Professional Documents
Culture Documents
CERTIFICATE
This is to certify that the project entitled STRESS MANAGEMENT is the
bonafide work done by Miss. PURNIMA TADI during the period 2008-10 in partial
fulfillment of the requirement for the award of the Degree of MASTER OF BUSINESS
ADMINISTRATION IN ADITYA INSTITUTE OF P.G. STUDIES affiliated to AU.
PROJECT GUIDE:
Place : SURAMPALEM
Date:
(PURNIMA TADI)
Regd. No. 20854100050
ACKNOWLEDGEMENTS
I should take the responsibility to acknowledge the following distinguished
personalities who graciously allowed me to carry out this project work successively.
I am also thankful to all other members of the staff for their kind
cooperation in this behalf. Mainly I am very much thankful to Mr. J.NAGENDRA
KUMAR, M.B.A, and Head of the department of management studies.
I am highly thankful to my guide Mrs. A.VIJAYA BHARGAVI madam,
M.B.A, Faculty in management studies for her valuable advices and encouragement
throughout the course.
I express my deep sense of gratitude to Mr. KOSIREDDY RAJA (HRD
dept) for his kind help and valuable suggestions in preparing this project and also to office
staff members.
I also express my sincere thanks to my friends and classmates for their
advice and suggestions in giving a proper shape to study.
(PURNIMA TADI)
CONTENTS
CHAPTER I
INTRODUCTION
I.1
I.2
I.3
I.4
I.5
CHAPTER II
Page no
1-6
7-17
INDUSTRY PROFILE
CHAPTER III
18-42
COMPANY PROFILE
CHAPTER IV
43-61
CHAPTER V
62-76
CHAPTER VI
6.1
FINDINGS
6.2
SUGGESTIONS
6.3
CONCLUSION
ANNEXURE
QUESTIONNAIRE
BIBLOGRAPHY
77-80
CHAPTER-I
INTRODUCTION
INTRODUCTION
In this hi-tech era, we have regularly cope with uncountable things. Our day starts
with planning the things to be managed followed by implementation of the plan. Hence in
the process of achieving the targets, we encounter various issues or situations and how we
handle these issues or situations will decide as to how comfortable our life can be. In other
words if the situation is not handled in a positive and practical manner, it may only result
in avoidable pressure on us which in management parlance is known as STRESS
Primary data:
It is the information collected directly without any references. In this Study it is to
gathered through interviews with concerned officers and staff, Either individually or
collectively. Some of the information were verified and Supplemented through personal
observation
Secondary data:
The Secondary data was collected from different books about stress management
and from internet in various websites.
LIMITATIONS OF STUDY
Though the project would be completed successfully a few limitations are
expected.
As RINL is multi product manufacturing unit the cycle time of each
product varies and it could be a problem to study the stress management in a limited
duration of 2 months. And analysis of sub topics is limited to some extensions.
Since the procedures and policies of the company do not allow disclosing
of all information the project has to be completed with great effort to get an insight into
STRESS Management in RINL.
.
CHAPTER-II
STEEL INDUSTRY
Steel is a versatile, constantly developing material that underpins all manufacturing
activity. If a product is not made from steel, then it is certainly made using steel at some
point in the manufacturing process.
tonnes. The growth in the steel sector in the earlier decades since Independence was
mainly in the public sector units set up during this period. The situation has changed
dramatically in the decade 1990-2000 with most of the growth originating in the private
sector. The share of public sector and private sector in the production of steel during 199091 was 46% and 54% respectively, while during 2000-01 the same was 32% and 68%
respectively. This change was brought about by deregulation and decontrol of the Indian
iron and steel sector in 1991. A number of policy measures have been taken since 1991 for
the growth and development of the Indian iron & steel sector. Some of the important steps
are
Removal of iron & steel industry from the list of industries reserved for the public
sector and also exemption from the provisions of compulsory licensing under the Industries
(Development & Regulation) Act, 1951, deregulation of price and distribution of iron &
steel, inclusion of iron and steel industry in the list of high priority industries for automatic
approval for foreign equity investments up to 74%, lowering of import duty on capital
goods and raw materials etc.
MEASURES ON IMPORTS
Of the Government notification to 3 major ports Calcutta, Mumbai and Chennai to
monitor the flow of foreign steel into the country. The customs duty on second and
defective HR Coils has been raised to the bound rate of 40 per cent. Anti dumping duty has
been levied on import of HR coils from Russia and Ukraine. Iron & Steel are freely
importable as per the Exam Policy. India has been annually importing around 1.5 Million
Tones of steel. Imports have largely dropped, partly an indication of greater selfsufficiency and partly the ability to control inflow of seconds and defectives. To check
unbridled imports of cheap/seconds & defective steel, several measures have been put in
place, like; The Government has fixed floor prices for seven items of finished steel viz. HR
coils, HR sheets, CR coils, Tinplates.
The other notable measure in this regard is that imports of certain types of steel have
been subject to mandatory compliance of quality standards as specified by the Bureau of
Indian Standards (BIS). Adherence to BIS norms imply supplying information like name
and address of the importer, generic or common name of the commodity, net quantity in
terms of standard units of weights and measures, month and year of packaging and
maximum retail sale price. Moreover all manufacturers/exporters of the listed products
shall be required to register themselves with the BIS.
Further protection in this regard has been the issuance
10
Anti dumping duty on cuttosize plate exports from Bliley Steel Plant of SAIL
with a total duty of 72.48 per cent, and an anti subsidy component of 14.82 percent. India
however, has been exempted from the safeguard duties under Section 201 of the US Trade
Laws on almost all steel products except carbon flanges. This is on account of the
countrys status as a developing nation. EU has also taken AD/CVD actions on import of
HR coils. However, a Suspension Agreement with exporters like SAIL allows the company
to sell at a price not lower than the agreed one. The EU has also imposed safeguard duties
for India; such measures apply on electrical steel sheets and stainless steel wire rods.
Canada has covered pipes, hot rolled, cold rolled and galvanized products in the
AD/CVD actions. China has recently imposed a safeguard duty on the import of steel,
which ranges from 7-26%. The country-wise details are yet to be worked out. The rising
trend in Indian steel exports that was being witnessed in the last couple of years was halted
due to these anti dumping actions initiated by the advanced, developed nations of the
world, which led to the loss of major markets for the Indian steel exporters. Despite the
initial setbacks Indian exports have recovered - largely due to the ability to find out
alternative export markets where selling steel has been profitable. Steel Exporters Forum
has been recently set up to boost steel exports.
An Anti dumping Directorate has been set up under the Ministry of Commerce &
Industry with adequate power to fight trade actions while remaining within the WTO
framework.
11
Excise Duty
Excise Duty on iron & steel has not been reduced in successive budgets. At present
excise duty on all iron and steel products is 16% ad valor called Cent High excise duty has
made domestic industry unviable.
Levies on Iron & Steel
SDF- (Steel Development Fund)
This was a levy started for funding modernization, expansion and development of steel
sector. The Fund, inter-alia, supports:
12
for loans to Main producers. Interest on loans to Main Producers be set aside for promotion
of R&D. An Empowered Committee has been recently set up to guide the R&D effort in
this sector.
EGEAF
This was a levy started for reimbursing the price differential cost of inputs used for
engineering exporters. Fund was discontinued on 19.2.96.
13
14
EU, Japan have qualified for the top slot, while countries like South Korea, USA
share the same class as India. In pig iron also, the growth has been substantial. Prior to
1991, there was only one unit in the secondary sector. Post liberalization, the Aegis have
sanctioned 21 new projects with a total capacity of approx 3.9 million tones. Of these, 16
units have already been commissioned. The production of pig iron has also increased from
1.6 million tones in 1991-92 to 3.94 million tones in 2001-02. The share of
Private/secondary sector has increased over time and is currently around 74% of total
production. Considering the facts of current low levels of per-capita consumption in India,
the huge potential for its increase and the estimated GDP growth, the steel industry is
likely to have substantial growth in the medium to long term perspective.
14
GLOBAL SCENARIO
The steel industry in the world, which was characterized as a sunset industry two
decades ago, is experiencing a vast change in scenario. The fast developing Chinese steel
industry has far outstripped the world steel giants. United States, Russia and Japan, which
were leading steel producers, are no more in a position to claim that position.
China, producing less than a million tones of steel prior to revolution in 1949,
has now become the largest steel producer in the world. During 2005 the global steel
production stood at 1132 million tones, showing a rise of 6 per cent over the last year. The
countries in South America, CIS (former Soviet Union) Europe and North America have
actually shown negative growth. The Asian continent for the first time produced more
crude steel than the rest of the world combined. Major shift has taken place because during
2005 with China producing 349 million tones of steel, accounting for 32 per cent of the
world steel production. During 2005, Chinese steel production increased by 69 million
tones i.e. by 25 per cent. Chinese steel output was more than three times that of Japan and
four times of USA during 2005.
Per capita consumption of steel in the world was estimated to be 170 kg during the
year 2005. However in India it stood at only 35 kg during the same year. Indian steel
production was 38 million tones, which accounted for only 3.4 per cent of the world steel
output. In view of the fact that Indian population is 16 per cent of the global population,
the production of steel is much lower in India. Although India is the second largest
populated country in the world, it ranks eighth in steel production.
15
Steel Authority of India Ltd (SAIL) is ranking 17th among the worlds largest steel
producing companies.
With stiff competition in the global market, the formation of giant companies
to reduce cost and add to profitability has become the regular feature in the industry.
Merger and acquisitions have become the order of the day. The recent attempt of the
Metal Steel to acquire Areole, a Luxemburg based European company, if succeeds,
will make Metal Steel produce over 110 million tones of steel per year, i.e. about 10 per
cent of the global steel output.
16
The government permitted private sector steel plants. As a result of this decision,
Essar, Mittal, Jindals, Tata groups have taken steps to start more steel plants in the private
sector. Recently, the government of Orissa even went to the extent of allowing South
Korean company, POSCO, to take control over the iron ore resources of the state and
export it for their requirement to South Korea. All this in the name of investing in its steel
plant in Orissa.
The market share of public sector SAIL has now come down to around 34 per cent
which is likely to decline further if the government of Indias policy of strengthening
private sector continues. Disinvestments of SAIL have resulted in 14.18 per cent equity of
SAIL going in to the hands of private sector companies as well as domestic financial
institutions. Further disinvestments have been stopped for the time being only due to the
pressure of the Left parties on the UPA government against disinvestments in Navaratna
PSUs.
After the acceptance of the policy of financial globalization and WTO conditional
ties by the government of India, the import duty on steel has been brought down gradually
up to 5 per cent. Further, the excise duty on Indian steel was increased which made
imported steel cheaper and domestic steel costlier in India. This has put the steel industry
in great difficulties and SAIL, which was making profits earlier, had to incur losses to the
tune of Rs 1700 core in a year. The private sector companies like Essar, Mittal and Jindal
could manage to survive only due to extremely low rate of wages paid to the workers,
majority of whom were under contractors.
17
CHAPTER-III
18
COLLABORATION
British
Erstwhile USSR
Erstwhile USSR
German
Background
To meet the growing domestic needs of steel Government of India decided to set
up an integrated steel plant at Vishakapatnam. An agreement was signed with erstwhile
USSR in 1979 for cooperation in setting up 3.4 MT integrated steel plant at
Vishakapatnam. The foundation stone for the plant was laid by the then prime Minister on
20th January 1971.The project was estimated to cost Rs. 3897.22 Cores based on prices as
on 4th quarter of 1981. However on completion of construction and commissioning of the
whole plant in 1992, the cost escalated to around 8500 Cores. Visakhapatnam Steel Plant is
one of the most modern steel plants in the country. The plant was dedicated to the nation
on 1st August 1992 by the then Prime Minister Sri P.V. Narasimha Rao.
New technology, large scale computerization and automation etc are incorporated
in the plant. To operate the plant at international levels and attain such labor productivity,
the organizational manpower has been rationalized. The plant has a capacity of producing
3.0 MT of liquid steel and 2.656 MT of saleable steel.
19
THE PROJECT PROFILE OF 3 MT STAGE S IN THE BELOW
TABLE:
DESCRIPTION
3 MT STAGE
ORIGINAL
FIRST
SECOND
THIRD
SANCTION
REVISION
REVISION
REVISION
Implementing agency
SAIL
RINL
RINL
RINL
19-06-79
30-07-82
24-06-82
12-07-82
Zero date
Not specified
01-02-82
01-02-82
01-02-82
Gestation period
6 years
6 years
8 years
10 years
Anticipated date of
Not specified
Dec 87
June 90
July 92
2256.00
3897.28
6849.70
8593.29
Base date
1 qtr 79
4 qtr 81
4 qtr 87
Jan 94
679.59
1214.86
1521.55
1641.28
2952.42
1743.59
3.40
3.00
3.00
commissioning
_
3.40
per annum)
20
VSP TECHNOLOGY: State-of-the-art
o
Jagayyapeta, AP
Jaisalmer, Rajasthan
Dubai
SMS Dolomite
Manganese Ore
Boiler coal
Madharam, AP
Chipurupalli, AP
Talcher, Orissa
21
Water Supply
Operational water requirement of 36 MGD is being met from the Yeleru Supply
scheme.
Power supply
Operational power requirement of 180 to 200 MW is being met through Captive
Power Plant. The capacity of the Power plant is 286.5 MW. VSP is exporting 60 MW
power to APTRANSCO.
Major Units
000 T
Coke ovens
2261
Sinter Plant
5256
Steel melt
3000
shop
LMMM
710
WRM
850
MMSM
860
22
Granulate slag
Billets
Lime fines
Channels
Coal tar
Beams
Anthracite acid
Squares
HP Naphthalene
Flats
Benzene
Round
Toluene
Debars
Zylene
Wire rods
Wash oil
Ammonium
sulphate
23
FUTURE PLANS:
VISION:
To be continuously growing world-class company, We shall
Deliver high quality and cost competitive products and be the first
choice of customers
MISSION
To attain 16 million tonne (Mt) liquid steel capacity through technological upgradation, operational efficiency and expansion; to produce steel at International Standards
of Cost and Quality; and to meet the aspirations of the Stakeholders
24
OBJECTIVES
1. Expand plant capacity to 6.3 Mt by 2010-11 with the mission to expand further in
subsequent phases as per the Corporate Plan.
2. Be amongst top five lowest cost liquid steel producers in the world by 2009-10
CORE VALUES
Value foresight is crucial in todays competitive businesses climate VSP values
Commitment
Customer satisfaction
Continuous improvement
25
Salient Features
Conversion of Rs. 1185 cores Government of India loans into 7% noncumulative preference shares redeemable at the end of 10 years.
Conversion of Rs. 791 cores interest due on Government of India loans into
interest free loans for a period of 7 years.
Waiver of penal interest that becomes due up to July 1992 (Rs. 149.40
cores).
Government of India ensures funds (RS. 1507 cores) in the plan period for the project.
26
FINANCIAL &PHYSICAL PERFORMANCE
Financial performance :
The financial performance of the organization against the set targets right from
1990-91 to 2002-03 is placed at Annexure. From this table it can be seen that the
Company was gaining considerable gross margin which reflects the satisfactory
performance of the plant for all the years except during the year 1998-99 and 1999-2000
when there was a major set back to Coke ovens. Further it had also secured reasonable
cash profits barring those two years and initial period up to 1992-94.
The Company had again gained its momentum during 2000-01 when it made a cash
profit of Rs. 153 cores and turned around during the year 2002-03 making a Net Profit of
around Rs. 520crores for the first time. During the last few years, the Company had taken
a number of steps like major capital repairs to coke ovens, BF capital repairs, austerity
measures to cut down the cost, restrictions on capital expenditure etc. It may need a
special mention that a special drive took place to cut down the interest cost on term loans
and working capital arrangements.
27
Physical performance
The details of physical performance as against the targets set right from 1990-91 to
2002-03 are placed at annexure. From the table it can be seen that the targets set were
reasonably met by the organization, up to 1999-2000 and far exceeded the targets from the
year 2000-01 onwards.
Present performance
The Company turned around during the year 2002-03, making for first time Net
Profit of Rs. 520 cores, achieving Gross sales/turnover of Rs. 5059 Cores. The financial
year 2002-03 is a happy note in VSPs diary because of its remarkable performance in all
fronts. On the production front, the Company far exceeded the targets set. The
performance of the Company for the year 2002-03 is placed at Annexure.
Taking advantage of falling interest rates, dynamism prevailing in the
financial market, strong economic factors with reference to countrys strengthened foreign
currency reserves, appreciation of rupee with reference to USD in the later part of the year,
the Company has taken several initiatives to reduce the debt burden.
28
Performance of VSP
Sales
Domestic salesExports
turnover
1999-00
3037
2677
295
2000-01
3436
3122
322
2001-02
4081
3710
371
2002-03
5059
4433
626
2003-04
6169
5400
769
2004-05
8181
7933
248
2005-06
8469
8026
443
2006-07
9126
8702
425
2007-08
8881
7412
1469
29
FINANCIAL PERFORMANCE (rs. In crs)
Year
Net profit
1999-00
252
-130
-562
2000-01
504
153
- 291
2001-02
690
400
-75
2002-03
1049
915
521
2003-04
2073
2024
1547
2004-05
3271
3260
2008
2005-06
2383
2355
1251
2006-07
2632
2584
2222
2007-08
3001
2977
2686
3
SALES PERFORMANCE:
2007-08
ITEM
TARGETACTUALFILFILMENT 200607
GROWTH
Pig Iron
198
157
79%
186
(-) 16%
Steel
3061
2879
94%
3145
(-)8%
Pig Iron
200
255
128%
155
60%
Steel
103
62
60%
121
(-) 49%
Pig Iron
398
412
104%
345
19%
Steel
3164
2941
93%
3266
(-) 10%
DOMESTIC
EXPORT
TOTAL
VALUE
DOMESTIC9104.18 9878.35 109%
8726.2513%
EXPORTS 478.58
116%
424.32 31%
9150.5714%
TOTAL
554.72
31
b) POLLUTION control and Environmental protection
Generally, integrated steel plant is seen as a major contributor to environmental
pollution as it discharges a large volume of waste products. Elaborate measures have been
adapted to combat air and water pollution in VSP. In order to be eco friendly, VSP has
planted more than 3 million trees over an area of 35 squares Kms. and incorporated various
technologies at a cost of Rs. 460 crores towards pollution control measures.
Governance
Sector Undertakings
Prime Minister's
2007-08
2005-06
Trophy
Commendation prize
CII HR Excellence
practices
2006
Award 2006
National Energy
1st - 2006
Conservation Award
1st - 2004
1st - 2003
1st - 2002
2nd - 2001
Merit Certificate-
Organizational
Excellence Award
given by INSSAN
Business Achievement
2000
2006, 2004
2005
2005
Energy Conservation
2005
Award by AP
conservation initiatives
Award
Productivity Council
Certificate of Appreciation by Institution Excellence in energy conservation
2005
of Engineers, AP chapter
National Award for Excellence in Water Excellence in water management
2005,
Management by CII
2004
Leadership & Excellence Award in SHE Excellence in SHE by CII South Zone
2004
2004
2004
2004
Cost management
Best Enterprise Award
04
2002,
Protection"
2003
200203
Indira Priyadarshini Vrikshmitra Award For massive afforestation efforts. Given 2002by Ministry of Environment & Forests 03
Best HR Practices
Given by SCOPE
2001-
02
Award for Best Turnaround
Given by SCOPE
200001
2000-
01
35
Shield for "Best efforts in Rain
2001
water Harvesting"
SAIL Chairman's Silver plaque for no fatal accidents (for regular employees
2000
category)
Paryavaran Parirakshak Award in recognition of it's success in prevention of
industrial pollution and preservation of
ecological balance by reducing pollution to the
minimum by installing sophisticated
equipment and machinery in the factory.
Given by Rotary District 3020 International
2000
36
d) BOARD OF DIRECTORS:
The information relating to the board of directors is comprised is in the below table.
BOARD OF DIRECTORS
NAME
CHAIRMAN-CUM MANAGING
DIRECTOR
DIRECTOR(OPERATING AND I/C
PROJECTS
DIRECTOR(PERSONNEL)
SRI Y. MANOHAR
DIRECTOR(COMMERCIAL)
DIRECTOR(FINANCE)
SRI K.S.SHANKAR
SRI B.S.MEENA
DIRECTOR
DIRECTOR
SRI R.S.S.L.N.BHASKARUDU
DIRECTOR
DR. V.K.BHALLA
DIRECTOR
DR. JAGATPAL
COMPANY SECRETARY
OFFICE
MILESTONES OF RINL
S. No
1
Date
17-04-1970
Milestone
Prime Minister of India Announces in parliament to construct a
new steel plant at Visakhapatnam
June 1970
30-11-1970
20-01-1971
27-02-1971
07-04-1974
15-10-1977
24-05-1979
12-06-1979
19-10-1979
11
Jan 1980
12
30-11-1980
13
06-01-1981
14
05-02-1981
15
23-02-1981
16
10-07-1981
17
23-01-1982
18
01-02-1982
19
18-02-1982
20
21-01-1987
21
06-09-1989
Coke oven battery No. 1 starts pushing of coke. With this the
commissioning of Metallurgical units started.
22
14-11-1989
23
28-03-1990
24
03-05-1990
25
06-09-1990
26
28-09-1990
27
21-11-1990
28
04-03-1991
29
30-06-1991
30
28-10-1991
31
31-10-1991
32
27-12-1991
33
20-03-1992
34
21-03-1992
35
July, 1992
36
July, 1992
37
August 1992
38
2001-02
39
2002-03
40
2003-04
41
2004-05
40
VSP will get NAVARATNA status besides acquisition
of Bird Group.
VISAKHAPATNAM: The Rashtriya Ispat Nigam Limited (RINL) the corporate
entity of Visakhapatnam Steel Plant is all set to have double bonanza acquisition of Bird
Group of Companies and conferring of navaratna status. The proposals made by the VSP
management have received favorable response from the Ministry of Steel. The proposal to
acquire Bird Group was mooted for backward integration in raw materials and improving
synergies of the companies under consideration.
In its 100-day agenda, the ministry has identified RINL as a strategic partner for
acquiring controlling stake in the Bird Group of Companies. The organizational structure
proposed is for Orissa Mineral Development Corporation (OMDC), Bisra Stone Lime Ltd
and Eastern Investments Ltd to be subsidiaries of RINL, which would be the holding
company, official sources said on Wednesday.
OMDC has control over 110 million tones of iron ore reserves with an annual
turnover of Rs.6,000 crores. There is also a proposal to take over Neonatal Ispat Nigam
Ltd, which has one million tonne steel production unit in Orissa.
RINL is paying dearly towards its production cost as it is forced to shell down a heavy
amount on sourcing iron ore and coking coal.
41
Elite club:
RINL will join the elite club of navaratna companies soon after missing the
recognition by a whisker when the status was conferred on National Mineral Development
Corporation and Hindustan Aeronautics Ltd on June 25, 2007.
Employees defiles
The man power strength of the company at 16,416 on 31-03-08
During the year no. of Recruitment of employees - 259
42
CHAPTER-IV
INTRODUCTION
In this hi-tech era, we have regularly cope with uncountable things. Our day starts
with planning the things to be managed followed by implementation of the plan. Hence in
the process of achieving the targets, we encounter various issues or situations and how we
handle these issues or situations will decide as to how comfortable our life can be. In other
words if the situation is not handled in a positive and practical manner, it may only result
in avoidable pressure on us which in management parlance is known as STRESS.
1. WHAT IS STRESS?
The word 'stress' is defined by the Oxford Dictionary as "a state of affair involving
demand on physical or mental energy". A condition or circumstance (not always adverse),
which can disturb the normal physical and mental health of an individual.
In medical parlance 'stress' is defined as a perturbation of the body's homeostasis.
This demand on mind-body occurs when it tries to cope with incessant changes in life.
A 'stress' condition seems 'relative' in nature. Extreme stress conditions,
psychologists say, are detrimental to human health but in moderation stress is normal and,
in many cases, proves useful. Stress, nonetheless, is synonymous with negative conditions.
Today, with the rapid diversification of human activity, we come face to face with
numerous
causes
of
stress
and
the
symptoms
of
stress
and
depression.
43
At one point or the other everybody suffers from stress. Relationship demands,
physical as well as mental health problems, pressure at workplaces, traffic snarls, meeting
deadlines, growing-up tensionsall of these conditions and situations are valid causes of
stress. People have their own methods of stress management. In some people, stressinduced adverse feelings and anxieties tend to persist and intensify. Learning to understand
and master stress management techniques can help prevent the counter effects of this urban
malaise.
The most commonly accepted definition of stress (mainly attributed to Richard S
Lazarus) is that stress is a condition or feeling experienced when a person perceives that
demands exceed the personal and social resources the individual is able to mobilize. In
short, it's what we feel when we think we've lost control of events.
STRESS AT WORK:
Stress at work is a relatively new phenomenon of modern lifestyles. The nature of
work has gone through drastic changes over the last century and it is still changing at
whirlwind speed. They have touched almost all professions, starting from an artist to a
surgeon, or a commercial pilot to a sales executive. With change, comes stress, inevitably.
Professional stress or job stress poses a threat to physical health. Work related stress in the
life of organized workers, consequently, affects the health of organizations.
44
WHATS IT?
Job stress is a chronic disease caused by conditions in the workplace that negatively
affect an individual`s performance and/or overall well-being of his body and mind. One or
more of a host of physical and mental illnesses manifests job stress. In some cases, job
stress can be disabling. In chronic cases a psychiatric consultation is usually required to
validate the reason and degree of work related stress.Sress can adversely affect an
employee`s performance. In the early stages, job stress can `rev up` the body and enhance
performance in the workplace, thus the term `I perform better under pressure`. However, if
this condition is allowed to go unchecked and the body is revved up further, the
performance ultimately declines and the persons health degenerates.
The signs of job stress vary from person to person, depending on the particular
situation, how long the individual has been subjected to the stressors, and the intensity of
the stress itself.
2.TYPES OF STRESS:
In general stress can be classified into two categories.
This categorisation was done by depending on the nature of the stress. Hence stress can be
divided as:
Eustress
Distress
45
Eustress -Good stress, could be a motivator and provide incentives. This kind of
phenomenon is generally observed in sports persons who convert their stress into physical
energy.
Distress - A situation, if not handled in the perspective can result in avoidable pressure
which is Bad stress and could be harmful and dangerous. This stress is caused by different
stressors. They are as follows.
Environmental
Life situations
Personal behaviour- Negative reaction of the mind and body because of drugs,
alcohol, etc.
experience any kind of signals stated below, you may have some kind of stress to
overcome.
46
1.Insomnia,
2.Loss of mental concentration,
3.Anxiety,
4.Absenteeism,
5.Depression,
6.Substance abuse,
7.Extreme anger and frustration,
8.Family conflict,
9.Physical illnesses,
10.Fatigue or tiredness,
11.Rapid breathing,
12.Lack of energy,
13.Sleep difficulties,
14.Impatience,
15.Nail biting,
16.Feeling nervous or anxious.
47
CAUSES OF STRESS
Stress the most Cautious word which triggers our minds can be created by so
many causes. Either they are personal or professional. Even a common or a simple change
in our daily routine lifestyle can also create stress on us and can easily trigger our minds
and thus disturb our personal as well as professional life, if we take it in a negative way.
A lot of things can cause stress. We may feel stress when you attend a job
interview, take a test, or run a race. These kinds of short-term stresses are normal. Longterm (chronic) stress is caused by stressful situations or events that last over a long period
of time, like problems at work or conflicts in your family. Over a period of time, chronic
stress can lead to severe health problems
Hence some regular as well as different causes which can create stress on us are
listed below:
Your health, especially if you have a chronic illness such as heart disease,
diabetes, or arthritis.
Emotional problems, such as anger you can't express, depression, grief, guilt, or
low self-esteem.
Major life changes, such as dealing with the death of a parent or spouse, losing
your job, getting married, or moving to a new city.
Stress in your family, such as having a child, teen, or other family member who is
under stress, or being a caregiver to a family member who is elderly or who has
health problems.
Conflicts with your beliefs and values. For example, you may value family life,
but you may not be able to spend as much time with your family as you want.
Your surroundings: Living in a over crowded area with high levels of crime rate,
air or noise pollution can create chronic stress.
Your job: Being unhappy with your work or finding your job too demanding can
lead to chronic stress.
Your social situation: Being poor, feeling lonely, or facing discrimination based
on your race, gender, age, or sexual orientation can add stress to your life.
48
Causes of Workplace Stress
Job stress may be caused by a complex set of reasons. Some of the most visible
causes of workplace stress are:
Job Insecurity
organized workplaces are going through metamorphic changes under intense economic
transformations and consequent pressures. Reorganizations, takeovers, mergers,
downsizing and other changes have become major stressors for employees, as companies
try to live up to the competition to survive. These reformations have put demand on
everyone, from a CEO to a mere executive.
Technology
The expansion of technologycomputers, pagers, cell phones, fax machines and the
Internethas resulted in heightened expectations for productivity, speed and efficiency,
increasing pressure on the individual worker to constantly operate at peak performance
levels. Workers working with heavy machinery are under constant stress to remain alert.
49
Workplace Culture
Adjusting to the workplace culture, whether in a new company or not, can be intensely
stressful. Making one self adapt to the various aspects of workplace culture such as
communication patterns, hierarchy, dress code if any, workspace and most importantly
working and behavioral patterns of the boss as well as the co-workers, can be a lesson of
life. Maladjustment to workplace cultures may lead to subtle conflicts with colleagues or
even with superiors. In many cases office politics or gossips can be major stress inducers.
50
TECHNIQUES TO OVERCOME STRESS:
There are many techniques to overcome stress. The best stress management
techniques are those that are easy to use, quick to learn and implement. One can use them
to manage their own or others stress . Stress management techniques help in controlling of
ones stress levels and make them healthier and happier and a positive person to be around.
Some of the Stress Management Techniques are listed below.
them. Or if youve got the inclination, play stress doctor and teach them how to better
manage themselves.
51
3. Learn from the best
When people around are losing their head, who keeps calm? What are they doing
differently? What is their attitude? What language do they use? Are they trained and
experienced? Figure it out from afar or sit them down for a chat. Learn from the best stress
managers and copy what they do.
red light and stop them in their tracks. Okay so it might go wrong how likely is that, and
what can you do to prevent it?
52
6. Know your trigger points and hot spots
Presentations, interviews, meetings, giving difficult feedback, tight deadlines. My
heart rate is cranking up just writing these down!Make your own list of stress trigger points
or hot spots. Be specific. Is it only presentations to a certain audience that get you worked
up? Does one project cause more stress than another? Did you drink too much coffee?
Knowing what causes you stress is powerful information, as you can take action to make it
less stressful. Do you need to learn some new skills? Do you need extra resources? Do you
need to switch to de-caf?
technique, but it is the main path to get the techniques in our life by practice.
In straight & sharp we can said that the self-talk is the main root map which lead us into
either stress or motivation. Means if we face any situation, then the self-talk in ourself at
that situation let us into stress, if we think in a negative way about that situation. And lead
us into motivation, if we think in a positive way. So, we have to convert as our self-coach
to make a positive way to our self-talk to get out from stress.
53
HOW TO BECOME SELF-COACH:
If we want to overcome our stress by following some techniques, we must be our
own coach. We have to use the appropriate techniques to convert a situation with high
potential of stress in to a highly motivating experience.
Here are some examples of how we can motivate ourselves without getting into a
stress situation by being positive in our approach. From these examples, we can see how
different attitudes can result in either stress or motivating conditions in which positive or
negative self-talk plays the major role.
Stress
Motivation
Attitude
54
2. Forgetting files at home during seminar:
It is a very critical situation to face. One who have to make a seminar which
decides his career forget all the material related to that seminar.
Stress
Motivation
Attitude
prepared earlier.
himself.
55
3. Project deadline:
You have a project work which should be finished by you within a week. But due
to some personal reasons you didnt complete your work and now you have a deadline of
only one day. Then your attitude and reactions in both stress and motivating conditions.
Stress
Motivation
Attitude
Feeling tension and search for any reason to
Combine all of his strength to Complete
give explanation.
and take it as
excitement booster
Result
Get disappointed and may feel insecure
about job.
everyone.
56
4. Wife Vs boss:
You have planned to go out with your wife in the evening and already intimated her
to get ready. But suddenly exactly at leaving time your boss came to you and asked to
complete some important work and then leave. Your reactions in this situation.
Stress
Motivation
Attitude
Feeling bad about the boss and scolding him
Make a call to wife, explain about the
inside.
situation and your condition.
Result
57
5. Stuck in traffic:
You have an urgent meeting to attend but unfortunately stuck in traffic.
Stress
Motivation
Attitude
Feeling irritating and thinks that is a bad day
Sharpens your mind and thinks for
for you.
solution.
Result
Understand the situation and intimate to
58
6. Files misplace:
You are in a situation to submit some important files. But you have forgotten that
where you kept those files.
Stress
Motivation
Attitude
scolding sun-ordinates.
files.
Result
further.
59
HOW TO AVOID STRESS IN THIS CORPORATE SOCIETY:
In this busy, hi-tech, corporate world everyone suffers from stress irrespective of
age & gender, which affects their health or thus the life. Hence every individual should
take some precautionary steps as mentioned below to avoid stress, as we all know that
Prevention is better than cure.
1. Practice team work.
2. Regular exercise.
3. Respect others talent.
4. Spend quality time with family & friends.
60
CONCLUSION
As we know stress is a common word which is used by everyone, because everyone
feels stress one time or the other. No one may be an exception to this phenomenon. We can
however handle a situation in such way that the stress can be avoided. If we want to
achieve the same, we can because everything lies within us. In any situation, as the
perception of individual varies, stress & its level will also vary.
Hence everyone should take care about themselves to escape from stress. Now a
days many MNCs & so many other organizations conduct some stress management
seminars, classes & presentations to make their employees stress free.
One should realize that stress affects ones efficiency and quality of like, if taken
in a negative way. But the same is not true if the stress is converted into motivation. In fact
such motivation will result in higher levels of efficiency and can improve the quality of
life. The way we see at things purely depends on us. Thus finally we can conclude that
Stress can be the spice of life or the kiss of death
61
CHAPTER-V
Response
Number of Respondents
Percentage
20
20%
22
22%
44
44%
14
14%
Graphical Representation:
4th Qtr
14%
1st Qtr
20%
2nd Qtr
22%
3rd Qtr
44%
Interpretation:From the above analysis I have found that 44% of employees feels that they utilize
their abilities and experience, 22% feel sometimes like this, 20% will never feel like this
where as 14% feels like this very frequently.
62
2. Opinion regarding enhancement of social status by doing their jobs.
S.NO.
Response
Number of Respondents
Percentage
20
20%
26
26%
32
32%
22
22%
Graphical Representation:
36%
26%
22%
20%
Interpretation:From the above analysis I have found that 20% of employees feels that their job
doesnt enhance their social status, while 26% feels that their job enhance their social
status, where as 32% employees feel frequently and 22% always feels that their job
enhance their social status.
63
3. Opinion regarding the feeling of employee, when he get an unexpected large
project.
S.NO.
Response
Number of Respondents
Percentage
30
30%
42
42%
18
18%
10
10%
Graphical Representation:
4th Qtr
10%
1st Qtr
30%
3rd Qtr
18%
2nd Qtr
42%
Interpretation:From the above analysis I have found that 30% of employees never get tensed,
when they get an unexpectedly large project, but 42% get tensed sometimes, where as 18%
get frequently tensed , while 10% get always tensed when they get an unexpectedly large
project.
64
4. Opinion regarding the acceptance of more responsibilities by the employees than
Response
Number of Respondents
Percentage
22
22%
36
36%
30
30%
10
10%
Graphical Representation:
36%
30%
22%
10%
Interpretation:From the above analysis I have found that 22% of employees are never ready to
take more responsibilities then they are handling. 36% are sometimes ready to accept. 30%
employees are frequently ready where as 10% are always ready to accept more
responsibilities then they are handling at present.
65
5. Opinion regarding the information needed to carry out responsibilities assigned to
the employees.
S.NO.
Response
Number of Respondents
Percentage
36
36%
40
40%
12
12%
12
12%
Graphical Representation:
4th Qtr
12%
3rd Qtr
12%
1st Qtr
36%
2nd Qtr
40%
Interpretation:From the above analysis I have found that 36% of employees feel that they are
getting enough information needed to carry out responsibilities assigned to them.40% of
employees sometimes feel that they are not getting enough information, where as 12% of
employees frequently and 12% always feels like this.
66
6. Opinion regarding the role they perform
S.NO.
Response
Number of Respondents
Percentage
40
40%
42
42%
18
18%
0%
Graphical Representation:
40%
42%
18%
Interpretation:From the above analysis I have found that 40% employees feel there is enough
interaction,42% employees sometimes feel that there is not enough interaction, 18%
employees frequently feel like this, and none of the employees always feels like this.
67
7. Opinion regarding the availability of resources to perform their role
S.NO.
Response
Number of Respondents
Percentage
42
42%
30
30%
24
24%
4%
Graphical Representation
Category 4
Category 3
4%
24%
Category 2
30%
Category 1
42%
Interpretation:From the above analysis I have found that 42% employees feels that they are having
enough resources to be effective in their role. 30% of employees sometimes feels that feels
that they are not having enough resources to be effective in their role.24% of employees
frequently feels like this. 4% of employees always feels like this.
68
8. Opinion regarding the availability of getting enough time to spend with family in
respective of their role.
S.NO.
1
Response
Never feels like this
Number of Respondents
Percentage
46
46%
34
34%
16
16%
4%
Graphical Representation:
1st Qtr
2nd Qtr
3rd Qtr
4th Qtr
Interpretation:From the above analysis I have found that 46% of employees feels that their role did not
create any difficulty to spend with their family. 34% of employees sometimes feels that
their role did not allow them to have enough time with their family. 16% of employees
frequently feels like this. 4% of employees always feels like this.
69
9. Opinion regarding the availability of time & opportunity to prepare themselves for
future challenges.
S.NO.
1
Response
Never feels like this
Number of Respondents
Percentage
24
24%
38
38%
20
20%
8%
Graphical Representation:
38%
24%
20%
8%
Interpretation:From the above analysis I have found that 24% of employees feels that they are
getting good opportunities & time to prepare themselves for the future challenges in their
role. 38% of employees sometimes feels that they are not getting .20% of employees
frequently feels like this. 8% of employees always feels like this.
70
10. Opinion regarding training provided to every role.
S.NO.
1
Response
Never feels like this
Number of Respondents
Percentage
44
44%
44
44%
10
10%
2%
Graphical Representation:
Sales
4th Qtr
3rd Qtr
2%
10%
1st Qtr
44%
2nd Qtr
44%
Interpretation:From the above analysis I have found that 44% of employees feels that they are getting
pertinent training role for their role.44% of employees sometimes feels that they are not
getting. 10% of employees frequently feels like this.2% of employees always feels like
this.
71
11. Opinion regarding the interest in the work.
S.NO.
1
Response
Never feels like this
Number of Respondents
Percentage
64
64%
12
12%
12
12%
12
12%
Graphical Representation:
Chart Title
Series 1
Column1
Column2
64%
12%
Category 1
12%
Category 2
Category 3
12%
Category 4
Interpretation:From the above analysis I have found that 64% of employees feels that the work
they are performing is related to their own interest. 12% of employees sometimes feels that
the work they are performing is not related to their own interest.12% of employees
frequently feels like this.12% of employees always feels like this.
72
12. Opinion regarding the role.
S.NO.
Response
Number of Respondents
Percentage
46
46%
40
40%
4%
10
10%
Graphical Representation:
46%
40%
10%
4%
Category 1
Category 2
Category 3
Category 4
Interpretation:From the above analysis I have found that 46% of employees feels that several aspects of
their role are very clear & certain. 40% of employees sometimes feels that several aspects
of their role are vague & unclear.4% of employees frequently feels like this.10% of
employees always feels like this.
73
13. Opinion regarding the responses of employees regarding initiatveness.
S.NO.
Response
Number of Respondents
Percentage
34
34%
42
42%
22
22%
2%
Graphical Representation:
1st Qtr
2nd Qtr
3rd Qtr
4th Qtr
Interpretation:From the above analysis I have found that 34% of employees feels that they get good
response from other employees, if they take initiation.42% of employees sometimes feels
that they didnt get good response from other employees, if they take initiation.22% of
employees frequently feels like this.2% of employees always feels like this.
74
14. Opinion regarding conflict between my values and what I have to do in my role.
S.NO.
Response
Number of Respondents
Percentage
44
44%
30
30%
18
18%
8%
Graphical Representation:
4th Qtr
8%
3rd Qtr
18%
1st Qtr
44%
2nd Qtr
30%
Interpretation:From the above analysis I have found that 44% of employees didnt get any conflict
between their own values & their role they performing. 30% of employees sometimes feels
that there is a conflict between their own values & their role they performing. 18% of
employees frequently feels like this. 30% of employees every time feels like this.
75
15. Opinion regarding contradictory instructions in their work.
S.NO.
Response
Number of Respondents
Percentage
46
46%
36
36%
16
16%
2%
Graphical Representation:
Category 4
Category 3
2%
16%
Category 2
36%
Category 1
46%
Interpretation:From the above analysis I have found that 46% of employees feels about the instructions
given by different officers about their work are not contradictory .36% of employees feels
about the instructions given by different officers are somewhat contradictory. 16% of
employees feels like this.2% of employees feels like this.
76
CHAPTER-VI
FINDINGS
SUGGETIONS
CONCLUSION
FINDINGS
77
6. Stress is also varied with varying gender. Incase of female employees, they have to
manage many things at home as well as work place as compared to male employees. Hence
they are under more stress than male employees.
7. Mostly the non-executive, working level, operative level people are under more stress
because of hazardous nature and superior domination etc.
78
SUGGETIONS
1. In VSP to cope up with stress, employees should get distributed their work evenly to get
rid of work load.
2. Should take measures to avoid stress by providing certain recreational facilities to avoid
family and personal problems of individuals.
3. Educate the employees to cope up with stress by different strategies to avoid stress by
allowing them to share their opinions, feelings and welcome them to open up with their
ideas, suggestions which should implement at work place.
4. Take the measures to eliminate the negative impact of stress on performance which
leads to organizational exploitation.
5. Assign some apprentices under middle-aged employees to assist them in their work.
6. Take measures to maintain uniformity and respect between all genders. Women
employees should treat well, in respect of promotions, pay scales etc.
7. Should conduct employees opinion poll at regular intervals, encourage team work,
provisions of training classes regarding maintenance of stress and conduct seminars about
stress by some specialists every time to make employees stress free.
79
CONCLUSION
As we know stress is a common word which is used by everyone, because everyone
feels stress one time or the other. No one may be an exception to this phenomenon. We can
however handle a situation in such way that the stress can be avoided. If we want to
achieve the same, we can because everything lies within us. In any situation, as the
perception of individual varies, stress & its level will also vary.
Hence everyone should take care about themselves to escape from stress. Now a
days many MNCs & so many other organizations conduct some stress management
seminars, classes & presentations to make their employees stress free.
One should realize that stress affects ones efficiency and quality of like, if taken
in a negative way. But the same is not true if the stress is converted into motivation. In fact
such motivation will result in higher levels of efficiency and can improve the quality of
life. The way we see at things purely depends on us. Thus finally we can conclude that
Stress can be the spice of life or the kiss of death
According to my survey there is no any kind of stress management programmes to
the employees of RINL. There is an excessive of work load on particular departments
where should be a need of stress release programmes.From my personal interactions with
some employees at non-executive level were under more stress and merely with low level
of job satisfaction because of excessive stress only. Hence I would like to conclude by
suggesting RINL to implement some kind of stress management programmes.
80
ANNEXURE
BIBLIOGRAPHY
Author
Name of
Edition
Publication
the book
Dr.R.Nagendra
New
Year of
publication
st
1 Edition
perspectives of
SwamiVivekenanda
2003
Yoga Prakashana
stress
Allen Elkin,Ph.d
management
Stress for
3rd Edition
Tata MC Grill
2002
Pramod batra
dummies
Simple ways to
2nd Edition
S R Publications
2001
Dru scott
gurumantras
Self-talk &
1st Edition
Himalaya
2004
Swami
motivation
Oh! Mind
5th Edition
Himalaya
2002
Sukhbhodanda
Swami
please relax
Yoga &
4th Edition
Himalaya
2004
Sukhbhodanda
meditation
manage stress
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QUESTIONNAIRE
NAME:
DESIGNATION:
DEPARTMENT:
EXPERIENCE:
9. I dont have time & opportunities to prepare myself for the future challenges of my role.
1
13. Even when I take initiative for discussions or help , there is not much response from
other roles.
1
BIODATA
Name: PURNIMA TADI
Fathers Name: T. SATTI REDDY
Date of Birth: 10th, Aug 1986
Age: 23
Sex:
Female
Nationality: Indian
EDUCATIONAL QUALIFICATIONS:
Qualification
College/School
Board / University
Year
Post
Graduation
Andhra University
2008-10
B.sc(M.P.C.)
Andhra University
2003-06
M.N.R.Junior College
Board of
intermediate
Education, A.P.
2001-03
80.3%
2001
78%
Inter (M.P.C)
S.S.C.
Z.P.H.SCHOOL
Board of Secondary
Education, A.P.
Aggregate
pursuing
67.84%