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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

CHAPTER I

COMPANY PROFILE

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I. (1) INTRODUCTION TO THE INDUSTRY

Indian retail industry is going through a transition phase. Most of the retailing in our
country is still in the unorganized sector. The spread out of the retails in US and India shows a
wide gap between the two countries. Though retailing in India is undergoing an exponential
growth, the road ahead is full of challenges.

What is Retailing?

The word "Retail" originates from a French-Italian word. Retailer-someone who cuts off
or sheds a small piece from something. Retailing is the set of activities that markets products or
services to final consumers for their own personal or household use. It does this by organizing
their availability on a relatively large scale and supplying them to customers on a relatively
small scale. Retailer is a Person or Agent or Agency or Company or Organization who is
instrumental in reaching the Goods or Merchandise or Services to the End User or Ultimate
Consumer.
Scenario of Retailing in India

India has one of the largest numbers of retail outlets in the world. Of the 12 million retail
outlets present in the country, nearly 5 million sell food and related products. Though the
market has been dominated by unorganized players, the entry of domestic and international
organized players is set to change the scenario. Organized retail segment has been growing at a
blistering pace, exceeding all previous estimates. According to a study by Deloitte Haskins and
Sells, organized retail has increased its share from 5 per cent of total retail sales in 2006 to 8
per cent in 2007. The fastest growing segments have been the wholesale cash and carry stores
(150 per cent) followed by supermarkets (100 per cent) and hypermarkets (75-80 per cent).
Further, it estimates the organized segment to account for 25 per cent of the total sales by 2011.
India retail industry is the largest industry in India, with an employment of around 8% and
contributing to over 10% of the country's GDP. Retail industry in India is expected to rise 25%
yearly being driven by strong income growth, changing lifestyles, and favorable demographic
patterns. It is expected that by 2016 modern retail industry in India will be worth US$ 175- 200
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billion. India retail industry is one of the fastest growing industries with revenue expected in
2007 to amount US$ 320 billion and is increasing at a rate of 5% yearly. A further increase of
7-8% is expected in the industry of retail in India by growth in consumerism in urban areas,
rising incomes, and a steep rise in rural consumption. It has further been predicted that the
retailing industry in India will amount to US$ 21.5 billion by 2010 from the current size of
US$ 7.5 billion.
Shopping in India has witnessed a revolution with the change in the consumer buying
behavior and the whole format of shopping also altering. Industry of retail in India which has
become modern can be seen from the fact that there are multi- stored malls, huge shopping
centers, and sprawling complexes which offer food, shopping, and entertainment all under the
same roof.
India retail industry is expanding itself most aggressively; as a result a great demand for
real estate is being created. Indian retailers preferred means of expansion is to expand to other
regions and to increase the number of their outlets in a city. It is expected that by 2010, India
may have 600 new shopping centers.
In the Indian retailing industry, food is the most dominating sector and is growing at a rate of
9% annually. The branded food industry is trying to enter the India retail industry and convert
Indian consumers to branded food. Since at present 60% of the Indian grocery basket consists
of non- branded items.
MAJOR MILESTONES
1987 Company incorporated as Manz wears Private Limited. Launch of Pantaloons, Indias
first formal trouser brand.
1991 Launch of BARE, the Indian Jeans brand.
1992 Initial public offer(IPO) was made in the month of May.
1994 The Pantaloon Shoppe an exclusive mens wear store in franchise format launched
across the nation. The company starts the distribution of branded garments through multi-brand
retail outlets across the nation.
1995 John Miller Formal shirt brand launched.

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1997 Company enters modern retail with the launch of the first 8000 square feet store,
Pantaloons in Kolkata.
2001 Three Big Bazaar stores launched within a span of 22 days in Kolkata, Bangalore and
Hyderabad.
2002 Food Bazaar, the supermarket chain was launched.
2005 Central Indias first seamless mall was launched in Bangalore.
2007 Group moves beyond retail, acquires stakes in Galaxy Entertainment, Indus League
Clothing and Planet Retail. Sets up Indias first real estate investment fund Kshitij to build a
chain of shopping malls.
2008 Future Capital Holdings, the companys financial is formed to manage over $ 1.5 billion
in real estate, private equity and retail infrastructure funds. Plans forays into retaining of
consumer finance products. Home Town, a home building and improvement products retail
chain was launched along with consumer durables format, Ezone and furniture chain, Furniture
Bazaar. Future group enters into joint venture agreements to launch insurance products with
Italian insurance major, General. Forms joint ventures with US office stationery retailer,
staples.
2009 Future Group crosses $1billion mark. Specialized companies in retail media, logistics,
IPR, and brand development and retail-led technology services become operational.

I. (2) INTRODUCTION TO BIG BAZAAR

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Big Bazaar is the flagship hypermarket retail chain from Future Group, having 132 Big
stores across the country by 20th FEB 2011 With its motto of 'Is se sasta aur accha kahin
nahin',Big Bazaar ensures that all the products are of good quality and offered at the lowest
prices. Promising 'more for less', Big Bazaar, offers 1.6-lakh mass-market product ranges that
are sought by a majority of Indian consumers. It also offers a host of value-added services. The
special discounts and promotional offers, which are available at regular intervals, make the
format very unique and distinct. The consumer experiences a new level of standard in price,
convenience, comfort, quality and store service levels.
The first store of Big Bazaar was opened in Calcutta in 2001, on VIP Road, in the
ground floor of a residential building. This was the first departmental store that offered
regulated parking services, apparel, steel vessels and electronics under one roof, and all at the
most competitive prices! The format got bigger and better with the introduction of fresh food
and vegetables Food Bazaar, introduced as a shop in shop concept, which then went on to
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become a very successful standalone store around India. A super quick roll out of stores across
India followed with this format becoming a huge hit with the middle and lower middle class
a huge client base. Of course, now the Future Group is about many more brands and formats
like Pantaloons, Central, Hometown, eZone, Depot, Loot Mart, Brand Factory, Scullers,
Urbana, Indigo Nation, One Mobile, Staples, Etam, Lee Cooper Sports Bar, Copper Chimney
and F123.
The next watershed for brand Big Bazaar was the introduction of the Sabse Sasta Din
in January 2005, when the Indian Republic Day holiday was utilized to make sure that hordes
of consumers descended on all Big Bazaars across the country to buy all kinds of household
items cheap. There were scenes of customers actually vigorously fighting over items in-store,
long queues and this was followed by another unique initiative the Juna do aur naya lo
where customers were encouraged to bring in their old clothes, utensils, furniture and
electronics, sell them at a predetermined price and receive coupons that enabled them to
receive a discount on goods in store. Even with preconditions like the customer has to buy
four times the value of the coupon, the coupon is valid only for seven days, the mounds of old
clothes and items outside these collection centers were testimony to the success of this gambit.
Big Bazaar was also the first to designate Wednesday as the hafte ka sabse sasta din with
extra special discounts offered to lure the customer into the store midweek with the usual
result, a crowded store! This naturally has been copied by every retailer in the same bandwidth,
pronto.
Kishore Biyani is reported to have said that the word bazaar was mandatory for the name as
they wanted to replicate the Indian mandi or market feel, and big came about because this
was a much larger concept than just a regular market. The clarity of ideas is evidenced by the
fact that they had frozen the punch line Isse Se Sasta Aur Achha Kahi Nahi much before
any meeting with creatives to design the final logo of Big Bazaar. It was intentional then and
has been kept up to date as the stores reflect India and Indians by keeping tabs on the local
culture, diversity and customs to grow with society rather than as a separate entity.

I. (3) BIG BAZAAR


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FOR THE GREAT INDIAN MIDDLE CLASS

It is a unit of Pantaloon Retail (India) Ltd and caters to the Great Indian Middle Class. It
was started as a hypermarket format in Mumbai with approx. 50,000 sqft of space. Its values and
missions are to be the best in Value Retailing by providing the cheapest prices and hence go the
tag-line
Is se sasta aur achcha kahin nahin
It sells variety of merchandise at affordable rates, the prices of which it claims are lowest
in the city but the level of services offered is also very low.
The following graph shows the retail life cycle and we can say that Big Bazaar is currently at the
Growth Stage.

Cash flow
Flows

Maturity

Growth
Decline

Introduction

Time

I. (4) COMPANY VISION, MISSION AND CORE VALUES

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Future the word that signifies optimism, growth, achievement, strength, beauty,
rewards and perfection. Future encourages us to explore areas yet unexplored, write rules yet
unwritten; create new opportunities and new successes. To strive for a glorious future brings to
us our strength, our ability to learn, unlearn and re-learn our ability to evolve.
They, in Future Group, will not wait for the Future to unfold itself but create future scenarios in
the consumer space and facilitate consumption because consumption is development. Thereby,
we will effect socio-economic development for our customers, employees, shareholders,
associates and partners.
Their customers will not just get what they need, but also get them where, how and
when they need. They will not just post satisfactory results, they will write success stories.
They will not just operate efficiently in the Indian economy, we will evolve it.
They will not just spot trends; they will set trends by marrying our understanding of the Indian
consumer to their needs of tomorrow.
It is this understanding that has helped us succeed. And it is this that will help us
succeed in the Future. They shall keep relearning. And in this process, do just one thing.
Rewrite Rules. Retain Values.

Group Vision

Future Group shall deliver Everything, Everywhere, Every time for Every Indian
Consumer in the most profitable manner.

Group Mission

They share the vision and belief that our customers and stakeholders shall be served
only by creating and executing future scenarios in the consumption space leading to
economic development.
They will be the trendsetters in evolving delivery formats, creating retail realty, making
consumption affordable for all customer segments for classes and for masses.
They shall infuse Indian brands with confidence and renewed ambition.
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They shall be efficient, cost- conscious and committed to quality in whatever we do.
They shall ensure that our positive attitude, sincerity, humility and united determination
shall be the driving force to make us successful.

Core Values

Leadership: to be a leader, both in thought and business.


Respect & Humility: to respect every individual and be humble in our conduct.
Introspection: leading to purposeful thinking.
Openness: to be open and receptive to new ideas, knowledge and information.
Valuing and Nurturing Relationships: to build long-term relationships.
Simplicity & Positivity: Simplicity and Positivity in our thought, business Action.
Adaptability: to be flexible and adaptable, to meet challenges.
Flow: to respect and understand the universal laws of nature.

Various Strategies

After big bazaar coming to India it will be at its introduction stage so it is quite obvious
that it will adopt some strategy for attracting the customers. The strategy which they would
adopt is that they will have low price, high advertisements, it would offer different kind of
schemes, offers, discounts, scratch cards, coupons. They would also give stress on providing
the prompt services like home delivery, after sales services, guarantees and warrantees, so as to
sustain in the market and to create a good reputation.
Following are some additional strategies they require to adopt:
Thorough market research
Site selection and evaluation
Employee search and training
Less premium and low price branded goods in merchandise assortment.
Gaming zone and restaurant
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Promotional activities like advertisement, seasonal discounts, festival offers, etc.


While formulating strategies we should keep in mind that strategies should be flexible. This is
helpful to change or revival of strategy.

I. (5) SWOT ANALYSIS OF BIG BAZAAR

Strengthen
Better understanding of the customer helping the company to serve them better.
Vast range of products under one roof helping in attracting the customer and their family
to shop together and enjoy the experience.
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Benefit of early entry into the retail industry.


Diversified the business operating all over India in various retail format.
Ability to get the product from supplier at discounted price due to scale of business.

Weakness
High cost of operation due to large fixed cost.
Very thin margin.
Overcrowded during offers.
Long lines at billing counters which are time consuming.
Limited only to value offering low price products. A know of branded products are still
missing from Big Bazaars line of products. E.g. Jockey, Van heusen,

Opportunity
Lot of potential in the rural market.
Can enter into the various products due to its in depth understanding of customers taste
and preference.
Can expand the business in smaller cities as there is a lot of opportunity.
More people these days prefer to visit big stores where they can find large variety under
one roof.

Threats
High business risk involved.
Loot of competitor coming up to tap the market.

INDUSTRY EVOLUTION
The emergence of the neighborhood Kirana stores catering to the convenience of the
consumers
Era of government support for rural retail: Indigenous franchise model of store chains
run by Khadi & Village Industries Commission
1980s experienced slow change as India began to open up economy.
Textiles sector with companies like Bombay Dyeing, Raymond's, S Kumar's and Grasim
first saw the emergence of retail chains

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Later Titan successfully created an organized retailing concept and established a series
of showrooms for its premium watches
The latter half of the 1990s saw a fresh wave of entrants with a shift from Manufactures
to Pure Retailers.
For e.g. Food World, Subhiksha and Nilgiris in food and FMCG; Planet M and Music
World in music; Crossword and Fountainhead in books.
Post 1995 onwards saw an emergence of shopping centers
Mainly in urban areas, with facilities like car parking
Targeted to provide a complete destination experience for all segments of society
Emergence of hyper and super markets trying to provide customer with 3 Vs - Value,
Variety and Volume
Expanding target consumer segment: The Sachet revolution - example of reaching to the
bottom of the pyramid.
At year end of 2000 the size of the Indian organized retail industry is estimated at Rs.
13,000 crore.

I. (6) PRODUCTS AVAILABLE IN BIG BAZAAR

Apparel and Accessories for Men, Women and Children.


Baby Accessories. Toys
Cosmetics Home Textiles Luggage

Crockery Home Needs Linens

Dress Materials Suiting & Household Appliances Sarees


Shirting Household Plastics Stationery

Electrical Accessories Utensils &


13 Utilities
Electronics Hardware
Footwear Home Decor
IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

FOOD BAZAAR'S core concept is to create a blend of a typical Indian Bazaar and
International supermarket atmosphere with the objective of giving the customer all
the advantages of Quality, Range and Price associated with large format stores and also the
comfort to See, Touch and Feel the products.
'Food bazaar' a division of Pantaloon Retail India Ltd is a chain of large supermarkets
with a difference. It was flagged off in April'02. With store sizes ranging from 8,000 sq ft to
15,000 sq. ft. in Mumbai (two stores), Kolkata, Bangalore & Hyderabad, it is opening more
stores at Gurgaon (Delhi), New Bombay & Nagpur. It currently caters to over 1.2 million
customers every day across 4 outlets in India and is soon set to expand and double this figure
across 12 outlets all over the country by June 2009.
Food Bazaar offers the Indian consumer the best of Western and Indian values. The
western values of convenience, cleanliness and hygiene are offered through pre packed
commodities and the Indian values of "See- Touch- Feel" are offered through the Mandi
atmosphere created by displaying staples out in the open, all at very economical and affordable
prices without any compromise on quality. This satisfies the Indian consumer and comforts her
before making her final buying decision. At other super markets, the consumer is deprived of
this factor.
Truly the Indian consumer now agrees with Food Bazaar: "Ab Ghar Chalaana kitna
Aasaan. This positioning platform of Food Bazaar is evident from the higher discounts and the
wholesale price-points which is below MRP.
Food Bazaar represents the companys entry into food retail and is targeted across all
classes of population. Food Bazaar replicates a local mandi, to provide the much important
touch & feel factor which Indian housewives are used to in the local bazaar. Food Bazaar has
over 50,000 stock keeping units which cover grocery, FMCG products, milk products, juices,
tea, sugar, pulses, masalas, rice wheat etc, besides fruits and vegetables. All products are sold
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below MRP and discounts range between 2% to 20%. Fruits and vegetables are sold at prices
comparable to wholesale prices.
Size Of The Organization - There are in all 102 employees at Big Bazaar including the
managers and the staff working there.

I. (7) ORGANIASATIONAL STRUCTURE

Store manager

Asst. Store Manager

Department Human Resource Visual Merchandise


Managers Manager manager

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Asst. Department
Managers

Team Leaders

Team Members

MANAGERS OF BIG BAZAAR

STORE MANAGER: - BHUPNESH SHARMA.


A.S.M:-NIKUNJ MEHESHWARI.
D.M:-VISHAL ARORA (G.M.HOME)
A.D.M:-MANOJ TYAGI.(KIDS)
V.M:-SURINDER JAIN
CHAPTER -II
II. (1) JOB SPECIFIC ANALYSIS

INTRODUCTION
This project work provides me an opportunity to understand the companys Welfare activities
under BIG BAZAAR and the various activities launched by the company through an enriched
environment and experts faculty to help them to achieve maximum growth and development.
It analyzes various methodologies procedure adopted by the company to identify the growth
needs of its employees and thus based on these requirements. Add to the existing level of
knowledge so that employee is better equipped to do his present job, or to prepare him for a
higher position with increased responsibilities. However individual growth is not and ends in
itself. Organizational growth need to be measured along with individual growth.

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Employees have become central to success or failure of an organization they are the
cornucopia of ideas.

II. (2) SCOPE OF STUDY

The strength of any organization is its people. If people are attended to properly by recognizing
their talents, developing their capabilities and utilizing them appropriately, organizations are
likely to be dynamic and grow fast. Ultimately the variety of task in any organization has to be
accomplished by the people. Some of them have capabilities to do certain tasks better than
other tasks, and some of them may not have capabilities to do the task assigned to them. In any
case one of the important process goals of any dynamic organization is to assure that its people
are capable of doing the variety of tasks associated their role/position.

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Any organization; interested in developing the capabilities its employee should


understand the nature of capabilities required to perform different functions as well as
dynamics underlying the development of these capabilities in an and organizational context

In this report I have presented by study at Big Bazaar. The study limitation to
understanding the existing system and through a survey of employees to know their feedback
of the activities & procedure. The study for time and other resources is limited in its scope but
is a sound preliminary work for a researcher in this field.

II. (3) OBJECTIVES OF THE STUDY

PRIMERAY OBJECTIVES OF THE STUDY:-

To find out the various causes of stress.


To study the impact of stress on employees efficiency
To find out the ways to overcome stress

SECONDARY OBJECTIVES OF THE STUDY: -

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To study the all benefits activities given to employees.


To find out the health and life security services provided by Big Bazaar.
To know the career development programs offered by Big Bazaar.
To know the other beneficiary facilities provided by Big Bazaar.
To know working environment provided by Big Bazaar.

II. (4) CURRENT SCENARIO


Indian retail industry is going through a transition phase. Most of the retailing in our country is
still in the unorganized sector. The spread out of the retails in US and India shows a wide gap
between the two countries. Though retailing in India is undergoing an exponential growth, the
road ahead is full of challenges.

SCENARIO OF RETAILING IN INDIA:- Retailing is the most active and attractive sector
of last decade. While the retailing industry itself has been present since ages in our country, it
is only the recent past that it has witnessed so much dynamism. The emergence of retailing in
India has more to do with the increased purchasing power of buyers, especially post-

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liberalization, increase in product variety, and increase in economies of scale, with the aid of
modern supply and distributions solution. Indian retailing today is at an interesting crossroads.
The retail sales are at the highest point in history and new technologies are improving retail
productivity. Though there are many opportunities to start a new retail business, retailers are
facing numerous challenges.

KEY CHALLENGES:-

1) LOCATION:-"Right Place, Right choice"Location is the most important ingredient for any
business that relies on customers, and is typically the prime consideration in a customers store
choice. Locations decisions are harder to change because retailers have to either make
sustainable investments to buy and develop real estate or commit to long term lease with
developers. When formulating decision about where to locate, the retailer must refer to the
strategic plan:-
Investigate alternative trading areas.
Determine the type of desirable store location.
Evaluate alternative specific store sites

2) MERCHANDISE: - The primary goal of the most retailers is to sell the right kind of
merchandise and nothing is more central to the strategic thrust of the retailing firm.
Merchandising consists of activities involved in acquiring particular goods and services and
making them available at a place, time and quantity that enable the retailer to reach its goals.
Merchandising is perhaps, the most important function for any retail organization, as it decides
what finally goes on shelf of the store.

3) PRICING: - Pricing is a crucial strategic variable due to its direct relationship with a firm's
goal and its interaction with other retailing elements. The importance of pricing decisions is
growing because today's customers are looking for good value when they buy merchandise and
services. Price is the easiest and quickest variable to change.

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4) TARGET AUDIENCE:-"Consumer the prime mover""Consumer Pull", however, seems to


be the most important driving factor behind the sustenance of the industry. The purchasing
power of the customers has increased to a great extent, with the influencing the retail industry
to a great extent, a variety of other factors also seem to fuel the retailing boom.
5) SCALE OF OPERATIONS:- Scale of operations includes all the supply chain activities,
which are carried out in the business. It is one of the challenges that the Indian retailers are
facing. The cost of business operations is very high in India.

PRESENT INDIAN SCENARIO:-


* Unorganized market: Rs. 583,000 crores
* Organized market: Rs.5, 000 crores
* 5X growth in organized retailing between 2000-2005
* Over 4,000 new modern Outlets in the last 3 years
* Over 5,000,000 sq. ft. of mall space under development
* The top 3 modern retailers control over 750,000 sq. ft. of retail space

CHAPTER-III
III. (1) LITERATURE SURVEY

WHAT IS STRESS

Anything that course a change in your body is called stress. They can from different feeling
like- happy, sad etc.
Stress is a word derived from Latin word stringers, meaning to draw tight. Under this concept
external forces are seen as exerting pressure upon an individual, producing strain.
A dynamic condition in which an individual is confronted with an opportunity,
constraints or demands related to what he/she desire and for which the outcome is perceived to
be both uncertain and important.

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Stress is associated with constraints and demands. Constraints forces that prevents
individuals from doing what they desire demands is loss of something desire.
Cannon study the effects of stress in 1930: Cannon studied the effects of stress upon
animals and people, and in particular studied the fight and flight reaction.
Through thus reaction, people as well as animals will choose whether to stay and fight or
try to escape when confronting extreme danger.
Stress is the wear and tear that the body and mind experiences and it can be due to many
factors. Stress has physical and emotional effects on the body and these effects might influence
the individual positively or negatively. The resultant effects of the stress can be in the form of
distress, depression, anger, distrust, and rejection. This will further lead to health problems like
headaches, insomnia, hypertension, heart disease, stroke, and rashes.
In a challenging situation the brain prepares the body for the defensive action. Its a
primitive response, your body gets a sudden short boost of power and switching one of the
bodys defensive and proactive systems ready to face or flee the situation at its best. During
this response the hormones cortisone and adrenaline are released. In a primitive situation of
danger from saran animal, it gives us the ability to fight it out or flee as fast as one could.
In modern situations of, like in an office when your mind senses a problem situation it
triggers this response, but you dont run, or fight it out physically. Your work involves only
your brain and that is how the problem arises. We fail to counter the chemicals of the pressure
physically and so the hormones and the situation of the pressure physically and so on the
hormones and the chemicals tend to stay in the physical stress symptoms like tense muscles,
fast heartbeats, anxiety, etc.
Stress is a natural physiological response to a perceived threat either real or imaginary.
Modern life is full of stress. Stress on individuals ranges from personal day-to-day life to their
organizational activities.
Urbanization, industrialization and increase in scale of operations in the society is
causing increasing stresses. In this changing environment, participation, interaction,
transaction, planning and regulation become key issues, each with its own frustrations attaches.
Stress is basically the impact of one object on another. These are three terms, which are used
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synonymously to denote this phenomenon: stress, strain and pressure, however, there are thin
differences in these terms.
It is a natural phenomenon in the life of the humans to experience challenge and this
pressure is necessary to supply us the motivation, energy and passion. But different people
have different levels or capacities to take on the pressure are releases, and it is rested so that it
can revive itself and cope with another day. The prescription is simple, problems need
solutions, mind needs calmness, and body needs exercise to release stress. Now, you will say it
that simple, problems need solutions, mind needs calmness, and the body needs exercise to
release stress. Now, you will say is that simple? That is where the whole problem lies. OK!
Then lets solve it.
Stress is differentiated into short-term and long-term stress. In the day-to-day life we are
subjected to different kinds and wide range of pressures. We do have the same variety of
resources and strategies to control or avoid the pressure. Sometimes it is different and a
cakewalk to handle the pressure and sometimes it is difficult in dealing the pressure and it is
then we feel the stress. Stress is challenging when we are able to deal with it, otherwise it is
unpleasant and disabling experience. In this regard stress can also be termed in the following:
Stress occurs when pressures upon us exceed our resources to cope with those pressures.
Thus, we can tackle the stress by reducing the pressure and by increasing the coping
resources. But the problem is that different people find quite different situation and
circumstances to be stressful. At the extremes, a situation which one person experiences as
positive and stimulating will cause another person acute distress. This CD will educate you
with the different types of situations and the wide range of pressures that will put you into
stress. There are also techniques for efficiently handling the stressful situations.

But, at the end of the day it is you, and you alone, who is going to make a difference in
your life.

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III. (2) TYPES OF STRESS

1) Eustress

2) Distress

Eustress good stress could be a motivator and provide incentives.

Too much to bear becomes distress.

Stress-Related Diseases

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Heart attacks/heart disease


High blood pressure
Peptic ulcers
Migraine headaches
Pains in the neck
Certain types of asthma
Many forms of cancer
Alcoholism
Toxic manias

III. (3) CAUSES OF STRESS

Categories of
Job Stressors Examples

Factors unique to the job workload (overload and under load)


pace / variety / meaningfulness of work
autonomy (e.g., the ability to make your own decisions
about our own job or about specific tasks)
shift work / hours of work
physical environment (noise, air quality, etc)

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isolation at the workplace (emotional or working alone)

role conflict (conflicting job demands, multiple


supervisors/managers)
role ambiguity (lack of clarity about responsibilities,
Role in the organization
expectations, etc)

level of responsibility
under/over-promotion
job security (fear of redundancy either from
economy, or a lack of tasks or work to do)
Career development
career development opportunities

overall job satisfaction


supervisors
coworkers
Relationships at subordinates
work (Interpersonal)
threat of violence, harassment, etc (threats to personal
safety)
Organizational participation (or non-participation) in decision-
structure/climate making
management style

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communication patterns

III. (4) FACTS ABOUT STRESS

According to the American Academy of Family Physicians, two-thirds of office visits to


family doctors are for stress-related symptoms.

Almost everyone experiences events that they find difficult to cope with. In a recent poll, 89
percent of people said they had experienced serious stress in their lives.

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

According to one study, middle-aged men under severe stress who lacked emotional support
were five times more likely to die within seven years than those who had the same amount of
stress but had close personal ties.

A recent study indicated that stress-management programs may reduce the risk of heart
problems, including heart attack, by up to 75 percent in people with heart disease.

Stress-related mental disorders have been called the fastest-growing occupational (work-
related) disease in the U.S.

INTERNATIONAL RESEARCH SHOWS

1. Most of the activity in the field of stress management has focused on reducing the effects of
stress rather than on reducing the presence of stressors at work.
2. Most activities are primarilyy aimed at the individual rather than the organization.
3. Concluded that successful management of stress requires intervention at both an individual
and organisational level.

III. (5) IMPACT OF STRESS ON EMPLOYEES EFFICIENCY

Stress in the work place can have a significant impact and the bottom line of an
organization. An increase in which it has a domino effect in remanning:-
Decrease staff morale
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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

Decrease staff preference.


Staff seeking alternative employment, leaving the org. with the expense of recruiting and
training replacements.
Decrease stability, cost increase.
Impact of goodwill of the organization.
The productivity rate will be decrease when Stress arises.
High absenteeism and high turnover.
Cost of recruitment of new employee increases.
Litigation and compensation.
There is life care against employee who gave more stressed has provide benefit +Hospital
half rent.
Employee not satisfied so they move to another industry. So that profit margin decreases.
The employee are mentally disturbed than society effect, if society effect indirectly industry
affected.
The replacement cost will be increase.
The preference of the employee regarding work will decrease as compare to previous year.
So that the cost of the organization will increase

III. (6) PROJECT IN THE COMPANY

Big Bazaar Take the Following Steps to Get Relief from Stress:-

Work life balance: - People with Hi-pressure jobs/jobs involve lot of traveling are given
laptops & air card to operate from home or wherever they are.

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

Fun at work: - Monthly/quarterly celebrations, family trips are used; to not only
motivate people, also to give relief to them from their day-to-day work.

Special Trainings: - People with high pressure jobs are sent for meditation classes, yoga
classes etc.

Identifiable candidates are sent for special trainings like art of living, Landmark
training, personal breakthrough workshop.

Policy: - Every individual is forced to take 30 days off in a year and they have 1 weekly
leave that are allowed by the company.

Talk therapy A problem shared is a problem halved. Share your problems with
someone who understands you

III. (7) APPROACHES TO TACKLING WORK-RELATED STRESS

Prevention

Identifying and acting on the causes of stress


Stress Risk Assessments

Management
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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

Giving staff the skills to cope / manage

Treatment

Professional medical and psychological support

III. (8) CRITICAL INCIDENT OF STRESS MANAGEMENT


PROGRAM

Critical Incident:-

A critical incident can be defined as any incident which adversely affects you or your family
or any event during which the sights, smells, or sounds are so vivid as to cause an increase of
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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

stress or stress reactions either immediately following the incident or on a delayed basis. Some
samples of these types of incidents are:

Being the victim of an attack involving deadly force.

Serious on-duty injury to yourself or another.

A particularly unusual or gruesome injury or the death of a child or elderly

person

under unusually tragic circumstances.

A serious injury to yourself or a family member.

Divorce, separation, or a child custody dispute.

Lawsuits or internal investigations.

Any incident outside of our normal range of experience.

The effects of an incident will vary from one person to another. That which is traumatic for
one may not be for another. Stress from a critical incident cannot be prevented. It is the result of
your exposure to the trauma of the incident. It can, however, be recognized and managed to the
point of healthy recovery and eventual healing after the incident. It is vital that each person who
has experienced a critical incident realize that their recovery and healing are linked to first
recognizing the effects of the trauma upon them.

Signs or Symptoms of Critical Incidents: -

Individuals react differently to critical incidents and they may or may not experience
some or all of the following symptoms. If you do recognize any of the symptoms listed below,

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

don't worry. Your own reactions are normal and very appropriate in response to your critical
incident experience.

Re-experiencing the event


Flashbacks
Nightmares
Difficulty sleeping
Exhaustion or hyperactivity
Guilt
Depression or anxiety
Anger or irritability
Marital or family problems
Numbing, withdrawal, or isolation
Decline in job performance
Memory loss or confusion
Loss of appetite and/or nausea
Uncontrollable emotions
Uncontrollable emotions

Some suggestions and tips on how to deal with Critical Incidents:-

Alternate strenuous exercise and relaxation for the first 24-48 hours after the incident.

Keep busy. Structure your time. Be with people, especially those who have "been there."

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

Remember that your reactions are normal and expected. Don't label yourself as "crazy" or
"weak."
Keep your life as routine as possible. Avoid making any big life-changing decisions.
However, you should make a lot of small choices about your daily life; this will return a
sense of being back in control to you.
Avoid alcohol and drug usage. Any relief that is felt will be short-lived and your feelings
afterwards will be more extreme than before.
Realize that others have gone through this before and have felt the same way you are feeling
now. Don't hesitate to call a trusted and experienced peer anytime you need to talk

The program provides an organized approach to cope with both general work stressors
and crisis situations. Components of the program include: one-on-one peer counseling, routine
peer support/team building meetings, crisis intervention group meetings (defusing), and critical
incident stress debriefings.

The goal of the CISM program is not to eliminate stress, but to learn how to manage it
and how to use it to help us. Insufficient stress acts as a depressant and may leave us feeling
bored or dejected; on the other hand, excessive stress may leave us feeling "tied up in knots."
What we need to do is find the optimal level of stress that will individually motivate but not
overwhelm each of us.

CISM help manage stress better but, identifying unrelieved stress and being aware of its
effect on our lives is not sufficient for reducing its harmful effects. Just as there are many
sources of stress, there are many possibilities for its management. However, all require work
toward change: changing the source of stress and/or changing your reaction to it. Here are
some important tips:

Become aware of your stressors and your emotional and physical reactions - don't ignore
problems!
Recognize what you can change - you know what you can and cannot change.

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

Reduce the intensity of your emotional reactions to stress - relax and think.
Learn to moderate your physical reactions to stress.
Build your physical reserves - exercise, walk, eat right, maintain a good weight.
Maintain your emotional reserves - maintain support relationships like friendship.

Peer supporters are colleagues who have volunteered to participate in the CISM program.
They have received training for certification as peer supporters. They represent all levels of
Corps personnel, as well as personnel from other departments. Peer supporters understand the
stress of the work environment. They want to listen and be of help to peers who need or want
the opportunity to talk. Peer supporters value trust, and they respect the need for anonymity
and confidentiality. Communication between a peer supporter and a peer is considered
confidential, except for those matters that involve a life threat or a violation of the law. Peer
supporters are trained to do initial crisis intervention for many types of problems. Some of the
more common issues are work-related, such as dealing with the death of a drowning victim, or
victims of natural disasters. Other issues may be more personal, such as divorce, illness,
disability, career concerns, family relationships, or financial difficulties. When peer supporters
identify that additional or professional counseling is needed, appropriate referrals are made
through the Corps Employee Assistance Program (EAP). If and when several employees are
adversely affected by the same event, the CISM program offers group interventions.

Employees have the option of visiting the Employee Assistance Program (EAP) at any
time they choose. The CISM program can be seen as a connecting bridge or a band-aid
between the employees and the EAP services. The CISM program and EAP work together
closely. Some specific examples of how the CISM Peer Support process and the Employee
Assistance Program are different:-

A. Comparisons:

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

Peer support is an immediate, short term intervention that is designed to last no more than
2-3 visits at a maximum. The EAP often is more of a long term action that may often
consist of 12 or more visits.
The emphasis of CISM and peer support is placed upon prevention and education whereas
the employee assistance program is based upon treatment. CISM is an extensive multi-
tactic program with the flexibility to support employees as they carry out the Corps many
challenging global missions.
The advantages of CISM are its immediacy and proximity to an occurrence of a critical
incident. That is to say, the program is able to provide an almost immediate tactical
intervention at the field level. These interventions can be provided often in less than 24
hours following notification. EAP services are typically provided in a clinical setting and
often take days to access.
The CISM program offers peer credibility and empathy. For example, who understands
better what another Corps employee might be experiencing than a peer? The present EAP
program is underutilized by employees. CISM has the potential to enable and steer more
employees to seek help from the EAP.

CISM represents a powerful, yet cost-effective approach to crisis response. It can be


adapted and used effectively in a variety of business and industrial settings. As critical
incidents cover the spectrum of distressing human experiences, swift and early preventive
mitigation of traumatic impact can serve management by improving an employee's general
sense of well-being, productivity, attendance, and long-term costs associated with Workman's
Compensation benefits.

Individuals can become 'stressed out' through pressures of work or problems at home. So,
instead of reaching for the tranquillizers or sick leave, as happened in the past, we can now
reach for the assistance of a co-worker - to make contact with a peer supporter.

Some Of The Agencies Are Already Using CISM Peer Support?


American/International Red Cross

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

Bureau of Land Management (BLM)


Federal Aviation Administration (FAA)
Federal Aviation Administration (FAA)
Motorola Communications
Federal Bureau of Investigation (FBI)
U.S. Department of Defense (Army, Navy, Air Force, Coast Guard)
Federal Emergency Management Agency (FEMA)

Stress Management = Good Management

And

Good Management = Stress Management

CHAPTER-IV
IV. (1) RESEARCH METHOLOGY
Research methodology is the systematic way to solve the research problem. It gives an idea
about various steps adopted by the researcher in a systematic manner with an objective to
determine various manners.

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

(1) SURVEY METHOLOGY

The basic approach in this project would be to understand the impact of stress among the
employees working in the BIG BAZAAR (Bathinda). For this purpose survey would be
conducted amongst employees to evaluate and know their views about various determinants of
job satisfaction i.e. kind of job, salary, managers, supervisors, work group etc.

METHOLOGY ADOPTED

A structured questionnaire is prepared for gathering information. Questions are framed in such
a way that the answers reflect the ideas and thoughts of the respondents with regard to level of
satisfaction of various factors of job and workload.
The following scaling techniques have been used for each question in the interviews
schedule:-
1- Yes 2- Average 3- No
The questionnaire was designed on a rating scale. Questionnaire containing closed ended
questions was administered personally to the respondents. The questions asked were selected in
such a manner that they consider following:
Satisfaction with working condition
Workgroup:
o Fair distribution of work in workgroup
o response from superiors

Other factors:
o Convince of working hours
o Overall satisfaction at present time

(2) METHODS OF DATA COLLECTION

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

Data collection as the name suggests, is concerned with gathering all the relevant data and
information that helps the researcher achieve the already formulated research objectives.
The data collection may be either primary or secondary.
Primary data is defined as the data, which is observed and the researcher for the first time to
the best of their knowledge.
Secondary Data on the other hand, are statistic not gathered by the researcher for the immediate
study at hand but for some other purpose. Such data is usually complied by some agency other
than actual user.

PRIMARY DATA SOURCE

Most of the data collected by the researcher is primary data through personal interview, where
the researcher and the respondent operate face to face.
Questionnaire: a survey was conducted amongst employees using questionnaire. The employees
were reluctant to give their response to the questions framed. But later on, they start giving
information, once they were convinced that the information is being gathered only for academic
purposes.
General Information about the Respondent
The following general information has been collected from the respondents about them.
Age
Gender
Marital status
Educational qualification
Years working in the organization
Monthly salary
No of dependents in your family
Working hours in company

Direct observation:- there was number of things which were observed in order to draw
conclusions regarding the project taken up practically in the organization.
These are classified as under:
Work environment in the office
How does work stress affect your family
No employees participation in decision-making.
SECONDARY DATA SOURCES
Internet

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

(3) TOOLS OF ANALYSIS


Simple Percentage analysis: Here the simple percentage analysis is used for calculating the
percentage of impact of stress on the total respondents.

(4) RESEARCH DESIGN:-

A research design is considered as the framework or plan for a study that guides as well as
helps the data collection and analysis of data. The research design may be exploratory,
descriptive and experimental for the present study. The descriptive research design is adopted
for this project.

A research design is an arrangement of condition for collection and analysis of data in a


manner that aims to combine the relevance to the research purpose with economy in procedure.
A good research design has a characteristic viz problem definition, specific methods of data
collection and data analysis, a research design is purely and simply the framework to deal with
the problem and finding the proper solution for the same.

(5) RESEARCH APPROACH:-


The research worker contacted the respondents personally with well- prepared sequentially
arranged questions. The questionnaire is prepared on the basis of objectives of the study. Direct
contract is used for survey, i.e., contacting employees directly in order to collect data.

(6) SAMPLE DESIGN :-


A sample design was constructed for the purpose of study including population, sampling unit
and sample size etc.
Population:
Workers of Big Bazaar (Bathinda)
Sample size: The sample size was 50 respondents.
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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

Sample size is the number of persons that helps in collecting the primary data.
Total 60 Respondents.
Area of survey: Big Bazaar (Bathinda)

(7) ANALYSIS OF DATA:-


The data are collected through survey and books, reports, newspapers and internet etc., the
survey conducted among the employees Big Bazaar (Bathinda).The data collected by the
researcher are tabulated and analyzed in such a way to make interpretations.
Various steps, which are required to fulfill the purpose, i.e., editing, coding, and
tabulating. Editing refers to separate, correct and modify the collected data. Coding refers to
assigning number or other symbols to each answer for placing them in categories to prepare
data for tabulation refers to bring together the similar data in rows and columns and totaling
them in an accurate and meaningful manner. The collected data are analyzed and interrupted
using statistical tools and techniques.
CHAPTER-V

V. (1) DATA ANALYSIS AND INTERPRETATION

1. Satisfaction of employee towards their performance on work.

Table .1 Satisfaction of employee towards their performance on work

Answer Yes Sometimes No


%age 60 15 25

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

INTERPRETATIONS:-

On asking the question that are you satisfied from your work 60% of employees says that they
are satisfied and15% of employees are neutral. They come here for work so it doesnt matter
work is interesting or boring and they are satisfied or not. Rest 25% of employees is totally
unsatisfied from their performance.

(2) Employees attention about their colleague's opinion about them.

Table.2 Employees attention about their colleague's opinion about them

Answer Yes Sometimes No


%age 20% 50% 30%

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

INTERPRETATIONS:-
On enquiring the employees it has come to the notices that attention about their
colleague's opinion about them most employees are neutral and 20% says that they notice what
their friends about him/her, rest 30% says that doesnt matter what they said.

(3) Employees response towards suffering from depression.

Table.3 Employees response towards suffering from depression

Answer Yes Sometimes No


%age 35 25 40

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

INTERPRETATIONS:-

On asking this question 35 % employees said that they are suffered from depression and
25% are neutral and 40% said that they are not suffered from depression.

(4) Employees response towards working hours (Working more than 9 hours)

Table.4 Employees response towards working hours

Answer Yes Sometimes No


%age 80 20 0

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

INTERPRETATIONS:-

On asking this question 80% employees are said that are doing work more than 10 hours,
20% said that this arise during some occasions. All employees doing work more than 10 hours,
they received target weekly and they want to achieve every week, so they would get awards like,
Best Employ of the Month.

(5) Employees response towards fear about the quality of performance

Table.5 Employees response towards fear about the quality of performance

Answer Yes Sometimes No


%age 40 10 50

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

INTERPRETATIONS:-

On asking this interesting question most employees said that they are not worried about
their quality of performance, 10% are neutral and rest 40% are worried about their
performance.

(6) Employees response towards get tensed at non achievement of their target.

Table.6 Employees response towards get tensed at non achievement of their target

Answer Yes Sometimes No


%age 25 45 30

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

INTERPRETATIONS:-

On asking this interesting question 25% employees are said that they get tensed at non
achievement of their target, 30% are no tension about their target and rest 45% are neutral
about the achievement of target.

(7) Employee response towards feelings of Stress..


Do you feeling stress some times? If the answer of the above question is yes then answer the
following:
a) Is the reason of your stress your work related problem?
b) Are you stressed because of your family problems?
c) Do you get stressed when your boss scolds you?

Table.7 Employee response towards feelings of Stress

Answer Option A Option B Option C


47
IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

%age 50 35 15

INTERPRETATIONS:-

On asking this question does you feeling stress sometimes due to


a) your work related problem
b) You are stressed because of your family problems?
c) And when your boss scolds you? Then most of employees are said that they get stressed due
to work related problems, 35% are said due to family problems and rest when their boss scolds
him/her.

(8) Employee response towards their participation in organization in decision-making.

Table.8 Employee response towards their participation in organization in decision-making

Answer Yes Sometimes No


%age 35 15 50

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

INTERPRETATIONS:-

On asking this question participation of employees in decision-making of Big bazaars


decisions most of employees said that they have no participation in decision making process,
15% are neutral and 35% are said that they participation in this process.

(9) Employee response towards their social life balanced..

Table.9 Employee response towards their social life balanced

Answer Yes Sometimes No


%age 25 55 20

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

INTERPRETATIONS:-

On asking this question 25% of employees said that their social life is not
balanced because they are do working more than 10 hours and they have no holiday on Sunday
and festivals, 55% are neutral and rest 20% are said that their life is balanced.

(10) Employee response towards discussion of their problem with their spouse or friend or any
other close to them..
Table.10 Employee response towards discussion of their problem with their spouse or
friend or any other close to them..

Answer Yes Sometimes No

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

%age 45 20 35

INTERPRETATIONS:-

On asking this question 45% of employees are said that they are shared their problem
with their friends, family and other relatives, but 20% of said that they shared with sometimes
and rest 35% are not shared their problem with others.

(11) Employee response towards the impact of stress on their family.

(a) Disturbance in family life

(b) Irritation

(c) Unwillingness of doing anything


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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

Table.11 Employee response towards the impact of stress on their family

Answer Option A Option B Option C


%age 20 20 60

INTERPRETATIONS:-

On asking this question to employees how stress impact on your family and you most of
employees told unwillingness to do something, but 20% of employees said that stress arise
disturbance in their family and 20% suffered from irritation.

(12) Response of employee towards feeling any strain, stress, during the past months.

Table.12 Response of employee towards feeling any strain, stress, during


the past months.

Answer Yes A Little Not at all


%age 15 30 55
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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

INTERPRETATIONS:-

On asking this question how employees feeling any strain, stress, during the past
months 15% of workers are highly dissatisfied due to various reasons, 55% remain silent and
rest 15% are neutral.

(13) Response of employees towards during the past months, how happy, satisfied or pleased
with their Personal life.

Table.13 Response of employees towards during the past months, how happy, satisfied
with their Personal life..

Answer Yes A Little Not at all

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

%age 30 60 10

INTERPRETATIONS:-

On asking this question how employees feeling happy, satisfied or pleased with their
Personal life due to various reasons, 30% of employees said that they are highly satisfied,
happy, but10% remain silent and rest 60% are neutral.

(14) Employees response towards need of counseling to overcome stress.

Table.14 Employees response towards need of counseling to overcome stress

Answer Yes May be/ not No Response


%age 65 30 5

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

INTERPRETATIONS:-

On asking this interesting question most of employees are said that there should be
counseling to overcome the stress and 30% of employees are neutral and rest 5% are remain
silent.

(15) Employees response towards measures taken by company to reduce stress..

a) Work life balance


b) Fun at work
c) Special training
d) Flexible timings
e) Talk therapy
f) No one

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

Table.15 Employees response towards measures taken by company to reduce stress

Answer Option A B C D E F
%age 15 15 10 0 0 60

INTERPRETATIONS:-

On asking this question what kind of measures taken by company to reduce stress 60% of employees
are said that company does not adopt any way/methods to reduce the stress and some tells the various
ways which taken by a big Bazaar.15% of employees are said that they can goes to Fun zone. Fun zone
is place where all employees take rest and take their meal during lunch. Its well furnished caf with
clean and neat chairs/tables..and provide coffee and tea free of cost to employees any time.

CHAPTER-VI

RESULTS AND FINDINGS

Most of employees satisfied from their performance.


No employees participation in decision-making.
Company does not adopt any way/methods to reduce the stress.
The employee can take advance only after 15th day of the month.
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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

An advance on salary can be taken only once in a year.


When employees under stress, they get stressed due to work related problems stressed
due to work related problems.
Average employees notice that what their friends views about him/her.
Employees personal life also affected due to stress.
All employees doing work more than 10 hours, they received target weekly and they
want to achieve every week, so they would get awards like, Best Employ of the Month
The main reason of stress is due to more work employees are not able to devote much
time to family.
Sometimes the financial position of the employees is not stable it creates a stress while
they do work in organization.

CHAPTER-VII

SUGGESTIONS & RECOMMENDATIONS

1. The entertainment facilities should also provided in fun zone for employees like
television.

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

2. It is easier to understand the material that is meaningful so all the material should be
meaningful and theory can also be made interesting if they include: -
When material is presented to the employee a variety of similar example should be used.
The term and concept that are already familiar to the middle staff should be used.
3. Fun zone should be clean and neat with proper chairs and proper ventilation.
4. A company should implement their training programs in a manner that majority of their
employees agree that their personal growth increases with development.
5. Ensure that there is proper linkage among organizational, operational and individual needs.
6. Suggestion scheme may be opened for staff and technicians. The main advantage is that
would help convince the employees that the organization Listen to them and they are the part
of organization.
7. Ensure that development contribute to competitive strategies of the firm. Different strategies
need different HR skill for implementation.
8. Which effect has on you depends on how you handle it. How you handle stress depends on
being able to recognise it, knowing where its coming from, and understanding your situation.
Sure, I make this sand easy its not and it takes years to master but it is to never to late to start.

1) Exercise:-
It is best physical stress reduction technique. Exercise not only improves your health, it also
relaxes tense muscles and helps you to sleep.
It improves blood flow to your brain, bringing additional sugars and oxygen which may be
needed when you are thinking intensely.
2) Breathing Control:-
Deep breathing is a very effective method to relaxation. It is a key element of everything from
the take deep breaths approach to calming someone down, to yoga relaxation and meditation.

3) Progressive Muscular Relaxation:-


PMR is a purely physical technique for relaxing your body when muscles are tense.

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

You can apply PMR to any or all of me muscles groups in your body depending on whether you
want to relax just a single area or your whole body.
4) Meditation:-
Is very effective method of relaxation? The idea of meditation is to focus your thoughts on the
relation thing for a sustained painted of time.
It can successful or useful when you have been physically active.
You have been worrying about problems, and you have been under a stress for a long time.

CHAPTER-VIII

OBSERVATIONS

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

There were various observations made from the time I entered the store. They can be summed up
as follows:
Verticals inside the store relates to each category of product
o Food Bazaar Depot- books
o M-bazaar Electronic Bazaar
o Furniture Bazaar Footwear Bazaar
Trolleys are not easily available, especially on other than ground floor.
In-house packaging not efficiently done.
Crowded store interiors. Items are arranged in a cluttered way. Tried to stock maximum
number in limited area.
Sign boards are not prominent. Lack of direction creates confusion.
Family crowd is evident. Youth comprises of only around 10% of the crowd.
Food Bazaar very efficiently managed. It is a bit over-staffed but layout is very good.
Shelf space is used very well to stock products with clear distinction.
The employee can take advance only after 15th day of the month.
The employee needs to make a standard application for salary advance.
Employees work overtime there, sometimes they have not time for lunch.

CHAPTER-IX

LIMITATIONS OF STUDY
Besides the success of my research work, there are certain limitations which I faced during the
tenure of my work. These are: -

The employees were interested in filling questionnaire but their schedule was busy

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

Moreover the whole procedure of data collection was too much time consuming as direct
and accurate information was nowhere found in totality. Further it required a detailed
consultation of various books, websites that really needed a lot of time.
Data collected during a research, can become outdated fairly quickly.
The people are dynamic in nature and there is every possibility that today may become invalid
tomorrow.
Mostly people are not aware about the concept of stress management.
In some cases, relevant data could not be found.
It was sometimes difficult to obtain data and sometime wrong information was provided
by the source, which has to be cross check, and verified.
The survey is subjected to the bias and prejudices of the respondents.Hence 100%
accuracy cant be assured.
The workers did not give accurate answers of all questions with broad minded.
The sample of questionnaire has its limitation due sample size that is less comparative to
total no of workers.
The workers have some kind of fear of management so, that they are not discussing their
problems very openly.
Biasness of the respondents may make the error.

CHAPTER-X

CONCLUSION

As they say, happiness can be a continuous one. So make sure the work place is a happy one,
which every employee would love to spend time. Human resources department along with
senior management must take steps to make sure of this. Effective human resource

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

management must be practiced at both strategic and day-to-day levels. HR management


practices must reflect company policy as to how it will manage and relate to its employees. The
HR strategy should evolve from a transactional support role to partnering in the organizations
business strategy. HR must take steps to be aware of employee problems and try to solve them,
creatively.

The main reason of stress is due to more work employees are not able to devote much
time to family.
Sometimes the financial position of the employees is not stable it creates a stress while
they do work in organization. Due to stress the company face the many problems, these
are:-
High cost
Low quality of performance
Timely delivery is not possible
employees dissatisfaction
low morale and motivation
Company does not adopt any way/methods to reduce the stress. The employee can take
advance only after 15th day of the month. An advance on salary can be taken only once in a
year. When employees under stress, they get stressed due to work related problems stressed
due to work related problems. Average employees notice that what their friends views about
him/her. Employees personal life also affected due to stress. All employees doing work more
than 10 hours, they received target weekly and they want to achieve every week, so they would
get awards like, Best Employ of the Month. The main reason of stress is due to more work
employees are not able to devote much time to family.Sometimes the financial position of the
employees is not stable it creates a stress while they do work in organization.

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

BIBLIOGRAPHY
BOOKS:-

Kothari, C.R., Research Methodology Methods & Technical New Age


International (p) Limited publishers, New Delhi - 110002

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

Karen Legg, Human Resource Management- A Critical Analysis, in John


Storey, (ed.) New Prospective in Human Resource Management, London: Rout ledge,
1989

WEBSITES:-

www.bigbazaar.com

http://hr-community.hrlink.in/

http://www.retailnetworks.org/rn/daksh

http://www.retailnetworks.org/index.php?option=com_fireboard&Itemid=59

http://www.futuregroup.in/fhdl.asp

www.stresstips.com

http://scholar.google.com/scholar?
q=IMPACT+OF+STRESS+ON+EMPLOYEES+EFFICIENCY&hl=en&um=1&ie=UTF-
8&oi=scholart
http://www.jstor.org/pss/1252042

http://www.liebertonline.com/doi/abs/10.1089/107555303765551589

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IMPACT OF STRESS ON EMPLOYEE EFFICIENCY

QUESTIONNAIRE

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