PRSENTATION ON

STRESS MANAGEMENT OF
INDIAN BANK EMPLOYEES

BY-: SWATI KUMARI

Reg no:-1402008950

Guided by-Shakti prasad Tiwari sir

DEPARTMENT OF
MANAGEMENT SIKKIM
MANIPAL UNIVERSITY; EAST
SIKKIM PIN-737102
 Preface

The study of human resource management is one of the major criteria in the
corporate sector. Human resource is the heart of the organization. By this research
project we will be able to know to reduce the stress level of the employees
working in the bank. By this way the productivity of the employee increases.

Now a day the corporate sector is booming in a high speed that the people have to
work for prolonged hours to maintain the standard of living and achieve their
basic needs. So is the condition in the hospitals, colleges, BPO’s and lots of other
places. In spit of having the modern technologies and facilities, people are feeling
themselves to be work loaded and stressed. Stress arises because of many reasons
which are discussed in the following project. The project report also contain
techniques how to reduce the stress and overcome such problems.

To identify the level of stress among the people who work I have tried to survey
the people working in hospitals, BPO’s and other industries as well as institutes.
Stress arises because of unfulfilled wants, lack of job satisfaction etc. before
starting the topic of stress; let’s first understand the importance of human
resource.

Executive Summery

TITLE OF THE PROJECT: Study Of Stress Management of Indian Bank

Employees

This project gives us a detailed idea of what is stress and also the definition of
stress is been defined. For more detailed study the types of the stress is also
defined. By looking at the starting of the project you will find:

·0 Introduction to Human resource

·1 Introduction and Definition of stress

·2 Stress in biological terms

·3 What is stress?

·4 Coping with stress at work place.

·5 Stress management

·6 Workplace stress

·7 Reducing of stress.

After the theoretical part I have included the research part. My research work
includes two questionnaires.

·8 Burn out test

·9 Stress analysis Questionnaire

My research includes the research methodology which

contains the information as follows:

·10 Research objectives

·11 Sampling (types and methods of sampling)

 ·12 Research instrument

·13 Data analysis and interpretation

·14 Employee’s opinion to reduce stress.

·15 Research flowchart

·16 Limitation of survey

1. CONCEPTUAL
FRAMEWORK (1.1)
INTRODUCTION TO HR

Human Resource Management is an art of managing people at work in such a

manner that they give their best to the organization. In simple word human
resource management refers to the quantitative aspects of employees working in
an organization.
Human Resource Management is also a management function concerned with
hiring, motivating, and maintains people in an organization. It focuses on people
in organization.
Organizations are not mere bricks, mortar, machineries or inventories. They are
people. It is the who staff and manage organizations.HRM involves the
application of management functions and principles. The functions and principles
are applied to acquisitioning, developing, maintain, and remunerating employees
in organizations.

Human resource management plays an important role in the development process

of modern economy. In fact it is said that all the development comes from the
human mind.
“ Human Resource Management is a process of producing development,
maintaining and controlling human resources for effective achievement of
organization goals.”
 (1.2) CONCEPT OF STRESS

(1.2.1) INTRODUCTION TO STRESS

A lot of research has been conducted into stress over the last hundred years. Some
of the theories behind it are now settled and accepted; others are still being
researched and debated. During this time, there seems to have been something
approaching open warfare between competing theories and definitions: Views
have been passionately held and aggressively defended.

Definition:

Hans Selye was one of the founding fathers of stress research. His view in 1956
was that “stress is not necessarily something bad – it all depends on how you take
it. The stress of exhilarating, creative successful work is beneficial, while that of
failure, humiliation or infection is detrimental.” Selye believed that the
biochemical effects of stress would be experienced irrespective of whether the
situation was positive or negative.
The most commonly accepted definition of stress (mainly attributed to Richard S
Lazarus) is that stress is a condition or feeling experienced when a person
perceives
that “demands exceed the personal and social resources the individual is able
to mobilize.” In short, it's what we feel when we think we've lost control of
events.

The types of stress are as follows

Mechanical

·17 Stress (physics), the average amount of force exerted per unit area.

·18 Yield stress, the stress at which a material begins to deform plastically.

·19 Compressive stress, the stress applied to materials resulting in their

compaction.
Biological

·20 Stress (biological), physiological or psychological stress; some types include:

·21 Chronic stress, persistent stress which can lead to illness and
mental disorder
·22 Eustress, positive stress that can lead to improved long-term
functioning

·23 Workplace stress, stress caused by employment

Music

·24 Accent (music).

·25 Stress (band), an early '80s melodic rock band from San Diego.

·26 Stress (punk band), an early '80s punk rock band from Athens.

·27 Stress (Neo-Psychedelic band), from the late 1980's.

·28 Stress, a song by the French band Justice on their debut album

Other

·29 Stress (game), card game

·30 Stress (linguistics), phonological use of prominence in language

Stress (physics), the average amount of force exerted per unit area.

Stress is a measure of the average amount of force exerted per unit area. It is
a measure of the intensity of the total internal forces acting within a body
across
imaginary internal surfaces, as a reaction to external applied forces and body
forces. It was introduced into the theory of elasticity by Cauchy around 1822.
 Stress is a concept that is based on the concept of continuum. In general, stress
is expressed as

Where

Is the average stress, also called engineering or nominal

stress, and Is the force acting over the area .

Chronic Stress

Chronic stress is stress that lasts a long time or occurs frequently. Chronic stress
is potentially damaging.

Symptoms of chronic stress can be:

·31 upset stomach

·32 headache

·33 backache

·34 insomnia

·35 anxiety

·36 depression

·37 anger

Compressive stress:

Compressive stress is the stress applied to materials resulting in their

compaction (decrease of volume). When a material is subjected to compressive
stress, then this material is under compression. Usually, compressive stress
applied to bars, columns, etc. leads to shortening.

Loading a structural element or a specimen will increase the compressive stress

until the reach of compressive strength. According to the properties of the
material, failure will occur as yield for materials with ductile behavior (most
metals, some soils and plastics) or as rupture for brittle behavior (geometries, cast
iron, glass, etc).

Compressive stress has stress units (force per unit area), usually with negative
values to indicate the compaction. However in geotechnical engineering,
compressive stress is represented with positive values.
(1.2.2) Stress in Biological terms:

Stress is a biological term which refers to the consequences of the failure of a

human or animal body to respond appropriately to emotional or physical threats to
the organism, whether actual or imagined. It includes a state of alarm and
adrenaline production, short-term resistance as a coping mechanism, and
exhaustion. It refers to the inability of a human or animal body to respond.
Common stress symptoms include irritability, muscular tension, inability to
concentrate and a variety of physical reactions, such as headaches and accelerated
heart rate.

The term "stress" was first used by the endocrinologist Hans Selye in the 1930s to
identify physiological responses in laboratory animals. He later broadened and
popularized the concept to include the perceptions and responses of humans
trying to adapt to the challenges of everyday life. In Selye's terminology, "stress"
refers to the reaction of the organism, and "stressor" to the perceived threat. Stress
in certain circumstances may be experienced positively. Eustress, for example,
can be an adaptive response prompting the activation of internal resources to meet
challenges and achieve goals.

(1.2.2) Stress in Biological terms:

Stress is a biological term which refers to the consequences of the failure of a

human or animal body to respond appropriately to emotional or physical threats to
the organism, whether actual or imagined. It includes a state of alarm and
adrenaline production, short-term resistance as a coping mechanism, and
exhaustion. It refers to the inability of a human or animal body to respond.
Common stress symptoms include irritability, muscular tension, inability to
concentrate and a variety of physical reactions, such as headaches and accelerated
heart rate.

The term "stress" was first used by the endocrinologist Hans Selye in the 1930s to
identify physiological responses in laboratory animals. He later broadened and
popularized the concept to include the perceptions and responses of humans
trying to adapt to the challenges of everyday life. In Selye's terminology, "stress"
refers to the reaction of the organism, and "stressor" to the perceived threat. Stress
in certain circumstances may be experienced positively. Eustress, for example,
can be an adaptive response prompting the activation of internal resources to meet
challenges and achieve goals.
What causes stress? There are many different causes of stress, and that which
causes stress is also known as a stressor. Common lifestyle stressors include
performance, threat, and bereavement stressors, to name a few. Performance
stressors are triggered when an individual is placed in a situation where he feels a
need to excel.
Thus, there are various stressors, and even more varied methods and techniques of
dealing with stress and turning it to our advantages. In order to do so, we must
learn to tell when we have crossed the line from positive to negative stress.

Good stress v/s Bad stress:

Stress has often been misunderstood to be negative, with few people

acknowledging the importance and usefulness of positive stress. In our everyday
lives, stress is everywhere and definitely unavoidable; hence our emphasis should
be on differentiating between what is good stress, and what is bad. This will help
us to learn to cope with negative stress, and harness the power of positive stress to
help us achieve more.

There are 4 main categories of stress, namely eustress, distress, hyper stress and
hypo stress. Negative stress can cause many physical and psychological problems,
whilst positive stress can be very helpful for us. Here’s how we differentiate
between them.

Eustress:
this is a positive form of stress, which prepares your mind and body for the
imminent challenges that it has perceived. Eustress is a natural physical reaction
by your body which increases blood flow to your muscles, resulting in a higher
heart rate. Athletes before a competition or perhaps a manager before a major
presentation would do well with eustress, allowing them to derive the inspiration
and strength that is needed.

Distress

We are familiar with this word, and know that it is a negative form of stress. This
occurs when the mind and body is unable to cope with changes, and
usually occurs there are deviations from the norm. They can be categorized into
acute stress and chronic stress. Acute stress is intense, but does not last for long.
On the other hand, chronic stress persists over a long period of time. Trigger
events for distress can be a change in job scope or routine that the person is
unable to handle or cope with.

Hyper stress

This is another form of negative stress that occurs when the individual is unable to
cope with the workload. Examples include highly stressful jobs, which require
longer working hours than the individual can handle. If you suspect that you are
suffering from hyper stress, you are likely to have sudden emotional breakdowns
over insignificant issues, the proverbial straws that broke the camel’s back. It is
important for you to recognize that your body needs a break, or you may end up
with severe and chronic physical and psychological reactions.

Hypo stress

Lastly, hypo stress occurs when a person has nothing to do with his time and feels
constantly bored and unmotivated. This is due to an insufficient amount of stress;
hence some stress is inevitable and helpful to us. Companies should avoid having
workers who experience hypo stress as this will cause productivity and
mindfulness to fall. If the job scope is boring and repetitive, it would be a good
idea to implement some form of job rotation so that there is always something
new to learn.

The types of stress are named as eustress and distress. Distress is the most
commonly-referred to type of stress, having negative implications, whereas
eustress is a positive form of stress, usually related to desirable events in person's
life. Both can be equally taxing on the body, and are cumulative in nature,
depending on a person's way of adapting to a change that has caused it.

(1.2.4) Coping with Stress at Work place

With the rapid advancement of technology, the stresses faced at work have also
increased. Many people dread going to work, hence the term “Monday Blues”.
What is the reason for this? There is partly the fear from being retrenched in bad
times, leading to greater job insecurity on the part of those who remain.
Undoubtedly, occupational stress is one of the most commonly cited stressors
faced by people all over the world.

Step 1: Raising Awareness

Help yourself to identify when you are facing rising levels of stress, tipping the
scales from positive to negative. This is important, as being able to identify signs
of being stressed can help you to take steps to ensure that your overall .
If left unacknowledged, the problem will only snowball, leading to disastrous
consequences to your health and overall wellbeing.

Step 1: Raising Awareness

Help yourself to identify when you are facing rising levels of stress, tipping the
scales from positive to negative. This is important, as being able to identify signs
of being stressed can help you to take steps to ensure that your overall .
 If left unacknowledged, the problem will only snowball, leading to disastrous
consequences to your health and overall wellbeing.

Step 3: Coping with Stress

In order to deal with the situation that is causing you stress, you need to calm your
mind and body so as to stave off the reactions and cope with it in a positive way.
This can be through different methods, such as taking time off. If a situation is
triggering your stress and you are unable to calm down, remove yourself from it.
Go outside and take a walk to calm down. Alternatively, you can try
implementing relaxation techniques such as deep breathing. If it is an internal
stressor, stop your thought process until you are able to deal with it logically.
The key to making these 3 steps work for you is to practice them. These are not
instantaneous solutions, and you need to condition your mind and practice them
so that you can implement it when you are feeling stressed.

(1.2.5) Stress Management

Stress management is the need of the hour. However hard we try to go beyond a
stress situation, life seems to find new ways of stressing us out and plaguing us
with anxiety attacks. Moreover, be it our anxiety, mind-body exhaustion or our
erring attitudes, we tend to overlook causes of stress and the conditions triggered
by those. In such unsettling moments we often forget that stressors, if not
escapable, are fairly manageable and treatable.

Like "stress reactions", "relaxation responses" and stress management

techniques are some of the body's important built-in response systems. As a
relaxation response the body tries to get back balance in its homeostasis. Some
hormones released during the 'fight or flight' situation prompt the body to replace
the lost carbohydrates and fats, and restore the energy level. The knotted nerves,
tightened muscles and an exhausted mind crave for looseness. Unfortunately,
today, we don't get relaxing and soothing situations without asking. To be relaxed
we have to strive to create such situations.
Recognizing a stressor:
It is important to recognize whether you are under stress or out of it. Many times,
even if we are under the influence of a stressful condition and our body reacts to it
internally as well as externally, we fail to realize that we are reacting under stress.
Laughter:

Adopting a humorous view towards life's situations can take the edge off
everyday stressors. Not being too serious or in a constant alert mode helps
maintain the equanimity of mind and promote clear thinking. Being able to laugh
stress away is the smartest way to ward off its effects.

Laughter also increases the number of T cells that have suppresser receptors.

What Laughter Can Do Against Stress And Its Effects?

• Laughter lowers blood pressure and reduces hypertension.

·38 It provides good cardiac conditioning especially for those who are unable to
perform physical exercise.

·39 Reduces stress hormones (studies shows, laughter induces reduction of at least
four of neuroendocrine hormones—epinephrine, cortical, dopac, and growth
hormone, associated with stress response).

·40 Laughter cleanses the lungs and body tissues of accumulated stale air as it
empties more air than it takes in. It is beneficial for patients suffering from
emphysema and other respiratory ailments.

·41 It increases muscle flexion, relaxation and fluent blood circulation in body.

·42 Boosts immune function by raising levels of infection-fighting T-cells,

disease-fighting proteins called Gamma-interferon and disease-destroying
antibodies called B-cells.

·43 Laughter triggers the release of endorphins—body's natural painkillers.

·44 Produces a general sense of well-being.

( 1.2.6) Workplace Stress

Workplace stress is the harmful physical and emotional response that occurs
when there is a poor match between job demands and the capabilities, resources,
or needs of the worker. Stress-related disorders encompass a broad array of
conditions, including psychological disorders (e.g., depression, anxiety, post-
traumatic stress disorder) .
other types of emotional strain (e.g., dissatisfaction, fatigue, tension, etc.),
maladaptive behaviors (e.g., aggression, substance abuse), and cognitive
impairment (e.g., concentration and memory problems). In turn, these conditions
may lead to poor work performance or even injury. Job stress is also associated
with various biological reactions that may lead ultimately to compromised health,
such as cardiovascular disease.

Three-quarters of employees believe the worker has more on-the-job stress than a
generation ago. Evidence also suggests that stress is the major cause of turnover
in organizations.

Health and Healthcare Utilization

Problems at work are more strongly associated with health complaints than are
any other life stressor-more so than even financial problems or family problems.
Many studies suggest that psychologically demanding jobs that allow employees
little control over the work process increase the risk of cardiovascular disease. On
the basis of research by the National Institute for Occupational Safety and Health
and many other organizations, it is widely believed that job stress increases the
risk for development of back and upper-extremity musculoskeletal disorders.
High levels of stress are associated with substantial increases in health service
utilization. Workers who report experiencing stress at work also show excessive
health care utilization. In a 1998 study of 46,000 workers, health care costs were
nearly 50% greater for workers reporting high levels of stress in comparison to
“low risk” workers. The increment rose to nearly 150%, an increase of more than
$1,700 per person annually, for workers reporting high levels of both stress and
depression. Additionally, periods of disability due to job stress tend to be much
longer than disability periods for other occupational injuries and illnesses.

Causes of Workplace Stress

Job stress results from the interaction of the worker and the conditions of work.
Views differ on the importance of worker characteristics versus working
primary cause of job stress. The differing viewpoints suggest different ways to
prevent stress at work. According to one school of thought, differences in
individual characteristics such as personality and coping skills are most important
in predicting whether certain job conditions will result in stress-in other words,
what is stressful for one person may not be a problem for someone else. This
viewpoint leads to prevention strategies that focus on workers and ways to help
them cope with demanding job conditions. Although the importance of individual
differences cannot be ignored, scientific evidence suggests that certain working
conditions are stressful to most people. Such evidence argues for a greater
emphasis on working conditions as the key source of job stress, and for job
redesign as a primary prevention strategy. Personal interview surveys of working
conditions, including conditions recognized as risk factors for job stress, were
conducted in Member States of the European Union in 1990, 1995, and 2000.
Results showed a trend across these periods suggestive of increasing work
intensity. In 1990, the percentage of workers reporting that they worked at high
speeds at least one-fourth of their working time was 48%, increasing to 54% in
1995 and to 56% in 2000. Similarly, 50% of workers reported they work against
tight deadlines at least one-fourth of their working time in 1990, increasing to
56% in 1995 and 60 % in 2000. However, no change was noted in the period
1995–2000 (data not collected in 1990) in the percentage of workers reporting
sufficient time to complete tasks. A substantial percentage of Americans work
very long hours. By one estimate, more than 26% of men and more than 11% of
women worked 50 hours per week or more in 2000. These figures represent a
considerable increase over the previous three decades, especially for women.
According to the Department of Labor, there has been an upward trend in hours
worked among employed women, an increase in extended work weeks (>40
hours) by men, and a considerable increase in combined working hours among
working couples, particularly couples with young children.

Signs of Workplace Stress

Mood and sleep disturbances, upset stomach and headache, and disturbed
relationships with family; friends and girlfriends or boyfriends are examples of
stress-related problems. The effects of job stress on chronic diseases are more
diseases take a long time to develop and can be influenced by many factors other
than stress. Nonetheless, evidence is rapidly accumulating to suggest that stress
plays an important role in several types of chronic health problems-especially
cardiovascular disease, musculoskeletal disorders, and psychological disorders.

Prevention

A combination of organizational change and stress management is often the most

useful approach for preventing stress at work.

How to Change the Organization to Prevent Job Stress

·45 Ensure that the workload is in line with workers' capabilities and resources.

·46 Design jobs to provide meaning, stimulation, and opportunities for

workers to use their skills.
·47 Clearly define workers' roles and responsibilities.

·48 Give workers opportunities to participate in decisions and actions affecting

their jobs.
·49 Improve communications-reduce uncertainty about career development
and future employment prospects.
·50 Provide opportunities for social interaction among workers.

·51 Establish work schedules that are compatible with demands and
responsibilities outside the job.
·52 Discrimination inside the workplace. (e.g. nationality and language )

Job Analysis is a useful technique for getting a firm grip on what really is
important in your job so that you are able to perform excellently. It helps you to
cut through clutter and distraction to get to the heart of what you need to do.

2. Rational & positive thinking: -

You are thinking negatively when you fear the future, put yourself down, criticize
yourself for errors, doubt your abilities, or expect failure. Negative thinking
damages confidence, harms performance and paralyzes mental skills.
Unfortunately, negative thoughts tend to flit into our consciousness, do their
damage and flit back out again, with their significance having barely been
noticed. Since we barely realize that they were there, we do not challenge them
properly, which means that they can be completely incorrect and wrong.
Thought Awareness is the process by which you observe your thoughts and
become aware of what is going through your head.

Here are some typical negative thoughts you might experience when preparing to
give a major presentation:

·53 Fear about the quality of your performance or of problems that may
interfere with it;

·54 Worry about how the audience (especially important people in it like your
boss) or the press may react to you;

·55 Dwelling on the negative consequences of a poor performance; or

·56 Self-criticism over a less-than-perfect rehearsal.

Rational Thinking

The next step in dealing with negative thinking is to challenge the negative
thoughts that you identified using the Thought Awareness technique. Look at
every thought you wrote down and challenge it rationally. Ask yourself whether
the thought is reasonable. What evidence is there for and against the thought?
Would your colleagues and mentors agree or disagree with it?

Looking at the examples, the following challenges could be made to the negative
thoughts we identified earlier:

·57 Feelings of inadequacy: Have you trained yourself as well as you

reasonably should have? Do you have the experience and resources you
need to make the presentation? Have you planned, prepared and rehearsed
 enough? If you have done all of these, you've done as much as you can to
give a good performance.

·58 Worries about performance during rehearsal: If some of your practice

was less than perfect, then remind yourself that the purpose of the practice
is to identify areas for improvement, so that these can be sorted out before
the performance.

·59 Problems with issues outside your control: Have you identified the risks
of these things happening, and have you taken steps to reduce the
likelihood of them happening or their impact if they do? What will you do
if they occur? And what do you need others to do for you?

Worry about other people's reactions: If you have prepared well, and you do the best
you can, then you should be satisfied. If you perform as well as you reasonably can, then
fair people are likely to respond well. If people are not fair, the best thing to do is ignore
their

2. Research Methodology

(2.1) Research Objective:

Stress is a dynamic condition in witch an individual is confronted with

an opportunity, demand or resource related to what the individual desires and for
which the outcome is perceived to be both uncertain and important. This is a
complicated definition.

Stress is not necessarily bad in and of itself. Although stress is typically

discussed in a negative context, it also has a positive value. It’s an
opportunity when offers potential gain. Consider for example, the superior
performance that an athlete or stage performer gives in “clutch” situations. Such
individuals often use stress positively to rise to the occasion and perform at or
near their maximum. Similarly, many professionals see the pressures of heavy
workloads and deadlines as positive challenges that enhance the quality of their
work and the satisfaction the get from their job.
(2.2) Sampling
Sample: I have taken the sample of 35 employees from three different banks of
Bokaro Steel City . All the employees were of the same designations.

Reason: As we find the employees of the bank to be more stressful as more and
more employees are taking VRS and are dismissed because of inflation. I
have selected only those three banks which are affiliated to the public and are .

It is incumbent on the researcher to clearly define the target population. There are
no strict rules to follow, and the researcher must rely on logic and judgment. The
population is defined in keeping with the objectives of the study.

Sometimes, the entire population will be sufficiently small, and the researcher can
include the entire population in the study. This type of research is called a census
study because data is gathered on every member of the population.

Sampling methods are classified as either probability or non probability. In

probability samples, each member of the population has a known non-zero
probability of being selected. Probability methods include random sampling,
systematic sampling, and stratified sampling. In non probability sampling,
members are selected from the population in some nonrandom manner. These
include convenience sampling, judgment sampling, quota sampling, and snowball
sampling. The advantage of probability sampling is that sampling error can be
calculated. Sampling error is the degree to which a sample might differ from the
population. When inferring to the population, results are reported plus or minus
the sampling error. In non probability sampling, the degree to which the sample
differs from the population remains unknown.

Random sampling is the purest form of

probability sampling. Each member of the population has an equal
and known chance of being selected. When there are very large
populations, it is often difficult or impossible to identify every
member of the population, so the pool of available subjects becomes
biased.

Systematic sampling is often used instead

of random sampling. It is also called an Nth name selection
technique. After the required sample size has been calculated, every
Nth record is selected from a list of population members. As long as
the list does not contain any hidden order, this sampling method is as
good as the random sampling method. Its only advantage over the
random sampling technique is simplicity. Systematic sampling is
frequently used to select a specified number of records from a
computer file.

Stratified sampling is commonly used

probability method that is superior to random sampling because it
reduces sampling error. A stratum is a subset of the population that
shares at least one common characteristic. The researcher first
identifies the relevant stratums and their actual representation in the
population. Random sampling is then used to select subjects from
each stratum until the number of subjects in that stratum is
proportional to its frequency in the population. Stratified sampling is
often used when one or more of the stratums in the population have
a low incidence relative to the other stratums.

Convenience sampling is used in

research where the researcher is interested in getting an inexpensive
approximation of the truth. As the name implies, the sample is
selected because they are convenient. This non-probability method is
often used during preliminary research efforts to get a gross estimate
of the results, without incurring the cost or time required to select a
random sample.

Judgment sampling is a common

method. The researcher selects the sample based on judgment. This
is usually and extension of convenience sampling. For example, a
researcher may decide to draw the entire sample from one
 "representative" city, even though the population includes all cities.
It must be confident that the chosen sample is truly representative of
the entire population.

Quota sampling is the non-probability

equivalent of stratified sampling. Like stratified sampling, the
researcher first identifies the stratums and their proportions as they
are represented in the population. Then convenience or judgment
sampling is used to select the required number of subjects from each
stratum. This differs from stratified sampling, where the stratums are
filled by random sampling.

Snowball sampling is a special non-

probability method used when the desired sample characteristic is
rare. It may be extremely difficult or cost prohibitive to locate
respondents in these situations. Snowball sampling relies on referrals
from initial subjects to generate additional subjects. While this
technique can dramatically lower search costs, it comes at the
expense of introducing bias because the technique itself reduces the
likelihood that the sample will represent a good cross section from
the population.

(2.3) Research Instrument:

Checking Yourself for Burnout

Burnout occurs when passionate, committed people become deeply

disillusioned with a job or career from which they have previously derived
much of their identity and meaning. It comes as the things that inspire passion
and enthusiasm are stripped away, and tedious or unpleasant things crowd in.
This tool can help you check yourself for burnout.

Introduction:

This tool can help you check yourself for burnout. It helps you look at the way
you feel about your job and your experiences at work, so that you can get a feel
for whether you are at risk of burnout.
Using the Tool:

·60 Work through the table on paper and calculate values manually.
·61 Fill in values appropriately on the sheet. This will automatically calculate
scores for you and interpret these scores, showing the score and
interpretation in row 30.

(2.4) Data analysis and Interpretation

The project report shows the information of the level of stress which the
employees are facing as the period of recession is going the employee
ratios are found to be high so the workload for the existing
employees are high. So they are facing the problem of work
overload and thus they get stressed.

Let’s have a watch on the basic data of the survey:

The report of HDFC bank

>= response
-1 No sign of burnout here! 0
5 Little sign of burnout here, unless some factors are particularly severe 6
18 Be careful - you may be at risk of burnout, particularly if several scores 8
are high
35 You are at severe risk of burnout - do something about this urgently 0
45 You are at very severe risk of burnout - do something about this 0
urgently
 no
sign of
burn out

little
sign of
burnout

Be
careful

severe
risk

Very
high

The Report of SBI Bank

>= response
-1 No sign of burnout here! 0
5 Little sign of burnout here, unless some factors are particularly severe 3
18 Be careful - you may be at risk of burnout, particularly if several scores 10
are high

35 You are at severe risk of burnout - do something about this urgently 0

3. You are at very severe risk of burnout - do something about this 0
urgently

N o s ig n

L it t le s ig

Becaref

Severe

V e r y h ig

The report of Axis Bank

>= response
-1 No sign of burnout here! 0
5 Little sign of burnout here, unless some factors are particularly severe 5
18 Be careful - you may be at risk of burnout, particularly if several scores 3
are high
35 You are at severe risk of burnout - do something about this urgently 0

4. You are at very severe risk of burnout - do something about this 0

urgently

No sign

little sign
 be careful

Severe risk

Very high

Analysis:

It is seen from the above data that the employees working in the banks are at the
risk of two levels that is “a little sign of burn out” and “be careful”. Taking a look
on the data of all the three banks, it is seen that the employees working in SBI are
found less stressed out compared to other banks. This can be because it’s a public
sector. If all the graphs are
compared, it is seen that the ratio of stressed employees in AXIS
banks are high as compared to all the other banks.

Yes No No response
Overall result of the survey
27 8 0

>= r
-1 No sign of burnout here!
5 Little sign of burnout here, unless some factors are particularly severe
18 Be careful - you may be at risk of burnout, particularly if several scores
are high
35 You are at severe risk of burnout - do something about this urgently
45 You are at very severe risk of burnout - do something about this
urgently

no sign
little sign

Be
carefull

severe
risk
 Very high

Analysis:

From the above graph it can be seen that maximum employees of

all the banks are at a moderate level of risk of burnout while the
employees who were found with a little sign of burnout is less. So
the ratio of little sign of burnout and moderate level of burnout is

(2.5) Employee’s opinion about how to reduce stress

This project consist of the information about the employees

undergoing from stress who working in the banks. So considering
this factor this topic becomes one of the most important part of the
project as it consists of the opinion of the employees who work in the
banks. In short it was a direct interview of the employees who gave
their opinion about how to reduce stress. The response of employees
in the major banks of Bokaro like State Bank of India, The AXIS
Bank, and The HDFC bank was marvelous and they have given their
valuable opinion about reducing stress as a result of the last question
included in the questionnaire 2. So the opinion if the employees were
as follows:

“Just smile away” An employee- HDFC Bank

“Just believe in your self and just do what your

heart wants” An employee- HDFC Bank

-“Talking to family members, - Watching TV or

listening good music, - Going for a walk or long drive” An
employee- HDFC Bank
 “Believe in God” An employee- HDFC Bank

“Respect yourself and give time to yourself” An employee-

HDFC Bank

“Working in environment welfares, lot of positive attitude.

Positive attitude is only that reduces stress and achieves success. Most of
the people frustrate due to lack of positivity and stress level climbs up due
to that. So get positive attitude about work, about life, and forget the
stress” An employee-AXIS Bank

“We should do such activities from which we get happiness

and also make others happy. Pass your time with your close friends and
relatives.” An employee- AXIS Bank

“Play and watch cricket” An employee- AXIS Bank

“Listen music and spend time with family” An employee- SBI Bank

“Get adjusted with others, Find and spend time for prayer,
Study the scriptures, See oneness in all, All are manifested of the supreme
GOD” An employee- SBI Bank

These opinions are seemed to be valuable and effective as one of the

effective things has been noticed that the employees who have got less than 18
marks in the Burnout test have given their opinions about reducing the stress.

It is also noticed that in the AXIS bank Bokaro in the time of afternoon slow
instrumental music are been played so that the employees can work stress free.
This is one of the positive things which are seen in the organization who is caring
for their employees. This will help the organization to boost up the productivity.

From the certain sample of employees selected for the research, only 10
employees have given their opinion how to reduce stress. So we can understand
that how overloaded the employees of the bank are.

(2.6) Research Flowchart

 Questionnaire research design proceeds in an orderly and specific manner. Each
item in the flow chart depends upon the successful completion of all the
previous items. Therefore, it is important not to skip a single step. Notice that
there are two feedback loops in the flow chart to allow revisions to the
methodology and instruments.

Design Methodology

Determine Feasibility

Develop Instruments

Select Sample

Conduct Pilot Test

Revise Instruments

Conduct Research

Analyze Data

Prepare Report

(2.8) Limitation of the survey

the questionnaires were filled be 35 employees working in the three major Banks of
Bokaro i.e. Axis Bank, HDFC Bank and SBI Bank. So the scope of sample findings was
less.he questionnaire was filled by 35 employees of different designations. So the point of
 view of employees differs as per their designations.he employees from whom the
questionnaires are filled are in a heavy workload so some of the questionnaires filled by
the employees who are in stress cannot be called reasonable.
responses of the employees cannot be accurate as the problem of language and
understanding arises. (These problems are not in all cases.One of the

other problems of questionnaire is the cost. Some times it may be possible that even by
spending so much the result may not be reasonable.any a times the employees may not be
really conscious or may not be bothered about the questionnaire. This may create a
problem in the research

(2.8.1) Advantages of Written Questionnaires

Questionnaires are very cost effective when compared to face-to-

face interviews. This is especially true for studies involving large
sample sizes and large geographic areas. Written questionnaires
become even more cost effective as the number of research
questions increases.
Questionnaires are easy to analyze. Data entry and tabulation for
nearly all surveys can be easily done with many computer software
packages.

Questionnaires are familiar to most people. Nearly everyone has

had some experience completing questionnaires and they generally
do not make people apprehensive.

Questionnaires reduce bias. There is uniform question presentation

and no middle-man bias. The researcher's own opinions will not
influence the respondent to answer questions in a certain manner.
There are no verbal or visual clues to influence the respondent.
(2.8.2) Disadvantages of Written Questionnaires

One major disadvantage of written questionnaires is the possibility

 of low response rates. Low response is the curse of statistical
analysis. It can dramatically lower our confidence in the results.
Response rates vary widely from one questionnaire to another
(10% - 90%), however, well-designed studies consistently produce
high response rates.

Another disadvantage of questionnaires is the inability to probe

responses. Questionnaires are structured instruments. They allow
little flexibility to the respondent with respect to response format.
In essence, they often lose the "flavor of the response" (i.e.,
respondents often want to qualify their answers). By allowing
frequent space for comments, the researcher can partially
overcome this disadvantage. Comments are among the

helpful of all the information on the questionnaire, and they

usually provide insightful information that would have otherwise
been lost.
(2.9) Findings

It is analyzed from the questionnaire filled by the employees that the

employees who have scored more than 20 marks in the burnout test are not
satisfied with the performance which they give in the organization. Thus it is
proved that the employees who are desired to give better performance than their
original performance are found more stressful than the others. While at the same
time the employ that have scored less than 20 marks in the burnout test are
satisfied with the performance. From the sample of 35 bank employees who have
been surveyed, one is found to be a heart patient. This can be because of high
level of stress.

Very rare of the employee are to be found suffering from depression. It is proved
from the survey that the employees who have scored more than 25 marks in the
burnout test are concern about the opinion of their colleagues. And the employees
who got less than 25 marks do not mind about their colleague’s opinion. Thus it is
proved that the colleagues opinion also play a lead role in the increase and
decrease of the stress level. Those who mind about their colleague’s opinion are
found to be more stressful.

The employees who have scored 28-29 marks in the burnout test don’t believe in
sharing their problems with their spouse or friend or any closed one. Thus we can
say that sharing your problems with your spouse or close friends is a better idea to
reduce stress.

3. BIBILIOGRAPHY

·62 www.mindtool.com

·63 Organizational Behavior “Stephen P. Robbins”

·64 Burn Out tool – Questionnaire

·65 Self analysis of questionnaire

THANKS TO ALL