A STUDY ON STRESS MANAGEMENT WITH REFERENCE TO SUN FOOT

CARE PERIVATE LIMITED IN CHENNAI

BY

BANU PRIYA. D

Of

PRINCE SHRI VENKATESHWARA PADMAVATHY ENGINEERING

COLLEGE PONMAR CHENNAI-600127

A PROJECT REPORT

Submitted to the

FACULTY OF MANAGEMENT SCIENCES

In partial fulfillment of the requirements

for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

ANNA UNIVERSITY

CHENNAI-600025

August, 2022
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ABSTRACT

The purpose of this study is to examine The Stress Management with Reference
to SUN FOOT CARE PRIVATE LIMITED employees, Chennai District.and its
Effects on Employees’ Performance. Stress is an unavoidable factor in everyone’s
lives. People deal with it more than once in their lifetime. Stress may be defined as a
feeling of physical, psychological or emotional tension which is developed by
different circumstances or events that occur in our lives.

In every organization, employees are the backbone that ensures the smooth
running of the business. But as a matter of fact, these employees are ordinary people
who are vulnerable to any and all threats, be it physical, emotional and psychological
and this includes stress. It can cause them to lose focus in their activities and
accumulate low yield or performance in most or all their functions seeing as they will
be too distracted thinking about their own problems to do their work.

Despite that, stress can also be positive because it pushes people to do more and
fulfill their obligations. It can add an extra boost to your way of thinking and their
pace of doing their work.

Moreover, stress is not uncontrollable. It can be managed in order to protect any

sort of negative impacts/ effects. This is what is called stress management. It is
defined as the method or techniques of handling or controlling stress. Stress
management has a huge effect on employees and their performance as it brings about
positive and competence, therefore, it has an even greater impact on the organization
because if their employees are stress free, they are at least 95% focused in their duties,
thus the businesses advantages increase.

This study there for is undertaken to investigate the impact stress and stress
management has on organizations and its effects on employees’ performance, to
determine the causes of stress, to identify the different types or dimensions of stress
and to handle or manage stress.

Sample Sun Foot Care employees were selected by using simple random sampling
method because of easy accessibility and affordability analyzed by using statistical
package for social sciences (SPSS).

Key words: Stress Management, Employees Stress, SPSS tool.

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INTRODUCTION:

This project is entitled “A STUDY ON STRESS MANAGEMENT WITH

REFERENCE TO SUN FOOT CARE PRIVATE LIMITED” to identify the way
in which the employees are affected stress.

The employees are most valuable assets of an organization. The success and
growth of the organization depends largely upon the caliber and performance of the
employee. Systematic and continuous efforts are necessary to prepare employees to
successfully meet challenges of the present and the future.

What is Stress?
Stress is a complex phenomenon. It has been defined in many ways, but simply
put; it is the wear and tear of everyday life.

In Eveready’s life people are subjected to a wide range of pressures. Similarly

there are also a wide range of resources and strategies for coping with pressure.
Sometimes people cope well and will not feel that the pressure is having any adverse
effect upon them. At other times they will have difficulty in dealing with the situation
and that is when we may use the term “stress”.

In reality, any situation that puts pressure is technically “stressful”. Stress is not
necessarily unpleasant or harmful. When people are able to cope satisfactorily with
the stress and find it to be positive in its effect, they tend to use other words – such as
“stimulation” or “challenge”.

In this regard a simple but accurate definition of stress is:

“Stress occurs when the pressure upon us exceeds our resources to cope up with the pressure”
Categories of Stress:
Stress can be broadly classified in the following categories:
 Acute stress is what most people identify as stress. It makes itself felt through tension
headaches, emotional upsets, gastrointestinal disturbances, feelings of agitation and
pressure. It’s easily treatable and can be brought under control in six to eight weeks.
 Episodic acute stress is more serious and can lead to migraines, hypertension, stroke,
heart attack, anxiety, depression, serious gastrointestinal distress. It’s quite treatable,
but it takes general life style readjustments, four to six months, and often requires
professional help.
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 Chronic stress is the most serious of all. It’s the stress that never ends. It grinds us
down until our resistance is gone. Serious systemic illness such as diabetes decreased
immune competence, perhaps cancer is its hallmark. It can be treated, even reversed,
but it takes time – sometimes two to three years-and often requires professional help.
 Traumatic stress is the result of massive acute stress, the effects of which can
reverberate through our systems for years. Post-traumatic stress disorder is treatable
and reversible and usually requires professional aid.
Certain Statistics that support common belief about stress:
Statistics from a recent global stress research study show that increased stress is
felt worldwide, and stress affects women differently than men: A recent Roper Starch
Worldwide survey of 30,000 people between the ages of 13 and 65 in 30 countries
showed:
 Women who work full-time and have children under the age of 13 report the greatest
stress worldwide
 Nearly one in four mothers who work full-time and have children under 13 feel stress
almost every day
 Globally, 23% of women executives and professionals, and 19% of their male peers,
say they feel “super-stressed”
At work, the following may be stressors.
 Needs not met. These could be needs for power, for fulfillment, for use of knowledge
 Not being included by others as part of a group you want to belong to
 Not being recognized or valued for one’s competence
 Feeling that one is not adequate for the task, particularly when compared to someone
else
 Being denied what is due (rewards, work)
 Monotony or boredom
 Not having enough freedom at work, being closely supervised
 Inequity in rewards, assignments
 Very little opportunity for growth
 Too much of work, overload
 Too little work, boredom
 Inadequate resources to do the assigned work, creating possibilities of failures
 Conflict in values at work, being required to do what one does not like to do
 Too many and conflicting demands at work from the role set
 Responsibilities not clear, ambiguity on what is expected
 Understanding, unpredictable, temperamental boss
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 New unfamiliar work
 Being blamed
On close analysis, it will be found that all of the above situations are, in some way
or other, causing perceptions of possible failure at work or non-recognition and
consequent loss of self-esteem.
The Healthy Pattern recognizes that we can help our bodies to cope with the stress
adjustment process by applying a positive strategy, such as leisure, relaxation, a
vacation/trip, exercise and others. This restores a healthy stress level.
The Crisis Pattern develops when we fail to recognize the signals that the body
sends and therefore we continue to stress ourselves until eventually we drop and enter
a deep negative state (crisis) and then physical and/or psychological breakdown
ORGANISATIONAL STRESS
There is a considerable cost to people, in both human and financial terms, in
working in an unhealthy stressful environment. It is therefore in the interest of all
leaders and managers to create healthy workplaces.

What is commonly referred to as ‘organizational stresses may be said to be caused

by a dysfunctional culture. Where members of an organization share a negative view
of that organization, they are not likely to be motivated to perform well. On the
contrary, they may feel that work is not worthwhile and that there is little point in
pursuing personal or organizational objectives or desires. The result may be a serious
loss of self-esteem and when this condition prevails this will be experienced as stress.

Some of the consequences of stress have been identified as:

 Reduced productivity
 Lack of creativity
 Job dissatisfaction
 Increased sick leave
 Premature retirement
 Absenteeism
 Accidents
 Organizational breakdown
Managing Stress
Stress cannot be avoided. It should not be avoided. Without stress, there will be no
attempt to try the difficult. One will give up much too easily. One will not succeed in
doing even what one is easily capable of, because even the normal faculties will not
come into play – like the goalkeeper, if he remained relaxed even at the last minute.
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There are two aspects to take care of in managing stress. One is that one should
not develop stress to the point that one becomes non-functional like the second is to
try to get back to normal as quickly as one can and not continue to be in a state of
stress for too long.

The former is achieved essentially by an attitude that is developed by rational

thoughts. The first is to realize that one’s perceptions often distort the reality. The
situation may not be as bad as it may seem to be. The second is to understand that a
failure is not an unmitigated disaster. It is not possible to succeed all the time. It is not
even necessary to succeed all the time. One failed effort does not mean that the person
is no good. Nobody has succeeded without many losses. Even World champions
sometimes lose a first round match to an unseeded player. Marconi and Thomas Alva
Edison succeeded in their inventions after many attempts that failed. They saw
failures as opportunities to learn.

The third is to recognize that worry and anxiety will not modify the situation, but
will only disturb one’s peace of mind and health. If one watches passengers at airports
and railway stations, one will find how some of them remain quite relaxed and even
sleeping while others are continuously making enquirers from officials about extent
and causes of delays. Such constant enquire only irritate, but do not expedite
solutions. They add to stress of self and of others.

As an organization as a whole
 Organizational Stress Auditing (organization)
o Before organizational stress is targeted, we need to know what is causing it.
Workplace stressors should be identified and employees can guide with
options to manage it.
 Stress Management Training (group or individual)
o Through a range of easily applied, practical courses underpinned by widely
accepted Stress Management theory, groups and individuals can increase their
understanding of the causes of stress and through this, learn techniques for
reducing and dealing with stress.
As the Manager
As the boss, one can ensure that subordinates are not put to undue stress and also
that they are helped to get out of stress situations as quickly as possible. The steps are

 Recognize the stress levels

 Show concern
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 Encourage talking
 Listen
 Empathize
 Explain and show how it can be done
 Reassure
 Provide support
 Discuss and involve them in decisions
 Show respect to the individuals
 Avoid insult, denunciation, abuse, reprimand, particularly in public
 Avoid manipulation, coercion, blaming
 Avoid pressurizing too much
 Provide social support
All the above, render support and help to reduce anxieties. It is not suggested that
the demands on people should be lowered. People like challenges. They must be
given challenging assignments. That is the only way to growth. But if there is a
sensing of extreme stress, it should be managed through reassurance, not by
withdrawing the assignment.

Critical Incident Stress Management

Critical incidents do occur in the workplace:

 Accidents on the work sight

 A sudden unexpected death of a coworker
 Workplace violence
Critical Incident stress is a normal response to an abnormal situation. Left
untreated, critical Incident stress could lead to lower production, increased
absenteeism, Increased substance abuse, and increased use of health care benefits.

The stress reactions experienced by those who have been exposed to a critical
Incident may appear immediately or surface hours or days after the event:

 Survivor guilt, Flashbacks, Confusion

 Poor concentration, Distressing dreams
 Fatigue, Grief, Fear
 Anger, Chills, Diarrhoea, Nausea
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These are only a few examples of what individuals report after experiencing a
critical Incident. Sometimes the critical Incident is so painful professional assistance
from a specially trained Individual becomes necessary.

WORKPLACE RESOURCES has professionals with more than ten years’

experience in the area of critical Incident stress. This research will provide: pre-
planning: to help you design a plan of action to assist your company is better prepared
If and when your workplace experiences a critical incident post-accident: and also
will provide a techniques to help assess the situation and guide you through the
recovery phase.

NEED FOR THE STUDY

Stress management in the organization is a useful skill that many don’t take
advantage of. Many of us and leaders alike get caught up in day to day tasks. To many
job responsibilities might keep you busy. The result is that stress management is often
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overlooked or ignored as a solution to business problems. Whatever reason you have
for not using stress management techniques is a big mistake.
In the workplace, stress can cause all kinds of business issues and concerns. These
issues and concerns left unaddressed will ultimately hurt morale and profits.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:

To analyse stress level of employees in SUN FOOT CARE PRIVATE

LIMITED.
SECONDARY OBJECTIVES:

 To identify the existence of work stress in the organization.

 To study the factors causing stress among the employees.
 To identify whether any stress management techniques are implemented in the
company.

SCOPE OF THE STUDY

This study about work stress management is restricted within the employees of
the SUN FOOT CARE PRIVATE LIMITED. This study identifies the factors
which are contributing for stress (if any). This study also provides the various
techniques adopted by the organization for the managing the work Stress of the
employee. This study reveals the morale of the employees.

LIMITATIONS OF THE STUDY

 The Researcher has to spend more time to explain about the study.
 There may be chances of bias which will affect the accuracy.
 This study has been conducted among operative level employees working in the
organization.
 Only the laborers of SUN FOOT CARE PRIVATE LIMITED were taken as
sample. So it cannot be generalized.

RESEARCH METHODOLOGY

Meaning of Research Systematic investigative process employed to increase

or revise current knowledge by discovering new facts. It is divided into two general
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categories: Basic research is inquiry aimed at increasing scientific knowledge, and

applied research is effort aimed at using basic research for solving problems or
developing new processes, products, or techniques. Research refers to a search for
knowledge. It can also be given as a scientific and systematic search for pertinent
information on a specific topic. In fact, research is an art of scientific investigation.
Research Method:

Research method is those techniques that are used for condition of research.
Research Methodology:

Research methodology is a way to systematically solve the research problem. It

may be understood as a science of studying how research is done scientifically. In this
study the various steps that are generally adopted by a researcher in studying the
research problem along with the logic behind them.
Research Design:

Research Design is defined as the “arrangement of conditions for collection and

analysis of data in a manner that aims to combine relevance to the research purpose
with economy in procedure”
Types of research design:

 Exploratory Research Design:

This design is followed to discover ideas and insights to generate possible
explanations. It helps in exploring the problem or situation. It is, particularly,
emphasized to break a broad vague problem statement into smaller pieces or sub-
problem statements that help forming specific hypothesis.
 Descriptive Research Design:
Descriptive research design is typically concerned with describing problem and its
solution. It is more specific and purposive study. Before rigorous attempts are made
for descriptive study, the well-defined problem must be on hand. Descriptive study
rests on one or more hypotheses. The research design followed for this study is
descriptive type of research.

 Causal or Experimental Research Design:

Causal research design deals with determining cause and effect relationship. It is
typically in form of experiment. In causal research design, attempt is made to measure
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impact of manipulation on independent variables (like price, products, advertising and
selling efforts or marketing strategies in general) on dependent variables (like sales
volume, profits, and brand image and brand loyalty). It has more practical value in
resolving marketing problems. We can set and test hypotheses by conducting
experiments.

Area of the study:

To know the job satisfaction of the employees SUN FOOT CARE PRIVATE
LIMITED, Chennai.
Sample size:

The sample sizes of 200 respondents were selected for the study
Sampling:

Sampling is the process of selecting units (e.g., people, organizations) from a

population of interest so that by studying the sample we may fairly generalize our
results back to the population from which they were chosen.
Types of sampling techniques:

• Probability sampling.
• Non-probability sampling.

Probability sampling methods:

Probability sampling means that every member of the population has a chance of
being selected. If you want to produce results that are representative of the whole
population, you need to use a probability sampling technique.
1. Simple random sampling:
In a simple random sample, every member of the population has an equal chance of
being selected. Sampling frame should include the whole population.
2. Systematic sampling:
Systematic sampling is similar to simple random sampling, but it is usually slightly
easier to conduct. Every member of the population is listed with a number, but instead
of randomly generating numbers, individuals are chosen at regular intervals.

3. Stratified sampling:
This sampling method is appropriate when the population has mixed characteristics,
and to ensure that every characteristic is proportionally represented in the sample. The
respondents were selected by stratified random sampling.
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4. Cluster sampling:
Cluster sampling also involves dividing the population into subgroups, but each
subgroup should have similar characteristics to the whole sample. Instead of sampling
individuals from each subgroup, randomly select entire subgroups.

Non-probability sampling methods:

In a non-probability sample, individuals are selected based on non-random

criteria, and not every individual has a chance of being included. This type of sample
is easier and cheaper to access, but can’t use it to make valid statistical inferences
about the whole population.
1. Convenience sampling:
A convenience sample simply includes the individuals who happen to be most
accessible to the researcher. This is an easy and inexpensive way to gather initial data,
but there is no way to tell if the sample is representative of the population, so it can’t
produce general sable results.
2. Voluntary response sampling:
A voluntary response sample is mainly based on ease of access. Instead of the
researcher choosing participants and directly contacting them, people volunteer
themselves (e.g., by responding to a public online survey). Voluntary response
samples are always at least somewhat biased, as some people will inherently be more
likely to volunteer than others.
3. Purposive sampling:
This type of sampling involves the researcher using their judgment to select a sample
that is most useful to the purposes of the research. It is often used in qualitative
research, where the researcher wants to gain detailed knowledge about a specific
phenomenon rather than make statistical inferences. An effective purposive sample
must have clear criteria and rationale for inclusion.
4. Snowball sampling:
If the population is hard to access, snowball sampling can be used to recruit
participants via other participants. The number of people you have access to
“snowballs” as you get in contact with more people.

Sample size:

The researcher distributed questionnaires to 200 respondents who were taken as

sample for this study and the respondents were selected by stratified random sampling.
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Hypotheses:

It is a statement about the population parameter. In other words, a hypothesis is a

conclusion which is tentatively drawn on logical basis.
 H0: There is no significant difference between two attributes.
 H1: There is a significant difference between two attributes.

Types of Hypotheses:

1. Null Hypotheses:
Null hypothesis refers to the hypothesis that helps to compare one method with
another method about its superiority and if we proceed on the assumptions that both
methods are equally good, then this assumption is termed as the null hypothesis. The
null hypothesis is generally symbolized as H0.
2. Alternate Hypotheses:
Alternate hypothesis refers to the hypothesis that helps to compare one method with
another method. In this hypothesis, if one method is superior or inferior to the other
method then it is called as alternate hypothesis. The alternate hypothesis is generally
symbolized as H1
STATISTICAL TOOLS:

SPSS (STATISTICAL PACKAGE FOR SOCIAL SCIENCE):

Statistical package for social sciences (SPSS) is mean for statistical analysis of
data. It has got tools to obtain accurate result. SPSS is a computer program used for
survey authoring and deployment, data mining, text analytics, statistical analysis, and
collaboration & deployment.
The following statistical tools were used in this study:

• Simple Percentage
• Chi- square
• Correlation
• ANOVA
• Weighted Average

Percentage analysis:
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In case Percentage refers to a special kind of ratio. Percentage is used in making

comparison between two or more series of data. In this study, the number of people
who responded in a particular manner is interpreted in the form of percentages.
Percentage = (No of respondents/Total no of respondents) *100

Chi-square Test:

The chi – square test is also known as non-parametric test or distribution free test
is used when it is impossible to make any assumptions about population or when the
researcher is unable to estimate the population’s parameters. The main advantage of
using non parametric test is that, the researcher can analyse qualitative data. In case of
cross tabulation featuring two variables, a test of significance called Chi-square test is
used to determine whether the two variables are associated with each other or not. It
helps in finding the association between two or more attributes.
The formula for chi-square is as follows:

Where, O = Observed frequencies

E = Expected frequencies

The calculated value of X 2 is compared with the table value, for given degree of
freedom at a specified level of significance (5% and 10%). If the calculated value of
X 2 is more than the table value, then difference between the variables is considered
to be significant or otherwise insignificant.

Correlation:

Correlation is an analysis of the co-relation between two or more variables.

Correlation is a statistical measure that indicates the extent to which two or more
 15
variables fluctuate together. A positive correlation indicates the extent to which those
variables increase or decrease in parallel; a negative correlation indicates the extent to
which one variable increase as the other decreases. The correlation values can range
from -1.0 to 1.0, where -1.0 represents negative correlation and +1.0 represents
positive relationship. It considers the relative movements in the variables and then
defines if there is any relationship between them.
The formula for correlation is as follows:

Where,

x = (X–X);

y = (Y–Y);

σx = Standard deviation of series

X σy = Standard deviation of series Y

N = Number of pairs of observations

r = the correlation coefficient.

ANOVA:
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Analysis of Variance (ANOVA), ONE-WAY AND TWO-WAY Analysis of

variance (ANOVA) has been carried out to compare more than two means at a time.
One-way analysis of variance involves only one categorical variable or a single factor,
whereas in two-way analysis of variance, two factors on the dependent variable are
studied. The process of analysis is given hereunder:
One-Factor ANOVA (F-statistics):

Sources of Degrees of Sum of Squares Mean Square F-statistic

Variation Freedom (df) (Variance)

Among (Factors) c–1 SSA MSA = SSA/ (c - MSA/MSW

1)

Within (Error) n–c SSW MSW= SSW/ (n-

c)

Total n–1 SST = SSA +

SSW

Where,

n = total number of observations in all groups; c = the number of groups.

c – 1 = df1

n – 1 = df2

F = MSA / MSW

MSA is the mean squares among or between variances.

MSW is the mean squares within or error variance.

Weighted average:
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Weighted average has been used to study the borrowers perception and views expressed in
terms of ranks of preferences for different attributes relating to loan services provided by
commercial banks in northern region according to their degree of importance. Five-point
Likert Scale has been selected to measure the extent of agreement and level of satisfaction.
The range of scale is 1 to 5. The weighted average score has been calculated by assigning
weights like 5 to highly satisfied, 4 to satisfied, 3 for neither satisfied nor dissatisfied, 2 to
dissatisfied and 1 to highly dissatisfied. On the basis of frequency of ratings for each
attribute, average weighted scores have been calculated with the help of following formula:

W=( ∑ wfw ) ÷ ( ∑ wfw )

W = Weighted average score,

w = Weights given to the attribute,

f = Number of respondents who attached weights to the attribute.

DISCUSSION
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 As employees stress levels should be within a healthy boundary, facilities like recreation,
yoga classes, meditation, etc. could be introduced.

 An area for fun, games etc. to reduce stress could be created to relax the employee’s mind
and to lighten the environment.

 Proper counseling and grievance handling cell for all employees could benefit the
employees to become stress free and perform better.

 Majority of the employees rarely feels that supportive work culture. So that Organization
should focus more on work life balance of employees and take initiatives in
implementing the strategies.

 Majority of the employees feels that Management is not at all effective in handling Stress
situation. So that, management should Encourage employees to exercise daily, take time
for friends or a significant other after work, pursue hobbies, listen to music and take time
off.

CONCLUSION

By study of this project report, it is apprehended that the “A STUDY ON

STRESS MANAGEMENT WITH REFERENCE TO SUN FOOT CARE
PRIVATE LIMITED” is extraordinary. I realized that I was successful to gather a
lot of significant earning experiences which would help in my future career.
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Stress in the work place has become the black plague of the present century. Much
of the stress at work is caused not only work overload and time pressure but also by
lack of rewards and praise, and more importantly by not providing individual with
autonomy to do their work as they would like.

The common responses given by employees under stress are heavy workload,
working overtime, low pay package, lack of training etc. It is also a comfortable
environment to work as majority employees are able to work without disturbances or
interruptions and also do they get time to meet their personal obligations. But since it
is a leather industry, the environment adds on to an employee’s stress.

Organization must begin to manage people at work differently, improve physical

work environment, treat them with respect and value their contribution. If we enhance
the psychological well being and health of the employees, the organizational revenue
increases and there is employee retention as well.

Because it is said that, “A Healthy Employee is a Productive Employee ”

ACKNOWLEDGEMENT

It is my privilege to record my sincere thanks to our chairman, Dr.K.Vasudevan,

M.A, B.ED, Ph.D. our vice chairman Dr.V.Vishnu karthik, MD of Prince Shri
Venkateshwara Padmavathy Engineering College, Ponmar for consecutive motivating
words to complete my project report.
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I would like to thank Prof V. Mahalakshmi, M.E, Ph.D, Principal of Prince Shri
Venkateshwara Padmavathy Engineering College, Ponmar for giving this opportunity
to do this project and also I would like to thank Er. K. Parthasarathy, B.E
Administrative officer of Prince Shri Venkateshwara Padmavathy engineering
college, Ponmar for encouraging me in doing project.

I have a great pleasure in expressing my sincere thanks to Mrs. S. Rathika, M.E,

M.B.A, M.Phil, (Ph.D), Head of the department, Department of Management Studies
for her continuous motivation throughout the training period.

I would like to thank Ms. C.S. Nivedha, B.E, M.B.A, Assistant Professor of Prince
Shri Venkateshwara Padmavathy Engineering College, Ponmar for giving this guiding
me to do this project.

I would like to thank SUN FOOT CARE PRIVATE LIMITED for giving me
opportunity to study about the information technology sector and I would like to
thank all the employees for their extending support during my project work period.

I extremely thankful to my parents and my department staffs for their help and
support to finish the project.

(BANU PRIYA. D)

REFERENCES

Books referred:

 P. Subba Rao, Human Resource Management, Himalaya Publications,New Delhi, 4th

Edition.

 P. SubbaRao, Human Resource Development, Himalaya Publications, New Delhi.

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 K. Ashwathappa,Human Resource Management.

 MeenaNanda , Stress Management ( The Stress and my pressure cooker ), India log
Publications pvt.ltd , Lajpat nagar , Delhi

 David Fontana, Managing Stress, Excel Books, New Delhi.

Websites referred:

https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/how-managers-
can-help-stressed-workers-.aspx

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5353523/

https://www.researchgate.net/publication/
343324141_Stress_Management_in_the_Modern_Workplace_and_the_Role_of_Human_Res
ource_Professionals

https://globaljournals.org/GJMBR_Volume16/1-Management-of-Stress-at-Workplace.pdf
22