Stress Management in Organisations

A STUDY ON STRESS MANAGEMENT WITH SPECIAL REFERENCE
FOR HCL TECHNOLOGIES PVT. LTD AND COOVUM SMART SYSTEMS

AND SOFTWARES PVT. LTD
By
J.ANTHONY RAHUL - 19MSW03
K .BABU - 19MSW05
Y.HARIET REBAKKAL ROSE - 19MSW11
B.MUTHURAMALINGAM - 19MSW27
I.SOOSAN MARIA SWETHA - 19MSW54
A Research project submitted

In partial fulfillment of the requirements
For the award of the academic of
M.A .SOCIAL WORK
Under the supervision and guidance of

Mr. ALAN POTTER
Assistant professor in social work
Since 1881
Department of Social Work

The American College
Madurai 625002
K.BABU - 19MSW05
The American College
Madurai
DECLARATION
We hereby declare that the data and findings related to my study will not be published
in any journal, or be submitted for any publication without the permission of the
Principal, The American College, and Madurai.

K.BABU - 19MSW05
Mr. Alan Potter Signature of Researcher

Research Guide
Place: Madurai
Date:
04-10-2020
ACKNOWLEDGEMENT
We are extremely thankful to Mr. Alan Potter, Research Co-coordinator, the

American college for the guidance and motivation to carry out the project.
It is indeed my pleasure to thank Dr. T.Augustus Julian Lazmey Assistant
Professor and Head of the Department and other Faculty Members of Social
Work Department, the American college for their guidance during discussions
and also for the suggestions that were offered to complete this research program
completely.
We are extremely thankful to the respondents who cooperated with us to
complete the research process.
We also thank Madurai Kamaraj University College for granting us permission
to carry out the research process.

K.BABU - 19MSW05
EXECUTIVE SUMMARY
In Indian, Information Technology Sectors Stress has become common among the
working people in this era because of the competitiveness, job complexity, advanced
technologies and various other reasons. People at the beginning of their career, who are
trying to establish themselves, often experience stress. Various factors relating to stress
impact of stress in the family, work and individual, management of stress factors and
organizational health factors. This article presents the detail perception of employees on
Environmental and General Causes leading to stress and stress management techniques
and its impact on their physical, mental and behavioral changes
INTRODUCTION
Stress management refers to the usage of various techniques to control a person's stress
level, especially chronic stress, to enhance smooth functioning of the person. Stress causes
numerous physical and mental symptoms based on each individual's situation in life.
These include physical health decline, depression etc., Stress management is one of the
keys to a happy and successful life in modern society.
STRESS AT WORK.
Stress management can be defined as interventions designed to reduce the impact

of stressors in the workplace. These can have an individual focus, aimed at increasing an
individual’s ability to cope with stressors. The goal of Stress Management is to manage
the stress of everyday life among employees. Many different methods may be employed,
such as bio-feedback, meditation and massage. Counselors work with individuals in
order to determine what stress management program will work best for that person.
Work plays a critical role in the lives of individuals which has contributed to the
phenomenon of stress for both individual employees and the organizations. Stress, at
work, is one of the threats in providing a healthy platform of work to employees. The
stress induced due to roles performed by individuals as employees at workplace, has
been one of the most persuasive organizational stressors, the outcomes of which have
been found to be costly to the organization. The previous studies in this area of research
indicate that the role stress as a phenomenon has hardly been understood in its entirety
and comprehensively in case of commercial company particularly in the Indian context.
The highly competitive company industry has levied varied role requirements on
employees resulting into stress.
Stress is something that happens in our daily lives and is usually associated with
a particular event such as work, family or other responsibilities. There are many
situations that we cannot control, but there are ways to control how we deal with certain
situations. Effective stress management is something that our lives can go a little more
smoothly. Stress management is as simple as taking a walk. It was been proven that
physical activities would improve a person’s mental health, help with depression, and
relieve the side effects of stress. This makes a person’s heart rate increase and will be
more likely to be affected by stress. It is vital that stress management techniques are
implemented into our daily lives. Coping with stress is an individualized task and one
method over another may not be superior. A person that is stressed takes so much away
from his or her health and performance levels.
Employers should provide a stress-free work environment, recognize where stress

is becoming a problem for staff and take action to reduce stress. Stress in the workplace
reduces productivity, increase management pressures, and makes people ill in many
ways, evidence of which is still increasing. Workplace stress affects the performance of
the brain, including functions of work performance; memory, concentration, and
learning. Stress at work also provides a serious risk of litigation for all employers and
organizations, carrying significant liabilities for damages, bad publicity and loss of
reputation. Dealing with stress related claims also consumes vast amounts of
management time. So, there are clearly strong economic and financial reasons for
organizations to manage and reduce stress at work, aside from obvious humanitarian
and ethical considerations.
IMPACT OF WORK STRESS

Work stress has emerged as one of the important and local areas for research in
present day organizations. It is considered as an important phenomenon affecting the
organizational health and health of its employees. It affects the behavior of employees in
the organizations. It has greater impact on motivation and satisfaction of employees. The
productivity of employees and overall productivity of organization is affected by levels
of stress and motivation. Stress causes various psychological problems like anger,
depression, anxiety, irritability and tension and this influences the motivation of
employees to a considerable extent.
EFFECTS OF STRESS
 Stress changes the gene expression – When an individual is under stress, his body
produces chemicals which alters the gene of the person, like level of fat , shortage in
body, work of immune systems, aging and even development of cancer.
 Stress may cause damage to brain. This affects the memory and functioning of other parts
of the body.
 Stress affects the immune system like slowing, wound healing, diminishing the effects of
vaccines, increasing susceptibility to infections and also reactivates the latent infections.
 Chronic stress damages the energy of the body.
 Stress reduces the ability to metabolize and detoxify. Stress can also create a thirst for
high fat and high sugar food items.
 Stress messes with sex hormones.
 Stress is bad for bones and muscles. Higher stress level is associated with lower bone
mineral density and causes more physical pain.
INDIVIDUAL FACTORS:
∙ Family Problems, relationship issues and troubles with dependents may create stress.
∙ Lack of required knowledge or experience and personality characteristics.
∙ Economic problems created by individuals overextending their financial resources are

another set of personal troubles that can create stress for employees and distract their
attention from their work.
ORGANIZATIONAL FACTORS:
∙ Task demands are related to a person’s job.
∙ Organizational pressures to avoid errors in job.
∙ Targets to complete tasks in a limited time period.
∙ Working conditions, layout and facilities.
∙ Level of differentiation in the organizational structure, rules and regulations, and

decision making by the management.
∙ Lack of participation, leadership and managerial style, job security, and peer
pressure may all lead to stress.
Stress refers to the strain from the conflict between our external environment and us,
leading to emotional and physical pressure. In our fast paced world, it is impossible to
live without stress, whether you are a student or a working adult. Modern day stresses
can take the form of monetary needs, or emotional frictions. Competition at work and an
increased workload can also cause greater levels of stress. How do you identify if you are
suffering from excessive stress? Psychological symptoms commonly experienced include
insomnia (restlessness), headaches and an inability to focus. Physical symptoms take the
form of heart palpitations, breathlessness, excessive sweating and stomachaches. In the
workplace, information technology is believed to cause a number of concerns. The major
cause of stress is the rapid change in technology. Each time the employee can either learn
about the new updates or feel like they are falling behind. This leads to pressure on
people. They feel that their ability to do the job may be impacted by the change. This
could lead to feeling that their job security is at risk. The secret to manage stress is
twofold. The first is acceptance that change happens and is rapid in the industry. The
second is a training program that is sanctioned by the company. Managing stress among
employees is not an easiest way of making comfort with the individuals. It varies from
person to person to cope with stress and adopt with the changes moving in and around
the society. Stress is a common word it suits for everyone but the tactics that how to
manage the stress in the working environment by the employees.
UNDERSTANDING THE EFFECTS OF STRESS ON EMPLOYEES:
Before considering the impact that stressed employees have on a business and the
importance and benefits of stress management, let’s first look at both the physical and
mental effects that stress has on the employees themselves. According to Healthline.com,
stress can result in irritability, anxiety, depression, headaches, and insomnia.
The American Institute of Stress lists common symptoms of stress as:

✔ Frequent headaches
✔ Neck ache and back pain
✔ Frequent colds
✔ Excess anxiety, worry, and nervousness
✔ Depress and frequent or wild mood swings
✔ Insomnia
✔ Difficulty concentrating
✔ Trouble learning
✔ Forgetfulness
✔ Difficulty making decisions
✔ Increased frustration
✔ Reduced work efficiency or productivity
✔ Excessive defensiveness
✔ Problems communicating
✔ Constant fatigue
✔ Weight gain
✔ Increased smoking, alcohol, or drug use
And those are only some of the possible effects. If employees experience any of these
symptoms, it’s easy to imagine how it will impact your business. Forgetfulness, difficulty
concentrating, difficulty making decisions, constant fatigue—these are all things that will
end up costing a business in the long run.
UNDERSTANDING THE EFFECTS OF STRESS IN AN ORGANIZATION
Now that we’ve covered the impact stress can have on employees, let’s look at how it
impacts a business as a whole. As is highlighted in an article by Farleigh Dickinson
University, the work impact that the symptoms of stress can result in include:
⮚ More missed days
⮚ Lower overall productivity
⮚ Higher staff turnover
⮚ Workers’ compensation
⮚ Medical insurance & other stress-related expenses
This makes it clear that relationship between stress and job performance is not a positive
one. And if stress becomes a huge issue and a business starts to experience the issues
mentioned above, it can even make it hard to acquire new talent. With websites
like Glassdoor.com, where former employees can anonymously review their former
employer, word can quickly spread about an unhealthy work environment, and it can
become a challenge to attract top talent. Ultimately, the result of all of this is lost revenue
for a business.
CAUSES OF STRESS IN THE WORKPLACE:
If you feel like stress is affecting job performance, it’s a good idea to start digging into
what is causing work-related stress.
● Poor company culture

● Long hours & excessive workload
● Worrying about job security
● Poor management, including both under and over-managing
● Lack of communication/transparency about business changes
● Workplace harassment
If you recognize any of these as issues within your organization, now’s the time to start
identifying ways to reduce stress at work for employees.
ADVANTAGES OF STRESS MANAGEMENT IN THE WORKPLACE:

So far, the discussion has been about the effects of stress at work, but we’d like to turn the
focus to the benefits of a low-stress work environment.
STRONG COMPANY CULTURE
Employees have a major role in a company’s culture. Healthier employees operating

under manageable levels of stress will be happier and more positive, helping to maintain
a strong, healthy workplace culture that’s conducive to creativity and productivity.
LESS SICK DAYS
Stress is one of the leading causes of absenteeism in the workplace. Not only will less
stress in the workplace result in less “mental health days,” but it will also reduce the
amount of sick days taken by employees due to a weakened immune system as a result of
excessive stress.
EMPLOYEE RETENTION & TALENT ACQUISITION
: Employees who aren’t overly stressed are much more likely to stick around, and
prospective employees are much more likely to work for an employer that promotes a
low-stress work environment and takes the initiative to help keep their employees
healthy.
IT SHOWS YOU CARE :
Actively working to reduce stress through measures like stress management

programs and policy shows that you care about your employees and their health and
happiness
doesn’t mean that your company shouldn’t be invested in stress management. Below, we
cover why stress management is so important in the workplace and how it will benefit
your organization.
REVIEW OF LITERATURE.
Viljoen, J.P and Rothmann, S revealed that stress caused ill health. This also affected the
organizational commitment among employees. Stress is about job security influenced to
both physical and psychological ill health. Work life balance, overload, job aspects,
control, and pay caused low level of commitment also lead to get stress.
Schmidt et.al., evaluated the presence of occupational stress among the nursing
professionals working in surgical settings to investigating their relationship. Li-fang
Zhang suggested that controlling the self-rating abilities of the participants, the
conducive conceptual change in teaching approach and their role of insufficiency
predicated that the conceptual change in teaching strategy is negative.
Kayoko Urakawa and Kazuhito Yokoyam found the adverse effects on mental health
due to the job demand and job stress which was positively associated with the sense of
coherence (SOC). It is an important factor for determining the coping ability over the job
stress for both the genders
Connolly et.al., commented that work related stress such as demand, support, control,
role, relationships and change can be analyzed by examining overall levels of
psychological strain, job satisfaction, and the psychosocial working conditions
Charu M. (2013), in his study “Effect of Occupational Stress on QWL: Amongst the
Associates of IT Industry” stated that higher stress is directly proportional to quality of
work life for IT professionals. He outlined few factors namely fair pay structure, steady
role demands, supervisory support, congenial job environment, capability fit of the job,
role autonomy and stress that directly affect the quality of work life. The main reason of
stress amongst the associates of IT industry is rapid change in technology
Khalid A., in his study “Role of Supportive Leadership as a Moderator between Job
Stress and Job Performance” (2012), said there is a direct relationship between stress and
job performance in any organization. To improve the performance of an individual in an
organization an employee should receive good support from their leaders who can
improve the performance of an employee even at unfavorable situations
Shruti M. (2009) concludes that employees at bank are too much stressed with their job
with heavy workload, so the employees expert some refreshing events to add up in their
work place like entertainment, trips, tea breaks, intervals once in a while during lumps of
work. Accordingly the employees expect hike in their salary from their worth
performance. But even then the employees are very cooperative and have a very good
high regard and respect towards the bank’s image and its future.
Aliah Binti Roslan (2011) -The purpose of this study is to determine factors of work
stress among the Bank Rakyat’s employees. The survey was carried out at 12 branches of
Bank Rakyat at Northern Zone. A total of 154 bank employees participated in this study.
Data was collected through 40 items questionnaires on a five-point Likert Scale.
Correlation analyses were conducted to test the relationship between levels of work
stress with personal factors, organizational factors and environmental factors; whereas
descriptive analysis was conducted to analyze demographic characteristics of
respondents. Besides that, T-test, ANOVA and regression were also used in this study.
The findings of this study showed that there was no statistically significant difference in
the level of work stress by demographic factors. However, the findings showed that only
organizational factors have significant relationship with work stress level. Findings of
this study also resulted in the overall level of work stress among respondent is moderate
Sharmila A. and Poornima J. (2011) - The banking sector is becoming increasingly

competitive around the country and the level of product and service quality being offered
to customer is almost same. Hence, the bank management adds more responsibilities on
the shoulders of employees, resulting into a pressure on them, with increasing
psychological problems i.e. stress, strain, anxiety, depression, sleep disorders, etc. This
situation, in which the employees have little or no sense of identification with their job,
can cause an individual looking for another job or don't perform efficiently their own.
Therefore, it is very difficult for management that how to maintains bank employees’
ability to develop successful performance with their organization under present
conditions. The study is addresses the specific problems of private bank employees
related to occupational stress. This throw light in to the pathogenesis of various problems
related to occupational stress among bank employees.
Yasir Arafat Elahi and Mishra Apoorva (2012) - The study is disclosed the significant
differences in stress experience among short, medium and long tenure groups. so it has
been observed that the total and for six types of role stress, experienced the minimum
stress, medium tenure group experienced a medium level stress and the short tenure
group experienced the maximum stress, pointing out the significant existence of a
negative relationship between length of service and role stress.
Showkat Hussain Gani (2012) - This study looks into the new century stress prevalent in
the banking organizations. It brings out the factors causing stress at the place of work,
what individuals do to reduce it and suggestions that may improve the levels of
performance at the same time. It is imperative that the issue of stress in the workplace is
addressed. The paper includes sample survey outcome done on people from Banking
sector and their views on the concerned topic
Ajay Singh and Nidhi Dhawan (2012) - Stress is a universal element and persons from
nearly every walk of life have to face stress. Climate refers to perceptions of
organizational practices reported by people who work there. Stressful organizational
climates are characterized by limited participation in decisions, use of punishment and
negative feedback, conflict avoidance or confrontation (rather than problem solving), and
non-supportive group and leader relations. Stress can have a negative impact on both
employee and organization. The research paper examines the different organizational
climate stressors encountered by public and private sector bank employees and the
coping styles being used by them to cope with it.
Showkat Khalil Wani (2013) - The study revealed that clerical grade employees
experience more stress than officers and there is strong relationship between job stress
and employee motivation. On the basis of findings of the study the current payer puts
forth some relevant suggestions and recommendations to improve overall job scenario in
banking industry.
RESEARCH METHODOLOGY
TITLE OF THE STUDY:

A Study on stress management with special reference for HCL technologies Pvt.
Ltd and Coovum Smart Systems Pvt. Ltd
STATEMENT OF THE PROBLEM:
In 89% of the population in India say they are suffering from stress compared to
the global average of 86%. Nearly 75% of respondents here do not feel comfortable
talking to a medical professional about their stress and cite cost as one of the barriers.
1. Low energy.
2. Headaches.
3. Upset stomach, including diarrhea, constipation, and nausea.
4. Aches, pains& tense muscles.
5. Depression or general unhappiness.
6. Anxiety and agitation.
7. Moodiness, irritability, or anger.
8. Feeling overwhelmed.
9. Loneliness and isolation.
10. Other mental or emotional health problems.
AIM:
To Study the stress management among the employees of HCL TECHNOLOGIES PVT.

LTD and COOVUM SMART SYSTEMS AND SOFTWARE PVT. LTD.
OBJECTIVES:
1. To find the common symptoms of stress in company employees.
2. To find out the causes of stress in company employees.
3. To find out the stress management technique used by employees and organizations.
4. To recommend strategies to cope up with the stress.
NEED OF THE STUDY :
Stress is the "wear and tear" of individual's body experience as we adjust to our
continuously changing environment. Stress is a very important factor for every
individual in order to taste success and self satisfaction in everything they do. Therefore
positive looking at stress is very important.
OPERATIONAL DEFINITION:
Stress is basically the tension or anxiety caused by any sort of pressure in
everyday life. The ability to handle or minimize the physical and emotional effects of
such anxiety is known as one’s stress management skills.
Excessive use and dependency on stress management for gratifications such that
it interferes with other activities in a company employee life.
VARIABLE MAP:
Dependent variable measured by using the questionnaire schedule.
Independent Variable Dependent variable
A) Name A) stress management

B) Age
C) Gender
D) Education
E) Religion
F) Education
G) Type of Family
H) Family income
I) Father occupation
RESEARCH DESIGN:
Research design involves the planning, organization, collection and analysis of

data so as to provide answers to questions which thereby helps in understanding the
amount of stress in the organizations which will give us the facts regarding it in
percentages and frequencies.
UNIVERSE:
The universe constitutes of all the employees in the two given companies.
INCLUSION AND EXCLUSION CRITERIA:

INCLUSION:
The employees who are responding to the researcher.
EXCLUSION:
Those who are not interested to respond to the given details.
SAMPLING:
In research terms a sample is a group of people, objects, or items that are taken from
a larger population for measurement.
SIMPLE RANDOM SAMPLING:
The researcher selected 96 numbers of samples for the study. The researcher adopted
simple random sampling method for research. The researcher selected 48 members
randomly from each organization.
TOOLS FOR DATA COLLECTION:
Surveys or questionnaires are instruments used for collecting data in survey

research. They usually include a set of standardized questions that explore a specific
topic and collect information about demographics, opinions, attitudes, or behaviors.
The researcher will use questionnaire schedule for the study, to understand the stress
management in the organizations.
PRE-TEST:
A pre-test is where a questionnaire is tested on a small sample of respondents

before a full- scale study, in order to identify any problems such as unclear wording or
the questionnaire taking too long to administer.
The researcher will conduct a pre-test among 10 employees of HCL technologies Pvt.

Ltd and Coovum Smart Systems Pvt. Ltd, in which addition or deletion of questions
according to respondents will be done which will help to find out the possibility and
feasibility of the tool.
METHOD OF DATA COLLECTION:
Data collection is a process of collecting information from all the relevant sources to
find answers to the research problem, test the hypothesis and evaluate the outcomes.
The researcher will explain the purpose of the research to the respondents and conduct
this analysis process with each respondent using the questionnaire schedule on stress
management among the employees working in both the companies.
QUESTIONNAIRE:
A questionnaire is a research instrument consisting of a series of questions for the

purpose of gathering information from respondents. Questionnaires are often designed
for statistical analysis of the RESPONSES.
DATA ANALYSIS AND INTERPRETATION:
The data has been analyzed by using and developing tabular columns and the results
will be interpreted under each column. Through this it will point out why this particular
result has occurred.
TABLE-1 Distribution of the respondents based on age
AGE
18 to 20
31 above 33%
40%
21 to 30
27%
18 to 20 21 to 30 31 above
The above table indicates that 40.2 percent of the respondents belonged to
the age group between 39 year of age and 26.8 percent of the respondents
belonged to the age group between 20-21 year of age. Only 33 percent of the
respondents belonged to the age. group between 18 to 20 year of age.
TABLE-2 Distribution of the respondents based on Gender
Sales
45%
55%
MALE FEMALE OTHER

The table indicates that 54.6 percent of the respondents were males
and the 45.4 percent of the respondents were female
TABLE-3 Distribution of the respondents based on Education

EDUCATION
education
56.7
28.9
7.2 7.2
0
12th UG PG DIPLOMA VOCATIONAL
COURSES
The above table indicates that 56.7 percentage of the respondents belong to
the education between 55 Respondents between the ug and 7.2 percentage of
the belong to education between the 12th and diploma respectively.
TABLE-4 Distribution of the respondent’s marital status
Single 44.3
Married 55.7
MARITAL
The above table indicates that 55.7 percentages of the respondents belong to
the marital status between 43 respondents between the married and 44.3
percentages of the respondents are singles.
TABLE-5 Distribution of the respondents Work experience
Series 1
39.2
33
24.7
0
Les than one year 1-5 year 5-10 year more than 10 years
The above table indicates that 39.2 percentage of the respondents that is 38
respondents have more than 10 years work experience and 33 percentage of
the respondents that is 32 respondents have less than 1 year of work
experience.
TABLE-6 Distribution of the respondents expected enough time in work

Strongly Agree 17.5
Agree 38.1
Neutral 34
Disagree 0
Strongly disagree 0
The above table indicates that 34 percent of the respondents belonged to the
agree and 38.1 percent of the respondents belonged to the Agree . Only 17.5
percent of the respondents belonged to the age. Strongly Agree
TABLE-1 Distribution of the respondent’s present job in satisfied

35.4
30.2
24
7.3
0
Strongly disagree Disagree Neutral Agree Strongly Agree
The above table indicates that 7.3 percent of the respondents belonged to the
Disagree . 30.2 percent of the respondents belonged to the Neutral 35.4
percent of the respondents belonged to the Agree . 24 percent of the
respondents belonged to the Strongly Agree
TABLE-8 Distribution of the respondents feeling prosper or make

progress
33
29.9
21.6
11.3
4.1
the Strongly disagree. 29.9 percent of the respondents belonged to the
Disagree. 33 percent of the respondents belonged to the Neutral 21.6 percent
of the respondents belonged to the Agree. 4.1 percent of the respondents
belonged to the Strongly Agree
TABLE-9 Distribution of the respondents often feel neglected

30
25.8
24.7 24.7
25
20
17.5
15
10
7.2
0
percent of the respondents belonged to the Agree . 7.2 percent of the
TABLE-10 Distribution of the respondents difficult to concentrate or focus

Strongly Agree; 8.2
Strongly disagree; 17.5
Agree; 29.9
Disagree; 28.5
Neutral; 15.5
TABLE-11 Distribution of the respondents no required information
6.2; 6%
16.5; 17%
13.4; 13%
Strongly disagree
Disagree
Neutral
27.8; 28% 36.1; 36% Agree
Strongly Agree
TABLE- 12 Distribution of the respondents Responsibilities carry a heavy
load
7.2
17.5
12.4
29.9
33
strongly disagree. 12.4 percent of the respondents belonged to the Disagree.
33 percent of the respondents belonged to the Neutral 29.9 percent of the
respondents belonged to the Agree. 17.5 percent of the respondents belonged
to the Strongly Agree
TABLE- 13 Distribution of the respondents think recognition is not
available
Strongly Agree; 7.2; 7% Strongly disagree; 14.4; 14%
Agree; 22.7; 23%
Disagree; 30.9; 31%
Neutral; 24.7; 25%
the strongly disagree. 30.9 percent of the respondents belonged to the
Disagree. 24.7 percent of the respondents belonged to the Neutral 22.7
percent of the respondents belonged to the Agree. 7.2 percent of the
TABLE- 14 Distribution of the respondents will be considerable stress and
tension
9.3 8.2
19.6
34
25.8

Strongly disagree. 19.6 percent of the respondents belonged to the Disagree .
25.8 percent of the respondents belonged to the Neutral 34 percent of the
respondents belonged to the Agree . 9.3 percent of the respondents belonged
to the Strongly Agree.
TABLE- 15 Distribution of the respondents didn’t put in the whole effort

.
6.2; 6% 12.4; 12%
28.9; 29%
36.1; 36%
16.5; 16%

TABLE- 16 Distribution of the respondents Of workplace stress
12.4 10.3
15.5
35.1
26.8

TABLE- 17 Distribution of the respondents Get your stress out
Strongly Agree; 12.4 Strongly disagree; 6.2
Disagree; 22.7
Agree; 33
Neutral; 29.9
29.9 percent of the respondents belonged to the Neutral 33 percent of the
TABLE- 18 Distribution of the respondents Affects lifestyle

Strongly Agree 12.4
Agree 39.2
Neutral 26.8
Disagree 13.4
Strongly disagree 8.2
0 5 10 15 20 25 30 35 40 45
26.8 percent of the respondents belonged to the Neutral 39.2 percent of the
respondents belonged to the Agree . 12.4 percent of the respondents
TABLE- 19 Distribution of the respondents Emotion from work
36.1
33
21.6
5.2
4.1
Strongly disagree. 121.6 percent of the respondents belonged to the
Disagree . 33 percent of the respondents belonged to the Neutral 36.1 percent
of the respondents belonged to the Agree . 5.2 percent of the respondents
TABLE- 20 Distribution of the respondents Was recognized or rewarded
37.1
33
16.5
5.2 8.2
Strongly disagree
Disagree
Neutral
Agree
Strongly Agree
TABLE- 21 Distribution of the respondents get the right time to sleep
5.2
16.5 8.2
33
37.1
TABLE- 22 Distribution of the respondents Stiff when working
Series 1
8.2; 8% 10.3; 10%
21.6; 22%
22.7; 23%
37.1; 37%
1 2 3 4 5
TABLE- 23 Distribution of the respondents Proud to tell people where to

work
6.2; 6%
34; 34% 19.6; 20%
Strongly disagree
Disagree
Neutral
Agree
40.2; 40% Strongly Agree
respondents belonged to the Agree . 34 percent of the respondents belonged
TABLE- 24 Distribution of the respondents proud to be part of

organizations
Disagree; 4.1
Strongly Agree; 25.8

Neutral; 22.7
Agree; 47.4
TABLE- 25 Distribution of the respondents The intention is to leave the
company
34
24.7
20.6
11.3
9.3

TABLE- 26 Distribution of the respondents stressful at work

9.3; 9% 6.2; 6%
19.6; 20%
32; 32%
33; 33%
strongly disagree. 19.6 percent of the respondents belonged to the Disagree.
33 percent of the respondents belonged to the Neutral 32 percent of the
respondents belonged to the Agree. 9.3 percent of the respondents belonged
TABLE- 27 Distribution of the respondents nervous
4.1; 4%
7.2; 7%
22.7; 23%
Strongly disagree
40.2; 40% Disagree
Neutral
Agree
Strongly disagree. 140.2 percent of the respondents belonged to the
TABLE- 28 Distribution of the respondents technologies in the

organizations
1;4.1;
1% 4%
16.5; 17%
18.6; 19%
Strongly disagree
Disagree
Neutral
Agree
Strongly Agree
56.8; 59%
TABLE- 29 Distribution of the respondents work environment of feel

6.2
13.4
21.6
Strongly disagree
Disagree32
Neutral
Agree
Strongly Agree
26.8
the Strongly disagree. 32 percent of the respondents belonged to the
TABLE- 30 Distribution of the respondents short-tempered at work

3.1; 3%
11.3; 11%
27.8; 28%
26.8; 27% Strongly disagree

Disagree
Neutral
Agree
Strongly Agree
30.9; 31%
TABLE- 31 Distribution of the respondents dispirited at work

6.2; 6%11.3; 11%
24.7; 25%
Strongly disagree
32; 32% Disagree
Neutral
Agree
TABLE- 32 Distribution of the respondents daily work

4.1; 4%
6.2; 6%
19.6; 20%
Strongly disagree
26.8; 27% Disagree
Neutral
Agree
Strongly Agree
43.3; 43%
TABLE- 33 Distribution of the respondents support environment

Disagree; 12.4
Strongly Agree; 18.6
Neutral; 32
Agree; 37.1
TABLE- 34 Distribution of the respondents work career growth

6.2; 8%
6.2; 8%
37.1; 47%
28.9; 37%
Strongly disagree Disagree Neutral Agree
Strongly disagree. And Disagree . 28.9 percent of the respondents belonged
to the Neutral. 37.1 percent of the respondents belonged to the Agree . 21.6
percent of the respondents belonged to the Strongly Agree
TABLE- 35 Distribution of the respondents relationship building

Strongly disagree;
3.1
Disagree; 4.1
Neutral; 23.7
Agree; 49.5
TABLE- 36 Distribution of the respondents concentrate on your work

11.3
19.6
33
33
Strongly disagree Disagree Neutral Agree

Disagree and Neutral 19.6 percent of the respondents belonged to the Agree .
3 percent of the respondents belonged to the Strongly Agree.
FINDINGS
1. 40% of the respondents are above 31 years old.

2. 54% of the respondents are male.
3. 56% of the respondents have completed UG.
4. 55% of the respondents are married.
5. 39.2% of the respondents have more than 10 years working experience.
6. 38.1% of the respondents have agreed that they were given enough time to do
what is expected of them in their job.
7. 35.4% of the respondents have agreed that they are satisfied with their work.
8. 33% of the respondents feel Neutral that they can prosper or make progress in
their job.
9. 25.8% of the respondents feel Neutral for being neglected when they are in a team.
10. Only 29.9% of the respondents have agreed that they find it difficult to focus on
their work.
11. 36.1% of the respondents have agreed that they have enough information that is
needed for their work.
12. 33% of the respondents feel Neutral about being overloaded with too many
responsibilities.
13. 30.9% of the respondents feel Disagreed that they think they might get scolding
from their boss for sharing new ideas.
14. 25.8% of the respondents have answered Neutral that they work under
considerable pressure and tension.
15. 36.1% of the respondents have disagreed that they don't give their fullest effort in
work.
16. 35.5% of the respondents have Agreed that they have symptoms of stress like
headaches, depression etc.
17. 29.9% of the respondents have said that they feel Neutral that stress outside
workplace has a greater impact in their work.
18. 36.1% of the respondents are not emotionally drained.
19. 37.1% of the respondents are rewarded and recognized for their work.
20. 40.2% of the respondents have agreed that they have proper time to sleep.
21. 40.2% of the respondents have agreed that they are proud to tell people where they
work.
22. 47.4% of the respondents feel proud to be a part of the organizations they work in.
23. 34% of the respondents are Neutral Company because of various reasons.
24. 33% of the respondents do not feel stressful at Work.
25. 40.2% of the respondents have stated that their present job makes them nervous.
26. 56.8% of the respondents feel comfortable to work with the latest technologies in
the organizations.
27. 30.9% of the respondents have stated that they feel Neutral as they are short-
tempered at work.
28. 32% of the respondents states Disagree as they feel very spirited at work.
29. 43.3% of the respondents state that they feel Neutral that they are exhausted after
daily work.
30. 37.1% of the respondents have agreed that they receive support from their bosses.
31. 37.1% of the respondents have agreed that the job they are in at present helps in
career growth.
32. 49.5% of the respondents have agreed that they have very good interpersonal
relationships with colleagues and juniors.
MAIN FINDINGS:
1. 49.5% of the employees working in the organizations have very smooth relationships with
their colleagues, juniors, which thereby reduces stress for them, helping them to look at things
in a positive way
2. 37.1% of the employees working in the given organizations receive support from their boss,
which helps them to aspire to work more and learn more from their career in the present job,
3. 37.1% of the employees feel recognized and are rewarded for their work which thereby helps
them to perform better due to their motivation in the work place.
4. 33% of the employees feel that their stress at work is neutral which allows them to
understand that, positive handling of stress is a matter of how an individual looks at things; it
motivates themselves for their own success.
5. 25.8% of employees who are working in the organizations feel that the stress and tension
which they have is very medium; it is more like a pushing factor to them towards success.
STEPS TAKEN BY THE COMPANY TO HANDLE STRESS : (EXISTING SOLUTIONS)
1. ENCOURAGE OPEN COMMUNICATION:
Most employees’ workplace stress comes from their bosses. In fact, research has linked
employees having a negative relationship with their boss to behaviors such as sleep problems,
anxiety, high blood pressure, and even heart attack RISK. Both the companies provide
management classes that tackle leadership development or personal coaching to reboot and to
give the team and their managers the tools to work with employees in a positive and
constructive way. It helps employees communicate better and be more aware of their stress
levels and what triggers their stress. Both the companies follow this because more self-aware
the team is around their behavior, the better equipped they’ll be to handle interpersonal
challenges as they arise.
2. OFFER MENTAL AND PHYSICAL HEALTH BENEFITS:
If employees are feeling profound effects of stress, it’s likely that their mental and physical
health will suffer as well. Hence the companies are providing a safety net to address those
problems will help the overall health of your employees and of your organization. They also
provide health insurance to the employees which thereby helps them to perform better and
helps to be more loyal to the company.
3. BRING IN MEDITATION CLASSES:
Both the companies help their employees relax by bringing relaxation to them. The CEOs are
taking up meditation and finding ways to bring it to their employees, because they’ve seen the
immediate benefits. One of the employees has said “Thanks to meditation I have developed
patience...I have a better relationship with my team. Best of all, I maintain my peace of mind.”
Both the companies have also said that even at times when they couldn't bring regular
mediation coach they suggest subsidizing apps to fill in the gaps.
4. OFFER PAID TIME OFF:
Nothing busts stress like getting away from the office and having some fun. Both the companies
make it a priority to offer employees paid time off (PTO) so that they can relax, rejuvenate, and
come back better than ever.
5. ENCOURAGE EMPLOYEES TO TAKE BREAKS:
As Jason Schreier wrote in The New York Times, workplace cultures that encourage non-stop
work have damaging effects on their employees. He outlined a phenomenon called
“crunching”, where video game developers work as many as 20 hours a day for days or weeks
on end. If employees are overloaded and continually sacrificing their leisure time to do their
work, it might be time to reconsider their workload — such as hiring more employees, or
changing expectations. Since both the companies were aware about it they are encouraging
them to take breaks throughout the day, this helps the employees to come back to the office less
stressed and more productive.
6. TAKING THE TEAM OUT ON COMPANY OFFSITES:
The companies give their employees a break, by taking them somewhere fun to get their minds
off workplace stress and bond with each other. The possibilities of where they can go in order to
relax are endless: example going to a vineyard, grabbing a drink together at the local pub,
checking out a baseball game, or having a picnic in the park. The place or the activity you
choose isn’t important. What’s more important is the spirit of getting out to do something fun
together, to take away from the day-to-day stress at work. Not only will it help reduce
workplace stress, it will also help your employees build personal connections and work better
together as a team.
7. BRINGING SOME DIVERSIONS INTO THE OFFICE:
The team that plays together, works better Together. There are an infinite number of fun
activities brought into these companies in order to reduce workplace stress, whether they’re
permanent fixtures or for a special occasion. Some of the initiatives are Ping pong table, Dart
board, Basketball hoop, Board games etc. The Human Resources Manager said that "It may
sound counterintuitive to bring diversions into a place of work, but allowing your employees to
let loose during the day will help them deal with stress in the workplace and boost employee
productivity and morale".
8. CONSIDERING FLEXIBLE WORK SCHEDULES:
If any of your employees have children or an elder parent in need, the demands of work and
home life can quickly become overwhelming. Therefore the companies are allowing the
employees to have a flexible work schedule which gives them time to take care of the people
they love, and in turn allow them to be more present at work while they’re there.
9. SETTING AN EXAMPLE :
The most influential step one can take as a boss is to lead by example. Just works’ CEO Isaac
Oates, for example, makes a point to take an annual vacation.
"If your employees see you working around the clock, de-prioritizing physical health, or never
taking vacation, they’re more likely to follow it". Said by the HR manager of the HCL PVT. LTD
COMPANY, he also says that the good news is, there are plenty of opportunities to show your
employees that you care about their stress levels and the health of the organization at large. By
facilitating open dialogue, offering PTO, and encouraging other types of healthy workplace
diversions, you can help your company become a great place to work for the ages.
Therefore these are some of the ways through which both the companies are able to manage
their employees without getting stressed.
RECOMMENDATIONS:
POTENTIAL SOLUTIONS AND ITS BENIFITS:-
1. SET CLEAR GOALS FOR YOUR EMPLOYEES.
It's important to be transparent about the goals of the business and how job roles support
these goals. This gives employees peace of mind because they know what they need to
focus on and why. I recommend that you establish three to five strategic goals at the start
of each year. Be sure to involve your employees in developing these goals so they buy into
them and feel part of the process.
2. OFFER A FLEXIBLE WORK ENVIRONMENT.
Keeping employees is the most important thing you can do. If not, you can lose thousands
of dollars for every employee who leaves due to lost productivity and the cost of finding
and training a new employee. But for many small business owners, it can be difficult to
stay competitive with pay. But pay isn’t everything. Many people are looking for a
purposeful mission at the place they work. Others want a flexible work environment that
helps reduce some of the other pressures in their lives. So when you can't compete on pay,
look for other creative ways to keep employees happy. For example, if employees have
children, be open to letting them come into the office early and leave early to pick their
children up after school. You can also be flexible about letting employees work from home
by having the right technology in place that facilitates remote work.
3. SHARE YOUR PROFITS.
So often employees see money coming in and don't feel like they are getting their fair share.
If your business is profitable, look at ways that you can reward employees when the
business does well. This could mean creating a profit sharing plan where they get a
percentage of the profits or a quarterly bonus. And even if your business doesn't have a lot
of extra cash, you can be generous in other meaningful ways. For example, at one of my
businesses, I used to close down the office for the day and take the staff to a spa and lunch
as a celebration. This was something that the employees looked forward to and worked to
earn.
4. DISCOURAGE MULTITASKING .
Multitasking makes it hard for the brain to focus. In fact, new research shows that
multitasking drains the energy reserves of your brain. It uses up the oxygenated glucose in
the brain, which is the same fuel that your brain needs to focus. In fact, every time you are
interrupted it also takes about 23 minutes for you to regain focus according to Gloria Mark,
a professor in the department of informatics at the University of California, Irvine. So the
best way to get meaningful input and work product from your employees is to discourage
them from multitasking. You can do this by asking them not to bring laptops or phones to
meetings. You can also encourage them to post and respect “do not disturb signs” on their
desks or on their messenger app when they are focusing on an activity. You can also
recommend that employees take a 15-minute break every few hours.
5. ENCOURAGE EMPLOYEES TO MOVE THEIR BODIES.
The mind can’t work at an optimal level without the body. Just like you block off your
calendar for work, it's important to block off 30 to 60 minutes each day to move your body.
So encourage employees to take time from their day to exercise at the gym, take a walking
lunch or meeting or try a yoga class. You’ll find that your employees will work smarter,
and have greater focus and clarity of thought. I often teach a yoga class at lunch. Many of
the employees who attend my class tell me how they return to their desks with a renewed
sense of energy and creativity. Others say that they can solve issues that weren't able to
solve before taking that mental reprieve. Physical activity such as yoga and running is also
a good way for employees to learn how to pace themselves at work
These simple steps can help you reduce the stress level of your employees. Not only will
this improve their lives but you will create loyal employees who enjoy coming to work
each day. In turn, happy employees create happy clients and are the foundation for making
your business successful over the long run.
6. KNOWLEDGE OF PAID AND UNPAID LEAVE POLICIES :
Knowing family leave policies in the country and your state are an important piece of
offering employee support. Whether or not your company decides to offer unlimited
vacations, you will have to consider the varied needs and circumstances of your team. For
many people, workplace stress actually centers around the difficulty of fitting life events
around work — such as pregnancy, family death and illness, and childcare. We created a
guide around paid and unpaid leave policies that are federally mandated (along with some
other tips). That includes laws like the Family Medical Leave Act and the New York Paid
Family Leave Benefits Law.
REFERENCES
Viljoen J.P., Rothmann S., Occupational stress, ill health and organisational commitment
of employees at a university of techno
Schmidt, Denise Rodrigues Costa, Dantas, Rosana Aparecida Spadoti, Marziale, Maria
Helena Palucci and Laus, Ana Maria, Occupational stress among nursing staff in surgical
settings, Texto contexto – enferm., 18 (2) (2009), 330-337.
Kayoko Urakawa, Kazuhito Yokoyam, Sense of Coherence (SOC) may Reduce the Effects
of Occupational Stress on Mental Health Status among Japanese Factory Workers’, Journal
of Industrial Health 47 (5) )2009), 503-508.
Connolly, John F., Willock, Joyce, Hipwell, Michele and Chisholm, Vivienne, Occupational
Stress & Psychological Well Being following University Relocation: six months on Project
Report. Queen Margaret University, (2009).
Mohla Charu, Effect of Occupational Stress on QWL: Amongst the Associates of IT

Industry, Vol. 6 (5) May (2013), Advances In Management.
Afsheen Khalid, Role of Supportive Leadership as a Moderator between Job Stress and Job
Performance, Vol. 4, No. 9, pp. 487-495, Sep 2012, Information Management and Business
Review.
Shruti M. (2009) – A Study on Stress Management of Employees at Syndicate Bank Hassan
– A dissertation submitted to H.R. Institute of Higher Education, Hassan.
Aliah Binti Roslan (2011) - Analysis of Work Stress among Bank Employees: A Case Study
of Bank Rakyat - Thesis Submitted to the Othman Yeop Abdullah, Graduate School of
Business, Universiti Utara Malaysia.
Sharmila A. and Poornima J. (2011) - A Study on Employee Stress Management in Selected

Private Banks in Salem - International Journal of Management, IT and Engineering, Volume
1, Issue 07.
Yasir Arafat Elahi and Mishra Apoorva (2012) - A detail study on Length of Service and
Role Stress of Banking Sector in Lucknow Region - Research Journal of Management
Sciences Vol. 1(5), pp. 15-18
Showkat Hussain Gani (2012) - Job Stress among Bank Employees: A Case Study of
Selected Banks - International Journal of Business and Management Tomorrow Vol. 2 No.
3.
Ajay Singh and Nidhi Dhawan (2012) - A Study of Impact of Organizational Climate on
Job Stress and Coping Mechanism in Public and Private Sector Banks - XIII Annual
International Conference on Global Turbulence: Challenges & Opportunities.
Showkat Khalil Wani (2013) - Job stress and its impact on employee motivation: a study of
a select commercial bank - International Journal of Business and Management Invention,
Volume 2, Issue 3.
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. Since the company is finance oriented, the
management should arrange some stress managing programmes for their employees
periodically. Organizations 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”.
A SURVEY ON STRESS MANAGEMENT IN ORGANIZATIONS
Dear Respondents!
Greetings! We are a group of Students, II M.A Social Work, specializing in Human

Resources Management from the Department of Social Work, The American College,
Madurai.
As part of assignment for the Course Organisational Behaviour (MSW 5475), we are doing
a Mini Project on "A SURVEY ON STRESS MANAGEMENT IN ORGANISATIONS".
The information that you provide here will purely be used for our academic purpose only
and will be kept highly confidential. Your participation in the study is voluntary. We will
be very much obliged if you spare some time for answering the following questions. Thank
you in advance.
With regards,
1. J.ANTHONY RAHUL - 19MSW03
2. K.BABU - 19MSW05
3. Y.HARIET REBAKKAL ROSE - 19MSW11
4. B.MUTHURAMALINGAM - 19MSW27
5. I.SOOSAN MARIA SWETHA - 19MSW54
Part I
E-Mail _____________
AGE ____________
GENDER (A) MALE (b) FEMALE (c) OTHER
Education: (A) 12th (B) UG (C) PG (D) OTHER
Marital status (A) Married (B) Unmarried
Destination:___________________
Work experience
(A) Les than one year (B) 1-5 year (C) 5-10 year (D) more than 10 years
Part II
1. I am given enough time to do what is expected of me on my job.

(A)Strongly disagree (B) Disagree (C) Neutral (D) Agree (E) Strongly Agree
2. I very often feel that I am not able to prosper or make progress in my job.
3. I very often feel that I am being neglected when I am in the team.

4. I find it difficult to concentrate or focus on my work.

5. I don’t have the information I need for my work.
6. I feel that I am overloaded with too many jobs.

7. I don’t often share my new ideas because I feel that I may not get recognition or I might get
scolding from my boss.
8. I do my work under considerable pressure and tension.

9. I often feel that I am not putting my fullest effort in work that I do.
10. do you ever experience any of the symptoms of stress of your workplace? (Like headaches
depression and anxiety attacks sleeplessness indigestion continued tiredness or any other
symptoms.).
11. Does your stress outside workplace have any impact on your work?
12. Does stress affect your health, work, family and lifestyle?
13. Do you feel emotionally drained from your work?

14. Are you being recognized or rewarded for your work?

15. Do you get proper time to sleep?
16. Do you become restless and can’t keep stiff while working?
17. Are you proud to tell people where you work?

18. Do you feel proud to be a part of the organizations?
19. Do you feel to move from this company because of various reasons?
20. Do you feel stressful at work?

21. Does your job make you nervous?

22. Do you feel comfortable to work with the latest technologies in the organizations?
23. Do you feel insecure in the work environment?

24. Do you feel more short-tempered at work?

25. Do you feel weak and dispirited at work?

26. Do you feel exhausted after daily work?

27. Do you receive support from your boss, colleagues, and juniors?
28. Is working environment good for your career growth?

29. Do you have smooth relationship with your colleagues and juniors?
30. Do you find it difficult to concentrate on your work?

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A STUDY ON STRESS MANAGEMENT WITH SPECIAL REFERENCE

FOR HCL TECHNOLOGIES PVT. LTD AND COOVUM SMART SYSTEMS

A Research project submitted

Under the supervision and guidance of

Department of Social Work

J.ANTHONY RAHUL - 19MSW03

Mr. Alan Potter Signature of Researcher

We are extremely thankful to Mr. Alan Potter, Research Co-coordinator, the

J.ANTHONY RAHUL - 19MSW03

Stress management can be defined as interventions designed to reduce the impact

Employers should provide a stress-free work environment, recognize where stress

IMPACT OF WORK STRESS

∙ Lack of required knowledge or experience and personality characteristics.

∙ Economic problems created by individuals overextending their financial resources are

∙ Task demands are related to a person’s job.

∙ Organizational pressures to avoid errors in job.

∙ Targets to complete tasks in a limited time period.

∙ Working conditions, layout and facilities.

∙ Level of differentiation in the organizational structure, rules and regulations, and

UNDERSTANDING THE EFFECTS OF STRESS ON EMPLOYEES:

The American Institute of Stress lists common symptoms of stress as:

UNDERSTANDING THE EFFECTS OF STRESS IN AN ORGANIZATION

CAUSES OF STRESS IN THE WORKPLACE:

● Poor company culture

ADVANTAGES OF STRESS MANAGEMENT IN THE WORKPLACE:

STRONG COMPANY CULTURE

Employees have a major role in a company’s culture. Healthier employees operating

LESS SICK DAYS

EMPLOYEE RETENTION & TALENT ACQUISITION

IT SHOWS YOU CARE :

Actively working to reduce stress through measures like stress management

Sharmila A. and Poornima J. (2011) - The banking sector is becoming increasingly

TITLE OF THE STUDY:

STATEMENT OF THE PROBLEM:

To Study the stress management among the employees of HCL TECHNOLOGIES PVT.

1. To find the common symptoms of stress in company employees.

2. To find out the causes of stress in company employees.

4. To recommend strategies to cope up with the stress.

NEED OF THE STUDY :

Dependent variable measured by using the questionnaire schedule.

Independent Variable Dependent variable

A) Name A) stress management

Research design involves the planning, organization, collection and analysis of

INCLUSION AND EXCLUSION CRITERIA:

SIMPLE RANDOM SAMPLING:

TOOLS FOR DATA COLLECTION:

Surveys or questionnaires are instruments used for collecting data in survey

A pre-test is where a questionnaire is tested on a small sample of respondents

The researcher will conduct a pre-test among 10 employees of HCL technologies Pvt.

METHOD OF DATA COLLECTION:

A questionnaire is a research instrument consisting of a series of questions for the

DATA ANALYSIS AND INTERPRETATION:

TABLE-2 Distribution of the respondents based on Gender

MALE FEMALE OTHER

TABLE-3 Distribution of the respondents based on Education

TABLE-5 Distribution of the respondents Work experience

TABLE-6 Distribution of the respondents expected enough time in work

TABLE-1 Distribution of the respondent’s present job in satisfied

TABLE-8 Distribution of the respondents feeling prosper or make

Strongly disagree Disagree Neutral Agree Strongly Agree

TABLE-9 Distribution of the respondents often feel neglected

TABLE-10 Distribution of the respondents difficult to concentrate or focus

Strongly disagree Disagree Neutral Agree Strongly Agree

Strongly Agree; 7.2; 7% Strongly disagree; 14.4; 14%