A PROJECT ON

“A STUDY ON GROWING MENTAL

HEALTH ISSUES OF EMPLOYEE AT
WORKPLACE IN SERVICE-BASED
INDUSTRIES. ”
(BANKING AND INSURANCE)
Semester VI
(2023-2024)
MR. ANKIT KUMAR YADAV
Roll No. 68

Submitted to
University of Mumbai
Project Guidance by
DR.ANITA DAKSHINA

Satish Pradhan Dnyanasadhana College, thane

Arts, Science and Commerce

1
 Satish Pradhan Dnyanasadhana College, thane

Arts, Science and Commerce

CERTIFICATE

OF

PROJECT WORK

This is to certify that Mr. ANKIT KUMAR YADAV Of B.Com (BBI) Semester VI Roll
No.68 has undertaken and completed the project work titled “A STUDY ON GROWING
MENTAL HEALTH ISSUES OF EMPLOYEE AT WORKPLACE IN SERVICE-
BASED INDUSTRIES. ” during the academic year 2023-24 under the guidance of Dr. Anita
Dakshina submitted on “SATISH PRADHAN DNYANSADHNA COLLEGE” to this
college in fulfillment of the curriculum of Bachelor of Commerce (BBI), University of
Mumbai.

This is bonafide project work & the information presented is true & original to the best of our
knowledge and belief.

Dr. Anita Dakshina

PROJECT GUIDE COURSE CO-ORDINATOR

Dr. Bhushan Langi

Principal. External Guide

2
 DECLARATION

I the undersigned here Mr. ANKIT KUMAR YADAV by, declare that the work
embodied in this project work titled “A STUDY ON GROWING MENTAL
HEALTH ISSUES OF EMPLOYEE AT WORKPLACE IN SERVICE-
BASED INDUSTRIES.” forms my own contribution to the research work
carried out under the guidance of Dr. Anita Dakshina is a result of my own
research work and has not been previously submitted to any other University for
any other Degree/ Diploma to this or any other University.
Wherever reference has been made to previous works of others, it has been clearly
indicated as such and included in the bibliography.
I, here by further declare that all information of this document has been obtained
and presented in accordance with academic rules and ethical conduct.

Mr. ANKIT KUMAR YADAV

Name and Signature of the learner

Certified by

Dr. ANITA DAKSHINA

Name and signature of the Guiding Teacher

3
 ACKNOWLEDGEMENT

I owe a great many thanks to a great many people who helped and supported me
doing the writing of this book.
I take this opportunity to thank the University of Mumbai for giving me chance
to do this project.
I would like to thank my Principal, Dr. Bhushan Langi for providing the
necessary facilities required for the completion of this project.
I take this opportunity to thank our Coordinator for her moral support
and guidance.
My deepest thanks to lecturer, Dr. Anita Dakshina the Guide of the project for
guiding & correcting various documents of mine with attention care. He has taken
pains to through my project and make necessary corrections as and when needed.
I would like to thank my College Library, for having provided various reference
books and magazines related to my project. I also extended my heartfelt thanks to
my family and well-wishers. Lastly, I would like to thank each person who
directly or indirectly helped me in the completion of project especially parents
and peers who supported me throughout my project.

4
 CHAPTERS TITLE PAGE NO
NO:

❖ Preliminary Pages Page 2-6

Certificate
Declaration
Acknowledgement
Abstract

CH- 01 Introduction
About the Topic
Overview of the Industry Page 7-25
Importance of the study
Literature Review
Statement of the problem
Objective of the study
Scope of the study
Limitation of the study

CH- 02 Research Methodology

Research Design
Sample Design Page26-27
Sample Size
Sampling method
Data collection method

CH- 03 DATA ANALYSIS

Methods and Techniques of Data Analysis Page 28-41
Data Analysis Concept
Data Analysis and Interpretation

CH- 04 FINDING AND CONCLUSION

Findings Page 42
Conclusion

CH- 05 Appendix and Bibliography Page43-46

5| P a g e
 ABSTRACT

Mental health is an increasingly important topic in the workplace. It is estimated that, at any point
in time, one in six working age people will be suffering from mental illness, which is associated
with very high personal and economic costs. Mental illness is one of the leading causes of sickness
absence and long-term work incapacity in Australia and is one of the main health related reasons
for reduced work performance. Individuals with mental health problems, and their caregivers, are
some of the most stigmatized and marginalized groups in the workplace and often miss out on
the many benefits good work can offer.

This report constitutes a scoping literature review that identifies and critically examines the
evidence base surrounding health and wellbeing programs conducted in the workplace and
their impact on employees and their employing organizations. The review drew on a broad
range of sources covering multiple sectors. However, the report additionally highlights
evidence that relates specifically to the retail and construction industries. The review offers
an analysis of the current evidence base and discusses the implications of implementing
different types of workplace health and wellbeing schemes.

6|P ag e
 1. INTRODUCTION:

Mental health refers to the conserving of successful internal conditioning. It's an emotional
cerebral and social well- being. It's how we feel, suppose, and act. further than half the world’s
population is presently in work and 15 of working- age grown-ups live with a internal complaint.
Without effective support, internal diseases and other internal health conditions can affect a
person’s confidence and identity at work, capacity to work productively, absences, and ease with
which to retain or gain work. Twelve billion working days are lost every time to depression and
anxiety alone. likewise, people living with severe internal health conditions are largely barred
from work despite this being important for recovery. Mental health conditions can also impact
families, caretakers, confreres, communities, and society at large. Depression and anxiety bring
the global providence US$ 1 trillion each time generally from reduced productivity.
Everyone has the right to work and all workers have the right to a safe and healthy working
context. Work can be a defensive factor for internal health, but it can also contribute toworsening
internal health. Work- related internal health conditions are preventable. important can also be
done to cover and promote internal health at work and support people with internal health
conditions to share completely and equitably in work.

Mental health issues among jobholders have come a major concern in service- grounded
diligence. Service diligence, similar as healthcare, education, hospitality, and client service,
involve relations with people, which can beget stress and anxiety for workers. Mental health
issues can have a significant impact on jobholders in the workroom. Some common internal
health issues that jobholders may witness include anxiety, depression, stress, and collapse. These
issues can lead to a range of negative issues, including dropped productivity, absenteeismand
turn. A service assiduity provides people with impalpable products and services and completes a
task that's useful to clients, customers, businesses, or the general public. According to the U.S.
Census Bureau, it comprises colourful service industriousness including

7|P ag e
warehousing and transportation services; information services; securities and other investment
services; professional services; waste charge; health care and social assist; and crafts,
entertainment, and recreation. There are several types of nonmaterial goods and products that
service industries provide to people, including; Customer Service

• Consulting
• Management
• Design
• Data
• Information
• Safety
• Ideas
• Education
• Maintenance
• Repair
• Cleanliness/sanitation
• Health care
• Knowledge
• Experiences

Why are Services Industries Important?

Services sedulity are an important part of society for a variety of reasons including;
✓ Delivering essential services to the public frequently, service sedulity gives essential
services to the public, similar as healthcare, transportation, and education.

✓ Creating positive emprises Several service diligences, including hospitality, beauty and
sap, entertainment, and fitness, produce positive gests that give emotional value and
promote the well- being of those they serve.

✓ Giving employment chances as manufacturing and product diligence come more

mechanized, the demand for service assiduity workers is adding in areas similar as
distribution and trades, creating a fat of room. The service sector offers several satisfying
careers to individualities passionate about delivering important services to their
community.

✓ Stage as a clue of profitable growth frequently, a strong or growing service sector is an

index of a healthy frugality. As new services and insubstantial goods come available to

8|P ag e
 the public, service diligence grow to continually serve the demands of guests and
businesses, adding this assiduity's impact on the global providence.

➢ BENEFITS OF WORKING IN SERVICE BASED

INDUSTRIES:
➢ Provides Job Security During gruelling times in the thrift, people generally reduce
their spending on material goods and seek the services and insubstantial goods
offered by the service sector. This offers job security to those working in service
sedulity with a low danger of job loss, layoff, discharge or business closeduring
profitable downturns.

➢ Offers Flexible Hours frequently, service diligence jobs offer flexible hours,
which allows entities to be picky about their work schedule and pursue their
education and feeling, see family members, and enjoy a healthy work- life
balance.

➢ Develops your moxie Securing a job in the service diligence frequently includes
fastening on developing a set of chops and experience. Performing tasks and
completing services that develop those chops daily can edge your moxie and
knowledge in a certain field.

➢ Improves Interpersonal experience Working in a service sedulity generally

involves close communication with the general public, clients, and fellow platoon
members. A service assiduity job allows you to ameliorate your interpersonal
communication and coordination capabilities.

➢ MENTAL HEALTH AT WORK:

Nearly 60 of the world population is in work. All workers have the right to a safe and healthy
atmosphere at work. Decent work supports good internal health by furnishing

9|P ag e
• a livelihood;

• a sense of confidence, purpose and achievement;

• an opening for positive associations and gain in a community; and

• a platform for structured routines, among numerous other benefits.

Work can be a setting which amplifies wider issues that negatively affect mental health,including
discrimination and inequality based on factors such as, race, sex, gender identity, sexual
orientation, disability, social origin, migrant status, religion or age.

People with severe mental health conditions are more likely to be excluded from employment,
and when in employment, they are more likely to experience inequality at work. Being out of
work also poses a risk to mental health. Unemployment, job and financial insecurity, and recent
job loss are risk factors for suicide attempts.

10 | P a g e
 ➢ Action for Mental Health at Work:
Government, employers, the organizations which represent workers and employers, and other
stakeholders responsible for workers’ health and safety can help to improve mental health at work
through action to:

• prevent work-related mental health conditions by preventing the risks to mental health
at work;
• protect and promote mental health at work;
• support workers with mental health conditions to participate and thrive in work; and
• create an enabling environment for change.

Action to address mental health at work should be done with the meaningful involvement of
workers and their representatives, and persons with lived experience of mental health conditions.

➢ WORK-RELATED STRESS:

Work-related stress is a growing problem around the world that affects not only the health and
well-being of employees but also the productivity of organizations. Work-related stress arises
when work demands of various types and combinations exceed the person’s capacity and
capability to cope. Work-related stress is the second most common compensated illness/injury
in Australia, after musculoskeletal disorders.

In Australia, more than $133.9 million was paid in benefits to workers who had made claims
related to workplace stress during the 2004/2005 tax year. According to the National Health and
Safety Commission, work-related stress accounts for the longest stretches of absenteeism.

➢ Symptoms of work-related stress:

The signs or symptoms of work-related stress can be physical, psychological and behavioural.

Physical symptoms include:

• Fatigue
• Muscular tension
• Headaches

11 | P a g e
 • Heart palpitations
• Sleeping difficulties, such as insomnia
• Gastrointestinal upsets, such as diarrhea or constipation
• Dermatological disorders.

Psychological symptoms include:

• Depression
• Anxiety
• Discouragement
• Irritability
• Pessimism
• Feelings of being overwhelmed and unable to cope
• Cognitive difficulties, such as a reduced ability to concentrate or make decisions.

Behavioural symptoms include:

• An increase in sick days or absenteeism

• Aggression
• Diminished creativity and initiative
• A drop in work performance
• Problems with interpersonal relationships
• Mood swings and irritability
• Lower tolerance of frustration and impatience
• Disinterest
• Isolation.

➢ What are the main work-related stressors?

All the following issues have been identified as potential stressors at workplaces. A risk
management approach will identify which ones exist in your own workplace and what causes
them. They include:

• Organisation culture
• Bad management practices
• Job content and demands

12 | P a g e
 • Physical work environment
• Relationships at work
• Change management
• Lack of support
• Role conflict
• Trauma.

Causes of work-related stress

Some of the factors that commonly cause work-related stress include:

• Long hours
• Heavy workload
• Changes within the organisation
• Tight deadlines
• Changes to duties
• Job insecurity
• Lack of autonomy
• Boring work
• Insufficient skills for the job
• Over-supervision
• Inadequate working environment
• Lack of proper resources
• Lack of equipment
• Few promotional opportunities
• Harassment
• Discrimination
• Poor relationships with colleagues or bosses
• Crisis incidents, such as an armed hold-up or workplace death.

➢ Self-help for the individual:

A person suffering from work-related stress can help themselves in a number of ways,
including:

• Think about the changes you need to make at work in order to reduce your stress levels
and then take action. Some changes you can manage yourself, while others will need the
cooperation of others.
• Talk over your concerns with your employer or human resources manager.
• Make sure you are well organised. List your tasks in order of priority. Schedule the most
difficult tasks of each day for times when you are fresh, such as first thing in the morning.
• Take care of yourself. Eat a healthy diet and exercise regularly.
• Consider the benefits of regular relaxation. You could try meditation or yoga.
• Make sure you have enough free time to yourself every week.
• Don’t take out your stress on loved ones. Instead, tell them about your work problems
and ask for their support and suggestions.

13 | P a g e
 • Drugs, such as alcohol and tobacco, won’t alleviate stress and can cause additional health
problems. Avoid excessive drinking and smoking.
• Seek professional counselling from a psychologist.
• If work-related stress continues to be a problem, despite your efforts, you may need to
consider another job or a career change. Seek advice from a career counsellor or
psychologist.

➢ BENFITS OF SELF-HELP:
• Reduced symptoms of poor mental and physical health
• Fewer injuries, less illness, and lost time
• Reduced sick leave usage, absences, and staff turnover
• Increased productivity
• Greater job satisfaction
• Increased work engagement
• Reduced costs to the employer
• Improved employee health and community wellbeing.

➢ Work-related stress is a management issue:

It is important for employers to recognize work-related stress as a significant health and safety
issue. A company can and should take steps to ensure that employees are not subjected to
unnecessary stress, including:

• Ensure a safe working environment.

• Make sure that everyone is properly trained for their job.
• De-stigmatise work-related stress by openly recognizing it as a genuine problem.
• Discuss issues and grievances with employees, and take appropriate action when
possible.
• Devise a stress management policy in consultation with the employees.
• Encourage an environment where employees have more say over their duties,
promotional prospects, and safety.
• Organise to have a human resources manager.
• Cut down on the need for overtime by reorganizing duties or employing extra staff.
• Take into account the personal lives of employees and recognize that the demands of
the home will sometimes clash with the demands of work.
• Seek advice from health professionals, if necessary.

14 | P a g e
 Mental health encompasses the individual’s capacity to cope with internal needs as well as
external needs, such as role within employments. According to WHO, nearly 75% ofworld’s
labour force is based on developing countries. Mental illness , and in particular Common
Mental Disorders such as depression and anxiety are among the most frequent causes of
occupational disability. Depression is the second most common mental disorder across the
world behind heart disease by 2020.

According to survey of Mental Health and Wellbeing, only 35% of people identified with
mental illness sought treatment. Furthermore the 12 month prevalence of anxiety disorder
was 9.7% and depressive disorder was 5.8%.

Workplace factors may precipitate illness as well as perpetuate disability associated with
mental illness. Most research in workplace mental health has been based in developed countries
and hence has focused on the employment conditions defined as fair employment, which refers
to employment in which there are clear agreements regarding employer- employee
relationships. Poverty may also increase the likelihood of other illnesses, which further
increase the vulnerability of workers in developing countries.

➢ Globalization and workplace mental health:

As a result of the liberalization of trade and the exchange of goods and services between
countries, globalization has had a significant impact on social equity. Globalisation has led to
a widening gap between the rich and the poor, and workers in developing countries in
particular have been marginalised. Furthermore, changes in the nature of work as a result
of globalisation have resulted in additional demands on individuals with regards to skills and
training, creating additional barriers to employment for those vulnerable to CMDs.

Mind Share Partner 2021 Mental Health at Work Report presents a unique comparison of the
level of mental health, stigma, before and after the epidemic in collaboration with Qualtrics and
ServiceNow. This follow-up research to our 2019 Mental Health at Work Report employs

15 | P a g e
the same metrics and expands on our less thorough survey from April 2020 by adding new
questions and segmentations on the pandemic's impacts, racial trauma, and the return to office.
With statistically significant representation across racial and ethnic backgrounds, gender
identities, membership in the LGBTQ+ community, generational gaps, primary carer statuses,
levels of seniority, and other factors, we again gathered responses from 1,500 U.S. adults working
full-time. Here is a list of what we discovered and our suggestions on what to do next.

The incidence of mental health issues among employees grew between 2019 and 2021, and
younger and historically marginalized workers continued to struggle the most, according to our
analysis of the data.

1. Increased Attrition: An increasing number of workers are quitting their

employment due to mental health issues, particularly those brought on by
workplace issues like excessive and unsustainable labour. Although the attrition
rates in 2019 were already fairly high, they have already increased even further.
Compared to 50% of respondents overall (34% in 2019), 68% of Millennials
(compared to 50% in 2019) and 81% of Gen Zers (compared to 75% in 2019) had
left positions for mental health-related reasons. Ninety-one percent of
respondents, up from 86% in 2019, said that a company's culture should promote
mental wellness.

2. High Prevalence: Employees at all organizational levels now commonly

experience mental health difficulties. Seventy-six percent of participants—an
increase from 59% in 2019—reported having had at least one symptom of a
mental health disorder in the previous year. Given the numerous macro stresses,
that is not unexpected, but it does provide evidence that practically everyone has
mental health issues on a daily basis.

3. Widespread Disclosure: Compared to 2019, more employees are discussing their

mental health at work. In the previous year, over two-thirds of respondents

16 | P a g e
 spoke with someone at work about their mental health. Particularly in terms of
lowering stigma, which influences desire to seek treatment, this is a significant
step in the right direction. Nevertheless, just 49% of respondents—which is close
to 2019 rates—said that discussing mental health at work was a great experience
or that they had gotten a favourable or helpful reaction.

4. DEI Implications: Younger employees and historically marginalized groups

continue to struggle the most in terms of workplace mental health, with
demographics continuing to play a significant part in this. LGBTQ+, Black, and
Latinx respondents, as well as Millennials and Gen Zers, were all notably more
likely to report mental health symptoms. Members of historically
underrepresented groups, such as LGBTQ+, Black, and Latinx respondents, carer
respondents, and Millennials and Gen Zers were all more inclined to agree that a
company's culture should promote mental health than non-caregivers. In fact, 54%
of all respondents, up from 41% in 2019, agreed that mental health isa DEI
concern.

➢ Companies increased investment in employee mental health

Companies are finally investing more in mental health support out of necessity, but they
still haven’t achieved true culture change. Our respondents noted that the availability of
many resources provided by employers grew since the pandemic, including extra paid
time off, company-wide mental health days, and mental health training.

In addition, employees used accommodations to a much greater extent — especially those

that provided day-to-day support. These included extended or more frequentbreaks from
work and time during the workday for therapy appointments. Utilization rates for other
accommodations included time off and leaves of absence, which saw no growth from
2019. This highlights a contrast in what employees used versus what employers provided,
which were often more temporary, Band-Aid solutions. In fact, the “resource” most
desired by respondents (31%) was a more open culture around mental health.

17 | P a g e
 ➢ Companies took steps toward culture change.

While there is still a great deal to be done, some companies have made progress on the culture
front, likely fuelled by the pandemic. Fifty-four percent of respondents believed that mental
health was prioritized at their company compared to other priorities, up from 41% in 2019. In
addition, 47% of respondents believed that their company leaders were advocates for mental
health at work (compared to 37% in 2019), and 47% believed that their manager was equipped to
support them if they had a mental health condition or symptom (compared to 39% in 2019). These
are both potentially results of increased training and discussion.

DIGITAL MENTAL HEALTH APPS AND TECHNOLOGY AS CORPORATE RESCUE

TOOLS:

This has been proven time and time again community-based therapy, peer support and Peer- to-
peer networks can help with long-term recovery of mental illness.

Employers that have supported their employees with the pandemic, racial injustices, return-to-
office planning, and/or mental health overall have better mental health and engagement
outcomes.

ABOUT HERO- The Health Enhancement Research Organization (HERO) is a national non-
profit organization identify and share best practices in the field of occupational health and well-
being (HWB). HERO was founded over 20 years ago to conduct and share research, policy,
management and strategy to promote and manage workplace HWB the nation's workforce. Much
of the good work done by HERO is accomplished through the efforts of its volunteer committees.
This report was produced by one such committee, the Workplace Performance Research
Committee (WP) and their Working Group on Mental Health and Workplace Wellbeing.

“EMERGING BEST PRACTICES ACCORDING TO HERO”

18 | P a g e
 1. RISE AWARENESS ABOUT THE IMPORTANCE OF MENTAL HEALTH AD
WELL BEING:

✓ Top-down management to employee communication.

✓ Facilitating discourse between employees and supervisors and throughout the
workplace regarding mental health and well-being.
✓ Training helps managers to enhance their capacity to identify and solve issues
connected to mental health and workplace stress.

2. Manage Psychosocial Risks Related to Work, Environment, and

Culture:

Examples of psychosocial hazard reduction include:

✓ Employee participation.
✓ Work life integration
✓ Employee growth and development
✓ Health and safety (including mental safety)
✓ Diversity, equality and inclusion
✓ Employee recognition
✓ A healthy work environment

3. Assess Mental Health and Well-being Needs and Measure

Intervention Impact:

Examples on how to assess mental health and well-being needs include:

✓ Repeat opportunity assessment measures over time in the same employee population
✓ Workplace outcomes
✓ Health utilization outcomes
✓ Manage and monitor psychosocial risk factors and stressors.

4. Provide and Promote Access to Evidence-based, High Quality Mental

Health Care:

19 | P a g e
 Examples of delivery and promoting access include:

✓ Access to high quality mental health care through health plans, EAPs, and provider
partnerships
✓ Promotion of mental health care access options and programs
✓ Equitable and timely access to evidence-based mental health care

5. Integrate Mental Health and Well-being into a Comprehensive

Wellness Strategy:

Comprehensive Wellness Strategies cover multiple areas of wellness:

✓ Emotional
✓ Spiritual
✓ Intellectual
✓ Physical
✓ Environmental
✓ Financial
✓ Occupational
✓ Social.

6. Partner with Local and/or National Organizations to Extend and Share

Mental Health and Well-being Practices:

20 | P a g e
 ✓ LOCALLY- employers can promote mental health and well-being for employees by
leveraging resources available through public health departments, parks and
recreational agencies, and community centers.
✓ NATIONALLY- employer engagement with trusted mental health and well-being
organizations might include bringing vetted and quality- assured online resources to
the fingertips of employees in the organization.

Figure 1: The relationship between workplace health and productivity.

The World Health Organisation (WHO) has identified three major kinds of health intervention,
which are extensively used in the design and execution of primary health care, disease prevention,
and health promotion activities. Primary health care encompasses everything.

Sectors that are involved in addressing the primary health issues in a certain community.

The second type of health intervention is disease prevention, which may be implemented at three
different levels (WHO, 2002): primary (prevention), secondary (addressing the severity of
sickness), and tertiary (addressing the related impairment or incapacity).

21 | P a g e
Figure 2: Primary, secondary and tertiary targets and interventions for workplace health:

The has recommended three major areas of health intervention. The majority of workplace
interventions use a main or secondary disease prevention strategy to lower health hazards.
Primary prevention strives to conduct treatments with the primary goal of improving the health
of the whole population, regardless of individual risks. Secondary and tertiary preventative
strategies target those who have been exposed in order to mitigate or counteract the detrimental
repercussions of a sickness at work; Secondary treatments shorten the time it takes to return to
work.

IMPORTANCE OF THE STUDY:

✓ This study aims at understanding the individual and organizational impact of growing
mental health issues in workplace.
✓ This study aims at different factors involved in growing mental health issues of
employees.
✓ Understanding the various policies and programmes in workplace.

22 | P a g e
 LITERATURE REVIEW:

The following reviews are:

1. Zammuner and Galli (2005); stated that the impact of emotional labor is the act
of expressing emotions that are desirable for the organization, which can place a
significant burden on the employee's emotional well-being. This is due to the stress
associated with regulating emotions during workplace interactions can be stressful.
Emotional labour combined burn through Although this is true for other work
environments, the effect of emotional labour is poor workplace settings are likely to
increase.
2. Loretto et al (2005); demonstrated that there are a wide range of personal,
environmental as well as workplace factors which influence the well-being of employees.
Conflict between work and non-work activities has a significant adverse impact. Work
pressure is associated with work-life imbalance which in turn has an adverse impact on
psychological health, with an increased likelihood of employees suffering from a
diagnosable CMD.

3. Bambra et al (2007); confirmed that interventions that increase demand or decrease

control have an adverse impact on the psychological health of employees. Hence
interventions, including job enrichment and enlargement, teamworking, and the
development of autonomous work groups, that enhance job control may reduce job strain
and hence may have a positive impact on the health of employees.

4. Shain and Kramer (2004); stated that health in the workplace and indirectly

productivity is affected by:

✓ Things that employees bring with them to the workplace: Personal resources,
health practices, beliefs, attitudes, values and hereditary endowments.
✓ What the workplace does to and for employees once they are there: the
organization of work in both the physical and psychosocial sense and how this
impacts on the interaction between the physical environment and the psychosocial
environment (e.g. work culture and climate).

23 | P a g e
 5. Kessler et al (2006); assessed the association between mood disorders and

impairment in the workforce more specifically. In this study of 3,378 workers in the USA,
6.4% met criteria for major depressive disorder. Work performance was assessed using
the WHO Health and Work Performance Questionnaire, incorporating self-report
regarding absenteeism and presenteeism.

6. Tsutsumi and Kawakami (2004); recommend redressing the effort-reward

imbalance through encouraging employee control over work scheduling tasks and
responsibilities, as well as improving rewards, developing additional reward schemes,
supervisor training in the maintenance of a positive relationship with employees, and
providing incentives to employees for career development.

7. LaMontagne et al (2008); noted that depression associated with job strain is most

probably under-recognized, as there are fewer numbers of individuals seeking

compensation as a result of job strain.

STATEMENT OF THE PROBLEM:

Mental Health problems are delicate gests that make it harder for us to get on with our lives. They
include the painful passions and studies that we all have at times – including ages of sadness, forlornness
and fear. It's increasingly being observed that the internal health of workers is a pivotal determinant in their
overall health and that poor internal health and stressors at the plant can be a contributory factor to a range
of physical ails like hypertension, diabetes and cardiovascular conditions, amongst others. In addition, poor
internal health can also lead to burn- out amongst workers, seriously affecting their capability to contribute
meaningfully in both their particular and professional lives.

Mental health problems have an impact on employers and businesses directly through increased
absenteeism, a negative impact on productivity and profits, as well as an increase in costs to deal with the
issue. In addition, they impact employee morale adversely.

OBJECTIVES OF THE STUDY:

➢ To determine the prevalence and kinds of mental health difficulties faced by service-
based industry personnel.

24 | P a g e
 ➢ To identify risk factors for mental health disorders.
➢ To examine the impact of mental health issues on employee performance,
➢ To assess existing mental health policies and programmes.
➢ To raise awareness about mental health issues in service-based industries and to promote
a culture of support and care for employee’s mental health.

SCOPE OF THE STUDY:

➢ The study would aim to identify the most effective strategies for addressing mental health issues
among employees in service-based industries.
➢ Focus specifically on service-based industries, including but not limited to healthcare,
hospitality, customer service, and retail.
➢ Comprehensive analysis of the factors that contribute to mental health problems among
employees in service-based industries, including the types of work-related stressors that
are especially prevalent in this sector.
➢ It would also look into how these mental health disorders affect employees' performance,
productivity, job happiness, and general well-being.

LIMITATIONS OF THE STUDY:

➢ Self-report Bias: Employees may hesitate to report their mental health issues
due to the fear of stigma or repercussions in the workplace.

➢ Sample Size and Representativeness.

➢ Difficulty in measuring Mental health.

➢ Time Constraints.

➢ Lack of Access to Data.

25 | P a g e
 2. RESEARCH METHODOLOGY:

“The research for knowledge through an objective and systematic method of finding asolution
to a problem in the search.”

The research methodology is scientific and systematic for pertinent information on a specific
topic. It is a careful investigation or inquiry, especially through the search for new facts in any
branch of knowledge. This study is taken as a part of the study curriculum. Research is a
systematized effort to gain knowledge and hence, it helps in studying various steps that are
generated and adopted by research.”

RESEARCH DESIGN:

• Research design is the arrangement of conditions for condition and analysis of data
in a manner that aims to combine relevance to the research purpose with economy
in procedure.
• Regarding, this project’s “Descriptive research design” is concerned with
describing the perception of each individual or narrating facts on Mental Health
Issues, factors affecting the issue and awareness.
• Quantitative Data.

SAMPLE DESIGN:

• A sample design is a definite plan for obtaining a sample from a given population.

26 | P a g e
2..2.1 SAMPLE SIZE:

• The intended sample size was 100 but the correct responses was collected up to 70.

SAMPLING METHOD:

• Sampling method used for this study is the “Snow Ball Sampling Method”.
• Structured questionnaire is used here as the instrument to collect data, both open ended
questions were used to possible.

DATA COLLECTION METHOD

• Primary Data: The data are collected through structured questionnaire has
been prepared given to the respondents by the research.
• Secondary Data: The data are collected through published data available
within the company and the internet.

INSTRUMENT USED:
• Questionnaire with 16 questions.
• Scale used is Likert Scale.

27 | P a g e
 2. DATA ANALYSIS:

METHODS AND TECHNIQUES OF DATA ANALYSIS:

• While analysing descriptive statistics it helped researchers to summarize the data

and find patterns.
• Statistical tools like SPSS software are used.

DATA ANALYSIS CONCEPT:

• A “Dichotomous Questionnaire” was prepared for the purpose of getting feedback

from the 70 working professionals. Questionnaires were provided which were
working in different organizations. The analysis has been done as per survey
findings expressed in the form of charts.

DATA ANALYSIS PROCESS:

• Data analysis is a process of collecting, transforming, cleaning and modelling the

data with required information. The results so obtained are communicated.

• Involves several steps to transform raw data into meaningful insights.

28 | P a g e
 DATA INTERPRETATION:

29 | P a g e
30 | P a g e
31 | P a g e
32 | P a g e
33 | P a g e
34 | P a g e
35 | P a g e
36 | P a g e
37 | P a g e
 INTERPRETATIONS:
❖ In graph 1, we see that the participation of age group ranging from 20-29 years is 57.1%,
35.7% is from 30-39 years, 5.7% is from 40-49 years and 1.4% is of more than 50 years.
❖ In graph 2, we see the participation of 79% males while 21% were females.
❖ In graph 3, we see that 30% feel difficulty in concentrating at the workplace, 34% feels
sometimes difficulty and 36% don’t feel any difficulty in concentrating.
❖ In graph 4, we see that 34% rarely suffer from sleep loss due to worrying about work,
21% occasionally suffer, 14% regularly, 13% all the time and 17% never suffer from sleep
loss.
❖ In graph 5, we see that 57% feel sometimes they play a useful part in things at the
workplace, 31% often and 11% never feel they play a useful part in things.
❖ In graph 6, we see that 49% Often feel they are capable of making decisions, 31% feel
sometimes and 20% never feel they are capable.
❖ In graph 7, we see that 40% feel they are constantly under strain at their workplace, 33%
don’t feel they are handling it, 26% feel sometimes, and 1% do not usually feel under
strain.
❖ In graph 8, we see that 71% feel they overcome the difficulties at the workplace, 11%
rarely overcome and 17% don’t overcome the difficulties.
❖ In graph 9, we see that 41% absolutely enjoy day-to-day activities at workplace, 29%
often enjoy, 13% rarely enjoys and 17% don’t enjoy day-to-day activities.
❖ In graph 10, we see that 64% keep themselves prepared to face the problems, 19% are not
sure and 17% are never prepared.
❖ In graph 11, we see that 29% often feels unhappy and depressed when facing problems at
workplace, 40% sometimes feel unhappy and depressed, 10% barely and 21% don’t feel.
❖ In graph 12, we see that 30% lost confidence in ability to solve workplace problems, 47%
don’t feel they loss confidence in ability to solve workplace problems, 16% feel
sometimes and 7% are not sure.
❖ In graph 13, we see that 36% frequently find themselves questioning about their self-
worth, 26% sometimes find themselves questioning, 11% are unsure about it and 27%
don’t find themselves questioning about their self -worth.
❖ In graph 14, we see that 30% feels that they have lost confidence and ability to solve
problems.
❖ In graph 15, we see that, 39% feel that organization provide support to cope with their
mental health problems, 23% are undecided about the information and 29% feel that the
organization are not doing enough.
❖ In graph 16, we see that 16% are at range of 5 severe mental health issue, 31 % facing
mental health issue at range 4 on a scale of 1 to 5, 29% are on range 3, 17% on range of
2 and 7% at 1.

38 | P a g e
DATA ANALYSIS:
Anova: Single Factor

SUMMARY
Groups Count Sum Average VarianceAge 69 105
1.52173913 0.4590792839
Gender 69 83 1.202898551 0.1641091219

Mental Health Total Score 69 1555 22.53623188 4.722932651

ANOVA

Source of Variation SS df MS F P-value F crit Between

Groups 20626.89855 2 10313.44928 5787.438686

0 3.040158352

Within Groups 363.5362319 204 1.782040352

Total 20990.43478 206

As per the above table, Gender wise stastical differences were observed for
Growing Mental Health Issues of Employees.

39 | P a g e
DESCRIPTIVE STATISTICS:
Mean Standard
Deviation

1. To which age group do you belong? 2.04 0.81

2. Gender 2.23 0.71

3. Are you feeling difficulty in concentrating at your workplace? 1.55 0.70

4. How often do you suffer from sleep loss due to worrying about work? 1.88 0.72

5.Do you ever felt that you were playing a useful part in things? 1.94 0.87

6. Do you think you are capable of making decisions about things? 1.46 0.78

7. Do you Feel constantly under strain at your workplace? 1.90 0.84

8. Are you able to overcome the difficulties at your workplace? 1.54 0.78
9. Do you enjoy day-to-day activities at your workplace? 1.93 0.85

10. Do you often feel unhappy and depressed when facing problems at work? 2.00 0.86

11. Do you feel like you have lost confidence in your ability to solve workplace problems?

2.12 0.85

12. Do you frequently find yourself questioning your self-worth as result of your Job? 1.94
0.86

40 | P a g e
MEAN: Mean is the average of the given numbers and is calculated by dividing the sum of
given numbers by the total number of numbers.
STANDARD DEVIATION: A standard deviation is a measure of how dispersed the data is in
relation to the mean.

41 | P a g e
4. FINDINGS, CONCLUSIONS AND RECOMMENDATIONS:

FINDINGS:

➢ Findings from this study shows that it requires more research in this field.
➢ Employees in service-based industries, often experience high levels of stress due to
the nature of their work.
➢ Many employees in service-based industries feel that they do not have adequate
support from their employers or colleagues.
➢ Despite increasing awareness about mental health issues, there is still a stigma
associated with seeking help for mental health problems
➢ Mental health issues can have a significant impact on an employee's productivity and
performance.
➢ To address the growing mental health issues of employees in service-based industries,
interventions are needed at both the individual and organizational levels

CONCLUSIONS:
• The literature review of the thesis talks about it claimed that emotional labour has
an influence on the employee's emotional well-being since it is the act of expressing
feelings that are beneficial for the organisation.
• Workplace mental health problems, especially in service-based industries where
employees are more vulnerable. Employers may improve their workers' general
well-being, increase productivity and retention rates, and ultimately create a more
pleasant and healthy work environment by taking proactive steps to address this
growing issue.
• It is critical to evaluate worker well-being holistically in order to account for the
interactions and repercussions of work-related and non-work-related issues.

TIME BUDGET:
• The study was conducted on various working professionals of various organizations. Due
to less time only 70 responses were collected. The data was collected within one month.

42 | P a g e
5 APPENDIX AND BIBLIOGRAPHY

SAMPLE QUESTIONNAIRE:

1. To which age group do you belong?

• 20-29 years
• 30-39 years
• 40-49 years
• More than 50

2. Gender

• Male
• Female

3. Are you feeling difficulty in concentrating at your workplace?

• Yes
• No
• Sometimes

4. How often do you suffer from sleep loss due to worrying about work?

• Never
• Rarely
• Occasionally
• Regularly
• All the time

5. Do you ever felt that you were playing a useful part in things?

• Sometimes
• Often
• Never

6. Do you think you are capable of making decisions about things?

43 | P a g e
 • Sometimes
• Often
• Never

7. Do you Feel constantly under strain at your workplace?

• Yes, all the time
• No, I’m handling it
• Sometimes, but I’m dealing with it
• Not Usually

8. Are you able to overcome the difficulties at your workplace?

• Yes
• No
• Rarely

9. Do you enjoy day-to-day activities at your workplace?

• Absolutely
• Often
• Not at all
• Rarely

10. Do you keep yourself prepared to face problems at workplace?

• Yes, All the time

• Never
• Not sure

11. Do you often feel unhappy and depressed when facing problems at work?

• Yes
• No
• Sometimes
• Barely

12. Do you feel like you have lost confidence in your ability to solve workplace problems?

44 | P a g e
 • Yes, I do
• No. I don’t
• Sometimes
• Not sure

13. Do you frequently find yourself questioning your self-worth as result of your job?

• Yes
• No
• Sometimes
• Unsure

14. Do you feel the organization is providing any support to cope up with your mental health
conditions.?

• Yes, I’m feeling supported

• No, I don’t think they are doing enough
• I’m undecided, I need more information

15. On a scale of 1 to 5, how severe is the mental health issue you are facing at work?

• 0
• 1
• 2
• 3
• 4
• 5

45 | P a g e
 BIBLIOGRAPHY:

• Zammuner, V. L., & Galli, C. (2005). The relationship with patients: “Emotional labor”
and its correlates in hospital employees. In Emotions in organizational behaviour (pp.
261-295). Psychology Press.
• Loretto, W., Popham, F., Platt, S., Pavis, S., Hardy, G., MacLeod, L., & Gibbs, J. (2005).
Assessing psychological well-being: A holistic investigation of NHS employees.
International Review of Psychiatry, 17(5), 329-336.
• Bambra, C., Gibson, M., Sowden, A. J., Wright, K., Whitehead, M., & Petticrew, M.
(2009). Working for health? Evidence from systematic reviews on the effects on health and
health inequalities of organisational changes to the psychosocial work environment.
Preventive medicine, 48(5), 454-461.
• Shain, M., & Kramer, D. M. (2004). Health promotion in the workplace: framing the
concept; reviewing the evidence. Occupational and environmental medicine, 61(7), 643-
648.
• Kessler, R. C., Adler, L., Barkley, R., Biederman, J., Conners, C. K., Demler, O., ... &
Zaslavsky, A. M. (2006). The prevalence and correlates of adult ADHD in the United States:
results from the National Comorbidity Survey Replication. American Journal of psychiatry,
163(4), 716-723.
• Tsutsumi, A., & Kawakami, N. (2004). A review of empirical studies on the model of effort–
reward imbalance at work: reducing occupational stress by implementing a new theory.
Social science & medicine, 59(11), 2335-2359.
• www.who.int
• https://www.ncbi.nlm.nih.gov
• https://www.cdc.gov

46 | P a g e
 MUMBAI UNIVERSITY
---SATISH PRADHAN DNYANSADNA COLLEGE MAHARASHTRA, THANE---

Student Name: Ankit Kumar Yadav

GI NO. 25134 Program: BBI, Sem-VI, Batch: 2024-25

Title: A STUDY ON GROWING MENTAL HEALTH ISSUES OF EMPLOYEE AT WORKPLACE IN

SERVICE BASED INDUSTRIES.

Weekly Progress Report Wk. No: 1 Duration: 5 DAYS

MONDAY
20/02/2023 Analyze the topic.

TUESDAY
21/02/2023 Research on service-based industries

WEDNESDAY
22/02/2023 Doing research on the topic.

THURSDAY
23/02/2023 Read about Workplace.
FRIDAY
24/02/2023 Type the data on our research paper.

(Student Signature with Date) (Faculty Guide Signature with Date)

47 | P a g e
 MUMBAI UNIVERSITY
---SATISH PRADHAN DNYANSADNA COLLEGE MAHARASHTRA,
THANE---

Student Name: Ankit Kumar Yadav

GI NO. 25134 Program: BBI , Sem-VI, Batch: 2024-25

Title: A STUDY ON GROWING MENTAL HEALTH ISSUES OF EMPLOYEE AT WORKPLACE IN

SERVICE BASED INDUSTRIES.

Weekly Progress Report Wk. No: 2 Duration: 5 DAYS

MONDAY
27/02/2023 Read the purpose implementation of o
research.
TUESDAY Read the purpose implementation of our researc
28/03/2023
WEDNESDAY
01/03/2023 Discuss about the topic with guide.

THURSDAY
02/03/2023 Collecting the contents
FRIDAY
03/03/2023 Read about the mental issues of employees

(Student Signature with Date) (Faculty Guide Signature with Date)

48 | P a g e
 MUMBAI UNIVERSITY
---SATISH PRADHAN DNYANSADNA COLLEGE MAHARASHTRA, THANE---

Student Name: Ankit Kumar Yadav

GI NO. 25134 PROGRAM : BBI, SEM: VI , BATCH : 2024-25

Title: A STUDY ON GROWING MENTAL HEALTH ISSUES OF EMPLOYEE AT WORKPLACE IN

SERVICE BASED INDUSTRIES.

Weekly Progress Report Wk. No: 3 Duration: 5 DAYS

MONDAY
06/03/2023 Discussion of literature review.

TUESDAY
07/03/2023 Analyze the literature review

WEDNESDAY
08/03/2023 Referring to the research papers
THURSDAY
09/03/2023 Finalize the literature review.

FRIDAY
10/03/2023 Writing literature review on the paper.

(Student Signature with Date) (Faculty Guide Signature with Date)

49 | P a g e
 MUMBAI UNIVERSITY
---SATISH PRADHAN DNYANSADNA COLLEGE MAHARASHTRA, THANE---

Student Name: Ankit Kumar Yadav

GI NO. 25134 PROGRAM : BBI, SEM: VI , BATCH : 2024-25

Title: A STUDY ON GROWING MENTAL HEALTH ISSUES OF EMPLOYEE AT WORKPLACE IN

SERVICE BASED INDUSTRIES.

Weekly Progress Report Wk. No: 4 Duration: 5 DAYS

MONDAY Discuss on purpose of objectives of my study.

13/03/2023
TUESDAY
14/03/2023 Finalize the research objectives.
WEDNESDAY Discuss on the statement of the problem
15/03/2023
THURSDAY
16/03/2023 Discuss on the statement and limitations of study
FRIDAY Discussion with the guide
17/03/2023

(Student Signature with Date) (Faculty Guide Signature with Date)

50 | P a g e
 MUMBAI UNIVERSITY

---SATISH PRADHAN DNYANSADNA COLLEGE MAHARASHTRA, THANE---

Student Name: Ankit Kumar Yadav

GI NO. 25134 PROGRAM : BBI, SEM: VI , BATCH : 2024-25

Title: A STUDY ON GROWING MENTAL HEALTH ISSUES OF EMPLOYEE AT WORKPLACE IN

SERVICE BASED INDUSTRIES.

Weekly Progress Report Wk. No: 5 Duration: 5 DAYS

MONDAY
20/03/2023 Discussion on Research Methodology.

TUESDAY
21/03/2023 Writing of Research Design.

WEDNESDAY
22/03/2023 Discuss with guide.
THURSDAY
23/03/2023 Take some data from website that should be in report.
FRIDAY Writing research methodology on report
24/03/2023

(Student Signature with Date) (Faculty Guide Signature with Date)

51 | P a g e
 MUMBAI UNIVERSITY
---SATISH PRADHAN DNYANSADNA COLLEGE MAHARASHTRA, THANE---

Student Name : Ankit Kumar Yadav

GI NO. 25134 PROGRAM : BBI, SEM: VI , BATCH : 2024-25

Title: A STUDY ON GROWING MENTAL HEALTH ISSUES OF EMPLOYEE AT WORKPLACE INSERVICE

BASED INDUSTRIES.

Weekly Progress Report Wk. No: 6 Duration: 5 DAYS

MONDAY
27/03/2023 Create the questionnaire
TUESDAY
28/03/2023 Share the questionnaire with respondents
WEDNESDAY
29/03/2023 Discuss with guide
THURSDAY Collection of data
30/03/2023
FRIDAY Collection of data
31/03/2023

(Student Signature with Date) (Faculty Guide Signature with Date)

52 | P a g e
 MUMBAI UNIVERSITY
---SATISH PRADHAN DNYANSADNA COLLEGE MAHARASHTRA, THANE---

Student Name: Ankit Kumar Yadav

GI NO. 25134 PROGRAM : BBI, SEM: VI , BATCH : 2024-25

Title: A STUDY ON GROWING MENTAL HEALTH ISSUES OF EMPLOYEE AT WORKPLACE IN

SERVICE BASED INDUSTRIES.

Weekly Progress Report Wk. No: 7 Duration: 5 DAYS

MONDAY
03/04/2023 Analyze the data analysis
TUESDAY
04/04/2023 Writing the data interpretation
WEDNESDAY Writing the findings and conclusions
05/04/2023
THURSDAY Discuss with guide
06/04/2023
FRIDAY Finalizing the report
07/03/2023

(Student Signature with Date) (Faculty Guide Signature with Date)

53 | P a g e