REPORT ON SUMMER TRAINING

STUDY OF STRESS AMONG EMPLOYEES OF PUBLIC AND PRIVATE SECTOR
Submitted to Lovely Professional University
In the Partial Fulfillment of Requirements for the Degree of Master of Business Administration

Submitted By:Geetanjali Reg.no. 10806208

LOVELY PROFESSIONAL UNIVERSITY LOVELY INSTITUTE OF MANAGEMENT DEPARTMENT OF MANAGEMENT PHAGWARA (2009)

TO WHOM SO EVER IT MAY CONCERN

This is to certify that the dissertation titled STUDY OF STRESS AMONG EMPLOYEES OF PUBLIC AND PRIVATE SECTOR carried out by Ms. GEETANJALI has been accomplished under my guidance & supervision as a duly registered MBA student of the Department of Management, Lovely Professional University, Phagwara. This dissertation is being submitted by him in the partial fulfillment of the requirements for the award of the MBA from Lovely Professional University. His dissertation represents his original work and is worthy of consideration for the award of the degree of MBA ___________________________________ (Name & Signature of the Faculty Advisor) Title: ______________________________ Date: _____________________________

ACKNOWLEDGEMENT

A single person alone can never be credited for performing any extraordinary work successfully. It is only possible with the continuous and constant help and guidance that they receive from others.

The present work is an effort to throw some light on STUDY OF STRESS AMONG EMPLOYEES OF PUBLIC AND PRIVATE SECTORS. The work would not have been possible to come to the present shape without the able guidance, supervision and help to me by number of people. With deep sense of gratitude I acknowledge the encouragement and guidance received from my project guide ………….. during the entire course. I also acknowledge the help and guidance from my project supervisor MR. SHAMSHER SINGH CHEEMA during the entire summer training. I also acknowledge the help and guidance of consultant of MR. PAWAN PURI.

I convey my hearty affection to all those people who helped and supported me, for completion of my project and making the process of learning a thoroughly joyful experience.

GEETANJALI MBA

EXECUTIVE SUMMARY
I have undertaken the project on “Study of Stress Among The Employees of Public and Private sector” as a part of the curriculum of the III RD Semester. The main reason I took up this project is to learn how stress affect the employees of public and private sector. The main intent/aim of doing this project is to understand how stress can affect the personal and professional life of an employee and how it affects the companies in both public and private sector. The project helps me to understand how a company’s HR Department tries to improve their business by keeping good relations with employees. This study’ emphasizes on how an employee and employer should keep a proper balance between their work and family. It emphasizes how people can keep balance by making their work timings flexible This study quantifies the effects of stress of work life on employees. It aims to gain an insight into current working life policies and practices, as well as work-life balance issues of employees. Several notable factors that influence stress of work life are Adequate  Stress is the "wear and tear" our bodies experience as we adjust to our continually changing environment; it has physical and emotional effects on us and can create positive or negative feelings. As a positive influence, stress can help compel us to action; it can result in a new awareness and an exciting new perspective.  As a negative influence, it can result in feelings of distrust, rejection, anger, and depression, which in turn can lead to health problems such as headaches, upset stomach, rashes, insomnia, ulcers, high blood pressure, heart disease, and stroke. Stress is our body physical, mental and chemical reaction that frightens, confuses, endangers or irritates you.

 In today’s changing and competitive work environment, stress level is increasing both for the workers as well as for the managers as a result of this, work stress, more and more managers are showing signs of chronic fatigue and burnout. Research has concluded that stressed out managers are not good for their companies. In most cases, stress lead to reduced efficiency in even the best of individuals, which in turn leads to reduced productivity

OBJECTIVES OF THE STUDY
 To analyze the level of stress among the employees of public and private sectors  Impact of stress on the health of employees of public and private sectors  To analyze the techniques use by public and private sectors to reduce stress level of employees.  To analyze what techniques employees use to reduce their stress.

SCOPE OF THE STUDY
 The study is confined to analyze the stress among the employees of just two companies of public and private sector mainly MARKFED and AAREN EXPORTS.  The study is limited to the selected employees of AAREN EXPORT AND MARKFED Company so that’s why it will be of lesser scope in future.  The study is limited to a specific region that is Jalandhar region where both the companies are situated.

RESEARCH METHODOLOGY
For achieving the objectives of study, survey was conducted. For survey, personal interviews of various managerial level employees were undertaken. Personal interviews were selected as the mode of survey to make the study more meaningful & so that maximum information could be collected. For conducting the personal interviews of the workers, a questionnaire was made. The questionnaire was structured with close ended questions.

 In the present study consideration, convenience sampling is used to collect the sample. The respondents were interviewed with structured questionnaires.  The sample size in this present study is 30 employees.

 In view of nature of the present study, the required data was collected through the structured questionnaire designed for the purpose. For analyzing the data various techniques like pie chart and bar graph has been used.

MAJOR FINDINGS
 There is significant difference in the level of stress between private and public sector.  Stress is found higher among employees of private compared to employees of public sector.  Among different stress variables Lack of Senior level Support and Stress of Achieving Time Bound Targets contribute more to the stress among employees of private sector as compared to employees of public sector. as

SUGGESTIONS

 Company should encourage open channel of communication to deal work related stress.  Ensure justified use of grievance handling procedures to win trust and confidence of employees and reduce their anxiety and tension related to job related problems.  Provide counseling on work related and personnel problems and support from a team of welfare health and counseling staff.  Attractive system of reward and recognition of good work.  company should must provide some seminars, about how to reduce stress, how to balance professional and personal life.

CHAPTER-1
THEORETICAL FOUNDATION INTRODUCTION TO TOPIC
In today’s changing and competitive work environment, stress level is increasing both for the workers as well as for the managers as a result of this, work stress, more and more managers are showing signs of chronic fatigue and burnout. Research has concluded that stressed out managers are not good for their companies. In most cases, stress lead to reduced efficiency in even the best of individuals, which in turn leads to reduced productivity.

WHAT IS STRESS?
Stress is the "wear and tear" our bodies experience as we adjust to our continually changing environment; it has physical and emotional effects on us and can create positive or negative feelings. As a positive influence, stress can help compel us to action; it can result in a new awareness and an exciting new perspective. As a negative influence, it can result in feelings of distrust, rejection, anger, and depression, which in turn can lead to health problems such as headaches, upset stomach, rashes, insomnia, ulcers, high blood pressure, heart disease, and stroke. Stress is our body physical, mental and chemical reaction that frightens, confuses, endangers or irritates you. Stress can lead to: • • • Physiological discomfort. Some kind of emotional un-happiness. Strained relations with other people.

DEFINITION
Hans Selye defined Stress as “The force, pressure, or strain exerted upon a material object or person which resist these forces and attempt to maintain its original state” Beehr and Newman as “job stress is a condition arising from the interaction of the people and their jobs, and characterized by changes within people that force them to deviate from there normal functioning.”

SOURCES OF STRESS
• • • • Extra-organization stress. Organization stress. Group stress. Individual stress.

EXTRA-ORGANIZATION STRESS.
Job stress is not limited to things that happen inside the organization factors during the working hours. Extra organization factors also contribute to job stress. There stressors include following factors:1. Political factors:- Political factors are likely to cause stress in countries which suffer from political uncertainties as an Iraq for e.g. the obvious reason is that the countries have stable political system where change is typically implemented in an orderly manner. 2. Economic factors:- Changes in business cycles creates economics uncertainties. When the economy contracts, people get worried about their own security. Minor recessions also causes stress in the work force as downward swings in the economy are often accomplished by

permanent reduction in the work force, temporary layoff or reduction in ply. 3. Technological factors:- Technological uncertainty is the third type of environmental factor that can cause stress. In today’s era of technological development new skills and experience obsolete in a very short span of time.

ORGANIZATIONAL STRESSORS.
Although there are many factors in the work environment that have some influence on the extent of stress that people experience at the job, the following have been shown to be particularly strong in inducing stress:

Job related factors:- Job related factors or task demand are related to the
job performed by an individual. These factors includes the following:  If the job is too routine, dull and boring or happens to be too demanding in terms of frequent transfers or constant traveling, which limits the time he can spend with his family, the individual is likely to experience stress.  Some duties and responsibilities have inbuilt stress such as those of the fire fighter or the police squad which defuses bombs.  The more interdependence between a person’s task and the tasks of others, the more potential stress is there. Autonomy, on the other hand tends to listen stress.

Role related factors:-Role related factors relate to pressures placed on
persons as a function of the particular role he or she plays in the organization. Individuals can experience the following role related stress:

 Role conflicts: A Role conflict occurs when two or more persons have different and sometimes opposing expectations of a given individual. Thus, there are two or more sets of pressure on the individual so that it is not possibly satisfy all of them. Another type of role conflicts is the inter-role conflict where individual plays more than one role simultaneously in his life and the demand of these role conflicts with each other.  Role overload: Role overload refers to the situation when an individual is expected to do too many things within a limited time as part of the daily routine. For e.g. if Mr. A is expected to perform the duties of a supervisors, receptionist, public relation officers and accountant, he is likely to experience a lot of stress from the several roles she has to play during the day.

Inter personal and group related factors:Inter personal demand are pressure created by other employees. Group related stressors include factors like conflicts; poor communication, unpleasant relations and fear of being ostracized from the group as a valued member.

Organization structural factors:These factors represent the managerial style of the organization’s senior’s managers. They establish unrealistic pressure to perform in the short run, impose excessively tight controls and routinely fire employees who fails to turn up.

GROUP STRESSORS
Another source of stress in organization is poor interpersonal relations or conflicts. These conflicts can be among the members of the group or between the superior and subordinates. Groups have a lot of influence on the

employees, behavior, performance and job satisfaction. Group can be classified into following factors: Group cohesiveness:- The famous Hawthorne studies had proved that group cohesiveness is very important to the employees, particularly at the lower level of the organization. Lack of cohesiveness can be very stress producing especially for those persons who can’t thrive in isolation. This stress becomes more intensified when the people we are close to or with whom we come in contact with are in distress themselves.  Lack of social support:- Satisfaction, though, a state of mind is influenced by the positive external factors. These factors include friendliness, respect from other members and self respect, support, opportunity to interact, achievement, protection against threats and a feeling of security.  Conflicts: - People who are working in the organization are prone to inter-personal and inter-group conflicts. As we have discussed that conflict has a both functional and dis-functional aspect. Whenever conflict has dis-functional consequences, it will lead to stress in all concerned parties.  Organizational climate: - Much of the group or inter-personal relationships depend upon organizational climate .an all over organizational climate may have a relaxed style of working or it may be tense or crisis oriented so all the employees of such organization will be continuously tense, if the climate in general is unfriendly, hostile or totally task oriented.

INDIVIDUAL STRESSORS.

The typical individual works for about 8-10 hours a day. The problem and experience 4s which he has to face in the remaining 14-16 non working hours can spill over to his work place. Following are the main factors which can causes stress to individuals.  Job concerns:- one of the major job concern is lack of job security which can lead to concern, anxiety or frustration to the individual. the prospects of losing a job especially when you have a family and social obligations, is always very stressful.  Career

changes:-

when

an

employee

has

to

relocate

geographically because of transfer or promotion, it disrupts the routine of his daily life causing concern and stress this lead the following problem  The fear of working in a new location.  Unpredictability about new work environment.  Anxiety about creating new relationships.  If the employee has got a working spouse then the stress is greater. Thus when a person is geographical relocated, his stress will be depend how many More the changes more will be the stress.  Economics problems:- some people are very poor money manager or they have wants and desires that always to be exceed their earning capacity. When individuals over extended their financial resources, or on simple words if they spend more than they earn it will always cause stress and distract the employees from their work. upon

change occur in his social relationships and family life.

 Changes in life structure:- The life structure of a person changes as he grow older. As he grows older, his responsibilities to himself as well as others changes and increases. The higher the responsibility, the greater the stress.  Personality of a person:- The extent of stress is also determined by the personality of a person . In respect of the distinction between “TYPE A and TYPE B” behavior patterns become relevant. As mentioned earlier, “TYPE A personalities may creates stress in their work circumstances due to their achievements, orientation, impatience and professionalism. TYPE A people thus, bring stress on themselves. TYPE B personality, on the other hand less stress prone.

SOURCES OF STRESS
Stress is unavoidable and has become an inherent part of human life. It arises as a result of imbalance between the demands and placed on an individual and his/her capacity to meet those demands. If the demands are very below his/her capacity, then the individual may feel bored and disinterested. Conversely, if the demands are way above his /her capacity, then the individual feel overwhelmed and thus feel the pressure. One way to handle such a situation is find a balance between the demand and capacity. The sources of stress are:

Internal Stress
Internal stress generally happens when individuals worry about things outside their control. The personality of an individual plays an vital role in stress management. Every individual can be categorised into type A and Type B personalities. An individual of Type A personality has continual sense of urgency and has an excessive competitive drive. He / she is always in a hurry and is impatient. People with Type A personality are obsessive about winning and do not have the ability to spend leisure time productively. These people are likely to be under stress even in minor situations. People with Type B personality never sense the urgency of time. They work at their own pace,

with no need to prove their achievements. These people are less likely to be under stress.

External Stress
This type of stress is the result of environment influence on an individual. External stress is a result of stress from the environment. This can be stress from family, work peers and friends. Physical conditions such as poor lighting, loud noise, poor seating arrangement and extreme workplace temperatures (a too hot or too cool cabin) are also stressors.

TYPES OF STRESS
1) Personal stress:- This is extra organised stress. Individual plays many
roles in life like that of a father, brother, friend or mother, wife, sister etc. in this process various factor cause stress:

 Family stress:- Family stress arise from conflict of ideas or relationships with spouse, children, siblings, parents. The stress may also caused by the health of family member, financial problems, divorce and death of dear one.  Health related stress:- This may be a result of undetected or neglected health problems. For example a person may neglect minor ill health, which over a period becomes a serious health problem that may require immediate attention.  Society related stress:- Society related stress occurs due to bad relations with friends, colleagues and neighbour.

2) Work related stress:- Work related stress relates to the working
environment and policies of the organization. Two types of work related stress are:  Organizational stress:- The stress resulting from the conflict between organizational goals and individual goals.

 Lack of organization skills:- An employee may be given many responsibilities without sufficient authority.  Long work hours:- Everyone has a natural body clock. Working against this clock may create stress.  Job insecurity:- Job insecurity is a major stress factor. This kind of insecurity and lack of growth or promotions act as stress. The higher the uncertainty, higher the stress.

3) Job stress:-

Stress that occurs due to the lack of resources or scarce resources at the work place is called job stress.  Difficult clients/ Subordinates/Superiors/ Colleagues:Every employee has to handle a difficult client at some point of time. A difficult or dissatisfied client is a stress creator.  Personal inadequacy:- The lack of knowledge or skills to handle a particular task or job, this can create stress.  Setting high goals:- Setting high goal for oneself is a major stressor. Not achieving the target may create stress.  Overwork and deadlines:- Extended periods of work or continuous work can lead to extreme stress situations. Strict deadlines and rigid plans create stress in employees.

DIFFERENCE BETWEEN STRESS AND BURNOUT
Burnout is a result of rigorous stress over a period. It usually results in physical and mental fatigue. It arises due to either the excessive demands thrust upon an individual by himself/herself (setting high goals and targets) or by his/her environment (pressure from superiors). Stress occurs over the shortterm whereas burnout is long term. Burnout is an impending danger and requires immediately attention. It is more critical where a person feels his/her inner resources are inadequate to meet demands. Burnout is related to the workplace where a person feels overworked, underpaid, unrecognized, confused, etc.

BURNOUT LIFE CYCLE
Burnout is not something that happens overnight. It takes place over a period. There are various stages in this period that ultimately lead to burnout. Hence a person identify the stage in which he/she ia at present and take preventive measure.

The first stage is the Honeymoon stage; the employees are new to the
organization, job or project. They may find thr going smooth and wonderful. The organization, colleagues and work may seem very good.

The second stage is the awakening stage. In this stage, the employees
being to get the real picture. They may begin to feel that their expectations are unrealistic. The job may seem tough and the organization and colleagues not so good. The employees may feel that their worth is not being recognized. They start showing the initial symptoms of burnout like stress, dissatisfaction, confusion, etc.

The third stage is the burnout stage. In this period, the employees lose
their interest and energy. Stress result in exhaustion, loss of concentration and show symptoms of burnout.

The fourth stage is the total burnout stage, in this stage, the employees
enter a total burnout mode. They may become aimless, suicidal, threatening. Te exhausted employees will be on the threshold of a heart attack, suicide and other serious problems.

The fifth and final stage is the recovery stage. This is a very tough stage.
It takes a long time for people to recover from burnout. Hence, in case of burnout employees should be proactive rather than reactive.

STEPS TO HANDLE BURNOUT

Employees should identify the symptoms of unmanaged stress that may result in burnout. Identifying the causes of stress will help in managing a burnout. Some of the steps of managing burnout are:

Identifying the sources of burnout:- We should find out the reasons
for burnout. The reasons can be change in interest, job dissatisfaction and overwork.

Ensuring physical well-being:- A person should get a complete
physical check up. He/she should be under constant supervision of doctor. Taking regular and short breaks throughout the day and full lunch break even during a hectic schedule will help. Exercise lifts energy levels; therefore running, swimming, or going to the gym is essential.

Communication:- People with symptoms of burnout should develop good
communications with others. This will help them in reducing negative emotions and releasing pressure.

Organize:- To have control on their lives, people need to pain and organize
activities. This plan should include short breaks, time offs.

Set achievable goal:- People should set goals in accordance with their
capabilities. They fell better after achieving their goals. If the goals are not achievable and not achieved, employees begin to feel discouraged or helpless.

CONSEQUENCES OF STRESS
As is pointed out in the introducing comments on stress. Stress is not automatically bad for individual employees or their organizational performance. It is dysfunctional aspect of high level of stress that should be and are a major concern for contemporary society in general and for effective

human resources management in particular. The consequences of stress can be studied under three general categories:

Consequences for the Individual.
Stress show itself in a number of ways. An individual who is experiencing stress may develop the following symptoms.

Physiological symptoms:- In the initial stages, the major concern of
stress was directed at physiological symptoms. According to the researched high degrees of stress are typically accompanied by server anxiety, frustration and depression. Some of the physiological symptoms are as follows:  Stress: Irritability, insomnia, alcohol and food abuse. Physical changes including rapid breathing, Prolonged stress can Such as impotence  Anxiety: Excessive worry, irritability, anger, nervousness As well as usability to concentrates or to sleep. Physical Changes includes palpitation, chest pain and dazziness. heart beat and tensed muscles. causes muscular twitches, skin problem.

Psychological symptoms:- while considerable attention has been given
to the relationship between stress and physiological symptoms, especially within the medical community not as much importance has been given to the impact of stress on mental health .But psychological impacts of stress may be:  Stress can cause dissatisfaction. Job related stress can cause job related dissatisfaction, is the simplest way and the most psychological aspects of stress.  The psychological problems from stress performance, lowered esteem, resentment, of may lead to poor job supervision, inability

to concentrate, make decision and job satisfaction. The less control

people have over the pace of their Work, the greater the stress and dissatisfaction.

Behaviors symptoms:- Any behavior which indicates that you are not
acting your usual self may be a sign of adverse reaction to stress. Direct behavior that may accompany high level of stress includes:-

1. Overeating 2. Sleeplessness 3. Drug abuse 4. Nodding off during meetings or social gatherings 5. Losing your sense of humour. 6. Absenteeism and turnover. 7. Reduction to Productivity.
Consistently acting and feeling out of character is a serious warning that we are losing our ability to cope with tension. Inability to feel or express any emotions or a sense of being indicates loss of contacts with surroundings and ourselves. The above indicators can help us in overcoming the tensions in our day to day life.

Consequences for The Family:
Distress which is handed by individual’s in dysfunctional ways such as

resorting to drinking or withdrawal behaviors, will have an adverse effect on their on their family life. The effect of this will be spouse abuse, child abuse, alienation, from family members and even divorce. The stressor which generally effect the family life are:  In the dual career families where both the spouse are pursuing careers, a lot of personal commitments, varied in nature, are demanded from them. The stresses experienced by the couples stem from role overload, since both partners have to manage their careers as well as the family.

 Additional stresses are experienced while handling the personal, social and cultural dilemmas of balancing work and family, discharging responsibilities, handling competition at the work place and within the family and being an involved members of the extended family.

Consequences To Organizations:
The effect of employees stress on organizations is many and varied. These include: 1. Low performance and productivity. 2. High rates of absenteeism and turnover. 3. Loss of customers due to poor attitudes of workers. 4. Increased alienation of the worker from the job. 5. Destructive and aggressive behavior resulting in strikes and sabotage. The stress experienced by employees who take on critical roles and are responsible for public safety can sometimes be detrimental to the well being of the constituents served. For e.g. the stress experienced by airlines pilots, train drivers etc can results in the loss of many lives.

COPING STRATEGIES FOR STRESS
When we look at stress from organization point of view, management may not be concerned about the low to moderate level of stress experienced by the employees. The reason is that some functional level of stress is necessary to improve employee’s performance. But high level of stress and sustained low level of stress area cause of action by the management. But when we look at stress from individual point of view even the low level of stress is perceived to be undesirable. Keeping this in mind we can discuss the individual and

organization approaches towards managing stress. Before discussing these approaches, we must keep in mind two points: 1. Firstly, we must not make any generalization. Each of us have different limits, different optimum stress level and will perceive the sources of stress differently. One person over stress may be an other person challenge and optimum stress. 2. Secondly, we need to differentiate between what we can do to equip and to organize our environment to prevent us from becoming over and under stressed. We label this as PREVENTION. Yet however, well we prepare ourselves and try to control our environment from time to time, we still experience undesirable stress. It is then that we need to have developed MANAGEMENT SKILLS.

INDVIDUAL APPROACHES :
Stress can be managed by individual, which will enable him to regain control over his life. Some of the stress reducing strategies from individual’s point of view are:-

 Knowledge about stress: He should know about the process and effects of stress. He must find out the major source of his stress . he must anticipate stressful periods and plan accordingly in advance.  Assertiveness: An individual should become assertive. He should not say “YES” when he wants to say “NO”. He Should start saying no to the people or managers who demand too much of his time. Thus assertive is an important factor in reducing stress.  Social support network: Every person should have people to turn to, talk to and rely upon. Good friends become highly supportive

during the time of stress and crisis. Social network includes friends, family or work colleagues.  Re-adjust life goals: Every individual must know what he really wants to do. This should relate to not only the major decisions of the life but to all activities in our life. He must know what is important for him. Accordingly every person must re- adjusts his goals and make sure he has the ability and resources to reach such goals.

 Relaxation techniques: Every individual must teach himself to reduce tension through relaxation techniques such as YOGA, MEDITATION, and HYPNOSIS ETC. 15-20 mins a day of deep relaxation releases tension and provide a person with pronounced sense of peacefulness. Deep relaxation conditions will bring significant changes in heart rate, blood pressure and other physiological factors.

 Plan your life in advance: People create situations which induce stress because they either did not plan or did a bad job of planning. This attitude may be relevant in those conditions over which we don’t have any control like death in the family etc but for the other events in life, it is better to plan in advance, so that we can confront them with confidence.

ORGANISATIONAL APPORACHES:
Individual may design there own strategies to reduce stress, but it is a must for the organization to develop programmes that will help the employees in reducing their stress. Some of the measures which organization can take care:

 Goal Setting: Goal setting can reduce stress as well as provide motivation. It will result in less employee frustration, role ambiguity and stress.  Improved Communication:- Sometimes due to lack of effective communication from the superiors, the employees do not know what they have to do and how they have to do it. This result in role ambiguity. Effective communication with employees reduces the uncertainty by lessening role ambiguity and role conflict.

 Re-Designing Jobs:- Organizations should redesign the jobs in such a way as to give employees more responsibility, more work, more autonomy and increased feedback. Job redesigning enhances motivation, reduces the stress among the employees and enhances “QUALITY OF WORK LIFE”.

 Participative Decision Making: - If the organization gives the employees participation in those decisions that directly affect them and their job performance, it can increase employees control and reduces the role stress.

 Building Team Work:- The management should try to create such work environment in which there is no provision for inter personal conflict or inter group conflicts. Such conflicts are the causes of stress; such should be prevented from building or eliminated if they develop. To conclude we can say that all these strategies or a combination there of should be applied to make the work environment less stressful to a level which is positive and challenging.

LITERATURE REVIEW

Murphy.L, Hurrell.J.J(1987) demonstrated the efficacy of worksite stress management training for reducing worker psycho-physiological arousal and subjective reports of anxiety, depression, and somatic complaints. The role of stress management in the larger context of occupational stress reduction, however, has not been addressed. An application of stress management as one component of an organisational stressor reduction programme is described. Future plans include the formulation and implementation of recommendations for reducing organisational stress and repeated evaluations of their efficacy. Foot.T (1991) explained in this study the nature of stress and methods of stress management. He considers behaviour and lifestyle as factors in causing stress and provides a questionnaire to test managerial skill in recognizing stress. States that stress management is the re-education of people to use existing coping strategies rather than a substitute for those strategies. Steven.B, Brian.H (1994) elaborated in his article gives an overview of events in the field of stress management. Describes the relationship of stress to the human autonomic nervous system and discusses the physiological effects in relation to type A/B behaviour. He examined methodologies for stress management, the design of stress management programmes for industry application, and the results which selected corporations have achieved. As stress-related health-care costs in the US sky-rocket, more and more emphasis will be placed on reducing stress. US industry had recognized the profitability of stress reduction through increased productivity and decreased health-care costs.

Hans Slyer (2001) has analyzed that stress-free existence is, perhaps, a mirage. aptly commented: "Complete freedom from stress is death!" The pressures of modern living ensure that stress is always lurking in the background. It is generally assumed that adverse life events or challenges called stressors cause stress. If this stress becomes very intense or chronic, it leads to stress-related diseases. However, this phenomenon is not as simplistic as it sounds. Different individuals subjected to the same stressful event may react differently, with responses ranging from extreme to mild to absent. Although the causes of stress are myriad, we could loosely categorize these into common and uncommon stressors. Common stressors comprise disease, academic stress (heightened during examinations), marital discord, separation or divorce, career stress, bereavement and unemployment. The uncommon ones include overcrowding, commuting, sleep deprivation, shifts (home, school, career), malnutrition, drug abuse, phobias, excessive exercise, noise pollution, etc. It isn't just adults who fall prey to stress. Modern lifestyles are exacting a toll on impressionable kids and unsuspecting teenagers too. In the words of Dr Cough: A fairly large number of children have stress problems related to studies and unrealistic parental expectations. And there are huge numbers of stressed teenagers. These are cases related to academics, relationships, parental expectations, drug and alcohol abuse and even sexual experimentation that backfires. Examination stress is phenomenally high, especially during board exams." Madhup Johri (2004) Stress is a part of day-to-day living of every individual. The college students may experience stress in meeting the academic demands, people on the job, business men may suffer stress to reach office in time and to complete the projects on time and even the house hold ladies may experience stress in managing the home affairs and to look for the maid servant. The reasons for the stress differ from person to person. The stress people experience should not be necessarily treated as harmful. An

optimum amount of stress can always act as an energizer or motivator and propel people to apply the efforts and complete the work. But a high level of Stress can be serious threat to the personality traits of the Individual and can cause physiological and social problems Lorraine Pirihi (1999) has analyzed that Managing stress is not easy if you don't have the right people in your business or team. One of the biggest challenges any business owner or manager has is hiring the right people. I've recently discovered a simple, inexpensive yet very effective way which will help you get it right. This week I've asked Nathan Chainman, Managing Director of My profile Pty Ltd. to please explain" Without quality employees who share your vision and work ethic your business is not going anywhere. So how do you find the "right" employee? We've all experienced hiring the "wrong" person. It's a nightmare. Hiring mistakes costs money, time and worse can easily ruin your business and your health! A recent survey in Forbes Business Magazine revealed, "Hiring the wrong person is the prime cause of business failure in the USA". For most employers it's a lottery, hire someone and hope it works out. People problems take the most toll on us personally producing significant emotional wear and tear. What if you had a tool that could tell you in advance of hiring, if the candidates applying have the right attitude and behavioural style to do that job successfully? Now that would be something! Well read on. It's now possible to predict behavior quickly and accurately. People can do most jobs if they are qualified and skilled for that position. However some people have a more natural aptitude for a particular type of job. Their behavioural style closely matches the job and as a result, they do better, are less stressed, can't wait to get to work, are enthusiastic and stay with you longer.

CHAPTER-2
INTRODUCTION TO AAREN EXPORTS PRIVATE COMPANY
AAREN Exports is one of the leading manufacturer and exporter of garden tools & hand tools only the fittest & finest survive to be among the leaders. however to remain there , it takes a little more than survival of the fittest . that’s perfection. perfection that lies in every detail of sourcing , crafting networking , living up to the expectations and finally maintaining that some perfectionism. we believe that quality is the life line of every business .we are committed to satisfy our customers by manufacturing and supplying quality products to their entire satisfaction first time and every time with continual up-gradation in quality. now we are in persuit for perfection and excellence and at the same time on inspiring to strive for higher standards as well. we are manufacturing high quality fasteners under the supervision of our most experienced technical staff customers are fully satisfied with the quality of our products and prompts services of our staff. our commonly known languages on work floor is Hindi & Punjabi. our main production facilities are best as compared to in similar type of industry. we have inspection & measuring facilities which is applicable to our products. it will be our pleasure to establish business relations with new buyers and display a true sense of our commitment to buyers who understand quality.

MISSION AND VISION STATEMENT

Vision Statement
The vision is to be one destination for all customer requirements. Engineering excellence forms the cores of customer satisfaction.

Mission Statement
We pay personal attention to our customers so that, we can build products they need, and not merely sell the products we build.

Core Values
To accomplish our mission, the ownership, staff, and management go to great lengths to treat each customer like a member of the family and provide them with the best choice of products and highest quality of service in the industry.

OUR EXPECTATIONS
our emphasis has been to achieve superior performance and high quality products at low cost quality at our end means nothing less than the products at a reasonable cost which represent and satisfy the needs and expectations of the customers with continual improvement.

OUR QUALITY MANAGEMENT SYSTEM
we are dedicated to the percept of serving society and mankind through our quality products and for that we try to find various methods of reducing wastage and improving production , which is our basic philosophy.for our quality control measures , we are appreciated by our customers and friends everywhere .we deeply realise that gaining someone ’s trust and reaching new height of success can take years but the same can be grounded with in no time. all our products conform to the standards given by our customers. however , we follow national / international standards where ever applicable.

PROFILE OF AAREN EXPORTS
AAREN Exports is a Manufacturer and exporter of Hand tool , Garden tool Engineering goods under the brand name ‘HORIZON’. It also deals in importing of pvc resin zinc and other goods. Aaren Exports is a group of companies under the directions of sh. Deepak Aggarwal, Sh S.C Aggarwal and Smt. Anita Aggarwal which exceeds total turn over rs. 170 crores in financial year 2008-2009. AAREN has fully integrated and state of the art assembly facilitation for producing world class hand tool and garden tool. AAREN believes in strong business ethics, excellence in business, creative a productive work environment and continous improvements. The every aspect of AAREN related to their products – raw material , dimensions, testing and inspection conform strictly to the international standards. AAREN’s products are made up of high grade austenitic chrome-nickel molybdenum stainless steel 316L. AAREN’s strong marketing team is complete within itself to reach the potential customer in no time. With all best efforts AAREN extends its capabilities to ensure that only reaches the patients. The organizational Structure of AAREN is divided into four main departments namely:' Sales & Marketing' Operations' Credit, Risk & Collections' Finance & Accounts Functions of different departments: The functions of the different departments are as follows:

1. Sales & marketing
a) Directly responsible for the achievement of targets. b) Development of business c) Ensuring the quality of documents

2. Operations
a) Ensuring 100% quality check of documents b) Customer service c) Implementation of software

3. Credit, risk & Collection
a) Responsible for the design of credit policies b) Appointment & managing of FI & collection agencies c) Directly responsible for the quality of portfolio d) Responsible for 100% achievement of collection target.

4. Finance & Account
a) Managing the funds availability b) Design base cost & allocated cost c) Disbursal of loan amount

MANAGEMENT STRUCTURE

 MR. Deepak aggarwal (Managing Partner)  MR. Subash aggarwal (Managing Partner)  MRS. Anita aggarwal (Manging Partner)  MR. Ajay kindu ( General Manager)  MR. Sher Singh Cheema( HR Manager)  MR. Mahipal Rawat ( Purchase Manager)  MR. Ashu sharma ( Marketing Manager)  MR. Manjeet Kumar ( Production Manager)  MR. Sameer Sahu ( Account Manager)  MR. Inderjeet Singh ( Management Representative)

GROWTH OF AAREN EXPORTS LIMITED
AAREN Exports limited, aspires to be a dynamic and continuously growing company focused on generating economic prosperity for the stakeholders, while growing harmoniously with the community and environment. Leveraging business from an ever expending product portfolio. AAREN EXPORTS is making way in Punjab as a manufacturer exporter in 1991. AAREN today has diversified and expanded multifold, giving way to sustainable growth. Under the dynamic leadership AAREN aspires to grow, embracing new challenges, expanding boundaries and creating new opportunities. AAREN Exports assumes to deliver on time quality products that time meet or even exceed customers expectations. They have use the innovative state of art technology. Design and Development section with computer aided Drafting and Design Facility renders great help to integrated tool room equipped with the latest techniques. In house Laboratory ensures complete control over the quality of incoming raw materials. The components are produced in semi finished/finished state confirming to any standard required by customers In built quality system ensures quality at each level. It is corporate policy to supply quality parts at very competitive prices. Professionalism and determination at AAREN is pointing towards only one direction to forge ahead. AAREN aims at serving humankind with the life supporting products in an effective way. AAREN’s products are made up of high grade. AAREN extends its capabilities to ensure that only reaches the best marketing way that they could get more success in the international market.

THE GROWTH CHART OF CO. IS AS BELOW :ACCOUNTING YEAR ASSETS(in lac) 1992-93 1995-96 1998-99 2001-02 2006-07 2007-08 2008-09 115.75 164.24 646.89 1488.12 3201.38 3409.81 3664.76 133.21 239.83 345.71 956.22 1732.73 1791.82 2433.23 TOTAL TURN OVER TOTAL

COMPETITORS OF AAREN EXPORTS
M/S Unison tools M/S forging & chemicals M/S Ramco international M/S HR forging

HISTORY
AAREN EXPORTS is an ISO/TS 16949:2002 certified company today, started its manufacturing operations way back in 1991 with a small infrastructure. Through hard-core sweat and blood efforts of its team of over 400 people JVR has came a long way and manufacturer over 500 components today through Hand Tool & Garden Tool and assembly operations all under one roof right from design and development to tell finishing stage catering to locomotive and construction industry across the globe Established in 1991,AAREN group from the very beginning has tried to understand customer need so that they get better value for their money, hard earned. AAREN has state of manufacturing, spread in acres, located at Jalandhar and AAREN is the one of the top manufacturing companies in India, other products include of, Tractor parts, railway parts Today the group stands tall with an approximate turnover of 48 Core INR. An average growth of 30% makes it one of the fastest growing corporate in India. It is also one of the few debt free companies. Group has strength of about 624 employees . History reveals that innovation is the key to continued progress and when applied to technology that touches human life, it can unfold a whole new economic phenomenon that has the power to change the world. With unique initiatives like the Thought leadership Forum, Leadership Forum, we have been able to create a unique platform for learning through success stories of industry leaders. No, doubt that the AAREN products has created a niche for themselves not only in India but also in foreign market. To maintain quality have any defect even at micro level is been taken care of and rectified. The technology for Painting, which we use, is of the high quality and we have paint shop with world-class quality standards.

The industry has gradually transformed itself into a world-class player involved in building state-of-the-art products, solutions and technologies. As an industry, we are very conscious of our responsibility to society. AAREN Foundation intends to become a catalyst, encouraging our members to do more, capturing best practices for quality and harnessing a greater range of resources, from the industry and beyond, to make a major impact on the development. It has been our vision to cater to the needful agriculture and auto industry with quality products through untiring dedication and activities.

RECENT ACHIEVEMENT AND MILESTONES BY AAREN
1991 – Start of AAREN Exports Ltd. With conventional Hand Tools & Garden Tools 2001 – Addition of first CVC in Machine 2002 – expansion of business in near about 8 acres land at unit -2 village “SAMASTPUR” 2004 – Addition of first VMC in Tool Room 2005 – Joined ACMA-UNIDO Cluster Project 2007 – ISO certification 2008 – Working with world known companies like WALMART, TESCO & HOME BASE 2009 - Recertification

FUTURE PROSPECTUS
In order to accomplish the mission, the ownership, staff, and management have gone ahead to treat each customer like a member of the family and provide them with the best choice of products and highest quality of service in the industry. AAREN EXPORT company is manned forgings is manned by an experienced, knowledgeable sales, parts, and service staff. Each one of our staff members is committed to helping our customers find the best solutions for their needs. Companies are manned by cream of the industry and best of technocrats and service staff. They are proud of our reputation as service & solution provider and innovator in agro industries. In a time marked by rapidly changing technology, they have developed best of the best R & D team and have also developed the excellent quality control system to deliver high quality result in the industry. Their actions are guided by their core values of integrity, quality, commitment, and innovation. They are committed to living our values and, through doing so, building a business as great as our products. Throughout its history, the company has earned a reputation for high quality and integrity, and this has been an asset of incalculable value. They strive to live up to these expectations, not just because it is good business, but also because it is the right thing to do. Their core values are never to be compromised for immediate success. Over the years they have completed transaction in over 45 countries around the globe and are well experienced in the international market for wide variety of machinery and tractor in comfortable price and range. AAREN is a team

that has carved in itself successful entrepreneurship over the years. The AAREN group is among the India’s leading agricultural conglomerates in the high growth sector of agro machinery, and material handling equipments and components having pioneered from mechanization in the country.

COMPANY PROFILE OF MARKFED PUBLIC COMPANY
Markfed began it's operations in 1954 with 13 members and a share capital of 6,000 USD. Today, it has grown to become the largest marketing co-operative in Asia with an annual business turnover of over 2 billion USD with nearly 3,286 employees and 20 industrial units. At present, about 3,021 co-operative societies are it's members. Markfed has emerged as a very solid and stable organisation committed to the service of the farmer community of the State of Punjab. Markfed has been awarded National Productivity Awards in various fields like co-operative marketing activities, food processing, cattle feed production etc., to name a few. Several innovative incentive schemes have been introduced for the benefit of the farmers and the member co-operative societies. Markfed has also introduced an insurance scheme which provides compensation in case of accidental death or permanent disablement of its farmer members. Markfed contributes to research & development through the Punjab Agricultural University, Ludhiana (Punjab). It also sponsors the weather forecast on India's National TV channel telecast for the benefit of the farmers. Markfed has been regularly distributing its profits as dividend to its members, contributing to co-operative development and the Common Good Fund. A fair amount is also re-invested in the setting up of new projects, modernisation and diversification of existing plants.

Markfed is also looking for collaboration, technical know-how, high-tech processes, joint ventures, domestic and export oriented units with buy-back arrangements in the international market in all associated fields of interest.

Board of Directors

S.Harminder Singh Jassi S. G. S. Grewal, I.A.S. S.Rana Surinder Pal Singh S.Malkiat Singh Bahrowal S. Ravinandan Singh Bajwa S. Harsharan Singh S.Jagdeep Singh S.Sharanjit Singh S.Bhalinder Singh S.Balwinder Singh S.Chitenderbir Singh S.Sandeep Singh Randhawa Sh.Amrit Lal Vohra S.Sukhdev Singh Sheerha

Chairman Managing Director Vice Chairman Director Director Director Director Director Director Director Director Director Director Director

PRODUCTS OF MARKFED 1) CANNED PRODUCTS 2) BOTTLED PRODUCTS
• Tomoto Ketchep • mixed fruit jam • synthetic vinegar

3) AGRO- CHEMICALS PRODUCT
• Markquin – insecticide • Markphos – insecticide • Sohnagor - (Diethoate 30% ec) • Sarkfenval - insecticide (fenvelrate 20% ec)

4) • • •

EDIBLE /REFINED OIL
Mustard oil Refined cotton seed oil Refined sunflower oil

5) ANIMAL CATTLE FEED 6) RICE

CHAPTER-3
OBJECTIVES OF THE STUDY
 To analyze the level of stress among the employees of public and private sectors  Impact of stress on the health of employees of public and private sectors  To analyze the techniques use by public and private sectors to reduce stress level of employees.  To analyze what techniques employees use to reduce their stress.

RESEARCH METHODOLOGY
Research is an original contribution to the existing stock of knowledge making for its advancement. It is the pursuits of truth with the help of study, observation, comparison and experiment. The present study is carried out to analyze the stress level among the employees of public and private sectors.. This chapter describes research design, data collection method, sampling design, data design, data analysis and finally limitation of the project.

RESEARCH DESIGN

The study is based on descriptive research design, where descriptive research studies are those studies that are concerned with describing the character of a particular individual or of a group.

DATA COLLECTION METHODS
The report mainly consist of primary data gathered through the schedule of questions asked to the respondents directly about company its products or services feature like stress among employees, market share were obtained from staff of company. In this study primary and secondary data were used for the research purpose.

Primary data

was collected by survey with the help of questionnaire.

The study was conducted with the help of structured questionnaires containing close-ended and open ended questions.

Secondary data was collected from various sources of Data
 Company Website  Internet  Brochures  Books

SAMPLING PLAN
Sampling is an effective set in the collection of primary data and has great result on the quality of results. The sampling plan includes the sampling technique, population, sample size.

SAMPLING TECHNIQUES
In the present study consideration, convenience sampling is used to collect the sample. The respondents were interviewed with structured questionnaires

SAMPLE SIZE
The sample size in this present study is 30 employees

POPULATION
The population selected for this particular study is the employees of public and private sectors in JALANDHAR.

DATA ANALYSIS
In view of nature of the present study, the required data was collected through the structured questionnaire designed for the purpose .The data so collected has processed manually by editing, coding and tabulation. For analyzing the data various statistical techniques such as percentage and value have been used to draw meaningful result. The data is presented through pie charts and graphical charts.

LIMITATIONS OF THE STUDY

The findings of the study are based on the information provided and opinions of the respondents. Efforts have been made to make study as accurate as possible, 100% accuracy can not be claimed because of the following reasons: Sample was drawn by convenience sampling, so the possibilities of sample error cannot be ruled out.  Most of the employees of company who are on high designations there should be stressful environment for the completion of time bound targets but on other hand they also said that it makes an bad impact on their efficiency and performance. so we can say that here they are given a very diplomatic view regarding stress.

CHAPTER-4 DATA ANALYSIS AND INTERPRETATION

1. In which company you are working? Responses Public Private No. of respondents 30 30

50%

50%

Public Private

INTERPRETATION
In this study 50% respondent are taken from Private company and 50% are taken from Public company.

2. From how long you are working in this company?
No of No of respondents(private) respondents(public) 1-3 years 15 0 4-6 years 11 12 6-8 years 4 0 More than 0 18 8 years Options

18 16 14 12 10 8 6 4 2 0

18 15 12 11 Private 4 0 0 0 1-3 4-6 6-8 more years years years than 8 years Public

INTERPRETATION
Most of the Employees in Private sectors have a service b/w 1-3 years and in Public sectors most of the Employees having more than 8 years service.

3. In which Department you are working in this company ?

No of No of respondents(private) respondents(public) Operational 9 12 Sales dept. 15 8 Marketing. 4 4 Any other 2 6

options

16 14 12 10 8 6 4 2 0 operational 12 9

15

8 6 4 4 2 sales Marketing any other

Private Public

INTERPRETATION
In Private sector most of the Employees works in Sales department as compared to the Public sector because in Public sector employees work in Operational department.

4. For how many hours you work continuously?

Options 4 Hours 6 Hours 8 Hours More than 8 Hours

No of No of respondents(private) respondents(public) 0 0 0 0 6 16 24 14

25 20 15 10 5 0 00 4 hrs 00 6 hrs 6 16

24

14 Private Public

8 hrs

more than 8 hrs

INTERPRETATION
In Private sector Employees works longer hours as compare to Public sector.

5.Have you ever felt stressed while working?

Options Yes No
30 25 20 15 10 5 0 Yes 12 26

No of respondents (private) 26 4

No of respondents (public) 12 18

18 Private Public 4 No

INTERPRETATION
Private sector employees feel greater stress as compare to the Public sector employees.

6. If yes, then what are the main reasons?

Options

Overloaded of work Division with work Pressure of seniors Full support from seniors and juniors Clear delegation of Stress of achieving time bound targets power Any other Interpersonal relations with (employees, peers, subordinates)

No of respondent s(private) (26) (4) 0 4 3 6

No of respondents (public) (18) (12) 7 _ 6 2

14 1 0 2

5 3 0 7

14 12 10 8 6 4 2 0

14

7 6 4 3 2 0
overload seniors targets relations

Private Public

2

INTERPRETATION
employees of Private sector feels greatest stress due to the Time bound targets and a public sector employees feels stress due to Interpersonal relations.

7.

If No, then why?

INTERPRETATION
Public sector employees feel less stress as compare to the private sector employees because they have clear Division of work.

8. Is your house life creates stress at your working place?

Options Yes No

Number of respondents ( Private) 14 16

Number of respondents (Public) 6 24

INTERPRETATION
According to survey result most of respondents of private sector agreed that their personal life create stress at workplace than respondents of public sector

9. Do you think training about your Particular task or job can reduce stress created by Personal Inadequacy?

Options Yes No

Number of respondents ( Private) 21 9

Number of respondents (Public) 13 17

INTERPRETATION
According to survey result higher number of respondents of private sector than of public sector feel that training is a obtion through with job stress can be reduced

10.. Is your personal inadequacy creating stress to handle a particular task or
job?

Options Yes No

Number of respondents ( Private) 21 9

Number of respondents (Public) 13 17

INTERPRETATION
According to survey result higher no of respondents of private sector than of public sector feel that personal adequacy is responsible for creating stress at job.

11. Do you feel that some stress level is essential for high Performance ?

Options Yes No

Number of respondents ( Private) 13 17

Number of respondents (Public) 10 20

INTERPRETATION
Mostly the employees of both sector (private & public) say that stress is not essential for high performance.

12.Have you ever thought this stress will have bad effect on efficiency and
performance of employees?

Options Yes No
20 15 10 5 0 10 20 17 13

No of respondents (private) 20 10

No of respondents (public) 17 13

Private Public

Yes

No

INTERPRETATION
Mostly the employees of both sector (private & public) say that stress having a bad effect on their efficiency and performance. But private sector employees feels that stress makes an impact on their efficiency and performance as compare to public sector.

13. If yes, what steps are taken by you to reduce the
stress?

Options

Yoga Meditation Any other

Number of respondents ( Private) (20) 9 4 7

number of respondents (Public) (17) 8 6 3

9 8 7 6 5 4 3 2 1 0

9 8 7 6 4 3 Private Public

yoga

any other

INTERPRETATION
Mostly the employees of both sector (private & public) use yoga to reduce their stress.

14.What techniques both sector (public & private) use to reduce the stress of
employees?

Options Goal setting Providing healthy environment Building work team culture Works in shifts
12 10 8 6 4 2 0 goal setting e nvironm ent

No of respondent s(private) 11 8

No of respondents (public) 7 6

3 8
12

5 12

11

8 7 6 5 3

8

w ork team

w ork in shifts

Private

Public

INTERPRETATION
To reduce the stress of employees public sector use work shift techniques & Private sector use goal setting techniques

CHAPTER-5 CONCLUSION

The productivity of the work force is the most decisive factor as far as the success of an organization is concerned. The productivity in turn is dependant on the psychosocial well being of the employees. In an age of highly dynamic and competitive world, employees is exposed to all kinds of stressors that can affect her on all realms of life. The growing importance of interventional strategies is felt more at organizational level. This particular research was intended to study the impact of stress on employees of public and private sector. Although certain limitations were met with the study, every effort has been made to make it much comprehensive. More over it is concluded that stress among female employees of company is greater than male employees. and it was also found that’s mostly female employees of company use yoga technique to reduce their stress.

MAJOR FINDINGS

1.

There is significant difference in the level of stress between

private and public sector.

2. Stress is found higher among employees of private as compared to employees of public sector.

3. Among different stress variables Lack of Senior level Support and Stress of Achieving Time Bound Targets contribute more to the stress among employees of private sector as compared to employees of public sector.

SUGGESTIONS

 Company should encourage open channel of communication to deal work related stress.  Ensure justified use of grievance handling procedures to win trust and confidence of employees and reduce their anxiety and tension related to job related problems.  Provide counseling on work related and personnel problems and support from a team of welfare health and counseling staff.  Attractive system of reward and recognition of good work.  company should must provide some seminars, about how to reduce stress, how to balance professional and personal life.

APPENDIX
QUESTIONNAIRE
NAME: - ___________________ AGE: - ___________________ MARTIAL STATUS: - MARRIED DESGINATION: - _________________ UNMARRIED

1. In which company you are working? Public Private

2. From how long you are working in this company? 1-3 years 4-6 years 6-8 years more than 8 years

3. In which Department, you are working in this company? Operational Sales Department Loan department Any other_____________ 4. For how many hours you work continuously? 4 hrs 6 hrs 8 hrs more than 8 hrs

5. Have you ever felt stressed while working? Yes NO

6. If yes, what are the main reasons? Overloaded with work Pressure of senior’s Stress of achieving time bound targets Interpersonal relations with: Employees Peers Subordinates

7. If No, then why? Division of Work Full support from seniors & juniors Clear delegation of power Any other specify__________ 8. Is your house life creates stress at your working place ? o Yes NO

9. Do you think training about your particular task or job can reduce stress created by personal inadequacy? o Yes NO

10. Is your personal inadequacy creating stress to handle a particular task or job? o Yes NO

11.Do you feel that some stress level is essential for high performance? Yes NO

12.Have you ever thought that this stress will have bad effect on efficiency and performance of employees? Yes NO

13. If yes, What steps are taken by you to reduce the stress? Yoga Meditation Any other_____________ 14. What techniques your company uses to reduce stress of employees? Goal setting Providing healthy environment Building work team Culture works in shifts 15. Your suggestions for stress free environment in the organization.

__________________________________________________ __________________________________________________

BIBLIOGRAPHY
Electronic Sites Used
o o o o o

www.hrmguide.com www.citehr.com www.scribd.com www.google.com www.wikepedia.com

Books

Aswathapaa, "Human Resource Management", Tata McGraw-Hill Publishing Company Limited, new Delhi, fifth edition 2008, page no 50-62

Shashi K. Gupta, "Human Resource Management", Kalyani Publishers, Third edition 2006, page no 4.1-4.12

Articles

• Murphy.L, Hurall.J.J (1987), “'Stress Management in the process of
occupational stress reduction” www.entrepreneur.com/tradejournals/pub/4147.html

• Foot.T (1991), “ Stress Management” www.allbusiness.com/humanresource-planning/41445-1.html

• Steven.B, Brian.H (1994), “ Effective stress management”
http://www.bestmanagementarticles.com/

• Madhup Johri (2004), “stress management strategies and techniques”
International Journal of Human Resource Management 18(2), 167-176.

• Hans Slyer (2001),” prime causes of stress” http://human-resourcesmgt.bestmanagementarticles.com/ • Lorraine Pirihi (1999), “ Managing Stress - hire the right people” www.allbusiness.com/human-resource-planning/41445-1.html

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