Mba Project

1
CHAPTER I
INTRODUCTION
1.1 INTRODUCTION ABOUT STRESS MANAGEMENT
Stress management is a wide spectrum of techniques and psychotherapies aimed at

controlling a person’s level of stress, especially chronic stress, usually for the purpose of
improving every day functioning. In this context, the term ‘stress’ refers only to a stress
with significant negative consequences, or distress in the terminology advocated by Hans
Selye, rather than what he calls eustress, a stress whose consequences are helpful or
otherwise.
Stress produces numerous physical and mental symptoms which vary according
to each individual’s situational factors. These can include physical health decline as well
as depression. The process of stress management is named as one of the keys to a happy
and successful life in modern society. Although life provides numerous demands that can
prove difficult to handle, stress management provides a number of ways to manage
anxiety and maintain overall well-being.
Despite stress often being thought of as a subject experience, levels, of stress are
readily measurable, using various physiological tests, similar to those used in polygraphs.
Many practical stress management techniques are available, some for use by health
professionals and others, for self-help, which may help an individual reduce their levels
of stress, provide positive feelings of control over one’s life and promote general well-
being. Other stress reducing techniques involve adding a daily exercise routine, findings a
hobby, writing your thoughts, feelings, and moods down and also speaking with a trusted
one about what is bothering you.
It is very important to keep in mind that not all techniques are going to work the
same for everyone, that is why trying different stress managing techniques is crucial in
order to find what techniques work best for you. An example of this would be, two people
on a roller coaster one can be screaming Grabbing on the bar while other could be
laughing while their hands are up in the air (Nissan) . this is a perfect example of how
stress effects everyone differently that is why they might need a different treatment.
2
These techniques do not require doctors approval but seeing if a doctors techniques work
better for you is also very important.
Evaluating the effectiveness of various stress management techniques can be

difficult, as limited research currently exists. Consequently, r\the amount and quality of
evidence for the various techniques varies widely. Some are accepted as effective
treatments for use in psychotherapy, while others with less evidence favoring them are
considered alternative therapies. Many professional organizations exists to promote and
provide training in conventional or alternative therapies.
There are several models of stress management, each with distinctive

explanations of mechanisms for controlling stress. Much more research in necessary to
provide a better understanding of which mechanisms actually operate and are effective in
practice.
Definition
Hence Selye was one of the founding fathers of stress research. His view 1956
was that “stress is not necessarily something bad – it all depends on how you take it. The
stress of exhilarating, creative successful work is beneficial, with that of failure,
humiliation or infection is detrimental. “Selye believed that the biochemical effects of
stress would be experienced irrespective of whether the situation was positive or negative.
Since then, a great deal of further research has been conducted, and ideas have
moved on. Stress is now viewed as a “bad thing”, with a range of harmful biochemical
and long-term effects. These effects have rarely been observed in positive situation.
The most commonly accepted definition of stress (mainly attributed to Richard S

Lazarus) is that stress is a condition or feeling experienced when a person perceives
that “demands exceed the and social resources the individual is able to mobilize.” In
short, it’s what we feel when we think we’ve lost control of events.
This is the main definition used by this section of Mind Tools, although we also
recognize that there is an intertwined instinctive stress response to unexpected events.
The stress response inside us is the therefore part instinct and part to do with way we
think.
3
1.1.1 Models
 Transactional model
Richard Lazarus and Susan Folkman suggested in 1981 that stress can be
thought of as resulting from an “imbalance between demands and resources” or as
occurring when “ pressure exceed one’s perceived ability to cope”. Stress management
was developed and premised on the idea that stress is not a direct response to a stressor
but rather one’s resources and ability to cope mediate the stress response and are
amenable to change, thus following stress to be controllable.
Among the many stressors mentioned by employees, these are the most
common:
 Conflicts in company
 The way employees are treated by their bosses/ supervisors or
company
 Lack of job security
 Company policies
 Co-workers who don’t do their fair share
 Unclear expectations
 Poor communications
 Not enough control over assignments
 Inadequate pay or benefits
 Urgent deadlines
 Too much work
 Long hours
 Uncomfortable physical conditions
 Relationship conflicts
 Co-workers making careless mistakes
 Dealing with rude customers
 Lack of co-operation
4
In order to develop an effective stress management program, it is first necessary

to identify the factors that are central to a person controlling his/her stress and to identity
the intervention methods which effectively target these factors. Lazarus and Folkman’s
interpretation of stress focuses on the transaction between people and their external
environment (known as the transactional model). The model contends that stress may not
be a stressor if the person does not perceive the stressor as a threat but rather as positive
or even challenging. Also, if the person possesses or can use adequate coping skills, then
stress may not actually be a result or develop because of the stressor. The model
proposes that people can be taught to manage their stress and cope with their stressors.
They may learn to change their perspective of the stressor and provide them with the
ability and confidence to improve their lives and handle all of the types of stressors.
 Health realization/ innate health model
The model realization/innate health model of stress is also founded on the idea
that stress does not necessarily follow the presence of a potential stressor. Instead of
focusing on the individual’s appraisal of so-called stressors in related to his or her own
coping skills (as the transactional model does), the health realization model focuses on
the nature of thought, stating that it is ultimately a person’s though processes that
determine the response to potentially stressful external circumstances. In this model,
stress result from appraising oneself and one’s circumstances through a mental filter of
insecurity and negativity, whereas a feeling of well-being result from approaching the
world with a “quit mind”.
This model proposes that helping stressed individuals understand the nature of
though- especially providing them with the ability to recognize when they are in the grip
of insecure thinking, disengage from it, and access natural positive feelings-well reduce
their stress.
1.1.2 Techniques
High demand levels load the person with extra and effort and work. A new time
schedule is worked up, and until the period of abnormally high, personal demand has
passed, the normal frequency and duration of former schedule is limited.
5
Many techniques cope with the stresses life brings. Some of the following ways
reduce a lower than usual stress level, temporarily, to compensate the biological issues
involved, others face the stressor at level of abstraction:
 Autogenic training
 Social activity
 Cognitive therapy
 Conflict resolution
 Cranial release technique
 Getting a hobby
 Meditation
 Mindfulness
 Reading novels
 Fractional; relaxation
 Humor
 Somatic training
 Planning and decision making
 Stress prevention and resilience
Although many techniques have traditionally been developed to deal with the
consequences of
stress, considerable research has also been conducted on the prevention of stress, a
subject closely related to psychological resilience-building. A number of self-help
approaches to stress-prevention and resilience-building have been developed, drawing
mainly on the theory and practice of cognitive-behavioral therapy.
 Measuring stress
Levels of stress can be measured. One way is through the use of psychological
testing:
The Holmes and Rahe stress scale [two scales of measuring stress] is used to rate
stressful life events, while the DASS [ Depression Anxiety Stress Scales] contains a
scale for stress based on self-repot items. Changes in blood pressure and galvanic skin
response can also be measured to test stress levels, and changes in stress levels. A digital
thermometer can be used to evaluate changes in skin temperature, which can indicate
6
activation of the fight-or-flight response drawing blood away from the extremities.
Cortical is the main hormone released during a stress response and measuring cortical
from hair will give a 60-to-90- day baseline stress level of an individual’s. This method
of measuring stress is currently the most popular method in the clinic.
 Effectiveness
Stress management has psychological and immune benefits. Positive outcomes

are observed using a combination of non-drug interventions.
 Treatment of anger or hostility,

 Autogenic training
 Talking therapy (around relationship or existential issues)
 Biofeedback
 Cognitive therapy for anxiety or clinical depression
1.1.3 Types of stress
1. Acute stress
Acute stress is the most common form of stress among humans worldwide. Acute
stress deals with the pressures of the near future or dealing with the very recent past. This
type of stress is often misinterpreted for being a negative connotation. While this is the
case in some circumstances, it is also a good thing to have some acute stress in life.
Running or any other form of exercise is considered an acute stressor. Some exciting or
exhilarating experiences such as riding a roller coaster is an acute stress but is usually
very enjoyable. Acute stress is a short term stress and as a result, does not have enough
time to do the damage that long term stress causes.
2. Chronic stress
Chronic stress is unlike acute stress. It has a wearing effect on people that can
become a very serious health risk if it continuous over a long period of time. Chronic
stress can lead to memory loss, damage spatial recognition and produce a decreased drive
of eating. The severity varies from person to person and also gender difference can be an
underlying factor. Women are able to take longer durations of stress than men without
showing the same maladaptive changes. Men can deal with shorter stress duration better
7
than women can but once males hit a certain threshold, the chances of them developing
mental issues increases drastically.
 Upset stomach
 Headache
 Backache
 Insomnia
 Anxiety
 Depression
 Anger
In the most severe cases it can lead to panic attacks or a panic disorder. There are
a variety of methods to control chronic stress, including exercise, healthy diet, stress
management, relaxation techniques , adequate rest and relaxing hobbies.
3. Workplace
Stress in the workplace is a commonality throughout the world in every business,

managing that stress becomes vital in order to keep up job performance as well as
relationship with co-workers and employers. For some workers, changing the work
environment relieves work stress. Making the environment less competitive between
employees decreases some amount of stress. However, each person is different and some
people like the pressure to perform better.
Salary can be an important concern of employees. Salary can affect the way
people work because they can aim for promotion and in result, a higher salary. This can
lead to chronic stress. Cultural differences have also shown to have some major effects on
stress coping problems. Eastern Asian employees may deal with certain work situations
differently from how a Western North American employee would.
In order to manage stress in the workplace, employers can provide stress

managing programs such as therapy, communication programs, and a more flexible work
schedule.
8
1.1.4 Medical environment
A study was done on the stress levels in general practitioners and hospital
consultants in 1999. Over 500 medical employees participated in the study done by R.P
Caplan. These results showed that 47% of the workers scored high on their questionnaire
for high levels of stress. 27% of the general practitioners even scored to be very
depressed. These numbers came to a surprise to Dr. Caplan and it showed how alarming
the large number of medical workers become stressed out because of their jobs.
Managers stress levels were not as high as the actual practitioners themselves. An eye
opening statistic showed that nearly 54% of workers suffered from anxiety while being in
the hospital. Although this was a small sample size for hospitals around the world ,
Caplan feels this trend is probably fairly accurate across the majority of hospitals.
1.1.5 Stress management programs
Many businesses today have begun to use stress management programs for
employees who are stress at having trouble adopting to stress at the workplace or at
home. Some companies provide special equipments adapting to stress at the workplace to
their employees, like coloring diaries and stress relieving gadgets. Many people’s have
spill over stress from home into their working environment there a couple of ways
businesses today try to alleviate stress on their employees. One way is individual
intervention. This stars off by monitoring the stressors in the individual. After monitoring
what causes the stress, next is attacking that stressors and trying to figure out ways to
alleviate them in any way. Developing social support is vital in individual intervention,
being with others to help you cope has proven to be a very effective way to avoid stress.
Avoiding the stressors altogether is the best possible way to get rid of stress but that is
very difficult to do in the workplace. Changing behavioral patterns, may in turn, help
reduce some of the stress that is put on at work as well.
Employee assistance programs can include in-house counseling programs on

managing stress. Evaluate research has been conducted on EAPs that teach individual
stress control and inoculation techniques such as relaxation, biofeedback and cognitive
restructuring. Studies show that these programs can reduce the level of physiological
arousal associated with high stress. Participants who master behavioral and cognitive
stress-relief techniques report less tension, fewer sleep disturbances, and an improved
ability to cope with workplace stressors.
9
Another way of reducing stress at work is by simply changing the workload for
an employee. Some may be too overwhelmed that they have so much work to get done, or
some also may have such little work that they are not sure what to do with themselves at
work. Improving communications between employees also sounds like a simple
approach, but it is very effective for helping reduce stress sometimes making the
employee feel like they are a bigger part of the company, such as giving them a voice in
bigger situations shows that you trust them and value their opinion. Having all together is
a very underlying factor which can take away much of workplace stress. If employees fit
well together and feed off of each other, the chances of lots of stress is very minimal.
Lastly, changing the physical qualities of the workplace may reduce stress. Changing
things such as the lighting, air temperature, odor, and up to date technology.
Invention is broken down into three steps: primary, secondary, tertiary. Primary
deals with eliminating the stressors altogether. Secondary deals with detecting stress and
figuring out ways to cope with it and improving stress management skills. Finally tertiary
deals with recovery and rehabbing the stress altogether. These three steps are usually the
most effective way to deal with stress not just in the workplace, but overall.
1.1.6 Aviation industry
Aviation is a high-stress industry, given that it requires a high level of precision

at all times. Chronically high stress levels can ultimately decrease the performance and
compromise safety. To be effective, stress measurement tools must be specific to the
aviation industry, given its unique working environment and other stressors. Stress
measurement in aviation seeks to quantity the psychological stress experienced by
aviators, with the goal of making needed improvements to aviator’s coping and stress
management skills.
 Performance -based measures

 Subjective measures
 Physiological measures
1.1.7 Stress in Biological terms
Stress is a biological term which refers to the consequences of the failure

of a human or animal body to respond appropriately to emotional or physical
10
threats to the organism, whether actual or imagined. It includes a state of alarm and
adrenaline production, short-term resistance as a coping m mechanism, and
exhaustion. It refers to the inability of a human or animal body to respond.
Common stress symptoms include irritability, muscular tension, and inability to
concentrate and a variety of physical reactions, such as headaches and accelerated
heart rate.
The term ‘’stress’’ was first used by the endocrinologist Hans Selye in
the 1930s to identify physiological responses in laboratory animals. He later
broadened and popularized the concept to include the perceptions and responses of
humans trying to adapt to the challenges of everyday life. In Selye’s terminology,
‘’stress’’ refers to the reaction of the organism, and ‘’stressor’’ to the perceived
threat. Stress in certain circumstances may be experienced positively. Eustress, for
example, can be an adaptive response prompting the activation of internal
resources to meet challenges and achieve goals.
11
1.2 INDUSTRY PROFILE
1.2.1 Overview
Shipping is often the best the least expensive way of moving large quantities of
goods over long distances. The existences of reliable water transportation has been a key
to the economic and political well-being of most nations throughout history. Shipping, or
carriage if goods by water, has played a significant role in the development of human
society over the centuries. Shipping has been crucial link by which commercial
relationship have been established between widely separated parts of the world. There are
two major types of shipping services: shipload services, which move goods in bulk for
one are a few shippers; and line services, which carry relatively small shipments of
general cargo on a regular schedule for many shippers. Some ships are owned by firms
engaged in the production or processing of good in bulk. Examples are tankers owned
by petroleum companies, and bulk carriers owned by steel companies. Most ships,
however, are owned by firms whose prime business is shipping. These owners make
their vessels available to importers / exporters through a highly efficient international
network of shipping brokers.
The Indian shipping industry plays a crucial role in Indian economy. As 90% of
the Nations trade by volume is done via sea. Indian has been the largest merchant
shipping fleet among the developing nations. The Indian shipping industry support
transportation of national and international cargoes and also provides various other
facilities such as ship building, ship repairing. Lighthouse facilities, freight forwarding,
etc. Indian Shipping Industry with emergence of globalization and liberalization is firmly
ready to acquire new dimensions in terms of demand and infrastructural development
1.2.2 History and development
Shipping is often the least expensive way of moving large quantities of goods
over long distances. The existence of reliable water transportation has been a key to the
economic and political well-being of most nations throughout history. For example, the
merchant fleet of Great Britain during the Industrial Revaluation was instrumental in the
growth of that nation as a world power. Shipping services have always been an economic
lifeline for Canadians. For the first settlers, ships were the source of essential suppliers
from the Old World, any they provided the means by which fur, agricultural, forestry and
12
mining products could be marketed. In eastern Canada, especially in the Maritimes, a

tradition based on SHIPBUILDING, fishing and trade flourished.
Terms and in value, it is much lower to a merger 12% of India’s total overseas
shipping bill of USD 5.0 billion. It is due to the negligible share of ship owners in the
Indian trade of high value of goods like general cargo and containers. The focus is on
Indian trade and ship owners share in the country’s overseas trade is hardly 30% in
volume.
Shipping industry is meaning not only just vessels and tonnage. Shipping
Capabilities of any country are not solely measured in terms of the quantum of tonnage
under control. While I knowledge based economy, soft intangible parameters like human
capital, Information technology and expertise are becoming increasingly important for
increasing innumerable opportunities. Today India has become the source of quality
seafarers to global ship owners. Indian shipping forms normally rely on the inherent IT
Skills of Indian to play a pivotal role in IT activity involved in international shipping and
the country can come up with a business center for information processing requirements
of the international ship owners.
Container shipping was first introduced in the 1950s and since the late 1960s has
become the most common method for transporting many industrial and consumer
products by sea. Container shipping is performed by container shipping companies that
operate frequent scheduled or liner services, similar to a passenger airline, with pre-
determined port calls, using a number of owned of chartered vessels of a particular size in
each service to achieve an appropriate frequency and utilization level. Container
shipping has a number of advantages compared with other shipping methods, including:
 Less cargo handling. Containers provides a secure environment for cargo.

The contents of a container, once loaded into the container, are not directly
handled until they reach their final destination.
 Efficient port turnaround. With specialized cranes and other terminal
equipment, container ships can be loaded and unloaded in significantly less
time and at lower cost than other cargo vessels.
 Highly developed intermodal network. Onshore movement of containerized
cargo, from points of origin, around container terminals, staging or storage
13
areas and to final destinations, benefits from the physical integration of the
container with other transportation equipment such as road chassis, railcars
and other means of hauling the standard sized containers. A sophisticated
port and intermodal industry has developed to support container
transportation.
 Reduced shipping time. Container ships can travel at speeds of up to 25
knots, even in rough seas, thereby transporting cargo over distances in
relatively short periods of time.
1.2.3 Size of Industry
Indian shipping industry has become the 14 th largest fleet in the world as per
deadweight tonnage. The shipping fleet of Indian consists of around 515 vessels with a
grt of 7.06 million and dwf of 11.5 Million ones. It has about 616 ships, with a total
capacity of 6.62 million tons Gross Registered Tonnage (GRT). Out of which about 258
ships are engaged in overseas trade and rest ply inland routes.
1.2.4 Growth in global containerization
Recovery the Russian container market continued in the second half of 2017,
posting 16% growth was principally driven by a revival in import, due to improved
consumer demand, along with increased containerization of exports
According to data from dreary, growth in the Russian container market was one
of the highest growing worldwide, significantly exceeded the global average growth rate
in 2017 of 6.3%. laden imports were the primary engine of growth. Volumes in this
market segment grew by 19% from 1.57 million TEU in 2016 to 1.87 million TEU in
2017. The recent growth of consumer confidence as a result of a stable rouble, lower
inflation rates and the growth of real incomes spurred a greater demand for imported
goods over the years, which in turn become the principle driver of laden imports.
These positive trends also continued in exports. The growth in exports of goods
from Russia, together with the continuing containerization of Russian export channels
resulted in a 12% growth in laden containerized exports over the course of 2017. The
sustained nature of this trend is evidenced by the fact that laden containerized exports has
grown by more than 50% in only four years: from 0.76 million TEU in 2013 to 1.2
million TEU in 2017. Accordingly, the share of laden containerized exports across Russia
14
exceeded 60% in 2017, approaching 80% in the north west of the country, while the
comparative share was as low as a third only as recently as 2013.
1.2.5 Top Leading Companies
 Ultratech Cement
 State- owned shipping corporation of India (SCI)
 The private sectors Great Eastern Shipping have mixed fleets.
 Essar shipping focuses on the energy trade and mainly operates tankers.
 Gujarat Ambuja Cement Limited
 Chowgule Shipping with Bulk Cargoes like Iron Ore, Coal, Grain and fertilizers.
 Varun shipping company is mainly into Wet, Dry bulk, gas and Chemical
transport sectors.
1.2.6 Economic significance
Shipping is especially important to Canada because of the important of trade in

the economy (in 1996, exports were 33.5% and imports 29.2% of Gross Domestic
Product) and the important of water transport in facilitating this export and import trade.
About one third of exports and over a quarter of imports by value are transported by
water, more than half of this by liner vessels. Although trade with the US is dominant and
mostly by land transport, shipping is vital to the competitiveness of resource-based
products in world markets. Linear shipping accounts for more than one half of the value
of exports. However, because of the volume of resource exports and oil imports, the
quantity of goods carried by shipload services greatly exceeds that carried by linears.
Although the Canadian registered deep-sea fleet is small, officers and crews are
needed to operate vessels on domestic routes. Vessels arriving from abroad require a
variety of services, including Canadian pilots and tugs to bring them into port, as well as
repair facilities and supply services in port. The movement of the cargoes themselves
also creates considerable employment. For example, longshoremen help load and upload
cargoes on the docks, and many persons, such as customs and insurance agents, look after
documentary and other related requirements. Shipping agents, located in port cities, sell
shipping services and co-ordinate the arrangements for ships and handling of cargo.
15
1.2.7 Domestic and transport Routes
Domestic shipping can be divided into 3 main categories. East Cost traffic
consists primarily of fuel, pulpwood and general cargo shipments to Newfoundland and
along the coastlines of the Maritime provinces and into the St Lawrence. The St
Lawrence Great Lakes traffic is by far the most important route. The main commodity
movements are grain from the Lake head to the St Lawrence ports, and IRONORE from
Canada to the US .West Coast shipping services include the movements of forest products
and other natural resources, often by tug and barge operations. On both east and west
coasts there is an extensive network of ferry services. Other shipping services include
occasional intercostals movements of bulk commodities, barge services on the
MACKENZIE RIVER and supply services to Arctic communities. Shipping is a key to
the development of Canada’s North, a means by which natural resources can be reached.
The supply lines to many remote northern communities are maintained as the
weather permits. In 1969 the American tanker SS Manhattan successfully navigated the
NORTHWEST PASSAGE with the aid of a Canadian Coast Guard Vessels, thereby
providing the mineral And petroleum resources in remote northern areas could be
reached by water.
 Overseas shipping
Canada’s most important overseas trading partners are Japan, Great Britain and
other western European nations, so that the busiest shipping routes are the North Atlantic
and the North Pacific. Significant ties are maintained with the all regions of the world,
and bulk shipping services are available as needed. Canada’s trade is carried in vessels
registered in many different countries. Many of these deep-sea vessels are registered in
so-called flag-of-convenience nations, such as Liberia and Panama, where favorable tax
and legal environments permit lower-cost operations.
1.2.8 Ships and port facilities
Ships and port facilities are efficiently serving Canadian trade. Specially
designed ships and port facilities have been built to accommodate particular commodities.
In eastern Canada, for example, ship called LAKE CARRIERS are built to the
maximum allowable seaway dimensions. Maximum-sized lakers can carry about 29000
tones (28000 cargo capacity, 1000 fuel etc).
16
On the West Coast, the self-dumping log large has been developed for use in the
forest industry. Roberts Bank. BC, is the site of large coal supper port, specially designed
to handle the large volume of coal which arrives by rail for export overseas. Modern
container terminals are essential to the liner services of Halifax, Montreal and Vancouver.
The government implemented the recommendations of the 1985 task force on

deep-sea shipping by amending tax regulations so that the management of international
shipping could be conducted in Canada without exposing the earnings of the shipping
services to cooperate tax until distributed . This made Canada competitive with other
countries as most ship owners do not pay tax. The result has been increase in the number
of ship owners in Canada and an increase in employment opportunities . while several
existing Canadian companies have retained their prior structure, for example, Canada
maritime and Fednav Ltd, other companies have been able to expand into ship ownership,
for example, Canadian transport company. A number of companies have moved into
Canada; the largest is Teekay shipping , a public company specializing in oil tanker
shipping.
 Regulation
Most shipping is by nature international – the carriage of goods between

countries and across international waters. A ship may be owned, financed, registered,
insured, and managed, each in a different country, it becomes subject to the laws of that
country at all times. Each country has the right to establish its own shipping laws.
International shipping conventions have been reached by a number of intergovernmental
organizations such as the International Labour Organization (ILO) and the International
Maritime Organization (IMO). Many of the conventions have been ratified by Canada.
The United Nation Conferences of the Law of the Sea (UNCLOS) has
established a new regime of international maritime law of interest to ship owners and
shippers. UNCLOS defines international maritime boundaries and, therefore, the extent of
coastal state jurisdiction in environmental- protection and coastal shipping regulation.
In Canada, shipping falls under the jurisdiction of the federal Department of

TRANSPORT. The Canada shipping Act sets out the basic rules for ships flying the
Canadian flag or operating in Canadian waters. The CANADIAN COAST GUARD
ensure that ships meet the requirements of the Shipping Act and follow pollution-
17
prevention procedures. The Canada Transportation Agency (formerly National

Transportation Agency; CANADIAN TRANSPORT COMMIT ION) is responsible for
economic regulation : for example, shipping conferences must file their rates with the
agency. The Canada Maritime Act of 1997 proposes to decentralize the management of
ports by allowing major ports to form self-funding port corporation.
1.2.9 Recent developments
Significant technological advances have occurred in shipping. In Canada,

improvements have included the development of the self-unloading carrier for use
internationally as well as in the Great Lakes – St Lawrence Seaway trade. The size of
ships carrying containers internationally has continued to increases; the largest vessels
now carry over 6000 containers, measured in 20-foot equivalent units (TEUS). Liner
companies are integrating their services through mergers and alliances. Large specialized
ships continue to be developed; among the most specialized are the liquefied natural gas
carriers. Ports and inland transportation services are changing to meet the changing needs.
The development of trade will be linked, as always, to cost- reducing technologies in
shipping.
1.2.10 Global trading database
Throughout bill of loading data we revival world trading secrets that help buyers,
suppliers, 3PL, shipping companies, banks, customs, ports authorities , brokers factories,
manufacturing parties and global traders to redefine full view of trading market needs
internally or externally and provide a full picture of trading volumes, commodities, peak
seasons and variations to open new markets and create new opportunities to make good
advantages in the right timings. And to provide all related parties the right elements to be
on track with the latest and most reliable and secure business around the globe. It’s not an
easy target to track Top traders in the globe markets.
Great Export Import’s business of customs data offers real 6,240,498 overseas
buyers, 4,793,295 worldwide suppliers, Billions B/Ls. So far, there are 14 countries
customs data at Great Export Import Bill of loading has been updated to 1/30/2017,
also a certain country ‘s last update date of B/L at Official answer. You can search for
buyers & suppliers of US, UK Pakistan, India, south Korea , and other Asian & European
countries through product keyword, company name, and 8- digit HS codes crating selling
18
lists, customizing solution of accounts maintenance , exporting new markets with be

helpful by bill of loading. Here we provide a great future to help you get a better use of
data like exporting the contacts, searching for reference Email ,company label
management, advanced searching.
19
1.3 COMPANY PROFILE
JBJG Logistics, (JBJG) is an Tuticorin based international general trading

company opened with intention to export-import various products worldwide. With
discipline and ethics, JBJG possesses a thorough understanding of the global procurement
and trading market gained through our business experience.
The company founders are M.R. Shakthi Vinayagam, C.M. Joshua,

Mrs.Rajkamal Petro and Jeeva Jothi. The company was established in 01-07-2015 at
Tuticorin and its registered address is 106j/57b, Millerpurem, Tuticorin, Tuticorin Tamil
Nadu India 628008. Last year JBJG logistics got Best Volume Award 2018-2019 highest
volume of award. This year 2018-2019 the company got biggest handle at Tuticorin Port
Rust. About 3, 50,000 MTS Cargo major competitors more than 6-7 company in
Tuticorin. There are 400 employees working in the company.
JBJG logistics is an India Buyer. The following Data of trade reports come from
customs data. This company’s import data update to 2018-07-16, total of 3 transactions.
Based on these data, we made statistics and summary from the trade partners, import-
export ports, purchasing countries, HS codes, and contact information. It will help to
improve the use sufficiency of this trade data. This picture is the market trend analysis of
JBJG logistics about a near year and we can learn this company’s procurement cycle and
business stability from the quantity, weight, price, and the number of transactions.
To ensure success JBJG has a global trading and shipping network with offices in
UAE and SINGAPORE. JBJG started with support of group associates Oceanic Ship
management FZE and Chen Ship management PTE LTD, which expanded over the years
to UAE, Malta, Singapore, Malaysia, India. In order to provide our customer with a
quality product at competitive prices, we established companies in the strategic global
markets.
1.3.1 LOGISTICS
Our services include international air and sea transport solutions. Import and
export customs clearance, Airfreight consolidation with door to airport and door to door
services, Ocean Freight – Full Container Load &Less than Container Load Services, Sea
Air movement, Sea Shore shipment, transshipment, cross shipment arrangements,
warehousing & distribution, overland transportation to middle east and worldwide – FTL
20
& LTL, Procurement & outsourcing, project management, consultancy services and many
more.
We take the time to understand your company’s logistics needs. Our personal
involvement and global network ensure that your shipments will meet all regional ,
national and international regulations to help minimize delays and maximize productivity.
We are proud to be able to bring added value to the logistics operating chain and, through
that, to create storing growth, opportunities with customers and partners.
1.3.2 SEA TRANSPORTATION
(JBJG) and (JBJG) s associates are also involved in Vessel Chartering i.e.
Voyage Basis and Time Charter Basis. Vessels are chartered for own trade of Aggregate,
sand steel, cement etc plus as per other clients requirements.
1.3.4 MARKETING ADVISORY SERVICES
The consultancy is a trusted business partner that can work with your company to
drive value for money, marketing solutions for profitable growth. Our experience and
expertise of over 25 years of marketing and creative promotional experience to your
management team you will have enlisted a powerful specialist in addressing many
business issues.
The consultancy’s Advisory professionals provide advice and assistance to enable

companies, intermediaries and public sector bodies to mitigate risk, improve
performance, and create value. The consultanzy provide a wide range of management
advisory, Risk advisory and financial advisory Services that can help client respond to
immediate needs as well as put in place the strategies for the longer term.
The consultancy’s Business Advisory Services assists clients in strategy

formulation, market-driven feasibility studies, process re-engineering, cost management,
operational processes alignment, information systems planning, technology
implementation program management, and change enablement. The practice aims to
provide clients with integrated solutions to enhance performance through the synergy of
strategy, processes, people, and technology.
Our professionals will assist and guide you in the following areas…
21
 Company formation & registration

 Financial advisory
 Tax planning
 Branding
 Brand positioning
 Supply Chain Management (SCM)
 Customer Relationship Management (CRM)
 System development & implementation
 Power Management
 HRD
 Internal audit
1.3.5 COMPETITORS
 Yashwanth Logistics Private Limited

 Chith Warehouse Private Limited
 Coast-to-coast Shipping Limited
 Cristal Logistics Private Limited
 Vishnusurya Logistics Private Limited
 Rockfort Trades (India) Private Limited
 Gullivers Tours & Travels (India) Private Limited
 Karmal Shipping Lines Private Limited
 Hanna Transporting Private Limited
 Adi Logistics And Warehousing Private Limited
 Boatguru Private Limited
 Adlen Enterprises Private Limited
 Maxen Shipping Private Limited
 V R Chartering And Marine Consultancy Private Limited
 Far And Wide Transport Private Limited
 Trans Asian Shipping Services Pvt Ltd
 J N Freight Forwarders Private Limited
 Fomar Logistics And Warehousing Private Limited
 Chakiath Air Travels And Cargo Private Limited
 Teofila Logistics Private Limited
22
1.3.6 MISSION
COT is committed to consistent to pursuit of excellence dedicated to continually

improving our business to provide our customers with products & services that fully
satisfy the customer’s requirements. This commitment ensures high standards in quality
and reliability of our products & services, with strict adherence to client requirements and
policies and resourceful work force in being the most trusted services provider, creating
“Delighted Customer.”
1.3.7 VISION
Our professionals team of employee’s possesses the expertise and clear-cut

understanding to evaluate and assess client requirements in any strategic area. According
to our clients & customer objectives, we provide excellent customer service & feedback
throughout the entire Supply Chain cycle. “Our vision is to provide our clients with
quality products and customer services to include abiding by our word to follow through
on our promises and commitment”. We believe that exceeding our clients and customers
expectation at every given opportunity is the only path to our mutual success and long
lasting business relation.
23
1.4 PRODUCT PROFILE
JBJG Logistics, (JBJG) is an UAE based international general trading company

opened with intention to export-import various product worldwide. The company is
focused in trading and transportation of aggregate, cement, steel, sand, hardware, GI
Pipes, PVC Pipes, Interlocks, Hollow Blocks, Granite, Marbles, Roofing sheet and all
types of building materials. COT is supported by their sea transportation companies for
the carriage of goods worldwide. Having established a well dedicated and well
experienced team with ample knowledge of sourcing the best products at best prices with
in short period is the driving force for the foundation of COT worldwide.
JBJG’s main areas of trade are as below:
 Aggregates - various sizes (mm) in bulk/ bagged

 Cement - Portland cement of various grades ( mainly 42.5 & 52.5 grades)
 Steel - deformed bars – 6 mm to 24 mm –Emirates/ Turkey / Omen
 Sand - River Sand / M.Sand (bulk / bagged)
 Hardware tools / safety tools
 GI Pipes – all sizes
 PVC Pipes - all sizes
 Interlocks - major kinds of interlocks
 Hollow Blocks – all sizes / shapes
 Granite & Marbles - (Rajasthani Stones)
 Roofing Sheet
24
CHAPTER-II
REVIEW OF LITERATURE
2.1 REVIEW OF LITERATURE
A review on the previous studies on stress among the employees is necessary to

know the area already covered. This will help to find our new areas uncovered and to
study them in depth. After understanding the concept of stress, we need to study the
previous studies in order to have a larger view of various effects of stress on employees.
This will surely lay down the scope of the topic for further research. The earlier studies
made on stress among the employees are briefly reviewed here.
Pestonjee (1992) the suggested in this study defines stress as occurring when
demands on an individual exceed his adjustment resources. He is of the view that while
stress is generally believed to have a deleterious effect of health and performance, recent
research has revealed that a minimal level of stress is essential for effective functioning. It
is the individual’s reaction to stress which make all the difference and may prove to be
harmful. According to him the interest in the issue has been rising and calls the present
centaury as the ‘age of anxiety stress.’
Selye (1956) the suggested in this study generalized adoption theory, stress is
defined as any reaction of the body to demand. Demands can be anything ranging from
physical injury or tension to extreme heat or cold. Stressors can be psychologically,
physically or socially inflicted. In Seyle’s theory, the body reacts to stress sequentially,
according to three stages. The first is alarm stage. A typical physical reaction to the alarm
stage is movement of the body’s defence mechanism, such as a change in hormone levels
with the expansion of the adrenal cortex. Psychological reactions to the alarm stage occur
in three steps; alertness to stressor, augmented anxiety levels, followed by task and
defence oriented behavior.
Selye, (1956) the suggested in this study in the exhaustion stage, body cannot resist
stress any further. Physical reaction includes swelling and depletion of adrenalin glands
damage to the lymphatic system. Psychological symptoms can be as serve as
disorganization of perception and thoughts. The body exhibits symptoms to damaging
stress in biological manifestation. These manifestations can be anxiety, irritability,
25
headaches, gastrointestinal upset, high blood pressure and depressive symptoms (Selye,
1956)
Lazarus & DeLongis, (1983) the state in this study, who have done extensive
work in the field of stress, developed models of life stress as it exists in the research.
These two different models are the life events and daily of the stress as it exists in the
research. These two different models are the life events and daily hassles. In the life
events model, it is argued that certain life events bring about change and force the
individual to adapt, causing stress (Lazarus & De Longis, 1983). The second model daily
hassles, Lazarus and De Longis, argued , is the basis of defining stress. Daily hassles is a
term used to identify the exasperating and stressful burdens people deal with very day that
increases stress levels. Anxiety about losing weight, understanding work and lack of
family time. Would all be considered daily hassles.
Chay (1990) The state in this study word stressor means any tense happening
or circumstances emerging from the environment or from inside the individual. Stressors
generate mental or physiological response which are mostly harmful and sometimes signs
of psychological or physical defects are observed. The stress response is the result of the
stress that occurs from the stressor. Stress the reaction to a stressor by which a person is
suffered both mentally and physically. The response of stress may be benign or serious
which depends on the type and intensity of the stressor and sensitivity of individuals to
stress.
Lazarus & Cohen (1977) the states in this study there are three common type of
stressors : (1) calamitous occurrence which guides to hasty, rare, strong distinct
circumstances or related happening by which a large numbers of people are influenced
e.g. natural calamity, war, to move to a different location, (2) Major transitions that threat
flexible abilities of individuals likewise calamitous occurrences but influencing less
number of persons e.g. death f a dear, job last, sickness, and,(3) daily problem which
guides to constant, steady and repeated issues e.g. lack of job satisfaction, travelling to
work, having dispute with companion/ partner, job clashes between employees. These
three categories of stressors have closeness in the sense all have cruel stimuli. Most
common stress is the job stress which is faced by the employees at work.
Cox, Griffiths & Rial-Gonzalez, (2000) the suggested in this study research
studies on the work stress show that various organizational factors are responsible for
26
anxiety and negative health outcomes. Literature agrees on the stressors i.e. what are the
causes of stress and strain i.e. outcomes of the stress. Stressors can be of two types :
physical or psychological. Both type of stressors can affect health mentally and can work
together many interact with one another.
Griffiths (1998) the state in this study increased hustle and bustle type of routine
because of the pressure in the new era of large scale companies and an increase in
competition could result in a stressful environment. Many problems can lead to stress
like less control at work, a few vocations, increasing duty hours, less bonus, no security
of jobs, and least chances of promotions. Sometime a few other factor are also
responsible like no significant work, less time more work, little help, no feedback, work
not matching to the skills, work conflicts and conflict with other employees.
Rahman (2013), CUPE (2003) the state in their study we cannot avoid stress
at workplace and in our personal lives. Some organizations have low stress and some
have high stress which adversely affects the health of its employees. Justice in an
organization is a circumstantial factor at work which creates positive low stress in an
organizational environment. There are negative relationships between workplace stress
and health of an employee. Long working hours and work burden are observed the most
important stressors in this study. Physical working conditions are also causing stress i.e.
Noise, insufficient lighting, low or high temperature, less space more employees, badly
managed working environment, improper circulation of air, poor plan of office building,
exposure to dangerous machinery and lack of entertainment facilities. These stressors are
causing stress in an organization.
Welford (1973) Cox and Griffiths (1995) the suggested in this study
introduces specific form of approach to stress, based on stimulus in which he defined
stress in terms of demand. He suggested that human body will perform better in case of
balanced demand and a tranquility of mind is maintained identical to the physiological
homeostasis. If the demand is extremely high or extremely low, performance will be
influenced. According to Cox & Griffiths (1995), majority people are agreed on that there
is no specific definition of stress. Indicate that there are maximum three different ideas to
define the stress. These ideas are engineering approach, physiological approach and
psychological approach.
27
French, Caplan & Harrision, (1982) the suggested in this study the Person-
Environment-Fit model states that the congruence level or fit between an individual and
his working environment can have major effect on health, prosperity and performance.
The key assumption of the person environment fit theory is that stress originates when
there is misfit between person and environment – from both components combined
because factor of each component relate to another. Stress emerges when an individual
observes that working environment is not satisfied from work. These inconsistencies
create stress which has negative impact on the health of employees.
Johnson & Hall, (1988) the state in this study job demand-control model is a
model of job stress which is broadly used to show the relationships between job stress and
employee health. The basic theme of this model is that stress occurs when employees
have high demand and low job control. High level of stress will affect negatively to the to
the health of an employee. When demand is low and job control is high, the skills of an
employee may decrease. Another aspect of this model was social support at work.
Mark (2008), Cox and Ferguson (1991) the suggested in this study framework
of occupational stress has five stages. The first stage shows the demands of working
environment. The second stage show the perception of an individual of these job demands
related to his ability to manage. Stress is considered a psychic condition which originates
when there is imbalance between the perception of job demands and feeling of an
individual about his ability to deal with it. The third stage is linked with the psychological
and physiological changes experienced by an individual as a result of stress and involves
secondary judgment and managing. States that when a person is facing stress,
psychological changes will occur in him like mood variation and emotional feelings.
Anxiety, feeling of broken down and sadness etc are the signs of stress.
Cooper, Dewe, O. Drisco( 2001); Spector, (2003); Parkes, (1994) the

suggested in this study if a person has knowledge of obstacles that cause stress, he tries
to adjust in the situation or tries to adjust the situation. If a person is unable to do so, it
will lead to adverse health outcomes. The fourth stage shows the result of managing and
final and the fifth stage is response which results in association with the other stages
(Mark, 2008). There is much research done on the influence of elements of individual
characteristics i.e. locus of control, self-efficacy, hardiness etc, and its connection with
28
the health. Information available on these elements, functioning as mediating and

moderating variables, is considerably provisional.
Oxington, (2005) Lazarus & DeLongis, (1983) the suggested in this study
further elaborated on the works of Lazarus and DeLongis. Oxington considered stress to
the body’s physical reaction to a situation that is disagreeable. He described how different
events cause different degrees of stress; for example, missing the bus or train or waiting
in a relatively long queue can cause mild stress, would be considered daily hassles. The
death of a loved one or loss of a job can cause severe stress, making this type of life
changing event a life event.
Caplan, Cobb, French, Harison, & Pinneau, (1975) the suggested in their
study triggers causing stress, also known as stressors are “characteristics of the job
environment which pose a threat to an individual”. When we talk of good work culture, it
is indicative of those stressors being lesser in number, frequency and intensity but no
work environment is completely free of these stressors. Systematic efforts to identify,
control and manage the factor that induce stress in among the employees is something not
all organization can afford to do.
Caplan & Jones, (1975); Khan & others, (1964); Sales, (1970) the
suggested in their study there are quite a few papers that have discussed role overload
and its impact on individuals and stress. The role overload and the resultant impact on the
stress on the individuals and also the result and productivity have been studied. Role
overload is explained as, when an individual is expected to do tasks in the given available
time. There s pressure felt by the individual while performing his of her role and role
overload results in job dissatisfaction ( Khan et.at., 1964) Dwyer & Ganster, (1991)
have used the term work overload in their research and demonstrate that perceived control
enhanced the positive relationship between work satisfaction and role overload.
Sieber ( 1974) the suggested in this study went even further, arguing that being
involved in numerous roles which is also termed as, role accumulation, has many
rewards. These rewards include rights and privileges that come with the role, resources
for status enhancement and role performance, personality enrichment and ego
gratification and social security. Role privileges include inherent rights that are built into
the role that serves as inducement to recruitment and continuous of role performance. For
example, work roles often include vocation time, access to low cost insurance,
29
opportunities for promotions, status and a sense of doing something important. The more
roles on occupies, the more privileges one has available (Sieber, 1974).
Thoits, (1983) asserted that people get a sense of identity from their roles.
Roles requirements give purpose, meaning, direction and guidance to one’s life. This
sense of meaningful existence and purposeful, ordered behavior are crucial to
psychological health. Furthermore roles produce ego-gratification or the sense of being
appreciated or needed by others. A lack of roles in people’s lives leaves them without a
sense of who they are and how to behave. They may experience anxiety, depression or
even severely disorganized behavior (Rose, 1962).
Costa & McCrae (1990) the suggested in this study to assess stress - the
demands placed on the individual by his or her environment – life-event checklist and list
of daily hassles have been widely used. Such instruments are intended to reflect harmful,
threatening, or challenging aspects of the environment, but they are to be strongly
influenced by characteristics of the respondent, especially the personality disposition of
neuroticism, individuals high on this dimension perceive life as stressful, cope poorly, are
dissatisfied with social supports, have low psychological wellbeing, and make more
somatic complaints. Costa & McCrae, ( 1990) suggested that neuroticism, also referred to
as emotional instability, can be defined as “ an enduring disposition to experience
psychological distress.
30
2.2 PROBLEM IDENTIFICATION
Stress is become a major concern of the times as it can cause harm to

employees health and performance work related, so it necessary for every organization to
know about the stress level, factors causing stress among the employees as well as how
they cope up with stress to make the employees more participative and productive. Major
causes that may lead to stress in working environment are workload and lack of welfare
facilities such as poor lighting, poorly designed office space, lack of privacy and poor air
quality which leads to sleeplessness, obesity, sick and employee absenteeism. So it is
necessary to analyze stress management in JBJG Logistics.
31
CHAPTER-III
RESEARCH METHODOLOGY
Research comprises defining and redefining problems, formulating, hypothesis

or suggested solutions; collecting, organizing and evaluating data, making deductions and
at carefully testing the conclusions or determine whether they fit the formulating
hypothesis or not. Research is an important prerequisite for a dynamic organization. The
research methodology is a written game plan for conducting research. It may be
understood as science of studying. In it the various steps are described that are adopted by
a researcher in studying his research problems.
3.1 OBJECTIVES OF THE STUDY
 To study about the stress level of the employees at work

 To identify the factors causing stress among the employees.
 To study about the effects of stress on employees in JBJG Logistics
 To identifying the coping strategies to manage stress
3.2 SCOPE OF THE STUDY
Stress at workplace can be a real problem to the organization and

employees. Good management and good work organization are the best forms of stress
prevention. The scope of this study would be to identify the level of stress among the
employees at different levels in the organization and how much mentally they are fit to
face this kind of stress, to learn the ways the organization deals to handle the kind of
stress the employees face and also to know how the organization gets affected due to the
stress faced by the employees.
3.3 DATA COLLECTION METHODS
There are two types of data collection namely primary data collection and
secondary data collection.
 Primary data
Primary data was collected within the employees of organization through

survey and personal interview.
32
 Secondary data
Secondary data was collected from various published books, companies,

websites and company old records
3.4 RESEARCH DESIGN
A research undertook is descriptive research. Descriptive research is a fact finding

investigation, which is aimed at describing the characteristics of individual, situation or a
group (or) describing the state of affairs as it exists at present.
3.5 POPULATION OF THE STUDY
Population of the study was 400 employees of JBJG Logistics, Tuticorin.
3.6 SAMPLING SIZE
The sample size taken for the research is 100 employees from JBJG Logistics,
Tuticorin.
3.7 SAMPLE UNIT
The employees of JBJG Logistics are the sample unit in the survey.
3.8 SAMPLING METHOD
The sampling method used in the study was simple random sampling.
3.9 PERIOD OF THE STUDY
The period of study is from 17-12-2018 to 01-03-2019.
3.10 RESEARCH INSTRUMENTS USED
In this study the research instrument used to collect the data is through
questionnaire from the respondents.
3.11 TOOLS FOR ANALYSIS
To analyze data some of the statistical tools were used percentage analysis, chi-
square method, weighted average method, Expected outcome.
The statistical tools used for the research are:

33
 Weighted average method

 Chi square
 ANOVA Test
3.11.1 Weighted average method:
The weighted average formula is used to calculate the average value of a

particular sets of numbers with different levels of relevance. The relevance of each
number is called its weighted .the weights should be represented as a percentage of the
total relevancy. Therefore all weights should be equal to 100% or 1
Ʃ WX
WEIGHTED AVERAGE ¿
ƩW
3.11.2 Chi-square analysis:
Chi-square analysis in statistics is used to test the goodness of fit to verify the
distribution of observed data with assumed theoretical distribution. Therefore, it is a
measure to study the divergence of actual and expected frequencies. It makes no
assumptions about the population being sampled. The quantity χ 2 describes the
magnitude of discrepancy between theory and observation. If χ2 is zero it means that the
observed and expected frequency completely coincides. The greater the value of χ2, the
greater would be the discrepancy between the observed and expected frequencies.
(Oi−Ei) ²
χ2 =
Ei
3.11.3 ANOVA Test

Analysis of variance, or ANOVA, is strong statistical technique that is used to
show difference between two or more means or components through significance tests. It
also shows us a way to make multiple comparisons of several population means. The
Anova test is performed by comparing two types of variation, the variation between the
sample means, as well as the variation within each of the samples. Below mentioned
formula represents one way Anova test statistics:
F = MST
MSE
F= Anova Coefficient
34
MST= Mean sum of squares due to treatment

MSE= Mean sum of squares due to error
3.12 LIST OF HYPOTHESIS

There will be no significance difference between age and breaking problems
down into manageable parts
3.13 SPECIAL CONCEPTS
 Stress
Stress is the wear and tear our bodies experience as we adjust to our continually
changing environment; it has physical and emotional effects on us and can create positive
or negative feelings
 Definition of stress
According to the father of stress of research, Hans Selye, “Stress is the spice of
life; the absence of stress in death”.
Stress is defined as an adaptive response to an external situation that results in

physical, psychological, and behavioral deviation for organization participants” .
 Type of stress
 Acute stress
Acute stress is the most common form of stress among humans worldwide.
Acute stress deals with the pressures of the near future or dealing with the very recent
past.
 Chronic stress
Chronic stress is unlike acute stress. It has a wearing effect on people that can
become a very serious health risk if it continuous over a long period of time. Chronic
stress can lead to memory loss, damage spatial recognition and produce a decreased drive
of eating.
 Management induced stress

35
Many managers may unknowingly contributes to the stress disorder affricating

their employees. They may do this by inefficiently directing their employees.
 Mental health and stress
The association between mental health and stress has been a focus of mental
health researcher that relationship has been especially at the forefront with in recent years.
Mental health disorders are so numerous that we sample here but a few.
3.14 LIMITATIONS OF THE STUDY
 Even though the employees gave correct information during the unstructured
interview conducted, they gave positive answer while answering the
questionnaire.
 The investigator intended to cover only few areas of stress relevant to the
proposed study.
 As the study was done within a limited time, investigator could not select a
sufficiently large sample for the study. And the organization has the few
employees.
3.15 CHAPTERISATION
Chapter 1 includes introduction, industry profile, company profile and product

profile.
Chapter 2 converse review of literature and problem identification.
Chapter 3 consists of research methodology which includes objectives of the

study, scope of the study, data collection method, research design, population of the
study, sampling size, sampling unit, sampling method, period of the study, research
instruments used to collect the data, tools for analysis, list of hypothesis, limitations of the
study and chapterisation.
Chapter 4 describes data analysis and interpretation.
Chapter 5 contains findings, suggestions and conclusion.

36
CHAPTER-IV
DATA ANALYSIS AND INTERPRETATION
The analysis part is the main part of the research work. The stress management is
an importance for everybody life and the JBJG Logistics employees have more stress
reducing the stress. There is used some objectives for the attains the objectives goal there
following looks were used the following analysis.
 Percentage analysis
 Weighted average analysis
 Chi-square analysis
 ANOVA test
The percentage analysis used to findings the simple average of opinion about
their grievous. Weighted average analysis used to know the importance given to the
variables. Chi-square analysis used to know the find the relationship between the two
related factors and ANOVA test is used strong statistical technique that is used to show
difference between two or more means or components through significance tests.
37
TABLE 4.1.1 Personal details of the employees
Profile Categories No. of. Percentage Total

Respondents
Age 21-30 years 25 25
31-40 years 36 36
41-50 years 28 28 100
Above 50 years 11 11
Gender Male 100 100 100
Marital Married 75 75
Status 100
Unmarried 25 25
Income Below 20,000 11 11
21,000-30,000 17 17
31,000-40,000 38 38 100
Above 40,000 34 34
Source: Primary Data
CHART 4.1.1 Personal details of the employees
250
200
150
Percentage
100 No.of
Respondents
Categories
50
Inference:
From the above table it is inferred that most of employee’s age group is between
31-40 years. And all of them are working male employees. Most of the employees are
married. And most of the employees are below 5 years of work experience. Most of the
employee’s income is from 31000-40000.
38
1. BREAKING PROBLEMS DOWN INTO MANAGEABLE PARTS
TABLE 4.1.2 Breaking problems down into Manageable parts
Breaking Problems Respondents Percentage
Strongly Agree 28 28
Agree 44 44
Neutral 18 18
Disagree 5 5
Strongly Disagree 5 5
Total 100 100
CHART 4.1.2 Breaking problems down into Manageable parts
100
90
80
70
60
50 Percentage
Respondents
40
30
20
10
0
Strongly Agree Agree Neutral Disagree Strongly Disagree
Inference
The table shows that 44% of the respondents are agreed, 28% of the
respondents are strongly agreed, 18% of the respondents are neutral, 5% of the
respondents are strongly disagreed provided and 5% of the respondents are disagreed with
the breaking problems down into manageable parts.
39
2. WORKS VERY INTENSIVELY
Work very Intensively Respondents Percentage

Strongly agree 43 43
Agree 29 29
Neutral 20 20
Disagree 5 5
Strongly disagree 3 3
Total 100 100
TABLE 4.1.3 Works very intensively
CHART 4.1.3 Works very intensively
100
90
80
70
60
50 Percentage
Respondents
40
30
20
10
0
Inference
40
It is found from the survey that 43% of the respondents are strongly agreed, 29%
of the respondents are agreed, 20 % of the respondents are neutral, 5% of the respondents
are disagreed and 3% of the respondents are strongly disagreed that they can work very
intensively.
Work load Respondents Percentage

3. WORK LOAD
Effectively
Agree 36 36
Neutral 17 17
Disagree 8 8
Total 100 100
EFFECTIVELY
TABLE 4.1.4 Work load Effectively
CHART 4.1.4 Work load Effectively

41
90
80
70
60
50
Percentage
40 Respondents
30
20
10
0
Inference
The table shows that 39% of the respondents are strongly agreed, 36% of the
respondents are agreed, 17% of the respondents are neutral and 8% of the respondents
are disagreed with they can handled the work load effectively.
4. SET AND MAKE WORK DECISIONS
TABLE 4.1.5 Set and make work decisions
Set and make work Respondents Percentage

decisions
Agree 42 42
Neutral 23 23
Disagree 0 0
Total 100 100
Source: Primary data
CHART 4.1.5 Set and make work decisions

42
90
80
70
60
50
Percentage
40 Respondents
30
20
10
0
Inference:
The table shows that 42% of the respondents are agreed, 35% of the respondents
are strongly agreed and 23% of the respondents are neutral with they can able to set and
make work decisions.
5. GOOD AMOUNT OF SLEEP AT NIGHT
TABLE 4.1.6 Good amount of sleep at night
Good amount of sleep at night Respondents Percentage
Agree 36 36
Neutral 8 8
Disagree 11 11
Total 100 100
CHART 4.1.6 Good amount of sleep at night

43
100
90
80
70
60
50 Percentage
Respondents
40
30
20
10
0
Inference:
The table shows that 45% of the employees are strongly agreed, 36% of the
employees are agreed, 11% of the respondents are disagreed and 8% of the respondents
are neutral that they have good amount of sleep at night.
6. SHARE BURDEN WITH COLLEAGUES
Share burden with Respondents Percentage

colleagues
Agree 38 38
Neutral 22 22
Disagree 12 12
Total 100 100

44
TABLE 4.1.7 Share burden with colleagues
CHART 4.1.7 Share burden with colleagues

Supervise work of other Respondents Percentage
80
people
70 Strongly Agree 24 24
60
Agree 50 50
50
Percentage
40 Neutral 13 13
Respondents
30
Disagree 9 9
20
10
0
Total 100 100
Inference:
respondents are strongly agreed, 22% of the respondents are neutral, 12% of the
respondents are disagreed that they share burden with colleagues.
7. MANAGE OR SUPERVISE WORK OF OTHER PEOPLE
TABLE 4.1.8 Manage or supervise work of other people
CHART 4.1.8 Manage or supervise work of other people

45
120
100
80
60 Percentage
Respondents
40
20
0
Inference:
are strongly agreed , 14% of the respondents are disagreed, 9% of the respondents are
Neutral and 4% of the respondents are strongly disagreed with they can able to manage
or supervise work of other people.
8. WORK VERY LONG HOUR
TABLE 4.1.9 Work very long hour
Work very long hour Respondents Percentage
Agree 22 22
Neutral 12 12
Disagree 6 6
Total 100 100
CHART 4.1.9 Work very long hour

46
120
100
80
60 Percentage
Respondents
40
20
0
Inference
The table shows that 52% of the respondents are strongly agreed, 22% of the
respondents are agreed, 12% of the respondents are Neutral, 8% of the respondents are
strongly disagreed and 6% of the respondents are disagreed with they work very long
hour.
9. COMPANY FOLLOWS POOR REMUNERATION SYSTEM
TABLE 4.1.10 Company follows poor remuneration system

Poor remuneration system Respondents Percentage
Strongly Agree 0 0
Agree 19 19
Neutral 15 15
Disagree 46 46
Total 100 100
CHART 4.1.10 Company follows poor remuneration system

47
100
90
80
70
60
50 Percentage
Respondents
40
30
20
10
0
Inference:
The table shows that 46% of the respondents are disagree, 20% of the
respondents are strongly disagree, 19% of the respondents are agree and 15% of the
respondents are neutral with the company follows poor remuneration system.
10. WORK DEMANDS AFFECT PRIVATE OR SOCIAL LIFE
TABLE 4.1.11 Work demands affect private or social life
Work demands Respondents Percentage
Agree 31 31
Neutral 36 36
Disagree 15 15
Total 100 100
CHART 4.1.11 Work demands affect private or social life

48
80
70
60
50
40 Percentage
Respondents
30
20
10
0
Inference:
The table shows that 36% of the respondents are neutral, 31% of the respondents
are agree, 18% of the respondents are strongly agree and 15% of the respondents are
disagreed with the demands of work affect private or social life.
11. LACK OF ENCOURAGEMENT FROM SUPERIORS INFLUENCE

PERFORMANCE
TABLE 4.1.12 Lack of encouragement from superiors influence performance
Lack of encouragement Respondents Percentage
Agree 28 28
Neutral 49 49
Disagree 6 6
Total 100 100
CHART 4.1.12 Lack of encouragement from superiors influence performance

49
120
100
80
60 Percentage
Respondents
40
20
0
Strongly Agree Agree Neutral Disagree Stongly Disagree
Inference:
are agreed, 12% of the respondents are strongly agreed, 6% of the respondents are
disagreed and 5% of the respondents are strongly disagreed with lack of encouragement
from superiors influence performance.
12. COMPANY PROVIDES INADEQUATE TRAINING OR DEVELOPMENT
TABLE 4.1.13 Company provides inadequate training or development
Training or development Respondents Percentage
Agree 38 38
Neutral 40 40
Disagree 7 7
Total 100 100
CHART 4.1.13 Company provides inadequate training or development

50
90
80
70
60
50
Percentage
40 Respondents
30
20
10
0
Inference:
are agreed, 11% of the respondents are strongly agreed, 7% of the respondents are
disagreed and 4% of the respondents are strongly disagreed with the company provides
inadequate training or development.
13. CULTURE OF THE ORGANISATION IS NOT GOOD
TABLE 4.1.14 Culture of the organization is not good
Organisation is not Respondents Percentage

good
Agree 44 44
Neutral 12 12
Disagree 10 10
Total 100 100

51
CHART 4.1.14 Culture of the organization is not good
100
90
80
70
60
50 Percentage
Respondents
40
30
20
10
0
Inference:
are strongly agreed, 12% of the respondents are neutral, 10% of the respondents are
disagreed and 10% of the respondents are strongly disagreed with the culture of the
organization is not good.
14. DEPRESSION AND FEELING OF HELPLESSNESS IN WORKING

ENVIRONMENT
TABLE 4.1.15 Depression and feeling of helplessness in working environment
Working environment Respondents Percentage
Strongly Agree 3 3
Agree 7 7
Neutral 9 9
Disagree 52 52
Total 100 100
CHART 4.1.15 Depression and feeling of helplessness in working environment

52
120
100
80
60 Percentage
Respondents
40
20
0
Inference:
The table shows that 52% of the respondents are disagreed, 29% of the
respondents are strongly disagreed, 9% of the respondents are neutral, 7% of the
respondents are agreed and 3% of the respondents are strongly agreed with depression
and feeling of helplessness in working environment.
15. INCREASE IN SOME HEALTH RELATED PROBLEMS
TABLE 4.1.16 Increase in some health related problems
Health related Respondents Percentage

problems
Strongly Agree 6 6
Agree 4 4
Neutral 9 9
Disagree 44 44
Total 100 100
CHART 4.1.16 Increase in some health related problems

53
100
90
80
70
60
50 Percentage
Respondents
40
30
20
10
0
Inference:
respondents are strongly disagreed, 9% of the respondents are neutral, 6% of the
respondents are strongly agreed and 4% of the respondents are agreed with there is a
chance for health related problems due to stress.
16. STRESS CREATES CONFLICT IN PRIVATE LIFE
TABLE 4.1.17 Stress creates conflict in private life
Stress creates conflict Respondents Percentage
Agree 51 51
Neutral 22 22
Disagree 4 4
Total 100 100

54
CHART 4.1.17 Stress creates conflict in private life
120
100
80
60 Percentage
Respondents
40
20
0
Strongly Agree Agree Neutral Disagree Stongly Disagre
Inference:
respondents are neutral, 16% of the respondents are strongly agreed, 7% of the
respondents are strongly disagreed and 4% of the respondents are disagreed with stress
creates conflicts in private life.
17. NOT CLEAR EXACTLY IDENTIFY RESPONSIBILITIES IN JOB
Not clear exactly identify Respondents Percentage

responsibilities in job
Strongly Agree 0 0
Agree 10 10
Neutral 15 15
Disagree 46 46
Total 100 100
TABLE 4.1.18 Not clear exactly identify responsibilities in job
CHART 4.1.18 Not clear exactly identify responsibilities in job

55
100
90
80
70
60
50 Percentage
Respondents
40
30
20
10
0
Inference:
respondents are strongly disagreed, 15% of the respondents are neutral and 10% of the
respondents are agree with they are not able to exactly identify responsibilities in job.
18. FEELINGS OF INCOMPETENCE AND WORTHLESSNESS
TABLE 4.1.19 Feelings of incompetence and worthlessness
Incompetence and Respondents Percentage

worthlessness
Strongly Agree 0 0
Agree 0 0
Neutral 20 20
Disagree 44 44
Total 100 100
CHART 4.1.19 Feelings of incompetence and worthlessness

56
100
90
80
70
60
50 Percentage
Respondents
40
30
20
10
0
Inference
respondents are strongly disagreed and 20% of the respondents are neutral with they feel
incompetence and worthlessness.
19. NOT ABLE TO FINISH WORK ON TIME
TABLE 4.1.20 Not able to finish work on time

Not able to finish work Respondents Percentage
on time
Agree 38 38
Neutral 24 24
Disagree 6 6
Total 100 100
CHART 4.1.20 Not able to finish work on time

57
80
70
60
50
40 Percentage
Respondents
30
20
10
0
Inference
The table shows that 38% of the respondents are agreed , 26% of the
respondents are strongly agreed, 24 % of the respondents are neutral, 6% of the
respondents are disagreed and 6% of the respondents are strongly disagreed with they can
not able to finish work on time.
20. COMMUNICATION OF CLEAR GOALS AND OBJECTIVES
TABLE 4.1.21 Communication of clear goals and objectives
Communication of clear Respondents Percentage

goals
Agree 46 46
Neutral 18 18
Disagree 0 0
Total 100 100
CHART 4.1.21 Communication of clear goals and objectives

58
100
90
80
70
60
50 Percentage
Respondents
40
30
20
10
0
Inference
are strongly disagreed and 18% of the respondents are neutral with they have better
communication of clear goals and objectives.
21. ORGANIZES MY WORK IN MORE SYSTEMATIC WAY
TABLE 4.1.22 organizes my work in more systematic way
Organizes my work Respondents Percentage
Agree 40 40
Neutral 26 26
Disagree 0 0
Total 100 100
Source:
59
CHART 4.1.22 organizes my work in more systematic way
90
80
70
60
50
Percentage
40 Respondents
30
20
10
0
Inference:
respondents are strongly agreed and 26% of the respondents are neutral with they can
organizes work in more systematic way.
22. IGNORES THE STRESS EVENT AND RELAX THEIR SELF
TABLE 4.1.23 Ignores the stress event and relax their self
Ignores the stress Respondents Percentage
Strongly Agree 0 0
Agree 10 10
Neutral 18 18
Disagree 47 47
Total 100 100
CHART 4.1.23 Ignores the stress event and relax their self
60
100
90
80
70
60
50 Percentage
Respondents
40
30
20
10
0
Inference
respondents are strongly disagreed, 18% of the respondents are neutral and 10% of the
respondents are agreed with they ignores the stress event and relax their self.
23. TAKING COFFEE OR SMOKING TO COME OUT FROM STRESS
TABLE 4.1.24 Taking coffee or smoking to come out from stress

Coffee or smoking to come out from Respondents Percentage
stress
Agree 44 44
Neutral 13 13
Disagree 7 7
Total 100 100
CHART 4.1.24 Taking coffee or smoking to come out from stress

61
100
90
80
70
60
50 Percentage
Respondents
40
30
20
10
0
Inference:
are strongly agreed, 13% of the respondents are neutral, 7% of the respondents are
disagreed and 5% of the respondents are strongly disagreed with they taking coffee or
smoking to come out from stress
24. WORK CALMLY WHEN UNDER PRESSURE
TABLE 4.1.25 Work calmly when under pressure
Work calmly when under Respondents Percentage

pressure
Agree 32 32
Neutral 22 22
Disagree 10 10
Total 100 100
CHART 4.1.25 Work calmly when under pressure

62
70
60
50
40
Percentage
30 Respondents
20
10
0
Inference:
The table shows that 32% of the respondents are agreed, 26% of the respondents are
strongly agreed, 22% of the respondents are neutral, 10% of the respondents are disagreed
and 10% of the respondents are strongly disagreed that they work calmly when under
pressure.
25. HOLIDAYS WITH FAMILY AND LOVE ONES TO MANAGE STRESS
TABLE 4.1.26 Holidays with family and love ones to manage stress
Manage stress Responsibilities Percentage
Agree 46 46
Neutral 15 15
Disagree 8 8
Total 100 100
CHART 4.1.26 Holidays with family and love ones to manage stress
63
100
90
80
70
60
50 Percentage
Respondents
40
30
20
10
0
Inference:
are strongly agreed, 15% of the respondents are neutral and 8% of the respondents are
disagreed with they spend holidays with their family and love ones to manage stress.
WEIGHTED AVERAGE METHOD
Table No: 4.1.27
OPINION ABOUT FACTOR CAUSING STRESS
SA A N DA SDA Total Weighte

d
S.No Factors Rank
Average
5 4 3 2 1 15 Method
24 50 13 9 4
1 Supervising
381 25.4 2
120 200 39 18 4
52 22 12 6 8
2 Work long hour
404 26.93 1
260 88 36 12 8
Poor 0 19 15 46 20
3
remuneration
64
233 15.53 6
0 76 45 92 20
18 31 36 15 0
4 Work demands
352 23.46 3
90 124 108 30 0
12 28 49 6 5
Lack of
5
encouragement
336 22.4 5
60 112 147 12 5
11 38 40 7 4
Inadequate
6
training
345 23 4
55 152 120 14 4
Interpretation
The above table shows that incase of opinion about factor causing stress, the
respondents ranked 1st for working long hour, 2nd for they manage or supervise work of
other people, 3rd for the demands of work affect private or social life, 4 th for company
provides inadequate training or development, 5th for lack of encouragement from
superiors influence performance, 6th for company follows poor remuneration system.
S. SA A N DA SDA Total
No Weighted
Attributes Average Rank
Method
5 4 3 2 1 15
3 7 9 52 29
Depression
1 and
helplessness 203 13.53 1
15 28 27 104 29
6 4 9 44 37
Health
2
problems 2
198 13.3
30 16 27 88 37
Incompetence 0 0 20 44 36
3
and
65
3
worthlessness 184 12.26
0 0 60 88 36
TABLE NO: 4.1.28
OPINION ABOUT EFFECTS OF STRESS
Interpretation
The above table shows that incase of opinion about effect of stress, the
respondents ranked 1st for depression and helplessness, 2nd for increase in some health
related problems, 3rd for incompetence and worthlessness.
CHI-SQUARE TEST
Chi-square analysis of age and manage or supervise the work of other people
Aim
To test the relationship between age and manage or supervise work of other people
Null Hypothesis:
There is no relationship between age and manage or supervise the work of other people
Alternative Hypothesis
There is a relationship between age and manage or supervise the work of other people
Observed frequency Table
TABLE NO: 4.1.29
Age Strongly Agree Neutral Disagre Strongly Total

Agree e Disagree
66
21- 30 years 5 14 2 3 1 25
31-40 years 8 21 6 1 0 36
41-50 years 8 12 3 3 2 28
Above 50 3 3 2 2 1 11
Total 24 50 13 9 4 100
FORMULA:
Chi square analysis: χ2= (O-E)2 /E
E= Row Total * Column Total / Grand Total
Here, O – Observed Frequency
E - Expected Frequency
Expected frequency Table
TABLE NO: 4.1.30
Age Strongly Agree Neutra Disagre Strongly Total

agree l e Disagree
21-30 years 6 12.5 3.25 2.25 1 25
31-40 years 8.64 18 4.68 3.24 1.44 36
41- 50 years 6.72 14 3.64 2.52 1.12 28
Above 50 2.64 5.5 1.43 0.99 0.44 11
Total 24 50 13 9 4 100
67
68
Calculation of chi- square test
TABLE NO: 4.1.31
O E O-E (O-E)2 (O-E)2 /E

5 6 -1 1 0.166
14 12.5 1.5 2.25 0.18
2 3.25 -1.25 1.5625 0.480

3 2.25 0.75 0.5625 0.25
1 1 0 0 0
8 8.64 -0.64 0.4096 0.047
21 18 3 9 0.5
6 4.68 1.32 1.7424 0.372
1 3.24 -2.24 5.0176 1.548

0 1.44 -1.44 2.0736 1.44
8 6.72 1.28 1.6384 0.243

12 14 -2 4 0.285
3 3.64 -0.64 0.4096 0.112
3 2.52 0.48 0.2304 0.091

2 1.12 0.88 0.7744 0.691
3 2.64 0.36 0.1296 0.049

3 5.5 -2.5 6.25 1.136
2 1.43 0.57 0.3249 0.227

2 0.99 1.01 1.0201 1.030
1 0.44 0.56 0.3136 0.712

Total 9.559
Calculated value = 9.559
Degrees of freedom = (r-1) * (c-1)
= (5-1) * (4-1)
= 12
Table Value = 21.026
Result:
69
Since the calculated value is less than table value, we accept the null hypothesis
(Ho). Therefore there is no relationship between age and manage or supervise the work of
other people.
70
ANOVA TEST
ANOVA test of age and breaking problem down into manageable parts
Null Hypothesis [Ho]:
There is no significance relationship between age of the respondents and

breaking problem down into manageable parts
Alternative Hypothesis [H1]:
There is significance relationship between age of the respondents and

breaking problem down into manageable parts
Observed frequency ANOVA Table
TABLE NO: 4.1.32
Breaking problem
down into manage Strongly Agree Agree Neutral Disagree Strongly Total
able parts Disagree
Age of the
respondents
21-30 year 7 10 4 2 2 25
30-40 year 12 20 3 1 0 36
40-50 year 6 11 7 2 2 28
above 50 year 3 3 4 0 1 11
Total 28 44 18 5 5 100
Calculation:
T=100
T^2/N=100^2/20 = 500
SSC = 28^2/4+44^2/4+18^2/4+5^2/4+5^2/4 -500
= 273.5
SSR = 25^2/5+36^2/5+28^2/5+11^2/5-500
71
= 65.2
TSS = 976-500
= 476
SSE = TSS-SSC+SSR
= 476-273.5+65.2
= 267.7
Calculation of ANOVA Table
TABLE NO: 4.1.33
Source of Degrees of Sum of square Mean square Ratio

variation freedom
Column C-1 SSC/C-1

treatment 5-1=4 SSC = 273.5 = 68.375 Fc = 3.06
Row treatment r-1 SSR = 65.2 SSR/R-1

4-1=3 = 21.733 Fr = 0.97
Error (4)(3) SSE = 267.7 SSE/12
12 =22.308
INTERPRETATION
At 5% level of significant v1= 4, v2 =12 and the table value is 3.26.

Calculated value is less than table value therefore the null hypothesis is accepted.
At 5% level of significant v1 = 3, v2 = 12 and the table value is 3.49.

Calculated value is less than table value therefore the null hypothesis is accepted.
CHAPTER: V
72
FINDINGS, SUGGESTION AND CONCLUSIONS
5.1 FINDINGS OF THE STUDY
The findings of the study based on the information provided by respondents. The
following are the findings of the study on stress management among JBJG Logistics
employees.
 Most of the respondents are in the age group of (31-40 years), most of the
respondents are married, and all of them are working male employees, and most
of the respondents are below 5 years of work experience, Most of the employees
income is from 31000-40000
 Most of the respondents were agreed that they can able to breaking problem
down into manageable parts`
 Most of the respondents were agreed that they work very intensively
 Most of the respondents were agreed with they can handled the work load
effectively
 Most of the respondents were agreed with they can able to set and make work
decisions
 Most of the employees are agreed that they have good amount of sleep at night
 Most of the respondents are agreed that they share burden with colleagues
 Most of the respondents are agreed with they can able to manage or supervise
the work of other people
 Most of the respondents are agreed with they work very long hour
 Most of the respondents are disagreed with the company follows poor
remuneration system
 Most of the respondents are agreed with the demands of work affect private or
social life
 Most of the respondents are agreed with lack of encouragement from superiors
influence performance
 Most of the respondents are agreed with the company provides inadequate
training and development
 Most of the respondents are agreed with the culture of the organization is not
good
73
 Most of the respondents are disagreed with depression and feeling of helplessness
in working environment
 Most of the respondents are disagreed with there is a chance for health related
problems due to stress
 Most of the respondents are agreed with stress creates conflict in private life
 Most of the respondents are disagreed with they are not able to exactly identify
responsibilities in job
 Most of the respondents are disagreed with they feel incompetence and
worthlessness
 Most of the respondents are agreed with they can not able to finish work on time
 Most of the respondents are agreed with they have better communication of clear
goals and objectives
 Most of the respondents are agreed with they can organizes work in more
systematic way
 Most of the respondents are disagreed with they ignores the stress event and
relax their self
 Most of the respondents are agreed with they taking coffee or smoking to come
out from stress
 Most of the respondents are agreed that they work calmly when under pressure
 Most of the respondents are agreed with they spend holidays with their family
and love ones to manage stress
 Most of the respondents are working very long hour
 Most of the respondents are depression and feeling of helplessness in working
environment
 There is no relationship between age and manage or supervise the work of other
people
 There is no relationship between age and breaking problem down into
manageable parts
74
5.2 SUGGESTIONS
 The company can provide more leave facilities to spend time with a family
for managing stress
 The company has to reduce the work hour of the employee to reduce the
stress
 The company can provide fair remuneration
 Employee need more encouragement from superior
 The company should provide adequate training for the employees
 The company has to take initiate to improve their organization culture
75
5.3 CONCLUSION
Stress management is a wide spectrum of techniques and psychotherapies aimed

at controlling a person’s level of stress, especially chronic stress, usually for the purpose
of improving every day functioning. In this context, the term ‘stress’ refers only to a
stress with significant negative consequences, or distress in the terminology advocated by
Hans Selye, rather than what he calls eustress, a stress whose consequences are helpful or
otherwise.
The researcher has to formed objectives such as to study about the stress level
of the employees at work in JBJG Logistics, to identify the factors causing stress among
the employees in JBJG Logistics to study about the effects of stress on employees in
JBJG Logistics and to identifying the coping strategies to manage stress in JBJG
Logistics in order to conduct a thorough study on stress management through the use of
tools such as percentage analysis, weighted average method, chi-square test and ANOVA
test. The research is descriptive in nature. By using these tools and analysis the researcher
aims to conclude by analysing the data obtained during the study through findings and
provide the suggestion for further improvement also the researcher expect to gain more
knowledge about stress management and to bring out further study on this topic.
76
APPENDIX
QUESTIONNAIRE
A STUDY ON STRESS MANAGEMENT IN JBJG LOGISTICS TUTICORIN
Demographic profile
Name : Age :
Gender : Marital Status :
Designation : Department :
Experience : Income :
(Please put a tick mark in appropriate box where, SA- Strongly Agree (5), A- Agree
(4),N- Neutral (3), DA- Disagree (2), SDA- Strongly Disagree (1))
S.No PARTICULARS SA A N DA SDA
STRESS LEVEL OF THE EMPLOYEES AT WORK
1 I am able to breaking problems down into manageable

parts
2 I have to work very intensively
3 I can able to handle work load efficiency
4 I am able to setting and making work decisions
5 I get good amount of sleep at night
6 I feel share burden with colleagues
FACTOR CAUSING STRESS AMONG EMPLOYEES

77
7 I have to manage or supervise work of other people
8 I have to work very long hour
9 I feel that my company follows poor remuneration

system
10 I feel that the work demands affect private or social life
11 I feel that lack of encouragement from superiors

influence my performance
12 I feel that my company provides inadequate training or
development
13 I feel that culture of the organization is not good
EFFECTS OF STRESS ON EMPLOYEES IN JBJG LOGISTICS
14 I feel depression and feeling of helplessness in my

working environment
15 I feel that I have increase some health related problems
16 I feel that stress creates conflicts in my private life
17 I feel that I am not clear exactly what my

responsibilities
18 I am feeling of incompetence and worthlessness
19 I feel that I am not able to finish my work on time
COPING STRATEGIES TO MANAGE STRESS
20 I have well communication of clear goals and objectives
21 I can organizes my work in more systematic way

78
22 Most of the time I ignores the stress event and relax my

self
23 I feel that taking coffee or smoking to come out from
stress
24 I do my work calmly when under pressure
25 I spend holidays with my family and love ones to

manage stress
79
BIBLIOGRAPHY
Book
 Biswanath Ghosh- “ A new look organizational behavior “, Himalaya
Publishing House New Delhi, 1994.
 Kapur S.K, Punia B.K.-“Organizational Behavior and Management”, S.K.
Publishers, New Delhi.
 Stephen P.Robbins, “Organizational Behavior”, Prentice Hall,U.K. 1999.
References
 Beehr T.A. & Newman J. E. (1978). Job stress, Employee Health and
Organizational effectiveness: A fact analysis, model psychology (4), 665-
669.
 McIntyre MT, McIntyre SE (1999) Stress responses and coping resources in
nurses. Psych Analy 3: 513-527.
 Business line, “ the stress is beginning to show”, Financial Express Published
by Hindu, Trivandrum, 1989.
 Kleiner B.H. (2001). The Art and Science of effective Stress Management.
Management Research News, 24 (3), 86-89.
 ILO (2001). Safe work : Stress at work. Retrieved February 25, 2011.
 Ashford S.J. (1988). Individual strategies for coping with stress during
organizational transitions. Journal of Applied Behavioral Science. 24, 19-36
 Clarke S. & Cooper C.L. (2004). Managing the risk of workplace stress.
New Yark Rutledge
 Folkman S (1984).”Personal Control and Stress and Coping Processes: A
Theoretical Analysis”, Journal of Social Psychology, Vol.46,pp. 839-852
 Beena C and Poduval P R (1992), “ Gender Differences in Work Stress of
Executives”. Psychological studies, Vol 37. Nos.2 & 3,pp.109-113
Websites
 www.Wikipedia.com
 www.keltron
80
HIGHLIGHTS OF THE ORGANISATION
Company name - JBJG Logistics
Company status - Active
Founder - Joshua and Sakthivinayagam
Company category - company limited by shares
Company sub category - Indian non government company
Class of company - private
Age of the company - 01/07/2015
Authorized capital - Rs 500,000
Paid up capital - Rs 250,000
Address - 106J/57B, Millerpuram, Tuticorin
TamilNadu, India, 628008

Mba Project

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Mba Project

Uploaded by

Copyright:

Available Formats

1

1.1 INTRODUCTION ABOUT STRESS MANAGEMENT

Stress management is a wide spectrum of techniques and psychotherapies aimed at

Evaluating the effectiveness of various stress management techniques can be

There are several models of stress management, each with distinctive

The most commonly accepted definition of stress (mainly attributed to Richard S

In order to develop an effective stress management program, it is first necessary

 Health realization/ innate health model

Stress management has psychological and immune benefits. Positive outcomes

 Treatment of anger or hostility,

1.1.3 Types of stress

Stress in the workplace is a commonality throughout the world in every business,

In order to manage stress in the workplace, employers can provide stress

1.1.4 Medical environment

1.1.5 Stress management programs

Employee assistance programs can include in-house counseling programs on

1.1.6 Aviation industry

Aviation is a high-stress industry, given that it requires a high level of precision

 Performance -based measures

1.1.7 Stress in Biological terms

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

1.2 INDUSTRY PROFILE

1.2.2 History and development

mining products could be marketed. In eastern Canada, especially in the Maritimes, a

 Less cargo handling. Containers provides a secure environment for cargo.

1.2.3 Size of Industry

1.2.4 Growth in global containerization

1.2.5 Top Leading Companies

1.2.6 Economic significance

Shipping is especially important to Canada because of the important of trade in

1.2.7 Domestic and transport Routes

1.2.8 Ships and port facilities

The government implemented the recommendations of the 1985 task force on

Most shipping is by nature international – the carriage of goods between

In Canada, shipping falls under the jurisdiction of the federal Department of

prevention procedures. The Canada Transportation Agency (formerly National

1.2.9 Recent developments

Significant technological advances have occurred in shipping. In Canada,

1.2.10 Global trading database

lists, customizing solution of accounts maintenance , exporting new markets with be

1.3 COMPANY PROFILE

JBJG Logistics, (JBJG) is an Tuticorin based international general trading

The company founders are M.R. Shakthi Vinayagam, C.M. Joshua,

1.3.2 SEA TRANSPORTATION

1.3.4 MARKETING ADVISORY SERVICES

The consultancy’s Advisory professionals provide advice and assistance to enable

The consultancy’s Business Advisory Services assists clients in strategy

 Company formation & registration

 Yashwanth Logistics Private Limited

COT is committed to consistent to pursuit of excellence dedicated to continually

Our professionals team of employee’s possesses the expertise and clear-cut

1.4 PRODUCT PROFILE

JBJG Logistics, (JBJG) is an UAE based international general trading company

JBJG’s main areas of trade are as below:

 Aggregates - various sizes (mm) in bulk/ bagged

2.1 REVIEW OF LITERATURE

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

Cooper, Dewe, O. Drisco( 2001); Spector, (2003); Parkes, (1994) the

the health. Information available on these elements, functioning as mediating and

2.2 PROBLEM IDENTIFICATION

Stress is become a major concern of the times as it can cause harm to

Research comprises defining and redefining problems, formulating, hypothesis

3.1 OBJECTIVES OF THE STUDY

 To study about the stress level of the employees at work