

PERCENTAGE 23% 25% 24% 28% 100%

CHART 9.2: AGE WISE CLASSIFICATION OF EMPLOYEES

90 80 70 60 50 40 30 20 10 0

R S

S 50

&

A

(4

B

150

O V

)

E

Y

Y R

Y R 14 0

(3

(2

130

)

)

Y R

S

S

NO. OF RESPONDENTS

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. 64

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.

65

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.

66

TABLE 9.5: WORK EXPERIENCE WITH AVTAR STEELS

ATTRIBUTES < 5 YRS (5-10) YRS (10-15) YRS > 15 YRS TOTAL


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 67

SATISFACTION HIGHLY SATISFIED SATISFIED NUETRAL HIGHLY DISSATISFIED DISSATISFIED TOTAL


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

DISSATISFIED

HIGHLY DISSATISFIED

NUETRAL

SATISFIED

HIGHLY SATISFIED

NO. OF RESPONDENTS

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.

68

TABLE 9.7: OPINION ABOUT THE PAYPACKAGE PROVIDED BY THE ORGANIZATION

69

SATISFACTION HIGHLY SATISFIED SATISFIED NUETRAL HIGHLY DISSATISFIED DISSATISFIED TOTAL


PERCENTAGE 28% 24% 23% 8% 17% 100%

CHART 9. 3 : OPINION ABOUT THE PAY PACKAGE 90 80 70 60 50 40 30 20 10 0

DISSATISFIED

HIGHLY DISSATISFIED

NUETRAL

SATISFIED

HIGHLY SATISFIED

NO. OF RESPONDENTS

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.

TABLE 9.8: OPINION ABOUT THE JOB

70

PARTICULARS

NO. OF RESPONDENTS PERCENTAGE

CHALLENGING INTERESTING

24 84

8% 28%

ROUTINE

51

17%

BORING

72

24%

MONOTOUS

69

23%

TOTAL

300

100%

CHART 9.4: OPINION ABOUT THE JOB

PARTICULARS NO. OF RESPONDENTS

CH

AL LE N IN TE GIN G RE ST I RO NG UT IN BO E RI M N O NO G TO US

90 80 70 60 50 40 30 20 10 0

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.

TABLE 9.9: OPINION ABOUT THE COMPLETION OF THE WORK AT THE SPECIFIED TIME

71

SATISFACTION STRONGLY AGREE AGREE UNDECIDED STRONGLY DISAGREE DISAGREE TOTAL


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 DISAGREE

STRONGLY DISAGREE

UNDECIDED

AGREE

STRONGLY AGREE

NO. OF RESPONDENTS

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

PARTICULARS STRONGLY AGREE AGREE

NO. OF RESPONDENTS 51 84

PERCENTAGE 17% 28% 72

UNDECIDED DISAGREE STRONGLY DISAGREE TOTAL

72 69 24 300

24% 23% 8% 100

STRONGLY STRONGLY AGREE UNDECIDED DISAGREE

CHART 9. 10 : WORK OVERLOAD

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.

TABLE 9.11: STRESS IN JOB

73

PREFERNCE YES NO TOTAL



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

FACTORS ROLE OVERLOAD

NO.OF RESPONDENTS 120

PERCENTAGE 40% 74

ROLE UNDERLOAD INTERPERSONAL RELATIONSHIP TOTAL

93 87 300

31% 29% 100%

CHART 9. 12: STRESS CAUSING FACTORS AMONG DIFFERENT LEVELS OF EMPLOYEES 140 120 100 80 60 40 20 0 RL O AD DE IN RL TE O RP AD ER SO RE NA LA L TI O N SH IP UN

LE

O VE

RO

LE RO

NO.OF RESPONDENTS

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

PARTICULARS

NO.OF RESPONDENTS

PERCENTAGE

75

PHYSICAL

31%

93

MENTAL

29%

87

BOTH

40%

120

TOTAL

100%

300

CHART 9. 13: KIND OF STRESS AMONG DIFFERENT AGE GROUP 140 120 100 80

NO.OF RESPONDENTS

60 40 20

BO TH

EN TA L M

PH YS IC AL

0

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.

TABLE 9. 14: LEVEL OF STRESS

76

LEVEL OF STRESS VERY HIGH HIGH MODERATE LOW VERY LOW TOTAL


PERCENTAGE 24% 23% 17% 24% 12% 100%

LO W

CHART 9.14: LEVEL OF STRESS

VE R

Y

HI G H

M

O DE RA HI G TE H

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.

TABLE 9.15: PHYSICAL INCONVENIENCE DUE TO STRESS PREFERNCE

NO. OF RESPONDENTS

PERCENTAGE 77

YES NO TOTAL

156 144 300

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

INCONVENIENCE HEADACHE HIGH BLOOD PRESSURE



DIGESTIVE PROBLEM HYPERTENSION NERVOUSNESS TOTAL

69 72 51 300

23% 24% 17% 100%

CHART 9.16: KIND OF INCONVENIENCE 80 70 60 50 40 30 20 10 0 NERVOUSNESS

HYPERTENSION

DIGESTIVE PROBLEM

HIGH BLOOD PRESSURE

HEADACHE

NO. OF RESPONDENTS

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 9.17: ORGANIZATION STEPS TO MANAGE STRESS

79

PREFERENCE YES NO TOTAL



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

INCONVENIENCE HEADACHE HIGH BLOOD PRESSURE



DIGESTIVE PROBLEM HYPERTENSION NERVOUSNESS TOTAL

69 72 51 300

23% 24% 17% 100%

CHART 9.16: KIND OF INCONVENIENCE 80 70 60 50 40 30 20 10 0 NERVOUSNESS

HYPERTENSION

DIGESTIVE PROBLEM

HIGH BLOOD PRESSURE

HEADACHE

NO. OF RESPONDENTS

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

PARTICULARS EMPLOYEE COUNSELING EFFECTIVE & TRAINING

NO. OF RESPONDENTS 72

PERCENTAGE

36

12%

24% 81

DEVELOPMENT PROGRAM WORK GROUPS HEALTH CLUBS AUTONOMOUS TRANSPORT SUBSIDY TOTAL

69 72 0 51 300

23% 24% 0% 17% 100%

CHART 9.18: PROGRAMS THAT COULD BE ADABTED TO MANAGE STRESS 80 70 60 50 40 30 20 10 0 AUTONOMOUS

WORK GROUPS

EMPLOYEE COUNSELING

NO. OF RESPONDENTS

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.

TABLE 9.19: OPINION ABOUT COUNSELING TO REDUCE THE STRESS

82

PARTICULARS STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE TOTAL


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 STRONGLY DISAGREE

DISAGREE

NEUTRAL

AGREE

STRONGLY AGREE

NO. OF RESPONDENTS

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.

TABLE 9.20: ORGANIZATION POLICIES AND PROCEDURES ARE STRESS FREE

83

PARTICULARS HIGHLY ACCEPTED ACCEPTED NOT ACCEPTED HIGHLY NOT ACCEPTED TOTAL


PERCENTAGE 17% 28% 24% 31% 100%

CHART 9. 20: ORGANIZATION POLICIES AND PROCEDURES ARE STRESS FREE

100 90 80 70 60 50 40 30 20 10 0

ACCEPTED

NOT

ACCEPTED

HIGHLY

NO. OF RESPONDENTS

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 PARTICULARS RELAXATION TECHNIQUES TIME MANAGEMENT TRAINING AND DEVELOPMENT


PERCENTAGE 31% 28% 24% 84

WORKING TOTAL

51 300

17% 100%

CHART 9. 21: BEST INTERVENTION TO REDUCE STRESS

100 90 80 70 60 50 40 30 20 10 0 WORKING

TRAINING AND DEVELOPMENT

TIME MANAGEMENT

Relaxation techniques

NO. OF RESPONDENTS

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

PARTICULARS STRONGLY AGREE AGREE NEUTRAL



DISAGREE STRONGLY DISAGREE TOTAL

69 24 300

23% 8% 100

CHART 9. 22 : OPINION ABOUT INTERPERSONAL RELATIONSHIP 90 80 70 60 50 40 30 20 10 0 STRONGLY DISAGREE

DISAGREE

NEUTRAL

AGREE

STRONGLY AGREE

NO. OF RESPONDENTS

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

PARTICULARS VERY HIGH HIGH



MODERATE LOW VERY LOW TOTAL

72 69 24 300

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

Y

LO W

LO W VE R

HI G O H DE RA TE M

VE R

Y

HI G

H

NO. OF RESPONDENTS

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 PARTICULARS GOING TO MOVIES GET TOGETHER VISIT



FRIENDS/RELATIVES MUSIC CLASSES ANY OTHER (SPECIFY) TOTAL

69 24 300

23% 8% 100

CHART 9.24: SPENDING THE WEEKEND 90 80 70 60 50 40 30 20 10 0 ANY OTHER (SPECIFY)

MUSIC CLASSES

VISIT FRIENDS/RELATIV ES

GET TOGETHER

GOING TO MOVIES

NO. OF RESPONDENTS

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 PARTICULARS DEPENDENT


PERCENTAGE 31% 88

ILLNESS

87

FINANACIAL POSITION

60

OTHER PROBLEMS

60

TOTAL

300

29% 20% 20% 100%

TABLE 9.25: FAMILY FACTOR WHICH INFLUENCE STRESS 100 90 80 70 60 50 40 30 20 10 0 OTHER PROBLEMS

FINANACIAL POSITION

ILLNESS

DEPENDENT

NO.OF RESPONDENTS

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 PARTICULARS PERCEPTION


PERCENTAGE 20% 89

ATTITUDE

29%

87

HEALTH CONDITION

20%

60

PERSONALITY

31%

93

TOTAL

100%

300

TABLE 9.26:PERSONAL FACTOR INFLUENCING STRESS 100 90 80 70 60 50 40 30 20 10 0

PERSONALITY

HEALTH CONDITION

ATTITUDE

PERCEPTION

NO.OF RESPONDENTS

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.

TABLE 9.27: STRATERGY TO REDUCE STRESS FACTORS

HIGHLY SATISFIED

SATISFIED

NEUTRA L

DISSATI SFIED

HIGHLY DISSATISF IED

TOTA PERCENTAGE L 90

YOGA MEDITATIO N MOTIVATIO N COUNSELIN G INDOOR GAMES OHTERS

10 10

10 11

10 11

10 17

11 20

50 69

17 23

11

11

10

20

20

72

24

0

0

0

9

0

11

20

20

11

11

72

23

2

10

6

10

0

28

6%

9

3%

CHART 9.27: STRATERGY TO REDUCE STRESS YOGA meditation MOTIVATION COUNSELING INDOOR GAMES OHTERS

Hi gh ly

Sa tis f Sa ied tis fie Ne d Hi D g h is s utra a ly l Di tisf i ss e at d isf ie d To ta l

80 70 60 50 40 30 20 10 0

Inference: It is found from the above table that 17% prefer yoga, majority prefer indoor games, and the next majority prefer motivation.

91

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 GAMES OTHER TOTAL

SPENDING WEEKEND

GOING TO MOVIES GET TOGETHER VISIT TO FRIENDS/ RELATIVES MUSIC CLASSES ANY OTHER COLUMN TOTAL

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: 92

Calculated value > Tabulated value. Hence H0 is rejected and H1 is accepted. Conclusion: There is a significant relation between the spending weekend and strategy to reduce stress

93

94

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. 95

•

Employee counseling and effective training & development programs are the company wide programs that could be adapted to manage stress.

96

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.

97

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” 98

99

BIBLIOGRAPHY BOOKS 1.

Ahuja. K.K- “Industrial psychology and organizational 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. 100

101

QUESTIONNAIRE PERSONAL PROFILE Kindly provide your valuable personal information. :

_______________________

Dept:

_______ 1. Name: 1. Age group

(2

(21-30) yrs

(41-50) yrs 2.

Sex :Male / Female

3.

Educational Qualification:

5.

Experience

yrs

(31-40) 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? 102

Strongly agree

Agree

Undecided

Strongly Disagree

Disagree 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

Digestive problem Nervousness

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

Employee counseling

Effective Training & Development program

Autonomous work groups

Health clubs

Transport subsidy 23.

Kindly give your suggestions to reduce stress………………………………

104

HR project on Stress Management

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