INTRODUCTION

1.1 INTRODUCTION

A lot of research has been conducted on stress over the years. Some of the theories behind it
are now settled and accepted. Others are still being researched about stress. During this time
there seems to have been something approaching open welfare between competing theories and
definition: views have been passionately held on defended.
Stress is the “wear and tear” our bodies experience as we adjust to our continually changing
environment. It has physical and emotional effect on us and creates positive or negative
feelings. As a positive influence, stress can help us to action. It can result in a new awareness
and an exciting new perspective. As a negative influence, it can result in feelings of distrust,
rejection, anger, and depression, which in turn can lead to health problems such as headaches,
upset stomach, high blood pressure, heart disease, and stroke. With the death of a loved one,
the birth of a child, a job promotion, or a new relationship, we experience stress as we readjust
our lives. In so adjusting to different circumstances, stress will help or hinder us depending on
how we react to it.
The stress response of the body is somewhat like an airplane readying for take-off. Virtually
all systems are modified to meet the perceived danger. There have been many different
definitions of what stress is, whether used by psychologists, medics, management consultants
or others. What complicates this is that intuitively we all feel that we know that stress is, as is
something we have all experienced. A definition should therefore be obvious except that it is
not.
 1.1 MEANING

The word ‘STRESS’ is defined by the OXFORD DICTIONARY as “a state of affair

involving demand on physical or mental energy”. A condition or circumstance which can
disturb the normal physiological and psychological functioning of an individual. In medical
parlance ‘stress’ is defined as a perturbation of a body’s homeostasis. This demand on mind-
body occurs when it tries to cope with incessant changes in life. A stress condition seems
relative in nature. Extreme stress conditions, psychologists say, are detrimental to human
health but in moderation stress is normal and, in many cases, proves useful. Stress,
nonetheless, is synonymous with negative conditions. Today, with the rapid diversification of
human activity, we come face to face with numerous causes of stress and symptoms of
anxiety and depression.

1.2 STRESS MANAGEMENT

Stress management is the need of the hour. However hard we try to go beyond a stress
situation, life seems to find a new way of stressing us out and plaguing us with anxiety
attacks. Moreover, be it our anxiety, mind body exhaustions or are raring 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.
Stress, either quick or constant can induce risky body mind disorders. Immediate disorders
such as, tension, sleeplessness nervousness and muscle cramps can all result in chronic health
problems. They may also affect our immune, cardiovascular and nervous systems and lead
individuals to habitual addictions, which are interlinked with stress.
 1.3 CAUSES OF STRESS
Factors that causes stress are called “Stressors”. The following are the sources of or causes of
an organizational and non-organizational stress.

Organizational stressors Non-Organizational Stressors

 Career concern  Civic amenities

 Role ambiguity, conflict  Life changes

 Rotating shifts  Frustrations

 Occupational demands  Caste and religion conflicts

 Interpersonal and intergroup conflict  Personality

Such causes like organizational or non-organizational stress hamper the work life balance.
Stress can be personal psychological emotional physical or financial in nature.
Every individual in organization should try to minimize so as to benefit both the individual
and the organization in long run.
1.4 REMEDIES TO REDUCE STRESS
There are two major approaches to reduce stress. They are,
 Individual approaches
 Organizational approaches
INDIVIDUAL APPROACHES
An employee can take individual responsibility to reduce his/her stress level.
Individual strategies that have proven effective include, implementing time
management techniques, increasing physical exercise, relaxation training, and
expanding the social support network.

Time management
Many people manage their time very poorly. Some of well-known time management
principles include,

o Making daily list of activities to be accomplished.

o Scheduling activities according to the priorities set.
o Prioritizing activities by importance and urgency.
o Knowing your daily cycle and handling the most demanding
parts of your job.
Physical exercise
Practicing non-competitive physical exercises like aerobics, race walking, jogging,
swimming, and riding a bi-cycle.
Relaxation training
Relaxation techniques such as meditation hypnosis and bio-feedback. The objective
is to reach in state of deep relaxation, where one feels physically relaxed, somewhat
from detached from the immediate environment. Fifteen or twenty minutes a day of
deep relaxation releases tension and provides a person with a pronounced sense of
peacefulness.
Social support
Having families, friends or work colleagues to talk provides an outlet, when stress
levels become excessive. So, expand your social support network that helps you with
someone to hear your problems.
1.5 ORGANIZATIONAL APPROACHES

Several of the factors that causes stress particularly task and role demand and
organizations structure are controlled by management. As such they can be modified or
changed. Some of the strategies that management want to consider include improved
personal self-section and job placement, use of realistic goal setting, redesigning of jobs,
improved organizational communication and establishment of corporate wellness
programmers.
Certain jobs are more stressful than others. Individual with little experience or
an external lower of control tend to be more proven to stress. Selection and placement
decisions should take these facts into consideration. Goal setting helps to reduce stress. It
also provides motivation. Designing jobs to give employees more responsibility, more
meaningful work, more autonomy, and increased feedback can reduce stress, because these
factors give the employee greater control over work activities and lessen dependence on
others.
Increasingly formal organizational communication with employees reduces
uncertainly by lessens role ambiguity and role conflict. Wellness program, say, employee
counseling form on the employee’s total physical and mental condition. They typically
proud work ships to help people quit smoking, control alcohol usage, eat better and develop
a regular exercise program.
Another remedy for reducing stress is cognitive restructuring. It involves
two step procedures. First irrational or maladaptive thought processes that create stress are
identified. For example, Type A individuals may believe that they must be successful at
everything they do. The second step consists of replacing these irrational thoughts with
more rational or reasonable ones.
One important remedy to reduce stress is the maintenance of good sleep.
Research conducted on laboratory specimen to have met with startling discoveries. Sleep
starved rats have developed stress syndrome. The amount of sleep one requires varies from
person to person and is dependent on one’s lifestyle. The American National Sleep
Foundation claims that a minimum of eight hours of sleep is essential for good health.
Generally, studies show that young adults can manage with about 7-8 hours. After the age
of 35, six hours of sleep is sufficient whereas people over 65 years may just need three or
four hours.
1.6 OBJECTIVES OF THE STUDY

Any work undertaken generally has some or other objective. It is very

important to have an objective for the work to be performed so that one may know exactly
what and how organization has to go about the entire process without getting off-track.
The main objectives of this study are to know about the stress management of
employees of “Ishwar Parmar Group”. The other objectives are: -

 To identify the factors that causes stress among employees at Ishwar

Parmar Group.
 To study the effects of stress on the employees at Ishwar Parmar
Group.
 To analyses the strategies, implement to manage employee stress
Ishwar Parmar Group.
 To know the satisfaction level of stress handling mechanism at
Ishwar Parmar Group.
1.7 LIMITATIONS OF THE STUDY

The present study is limited to many aspects providing information

about “stress management” is the outcome of various variables. It is not
possible to take into consideration each and every aspect in this study.

1. The research study is limited to a small sample size. Hence the findings
cannot be generalised.

2. Some of the information given by the respondents may not be reliable.

3. Language barrier proved to be major constraint as the medium of data

collection was only English.

4. The study is confined only to employees of “Ishwar Parmar Group.”, Pune

branch. Therefore, the results and conclusions of study may not be
applicable to branches.

5. As the study was done within limited time, selection of large sample was
not possible.
COMPANY PROFILE
Company profile

The Ishwar Parmar Group was started nearly four decades ago, and much like its valued
customers, has grown from humble beginnings to celebrating greatness.

Constantly pushing the boundaries of what it means to deliver high-quality engineering

and design, IPG focuses on the fundamentals to create long-lasting homes that owners can
be proud to call their own.

At Ishwar Parmar Group, everyone is part of the family. Whether its customers, staff,
vendors, or the contractors working on construction, the Ishwar Parmar Group ensures that
everyone's interests are looked after. This isn't the business of building buildings; it's the
business of building family. In the first decade, Mr. Ishwar Parmar introduced
tremendous innovations by bringing the latest technologies from around the globe. His
experience in the Gulf paved the way for pioneering high-quality work, ushering in new
perspectives in the Pune real estate industry.

The next ten years saw a huge shift in residential projects, providing amenities and
promoting the construction of high caliber schools, hospitals, and shopping arcade to help
create a sense of community and self-sustaining neighborhoods.

The third decade brought with its social responsibility in the form of several initiatives in
environmental awareness, women empowerment, and skill development for
underprivileged communities. The Ishwar Parmar Group also heralded various slum
rehabilitation projects, aimed at improving and nurturing the lifestyles of families in Pune.

Techniques to provide durable and long-lasting homes to its valued customers. By crafting
a customer-centric home ownership process, the buyer is looked after at every step of the
way, ensuring affordable and dignified living to every end user.

All projects are finished well within the forecasted deadline and handed over to clients with
the iron-clad Ishwar Parmar Group guarantee of great quality. When you sign on to Ishwar
Parmar Group, you sign on for a lifetime of high-quality construction and a promise of
great returns on your investment.
Board of Directors of Ishwar Parmar Group

Mr. Ishwar Parmar

CHAIRMAN & MANAGING DIRECTOR

Graduating in civil engineering from the prestigious COEP in Pune in 1970 and working
tirelessly in the field of construction, infrastructure, and real estate ever since, Ishwar
Parmar is a self-made man.

Ms. Darshana Parmar Jain

DEPUTY MANAGING DIRECTOR

“Strong Roots with Energetic Wings”. After 12 years of business experience in information
technology, Darshana has succeeded in bringing information technology as a key medium
for growth in the Ishwar Parmar Group, a real estate house in Pune with a legacy of 40
years.
Mr. Anand Jain

DIRECTOR

With a Masters in Chemical Engineering, Anand Jain has returned to India after
successfully setting up and running an aerosol manufacturing and packaging plant in the
United States.

Mr. Sanat Parmar

DIRECTOR

Having done his post-graduation in management from London after completing a degree
in civil engineering, Sanat Parmar is a third-generation entrepreneur, possessing thorough
knowledge and insights in the construction industry.
VISION

To Construct Greatness. In thought, word, deed. In our projects, relationships, teams,

lifestyles, people, ideas and in our interaction with the planet. To inspire everyone whose
lives we touch, to construct it too. So that our world becomes a little greater, every day.

MISSION

Ishwar Parmar Group is founded on four cornerstones. And our mission, which is our road
map to actualize our vision, encompasses each one of them; focusing on the growth,
wellness and endemic sanctity of each. People: We will construct great relationships with
and unparalleled lifestyles for all the people whose lives we touch; whether as our
customers, employees, partners, vendors, associates, stakeholders or simply the man-on-
the-street. Projects: We will undertake every project as an opportunity to personify and
demonstrate the true spirit of the words – Constructing Greatness. Planet: We will always
be mindful of our responsibility towards our planet. We will actively contribute, as a Group
to leaving the Earth a cleaner, greener place than the one we inherited. Possibilities: We
will always innovate. We will be curious. We will dream. We will contemplate the
impossible. In order to truly leverage the power of possibilities, because that is the only
way to actually construct Greatness.

VALUES

In our drive to achieve our vision and live our mission every day of our corporate existence,
we are guided by three core values:

1. Integrity

2. Transparency

3. Honesty
 Buildings Made by Ishwar Parmar Group

1. Parmar Pavan

2. Parmar Trade Center

3. Aarham Nagar

4. Parmar Chambers
Achievement Award

In four decades of business, Ishwar Parmar Group is proud to have received numerous
awards and recognition for their commitment to delivering only the highest quality
products to its wonderful patrons.

CNBC Awaaz Award

2015

Real Estate Award for the Best Residential Project Mid Segment 2015

WICI Birla Super Award

2014

Outstanding Concrete Structure of the Year 2014 (Special Mention)

ABP News

2015

Lifetime Achievement Award for Mr. Ishwar Parmar

Indian Property Awards

2015

Lifetime Achievement for Mr. Ishwar Parmar

Times Realty Icons

2016

Best Affordable Segment Home

RESEARCH METHODOLOGY
 RESEARCH METHODOLOGY

Research is defined as human activity based on application in the investigation of matter.

The primary purpose of research, interpreting, and the development of methods and
systems for the advancement of human knowledge on a wide variety of scientific matters
of our world and the universe. Research can use the scientific method, but need not do so.

RESEARCH DESIGN

A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.

A well-structured questionnaire is framed.

Data is collected from the employees in Ishwar Parmar Group.

Findings are made and necessary suggestions and recommendations are given.


DATA SOURCES
There are two types of data collection namely primary data collection and
secondary data collection.

PRIMARY DATA
The primary data is defined as the data, which is collected for the first time and fresh in
nature, and happen to be original in character through field survey.
Primary data collection, you collect the data yourself using methods such as interviews and
questionnaires. The key point here is that the data you collect is unique to you and your
research and, until you publish, no one else has access to it.
There are many methods of collecting primary data and the main methods include:

 Questionnaires
 Interviews
 Focus group interviews
 Observation
 Case-studies
 Critical incidents
 Portfolios. 

SECONDARY DATA

The secondary data are those which have already been collected by someone
else and have been passed through statistical process. The secondary data for this study are
already available in the firm's internal records, annual report, broaches, and company's
website.
DATA COLLECTION METHOD
The data collection method used in this research is survey method. Here the
data are systematically recorded from the respondents.

RESEARCH TOOL
A structured questionnaire has been prepared to get the relevant information from
the respondents. The questionnaire consists of a variety of questions presented to the
respondents for their despondence. The various types of questions used in this survey are:
 Open ended questions
 Closed ended questions
 Multiple choice questions

SAMPLE DESIGN AND SIZE

A Sampling is selection of units from the entire group called the population or
universe of interest. It is based on the law of statistical regularity and law of inertia of large
numbers. It refers to the technique or procedure the researcher would adopt in selecting
items for the sample. In short sample design help to determine the size of the sample.
Sample design is determined before the data are collected. The researcher must prepare a
sample design which should be reliable and appropriate for her/his research study.

Here, the population of the study is Ishwar Parmar Group and the sample size is
53 employees working in Ishwar Parmar Group. This study is based on random sampling.
The sample size of 53 and the researcher has adopted a random sampling technique to draw
the sample from the given population.
 SAMPLE SIZE

Sample Size -53 employees

Sample Area - Pune

Sample unit – Ishwar Parmar Group

Sample technique – Random Sampling

Research Period- The research was conducted for a period of 60 days.

 REVIEW OF LITERATURE

A review on the previous studies on stress among the employees is necessary to

know the areas already covered. This will help to find the new area uncovered and to study
them in depth. The earlier studies made on stress management among employees are
reviewed here.

1. Amir Shani and Abraham Pizam (2009) in their article “Work-Related

Depression among Hotel Employees” conducted a study on the depression of work among
hotel employees in Central Florida. They have confirmed the incidence of depression
among workers in the hospitality industry by evaluating the relationship between the
occupational stress and work characteristics.

2. Viljoen, J.P., and Rothmann, S. (2009) aimed at studying and investigating the
relationship between “occupational stress, ill health and organizational commitment”
(2009). The results were that organizational stressors contributed significantly to ill health
and low organizational commitment. Stress about job security contributed to both physical
and psychological ill health. Low individual commitment to the organization was predicted
by five stressors, namely work-life balance, overload, control, job aspects and pay.

3. Schmidt, Denise Rodrigues Costa; Dantas, Rosana Aparecida Spadoti; Marziale,

Maria Helena Palucci and Lau’s, Ana Maria (2009)1. In their work title on “Occupational
stress among nursing staff in surgical settings”. This study aimed at evaluating the presence
of occupational stress among nursing professionals working in surgical settings and
investigating the relations between occupational stress and work characteristics.

4. Li-fang Zhang (2009)2 conducted a study titled “Occupational stress and

teaching approaches among Chinese academics”. He suggested that controlling the self-
rating abilities of the participants, the conducive conceptual change in teaching approach
and their role insufficiency predicated that the conceptual change in teaching strategy is
negative.

5. Nagesh, P. and Murthy, M. S. Narasimha (2008)3 in their study titled “Stress

Management at IT Call Centres” has identified that the six factors contribute to workplace
stress: demands of the job, control over work, support from colleagues and management,
working, clarity of role, and organizational change. This paper also suggested measures in
the form of training to enable organizations and individuals to manage stress at workplaces
in general and IT call centres in particular. The paper is based on a study carried out in
respect of a few selected IT call centres.
DATA ANALYSIS &
INTERPERTION
 DATA ANALYSIS & INTERPERTION

Analysis of data is a process of inspecting, cleaning, transforming, and modeling

data with the goal of discovering useful information, suggesting conclusions, and
supporting decision -making. The purpose of the data analysis and interpretation phase is
to transform the data collected into credible evidence about the development of the
intervention and its performance.

There are two variables in this Questionnaire. The first section of the questionnaire
is based on the personal data of the respondents while the second section seeks to ask a
question that is related to the research problem aspect on the basis of research questions.
1. CLASSIFICATION OF THE AGE OF THE RESPONDENT

Table no. 1
Age of respondent
Age (In years) No. of Respondents Percentage (%)
Below 25 years 1 2%
25-35 years 28 53%
35-45 years 19 36%
45 years and above 5 9%
Total 53 100%

9% 2%

Below 25 years
36% 53% 25-35 years
35-45 years
45 years and above

INTERPRETATION: The Researcher has observed from the research that 36%
of the respondents are between 35-45 years, whereas 53% of respondents are between 25-
35 years, 2% 0f the respondents are below 25 years and 9% of the respondents are of45
years and above.
2. MARITAL STATUS OF THE RESPONDENT

Table no.2
MARITUL STATUS OF RESPONDENT

Marital status No. of respondents Percentage (%)

Married 47 89%
Unmarried 6 11%
Total 53 100%

Sales

11% 0%

Marride

89%

INTERPRETATION: The above research unveils that the 89% of the respondents
were married and 11% of respondent were unmarried.
3. ANNUAL INCOME OF THE RESPONDENTS

Table no. 3
Annual income of the respondent
3.

Annual income No of respondents Percentage (%)

₹ 1.5 lakh 12 22%
₹ 1.5 lakh to ₹ 3.5 lakh 20 38%
₹ 3.5 lakh to ₹ 5.5 lakh 13 24%
₹ 5.5 lakh and above 8 16%
Total 53 100%

Sales

16% 22%
1.5 lakh
24% 1.5 to 3.5 lakh
3.5 to 5.5 lakh
38%
5.5 lakh and above

INTERPRETATION: The researcher found that 22% of the respondent has

annual income is ₹ 1.5 lakh 38% of the respondents earns annual income ₹ 1.5 lakh to 3.5
lakh whereas 24% and 2% of the respondents has earning between ₹ 3.5 lakh to ₹ 5.5 lakh
and ₹5.5 lakh and above.
4. WHAT ARE THE SYMPTOMS FOR YOUR STRESS AT WORK PLACE?

Table no.4
Reason for stress level at work place
Reason for stress level at No of respondents Percentage (%)
work place
Long working hours 12 23.64%
Job politics 20 37.74%
Excessive work load 13 24.53%
Not applicable 8 15.36%
Total 53 100%

Sales

15% 24%
Long working hours
24% Job politics
Excessive work load
37%
Competition within the office

INTERPRETATION: The Research has observed from the research that 24% of
respondent gave the reason of long working hours for stress at work place, 37% of
respondent said it was job politics, for 24% of respondent it was excessive working load
whereas for 15% of respondent said it was Competition within the office.
 5.WHAT ARE THE STRATEGIES APPLIED TO COPE UP WITH STRESS
AT WORK PLACE?

Table no.5
Strategies applied to cope up with stress
Strategies applied to cope
up with stress No. of respondent Percentage (%)
Time management 24 45.28%
Physical exercise 7 13.22%
Relaxation 18 33.96%
Job redesign 4 7.55%
Total 53 100%

Sales

8%

45% Time management

34%
Physical exercise
Relaxation
13% Job redisign

INTERPRETATION: The Research concluded that 45% respondent applied time

management to cope with stress, 13% of respondents relied on physical exercise, where as
34% of respondents believed in relaxation and rest 8% of respondents said that it was job
redesign.
 6. HOW OFTEN YOU HAVSE STRESS HANDLING SESSION OR
SEMINAR IN YOUR ORGANISATION?

Table no.6
Frequency of stress handling session in the organization
Frequency of stress
handling session in the No. of Respondent Percentage (%)
organization
On continuous basis 1 1.89%
Weekly 13 24.53%
Monthly 9 16.98%
Depends on situation 30 56.72%
Total 53 100%

Sales

2%
24%
On continuous basis
57% Weekly
17% Monthly
Depends on situation

INTERPRETATION: The Research has observed that 2% of the respondents said

that stress handling session were carried out on continuous basis.24% of the respondents
disclosed it was Weekly and 17% it should be Monthly and rest of 57% depended on
situation.
 7. WHAT CAN YOU SAY ABOUT YOUR WORKING ENVIRONMENT
AND CONDITION?
Table no.7
About your working environment and condition

Working environment and

condition No. of respondent Percentage (%)

Satisfactory 28 52.83%

Dissatisfactory 18 33.96

Can’t say 7 13.20%

Total 53 100%

Sales

13% 0%
Satisfactory
53% Dissatisfactory
34% Can't say

INTERPRETATION: The Research has observed that 53% of the respondents

said that satisfactory.34% of the respondents disclosed it was dissatisfactory and 13%
respondents can’t say.
 8. ACCORDING TO YOU WHAT ARE THE EFFECTS OF STRESS ON
YOUR BODY?

Table no. 8
Effects of stress on body
Effects of stress on body No of respondents Percentage (%)
Nervousness 3 5.66%
Lack of control 4 7.55%
Physically and mentally 37 69.81%
upset
Not applicable 9 17.38%
Total 53 100

Sales

17% 6% 7%

Nervousness
Lack of control
Physically and mentally
70%
Lack of attention

INTERPRETATION: The Research has found from the research that 6% of

respondent experienced nervousness on their body as an effect of stress, 7% of respondent
experienced lack of control, 70% of respondent were felt physically and mentally upset and
17% of respondent were neutral on the issue.
 9. IS STRESS POSITIVELY INFLUENCE YOUR JOB PERFORMANCE?

Table no.9
Stress influence your job performance

Influence your job

performance No. of respondent Percentage (%)

Yes 27 52%
No 26 48%
Total 53 100

Sales

0%
Yes
48% 52%
No

INTERPRETATION: The research has revealed that 88% respondents said yes
that reducing work load can help diminishing stress, whereas 12% said no to the statement
 10. ARE YOU ALLOWED TO GIVE SUGGESTIONS OR IDEAS AT
WORKS?
Table no.10
Allowed to give suggestions or ideas
Suggestions or Ideas at works No. of respondent Percentage (%)

Yes 21 39.62

No 32 60.37

Total 53 100%

Sales

40% Yes
No
60%

INTERPRETATION: The research has revealed that 40% respondents said yes
that they are allowed to give suggestions or ideas at work, whereas 60% said no to the
statement
 11. WHAT ARE THE COPING STRATEGIES THAT YOU ARE
PRACTICING YOURSELF TO REDUCE STRESS?
Table no.11
Practicing yourself to reduce stress

Practicing yourself to No. of respondent Percentage (%)

reduce stress
Yoga 19 35.84%

Physical exercise 11 20.75%

Entertainment 13 24.52%

Time management 10 18.86%

Total 53 100%

Sales

19%
36% Yoga
Physical exercise
24%
Entertainment
21%
Time management

INTERPRETATION: The Research has found from the research that 36% of
respondent do Yoga because there will be no body as an effect of stress, 21% of respondent
Physical experienced, 24% of respondent were felt that Entertainment is best to reduce
stress and 19% of respondent were neutral on the Time management.
12. WOULD YOU SAY THAT THE FOLLOWING MENTIONED FACTORS
SERVE AS SOURCES OF SOCIAL SUPPORT TO REDUCE STRESS?
Table no.11

Sources of social support to reduces stress

Support to No. of Percentage

reduce respondent (%)
stress

Superiors 8 15.09

Coworkers 10 18.86

Family 18 33.96

Friends 17 32.07

Total 53 100%

Sales

15%
32%
Superiors
19%
Co-workers
Family
34%
Friends

INTERPRETATION: The Research has found from the research that 15% of
respondent said superiors support to reduce stress, 19% of respondent say co-workers, 34%
of respondent says family support reduce stress and 32% of respondent were support by
friends.
FINDINGS & SUGGESTION
 FINDINGS

1. There is different type of stress found among the employees like emotional stress,
physical stress etc.

2. The stress which affects physical health is blood pressure, loss of interest in work, etc.

3. Most of the employees are suffering from headache and backache.

4. With the help of direct interview one major issue is been observed that the main reason
of stress among Ishwar Parmar group employees is not performing well because of
stress

5. Work life imbalance is one of the major attributes which contribute to stress for an
employee.

6. It has also been found that banks are not playing active role in managing the stress of
employees.
 SUGGESTION

1. The organization should provide counselling facility to the employees

when they face problems, because counselling is the discussion of a problem that usually
has emotional context with and employee in order to help the employee cope within better.

2. Organization can often go with the brain storming games that keep
employee participants in each and every matter which help in increase in concentration by
reducing stress at work place.

3. The organization must introduce employee assistance programmers (EAPs)

and stress control workshops accordingly to the level of employee, because there is a strong
relation between the level of stress and level of employee, EAP includes counselling
employees who seek assistance a how to deal with alcohols and drug abuse. Managing
personal finances, handling conflicts at work place, dealing with marital and family
problems, and coping with stress problems.

4. The employees should give importance to time management techniques

thereby they can complete their work within the specified time.
CONCLUSION
 CONCLUSION

Stress in the work place has become the black plague of the present century.
Much of the stress at work is caused not only by work overload and time pressure but also
by lack of rewards and praise, and more importantly, by not providing individuals with the
autonomy to do their work as they would like. Most of the employees were not satisfied
with the grievance handling procedure of the organization which was found by the
unstructured interview.

Organization must begin to manage people at work differently, treating

them with respect and valuing their contribution. If we enhance the psychological
wellbeing and health of the employees, in the coming future the organization would make
more revenue as well as employee retention. Because it is said that,

“A Healthy Employee is a Productive Employee”

ANNEXURE
 QUESTIONNAIRE

“A Study on Employee Stress Management of Ishwar Parmar Group.”

1. Classification of the age of the respondent

a. Below 25 years b. 25- 35 years

c. 35- 45 years d. 45 years and above

2. Marital status of the respondent

a. Married b. Unmarried

3. Annual income of the respondents

a. 1.5 lakh b. 1.5 to 3.5 lakh

c 3.5 to 5.5 lakh d. 5.5 lakh above

4. What are the symptoms for your stress at work place?

a. Long working hours b. Job politics

c. Excessive work load d. Not applicable

5. What are the strategies applied to cope up with stress at work place?

a. Time management b. Physical exercise

C. Relaxation d. Job redesign

6. How often you have stress handling session or seminar in your organisation

a. On continuous basis b. Weekly

c. Monthly d. Depend on situation
7. What can you say about your working environment and condition?

a. Satisfactory b. Dissatisfactory
c. Can’t say

8. According to you what are the effects or stress on your body?

a. Nervousness b. Lack of control

C. Physically and mentally upset d. Not applicable

9. Is stress positively influence your job performance?

a. Yes b. No

10. Are you allowed to give suggestions or ideas at works?

a. Yes b. No

11. What are the coping strategies that you are practicing yourself to reduces stress?

a. Yoga b. Physical exercise

c. Entertainment d. Time management

12. Would you say that the following mentioned factors serve as sources of social
support to reduce stress?

a. Superiors b. Co-workers
c. Family d. Friends
BIBLIOGRAPHY
BOOKS

 Ahuja. KK - “Industrial psychology and organizational behaviour”, Khanna publisher, New

delhi-1991.
 D r. Mesh Sharma “Stress Management”, Third edition, Macmillan India press.2005.
 David Allen, “Stress management and Quality of Life”, Second edition, Unicorn books,
1986.
 Stephen Robbins, “Organizational Behaviour”, prentice hall, UK 1999.

WEBSITES:

 http://www.helpguide.org/mental/work_stress_management.html
 www.scribd.com
 www.ishwarparmar.com