CHAPTER 1

INTRODUCTION

Stress is a normal phenomenon in the contemporary life. Not that stress is a recent
concept, but still the consequences are vastly different in the modern world. Stress is the
wear and tear of our bodies experience as we adjust to our dynamic environment; it has
physical, Psychological and emotional effects on us and can create positive or negative
emotions. As a positive influence, stress can drive a person towards action. It can result in
a new awareness and an exciting new perspective and such stress is called ‘Eustress’. As
a negative influence, it can result in feelings of distrust rejection, anger and depression
which in turn can lead to health problems such as headaches, upset stomach, rashes,
insomnia, ulcers, high blood pressure, heart disease and stroke and such stress is called
‘Distress’.

Optimum stress is essential for performing well in one’s job. But once stress
exceeds a certain limit, it can cause burnout and detrimentally affect work performance.
As organizations become more complex, the potential for stress increases. Urbanization,
industrialization and increase in scale in operations are some of the reasons for rising
stress.

Employees should provide a stress free work environment, recognize where stress
is becoming a problem for staff, and take action to reduces productivity, increases
management pressure and make people ill in many ways, evidence of which is still
increasing. Workplace stress affects the performance of the brain, including functions of
work performance, memory, concentration, and learning. Stress at work also provides a
serious risk of litigation for all employees and organizations, carrying significant
liabilities for damages, bad publicity and loss of reputation. Dealing with stress –related
claims also consumes vast amounts of management time. So there are clearly strong
economic and financial reasons for organizations to manage and reduce stress at work,
aside from the obvious humanitarian and ethical consideration

1
 OBJECTIVES OF THE STUDY

Following are the main objectives for undertaking this project:-

 To find the stress level of the employees in CBP company.

 To find the relationship between the stress level and work satisfaction of
employees.

Research methodology

Primary data;
The primary data was collected from the respondents by administering a structured
questionnaire and also through observations and personal discussions.

Secondary data;
Apart from primary data the secondary data is being collected through text books and
from library are used for this study.

SAMPLE DESIGN

Sample size -The total population taken was 50 members from CBP Company Arani
Shornur.

Tools for data collection

● Questionnaire

Statistical data

Following are the statistical tools used in this project to arrive specific result.

2
Percentage analysis

It is the statistical tool which is used to identify the % of the responses in this method we
are found out the percentage of the each data with respect to total.

Pie-diagram

Pie-diagram are used when the aggregate and their division are to be shown together are
aggregate is shown by means of a circle and the sectors of the circle.

LIMITATIONS OF THE STUDY

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

2. The time period available for the study was limited.
3. Collection of data was limited.
4. The employee’s attitude and opinion may change in future, so future relevance to
the study cannot be assured.
5. Some of the employees have not been co-operated.
6. Reliability of the study depends greatly on the reliability of information provided
by the respondent.

3
 Chapter -2

Review of literature

Bal Subramanian, Ghatala and Nair (2008) conducted a study in Apollo Health City,
Hyderabad to investigate the relationship of emotional intelligence with organizational
leadership as well as the impact of emotional intelligence on leadership effectiveness.
The findings suggested that management functions have undermined the importance of
individual development, at the cost of technology and School of Management Studies,
Punjabi University, Patiala 65 modernization. The study suggested that Apollo Hospital
Group, Hyderabad, should specifically concentrate on improving the self-management
and social awareness skills of the employees in order to maintain its position as the No 1
health care provider in India. (Balasubramanian, Ghatala and Nair,(2008). The Role of
Emotional Intelligence in Organisational Leadership, Sixth AIMS International
Conference on Management.)

Deshpande (2009) investigated the impact of emotional intelligence, ethical

behavior of peers, and ethical behavior of managers on the ethical behavior of 180 not-
for-profit hospital employees in the U.S. The results revealed that emotional intelligence,
ethical behavior of peers and of managers had a significant positive impact on ethical
behavior of employees. Employees with emotional intelligence skills like empathy and
self-management are more likely to make ethical decisions. These are skills that can be
tested for during the hiring process, maintained via training and development programs,
and reinforced during performance appraisals. Overall, the study implied School of
Management Studies, Punjabi University, Patiala 88 that emotional intelligence could
create a better learning, working, and caring environment.( Deshpande, (2009). “A Study
of Ethical Decision Making by Physicians and Nurses in Hospitals”, Journal of Business
Ethics, Vol 90, pp 387-397.)

Banu Vijaya.C (2010) stress management in SRF limited, have examined that the
social economic background of the employers affect by organizational factor and

4
individual factor and given coping strategies to reduce the stress. The study has taken
low-level employers of SRF limited. The researchers have suggested that each
organization concentrate on stress management for improve the productivity and
performance.

Satyanarayan. K.S. & Maran. K. (2011) in a study on Stress Managementm in

IT Industry, highlight the job stress, types of stress and its impact on employees who
have working in various departments in SEMANSYS technologies. The researchers have
found that the major factor of stress has workload, vulnerability and low physical
conditions. Significant correlation between workload and emotional exhaustion and there
is no significant different in stress variable and gender. They have used the 100-sample
size and convenience sampling method. They have given the some suggestion for
reduced the stress such as yoga, counseling, brainstorming games, relaxation activity.

Deshpande C. Revati (2012) has explored the various causes of stress at

workplace in the study- “A healthy way to handle work place stress through Yoga,
Meditation and Soothing.” It aims at suggesting the various stress management
techniques like humour Yoga, Meditation and Soothing. The study has exploratory in
nature and based on secondary data. The researcher has suggested that Stress to be
reduced if enterprises take the right steps. Employees perform better, work harder, feel
happier and have a long-term commitment to the organization in stress free environment.
Now time has come when the organization adopts philosophy of “Healthy Mind and
Healthy Body.”

Pathak Deepti (2012) has examined the understanding between organizational

stress, job satisfaction and Perceived Organizational Support in the study Role of
perceived organizational support on stress-satisfaction relationship: An empirical study
The result of the study shows that Perceived Organizational Support has moderated
relationship between both. The study has done on a sample of 200 managers belonging to

5
Private Sector Organizations of Delhi/NCR region. The result has showed that
Organizational Role Stress has negatively related with job satisfaction.
Shukla Harish & Garg Rachita (2013) have conducted a study on stress
management among the employees of nationalised banks in Indore, observed that most of
the employees fear with the point that lack quality in their work sets stress on them. The
researchers have explained that this study has exploratory in nature and maximum
number of employees in bank has remained in stress. The main causes of stress
overloaded, non-achievement of their target of work, family problem, the order of their
boss by sacrificing their important home function.

Anbazhagan. A (2013) Work Stress of Hotel Industry employees in Pondicherry

have identified the causes of stress. The type of research is descriptive opinions are
qualitative in nature. Most of the respondents have not cleared about their organizational
goals and hence there have role conflict. They have found that unachievable deadline is
one of the areas where the employee faces stress. Most of the employees feel that the
organization is not utilizing their ability properly.

Radha. G. (2014), in her study entitled- Occupational Stress among the bank
Employees in Tivarurar District of Tamil Nadu , expresses the level of occupational
stress among public sector bank employers. The result of the study reveals that the
officers and clerical staff experience high level of stress and substaff face moderate
occupational stress. This study defines that occupational stress to be harmful physical and
emotional responses that occur when the requirements of the job do not match the
capabilities resources, or needs of the workers.

6
 CHAPTER-3
THEORETICAL OVERWIEW
Evolution of HRM
Human resource, a relatively new term emerged during the 1970‘s. Many people continue
to refer to the discipline by its older, more traditional titles, such as personnel
management or personnel administration. The trend is changing. The term now a day’s
used is HRM coming to the evolution of HRM as a subject, it may be stated that concern
for the welfare of workers .In the management of business enterprise has been in
existence since ages. Kautilya’s Arthashastra states that there existed a sound base for
systematic management of resources during as early as the 4th century BC. This process
took momentum only when government took active measures during resend passed by
various rules and regulations under Industrial Dispute Act and related acts .However the
employees will have various reasons to deviate from this When the growth of the industry
is distributed due to irregularity of the employees ,government showed interest in the
operation of public sector enterprises and provided systematic procedure for regulating
employer-employee relationships.

INDUSTRY PROFILE AND ORGANISATION PROFILE

M/s. Concrete Building Products is located in kavalapara , about 3 km from

Shoranur Railway station and town. It was started in 1991. This is a proprietary concern
and Sri .K.A. PAUL is the promoter of this unit. The has already optioned/ the permanent
small scale industries registration from the industrial department vide
No.09/07/0534/PMT/SSI/TINY dated. 28/02/1991.

Concern building products concern is small scale industrial unit. The company is
engaged in the manufacturing of Concrete Building Products like concrete door, window
frames, frame R.C. pipes, pillar heads, small scale grill, flower pot, tank, cooler pipes
etc.. The materials such as M.S tore, metals and sand, cement are being used for the

7
production function. This company provides more employment opportunities to may
unemployment people who are residing near areas and there making profit from business.
This type of product is mainly used by lower and middle income groups. The product will
reduce 50% of manufacturing cost in the building work; promoter has made a thorough
study and attained knowledge regarding this type of products and has possessed skill in
this line of activity.

The products have good demand in all in all over the district. In order to face the
demand, the unit has opened branch at West Yakkara, Palakkad. Another branch is
Calicut and Malappuram. The infrastructure needed by the company that i.e. transporting
services, electricity, banking services etc. are very near and clear and these facilities are
very helpful to company’s day to day operation.

MEANING OF STRESS
A state of tension experienced by individuals facing extra ordinary demands, constrains
or opportunities

Definition of stress
❖ “Stress is an adaptive response to an external situation that results in physical,
psychological and or behavioural deviations for organizational participants”
❖ Stress can be defined as “an overload / demand state ,where individuals are being
presented with more information, stimuli, intensity, and immediacy than they can take in
or process”.

THE CAUSES OF STRESS

Many health problems are caused or exacerbated by stress including
1. Pain of any kind
2. Depression
3. Heart disease
4. Obesity

8
5. Digestive problems
6. Auto immune diseases
7. Skin conditions such as “eezema”

Additional signs of stress

Other signs of being highly stressed include the following observations expressed
by victim service providers who have attended stress workshops held at victims rights
conference.
● Lowered productivity
● Inability to feel empathy with all or some crime victims
● Inability to meet dead lines
● A constant frustration with the lack of adequate monetary compensation
● Uncharacteristic forgetfulness, such as leaving a wallet or purse behind ,or failing to
keep a scheduled appointment with a victim or colleague
● Feeling overwhelmed with the demands of the job and a sense that it is consuming
one’s life
● A lack of being able to put current stressors into perspectives

STRESS AT WORKPLACE
The workplace had become a high stress environment in many organizations
cutting across industries .employees were experiencing high level of stress due to various
factors such as high workload ,tight deadlines ,high targets, type of work, lack of job
satisfaction, long working hours, pressure to perform etc. Interpersonal conflicts at the
workplace such as boss-subordinate relationships and relationships with peers were also a
source of stress.

MEANING OF STRESS IN THE WORKPLACE

One of the ways organisations and employees manage stress is to remove the
stressors that causes unnecessary tension and job burnout. This can be accomplished by ;

9
1. Organisations providing flexible working hours and days for their employees.
2. Employees telecommuting and working from home to decrease the time and stress
commuting .
3. Employees accusing personal leave programs ,such as extended maternity leave and
paternity leave.
4. Organisations providing child care facilities.

CAUSES OF STRESS AT WORK

1. To meet out the demand of the job
2. Relationship with colleagues
3. To control staff under you
4. To meet out deadlines
5. New wok hours
6. Promotion
7. Change of the job
8. Work against will
9. Harassment
10. Sexual molestation
11. Excessive work pressure

Quick stress reduction techniques

When stress occurs ,do one or all of these thing in whatever order that takes to
fancy. These ideas can also be adapted for team development exercises. The key to
destressing in the moment is getting away from or removing anyone from the stressor.
developing new habits which regularly remove and distract from stressor and stress on a
more permanent basis .
1.Recognize warning signs of excessive stress at work
When you feel overwhelmed at work, you lose confidence and may become

10
irritable or withdrawn. This can make you less productive and less effective in your job,
and make the work seem less rewarding. If you ignore the warning signs of work stress,
they can lead to bigger problems. Beyond interfering with job performance and
satisfaction, chronic or intense stress can also lead to physical and emotional health
problems.

2. Reduce job stress by taking care of yourself

When stress at work interferes with your ability to perform in your job, manage
your personal life, or adversely impacts your health, it’s time to take action. Start by
paying attention to your physical and emotional health. The better you feel, the better
equipped you’ll be to manage work stress without becoming overwhelmed.

3.Reduce job stress by prioritizing and organizing

When job and workplace stress threatens to overwhelm you, there are simple
steps you can take to regain control over yourself and the situation. Your newfound
ability to maintain a sense of self-control in stressful situations will often be well-
received by co-workers, managers, and subordinates alike, which can lead to better
relationships at work. Here are some suggestions for reducing job stress by prioritizing
and organizing your responsibilities.

4.Reduce job stress by improving emotional intelligence

Even if you’re in a job where the environment has grown increasingly
stressful, you can retain a large measure of self-control and self-confidence by
understanding and practicing emotional intelligence

5.Reduce job stress by breaking bad habits

As you learn to manage your job stress and improve your work relationships,
you’ll have more control over your ability to think clearly and act appropriately. You will

11
be able to break habits that add to your stress at work – and you’ll even be able to change
negative ways of thinking about things that only add to your stress.

6.Learn how managers or employers can reduce job stress

It's in a manager's best interest to keep stress levels in the workplace to a
minimum. Managers can act as positive role models, especially in times of high stress, by
following the tips outlined in this article.

How to manage stress

Managing stress is all about taking charge of your thoughts. your
emotions ,schedule, environment and the way you deal with problems. Stress
management involves changing the stressful situation when you can ,changing
your reaction when you can’t taking care of yourself , and making time for rest
and relaxation.

STRESS MANAGEMENT
The work place is challenging job assignment followed by moderate doses
of competitive spirit constructive conflict and a zeal to get ahead of other and a ways in
which individual cope or deal with stress at work is called stress management.
Some strategies used by individual and organisation for managing the stress.

Individual strategies.
➢ Time management
➢ Meditation and exercises.
➢ Physical exercises
➢ Muscle relaxation
➢ Bio- feedback.
➢ Cognitive restructuring.

12
Organisational strategies
➢ Role clarity
➢ Supportive climate
➢ Clear career path
➢ Company wide program

The organisational strategies help reduce the harmful effects of a stress in 3 ways
1. Identify and then modify or eliminate work stressors.
2. Help employees modified their perception and understanding of the work
stress.
3. Help employees cope more effectively with the cosequences of stress.

Organisation strategies aimed at eliminating often include..

➢ Improvements in physical work environment
➢ Job design to eliminate stresses.
➢ Changes in workloads and deadlines
➢ Structured re organisation
➢ Change in work schedule for flexible hours
➢ Management by objectives or other goal setting programmes
➢ Workshop dealing with role clarity and role analysis.
➢ Greater level of employees participation ,particularly in planning
➢ changes that effects.

Advantages of stress management

Business advantages of stress management
1. Less absenteeism due to stress related disorders.
2. Less workers compensation loss due to stress related illness or accidents.
3. Improve job performance.

13
4. Less stressful more efficient work place.
5. Improved employee attitude.
6. Improved employee overall health.
Health advantages of stress management
1. Decreased stress related symptoms
2. Improved sleep
3. Decreased anxiety
4. Increased sense of control and improved self esteem

Consumer advantages of stress management

1. No side effects
2. Non pharmacological
3. Non surgical
4. Cost effect.

14
ORGANISATION CHART

15
 CHAPTER 4
ANALYSIS AND INTERPRETATION

Table-4.1 Age of workers

Age Number Percentage

20-30 3 6

30-40 16 32

40-50 20 40

50-60 11 22

CHART 4.1

6%

22%

32% 20-30
30-40
40-50
50-60

40%

Interpretation
Most of the workers are of the age 40-50 and then from 30-40 the least number of
workers are from the age group of 20-30

16
 Table-4.2 Sex classification of workers

Sex Number Percentage

Male 35 70

Female 15 30

CHART 4.2

Sales

male
female

Interpretation

70% of the workers are male and only 30% are female.

Table-4.3

17
 Work experience of the employees

Years Number Percentage

0-10 6 12

10-20 17 34

20-30 27 54

CHART 4.3

12%

below 10
10 to 20
54% above20
34%

Interpretation

54% of the workers have work experience for 20-30 years, and 34% have 10-20 years
work experience and only 12% have less 10 years work experience.

Table-4.4

I am satisfied with my job.

18
 Opinion Number Percentage

21 42
Strongly Agree
7 14
Agree
13 26
Neutral
5 10
Disagree
4 8
Strongly Disagree

CHART 4.4

8%

10%

42% SA
A
N
D
SD
26%

14%

Interpretation

42% of workers are strongly agree that they are satisfied with their job 14% of workers
agree that they are satisfied with the job and 26% say nutral about the satisfaction 10%
are not sarisfied with the job and 8% are so dissatisfied with their job.

Table-4.5
I am satisfied with the health and safety practices of my employer.

Opinion Number Percentage

19
 37 74
Strongly Agree
7 14
Agree
6 12
Neutral
- -
Disagree
- -
Strongly disagree

Chart 4.5

12%

14%
SA
A
N
D
SD

74%

Interpretation

Most of the employees that is 74% are highly satisfied with the health and safety
practices of provided by the employer, 14% are satisfied and 12 % are neutral.

Table-4.6

I am satisfied with the amount of control and involvement I have at work.

20
 Opinion Number Percentage

Strongly Agree 23 46

Agree 19 38

Neutral 7 14

Disagree 1 2

Strongly disagree 0 0

CHART 4.6

2%

14%

SA
A
46%
N
D
SD

38%

Interpretation

46% and 38% of the workers are satisfied with the control and involvement that they
have at work as where 14% answered neutral and 2 % of workers disagreed with it.

Table-4.7

I am satisfied with the work-life balance practices offered by my employer

21
 Opinion Number Percentage

Strongly Agree 26 52

Agree 21 42

Neutral 0 0

Disagree 3 6

Strongly disagree 0 0

Chart 4.7

6%

SA
A
N
52%
42% D
SD

Interpretation

Most of the workers that is 52 and 42 % are able to satisfy the work life balance and only
6% are not able to do it.
Table-4.8

I am satisfied with the growth and development opportunities available in job

22
 Opinion Number Percentage

Strongly Agree 7 14

Agree 21 42

Neutral 16 32

Disagree 4 8

Strongly disagree 2 14

CHART 4.8

4%
8% 14%

SA
A
N
D
32% SD

42%

Interpretation

Most (14% and 42%)of the workers are satisfied with the growth and development
opportunities available in the job and only 8% and 4% are not satisfied where as 32%
opinioned neutral about it.

Table4.9

23
 I regularly participate in activities designed to involve employees in decision
making, problem solving and goal setting.

Opinion Number Percentage

Strongly Agree 25 50

Agree 11 22

Neutral 8 16

Disagree 5 10

Strongly disagree 1 2

CHART 4.9

2%

10%

16% SA
A
N
50%
D
SD

22%

Interpretation

50% and more are regularly participating in decision making process and only less than
15% are not participating.

Table4.10

24
I am satisfied with the employee training and development activities provided by the
company

Opinion Number Percentage

Strongly Agree 24 48

Agree 7 14

Neutral 9 18

Disagree 7 14

Strongly disagree 3 6

CHART 4.10

6%

14%

1st Qtr
A
48%
N
D
18% SD

14%

Interpretation

More than 50% of employees are satisfied with the trainind and development activities
provided by the company where as 20% are not satisfied and 18% are neutral.

25
 Table 4.11

I have positive relationship with my employer.

Opinion Number Percentage

Strongly Agree 21 42

Agree 29 58

Neutral - -

Disagree - -

Strongly disagree - -

CHART 4.11

42% SA
A
N
D
58% SD

Interpretation

42% of the employees strongly agree that they get adequate monetary compensation for
their contribution at work and 58% agree with this statement.

26
 Table 4.12
I get adequate monetary compensation for my contribution at work

Opinion Number Percentage

Strongly Agree 20 40

Agree 11 22

Neutral 16 32

Disagree 1 2

Strongly disagree 2 4

CHART 4.12

2%
4%

40% SA
32% A
N
D
SD

22%

Interpretation

40% of the employees agree that they have a positive relationship with the employer and
22% also agree with this, 32% are neutral about this statement and only 4% and 2% are
not having a positive relationship.

27
 Table 4.13

I have a positive relationship my co workers.

Opinion Number Percentage

Strongly Agree 20 40

Agree 11 22

Neutral 16 32

Disagree 1 2

Strongly disagree 2 4

CHART 4.13

2%
4%

40% SA
32% A
N
D
SD

22%

Interpretation

40% of the employees agree that they have a positive relationship with the co workers
and 22% also agree with this, 32% are neutral about this statement and only 4% and 2%
are not having a positive relationship.

28
 Table 4.14

I am motivated to give the full potential for the benefit of company

Opinion Number Percentage

Strongly Agree 14 28

Agree 11 22

Neutral 18 36

Disagree 5 10

Strongly disagree 2 4

CHART 4.14

4%
10%

28%

SA
A
N
D
SD

36%

22%

Interpretation

Half of the employees that is 28% and 22% of employees are ready to give full potential
where as 36% opinioned neutral and only 14% disagreed.

29
 Table 4.15

“My company makes me feel valued”

Opinion Number Percentage

Strongly Agree 9 18

Agree 8 16

Neutral 28 56

Disagree 3 6

Strongly disagree 2 4

CHART 4.15

4%
6%
18%

SA
A
N
16% D
SD

56%

Interpretation

56% of the employees are feeling neutral that they are being valued by the company, 18%
and 16% are agreeying and 6% and 4% are diasagreeying with it.

Table 4.16

30
 I have an intention to seek new job next year

Opinion Number Percentage

Strongly Agree 11 22

Agree 5 10

Neutral 8 16

Disagree 10 20

Strongly disagree 16 32

CHART 4.16

22%

32%

SA
A
N
10% D
SD

16%
20%

Interpretation

Most (32% and 20%) of the employees disagree with seeking new job next year 16% are
neutral and only a small group(22% and10%) are ready to seek new job next year.

Table 4.17

31
 My family responsibilities interfere with my job performance

Opinion Number Percentage

Strongly Agree 13 26

Agree 8 16

Neutral 4 8

Disagree 7 14

Strongly disagree 18 36

CHART 4.17

26%

36%

SA
A
N
D
SD

16%

14%
8%

Interpretation

Half of the employees family responsibility does not interfere with job performance and
26% and 16% of employees have thiere family responsibility interfering with thiere job.

Table 4.18

32
My job pressure interferes my family matters, social obligation and personal needs.

Opinion Number Percentage

Strongly Agree 13 26

Agree 7 14

Neutral 5 10

Disagree 8 16

Strongly disagree 17 34

CHART 4.18

26%

34%

SA
A
N
D
SD

14%

16%
10%

Interpretation

Half of the employees family matters, social obligation and personal needs does not
interfere with job performance and 26% and 16% of employees have thiere family
matters, social obligation and personal needs interfering with their job.

Table 4 .19

33
 I have frequent arguments with my superiors, co workers or customers.

Opinion Number Percentage

Strongly Agree - -

Agree - -

Neutral - -

Disagree - -

Strongly disagree 50 100

CHART 4.19

SA
A
N
SD
SD

100%

Interpretation

Every single person opinioned that they don’t have frequent arguments with the
superiors, co workers and customers

Table 4.20

34
 I have enough relaxation \ leisure time in work place.

Opinion Number Percentage

Strongly Agree 24 48

Agree 11 22

Neutral 7 14

Strongly disagree 8 16

Percentage - -

CHART 4.20

16%

SA
14% A
48%
N
D
SD

22%

Interpretation

Most(48% and 22%) of the employees have opinioned that they get enough time to relax\
leisure time in work only 16% of employees have negative opinion about this comment.

Table 4.21

I have sufficient time to complete my work.

35
 Opinion Number Percentage

Strongly Agree 19 38

Agree 13 26

Neutral 12 24

Disagree 4 8

Strongly disagree 2 4

CHART 4.21

4%
8%

38% SA
A
24% N
D
SD

26%

Interpretation

38% and 26% of employees are of the opinion that they get sufficient time to complete
their and only 8% and 4% are of the opinion that they don’t get sufficient time.

Table 4.22

I have pressure to work long hour.

36
 Opinion Number Percentage

Strongly Agree 1 2

Agree 11 22

Neutral 27 54

Disagree 7 14

Strongly Agree 4 8

CHART 4.22

2%

8%

22%
14%

SA
A
N
D
SD

54%

Interpretation

54% of the employees have opinioned neutral about having work pressure 22% and 2%
agreed with the statement and 8% and 14% disagrees.

Table 4.23

I will recoment my work place to others as a good place to work.

37
 Opinion Number Percentage

Strongly Agree 5 10

Agree 2 4

Neutral 3 6

Disagree 17 34

Strongly disagree 23 46

CHART 4.23

10%

4%

6%

SA
46% A
N
D
SD

34%

Interpretation

46% of the employees strongly disagree to recommend workplace to others

as a good place to work 34% disagrees and only 20 are agreeing it.

CHAPTER 5

FINDINDS AND SUGGESTIONS FINDINGS

38
 The study was undertaken to know the stress management of employees of CBP
Company Arani Shornur. Primary and secondary source of data are used for the study.
The overall performance is analyzed by studying the employee’s opinions.

The findings from the firm are:

 Male workers are more in this institution.

 Most of the workers are in the age group between 30-50
 The company provides better medical facilities and insurance to their
employees.
 The workers express that their relationship towards the industry is very
good The company provides leisure times to their employees.
 Generally the workers of the firm are satisfied on the training program.
 The company makes them feel good so that they are willing to work there
for long.
 There is no opportunity for another employee to work there so that they

don’t want others to come there and work so thet they don’t recommend this

work place to others.

 Most of them working there is having work experience of 15 years and

more.

 It is not easy for a new comer to study the work easily.

 Most of the employees participate in decision making done in the company

 Most them are able to satisfy their work life balance and don’t relate their

work and family matters each other.

 Even though it is an construction industry and the employees face many

problems related to health the employees are very much satisfied with the

health practice provided by the company.

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40
 SUGGESTIONS

a. To complete with the fast growing industries, we should think about more

advanced equipment’s, departments and qualified staffs to complete others.

b. Provided proper instructions about organizational goals and objectives to

employees.

c. Provide proper personality developing coaching for employees.

d. Provide proper training to the employees after selection.

e. Get feedback from employees periodically to give better facilities to employees.

f. Provide allowance to those who work over time.

g. Provides canteen facilities.

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 CONCLUSION

The project entitled “ A study on the stress management of employees of CBP

Company Arani Shornur. Was an attempt to study the attitudes of employees regarding
their industry and make a recommendation to improve it.

The proprietors as well as the workers provided all the information which is
needed to the study. Through this study, I conduct a clear cut research on the employees
on the basis of stress and satisfaction factors. Employees are the essence of every
organization.

On the basis of the study I can conclude that most employees are satisfied in
working conditions, training and security, monitory benefits etc…. And no one
commented that any problems they faced. Employees have genuinely answered the
questions.

The company is producing building products which is highly demanded in

market from them to till now the local areas. And they are also started their branches to
the near areas where the people demanded their products.

Many of the competitors failed to compete with industry due to quality service,
quality of production etc... now the company becomes the leader in the field in the local
market.

These all gains to this industry are due to an energetic human resource.

42
 BIBILIOGRAPHY
Books
▪ K. Aswathappa organisational behaviour 9th edition, Himalayahouse publishing▪ S.S
Khanka organisational behaviour 5th edition, Chand & co. Ltd.
▪ Fred luthans organisational behaviour 11th edition, Mc.Graw hillco’s.
▪ M.N Mishra organisational behaviour 11th edition, Vikas publications pvt lmt
▪ HRM- Prasad. L.M.

Websites
● www.google.com
● www.wikipedia.com
● www.managementstudies.com

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 Questionnaire

A study on the stress management of employees of CBP company Arani

Shornur

1. What is your name? :-……………………………………………………………

2. How old are you? :-……………………………………………………………

3. Male / Female? :-…………………………………………………………..

4. How many years are you working in her? :- ………………………………….

5. Are you satisfied with your job?

Strongly agree Agree Neutral Disagree
Strongly disagree

6. Are you satisfied with your health and safety practices of your employer?
Strongly agree Agree Neutral Disagree
strongly disagree

7. Are you satisfied with the control and involvement you have at work?

Strongly agree Agree Neutral Disagree

strongly disagree

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8. Are you able to satisfy the work- life balance?
Strongly agree Agree Neutral Disagree
strongly disagree

9. Are you satisfied with the growth and development opportunities available in
your job?
Strongly agree Agree Neutral Disagree
strongly disagree

10. Do you regularly participate in activities to involve employees in decision

making, problem solving and goal setting?
Strongly agree Agree Neutral Disagree
strongly disagree

11. Are you satisfied in the employee training and development activities provided by
the company?
£Strongly agree £Agree £Neutral £Disagree
£strongly disagree

12. Do you get adequate monetary compensation for your contribution at work?
£Strongly agree £Agree £Neutral £Disagree
£strongly disagree

13. Do you have a positive relationship with your employer?

£Strongly agree £Agree £Neutral £Disagree
£strongly disagree

45
 14. Do you have a positive relationship with your co workers?
£Strongly agree £Agree £Neutral £Disagree
£strongly disagree

15. Are you motivated to give the full potential for the benefit of company?

£Strongly agree £Agree £Neutral £Disagree

£strongly disagree

16. “Your company makes you feel valued”.

£Strongly agree £Agree £Neutral £Disagree

£strongly disagree

17. Do you have an intention to seek new job Next year?

£Strongly agree £Agree £Neutral £Disagree

£strongly disagree

18. Is your family responsibilities interfere with job performance?

£Strongly agree £Agree £Neutral £Disagree

£strongly disagree

19. Do your job pressure interferes your family matters, social obligations and personal
needs?

46
 £Strongly agree £Agree £Neutral £Disagree
£strongly disagree

20. Do you have frequent arguments with your Superiors, coworkers or customers?

£Strongly agree £Agree £Neutral £Disagree

£strongly disagree

21. Do you have enough relaxation /leisure time in work place?

£Strongly agree £Agree £Neutral £Disagree

£strongly disagree

22. Do you have sufficient time to complete your work?

£Strongly agree £Agree £Neutral £Disagree

£strongly disagree

23. Do you have pressure to work long hours?

£Strongly agree £Agree £Neutral £Disagree

£strongly disagree

24. Will you recommend your work place to others as a good place to work?

£Strongly agree £Agree £Neutral £Disagree

£strongly disagree

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