CHAPTER - 1

INTRODUCTION

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STRESS MANAGEMENT AN INTRODUCTION :

Stress is a fact of everyday life .When people reach our for help, they are often dealing
with circumstances, situations, and stressors in their lives that leave them feeling emotionally
and physically overwhelmed. Many people feel that they have very little resources or skills to
deal with the high levels of stress they are experiencing. The information in this manual has
been compiled to provide information and education about stress, the effects of stress , and the
most popular stress management and relaxation techniques that are being used today. This
information could be helpful for people who want to learn how to react to stress in a more
constructive, proactive way . The basic premise of this manual is that the benefits of stress
reduction and relaxation techniques can be best noticed after they have been practiced regularly
over a period of time.

Although we all talk about stress , it often isn’t clear what stress is really about. Many
people consider stress to be something that happens to them , an event such as an injury or a job
loss. Other think that stress is what happens to our body, mind , and behaviour in response to an
event (E.g. heart pounding, anxiety , or nail biting ). While stress does involve events and our
response to then , these are not the most important factors. Our thoughts about the situation in
which we find ourselves are the critical factor.

When something happens to us, we automatically evaluate the situation mentally . We

decide if it is threatening to us , how we need to deal with the situation, and what skills we can
use . If we decide that the demands of the situation outweigh the skills we have, then we label
the situation as “stressful” and react with the classic “ stress response”. If we decide that our
coping skills outweigh the demands of the situation, then we don’t see it as “stressful”.

Stress can come from any situation or thought that makes you feel frustrated, angry, or anxious .
Everyone sees situations differently and has different coping skills . For this reason , no two
people will respond exactly the same way to a given situation.
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 Additionally , no all situations that are landed “stressful” are negative . The birth of a
child, being promoted at work or moving to a new home may not be perceived as threatening .
However , we may feel that situations are “stressful “ because we don’t feel fully prepared to
deal with them.

Stress is a normal part of life . In small quantities, stress is good ; it can be motivate you
and help you become more productive. However, too much stress , or a strong response to stress
can be harmful . How we perceive a stress provoking event and how we react to it determines its
impact on our health . We may be motivated and invigorating by the events in our lives , or we
may see some as “stressful” and respond in a manner that may have a negative effect on our
physical, mental, and social well -being .

If we always respond in a negative way, our health and happiness may suffer . By
understanding ourselves and our reaction to stress-provoking situation, we can learn to handle
stress more effectively . In the most accurate meaning, stress management is not about learning
how to avoid or escape the pressures and turbulence of modern living ; it is about learning to
appreciate how the body reacts to these pressures ; and about learning how to develop skills
which enhance the body’s adjustment. To learn stress management is to learn about the mind-
body connection and to the degree to which we can control our health in a positive sense.

SOURCES OF STRESS :

We can experience stress from three basic sources :

1 . The Environment
The Environment can bombard you with intense and competing demands to
adjust . Examples of environmental stressors include weather, noise, crowding, pollution, traffic,
unsafe and substandard housing, and crime .

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2 . Social Stressors
We can experience multiple stressors arising from the demands of the different
social roles we occupy ,such as parent , spouse , caregiver, and employee . Some examples of
social stressors include deadlines, financial problems , job interviews , presentations,
disagreements, demands for your time and attention , loss of a loved one, divorce, and co-
parenting.

3 . Physiological
Situations and circumstances affecting our body can be experienced as physiological
stressors. Examples of physiological stressors include rapid growth of adolescence, menopause,
illness, aging, giving birth, accidents, lack of exercise, poor nutrition, and sleep disturbances .

TYPES OF STRESSORS

1 . Physical Stress
Physical stress refers to events and physical activities that wreak havoc on the
human body. This includes stress brought on by inadequate sleep or oversleeping. For example,
when you travel frequently or stay up late in the night, your body feels the stress and you feel
lethargic.

2 . Emotional Stress
The pain of emotional stress can sometimes hit harder than any other types of stress.
For instance, the stress one experiences due to a conflicted relationship tends to be more
physically and mentally demanding than say the stress you experience after a hard day’s work at
the office.

3. Acute Stress

Acute stress is the kind of stress that comes on rather quickly and often unexpectedly to
throw you off balance. Even though this type of stress does not last long, it does leave you

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shocked for quite some time. For example – when you pick up an argument or a fight with loved
one, or when you have an exam, for which you might not be well prepared.

4 . Chronic stress
you have been experiencing headaches and palpitations for a prolonged time? If the
answer is yes, then you could be suffering from chronic stress. These symptoms, along with
insomnia, chest pain, and low energy levels are the key characteristics of this type of stress.
Chronic stress tends to occur on a daily basis, leaving you completely drained or burnt out, if not
managed effectively. Once you reach the burnout phase, it is hard to stay motivated and
accomplish your goals. Certain job environments, lack of recognition for achievements,
unrealistic expectations and a highly demanding lifestyle can trigger chronic stress. Over time,
such a condition can lead to a plethora of physical and mental health issues, including
depression, anxiety, gastrointestinal diseases, and cardiovascular disorders.

CHARACTERISTICS OF POSITIVE STRESS

• Motivates, focuses energy

• Is short-term
• Is perceived as within our coping abilities
• Feels exciting
• Improves performance

CHARACTERISTICS OF NEGATIVE STRESS

• Causes anxiety or concern

• Can be short or long-term
• Is perceived as outside of our coping abilities
• Feels unpleasant
• Decreases performance

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EFFECTS ON STRESS:
Stress is difficult for professional to define because it is a highly subjective phenomenon that
differs for each of us. Things that are distressful for some individuals can be pleasurable for
others . We also respond to stress differently. Some people blush, some eat more while others
grow pale or eat less.
Stress is a natural physical and mental reaction to life experiences. Everyone
expresses stress from time to time. Anything from everyday responsibilities like work and
family to serious life events such as a new diagnosis, war, or the death of a loved one can trigger
stress. For immediate, short-term situations, stress can be Beneficial to your health . It can help
you cope with potentially serious situations. Your body responds to stress by releasing hormones
that increase your heart and breathing rates and ready your muscles to respond.

COMMON SIGNS AND SYMPTOMS OF STRESS

• Frequent headaches, jaw clenching or pain

• Gritting , grinding teeth
• Stuttering or stammering
• Tremors , trembling of lips, hands
• Neck ache, back pain, muscle spasms
• Light headedness, faintness, dizziness
• Ringing in the ears
• Frequent blushing, sweating
• Dry mouth, problems swallowing
• Cold or sweaty hands, feet
• Frequent colds, infections
• Rashes, itching, hives, “goose bumps”
• Unexplained or frequent allergy attacks
• Heartburn , stomach pain, nausea

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INDUSTRY'S PROFILE

Textile industry in India :

The textile sector in India ranks to Agriculture. Textile is one of India's oldest industries
and has a formidable presence in the national economy in as much as it contributes to about 14
percent of manufacturing value- addition, accounts for around one-third of our gross export
earnings and provides gainful employment to millions of people. The textile industry occupies a
unique place in our country. One of the earliest to come into existence in India. It accounts for
14% of the total Industrial production contributes to nearly 30% of the total exports and is the
second largest employment generator after agriculture.

Industry is providing one of the most basic needs of people and the holds importance;
maintaining sustained growth for improving quality of life. It has a unique position as a self-
reliant industry, from the production of raw materials to the delivery of finished products, with
substantial value-addition at each stage of processing; it is a major contribution to the country's
economy.

HISTORY

The history of apparel and textiles in India dates in the back in the use of mordant dyes and
printing block around 3000 BC. The foundation of the India's textiles trade with other countries
started as early as the second century BC. A board of block printed and resist-dyed fabrics,
primarily of Gujarat origins, discover in the tombs of fostat, Egypt, are the proof of large scale
Indian export of cotton textiles in the Egypt in medieval periods.

During the 13th century, Indian skills was used as barter for species from the western
countries. Towards the end of 17th century, the British East India company begun exports of
several silks and several other cotton fabrics to other economics. These includes the famous fain
muslin of Bengal, orissa and Bihar. Painted and printed cottons or chintz was widely practices
between Java, china and Philippines, long before the arrival of the Europeans. The diversity of

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the fibers found in the country, intricate weaving on its state of art manual looms and organic
dyes has attached buyers from all across the world for centuries. Before the introduction of
mechanized ways of spinning in the early 19th century, all Indian skills and cotton were hand
spun and hand woven, a highly fabric called the Khadi. Independent India saw the development
and building up of textile strength diversification of its product range and it's emergency, once
again, as an important player in the world industry.

The study of the history of clothing and textiles trace the availability and use of textiles and
other materials. At the same time, the study also helps in tracing the development of technology
for the making of clothing over human history. The wearing of clothing is exclusively a human
characteristics and is a feature of most human societies. It is not known when humans began
wearing clothes but anthropologist believe that animal skins and vegetation were adapted into
covering as protection from cold, heat and rain especially an humans migrated to new climates.

Clothing and textiles have been important to the human history. They reflect the materials
available in different civilizations at different times. They also reflect upon the technologies that
had been mastered in the course of time. The social significance of the finished product reflect ls
their culture.

Textiles can be felt or spun fibers made into yarn and subsequently netted, looped, knit or
woven to make fabrics, which appeared in the Middle East during the last stone age. From the
ancient times to the present day, methods of textile production have continually evolved, and the
clothes of textiles available have influenced how people carried their possessions, clothed
themselves and decorated their surroundings.

Sources available for the study of clothing and textiles include material remains
discovered via archaeology; representation of textiles and their manufacturing in art, and
documents concerning the manufacture, acquisition use, and trade of fabrics, tools and finished
garments. Scholarship of textiles history, especially it's earlier stages, is part of material culture
studies.

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Production
There has been increase in India’s share of global textile trading to seven percent in
five years. The rising prices are the major concern of the domestic producers of the country.

• Manmade fiber
• The cotton sector
• The handloom sector
• The woolen sector
• The jute sector
• The sericulture and silk sector

Government initiatives for textile sector growth

• India's textiles and clothing industry is one of the mainstays of the national economy. It is
also one of the largest contributing sectors of India’s exports, contributing sector of
India's exports, contributing nearly 13.25% of the country's total exports basket. The
textile industry is labor intensive and is one of the largest employers and has realized
export earnings worth of $41.57 billion in 2013-14.
• The textile industry has two broad segments, namely, handloom, handicrafts, sericulture
power looms in the unorganized sector, and spinning, apparel, germinating, made-ups in
the organized sectors.
• The new government has taken many initiatives for the development of the textile sector.

Some of the initiatives are as follow.

• Setting up integrated textile parks

• Exports
• Handloom development
• Handicraft

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 • Silk and pashmina

TOP LEADING COMPANY

Some of the reputed names in the textile companies in the are: Raymond's Arvind mills,
Reliance textile,vardaman spinning, welspun india,morarjee mills, century textiles,mafatlal
textiles, Bombay dyeing Ltd, BSL Ltd, banswara syntax,and oswal knit india, fabindia, Lakshmi
mills, national rayon corp,mysoresilk factory and many more.

EMPLOYMENT OPPORTUNITIES:

The Indian textile industry of india is vast and growing with presence of several national And
international brands. The main segment of the Indian textile industry are Man-made textile,
Cotton textile including handlooms, silk textiles, woolen textiles, handicrafts, coir readymade
garments, and jute. Job opportunity are diverse in nature in the textile industry ranging from
production, designing, distribution and sales. The need for the textile industry is growing
demand; fresher’s from various academic background as nature of jobs is diverse. One of the
more interesting demand for textile industry is the textile faculties which are in Rise, for which a
post graduate degree is mandatory. Textile sales executives is another opportunities required by
the apparel stores where graduates are recruited from all disciplines.

POLLUTION

Indian textile industry comes under the category of ‘orange’ which represents marginally
polluting units.

LATEST DEVELOPMENTS:

• Indian textile industry covers 61%of the international textile market and 22% of the
global market.

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 • Indian textile industry is known to be the 3rd largest manufacturer of cotton across the
globe.
• This industry of Indian claims to be the 2nd largest manufacturer as well as provider of
cotton yarn and textile in the world.
• Indian holds around 25% shares in the cotton yarn industry across the globe.
• Indian textile industry contribution to around 12%of the world's production of cotton
yarn And textiles.

Investment in the Textile Industry

• Around US$5.35 billion of foreign investment is expected to be made in india in the

textile sector over the next five years. The textile industry has attracted to foreign direct
investment ( FDI ) worth US$ 817.26 million between April 2000 and march 2010,
according to data released by the department of industrial policy and promotion s kumars
nationwide has formed a joint venture with Donna karan international to design produce
and distribute the entire range of DKNY menswear apparel across the world expect japan
for 10 years. The new venture will invest US$ 25 million for expansion of Donna karan's
menswear brand and expects to record sales of about US$ 140 million in the next three
years

• The Andhra Pradesh government has allocated over 1000acres of land for the brandy
india apparel city (BIAC) in the state's special economic zone (SEZ), which was
inaugurated in may 2010. The apparel city is expected to attract an investment of US$ 1.2
billion( around Rs. 5400 crore)

• The cabinet committer on economic affairs(CCEA), government of india has government

of india has approved new skill development scheme named for capacity building in
textile sector (SCBTS) with an outlay of RS 1,300 crore (US$ 2020.9 million)from 2017-
18 to 2019-2020

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 • Future group is planning to open 80 new stores under its affordable fashion format,
fashion at big bazaar (FBB) and is targeting sales of 230 million units of garment by
march 2018, which is expected to grow to million units by 2021.

• Raymond has partnered with khadi and village industries commission (KVIC) to sell
khadi-marked ready made garments and fabric in KVIC and Raymond outlets Across
India.

• Max fashion, a part of Dubai based landmark group, plans to expand its sales network to
400 stores in 120 cities by investing Rs400 crore (US$60 million) in the next 4 years.

PRESENT SITUATION IN INDIAN TEXTILE INDUSTRY

Fashions have always influenced creation of demand in this industry, especially after the
rise of retailers; control of the commodity chain. Given their closeness and greater understanding
of the market than manufactures, these traders sought to complete through market innovation like
New designs and fashions marketing rather than through cost reduction by innovations in
production techniques. Here again, there are differences across various segments. Women and
children’s ear is subject to more fashion based design changes as compared to men’s wear.

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COMPANY PROFILE :

HISTORY OF POTHYS

The house of pothys was established 90 years ago in the year 1977 by
K.V.Sandayandy Muppanar under the name Pothys Muppanar to sell cotton saree and dhotis
woven in his own loom . The founding fore father saved as wavers to the royal household of the
maharajas of years with there in house expertise they soon bought innovation into an otherwise
staid kancheepuram saree market and opened the first showroom at srivilliputhur with
generation of experience in the silk trade behind them they soon became highly successful and
became first showroom in TamilNadu its own brand of silk saree namely samudrika , parampara

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and vastrakala accretiated with ISO 9001 certification in 2003 from humble beginnings pothys
has come a long way. First has been established in the year 1986 in srivilliputhur, followed by
Chennai branch in 1999 Madurai 2009 , Coimbatore 2010, and pondicherry 2012 .

Pothys is a family business of K.V. Sadayandy (pothys ) Muppanar first son

Mr.S.Ramesh was in charge for construction his son Mr.Varun is now change silk section
purchase and is now in charge for construction his son and administration second son Mr.
S.Pothy raj focuses mainly on gents and kids garments third son Mr.S. Mahesh in charge for
purchase of normal saree fourth son Mr.S.Ashok is been for managing the branches fifth son
Mr.S.Kandasami does not involve in business he is a doctor in KG Hospital .

Type Silk Sarees

Industry Textile

Genre Wardrobe store

1923
Founded

Founder K.V.Pothy Moopanar

Headquarters Chennai, Tamil Nadu, India

Number of Tirunelveli, Srivilliputtur,

locations Coimbatore,Salem, Chennai,
Madurai, Nagercoil,

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 Trivandrum , Puducherry,
portonovo, Trichy, Bengaluru
and Kochi

Area served India

Products Textiles

Services Silk sarees

Owner K.V.P. Sadayandi Moopanar

Website www.pothys.com

VISION AND MISSION OF THE COMPANY:

VISION:

To provide customer satisfaction and to reach more customers.

MISSION:
Its provide customer with products and service that offers best over all value in terms of price,
performance and customer satisfaction

AWARDS:

• Pothys has been conferred with two prestigious awards from the government of India the
national award of master weaves and the silk mark distinction which is an authentic
certification of quality and creativity.

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 • Pothys us the showroom in South India to be accredicated with ISO 9001 2000a mark of
international quality and reliability.

• Pothys has been voted as the most popular silk sarees showroom in Chennai in a survey
conducted by SUN TV and nelson in the year2002.

• Created history in the field silk weaving by stepping in to guinness book of World
records for world longest silk sarees (1276 feet) endowed with image that traces the rich
and varied heritage of India thought five millennia.

PROMOTIONAL ACTIVITIES :

• Pothys is the first showroom to introduce "aadi" discount in chennai showroom.

• It is also first showroom to introduce promotional activities like "go green", "games" ,
"and attractive set on season" , "green card facility".

• Attractive and decorative set has been designed by Mr.Saravanan an assistant of famous
art director Mr. Thotta darani .

• Advertisement and celebrity endorsement is added advantages to create positioning of bra

• All bills get closed by 7 in night and change the date to next day.

• Purchase of material is done by manager at least once in two months based on the stock
level which is reported by salesman.

• Purchase done in place like Delhi, Mumbai, Mysore, Bangalore, Lucknow , Salem.

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FUNCTION OF HUMAN RESOURCES MANAGER

The human resources department deals with management of people within the
organization there are number of responsibilities that come with this title first of all the
department responsible for hiring members of staff this will involve attracting employees
keeping them in them in there positions and ensuring that they perform to expectation .
Recruitment is one most fundamental roles of the HR department this is because this
function ensures that the company under consideration selects the most skillful and component
person from a sea of applicants at that at that time this function involves evaluation of ability and
competency of potential employees in relation in what the company needs this roll falls under
the staffing role of management
One of the major function of HR department is to motivate employees this can be
done though rewards especially for those who done well the HR department needs to evaluate
performance of employees and those who have exceeded expectation should be compensated for
their auction
The human resources department is placed with the responsibility of ensuring that
it plans adequately for all organization future engagement that will involve people
It is the important that the organization ensure that all the employees under its
wing are just enough to increase value to the organization
The HR department is also bestowed with the responsibility of planning future
organizational goal in relation people or classifying these same goal to staff members.

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 CHAPTER – 2
REVIEW OF LITERATURE

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REVIEW OF LITERATURE

A literature review is the body of text that aims to review the critical points of
current knowledge including substantive findings as well as theoretical and methodological
contributions to a particular topic . Literature review are secondary sources and as such do not
report any new or original experimental work. Its ultimate goals is to bring the reader up to date
with current literature on a topic and forms the bases for another goal , such as future research
that may be needed in the area. The literature of the previous studies regarding the stress
management gives the reader broader outlook on the background on which the study was
conducted.

STRESS MANAGEMENT

Stress management consists of making changes to your life if you are in a constant
stressful situation, preventing stress by practicing self-care and relaxation and managing your
response to stressful situations when they do occur.

Our increasingly busy lives cause our minds a lot of stress. Stress is mental tension caused by
demanding, taxing or burdensome circumstances. Stress doesn't just affect our mental state and
mood; it affects our physical health as well. When we are very stressed, a hormone called cortisol
is released into our bloodstream, suppressing the functioning of our immune, digestive and
reproductive systems. That is why it is so important to practice stress management in order to
keep our minds and bodies healthy.

DEFINITION OF STRESS MANAGRMENT

According to selye "Stress is a process of adjustment to or dealing with

circumstances that disrupt or threaten to disrupt a person's physical or psychological
functioning.”

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 According to selye “Stress is defined as the pressure experienced by a person
in response to life demands."

Reasearchers define "Stress as a physical, mental, or emotional response to

events that causes bodily or mental tension. Simply put, stress is any outside force or event that
has an effect on our body or mind .”

According to Michailidis M. And Georgiou Y. (2005) stress management in it

sector (2):8 “Indian journal of applied research” The author focus on the degree of
occupational stress that is influences by the factors like level of education, various patterns of
their relaxation and any other habits like drinking or smoking. The implications say that
consuming alcoholic drink is the main factor that determines the degree of occupational stress in
an individual.

Stetz ,Thomas A; Stetz Melba C ; Bliese ; paul D .In their article titled “The
importance of self-efficacy in the moderating effects of social support on stressor- strain
relationships” 20 (1):49-59 “work and stress”(2005) has explained that organizational
constraints, Co-workers support and self efficacy had significant interaction for Predicting the
Job satisfaction under psychological well being. It had resulted that intervention aimed for
reducing strains are expected through increased social support and considering self efficiency
of individual.

W. De Vente ; J.H.Kamphuis ; P.M.G.Emmelkamp in their article “Alexithymia,

Risk Factor on consequence of Work-related Stress” 75 (5):304-11 “Psychother
Psychosom” (2006) they investigated the level and the type of alexithymia associated with
occupational stress. Group differences in alexithymia were analyzed using ANOVAs. The type
of alexithymia was investigated by (A) Determining absolute under relative stability determining
absolute under relative stability (B ) exploring state dependence by adjusting alexithymia for
burnout and distress complaints with change in alexithymia. According to them, Alexithymia
was significantly elevated among the patients. In the patient group, absolute stabbility of two
alexithymia dimension (identification feelings, describing feelings) and relative stabbility Of

20
one alexithymia (identifying feelings) was lower than they were in the healthy group.

Wasted, Guillermo; Sanchez, Juan I., In their research titled “The Role of Accent as a
Work stressor on Attitudinal and Health- Related work outcomes”,13 (3):329-350
“International journal of stress management” (2006) has stated that, data collected from
employees who spoke English with a supported accent and prediction, by examining in their role
in group, self-efficiency and perceived control in the process where none of the proposed coping
mechanism had an impact of perceived discrimination on employees accent.

Richards, David; Bee, Penny; Barkham, Michael; Gilbody, Simon; Cahill, Jane;
Jackson , Leon ; Rothmann, Sebastiaan in their titled “occupational stress, organisational
commitment, and ill-health of educators in the North West Province” 26 (1):75-95 “South
african journal of education” (2006) discussed to determine the differences between
occupational stress and strain of educators in different biographical groups, and to assess the
relationship between occupational stress , organizational commitment and ill- health. A sample
of 1170 was selected and organizational stress screening tool and a biographical questionnaire
were administers. The results show differences between the occupational stress, organisational
commitment and ill- health of educators of different ages, qualifications and associated with
different types of schools .

Noblet, Andrew; LaMontagne , Anthony D. Conducted a study on “The role of

workplace health promotion in addressing job stress” 21(4):346-353 “Health promotion
international” (2006). The enormous human and economic costs associated with occupational
stress suggested that initiatives designed to prevent and /or reduce employee stress should be
high on the agenda of workplace Health promotion (WHP) Program. The aim of the second
part of his study is a detailed description of what the comprehensive approach to stress
prevention /reduction looks like in practice and to examine the means by which WHP can help
develop initiatives that address both the sources and the symptoms of job stress.

Kushnir, Talma; Melamed, and samuel in their study titled “Domestic stress and
well-being of Employed Women” 54 (9):687-694 “Interplay between demands and decision

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control at work” (2006). Respondents were 133 mothers employed in secretarial and managerial
jobs. It is suggested that in families (as in Teams), shared decision control may be more potent
copying resources than personal control.

Keeva , and Stevan in their article titled “Depression Takes a Toll”92 :37-38
“American Bar Association Journal” ( 2006) deal with the high rates of mental depression
among lawyers in the in the U.S studies which highlighted the depression problem among
lawyers are cited. It discusses the suicide of judge Mack kidd of Austin, Texas. It explores the
role of occupational stress in depression among lawyers.

Glanville, Julie. In their research articles “The prevalence of nursing staff stress on
adult acute psychiatric in-patient wards” 41 (1):34 – 43 “Social psychiatry and psychiatric
epidemiology”(2006) their study reviewed the prevalence of low staff morale, due to stress,
burnout, job satisfaction and psychological well being amongst staff working in in-patient
psychiatric wards. It has resulted that particular mental health studies has specific and nom
specific samples, it explain that using of validating measures of stress together with personal and
organisational requires the process influencing the stress over the staff.

Coetzer, and W J ; Rothmann S. In their article titled “occupational stress of

employees in an insurance company” 37 (3):29-39 “South african journal of business
management” (2006) they identified occupational stressors for employees in an insurance
company. The results showed that job insecurity as well as pay and benefits were the highest
stressors in the insurance industry. They also assessed the relationship between occupational
stress, ill health and organisational commitment.

Botha, Christo ; Pienaar ,and Jaco in their titled “South African correctional
official occupational stress: The role of psychological strengths”34 (1):73-84 “Journal of
criminal justice”(2006) conducted a study to determine the dimensions of occupational stress of
employee of the department of correctional services in a management area of the free state
province of South Africa. The results indicated that an external locus of control and negative

22
effect contributed to the experience of occupational stress.

Bernharat and Molly in their article ,”Work intensity showing up in stress

employee attrition”20 :13-26 “Employee Benefit News” (2006) focused the intensification of
work by employees, stressed out workers , retiring employees, Stressed out workers, work- life
option should be set up in such way to eliminate employee stress for filling vacancy by bridging
the gap between retiring employees and stress out workers.

H. Azlihanis A ; L. Naing; D. Aziah ;N.Rusli in their titled “Socio-demographic,

Occupational and psychological factors Associated with job strain among secondary school
teachers in kota Bhsru , kelantan” 40 (6):1359-70”South Asian J Trop Med Public
Health”(2006) they conducted a study to identify the factors associated with job strain among
teachers working in secondary schools kota Bharu , kelatan. A Sample size of 580 teachers was
taken. The result was significant . There was linear relationship between job strain and the
duration of service in the present employment, duration of working hours , job insecurity and
the social support.

Upson, John W; Ketchen Jr . , Dravid J ; Ireland, R.Duanen their article titled

“Managing Employee Stress: A key to the Effectiveness of strategic supply chain
Management”36 (1):78-92 “Organizational Dynamics” (2007) Focused their research on
supply chain activities and studied that dangerous role of stress among supply chain members .
They have also given measures to address this stress. The researchers concluded that by using
the suggested initiatives, both employees’ quality of life and the organisation’s performance can
improve.

The study by Mikolojczak, Moira; Menil, Clementine; Luminet, Olivier in their

article “Explaining the protective effect of traint emotional intelligenece regarding
occupational stress: Exploration of emotional labour processes”41 (5):1107 – 1117 “Journal
of research in Personality” ( 2007) focused that , when confronted with the emotional labour
, high trained EI individuals experience lower levels of burnout and somatic complaints, and

23
this effect was found to be mediated by the choice of emotional labour strategies .

Maki k.. Vahtera J. Vitranen M. Elovainio M. KeitikangasJarvinen L and

kivimaki M. In their study titled " work stress and new onset migraine in a female
employee population"28 (1):18-25 “Cephalalgia” (2008) examined whether work stress , as
indicated by the job strain model and the effort reward imbalance model, predicts new onset
migraine among 19469 female employee with no history of migraine at study entry. The
proportion of new migraine cases attributable to high effort reward imbalance was 6.2
percentage. This study suggested that the effort reward imbalance might function as a
modifiable risk factor for new onset migraine

Nagesh p. and murthy ,M S. Narasimha in their study titled "stress

management at IT call centre” 2 (4) “Journal of soft skills”(2008) has identified that the six
factors contribute to workplace stress ,demands of the stress, control over work ,support from
colleagues and management ,working , clarity of role,and organizational change.this paper also
suggested measure in the form of training to enable organization and individuals to manage
stress at workplace in general and IT call centres in particular . The paper is based on the study
carried out in respect of a few selected IT call centres.

Gbolahan and Gbadamosi in their research titled "Stress at work: Any

potential redirectiom from an african sample"503-510 “International academy of african
business and development” (2008) they conducted a study which explored the relationship
among perceived stress, perception of sources of stress, satisfaction, core self evaluation,
perceived health and well being. Data were collected from 355 employees in Botswana result
indicated that significant links existed between perceived stress, satisfaction, core self -
evaluation and well being.

Hample,Petra: Meier, Manucle: Kemmel, and Ursula in their article "school based stress
management training for adolescents: longitudinal result from an experimental study” 37
(8):1009-1024 “Journal of youth and adolescence” (2008) they investigated the effectiveness
of a school -based universal preventive stress management training program for early and

24
middles adolescents in comparison with a no-treatment control group, the experimental group
scored higher on perceived self- efficacy compared to control group at the follow- up assessment.

Kopp,Maria "work stress and mental health in a changing society" S; Stauder, Adrienne:
purebl, Gyorgy : Janszky, Imre: Skrabski, Arpad in their research articles titled "Work
stress and mental health in a changing society"18 (3):238-244 “European journal of public
health” (2008) they conducted. Study indicates that a stressful working and psychosocial
conditions are responsible for a substantial part of variation in self reported mental and physical
health work related factors.

According singh A.p.&singh s. In this article titled “Stress management in it sector” 4

(2):7-9 “Indian journal of applied research” (2009) His study emphasizes on the phenomenon
of job satisfaction in the organizations. According to him, job satisfaction is directly related to
stress and work culture that an other nu sari in provides. He identify timings that result 16% of
stress, thirdly climate the causes 11% of stress.

According to srivastav A.K In their article titled “Stress management in it sector” 4 (2):8-9
“ Indian journal of applied research” (2010) The articles focus on the nature of role that
causes stress. It says role performance encountered the problems of stress so they should be tried
to reduce or eliminated. The nature of role stress was found to be heterogeneous which cannot be
dealt worth one uniform solution or intervention as a whole. Hence specific problem related
solution or interventions should adapted for better organisational performance and effectiveness.

According to pratibha G In their article titled Stress management in it sector 4 (2):7-9

“Indian journal of applied research” (2010)The impact of distress level on the quality of life is
negative that may result to serious burnt out problems in private banks. The distress level in the
banks can only be reduced by various stress management programmes or interventions that
would also improve the quality of work life.

According to Rosasa J.H.A.BLevinsb R.C.,Gaoc H.,Tengb W.Y.&white J. In their article

titled “Stress management in it sector”4 (2):8-9 “Indian journal of applied research”

25
(2011) It reveals the level of stress that different by occupational position, an not by age and
gender. The analysis shows that female had higher stress rates than males. The main problems
faced by students due to stress are sleeping problems, depression and irritability.

According to Kodavatiganti k & Bulusn v. “Stress management in it sector” 4 (2):8-9

“Indian journal of applied research” (2011) The aim of the article is to have a clear
understanding of the phenomenon that cause stress among the academicrans.According to the
article women educators face comparatively higher level of stress than men counterparts. The
stress amongst the academicians are caused because of lengthy working hours, inadequate
resources and long working hours, classrooms that are over filled.

According to Sharma S., Sharama J. & Devil A. “Stress management in it sector”

4 (2): 8-9 “Indian journal of applied research”(2012) The level of stress within a role varies
because of individual differences in mind set, age, gender, and their performance in job.
However various factor that influence stress are age where the younger employees more stressed
as compared to other employees, level of qualification, pay, authorities of control, award, word
of praise improved designation and working couples. The study recommended a reinforcement
approach that should be positive in nature so as to reduce the degree of stress as the workplace.

According to Si ha V. and Subramanian K. S “stress management in it sector” 4 (2):8-9

“Indian journal of applied research” (2012) The study highlights that various level of
organisation experience different kind of organisational role stress. It also states is influenced by
various factors like shortage of resources.
According to Karthik R. “Stress management in it sector” 4 (2):7-9 “Indian journal of
applied research” (2013) Employee’s performance at work influenced by stress that can be
either positive or negative. The employee's performance better is they face low to moderate
amount of stress rather than eliminating stress completely.
According to A. Y. Tatheer “Stress management in it sector” 4 (2):8-9 “Indian journal of
applied research” (2013) Majority of the bankers of Pakistan claim that they are highly
stresses because of their jobs that not only affect their performance in banks but also equally
affect their health and personal life. They also declare that the organizational politics and

26
bureaucracy are the main reasons of stress in their banks.
RESEARCH GAP
There are various factors that influence stress among the employees in the textile industry.
Since this pandemic Situation is new to the century and everyone in the world it created stress
on all the people. How the stress factors are changing, modulating and enhancing during the
pandemic situation. This gap fills that gap in the study of stress management.

27
 CHAPTER - 3
RESEARCH METHODOLOGY

28
RESEARCH METHODOLOGY

Research is an intensive study in a particular field to achieve at a better conclusion of a problem.

Research Methodology is a systematic way of solving the problem. Research is a careful
investigation of especially through search for new fact in any branch of knowledge .
Methodology is a systematically to solve the research problem. It may be understanding as a
science of studying how research is done logically . The various steps that are generally adopted
by a research in studying researcher problem are the main function of research methodology.
The methodologies followed for this study are as follows.

RESEARCH DESIGN :

A research design is the arrangement of conditions for the collection and analysis of data in
a manner that aims to combine relevance to the research purpose. The research design is the
basic framework or a plan for a study that guides the collection of data and analysis of data .The
information is collected from the employees in pothys, Madurai and analyzed with the help of
different statistical tools , for describing the relationship between various variables , pertaining
the quality of work life . Moreover, cross table analysis has been done for processing the data
and information is derived to attain the objectives of the study. Descriptive research design and
survey method is followed in this study.

Descriptive research is a study designed to depict the participants in an accurate way. More
simply, descriptive research is all about describing people who take part in the study.

COLLECTION OF DATA :
Data collection easier term used to described process of preparing and collecting data.
Systematic gathering of data for a particular purpose from various sources, that has been
systematically observed, recorder, organized. Data are the basic inputs to any decision-making
process in business. In this survey in order to meet the objectives of the study both primary data

29
and secondary data were collected.

Primary data
The primary data are those which are collected for the first time and thus happen to be
original. Characters in primary data do not already exit in any publications. In this study the
primary data is collected by questionnaire. The questionnaire was handed over to various
respondents and the data is collected.

Secondary data
Secondary data is the data that have been already collected by and Readily available
from other sources. Such data are cheaper and more quickly obtainable that the primary data. The
secondary data are collected from the company records and magazines , journals, Internet etc.

TOOLS OF DATA COLLECTION :

Among the various methods, which can be used to collect the primary data, the
researcher has adopted questionnaire method. The researcher has prepared structured
questionnaires , which contained predominantly Multiple choice questions. The respondent’s
opinion is gathered with regard to the problem with the help of the questionnaires .

SAMPLING DESIGN :
A Sample is a smaller representation of larger whole. When some of the elements are
selected with the intention of finding out something about the population from which they are
taken, that group of elements is referred as a sample, and the process of selection is called
sampling. Sampling design used in the study is probability sampling.

Probability sampling is yes sampling technique in which sample from a larger

population are chosen using a method based on the theory of probability.

30
 Simple random sample is a subset of a statistical population in which each member of
the subset has an equal probability of being chosen.

SAMPLING UNIT :
The respondents of the study are part of populations of employees of pothys private
limited, Madurai . Each employee is considered to be the sampling unit.

SAMPLING SIZE:
Pothys Madurai employee’s strength is identified the entire universe; Meanwhile the
sampling size is confined only for 50 employees for among various cater of position in their jobs.

SAMPLING CRITERIA :
The sample was collected from the low level employees.

Tools uses for analysis

Percentage analysis
This method is used to convert data into percentage to aid in the interpretation
quantitatively.

% of respondents = Number of respondents in category × 100

-------------------------------------------------
Total number of respondents

DATA COLLECTION INSTRUMENT :

Generally , in questionnaire, the respondent can apply his own judgement and
answer .The question as she thinks right. While constructing a questionnaire the following vital
points Have to be considered : the type of questions to be asked ; wording of questions and
sequencing of questions . Every questions should be checked to evaluate its necessity in terms of
fulfilling the research objectives.

31
 CHAPTER – 4

DATA ANALYSIS AND INTERPRETATION

32
Table 4.1: Showing gender wise classification of respondents

S.no Gender Respondents Percentage

1 Male 35 78%
2 Female 15 22%
3 Total 50 100%

Chart 4.1: Showing percentage wise classification on gender respondents

22%

male
78% female

Inference:

From chart 4.1 it can be Inferred that 78% of respondents belong to the sex group of
Male and 22%of respondents belong to the sex group of Female.

33
Table 4.2: Showing Age wise classification of Respondents

S.no Age Respondents Percentage

1 20 – 30 Years 22 44%
2 31 – 40 Years 18 36%
3 41– 50 Years 7 14%
4 Above 50 3 6%
5 Total 50 100%

Chart 4.2 : showing percentage wise classification on Age of respondents

6%
14%
44% 20 – 30 Years

30 – 40 Years

36% 40– 50 Years

Above 50

Inference:
From chart 4.2 it can be Inferred that 44% of respondents belong to the Age group of
20-30 years,36% of respondents belong to the Age group of 30-40 years, 14% of respondents
belong to the Age group of 40-50 years and 6% of respondents belong to the Age group of above
50 years.

34
 Table 4.3: showing Educational Qualification of the respondents

S.no Educational Qualification Respondents Percentage

1 10-12th 30 60%
2 UG 10 20%
3 PG 5 10%
4 Diploma 5 10%
5 Total 50 100%

Chart 4.3: showing Percentage wise classification on Educational Qualification of the

respondents.

Inference:
From the chart 4.3 it can be inferred that 60% of respondents belong to 10-12th, 20% of
respondents belong to UG, 10% of respondents belong to Diploma and 10% of respondents
belong to PG degree.

35
Table 4.4: showing Income level

S.no Income level Respondents Percentage

1 7000-10000 10 20%
2 10000-15000 23 46%
3 15000-20000 9 18%
4 Above 20000 8 16%
5 Total 50 100%

Chart 4.4 : showing Percentage wise Income level

20% 46% 18% 16%

7000-10000 10000-15000 15000-20000 ABOVE

20000

Inference:
From the chart 4.4 it can be inferred that 20% of respondents belong to7000-10000,
46% of respondents belong to 10000-150000, 18% of respondents belong to 15000-20000and
16% of respondents belong to above 20000 .

36
Table 4.5 : showing how long have you worked in this organization.

S.no Particulars Respondents Percentage

1 1-3 years 4 8%
2 4-8 years 6 12%
3 9-10 years 10 20%
4 11 years above 30 60%
5 Total 50 100%

Chart 4.5 : showing Percentage wise how long have you worked in this organization.

Inference:
From the chart 4.5 it can be inferred that 8% of respondents belong1-3 years, 12% of
respondents belong to 4-8 years, 20% of respondents belong to 9-10 years and 60% of
respondents belong to 11 years above.

37
Table 4.6 :showing how do you feel while working in your organization.

S.no Particulars Respondents Percentage

1 Great 5 10%
2 Satisfied 22 44%
3 Moderate 15 30%
4 Dissatisfied 8 16%
5 Total 50 100%

Chart 4.6 : showing Percentage wise how do you feel while working in your organization.

16% 10% Great

Satisfied
Moderate
30% 44% Dissatisfied

Inference:

From the chart 4.6 it can be inferred that 10% of respondents belong great, 44% of
respondents belong to satisfied, 30% of respondents belong to moderate and 16% of respondents
belong to dissatisfied.

38
Table 4.7 : showing Is work culture supportive in your organization

S.no Particulars Respondents Percentage

1 Strongly agree 10 20%
2 Agree 30 60%
3 Moderate 6 12%
4 Disagree 4 8%
5 Total 50 100%

Chart 4.7: showing Percentage wise Is work culture supportive in your organization

Inference:
From the chart 4.7 it can be inferred that 20% of respondents belong strongly agree,
60% of respondents belong to agree, 12%of respondents belong to moderate and 8%of
respondents belong to disagree.

39
Table 4.8 : showing do you feel stress at work.

S.no Particulars Respondents Percentage

1 Yes 40 80%
2 No 10 20%
3 Total 50 100%

Chart 4.8 : showing Percentage wise do you feel stress at work.

20%

yes
no
80%

Inference:

From the chart 4.8 it can be inferred that 80% of respondents belong yes, 20% of
respondents belong to no.

40
Table 4.9 : showing if yes could you please select the symptoms you experience due to
stress.

S.no Particulars Respondents Percentage

1 Headaches 18 35%
2 Depression 12 25%
3 Irritability 7 13%
4 Others 13 27%
5 Total 50 100%

Chart 4.9 : showing Percentage wise if yes could you please select the symptoms you
experience due to stress

Inference:
From the chart 4.9 it can be inferred that 35% of respondents belong Headaches, 25%
of respondents belong to depression, 13% of respondents belong to irritability and 27% of
respondents belong to others.

41
Table 4.10 : showing how do you feel when your are stress

S.no Particulars Respondents Percentage

1 Feeling tired 15 30%
2 Cannot sleep well at 20 40%
night
3 Do not feeling well 10 20%
4 others 5 10%
5 Total 50 100%

Chart 4.10 showing Percentage wise how do you feel when your are stress

40%
30%
20%
10%

FEELING TIRED CANNOT SLEEP DO NOT FEELING OTHERS

WELL AT NIGHT WELL

Inference:
From the chart 4.10 it can be inferred that 30% of respondents belong feeling tired,
40% of respondents belong to cannot sleep well at night, 20%of respondents belong to do not
feeling well and 10% of respondents belong to others.

42
Table 4.11: showing how would you rate the level of your job stress

S.no Particulars Respondents Percentage

1 mild 15 35%
2 moderate 20 48%
3 severe 10 10%
4 extreme 5 7%
5 Total 50 100%

Chart 4.11 :showing Percentage wise how would you rate the level of your job stress

7%
10% mild
35%
moderate

48% severe
extreme

Inference:

From the chart 4.11 it can be inferred that 35% of respondents belong mild, 48% of
respondents belong to moderate, 10%of respondents belong to serve and 7% of respondents
belong to extreme.

43
Table 4.12 :showing what causes stress in your life

S.no Particulars Respondents Percentage

1 Financial problem 15 45%
2 Family situation 20 30%
3 Organization 10 10%
environment
4 others 5 15%
5 Total 50 100%

Chart 4.12 : showing Percentage wise what causes stress in your life

15%
10% Financial problem
45%
Family situation

30% Organization environment

others

Inference:

From the chart 4.12 it can be inferred that 45% of respondents belong Financial
problem, 30% of respondents belong to Family situation, 10%of respondents belong to
Organization environment and 15% of respondents belong to others.

44
Table 4.13 :showing how often you face stress situation in your organization

S.no Particulars Respondents Percentage

1 Strongly agree 25 51%
2 Agree 10 20%
3 Moderate 8 15%
4 Disagree 7 15%
5 Total 50 100%

Chart 4.13 : showing Percentage how often you face stress situation in your organization.

60%

50%

40%

30% 51%
20%
20%
10% 15% 15%

0%
Strongly agree Agree Moderate Disagree

Inference:
From the chart 4.13 it can be inferred that 51% of respondents belong strongly agree,
20% of respondents belong to agree, 15%of respondents belong to moderate and 15% of
respondents belong to disagree.

45
Table 4.14 :showing who is the person that you will meet when you are stress

S.no Particulars Respondents Percentage

1 Customer 6 12%
2 Employee 25 50%
3 Manager 15 30
4 others 4 8%
5 Total 50 100%

Chart 4.14 :showing Percentage wise who is the person that you will meet when you are stress

Inference:
From the chart 4.14 it can be inferred that 12% of respondents belong customer,
50%of respondents belong to employee, 30% of respondents belong to manager and 8% of
respondents belong to others.

46
Table 4.15 : showing which day do you feel stress the most.

S.no Particulars Respondents Percentage

1 Friday 12 24%
2 Saturday 13 25%
3 Sunday 20 41%
4 Other day 5 10%
5 Total 50 100%

Chart 4.15 : showing Percentage wise which day do you feel stress the most

45%
40%
35%
30%
25%
20% 41%
15%
24% 25%
10%
5% 10%
0% 0 0 0 0 0
Friday Saturday Sunday Other day

Inference:
From the chart 4.15 it can be inferred that 24% of respondents belong Friday, 25% of
respondents belong to Saturday, 41%of respondents belong to Sunday and 10% of respondents
belong to others.

47
Table 4.16 : showing lack of communication causes stress.
S.no Particulars Respondents Percentage
1 Strongly agree 5 10%
2 Agree 20 41%
3 Moderate 21 41%
4 Disagree 4 8%
5 Total 50 100%

Chart 4.16 : showing Percentage wise lack of communication causes stress.

8% 10%
Strongly agree

41% Agree
41%
Moderate
Disagree

Inference:
From the chart 4.16 it can be inferred that 10% of respondents belong strongly agree,
41% of respondents belong to agree, 41%of respondents belong to moderate and 8% of
respondents belong to disagree.

48
Table 4.17: showing is your job stress caused by your relationship with another employee.

S.no Particulars Respondents Percentage

1 Yes 26 51%
2 No 24 49%
3 Total 50 100%

Chart 4.17 : showing Percentage wise showing is your job stress caused by your relationship
with another employee.

51%

49%

YES NO

Inference:
From the chart 4.17 it can be inferred that 51% of respondents belong strongly yes,
49% of respondents belong to no.

49
Table 4.18 : showing if your job stress does not involve another person, what is it caused by.

S.no Particulars Respondents Percentage

1 Volume of work 10 20%
2 Physical work 7 15%
environment
3 Personal health issues 30 60%
4 Others 3 5%
5 Total 50 100%

Chart 4.18 :showing Percentage wise if your job stress does not involve another person, what is
it caused by.

Inference:
From the chart 4.18 it can be inferred that 20% of respondents belong volume of work,
15% of respondents belong to Physical work environment, 60%of respondents belong to
Personal health issues and 5% of respondents belong to others

50
Table 4.19: showing you feel time pressure to complete work.
S.no Particulars Respondents Percentage
1 Strongly agree 5 10%
2 Agree 13 27%
3 Moderate 26 51%
4 Disagree 6 12%
5 Total 50 100%

Chart 4.19 : showing Percentage wise you feel time pressure to complete work
.

10% 27% 51% 12%

STRONGLY AGREE MODERATE DISAGREE

AGREE

Inference:
From the chart 4.19 it can be inferred that 10% of respondents belong to strongly
agree, 27% of respondents belong to agree, 51%of respondents belong to moderate and 12% of
respondents belong to disagree.

51
Table 4.20 : showing salary due to covid 19 situation
S.no Particulars Respondents Percentage
1 Strongly agree 25 50%
2 Agree 15 25%
3 Moderate 7 15
4 Disagree 3 5%
5 Total 50 100%

Chart 4.20 : showing Percentage wise salary due to covid 19 situation

Inference:
From the chart 4.20 it can be inferred that 50% of respondents belong to strongly
agree, 25%of respondents belong to agree, 15 %of respondents belong to moderate and 5% of
respondents belong to disagree.

52
Table 4.21: showing have you taken leave in the past six month due to work related stress
S.no Particulars Respondents Percentage
1 Yes 36 72%
2 No 14 28%
3 Total 50 100%

Chart 4.21 :showing Percentage wise have you taken leave in the past six months due to
work related stress.

28%

72% yes
no

Inference:

From the chart 4.21 it can be inferred that 72% of respondents belong strongly yes,
28% of respondents belong to no.

53
Table 4.22 :showing what are the problem faced leaving at late night

S.no Particulars Respondents Percentage

1 Mental pressure 21 41%
2 Family problem 14 29%
3 Sexual harashement 3 6%
4 Others 12 24%
5 Total 50 100%

Chart 4.22:showing Percentage wise what are the problem faced leaving at late night.

50%
40%
30%
41%
20% 29% 24%
10% 6%
0%
Mental pressure Family problem Sexual Others
harashement

Inference:
From the chart 4.22 it can be inferred that 41% of respondents belong to mental
pressure, 29% of respondents belong to family problem, 6%of respondents belong to sex
harashment and 24% of respondents belong to others.

54
Table 4.23: showing how do you feel they are unable to taken decision when they are in
stressful situation

S.no Particulars Respondents Percentage

1 Rarely 15 31%
2 Sometimes 26 51%
3 Most of the times 5 10%
4 none 4 8%
5 Total 50 100%

Chart 4.23 :showing Percentage wise how do you feel they are unable to taken decision when
they are in stressful situation.

51% Rarely
8%
Sometimes
18%
Most of the times
10%
none
31%

Inference:
From the chart 4.23 it can be inferred that 31% of respondents belong to rarely, 51% of
respondents belong to sometimes, 10%of respondents belong to most of the times and 8% of
respondents belong to none.

55
Table 4.24: showing if you need their HR department implementing work stress.
S.no Particulars Respondents Percentage
1 Pre-planned 15 31%
2 Takes the opinion the 16 31%
employees
3 Take the right decision 8 17%
4 others 11 21%
5 Total 50 100%

Chart 4.24: showing Percentage wise if you need their HR department implementing work stress

35%
30%
25%
20% 31% 31%
15% 21%
10% 17%
5%
0%
Pre-planned Takes the Take the right others
opinion the decision
employees

Inference:
From the chart 4.24 it can be inferred that 31% of respondents belong to pre-planned,
31% of respondents belong to takes the opinion the employees, 17%of respondents belong to
take the right decision and 21% of respondents belong to others.

56
Table 4.25:showing spending time with you family reduces stress.

S.no Particulars Respondents Percentage

1 Strongly agree 25 50%
2 Agree 10 20%
3 Moderate 7 15%
4 Disagree 8 15%
5 Total 50 100%

Chart 4.25: Showing Percentage wise spending time with you family reduces stress.

15%
Strongly agree
15% 50%
Agree

20% Moderate
Disagree

Inference:
From the chart 4.25 it can be inferred that 50% of respondents belong to strongly
agree, 20% of respondents belong to agree, 15%of respondents belong to moderate and 8% of
respondents belong to disagree.

57
Table 4.26:showing training and development programs help to cope-up with new
technology reduce the stress.

S.no Particulars Respondents Percentage

1 Strongly agree 24 48%
2 Agree 17 35%
3 Moderate 5 10%
4 Disagree 4 7%
5 Total 50 100%

Chart 4.26: showing Percentage wise training and development programs help to cope-up with
new technology reduce the stress.

7%
10%
Strongly agree
48% Agree
Moderate
35% Disagree

Inference:
From the chart 4.26 it can be inferred that 48% of respondents belong to strongly
agree, 35% of respondents belong to agree, 10%of respondents belong to moderate and 7% of
respondents belong to disagree.

58
Table 4.27: showing relaxation reduces the stress.
S.no Particulars Respondents Percentage
1 Strongly agree 24 48%
2 Agree 15 31%
3 Moderate 9 17%
4 Disagree 2 4%
5 Total 50 100%

Chart 4.27: showing Percentage wise relaxation reduces the stress.

4%

17% Strongly agree

48%
Agree
31% Moderate
Disagree

Inference:
From the chart 4.27 it can be inferred that 50% of respondents belong to strongly
agree, 20% of respondents belong to agree, 15%of respondents belong to moderate and 8% of
respondents belong to disagree.

59
Table 4.28: showing the stress reduction activities that you follow up on your own.
S.no Particulars Respondents Percentage
1 Meditation/yoga 10 20%
2 Listening songs 30 60%
3 Physical exercised 6 12%
4 others 4 8%
5 Total 50 100%

Chart 4.28: showing Percentage wise stress reduction activities that you follow up on your own.

100%

80%

60% 20% 60% 12% 8%

40%

20%

0%
Meditation/yoga Listening songs Physical exercised others

Inference:
From the chart 4.28 it can be inferred that 20% of respondents belong to
meditation/yoga, 60% of respondents belong to listening songs, 12%of respondents belong to
physical exercised and 8% of respondents belong to others.

60
Table 4.29: showing the stress reduction activities that already held in this organization
S.no Particulars Respondents Percentage
1 Nothing 26 52%
2 Motivation speech 14 28%
3 Yearly once go to 10 20%
tour
4 Total 50 100 %

Chart 4.29: showing Percentage wise stress reduction activities that already held in this
organization.

Inference :
From the chart 4.29it can be inferred that 52% of the respondents belong to
Nothing , 28% of the respondents belong to motivation speech, 20% of the
respondents belong to yearly once go to tour.

61
 CHAPTER- 5
FINDING ,SUGGESTION AND CONCLUSION

62
FINDINGS :
• Majority, 78% of the respondents are male
• Majority , 36% of the respondents belong to age group of 31-40
• Majority ,72% of the respondents were 10-12
• Majority; 46% of the respondents were 10000-15000 of income level
• Majority, 60% of the respondents have been working in lights in the duration of
11 years above .
• Majority, 44% of the respondents were satisfied in this organization
• Majority ,60% of the respondents were agree to work culture supportive in our
organization.
• Majority, 35% of the respondents affects in headaches problem due to stress.
• Majority, 40% of the respondents were cannot sleep well night due to stress.
• Majority, 48%of the respondents to moderate the level of job stress.
• Majority, 45% of the respondents to have financial problem due to causes of
stress in our life.
• Majority, 51%of the respondents were strongly agree to face stress situation.
• Majority, 30% of the respondents were will meet their employee when they are
stress.
• Majority, 41% of the respondents were Sunday they feel stress at most.
• Majority, 41% of the respondents were agree lack of communication due to
stress.
• Majority 51% of the respondents were agree to caused our relationship with
another employee.
• Majority, 48% of the respondents were personal health issues they doesn't
involved another person.
• Majority, 51% of the respondents to moderate a time pressure to complete work.
• Majority, 50% of the respondents were strongly agree to salary deduction due to
covid situation.
• Majority, 72% of the respondents have taken leave in past 6 months due to work
related stress
• Majority, 41%of the respondents were mental pressure is the major problem
faced by employee at the time of leaving late night.
• Majority, 51% of the respondents were feel sometimes they are unable to take
decision.
• Majority, 31% of the respondents were feel that they takes the opinion of the
employees is the way to implementing work stress from HR department.
• Majority, 48% of the respondents were strongly agree to help to cope up with
new technology of training & development for reduce the stress.
• Majority, 50% of the respondents were strongly agree to spending time with
family reduce the stress.

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• Majority, 48% of the respondents were strongly agree to relaxation reduce the
stress.
• Majority, 60% of the respondents were feeling to reducted the stress by listening
songs .

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SUGESSTIONS

• The working environment should be clean and safer. There should be friendly
environment form their superior.
• Organiaztion should have an internal code to ensure safety and security of women
employees and take measures to ensure that they discharge their job in a secure
atmosphere.
• Flexible time and possibility to work from home are required for working women.
• As most of the employees feel that standing for a long time will cause stress at work, the
organization should take positive steps to make their employee free form stress so they
can work with optimum efficiency and effectiveness.
• Creches facilities and child care leave for working women should be provided by their
organization.
• Counselling quality consciousness awareness programs, psychological, support can be
provided to female employees.

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CONCLUSION :

Stress is there in everyone's life every day. The fact is that how we are
reacting towards that stress and how we are able to handling in a positive
approach the stress management is tool to find out the factors due to which the
employees experiencing stress in working atmosphere, difficulties and
discomforts caused due to stress, the initiatives needed to taken by the
management, the facilities expected by the employees.

This study has examined mainly factors that influencing the work stress
on employees at pothys . Findings were made and suggessions are provided by
the researcher. Key among the findings were the stress management program is
conducted by Pothys.

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BIBILOGRAPHY:

REFERRENCE :

www.pothys.com
• Stetz ,Thomas A; Stetz Melba C ; Bliese ; paul D .In their article titled “The importance
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(2006)
• Wasted, Guillermo; Sanchez, Juan I., In their research titled “The Role of Accent as a
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“International journal of stress management” (2006)
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(1):78-92 “Organizational Dynamics” (2007)
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QUESTIONNAIRE:
1. Name :
2. Gender
a)Male b) Female
3. Age
a) 20-30 b)31-40 c)41-50 d)51 above
4. Qualification
a) 10- 12 b) UG c) PG d) Diploma
5. Income level
a) 5000 -7000 b)7000-10000 c)10000-15000 d)15000 – above
6. How long have you worked in this organization ?
a)1- 3 years b) 4- 8 years c) 9-10 years d) 11 years above
7. How do you feel while working in your organization ?
a) Great b) satisfied c) Moderate d) Dissatisfied
8. Is work culture supportive in your organization ?
a) strongly agree b) Agree c) Moderate d) Disagree
9. Do you feel stress at work ?
a) yes b) No
10. If “yes” could you please select the symptoms you experience due to stress .
a) Headaches b) Depression c) Irritability d) others
11. How do you feel when your are stress ?
a) Feel tired b) cannot sleep well at night c) Do not feeling well d)others
12. How would you rate the level of your job stress?
a) Mild b) Moderate c) severe d) Extreme
13.what causes stress in your life ?
a) Financial problems b) Family situation c) organization environment d) others
14. How often you face stress situation in your organization?
a) strongly agree b) Agree c)Moderate d) Disagree

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15. Who is the person that you will meet when your are stress ?
a) Customer b) Employee c) Manager d) Incharger
16. Which day do you feel stress the most ?
a) Friday b) Saturday c) Sunday d) other day
17. Lack of communication causes stress ?
a) strongly Agree b) Agree c) Neutral d) Disagree
18. Is your job stress caused by your relationship with another employee?
a) yes b) No
19. If your job stress doesn’t involve another person, what is it caused by ?
a) volume of work b) physical work environment c) personal health issue d) others
20. You feel time pressure to complete work ?
a) strongly agree b) Agree c) Neutral d) Disagree
21. Salary deduction due to covid 19 situation ?
a)strongly agree b) Agree c) Neutral d) Disagree
22. Have you taken leave in the past 6 months due to work related stress?
a) Yes b) No
23. What are the problem faced leaving at late night ?
a) Mental pressure b) Family problem c) Sexual Harashement d)others
24. How do you feel they are unable to taken decision when they are in stressful situation ?
a) Rarely b) Sometimes c) most of the time d) None
25. If you need their HR department in implementing work stress ?
a)pre-planned b) Takes the opinion of the employees c) Take the right decision d) others
26. Spending time with you family reduces stress?
a) strongly agree b) Agree c) Neutral d) Disagree
27. Training and development programs help to cope-up with new technology reduces the stress?
a) strongly agree b) Agree c) Neutral d) Disagree
28. Relaxation reduces the stress?
a)strongly agree b) Agree c) Moderate d) Disagree

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29.The stress reduction activities that you follow up on your own .
a) Meditation/ yoga b) Listening songs/ Entertainment media c) physical exercise
d) others
30. Suggestion on work relief activities already held in the organization
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