A PROJECT REPORT

ON
STUDY STRESS AT MANAGERIAL LEVEL
FOR MICO BOSCH

SUBMITTED BY:
BHANUMATI SHINDE

UNDER THE GUIDANCE OF

PROF. SMITA SOVANI

SUBMITTED TO UNIVERSITY OF PUNE

IN PARTIAL FULFILLMENT OF TWO YEAR FULL TIME COURSE
MASTER IN BUSINESS ADMINISTRATION (M.B.A.)

THROUGH
VISHWAKARMA INSTITUTE OF MANAGEMENT
PUNE-48
(BATCH 2006-2008)

AKNOWLEDGEMENT
The satisfaction of completion of any successful task is incomplete without mentioning
the name of the people who made it possible and whose constant guidance and
encouragement crowded our efforts with success.

I have a pleasure in submitting the project report and we take this opportunity to
express our sincere gratitude to all those who have helped us in this completion of
project report. The MBA curriculum gives us unique opportunity in association with
one of the largest multinational company in country.
I
I express our healthy gratitude to Director Dr. Sharad Joshi, project guide Prof. Smita
Sovani, Company guide Mr. B. G. Mujumdar, MICO Vocational center (MVC), who
gave me vital inputs and necessary information regarding the project and the
organization.

I would also like to thank all the Deputy Managers and Assistant Managers who fill up
the questionnaire, which is important for our project to find out the actual stress in an
organization.

Bhanumati Shinde

Place
Date

INDEX

Sr. No.

Particulars

Page no.

1.

Executive summary

2.

Objective scope for the study

3.

Company profile

4.

Theory about Stress

20

5.

Research methodology

31

6.

Data analysis

32

7.

Findings

47

8.

Recommendation & Suggestions

48

9.

Conclusion

52

10.

Limitation

53

Bibliography

54

EXECUTIVE SUMMARY
Theoretical knowledge gained by a student through classroom is incomplete, if
the subject is not having practical exposure of real corporate world & the challenges &
problem that one has to face at the actual work place. In that context the study has been
taken to be aware of the real of the real business world.
3

The summer training program is designed to give the manager of the future, a feel
of the corporate happening and work culture. These real life situations are entirely
different from the simulation exercise enacted in an artificial environment in side of
classroom & it is precisely because of this reason that this summer training is a bridge
between the institute & organization. Summer training program made us to undertake
how theoretical knowledge applied in practical field.

It exactly in this context that I was privileged enough to join Motor Industries Co.
Ltd. From 14th of June 2007, as a summer trainee. My topic in the summer project was
Study the stress level of Supervisory staff at Nashik.

In todays scenario, employees are playing an important role in an organization.

The working environment expected to be stress free, which will maximize the efficiency
of the employees. Stress directly affect on the efficiency of the employee.

This experience that I have gathered over eight week has certainly provided with
an orientation, which I believe, will help me take on any assignment successfully in
future.

All the information was collected by distributing questionnaire to the assistant &
deputy manager i.e. group 3 and group 4 level managers, information was collected by
discussing with different managers in HR department of MICO, also the information is
collected from the company website.

I found out that stress level varies from department to department. The factor
causing stress to the employees are working environment, polices, role conflict,
overloading of work, communication gap etc.

The stress level of the employees affect directly or indirectly on the society,
company, body, decision making capacity of the employees, emotions, family.

To minimize the stress or to avoid the stress of the employees should prioritize
and schedule work, learn to relax, diet regulation, learn to relax, exercise regularly.

The project was ended up with knowing the stress level of the employees, causes
of the stress & providing information to the employees that how to overcome the stress.
There was lots of learning which mention in the project.

2.1 INTRODUCTION TO THE TOPIC

Today's successful professionals and managers know that self-awareness is
crucial point from which to improve individual & organizational effectiveness. The
summer training, which forms a part of the course curriculum, helps students identify
5

their capabilities & they can decide upon their future course of action. This is the first
step towards the development of future managers.
This summer training helps students to identify the capabilities and thereby make
needed adjustments. Although there is difference in each students levels of proficiency,
the real focus is on suggesting ways for student to further sharpen their strengths,
competencies and all related abilities for becoming effective professionals, managers and
leaders.
The primary educational object behind the project is to make the student familiar
with working environment and to help understand the students, the ways in which
theoretical aspects are applied into practice.
The individual objective of the project is to work effectively, efficiently using
his/her creativity as well as knowledge for self development.
The organizational perspective is to generate new ideas through fresh talents and
utilizing their knowledge for implementing future strategies.

2.2. Selection of the topic for study

In the recent years, enormous development has been taken place in the field of
human resource management. Managing the organization is no longer the same what is
used in few years back. Drastic changes have been taken place in the field of HRM.

I, the students of MBA-II, have studied Organizational Behavior in our first

semester of the course curriculum. And hence we selected the topic Stress Management
for studying the stress levels of MICO Nashik plant (NaP) employees working at
managerial level which in MICO is referred as level 3, 4.
Stress Management is one of the most important concepts in HRM.
Management always requires efficient, prudent, self-motivated and vibrant people to
transform organizational goals into action.
For assessing the knowledge, skills and attitude a systematic approach is very
essential. Stress management forms can be designed as an effective tool to develop HR
concepts. This form can help us in:

Identify the stress areas.

Identify the stress levels.

Identify the causes of stress.

Identify the stressors

Ways for dealing with stress.

2.3 Scope of the study:

For the project on to study the stress level at assistant level manager, the
questionnaire was distributed in the group 3 (Deputy Managers) & group 4 (Assistant
managers) in the MICO Bosch Nashik

2.4. Objectives of the study:

To identify the stress areas.
To identify the levels of stress.
To identify causes of stress.
To identify the stressors that is affecting the performance of the employees.
To identify the ways for dealing with stress.
Preventive measures to avoid stress.
To get the feedback from participants; analyze the given data and
Provide useful suggestions and ways to deal with the stress.

3.1 Profile
Name of the organization

: MICO Ltd (Motor industries company ltd),

8

PO. Box no. 64.

75, MIDC Estate Satpur,
Trimbak Road, Nashik, 422007)
[Link]

:0253-350342

Fax .no

:0253-350945

Name of the group

: Bosch Group

Area of marketing

: Marketing of products in India as well as international.

Type of Plan

: Limited Sector

Size of scale

: Large scale

Head office

: Bangalore

Address

: [Link]-3000
Hosur Road
Bangalore, 56030

Factories

: Nashik, Nagananthapuram

Sales houses

: Calcutta, Chennai, Mumbai, New Delhi

Regional Office

: Agra, Jamshedpur, Pune, Rajkot, Chennai

Training officer

: Mr. B. [Link]

3.2 About the Company

BOSCH:
In 1886, Robert Bosch opened his small workshop for Precision Machines and Electrical
Engineering in Stuttgart. From this modest beginning, the company has expanded to
9

become Germanys one of the major industrial enterprises. The Bosch Group is active
under the product areas as Automotive Equipment, Power tools, Thermos Technology,
Automation Technology & Packaging Technology.

MICO BOSCH:
MICO BOSCH was founded in 1951 and is a member of Bosch Group. MICO BOSCH
started with the manufacturing of automotive spark plugs & diesel fuel injection
equipment in India.
It has overall 11,000 employees which made MICO BOSCH the largest manufacturer of
diesel fuel injection equipment in India & in the world also.
MICO BOSCH manufactures industrial, auto-electrical and hydrochloric equipment for
industrial purpose & tractor applications, electronic power tools, packaging machines &
Blaupunkt car audio systems.
MICO Bosch has 4000 authorized showrooms with widespread availability of both
products & after sales services.
Company has four plants in India:
1. Banglore
2. Naganathapura
3. Jaipur
4. Nashik

3.3 About the customers:

Telco, Leyland, Eicher, Escort, Bajaj, Crompton Greaves, Lister, HMT, Mahindra &
Mahindra, Kirloskar, Hind .Motors, Ford, Lombardini, Thai Engines
10

About the competitors:

Delphy

TVS

Singer

3.4 About Nashik Plant:

MICO Bosch Pilot Plant was started in Nashik in 1969. It began operating in 1972. Fullfledged production was started in 1974. MICO Bosch/NaP is one of the four pillars of
11

MICO Bosch and Bosch Group in India. The plant is situated in Satpur on the land area
of 405,060 sq. m. with 67,617 sq. m. of built up area.
MICO Bosch is the undisputed leader in the automotive component sector. It is
one of those blue chip organizations who have contributed to the economic and social
development of our economy. It has not only withstood the global competition
successfully but has even grown in volume. It has made successful forays in new areas of
market, diversifying its product range in auto electrical, electric power tools and
hydraulic equipments. It has also made impressive advances in technology of its core
area i.e. fuel injection systems. MICO Bosch now has set its eyes on establishing itself as
a leader in automotive equipments in other South Asian countries.

MICO BOSCH has been able to achieve this enviable position due to
Access to the International technology of Bosch.

A conscious commitment to quality.

A dedicated, qualified skilled and highly motivated work force.

A strong desire to grow and excel in its work with continuous improvement as
its motto.

A well-developed and quality conscious vendor base.

A strong all India network of over 1100 authorized dealers.

A reliable and prompt after sales service.
The plant has five functioning workshops with well planned and International
Quality Structure. The infrastructure shows that it knows the Corporate Social
Responsibility very well. It is the best company amongst all in Nashik. It is very well
known for the cleanliness in the plant and the quality of work. The company believes in
customer satisfaction and reaching it at any cost.

Manpower at MICO Bosch Nashik:

The Plant has a total human strength of about 3040 which are categorized as
follows:
12

Operators 2200 in number

Substitutes or temporary operators 462 in number

Management and supervisory staff (M&SS) 310 in number

Apprentices or the learners 120 in number

138 90
HRE

347

MRE
40

HRE: Hourly Rated

Employees
MRE: Monthly Rated
Employees

M &SS

2425

MVC Trainees

M & SS: Managers and

Service Staff

MVC TRADE
APPRENTICES

MVC Trainees: MICO

Vocational Centre Trainees

Fig: Distribution of manpower in MICO BOSCH/NaP

3.5 PRODUCTS AT MICO BOSCH NASHIK

13

At the Nashik plant Nozzles & nozzles Holders are manufactured which are used in Fuel
Injection system of diesel engines. The MICO BOSCH Nashik is specialized

in

manufacturing a variety of Nozzles and Nozzle Holders and that at the cheapest
possible rate.

1. Nozzles1.1 DN Nozzles- These are the Pintle type of Nozzles. Pintle types of Nozzles have a
coaxial Jet and are used in pre-combustion chamber engines and turbulent
chamber engines. The Nozzle opening presser is between 115 and 400 bar.
1.2 Orifice Nozzles- These Orifice Nozzles are Pintaux Nozzles have several spray
orifices and are required for engines with direct injection. The nozzle opening
pressure is between180 and 400 bars. For large engines (more than 75 kW) also
cooled nozzles are used.
These are termed as: DL, DLL, DSLA etc. These types are orifice types of nozzle
but the difference in them is the shaft diameter and length of the collar.

2. Nozzle holdersNozzle holders are classified according to their shaft diameter.

2.1 P-type Nozzle holder- Its characteristic diameter is 17mm.
2.2 Modular type- Its characteristic diameter is 21mm.
2.3 Forged type It is made out of forging and has a diameter 30mm.

3.6 PRODUCT OFFERED BY THE ORGANIZATION

14

PRODUCT RANGE :-

Diesel Fuel Injection Equipment

Fuel Injection Pumps-Single-Cylinder, Multi-cylinder, and VE Distributor type
Governors, Injection Timers and Feed Pumps
Nozzles and Nozzle-holders
Elements
Delivery valves

Spark Plugs
Auto Electrical
Starter Motors
Alternators

Automotive Accessories
Halogen Bulbs
Fog Lamps
Stop and Tail Lamps
Miniature Lamps
Festoon Lamps
Ignition Coils
Voltage Regulators
Horns
Filter & Filter Inserts
Cogged Auto Belts
Clutch Plates/Cover Assemblies
Glow Plugs, Glow Indicators & Glow Resistors
ARAL Lubricants & Coolants
Shock Absorbers
Batteries
15

 Blaupunkt Car Audio Systems

Diesel Fuel Injection Pipes
Automotive Relays
Wiper Blades
Gear Pumps

Industrial Equipment
Special Purpose Machines
Deburring Machines
Measuring & Inspection Automates
Assembly Techniques

Packaging Machines
Vertical Form Fill and seal Machines
Pharma Bttle Filling Machines
Laddu Making Machine

Electric Power Tools

Construction Tools
Wood Working Tools
Specialty Tools
Cordless Tools
Metal Working Tools
High Frequency Tools
Bolting Technology

Pneumatic Tools
Bosch Accessories for all the tools

3.7 Milestones of the company:

16

!988: Start of production elements and delivery valves.

1989: Production of auto electrical parts at NaP
1990: Production of hydraulic at NaP
1992: ISO 9001 certification, MICO Nashik commenced marketing of automotive
accessories and exporting software to Bosch.
1993: Launched electric power tools
1994: Manufacture of packing machines.
1995: MICO became the Bosch global development centre for a range of multi cylinder
diesel fuel injection pumps.
1996: DSLA injector (EURO I): Manufacture with CKD imports, Blaupunkt Car audio
system launched
1997: QS 9000 certification
1998: Start of production of DSLA nozzles.
1999: First export of automotive after market of Bosch.
2000: DSLA nozzle approval up to 1800 bars pressure.
2001: One millionth DSLA nozzle produced.
2002: Fifty millionths NHA produced.
2003: ISO/ TS 16949, ISO 14001 certification
2003: Lead plant status for DN nozzles
2004: Lead plant status for KCA, sixty millionths NHA produced.
2005: Start of pilot plant of common rail injector
2005: 27% of export vision fulfillment
2006: SOP of CRI part production.

17

3.8 CURRENT ACHIVEMENTS OF THE COMPANY AND FUTURE

GOALS OF THE COMPANY:-

MICO BOSCH has been awarded the golden peacock special commendation
certificate for the year 2005 for environment achievements.
The year 2006 has begun with a positive note. The company achieved exports of
27% of total output i.e., exceeding the vision of 25%. 2005 was also the year of highest
exports in a month (Rs.140 million).
Company begun series of production of Common Rail Injector parts for Daejon
plant of RB Korea from day one of New Year. While company produce an average of
2000 sets per day in January, the figure for May is higher a 4000 sets per day.
The Nashik Run Marathon which has been held every year by company to collect
the funds for NGOs social work which attached more citizens of Nashik every year and
it get continuously huge response than in the past.
With signing of wage settlement on 25th Jan, company embarked upon a new
phase of productivity in Nashik. With expected higher productivity of 2% in nozzle
holder assembly, 7% in DSLA and 11% in all of the areas, company will be able to meet,
to some extent, the higher demand of the customers.

18

3.9 Company values:

1. Future and result focus:

In order to ensure the dynamic development of our company and to guarantee
long term corporate success, we participate in shipping the change in market
and tec-hnologies. By doing, so we provide our customers with innovative
solutions and our associates with attractive jobs. We act result focused in
order to secure growth and financial independence.

With the dividend

generated, Robert Bosch foundation support charitable activities.

2. Responsibility
We accept that our actions must accord with the interest of society. Above all
else, we place our products and services in interest of safety of people, the
economic use of resources and environment sustainability.

3. Initiative and determination:

We act on our own initiatives with an entrepreneurial but accountable spirit,
and demonstrate determination in pursuing our goals.

4. Openness and trust:

We inform our associates, business partners and investors in a timely and
open fashion of important development within our company. This is the basis
for trustful relationship.

5. Fairness
We view mutual fairness as a condition of our corporate success when dealing
with one another and with our business partners.

19

6. Reliability, credibility and legality

We promise only what we can deliver, accept agreements as binding, respect
and observe the laws in all our business transaction.
7. Cultural diversity:
We are aware of our companys regional and cultural origins and at the same
time regard diversity as an asset, as well as precondition of our global success.

3.10 Company guiding principles:

Be QIK
Quality is our most valued asset.
Innovation today ensures business tomorrow.
Customer orientation inspires customers and associates.
Be Better
We want continuous improvement.
We want to better than our competitors.
Be Bosch
We offer outstanding products and services worldwide.
We keep our promises.
Profit secures our growth.

20

3.11 ORGANIZATION STRUCTURE

The company (MICO BOSCH, NA) has a functional structure with the technical
head (TL) and the commercial head (KL) at the top. The various functional heads
are reporting to them. The brief organization structure of the company is shown
below:
SAF

: Manager- Safety

PER

: Dy. GM personnel.

CIP

: Asst. Manager continuous improvement process.

CRI

: Common Rail Injector

MVC : MICO Vocational Center

PUR

: Purchase

MFN : Manufacturing Nozzle

MFH : Manufacturing Holder
QMM : Quality Measurement Method
PT

: Technical Plant

PC

: Commercial Plant

21

Organizational Structure
MICO

NASHIK PLANT

PT

PC

Weller.

Hegde S.M.

PUR

PER

ISY

CFA

Deshpande A.B.

Pandey S

Joshi M.B.

Thontesh H.B.

CAS 1

MED

PER 1

MVC

PRS

Shetty R.K.

Ghoshal J.S.

Tapde A.R.

Negi S. S.

Roy P.K.

PER 11

PER 12

Mane R.G.

Band S.M.

22

Chapter-4 THEORY ABOUT STRESS

4.1 Stress
Stress is your bodys way of responding to any kind of demand. It can be caused
by both good and bad experiences. When people feel stressed by something going on
around them, their bodies react by releasing chemicals into the blood. These chemicals
give people more energy and strength, which can be a good thing if their stress is caused
by physical danger. But this can also be a bad thing, if their stress is in response to
something emotional and there is no outlet for this extra energy and strength. This project
describes about different causes of stress, how stress affects people today.

4.2 Causes of stress?

Many different things can cause stress- from physical (such as fear of something
dangerous) to emotional (such as worry over your family or job.) Identifying what may
be causing you stress is often the first step in learning how to better deal with your stress.
Some of the most common sources of stress are:

Survival Stress- When we are something may physically hurt you, your body
naturally responds with a burst of energy so that you will be better able to survive the
dangerous situation (fight) or escape it all together (flight).This is survival stress.

Internal stress- Have you ever caught yourself worrying about things you can do
nothing about or worrying for no reason at all? This is internal stress and it is one of the
most important kinds of stress to understand and manage. Internal stress is when people
make themselves stressed. This often happens when we worry about things we cant
control or put ourselves in situations we know will cause us stress. Some people become
addicted to the kind of hurried, tense, lifestyle that results from being under stress. They
even look for stressful situation and feel stress about things that arent stressful.

Environmental stress- This is a response to things around you that cause stress,
such as noise, crowding and pressure from work or family.
23

Identifying these

environmental stresses and learning to avoid them or deal with them will help lower your
stress level.

Fatigue and overwork- This kind of stress builds up over long time and can take
a hard toll on your body. It can be caused by working too much or too hard at your
job(s), school, or home. It can also be caused by not knowing how to manage your time
well or how to take time out for rest and relaxation. This can be one of the hardest kinds
of stress to avoid because many people feel this is one of their controls.

What Is Not Stress?

To make the meaning of stress more clear, it is useful to state that what does not
constitute stress. Each of the following does not amount to stress.
Stress is not simply anxiety or nervous tension: These symptoms do not constitute
stress. People exhibiting these behaviors may not be under any stress. Similarly,
individuals who are under stress may not anxiety or nervous tension.

Stress need not always be damaging: People frequently experience stress without any
strain at all. Daily activities of life may be stressful, but not always harmful.

Stress is not always due to overwork: Stressed-out individuals are not always those
who are overworked. Stress may also result from having too little to do.

Stress can not be avoided: It is necessary to realize that stress is an inevitable part of life
and that it cannot be avoided. However, be avoided are the negative reactions to stress.

The body has a limited capacity to responds: Stress is the bodys biological response
mechanism. The body has only limited capacity to respond to stressors. The workplace
makes a variety of demands on people and too much stress over too long a period of time
exhaust the ability to cope with the stressors, as is evident from the second preview case
to this chapter.

24

4.3 EFFECTS OF STRESS:

1. Effect on Society:
The societal costs of stress are already high- and are increasing steadily.
Society bears the cost of public services such as healthcare for those made ill by stress,
pensions for early retirements brought on by stress, and disability benefits for accidents
occurring because of stress. In addition of this, stress often makes people irritable, and
this affects the overall quality of everyones lives.

2. Effects on Companies :Stress costs industry over $150 billion a year in the US alone- through absenteeism and
reduced level of performance by those who are physically present but mentally absent. In
the UK as much as 60% of all absenteeism is believed to be caused by stress related
disorders. Anything that can reduce the damaging effects of stress makes workers happier
and companies richer.

3. Effects on the Body :When the human body is suffer from physical or psychological stress, it increases the
production of certain hormones, such as adrenaline and cortical. These hormones produce
marked changes in heart rate, blood pressure levels metabolism and physical activity.
Although this physical reaction will help you to function more effectively when you are
under pressure for short periods of time, it can be extremely damaging to the body in the
long term.

25

4. Effects on Emotions :Those who suffer from stress are far more likely to indulge in destructive behavior, which
can have a high cost to themselves, to employees, and to society. Typical symptoms such
as mood swings and erratic behavior may alienate colleagues as well as friends and
family. In some cases, this can start a vicious circle of decreasing confidence, leading to
more serious emotional problems, such as depression.

5. Effects on Decisions :Suffering from any level of stress can rapidly cause individuals to lose their ability to
make sound decisions, especially if their self-confidence fails. This affects health,
family and career alike, since stress in one area of life inevitably affects others.
Someone suffering from stress may not heed physical signs of illness, attributing
them to the side-effects of stress. Faulty decisions made in the workplace and at home
may lead to accidents or arguments, financial loss or even the loss of job.

6. Effects on Family :Stress can break up homes and families. The high divorce rates in the West are due
partly to the rapid increase in stress I the workplace, especially where both partners
are working full time. It is difficult to find the energy to be to family and friends if
work is very difficult or you are afraid that you may lose your job.

When children are involved, stress can cause a conflict relating to childcare and
careers. Separation or divorce may have long term impact on the children, it is not
best way to create a generation of stress-free individuals. This requires a very careful
balance of the demands of work and home.

26

4.5 THE STRESS EXPERIENCE:Not all individuals experience stress with the same intensity. Some people over-react to
stressor and get highly stressed. Others have the stamina endurance and composure to
cope with any stressors. How an individual experience stress depends on,
PERCEPTION:Perception refers to a psychological process whereby a person selects and organizes
stimuli into a concept of reality. Employees perception of a situation can influence
whether or not the experience stress. A simple transfer from one place to another may be
perceived by one employee as a opportunity to see new places and learn new things. The
same transfer may be understood by another employee has extremely threatening and
indicating unhappiness of the management with his/her performance.

PAST EXPERIENCE:Whether a person experiences or not depends on his/her past experience with a similar
stressor. Writing anonymous letters against the boss or giving leads to press and getting
false stories published against the boss are common among disgruntled employees over a
period of time, the boss will get used to such allegations, though initially he/she
undergoes stress.
The relationship between experience and stress is also based on
reinforcement. Positive reinforcement or previous success in similar situations can reduce
the level of stress that a person experience under certain circumstances, punishment or
past failure under similar conditions can increase stress under the same circumstances.

SOCIAL SUPPORT:The presence or absence of other people influences how individuals in the workplace
experience stress and response to stressors. The presence of co-workers may increase an
individuals confidence, allowing the person to cope more effectively his stress. For
example, working alongside someone who performs confidently and competently in a
stressful situation may help an employee behave in a similar way. Conversely, the

27

presence of fellow workers may irritate some people or make them anxious, reducing
their ability to cope with stress.

Personality Type
In the respect of personality, two concepts- Type A personality and Type B personalityare relevant in this context.
The Type A personality is stress-prone and is associated with the following behavioral
patterns:

Always moves, walks and eats rapidly.

Feels impatient with the pace of things, hurries others and dislikes waiting.

Does several things at a time.

Feels guilty when relaxing.

Tries to schedule more & more in less & less time.

Uses nervous gestures such as clinched fist and banging the hand on the table.

Does not have time to enjoy the life.

The Type B personality, on the other hand, is less stress-prone. Following are the typical
characteristics of Type B personality:

Is not concern about time?

Is patient.

Does not brag.

Plays for fun, not to win.

Relaxes without feeling guilty.

Have no pressing deadlines.

Is mild-mannered.

Role Overload:
Too much work causes stress to a employee. The story of Reddy, stated in the
opening case, is illustrative of work overload causing stress. Excess overload has become
the norm these days as more and more organizations have reduced their work-force and
28

restructured work, leaving the remaining employees with more tasks ad fewer resources
of time to complete them.

Role Conflict:
Role conflict occurs where people face competing demands. There are two types
of role conflict in organizations.
Inter role conflict occurs when an employee has two roles that are in conflict with
each other. Inter role conflict is common in matrix organizations where subordinates will
be shared by matrix bosses. Personal conflict occurs when personal values clash with
organizational goals. For example, offering bribe to corner an order may help the
organization, but such a practice may conflict with the ethical value of the executive as an
individual.

Role Ambiguity:
Role ambiguity exists when employees are uncertain about their responsibilities,
functions, performance expectations and level of authority. This tends to occur when
people enter new situations, such as joining the organization or taking foreign
assignment, because they are uncertain about task and social expectations.

Task characteristics:
Task characteristics are also individual-level stressors. Tasks are more stressful
when they involve decision-making, monitoring equipment or exchanging information
with others. Traffic congestion is a major stressor for sales people and bus drivers. And
as traffic intensity increases in the future, so will stress levels.
As we go into the future, a 24-hour work model will bring new challenges. An
increasing number of professionals will be required to work during night shifts.
Adjustment to the body clock to the new routine, health risks and stress-related hazards
will be serious issues the HR experts need to face in the coming years. Night shifts results
in gastrointestinal disorders and abnormal heart rhythms. There can be chronic
gynecological problems for women (Women are allowed to work overnights). Mental
symptoms can be so severe that stressed nightshift worker can almost be manageable.
The nightshift workers will be more vulnerable to stress for sleeping patterns, emotional
29

problems and family commitments while juggling a varying work timetable, sometimes
with little social support.

4.6 Battle against stress:

To beat the odds a few suggestions on the following line are advocated.

a) Prioritize and schedule work:

Multi-tasking calls for special skills and efforts. To reduce stress and enjoy life, learn to
prioritize tasks. Organizing is something we have been learning ever since we were
toddlers. In fact, even the most disorganized person is endowed with the ability to
organize. In order t cut on stress, it is necessary to be flexible while being organized. To
master the art of prioritizing, it is essential to determine the importance of the tasks on
hand and set apart time to complete them. Elimination of unnecessary jobs, delegation of
others and postponing tasks based on their priority can help in ensuring effective time
management resulting in a stress-free life.

b) Diet regulation:
Studies show that our food habits have a bearing on our mind and body. It would be a
sensible idea to start the day with a diet that is full of proteins, carbohydrates and
vitamins. An ideal breakfast should contain non-oily dishes taken with fruits or fruit
juices. Doctors often suggest a diet, which is less in salt as the same leads to tension and
high blood pressure. The bottom line is to avoid oily and heavy foods. Ensure that the
body is fed with sufficient quantity of water (4-5 ltrs) per day. Finally, avoid caffeine,
which is a known stimulant of stress response in the body.

c) Learn to relax:
Meditation, yoga and deep-breathing exercises are age-ld stress busters. Out ancient
sages were said to have gained mastery over their mind and body through meditation and
yogic practices. In addition to improving the power of concentration, it is clinically
proved that both yoga and meditation can effectively offload stress and tension. Tension
30

is reflected in the breathing mechanism, which becomes rapid and shallow when a person
is stressed. To achieve normalcy, it is advised to take a few deep breaths and then exhale
slowly. This exercise helps in relaxing the tense muscles and distressing the body.
Regular practice of meditation, yoga and deep breathing would go a long way in ensuring
women have a healthy body and a healthy mind.

d) Exercise regularly:
Exercise is one of the easiest and cheapest ways to combat stress. Any form of exercise
that results in blood pumping is good for the body as exercise relieves pent-up energy and
strengthens the heart muscles, which bear the brunt of the stress. The other positive side
effect of exercise is that it results in improved quality of sleep with the result that the
mind is fresh, alert and active.

4.8 A Model of Occupation Stress

Outcomes

Stressors
31
Individual Level
Personality

Behavioural
Satisfaction

4.9 RECOGNIZING SYMPTOMS:-

32

There is no single symptom that can identify stress stressed and unstressed
people may equally well have disease or drink to excess. A common factor in
stressed individuals is the presence of a number of symptoms.

Physical

Emotional

Mental

Relational

Spiritual

Behavioral

Signs

Signs

signs

signs

Signs

signs

Appetite

Bad

Lacking

Isolation

Feeling of Pacing

changes

Temper

humor

Headaches

Worry

Dull

emptiness
Defensive

Lethargy

Swearing

Intolerance

Inability to Substance

senses
Fatigue

Nightmares tiredness

Forgive
Insomnia

Irritability

Indigestion Depression

Boredom

abuse

Resentment Doubt

Indecisiveness Loneliness

Nail biting

Loss of

Slumped

Direction

posture
Restlessness

Cold

Frustration Forgetfulness

frustration

Doubt

Weight

Over

Poor

Lower sex

Need

Changes

Sensitivity

concentration

drive

prove self

aversion

Teeth

Mood

Personality

Aggression

Negative

Eating

Grinding

swing

Changes

outlook

disorders

Tension

Fearfulness Stuck in

Gloom

Headaches

cruelty

past
`

RESEARCH METHODOLOGY:
33

to Risk

Research methodology is a systematical approach for solving a research problem.

Research Methodology is a systematic method of stating the problem clearly, formulating
hypothesis, collecting the facts, analyzing them and reaching certain conclusion in the
form of solution.

Data Collection:
Primary data:
The data for the study is gathered by conducting a survey from Managerial and
Supervisory staff by distributing questionnaires and getting the feedback. The purpose
behind collecting the information from participants by questionnaire is to recognize the
stress level of the employees.
Secondary data:
Secondary Data is the data, which is collected from the various books, magazine
and material, reports, etc.
Here the data is collected from
Organizations website,

Reference books

Internet.
Sample design: 86
Here, I have used systematic sampling method.
Sample size: Sample space: MICO Bosch, Nashik
Convenient sampling was the technique used for studying major findings. Taking into
consideration the various departments, accordingly the samples were sorted.
Departments selected were PUR, PER, TEF, QMM, MEN, CRI, MFH, PT-PC and ISY.

ANALYSIS AND INTERPRETATION OF DATA:

34

Stress in an individual is defined as any interference that disturbs the persons

healthy, mental and physical wellbeing. It occurs when the body is required to perform
beyond its normal range of capabilities. The results of stress are harmful to individual,
family and organization.
The person may get subjected to the stress because of any of the many different
conditions which he comes across in his daily routine. Everyone tries to minimize his
stress in his own way but we take a responsibility of determining their stress levels, from
normal to high, and also giving those solutions to manage their stress effectively.
The questionnaire is designed in such a way that it doesnt eat up the time of the
employee. The employee is needed to take out only 10 minutes from his schedule to
answer them as they had to choose only one of the options out of the given four. The
option ticked by the employee is compared with the standard format and accordingly
their stress levels are determined and further suggestions are provided. The identity of the
employee is not disclosed so that they can freely express their views by answering the
questions.
I targeted them M&SS staff from PER, PUR, CFA,QMM, ISY, PT,PC,MFN and
CRI department which covered around 132 people in all. The questionnaire designed by
us was modified by taking the feedback of the different people and our project guide who
are very well acquainted with the working environment of the company and the
responsibilities of the 3, 4 group managers.
The data collected is then analyzed at the departmental level to which the
employee belongs. The questionnaire we designed contains around 33 questions which
touched different aspects from the employees daily work as well as personal, life is as
follows:

35

6.1 Questionnaire:

MOTOR INDUSTRIES COMPANY LTD.

RESEARCH QUESTIONNAIRE FOR STRESS MANAGEMENT PROGRAM

Date:
Group:

Respected Sir,

We would appreciate if you take a few minutes to answer the questions below
regarding your stress levels. This is a part of our ongoing project on Stress Management
. We will use this information to measure the stress level in the organization. Please feel
free to answer the questions.
We wont disclose this information to anyone else. Your responses play an important role
in our project.
So, please tick

under the right answer.

QUESTIONNAIRE
1) Does your boss put lots of pressure on you to complete task in limited time?
a) Never

b) Sometimes

c) Often

d) Always

2) Is there constant interruption at work?

a) Never

b) Sometimes

c) Often

d) Always

3) Do you discuss working problems with your colleagues?

36

a) Never

b) Sometimes

c) Often

d) Always

4) Do you feel that colleagues seem to be supportive after discussion?

a) Never

b) Sometimes

c) Often

d) Always

5) In case decisions taken by you is not supported by the management, do you feel
stressed?
a) Never

b) Sometimes

c) Often

d) Always

6) Do you have good interdepartmental relations?

a) Never

b) Sometimes

c) Often

d) Always

7) Does your staff follow time boundaries set by you?

a) Never

b) Sometimes

c) Often

d) Always

8) Are you comfortable with latest technologies adopted by MICO?

a) Never

b) Sometimes

c) Often

d) Always

9) Are you under pressure due to more responsibilities?

a) Never

b) Sometimes

c) Often

d) Always

10) Do interdepartmental conflict create problem in your day to day work?

a) Never

b) Sometimes

c) Often

d) Always

11) Do you think that overloading of work creates stress to you?

a) Never

b) Sometimes

c) Often

37

d) Always

12)

Do you think that due to overload of work in company, the family

responsibilities are being imparted to your family members?

a) Never

b) Sometimes

c) Often

d) Always

c) Often

d) Always

13) Does idle timing creates stress to you?

a) Never

b) Sometimes

14) Do you feel tensed, in case you are not promoted?

a) Never

b) Sometimes

c) Often

d) Always

15) Do you feel stressed if more responsibility is given to you due to absenteeism?
a) Never

b) Sometimes

c) Often

d) Always

c) Often

d) Always

16) Do you get disturbed due to biasness?

a) Never

b) Sometimes

17) If you are stressed does your family get affected?

a) Never

b) Sometimes

c) Often

d) Always

18) Do you feel secured in the organization while working?

a) Never

b) Sometimes

c) Often

d) Always

19) Does your family life get affected incase you work for long hours?
a) Never

b) Sometimes

c) Often

d) Always

20) Does behavior of the superior or subordinates cause stress?

a) Never

b) Sometimes

c) Often

d) Always

21) Have you ever suffered from stress due to communication gap?
38

a) Never

b) Sometimes

c) Often

d) Always

22) Does the organizational policies causing stress to you?

a) Never

b) Sometimes

c) Often

d) Always

c) Often

d) Always

c) Often

d) Always

c) Often

d) Always

23) Have you fallen sick due to stress?

a) Never

b) Sometimes

24) Do u find difficult to sleep?

a) Never

b) Sometimes

25) Do you find difficult to concentrate?

a) Never

b) Sometimes

26) Are you confused while taking decision?

a) Never

b) Sometimes

c) Often

d) Always

c) Often

d) Always

27) Do you feel lonely?

a) Never

b) Sometimes

28) Since how many years you are working in Bosch?

a) Below 10

b) below 20

c) below 30

d) please mention in figures. ----

29) Do you think that leadership creates stress to you?

a) Never

b) Sometimes

c) Often

d) Always

30) Are you satisfied with your compensation?

a) Never

b) Sometimes

c) Often

31) Does the responsibilities of your colleagues

39

d) Always

given to you?

a) Never

b) Sometimes

c) Often

d) Always

32) Which age group do you belong to?

a) 21-30

b) 31-40

c) 41-50

d) 51-60

33) Gender
a) Male

b) Female

40

6.2 ANALYSIS:


The survey on stress management on higher level management is conducted.

The questionnaire was designed by considering the parameters like age,

experience, income, group, gender and department.

In the questionnaire, four options were provided for each question. There were
total 33 questions. The options were a) Never b) Sometimes c) Often d) Always

Depending on the question, the options were given weight age.

The questionnaire was distributed to the managers and sufficient time was given
to fill up the questionnaire.

Regular follow ups were done after distributing the questionnaire.

While collecting the questionnaire, we made sure to keep the information

confidential.

The list of 100 managers was selected. Out of that 86 managers were selected for
the survey according to their departments.

The purpose behind collecting the information from participants by questionnaire

is to recognize their stress levels.

Analysis was done according to:
Gender

Group levels,

Age,
below 10 yrs

below 20 yrs

below 30 yrs

below 40 yrs

Experience

Department.


The analyzed data for every department was treated differently and the graphs
were drawn to check how much stress exist in every department, the level of
stress and the main reasons behind their high stress levels is as follows:

41

20

16

23

16

15

14

13

10

16

10

16

14

13

19

13

13

12

18

11

17

12

11

12

19

11

12

12

15

11

10

14

13

10

12

12

14

11

11

14

19

15

11

10

13

12

12

17

20

14

12

10

11

11

18

10

17

21

11

12

14

84

108

54

24

15

10

12

13

13

31.11

40.00

20.00

8.89

11

12

11

16

24

13

15

26

16

25

15

13

10

17

13

18

15

12

15

25

11

10

13

14

26

15

19

14

10

16

200

234

71

30

11

10

12

37.38

43.74

13.27

5.61

14

13

16

17

23

16

13

20

147

346

164

43

14

21.00

49.43

23.43

6.14

15

13

177

344

162

66

23.63

45.93

21.63

8.81

6.2 A) ANALYSIS OF STRESS LEVEL AS PER EXPERIENCE

42

Experience in yrs
Stress level

below 10

below 20

below 30

Below 40

21

24

31

37

49

46

40

44

23

22

20

13

Experience wise stress level

% o f e m p lo y e e s

60
49

50

46

44

40

40
30

low stress level

37

medium stress

31
21

23

24

22

occassional stress

20

20

13
9

10

high stress

0
0-10

11-20

21-30

31- 40

Experience in yrs

Interpretation:
From the above graph, it is interpreted that,

the employees with work experience below 20 yrs and 30 yrs are suffering from
high level stress because,
->The responsibilities given to them are more and they need to balance
their work life and family life.

In general, maximum numbers of employees suffer from medium level stress.

And employees having experience below 40 yrs have low stress levels since they
are nearing to their retirement stage.
43

Note: The procedure for experience wise sorting is mentioned above. Similarly sorting
for other categories is done.

6.2 B) ANALYSIS OF STRESS LEVEL AS PER AGE GROUP:

Age in years
stress level

21-30 yrs

31-40 yrs

41-50 yrs

51-60 yrs

17.78

21.08

33.09

31.94

57.78

47.51

42.78

44.58

17.76

22.93

20.8

15

6.65

8.47

3.31

8.47

Age wise stress levels

% of employees

70
57.8

60
50

47.5

40

33.1

30
20

44.6

42.8

17.8

10

17.8
6.7

21.1

22.9

medium stress

31.9

occassional stress

20.8
15.0
8.5

8.5

low stress

high stress

3.3

0
21-30 yrs

31-40 yrs

41-50 yrs

51-60 yrs

Age
Interpretation:
From the above graph, it is interpreted that,

Maximum numbers of employees are suffering from medium level stress which
can be called as positive stress.

Employees of age-group 31-40 yrs are suffering from high level stress.

44

6.2 C) ANALYSIS OF STRESS LEVEL AS PER GROUP LEVEL:

Group level
Stress level

Group-3

Group-4

23.53

26.79

46.57

46.92

22.55

18.91

7.35

7.37

% of employees

Group level wise stress

47

47

50

low level stress

40
30

24

27

23

Medium stress

19

20

Occassional stress
7

10

High stress

Group-3

Group-4

Group level

Interpretation:
From the above graph, it is interpreted that,

The stress level of both the groups doesnt make much difference.

In general, maximum numbers of employees suffer from medium level stress.

45

6.2 D) ANALYSIS OF STRESS LEVEL IN GENERAL:

Stress level

% of employees

Low

25.5

Medium

46.78

Occasional

20.35

High

7.36

General stress level

46.78

% of employees

50
40
30

25.5
20.35

20
7.36

10
0

Low

Medium

Occasional

Stress

Interpretation:
From the above graph, it is interpreted that,

25.5% of the employees dont have any stress.

46.78% of the employees have medium stress.

20.35% of the employees have occasional stress.

7.36% of the employees have high stress.
46

High

6.2 E) ANALYSIS OF STRESS LEVEL ACCORDING TO GENDER:

Gender
Stress level

Male

Female

25.77

19.33

46.71

44

20.24

28

7.28

8.67

% of employees

Gender wise stress level

50
45
40
35
30
25
20
15
10
5
0

46.71

44

Low stress

28

25.77

Medium stress
20.24

19.33
8.67

7.28

Male

Occassional stress
High stress

Female

Gender

Interpretation:
From the above graph, it is interpreted that,

The stress levels in female are more than that of males.

In general, maximum numbers of employees suffer from medium level stress.
47

6.2 F) a) ANALYSIS OF STRESS LEVEL DEPARTMENT WISE:

Department
Stress level

PER

PT/PC

MFC

26.67

23.44

21.67

58.89

43.22

49.58

11.11

23.44

22.92

3.33

9.89

5.83

% of employees

Department wise stress

70
60
50
40
30
20
10
0

59
43
27

23
11

Low stress

50

Medium stress
23

22

23

10

PER

PT/PC

Occassional
stress
High stress

MFC

Departments

Interpretation:
From the above graph, it is interpreted that,

Maximum level of stress is observed in PT/PC dept.

Per department has least stress as compared to other department.

In general, maximum numbers of employees suffer from medium level stress.
48

6.2 F) b) ANALYSIS OF STRESS LEVEL DEPARTMENT WISE:

Department
stress level

PUR

TEF

MFN

MFH

20.28

29.29

24.22

20.28

47.22

46.43

46.89

47.22

20.56

17.98

21.78

20.56

11.94

6.31

7.11

11.94

% of employees

Department wise stress

47

50

47

Low stress

40
30

47

46
29

20

21

20

24
18

12

20
7

10

Medium stress

22

21
12

Occassional
stress
High stress

PUR

TEF

MFN

MFH

Departments

Interpretation:
From the above graph, it is interpreted that,

Maximum stress level is observed in PUR and MFH dept as compared to other
departments.

In general, maximum numbers of employees (47%) suffer from medium level
stress.

The stress level of the TEF department is less is low as compared to other
department.
49

FINDINGS
Following are the findings made:


Approximately 25% of the people are suffering from low stress

Low Stress is neither positive nor negative, it can not be noticed. It does not affect
on the performance of the employees.

Approximately 48% of the people are suffering from moderate stress.

Moderate Stress is positive stress, can help to concentrate and focus on work. It
actually increases ability to survive. Moderate stress allows us to gather physical
and emotional energy which helps with changes and challenges in daily life.

Approximately 20% of the people are suffering from occasional stress.

Occasional stress can be positive or negative depending on the individual.

Approximately 7% of the people are suffering from high stress.

High Stress is negative stress, which when occurs creates problem to health and
vitality.

Generally females are suffering from maximum stress as compared to males.

PUR and MFH departments are having maximum stress as compared to other
departments.

Maximum numbers of employees are suffering from moderate stress.

50

Chapter 8- RECOMMENDATION &SUGGETIONS

RECOMMENDATION
The report after analysis showed that the employees of MICO are stressed at various
areas and at different levels which varies from department to department. Since everyone
manages his own stress at his own level, we took the suggestions from them all to know
their methods which can be helpful to the others. Hence we added those suggestions with
ours and gave them to all the participants.

Through this report, we could observe high stress levels in most of the MICO employees
because they face problem:
1. During cross functioning between two departments due to everyones
different perception and the priorities,
2. Their authorities,
3. Their bosss non-support, and
4. The PRED analysis of the company.

51

SUGGESTIONS
1. Try to maintain a trustful relationship at intra and inter departmental level to have
a better cross functioning.

Tum bhi khush, Hum bhi khush. Problem Khatm!!!

Take various cross functional projects; implement CIP to keep a check on your
work.
2. Develop better leadership qualities to make a better use of the authority given to
you. For that, attend all the Leadership and Mentoring Coaching and Counseling
Program and keep a check on yourself to see a change in you and hence in others.
3. Believe that change in everything starts from you. So be an initiator to bring about
a change and take the whole credit.
4. Those working under you always need a motivation from their boss. So be a
Motivator and their big support.
5. Believe your boss. Support him to achieve all your departmental targets.
6. Think more flexible
7. Keep emotions in their place.
8. Change your behavior.
9. Time management.
10. To avoid making errors, do one task at a time.
11. Improve your physical health to help you conquer stress.
12. Incase, good decision taken by the employees should be supported by the
management.
13. Employees need to improve the communication skill between them so as to
maintain stress free environment.
14. Organization need to make some changes in the organizational policies, because
some employees are not comfortable with organizational policies.
52

15. Employees should resolve the interdepartmental conflict.

16. Employees should utilize idle timing for their hobby.
17. Improper way to transfer the employees leads to stress and also conflict in the
organization.
18. The report after analysis showed that the employees of MICO are stressed at
various areas and at different levels which varies from department to department.
Since everyone manages his own stress at his own level, we took the suggestions
from them all to know their methods which can be helpful to the others. Hence we
added those suggestions with ours and gave them to all the participants.
19. Changing your thinking: it isnt a modern concept.
People are disturbed not by thinking, but by views which they take of them.
--Epictetus
Their nothing good or bad, but thinking makes it so.
--Hamlet

53

Secrets of balancing stress in our life:

Have a mind that is open to everything and attached to nothing.

Dont give yourself away to others.

Silence is the way to grow listen to you, listen to others.

Surrender your past, dont make excuses, learn and move on.

Surrender your ego, learn from your mistakes.

Give up any anger or resentment that may be inside you.

Live for the present moment. It is a precious gift.

Stay away from negative thoughts and people.

Do not delay the unpleasant task that must be done; instead, get at them
immediately

Additional Suggestions:

Maintain good physical and mental health.

Accept what you cannot change.

Share worries with someone you can trust.

Pay attention to your body.

Balance work and recreation.

Avoid reliance on things such as cigarettes and alcohol.

Laugh at yourself when you do some funny things. Dont take them to heart.

Get enough rest and sleep.

Don't be too hard on yourself.

Attend Yoga classes and Vipashyana Camps.

54

CONCLUSION
The efforts and initiative taken by MICO to have a stress free environment by
providing various facilities are very much appreciated.
Since stress itself is not bad for anybody but the way it is handled can be harmful.
Hence the goal should not be to eliminate stress, but making managers learn how to
manage the stress through individualistic approach. Insufficient stress acts as a depressant
and may leave one feeling tied up in knots. That is why there is need to find the
balance between the work and life.
Low stress in neither positive nor negative, it can not be noticed. It does not affect
on the performance of the employees. High stress is negative stress, which when occurs
creates problem to health and vitality. Occasional stress can be positive or negative
depending on the individual. Moderate stress is positive stress, can help to concentrate
and focus on work. It actually increases ability to survive.
Moderate stress allows us to gather physical and emotional energy which helps
with changes in daily life. Most of the employees are suffering from medium level of the
stress which can be called as positive stress, which helps the employees to do work more
efficiently. But there are some employees who are suffering from high level stress which
is called as negative stress which adversely affect on the performance of the employees.
Negative stress should be minimizing as far as possible to increase the performance of the
employees.
The factor affecting on stress level of the employees such as working
environment, polices, role conflict, absenteeism, promotion policies, overloading of
work, communication gap etc.
If the employee is suffering from the stress affects on the productivity of the
organization, family life are get affected, also indirectly society also get affected.

55

Stress can be minimized by resolving inter departmental conflict, improving

communication skill, think more flexible, keep emotions at their place, develop better
leadership quality etc. Also do daily exercise, yoga.

Chapter 10- LIMITATIONS

The interest and honesty of the participants in answering the questionnaire.

Availability of time with the participants to answer the questionnaire.

Number of participants answering the questions or sample size.

Time (relaxed /busy) when the questionnaire was answered y the participants.

56

BIBLIOGRAPHY

BOOKS:
1. Reduce Stress
-Tim Hindle
2. Unwind
- Robert Burns
3. How to deal with stress
- Stephen Palmer & Cary Cooper

WEBSITES:
1. [Link]
2. [Link]
3. [Link]
4. [Link]
5. [Link]

57

58