DECLARATION

I hereby declare that this Project Report titled STRESS MANAGEMENT submitted by me to the Department of Business Management, O.U., Hyderabad, is a bonafied work

undertaken by me and it is not submitted to any other University or Institution for the award of any degree diploma / certificate or published any time before.

CH.SHRAVANTHI 1424-11-672-060

Signature

ACKNOWLEDGEMENT

I deem it a great privilege to thank all these people who helped me to complete my project work successfully. I convey my sincere thanks to the principal Prof.A.G. Moss, Head of the Department Mrs. Latha and to the Faculty member of MBA department of St.Pious X PG (MBA) College for Women, Snehapuri, opposite HMT bus stop, Nacharam. For giving me the opportunity to undertake the project works. I express deep sense of gratitude to my internal Guide Ms.Martina without whose guidance and encouragement at all levels the study wouldnt have been completed successfully. I express my profound thanks to Mr.Sidharth for giving me valuable guidance and sparing time in clarifying various points raised by me. I would like to express my appreciation and heartfelt thanks to my Parents and Friends for their support and help.

CH.SHRAVANTHI

ABSTRACT

Stress refers to the strain from the conflict between our external environment and us, leading to emotional and physical pressure. In our fast paced world, it is impossible to live without stress, whether you are a student or a working adult. There is both positive and negative stress, depending on each individuals unique perception of the tension between the two forces.

Stress management is the need of the hour. However hard we try to go beyond a stress situation, life seems to find new ways of stressing us out and plaguing us with anxiety attacks. Moreover, be it our anxiety, mind-body exhaustion or our erring attitudes, we tend to overlook causes of stress and the conditions triggered by those. In such unsettling moments we often forget that stressors, if not escapable, are fairly manageable and treatable.

The study refers to a wide spectrum of techniques and psychotherapies aimed at controlling a person's levels of stress, especially chronic stress, usually for the purpose of improving everyday functioning. Stress management is the amelioration of stress and especially chronic stress often for the purpose of improving everyday functioning. Stress produces numerous symptoms which vary according to persons, situations, and severity. These can include physical health decline as well as depression.

This project on stress management gives a detailed idea of what is stress and also the definition of stress is been defined. The research aims to understand the concept of stress management; analyze the companys working environment; check the degree of stress undergone by the employees; study the stress management techniques adopted by the company and suggest measures for improving the stress management and overall employee satisfaction.

CONTENTS

Chapter No.

Name of the concept Introduction Objectives of the study

Page No.

Scope of the study Methodology of the study Limitations of the study

II III IV V VI

Review of Literature Company Profile Data analysis and interpretation Findings, Suggestions and Conclusion Bibliography

CHAPTER I - INTRODUCTION

INTRODUCTION TO HRM

Human Resource Management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of culture, structured and personnel techniques. Human represents the dimension of Human Resource Management which relates to the soft aspects such as commitment of employees through participation and the most important assets being the employees. Resource represents the hard aspects such as the strategy link of Human Resource Management and the importance of efficient utilization of employees. Management represents the role of Human Resource Management as part of management that implies that its not only an administrative function that carries out the formulated policies but also a managerial function that contributes to strategy formulation. Human Resource management is usually shortened to HRM. It is defined as the design, implementation and maintenance of strategies to manage people for optimum business performance. In other words, HRM is about how people are managed by a business in order to meet the strategic objectives. The functional objectives set for HRM need to be consistent with the corporate objectives. The key is to remember that Human Resource Management is a strategic approach.HRM uses a variety of tools to help meet the strategic needs of the business, each of which needs together in an integrated way. The key tools are: Workforce planning Recruitment and selection Training and development Rewarding and motivating staff Communication, Roles and responsibilities (organizational structures).

INTRODUCTION TO STRESS MANAGEMENT

Stress management is the amelioration of stress and especially chronic stress often for the purpose of improving everyday functioning. Stress produces numerous symptoms which vary according to persons, situations, and severity. These can include physical health decline as well as depression. This project on stress management gives a detailed idea of what is stress and also the definition of stress is been defined. For more detailed study the types of the stress is also defined. By looking at the starting of the project you will find: Stress management is the need of the hour. However hard we try to go beyond a stress situation, life seems to find new ways of stressing us out and plaguing us with anxiety attacks. Moreover, be it our anxiety, mind-body exhaustion or our erring attitudes, we tend to overlook causes of stress and the conditions triggered by those. In such unsettling moments we often forget that stressors, if not escapable, are fairly manageable and treatable. Stress, either quick or constant, can induce risky body-mind disorders. Immediate disorders such as dizzy spells, anxiety attacks, tension, sleeplessness, nervousness and muscle cramps can all result in chronic health problems. They may also affect our immune, cardiovascular and nervous systems and lead individuals to habitual addictions, which are inter-linked with stress. Like "stress reactions", "relaxation responses" and stress management techniques are some of the body's important built-in response systems. As a relaxation response the body tries to get back balance in its homeostasis. Some hormones released during the 'fight or flight' situation prompt the body to replace the lost carbohydrates and fats, and restore the energy level. The knotted nerves don't get relaxing and soothing situations without asking. To be relaxed we have to strive to create such situations tightened muscles and an exhausted mind crave for looseness. Unfortunately, today, we don't get relaxing and soothing situations without asking. To be relaxed we have to strive to create such situations.

OBJECTIVES OF THE STUDY

The research has been undertaken with following objectives. To study the various factors which are leading to the stress at work place. To check the degree of stress undergone by the employees that reflects their performance. To study the types of stress and coping with stress at work place. To study the employees perception on the management in reducing the employee stress.

SCOPE OF THE STUDY

The main scope of the study is The scope of the study on stress management gives a detailed idea of what is stress and also a wide spectrum of techniques and psychotherapies aimed at controlling a persons levels of stress.

The scope of stress management suggests the reduction of stress at workplace by job analysis, rational thinking and positive thinking.

The scope of the study is to study the stress management techniques adopted by the company and suggest measures for improving the stress management and overall employee satisfaction.

RESEARCH METHODOLOGY

For many systematic inquiries application of appropriate methods and science bent of minds. This has an important bearing on the collection of the reliable information. The present study is to acquire an intensive opinion about the level of stress among the employees in Edlogix Software Solutions, Hyderabad. For this purpose, a descriptive research method was followed. The in this content has utilized the available material about various aspects of Human Resource Management, data collected through well planned interview with the executive and nonexecutives of Edlogix Software Solutions, Hyderabad.

1. RESEARCH DESIGN : Descriptive in nature

2. DATA COLLECTION : The task of data collection begins after the research problem has been defined and research design chalked out. While deciding the method of data collection to be used for the study, the researcher should keep in mind two types of data i.e...Primary data and Secondary data.

a) PRIMARY DATA : The primary data is collected using well-designed and structured questionnaire based on the objectives. Questionnaires Interviews observation

b) SECONDARY DATA : Secondary data collected involves the history, website of the company Edlogix Software Solutions and relevant information from the . Performance appraisal records Employee turnover period records Internet Newspapers and books.

3. SAMPLING TECHNIQUE: A random sampling technique is used to collect data.

4. SAMPLE SIZE: Questionnaire is filled by 50 employees of Edlogix Software Solutions.

5. METHOD OF ANALYSIS: A statistical random sampling technique used for the analysis of questionnaire is by percentage analysis and is represented with the use of tables and graphs.

No. of respondents Percentage analysis = Total no .of respondents X 100

LIMITATIONS 1. Opinions of employees may be biased at time. 2. The attitude of the employees may change from time to time. Hence the result of the project is applicable only at present. 3. Duration of the study was not sufficient to conduct the study in the detail. 4. Unwillingness of respondents- While collection of the data many consumers were unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time for them.

CHAPTER II: REVIEW OF LITERATURE

INTRODUCTION TO HRM

Human Resource Management is an art of managing people at work in such a manner that they give their best to the organization. In simple word human resource management refers to the quantitative aspects of employees working in an organization.

Human Resource Management is also a management function concerned with hiring, motivating, and maintains people in an organization. It focuses on people in organization.

Organizations are not mere bricks, mortar, machineries or inventories. They are people. It is the who staff and manage organizations.

HRM involves the application of management functions and principles. The functions and principles are applied to acquisitioning, developing, maintain, and remunerating employees in organizations.

Decisions relating to employees must be integrated. Decision on different aspect of employees must be consistent with other human resource decisions.

Decision made must influence the effectiveness of organization. Effectiveness of an organization must result in betterment of services to customers in the form of high-quality product supplied at reasonable costs.

HRM functions are not confined to business establishment only. They are applicable to non-business organizations, too such as education, health care, recreation etc.

The scope of HRM is indeed vast. All major activities in the working life of his or her entry into an organization until he or she leaves-come under the previews of HRM specifically, the activities included are HR planning, job analysis and be sign, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and communication, welfare, safety and health, industrial relations and the like.

HRM is a broad concept Personnel management and human resource development is a part of HRM.

Before we define Human Resource Management, it seems good to first define heterogeneous in the sense that they differ in personality, perception, emotions, values, attitudes, motives, and modes of thoughts.

Human resource management plays an important role in the development process of modern economy. In fact it is said that all the development comes from the human mind.

Human Resource Management is a process of producing development, maintaining and controlling human resources for effective achievement of organization goals.

CONCEPT OF STRESS

A lot of research has been conducted into stress over the last hundred years. Some of the theories behind it are now settled and accepted; others are still being researched and debated. During this time, there seems to have been something approaching open warfare between competing theories and definitions: Views have been passionately held and aggressively defended. What complicates this is that intuitively we all feel that we know what stress is, as it is something we have all experienced. A definition should therefore be obviousexcept that it is not.

Definition:
The most commonly accepted definition of stress (mainly attributed to Richard S Lazarus) is that stress is a condition or feeling experienced when a person perceives that demands exceed the personal and social resources the individual is able to mobilize, In short, it's what we feel when we think we've lost control of events. 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 infection is detrimental. Selye believed that the biochemical effects of stress would be experienced irrespective of whether the situation was positive or negative. Since then, a great deal of further research has been conducted, and ideas have moved on. Stress is now viewed as a "bad thing", with a range of harmful biochemical and long-term effects. These effects have rarely been observed in positive situations. t's what we feel when we think we've lost control of events.

This is the main definition used by this section of Mind Tools, although we also recognize that there is an intertwined instinctive stress response to unexpected events. The stress response inside us is therefore part instinct and part to do with the way we think.

WHAT IS STRESS?
Stress refers to the strain from the conflict between our external environment and us, leading to emotional and physical pressure. In our fast paced world, it is impossible to live without stress, whether you are a student or a working adult. There is both positive and negative stress, depending on each individuals unique perception of the tension between the two forces. Not all stress is bad. For example, positive stress, also known as eustress, can help an individual to function at optimal effectiveness and efficiency. Hence, it is evident that some form of positive stress can add more color and vibrancy to our lives. The presence of a deadline, for example, can push us to make the most of our time and produce greater efficiency. It is important to keep this in mind, as stress management refers to using stress to our advantage, and not on eradicating the presence of stress in our lives. On the other hand, negative stress can result in mental and physical strain. The individual will experience symptoms such as tensions, headaches, irritability and in extreme cases, heart palpitations. Hence, whilst some stress may be seen as a motivating force, it is important to manage stress levels so that it does not have an adverse impact on your health and relationships.

Part of managing your stress levels include learning about how stress can affect you emotionally and physically, as well as how to identify if you are performing at your optimal stress level (OSL) or if you are experiencing negative stress. This knowledge will help you to identify when you need to take a break, or perhaps seek professional help. It is also your first step towards developing techniques to managing your stress levels.

Modern day stresses can take the form of monetary needs, or emotional frictions. Competition at work and an increased workload can also cause greater levels of stress. How do you identify if you are suffering from excessive stress? Psychological symptoms commonly experienced include insomnia, headaches and an inability to focus. Physical symptoms take the form of heart palpitations, breathlessness, excessive sweating and stomachaches.

STRESSORS
The agents or demands that evoke the potential responses are referred to as stressors. According to Syele a stressors is whatever produces stress with or without functioning hormonal or nervous system. What causes stress? There are many different causes of stress, and that which causes stress is also known as a stressor. Common lifestyle stressors include performance, threat, and bereavement stressors, to name a few. Performance stressors are triggered when an individual is placed in a situation where he feels a need to excel. This could be during performance appraisals, lunch with the boss, or giving a speech. Threat stressors are usually when the current situation poses a dangerous threat, such as an economic downturn, or from an accident. Lastly, bereavement stressors occur when there is a sense of loss such as the death of a loved one, or a prized possession. Thus, there are various stressors, and even more varied methods and techniques of dealing with stress and turning it to our advantages. In order to do so, we must learn to tell when we have crossed the line from positive to negative stress.

RECOGNIZING STRESSOR:
It is important to recognize whether the person under stress or out of it. Many times, even if under the influence of a stressful condition and body reacts to it internally as well as externally, sometimes fail to realize that a person reacting under stress. This also happens when the causes of stress are there long enough for us to get habituated to them. The body constantly tries to tell us through symptoms such as rapid palpitation, dizzy spells, tight muscles or various body aches that something is wrong. It is important to remain attentive to such symptoms and to learn to cope with the situations.

A people cope better with stressful situation, when he encounters them voluntarily. In cases of relocation, promotion or layoff, adventurous sports or having a baby, tend to respond positively under stress. But, when we are compelled into such situations against our will or knowledge, more often than not, person wilt at the face of unknown and imagined threats. For instance, stress may mount when one is coerced into undertaking some work against one's will.

TYPES OF STRESS

Eustress:
this is a positive form of stress, which prepares your mind and body for the imminent challenges that it has perceived. Eustress is a natural physical reaction by your body which increases blood flow to your muscles, resulting in a higher heart rate. Athletes before a competition or perhaps a manager before a major presentation would do well with eustress, allowing them to derive the inspiration and strength that is needed.

Distress:
Everyone is familiar with this word, and know that it is a negative form of stress. This occurs when the mind and body is unable to cope with changes, and usually occurs when there are deviations from the norm. They can be categorized into acute stress and chronic stress. Acute stress is intense, but does not last for long. On the other hand, chronic stress persists over a long period of time. Trigger events for distress can be a change in job scope or routine that the person is unable to handle or cope with.

Hyper stress:
This is another form of negative stress that occurs when the individual is unable to cope with the workload. Examples include highly stressful jobs, which require longer working hours than the individual can handle. If you suspect that you are suffering from hyper stress, you are likely to have sudden emotional breakdowns over insignificant issues, the proverbial straws that broke the camels back. It is important for you to recognize that your body needs a break, or you may end up with severe and chronic physical and psychological reactions.

Hypo stress:
lastly, hypo stress occurs when a person has nothing to do with his time and feels constantly bored and unmotivated. This is due to an insufficient amount of stress; hence some stress is inevitable and helpful to us. Companies should avoid having workers who experience hypo stress as this will cause productivity and mindfulness to fall. If the job scope is boring and repetitive, it would be a good idea to implement some form of job rotation so that there is always something new to learn. The types of stress are named as eustress and distress. Distress is the most commonlyreferred to type of stress, having negative implications, whereas eustress is a positive form of stress, usually related to desirable events in person's life. Both can be equally taxing on the body, and are cumulative in nature, depending on a person's way of adapting to a change that has caused it.

Chronic Stress:
Chronic stress is stress that lasts a long time or occurs frequently. Chronic stress is potentially damaging. Symptoms of chronic stress can be:

upset stomach headache backache insomnia anxiety depression anger

In the most severe cases it can lead to panic attacks or a panic disorder. There are a variety of methods to control chronic stress, including exercise, healthy diet, stress management, relaxation techniques, adequate rest, and relaxing hobbies. Ensuring a healthy diet containing magnesium may help control or eliminate stress, in those individuals with lower levels of magnesium or those who have a magnesium deficiency. Chronic stress can also lead to a magnesium deficiency, which can be a factor in continued chronic stress, and a whole host of other negative medical conditions caused by a magnesium deficiency. It has been discovered that there is a huge upsurge in the number of people who suffer from this condition. A very large number of these new cases suffer from insomnia. In a review of the scientific literature on the relationship between stress and disease, the authors found that stress plays a role in triggering or worsening depression and cardiovascular disease and in speeding the progression of HIV/AIDS.

Compressive stress:
Compressive stress is the stress applied to materials resulting in their compaction (decrease of volume). When a material is subjected to compressive stress, then this material is under compression. Usually, compressive stress applied to bars, columns, etc. leads to shortening. Loading a structural element or a specimen will increase the compressive stress until the reach of compressive strength. According to the properties of the material, failure will occur as yield for materials with ductile behavior (most metals, some soils and plastics) or as rupture for brittle behavior (geometries, cast iron, glass, etc). In long, slender structural elements -- such as columns or truss bars -- an increase of compressive force F leads to structural failure due to buckling at lower stress than the compressive strength. Compressive stress has stress units (force per unit area), usually with negative values to indicate the compaction. However in geotechnical engineering, compressive stress is represented with positive values.

Stress in Biological terms:

Stress is a biological term which refers to the consequences of the failure of a human or animal body to respond appropriately to emotional or physical threats to the organism, whether actual or imagined. It includes a state of alarm and adrenaline production, short-term resistance as a coping mechanism, and exhaustion. It refers to the inability of a human or animal body to respond. Common stress symptoms include irritability, muscular tension, inability to concentrate and a variety of physical reactions, such as headaches and accelerated heart rate. The term "stress" was first used by the endocrinologist Hans Selye in the 1930s to identify physiological responses in laboratory animals. He later broadened and popularized the concept to include the perceptions and responses of humans trying to adapt to the challenges of everyday

life. In Selye's terminology, "stress" refers to the reaction of the organism, and "stressor" to the perceived threat. Stress in certain circumstances may be experienced positively. Eustress, for example, can be an adaptive response prompting the activation of internal resources to meet challenges and achieve goals. The term is commonly used by laypersons in a metaphorical rather than literal or biological sense, as a catch-all for any perceived difficulties in life. It also became a euphemism, a way of referring to problems and eliciting sympathy without being explicitly confessional, just "stressed out". It covers a huge range of phenomena from mild irritation to the kind of severe problems that might result in a real breakdown of health. In popular usage almost any event or situation between these extremes could be described as stressfull.

SYMPTOMS OF STRESS:

PSYCHOSOMATIC:
When a condition is psychosomatic, that means that it involves both the mind and the body. A psychosomatic illness originates with emotional stress or damaging thought patterns, and progresses with physical symptoms, usually when a person's immune system is compromised due to stress. A common misconception is that a psychosomatic condition is imaginary, or "all in someone's mind". Actually, the physical symptoms of psychosomatic conditions are real, and should be treated quickly, as with any other illness.

BEHAVIOURAL:
Yes, even behavior is affected by too much stress in life. The existing habits are exaggerated during stressful periods of time. For example, if tend to overeat, will find that in times of stress will be overeating that much more. Or, if more of an introverted nature, may find yourself totally isolating during periods of stress.

Some of the behavioral symptoms of stress are:

Aggressiveness Reckless driving Short temperedness Obsessing (unable to let go of thoughts) Edginess Overeating or not eating Increased or decreased sleeping Increased drinking or smoking Withdrawing and avoiding social situations Nail biting Hair pulling Restlessness

PSYCHOLOGICAL:
Psychological stress describes what people feel when they are under mental, physical, or emotional pressure. Although it is normal to experience some psychological stress from time to time, people who experience high levels of psychological stress or who experience it repeatedly. Over a long period of time may develop health problems (mental and/or physical).

CAUSES OF STRESS
1. Environmental Stressors:
The environment itself can be a source of stress. Pollution, extremes of temperatures, poor living conditions all contribute to your stress. Noise itself is a source of environmental stress. The stress response is triggered by noise over 85 decibels (a loud music, motorcycle, lawn mower, vacuum cleaner). Some of the environmental causes of stress are: Radiation Lighting - too much or too little Fluorescent lighting Too hot or too cold Impure air and water supplies Heavy metal toxicities Other toxins - plastic, pesticides, toxic fumes Noise Electromagnetic pollution Severe storms, drought, famine, hurricanes, earthquakes, floods, or war

1. Organizational Stressor Besides the potential stressors that occur outside the
organization, there also those associated with the organization itself. Although the organization is made up of groups and individuals, there are also more macro-level dimensions unique to the organization that contains potential stressors.

MACRO-LEVEL ORGANIZATIONAL STRESSORS: Policies:

Unfair, arbitrary performance reviews. Rotating works shifts. Inflexible rules. Unrealistic job descriptions.

STRUCTURES: Centralization; Lack of participation in decision making. Little opportunity for advancement. A great amount of formalization. Interdependence of departments. Line-Staff conflicts.

JOB STRESS

PHYSICAL CONDITIONS: Crowding & lack of privacy. Air pollution. Safety hazards. Inadequate lighting. Excessive, heat or cold.

PROCESS: Poor communication. Poor Inadequate feedback about performance. Inaccurate / ambiguous measurement of performance. Unfair control systems. Inadequate information.

3. GROUP STRESSORS: The group can also be a potential source of stress. Group stressors can be categorized into three areas. Lack of group cohesiveness: Cohesiveness or togetherness is a very important to employees, especially at the lower levels of the organizations. If the employee is denied the opportunity for this cohesiveness because of the task design, because the supervisor does things to prohibit or limit it, or because the other members of the group shut the person out, this can be very stress producing. Lack of social support : Employees are greatly affected by the support of one or more member of a cohesive group. By sharing their problems & joys with others, they are much better off. If this type of social support is lacking for an individual, it can be very stressful.

Inter group conflict: Conflict is very closely conceptually or hostile acts between associated with in compatible or hostile acts between intra-individual dimensions, such as personal goals or motivational needs or values, between individuals within a group, and between groups.

4. INDIVIDUAL STRESSORS:
In a sense, the other stressors (Extra organizational, organizational, and Group stressors) all eventually get down to the individual level. For example, role conflict, ambiguity, self efficacy and psychological hardiness may all affect the level of stress someone experiences.

SOURCES OF STRESS

Individual Stressors: Life and career changes Personality type Role of characteristics

Organizational stressors:

Extra Organizational Stressors:

Organizational policies Organizational structure Organizational processes Physical conditions

Stress

Change in any component of organizational environment

Group Stressors:

Other Causes:

Group cohesiveness Social support Conflict Physical conditions

Job insecurity High demand for performance Technology

CONSEQUENCES OF STRESS
The effect of stress is closely linked to individual personality. The same level of stress affects different people in different ways & each person has different ways of coping. Recognizing these personality types means that more focused help can be given. Stress shows itself number of ways. For instance, individual who is experiencing high level of stress may develop high blood pressure, ulcers, irritability, difficulty in making routine decisions, loss of appetite, accident proneness, and the like. These can be subsumed under three categories: Individual consequences Organizational consequence Burnout

Individual consequences:
Individual consequences of stress are those, which affect the individual directly. Due to this the organization may suffer directly or indirectly, but it is the individual who has to pays for it. Individual consequences of stress are broadly divided into behavioral, psychological and medical. Behavioral consequences of stress are responses that may harm the person under stress or others. Behaviorally related stress symptoms include changes in productivity, turnover, as well as changes in eating habits, increased smoking or consumption of alcohol, paid speech, and sleep disorders. Psychological consequences of stress replace to an individual mental health and well-being from or felling depressed. Job related stress could cause dissatisfaction; in fact it has most psychological effect on the individual and lead to tension, anxiety irritability, and boredom. Medical consequences of stress affect a persons well being. According to a research conducted, it revealed that stress could create changes in metabolism, increase heart and breathing rates, increases blood pressure bring out headaches and induce heart attacks.

Organizational consequences:

Organizational consequences of stress have direct affect on the organizations. These include decline in performance, withdrawal and negative changes in attitude. Decline in performance can translate into poor quality work or drop-in productivity. Promotions and other organizational benefits get affected due to this. Withdrawal behavior also can result from stress. Significant form of withdrawal behavior is absenteeism. One main affect of employee stress is directly related to attitudes. Job satisfaction, morale and organizational commitment can all suffer, along with motivation to perform at higher levels.

Burnout:
A final consequence of stress has implementation for both people and organizations. Burnout is a general feeling of exhaustion that develops when an individual simultaneously experiences too much pressure and few sources of satisfaction.

Coping with Stress at Work place

With the rapid advancement of technology, the stresses faced at work have also increased. Many people dread going to work, hence the term Monday Blues. What is the reason for this? There is partly the fear from being retrenched in bad times, leading to greater job insecurity on the part of those who remain. Undoubtedly, occupational stress is one of the most commonly cited stressors faced by people all over the world. Stress refers to the pressure and reactions to our environment which results in psychological and physical reactions. Whilst some stress is good for motivation and increasing efficiency, too much stress can result in negative impacts such as reduced effectiveness and efficiency. More and

more people are feeling isolated and disrespected at work, and this has led to greater occupational stress. Many companies have taken to consulting experts and professionals on ways to increase connectedness and motivation of their employees. Some companies organize parties and make their employees feel valued at work. These are measures to motivate employees and help them to feel secure at their jobs, translating into greater productivity. However, not all companies have such measures in place, and some have not gotten it quite right. Hence, it is up to you to make sure that you can cope with stress at your workplace, and use it to help you work better. Here are 3 simple steps to help you with coping with stress in the workplace.

Step 1: Raising Awareness

Help yourself to identify when you are facing rising levels of stress, tipping the scales from positive to negative. This is important, as being able to identify signs of being stressed can help you to take steps to ensure that your overall quality of life does not drop. If left unacknowledged, the problem will only snowball, leading to disastrous consequences to your health and overall wellbeing. You can identify if you are feeling stressed by checking if you have any physical or psychological reactions, such as excessive sweating or heart palpitations, or the onset of headaches, irritability or the need to escape. If you experience any of these reactions, identify if you are feeling any overwhelming negative emotions, and if you are constantly worried.

Step 2: Identify the Cause

Person need to be able to analyze the situation and identify what is causing the rise in stress. These stressors can be external and internal. External stressors refer to things beyond your control, such as the environment or your colleagues at work. Internal stressors refer to your own thinking and attitude. Often, we only start reacting to stress when a combination of stressors working together exceeds our ability to cope.

Keep a diary or a list of events that have caused you to feel strong negative emotions, or that are likely stressors. This will help you to identify the causes of your stress. Whilst it is not always possible to eradicate them, we can change the way that we cope with it.

Step 3: Coping with Stress

In order to deal with the situation that is causing the stress, need to calm mind and body so as to stave off the reactions and cope with it in a positive way. This can be through different methods, such as taking time off. If a situation is triggering your stress and you are unable to calm down, remove yourself from it. Go outside and take a walk to calm down. Alternatively, you can try implementing relaxation techniques such as deep breathing. If it is an internal stressor, stop your thought process until you are able to deal with it logically. The key to making these 3 steps work for you is to practice them. These are not instantaneous solutions, and you need to condition your mind and practice them so that you can implement it when you are feeling stressed.

Laughter:
Adopting a humorous view towards life's situations can take the edge off everyday stressors. Not being too serious or in a constant alert mode helps maintain the equanimity of mind and promote clear thinking. Being able to laugh stress away is the smartest way to ward off its effects.

A sense of humor also allows us to perceive and appreciate the incongruities of life and provides moments of delight. The emotions we experience directly affect our immune system. The positive emotions can create neuron chemical changes that buffer the immune suppressive effects of stress.

During stress, the adrenal gland releases corticosteroids, which are converted to cortical in the blood stream. These have an immunosuppressive effect. Dr. Lee Berk and fellow researcher Dr. Stanley Tan at Loma Linda University School of Medicine have produced carefully controlled studies showing that the experience of laughter lowers serum cortical levels.

What Laughter Can Do Against Stress And Its Effects?

Laughter lowers blood pressure and reduces hypertension. It provides good cardiac conditioning especially for those who are unable to perform physical exercise. Reduces stress hormones (studies shows, laughter induces reduction of at least four of neuroendocrine hormonesepinephrine, cortical, dopac, and growth hormone, associated with stress response). Laughter cleanses the lungs and body tissues of accumulated stale air as it empties more air than it takes in. It is beneficial for patients suffering from emphysema and other respiratory ailments. It increases muscle flexion, relaxation and fluent blood circulation in body. Boosts immune function by raising levels of infection-fighting T-cells, disease-fighting proteins called Gamma-interferon and disease-destroying antibodies called B-cells. Laughter triggers the release of endorphinsbody's natural painkillers. Produces a general sense of well-being.

Workplace Stress

Workplace stress is the harmful physical and emotional response that occurs when there is a poor match between job demands and the capabilities, resources, or needs of the worker. Stressrelated disorders encompass a broad array of conditions, including psychological disorders (e.g., depression, anxiety, post-traumatic stress disorder) and other types of emotional strain (e.g., dissatisfaction, fatigue, tension, etc.), maladaptive behaviors (e.g., aggression, substance abuse), and cognitive impairment (e.g., concentration and memory problems). In turn, these conditions may lead to poor work performance or even injury. Job stress is also associated with various biological reactions that may lead ultimately to compromised health, such as cardiovascular disease. Stress is a prevalent and costly problem in today's workplace. About one-third of workers report high levels of stress. One-quarter of employees view their jobs as the number one stressor in their lives. Three-quarters of employees believe the worker has more on-the-job stress than a generation ago. Evidence also suggests that stress is the major cause of turnover in organizations.

(a).Health and Healthcare Utilization :

Problems at work are more strongly associated with health complaints than are any other life stressor-more so than even financial problems or family problems. Many studies suggest that psychologically demanding jobs that allow employees little control over the work process increase the risk of cardiovascular disease. On the basis of research by the National Institute for Occupational Safety and Health and many other organizations, it is widely believed that job stress increases the risk for development of back and upper-extremity musculoskeletal disorders. High levels of stress are associated with substantial increases in health service utilization. Workers who report experiencing stress at work also show excessive health care utilization. In a 1998 study of 46,000 workers, health care costs were nearly 50% greater for workers reporting high levels of stress in comparison to low risk workers. The increment rose to nearly 150%, an increase of more than $1,700 per person annually.

(b).Causes of Workplace Stress:

Job stress results from the interaction of the worker and the conditions of work. Views differ on the importance of worker characteristics versus working conditions as the primary cause of job stress. The differing viewpoints suggest different ways to prevent stress at work. According to one school of thought, differences in individual characteristics such as personality and coping skills are most important in predicting whether certain job conditions will result in stress-in other words, what is stressful for one person may not be a problem for someone else. This viewpoint leads to prevention strategies that focus on workers and ways to help them cope with demanding job conditions. Although the importance of individual differences cannot be ignored, scientific evidence suggests that certain working conditions are stressful to most people. Such evidence argues for a greater emphasis on working conditions as the key source of job stress, and for job redesign as a primary prevention strategy. Personal interview surveys of working conditions, including conditions recognized as risk factors for job stress, were conducted in Member States of the European Union in 1990, 1995, and 2000. Results showed a trend across these periods suggestive of increasing work intensity. In 1990, the percentage of workers reporting that they worked at high speeds at least one-fourth of their working time was 48%, increasing to 54% in 1995 and to 56% in 2000. Similarly, 50% of workers reported they work against tight deadlines at least one-fourth of their working time in 1990, increasing to 56% in 1995 and 60 % in 2000. However, no change was noted in the period 19952000 (data not collected in 1990) in the percentage of workers reporting sufficient time to complete tasks. A substantial percentage of Americans work very long hours. By one estimate, more than 26% of men and more than 11% of women worked 50 hours per week or more in 2000. These figures represent a considerable increase over the previous three decades, especially for women. According to the Department of Labor, there has been an upward trend in hours worked among employed women, an increase in extended work weeks (>40 hours) by men, and a considerable increase in combined working hours among working couples, particularly couples with young children.

(c).Signs of Workplace Stress :

Mood and sleep disturbances, upset stomach and headache, and disturbed relationships with family; friends and girlfriends or boyfriends are examples of stress-related problems. The effects of job stress on chronic diseases are more difficult to see because chronic diseases take a long time to develop and can be influenced by many factors other than stress. Nonetheless, evidence is rapidly accumulating to suggest that stress plays an important role in several types of chronic health problems-especially cardiovascular disease, musculoskeletal disorders, and psychological disorders.

(d).Prevention:
A combination of organizational change and stress management is often the most useful approach for preventing stress at work. How to Change the Organization to Prevent Job Stress

Ensure that the workload is in line with workers' capabilities and resources. Design jobs to provide meaning, stimulation, and opportunities for workers to use their skills.

Clearly define workers' roles and responsibilities. Give workers opportunities to participate in decisions and actions affecting their jobs. Improve communications-reduce uncertainty about career development and future employment prospects.

Provide opportunities for social interaction among workers. Establish work schedules that are compatible with demands and responsibilities outside the job.

Discrimination inside the workplace. (e.g. nationality and language )

REDUCING OF STRESS

1. Job analysis: The first of the action-oriented skills that we look at is Job Analysis. Job Analysis is a key technique for managing job overload an important source of stress. To do an excellent job, need to fully understand what is expected of you. While this may seem obvious, in the hurly-burly of a new, fast-moving, high-pressure role, it is oftentimes something that is easy to overlook. By understanding the priorities in your job, and what constitutes success within it, can focus on these activities and minimize work on other tasks as much as possible. This helps to get the greatest return from the work you do, and keep your workload under control. Job Analysis is a useful technique for getting a firm grip on what really is important in the job so that able to perform excellently. It helps to cut through clutter and distraction to get to the heart of what you need to do.

2. Rational and Positive Thinking : Everyone are thinking negatively when they fear the future, put them self down, criticize oneself for errors, doubt abilities, or expect failure. Negative thinking damages confidence, harms performance and paralyzes mental skills. Unfortunately, negative thoughts tend to flit into their consciousness, do their damage and flit back out again, with their significance having barely been noticed. Since we barely realize that they were there, we do not challenge them properly, which means that they can be completely incorrect and wrong. Thought Awareness is the process by which they observe their thoughts and become aware of what is going through their head.

One approach to it is to observe "stream of consciousness" as they think about the thing theyre trying to achieve which is stressful. Do not suppress any thoughts. Instead, just let them run their course while you watch them, and write them down on the free worksheet as they occur. Then let them go. Another more general approach to Thought Awareness comes with logging stress in the Stress Diary. When analyze everyone diary at the end of the period, they should be able to see the most common and the most damaging thoughts. Tackle these as a priority using the techniques below. Here are some typical negative thoughts you might experience when preparing to give a major presentation:

Fear about the quality of your performance or of problems that may interfere with it; Worry about how the audience (especially important people in it like your boss) or the press may react to you;

Dwelling on the negative consequences of a poor performance; or Self-criticism over a less-than-perfect rehearsal.

Thought awareness is the first step in the process of managing negative thoughts, as you cannot manage thoughts that you are unaware of. Rational Thinking: The next step in dealing with negative thinking is to challenge the negative thoughts that identified using the Thought Awareness technique. Look at every thought wrote down and challenge it rationally. Ask oneself whether the thought is reasonable. What evidence is there for and against the thought? Would the colleagues and mentors agree or disagree with it? When challenged negative thoughts rationally, should be able to see quickly whether the thoughts are wrong or whether they have some substance to them. Where there is some substance, take appropriate action. However, make sure that negative thoughts are genuinely important to achieving the goals, and don't just reflect a lack of experience, which everyone has to go through at some stage.

Positive Thinking and Opportunity Seeking : By now, everyone should already be feeling more positive. The final step is to prepare rational, positive thoughts and affirmations to counter any remaining negativity. It can also be useful to look at the situation and see if there are any useful opportunities that are offered by it. By basing ones affirmations on the clear, rational assessments of facts that made using Rational Thinking, can use them to undo the damage that negative thinking may have done to oneselfconfidence. If appropriate, write the affirmations down on a worksheet so that can use them when they need them. As well as allowing to structure useful affirmations, part of Positive Thinking is to look at opportunities that the situation might offer to employees. Successfully overcoming the situations causing the original negative thinking will open up opportunities. It will acquire new skills, will be seen as someone who can handle difficult challenges, and may open up new career opportunities. Make sure that identifying these opportunities and focusing on them is part of everyones positive thinking.

CHAPTER III - COMPANY PROFILE

Edlogix Software Solutions Pvt Ltd is an information technology services provider of software solutions and human capital needs to leading businesses across the globe. A long time player in the business, the company has helped clients maximize value from deploying their applications across various platforms and vendors. Edlogix delivers solutions that help automate and streamline process and practices across the enterprise. This in turn, helps the enterprise to develop an adaptive infrastructure to deal with real-time market dynamics. With its combination of people, processes, technology, and delivery models, Edlogix can be your preferred technology solutions partner.

Vision:
To be the leader in empowering infrastructural progress with technology as a competent, respected and responsible player on the global platform, increasing value to every stakeholder and to become a responsible corporate citizen.

Mission:
Exceed client expectations by going beyond software to provide solutions that transform data into knowledge, enabling them to solve problems and better serve their customers.

PRODUCTS & SERVICES:

Consulting Many IT consulting companies specialize in one or two areas. At Edlogix Software Solutions you will find that we are well versed in many IT industries, technologies, and industry trends. At Edlogix, we feel this diversity is one of strengths we bring to the table. We are often able to see the big picture, and use our knowledge of other industries and areas to apply and improve our clients particular needs. We find that all too often a client looks to just their competitors or the industry they are in for their answers.

However, looking outside the box can really open up a world of options, unique answers, and potential competitive advantages. This is where Edlogix can come into the picture, and provide guidance, leadership, and solutions. We offer a wealth of talented, well rounded consultants, system architects, business solution experts, and leaders that can add extreme value to almost any situation.

IT Solutions
One of Edlogix Software Solutions core strengths and focuses is being a full solutions IT provider. Edlogix solutions that exceed expectations at a cost very few can offer. For over 5 years Edlogix has been providing IT solutions in varied industries using a wide range of technologies. We care about our clients and the quality of the work we provide. Edlogix works hand in hand with our clients to fully understand their business practices, their IT needs, their goals, and the solutions they are looking for. Once we understand your company and its needs, we can then offer and provide solutions that make sense.

Edlogix Software Solutions can provide custom designed solutions tailored to meet specialty needs you may have, or we can install and configure a packaged solutions that makes sense for your company. We have provided full end to end custom solutions for many Fortune 500 companies as well as to small startup companies and anything in between. Being a Microsoft Gold Certified partner, also allows us to specialize and provide custom solutions utilizing a wealth of Microsoft software and applications. Our resume includes a very diverse set of past and current solutions and projects.

A few examples include: Complex custom dynamic websites for clients such as insurance, healthcare, logistics retails stores, education, etc. Full custom enterprise resource planning solutions integrating time tracking, project scheduling, resource tracking, reporting, and accounting.

 Inventory tracking and management solutions. High end printing automation solutions. Many state and government IT solutions in multiple states. End to end Microsoft SharePoint solutions. Extensive database and data warehouse solutions. Miscellaneous applications in many other technologies and platforms. At Edlogix Software Solutions, all our solutions and work come with a warrantee that proves we stand behind all our work and solutions. We are a very client focused and client satisfaction driven organization from top to bottom. This is very apparent by the amount of repeat and long term clients we have and retain. You will find that Edlogix Software Solutions is more than willing to meet with you at your convenience and discuss any IT needs and services you may have.

Document Automation
With vast amounts of dynamic content continually flowing in and out of your organization these days, we at Edlogix Software Solutions might just be the solution you are looking for. We can offer our professional consulting services and a wealth of experience with tools like HP Extreme to provide flexible customized printing solutions tailored to meet your specific business needs. In todays economy it is not always possible to spend the time and money to train and staff resources to work with very specialized tools like HP Extreme. Edlogix Software Solutions Pvt Ltd can offer you professionals that are fully trained in tools like HP Extreme. Our resources can be used to supplement your team, and/or contracted to perform a project and/or ongoing work.

Edlogix Software Solutions is a full IT solutions provider that has designed, developed, and delivered many successfully print projects to clients in a wide range of industries. Edlogixs development and testing staff have been trained and specialize in the use of HP Extreme and other printing related tools and techniques. The Edlogix management team offers a great deal of experience, strong leadership, and the desire to achieve client satisfaction. Together, the Edlogix team is committed to working with you to fully design and implement the solution that works for your needs.

Services
HP Extreme resources Document automation support Custom solutions Ongoing maintenance and support

Managed Services
Edlogix Software Solutions can offer a wide range of solutions for managing your ongoing IT services including: Edlogix Software can supplement your current staff with our IT professionals Edlogix can take over maintenance and upkeep on your IT services at our locations or yours Edlogix can be contracted on a time and materials basis to work on your ongoing IT needs Edlogix can help find the person you are looking for to manage your IT services, so that you can permanently hire them if you desire. In todays dynamic and customized IT services world, it is critical to keep systems up and running. So often an entire organization can be crippled if any one of their IT services goes

down and becomes unavailable for any extended period of time. Ongoing maintenance, enhancements, and general upkeep can be an area that an organization easily overlooks until its too late and a system crashes. Is there a disaster recovery plan? Can someone actually execute it? Are there experts on staff or available to you that are familiar with your systems and set up and can get you back up and running quickly? Any organization that counts on IT services to run their business should be asking themselves these and several other questions. At Edlogix Software Solutions we can work with you to manage your ongoing IT services and help you answer YES to your organizations critical IT questions.

Staff Augmentation
In todays quick changing and aggressive IT Industry it is not always possible or practical to staff full time IT professionals that you may need to build, enhance, or upgrade the IT in your company. At Edlogix Software Solutions, we specialize in understanding your IT needs and working with you to find the resources that will help make your organization successful. One of the major strengths of the Edlogix is their focus, attention to detail, and overall knowledge of staff augmentation services. Edlogix has been working in this realm for over 12 years and as evident by its many high profile and repeat clients, is very successful at it. Our well rounded and experienced recruiters not only recruit for the general public but, for Edlogix itself and its many projects. At Edlogix, we are a full solutions IT provider, and because we are always internally managing and working on client projects we know and are familiar with a vast majority of the IT world and the needs many organizations would have. In other words, we have done it so we understand what it takes to do it. It all starts with understanding your needs. We understand that many candidates could potentially fill your requirements but, are they truly a fit for your organization? Our recruiters work hard to understand the job requirements, as well as the dynamics around

and in your organization, and any intangible needs your organization may have for a candidate. Edlogix Software Solutions has a very rigorous screening and evaluation process for each candidate. We dont just give you a stack of resumes and let you pick. Edlogix adds a tremendous amount of value by researching each candidate and narrowing down your choices so that your selection process is much quicker and easier. Generally, candidates go through a series of interviews, both technical and non-technical, so that our staff gets to know the candidate as much as possible. Candidates can also be tested in specific technologies to assure their resume and actual technical background match. Ultimately, Edlogix Software Solutions strives to present valid, experienced candidates that makes sense for each particular client and their needs. At Edlogix Software Solutions, we maintain a substantial database of potential candidates that have already been screened and could potentially be a match for future clients. In many cases this significantly speeds up the time necessary to present the client with potential candidates. Clients have many options as to what type of staff augmentation service Edlogix can provide. We work with just about every possible scenario including:
Direct Hires

Contract to hire; Time and materials; Consulting services; There are a lot of players out there in the staff augmentation world but, not many that truly take the time to understand the clients and candidates needs and concerns. We work hard to nurture each and every relationship we have, in order to build long term relationships with all of our clients.

Technology
Technology is ever changing and in many companies a large factor in the way a company does business. Of course if utilized correctly, technology can be a huge completive advantage, provide cost savings, increase productivity, and open up doors that many businesses never had before. However, choose the wrong direction and in no time at all you can be obsolete, forever have maintenance issues and costs, and never really get what you wanted or meets your companys needs. At Edlogix Software Solutions, Technology is our business. Whether its older, current, or future technology Edlogix Software Solutions often lives and breathes it. On a daily basis we work with clients from a variety of industries, infrastructures, platforms, operating systems, and languages. Our professionals have 1000s of hours of training and have achieved certifications in many of yesterdays and todays latest technologies. We also have many Microsoft certified, Sun Java certified, Project Management Professionals (PMP), and many other certifications within our company. Our professionals can develop, implement, maintain, and enhance using a wide range of Computer languages and skill sets. On a regular basis we often work on projects, or place candidates that work with just about any computer language or technology. While many organizations fear technology and change, they still know they have to deal with and use it. Edlogix Software Solutions works with you and/or for you to solve and provide all your technology needs thus letting you concentrate on the other aspects of your business. You can focus on what you do best, and feel confident we will take care of what we do best the technology!

CHAPTER IV DATA ANALYSIS & INTERPRETATIONS

1.How often do you say the word I am busy or I am having hard time At the work place?
Options No .of Respondents 4 Very often 13 Often 14 Rarely 12 Very rarely 6 Never 50 Total 100 12 25 28 26

Response (%)
9

30 25 20 15 10 5 0 Very often often rarely Very rarely Never NO .Of Respondents Response (%)

Interpretation:
As is evident from the chart, majority of the respondents (52%) rarely and very rarely says that they are busy at work place

2. You think physical environment problem in the work place cause Stress? (Temperature, lighting, gases, dust)

Options
Strongly agree

No. of Respondents
13 18

Response (%)
26 36 16 16 6 100

Agree 8 Cannot say 8 Disagree 3 Strongly disagree 50 Total

40 35 30 25 20 15 10 5 0 Strongly agree Agree Cannot say Disagree Strongly disagree No. of Respondents Response (%)

Interpretation:

Opinion of study reveal that, majority of the respondents (62%) agree with physical environment (Temperature, Lighting, Gases and Dust) causes Stress.

3. Do you feel time pressure is causing stress?

Options
Strongly agree

No. of Respondents
5 20

Response (%)
10 41 13 28 8 100

Agree 6 Cannot say 14 Disagree 4 Strongly disagree 50 Total

45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Cannot say Disagree Strongly disagree No. of Respondents Response (%)

Interpretation:

The finally yet importantly, the question asked about the employees, majority of the employees (51%) agree and strongly agree with above statement.

4. Do you feel lack of co-operation of co-workers at work causes stress?

Options
Very often

No. of Respondents
4 13

Response (%)
9 26 16 17 32 100

Often 8 Rarely 8 Very rarely 16 Never 50 Total

35 30 25 20 15 10 5 0 Very often Often Rarely Very rarely Never No. of Respondents Response (%)

Interpretation:
As is evident from the chart, majority of the respondents (68%) faced lack of co-operation in office remaining (32%) of employees never faced lack of co-operation in organizatio

5. Do you have any family problem which causes stress? Options

Strongly agree 20 Agree 5 Cannot say 9 Disagree 5 Strongly disagree 50 Total 100 10 19 11 41

No .of Respondents
9

Response (%)
19

45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Cannot say Disagree Strongly disagree No .of Respondents Response (%)

Interpretation:
It is found from the survey that the majority of the respondents (60%) strongly agrees and agree with family problems causes stress.

6. Do you have any other health issue which leads to stress?

Options
Very often

No. of Respondents
2 8

Response (%)
5 17 19 12 47 100

Often 9 Rarely 6 Very rarely 23 Never 50 Total

50 45 40 35 30 25 20 15 10 5 0 Very often Often Rarely Very rarely Never No. Of Respondents Response (%)

Interpretation:
As is evident from the chart, majority of the respondents (47%) said dont have health problems like BP, sugar.

7. Do you feel that when an unexpected task is given causes stress? Options
Strongly agree Agree Cannot say Disagree Strongly disagree Total

No .of Respondents
19 18 5 4 2 50

Response ( % )
39 36 11 9 5 100

45 40 35 30 25 20 15 10 5 0 Strongly Agree agree Cannot say Disagree Strongly disagree No .of Respondents Response ( % )

Interpretation:
It is observed from the chart, majority of the respondents (75%) agree with above statement that by doing physical exercise & yoga stress will be reduced.

8. Do you feel stress in organization because of personal reasons? Options

Strongly agree Agree Cannot say Disagree
Strongly disagree Total

No .of Respondents
20 18 7 3 1 50

Response ( % )
40 37 14 6 3 100

45 40 35 30 25 20 15 10 5 0 Strongly Agree agree Cannot say Disagree Strongly disagree No .of Respondents Response ( % )

Interpretation:
As is evident from the chart, majority of the respondents (77%) agree with above statement that meditation & prayer to reduce the stress.

9. Do you feel lack of communication causes stress?

Options
Strongly agree Agree Cannot say Disagree Strongly disagree Total

No. of Respondents
6 27 8 4 3 50

Response ( % )
13 55 17 9 6 100

60 50 40 30 No. of Respondents 20 10 0 Strongly Agree agree Cannot say Disagree Strongly disagree Response ( % )

Interpretation:
It is found from the chart, majority of the respondents (68%) agree with above statement i.e. lack of communication causes stress.

10. Do you feel that family problems are causing stress? Options
Strongly agree Agree Cannot say Disagree Strongly disagree Total

No .of Respondents
12 16 9 12 0 50 24 32 19 25 0 100

Response ( % )

35 30 25 20 15 10 5 0 Strongly Agree agree Cannot say Disagree Strongly disagree No .of Respondents Response ( % )

Interpretation:
As is evident from the chart, majority of the respondents (79%) agree with above statement i.e. appending more time with family reduces stress.

11. Do you feel physical working conditions of company are causing stress?

Options
Strongly agree Agree Cannot say Disagree Strongly disagree Total

No .of Respondents
13 28 4 3 1 50

Response ( % )
26 56 8 7 3 100

60 50 40 30 20 10 0 Strongly agree Agree Cannot say Disagree Strongly disagree No .of Respondents Response ( % )

Interpretation
It is observed from the chart, majority of the respondents (82%) agree with improving working conditions in office stress will be reduced.

12. Do you feel allocation of work causes the stress?

Options
Strongly agree Agree Cannot say Disagree Strongly disagree
Total

No .of Respondents
5 10 27 5 2 50

Response ( % )
11 20 55 10 4 100

60 50 40 30 No .of Respondents 20 10 0 Strongly Agree agree Cannot say Disagree Strongly disagree Response ( % )

Interpretation:

As is evident from the chart, majority of the respondents (66%) agree with rational allocation of work reduces the stress.

13. Do you feel financial problems causes stress?

Options
Strongly agree Agree Cannot say Disagree Strongly disagree Total

No .of Respondents 6 21 16
5 1 50

Response ( % )
12 43 32 10 3 100

50 45 40 35 30 25 20 15 10 5 0 Strongly Agree agree Cannot say Disagree Strongly disagree

No .of Respondents Response ( % )

Interpretation:
It is observed from the chart, majority of the respondents (55%) agree with above statement i.e. financial motivation reduces the stress.

14. Do you feel Work from home after office hours causes stress?

Options
Strongly agree Agree Cannot say Disagree Strongly disagree Total

No .of Respondents
8 26 10 4 1 50

Response ( % )
16 52 21 8 3 100

60 50 40 30 No .of Respondents 20 10 0 Strongly Agree agree Cannot say Disagree Strongly disagree Response ( % )

Interpretation:
As is evident from the chart, majority of the respondents (68%) agree with above statement i.e. training and development with changes.

15. Do you feel stress when you go out to deal with clients?

Options
Strongly agree Agree Cannot say Disagree Strongly disagree Total

No .of Respondents 16 24 6 5 1 50

Response ( % )
32 48 13 6 1 100

60 50 40 30 No .of Respondents 20 10 0 Strongly Agree agree Cannot say Disagree Strongly disagree Response ( % )

Interpretation:

It is found from the chart, majority of the respondents (80%) agree with above statement i.e. relaxation (holydays, leaves, family, tours etc.) reduces stress.

16. Under what conditions you feel stress in organization?

Options
When more work / Responsibility is added When someone keep on monitors your work When new technologies introduced Above all None of the above Total

No .of Respondents
7

Response ( % )
15

25

50

10

21

5 2 50

10 4 100

60 50 40 30 20 10 0

No .of Respondents Response ( % )

Interpretation:
It is observed from the chart, majority of the respondents (65%) agree with above statement i.e. following safety precautions stress is reduced.

CHAPTER V FINDINGS, SUGGESTIONS & CONCLUSION

FINDINGS
The findings of the present revealed the following. Most of the respondents fall under law stress category.

There is a significant relationship between stress & demography factors i.e. age, experience & designation.

Personal policies & practices of the organization have contribution to stress among employees.

The organization has a very tall structure of stress among hierarchy & this is one of the reasons for employees being stressed.

There is no significance difference of stress among employees working in development & other departments.

The employees working in the development team gave a positive response in answering the questionnaire

SUGGESTIONS
The employees must 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 the overload of work can be reduced.

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.

Giving counseling to the employees when they face problems, because counseling is the discussion of a problem that usually has emotional content with an employee in order to help the employee cope within better.

The organization must introduce Employee Assistance Programmes (EAPs) and Stress control workshops according to the level of employees, because there is a strong relation between the level of stress and the level of employees. EAP includes counseling employees who seek assistance on how to deal with alcohol and drug abuse, managing personal finance, handling conflicts at the workplace, dealing with marital and other family problems, and coping with health problems.

Engaging the bored employee in aerobic exercise, because it stimulates the brain and the body. Also the employee must do meditation and yoga in their daily life.

CONCLUSION
The present study was conducted at Edlogix. The aim was to find the stress levels, personality type of the employees. This was done using a detailed questionnaire. The study revealed that fall under low stress category only a small percentage is highly stressed & needed prevailing in the organization to some extent.

At the end of the study, we can conclude that through there are signs of stress among the employees & such stress is affecting their behaviors, it can be controlled & reduced effectively.

This can be done by giving counseling & incorporating the suggestions given here in at individual & organization level.

CHAPTER VI: BIBLIOGRAPHY

BIBLIOGRAPHY

Books for reference: Fred Luthans : Organization Behavior McGraw-Hill Edition. Stephen P. Robin V. Ashwatha Ramaiah : : International

Organization Behavior Controversies & Applications A celebration called Life Unique consultants (P) Ltd.

concept

V. K. Jain

The management professionals

journal

of

power

P.K. Dutta

Stress Relief Through Holistic and Alternative Therapies

Websites:
www.citehr.com www.wikipedia.com www.edlogix.org

QUESTIONNAIRE
1. How often do you say the word I am busy or I am having hard time At the work place?( ) (a)Very often (b)Often (c)Rarely (d)Very rarely (e)Never

2.

You think physical environment problem in the work place cause Stress? (Temperature, lighting, gases, dust) ( ) (a)Strongly agree (b)Agree (c)Cannot say (d)Disagree (e)Strongly disagree

3.

Do you feel time pressure to complete work in time? ( ) (a)Strongly agree (b)Agree (c)Cannot say (d)Disagree (e)Strongly disagree

4.

Do you feel lack of co-operation in office? ( ) (a)Very often (b)Often (c)Rarely (d)Very rarely (e)Never

5.

Do you have any family problems which causes stress? ( ) (a)Strongly agree (b)Agree (c)Cannot say (d)Disagree (e)Strongly disagree

6.

Do you have any health issues which leads to stress? ( ) (a)Very often (b)Often (c)Rarely (d)Very rarely (e)Never

7. Do you feel Physical exercise & yoga reduce the level of stress? ( ) (a)Strongly agree (b)Agree (c)cannot say (d)Disagree (e)strongly disagree

8.

Do you feel meditation & prayer reduce the stress? ( ) (a)Strongly agree (b)Agree (c)cannot say (d)Disagree (e)strongly disagree

9.

Do you feel lack of communication causes stress? ( ) (a) Strongly agree (b)Agree (c)Cannot say (d)Disagree (e)Strongly disagree

10.

Do you feel spending time with your family reduces stress? ( ) (a) Strongly agree ( ) (b)Agree ( ) (c)Cannot say ( ) (d) Disagree ( ) (e)Strongly disagree ( )

11.

Do you feel improving working conditions, reduces the stress? ( ) (a)Strongly agree (b)Agree (c)Cannot say (d)Disagree (e)Strongly disagree

12.

Do you feel rational allocation of work reduces the stress? ( ) (a)Strongly agree (b)Agree (c)Cannot say (d)Disagree (e)Strongly disagree

13.

Do you feel financial motivations reduce the stress? ( ) (a)Strongly agree (b)Agree (c)Cannot say (d)Disagree (e)Strongly disagree

14. Do you feel Training & Development programs help to cope-up with new technology

reduces the Stress? ( ) (a)Strongly agree (d)Disagree

(b)Agree

(c)Cannot say

(e)Strongly disagree

15. Do you feel relaxation reduces the stress? ( )

(a)Strongly agree (d)Disagree

(b)Agree

(c)Cannot say

(e)Strongly disagree

16. Do you feel by following the safety precautions reduces the stress? ( ) (a)Strongly agree (b)Agree (c)Cannot say (d)Disagree (e)Strongly disagree