Stress Management in Banking Industry

International Journal of Research & Development in
Technology and Management Science –Kailash

Volume - 21| Issue 5 | DECEMBER 2014 | ISBN - 1-63102-449-3
European Article Number [EAN] - 978-163-102-449-8
editor.ijrdtm@rtmonline.in | editor@ijrdtm.com | http://journal.rtmonline.in | http://www.ijrdtm.com
Paper Id: IJRDTM – 053049
STRESS MANAGEMENT IN BANKING INDUSTRY

by
Ms. Anil | Research Scholar | IMSAR Deptt, MDU | Rohtak

| anilhoda20@yahoo.com
&
Ms. Meenakshi Bhukal | Research Scholar | IMSAR Deptt, MDU | Rohtak

| meenakshi_kuk2005@yahoo.co.in
ABSTRACT
The present world is fast changing and there are lots of pressures and
demands at work. These pressures at work lead to physical disorders.
Stress refers to individual’s reaction to a disturbing factor in the
environment. It is an adaptive response to certain external factor or
situation or what can be called environmental stimuli as reflected in an
opportunity, constraint, or demand the outcome of which is uncertain but
important. In short stress is a response to an external factor that results in
physical, emotional, behavioural deviations in a person. Present study
aims at finding the level and causes of stress in banking industry. A
questionnaire was structured and got it filled by bank employees and data
has been analysed on proportionate basis. Study reveals that most of the
respondents were found under stress due to heavy workload that affects
their work, family and personal relations negatively.
KEYWORDS: Banks, Stress, Management, Employees, Work.
I. INTRODUCTION
Stress has become the 21 century buzz word, from the high pervading corporate echelons to the
bassinets of teaching infants’ nurseries I find this world liberally need. Stress is part of modern
life. Various events in life bring stress, starting with the birth of a child and enduring with the
death of a dear one. The present world is fast changing and there are lots of pressures and
demands at work. These pressures at work lead to physical disorders. Stress refers to
individual’s reaction to a disturbing factor in the environment. It is an adaptive response to
certain external factor or situation or what can be called environmental stimuli as reflected in
an opportunity, constraint, or demand the outcome of which is uncertain but important. In short
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stress is a response to an external factor that results in physical, emotional, behavioral

deviations in a person. Stress is an all pervading modern phenomenon that takes a heavy toll of
human life. Different situations and circumstances in my personal life and in my job produce
stress. Those can be divided into factors related to the organization and factors related to the
person which include his experience and personality traits. Job related factors are work
overload, time pressures, poor quality of supervision, insecure political climate, role conflict
and ambiguity. Person related factors are death of spomee, or of a close friend, family
problems, change to a different line of work, prolonged illness in the family, change in social
activities, eating habits, etc.,
Personality traits are ‘Type A’ personality. They are impatient, competitive, aggressive, and
hardworking. They set high goals and demands of themselves and others. And they are
particularly prone to stress inducing anticipatory emotions such as anxiety.
II. OBJECTIVES OF THE STUDY
 Primary objective: To undergo an in-depth study about the existence of stress among the
employees of the BANKING INDUSTRY Post - Recession.
 Secondary objective:
 To identify the factors causing stress among the employees.
 To find out the level of stress among the employees of different age groups.
 To study about the effects of stress on employees in BANKING INDUSTRY.
III. REVIEW OF LITERATURE
A review on the previous studies on stress among the employees is necessary to know the areas
already covered. This will help to find my new areas uncovered and to study them in depth.
The earlier studies made on stress among the employees are briefly shown here.
The research study of Jamal M* finds that job stressors Ire significantly related to employees’
psychosomatic problems, job satisfaction, unproductive time at the job, and absenteeism. Type
A behaves was found to be an important moderator of the stress outcome relationship.
Hans Selye was one of the founding fathers of stress research. His view in 1956 was that
“stress is not necessarily something bad – it all depends on how you take it. The stress of
exhilarating, creative successful work is beneficial, while that of failure, humiliation or
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infection is detrimental.” Selye believed that the biochemical effects of stress would be
experienced irrespective of whether the situation was positive or negative. The most commonly
accepted definition of stress (mainly attributed to Richard S Lazarme) is that stress is a
condition or feeling experienced when a person perceives that “demands exceed the personal
and social resorces the individual is able to mobilize.” In short, it's what I feel when I think I've
lost control of events. Brief. A. P. and J. M. Atieh*, argues that it is not safe to assume that job
conditions that have an adverse impact on affective reactions to the job will also have a
negative impact on overall subjective Ill-being. Fienmann views stress as a psychological
response state of negative effect characterized by a persistent and a high level of experienced
anxiety or tension.
Hans Seyle, the endocrinologist, whose research on General Adaptation Syndrome (GAS), for
the first time, revealed how human beings adapt themselves to emotional strives and strains in
their lives. According to him emotional stress occurs in three important stages. 1. Alarm
reaction stage 2. Resistance stage 3. Exhumation stage.
Alarm reaction is camped by physical or psychological stressors. Resistances are brought about
by ACTH hormone of the body. Exhumation follows when ACTH dwindles as a result of
continual stress. (ACTH-Aprinocorticotropic). According to Stephen .P. Robbins*, stress
related headaches are the leading camee of loss of work time in U. S. indmetry.
Cooper and Marshall* visualize stress as characteristics of both the focal individual and his
environment. They designate the internal and external consultive forces as ‘pressures’ or
‘stressors’ and the resulting stalk of the organism on stress.
IV. RESEARCH METHODOLOGY
 Data Sources: There are two types of data collection namely primary data collection and
secondary data collection.
 Research Tool: A structured questionnaire has been prepared to get the relevant
information from the respondents. The questionnaire consists of a variety of questions
presented to the respondents for their despondence.
 Sampling
 Sample Unit: The employees of the BANKING INDUSTRY are the sample unit in the
survey.
 Sample Size: The sample size chosen for this study is 30.
 Sampling Method: Random sampling, Convenience sampling
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 Statistical Methods: Percentage analysis
V. RESULTS & DISCUSSIONS
Table 1: Respondents With Difficulty In Sleeping
Frequency Percent
Valid NOT AT AL 8 26.7
RARELY 8 26.7
SOMETIMES 7 23.3
OFTEN 5 16.7
VERY OFTEN 2 6.7
Total 30 100.0
From the above table, it is understood that 26.7% of the employees rarely have any trouble in
sleeping, 23.3% find it difficult sometimes, 16.7% face the problem very often and 6.7% of the
employees find extreme difficulty in sleeping. Therefore, it is observed that for most parts, the
employees do not have any problems with sleeping.
Table 2: Respondents With Difficulty In Concentrating

Frequency Percent
Valid NOT AT ALL 5 16.7
RARELY 11 36.7
SOMETIMES 10 33.3
OFTEN 4 13.3
Total 30 100.0
It is clear that 16.7% of the employees have absolutely no difficulty in concentrating,36.7% of
them rarely have a problem ,33.3% sometimes and only a small group of 13.3% find it difficult
to concentrate at work. Therefore, it can be said that mostly the employees have no trouble in
concentrating at work.
Table 3: Respondants With Financial Problems

Frequency Percent
SOMETIMES 12 40.0
OFTEN 8 26.7
Total 30 100.0
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The table shows that, 40% of the employees feel that financial problems put them down
sometimes, 30% felt that it did not affect them at all and 26.7% of them felt that very often it
create them problems. Therefore, it is identified that financial trouble does put down people
sometimes.
Table 4: Respondents And Substance Abmee

Frequency Percent
RARELY 3 10.0
SOMETIMES 5 16.7
OFTEN 8 26.7
VERY OFTEN 7 23.3
Total 30 100.0
This table indicates that 26.7% of the employees ‘‘self medicate’’ quite often, 23.3% resort to
alcoholism etc very frequently to relieve stress while 23.3% of them do not resort to substance
at all . It shows that most employees give into excessive alcoholism or some other forms of self
medication most times to reduce stress
Table 5: Respondents And Frequency Of Anger
Frequency Percent
SOMETIMES 12 40.0
VERY OFTEN 8 26.7
Total 30 100.0
40% of the employees claim that they sometimes get angry often while 33.3% feel that they do
not get angry very often. Also 26.7% of them say that they get very angry most of the time.
Therefore, it is inferred that most of the employees are relatively calm and get angry only
sometimes.
Table 6: Respondents With Job Pessimism

Frequency Percent
RARELY 13 43.3
SOMETIMES 7 23.3
Total 30 100.0
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The table clearly shows that the employees have no negative thoughts about their job since
40% of them feel that it happens only rarely and 33.3.% say that it never happens.
Therefore, the rate of job pessimism or negative thinking about one’s job is very low.
Table 7: Respondents With Slow Recovery During Illness

Frequency Percent
RARELY 11 36.7
SOMETIMES 8 26.7
Total 30 100.0
From the table, it is seen that most of the employees (36.7%) recuperate pretty quickly from an
illness while only 26.7% of them say that sometimes a long slow recovery period is taken.It is
inferred that most of the employees get back to their feet pretty soon after an illness and do not
stay in bed for excessive periods of time.
Table 8: Respondents Who Feel Isolated

Frequency Percent
RARELY 10 33.3
SOMETIMES 6 20.0
Total 30 100.0
This table shows that majority of the people do not feel isolated or lonely. 46.7% of them do
not feel any isolation while 33.3% say it happens rarely. Therefore, it is seen that most of the
employees have someone to talk to and relate with and are not isolated or alone.
Table 9: Respondents With No Control Of Life

Frequency Percent
Valid RARELY
12 40.0
SOMETIMES 12 40.0
OFTEN 6 20.0
Total 30 100.0
This table shows that most of the employees have control of their lives and are in the driving
seat of their own lives while only 20% felt that they are being controlled by others and not
themselves.
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Table 10: Respondents With Bad Eating Habits

Frequency Percent
Valid SOMETIMES 9 30.0
OFTEN 12 40.0
VERY OFTEN 9 30.0
Total 30 100.0
The values in the table clearly indicate that all the employees indulge in snacking rather than in
consumption of wholesome nutritiome meals due heavy work pressure, time constraints and
job demands.
Table 11: Respondents Who Over React To Conflicts
Frequency Percent
RARELY 13 43.3
SOMETIMES 8 26.7
Total 30 100.0
It is seen that most people do not over react to conflicts either at home or at work. Only 26.7%
of them tend to over react in some situations.
Table 12: Respondents Whose Work Exceeds One's Capacity
Frequency Percent
Valid RARELY 2 6.7
SOMETIMES 11 36.7
OFTEN 12 40.0
VERY OFTEN 5 16.7
Total 30 100.0
The table shows that most of the employees feel that their job demands and requires more than
what they are actually capable of doing. In most cases, their workload exceeds their capacity.
Only a small group (6.7%) felt that it was not so.
Frequency Percent
RARELY 5 16.7
SOMETIMES 14 46.7
OFTEN 6 20.0
VERY OFTEN 2 6.7
Total 30 100.0
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From the table it is seen that 46.7% of the employees feel that sometimes they are trapped
between the pressures of home and work ,20% feel caught often and 16.7% felt that it
happened very rarely.
Table 14: Respondents Who Feel Under - Par At The Beginning Of A Work Day
Frequency Percent
RARELY 16 53.3
SOMETIMES 8 26.7
OFTEN 1 3.3
VERY OFTEN 1 3.3
Total 30 100.0
The table clearly shows that 53.3% of the employees rarely feel under-par even at the
beginning of a working day and only a handful of employees (3.3%) actually feel under-par on
working days.
Table 15:Respondents Who Shy Away From Social Contact With Colleagues
Frequency Percent
RARELY 9 30.0
SOMETIMES 3 10.0
Total 30 100.0
It clearly shows that majority of the employees are actively sociable and do not shy away from
social contact especially with colleagues.
Table 16: Respondents Whose Appearances Are Commented Upon

Frequency Percent
RARELY 12 40.0
SOMETIMES 1 3.3
OFTEN 1 3.3
Total 30 100.0
From the table and the pie chart, it is clearly understood that most of the employees are Ill
dressed and maintain a certain level of grooming and therefore are not commented upon for
shabby appearances by their colleagues.
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Table 17: Respondents With No Time For Themselves

Frequency Percent
RARELY 1 3.3
SOMETIMES 11 36.7
OFTEN 10 33.3
VERY OFTEN 7 23.3
Total 30 100.0
The pie chart and table values clearly indicate that most of the employees are so bmey and
caught up with work pressure that they barely have any time for themselves. They have almost
no time for their hobbies and self interests.
Table 18: Respondents Who Feel Misunderstood/ Unappreciated By Others

Frequency Percent
RARELY 7 23.3
SOMETIMES 6 20.0
Total 30 100.0
Here again, most of the employees are satisfied and not misunderstood or unappreciated by
their colleagues or family members. Only 20% feel that at certain times they are
misunderstood.
Table 19: Respondents Who Are Copers For Family/ Colleagues With No Support For
Themselves
Frequency Percent
RARELY 12 40.0
SOMETIMES 12 40.0
OFTEN 5 16.7
Total 30 100.0
Here there are 2 strong groups- one group(40%) feel that very rarely do they have to be copers
for everyone else with no support for themselves while the other group also of 40% feel that
sometimes they have no one to seek support from.
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Table 20: Respondents Who Take A Day Off Jmet To Recuperate Emotionally,
Mentyally & Physically
Frequency Percent
RARELY 1 3.3
SOMETIMES 12 40.0
OFTEN 10 33.3
VERY OFTEN 1 3.3
Total 30 100.0
The chart and table indicate that many employees call in a sick day at work not became they
are really sick but became they are too overwhelmed and need time to recuperate physically,
mentally and emotionally.
VI. FINDINGS
 Most of the respondents have many years of long association with the organisation
 Most of the employees feel that they have no time for themselves and their personal lives
became of work overload.
 The respondents are sociable and have no problems interacting with their colleagues.
 Employees’ are satisfied with the working conditions.
 Role overload is the major cause of stress.
 The respondents face a moderate level of stress
VII. SUGGESTIONS
 The employees may give importance to time management techniques thereby they can
complete their work within the specified time.
 Many tasks can be delegated to subordinates without losing effectiveness so that I can
reduce the overload of work.
 Introduce Flexi time
 Organizations met introduce recreational zones within the premises for the employees to
unwind.
 Adopt the work to home transition strategy. It means instead of carrying the pressures of
the work to home, the suggestion is to start the unwinding process during the work day and
enter the home in a relaxed and peaceful mind.
 Counseling the employees when they face problems, became counseling is the dissension
of a problem that manually has emotional content with an employee in order to help the
employee cope better.
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 The organization met introduce Employee Assistance Programmes (EAPs) and stress
control workshops accordingly to the level of employees, became there is a strong relation
between the level of stress and level of employees. EAP includes counselling employees
who seek assistance on how to deal with alcohol and drug abmee, managing personal
finances, handling conflicts at the work place, dealing with marital and other family
problems, and coping with health problems.
 Engaging the bored employee in aerobic exercise, became it stimulates the brain and the
body. Also the employee need practice meditation and yoga regularly.
VIII. EMPLOYEES’ SUGGESTION TO REDUCE STRESS
This research paper consists of the information about the employees, working in the banking
industry, who are undergoing stress. So considering this factor, the topic becomes one of the
most important part of the project as it consists of the opinion of the employees who work in
the banks. The response of employees from major banks in the city was marvellome as they
gave their valuable opinion about reducing stress as a result of the last question included in the
questionnaire. The opinion of the employees Ire as follows:
 “Just smile away” An employee- HDFC Bank

 “Just believe in yourself and just do what your heart wants” An employee- HDFC Bank
 -“Talking to family member“- Watching TV or listening good music, - Going for a walk or
long drive” An employee- HDFC Bank
 “Believe in God” An employee- Bank of Baroda
 “Respect yourself and give time to yourself” An employee- Citi Bank
 “Positive attitude is only that reduces stress and achieves success. Most of the people
frustrated due to lack of positivity and stress level climbs up due to that. So get positive
attitude about work, about life, and forget the stress” An employee- Citi Bank
 “I should do such activities from which I get happiness and also make others happy. Pass
your time with your close friends and relatives.” An employee- ICICI Bank
 “Play and watch cricket” An employee- ICICI Bank
 “Listen music and spend time with family” An employee- Deutsche Bank
 “Get adjusted with others, Find and spend time for prayer, Study the scriptures, See
oneness in all, All are manifested of the supreme GOD” An employee- Deutsche Bank
IX. CONCLUSION
Stress in the work place has become the black plague of the present century. Much of the stress
at work comes not only by work overload and time pressure but also by lack of rewards and
praise, and more importantly, by not providing individuals with the autonomy to do their work
as they would like. Organization must begin to manage people at work differently, improve
physical work environment, treat them with respect and value their contribution. If I enhance
the psychological Ill being and health of the employees, the organizational revenue increases
and there is employee retention as well.. Became it is said that,
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“A Healthy Employee is a Productive Employee”
X. REFERENCES
1. Jamal M. “Job stress-prone Type A behavimy, personal and organizational

consequences”, Canadian Jmynal Administration Sciences, 1985. pp 360-74.
2. Stephen Robbins, “Organizational Behavior”, Prentice Hall, U.K, 1989 pp 499-501.

Cooper. C. L. and Marshall. J, “Understanding Executive Stress”, The McMillan Press
Ltd, 1978 p 4.
3. A. P and J. M. Atieh, “Studying job stress: Are I making mountains out of molehills?”
Jmynal of occupational behavior, 1987 pp115-26.
4. Cooper. C. L. and Marshall. J, “Understanding Executive Stress”, The McMillan Press
Ltd, 1978 p 4
5. Jamal M. “Job stress-prone Type A behavimy, personal and organizational

consequences”, Canadian Jmynal Administration Sciences, 1985. pp 360-74.
6. A. P and J. M. Atieh, “Studying job stress: Are I making mountains out of molehills?”
Jmynal of occupational behavior, 1987 pp115-26.
XI. WEBSITES
1. http://www.lifepositive.com/Mind/psychology/stress/stress.asp
2. http://www.medicinenet.com/stress/article.htm
3. http://helpguide.org/mental/stress_signs.htm
4. http://www.helpguide.org/mental/stress_management_relief_coping.htm
5. http://stress.about.com/
6. http://www.studygs.net/stress.htm
7. www.wikipedia.com
8. www.finance.indiamart.com
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International Journal of Research & Development in

Technology and Management Science –Kailash

Paper Id: IJRDTM – 053049