“A STUDY ON STRESS MANAGEMENT AMONG WORKING

WOMEN WITH SPECIAL REFERENCE TO IRINJALAKUDA

TOWN”

Project Report submitted to

UNIVERSITY OF CALICUT
In partial fulfillment of the requirement for the award of the degree of

BACHELOR OF BUSINESS ADMINISTRATION

Submitted by

FARSEENA NISAR
(CCASBBAR06)

Under the supervision of

Mr. ASLAM P.S

DEPARTMENT OF MANAGEMENT STUDIES

CHRIST COLLEGE (AUTONOMOUS), IRINJALAKUDA

MARCH 2021

1
 CHRIST COLLEGE (AUTONOMOUS), IRINJALAKUDA

UNIVERSITY OF CALICUT

DEPARTMENT OF MANAGEMENT STUDIES

CERTIFICATE

This is to certify that the project report entitled “A STUDY ON STRESS

MANAGEMENT AMONG WORKING WOMEN WITH SPECIAL
REFERENCE TO IRINJALAKUDA TOWN” is a bonafide record of
project done by FARSEENA NISAR, Reg. No. CCASBBAR06, under my
guidance and supervision in partial fulfillment of the requirement for the award
of the degree of BACHELOR OF BUSINESS ADMINISTRATION and it has
not previously formed the basis for any Degree, Diploma and Associateship or
Fellowship.

Prof. C.L.BABY JOHN Mr. ASLAM .P.S

Co-ordinator Project Guide

2
 DECLARATION

I, FARSEENA NISAR, hereby declare that the project work entitled “A

STUDY ON STRESS MANAGEMENT AMONG WORKING WOMEN
WITH SPECIAL REFERENCE TO IRINJALAKUDA TOWN” is a record of
independent and bonafide project work carried out by me under the supervision
and guidance of Mr. ASLAM .P.S, Assistant Professor, Department of
Commerce and Management studies, Christ College, Irinjalakuda.

The information and data given in the report is authentic to the best of my
knowledge. The report has not been previously submitted for the award of any
Degree, Diploma, Associateship or other similar title of any other university or
institute.

Place: IRINJALAKUDA FARSEENA NISAR

Date: CCASBBAR06

3
 ACKNOWLEDGEMENT

I would like to take the opportunity to express my sincere gratitude to all people
who have helped me with sound advice and able guidance.

Above all, I express my eternal gratitude to the Lord Almighty under whose
divine guidance; I have been able to complete this work successfully.

I would like to express my sincere gratitude to Rev.Dr. Jolly Andrews,

Principal-in-Charge, Christ College Irinjalakuda for providing various facilities.

I am thankful to Prof. C.L.Baby John, Co-ordinator of Management Studies, for

providing proper help and encouragement in the preparation of this report.

I express my sincere gratitude to Mr. Aslam P S, Assistant Professor, whose

guidance and support throughout the training period helped me to complete this
work successfully.

I would like to express my gratitude to all the faculties of the Department for
their interest and cooperation in this regard.

I extend my hearty gratitude to the librarian and other library staffs of my college
for their wholehearted cooperation.

I express my sincere thanks to my friends and family for their support in

completing this report successfully.

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 TABLE OF CONTENTS

CHAPTER TITLE PAGE

NO
CHAPTER 1 INTRODUCTION 1-5

CHAPTER 2 REVIEW OF LITERATURE

6-7
CHAPTER 3 THEORETICAL FRAMEWORK 8 - 13

CHAPTER 4 DATA ANALYSIS AND 14 -35

INTERPRETATION
CHAPTER 5 FINDINGS, SUGGESTIONS AND 36 -40
CONCLUSION
BIBLIOGRAPHY
APPENDIX

5
 LIST OF TABLES

TABLE NO. TITLE PAGE

NO.
4.1 Age group of respondents 15
4.2 Educational qualification 16

4.3 Nature of job 17

4.4 Marital status of the respondent 18
4.5 Work experience 19
4.6 Satisfaction towards present job 20
4.7 Difficulties faced in job 21
4.8 Opinion about factors causing stress 22
4.9 Dealing of work when forced to work overtime 23

4.10 Level of job stress 24

4.11 Impact of stress 25
4.12 Mental and physical problems affected due to work 26
stress
4.13 Ill effects of job performance due to stress 27
4.14 Stress management facility provided by the 28
organization to reduce the impact of stress
4.15 Availability of time for family after working hours 29

4.16 Ability to balance family and professional life 30

4.17 Factors creating more stress 31

4.18 Effect of stress on family life 32
4.19 Availability of time for family after working hours 33

4.20 Strategies used to balance personal and professional 34

life
4.21 Measures adopted to spend time with family after 35
busy working schedule

6
 LIST OF FIGURES

TABEL NO TITLE PAGE

NO.
4.1 Age group of respondents 15

4.2 Educational qualification 16

4.3 Nature of job 17
4.4 Marital status of the respondent 18
4.5 Work experience 19
4.6 Satisfaction towards present job 20
4.7 Difficulties faced in job 21
4.8 Opinion about factors causing stress 22
4.9 Overload of work 23
4.10 Dealing of work when forced to work 24
overtime
4.11 Level of job stress 25
4.12 Impact of stress 26
4.13 Mental and physical problems affected due 27
to work stress
4.14 Ill effects of job performance due to stress 28
4.15 Stress management facility provided by 29
the organization to reduce the impact of
stress
4.16 Ability to balance family and professional 30
life
4.17 Factors creating more stress 31

4.18 Effect of stress on family life 32

4.19 Availability of time for family after 33

working hours

4.20 Strategies used to balance personal and 34

professional life

4.21 Measures adopted to spend time with 35

family after busy working schedule

7
 CHAPTER 1
INTRODUCTION

8
1.1 Introduction

Stress is the body’s reaction to any change that requires an adjustment or

response. The body reacts to these changes with physical, mental and
emotional responses. Stress is a normal part of life. The term “stress”, as it
is currently used was coined by Hans Selye in 1936, who defined it as “the
non-specific response of the body to any demand for change”. Stresses can
be external (from the environment, psychological or social situations) or
internal (illness, or from a medical procedure). Stress is basically the tension
or anxiety caused by any sort of pressure in everyday life. The ability to
handle or minimize the physical and emotional effects of such anxiety is
known as one’s stress management skills.

Women may suffer from mental and physical harassment at their

workplaces, apart from the common job stress. Since most women may
suffer from terrific stress such as ‘aggressive work environment harassment
which defines in legal terms as ‘offensive or intimidating behavior in the
workplaces. This can consist of unwelcoming verbal or physical conduct.
These can be constant source of tension for women in job sectors. Also,
discrimination at workplaces, family pressure and societal demands add to
these stress factors. When they are feeling more tensed, they are unable to
handle the work pressure due to which many family problems may arise.

Nowadays women have more opportunities ahead of them and they do

not want themselves to be confined inside the kitchen walls. They want to
explore their talents and build a career which is the basic right of any human
being. Women relieve stress by altering their life style, which includes
building greater stress tolerance, changing their pace of life, controlling
distressful thoughts, acquiring problem solving skills and seeking social
support from friends and family.

9
 Women in India have come a long way after independence. From just a
skilled homemaker, women today have acquired skills and capabilities of
not just being a homemaker but being at par with their male counterparts.
This is the new generation of women, who wants to pursue their dream
career. Employees going through personal or family problems tend to carry
their worries and anxieties to the workplace. When one is in a depressed
mood, his unfocused attention or lack of motivation affects his ability to
carry out job responsibilities. Absence of reciprocal and joint emotion
management within family is a nagging stressor for women. This can be
both physically and psychologically draining.

1.2 Statement of study

Stress produces numerous physical and mental symptoms which may vary
according to each individual’s situational factors. These can include
physical health decline as well as depression. The process of stress
management is the key to a happy and successful life in modern society. The
objective of the study is to analyze and interpret the various factors
responsible for the stress among working women and how they manage their
stress.

1.3 Scope of the study

This study focuses on the management of stress among women working in

Irinjalakuda Town. The study has been undertaken to know the various
factors responsible for stress and how the working women balance their
personal and professional life. It also studies various stress management
measures adopted by the working women to manage their stress.

10
1.4 Significance of the study

Today, rapid changes are seen due to increased pace of growth and
modernization. Indian women belonging to different classes have entered
into various professions which causes stress in their personal and
professional lives. Women’s exposure to educational opportunities is
significantly higher than it was few years ago. Being a perfectionist with
unnecessary worries causes psychological set back among working women.
Moreover, anxiety about children’s future and husbands’ job insecurity
plays a major role in causing stress in the family and relationship.
Most of the working women are experiencing stress at work. Balancing
of work and family life became difficult for every women employee in every
sector. Most of the time women employees are facing a lot of stress which
creates a massive problem. Stress is something that happens in our daily
lives and is usually associated with particular event such as work, family or
other responsibilities. There are many situations that we cannot control, but
there are ways to control how we deal with certain situations. Effective
stress management is as simple as taking a walk. It has been proven that
physical activities would improve a person’s mental health, help with
depression and relieve the side effects of stress.
The study of stress management among working women helps to
understand various factors that create stress in personal and professional life
and the measures adopted to manage stress.

1.5 Objectives of the study

• To identify the reasons for stress among working women.

• To study the impact of stress among working women.

• To study how they are balancing family and professional life.

11
1.6 Research design
Research Design is a definite plan for obtaining a sample from a given
population. The research design adopted here is descriptive research.
Also, this study attempts to obtain a complete and accurate description of
a situation.

1.6.1 Nature of study

Descriptive cum analytical study is undertaken in this project.

1.6.2 Population
Population of the study is working women in Irinjalakuda Town and the
population is infinite.

1.6.3 Sample size

Sample size refers to the number of respondents selected for the study. In
this study the sample size taken is 50.

1.6.4 Sample technique

Convenience sampling technique is used in the study.

1.6.5 Source of data

Primary Data: Data which is collected fresh or first in hand and for the
first time which is original in nature. In this study the primary data has
been collected through questionnaire.

Secondary Data: Data which have already collected and stored. Secondary
data has been collected from magazines, books and websites.

12
1.6.6 Tools for analysis
The collected data is analyzed by using percentage analysis and charts .
1.7 Limitations of the study
• Limited area is covered for doing this research work.
• There may be possibility of respondent ignorance.
• The study is limited to 50 respondents.
1.8 Chapterization

CHAPTER 1 INTRODUCTION – Mainly consist of

introduction of the study, its objectives,
methodology and limitation.

CHAPTER 2 REVIEW OF LITERATURE – It consist of review

of literature.

CHAPTER 3 THEORETICAL FRAMEWORK– It consist of

theoretical framework.

CHAPTER 4 DATA ANALYSIS AND INTERPRETATION – It

consist of data analysis and interpretation, and
percentage analysis.

CHAPTER 5 FINDINGS, SUGGESTIONS AND

CONCLUSION – This chapter contains the findings
drawn from the study, suggestions and final
conclusion about the whole project.

13
 CHAPTER 2

REVIEW OF LITERATURE

14
2.1 Empirical Literature

CHARU MODI (2012), The literature on stress recommends that working

women are lying on to the same face stressors practiced by working men. So far,
women are also confronting with possibly exceptional stressors such as
inequality, social disconnection, and work/home classes. Stress arises due to
many causes which have been emphasized in this research paper. The research
paper also contains reasons of stress and how to ease the stress and rise above
such problems by the working women at their workplace, especially in banking
industry.

DAYO AKINTAYO (2012), Found that working environment is significantly

related to worker’s morale. Also working environment is significantly correlated
with perceived worker’s productivity.

K. CHANDRASEKAR (2011), Found that environmental factors are conducive

to work and he also found that factors that affect attitude of employees to work
are- interpersonal relationships control over environment, shift, emotional
factors, job assignment, overtime duty, extended work.

DIXON AND ROBINSON (2005), Most people encounter stress that lead them
to rapid bodily changes such as feelings of emotion unrest causing the body strain
with body aches. With repeated stressful situation, causes tension and pressure
on the body that contribute to physical and psychological problems.

LEE AND ASHFORTH (1996), Stress and job burnout also are related to
specific demands of work, including overload, variations in workload, role
conflict, and role ambiguity. Workers who perceive a high level of stress and
resulting job burnout have poor coping responses and lack of job satisfaction,
which often erode commitment to the organization and lead to higher turnover.

15
MATHEW (1993), Stress has a variety of meaning to people in the workplace.
To the production manager in a chemical plant, it may be the tension of missing
the shipping date of a large order for a major customer. To the business
executive, it may be frustration associated with the inability to acquire sufficient
short-term loans from banks to cover the operating needs, and so on.

D ‘SOUZA (1993), Today’s leaders not only live and work at a faster pace but
also must also deal with uncertainty and change. They need effective methods
for coping with the kind of stress that affects anyone in leadership positions.
People popularly identify managing directors or chief executive officers as those
most susceptible to stress and disease. However, people at all levels of
management find themselves exposed to comparable pressures.

16
 CHAPTER 3

THEORETICAL FRAMEWORK

17
3.1 Stress management in human resource

Everyone feels stress related to work, family, decisions, your future, and more.
Stress is both physical and mental. It is caused by major life events such as
illness, the death of a loved one, a change in responsibilities or expectations at
work, and job promotions, loss, or changes.

Smaller, daily events also cause stress. This stress is not as apparent to us,
but the constant and cumulative impact of the small stressors adds up to big
impact. In response to these daily stresses, your body automatically increases
blood pressure, heart rate, respiration, metabolism, and blood flow to your
muscles. This stress response is intended to help your body react quickly and
effectively to any high-pressure situation.

However, when you are constantly reacting to small or large stressful

situations, without making physical, mental, and emotional adjustments to
counter their effect, you can experience stress that can hurt your health and well-
being. It is essential that you understand both your external and internal stress-
causing events, no matter how you perceive those events.

Stress can also be positive. You need a certain amount of stress to perform
your best at work. The key to stress management is to determine the right amount
of stress that will give you energy, ambition, and enthusiasm versus the wrong
amount which can harm your health and well-being. Stress management is
dealing with stress in a positive way to ensure good health and general wellbeing.
Although stress in a changing world is inevitable executives have options on how
to manage it. Stress management includes regular relaxation, physical exercise,
talking with others, making time for social activities and reasonable self-
statement. To master change, workers need to assess the need for stress
management and develop strategies for reducing the impact of stressful changes
at work. Learning changes at work. Learning to lower the stress load will enable

18
staff to function and adapt more effectively. Stress management helps executives
to cope when change threatens to become overwhelming.

Ideally one would like to see change unfold in a systematic way that
allows one to remain calm, confident and optimistic. Stress can cause
unpredictable and immeasurable problems to an individual and also to the
organization. It can cause job-related problems like negating safety norms,
indifferent job performance, quality compromises, not caring for others and
surroundings, forgetfulness, uncharacteristic clumsiness, defying authority,
defensiveness and violent behavior.

3.2 Definition

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

of stress in the work place. These can have an individual focus, aimed at
increasing an individual’s ability to cope with stress.

3.3 Types of stress

(i) Acute stress:

Acute stress is the most common form of stress. It comes from demands and
pressures of the recent past and anticipated demands and pressures of the near
future. Acute stress is thrilling and exciting in small doses, but too much is
exhausting.

(ii) Episodic acute stress:

This form of stress comes from ceaseless worry. “Worry warts” see disaster
around every corner and pessimistically forecast catastrophe in every situation.

(iii) Chronic stress:

19
This stress comes from a person never sees a way out of a miserable situation. It
is the stress of unrelenting demands and pressures for seemingly interminable
periods of time. With no hope, the individual gives up searing for solutions.

3.4 Benefits of stress management in organization

▪ Knowledge earning.

▪ Reduced negative organizational stress.

▪ Increased individual productivity and responsibility.
▪ Better team communications and morale.
▪ Retention of valued employees.
▪ Improved customer satisfaction.

3.5 Stress management strategy

1) Avoid unnecessary stress.

(i) Learn how to say ‘no’.

(ii) Avoid people who stress you out.

(iii) Take control of your environment.

(iv) Avoid hot-buttons topics.

(v) Pare down your to-do list.

2) Alter the situation.

(i) Express your feelings instead of bottling them up.

(ii) Be willing to compromise.

(iii) Be more assertive.

(iv) Manage your time better.

20
3) Adapt to the stressor.

(i) Reframe problems.

(ii) Look at the big picture.

(iii) Adjust your standards.

(iv) Focus on the positive.

4) Accept the things you can’t change.

(i) Don’t try to control the uncontrollable.

(ii) Look for upside.

(iii) Share your feeling.

(iv) Learn to forgive.

5) Make time for fun and relaxation.

(i) Set aside relaxation time.

(ii) Connect with others.

(iii) Do something you enjoy every day.

(iv) Keep your sense of humor.

6) Adopt a healthy lifestyle.

(i) Exercise regularly.

(ii) Get enough sleep.

(iii) Eat a healthy diet.

21
3.6 Result of stress

Stress is not something you can afford to take a lightly. Unrelieved stress can
damage your physical and mental health and that of your friends in many ways:

• It causes muscles to tense, leading to headaches, neck ache, jaw pain, and
backache.
• It brings on stomach pain, indigestion, upset bowels, or ulcers.
• It deepens feelings of anxiety, nervousness, tension, and helplessness.
• It increases your anger or irritability, and can lead to chest pain.
• It can lead to depression, exhaustion, lack of concentration, and insomnia.
• It can result in restlessness, boredom, confusion or the impulse to run and
hide.

3.7 Needs of stress management

In the past decade, the news headlines have definitely made it clear that the need
for stress management should be one of the top agendas in modern days society.

Living today is a lot tougher than it was even in the days of the great
depression. It’s been coming out in many ways such as all-time occurrence of
stomach and intestine ulcers. Others finds sleep disorders during busy days.

Today stress management is important in everyone’s lives. It’s necessary

for long happy lives with less trouble that will come about. There are many ways
to deal with stress ranging from the dealing with the causes of stress to simply
burning off its effects.

22
3.8 Advantages of stress management

1) Business advantages of stress management:

• Less absenteeism due to stress-related disorders.

• Less worker’s compensation loss due to stress-related illness or accidents.
• Improved job performance.
• Less stressful, more efficient workplace.
• Improved employee attitude.
• Improved employee overall health.

2) Health advantages of stress management:

• Decreased stress-related symptoms.

• Improved sleep.
• Decreased anxiety.
• Decreased use of medication.
• Decreased pain, increased ability to manage pain.
• Increased ability to relax physiologically.
• Increased sense of control and improved self-esteem.

3.9 Disadvantages of stress

• High absenteeism
• High labor turnover
• Poor time keeping
• Poor performance and productivity
• Low morale
• Poor motivation
• Increased employee complain

23
 CHAPTER 4
DATA ANALYSIS AND INTERPRETATION

24
 Table 4.1 shows age wise classification of the respondents.

Age Number of Percentage

Respondents
Below 25years 15 30
25years – 35years 20 40
35years – 45years 7 14
Above 45years 8 16
Total 50 100
(Source: Primary Data)

Figure 4.1 shows age wise classification of the respondents

40

30

16
14

Below 25yrs 25yrs- 35yrs 35yrs - 45yrs Above 45yrs

Percentage

Interpretation

The above table and figure 4.1 represent the age group of the respondents. Out
of the 50 respondents,40% of the working women lies under the age group of
25years to 35years, 30% of the working women lies under the age group below
25years, 16% of the working women lies under the age group of above 45years
of age and 14% of the working women lies under the age group of between
35years to 45years.

25
 Table 4.2 shows the educational qualification of the respondents

Educational Number of Percentage

Qualification respondents
10th 5 10
12th 10 20
Undergraduate 16 32
Post Graduate 19 38
Total 50 100
(Source: Primary Data)

Figure 4.2 shows the educational qualification of the respondents.

10%
38% 20%

32%

10th 12th Undergraduate Postgraduate

Interpretation

The above table and figure 4.2 represent the educational qualification of the
working women. Out of the 50 respondents, 38% of the working women are
postgraduate, 32% of the working women are graduates, 20% of the working
women are 12th qualified and rest 10% of the working women has completed
their 10th.

26
 Table 4.3 shows the nature of job of the respondents.

Nature of job Number of Percentage

respondents
Temporary Job 19 38
Permanent Job 31 62
Total 50 100
(Source: Primary Data)

Figure 4.3 shows the nature of job of the respondents.

62

38

Temporary Job Permanent Job

Nature of job

Interpretation:

The above table and figure 4.3 represent the nature of job whether the job is
temporary or permanent. It shows that 62% of the working women have
permanent job and the rest 38% of the working women have temporary job.

27
 Table 4.4 shows the marital status of the respondents

Marital Status Number of Percentage

Respondents
Single 21 42
Married 29 58
Divorced 0 0
Widow 0 0
Total 50 100
(Source: Primary Data)

Figure 4.4 shows the marital status of the respondents

58

42

Single Married Divorced Widow

Marital Status

Interpretation

The above table and figure 4.4 represent the marital status of the working
women. Out of the 50 respondents, 58% of the working women are married, 42%
of the working women are single, while none of them is divorced or widow.

28
 Table 4.5 shows the work experience of the respondents

Work Experience Number of Respondents Percentage

Less than 1 year 20 40
1 year – 3 year 10 20
3 year – 6 years 7 14
6 years- 9 years 10 20
Above 9 years 3 6
Total 50 100
(Source: Primary Data)

Figure 4.5 shows the work experience of the respondents

40

20
20
14

Less than 1year 1year- 3 year 3years- 6years 6years- 9years Above 9years

Work experience

Interpretation

The above table and figure 4.5 represent the work experience of the women. Out
of the 50 respondents, 40% of the working women have worked for less than one
year, 20% of the working women have worked between 1 year to 3 years and
between 6 years to 9 years, 14% of the working women worked between 3 years
to 6 years, while the rest 6 % of the working women have worked above 9 years.

29
 Table 4.6 shows the satisfaction of the respondents towards their present
job.

Options Number of Respondents Percentage

Highly Satisfied 9 18
Satisfied 16 32
Neutral 20 40
Dissatisfied 5 10
Highly Dissatisfied 0 0
Total 50 100
(Source: Primary Data)

Figure 4.6 shows the satisfaction of the respondents towards their present
job.

Highly Satisfied Satisfied Neutral

Dissatified Highly Dissatified
45
40
35
30
40
25 32
20
15
10 18
5 10 0
0
Highly Satisfied Satisfied Neutral Dissatified Highly
Dissatified

Interpretation

The above table and figure 4.6 represent the satisfaction towards job. Out of the
50 respondents, 40% have neutral response towards the satisfaction of the job,
32 % are satisfied with their job, 18% are highly satisfied with their job, 10%
are dissatisfied with their job while no one is highly dissatisfied with their job.

30
 Table 4.7 shows the difficulties faced by the respondents in their job.

Options Number of Percentage

Respondents
Repetitive and boring 20 40
work
Lack of Information 10 20
Office Politics and 2 4
conflicts
Excessive Interruptions 3 6
Lack of Recognition 15 30
Others 0 0
Total 50 100
(Source: Primary Data)

Figure 4.7 shows the difficulties faced by the respondents in their job.

40
30
20

4 6
0

Repetitive and Lack of Office politics Excessive Lack of Others

boring work information and conflicts Interrruptions recognition

Interpretation

The above table and figure 4.7 represent the causes of difficulties faced by
respondents in their job. Out of the 50 respondents, 40 % of the working
women say that the work is repetitive and boring, 30% of the working women
say that there is no recognition for the work done by them, 20% of the working
women say that information is not provided completely to do work, 6% of the
working women say that there is lot of interruptions while doing work while
the rest 4% of the working women say that there is office politics and
conflicts.

31
 Table 4.8 shows the opinion of the respondents about the factors causing
stress.

Options Number of Respondents Percentage

Work load 15 30
Poor salary 15 30
Time pressure and 10 20
deadlines
Frequent travel 2 4
Poor and unplanned 3 6
work
Lack of job security 5 10
Others 0 0
Total 50 100
(Source: Primary Data)

Figure 4.8 shows the opinion of the respondents about the factors causing
stress.

35
30 30
30
25
20
20
15
10
10 6
4
5
0
0
Work load Poor salary Time Frequent Poor and Lack of job Others
pressure and travel unplanned security
deadlines work

Column1

Interpretation

The above table and figure 4.8 represent various factors affecting job stress. Out
of the 50 respondents, 30 % agrees that work load and poor salary has affected
their stress level, 20 % has agreed towards stress being caused due to time
pressure and deadline, 10% agree that lack of job security has affected their stress
level.6 % agree that poor and unplanned work has affected their stress level and
rest 6% has agreed that frequent travelling has caused them stress.

32
 Table 4.9 shows the reason for overload work for the respondents

Options Number of Respondents Percentage

Shortage of required 9 18
sources
Insufficient co- workers 15 30
More administration and 13 26
paperwork
Continuous and stressful 3 6
job demands
Shortage of help at work 10 20
Others 0 0
Total 50 100
(Source: Primary Data)

Figure 4.9 shows the reason for overload work for the respondents

30
30
26
26

18
20
20
18

66
0

Shortage of Insufficient co More continuous and shortage of others

reruired workers administation stressful job help at work
workers and paper demands
work

Interpretation

The above table and figure 4.9 represent the reasons for overload of work. Out
of the 50 respondents, 30 % of the working women feels that they have
insufficient co- workers in the workplace, 26% of the working women have more
administration and paper work due to less workers, 20 % of the working women
don’t get help at work, 18 % of the working women feel that they have less
required resources to do work while the rest 6% of the working women feel that
they have continuous and stressful job demands in the work place.

33
 Table 4.10 shows the dealing of work when forced to work.

Options Number of Percentage

respondents
Redouble my efforts 20 40
Slowly take efforts 23 46
Get annoyed with work 5 10
Won’t take any extra 0 0
efforts
Complain about it 2 4
Total 50 100
(Source: Primary Data)

Figure 4.10 shows the dealing of work when forced to work.

50 46 40
40

30

20
10
10 0 4
0
Redouble my slowly take efforts get annpyed with wont take any complain about it
efforts work extra efforts

Redouble my efforts
slowly take efforts
get annpyed with work
wont take any extra efforts

Interpretation

The above table and figure 4.10 represent how the women deal when forced to
work overtime. Out of the 50 respondents, 46% of the working women will
slowly take efforts, 40% of the working women will redouble their efforts, 10%
of the working women will get annoyed, 4% of the working women will
complain about it.

34
 Table 4.11 shows the level of job stress among the respondents.

Options Number of Percentage

respondents
Mild 0 0
Moderate 30 60
Severe 15 30
Extreme 5 10
Total 50 100
(Source: Primary Data)

Figure 4.11 shows the level of job stress among the respondents.

60

30

10

Mild Moderate severe extreme

Interpretation

The above table and figure 4.11 represent the level of job stress of working
women. Out of the 50 respondents, 60% face moderate level of stress, 30% of
the working women face severe stress at the workplace and the rest of the
working women i.e. 10% face extreme job stress because of the hectic working
schedule.

35
 Table 4.12 shows the impact of stress on health.

Options Number of Percentage

respondents
Yes 15 30
No 28 56
Maybe 7 14
Total 50 100
(Source: Primary Data)

Figure 4.12 shows the impact of stress on health.

Maybe
14%
Yes
30%

No
56%

Interpretation

The above table and figure 4.12 represent the impact of stress on health. Out of
the 50 respondents, 30% of the working women agrees that stress has affected
their health and has caused many health issues like headache, depression etc.
56% has denied that their health being affected due to stress and the rest 14%
of the working women have neutral response towards the impact of stress.

36
 Table 4.13 shows the mental and physical problem affected due to work
stress

Options Number of Percentage

respondents
Headache 20 40
High blood pressure 17 34
Back pain 5 10
Asthma 1 2
Anxiety 2 4
Depression 5 10
Total 50 100
(Source: Primary Data)

Figure 4.13 shows the mental and physical problem affected due to work
stress

40
34

10 10

2 4

Headache High blood backpain asthma anxiety depression

pressure

Interpretation

The above table and figure 4.13 represent the physical and mental problems
which affected the most due to work stress. Out of the 50 respondents, 40 % of
the working women have headache because of the busy work schedule, 34% of
working women have high blood pressure because of the tension of completing
the work on time and thinking about the family, 10% of the working women
face depression and 10% of the working women have back pain due to
continuously sitting and doing the work and the rest are stressed due to lack of
sleep.

37
 Table 4.14 shows the ills effected due to work stress.

Options Number of Percentage

respondents
Increased absenteeism 12 24
Decreased productivity 15 30
Reduced work 15 30
effectiveness and
efficiency
Reduced job satisfaction 8 16
Underutilization of 0 0
potential and skills
Others 0 0
Total 50 100
(Source: Primary Data)

Figure 4.14 shows the ills affected due to work stress.

30 30
24
16

0 0

Interpretation

The above table and figure 4.14 represent the ill effects of job due to stress. Out
of the 50 respondents, 30% of the working women has decreased productivity
and reduced work effectiveness and efficiency due to repetitive work, 24 % of
the working women increased absenteeism because they are overloaded with
work and need rest and 16% of the working women will get dissatisfied with
their jobs.
38
 Table 4.15 shows management facilities provided by the organization in
order to reduce stress

Options Number of Percentage

Respondents
Health awareness 3 6
programs
Vacation and holiday 20 40
trips
Stress management 5 10
course or workshops
Social support system at 7 14
the work place
Others 15 30
Total 50 100
(Source: Primary Data)

Figure 4.15 shows management facilities provided by the Organization in

order to reduce stress
45 20%
40
35 30%
30
25
20 14%
15 10%
10 6%
5
0
Health Awareness vacation and Stress Social support others
programs holiday trips management system at the
course or work place
workshops

Interpretation

The above table 4.15 represent the stress management facility provided by the
organization to reduce the impact of stress. Out of the 50 respondents, 40 %
would like to go for a vacation or holiday trips with their workers, 30% of the
working women suggest to look for another alternative, 14% requires social
support system at the workplace, 10% need stress management course or
workshops while the rest 6% require health awareness programs.

39
 Table 4.16 shows the ability to balance between family and professional
life of the respondents.

Options Number of Percentage

Respondents
Yes 10 20
No 19 38
Sometimes 21 42
Total 50 100
(Source: Primary Data)

Figure 4.16 shows the ability to balance between family and professional
life of the respondents.

42
38

20

yes no sometimes

Interpretation

The above table and figure 4.16 represent the ability to balance family and
professional life. Out of the 50 respondents, 42% of the working women say that
sometimes they are able to balance both family and professional life, 20% of the
respondents say that they are able to manage both family and professional life,
while the rest of the working women is not able to balance both family and
professional life due to the busy work schedule and they are tired so they are not
able to spend time with their family.
40
 Table 4.17 shows the factors more creating stress to the respondents.

Options Number of Percentage

Respondents
Family Life 11 22
Professional Life 20 40
Both 19 38
Total 50 100
(Source: Primary Data)

Figure 4.17 shows the factors more creating stress to the respondents.

40
38

22

Family life Professional life Both

Interpretation

The above table and figure 4.17 represent the factor causing more stress among
family life, professional life or both. Out of the 50 respondents, 40% of the
working women feel that professional life is more stressful than family life
because it causes more stress due to the work, 30% of the working women feel
that both family and professional life is stressful whereas the rest 22% of the
working women feel that family life is more stressful.

41
 Table 4.18 shows the effect of stress on family life of the respondents

Options Number of Percentage

Respondents
Very great extent 3 6
Great extent 2 4
Neutral 25 50
Less Extent 20 40
Very less extent 0 0
Total 50 100
(Source: Primary Data)

Figure 4.18 shows the effect of stress on family life of the respondents

50

40

6 4
0
Very great extent Great extent Neutral Less extent Very less extent

Interpretation

The above table and figure 4.18 represent whether their family life has affected
due to stress. Out of the 50 respondents, 50% of the working women have neutral
response with the statement, 40% of the working women feel that family life is
affected to less extent due to stress and 6% of the working women feels family
life is affected due to stress to very great extent.

42
Table 4.19 shows the availability of time with family after work of the
respondents

Options Number of Percentage

Respondents
Yes 14 28
No 16 32
Sometimes 20 40
Total 50 100
(Source: Primary Data)

Figure 4.19 shows the availability of time with family after work of the
respondents

Yes No Sometimes

28%
40%

32%

Interpretation

The above table and figure 4.19 represent whether the working women have time
to spend with family after their working hours. Out of the 50 respondents, 40%
of the working women say that sometime only they get to spend time with family
as they get very tired, 32% say that they don’t get time to spend time with family
because of the busy working schedule while the rest working women say that
they get sufficient time to spend time with their family.

43
 Table 4.20 shows the ability of respondents to balance between personal
and professional life.
Options Number of Percentage
Respondents
Yoga/ Medication 5 10
Physical exercise 15 30
Entertainment 10 20
Sleep 20 40
Away from stressful 0 0
environments
Others 0 0
Total 50 100
(Source: Primary Data)

Table 4.20 shows the ability of respondents to balance between personal

and professional life.

40%

30%

20%

10%

0% 0%

Interpretation

The above table and figure 4.20 represent the strategies practiced by the
working women to balance their personal and professional life. Out of the 50
respondents, 40% would love to sleep as it will help them reduce stress and
tension, 30% like to do physical exercise to maintain shape, 20% likes
entertainment, 10% of them loves to do yoga or meditate as it helps them to
reduce stress while the rest likes to do something else

44
 Table 4.21 shows the measures adopted by the respondents to spend time
with their family after the busy work schedule.

Options Number of Percentage

Respondents
Plan a tour 6 12
Shopping 15 30
Movies 20 40
Cooking 6 12
Playing 3 6
others 0 0
Total 50 100
(Source: Primary Data)

Figure 4.21 shows the measures adopted by the respondents to spend time
with their family after the busy work schedule.

45
40
35 40%
30
25 30%
20
15
10
12 12%
5 6%
0
Plan a tour Shopping Movies Cooking Playing others

Interpretation

The above table and figure 4.21 represent the measures adopted by the working
women to spend time with their family after their busy work schedule. Out of
the 50 respondents, 40% like to go to watch movies with their family, 30 % likes
to go for shopping because it is fun, 12% like to plan a tour because that is how
they get relief from stress, 6% like to play and spend time with their children and
the rest 12% like to cook food for their family.

45
 CHAPTER 5
FINDINGS SUGGESTIONS AND
CONCLUSION

46
5.1 Findings

• Majority of the working women belongs to the age group between

25years to 35 years and were postgraduates.
• Most of the working women had permanent job and some had
temporary job.
• Most of the respondents were married
• Majority of the working women have work experience of less than 1
year.
• Majority of the working women had neutral response towards the
satisfaction of the present job and least was not satisfied with their job.
• Most of the respondents had difficulty in job due to repetitive and boring
work while the least working women said there was office politics and
conflicts which caused difficulty in job.
• Majority of the respondents agree that workload, poor salary, frequent
traveling, time pressure and deadlines, poor and unplanned work and
lack of job insecurity are the main factors which cause stress.
• Majority of the respondents feel that the main cause for overload of
work was due to insufficient of co-workers and the least was due to
continuous and chaotic job demands.
• Majority of the working women will slowly take efforts when forced to
work overtime as they are more stressed and tired.
• Most common response for the rate of level of job stress was moderate
by the respondents.
• Majority of the working women feels that their health is affected due to
stress.
• Most of the respondents get headache because of the busy work
schedule and continuous sitting in front of the computer while least feel
they face both depression and back pain due to continuously sitting and
doing the work and the rest are stressed due to lack of sleep.

47
• Majority of the working women feel that decreased productivity and
reduced work are the two main reasons for the ill effects on their job
performance.
• Most of the women prefer vacation and holiday trips to reduce the
impact of stress.
• Majority of the working women say that they are able to balance both
family and professional life while the rest of the working women is not
able to balance both family and professional life due to the busy work
schedule and they are tired so they are not able to spend time with their
family.
• Most of the working women feel that professional life is more stressful
than family life because it causes more stress due to the work whereas
the rest of the working women feel that family life is more stressful.
• Most of the women had neutral response towards the stress affecting the
family life.
• Most of the working women say that sometimes only they get to spend
time with family as they get very tired.
• Majority of the working women would love to sleep as it will help them
reduce stress and tension.
• Most of the working women would like to go to watch movie with their
family while the least likes to play and spend time with their children.

48
5.2 Suggestions

• For working women employees, they require family support and

management support which will reduce the stress. The family members
helping in the house work and positive encouragement will help a lot for
the working women as it will easily reduce stress.
• While working, take rest for some time then start doing the job that will
reduce stress.
• In the working place we have to avoid the organizational politics that
will help a lot to reduce the stress. Make time to enjoy an activity
outside the work place.
• To introduce the women’s grievance redressal cell. The cell is
responsible for looking into any complaints filed by the women staff in
the working place.
• Exercise regularly. Your body can fight stress better when it is fit.

49
5.3 Conclusion

The study titled “A STUDY ON STRESS MANAGEMENT AMONG

WORKING WOMEN WITH SPECIAL REFERANCE TO IRINJALAKUDA
TOWN” is carried out to know the various factors responsible for stress and
how the working women balance their personal and professional life. It also
studies various stress management measures adopted by the working women to
manage their stress.

The study reveals that most of the respondents had difficulty in job due to
repetitive and boring work. Workload, poor salary, frequent traveling, time
pressure and deadlines, poor and unplanned work and lack of job insecurity are
the main factors which cause stress. The main cause for overload of work was
due to insufficient of co-workers. Many will try to redouble their efforts when
forced to work overtime as they are more stressed and tired. Majority of the
working women feel that decreased productivity and reduced work are the two
main reasons for the ill effects on their job performance. They prefer vacation
and holiday trips to reduce the impact of stress. Majority of the working women
say that they are able to balance both family and professional life

Hence, Work stress is a real challenge for everyone those who are
working but especially for women those who are working in the various
companies and organizations. It is important that your workplace is being
continuously monitored for stress problems. Successful employers and managers
provide leadership in dealing with the challenge of work stress. Women relieve
stress by altering their life style includes building greater stress tolerance,
changing their pace of life, controlling distressful thoughts, acquiring problem
solving skills, and seeking social support.

50
BIBLIOGRAPHY

51
REFERENCES

Journals
• Charu Modi (2012). Stress management in the field of banking
sector: A review of the literature. SAARJ Journal on Banking &
Insurance Research, 6(3), 12-17.
• Akintayo, D. I., & Babalola, S. S. (2012). The impact of emotional
intelligent on workers’ behaviour in industrial
organizations. Inkanyiso: Journal of Humanities and Social
Sciences, 4(2), 83-90.
• K Chandrasekar., & Garg, R. (2011). A study on stress
management among the employees of nationalised banks. Voice of
Research, 2(3), 72-75.
• Dixon, S. K., & Kurpius, S. E. R. (2008). Depression and college
stress among university undergraduates: Do mattering and self-
esteem make a difference?. Journal of College Student
Development, 49(5), 412-424.
• Lee and Ashforth (1996). Job stress, type-A behavior, and well-
being: A cross-cultural examination. International Journal of
Stress Management, 6(1), 57-67.
• Robinson, F. P., Mathews, H. L., & Witek-Janusek, L. (2003).
Psycho-endocrine-immune response to mindfulness-based stress
reduction in individuals infected with the human
immunodeficiency virus: a quasiexperimental study. The Journal
of Alternative & Complementary Medicine, 9(5), 683-694.
• D’souza., Vendite, D. A., Tabajara, A. S., Porciúncula, L. O., da
Silva Torres, I. L., Jardim, F. M., ... & Dalmaz, C. (1993).
Repeated restraint stress alters hippocampal glutamate uptake and
release in the rat. Neurochemical research, 29(9), 1703-1709.

52
 Books

• Dr Viswanathan Gopalan (2016) - Stress Management an

Integrated Approach
• P.K Dutta (2016) – Stress Management

Websites
• http://www.ijsdr.org/papers/IJSDR1604050.pdf
• https://www.webmd.com/balance/stress-management/stress-
management
• https://www.healthline.com/nutrition/16-ways-relieve-stress-
anxiety#section17
• https://my.clevelandclinic.org/health/articles/11874-stress

53
APPENDIX

54
“A STUDY ON STRESS MANAGEMENT AMONG WORKING
WOMEN WITH SPECIAL REFERANCE TO IRINJALAKUDA TOWN”

QUESTIONNAIRE

Name:

1. Age: Below 25yr 25yr – 35yr

35yr – 45yr Above 45yr

2. Educational Qualification: 10th 12th

UG PG

3. Nature of Job: Temporary Permanent

4. Marital Status:

Single Married Divorced Widow

5. Work Experience:

Less than 1yr 1yr-3yr

3yr-6yrs 6yr-9yrs above 9yrs

55
6. Are you satisfied with your present job?

Highly Satisfied Neutral Dissatisfied Highly

Satisfied Dissatisfied

7. What type of difficulty do you feel in your job?

Repetitive and boring work Lack of Information

Office Politics and Conflicts Excessive Interruptions

Lack of Recognition Others

8. What factors causes more stress in your job?

work load Poor Salary

Time Pressure & Deadlines Frequent Travel

Poor & Unplanned work Lack of job security

Others

9. What makes you feel that you are over loaded with work?

Shortage of required sources insufficient co-workers

56
 More administration and paperwork Shortage of help at
work

Continuous and stressful job demands

10. How do you rate the level of your job stress?

Mild Moderate Severe Extreme

11. When forced to work overtime, how do you deal with it?

Redouble my efforts slowly take efforts

Get annoyed with work won’t take any extra efforts

Complain about it

12. Does stress show impact on your health?

Yes No Maybe

13. Are you suffering from the following physical and mental health
problems?

Headache High blood Pressure Back pain

Asthma Anxiety Depression

57
 14. How stress shows its ill effects on your job performance?

Increased Absenteeism Decreased Productivity

Reduced work effectiveness Reduced job satisfaction

Wasted potentials and skills others

15. Which stress management facility provided by the organization is

preferred by you to reduce the impact of stress?

Health awareness programs

Vacation and holiday trips

Stress management course or workshops

Social support system at the work place

Others

16. Are you able to balance your family and professional life?

Yes No Sometimes

17. Which gives you more stress?

Family life Professional life Both

18. Is your family life affected due to work stress?

58
 Yes No Maybe

19. Do you have enough time to spend with your family after your working
hours?

Yes No Sometimes

20.What are the coping strategies that you are practicing yourself to
balance your personal and professional life?

Yoga / Medication Entertainment

Physical exercise Sleep

Away from stressful environments

20. What are the measures adopted by you to spend time with your family
after your busy working schedule?

Plan a tour Shopping Movies

Cooking Playing Others

59