INTRODUCTION TO THE INDUSTRY

Introduction of Dainik Bhaskar

Print Media A newspaper is a regularly published print product containing information vital to the
function of the market it serves. Definition become more important as traditional newspaper companies move from single product management to multi product management often under the companys brand , typically the title of the newspaper . What newspaper companies are learning is that the value of what they produce is not the ink on paper, but the content, depth segmentation choices, credibility, and emotional attributes that are delivered in any distribution channel they choose

Indian Newspaper Industry

Its a boom time for the press in India. And with six out of ten people now literate, its only going to get bigger. The newspaper market has had to change considerably in recent years as competition from other news source including the internet, and cable and satellite television has put pressure on circulation. the focus has been shifted in order to incorporate increased coverage of life style issues, with many newspaper adding new section and stands alone supplements. Saturday edition have been a particular focus of attention, and there has also and been an increase in sport coverage.

Despite these change, revenues from copy sales have remained stagnant-

a trend

exacerbated by the fact that price wars over the past decade have, until recently, prevented increases in cover prices. However, in 2001, a number of newspaper have introduced cover price increases, and ever growing news print costs may force other to follow suit.

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Until recently, advertising revenues had been growing at a healthy rate. however , the newspaper industry , like other media sectors , has been severely affected during the past year by an overall fall in advertising expenditure . A number of national newspaper groups have reported falling advertising revenues during the same period, and have reacted with cost cutting measures including job losses and adjustments to online activities. On the whole, the national newspaper sector has been more severely affected than local and regional newspaper groups. The national news paper market is in the hands of a relatively small number of players.

Dainik Bhaskar

Indias No 1 Daily Newspaper Indias fastest growing newspaper Newspaper Readers friendly Second largest read newspaper in the world

Vision & Mission

Bhaskar roots in India but its action and thoughts are of the world standard. Bhaskar group would study the best in the world and implement then as per its local requirement which would in able to emerge as a strong media group in the future. Its efforts in this direction will not be limited to the news paper alone. It would march ahead with the times and would reach where there are consumers.

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Bhaskars Dream
Bhaskar Group has a dream to create a niche for itself in the international media Scenario

Principles
ENTERPRENEURSHIP AMBITION INNOVATION PROFESSIONALISM

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INTRODUCTION:

Presently DAINIK BHASKAR is the no 1 daily newspaper of India, being published from 35 Places. The number of BHASKAR READERS has reached above 2.67crore.DAINIK BHASKAR was first published from Gwalior about 47 yrs ago. In 1992 it became the no 1 newspaper of M.P being published from seven places. In 1995 strong leadership in M. P. Progressing on its success path Dainik Bhaskar kept its footsteps in Rajasthan in the middle of 1996. Within 18 months it becomes the no 1 newspaper of Rajasthan after doing largest survey in Jaipur. Then it turned its progress journey towards Chandigarh & Haryana. Now days in Chandigarh the English newspaper has lost their importance due to DAINIK BHASKAR which is attached with about 10 lake readers. areas in Haryana the dainik bhaskar has surveyed about 7 lakes houses and after ascertaining interest of readers in newspaper the dainik bhaskar had started its publication from Faridabad since 17th June 2001 and from Panipat since 4 th June 2000. At present there are about 25 lakes readers of DAINIK BHASKAR and it has achieved status of national paper. in addition to journalism, the BHASKAR has made progressive achievement in the field of printing ,cable TV , food oil, cotton yarn, education , FM radio and hotels. There are about 10,000+ employed in the group of DAINIK BHASKAR which has turnover of about 2200 crores. The DAINIK BHASKAR has a specialty that every time it creates history by establishing a new record. Shri Ramesh Chandra Agarwal is the chairman of BHASKAR group. He is confident that the real owners of BHASKAR are its readers and its always attentive towards the benefit, interest and progress of readers.

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Dainik Bhaskar in nine States

S.No. 1. 2. 3.

Name of State Madhya Pradesh Chhattisgarh Rajasthan

Name of City Bhopal, Indore, Gwalior, Jabalpur, Sarna Ujjain and Sager Raipur, Bilaspur and Bhilai Jaipur, Jodhpur, Udaipur, Ajmer, Bikaner, Sriganganagar, Kota, Alwar, Sikar and

4. 5. 6. 7. 8. 9.

Chandigarh Punjab Haryana Maharashtra Uttar Pradesh Gujarat

Bhilwara Chandigarh Jalandhar and Amritsar Panipat, Hissar and Fridabad Mumbai and Nagpur Jhansi Ahmadabad, Baroda, Surat, Bhavnagar and Rajkot

ORGANISITION STRUCTURE

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CHAIRMAN

MANAGING DIRECTOR\ DIRECTORE UNIT HEAD GM SR. VICE PRESIDENT/ CGM ACCOUNTS/ FINANCE

HOD/S

HR/ADM

EDITORIAL PRODUCT

MKT. MANAGER ASST. MANAGER SR. EXECUTIVE

EXECUTIVE

ASSISTANT PEONS

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DEPARTMENTATION

HR Department

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Personal & Administration

Record Room

Time Office

House Keeping

Security

Public Relation

Organization of HR department
In Dainik Bhaskar HR department consists of three parts:(1) Personnel Department (2) Administrative (3) Time Office

Functions of Personnel Department

(A) Recruitment Process

1. Receiving personal requisition form HOD after sanction from director. 2. Identifying manpower requirement. 3. Searching the suitable candidature from data bank.
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4. Advertisement preparation and publication. 5. Entering applications received in computer. 6. Report and checklist preparation. 7. Sending interview calls. 8. Interview- preliminary, final or written test. 9. Selection. 10. Approval of Directors. 11. Intimation of selection to candidate. 12. Issuing job offer latter. 13. Joining report. 14. P H form formalities. 15. Intimation to time office. 16. Placement and induction of employee.

(B) Traveling Bills Verification 1) Checking of bill 2) Verification form time office in case of doubt. 3) Verification of HOD

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(C) Over Time (OT) / Extra Payment (1) (2) (3) (4) (5) (6) (7) (8) (9) Receiving of OT slips from concerned employees. Verification from time office Verification from HOD Position the system Checking of the dummy statement. Checking & final print out for payment. Signature of sr. executive-HR Signature of manager HR Signature of production head.

(10) Signature of chief manager finance (11) Final approval of Director. (12) Forwarded to Account Department for payment.

(D) No Dues System (1) Clearing the dues from all the concerned departments (2) Signature of related department heads.

(E)

Full & Final Payment System (1) Receiving resignation (2) Get it accepted by HOD (3) Calculation of full and final payment (4) Approval by manager HRD (5) Forwarded to accounts Department for payment .
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(F)

Staff Increment / Promotion (1) Appraisal of performance.

(2) Remarks/ recommendations of HOD. (3) Approval by directors (4) Revision in salary structure

(G)

Pay Roll Maintenance (1) Sending of blank work sheet to time office. (2) Posting of the attendance in the system (3) Arrear payment collection of relevant information (4) Checking of the dummy statement of salary. (5) Checking & reconciliation of the statement.

Functions of Administrative Department

PUBLIC RELATION
(A) Co-ordination with related Govt. Depts. (B) Public relation activities. (C) Ticketing Air, Railway, Bus. [11]

1. Booking of tickets 2. Cancellation of tickets 3. Application in DRM office for confirmation (D) Company Delegates-relation. (E) GMTD- telephone.

SECURITY
(A) SECURITY ARRANGEMENT CHECKING 1. Checking by security supervisor 2. Surprise visit by manager HRD

(B) INCOMING OUTGOING MARTERIAL SYSTEM 1. Checking of incoming quantity as bill / challan 2. Entry of material in inward register. 3. Incoming material is send to store 4. Checking of outgoing material quantity as per bill/ challan. 5. Entry in outward register.

(C) GATE PASS- SYSTEM (RETURNABLE& NON RURNABLE 1. Entry of items in returnable register. 2. Checking of items as per non- returnable gate-pass 3. Checking of items as per returnable gate-pass 4. Entry of gate- pass in returnable register 5. Receipt of items send on returnable basis 6. Checking the items as per returnable register 7. Entry of gate pass in non- returnable register [12]

HOUSE- KEEPING
(A) BUILDING CLEANING

1. Sweeping and washing of toilets 2. Sweeping and mopping of floors, stairs and passages with chemicals 3. Dusting of furniture, walls and apparatuses 4. Cleaning of glasses of cabins, doors, windows, etc. 5. Cleaning of dustbin 6. Maintenance & cleaning of water coolers, fans. 7. Other house keeping activities 8. Providing solution to keeping complaints .

TIME OFFICE

The main function of time office in any company or an industry is basically to mark the in our time of the staff, handle leave maintenance, mail- receive and dispatch, hotel, tour duties and vehicle and maintenance. The time office of Bhaskar has many more function than just marketing the employees. Some of the mail functioning of the office is as given below.

Marketing of attendance Dispatch Mails Receive Mails Arrange for the guests of Bhaskar(stay and whereabouts) Leave record maintenance Tour duties Vehicles maintenance.

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A time office can work really well industry but does not work as good in a media organization. The reason for this is because the industries have fixed working hours whereas in this industry there is a fixed time to come in but the time of leaving is not certain. In other words people come in to the office according to the reporting time but leave when their work is done. Basically the working hour for Bhaskar is 10.30pm to 06.00pm. The time office stays open till 12.00am. The staffs that work more than the working hours are not entitled to overtime however the labors are .

ATTENDANCE

The Manual system (Attendance Register)

In media organization all the employees do not have same reporting time. According the names is entered in the register. The time office keeps a watch on the punctuality of the staff coming in according to the schedule provided by each department. Every time office offers a flexibility of punctuality. A tolerance of min is allowed but not daily but accessional. There is no register for outgoing time because of the flexibility in working hours.

Holidays
One day off is permissible per week. This off is usually on Sundays. However if a staff is called for duty on Sunday that holidays can be compensated on any other forthcoming working day.

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 Leave
There are three types of leaves that the staffs are entitled to. They are.

Casual leave (CL) Earned leave (EL) Medical leave (ML)

In a year an employee is entitled to 6 Casual leaves 18 Earned leave 12 Medical leaves. The times office is open till 12 in the night. After 12 nobody comes in for duty. The staffs that sit in the time office mark on the column of the person who did not sign in that day & did not inform the time office. An A is not marked. On the next day in case the employee brings in a sanctioned leave note, in place of the red line a leave is marked. A leave is considered as a working day for the employee. If the leave is marked the employee is entitled to salary for that day. It is preferred that the employee informs beforehand that he would not be coming for duty. But in case he does not inform earlier after joining back to his duty he is required to given in his leave application duly signed by the HOD. The entire employees are covered by insurance. United India insurance Bhopal offers the insurance schemes. The insurance that is offered is as follows: All employees with adventurous jobs, marketing, circulation recovery, production staff, reporters, photographers, cashers, electricians & drivers are insured.

The risks are four types: Death due to accident 100% Crippled for life due to accident 100% Permanent injury of small parts of the body fixed % age Temporary infirmness due to accident fixed weekly % age +40% of total expenditure or 100% of total insurance amount whichever is less. [15]

 Procedure for application of leave

Leave application forms are available at the time office. If an employee has to go on leave he should first fill the leave form which is availed at the time office, get the sanction from his HOD & then submit to the time office where it will be filled & a leave would be marked in the attendance register. In the form there is column where the choice of leave is to be filled, i.e. CL or ML or ML. in case the staff does not know how many leaves he has left & still fills the form then his leaves are adjusted with EL or LP (leave without pay). The staff of the time office does this adjusted. If however, the staff could not submit the leave application before hand, a tolerance of 72 hours is offered to him. When he joins his duty again within 72 hrs. He has to submit his leave duly accepted by his HOD if he does not do this he is marked LWP. If an employee falls ill & does not attend duty for more than two days, then he is required to bring along with him a medical certificate from a registered to bring along with him a medical certificate from a registered doctor, attached with the leave application sanctioned by the HOD. This is to be submitted in the time office after which his medical leave is the register.

Tours
Staffs that go out on tours are on duty & have to be paid for the days that they are on tour. A form obtained from the time office is to be duly filled before they leave for the tour. This form consists of three sections. This form along with the travel tickets I submitted back at the time office after the staff is back from the tour. The first part of the form is meant for the time office reference, the second part is for the TA & DA, the third part is to verify the [16]

time of departure. The HOD of the destination to which the staff on tour had been signs the third part. This is to verify the time & the date of the departure of this staff. In case the destination to which the staff has gone does not have a HOD or manager, the HOD of his department here in this concern verifies the period of tour.

Compensatory leave
An employee if called for duty on his non working day would have to come for duty, however he is entitled to the facility of compensatory leave this means that if he works on his holiday he could adjust this holiday in the future against a working day. For this he has to fill in a form that is availed at the time office. This form is to be filled at the time the employee is called for duty. This form has to be signed by the HOD & kept with the employee. During the time when he needs the compensation another form is filled which is availed at the time office. Both the aforesaid forms are submitted to the time office & his compensatory holiday is sanctioned.

Late slip
Employees have particular incoming time. If late above the tolerance time, a late slip is issued to them. There late slips issued imply that the employee has lost days salary, that is, it is considered that he taken leave without pay.

Overtime
Overtime is offered to the people in the production department. This is because they are the employees that have fixed working time. There is a common form that is to be filled by the employees that have stayed back for overtime during that day. The HOD signs this forms. This form then is filled at the time office & entered in a register.

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 Dispatch
Dispatch deals with all the post that comes in & goes out from Bhaskar. There are various types of dispatches that are taken up by the time office.

Newspapers
All the newspapers that have to be mailed are done through the time office. According to the list given to the time office the newspapers are mailed to the destinations.

Subscription copies
People who stay outside the city of Jaipur & still want to be informed about the happenings of Jaipur or Rajasthan can subscribe for this newspaper. They will pay for the paper & also for the postage. Taking orders for subscription is not the work of the time office. Only dispatching of the mails to the people who have their subscription is done at the time office. A part from this the time office under dispatch also takes care of letters. There are two types of letters: 1. Envelope Closed 2. Book Post Book post less as compared to envelope closed.

Free copies
There are some people to whom newspapers are sent without them being charged for it. In other word they can be called complementary copies. These complementary copies are sent to newspaper officials only outside jaipur. The receiver of these copies neither pays for the paper nor does he pay for the postage.

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 Incomings mails
All the incomings mails are brought from the post office to the time office. For the post of security: box no. is available.

Courier
The entire courier sent or received is recorded in a courier register. The entire in the register is as follows

For incoming courier

S no. Date Courier Name Of respect

No. To From Sign of the person deptt.

For outgoing mails

S no. Date Sent from

To

Courier

Sign

There are six centers in the state of Rajasthan for Bhaskar. The courier that goes to these places is fixed. And are usually the same always but the courier that has to go states other than Rajasthan are different from the in state courier. Times are fixed for the different dispatch to different places via different couriers. Taxies transport bulk mails that have to go the center. The six centers are Ajmer, Shri Ganganagar, Jodhpur, Bikaner and Jaipur. [19]

 Vehicles
Bhaskar has a no. of vehicles for the staff that is of the use of people who do the field job such as reporters, marketing personals, photographers etc. An application form is brought from the department for which the vehicle is needed. The time office then looks in to if there is any vehicle available and allots the vehicle to tem. Every vehicle has its own driver put in his place. The time office also sees to the maintenance of the vehicle.

Procedure
The time office issues a form to the person who requires the vehicle. This form is then duly signed by the Head of the department and brought back to the time office where the vehicles are issued to the concerned person. In the form details like the driver of the vehicles, the person going in the vehicles, time of departure, schedule etc. are to be filled. The KM reading before the vehicle leave the campus is noted. This reading is again noted when the vehicle is back from the trip. The meter readings are noted in three different places. 1. Time office 2. Vehicle log book (in the vehicle) 3. Application form

Every vehicle has its own register in the time office; this is meant for the crosschecking of the log book that is there in the vehicle, which is maintained by the driver.

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INTRODUCTION TO THE ORAGANIZATION

Diversification of Bhaskar group:

Textile Oil Extraction and Refining FMCG Cable TV Family Entertainment Art and Culture Event promotion and Retail marketing Education FM Radio Multi Media Desk Real Estate Shopping Mall

TEXTILE:
IN 1996, Bhaskar had diversified into textile and set up spinning unit at Mandideep, near Bhopal, Dist. Raisen, MP in the name & style of M/s. Bhaskar Industries Ltd. The business has since grown into an integrated source with spinning, weaving and processing facilities that compare with the best in the world. The plant was awarded the ISO 9002 certificate for total quality control in 2002 and Bhaskar Industries is now a significant player in Indias textile sector.

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 OIL EXTRACTION & REFINING

Bhaskarexxols Ltd. Sharda Solvents Ltd.

Solvent extraction and oil processing activity commenced with Soya processing. It now includes edible oil refining and processing of vanaspati ghee as well. Distributed locally Bhaskar oil is now a significant local brand.

ART& CULTURE :

Abhivyakti

Abhivyakti is the cultural arm and nonprofit center sponsored by the Bhaskar group. It provides aspiring artists of all age groups with instruction and facilities to develop and project their talent. Abhivyakti functions like an event management organization focused on establishing a platform for artists to learn and perform.

FMCG :
BhaskarVenkatesh Ltd. Engaged in the marketing of salt.

CABLE TV :
BhaskarMultinet Ltd.:

In Manipur, Indore, Mhow, Mandsaur, Jabalpur, Ajmer & Bhopal cities with 7 mass interest channels. Covers total universe of 12 lakh households (population 50 lakh) and a C&S household population of over 5 lakh. The group is having its own well equipped studio with all modernized equipments. This is the First network in India using digital network. [22]

 FAMILY ENTERTAINMENT :

The family entertainment center set up by Bhaskar group at Gwalior situated in the heart of the city, the 15 acre complex is the only recreation center in the town. Sun City brightens visitors experience with a blaze of cheery leisure options including food courts, a shopping mall, virtual and live shows, celebrity shows, adventure rides, boating and 3D cinema.

SUN CITY

EDUCATION :
The Sanskar valley school, Bhopal.

Bhaskar group has a mission of presenting Bhopal has a quintessential center of education. This zeal and passion conceptualized into founding of The Sanskar valley school a coeducational, day boarding cum residential, KG to class XII School. The school is spread over a picturesque area of 37 acres. The school is affiliated to the ICSE board. Bhaskar group is making The Sanskar valley school the destination of choice for all those who care about education. [23]

 FM RADIO :

One of the most exciting and the fastest growing brand in FM radio space is 94.3. MY FM is the FM radio station network of Synergy Media Entertainment Ltd, SMEL- a wholly owned company of The Bhaskar group.

MULTIMEDIA DESK:
I MEDIA CROP. Ltd (IMCL)

IMCL has acquired a short code 54567 to conduct various activities mentioned as under:-

Make Newspaper interactive Public demand in interactive ADVT. Latest score Subscription services Snap pools Horoscope Locality sale Weekend planning [24]

Contests

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 REAL ESTATE:

Aditya Avenue, Bhopal Sunrise of a new lifestyle Independent villas Well designed campus with beautiful landscape 100% power backup Broadband internet connectivity in each villa 27000 sqft central park Jogging track Superstore 7.5 m paved internal road

SHOPPING MALL:

BHASKAR MALL
The first mall of the city spread over 5.9 acres of land with a GLA of approx 800000 sq. ft. having a huge parking space.

One hypermarket on single level. Three department stores. Nine superstores and 90 vanilla stores. 11F&B outlets + 50400 sq. ft. food court. Five screen, 1300 seat multiplex. [26]

20,250 sq. ft indoor family entertainment center.

Growth & Development

Growth and Development at Bhaskar Continuous development of employees is essential for improving their performance at Bhaskar. The process is critical for attracting and retaining a knowledgeable and skilled workforce. The purpose of the growth and development policy is: To promote a healthy sense of compensation as well as job satisfaction among. To identify, train and develop competent personnel with growth potential and to provide motivation for higher performance. Foster a culture of learning within the organization.

Performance Appraisals: Bhaskar believes in KRA (Key Result Area) mode of evaluation. These KRAs are specific to the functional area and provided to each of the employee and to the new employees on joining by their immediate senior. The KRAs are in sync with the organizational goal, job responsibility and the performance expected from the employee. When is the appraisal carried out? Appraisal is carried out on an annual basis in March and October for the financial year gone by, or for the designated period on case to case basis. Employees joining Bhaskar are informed of their appraisal period in their offer letter.

Example: for the employee joining 1st April to 30th September 2010, the appraisal will be in March 2011. On the other hand, for the employees joining between 1 st October 2010 to 31st March 2011, the appraisal will be in October 2011 and then next in March 2010.

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Who does the appraisal? Appraisal is done by the immediate reporting designation. And any issue\disagreement is resolved in discussion with the next senior level.

Career Development: Bhaskar provides opportunities to its employees for participating in activities which will enhance their specific job skills, their overall professional strengths, and their personal development. This policy is applicable to all employees of Bhaskar at all the locations. Criteria used for nomination for training: Training needs will be identified during the performance appraisal process by the appraisee and appraiser. It may also be accomplished through training needs surveys undertaken by the HR department from time to time. The criteria used for the nomination for training are:

Employees interest / self nomination (M3+). Must be routed through the Department Head with justified reasons, cost details, department head approval at least 15 days in advance to the date of training. HR will revert within 3 days on the approval, excluding the day on which the communication is received. Managers nomination to specific development areas. Driven by the business need. By the national vertical head, based on skill gap/performance management data. State head/Unit head or HOD and corporate HR. It must be ensured that the equal opportunity is provided to each deserving employee.

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Milestones:

2009

Inauguration of Bhaskar Print Planet at Changodar, Ahmadabad by NarendraModi, chief minister, Gujarat, on November 13, 2009 Installation of KBA printing machines imported from Germany at Jaipur and Ahmadabad facilities Launch of DB Star Jodhpur editions on Aug15, 2009

2008

DainikBhaskar completes fifty glorious years as a leading Hindi publication Business Bhaskar, a Hindi financial newspaper, was launched in Bhopal, Indore, Raipur, New Delhi, Panipath, Jalandhar and Ludhiana with separate editions for each of these cities

Launch of DainikBhaskar editions in Pali, Nagaur, Bhilai, Ratlam and Shimla Launch of DNA in Jaipur as a franchise by DB Corp Ltd Launch of editions of DB Star in Bhopal and Indore MY FM consolidates its network with 17 radio stations in 7 states, across India

2007

Launch of DB Gold the first compact newspaper in Gujarati from Surat Launch of DNA in Ahmadabad and Surat as a franchise by DB Corp Ltd Launch of Young Bhaskar Magazine for children and Lakshya, a career magazine MY FM enhances its reach to 14 cities across India Launch of DainikBhaskars Ludhiana edition on Dec 15 Launch of DivyaBhaskarsBhuj edition on July 30, making it the only Gujarati newspaper with seven editions in Gujarat Launch of DivyaBhaskars Rajkot edition on Nov 01

2006 [30]

Entry in Punjab with launch of Amritsar and Jalandhar edition on Oct 08

2005

Inception of DB Corp Ltd, pursuant to the demerger of publishing business of Writers and Publishers Limited (WPL) The DainikBhaskar group won license from Ministry of Information and Broadcasting for launch of radio business, through their subsidiary, Synergy Media Entertainment Ltd (SMEL), in seventeen stations, in the name of MY FM

AHA! Zindagi magazine launched in Gujarati language IMCL, a new web media company was formed as a subsidiary of DB Corp

2004

Launch of new Hindi magazine, AHA! Zindagi, the first of its kind on lifestyle and positive thinking

In

their

first

merger

and

acquisition,

the

DainikBhaskar

group

acquired

SaurashtraSamachar the sixty years old, largest circulated daily newspaper of Saurashtra

Launch of DivyaBhaskars Baroda edition on Sept 12 Initiated presence in Maharashtra with the launch of DivyaBhaskars Mumbai edition in July Launch of DivyaBhaskarsSurat edition on March 28

2003

Launch of DivyaBhaskar from Ahmedabad on June 22. This was the biggest launch of any new edition, across languages, across territories in India where the daily was launched with 4,52,000 copies on day first and became the leading publication in Ahmadabad city

2001

DainikBhaskar Group further consolidated its position by launching Faridabad edition, in Haryana state, after two editions from Panipat and Hisar [31]

2000

DainikBhaskar group expands presence to Haryana state on June 04, by launching Panipat and Hisar editions Launch of DainikBhaskars Chandigarh edition on May 07

1999

Launch of DainikBhaskars sixth edition of Rajasthan from Kota city, the educational hub of the country.

1998

Launch of DainikBhaskars fifth edition of Rajasthan from Udaipur on May 31

1997

Launch of DainikBhaskars fourth edition of Rajasthan from Bikaner on Oct 16 Launch of the third edition in Rajasthan from Jodhpur on Aug 03 Launch of the second edition in Rajasthan from Ajmer on April 06

1996

Launch of DainikBhaskars Jaipur edition in Rajasthan on Dec 19. This development marked a critical point for the company, which significantly altered the strategic direction and growth plans of the company

1995

Dainik Bhaskar emerged as the number one newspaper in Madhya Pradesh and was declared the fastest growing daily in India, by the Readership Survey

1993

Launch of Dainik Bhaskars Bilaspur edition on September 20

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1988

Launch of Dainik Bhaskars Raipur edition

1983

Launch of Dainik Bhaskars Indore edition - the first and biggest move outside home town of Bhopal on March 05

1981

Dainik Bhaskars Bhopal edition became the largest news paper of Bhopal City

1977

Indias one of first web offset machine got installed at Dainik Bhaskar for Bhopal edition, against uniform prevalent practice of rotary machine

1958

Dainik Bhaskar launches its first edition in Bhopal on August 13

RESEARCH METHODOLOGY

Title Of The Project :Stress Management of Dainik Bhaskar at Jaipur. Duration Of The Project :Duration is from 15th MAY 2011 to 30th JUNE 2011 [33]

 Objective of the Study :Stress is a dynamic condition in which an individual is confronted with an opportunity, demand or resource related to what the individual desires and for which the outcome is perceived to be both uncertain and important. This is a complicated definition. Stress is not necessarily bad in and of itself. Although stress is typically discussed in a negative context, it also has a positive value. Its an opportunity when it offers potential gain. Consider for example, the superior performance that an athlete or stage performer gives in clutch situations. Such individuals often use stress positively to rise to the occasion and perform at or near their maximum. Similarly, many professionals see the pressures of heavy workloads and deadlines as positive challenges that enhance the quality of their work and the satisfaction the get from their job. 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, 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. This research is to carry out the study that how much stressed the employees of the banks are and how do their stress affect their work life, social life, output etc. so a sample of 14 to 15 employees are selected from all the three banks for the research of stress among them.

Types Of Research :Sampling Frame: The list of sampling units from which sample is taken is called sampling frame. Jaipur City map was studied thoroughly and samples were selected from the place in a scattered manner to get effective result.

Sample Size and method of selecting sample :I have taken the sample of 50 employees from three different organization of Jaipur. All the employees were of the same designations.

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Reason: As we find the employees of the bank to be more stressful as more and more employees are taking VRS and are dismissed because of inflation. I have selected only those three banks which are affiliated to the public and are specialized in consumer needs fulfillment. It is incumbent on the researcher to clearly define the target population. There are no strict rules to follow, and the researcher must rely on logic and judgment. The population is defined in keeping with the objectives of the study. Usually, the population is too large for the researcher to attempt to survey all of its members. A small, but carefully chosen sample can be used to represent the population. The sample reflects the characteristics of the population from which it is drawn. Sampling methods are classified as either probability or non probability. In probability samples, each member of the population has a known non-zero probability of being selected. Probability methods include random sampling, systematic sampling, and stratified sampling. In non probability sampling, members are selected from the population in some nonrandom manner. These include convenience sampling, judgment sampling, quota sampling, and snowball sampling. The advantage of probability sampling is that sampling error can be calculated. Sampling error is the degree to which a sample might differ from the population. When inferring to the population, results are reported plus or minus the sampling error. In non probability sampling, the degree to which the sample differs from the population remains unknown.

Random sampling is the purest form of probability sampling. Each member of the population has an equal and known chance of being selected. When there are very large populations, it is often difficult or impossible to identify every member of the population, so the pool of available subjects becomes biased. Systematic sampling is often used instead of random sampling. It is also called an N th name selection technique. After the required sample size has been calculated, every N th record is selected from a list of population members. As long as the list does not contain any hidden order, this sampling method is as good as the random sampling method. Its [35]

only advantage over the random sampling technique is simplicity. Systematic sampling is frequently used to select a specified number of records from a computer file. Stratified sampling is commonly used probability method that is superior to random sampling because it reduces sampling error. A stratum is a subset of the population that shares at least one common characteristic. The researcher first identifies the relevant stratums and their actual representation in the population. Random sampling is then used to select subjects from each stratum until the number of subjects in that stratum is proportional to its frequency in the population. Stratified sampling is often used when one or more of the stratums in the population have a low incidence relative to the other stratums. Convenience sampling is used in exploratory research where the researcher is interested in getting an inexpensive approximation of the truth. As the name implies, the sample is selected because they are convenient. This non-probability method is often used during preliminary research efforts to get a gross estimate of the results, without incurring the cost or time required to select a random sample. Judgment sampling is a common non-probability method. The researcher selects the sample based on judgment. This is usually an extension of convenience sampling. For example, a researcher may decide to draw the entire sample from one "representative" city, even though the population includes all cities. When using this method, the researcher must be confident that the chosen sample is truly representative of the entire population.

Quota sampling is the non-probability equivalent of stratified sampling. Like stratified sampling, the researcher first identifies the stratums and their proportions as they are represented in the population. Then convenience or judgment sampling is used to select the required number of subjects from each stratum. This differs from stratified sampling, where the stratums are filled by random sampling. Snowball sampling is a special non-probability method used when the desired sample characteristic is rare. It may be extremely difficult or cost prohibitive to locate [36]

respondents in these situations. Snowball sampling relies on referrals from initial subjects to generate additional subjects. While this technique can dramatically lower search costs, it comes at the expense of introducing bias because the technique itself reduces the likelihood that the sample will represent a good cross section from the population.

Scope of Study
The Stress Management policy covers all Services of the Council and as such is the responsibility of all Elected Members, Directors, Area Managers, Service Managers and any employee in a supervisory role. To manage stress effectively, managers will promote and maintain systems of management and behavior at work consistent with the principles of this policy and of the various strategies outlined in the section on management interventions. The Occupational Health Adviser, who is in the Health and Safety Team, is available to all employees of the Highland Council. The Service is confidential and information will only be divulged with the consent of the individual concerned. However in certain circumstances the Occupational Health Adviser, with the knowledge of the employee, will advise on employment issues e.g. ability to carry out their normal range of duties.

The Occupational Health Adviser will encourage and support activities which promote good health and a healthy lifestyle. Employees also have a responsibility and will be expected to co-operate in the implementation of the Council's Stress Management policy, and to report matters of concern relating to health and safety, including stress at work, to an appropriate manager/supervisor.

[37]

 Limitations of Study
Non-availability of the respondents due to their busy schedule. Biasness and non seriousness of the respondents while filling the questionnaire. Certain questions were straight and respondents were resistant to answer them. The sample size was not sufficient. Certain questions were framed only to form the background of other questions & to create the interest of the respondents.

[38]

FACTS & FINDINGS

It is analyzed from the questionnaire filled by the employees that the employees who have
scored more than 20 marks in the burnout test are not satisfied with the performance which they give in the organization. Thus it is proved that the employees who are desired to give better performance than their original performance are found more stressful than the others. While at the same time the employ that have scored less than 40 marks in the burnout test are satisfied with the performance. From the sample of 50 employees who have been surveyed, one is found to be a heart patient. This can be because of high level of stress. Very rare of the employee are to be found suffering from depression. It is proved from the survey that the employees who have scored more than 45 marks in the burnout test are concern about the opinion of their colleagues and the employees who got less than 45 marks do not mind about their colleagues opinion. Thus it is proved that the colleagues opinion also play a lead role in the increase and decrease of the stress level. Those who mind about their colleagues opinion are found to be more stressful. The employees who have scored 48-49 marks in the burnout test dont believe in sharing their problems with their spouse or friend or any closed one. Thus we can say that sharing your problems with your spouse or close friends is a better idea to reduce stress. In the second questionnaire one of the question was You have an important function at your home and your boss asks to give a 4 hour over time what will be your response Yes or No? the employees have given their opinion as per their mood.

[39]

While considering the point of view of entertainment it depends upon the mood of the employees. The entertainment is considered one of the most ultimate solutions to reduce stress. Most of the employees do not spend regular time in entertainment. This may be because they may not be getting time for entertainment or they may not be interested in the same. One of the questions was asked that were their social life balanced? It is observed that the employees who have scored above 40 marks in the burnout test did not have their social life balanced. Thus we can conclude that the employees who are above 40 dont have their social life balanced. Thus it is proved that stress may affect our social life also. The employees were asked whether they plan their work or not, moderate answers were given. The employees scoring more than 45 marks were not found their work planned. Thus the employees who plan their work have scored below 45 marks in the burnout test except some cases as there are always some drawbacks in making plan. Failure of a plan may also lead a person to stress. Thus we can conclude that planning of the work may help to reduce stress level. Most of the employees who have scored more than 40 marks fear about their quality of work they give. This aspect is not dependent of the burnout level. This aspect depends upon the dedication of work. So it is meaningless to compare this question with the burnout test. A question was asked that weather you get stressed at the non-achievement of their target? All the employees have responded positively. But this is not concern with the burnout score. From this we can conclude that all the employees are given achievable target and naturally by the non-achievement of the target all the employees may get stressed. One of the other possibilities is that the employees have responded positively to show themselves to be good.

[40]

The employees having more than 30 marks in the burnout test says that they are under stress. Out of 50 employees of the sample 40 of the employees accepted that the reason for their stress is workload. 40 employees are not stressed because of the workload but because of their family problem. 30 of the employees are not suffering from stress. 44 employees out of 40 employees who are stressed feel stressful when their boss scolds them while 46 employees refused that they are not stressed because their boss scolds them. All the 50 employees have accepted that they try to find the solution of their stress. 40 employees out of 50 employees practice yoga to reduce their stress and the other 40 employees dont practice yoga. The burnout scores of the employees who practice yoga are either more than 45 or less than 40. Thus we can conclude that the employees have reduced their stress by yoga therapy and other employees have just started the yoga because of high level of burnout The above analysis is done by the data received from the questionnaire. So the accuracy of data depends upon the response of the employees.

[41]

ANALYSIS AND INTERPRETATION

A TABLE SHOWING THE FEELING OF THE PHYSICAL WORKING CONDITION OF THE ORGANIZATION Option Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied No. Of Respondents 12 9 14 7 8 50 Percentage 24% 18% 28% 14% 16% 100%

A CHART SHOWING THE FEELING OF THE PHYSICAL WORKING CONDITION OF THE ORGANIZATION

[42]

Inference: 24% feel Highly Satisfied about the working condition of the organization, 18% feel Satisfied, 28% feel Neutral, 14% feel Dissatisfied and 16% feel Dissatisfied about the working condition of the organization.

A TABLE SHOWING THE FEELING OF THE PSYCHOLOGICAL WORKING CONDITION OF THE ORGANIZATION

Option Highly Amicable Cordial Neutral Strained Very Poor

No. Of Respondents 8 5 11 21 5 50

Percentage 16% 10% 22% 42% 10% 100%

A CHART SHOWING THE FEELING OF THE PSYCHOLOGICAL WORKING CONDITION OF THE ORGANIZATION

[43]

Inference-16% of the respondents feel that the psychological working condition of the organization is highly amicable, 10% of the respondents feels that the psychological working condition of the organization is cordial, 22% feels it is neutral, 42% of the respondents feels that the psychological working condition of the organization is strained, and the rest 10% feels it is very poor.

A TABLE SHOWING THE WORK LOAD

Option Strongly Agree Agree Undecided Strongly Agree Disagree

No. Of Respondents 22 10 9 5 4 50

Percentage 44% 20% 18% 10% 8% 100%

[44]

A CHART SHOWING THE WORK LOAD

Inference- 44% of the respondents strongly agree that they are overloaded with work, 20% agree that they are overloaded with work, 18% are neutral to the said issue, 10% strongly disagree and 8% disagree that they are overloaded with the work.

A TABLE SHOWING NO.OF LEAVE IN THE ORGANIZATION

[45]

Option Physical Mental Both

No. Of Respondents 18 18 14 50

Percentage 36% 36% 28% 100%

A CHART SHOWING NO.OF LEAVE IN THE ORGANIZATION

[46]

A TABLE SHOWING THE KIND OF STRESS YOU SUFEER IN YOUR JOB

Option Physical Mental Both

No. Of Respondents 18 18 14 50

Percentage 36% 36% 28% 100%

A CHART SHOWING THE KIND OF STRESS YOU SUFEER IN YOUR JOB

[47]

Inference: 36% say that they suffer from physical stress from their job.36% say that they suffer from mental stress from their job and 28% say they suffer from both mental and physical stress from their job.

A TABLE SHOWING THE LEVEL OF STESS YOU FEEL IN THE JOB

Option Very High High Moderate Low Very Low

No. Of Respondents 20 15 6 4 5 50

Percentage 40% 30% 12% 8% 10% 100%

A CHART SHOWING THE LEVEL OF STESS YOU FEEL IN THE JOB

[48]

Inference: 40% of the employees feel that stress in their job is very high, 30% people feel that stress in their job is high, 12% feel it is moderate, 8% feel that stress in their job is low and 10% feel that stress in their job is very low.

A TABLE SHOWING KIND OF STRATEGIES WHICH PEOPLE IN THE JOB HAVE TO TAKE

Option Exercise Meditation Listening Music Take a walk Spend time with children

No. Of Respondents 10 15 16 7 2 50

Percentage 20% 30% 32% 14% 4% 100%

[49]

A CHART SHOWING KIND OF STRATEGIES WHICH PEOPLE IN THE JOB HAVE TO TAKE

Inference: 20% said that exercise is a good strategy to reduce stress, 30% said that meditation is a best strategy, 32% said that listening to music is a better way to control stress, 14% said it is walking, 4% say spending time with children.

A TABLE SHOWING THE COMPANY-WIDE PROGRAMS THAT COULD BE ADAPTED TO MANAGE STRESS

[50]

Option Employee Counseling Training & Development Program Autonomous Work Groups Health Groups Transport Subsidy

No. Of Respondents 12 16 5 7 10 50

Percentage 24% 32% 10% 14% 20% 100%

A CHART SHOWING THE COMPANY-WIDE PROGRAMS THAT COULD BE ADAPTED TO MANAGE STRESS

Inference: 24% say employee counseling is the best program that could be adapted to manage stress, 32% say training and development program is the best program that could [51]

be adapted to manage stress, 10% autonomous work groups is the best program that could be adapted to manage stress, 14% say health clubs is the best program that could be adapted to manage stress and 20% say health clubs is the best program that could be adapted to manage stress. A TABLE SHOWING LEVEL OF STRESS IN THE ORGANIZATION

Option Very Heavy Heavy Normal Low Very Low

No. Of Respondents 11 11 14 13 1 50

Percentage 22% 22% 26% 28% 2% 100%

A CHART SHOWING LEVEL OF STRESS IN THE ORGANIZATION

[52]

Inference: 22% of the respondents feel that they experience very heavy stress in the organization, 22% told that it is heavy, for 28% the stress level is normal, for 26% it is low and for the rest 2% of the respondents the level of the stress is very low.

A TABLE SHOWING EXCEED TO TIME AVAILABLE IN THE ORGANIZATION

Option YES NO

MANAGER 18% 32% 50%

EMPLOYEE 22% 28% 50%

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A CHART SHOWING EXCEED TO TIME AVAILABLE IN THE ORGANIZATION

[54]

A TABLE SHOWING PERFORMANCE IN THE ORGANIZATION

Option Always Sometime Rarely

MANAGER 18% 14% 18% 50%

EMPLOYEE 18% 24% 8% 50%

A CHART SHOWING PERFORMANCE IN THE ORGANIZATION

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SITUATION RESPONSIBLE FOR LACK OF INTEREST AT WORK IN THE ORGANIZATION Option A B C D E F G H I J No. Of Respondents 4 7 4 4 5 5 5 4 6 6 Percentage 8% 14% 8% 8% 10% 10% 10% 8% 12% 12%

There is,
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A- Improper lighting B- Lack of communication C- Noise D- Low morale E- Poor infrastructure F-Lack of responsibility G-Unsatisfied working condition H-Indiscipline I- Delayed decision J-Lack of proper communication

SITUATION RESPONSIBLE FOR LACK OF INTEREST AT WORK IN THE ORGANIZATION

[57]

A TABLE SHOWING THE GROWTH OF STRESS ALONG WITH THE RESPONSIBILITY LEVEL

[58]

Option YES NO

No. Of Respondents 25 25 50

Percentage 50% 50% 100%

A CHART SHOWING THE GROWTH OF STRESS ALONG WITH THE RESPONSIBILITY LEVEL

Inference-50% people say that the stress grows along with the responsibility level 50% it is not.

[59]

A TABLE SHOWING YOUR SATISFACTION LEVEL IN THE CURRENT JOB

Option Highly Satisfied Satisfied Natural Dissatisfied Highly Dissatisfied

No. Of Respondents 13 14 13 5 5 50

Percentage 26% 28% 26% 10% 10% 100%

A CHART SHOWING YOUR SATISFACTION LEVEL IN THE CURRENT JOB

[60]

Inference - 26% are highly satisfied with their current job.28% are satisfied, 26% are neutral on the issue, 10% are dissatisfied by the current job. 10% are highly dissatisfied with their job.

A TABLE SHOWING NECESSITY OF STRESS MANAGEMENT PROGRAMME

Option YES NO

No. Of Respondents 30 20 50

Percentage 60% 40% 100%

A TABLE SHOWING NECESSITY OF STRESS MANAGEMENT PROGRAMME [61]

Inference: 60% of the respondents feel that stress management programmed is useful for the organization; rest 40% of the respondents feels it is not required.

SWOT

STRENGTH:

The capabilities, Resources and Advantages of an organization.

WEAKNESS: [62]

Things the organization is not good at, areas of resource scarcity and areas where the organization is vulnerable.

OPPORTUNITY: The good opportunities open to the organization, which perhaps exploit its strengths or eliminate its weaknesses.

THREATS: Things that can damage the organization, perhaps as people exploit its limitations or as its environment changes.

The Stress SWOT tool is a variant of this technique, focused on helping you to understand your unique strengths and weaknesses in the way you manage stress. It also helps you to identify the resources you have available to you, and points out the consequences of managing stress poorly.

CONCLUSION

1.

Stress arises due to Workload, change in Organizational Policies, Structure,

Process, Duties and Conflict. [63]

2.

Effect of stress on organization decreases in employers performance, development of negative thinking in employees.

3. 4.

Dainik Bhaskar is a number one newspaper in industry. Various major individual copying strategies to solving stress in employees.

The present study was conducted at Dainik Bhaskar in Jaipur. 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 ishighly stressed & needed prevailing in the organization to someextent.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.

STRESS MANAGEMENT

[64]

One of the greatest problems faced by people today is stress. Even successful people who
seem to have their lives in order are afflicted by stress related problem. To show you how great a problem it has became in the unites states in the last 100years, all you need to know is that century, the top ten killers of people in the u.s. ,where all infectious diseases. In the 1990s, the top ten killers are all stress- related diseases. In India, the statistics show, the rate of people suffering from the heart-related problem has gone up nine times within the last four decades. Although there is absolutely no doubt that stress is killing many people, disabling many more and costing industry crores of rupees every year, it is these environmental changes that have made stress more pronounced. These days stress is ubiquitous. None can escape stress. As a matter of fact stress has its origin in the body chemistry which has remained unchanged since the man came in the earth. In todays context, stress is a costly business expense that affects both employee health and company profiles. Stress is not necessary bad in and of itself. Although stress is typically discussed in a negative context, it also has a positive value. Its an opportunity when it offers potential gain. Consider, for example, the superior performance that an athlete or stage positively to rise to the occasion and perform at or near their maximum. Similarly, many professionals see the pressures of heavy workloads and deadlines as positive challenges that enhance the quality of their work and the satisfaction they get form their job.

Background of stress
The theory of General Adaptation Syndrome states that when an organism is confronted with a threat, the general physiological response occurs in three stage viz. alarm reaction, resistance reaction and state of exhaustion. There are three stages:1. Alarm reaction 2. Resistance reaction 3. Stage of exhaustion [65]

1. Alarm Reaction
The first stage includes an initial Shock phase in which resistance is lowered, and a counter shock phase in which defensive mechanism become active. Alarm reaction is characterized by autonomous excitability; and adrenaline discharge; increased heart rate; muscle tone, and blood content; and gastro-intestinal ulceration. Depending on the nature and intensity of threat and the conditions of the organism the severity of the symptoms may differ from a mild invigoration to disease of adaptation.

2. Resistance Reaction
The second stage maximum adaptation occurs during this stage. The bodily signs of alarm reaction disappear. Resistance increases to levels above normal. If the persists, or the defensive reaction proves ineffective, the organism deteriorates to the next stage.

3. State of Exhaustion
Adaptation energy is exhausted, signs of alarm reaction reappear, and resistance level begins to decline irreversibly the organism collapses.

Level of Resistance

One of the major shortcomings of this theory is that the related research was carried out on animals where the stressors are usually physical or environment and this is not always the case in relation to human organism. The concept of general adaptation syndrome is, therefore, not given weight age in the present days. Present day human is being [66]

compressed by stresses from various sources such as his own psychological and physical make up; the familiar demands, the social demands, the demands of the job etc. Whenever a superior scold a subordinate, the latters body chemistry acts in the same way it did in the cave man when he was threatened by a tiger. Even all his body functions race up to meet the emergency. However, physical emergency there is none. This additional burst of energy is not only useless for him but is harmful. He can neither fight physically with the superior nor leave the place of work. The adrenaline is metabolized. These metabolic changes act on various balancing and self-correcting mechanisms of the body. The result is the psychosomatic diseases.

What is Stress?
Stress is basically the impact of one object on another as per medical explanation; the term stress is the bodys general response to environment situation Excessive stress is a negative & unpleasant, condition which may be experienced when a person perceives that she/he is unable to meet the demands and pressures that are placed upon then. Stress is the "wear and tear" our bodies experience as we adjust to our continually changing environment; it has physical and emotional effects on us and can create positive or negative feelings. Stress is an adaptive response mediated by individual characteristics and

[67]

psychological processor that is a consequence of any external action, situation or event that places special physical and psychological demand upon a person.

According to Behr & Newman

Job stress is a conditions arising from the interaction of people & their jobs and characterized by changes within people that forces them to deviate from their normal functioning. Stress is takes as an adaptive response to external factor that result in to physical, psychological and behavioral deviations in an individual.

Causes of Stress
There may be number conditions in which people may feel stress. Conditions that tend to cause stress are called stressors. Although even a single stressor may cause major stress, like death of near one, usually stressors combine to press an individual in a variety of ways until stress develops. Various stressors have been presented in this figure.

Individual stressors Life and career changes Personality type Role characteristics

Organizational stressors Organization polices Organizational structure Organizational processes Physical condition Individual Stress [68]

Extra organizational

stressors
Social changes Technological changes Community conditions Economic condition

Group stressors Group cohesiveness Social support Conflict

1. INDIVIDUAL STRESSORS --There are many stressors at the level of individual which may be generated in the context of organizational life or his personal life. There are several such events which may work as stressors. These are life and carrier changes, personality type, and role characteristics. 2. GROUP STRESSORS. ---Group interaction affects human behavior. Therefore, there may be some factor in group processes which act as stressors. 3. ORGANISATIONAL STRESSORS --An organizational is composed of individuals and group stressors may also exist in organizational context. However, there are macro level dimensions of organizational functioning which may work as stressors.

4. EXTRA ORGANISATIONAL STRESSORS ---Since an organization interacts continuously with its environment, event work performance. Thus, poor physical conditions also work as stressors. Thus, social and technical changes, economic and financial conditions, social class conflicts, community conditions, etc.

[69]

Effects of Stress
Generally, stress is considered to be negative, there by meaning that it has negative consequences. However, stress has neutral connation: it is only the degree of stress which produces positive or negative consequences. From this point of view, stress can be classified as Eustress or distress.

Eustress: Eustress denotes the presence of optimum level of stress in an individual which contributes positively to his performance to new and better ways of doing their jobs. In certain jobs, such as sales, creativity (journalism, radio/ television announcement. Where time pressure is significant). A mild level of stress contributes positively to productivity.

Distress: Distress denotes the presence of high of stress in an individual which affects job performance adversely and creates many types of physical, psychological, and behavioral problems.

Emotional Effects of Stress

[70]

4 0% 3 5% 3 0% 2 5% 2 0% 1 5% 1 0% 5% 0% 0% 28% 24%

36% S uicidal D epres s ed Is olated/Alone None of thes e D ont know refus ed 4%

8%

LEVEL OF STRESS & PERFORMANCE

[71]

Level of stress associated with different jobs Too much work stress -------Feel overworked Are overworked by workload Lack time for reflection Dont have time to complete tasks Must multi task too much 54% 55% 59% 56% 45%

At the optimum level of stress, the performance is maximum. It lowers in the case of very low level stress. Though optimum level of stress may be different for different individuals, each individual can determine how much stress is functional for him to operate in a productive manner High level of stress cause physical, psychological, and behavioral problem.

CONSEQUENCES OF STRESS
[72]

Stress shoes itself the number of ways. For instance, an individual who is experiencing a high level of stress may develop high blood pressure, ulcers, irritability, difficulty in making routine decisions, loss of appetite, accidentproneness, and the like. These can be subsumed under three general categories: Psychological and behavioral symptoms. 1. Physiological Symptoms- Most of the early concern with stress was directed at physiological symptoms. This was predominantly due to the fact that the topic was researched by specialists in the health and medical science. This research led to the conclusion that stress could create changes in metabolism, increase heart and breathing rates, increase blood pressure, bring on headaches, and induce heart attacks. The link between stress and particular physiological symptoms is not clear. There are few, if any consistent relationships. This is attributed to the complexity of the symptoms and the difficulty of objectively measuring them. But of greater relevance is the fact the physiological symptoms have the last direct relevance to students of OB. Our concern is with attitudes and behaviors. Therefore, the two other categories of symptoms are more important to us. 2. Psychological symptomsStress can cause dissatisfaction. Job-related

dissatisfaction. Job dissatisfaction, in fact, is the simplest and most obvious psychological effect of stress. But stress shows itself in other psychological states- for instance, tension, anxiety, irritability, boredom, and procrastination. The evidence indicates that when people are placed in jobs that make multiple and conflicting demands or in which there is a lack of clarity about the incumbents duties, authority, and responsibilities, both stress and dissatisfaction are increased. Similarly, the less control people have over the pace of their work, the greater the stress and dissatisfaction. While more research is needed to clarify the relationship, the evidence suggest that jobs that provide a low level of variety, significance, autonomy, feedback, and identity to incumbents create stress and reduce satisfaction and involvement in the job 3. Behavioral symptoms- Behavior-related stress symptoms include changes in productivity, absence, and turnover, as well as changes in eating habits, increased smoking or consumption of alcohol, rapid speech, fidgeting, and sleep disorders. [73]

There has been a significant amount of research investing the stress performance relationship. The most widely studied pattern in the stress- performance literature is the inverted-u relationship. 4. Burnout- burnout is a syndrome where a person breaks down physically and emotionally due to continuous over- work over a long period of time. The human body cannot instantly rebuild its ability to cope with stress once it is depleted. As a result, people become physically and emotionally weakened from trying to combat it. They become detached from their jobs and feel unable to accomplish their goals. Burnout is a slow process and goes through the following stages: 1. Stage of job contentment- enthusiasm to work with high energy level and Positive attitudes. 2. Stage of fuel shortage- experiencing mental fatigue, frustration, disillusionment, and low morale. 3. Stage of withdrawal and isolation- avoiding contact with co-worker, showing anger, negativism, and emotion disturbances. 4. Stage of crisis- very low self-esteem, cynicism, and negative feeling. 5. Stage of final breakdown- alcoholism, drug addition, suicidal tendency, and heart attacks. 5. Rust out Rust out is a syndrome where a person is chronically under- worked and his skills are under- utilized in performing the job. This syndrome is a problem for employees. Like a rusting tool, there is continuous erosion in employees and over the period of time, they become useless. Rusting in employees occurs in two situationsidelined and misemployment. In sidelining an employee is isolated by his superior either due to lack of confidence, prejudices, or due to demonstrated misdeeds. In misemployment, the employee is placed on a job which requires much lesser skills than what he possesses.

Stress Management
[74]

High-level stress affects the individuals directly and through them, their families and organization are also affected. Therefore, efforts should be made to overcome the negative consequences of high stress.

Defensive behavior Individual dealing with a demanding environment Unable to cope

Anxiety

Adaptive behavior

Stress symptoms

Maladaptive behavior

Stress and Coping Mechanism

How Can we Manage Stress Better? Identifying unrelieved stress and being aware of its effect on our lives is not sufficient for reducing its harmful effects. Just as there are many sources of stress, there are many possibilities for its management. However, all require work toward change: changing the source of stress and/or changing your reaction to it. How do you proceed?

The Major Individual Coping Strategies:-

[75]

1. Physical exercise: - physical exercise is a good strategy to get body fit and to overcome stress. Physical exercise of different types, such as walking, jogging, swimming, playing, etc. is good methods of overcoming stress. The role of Yoga, a scientific technique of physical exercise to keep body fit and to overcome stress. 2. Relaxation: - impact of stress can be overcome by relaxation. The relaxation can be a simple one or some specific technique of relaxation, such as bio-feedback and meditation. Meditation has been recognized as a powerful technique for reducing stress. Whether a person takes easy one or specific relaxation technique, the intent is to eliminate the immediately stressful situation or manage a prolonged stressful situation more effectively. 3. Work-home transition: - work-home transition is also like a relaxation technique. In this technique, a person may attend to less pressure inducing type or routine work during the last30 or 60 minutes of work time. For insistence, during the last hour of work, the person can review the days activities. List the priorities of the activities that need to be attended to the next day. Thus, he can finish his days work and come back in relaxed manner. 4. Cognitive therapy: - because of increasing stress, special psychologist has developed cognitive therapy techniques. In these techniques, lectures and interactive discussion session are arranged to help participation to :(1) recognize events at work and what cognitions they elicit (2) become aware of the effect of such cognition on their physiological and emotional responses (3) systematically evaluate the objective consequences of events at work (4) replace self defeating cognitions that unnecessarily arouse strain . 5. Networking: Networking is the formation of close association

with trusted empathic coworkers and colleagues who are good listeners and confidence builders such persons provide mental support to get the person through successful situation.

ORGANIZATIONAL COPING STRATEGIES

[76]

Organizational coping strategy is more of proactive nature, that is, they attempt at removing existing or potential stressors and prevent the onset of stress of individual job holders. As discussed earlier, there are many organizational stressors. Therefore, the organizational coping strategies revolve around those factors, which produce or help producing stresses. 1. Supportive organizational climate. - Many of the organizational stressors emerge because of faulty organizational processes and practice. To a very great extent, these can be controlled by creating supportive organizational climate. Supportive organizational climate depends upon managerial leadership rather than the use of power and money to control organizational behavior. 2. Job Enrichment:-. A major source of stress is the monotonous and disinteresting jobs, as discussed earlier, jobs can be enriched. Improving content factors, such as responsibility, recognition, opportunity for achievement and advancement. 3. Organizational Role Clarity: - people experience stress when they are not clear about what they are expected to do in the organization. This may happen because either there is ambiguity in the role or there is role conflict. Such a situation can be overcome by defining role more clearly. This helps to eliminate imposing unrealistic expectations on the individual. Role ambiguity, role conflict, and role overlade can be minimized, consequently leading to reduced stress. 4. Career planning and counseling :- Career planning and counseling help the employees to obtain professional advice regarding career paths that would help them to achieve personal goals. It also makes them aware of what additional qualification, training, and skills they should acquire for career advancement. Various career planning and counseling programmers for individuals go long way in providing them satisfaction and reducing the stress.

5. Stress Control Workshops and employee Assistance Program : - The organizational can hold periodical workshops for control and reducing of stress such workshops may [77]

help individuals to learn the dynamics of stress and the method of overcoming its ill effects.

The Nine Stress Management Tips:

1. Know what stresses you most. Not your co-worker, friend, husband, or wife. YOU!! Get your feelings out. Write them out and describe each situation. Share all bad feelings with a friend or in a journal. Before you can conquer your stresses you must know what is stressing you. 2. Say no. Focus on your own goals, not your spouse's or parents' . You must know yourself, your dreams, and your passions. If asked to chair another group or take on another responsibility, look at your mission statement or goals for the day. If it is does not fit it there say thank you but I just cannot. Saying no is one of the hardest things in life, but will help make you a success in your chosen field. 3. Learn to relax. Work hard but know when to take time off to be with the family, go to the beach, or read a book. Work all day if you must but when you get home play, watch cartoons, or tell your child a story. This allows stress tension to go away and helps you calm the heart's pace and digest food normally, and protect your immune system. Learn to meditate and take deep breaths to calm down. 4. Eat healthy. Eat less junk food and more fruit and vegetables for an amazing overall lowering of stress levels. We can actually lower the amount of the bad stress hormone, Cortical, by taking vitamins. Take those vitamin pills daily.

5. Keep laughing. Keep a sense of humor. Studies show a good attitude helps lower cancer rates, makes surgery more effective, and keeps a relationship together through [78]

hard times. 6. Ask yourself WHY. Why are you doing this? Write down your wants, needs, goals, hopes, and dreams. Does what you are doing now help you get fulfill any of these things? What is your motivation? The more you understand why you doing what you are doing the less stress you will have. If you cannot come up with a good reason, then stop doing it.

Facilities required in organization Proper planning should be there. Better infrastructure should be there. Healthy working environment should be provided. Working privacy with sitting arrangement can be created. System support should be given. Training should be important. Working management (working schedule) Handling of work pressure Relaxing hours should be given. Morale responsibility should be taken. Relaxation room should be arranging. Communication should be clear. Up gradation of staff Refreshment arrangements should be made. Technically soundness, feedback for employees,
motivation problems should be workout.

Leave encashment should be given time to time.

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RECOMMENDATION AND SUGGESTIONS

RECOMMEDATION The following five recommendations to reduce workplace stress are offered as a
beginning step. 1. Clarify: Be sure each employee has a job description, and fully understands everything on it. If you are the employee, request a job description. Know WHO is responsible for a task, and WHAT the task is, and you will reduce workplace stress. 2. Control: Give employees as much control as possible, since control directly impacts reactions to high stress situations. An employee who is allowed, within reason, to control his or her workflow will be much more able to handle workplace stress. 3. Communicate: Make communication easy among workers. Employees and employers alike should be comfortable with conversations about positive and negative situations. Comfortable communication on small matters can lead to communication on workplace stress, thereby reducing the problem. 4. Condition: Physical exercise is an essential recommendation to reduce workplace stress. If you are an employee, recommend this to your boss. If you are the boss, recommend it to employees. Then take action to be sure there is a TIME and a PLACE where exercise can take place. Research shows that stress can also lead to weight gain. But this does not necessarily mean there is a need for a lipo procedure and expensive. Exercise is good enough to do the trick to attain good physical condition. [80]

5. Counsel: Every employee, at whatever level in a company, should be counseled regarding the way of recommendations to reduce workplace stress. If everyone recognizes the impact of stress-related illness and injury on the bottom line, and realizes the impact of that on individual salaries, greater adherence can be expected to the first four recommendations to reduce workplace stress. Research studies have shown that workplace stress impairs a workers ability to function intellectually, emotionally, and in his or her interactions with others. He or she is rendered incapable of meeting the requirements of the job. A wise employer will reduce workplace stress. A wise employee will do everything possible to communicate his or her to the employer, and work together to reduce workplace stress.

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SUGGESTION

After doing the survey and its detailed study it was found that some suggestions are very much needed to improve the stress. There is always scope for the creation of best of best. Working hours should be fixed. Coordination between all departments, introduction of team work is manageable. Time schedule should be made. Good facilities must be provided to staff There should be more accountability & clear directions from people above Modification of organization is urged. There should be more frequent staff communication and meets. Latest system for fast working should be used. Personal attachment Familiar atmosphere Senior staff cooperates friendly to junior staff. Internal seminar & workshops should be worked out.

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APPENDIX
Questionnaire

1. Do you know how to go about getting your job done? (a) Yes (b) No

2. Do you have unachievable deadlines? (a) Yes (b) No

3. Do you enjoy watching support? (a) Yes (b) No

4. Are you pressured to work long hours? (a) Yes (b) No

5. Are you unable to take sufficient break? (a) Yes (b) No

6. Your working time can be flexible? (a) Yes (b) No

7. Can you talk to your line manager about something that has upset or annoyed you about work? (a) Yes 8. Are you bored at work? (a) often (b) sometime (c) very rarely [83] (b) No

9. Do you feel that there is harmony between your work and personal goals? (a) Yes (b) No

10. Do you lie awake at night worrying and planning the next day? (a) Yes (b) No

11. Do you feel dissatisfied with yourself and your life? (a) Yes (b) No

12.

Do you have difficulty in memorizing significant thing/data? (a) Yes (b) No

13. Do you avoid answering the phone or avoid social contacts? (a) Yes (b) No

14. Are you confident on your decisive skill? (a) Yes (b) No

15. Number of leave you take monthly? (a) (b) (c) 0 to 2 2 to 5 more than 5

16. Position of your overtime in organization (monthly)? (a) (b) (c) 1 to 3 4 to 7 more than 7

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17. Staffs are consulted about change at work in your organization? (a)Never (b) Sometimes (c) Always 18. Do you get help and support you need from colleagues? (a) Never (b) Sometimes (c) Always 19. From time to time do you stand back and review your own performance? (a) Never (b) Sometimes (c) Always

20.

Do you feel tired and fatigued even with enough sleep? (a) Never (b) Sometimes (c) Always

21.

Did your senior ask or go for your personal improvement plan? (a) Never (b) Sometimes (c) Always

22.

Do you have difficulty relaxing on holidays because of official work? (a) Never (b) Sometimes (c) Always

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23.

Do you get proper appreciation from your seniors for your good performance? (a) Always (b) Sometime (c) Rarely

24.

In the situation of work load you will perfect doing(a) Relax for some time & then continue. (b) Try to finish the work at your earliest. (c) Postponed it for some other time. (d) Seek help from your colleagues.

25.

Select the most important situation when you feel that your work lack you interesti. ii. iii. iv. v. vi. vii. viii. ix. x. Improper lighting. Lack of appreciation Noise Low morale Poor infrastructure Lack of responsibility by higher authorities. Unsatisfied working condition Indiscipline Delayed decision Lack of proper communication

26.

Do you feel adequately valued for your abilities &commitment at work? (a) Yes (b) No

27.

Do you feel adequately rewarded for your abilities & commitment at work? (a) Yes (b) No

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28.

Does the amount of work you have to do exceed the amount of time available? (a) Yes (b) No

29.

How do you feel when you are criticized by superior at work? a) Very upset b) Moderately upset c) Mildly upset

30.

Do you feel that more facilities should be provided for working more effectively and efficiently? (a) Yes (b) No

If yes, what other facilities you would like to avoid? . Any suggestions: . . .

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Asses the level of your work stress Even over minor problems lose my temper and do something embarrassing. If someone criticizes my work, I take it as a personal attack. My emotions seem flat whether I am told good news or bad news about my performance. To avoid going to work. I would even call in sick. I respond irritably to any request from my coworker. I tell people about my hobbies that I would like to do but I say that I never have time because of the hours I spend I work I see time as my enemy. If even I take my lunch. I do it at my desk my working. Everything I do feels like a drain on my energy. My health is running down: I often have headache, backache or stomach disorder.

Seldo m true

Someti mes true

Mostl y true

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1. 0 for yes 1 for no 2. 1 for yes 0 for no 3. 0 for yes 1 for no 4. 1 for yes 0 for no 5. 1 for yes 0 for no 6. 0 for yes 1 for no 7. 0 for yes 1 for no 8. 2 for often, 1 for sometime, 0 for rarely 9. 0 for yes 1 for no 10. 1 for yes 0 for no 11. 1 for yes 0 for no 12. 1 for yes 0 for no 13. 1 for yes 0 for no 14. 0 for yes 1 for no 15. 0 for 2 to 5, 2 for 2 to 5, 3 for more than 5 16. 1 for 7-10, 2 for 10-14, 3 for more than 14 17. 2 for never, 1 for sometime, 0 for always 18. 2 for never, 1 for sometime, 0 for always 19. 2 for never, 1 for sometime, 0 for always 20. 2 for never, 1 for sometime, 0 for always 21. 0 for never, 1 for sometime, 2 for always 22. 0 for never, 1 for sometime, 2 for always 23. 0 for never, 1 for sometime, 2 for rarely 24. 0 for a, 1 for b, 2 for c, 3 for d 25. all are 1 point 26. 0 for yes 1 for no 27. 0 for yes 1 for no 28. 0 for yes 1 for no [89]

29. 0 for mildly, 1 for moderately, 2 for very upset 30. 1 for yes 0 for no Asses the level of your work stress 1 for not true, 2 for sometime, 3 for mostly true

BIBLIOGRAPHY

Many books, internet sites, Bhaskar office have been used for research and preparation of the project report. All the above, which have been considered and consulted, have been mentioned below:

Books Stephen p. Robbins &seems sanghi K. aswathappa L M Prasad

Sites

www.google.com www.Bhasker.com www.yahoo.com

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