Stress MGT

CHAPTER I
INTRODUCTION
Introduction says, Stress has become so familiar word that experts from medical, HRD,
management fields and yoga experts give much stress on defining stress and managing stress.
Indeed, stress has been woven into the fabric of life today. It starts from birth and if ignored ends
only with death. No person in this universe is free from some amount of stress. In fact, anything
hat makes us tense, angry or frustrated is stress. Dr. Hans Seyle, the noted experts on the stress
says, Stress, like relatively, is a scientific concept, which has suffered from the mixed blessing
of being too little understood.
Stress is common in all strata of society and all age groups though the intensity,
magnitude and visual symptoms differ from individual. A certain amount of stress is, however,
desirable individual; to give required stimulation to overcome obstacles that may prevent a
person in achieving his ultimate goal. At times, we even invite mild stress to avoid boredom and
development some motivation for a given activity.Dr. G. Wilkinson in his paper in the British
Medical Association Publication has defined stress through the following equation:
Levels of stress = Environmental stressor + stress Response + Significance of Event
Department of Business Administration
Page 1
CHAPTER - II
COMPANY PROFILE
Tanfac, one of indias largest suppliers of fluorine chemicals incorporated in 1972, is a joint
sector company promoted by the aditya birla group of companies i.e. grasim industries limited,
hindalco industries limited, pilani industries & investment corporation limited (PI&ICL) and
tamilnadu industrial development corporation (TIDCO). Its plant and facilities are spread over
60 acres in the chemical complex of SIPCOT at cuddalore near pondicherry, about 200 kms from
chennao, India
Tanfac is engaged in the manufacture of inorganic fluorine basid chemicals such as
aluminium fluoride, anhydrous hydrofluoric acid, sodium silica fluoride, ammonium bifluoride,
potassium fluoride, cryolite and various other organic fluorine based chemicals.
Tanfac believes in continuous improvement which leads to excellence. Our effort to achieve
excellence on all spheres set us apart from others and has earned our global presence.
Excellence for us is an ever moving target like the never ending journey of the sun.
TECHN OLOGY TIE UPS:
Davy process (formerly BUSS AG), Switzerland- for aluminium fluoride (know-how
and equipment)
CHENCO, germany- for hydrofluoric acid (know-how and equipment).
Grasim industries limited- for sulphuric acid/oleum (design and erection)
END USE/APPLICATIONS:
Inorganic fluorine based chemicals manufactured by TANFAC
have vital applications in
industries as varied as aluminum smelting, petroleum refining, refrigerant gases, steel re-rolling,
glass, ceramics, sugar, fertilizers, heavy water etc.
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Organic fluoro chemicals are used as intermediates in the manufacture of pharmachemicals and
agrochemicals.
It focuses on variety of spoecility fluorides which are developed and manufactured depending on
specific requirement of customers.
Tanfac is an ISO 9001 , 14001 , TPM certified company.
VISION:
To become the largest Indian fluorine chemical producer and one among the five leading, cost
effective and large-scale international producers of aluminum fluoride, through expansion and
diversification, utilizing our core strength, ie, expertise in fluorine chemical technology.
MISSION
Maximize overall equipment effectiveness.
Establish positive work culture.
Organize work place to prevent losses,
Induce all employees towork as ONE TEAM,
Satisfy all stake holders.
STRATEGY:
Core competency leadership in fluorine business
Bench-marking with the best in the world,
International image through quality, knowledge integration and open learning

organization.
Focus on research & development for widening of product base.

ACHIVEMENTS:
Largest producers of anhydrous hydrofluoric acid and aluminium fluoride in India.
Market leader in ALF and HF in domestic market.
Page 3
First fluorine chemical company in India and fifth in the world to get ISO 9002
certification in early 1994 and upgraded to ISO 9001:2000 revision in the year 2003.
First fluorine chemical manufacturing company in India to achieve ISO 14002:1996.
Implementing TPM (total productive maintenance) with the help of JIPM (Japanese
Institute of Management), Japan, for delivering quality products manufactures in
conditions that make optimum use of people, resources and materials.
Received consistent safety awards from the government for the standards and practices
maintained at our plant.
One of the 15 signatory members to Responsible care from India.
Received an A1+ credit rating by investor guidance body ICRA.
Earned a reputation in tamilnadu as a Good Corporate Citizen for their forward looking
policies and maintenance of all round greenery with zero pollution and zero accidents.
Maintaining continuous and steady growth in terms of production capacity and sales.
INORGANIC CHEMICALS:
Aluminium fluoride.
Anhydrous Hydrofluoric Acid.
Cryolite (Granular).
Dilute Hydrofluoric Acid.
Hydrochloric Acid HCL.
Oleum.
sulphuric acid.
Sulphuric Acid.
Page 4
SPECIALITY INORGANIC FLUORIDES

Ammonium Bifluoride.
Cryolite (powder).
Fluoboric Acid.
Hexa Fluoro Phosphoric Acid*.
Magnesium Fluoride.
Potassium fluoborate.
Potassium Fluoride.
Potassium hexa Fluoro Phosphate.*
Potassium Silica Fluoride.
Potassium Titanium fluoride.
Potassium Zirconium Fluoride.
Sodium Hexa Fluro Phosphate.*
Sodium Silica Fluoride.
Page 5
LINKS:
The Aditya Birla Group is a conglomerate or having companies operations spanning 16
countries across the globe. The flagship companies of the Group Grasim, Hindalco, Indal,
Aditya Birla Nuvo Ltd and Indo Gulf are among Indias top 25 corporates.
company
key products/Services
Grasim
Viscose Staple Fibre, Cement, Textile & Fabrics, Sponge Iron
Hindalco
Aluminium, Aluminium products, copper, precious metal refining
Indal
Alumina, Aluminium products
Aditya Birla Nuvo Ltd
Ready to wear branded apparel, Viscose Filament Yarn, Insulators,
Carbon Black, Textiles

Indo-Gulf
Fertilizers
Page 6
CHAPTER - III
REVIEW OF LITERATURE
INTRODUCTION:
The work Stress is derived from the Latin term Stringers which means to draw tight.
Same define stress as the non. Specific response of the body to any demands made on it. when
the demands on an individuals exceed his capacity and adjustment resources stress occurs.
MEANING:
Stress is the general term applied to the pressure people feel in life. Stress on individuals
ranges from personal day to day life to their orgal activities. Stress is a costly business expense
that affects both employee health and company profit.
DEFINITION:
Hans Selye defines stress as An adoptive response to the external situation that results
in physical, psychological and/or behavioural deviation for organizational participants.
This stress is a mental, emotional or physical reaction resulting from an individuals
response to environmental pressure and similar stimuli. It refers to pressures people feel in life.
Hans Selye, the father of stress, believes that stress is the spice of life and absence of stress is
death. Different persons respond to stress full situations in different ways.
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SYMPTOMS OF STRESS:
Nervousnes
s Instability
Digestive
Problem
Emotional
Instability
Excessive
use of
Alchocol or
drugs
High blood
processing
STRESS
Feelings of
Inability
Cope
Inability of
Relax
Uncooperative
Attitude
Chronic
worry
Seeping
problem
absenteeism
The source of stress come from are called stressors.
The stressors, or the so called
antecedents of stress come from both inside our body and mind and outside of ourselves. The
stressors thus fall logically into for categories viz., environmental, organizational, group and
individual stressors.
These are summarized in figure that thinking of stressors in various
categories will help us become more aware of stress in our lives. These are now discussed on by
one.
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CAUSES OF STRESS:
ENVIRONMENTAL STRESSORS
Environmental factors do affect organization and thus have impact on stress also. The
environmental stressors to which an employees responds mainly include things such as fact
technological change, family demands and obligations, economic and financial conditions, race,
caste, class ethnic identity and transfer of late the phenomenal rate of social and technical change
has had its great impact on peoples life style which is carried over into their jobs. To mention
while medical science has increased the life span of the people by eradicating the life claiming
threats of many dreaded diseases on the one hand, the modern living style caught up in the rush,
mobile, urbanized and crowed has deteriorated the wellness and increased the potential for stress
on the job, on the other.
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ORGANISATIONAL STRESSORS
Stressors occur not only outside the organization, but within it also organizational
stressors can be categorized into policies and strategies, structure and design, processors and
working conditions organizational changes to meet challenges are usually accompanied by
stressors.
GROUP STRESS
People are usually members of various formal and informal groups. The department or
section to which are belongs, for example is formal group. Group bears tremendous influence on
individual members behavior. The group therefore can also be a potential source of stress.
The group stressors can be categorized into three types.
i)
Lack of group Cohesiveness

Famous Hawthorne studies have made it clear that cohesiveness or togetherness
provides. Satisfaction to be employees. Lack of cohesiveness creates conflict which serves a
potential stressors for the employees.
ii)
Lack of Social Support

We all as the members of groups look for from co-members in times of both happiness
and sorrow. If we get this social support, we are much better off. If such a support is lacking
for an individual member. The same can also cause stress.
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iii)
Interpersonal and Inter group Conflict
The incompatibility in term of needs and values between co-workers / colleagues

usually create interpersonal conflict. Likewise, variance in objectives and goals between
groups leads to inter group conflict.
INDIVIDUAL STRESSORS
Apart from the stressors discussed so far (environmental, organizational and group) there
are also individual factors which serve as stress. There are
i)
Role of conflict and Ambiguity

Individual employees have multiple roles to play within as well as outside the
organization such as superior, subordinate, colleague, family community and so on, these
roles are a set of expectations that other members have of an employees.
ii)
Personality traits
Personality affects behavior. Personality traits vary from individual to individual.
iii)
Life and carrier changes

Lifes changes may be slow (getting older) on sudden (the death of a spouse).
Particularly sudden changes have dramatic effect on people. The medical researchers have
verified that more the person experiences sudden changes; the poorer will be his subsequent
health.
Page 11
The same is true for career or nature of job and responsibility, underemployment
or over employment etc. can be stressing provoking besides certain situations are peculiar to the
Indian workers which add to tension and stress to them.
Experts on stress management are of the view that a lot of stress in Indian case is
due to demands placed on time and finance from family, relations, friend, community leisure
and relationship the we have in our family and social lives.
CONSEQUENCES OF STRESS
1. ON THE INDIVIDUAL
a) Physical: Headache, indigestion, insomnia, heart trouble
b) Mental:
Anxiety, irritability, lack of clear thinking, inability to relax,
frustration, helplessness, loneliness, etc.

c) Behaviour: Excessine smoking or drinking, withdrawal from relationships,
speech disturbances.
2. ON THE ORGANIZATION
Low productivity, poor quality, higher costs, increased absenteeism, low job satisfaction,
accident proneness, poor interpersonal communications.
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TYPES OF STRESS
Stress can be functional, contributing to glow up, or dysfunctional, contributing to
burnout. The first has been called
eustress and the second distress.
EUSTRESS
Eustress is the stress of achievement, triumph, and exhilaration
DISTRESS
Distress is the stress of disappointment, inadequacy, defeat and helplessness.
HOW TO MANAGE STRESS
INDIVIDUAL LEVEL:
a) Exercises: Physical and mental exercises helps to reduce emotional imbalance. Physicians
advise walking and other exervises in the morning, regular eating and sleeping habits and yoga
are very helpful.
b) Know yourself: A study should be made to find our ones strength and weakness,
opportunities and threats. A periodical analysis of these factors will provide better understanding
of self and the work around us which helps to reduce stress.
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c) Forecasting and preparing: Advance thinking and foresight helps a manager to reduce risk
involved in decision making. Proper allocation of resources is also helpful.
d) Organise work and time: We need to separate work from home. Break the routine in the
form of a small vacation or picnic. Share problems with spouse and friends.
e) Develop positive attitude: A positive attitude to both life and work does reduce stress. Make
positive use of stress. This helps to develop and correct perspective and to regain control over
the stress causing strategies. Accept things through which your cannot change.
f) Have Faith: Faith in ones deity can reduce stress. The reciting of GAYATRI MANTRA or
merely OM/AUM for those who follow this faith can reduce stress. This mantra is said be the
gist of vedic Philosophy.
g) Rational Emotive Therapy (RET) Technique: This is a dynamic action oriented learning
process where individuals are made to recognize the futility or irrationality of their firm beliefs
and viewpoints and develop rational beliefs and viewpoints.
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ORGANIZATIONAL LEVEL:
Like an individual, an org can also help manage stress through various low proactive
interventions, some of these
1. Setting clear objectives:
Organization should set clear objectives for its members. This helps minimize roll
ambiguity which usually filters down the Organization in the form of neuoris.
2. Stress Audit
Pestonjoa has suggested stress audit as one of effective productive intervention to combat
stress, according to him, when an organization decides to have a scientific peep into mental &
physical health status of its backbone group (Executives, the exercise is called stress audit)
3. Counselling:
Counseling is yet another proactive strategy to be used by Organization to deal with
stress. Counseling to employees in the matters like career planning to provide them clarity in
their job rolls, helping them in identifying their strengths & Weakness help them better cope with
stress.
4. Spread the message:
Spreading the message about the importance of regular habits of work, leisure, proper
diet, exercise and mental peace among the organizational members helps them better cope with
stress.
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5. Fit between person and work:

Research evidence shows that striking a fit between worker and his/her works
environment serve as one the best strategy to manage stress. This congruence can be attained
linking the worker to the job characteristics, far high internal motivation, high quality
performance, high work satisfaction, and low absenteeism and turn over.
6. Clarity in rolls:
It shows that defining individual rolls through roll efficiency helps them reduce their roll
shared stresses. This is so as a result of an individuals, movement from a reactive. i.e., roll
taking behavior to a proactive i.e. roll-making behavior.
INDIAN METHODS OF MANAGING STRESS
Indian philosolhy consisting of Upanishada, Vedanta, etc. is very helpful in winning
stress. Dr. Sathish Chandra Pandey has given the following Indian model of stress management.
(i)
Develop a strong philosophical base of combining different Indian values.
(ii)
Create awareness among organization members about these values
(iii)
Develop training programmes for executives and other staff members for their
total personality development based on Indian values, so that they can develop
their own strategies for coping with their organizations stressors.
(iv)
There must be compulsory course on Indian philosophy in professional

management course.
(v)
Popularizing Indian values among organizational members will be helpful in

reducing unnecessary individual and group conflict, power politics and stress in
Indian organization.
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(vi)
Stress management programmers for employees must be based on sharing

different philosophical values and developing strategies through group learning.
(vii)
Organizations must include these training programmers as integral part of their

life.
Occasionally, organizational programmers may not be helpful in the
members through such training programmers. It will work as the best preventive
strategy for stress management at organizational level.
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CHAPTER IV
OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVES
To know the cause for the stress experienced by the employees in their work
environment.
SECONDARY OBJECTIVES
1. To identify the cause of the stress faced by the employees.
2. To find out how the employees manage stress in their work environment.
3. To find out whether the employees stress affects their social behavior
4. To identify whether the employees stress has an impact on their job performance.
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NEED AND SCOPE OF THE STUDY
1. To evaluate the employees stress management system.
2. To attain the required satisfaction in work environment.
3. To highlight the promotional policy to enhance the employees.
4. To adopt defense mechanism for future oriented.
5. To analyses stress management program.
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CHAPTER V
RESEARCH METHODOLOGY
Research methodology is a systematically solve the research problem.
It may be
understood of study, how research is done of scientifically. The method adopted in collecting
the data analysis and interpretation of data.
RESEARCH DESIGN
Research design is basic frame work which provide guidelines of whole research
methodology.
The choice of the research design depends on depth and extend of data required the cost
and benefits of the research the urgency of the work and time available for completing it.
For this study, exploratory research design is selected and used to define research
problems and to clarify concepts.
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SAMPLE SIZE
The sampling size was limited in number.
So we considered 50 samples of the
employees interviewed through direct.
SAMPLING METHOD
In this study RANDOM sampling method adopted.
RESEARCH INSTRUMENT
The questionnaire was found to the most suitable type of research instrument. It is a set
of question presented to respondent for their answer.
METHOD OF DATA COLLECTIONS:

The sample were collected through questionnaires method. The data were collected
randomly. The data used in this study are both primary and secondary data where collected from
the various sources like manuals company records and relevant books.
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AIDED WORK
This survey was conducted in Cuddalore, ASIAN PAINTS LTD., for the period of 45
days.
STATISTICAL TOOLS
PERCENTAGE METHOD
The percentage of method was extensively used for analysis and interpretation of data. It
can be generally calculated as follows.
Number of respondents favourable
x 100
Total respondent
Page 22
CHAPTER VI
LIMITATIONS OF STUDY
1. There may be some bias in the answer of respondents.
2. The primary date have been collected using questionnaire, which has the know problem
of respondents not giving factual information about the occurrence of occasions.
3. Some employees even suspected the objective of the study and fair to respond.
4. Through confidentially were provided workers refuse to answer some vital question.
5. The time duration allotted for this study is very short for collective adequate data.
Page 23
DATA ANALYSIS AND INTERPRETATION

TABLE-1
AGE GROUP
S.NO
Particulars
No of Respondent
Percentage
1.
21 - 30 years
27
54%
2.
31 - 40 years
17
34%
3.
Above 41 Years
06
12%
Total
50
100%
INTERPRETATION
From the above table inferred that 54% of the respondents are belong to the age group
between 21 to 30 years, 34% of the respondents were belong to 31 to 40 years and 12% of the
respondents are above 41 years.
Page 24
CHART 1
AGE GROUP
60%
54%
Percentage
50%
40%
34%
30%
20%
12%
10%
0%
21 - 30 years
31 - 40 years
Above 41 Years
Respondent
Page 25
TABLE-2
GENDER CLASSIFICATION
S.NO
Particulars
No of Respondent
Percentage
1.
Male
50
100%
2.
Female
0%
50
100%
Total
INTERPRETATION
From the above table inferred that all the 100% of the respondents were male gender and
0% of the respondents belong to female gender.
Page 26
CHART 2
GENDER CLASSIFICATION
Female, 0%
Male, 100%
Page 27
TABLE-3
EDUCATIONAL QUALIFICATION
S.NO
Particulars
No of Respondent
Percentage
1.
HSC
10
20%
2.
Diploma Holder
11
22%
3.
Under Graduation
15
30%
4.
Post Graduation
11
22%
5.
Others
03
06%
50
100%
Total
INTERPRETATION
From the above table inferred 30% of the respondents are having Under Graduate, 22%
of the respondents are Diploma holders, 22% of the respondents are Post Graduate, 20% of the
respondents have studied upto HSC and 6% of the respondents qualification with others.
Page 28
CHART 3
EDUCATIONAL QUALIFICATION
30%
30%
22%
22%
Percentage
25%
20%
20%
15%
6%
10%
5%
0%
HSC
Diploma
Holder
Under
Post
Graduation Graduation
Others
Respondents
Page 29
TABLE - 4
MARITAL STATUS
S.NO
Particulars
No of Respondent
Percentage
1.
Married
30
60%
2.
Unmarried
20
40%
50
100%
Total
INTERPRETATION
From the above table inferred 60% of the respondents are married person, and 40% of the
respondents are unmarried person.
Page 30
CHART 4
MARITAL STATUS
Unmarried,
40%
Married, 60%
Page 31
TABLE - 5
SALARY WISE CLASSIFICATION
S.NO
Particulars
1.
Below 5,000
2.
No of Respondent
Percentage
0%
5,001 10,000
17
34%
3.
10,001 15,000
20
40%
4.
Above 15,000
13
26%
50
100%
Total
INTERPRETATION
From the above table inferred 40% of the respondents are earn 10,001 15,000, 34% of
the respondents to earn 5,001 10,000, 26% of the respondents to earn above 15,000 and 0% of
the respondents to earn below 5,000.
Page 32
CHART 5
SALARY WISE CLASSIFICATION
40%
34%
40%
35%
26%
30%
25%
20%
15%
10%
5%
0%
0%
Below 5,000
5,001
10,000
10,001
15,000
Above
15,000
Page 33
TABLE - 6
EXPERIENCE WISE CLASSIFICATION
S.NO
Particulars
No of Respondent
Percentage
1.
0 - 5 years
23
46%
2.
6 to 10 years
12
24%
3.
11 to 15 years
10
20%
4.
Above 15 Years
05
10%
Total
50
100%
INTERPRETATION
From the above table inferred 46% of respondents have below 5 Years experience, 24%
of the respondents have 6 - 10 Years experience, 20% of the respondents have 11 - 15 years
experience and 10% of the respondents have above 15 years experience.
Page 34
CHART 6
EXPERIENCE WISE CLASSIFICATION
46%
50%
Percentage
40%
24%
30%
20%
20%
10%
10%
0%
0 - 5 years
6 to 10
years
11 to 15
years
Above 15
Years
Respondent
Page 35
TABLE - 7
FEEL PRESSURE IN WORK
S.NO
Particulars
No of Respondent
Percentage
1.
Many times
25
50%
2.
Some times
25
50%
50
100%
Total
INTERPRETATION
From the above table inferred 50% of the respondents are feel pressure in work and 50%
of the respondents are feel pressure in work.
Page 36
CHART 7
FEEL PRESSURE IN WORK
Some times
50%
Many times
50%
Page 37
TABLE - 8
DEFECT HAPPENDED WHEN PRESSURE ARISE
S.NO
Particulars
No of Respondent
Percentage
1.
Physical
26
52%
2.
Mental
24
48%
50
100%
Total
INTERPRETATION
From the above table inferred 52% of the respondents feel physical pressure affect the
production and 48% of the respondents feel mental pressure is reason for defect the production.
Page 38
CHART 8
DEFECT HAPPENDED WHEN PRESSURE ARISE
48%
Respondents
Mental
Physical
46%
52%
48%
50%
52%
54%
Percentage
Page 39
TABLE - 9
RELATIONSHIP WITH CO-WORKERS
S.NO
Particulars
No of Respondent
Percentage
1.
Cordial
28
56%
2.
Not Cordial
22
44%
50
100%
Total
INTERPRETATION
From the above table inferred 56% of the respondents feel that they have cordial
relationship with peers cordial relationship helps the workers to co-operate with each other to
achieve common objectives. But 44% of the respondents feel that they do not have cordial
relationship with peers.
Page 40
CHART 9
RELATIONSHIP WITH CO-WORKERS
Not Cordial,
44%
Cordial, 56%
Page 41
TABLE - 10
STRESSED AREAS
S.NO
Particulars
No of Respondent
Percentage
1.
Work
20
40%
2.
Relationship
09
18%
3.
Family event
14
28%
4.
Other
07
14%
50
100%
Total
INTERPRETATION
From the above table inferred 40% of the respondent stress is feel in work, 28% of the
respondent stress is feel in family event, 18% of the respondent stress is feel in our relationships
and 14% of the respondents stress is feel in other.
Page 42
CHART 10
STRESSED AREAS
40%
40%
35%
28%
Percentage
30%
25%
18%
20%
14%
15%
10%
5%
0%
Work
RelationshipFamily event
Other
Respondent
Page 43
TABLE - 11
PRESSURE TIME
S.NO
Particulars
No of Respondent
Percentage
1.
Heavy work load
26
52%
2.
Low work load
08
16%
3.
Night Shift
16
32%
50
100%
Total
INTERPRETATION
From the above table inferred 52% of the respondents feel pressure arise in heavy work
load, 32% of the respondents pressure feel in night shift and 16% of respondents pressure feel in
low work load.
Page 44
CHART 11
PRESSURE TIME
52%
60%
50%
Percentage
32%
40%
30%
16%
20%
10%
0%
Heavy work
load
Low work load

Respondent
Night Shift
Page 45
TABLE 12
CONFLICTS HAPPENED WITH SUPERIOR
S.NO
Particulars
No of Respondent
Percentage
1.
Many times
19
38%
2.
Sometimes
08
16%
3.
Never
11
22%
50
100%
Total
INTERPRETATION
From the above table inferred 40% of the respondents agreed conflict happened to
superior in some times and 38% of the respondents agreed conflict happened to superior in many
times and 22% of respondents are agreed dont happened conflict with superior.
Page 46
CHART 12
CONFLICTS HAPPENED WITH SUPERIOR
Never, 22%
Many times,
38%
Sometimes,
16%
Page 47
TABLE 13
THINK FAMILY SITUATION IN WORK PLACE
S.NO
Particulars
No of Respondent
Percentage
1.
Always
21
42%
2.
Some times
24
48%
3.
Never
05
10%
50
100%
Total
INTERPRETATION
From the above table inferred 45% of the respondents says some times in thinking about
the family situation in work place, 42% of respondents are thinking always and 10% of
respondents are never.
Page 48
CHART 13
THINK FAMILY SITUATION IN WORK PLACE
48%
42%
Percentage
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
10%
Always
Some times
Never
Respondents
Page 49
TABLE 14
COMPANY POLICY
S.NO
Particulars
No of Respondent
Percentage
1.
Always
13
26%
2.
Some times
22
44%
3.
Never
15
30%
50
100%
Total
INTERPRETATION
From the above table inferred 44% of the respondents are says the company policy is
sometimes creating to stress in our work, 30% of respondents are feel in never and 26% of
respondents feel in many times.
Page 50
CHART 14
COMPANY POLICY
50%
44%
45%
40%
35%
30%
26%
30%
25%
20%
15%
10%
5%
0%
Always
Some times
Never
Respondents
Page 51
TABLE - 15
UNFAVOURABLE WORK ENVIRONMENT
S.NO
Particulars
No of Respondent
Percentage
1.
Always
15
30%
2.
Some times
18
26%
3.
Never
17
24%
50
100%
Total
INTERPRETATION
From the above table inferred 30% of the respondents are says unfavorable work
environment is always creating to stress in our work, 30% of respondents are says in sometimes
and 24% of respondents are says in never.
Page 52
CHART 15
UNFAVOURABLE WORK ENVIRONMENT
30%
26%
30%
24%
Percentage
25%
20%
15%
10%
5%
0%
Always
Some times
Never
Respondents
Page 53
TABLE - 16
INADEQUACY OF ESSENTIAL EQUIPMENT
S.NO
Particulars
No of Respondent
Percentage
1.
Always
12
24%
2.
Some times
24
48%
3.
Never
14
28%
50
100%
Total
INTERPRETATION
From the above table inferred 48% of the respondents feel unadequancy of essential
equipment is creating to stress in our work in sometimes, 28% of respondents are feel never and
24% of respondents are feel in always.
Page 54
CHART 16
INADEQUACY OF ESSENTIAL EQUIPMENT
Percentage
48%
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
28%
24%
Always
Some times
Never
Respondents
Page 55
TABLE-17
(i)
S.NO
Particulars
SHOT TEMPERED
No of Respondent
Percentage
1.
Yes
32
64%
2.
No
18
36%
50
100%
Total
INTERPRETATION
From the above table inferred 64% of the respondents are shot tempered and 36% of
respondents are not shot tempered.
Page 56
CHART 17
(ii)
SHOT TEMPERED
No, 36%
Yes, 64%
Page 57
TABLE 17
CONTROLLED TEMPERED
S.NO
Particulars
No of Respondent
Percentage
1.
Always
11
22%
2.
Some times
15
30%
3.
Never
06
12%
50
100%
Total
INTERPRETATION
From the above table inferred 30% of the respondents are controlled our tempered in
sometimes, 22% of respondents are controlled our tempered in always and 12% of respondents
are not controlled our tempered.
Page 58
CHART 17
CONTROLLED TEMPERED
30%
30%
22%
Percentage
25%
20%
12%
15%
10%
5%
0%
Always
Some times
Respondents
Never
Page 59
TABLE 18
INTERNAL COMPETITION BETWEEN WORKERS
S.NO
Particulars
No of Respondent
Percentage
1.
Many times
14
28%
2.
Some times
21
42%
3.
Never
15
30%
50
100%
Total
INTERPRETATION
From the above table inferred 42% of the respondents are says competition between
workers, 30% of respondents are says the competition is not between workers and 28% of
respondents are says in many times.
Page 60
CHART 18
INTERNAL COMPETITION BETWEEN WORKERS
Many times,
28%
Never, 30%
Some times,
42%
Page 61
TABLE 19
ECONOMIC PROBLEM
S.NO
Particulars
No of Respondent
Percentage
1.
Many times
23
46%
2.
Some times
16
32%
3.
Never
11
22%
50
100%
Total
INTERPRETATION
From the above table inferred 46% of the respondents are says economic problems many
times creating to stress in our work, 32% of respondents are says sometimes and 22% of
respondents are says never.
Page 62
CHART 19
ECONOMIC PROBLEM
Never, 22%
Many times,
46%
Some times,
32%
Page 63
TABLE 20
SPENDING OF TIME TO REDUCE STRESS
S.NO
Particulars
No of Respondent
Percentage
1.
Many times
18
36%
2.
Some times
21
42%
3.
Never
11
22%
50
100%
Total
INTERPRETATION
From the above table inferred 42% of the respondents are sometimes spend with friends
or relatives, 36% of respondents are many times spend with friends or relatives and 22% of
respondents are never spend with friends or relatives.
Page 64
CHART 20
SPENDING OF TIME TO REDUCE STRESS
22%
Respondents
Never
42%
Some times
36%
Many times
0%
10%
20%
30%
40%
50%
Percentage
Page 65
TABLE 21
EMPLOYEES CAN NOT COMPLETED YOUR WORK
HOW DO YOU FEEL?
S.NO
Particulars
No of Respondent
Percentage
1.
Sad
06
12%
2.
Tried
09
18%
3.
Anxious
07
14%
4.
Depressed
05
10%
5.
Tense
09
18%
6.
Angry
05
10%
7.
Irritable
09
18%
50
100%
Total
INTERPRETATION
From the above table inferred employees can not completed our work 18% of the
respondents feel tried, 18% of the respondents feel tense in work, 18% of respondents feel
irritable in work, 12% of respondents feel sad in work, 10% of the respondents feel depressed in
work and 10% of the respondents feel angry in work.
Page 66
CHART 21
EMPLOYEES CAN NOT COMPLETED YOUR WORK
HOW DO YOU FEEL?
Sad, 12%
Irritable, 18%
Tried, 18%
Angry, 10%
Anxious, 14%
Tense, 18%
Depressed,
10%
Page 67
TABLE 22
STRENGTH OF EMPLOYEES
S.NO
Particulars
No of Respondent
Percentage
1.
Self confidence
22
44%
2.
Powerful commanding
16
32%
3.
Adjustability
12
24%
50
100%
Total
INTERPRETATION
From the above table inferred 44% of the respondents are self confidence on their job,
32% of respondents are powerful commanding and 24% of respondents are adjustability.
Page 68
CHART 22
STRENGTH OF EMPLOYEES
24%
Respondents
Adjustability
32%
Powerful commanding
Self confidence
44%
0%
10%
20%
30%
40%
50%
Percentage
Page 69
TABLE 23
a. CONDUCTED ANY STRESS PROGRAM
S.NO
Particulars
No of Respondent
Percentage
1.
Yes
18
36%
2.
No
32
64%
50
100%
Total
INTERPRETATION
From the above table inferred 64% of the respondents are says the company cant
conduct any stress program and 36% of respondents are says the company conduct the stress
program in regularly.
Page 70
CHART 23
a. CONDUCTED ANY STRESS PROGRAM
Yes, 36%
No, 64%
Page 71
TABLE 23
b. REDUCE YOUR STRESS
S.NO
Particulars
No of Respondent
Percentage
1.
Yes
35
70%
2.
No
15
30%
50
100%
Total
INTERPRETATION
From the above table inferred 70% of the respondents are says their stress is reduced and
30% of respondents are says cant reduced our stress.
Page 72
CHART 23
b. REDUCE YOUR STRESS
No, 30%
Yes, 70%
Page 73
TABLE 24
STEPS TO REDUCES IN STRESS
S.NO
Particulars
No of Respondent
Percentage
1.
Walking
13
26%
2.
Yoga
17
34%
3.
Medicine
14
28%
4.
Others
06
12%
50
100%
Total
INTERPRETATION
From the above table inferred 34% of the respondents are says reduce the stress by yoga,
28% of respondents are says medicine, 26% of the respondents are says walking and 12% of
respondents are says reducing the stress by other factors.
Page 74
CHART 24
STEPS TO REDUCES IN STRESS
40%
34%
35%
30%
28%
26%
Percentage
25%
20%
12%
15%
10%
5%
0%
Walking
Yoga
Medicine
Others
Respondents
Page 75
CHAPTER VIII
FINDINGS OF THE STUDY
1.
54% of 21-30 years of age wise classification.
2.
100% male of sex wise classification of respondents.
3.
30% of UG holder at education qualification of respondents.
4.
60% of married of marital status of the respondents.
5.
40% of respondents are getting salary Rs.10,001-15,000.
6.
46% of the respondents have experienced in 0-5 Years.
7.
50% of equal respondents are feel pressure in work.
8.
52% of majority of respondents during happened work is reason for physical pressure in
work.
9.
56% most of the respondents have maintain better relationship with co-workers.
10.
40% most of the respondents are feel cause for stress our work.
11.
52 % most of the respondent feel heavy work load is arising from stress in our work.
12.
40% most of the respondents are said that sometimes conflict arising to superior.
Page 76
13.
48% most of the respondents are sometimes affected stress in work place due to the
family situation.
14.
44% most of the respondents are said that sometimes company policy is creating to stress
in our work.
15.
30% most of the respondents are feel always the unfavorable work environment is
creating stress in our work.
16.
48% most of the respondents are feel sometimes an inadequency of essential equipment
is arising from stress in our work.
17.
(i) 64% most of the respondents are shot tempered
(ii) 30% most of respondents are controlled tempered in sometimes.
18.
42% most of the respondents are think internal competition between workers is creating
to stress in our work.
19.
46% most of the respondents are feel on economic problem many time creating to stress
in our life.
20.
42% most of the respondents are some time to spend with their friends relative to
reducing the stress.
21.
18% most of the respondents where cannot completed in work in due to tried, tension,
irritable.
Page 77
22.
44% most of the respondents are says their greatest skills or strength is self confidence.
23.
(i) 64% most of respondents are says the company is not conducted in stress programme.
(ii) 20% most of respondents are reduce our stress.
24.
34% most of the respondents are taken step to reduce stress through yoga practice.
Page 78
CHAPTER IX
SUGGESTION AND RECOMMENDATION
The company should retain the employees.
Working conditions changed based on our experience to arrange the work load.
To create employer & employee mutual relationship.
To reduce noise in working area.
The company provides recreational facility to the employee.
The company to facilitate loan for various economic conditions.
The company in take the employee to providing various allowances facilities.
The company to periodically providing Medical check-up to the employees to maintain

physical and mental healthness.
Page 79
CHAPTER X
CONCLUSION
Thus the study helps to overcome several the occupational stresses in present situation &
many employees manage stress well.
Mainly all the concern should be take care of
Occupational Stress.
Research evidence inferred that stress is both helpful shows that many employees have
more work pressure. This heavy work pressure also result in poor concentration. They also have
health problems which in turn affects the performance. Therefore, they need to cope-up with
stress by adopting various like yoga & meditation, physical exercise etc., stress cannot be
eliminated fully but it could be managed effectively.
Page 80
APPENDIX
A Study on stress Management in TANFAC LIMITED, SIPCOT, CUDDALORE
S.No
Name
a) 21 30 Years
1.
Age group
b) 31 40 Years
c) Above 41 Years
a) Male
2.
Sex
b) Female
a) HSC
b) Diploma Holder
3.
Qualification
c) Under graduate
d) Post graduate
e) others
4.
Designation & Department

a) Married
5.
Marital status
b) Unmarried
a) Below 5,000
b) 5,001 to 10,000
6.
Salaries
c) 10,001 to 15,000
d) Above 15,001
Page 81
7.
How long are you working in this organization

a) 0 5 Years
c) 11 15 Years
8.
12.
c) Never
b) Mental
How is your relationship with Co-workers?

a) Cordial
11.
b) Sometimes
What defect happened when pressure arise?

a) Physical
10.
d) Above 15 Years
Are you feel pressure in your work?

a) Many times
9.
b) 6- 10 Years
b) Not Cordial
What areas in your life make you feel Stressed?

a) Work
b) Relationship
c) Family event
d) Others
Which time the pressure will arise to you??

a) Heavy work load b) Low work load
c) Night Shift
Page 82
13.
Any conflict are happened to your Superior?

a) Many times
14.
b) Sometimes
Do you think Stress due to family situation?

a) Many times
15.
b) Sometimes
c) Never
Do you think company policy is one of the reason for stress?

a) Many times
16.
c) Never
b) Sometimes
c) Never
Do you think unfavorable work environment is one of the reason for stress in job
work?
a) Many times
17.
b) Sometimes
Do you think inadequacy of essential equipment may arise a stress in work?

a) Many times
18.
c) Never
b) Sometimes
c) Never
i) You are a shot tempered?

a) Yes
b) No
ii) If yes means, do you controlled your tempered?

a) Many times
b) Sometimes
c) Never
Page 83
19.
Do you think internal competition between workers is are the reasons for arising
stress?
a) Many times
20.
b) Sometimes
c) Never
Do you feel you have time to spent with your friends (or) relatives?
a) Many times
22.
c) Never
An economic problem will arising the stress in your job?

a) Many times
21.
b) Sometimes
b) Sometimes
c) Never
Some times you can not completed your work how do you feel?
a) Sad
b) Tried
c) Anxious
d) Depressed
e) Tense
f) Angry
g) Irritable
23.
What are your greatest skill or strengths?

a) Self confidence
b) Powerful commanding
c) Adjustability
24.
i) The company is conduct any stress programme?

a) Yes
b) No
ii) If yes means, it is really reduce your stress?

a) Yes
b) No
Page 84
BIBLIOGRAPHY
1. Human Resource Management
C.P. Gupta
Sultan Chand & Sons
Educational Publishers
2. Organisational Behaviour
S.S Khanka
Chand & Co Publishing House
3. Organisational Behaviour
K. Aswathappa
Himalay Publishing House
Page 85

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CHAPTER I

Department of Business Administration

TECHN OLOGY TIE UPS:

CHENCO, germany- for hydrofluoric acid (know-how and equipment).

Grasim industries limited- for sulphuric acid/oleum (design and erection)

have vital applications in

Department of Business Administration

Maximize overall equipment effectiveness.

Establish positive work culture.

Organize work place to prevent losses,

Induce all employees towork as ONE TEAM,

Satisfy all stake holders.

Core competency leadership in fluorine business

Bench-marking with the best in the world,

International image through quality, knowledge integration and open learning

Focus on research & development for widening of product base.

Department of Business Administration

Department of Business Administration

SPECIALITY INORGANIC FLUORIDES

Department of Business Administration

Viscose Staple Fibre, Cement, Textile & Fabrics, Sponge Iron

Aluminium, Aluminium products, copper, precious metal refining

Alumina, Aluminium products

Aditya Birla Nuvo Ltd

Ready to wear branded apparel, Viscose Filament Yarn, Insulators,

Carbon Black, Textiles

Department of Business Administration

Department of Business Administration

The source of stress come from are called stressors.

The stressors, or the so called

These are summarized in figure that thinking of stressors in various

Department of Business Administration

Lack of group Cohesiveness

Lack of Social Support

Department of Business Administration

Interpersonal and Inter group Conflict

The incompatibility in term of needs and values between co-workers / colleagues

Role of conflict and Ambiguity

Life and carrier changes

Department of Business Administration

Anxiety, irritability, lack of clear thinking, inability to relax,

frustration, helplessness, loneliness, etc.

Department of Business Administration

eustress and the second distress.

Department of Business Administration

Department of Business Administration

Department of Business Administration

5. Fit between person and work:

Develop a strong philosophical base of combining different Indian values.

Create awareness among organization members about these values

There must be compulsory course on Indian philosophy in professional

Popularizing Indian values among organizational members will be helpful in

Department of Business Administration

Stress management programmers for employees must be based on sharing

Organizations must include these training programmers as integral part of their

Occasionally, organizational programmers may not be helpful in the

Department of Business Administration

OBJECTIVES OF THE STUDY

1. To identify the cause of the stress faced by the employees.

Department of Business Administration

NEED AND SCOPE OF THE STUDY

1. To evaluate the employees stress management system.

2. To attain the required satisfaction in work environment.