Stress Management

Project Report Stress Management
SUMMER TRAINING REPORT
ON
“Stress Management”
Submitted in partial fulfillment of the Requirement for
Master of Business Administration (MBA)
(Session 2008-2010)
Submitted To :- Submitted By :-
MaharshiDayanandUniversity,
Rohtak Shrutika Sharma
Roll No- 8054
MBA 3rd Sem.
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CONTENTS
 Significance of study
 Review of existing literature
 Conceptualization
 Focus of the problem
 Objective and hypothesis
 Research methodology
a) Research design
b) Universe and survey population
c) Sample design
d) Collection of data
e) Analysis pattern
 Limitation of study
 Organization of study
 Annexure
 References
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DECLARATION
I, undersigned hereby declare that project titled as “Stress Management” submitted

under the guidance of Mr. Sunil Kumar is my original work. The finding in this report is
based on data collected by myself. While preparing this report, I have not copied from
any such copying is liable to be punished.
ShrutikaSharma
Roll No.8054
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ACKNOWLEDGEMENT
I express my sincere and deep sense of gratitude to my esteemed guide Mrs. Promila
Suhag T.P.O of, KEDARNATH AGGARWAL INSTITUTE OF MANAGEMENT
CHARKHI, DADRI for his continued support and supervision. I am highly obliged to
him for providing me the opportunity to work under his guidance. It was his scholarly
suggestions, immense interest and moral support that helped in competing the work
confidently and successfully.
I would also place on record my gratitude to all teachers of KEDARNATH

AGGARWAL INSTITUTE OF MANAGEMENT, CHARKHI DADRI for their constant
encouragement.
I gratefully thanks to my parents and friends for their support and encouragement which
helped me to complete this project.
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PREFACE
SUMMER TRAINING (with any industry) is the essential part to one of the curriculum
of any management program. In the classroom coaching, we generally get theoretical
knowledge of management, but this knowledge does not prove to be adequate. As in
future, management students have to work with organization. By merely knowing what
management is, they cannot be capable of applying it.
Summer Training is provided to the students to provide the opportunity, to get familiar
with the natural industrial atmosphere through participation and observation.
As being a management student, I also had to undergo 8 weeks of training. For this
purpose I joined Jindal Stainless Steel Ltd. & I really enjoyed working with Jindal
Stainless Steel.
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SIGNIFICANCE OF THE STUDY
The project undertaken by me on STRESS MANAGEMENT proves very significant

element to know about the stress level of the employees of JSL Limited. As it concerning
the entire spectrum of human resource management functions. So, the study helps me
out:
 To measure the level of stress of employees with respect to company.
 To know about the attitude of the employees towards the management..
 Helpful in reducing the staff turnover.
Thus these points assist the management to take corrective action to give
Maximum satisfaction to their employees.
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Literature review
Stress is "a reality like love or electricity - unmistakable in experience but
hard to define” (Teasdale and McKeown, 1994).
Occupational stress “has been designated one of the top ten industrial
diseases in the US” (British Psychological Society, 1988). Willcox (1994),
comments that “previous research supports the view that at least 25% of the
working population is psychologically stressed at any one time.” If this is
true it has serious implications for the health of society as a whole, a point
acknowledged in the government document The Health of The Nation
(HMSO, 1992) when it identifies mental health as one of the key areas
needing to be addressed to enhance the nation’s health.
The study of stress begins with a difficulty of definition. Williams (1994)

describes ‘stress’ as “one of the most inaccurate words in the scientific
literature” because it is used to describe “both the sources and the effects of
the stress process.” MacLean (1985) remarks that “the word is sometimes
used to denote stressful events, sometimes to denote the effect of these
events on work performance, and sometimes to denote an individual’s
reaction in terms of disordered health.” This confusion permeates much of
the literature. Not only is there “disagreement about the meaning of the
term,” there is “disagreement about how it should be measured” and there is
a “lack of understanding about quite how aspects of the environment might
actually make a person ill” (Marmot and Madge, 1987). These issues about
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the fundamental nature of stress preoccupied many researchers during the

seventies and eighties as they tried to determine whether stress was a
”characteristic of the environment, an experience felt by the person, or a
transactional phenomenon created by the process of the person interacting
with the environment” (Schuler and Jackson, 1986).
It has been impossible to identify and agree upon a criterion, or more

appropriately a set of criteria, for identifying the presence of a state of stress
and then calibrating its intensity and duration.”
Cox (1993) draws attention to the importance for general health of a state of
balance between needs and demands, citing the World Health Organisation’s
definition of well-being:
Assessing this “dynamic state of mind” however, presents great

methodological difficulties, leading Cox (1993) to comment that “sadly,
much of what is currently published on occupational stress and health is
weak methodologically,” the available evidence being based to some extent
on cross-sectional studies where key variables are measured and linked only
in terms of self-report (Kasl, 1992). Levi (1992), however, is adamant that
“the individual’s subjective assessment is the only valid measure of well-
being available.” Similarly, Lazarus and Folkman (1984 ) argue that “ given
the centrality of internal events and processes ... we are in favour of this
method despite its scientific defects.” Cox and Griffiths (1995) appear to
apply this belief specifically to stress research when they argue that “the
measurement of the stress state should be based primarily on self-report
measures which focus on the appraisal process and on the emotional
experience of stress.” Instruments for collecting such self-report data in a
systematic and rigorous way have been developed. One such widely-used
and validated instrument (Robertson, Cooper and Williams, 1990; Cooper
and Williams, 1991; Rees and Cooper, 1991) is Cooper’s Occupational
Stress Indicator [OSI], developed in the late 1980s. The OSI asks a total of
167 questions dealing with sources of stress, general behaviour, life events,
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control/influence, coping behaviour and job satisfaction. Computer software

is used to analyse the answers to produce a coefficient index (see Willcox,
1994).
.”
Conceptualization
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COMPANY PROFILE
ABOUT JINDAL GROUP
LATE SH.O.P JINDAL JI (A MAN WHO TALKED TO MACHINES)
Shri Om Prakash Jindal more popularly known as O.P. Jindal was born on August 7,
1930 to a farmer Late Netram Jindal of village Nalwa of district Hisar in Haryana.
Since his childhood the young Jindal had interested in technical work. He started his
industrial career with a small bucket-manufacturing unit in Hisar. In 1964, he
commissioned a Pipe Unit Jindal India Limited, followed by a large factory in 1969
under the name Jindal Strips Limited... (KNOW JINDAL STAINLESS LIMITED).
Sh. Jindal always had the conviction that India should be self-reliant in every sector
of industry. He visited several foreign countries to elicit latest industrial technical
development and know-how. He acquired a great deal of knowledge, which he aptly
applied to enhance production of his industrial. At present, there are twenty factories
under the flagship of the Jindal Organization, which are worth over US $ 8 Billion,
under whose umbrella thousands of families directly or indirectly benefit themselves.
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Sh. O.P. Jindal was the Chairman of the Jindal Organization. In November 2004, Sh.
Jindal was conferred the prestigious "Life Time Achievement Award" for his
outstanding contribution to the Indian Steel Industry by the Bengal Chamber of
Commerce & Industry. According to the latest Forbes' List, Sh. O.P. Jindal has been
ranked 13th amongst the richest Indians of the country and placed 548th amongst the
richest persons of the world..
Sh. Jindal's mantra was “where others saw walls he saw doors”. Then whether it was
opening doors or breaking down walls he always led the way. The life journey of Sh.
Jindal from a farmer's son to a successful industrialist, a philanthropist, a politician
and a leader would serve as a great source of inspiration for generations to come.
MANUFACTURING PLANTS.
Hisar Plant (Haryana)
At Hisar, lies India's only fully integrated Stainless Steel plant. The present production
capacity of plant is 6, 00,000 TPA which is expanded to 7,20,000 TPA. Success of Jindal
Stainless Ltd. is the fact that everything from the conversion of raw material into blooms
and slabs to hot rolling of strips and plates and cold rolling is done in-house. An
exclusive complex for manufacturing stainless steel for razor and surgical blades has
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been created. A coin blanking line has also been installed. The production capacity of the
precision strip unit is also being increased from 15,000 tonnes to 30,000 tones.
Vizag Plant (Andhra Pradesh)
the Ferro Alloys plant is situated at Jindal Nagar, Kothavasala, Distt. Vizianagaram,
Andhra Pradesh. The installed capacity is 40,000 metric tones per annum of high Carbon
Ferro Chrome. Besides supplying to the domestic market, the company also exports Ferro
Chrome to various developed countries. The plant is also equipped with an ultra modern
testing laboratory to ensure world-class quality standards.
Green field Project at Orissa
Jindal Stainless is setting up a Greenfield integrated Stainless Steel project in the state of
Orissa which would involve mining of Iron, Manganese & chrome ore for production of
ferroalloys and Stainless Steel in the melt shop and rolling mills. To meet the full
requirement of power, Jindal Stainless will also be setting up a 500 MW captive power
plant. This stainless steel plant will ultimately have a capacity of 1.6 million tones per
annum. The operation of XX 60 MVA Ferro-chrome furnace have already started and the
production has stabilized. JSL expects to start the xx125 MW power plants soon followed
up by setting up of other Ferro alloys units of Ferro-manganese and silicon- manganese.
Hisar Plant, India
At Hisar, Jindal Stainless has India's only composite stainless steel plant for the
manufacture of Stainless Steel Slabs, Blooms, Hot rolled and Cold Rolled Coils, 60% of
which are exported worldwide.
• Precision Strips
the company produces stainless steel precision strips in various grades. These
strips are produced in narrow 20-Hi mills in the precision cold rolling unit.
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• Blade Steel
The Company is the exclusive producer of stainless steel strips for making razor
and surgical blades in India.
JINDAL STAINLESS VISION- 2010
To be amongst the top 10

stainless steel producers in
the world
To gain international
recognition for cost
leadership, Product
innovation and Customer
Satisfaction
To be admired as a socially
responsible Corporate and a
sustained value creator for
all its stakeholders.
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jindal groups
The Jindal Group, over the last three decades, has emerged as one of India’s most
dynamic business groups. Founded by Mr.O.P.Jindal, the group today is a multi-
billion, multi-national and multi-product steel conglomerate.
Various products:
From mining of iron ore, the group produces various products in steel and stainless,
including cold rolled sheets/coils, galvanized sheets/coils, hot rolled coils, submerged
arc-welded pipes, billets, rails, seamless tubes, sponge iron, Ferro alloys and other value
added products.
Group’s strength:
The Group’s strength lies in its constituent companies. The Group comprises of Jindal
Stainless Limited, Austenitic Creations Limited, Jindal Architecture Limited, Jindal
Stainless Steelway Limited, PT Jindal stainless Indonesia,
Jindal Architecture Limited, Jindal United Steel Inc. (USA), Saw Pipes Inc. (USA), JSW
steel Limited, Jindal Thermal Power Company Limited, South West Port Limited, Jindal
Praxair Oxygen Company Private Limited, Southern Iron and steel Company Limited and
Jindal steel and Power Limited. The Jindal group has manufacturing unit across India,
US, Indonesia and marketing offices across the globe.
Motto:
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Growth has been a way of life for the Jindal group and its motto along has been ‘Growth
with a social conscience’. The Group is expanding, integrating, amalgamating and
growing.
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Jindal stainless:
Jindal stainless is India’s largest integrated stainless steel manufacturer and its facilities
include own captive chromites mines, ferro chromes facilities and stainless steel melting,
hot rolling, cold rolling and down stream value added facilities. The company
manufactures and sells broad range of stainless steel, in each of the 200,300 and 400
series grades, for commercial and industrial applications. The company manufactures and
sells broad range of stainless steel flat products including slabs, blooms, flat bars, hot
rolled and cold rolled coils, plates and sheets and specialty products.
From Mining to Manufacturing
HISAR PLANT (Haryana, India)

At Hisar, exists India’s only fully integrated and the
largest Stainless Steel plant. An exclusive complex
for manufacturing cold rolled Stainless Steel for
razor and surgical blades has been created.
Additionally a coin blanking line has also been installed.
VIZAG PLANT (Andhra Pradesh, India)

The Ferro alloys plant is situated at Jindal Nagar, Andhra Pradesh. The plant has an
installed capacity of 40,000 metric tons per annum to produce high carbon Ferro chrome.
The plant is also equipped with an ultra modern product testing laboratory to ensure
global standards.
GREENFIELD PROJECT (Orissa, India)

Jindal Stainless is setting up a Greenfield, fully integrated stainless steel project in the
state of Orissa which would involve mining of iron, manganese and chrome ore for
production of Ferro alloys and stainless steel. This stainless steel plant will have an
installed capacity of 1.6 million tons per annum.
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STEEL & YOU
1. STEEL AND HEALTH

From sterile surgical instruments to exercise machines, steel is in many ways that benefit
our health. Around the world, steel is in the hospitals we rely on, the pharmaceuticals
systems that manufacture our medicines, and in emergency equipment that gets medical
assistance to us rapidly when it counts.
2. STEEL AND WATER

Steel plays a fundamental role in helping to make freshwater accessible for everyone.
From rainwater storage tanks to complex pumps and pipe-infrastructure, steel is involved
in the entire
Process of water collection, purification and delivery. Steel enables us to manage water,
from raindrops to ocean waves.
3. STEEL AND AGRICULTURE

Agriculture is vital to our modern civilization. It provides us with our food, clothing and
increasingly, our energy. Agriculture also constitutes to provide livelihood, employing
42% of the world population. From basic hoes, shovels and forks, to modern pouching,
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irrigation system and grain storage silos, steel is there every step of the way, making
agriculture easier and more efficient.
4. STEEL AND ENVIRONMENT

Steel contributes to the health of our planet in many ways. Light weights steel vehicles
keep us safe and minimize the amount of fuel we use. Steel is also used to construct clean
and economical sources of alternative energy. However, steel is most important
contribution to our environment is its infinite recyclables.
5. STEEL AND FOOD

Steel is part of every step of our food supply network. Cultivation, manufactures
preservation and delivery food would not be possible without steel. The use of steel also
reassures us that the can of food we buy in the market will be as fresh and nutritious as
the day it was packed.
Total Consumption of SS per month
>1000 ton 68%
500-1000
22%
ton
250-500
4%
ton
<250 ton 6%
0% 20% 40% 60% 80%
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Forms of SS Consumed
2%
8%
30%
60%
H.R.S.S plates H.R.S.S coils

C.R.S.S coils and sheets any other
Purchase of SS products
6% 2%
22%
70%
JSL Shah Alloys Ltd Salem Others
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Feedback about prices of JSL
70%
62%
60%
50%
40%
32%
30%
20%
10%
4%
2%
0%
Competitive Higher than Moderate Low er than
others others
Feedback about delivery of products
Delayed
deliveries
Before
3%
schedule
Satisfactor 7%
y
11%
On time
79%
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Rate about after sale services of JSL
70%
60% 60%
50%
40%
30%
20% 19% 18%
10%
3%
0%
Excellent Good Fair Satisfactory
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Types of Stainless Steel
1. Ferrite stainless Steel:-
Ferrite Stainless Steel grades are non –hard enable plain chromium grades with
chromium content varying from 10.5% to 28% and with low carbon content. These are
magnetic and exhibit a better resistance to corrosion than martens tic grades. These
grades are employed in applications where the desired formality, weld ability and
corrosion resisting is between those of martens tic and austenitic types. The ferrites can
be polished or buffed to achieve high lustier.
EXAMPLES-
405,409,409RC, 409M, 410S, 430,430T:, 436,439
Basic properties:
• moderate to good corrosion resistance increasing with chromium content
• not harden able by heat treatment and always used in the annealed condition
magnetic
• weld ability is poor
• formability not as good as the austenitic
Common uses
• computer floppy disk hubs (430)
• automotive trim (430)
• automotive exhausts (409)
2. Martens tic Stainless Steel:-
Martens tic Stainless Steel grades are plain chromium grades containing 11.5% to 18% of
chromium with relating high carbon content (0.1% to 1.2%).Initially developed for
cutlery, these are well suited for applications requiring high hardness and resistance to
abrasion and erosion. These grades are magnetic and display fair cold forming
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characteristics. Martens tic Stainless Steel grades are commonly used for knife blades,
shafts, spindles, values and pins.
EXAMPLES-
410, 415, 420, JBS
Basic properties:
• moderate corrosion resistance
• can be hardened by heat treatment and therefore high strength and hardness levels
• can be achieved
• poor weld ability
• magnetic
Common uses
• Knife blades
• surgical instruments
• shafts
• spindles
3. Austenitic Stainless Steel:-
Austenitic Stainless Steel grades are characteristics by superior corrosion and oxidation
resistance, weld ability,
Ductility, and toughness compared to ferrites and martens tic Stainless Steel grades for
similar levels of chromium. They effectively withstand attack of organic acids (e.g. acetic
acids, lactic, citric etc), exhibit good resistance to oxidizing acids (e.g. nitric acids) and
fair resistance to mineral acids (e.g. sculpture acid). There are two broad categories of
Austenitic Stainless Steel-chrome-nickel (300 series) and chrome-manganese (200
series).Currently, chrome nickel is the largest produced Stainless Steel category globally.
Typical applications for this category include food processing, chemical plants,
pharmaceuticals equipment, hospitals, textile, architectural, building construction,
kitchenware, consumer durables etc.
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EXAMPLES-
Cri : 301,304,304H,304L,304LN,309,309S etc.
Cr-Mn : 201,204Cu, JSLAUS (Ji), J4
Basic properties:
• Excellent corrosion resistance in organic acid, industrial and marine
environments.
• excellent weld ability (all processes)
• excellent formability, fabric ability and ductility
• excellent clean ability, and hygiene characteristics
• good high and excellent low temperature properties (high toughness at all
temperatures)
• non magnetic (if annealed)
• harden able by cold work only (These alloys are not hardenable by heat
treatment)
Common uses:
• computer floppy disk shutters (304)
• computer keyboard key springs (301)
• kitchen sinks (304D)
• food processing equipment
• architectural applications
• chemical plant and equipment
4.Duplex Stainless Steel
Duplex Stainless Steel grades contain relatively high chromium (between 18% and 28%)
and moderate amounts of nickel (1% to 8%).This combination of ferritic and austenitic
structures is called duplex. Many of these grades contain molybdenum (1% to 5%) and
nitrogen (.05% to .3%).Some duplex stainless steel grades also contain manganese (upto
5%), copper (upto 2%) and tungsten (upto 2%). These grades exhibit high resistance to
stress corrosion cracking and chloride ion attack and have higher yield strength than that
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of austenistic or ferritic steel grades. These grades are used in marine applications,
offshore platforms, paper and pulp industry, chemical, petrochemical and desalination
plants.
EXAMPLES-
32205, 32304
Basic properties:
• high resistance to stress corrosion cracking
• increased resistance to chloride ion attack
• higher tensile and yield strength than austenitic or ferritic steels
• good weldability and formability
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Stress is…
…a Thinking, Emotional,
Physical Response to
Internal and/or External
Demands and Pressures
Preventing Burnout
1. INTRODUCTION TO STRESS
Refer to an individual response to a disturbing factor in the environment and the

consequence of such reaction. Stress is mostly understood to be negative but it has
positive dimension also. Where stress brings out something better from an individual, it is
called stress.
The stress experience –
1. The person perception of the situation.
2. The person past experience
3. The presence or absence of social support.
4. Individual difference with regard to stress reaction.
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Perception-
Perception refers to a psychological process whereby a person selects and organizes
stimuli in to a concept of reality.
“Employees” perception of situation can influence whether or not they experience stress a
simple transfer from one place to another may be perceived by one employ as an
opportunity to see new place and learn new things.
Past experience-
Whether a person experience stress or not depend on his/her past experience with the
similar stressor .writing anonymous letters against the boss or giving false stories
published against the boss are common among disgruntled employees over a period of
time, the boss will get used to such allegations ,though initially he/she undergoes stress
Social support-the presence or absence of other peoples influence how individual in the
workplace experience stress and respond to stressor. the presence of co-worker may
increase an individual confidence allowing the person to cope more effectively with
stress .
Individual difference-individual difference in motivation attitude personality and ability

also influence whether employees experience work stress and if they do, how there to
it.Moderator-moderator is a variable that causes the relationship between stress and its
outcome to be stronger for some people and weaker for others.
Stress, Definition of Stress, Stressor, What is Stress?, Eustress?
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Stress is not a useful term for scientists because it is such a highly subjective
phenomenon that it defies definition. . it had noted in numerous experiments that
laboratory animals subjected to acute but different noxious physical and emotional
stimuli (blaring light, deafening noise, extremes of heat or cold, perpetual frustration) all
exhibited the same pathologic changes of stomach ulcerations, shrinkage of lymphoid
tissue and enlargement of the adrenals. He later demonstrated that persistent stress could
cause these animals to develop various diseases similar to those seen in humans, such as
heart attacks, stroke, kidney disease and rheumatoid arthritis. At the time, it was believed
that most diseases were caused by specific but different pathogens. Tuberculosis was due
to the tubercle bacillus, anthrax by the anthrax bacillus, syphilis by a spirochete, etc.
What it proposed was just the opposite, namely that many different insults could cause
the same disease, not only in animals, but in humans as well.
It’s theories attracted considerable attention and stress soon became a popular buzzword
that completely ignored it’s original definition. Some people used stress to refer to an
overbearing or bad boss or some other unpleasant situation they were subjected to. For
many, stress was their reaction to this in the form of chest pain, heartburn, headache or
palpitations. Others used stress to refer to what they perceived as the end result of these
repeated responses, such as an ulcer or heart attack. Unfortunately, it was not aware that
stress had been used for centuries in physics to explain elasticity, the property of a
material that allows it to resume its original size and shape after having been compressed
or stretched by an external force deformation, or strain, in a malleable metal. This created
even more confusion when his research had to be translated into foreign languages. There
was no suitable word or phrase that could convey what he meant, since he was really
describing strain. Because it was apparent that most people viewed stress as some
unpleasant threat, it subsequently had to create a new word, stressor, to distinguish
stimulus from response. Stress was generally considered as being synonymous with
distress and dictionaries defined it as "physical, mental, or emotional strain or tension" or
"a condition or feeling experienced when a person perceives that demands exceed the
personal and social resources the
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As illustrated to the left, increased stress

results in increased productivity – up to a
point, after which things go rapidly
downhill. However, that point or peak
differs for each of us, so you need to be
sensitive to the early warning symptoms
and signs that suggest a stress overload is
starting to push you over the hump. Such
signals also differ for each of us and can be
so subtle that they are often ignored until it
is too late. Not infrequently, others are
aware that you may be headed for trouble
before you are.
individual is able to mobilize." Thus, stress was put in a negative light and its positive
effects ignored. However, stress can be helpful and good when it motivates people to
accomplish more.
Types of Stress
1. Physical stress (from physical exertion)

2. Chemical stress (from exposure to a toxin in the environment, including from
substance abuse)
3. Mental stress (from taking on too much responsibility and worrying about all that has
to be done)
4. Emotional stress (from felling such as anger, fear frustration sadness,)
5. Nutritional stress (from deficiency in certain vitamins or nutrients in fat or protein or
food allergies)
6.Psychospiritual stress (from unrest in your personal relationship or belief system,
personal life goals and so on in general the factor that define whether or not you are
happy)
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Stressor-source of Stress
1. Individual level stressor
2. Group level
3. Organization level
4. Extra-organization
Individual level stressor-
a. Personality
b. Role overload
c. Role conflict
d. Task characteristics
2. Group level stressor
a. Managerial behavior
b. Lack of cohesiveness
c. Intra group conflict
d. Sexual harassment
e. Workplace violence
3. Organization level
a. climate
b. management styles
c. organizational design
d. organization life cycle
4. Extra organization
a. family
b. economy
c. lack of mobility
d. quality of life
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Stress Management
• Efforts to control and reduce
tension that occurs with a
difficult or unmanageable
situation
• Stress is neither good or bad –
it is cumulative & very personal.
The body responds to what it
perceives
Preventing Burnout
Stress Management
Stress management is set to become primary strategic and operational concern for all
organization because of the direct relationship between decency and humanity, good
employment practice, and successful business. Stress places a cost burden on
organizations in all locations and sectors, and there is also a human price among those
who work in stressful situation on suffer from stress related injuries and illness.
-Cost
1. the cost of having staff of sick for stress-related injurires and illness.
2.cost involved in having to manage , address and resolve related issues, for example ,
where staff have turned to drink and durgs as a relief from stress.
-Human factors
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Stress has a very stong subjective element. Some individuals take in there stride what
other find extremely stressful .some peoples find different parts of work more stressful
than others .
-Responsibility
Effective stress management brings direct obligations and responsibilies and ttese also
have a cost.
Effects of Stress
Stress is difficult for scientists to define because it is a highly subjective phenomenon that
differs for each of us. Things that are distressful for some individuals can be pleasurable
for others. We also respond to stress differently. Some people blush, some eat more while
others grow pale or eat less. There are numerous physical as well as emotional responses
as illustrated by the following list of some 24 common signs and symptoms of stress.
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1. Frequent headaches, jaw clenching or .13 Insomnia, nightmares, disturbing

pain dreams
2. Gritting, grinding teeth 14. Difficulty concentrating, racing
thoughts
3. Stuttering or stammering 15. Trouble learning new information
4. Tremors, trembling of lips, hands 16. Forgetfulness, disorganization,
confusion
5. Neck ache, back pain, muscle spasms 17. Difficulty in making decisions.
6. Light headedness, faintness, dizziness 18. Feeling overloaded or overwhelmed.
7. Ringing, buzzing or "popping sounds 19. Frequent crying spells or suicidal
thoughts
8. Frequent blushing, sweating 20. Feelings of loneliness or
worthlessness
9. Cold or sweaty hands, feet 21. Little interest in appearance,
punctuality
10. Dry mouth, problems swallowing 22. Nervous habits, fidgeting, feet tapping
11. Frequent colds, infections, herpes 23. Increased frustration, irritability,
sores edginess
12. Rashes, itching, hives, "goose bumps" 24. Overreaction to petty annoyances
Stress effect on business
Job stress is also very costly with the price estimated at over $300 billion annually as a
result of:
 Accidents
 Absenteeism
 Employee turnover
 Diminished productivity
 Direct medical, legal, and insurance costs
 Workers' compensation awards as well as tort and FELA judgments
35
Consider the following statistics:
• 40% of job turnover is due to stress.
• Xerox estimated that it cost them $1 to $1.5 million to replace a top executive and
that was two decades ago
• Replacing an average employee today costs between $3,000 and $13,000.
• 60 to 80% of accidents on the job are stress related and some, like the Three Mile
Island and Exxon Valdez disasters, can affect untold thousands many miles away.
• Double digit increases in Workers' compensation premiums every year as a result

of mental stress claims threaten to bankrupt the system in several states.
• Repetitive musculoskeletal injuries like carpal tunnel syndrome have become the
nation's leading workplace health cost and account for almost of all Workers'
compensation awards.
EMPLOYEES WELLNESS PROGRAM
#1 Decreased Health Care Costs
The implementation of Wellness Programs has proven effective in reducing company

health care costs. The concept of a Wellness Program was introduced initially for dual
purposes. Rising health costs meant employers were looking for a way to minimize the
expense whilst maintaining healthy human resources. The inception of Wellness
Programs provided an effective solution. Wellness Programs significantly reduce the high
company cost of employee health care.
#2 Work Place Morale
Wellness Programs covers a broad range of healthcare initiatives. From nutritional advice
to exercise programs and medical cover these programs look after diverse employee
needs. The effectiveness of a Wellness Program in terms of the office environment is
36
simple. Employees are healthy therefore on the whole a lot happier; this equates to
maximized performance. They are also aware that the company is taking measures to
ensure their health and wellbeing this breeds loyalty and responsibility.
#3 Reduced Absenteeism
There are many factors that influence a person’s health and well being. These could be
minor infliction such as a cold or flu or major such as heart problems or obesity. Any of
these could result in the employee taking time off work. The benefit of a Wellness
Program is that this time will be significantly reduced, if not avoided all together. There
are many small changes in lifestyle that can influence overall health and wellbeing. A
Wellness Program identifies these, educates and implements them. Through education,
training and professional health care a Wellness Program can greatly reduce absenteeism.
For your company this is the bottom line, reduced absenteeism equals a reduction in costs
and an increase in productivity.
#4 Reduced Overall Costs
Employee Wellness Programs have a range of benefits for employers. Both quantifiable
figures and intangible results highlight these. For the company as a whole one of the most
significant benefits is the reduction in overall company costs. It is hard to quantify what
you gain via increased morale, productivity and work performance however the reduced
sick leave, absenteeism and lower health costs contribute to a sizable reduction in overall
costs. To further explore the cost of implementing a corporate wellness program please
click on the link to receive quotes.
#5 Increased Productivity
The main aim of an Employee Wellness Program is to encourage employees to lead

healthier lifestyles. This is affected through education, incentives and health care directed
by the company and the Wellness Program. It is proven that when an employee is healthy
37
they are more productive. Being healthy increases concentration, energy levels and
output. It also ensures you are able to consistently perform at the desired level. Increased
productivity in the work place is a by-product of the success of Wellness Programs.
#6 Increased Responsibility
An Employee Wellness Program indicates to employees that the company cares about
their well being. While it is common knowledge that these programs benefit employers,
the benefits are mutual. A well taken care of employee feels an affiliation with the
company; they develop a level of responsibility associated with their work. This type of
attitude within the work place is invaluable. An employee that feels like the company
takes in interest in their wellbeing and health will take an interest in performing to the
best of their ability.
#7 Increased Company Loyalty
Increased employee loyalty is another significant selling point for Employee Wellness
Programs. This is one of those intangible benefits that you really can’t put a price on.
Company loyalty means reduced costs in terms of recruitment and turnover. This also
makes for a more harmonious working environment.
#8 Reduced Sick Leave
Wellness Programs have had a lasting impact on the cost of sick leave. Through
education, training regimes and lifestyle management these types of programs have
considerably reduced the cost of sick leave.
38
#9 Improved Work Performance
Employee Wellness Programs cater for all manner of health and lifestyle problems. The
aim is to promote healthy lifestyle choices to reduce the amount of medical attention
required. Lower medical costs are just the tip of the ice burg. Employees who participate
in these programs have noted a substantial improvement in work performance.
#10 Decreased Health Insurance Costs
Health insurance premiums are rising exponentially every year. The cost is rapidly rising
to the point where employers have to find new ways to reduce their health expenses.
Wellness Programs have shown incredible returns and remarkable results. Health costs
for those companies using Employee Wellness Programs are significantly reduce
39
KEEP YOUR STRESS UNDER CONTROL
The overwhelming wave of information from technological advances; the pace of

globalization in nearly every business; overwork and job insecurity, plus the chaotic
dysfunction of company politics have brought about tremendous stress in the workplace.
After heart disease, depression in the workplace is the most disabling illness for workers
around the world. Predictions are mental and neurological disorders could pass highway
accidents, AIDS and violence as a primary cause of work years lost from early death or
disability in the next 20 years if nothing is done. And, futurists also say women are twice
as likely as men to suffer from depression at work.
What's the cause of all that stress? There isn't one single cause ... it's a combination of
unrealistic deadlines, lack of clear instructions, isolated working conditions, lack of
decision-making, workplace surveillance, uncertainty of job status, and dominating
managers. While some companies are trying to improve their management strategies by
putting greater emphasis on family and life issues with stress reduction programs, it still
becomes the responsibility of an individual to control stress.
Let's face it. Anyone who expects a job, a leadership position, or even life itself, to be all
fun and games is not living in the real world. There are always going to be tough times.
And the higher you climb up the ladder of success, the tougher things become. Have you
seen the sign that reads: "It's mind. I worked for it. I deserve it! As soon as I find time, I'll
have my nervous breakdown." That sounds funny but it's become shockingly true.
When you look around you, who would you say suffers most often from stress? The hard-
driving boss who's always fuming? The overly-achieving, aggressive salesperson?
Let's look at some remedies to help reduce the stress in your life:
40
1. Prepare for problems. We don't plan to die next week but we still pay our life
insurance premiums each month ... just in case. You don't plan to have a flat tire, but you
always have a spare in the trunk, right? The same with problems in your life.
One of the best lifelines you can have is the understanding and courage to handle
problems that occur. Many problems are simply opportunities hiding behind the mask of
trouble. When you have the courage to confront problems head-on, your chances of
avoiding a crisis or emergency increase greatly. When you recognize dangerous
situations in advance, actions can be taken to avert a catastrophe and avoid a heap of
stress.
2. Understand the problem. Many times, we don't take time to understand the true
nature of a problem. "Bill just jumped up from his chair and ran out the door," an excited
employee said to the boss. "You taught us that it was unsafe to run through the office."
"Did you try to stop him?" the boss asked. "Yes, but he kept on running," the employee
replied. "His pants were on fire."
Always get to the root cause of the problem. You might discover that what was
perceived, as the problem is only a symptom of the real problem.
3. Probe the problem. Edwards Deming, the American credited with starting the total
quality movement in Japan after World War II, taught that problem solvers need to ask
seven "why" questions to get to the root cause of a problem. I've found that to be very
helpful in my work. As a business consultant, I'm often confronted with problems within
a client's organization. When I ask "Why does this problem exist?" and follow with
another "why" question, then another and another until the seventh one does the real
cause of the problem become clear.
Don't jump to conclusions without seeing the complete picture. The solution should be in
fixing the problem, not focusing the blame.
4. Use the fishbone. Another Deming technique from total quality management to solve
problems is the Ishikawa fishbone method. To disclose the causes to the problem, draw a
41
horizontal arrow that points toward a written statement of the problem. Just a simple
sentence will do.
Now, start brainstorming all the possible causes of the problem. Draw lines resembling
fishbone from the horizontal arrow to represent the various categories of possible causes.
For example, suppose the problem is telephone order-takers in your sales department are
getting a lot of incorrect purchase order numbers from customers. What are some of the
causes? Maybe it's the method of taking orders: the order-taker didn't repeat the number.
Or it could be the order-takers who have had an increase in overtime and they didn't take
time to ask for the number. Perhaps they work in a noisy environment or there's no
separate number on the computer keypad. It could be they are rewarded on the number of
orders taken, not on accuracy. Most problems have five contributing categories: people,
method, environment, equipment and measurement. The fishbone will provide a wide
range of causes. Now, you are ready to start analyzing and prioritizing those causes to
take corrective action.
5. See the solution. What will the situation look like when the problem is solved? Have
that picture in your mind as you begin to analyze the various causes to the problem. Then,
start prioritizing the reasonable choices open to you. Don't settle on one without
considering all the actions available. And, discuss the problem and your choices with
someone whose judgment you value before making your decision.
6. Take action. As Nike's slogan says: "Just do it." Don't ponder or delay. Take action
and start implementing your decision. Good leaders move forward. Consultant and author
Tom Peters says we need to fail forward faster. It's usually best to act and make a mistake
than to do nothing or to postpone action.
I like Mark Twain's words: "You'll get run over if you just sit there."
42
FOCUS OF THE PROBLEM
Today Indian Steal industry there is more competition in this sector due to privatization.
Every Company wants to more and more profit. This time Steel industries is not in Good
position so the government is also help the steal sector. In this report the main focus is on
the employee stress in different steel companies
Some main focused contents in this project are:
 To study the level of stress in JSL steal company.

 To study the strategies to cope with stress in JSL
43
Objective of study:
Main objective of our study is to understand level of stress among
workers so that we can find out ways to reduce stress and to improve efficiency.
• To measure stress level among employees

• To curb stress among employees
• To know causes of stress inside and outside the organization
• To suggest JSL on stress Management
• To study the stress management strategies
44
RESEARCH DESIGN
Collection of
the Data
Organizing
the Data
Presentation
Of Data
Analysis of
Data
Interpretation of
Data
45
RESEARCH METHODOLOGY
Organizing survey and doing research has become a part of life in the modern era.
Research is common parlance refers to search for knowledge and new facts. It consists of
systematic collection, recording analyzing, interpretation and reporting of information. It
consists of various sequences of steps to be adopted by the researcher I studying the
problem with certain objective in view.
(1) Collection of the Data:-

This is the first in the process. It forms the formation of whole data source .data
was collected through questionnaires, personal interviews and from the support of
management.
(2) Organizing:-
The information data collected during data collection process are organized and
presented in a compressible sequence to make them understandable. The data,
thus obtained is the educated, classified and put via tabulated forms to make it
understandable.
Analysis of Data:-
After the data has been properly organized, it is ready for presentation. The main
objective is to put collected data into researches then has to proceed towards
conclusion by the logical inferences:-
(a) By bringing the raw data to measure data.
(b) Summarizing the data.
(c) Applying analytical method to manipulate the data and that their
interrelationship and quantitative measuring become evident.
46
Analysis pattern
1. I can't honestly say what I really think or get things off my

chest at work.
Strongly agree Strongly disagree Somewhat agree

75% 10% 15%
47
Strongly agree
Strongly
disagree
Somewhat
agree
Interpretation
• The above table and diagram shows that 75%employees JLS were strongly agree
that they. really think or get things off my chest at work
• The above table and diagram shows that 10%employees JLS were strongly
disagree that they really think or get things off my chest at work.
48
• The above table and diagram shows that 15%employees JLS were somewhat
agree that they really think or get things off my chest at work.
2. My job has a lot of responsibility, but I don't have very

much authority

75% 25% 5%
49
Strongly agree
Strongly
disagree
Somewhat
agree
Interpretation
that they don't have very much authority
50
disagree that they don't have very much authority
agree that they don't have very much authority
3. I could usually do a much better job if I were given more

time.
51

65% 10% 25%
Strongly agree
Strongly
disagree
Somewhat
agree
52
Interpretation
that they don't have very much authority
disagree that they were given more time.
agree that they were given more time.
53
4. I seldom receive adequate acknowledgment or appreciation

when my work is really good.

95% 3% 2%
Strongly agree
Strongly
disagree
Somewhat
agree
54
Interpretation
that the work is really good.
disagree that the work is really good.
• The above table and diagram shows that 2%employees JLS were somewhat agree
that the work is really good.
55
5. In general, I am not particularly proud or satisfied with my

job

5% 85% 10%
56
Strongly agree
Strongly
disagree
Somewhat
agree
Interpretation
that they were not particularly proud or satisfied with my job.
disagree that they were not particularly proud or satisfied with my job.
agree that they were not particularly proud or satisfied with my job.
57
6. I have the impression that I am repeatedly picked on or

discriminated against at work.

30% 25% 45%
58
Strongly agree
Strongly
disagree
Somewhat
agree
Interpretation
59
that they were repeatedly picked on or discriminated against at work.
disagree that they were repeatedly picked on or discriminated against at work.
agree that they were repeatedly picked on or discriminated against at work.
7. My workplace environment is not very pleasant or

particularly safe.
60

15% 80% 5%
Strongly agree
Strongly
disagree
Somewhat
agree
61
Interpretation
The above table and diagram shows that 15%employees JLS were strongly agree that the
workplace environment is not very pleasant or particularly safe.
•
The above table and diagram shows that 80%employees JLS were strongly disagree that
the workplace environment is not very pleasant or particularly safe.
•
The above table and diagram shows that 5%employees JLS were somewhat agree that
workplace that the environment is not very pleasant or particularly safe.
•
.
62
8. My job often interferes with my family and social obligations

or personal needs

45% 15% 40%
Strongly agree
Strongly
disagree
Somewhat
agree
63
Interpretation
The above table and diagram shows that 45%employees JLS were strongly agree that
they were interferes threr and social obligations or personal needs
The above table and diagram shows that 15%employees JLS were strongly disagree that
they were with threr and social obligations or personal needs
. The above table and diagram shows that 40%mployees JLS were strongly agree that
they were interferes threr and social obligations or personal needs
64
9. I tend to have frequent arguments with superiors,

coworkers or customers.

40% 55% 5%
Strongly agree
Strongly
disagree
Somewhat
agree
65
Interpretation
that they had frequent arguments with superiors, coworkers or customers.
disagree that they had frequent arguments with superiors, coworkers or customers.
• The above table and diagram shows that 5%employees JLS were somewhat agree
that they had frequent arguments with superiors, coworkers or customers.
66
10. Most of the time I feel that I have very little control
over my life at work.

60% 16% 14%
67
Strongly agree
Strongly
disagree
Somewhat
agree
Interpretation
agree that they had very little control over their lives at work.
disagree that they had very little control over their lives at work.
agree that they had very little control over their lives at work.
68
3.terpretation:-
Interpretation comes to bring out the meaning of data. From the analysis of data the
various conclusions are drawn on the basic of logic.
METHOD OF DATA COLLECTION
The study is essentially primary based which is collected through a closed ended
questionnaire.
• Primary data has been collected by means of surveys i.e. questionnaire. Personal
interview has also been conducted.
69
• Secondary data were collected from different sources. It was collected from
company‘s support, various journals of the company and companies websites.
Questionnaire: -
The data has been collected with the help of a well-structured closed questionnaire. Apart
from personal information the questions from different aspects relating to wage and
salary are included in the questionnaire.
The first consideration in the questionnaire design was to include all relevant questions
required to obtain the necessary information. Special care was taken not to include any
unnecessary question to avoid contamination by useless information. Also the
demographic and personal profile of the respondents was recorded.
Analysis and interpretation of data
Keeping in view the specific objectives of the study, the data collected through
questionnaire has bee analyzed and interpreted with the help of statistical tabulation
method by using simple percentage and using bar graphs.
LIMITATIONS OF THE STUDY
The study on this project as been done with full efforts and uttermost care. But still there
may be some limitations beyond control which might make the findings and conclusions
in this study prove the some deviations from actual results. Some limitations may be as
follows:
• It being a care study of only one organization, the conclusions and inferences
drawn are specifically applicable to that particular organization, and in general
way the unit of similar characteristics.
• Another limitation if the study is that the number of the workers in the sample is
some what small considering the total of worker force.
70
• The only justification for this is the lack of the time and resources and the
disposal of researcher on various counts the information business cannot be ruled
out.
• Another limitation of study was scarcity of time because time duration was very
sort for the project work. Hence only limited survey could be done.
• Responses from respondents may be different from actual views.

• Respondents might have not disclosed their actual views because of keeping it
secret.
• Their was difficulty in data collection. A great deal of hesitation among the
respondent while giving information.
FINDINGS
Based on the research conducted regarding wage and salary, these following points were
founded:-
 The basic facilities like- accommodation, housing, medical etc is being given to
workers.
 Workers are getting rewards in accordance with the work done, however, they
feel,they could be compensated with additional perks
 Majority of workers are viewing policies and practices of management as fair.
71
 Most of the workers are satisfied with the promotion policy but still there are
workers who are not satisfied with it.
SUGGESTIONS
Based on the findings following suggestions are recommended:-
 The policies and procedures of the management. should be made more transparent
 Rewards should be provided to the workers according to their capabilities and

open up opportunities to enhance their potential
72
 Company should avoid wastages and be cost competitive
 Promotion policy should be made fairer.
 Find out the untapped areas where SS can be used
 Reduce the input cost
Organization of the study
The project entitled “stress management”
73
 The Chapter first deals with the introduction of the study where the author
highlighted what are its significance, objectives, focus of the problem, and
what are the findings of previous studies related to this study.
 The chapter second includes the description of the industry for which the
study is related and the company profile of the company where the study has
been done.
 The chapter third includes research methodology that what kind of research
is this, how the data has bee collected what is the sample size and analysis
pattern.
 The chapter forth includes the theoretical analysis ad the interpretation of

the study so that we can deduce the results from the data which have been
collected for this purpose.
 The chapter fifth deals with the annexure and bibliography.
QUESTIONNAIRE
1.General Profile
Name: ________________________
Age (in years):
74
21-30  31-40 
41-50  50-60 
Sex: Male  Female 
Qualification:
Below metric  Metric 
Graduate  Post graduate 
Experience:
0-10  10-20 
20-30 
Marital status: Married  Unmarried 

1. I can't honestly say what I really think or get things off my chest at work.
2. My job has a lot of responsibility, but I don't have very much authority.
3. I could usually do a much better job if I were given more time.
4. I seldom receive adequate acknowledgment or appreciation when my work is really
good.
5. In general, I am not particularly proud or satisfied with my job.
6. I have the impression that I am repeatedly picked on or discriminated against at
work.
7. My workplace environment is not very pleasant or particularly safe.
8. My job often interferes with my family and social obligations or personal needs.
9. I tend to have frequent arguments with superiors, coworkers or customers.
10. Most of the time I feel that I have very little control over my life at work.
75
BIBLIOGRAPHY
• K.Aswathappa and
• V.S, RAO, “Human resource management”, Pearson Education New Delhi,
(Twelfth edition)
• Ramaswamy , Mr. Sunil Kumar,
HR Management, Macmillan India Ltd. New Delhi, (third edition)
• Steel and You
• Annual Report of JSL
• www.Jindal Stainless Limited
• www.Stress management
76
1. I can't honestly say what I really think or get things off my chest at work.
77

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Project Report Stress Management

SUMMER TRAINING REPORT

Submitted in partial fulfillment of the Requirement for

Master of Business Administration (MBA)

Roll No- 8054

MBA 3rd Sem.

I, undersigned hereby declare that project titled as “Stress Management” submitted

I would also place on record my gratitude to all teachers of KEDARNATH

SIGNIFICANCE OF THE STUDY

The project undertaken by me on STRESS MANAGEMENT proves very significant

The study of stress begins with a difficulty of definition. Williams (1994)

the fundamental nature of stress preoccupied many researchers during the

It has been impossible to identify and agree upon a criterion, or more

Assessing this “dynamic state of mind” however, presents great

control/influence, coping behaviour and job satisfaction. Computer software

ABOUT JINDAL GROUP

LATE SH.O.P JINDAL JI (A MAN WHO TALKED TO MACHINES)

Hisar Plant (Haryana)

Vizag Plant (Andhra Pradesh)

Green field Project at Orissa

Hisar Plant, India

JINDAL STAINLESS VISION- 2010

To be amongst the top 10

From Mining to Manufacturing

HISAR PLANT (Haryana, India)

VIZAG PLANT (Andhra Pradesh, India)

GREENFIELD PROJECT (Orissa, India)

STEEL & YOU

1. STEEL AND HEALTH

2. STEEL AND WATER

3. STEEL AND AGRICULTURE

4. STEEL AND ENVIRONMENT

5. STEEL AND FOOD

Total Consumption of SS per month

>1000 ton 68%

0% 20% 40% 60% 80%

H.R.S.S plates H.R.S.S coils

JSL Shah Alloys Ltd Salem Others

Feedback about prices of JSL

Feedback about delivery of products

Rate about after sale services of JSL

20% 19% 18%

Types of Stainless Steel

1. Ferrite stainless Steel:-

2. Martens tic Stainless Steel:-

3. Austenitic Stainless Steel:-

4.Duplex Stainless Steel

Refer to an individual response to a disturbing factor in the environment and the

Individual difference-individual difference in motivation attitude personality and ability

As illustrated to the left, increased stress

1. Physical stress (from physical exertion)

1. Frequent headaches, jaw clenching or .13 Insomnia, nightmares, disturbing

Stress effect on business

 Direct medical, legal, and insurance costs

 Workers' compensation awards as well as tort and FELA judgments

Consider the following statistics:

• 40% of job turnover is due to stress.

• Replacing an average employee today costs between $3,000 and $13,000.

• Double digit increases in Workers' compensation premiums every year as a result

EMPLOYEES WELLNESS PROGRAM

#1 Decreased Health Care Costs

The implementation of Wellness Programs has proven effective in reducing company

#4 Reduced Overall Costs