CHAPTER 4

MANAGEMENT STRATEGIES TO COPE WITH OCCUPATIONAL

STRES

4.1 INTRODUCTION

Globalization, advancement in technology and the complex nature of work has brought
many challenges, problems, and new stressors to the employees (Allen, 1980). The
problem of occupational stress hindered the performance and productivity of the
employees as well as the organization. Work performance or productivity of employees
is the most important element in the growth and development of any organization. The
productivity is related to the physical and psychological well–being of the employees.
The organizations of Information Technology (IT) have been facing several problems
and challenges in this context. The fact is that the occupational stress cannot be avoided
by the IT employees as the systems, procedures and advanced technology is getting
complicated day by day. Every employee working in an IT organization cannot cope up
with the changes taking place in their jobs and this results in the form of occupational
stress among the employees.

Various changes in technology have become a cause of occupational stress and therefore,
it is a very challenging and difficult task in IT organization to separate occupational
stress from the organizations. Therefore, management of occupational stress has become
a precondition for making an efficient and pleasant work environment in the present
organizational scenario. Management of occupational stress by implementing effective
stress management strategies or adopting various stress management techniques has
become very important in today’s IT organizations. Occupational stress is like an
additive, it is good in small quantities only. Therefore, there is need to prevent spiraling
of stress and contain it within reasonable limit so as to avoid its damages and to benefit
from its advantages. The main objective of occupational stress management strategies
and techniques is to manage the stress of everyday life among the employees. There are
several techniques and strategies which can be employed to cope up with occupational
stress. There is a need for good occupational stress management strategies or techniques
for maintaining good organizational environment (Sathasivam and Kumaraswamy,
2014).

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Occupational stress management is now being considered as the most significant and
valuable management technique to enhance the morale of employee and organization’s
productivity. As stated earlier today, all the organizations have realized that the
employees play an important role and they should be kept out of stress to by being given
higher job performance environment. There are several types of management techniques
implemented in majority of IT organizations to manage occupational stress in the
organization (Banu, Santhosh and Venkatakrishnan, 2010). Higher stress jobs have been
identified as these jobs which include hectic time schedule and complexities in work
responsibilities. Due to this, there is a tremendous imbalance between the quality of
personal life and quality of work life. Apart from this, many factors could be held
responsible for being the cause of increasing occupational stress among the employees.
There are many individual stressors, such as role ambiguity, psychological hardiness,
and nature of the employees’ personality, etc. which affect the morale of the employees
on the whole.

Implementation of effective stress management strategies at the organizational level,

should overcome the stressors and it is also true that, none of the occupational stress
management technique can completely overcome the problem of occupational stress, but
these can only minimize it to a negligible level (Greenberg, 2005). Now-a-day’s many IT
organizations are making efforts to minimize occupational stress-related problems. Many
organizations are also trying to cope up with stress-related factors by implementing
various trends and techniques to remove the occupational stress among the employees. It
is necessary for the employees to keep constant stability among their professional and
personal life. It can be said that there should be a proper balance between quality of
personal life and quality of work life. So, employees and the organization get long term
benefits of this.

First of all employees should acquire knowledge and skill to recognize the nature of
work stress, so that one can apply it to cope up with the problem of occupational stress.
The symptoms of stress are usually different from one employee to another employee.
Some employees mainly experience physical symptoms while other employees
experience psychological symptoms. Occupational stress management is needed when an
employee is not able to cope up with the demanding environment. Coping with
occupational stress problem is an alleviating factor, which helps the employees to

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 maintain physical and psychological health during the period of heavy workload. It
involves various intellectual functions and efforts to minimize and to eliminate distress
caused due to occupational stress. Having a proper knowledge, essential skills, a proper
understanding of how to manage, how to cope, minimize and deal with occupational
stress and proper implementation of various management techniques help employees to
feel more relaxed and not to react when the stressful situation arises (Malarvizhi and
Jeyarathnam, 2016).

Table 4.1 Utilization of Stress Management Facilities offered by Organization

Do you utilize stress management facilities `City Total (out of
offered by your workplace? Chandigarh Pune 300)
Yes 141 (71.9%) 55 (28.1%) 196 (65.3%)
No 9 (8.7%) 95 (91.3%) 104 (34.7%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Source: Primary data

The first question asked from the respondents was “Do you use the stress management
facilities offered by the workplace?” As the data show, of the 300 respondents 196
(65.3%) replied in the affirmative while 104 (34.7%) said no. Thus, clearly a majority of
the respondents do make use of the stress management facilities provided by their
employers.

Of the 196 who make use of such facilities, 141 (71.9%) respondents came from
Chandigarh while a much smaller number, i.e., 55 (28.1%) were from Pune city. Of the
104 who did not make use of this facility, 95 (91.3%) were from Pune and only 9 were
from Chandigarh. Thus the stress management facilities were being used more by the
Chandigarh respondents.

4.2 STRESS REDUCING COPING STRATEGIES

Next we tried to identify what stress-reducing coping mechanisms were being made use
of by the 196 respondents who had stated that they were using various coping strategies
offered by their respective organizations. Along with the organizational coping
strategies, the respondents were also asked to specify which individual or personal
coping strategies they used to manage stress.

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Organizational Stress Reducing Coping Strategies

In the preliminary stage of the study the researcher had identified the stress management
strategies that were being offered by the organizations chosen for the study. This
information was acquired on the basis of the literature provided by the said organizations
and by informal conversations with the management and some of the organizational
employees.

1. Health Awareness Programs

Health awareness is the need of the hour today. It is vital and important for employees of
any organization because these affect their aspects of living and working.

Table 4.2(1) Organizational Coping Strategies for Reducing Stress among

Respondents –
Health Awareness Programs
Which of the following stress management City
facilities are utilized by you? Chandigarh Pune Total
Health awareness Yes 67 (60.9%) 43 (39.1%) 110 (56.1%)
programmes No 27 (93.1%) 2 (6.9%) 29 (14.8%)
Sometimes 4 (7.0%) 53 (93.0%) 57 (29.1%)
Total 98 (50.0%) 98 (50.0%) 196 (100%)
Source: Primary data

The above table has indicated that of the 196 respondents, 110 (56.1%) were utilizing the
health programs offered by their organization while 29 (14.8%) were not using them and 57
(29.1%) used these occasionally. City wise we find that of the 110 respondents who were using
these programs a larger proportion of 67 (60.9%) were from Chandigarh while 43 (39.1%) were
from Pune, where a very large number of employees 53 (93.0%) out of 57 made use of these
programs occasionally. Thus, health awareness programs seem to be more popular for the
Chandigarh respondents.

2) Vacation and Holiday Trips

These are one of the stress management techniques which are supposed to help
organizational employees to recover and refresh their mood and mental agility. A change
is always supposed to help release the stress and lead to greater output.

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 Table 4.2(2) Organizational Coping Strategies for Reducing Stress among
Respondents –
Vacation and Holiday Trips
Which of the following stress management City
facilities are utilized by you? Chandigarh Pune Total
Vacation and holiday Yes 60 (84.5%) 11 (15.5%) 71 (36.2%)
trips No 28 (57.1%) 21 (42.9%) 49 (25%)
Sometimes 10 (13.1%) 66 (86.9%) 76 (38.8%)
Total 98 (50.0%) 98 (50.0%) 196 (100%)
Source: Primary data

The above table has shown that of the 196 respondents who utilize organizational stress
coping techniques, 71 (36.2%) go on the vacation and holiday trips organized by the firm, 49
(25%) do not use this method and 76 (38.8%) do so occasionally. So, overall holiday tours are
quite popular as stress management strategies. City wise we find that of the 71 respondents who
were using this strategy, a very vast majority of 60 (84.5%) were from Chandigarh while 11
(15.5%) were from Pune, where again a very large number of employees 66 (86.9%) out of 76
went on these trips occasionally. Thus, vacation and leisure trips seem to be a very popular
strategy of stress management.

3) Stress Management Courses

Learning new techniques of handling stress through stress management courses is

essential at workplace and helps the employees to alleviate stress.

Table 4.2(3) Organizational Coping Strategies for Reducing Stress among

Respondents – Stress Management Courses
Which of the following stress management City
facilities are utilized by you? Chandigarh Pune Total
Stress management Yes 54 (70.1%) 23 (29.9%) 77 (39.3%)
course No 31 (66.0%) 16 (34.0%) 47 (24%)
Sometimes 13 (18.0%) 59 (82.0%) 72 (36.7%)
Total 98 (50.0%) 98 (50.0%) 196 (100%)
Source: Primary data

The above table reveals that of the 196 employees 77 (39.3%) participate in stress
management courses, 72 (36.7%) do so occasionally and 47 (24%) make no use of this facility
provided by their organization. City wise we find that of the 77 respondents who were using this
strategy, a large majority of 54 (70.1%) were from Chandigarh while 23 (29.9%) were from

147
Pune, where once again a very large number of employees 59 (82.0%) out of 72 used this facility
occasionally. Thus, overall stress management courses do not seem to be a very popular strategy
of stress management.

4) Job Redesigning

This is basically a process of restructuring the elements of a job, such as, tasks, duties
and responsibilities, which is generally carried out to make the job more appealing and
stimulating, and to encourage and motivate the employees. This method is supposed to
make the employees more eager and excited for further work and bring out better output.

As the data show, of the 196 respondents, only 68 (34.7%) opted for this strategy, 79
(40.3%) used it occasionally and 49 (25%) did not use it at all.

Table 4.2(4) Organizational Coping Strategies for Reducing Stress among

Respondents – Job Redesigning
Which of the following stress management City
facilities are utilized by you? Chandigarh Pune Total
Job redesigning Yes 53 (77.9%) 15 (22.1%) 68 (34.7%)
No 34 (69.4%) 15 (30.6%) 49 (25%)
Sometimes 11 (14.0%) 68 (86.0%) 79 (40.3%)
Total 98 (50.0%) 98 (50.0%) 196 (100%)
Source: Primary data

City wise we find that of the 68 respondents who were using this strategy, a large majority of 53
(77.9%) were from Chandigarh while 15 (22.1%) were from Pune, where once again a very large
number of employees 68 (86.0%) out of 79 used this facility occasionally. Thus, overall job
redesigning does not seem to be a very popular strategy of stress management.

5) Recreation Centres

Different kinds of activities are supposed to help the employees to be stress free at their
workplace. So, many organizations resort to establishing recreational centres for their
employees.

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 Table 4.2(5) Organizational Coping Strategies for Reducing Stress among
Respondents – Recreation Centres
Which of the following stress management City
facilities are utilized by you? Chandigarh Pune Total
Recreation centres Yes 56 (65.9%) 29 (34.1%) 85 (43.4%)
No 32 (74.4%) 11 (25.6%) 43 (21.9%)
Sometimes 10 (14.7%) 58 (85.3%) 68 (34.7%)
Total 98 (50.0%) 98 (50.0%) 196 (100%)
Source: Primary data

It became clear that of the 196 respondents 85 (43.4%) made use of these centres, 68 (34.7%)
used them occasionally while 43 (21.9%) did not utilize them at all. City wise we find that of the
85 respondents who were using this strategy, a large proportion, 56 (65.9%) were from
Chandigarh while 29 (34.1%) were from Pune, where once again a very large number of
employees 58 (85.3%) out of 68 used this facility occasionally. Thus, overall using
organizational recreation centres does not seem to be a very popular strategy of stress
management.

6) Social Support System at the Work Place

Social support system at the workplace is another organizational coping strategy for
combating occupational stress. Helping and supporting each other in any organization
tends to make the employees more confident and energetic for reducing and controlling
stress. A good support system can work wonders for morale boosting and stress
reduction.

Table 4.2(6) Organizational Coping Strategies for Reducing Stress among

Respondents – Social Support System at the WorkPlace
Which of the following stress management City
facilities are utilized by you? Chandigarh Pune Total
Social support system Yes 36 (69.2%) 16 (30.8%) 52 (26.5%)
at the work place No 38 (76.0%) 12 (24.0%) 50 (25.5%)
Sometimes 24 (25.6%) 70 (74.4%) 94 (48%)
Total 98 (50.0%) 98 (50.0%) 196 (100%)
Source: Primary data

Data show that of the 196 respondents there were only 52 (26.5%) who made use of this
strategy while 94 (48%) used it sometimes and 50 (25.5%) did not use it at all. City wise we
find that of the 52 respondents who were using this strategy, a large proportion of 36 (69.2%)
were from Chandigarh while 16 (30.8%) were from Pune, where once again a large number of

149
employees 70 (74.4%) out of 94 used this facility sometimes. Thus, overall making use of the
organizational support system does not seem to be a very popular strategy of stress management.

7) Stress Management Workshops

Many organizations and experts believe that through regular stress management
workshops employees are able to increase their abilities and skills for decreasing and
combating with stress. Hence, organizations are trying to conduct stress management
workshops for the employees for reducing their occupational stress at the workplace.

Data show that of the 196 respondents only 75 (38.3%) attend these workshops, 67 (34.2%)
go to them occasionally while 54 (27.5%) make no use of them. City wise we find that of the 75
respondents who were using this strategy, a large proportion of 54 (72.0%) were from
Chandigarh while 21 (28.0%) were from Pune, where once again a large number of employees
58 (86.6%) out of 67 used this facility occasionally. Thus, overall, attending stress management
workshops does not seem to be a very popular strategy of stress management.

Table 4.2 (7) Organizational Coping Strategies for Reducing Stress among
Respondents –Stress Management Workshops
Which of the following stress management City
facilities are utilized by you? Chandigarh Pune Total
Stress management Yes 54 (72.0%) 21 (28.0%) 75 (38.3%)
workshops No 35 (64.8%) 19 (35.2%) 54 (27.5%)
Sometimes 9 (13.4%) 58 (86.6%) 67 (34.2%)
Total 98 (50.0%) 98 (50.0%) 196 (100.0%)
Source: Primary data

Figure 4.1 Organizational Coping Strategies for Reducing Stress among

Respondents
80
70
60
50
40
30
20
10
0
Yes No Sometimes Yes No Sometimes Yes No Sometimes Yes No Sometimes Yes No Sometimes Yes No Sometimes Yes No Sometimes

Health Vacation and Stress Job redesign Recreation Social support Stress
awareness holiday trips management centre system at the management
programmes course work place workshops

City Chandigarh City Pune

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Individual Stress Reducing Coping Strategies

Along with the organizational stress reducing strategies, sometimes the employees of a
firm may make use of certain techniques of stress reduction and management on their
own. Hence we asked our respondents regarding these individual level efforts. Of the
300 total respondents in our study only 104 (34.7%) admitted to using individual or
personal level stress management techniques, indicating that either most employees don’t
give enough importance to stress management on their own or that they are unaware of
such techniques or are too busy to apply them.

1. Yoga and Meditation

Yoga and meditation are techniques that have been used for ever as stress busters.
They can help reduce stress because they produce relaxation. Practicing yoga and
meditation is supposed to build one’s ability to be calm, focused, balanced, and relaxed.
Practicing yoga and meditation is very effective for people with anxiety and stress
because yoga and meditation makes them flexible and is very useful in treating
depression, anxiety and stress, especially along with cognitive behavioral therapies.

Table 4.3(1) Individual Coping Strategies for Reducing Stress among Respondents
–
Yoga and Meditation
What are the coping strategies that you are City
practicing yourself to reduce stress? Chandigarh Pune Total
Yoga and Meditation Yes 5 (9.5%) 48 (90.5%) 53 (51%)
. No 47 (92.1%) 4 (7.9%) 51 (49%)
Total 52 (50.0%) 52 (50.0%) 104 (100%)
Source: Primary data

The data shows that of the 104 respondents using individual level stress management
techniques, 53 (51%) practice yoga and meditation while 51 (49%) do not. A comparison of
the respondents from the two cities shows that of the 53 respondents who were using this
strategy, almost all of them - 48 (90.5%) - were from Pune while only 5 (9.5%) were from
Chandigarh Thus, overall, practicing yoga and meditation does not seem to be a very popular
strategy of stress management, especially among our Chandigarh respondents.

151
2. Physical Exercise
Physical activity enhances one's fitness, beauty, increases their acceptance in society,
gets the attention of others, and also increases their physical ability to do hard work. All
of these help make one a socially acceptable person. All this is effective in boosting
one’s self-esteem and reducing stress. Not only in any organization but for everyone
physical exercise is a must for all age groups and genders.
The data show that of the 104 respondents using individual level stress management
techniques, only 29 (28%) indulge in physical exercise to deal with stress while 75 (72%) do
not. A comparison of the respondents from the two cities shows that of the 29 respondents
who were using this strategy, almost all of them - 27 (93.1%) - were from Pune while only 2
(6.9%) were from Chandigarh. Thus, overall, doing physical exercise does not seem to be a very
common strategy of stress management, especially among our Chandigarh respondents.

Table 4.3(2) Individual Coping Strategies for Reducing Stress among Respondents
–
Physical Exercise
What are the coping strategies that you are City
practicing yourself to reduce stress? Chandigarh Pune Total
Physical exercise Yes 2 (6.9%) 27 (93.1%) 29 (28%)
No 50 (66.7%) 25 (33.3%) 75 (72%)
Total 52 (50.0%) 52 (50.0%) 104 (100%)
Source: Primary data

3. Entertainment

We all have stress which provides us with a need to relax. If one wants to relieve stress,
then entertainment is sometimes the answer. It involves fun, amusement and gets one’s
mind off of all those annoying and wearisome errands that one is supposed to be doing
day after day. It may help focus on the tasks one has and it also acts as a distraction.

Table 4.3(3) Individual Coping Strategies for Reducing Stress among Respondents
– Entertainment
What are the coping strategies that you are City
practicing yourself to reduce stress? Chandigarh Pune Total
Entertainment Yes 3 (7.1%) 39 (92.9%) 42 (40.4%)
No 49 (79.0%) 13 (21.0%) 62 (59.6%)
Total 52 (50.0%) 52 (50.0%) 104 (100%)
Source: Primary data

152
Our data show that of the 104 respondents using individual level stress management
techniques, 42 (40.4%) make use of entertainment to deal with stress while 62 (59.6%) do not.
A comparison of the respondents from the two cities shows that of the 42 respondents who
were using this strategy, almost all of them - 39 (92.9%) - were from Pune while only 3 (7.1%)
were from Chandigarh. Thus, overall, surprisingly entertainment does not seem to be a very
common strategy of stress management, especially among our Chandigarh respondents.

4. Avoiding Stressful Environment

Stressful environment in a work place or any other place can be harmful for one’s
physical and mental health. So, one of the strategies to manage stress is to steer clear of
stressful environments.

Table 4.3(4) Individual Coping Strategies for Reducing Stress among Respondents
–
Avoiding Stressful Environment
What are the coping strategies that you are City
practicing yourself to reduce stress? Chandigarh Pune Total
Avoiding stressful Yes 4 (10.9%) 33 (89.1%) 37 (35.6%)
environment No 48 (71.7%) 19 (28.3%) 67 (64.4%)
52 (50.0%) 52 (50.0%) 104 (100%)
Total

Source: Primary data

Our data show that of the 104 respondents using individual level stress management
techniques, only 37 (35.6%) make a conscious effort to deal with stress by avoiding stressful
environments while 67 (64.4%) do not indulge in any such practice. A comparison of the
respondents from the two cities shows that of the 37 respondents who were using this
strategy, almost all of them - 33 (89.1%) - were from Pune while only 4 (10.9%) were from
Chandigarh. Thus, overall, staying clear of stressful environment does not seem to be a very
common strategy of stress management, especially among our Chandigarh respondents.

5. Adequate Sleep

Chronic stress can disrupt sleep. In turn, sleep directly affects all aspects of our health.
So a restful night can greatly increase our stress levels. Thus, having a comfortable and
relaxed sleep tends to reduce stress.

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 Table 4.3(5) Individual Coping Strategies for Reducing Stress among Respondents
–
Adequate Sleep
What are the coping strategies that you are City
practicing yourself to reduce stress? Chandigarh Pune Total
Adequate Sleep Yes 2 (4.9%) 39 (95.1%) 41 (39.4%)
No 50 (79.4%) 13 (20.6%) 63 (60.6%)
Total 52 (50.0%) 52 (50.0%) 104 (100%)
Source: Primary data

Our data show that of the 104 respondents using individual level stress management
techniques, only 41 (39.4%) make an effort to deal with stress by ensuring that they get ample
sleep while 63 (60.6%) did not seem to care about this. A comparison of the respondents from
the two cities shows that of the 41 respondents who were using the strategy of getting adequate
sleep, almost all of them - 39 (95.1%) - were from Pune while only 2 (4.9%) were from
Chandigarh. Thus, overall, ensuring sufficient sleep does not seem to be a very common strategy
of stress management, especially among our Chandigarh respondents.

6. Interacting with Like-Minded Persons

Humans are social animals who like to be in the company of their fellow beings,
especially if they have a lot in common. Thus, interacting with like-minded persons can
also act as a means of relieving stress.

Table 4.3(6) Individual Coping Strategies for Reducing Stress among Respondents
–
Interacting with Like-Minded Persons
What are the coping strategies that you are City
practicing yourself to reduce stress? Chandigarh Pune Total
Interacting with like- Yes 4 (9.3%) 39 (90.7%) 43 (41.3%)
minded persons No 48 (78.7%) 13 (21.3%) 61 (58.7%)
Total 52 (50.0%) 52 (50.0%) 104 (100%)
Source: Primary data

Our data show that of the 104 respondents using individual level stress management
techniques, only 43 (41.3%) deal with stress by interacting with compatible persons
while 61 (58.7%) did not make any such effort. A comparison of the respondents from
the two cities shows that of the 43 respondents who were trying to relieve stress by this
method, almost all of them - 39 (90.7%) - were from Pune while only 4 (9.3%) were from

154
 Chandigarh. Thus, overall, interacting with persons similar in temperament does not
seem to be a very common strategy of stress management, especially among our
Chandigarh respondents.

7. Spending time with Pets

Although not everyone is fond of keeping pets, but it has scientifically been proved that
pets are a factor in feeling good that can reduce stress, boost one’s mood, and can add to
a person's overall well-being.

Table 4.3(7) Individual Coping Strategies for Reducing Stress among Respondents
– Spending time with Pets
What are the coping strategies that you are City
practicing yourself to reduce stress? Chandigarh Pune Total
Spending time with pet Yes 33 (94.3%) 2 (5.7%) 35 (33.7%)
No 19 (27.5%) 50 (72.5%) 69 (66.3%)
Total 52 (50.0%) 52 (50.0%) 104 (100%)
Source: Primary data

Once again it emerges from our data that of the 104 respondents using individual level
stress management techniques, only 35 (33.7%) deal with stress by spending time with
their pets while 69 (66.3%) do not do so. A comparison of the respondents from the two
cities shows that of the 35 respondents who try to relieve stress by this method, almost
all of them - 33 (94.3%) - were from Chandigarh while only 2 (5.7%) were from Pune.
Thus, overall, spending time with pets does not seem to be a very common strategy of
stress management, especially among our Pune respondents.

8. Prayer

For those who are stressed about everything, prayer can sometimes help by easing
anxiety. Research shows that people who are more religious or spiritual use their
spirituality to cope with life. They are also better able to cope with stress.

Table 4.3 (8) Individual Coping Strategies for Reducing Stress among Respondents
– Prayer
What are the coping strategies that you are City
practicing yourself to reduce stress? Chandigarh Pune Total
Prayer Yes 52 (50.0%) 52 (50.0%) 104 (100%)
No 0 (0%) 0 (0%) 0% (0%)
Total 52 (50.0%) 52 (50.0%) 104 (100%)
Source: Primary data

155
Our data show that all of the 104 respondents using individual level stress management
techniques use prayer as a means to deal with stress.

9. Medication

Along with meditation, medication too is being used as a means to relieve stress by many
persons. Not only is the method prevalent but also more acceptable nowadays. Doctors
very commonly prescribe medication to treat persistent anxiety. Hence taking medication
for stress is not a taboo topic or practice these days. Anti-stress medications with their
effects on the brain and body can reduce the symptoms of anxiety such as fear, anxiety
and panic attacks.

Table 4.3(9) Individual Coping Strategies for Reducing Stress among Respondents
– Medication
What are the coping strategies that you are City
practicing yourself to reduce stress? Chandigarh Pune Total
Medication Yes 52 (50.0%) 52 (50.0%) 104 (100%)
No 0 (0%) 0 (0%) 0 (0%)
Total 52 (50.0%) 52 (50.0%) 104 (100%)
Source: Primary data

Despite the above context, it nevertheless came as a surprise to us that all 104
respondents utilizing individual level stress management techniques are using medication
as a means to stress management and relief.

10. Positive Thinking

It is often pointed out that thinking positive is the easiest individual coping strategy of
organizational employees to combat stress. Positive thinking can increase your body
energy, increase your mobility and relieve stress. Positive thinking is the best approach
for anyone in life. Positive thinking is very beneficial for our mental health primarily
because it eliminates negative thoughts that can cause depression and stress. Those
who think positively feel happier and more contented with their lives.

When asked whether or not they use positive thinking as an individual level technique
for stress management, once again all the 104 respondents said that this was a method
that they relied on all the time.

156
 Table 4.3 (10) Individual Coping Strategies for Reducing Stress among
Respondents – Positive Thinking
What are the coping strategies that you are City
practicing yourself to reduce stress? Chandigarh Pune Total
Positive thinking Yes 52 (50.0%) 52 (50.0%) 104 (100%)
No 0 (0%) 0 (0%) 0 (0%)
Total 52 (50.0%) 52 (50.0%) 104 (100%)
Source: Primary data
11. Time Management
Time management is one of the crucial individual coping strategies for employees to
combat stress. One needs to take the time to organize and manage one’s time and tasks.
This way one gets things done according to one’s priorities. This reduces stress and
management of time also helps to plan things in a better way.
Table 4.3 (11) Individual Coping Strategies for Reducing Stress among
Respondents – Time Management
What are the coping strategies that you are City
practicing yourself to reduce stress? Chandigarh Pune Total
Time management Yes 52 (50%) 52 (50%) 104 (100%)
No 0 (0%) 0 (0%) 0 (0%)
Total 52 (50.0%) 52 (50.0%) 104 (100%)
Source: Primary data

From our findings it became clear that time management was considered one of the best
ways to reduce occupational stress at the workplace by all our respondents.

12. Traveling and Leisure Trips

Traveling is a good method to release stress because it gets you away from your
problems. Going on tours and leisure trips and taking part in travel tours and doing
things that are pleasing to one can increase one’s life’s satisfaction and happiness and
reduce stress.

From our data it emerges that of the 104 respondents using individual level stress
management techniques, 59 (56.7%) deal with stress by traveling while a sizable
proportion 45 (43.3%) of our respondents do not indulge in this activity. A comparison of the
respondents from the two cities shows that of the 59 respondents who try to relieve stress
by this method, a larger number of them 32 (54.2%) were from Pune while 27 (45.8%)
were from Chandigarh. Thus, overall, traveling is a fairly accepted form of stress
reduction among our respondents.

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 Table 4.3(12) Individual Coping Strategies for Reducing Stress among Respondents
- Leisure Trips
What are the coping strategies that you are City
practicing yourself to reduce stress? Chandigarh Pune Total
Traveling and leisure Yes 27 (45.8%) 32 (54.2%) 59 (56.7%)
trips No 25 (55.6%) 20 (44.4) 45 (43.3%)
Total 52 (50.0%) 52 (50.0%) 104 (100%)
Source: Primary data

Figure 4.2 Individual Coping Strategies for Reducing Stress among Respondents

60

50

40

30

20

10

0
Yes

No

Yes

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Yes

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Yes

No

Yes

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Yes

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Yes

No

Yes

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Yes

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Yes

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Yes

No

Yes

No
Yoga and Physical exercise Entertainment Avoiding Adequate Sleep Interacting with Spending time with pets Prayer Medications Positive thinking Time Leisure trips
Meditation stressful like-minded management
environment Persons

City Chandigarh City Pune

4.3 EFFECTIVENESS OF THE STRESS MANAGEMENT FACILITIES AND

COPING STRATEGIES

The respondents were also asked to what extent the various stress relieving strategies had
proven effective in overcoming the problem of stress. From the data it is clear that of the
300 respondents a large majority of 203 (67.6%) found that the various stress
management strategies offered to them by their organizations and employed by them at
their personal level were helpful to a large extent in overcoming their stress. 86 (28.6%)
of them said it helped them to some extent while only 11 (3.8%) did not find them
useful.

Comparatively, of the 203 respondents who found them effective to a great extent, a
larger proportion, i.e., 118 (58.1%) was from Pune while 85 (41.9%) hailed from
Chandigarh. A greater number of respondents from Chandigarh – 59 (68.7%) out of 86 –
found that these helped to some extent while 27 (31.3%) respondents from Pune said the
same thing. Thus, overall the satisfaction with stress reducing and managing strategies is
quite good, especially among the Pune respondents.

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 Table 4.4 Effectiveness of the Stress Management Facilities and Coping Strategies
To what extent do you overcome the stress City
by utilizing stress management facilities and Total (out of
practicing coping strategies? Chandigarh Pune 300)
To a great extent 85 (41.9%) 118 (58.1%) 203 (67.6%)
To some extent 59 (68.7%) 27 (31.3%) 86 (28.6%)
Not at all 6 (54.5%) 5 (45.5%) 11 (3.8%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Source: Primary data

Figure 4.3 Overcome the Stress by Utilizing Stress Management facilities and
Practicing Coping Strategies
150

100

50

0
To a great extent To some extent Not at all

City Chandigarh City Pune

4.4 EXPECTATIONS OF RESPONDENTS FROM ORGANIZATIONS

REGARDING STRESS MANAGEMENT

Finally, the respondents from both Chandigarh and Pune were asked what more they
expected from their respective organizations in the context of strategies regarding stress
management. They listed seven things that they required that their organizations could
provide – counseling, training and development activities, proper recognition of their
work, opportunities for career development, an effective performance management
system, open communication and sufficient support from management.

1. Counseling

Counseling is helpful for people who feel that they are having some kind of problem. By
consulting and talking about daily thoughts, fundamental beliefs and underlying schemas
of mind, the consultant helps clients by changing dysfunctional thoughts and replacing
them with more rational thinking to improve their emotions and behavior in the face of
various situations, and reduce stress.

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 Table 4.5(1) Expectations of Respondents from Management – Counseling
What are your expectations from the City
management to make the workplace
stress free? Chandigarh Pune Total
Counseling Yes 88 (43.8%) 113 (56.2%) 201 (67%)
No 62 (62.7%) 37 (37.3%) 99 (33%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Source: Primary data

As many as 201 (67%) from the 300 respondents supported the idea of counseling
facility being provided by their organization while 99 (33%) of them did not ask for this.
Of the 201 respondents who favored counseling, a larger proportion of 113 (56.2%)
respondents came from Pune.

2) Training and Development Activities

Training and development process is an organizational pursuit which is directed at

enhancing the functioning of the individuals and groups in an organization. Training
implies teaching of some specific skills while development works towards improving the
employee’s personality and management skills. Encouraging of both processes in the
workplace can help get things done and reduce stress levels so that one can do one’s jobs
better and find solutions.

Data show that of the total 300 respondents, the proportion of those who desired more
training and development activities in the organization and those who didn’t was almost
the same as 151 (50.3%) respondents asked for these activities and 149 (49.7%) didn’t.
In relative terms more – 87 (57.6%) out of 151 – respondents from Chandigarh wanted
this facility as compared to those from Pune 64 (42.4%).

Table 4.5(2) Expectations of Respondents from Management – Training and

Development Activities
What are your expectations from the City
management to make the workplace
stress free? Chandigarh Pune Total
Training and development Yes 87 (57.6%) 64 (42.4%) 151 (50.3%)
activities No 63 (42.2%) 86 (57.8%) 149 (49.7%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Source: Primary data

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3) Proper Recognition of their Work

Many times employees feel alienated from their organizations and their work if they feel
that their efforts for the organization have not been acknowledged and appreciated. Thus,
they may ask for proper recognition of their work in monetary or non-monetary form.

Table 4.5(3) Expectations of Respondents from Management – Proper Recognition

What are your expectations from the City
management to make the workplace
stress free? Chandigarh Pune Total
Proper recognition of work Yes 78 (53.1%) 69 (46.9%) 147 (49%)
No 72 (47.0%) 81 (53.0%) 153 (51%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Source: Primary data

Data show that of the total 300 respondents, the proportion of those who desired better
recognition by the organization and those who didn’t think it was an issue, was quite
close as 147 (49%) respondents asked for this while 153 (51%) didn’t. In relative terms a
slightly greater number – 78 (53.1%) out of 147 – respondents from Chandigarh wanted
this as compared to 69 (46.9%) of those from Pune.

4) Opportunities for Career Development

Lack of opportunities for career development is another pet peeve of many

organizational employees which can lead to occupational stress.

Table 4.5(4) Expectations of Respondents from Management – Opportunities for

Career Development
What are your expectations from the City
management to make the workplace
stress free? Chandigarh Pune Total
Opportunities for career Yes 98 (58.7%) 69 (41.3%) 167 (55.7%)
development No 52 (39.0%) 81 (61.0%) 133 (44.3%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Source: Primary data

From our data it becomes evident that of the total 300 respondents, 167 (55.7%) sought
better career opportunities while a much lesser number of respondents, namely, 133 (44.3%) did
not seem to consider this a major problem. In relative terms a larger proportion – 98 (58.7%) out
of 167 – respondents from Chandigarh wanted this as compared to 69 (41.3%) of those from
Pune.

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 5) Effective Performance Management System

Performance management system is the methodical process of assessing

the performance of employees. It is used to convey the organizational objectives to the
employees assign individual accountability and judge their individual performance.
When the management performance and its effects on organization improve employee
and organization performance also improves and this causes satisfaction and decreases
the stress among employees.

Table 4.5(5) Expectations of Respondents from Management - Effective

Performance Management System
What are your expectations from the City
management to make the workplace
stress free? Chandigarh Pune Total
Effective performance Yes 91 (53.5%) 79 (46.5%) 170 (56.7%)
management system No 59 (45.3%) 71 (54.7%) 130 (43.3%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Source: Primary data

Our findings are that of the total 300 respondents, 170 (56.7%) are desirous of an
effective performance management system in their respective organizations while 130
(43.3%) are not asking for this improvement. In relative terms a larger proportion – 91
(53.5%) out of 170 – respondents from Chandigarh wanted this as compared to 79
(46.5%) of those from Pune.

6) Open Communication

It is often believed that open communication can lead to decline in the stress at the
workplace. Positive communication and relationships between employees and the
organization tend to create good relationships in the organization and reduce stress
among the employees.

Table 4.5 (6) Expectations of Respondents from Management – Open

Communication
What are your expectations from the City
management to make the workplace stress free? Chandigarh Pune Total
Open communication Yes 93 (57.1%) 70 (42.9%) 163 (54.3%)
No 57 (41.7%) 80 (58.3%) 137 (45.7%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Source: Primary data

162
The above table indicates that of the total 300 respondents, 163 (54.3%) want open
communication system in their respective organizations whereas 137 (45.7%)
respondents are not asking for this. In relative terms a larger proportion – 93 (57.1%) out
of 163 – respondents from Chandigarh wanted this as compared to a much lesser number
of 70 (42.9%) of those from Pune.

7) Sufficient Support

Having a support system implies presence of a network of people who provide an

individual with practical or emotional support. In the organizational set up having
supportive managers and organizations eliminates stress and fear among the employees
and improves their performance.

Table 4.5 (7) Expectations of Respondents from Management – Sufficient Support

What are your expectations from the City
management to make the workplace
stress free? Chandigarh Pune Total
Sufficient support Yes 85 (50.0%) 85 (50.0%) 170 (56.7%)
No 65 (50.0%) 65 (50.0%) 130 (43.3%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Source: Primary data

The data indicate that of the total 300 respondents, 170 (56.7%) want better support
systems in their organizations whereas 130 (43.3%) respondents are not asking for this.
Respondents from both Chandigarh and Pune are of one mind on this issue.

Figure 4.4 Expectations of Respondents from Management

120
100
80
60
40
20
0
Yes No Yes No Yes No Yes No Yes No Yes No Yes No
Counseling Training and Proper Opportunities Effective Open Sufficient
development recognition for career performance communication support
activities development management
system

City Chandigarh City Pune

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4.5 OCCUPATIONAL STRESS MANAGEMENT AT ORGANIZATIONAL
LEVEL

Organizational strategies to eradicate the problem of occupational stress are simple.

These strategies include the creation of a proper working environment in the
organization which is related to the characteristic of employment employee’s relations,
the structure of organization and achievement of a healthy organizational culture. All
these factors are very helpful in maintaining a positive and better organizational climate
without any work stress. This positive organizational climate is favorable for using
employees’ skills and it ensures that the heavy workloads are sufficiently varied. It is
very challenging to maintain the interest of the employees, it has to be kept in mind that
assigned works do no run against their interests.

Stressors in organization affects the majority of IT employees. The stressors in IT

organizations have adverse psychological and physical effect on them. If the effects
remain for a longer period, it may also adversely affect the organizational performance.
In order to remove or avoid or reduce employee’s occupational stress, the IT
organizations have implemented various type of strategies to control over the issue of
occupational stress faced by the employees. Management of IT organizations are now
taking important steps with a view to remove or eradicate occupational stress problem by
way of charging the rules and regulations and other organizational strategies. IT
organizations are keeping occupational stress under control by implementing the
following means or strategies –

1) Defining the job

By setting specific works or assignments through reducing the danger and harmful
factors which may be caused due to the ambituses and conflicting activity and through
granting more autonomy to employees in doing their assigned job or task within a well-
defined organizational structure.

2) Setting of organizational objectives and performance standards

Today majority of IT organizations have set their organizational objectives and sets the
performance standards to reduce the problem of occupational stress.

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3) General occupational stress reduction activities

The general stress reduction activities are – reduction of work of the employee, or even
implementation of the program of change, simplification of procedures and of secondary
tasks of various activities enabling employees to express unpleasant feelings about their
conditions. Through such type of management activities, professional advice is made
available to the employees.

4) Improvements in Communication style

Nowadays, higher-level management officials are sharing the information with their
employees to reduce uncertainty about their job and futures. They clearly define the roles
and responsibility to employees and make communication friendly and efficient, and not
mean-spirited or petty.

5) Consultations with Employees

Higher level management officials are providing opportunities to the employees to

involve them in decisions which may affect their working ability. Therefore, employees
are now consulted by the management officials about the scheduling and rule of
working. Higher management authorities are now taking care that the workload is
suitable to their employees’ abilities and resources. They are now avoiding unrealistic
deadlines which may adversely affect the employees’ performance. Management
authorities are showing that individual employees are valuable and important for the
organization; and they offer rewards and incentives, praise good work performance
verbally and officially also.

6) Providing and cultivating friendly social environment

Today, IT organizations are trying to provide opportunities for social interaction among
their employees. They have established a zero-tolerance policy for harassment and are
trying to make management actions consistent with the organizational value.

7) Value addition and training for up-gradation

The working environment has now become competitive. Therefore, continuous up-
gradation of skills and techniques are very much essential. If there is lack of skills in
employees, they may fail to perform. It will surely create higher pressure in the minds of

165
the employees. Therefore, a periodic value addition is incorporated so that the same
should not become an obstacle for the employees.

8) Providing safe and healthy working environment

Today, safety in the organizations have become a significant issue while dealing with
employees’ occupational stress. It is obvious that, if the working environment in the
organizations is not safe and healthy then there may be chances of increase in
employees’ attrition rate. It will create a high level of pressure on the employees and it
may create dissatisfaction towards their work. Therefore, today in every IT organization
effort are being made to reduce the pressure of occupational stress by providing a safe
and healthy working environment.

9) Providing opportunities for career development

Every employee in an organization works with the aim of earning good financial perks
and opportunities for better career development and growth. The employees are trying to
achieves during the course of the time and if they fail to do, it may create pressure on
their minds. Therefore, organizations are now aware and have realized about the
development and growth prospects of the employees from the beginning so that
employees can get a clearer idea about the organizational growth that they may be able to
achieve career development within a specific period of time subject to fulfillment of
organizational commitments.

10) Leisure time/Holiday with friends and families

Relaxation from routine busy work schedule is always inevitable. If employees are able
to spend quality of time with their friends and family members in a good environment
without thinking about the work in an office, then it will motivate them and they will
work more effectively so that they can get desired results. Therefore, in the majority of
IT organizations, there is a plan for such holidays/vacations for their employees. This
will certainly reduce the problem of occupational stress.

11) Meditation and yoga practices

Meditation and yoga practices are the traditional practices which help the employees to
concentrate on the work assigned to them rather than to become stressed by workload.
Through this strategy, employees are provided quite an environment and it enables them
to counter the ill effects of heavy workload. This occupational stress management

166
strategy reduces the work stress of employees to a great extent. Therefore, some IT
organizations have developed their own workshops on yoga and meditation.

12) Flexibility in work timings

In IT sector there are 24 hours working organizations. Therefore, flexible working hours
may be inevitable so that the employees can spend quality time with their family
members. Because of a longer period of time, employees in IT organization cannot spend
quality time with their family members and this often raises their level of stress. A
flexible work time, in this way, can help the employees to reduce the stress of work as
they are able to spend enough time with their family and friends.

13) Enrichment of Job

Through the enrichment of job, employees are able to perform their work in a better
manner. Some employees are not able to find the job interesting due to its monotonous
nature. Therefore, now many IT organizations are taking care of this and trying to add
innovative ideas which employees may be able to implement in their existing job. Today
management of IT organizations are giving more freedom to their employees to do their
assigned task in a more innovative manner and along with that enrichment of job may be
merged with some sort of achievement in the career development of the employees. This
technique or strategy is definitely able to reduce the extent of occupational stress level.

14) Training for occupational stress management

Recognition of stress is not enough unless and until the same cannot be managed in a
proper way. Stress management training is not new and various IT organizations have
made many innovations in this regard so as to get the better results and performance
from the employees. Stress management training strategy is being adopted by various IT
organization in India, these are in the term of stress control workshop and job burnout
seminars. In this strategy, the aim is to get clear information regarding the job and the
nature of problems, which the employees might face during their working period. This
strategy is becoming one of the significant tools to manage the occupational stress faced
by the employees.

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15) Information about job role

Frequent meetings and discussions with various experts, officials may provide
information regarding the job role. Greater responsibility towards a job will lead to
reduction in the conflicts related to job and ambiguity. Therefore, providing clear
information about the job that the employees have to do or by increasing the job
responsibility the organization is able to reduce the level of stress. Thus this is important
to provide clear information to employees about the job role and a clear understanding of
the role of employees.

16) Effective Networking

In many IT organizations jobs that are assigned to the employees are required to be
completed with the help of other employees. In this case, there arises the importance of
effective networking. Through good networking, employees can share
knowledge/information concerns related to jobs and personal problems. This helps them
to get support from other employees who are equally concerned about the activity and
probable results. This kind of support and help from the other employees definitely
increases the morale of employees who are facing heavy work stress.

17) Celebration of Events

This type of strategy may add little cost but the positive results are more favorable than
the cost in terms of money. Celebration of marriage anniversary, birthdays, etc. gives the
employees much needed break and relaxation from their routine work which may reduce
the occupational stress level to some extent.

4.6 OCCUPATIONAL STRESS MANAGEMENT STRATEGIES OF

INDIVIDUAL LEVEL

Some employees have more resistance capacity to cope and manage with occupational
stress (Sahoo, 2016). The following management strategies help the employees to cope
with occupational stress that they experience.

1) Relaxation Method

Employee in IT organizations hardly get time for relaxation and it is a big problem for
them and it has resulted in increasing occupational stress among them. Through
relaxation method or technique, they can get help in this context and this method is likely

168
to be most beneficial for them. The employee could be forced to take a holiday or work-
off or even be ordered to do so. Apart from this, there are many easily taught relaxation
methods that can be used to control the work stress. This includes breathing exercises,
muscle relaxation, and meditation. The technique of meditation is more beneficial for
physical and psychological relaxation.

2) Physical Exercise Method

Daily physical exercises like, jogging, walking and workout in fitness centers are very
helpful. The physical exercise not only improves the blood circulation but also lowers
the blood pressure, the tension of muscles and controls the level of cholesterol. This type
of method has more subtle impact. The thinking about well-being can help the
employees to overcome the problem of heavy occupational stress when employees are
relaxed, they tend to sleep more soundly. It provides a time of intense relaxation and
enables an employee to increase his working ability.

3) Bio-feedback

The bio-feedback method is related to the technique of learning to observe employee’s

bodily functioning like taking pulse rate, checking of breathing rate, etc. by using
relevant instruments. In this method of managing occupational stress, employees are also
taught basic methods of controlling certain activities of the human body like heart beats,
muscle tension and blood pressure, which can help one to find out the symptoms of
occupational stress.

4) Assertiveness Training

Through this method employees are in a position to learn to reappraise stressful

conditions and one able to identify the root causes of occupational stress-related
problem. Assertiveness should not be confused with aggression. The employees having
assertiveness are likely to stand their ground and refuse to be trampled on, whereas,
aggression is more likely to be an attempt to trample on someone else. Helping someone
is more assertive, perhaps it is one technique that can encourage employees to adopt a
more problem-focused approach to occupational stress and this type of method is highly
advantageous for a longer period.

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5) Self-Control of behavior

The main objective of this method is usually to get employees to analyze and take
control of their behavior. Through this method, it recognizes the way in which their
behavior gives rise to stress. This is the method for employees to learn how to manage
their time effectively and have to make their priorities work. Through this method,
employees learn to identify the situations which may put them under heavy occupational
stress and they can try to manage or handle this stressful situation so that the situations
may become less stressful.

6) Getting Social Support

Getting social support is also one of the major moderators of occupational stress. This
method is utilized by the employees as a source of coping and managing occupational
stress through the discussions about stressful situations with colleagues, family members,
friends, etc. This method gives better beneficial effect to remove occupational stress. The
beneficial effects of work-based support are much greater. It is due to the feel of the
recipient that they can readily appreciate the problem.

7) Getting help from Professionals and Experts

This method is implemented when all the above-stated methods fail to help an employee
to overcome the problem of occupational stress. This method is adopted when the level
of occupational stress has gone beyond the capacity of the employees. It means
employees are in a dangerous situation. This method is the severest form of stress. It can
be implemented when an employee is unable to understand or unable to work out what to
do to reduce the symptoms of occupational stress. In this situation, even the friends and
family members fail to overcome the problems of occupational stress and their well-
intentioned interventions may actually do harm. It is necessary to take guidance from
professionals or experts pertaining to clinical treatment. There are many type of clinical
treatment methods available like-counseling, psychotherapy, behavioral therapies,
hypnotherapy and insight-oriented approaches, virtual reality exposure therapy,
repetitive transcranial magnetic stimulation, etc. All these therapies provide positive and
better results for those employees who are facing severe occupational stress. It tends to
lower anxiety level and employees come to view their work positively.

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4.7 COPING AND MANAGEMENT STRATEGIES TO PREVENT
OCCUPATIONAL STRESS

An employee’s working ability deals with occupational stress factors; which are related
to coping ability, the ability to adjust to stress or concerned with all the means utilized
objectivity or subjectivity to respond to a stressful situation perceived by the employees
in IT organizations. Preventive measures or strategies to overcome the occupational
stress involve very high costs, but these provide great advantages which can be measured
in terms of finance for the improvement of employee’s morale and their wellbeing
(Shrivastava, 2015). In several organizations there are many programmes which are
designed and implemented in the organizations with a view to provide better physical
and mental health to the employees, to prevent the problems arising due to the severe
occupational stress. These programmes also help “make do” with job-related stress
(Ahmad, Bharadwaj and Narula, 1985).

Preventive strategies for occupational stress are very simple these include the creation of
a suitable working environment in terms of employment characteristics, employee
relations organizational structure and achievement of better organizational culture.
Today, these become more significant than the management and coping methods of
occupational stress (Roy, 2016). These are have to be well implemented and directly
linked to employees who are experiencing this situation; in order to ensure their
wellbeing, the right methods can be used for the best benefits in coping with job stresses.
It is very important to understand the job stress and coping strategies in contemporary
organization, in term of physiological, psychological and behavioural conditions of
employees. Occupational stress cannot be eliminated from daily routine work in the
organization; the only remedy is to manage it effectively by utilizing different measures.
Management of organizational stress is now considered as an innovative element of
human resource management. As occupational stress adversely impacts all at some time
or other, the department of HR should have its focus on measuring and taking steps to
manage occupational stress. Thus, planning and proper implementation for programmes
and various stress preventive strategies have become a very big challenge for the
management.

In many IT organizations, management is trying to implement decentralized and

participative decision-making structure where upward communication is more than ever

171
before. Management people are trying to clarify organizational policies to every
employee and trying to provide them with more job control and proper description of the
job. The organizational culture should be such that, innovative thinking is enhanced even
if it leads to failed ideas. This also helps in bringing down the stress experienced by the
employees. Stressed IT employees who utilize a balance of problem-focused coping
strategies and emotion-focused coping strategies are most successful in dealing with the
stress of staying perpetually up-to-date (Singh, 2017).

Employees are very more important and valuable asset for IT organizations. The
performance and success of the IT organization depends mainly on the ability,
performance and productivity of their employees. Thus, in the majority of IT
organizations, programmes pertaining to productivity improvement focus at the
employee level. In many IT organizations, it has been observed that productivity
increases by intensifying the work effort of the employees by bringing flexibility in the
work time. The idea of flexible time has gained popularity among IT employees. It not
only allows the organization to deal with the issue or problem caused by transit times
during peak hours but also allows the employee to fulfil family commitments, granting
employees greater flexibility in starting and quitting times while maintaining core time
when they are to be present in the organization.

Strategies for coping with occupational stress refer to the measures adopted by an
employee or organization with a view to managing occupational stress effectively. At the
employee level, coping means to cure the symptoms of occupational stress, to help the
employee to cope effectively with work stressors and pressures. On the other side,
minimization or eradication of occupational stressors by transforming organizational
systems, practices, and processes is done at an organizational level. Apart from these
organizational-level occupational stress management strategies provide equal
opportunity to all the employees to overcome the occupational stress. Management of
occupational stress is the need of the hour. However, it is very difficult for us if we try to
go beyond the stress situation; life seems to find new ways of stressing employees out
and plaguing them with anxiety attacks.

Reduction or total elimination of occupational stress is required for the psychological

and physical wellbeing of an employee. Efficiency in occupational stress management
process enables the employee to cope effectively with the situations of stress, instead of

172
avoiding the same. Occupational stress management strategies such as –time
management, body-mind, and mind-body relaxation exercise, seeking social support help
employees to improve and develop their physical and psychological resources to deal
with the problem of occupational stress successfully. Besides these, helping employees
to follow certain management strategies to cope with occupational stress by providing
them with the counseling service. Many occupational stress management strategies have
been developed in majority of the IT organizations to help their employees to overcome
the problem of occupational stress. There are some strategies which are exclusively for
employees and some strategies are geared toward organizations. It is very important for
employees and organizations to analyze the occupational stress management strategies,
that they are utilizing to cope as this may create the gap between effectiveness and
ineffectiveness. It is observed that the effectiveness of coping strategy is related to the
nature and severity of the perceived occupational stress and other factors of the situation.
It has also been observed that, the employee who followed “Approach Coping strategies”
experienced more stress in the short period of time, but the coping method results in
better morale, performance, and health of the employees in the longer period of time. It
is natural for employees to develop and follow their own management strategy of coping
with occupational stress.

Stress management strategy, as we know, is a process by which an employee can fight to

reduce the ill effects of occupational stress (Gupta, 2016). It can be implied that if an
employee’s coping strategy is effective, then the negative effect of occupational stress on
their job performance will get reduced as compared to when coping is ineffective. The
term coping or management of occupational stress management has been used to explain
the preventive methods of dealing with stress or the efforts to master conditions of harm,
fear, and challenge when a routine response is not readily available. Studies of different
management or coping strategies or methods used in role stress reveal that approach
styles have a strong correlation with internality, optimism, role efficacy, the satisfaction
of job as well as effective role behavior in organizations. In the subsequent paragraphs
the various coping or management strategies for controlling occupational stress among
the employees of IT organizations have been discussed (Damele, 2012).

Coping strategies for occupational stress prevention;

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a) Coping strategies

Many experts and psychologists have explained the important methods or ways in which
employees cope up with occupational stress. They have categorized these methods on the
basis of similarity in coping approach. There are two approaches- according to the first
approach, an employee decided to suffer or has been denied the experience of
occupational stress. This is a passive approach. Contrarily an employee, decided to face
the realities of experienced occupational stress and clarified the problem through
negotiations with other employees. This is the active approach. Apart from this
occupational stress coping strategy could be divided on the basis of problem-focused
coping and emotion-focused coping. The first approach involved those strategies which
were directly dealing with the stressor through overt action and through realistic problem
solving psychological functions. In these strategies, there is a focus on the problem to be
dealt with and on the element or factor that had caused occupational stress. In the second
approach, an employee did not look for the methods of changing the situation of the
stressful environment in the organization. The employee tried to change his personal
feelings of thinking about it. This type of strategy is known as emotion regulation. It
aims at relieving the emotional effect of occupational stress and makes one feel good
even though the harmful stressor is not changed. Relying on this approach, employees
are seen to consume alcohol, smoke cigarettes and also depend upon tranquilizers or
drugs. In the psychoanalytic approach, the ego defense mechanism is emotion regulation
approach. This type of approach is used unconsciously by any employee with a view to
protect himself/herself from the inner anxieties and pain. Defense mechanisms lead to
coping strategies that aim at self-protection rather than at solving problems.

Although there are several methods to elaborate and classify the coping responses, the
majority of approaches are distinguished between strategies which are active in nature
and the problem confronting oriented and the strategies that entail an effort to remove
tension by avoiding dealing with the problem. There are some other types of
occupational stress coping strategies –

1) Appraisal – oriented coping is coping strategy related to the attempts to explain the
meaning of a situation and related to such strategies as logical analysis and cognitive
redefinition.

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2) Problem-focused coping is related to the modification or elimination of the source of
stress to deal with the consequences of a problem or actively to change the self and
develop a satisfying condition.

3) Emotion-oriented coping method includes responses whose basic functions are to

manage the emotions arising due to stressors and thereby to maintain effective
equilibrium.

4) Transformational coping method is related to altering the events, therefore they will
be less stressful. An employee has to interact with the events, think about them
optimistically and act towards them decisively, so changing them in a less stressful
direction.

5) Regressive Coping approach includes a strategy wherein employee thinks about the
events of stress, pessimistically and acts evasively to avoid contact with them.

6) Coping through direct action approach is related to the behavior or function which
when performed by the organism in the stressful situation is expected to bring about a
transformation in the environment of occupational stress.

7) Palliative Coping approach related to those thoughts or functions whose aim is to

relieve the organism of any emotional effect of occupational stress.

There is no clear consensus as to which coping strategies or coping methods are more
effective. Many studies have indicated that social and emotional support available for the
employee to help them in coping effectively with the occupational stress is very
effective. The employees who have a close interpersonal relationship with friends and
families are able to utilize more coping strategies. Approach or strategies of coping
include efforts to improve the psychological and physical ability for coping (through the
physical exercises, meditation, yoga and management of diet), creative diversions for
emotional enrichment and strategies for dealing with the problems.

Coping strategies are also in the form of avoiding the situation that is a dysfunctional
style and confronting and approaching the problem a is functional style. The employees
who decide to suffer from stress, accepted or denied the experienced occupational stress
and they blamed somebody or something for being in that stressful situation. These are

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the passive strategies and are known as dysfunctional styles of coping with occupational
stress. On the other hand, the employees who are facing the true nature of stress
consciously and take some action to solve the problems related to stress in their own way
or with the help of others. This is active approaches of coping with occupational stress
and it is known as the functional style of dealing with the stressful situation. These
approaches are supposed to be more effective in comparison of the dysfunctional styles.

Several different coping strategies have been suggested by management experts these
range from casual manoeuvers to complicated nature of problem-solving. These coping
strategies range from rational to irrational efforts. As per the nature of coping operation
procedure (that is cognitive/behavioral coping strategies) and orientation or mode of
coping efforts (that is approach and avoidance coping strategies) five main categories of
coping strategies have been recommended. These fall under two heads- Approach coping
and Avoidance coping. The effectiveness of a coping strategy mainly depends upon the
nature and severity of the perceived stress and other situational factors. Lack of coping
strategy leads to ineffectiveness. Coping strategy is also concerned with the quality and
intensity of emotional reactions of employees. The approach method of coping can be
explained by;

1) Hope that things will develop and improve;

2) Efforts made by the employees to solve the problem;

3) Expectation from others that they will help or asking for help in the context of
occupational stress; and

4) Jointly doing something about the problem.

4.8 OCCUPATIONAL STRESS MANAGEMENT STRATEGIES

Management of stress is the process related to eradicating the problem of occupational

stress among the employees. With a view to developing an effective stress management
programme, it is required to recognize the factors that are central to employees’ efforts of
controlling their occupational stress. There is a need to identify the intervention models
which may effectively target these factors. The management model or method
conceptualizes occupational stress as a result of the knowledge how a stressor is

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appraised and how an employee appraises his resources to cope with occupational stress.
The management strategies for controlling occupational stress in the organization are
more proactive in nature. Management officials are attempting to remove existing
potential stressors and trying to prevent the onset of occupational stress of an employee
(Kenny and Cooper, 2003).

Many stress management methods are being used in IT organizations. The management
interventions which are commonly used include the primary, secondary and tertiary
methods (Jahanian, Tabatabaei and Behdad, 2012). In primary stress management
method emphasis is laid on identifying the possible reasons of occupational stress and
their risks and adverse effects on the physical and psychological conditions of the
employees. This is done by taking pre-emptive action to remove the risk of occupational
stress and of limiting the employee’s exposure to stress. The primary stress management
method includes-redesigning of jobs to modification of workplace stressors, increasing
employee’s decision- making authority and providing co-employees support groups.

The secondary stress management methods are designed to provide training to the
employees. This type of stress management method includes seminars and workshops, to
help the employees to identify and deal with occupational stress and recognize
organizational stressors. This type of method aims to reduce the severity of stress and to
treat symptoms before they lead to serious physical and psychological problems in an
employee and the organization at large.

The tertiary stress management method includes the care of employees, who are already
suffering from the effects of stress. This type of method also includes counseling and
assistance programs for employees, consulting a stress manager or psychological health
professionals to help employees to cope with occupational stress. According to the
various studies, this type of method has been found successful in removing occupational
stress-induced conditions like heart rate, salivary cortisol.

Management of IT organization is using these three-tier stress management methods to

manage and control the occupational stress in the organization. The first method is used
to assess the workplace factors that contribute to stress, the second method implements
management methods to remove occupational stress. The third method is the one through
which one has to monitor the improvement or the progress with an objective of

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improving or developing an appropriate management method to manage occupational
stress. This training pertaining to stress management includes time management
instruction, the setting of a goal, delegating, counseling of subordinates, self-awareness,
relaxation techniques, conflict management and resolution and reorganization of
occupational stress situations and its symptoms.

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