CH APTER 1

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 INTRODUCTIOn

Stress is one of the most ambiguous words in the English language with an
many interpretation. The use of the term stress in other languages introduces a variety
of meaning and Spanish does not even have direct translation of the word stress. Stress
carries negative connotation for some people as though it where something to be
avoided. This is unfortunate because stress is a great asset in managing legitimate
emergencies and achieving peak performance. Understanding the sources of stress
within organization and managing those impact is an important responsibility for any
business this will demonstrate the organization have caring cultures. An effective
strategy to manage stress will reduce absenteeism and Improve productivity. Being able
to identify and eliminate hazards that can affect performance, such as stress, is thus
important

The project was constructed to analyze the stress level among the employees.
There are lot of workers are working in GEMINI PLASTICS. Because of this strength
my study become relevant. It is very important to analyze stress level among the
employees. So am interested to take this topic. Here am going to analyze the stress
level among employees GEMINI PLASTICS

2
 RESERCH PROBLEM

The project leads to analyzing the factor, which one of the most effected in the
stress level of employees of GEMINI PLASTICS

3
 OBJECTIVES OF THE STUDY

PRIMERY OBJECTIVES

To check the level of stress among the employees

SECONDARY OBJECTIVES

To stress the factors that lead to stress.

To seek the opinion of the employees regarding the method that

better reduce the stress.

To identify whether the company is providing any facility to reduce

stress

4
 PERIOD OF THE STUDY

The project survey was conducted for the period of 3

weeks of the year 2015 to GEMINI PLASTICS

5
 METHODOLOGY

In order to carry out the study in a systematic and specified procedure involved
in conducting a research problem. It deals with new search design, data collection
method, various tools used in other techniques applied during the study.

Research refers to the search for knowledge one can also define research
scientific search

SOURCES OF INFORMATION

Primary data

Primary data are those data collected by the investigator directly from the
respondent. Like direct interview with employees, primary data is collected by
using questionnaire.

An open ended questionnaire was formulated to conduct a study workers stress

of GEMINI PLASTICS The questionnaire was framed to find out the opinion
of workers

Secondary data

Secondary data are collected by investigator directly. Textbook, organization

record where used a secondary source of data collection. The information from
internet was also used for this purpose

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 SCOPE OF THE STUDY

People are the most significant forces of enterprise. Human resource is an

important asset of any company any stress or inconvenience caused to these asset may
direct effect the performance which ultimately effect the attainment of over all
objectives. Thus it has become a compulsion from the part of each organization to
provide a stress free environment to the employees. Organization should like account of
stress and do something about it because;

They have the social responsibility to provide a good quality of working life

Excessive stress causes illness

Stress can result inability to cope with demand of the job, which of course
create stress

Excessive stress can reduce employees effectiveness and therefore

organizational performance

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 LIMITATIONS OF THE STUDY

1. Time concerned is the main limitations of the study

2. Interview with many individual was not possible
3. Some responds may not come out with facts openly
4. Since the study is conducted in limited area

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CHAPTERS SCHEME

CHAPTER 1: Introduction

CHAPTER 2: Industry profile & Company profile

: Literature review

CHAPTER 3: Data analysis

CHAPTER4: Findings,

: Summary & Conclusion

: Bibliography

: Appendix

9
CHAPTER 2

INDUSTRY PROFILE

COPANY PROFILE

REVIEW OF LITERATURE

10
 INDUSTRY PROFILE

India said to have third largest scientific

manpower in the world, but contribute very little compared to the situation the
developing country. What the manufacture have get not dune is not probably the high
lighting and encouragement to use plastic rather than to choose plastics.

Most of the advised countries are now is most of the

western countries there are houses, which are completely made up of plastic and by
polymerization and other modern techniques. We can produce plastic of much higher
strength even stronger than iron and substances. Polymerized plastic are related much
slowly with air and that increases their yield and now most of places iron is
successfully replaced by plastics and that is appositive effective of science and
technology.

The price or plastic material is much lower than substance and the
polymerized plastic can be prepared by simple techniques. We know that in older times
water pipes are made up of iron and there chance of reliability is 1/3rd of that of
plastics, and how the water pipes are mainly of polyvinyl chloride and that will also
reduce the chance of leakage and now we are also using water tanks made up of plastics
and the part of air crafts are also made up of plastics. And one thing is sure that any of
the plastic manufactures are not winning to make people aware about the benefits of
using of plastics helps to take away diseases.

One thing Is important that India has got very high rich deposit of
ethylene salt and other substances, which are essential for plastics. So that we could
easily manufactures plastics and also we can producing hose made up fiber of plastics
the effect of earth quake and other natural phenomena could not affect our hoses.

And now a day may of our needs are being satisfied with
plastics we cannot think about a life without plastics and most our needs are being
satisfied by plastics.

11
 One major benefit of plastic is that are easy to carry and also we
can produce plastics of any shape without much difficulty and out scientists are also
engaged in to good quality of plastics. Now as a result of these experiments we could
produce plastic was high thermal stability.

In India now there are several companies which are producing plastics
products, and some are meant for house needs other using outside houses. Hence all
most of the olden type are being replaced by plastics is now we are using ornaments,
which are made up of plastics.

USE OF PLASTICS

Plastics are indispensable to our modern way of life. Many people

sleep on pillows and mattress filled with a type of plastics either cellular polyurethane
or polyester. At night, people sleep under blankets and bedspreads made of acrylic
plastics, and in the morning they step out of the bead in to polyester and nylon carpets.
The car we drive the computers we use, the utensils we cook with, the recreational
equipment we play with, the houses and building we live and work in all include
important plastics components. The average car contains all most 136kg (all most
300ib) of the plastic nearly 12% of the vehicle over all weight. Telephones,
textiles/compact discs are other domestic product made up of plastics produced in the
United States passed the volume of domestically produced steel.

Plastics are used extensively by many key industries, including the

automobiles, aerospace, construction and electrical industries. The aerospace industry
uses plastic to make strategic military parts for missiles, rockets and aircrafts plastics
are also used in specialized fields, such as the health industry, to make medical
instruments, dental fillings, optical lenses and bio compatible joints.

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 PLASTICS INDUSTRIES IN INDIA

In India plastic industry is expanding is at phenomenal speed and also

among the fastest growing sectors in the country. It is expected that this industries turn
over may ruse to Rs 1000million (Rs 100000crore) in 2012, according to plats India
foundation. It is believed that this industry plays very significant role in the Indian
economy. The demand for plastic is consistently rising as global firms from different
sectors like automobiles, electronic telecommunication, food processing, packing and
healthcare have established large production bases in India.

PLASTC INDUSTRIES IN KERALA

In Kerala also there are several companies

which are producing plastics and some of these companies are not able to produce raw,
material but they are using those raw materials which are in granules state for
producing plastics articles. In the seashores of Kerala there is a heavy deposit of
ethylene salt, which is a main compound of plastic. Most of the Kerala companies are
using only virgin materials and also they are producing high quality product and now
plastics manufactures are preparing for facing the rising need of plastics.

COMPANY PROFILE
13
 Gemini plastics are partnership type of organization and were established in
year 1987. Growths through innovation and customers satisfaction are the prime drive
of the organization. The firm is situated in the industrial estate, Palayad SRI. K Remash
Kumar is the managing partner of the firm and SRI Sreenivasan is the manager

Gemini plastics has a subsidiary firm is called Lakshmi engineering

enterprises. It is engaged in manufacturing dyes and module used in producing plastics
products. Gemini plastics are engaged in the production of 59 different plastics items
and are marked with the trade name Gemplast. The mark is the picture of a body in a
bucket. The firm is self handles production and marketing of product.

The firm stated with a initial investment of Rs2500000. The machine

for manufacturing purpose is brought from KLOCKNER, WINDSOR, INDIA
LIMITTED, and MUMBAI. The Gemini plastics produce the plastic hose hold articles.
It is distributed all over Kerala. Gemini plastics are the real Gem in plastics.

The main part of the production consist of injection modeling machines

which is mainly high-density polythene as raw materials, it is a granule state. The
granule are hydraulically injected to different modules as a result of plastic hose hold of
different used only virgin materials, no other substances are added. So the product
obtained is of highly quality. Some dyes are added to module to give different colors.
No doubt the market acceptance grows high. The turnover of company stands
testimony to this.

The managing partner sri. K Ramesh Kumar carries on the

management. The success of the Gemini plastics is the proper management and
administration. The managing partner is given the duty to manage day to day activities
of business.

Gemini plastics give a credit of 30 days towards retailers if the

retailers pay the amount in advance he gets the discount of 5% if he able to make the
payment within 5 days he will get a discount of 3%.

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 The main contributor of capital in Gemini plastic is the capital of partner
themselves. They borrowed working capital, loan from state bank of India and term
loan from Kerala financial corporation for procuring machinery. The preparing of
account is on basis of factories act 1948. They prepare various types of accounts like
journal, cash book, ledger, sundry debtors accounts, trial balance, profit and loss
account and balance sheet.

A Gemini plastic has the only plastics house hold industry in Kannur. Its
main competitors are TOOTAL, SOUTHERN, KAVERY, FAMILY etc. Gemini
plastics provide high quality color etc. than their competitors.

TRADE MARK

The trade mark of Gemini plastic industries is the picture of a baby in a bucket.

THE OBJECTIVES OF THE GEMINI PLASTICS

Produce goods and services in quantities and time in to meet customers needs.
Minimum sales and maximum profit.
Produce goods and services at lowest possible cost.
To purchase raw material at bulk quantities and produce goods and services in
durable quantity.
To obtain contract from distributers.
To provide attractive color to the product.
To provide good working atmosphere.
To provide storing facility.
To handle production and sale of product.
To provide more durability.
To find out the factors influencing to the availability of raw material.

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 Produce goods and service in qualities time in to meet customers needs.

Distributers do major portion of sale. The 12 distributers in place like

Calicut, kasarkode, Ernakulum, quilandi etc. orders are canvassed by representatives
from various areas like Kannur, kasarkode, Calicut, Palakkad, malappuram, etc and
supplied through delivery van by giving 30 days credit items are also supplied by store
delivery.

Advertisements and publicity is the main promotional tool used Gemini

plastics advertise in bulk indoor media. Advertisements are made inform of extension
and radio and outdoor media like banners, wall printing etc. advertisements through
magazines are done in small way.

Gemini plastic is engaged in the production of 59 plastics items and it is

marked with the trade name GEMPLAST. The trade mark is the picture of a baby in
bucket. The production of the Gemini plastic is the messenger of the strength durability
and faith. Each product is made out of imported virgin raw materials which stand
sudden destruction with fully automated injection molding machines of internationally
famous KLOCKNER, WINDOSER and some of the smaller products are made under
computer control system.

FULLY MOSERISED PRODUCTION PLANT

The main part of the production plant consists of injection molding

machines, which is mainly high density polythene as raw material. It is in granule state.
This granule is hydraulically injected to different molds as result plastic house hold of
different shapes is returned.

The firm used only virgin materials, no other substances are adding. So the
product obtained is of high quality.

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 ORGANISATIONAL STRUCTURE OF GEMPLAST
INDUSTRY

MANAGING
DIRECTOR

PARTNER

ADMINISTRATIVE
PARNER

PE MARK FINA PRO

RSONAL ETING NCE DUCTION
DIVISION DIVISION DIVISION DIVISION

HR MAR FINA PRO

MANAGE KETING NCE DUCTION

R MANAGER MANAGER MANAGER

ACC
HR SAL
OUNTANT
EXECUTI ES

VE EXECUTI
VE 17 CLER
SUPE ST
K
RVISOR ORE
DEPARTMENTS OF GEMPLAST INDUSTRY

FINANCE DEPARTMENT
MARKETING DEPARTMENT
PURCHASE DEPARTMENT
HUMAN RESOURCES DEARTMENT
PRODUCTION DEPARTMENT

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 REVIEW OF LITERATUIRE
There is increasing evidence which suggests that today more than ever before,
employees are working in an atmosphere of anxiety and stress. A fundamental and
dynamic shift is taking place in the world of work. Many have called this change the
third revolution or tidal wave. Most experts have agreed, however, that the situation
is a transformation from an industrial economy to an information or knowledge based
economy. Structural changes (downsizing, mergers, acquisitions and restructuring),
changing social and working contexts and the introduction of new technology are all
implicated in the stress process. The negative impact of stress can be observed in the
wide range of conditions that are associated with it. Stress has been associated not
only with a variety of psychological conditions including anxiety and depression, but
also with a number of important physical conditions including heart attack, ulcers and
stroke. It is also considered to be a contributing factor to low back pain and repetitive
stress injuries.

The World Health Organization (2001) predicts that by 2020, mental illness will
be the second leading cause of disability worldwide, after heart disease. The
International Labour Organization ((ILO), 2000) says mental illness affects more
human lives and gives rise to a greater waste of human resources than all other
forms of disability. Mental disorders are one of the three leading causes of disability.
In the EU, for example, mental health disorders are a major reason for granting
disability pensions. Five of the 10 leading causes of disability worldwide are mental
health problems major depression, schizophrenia, bipolar disorders, alcohol use and
obsessive-compulsive disorders and account for 25-35% of all disability (Cameron,
2000). Employers are greatly affected by their employees mental health, and
employers affect positively or negatively their employees mental health.

The incidence of stress within European society is on the increase and accounts
for over 30% of all absence from work. Evidence for this is emerging from a number
of sources including surveys, longitudinal studies and absence statistics. Estimations
of the Health and Safety Executive (1998) are that between 30 60% of all Sickness
Absence in the UK is related to a mental or emotional disturbance (i.e. stress,
burnout). In The Netherlands long-term sickness absence due to mental disorders
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has increased from 17 % in 1974 to 32 % in 1992. This figure has increased over the
past decade. Evidence from the literature suggests that Workers on long-term absence
as a result of stress are less likely to return to work than those with physical injuries or
illnesses.

Watson Wyatt (1998), in their annual survey of integrated disability

management programmes, found that incidents of disability are increasingly related
to slowly developing, chronic conditions and work-induced stress. In this survey,
musculoskeletal problems such as carpal tunnel syndrome and repetitive motion
complaints (50 percent) exceeded injuries (44 percent) as the most common condition
triggering an occupational disability expense. The survey also found that mental
health-related disabilities are on the rise. Forty-five and 58 percent of employers,
respectively, expressed growing concern about mental illness as a source of
occupational disabilities and non-occupational disabilities. Moreover, one-third of
survey respondents characterized the management of mental illness in the workplace
as very difficult. The Canadian Mental Health Association (CMHA) says that
emotional distress and mental illness account for 20-30% of all employee
absenteeism and industrial accidents. Between 1990 and 1999, a 220-per-cent
increase in stress cases was reported by employee assistance programs, according to
the managing director of the Canadian Institute of Stress (Bauer, 2003). Seventy-
nine percent of participants in Watson Wyatts (2002/2003) Staying@Work Canada
survey indicated that psychological conditions (depression, anxiety, stress and other
conditions that affect the psychological health of employees) were the leading cause
of short-term disability (STD) claims, while 73 percent confirm that these conditions
are also the leading cause of long-term disability (LTD) claims. The same survey
estimated that most companies spend 2 to 3 per cent of their payroll on short-term
disability claims, of which half may be stress-related. A recent report from Health
Canada (2002) puts the costs associated with mental health disorders in the workplace
at nearly 14 percent of the net annual profits of Canadian companies, with a price tag
of up to $16 billion annually. This report also suggested that employees who
experience work stress (caused by interpersonal, job-control and management
problems) are six times more likely than others to be absent from work for six or
more days.

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 The United Kingdom Department of Health and the Confederation of British
Industry have estimated that 15 to 30 percent of workers will experience some form
of mental health problems during their working lives. The most recent research from
the HSE (2002) suggests that since 1995 the number of working days lost to stress,
anxiety and depression in the UK has more than doubled. In 2001, more than 13
million days were lost because of stress, which affects one in five of all employees at
a cost of up to 3.8 billion.

In the USA in 2000, on any given day 3.9% of employees in US workforce

are absent from work (Bureau of Labour Statistics, 2002). In 1998 costs associated
with 8.3 million work related injuries and 5,100 work deaths resulted in 125 million
lost work days and cost American business $125 billion in wage and productivity
losses, health care costs and administrative expenses. These are the direct quantifiable
costs, however, they represent only a portion of the costs. The indirect costs, which
include the cost of hiring and training replacement employees, lost profits, loss of
customers, decreased employee morale and efficiency, time lost by supervisors and
other employees at the accident; are estimated to be about 5 to 15 times higher
(Kalina, 1998). Estimates of the national cost of depression (USA 1990) range from
$30-$44 billion of which close to $12 billion is in lost work days each year. A further
$11 billion in costs accrue from decreased productivity due to problems with
concentration, memory, decision-making.

Studies released by the ILO (2000) on mental health policies and programs
affecting the workforces of Finland, Germany, Poland, United Kingdom and United
States showed that the incidence of mental health problems is increasing. It reported
that as many as one in 10 workers suffer from depression, anxiety, stress or burnout.
In some cases, these problems lead to unemployment and hospitalization. The findings
of the report included:

Clinical depression has become one of the most common illnesses in

the U.S., affecting one in 10 working-age adults, resulting in a loss of
approximately 200 million working days per year.
More than 50 percent of the Finnish workforce experiences some kind
of stress related symptoms, such as anxiety, depressive feelings,
physical pain, and social exclusion and sleep disorders. Seven percent
of Finnish workers suffer from severe burnout, leading to exhaustion,

21
 cynicism and sharply reduced professional capacity. Mental health
disorders are the leading cause of disability pensions in Finland.
Depressive disorders in Germany account for almost seven percent of
premature retirements, and depression-related work incapacity lasts
about two-and-a-half times longer than incapacity due to other illnesses.
The annual volume of production lost due to absenteeism related to
mental health disorders is an estimated 5 billion DM annually.
Nearly three out of 10 employees experience mental health problems in
the United Kingdom each year, and numerous studies show that work-
related stress and the illnesses it causes are common. One in every 20
working-age Britons is experiencing major depression.
In Poland, a growing number of people, especially those suffering from
depressive disorders, are receiving mental health care, a trend related to
the countrys socioeconomic transformation and resulting increases in
unemployment, job insecurity and declining living standards.

Wyatt-Watson (2002), in their annual survey identified that mental health

disorders can also put employees at greater risk of other illnesses, or increase the
gravity, duration and likelihood of recurrence of chronic illnesses. For example,
individuals who suffer from depression and/or anxiety are at greater risk of developing
cardiovascular disease.

A CBI (1999) survey looking at long-term absence suggests that diagnosing

illness may become more important (and more difficult) as psychiatric claims
become more common. Psychiatric illness can be: stress related to work or family;
anxiety; depression; or even more extreme conditions of the psyche. Unum, a large
insurer of long-term illness claims, has reported an 88% growth in these types of
claims over the last several years. With the psychiatric diagnosis more susceptible to
fraudulent claims and little rehabilitation available, it is viewed as a potential worry
for employers. Interestingly, only 7% of employers viewed stress or psychiatric claims
as a serious concern. The reasons for their growing concern included: having
personally experienced an increasing number of stress induced claims in their
company; the pressures of past (and anticipated) mergers have increased levels of
stress within their organization; and the lack of training and programmes to equip line
managers to adequately handle claims of this nature.

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 The issue of disability or illness which prevents workers from participating in
the workplace is of major concern to both corporations and individuals. From an
organizational perspective, unscheduled worker absence, whether it is due to
incidental sick leave, disability or illness, reduces productivity, profits, organizational
competitiveness and employee satisfaction. For the individual the costs of absence
from work due to disability or illness include personal, career, financial and family
costs.

DEFENITION OF STRESS

Stress on the stress response is the unconscious preparation to fight or free that a person
experience when faced with any demand. A stressor or demand is the is the person or
event that triggers the stress repose. Distress on strain refers to the adverse
physiological, physical, behavioural and organizational consequences that may occur as
a result of stressful event.

FOUR APPROACHES TO STRESS

The stress response was first discovered by Walter.B.Cannon early in the 20th
century. Later researches defined stress differently that Cannon. We shall review four
different approaches to define stress.

1. Homeostatic/Medical
2. Cognitive appraisal
3. Person environment
4. Psycho analytic

These four approaches will give more understanding of what stress really is:

1. HOMEOSTATIC/MEDICAL APPROACHES

Walter.B.Cannon was the medical psychologist who originally discovered stress

and called it The emergency response or The militaristic response arguing that it
was rooted in the Fighting emotion. His early writings provide the basis for calling
the stress response the flight or fight response. According to Cannon stress resulted
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when an external environment demand upset the persons natural steady state balance.
He referred to this study-state balance of equilibrium as a homeostasis. Cannon
believed that body was designed with natural defense to keep it in homeostasiss. He
was especially interested in the role of sympathetic nervous system in activating a
person under stressful conditions.

2. THE CONGNITIVE APPRAISAL APPROACH

Richard Lazarus was more concerned with the psychology of stress. He deemphasized
the medical and psychological cognitive aspects of the response. Like Cannon, Lazarus
saw stress as a result of person environment interaction and he emphasized the persons
cognitive appraisal in classifying persons or events as stressful or not. Individuals
differ in their appraisal of events and people. What is stressful for one person may not
be stressful for another. Perception and cognitive appraisal are important processes in
determining what is stressful and persons organizational position can shape such
perceptions. Lazarus also introduced problem focused and emotion focused coping.
Problem focused coping emphases managing the stressor and emotion focused coping
emphasizes managing your response.

3. THE PERSON-ENVIRONMENT FIT APPROACH

Robert Khan was concerned with the social psychology of stress. His approach
emphasized how confusing and conflicting expatiation of a person in a social role
create stress for the person. He extended the approach to examine a persons fit in the
environment. A good person environment fit occurs when a persons skills and abilities
match a clearly defined consistent set of role, expectation. This result in a lack of stress
for the persons stress occurs when the role expectations are confusing and or
conflicting or when a persons skills and abilities are not able to meet the demands of
the social role. After a period of this stress the person can expect to experience strain
such as strain in the form of depression.

4. THE PSYCHOANALYTIC APPROACH

Harry Levinson defined stress based on Freudian psychoanalytic theory. Levinson

believes that two elements of the personality interact to cause stress. The first element
is the ego-ideal the embodiment of a persons perfect self. The second element is the
self image how the person really sees himself/herself both positively and negatively.

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Although not sharply defined, the ego-ideal encompasses admirable attributes of
parental personalities wished for and or imaginable qualities a person would like to
possess and absence of any negative or this taste full qualities. Stress result from the
discrepancy between the idealized self and the real self image the greater discrepancy
the greater stress a person experiences. More generally, psychoanalytic theory help us
understand the role of unconscious personality factor as causes of stress within a
person.

THE STRESS RESPONSE

Whether activated by an ego-ideal or self image discrepancy, a poorly defined

social role cognitive appraisal suggesting threat or a lack of balance the resulting
response is characterized by a predictable sequence of mind and body events. The
stress response begins with the release of chemical messengers primarily adrenaline, in
to the blood stream. These messengers activate the sympathetic nervous system and the
endocrine (hormone) system. These two systems work together and trigger for mind-
body changes to prepare one for fight of flight

1. The redirection of the blood to the brain and large muscle group and away from
the skin, internal organs and extremities.
2. Increases alertness by way of improved vision, hearing and other sensory
process through the activation for the brainstem.
3. The release of glucose and fatty acids into the blood stream to sustain the body
during the stressful event.
4. Depression of the immune system as wel as restorative and emergent processes
(such as digestion).

The set of four changes shifts the person from a neutral or naturally defensive posture
to an offensive posture. The stress response can be very functional in preparing a
person to be with legitimate emergencies and to achieve peak performance. It is neither
inherently bad nor necessary destructive.

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SOURCES OF STRESS AT WORK

The four approaches to define stress emphasize demand or sources of stress at work.
We can organize these demands into the general categories of task demands, role
demand, interpersonal demands, and physical demands. In addition the organization
needs to be sensitive to non work stressors such as demands from the persons family
or non work activities.

TASK DEMANDS

Change and lack of control are two of the most stressful demands people face at work.
Change leads to uncertainty, a lack of predictability in a persons daily tasks and
activities and may be caused by job insecurity related to difficult economic times.

Lack of control is the second major source of stress especially in work

environment that are difficult and psychologically demanding. The lack of control may
be caused by inability to influence the timing of tasks and activities to select tools or
methods for accomplishing the work to make decisions that influence the work
outcomes or to exercise direct action to affect the work outcomes.

Concerns over career progress, new technologies and work overload are three
additional task demands triggering stress for the person at work. Career stress is related
to the thinning of mid managerial ranks in organizations through mergers, acquisitions,
and downsizing causing career gridlock for many. Thinning the organizational ranks
often leaves an abundance of work for those who are still employed. Work overload is
seen as the leading stressor for people at work. In some cases the reverse the work
under load can be equally stressful problem. New technologies also create both career
stress and techno stress for people at work. In some cases the reverse the work under
load can be equally stressful problem. New technologies also create both career stress
and techno stress for people at work who wonder if they will be replaced by smart
machines. Although they enhance the organizations productivity capacity, new
technologies may be viewed as the enemy by workers who must ultimately learn to use
the. This creates a real dilemma for management.

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 ROLE DEMAND

The social psychological demands of the work environment may be every bit as
stressful task demands at work. People encounter two major categories of role stress at
work role conflict and role ambiguity. Role conflict result from inconsistent or
incompatible expectations communicated to a person. The conflict may be an inter-role,
intra-role, or person role conflict.

Inter-role is caused by conflict is caused by conflicting expectations related to

two separate roles, such as employee and parent. Intra-role conflict is caused by
conflicting expectation related to a single role such as employee.

Ethics violations are likely to cause person to cause role conflicts, employee
expected to behave in ways that violate personal values, belief or principles experience
conflict. The unethical acts of committed employees exemplify this problem.
Organizations with high ethical standards are less likely to create ethical conflicts for
employees. Person role conflicts and ethical violations create a sense of divided
employees. Person role conflict and ethical violations create a sense of divided loyalty
for an employee.

The second major cause role stress is role ambiguity. Role ambiguity is the
confusion a person experiences related to the expectations of others. Role ambiguity
may be caused not understanding what is expected, not knowing how to do it or not
knowing the result failure to do it.

INTERPERSONAL DEMANDS

Abrasive personalitys sexual harassment and the leadership style in the

organization are interpersonal demands for people at work. The abrasive person may be
an able and talented employee but one who creates emotional waves that others at work
must accommodate. Abrasive personalities stand out at work and some organizational
cultures tolerate them. Organizations are increasingly less tolerant of sexual
harassment, gender related interpersonal demand. A leadership style in organizations,
whether authoritarian or participative, creates stress for different personality types.
Employees who feel secure with firm, directive leadership may be anxious with an

27
open, participative style. Those comfortable with participative leadership may feel
restrained by directive style.

PHYSICAL DEMANDS

Extreme environments, strenuous hazardous substances and the global travel create
physical demands for people at work. Work environments that are very hot or very cold
place differing demands on people and create unique risks. Office work has its physical
hazards as well. Noisy, crowded offices such as those of some stock brokerages, can
prove stressful to work in. working with a computer terminal can also be stressful
especially if the ergonomic fit between the person and machine is not correct.
Eyestrain, neck fitness and arm and wrist problem can occur. arm and wrist problem
can occur. Office designs that use partition rather than full walls can create stress.
These systems offer little privacy for the occupant and little protection from
interruptions.

NON WORK DEMANDS

Non work demands creates stress for people who may carry over into the work
environment or vice versa. Not all workers are subject to family demands related to
marriage, child rearing and parental care. For those who are these demands may create
role conflicts or overloads that are difficult to manage. The tension between work and
family may lead to a real struggle to achieve balance in life. In addition to family
demand people may have personal demands related to non work organizational
commitments such as churches, synagogues, and public service organizations. These
demands become more pr less stressful depending on their compatibility with the
persons work and family life and their capacity to provide alternative satisfactions for
the person. Finally traumatic events need not be catastrophic in nature, although
catastrophic events related to war or death of a loved one are traumatic. Job loss,
examination failures, and termination of romantic attachments are all traumatic and
may lead to distress if not addresses and resolved.

GOOD STRESS V/S BAD STRESS

28
 Stress has often been misunderstood to be negative, with few people
acknowledging the importance and usefulness of positive stress. In our everyday lives,
stress is everywhere and definitely unavoidable; hence our emphasis should be on
differentiating between what is good stress, and what is bad. This will help us to learn
to cope with negative stress, and harness the power of positive stress to help us achieve
more.

There are 4 main categories of stress, namely eustress, distress, hyper stress and
hypo stress. Negative stress can cause many physical and psychological problems,
whilst positive stress can be very helpful for us. Heres how we differentiate between
them.

1. EUSTRESS

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

2. DISTRESS

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

3. HYPER STERESS

This is another form of negative stress that occurs when the individual is unable
to cope the workload. Examples including highly stressful jobs, which require longer
working hours than the individual can handle. If you suspect that you are suffering
from hyper stress, you are likely to have sudden emotional breakdowns over
insignificant issues, the proverbial straws that broke the camels back. It is important

29
for you to recognize that your body needs a break, or you may end up with severe and
chronic physical and psychological reactions.

4. HYPO STRESS

Lastly, hypo stress occurs when a person has nothing to do with his time and
feels constantly bored and unmotivated. This is due to an insufficient amount of stress,
hence some stress is inevitable and helpful to us. Companies should avoid having
workers who experience hypo stress as this will cause productivity and mindfulness to
fall. If the job scope is boring and respective, it would be a good idea to implement
some form of job rotation so that there is always something new to learn.

The types of stress are named as eustress and distress. Distress is the most
commonly-referred to type of stress, having negative implications, whereas eustress is a
positive form of stress, usually related to describe events in persons life. Both can be
equally taxing on the body, and are cumulative in nature, depending on a persons way
of adapting to a change that has caused it.

CONSEQUENCES OF STRESS

The effect of stress is closely linked to individual personality. The same level of
stress affects different people in different ways and each person has different ways of
coping. Recognizing these personality types means that more focused help can be
given.

Stress shows itself number of ways. For instance, individual who is

experiencing high level of stress may develop high blood pressure, ulcers, irritability,
loss of appetite, accident proneness and the like. These can be subsumed under three
categories.

Individual consequences
Organizational consequences
Burnout

30
Individual consequences

Individual consequences of stress are those which affect the individual directly.
Due to this the organization may suffer directly or indirectly, but it is the individual
who has to pays for it. Individual consequences of stress are broadly divided into
behavioural, psychological and medical.

Behavioural consequences of stress are responses that may harm the person
under stress or others. Behaviourally related stress symptoms include changes in
productivity, turnover, as well as changes in eating habits. Increased smoking or
consumption of alcohol, paid speech and sleep disorders.
Psychological consequences of stress replace to an individual mental health and
well-being from or feeling depressed. Job related stress could cause
dissatisfaction, in fact it has most psychological effect on the individual and
lead to tension, anxiety irritability and boredom.
Medical consequences of stress affect a persons well being. According to a
research conducted, it revealed that stress could create changes in metabolism,
increase heart and breathing rates, increase blood pressure brings out head ache
and induce heart attack.

Organizational consequences

Organizational consequences of stress have direct affect on the organizations.

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

Burnout

31
 A final consequences of stress has implementation for both people and
organizations. Burnout is a general feeling of exhaustion that develops when an
individual simultaneously experiences too much pressure and few sources of
satisfaction.

MANAGING STRESS IN THE WORK PLACE

Every response to stress in a different way, it is only by understanding the

nature of individual responses that you can start fighting stress yourself and others.

Reduction or elimination of stress is necessary for psychological and physical

wellbeing of an individual. Efficiency in stress management enables the individual to
deal or cope with the stressful situations instead of avoidance. Strategies like tie
management, body-mind and mind-body relaxation exercise, seeking social support
help individual improve their physical and mental resources to deal with stress
successfully.

Apart from helping employees adopt certain coping strategies to deal with stress
providing them with the service of counselor is also useful. Many strategies have been
developed to help manage stress in work place. Some are strategies for individuals, and
other is geared toward organizations.

INDIVIDUAL COPING STRATEGIES

Many strategies for helping individual manage stress have been proposed.

The individual Copying strategies Reduce stress

Exercise
Relaxation
Time management
Role management
Support
Group/networking
Behavioural self control
Cognitive therapy
Counseling

32
 Individual coping strategies are used when an employee under stress exhibits
undesirable behaviour on the jobs such as performance, strained relationship with co-
workers, absenteeism, alcoholism and the like. Employee under one method by which
individual can manage their stress is through exercise. People who exercise regularly
are known to less likely to have heart attacks than inactive people are. Research also
has suggested that people who exercise regularly feel less tension and stress are more
conflict and slow greater optimism.

Relaxation

A related method individual can manage stress is relaxation. Copying with

stress require adaptation. Proper relaxation is an effective way to adopt. Relaxation can
take many forms. One way to relax is to take regular vacations; people can also relax
while on the job. A popular way of resting is to sit quietly with closed eyes for ten
minutes every afternoon.

Time management

Time management is often recommended method for managing stress, the idea
is that many daily pressures can be eased or eliminated if a person does a better job of
managing time. One popular approach to time management is to make a list, every
morning or the thins to done that day. Then you group the items on the list into three
categories: critical activities that must be performed, important activities that should be
performed, and optimal or trivial things that can be delegated or postponed, then of
more of the important things done every day.

Role management

Somewhat related to time management in which the individual actively works

to avoid overload, ambiguity and conflict.

Support groups

This method of managing stress is to develop and maintain support group. A

support group is simply a group of family members or friends with whom a person can

33
spend time. Supportive family and friends can help people deal with normal stress on
an ongoing basis. Support groups can be particularly useful during times of crisis.

Behavioural self control

In ultimate analysis, effective management if stress presupposes exercise of

self-control on the part of an employee. By consciously analyzing the cause and
consequences of their own behaviour, the employee can achieve self-control. They can
further develop awareness of their own limits of tolerance and learn to anticipate their
own responses to various stressful situations. The strategy involves increasing an
individuals control over the situations rather than being solely controlled by them.

Cognitive therapy

The cognitive therapy techniques such as Ellis emotive modal and

Meichenbaums cognitive strategy for modification have been used as an individual
strategy for educing job stress.

Counseling

Personal counseling help employee understand and appropriate a diverse, the

holistic approach adopted by the counselor gives him a comprehensive review of the
employee as client and enable him to deal the issues of work related problems in a
larger context with his awareness of the inter relationship among problems in
adjustment with self, other and environment and that a work concern will effect
personal life and vice versa, the employee would receive help regarding the problem in
all life.

34
CHAPTER 3

DATA ANALYSIS AND INTERPRETATION

35
TABLE 1

RESTLESS FEELING AT HOME

OPTION FREQUENCY PERCENTAGE

Never 3 6
Rarely 20 40
Often 20 40
Very often 7 14
TOTAL 50 100

FIGURE 1

45
40 40
40
35
30
25
20
14
15
10
6
5
0
n Rarely Often Very often

Findings: From the above chart it can be found out that 40% rarely feel restless at
home thinking about job, another 40% often feel, 10% never feel and remaining 14%
very often feel

Inference: It is almost half and half while nearly half rarely feel restless there is
another almost half often feels it.

36
TABLE 2

ATTITUDE TOWARDS SMALL PROBLEMS FROM CO-

WORKERS

OPTION FREEQUENCY PERCENTAGE

Never 20 40
Rarely 16 32
Often 10 20
Very often 4 8
TOTAL 50 100

FIGURE 2

45

40

35

30

25

20

15

10

0
Never Rarely Often Very often

Inference: It can be inferred that there is good inter personal relation in the
organization

37
TABLE 3

PRESENCE OF PERSON ROLE CONFLICTS

OPTION FREQUENCY PERCENTAGE

Never 60
Rarely 8 16
Often 8 16
Very often 4 8
TOTAL 50 100

FIGURE 3

70

60

50

40

30

20

10

0
Never Rarely Often Very often

Findings: 60% employees never feel that they are doing their jobs role which is
against intuition, 16% often feel, 16% rarely feel and 8% very often feel

Inference: It can be understood the most of the employees are free from person role
conflict

38
TABLE 4

OPINION THAT STRESS CAUSED DUE TO FAMILY

PROBLMS

OPTION FREQUENCY PERCENTAGE

Strongly agree 4 8
Agree 15 30
Disagree 21 42
Strongly disagree 10 20
TOTAL 50 100

FIGURE 4

45

40

35

30

25

20

15

10

0
Strongly agree Agree Disagree Strongly disagree

Findings: 42% disagree to the fact that their family problems bothers them much while
at job 20% strongly disagree, 30% agree to it and 8% strongly agree to it.

39
TABLE5

OPINION THAT WORK LOAD IS HEAVY

OPTION FREQUENCY PERCENTAGE

Strongly agree 1 2
Agree 14 28
Disagree 30 60
Strongly disagree 5 10
TOTAL 50 100

FIGURE 5

70

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly disagree

Findings: Work load is heavy is disagreed by more than half that is 60%. 28% agree to
it. 10% strongly disagree and merely 2% strongly agree.

Inference: Most of the employees agree that stress is not caused due to the over work.

40
TABLE 6

INEFFECTIVENESS OF PROPER COMMUNITION CHANNEL

OPTION FREQUENCY PERCENTAGE

Strongly agree 5 10
Agree 15 10
Disagree 35 70
Strongly disagree 5 10
TOTAL 50 100

FIGURE 6

80

70

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly disagree

Findings: 70% disagree that there is no proper communication at work place. 10%
strongly disagree. 10% agree and 10% strongly agree

Inference: The communication channel is effective.

41
 TABLE 7

OPINION OF EMPLOYEES REGARDING PHYSICAL EXERCISE

AND YOGA AS A WAY TO REDUCE THE STRESS

OPTION FREQUENCY PERCENTAGE

Strongly agree 33 66
Agree 15 30
Disagree 1 2
Strongly disagree 1 2
TOTAL 50 100

FIGURE 7

70

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly disagree

Findings: 66% strongly agree that they believe physical exercise and yoga can reduce
the stress. 30% agree, 2% disagree and 2% strongly disagree.

Inference: Physical exercise and yoga could reduce stress

42
TABLE 8

ATTITUDE TOWARDS FINANCIALMOTIVATION AS A

WAY TO REDUCE STRESS

OPTION FREQUENCY PERCENTAGE

Strongly agree 20 40
Agree 20 40
Disagree 10 20
Strongly disagree 0 0
TOTAL 50 100

FIGURE 8

45

40

35

30

25

20

15

10

0
Strongly agree Agree Disagree Strongly disagree

Findings: 40% strongly agree that they feel the financial motivation can reduce the
stress, 40% agree to it, 20% disagree

Inference: It can be inferred that financial incentive could motivate the employees

43
TABLE 9

FREEDOM OF WORK

OPTION FREQUENCY PERCENTAGE

Strongly agree 0 0
Agree 15 30
Disagree 30 60
Strongly disagree 5 10
TOTAL 50 100

FIGURE 9

70

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly disagree

Findings: Majority of the employees that is 60 % disagree to it. 30% agree and 10%
strongly agree.

Inference: It can be inferred that there exist free working environment.

44
TABLE 10

OPINION THAT TRAINING AND DEVELOIPMENT

PROGREMMES CAN MAKE THE WORK EASY

OPTION FREQUENCY PERCENTAGE

Strongly agree 10 20
Agree 25 50
Disagree 10 20
Strongly disagree 5 10
TOTAL 50 100

FIGURE 10

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly disagree

Findings: 50% agree to the fact that training and development programmes could make
the work easy. 20% disagree, 10% strongly disagree, 20% strongly agree

Inference: It can be inferred that training and development help the employees to
reduce stress.

45
TABLE 11

OPINION ABOUT THE TIME FOR RELAXATION

OPTION FREQUENCY PERCENTAGE

Strongly agree 0 0
Agree 40 80
Disagree 10 20
Strongly disagree 0 0
TOTAL 50 100

FIGURE 11

90

80

70

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly disagree

Findings: from the above chart it can be found that 80% of the employees agree that
breaks could give them relief in between jobs while 20% disagree to it

Inference: employees almost unanimously agrees to the fact that relaxation time is
good way to reduce stress

46
TABLE 12

OPINION THAT COMPANY IS GIVING SUFFICIENT

MEASURES TO REDUCE THE STRESS

OPTION FREQUENCY PERCENTAGE

Strongly agree 5 10
Agree 25 50
Disagree 20 40
Strongly disagree 0 0
TOTAL 50 100

FIGURE 12

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly disagree

Findings: From the above chart it can be understood that 50% of the employees agree
that the company provide them with various measures to reduce the stress, while 40%
disagree to it and 10% strongly agree to this.

Inference: Company is giving sufficient measures to reduce the stress

47
TABLE 13

OPINION THAT MORAL VALUES REDUCE THE

STRESS

OPTION FREQUENCY PERCENTAGE

Strongly agree 25 50
Agree 25 50
Disagree 0 0
Strongly disagree 0 0
TOTAL 50 100

FIGURE 13

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly disagree

Findings: From the above, it can be understood that moral values give them the best
measure to reduce the stress. 50% strongly agree to it and 50% disagree to it. No one
disagrees

Inference: It is the moral values that keeps the employees away from stress.

48
TABLE 14

FEELING AT WORK PLACE

OPTION FREQUENCY PERCENTAGE

Never 10 20
Rarely 5 10
Often 20 40
Very often 15 30
TOTAL 50 100

FIGURE 14

45

40

35

30

25

20

15

10

0
Never Rarely Often Very often

Findings: From the below chart it can be found out that 40% of the respondent often
feel that there are busy or having a hard time at work place, 30% feel that they often
feel. 20% never feel never feel so and remaining 10% rarely feel.

Inference: It can be said that nearly half of the employees often feel that they are
having a hard time at the work place.

49
TABLE 15

FEELING OF RESIGNING THE JOB

OPTION FREQUENCY PERCENTAGE

Never 18 39
Rarely 14 28
Often 12 24
Very often 6 12
TOTAL 50 100

FIGURE 15

45

40

35

30

25

20

15

10

0
Never Rarely Often Very often

Findings: 28% rarely feels like resigning from job and start a new life. 24% often feel
another 12% very often feels and the remaining 36% never feels.

Inference: This shows that employee may not quit the job.

50
TABLE 16

SELF FEELING THAT ONESELF IS STRESS

OPTION FREQUENCY PERCENTAGE

Never 17 34
Rarely 13 26
Often 10 20
Very often 10 20
TOTAL 50 100

FIGURE 16

40

35

30

25

20

15

10

0
Never Rarely Often Very often

Findings: 34% never feel that they are at their work place, 26% nearly that they are
stressed. 20% often feel and another.

Inference: More than half of the employees never feel that they are stressed at work
place

51
TABLE 17

LACK OF GOOD SLEEP

OPTION FREQUENCY PERCENTAGE

Never 21 42
Rarely 12 24
Often 8 16
Very often 9 18
TOTAL 50 100

FIGURE 17

45

40

35

30

25

20

15

10

0
Never Rarely Often Very often

Findings: 24% rarely cannot get, 60% cannot get good sleep thinking about the job.
18% very often cannot get good sleep and 42% does not have a problem like that.

Inference: This shows that employee sleep is never effected by their job because may
disagree to it.

52
CHAPTER 4

FINDINGS, SUGGESTION AND CONCLUSION

53
 FINDINGS

It can be interpreted that employees are moderately stressed neither low nor
high. The employee are finally stressed which is quite normal.
Employees are in good relation with each other because only few get invited at
small problems from their co-workers.
Majority agrees that financial motivation can reduce stress.
Majority of the employees agree that physical and exercise and yoga can reduce
stress.
Stress is not caused by the work load because more than half of the employees
disagreed to it.
Majority disagree that they are under the strict rules and regulation which shows
that company has a free and pleasant working environment.
Majority of the people agree to the fact that there is a proper channel of
communication.
Only few feel that they are stressed.

54
 SUGGESTIONS

It can be found out that employees are finally stressed which is quite normal.
This does not called for immediate action from the part of the company. But
still the company could come up with some measures in future so that it is not
worsened.
Time for relaxation gives the employee good relief from stress. It helps them to
refresh their minds. It also helps them to have friendly talk with their colleague.
So breaks have double effect first of all it release from being stressed and have
to develop cordial relation among the employees.
It would be beneficial to the employee if the company open a free health centers
so that employee could practice yoga and physical exercise which organize
them.
Family get-together can be conducted which helps to incense the commitment
towards the origin and chance or resignation can be reduced.
Since minority of the employees is youngsters anything that attracts the youth
like music, social networking facilities during breaks could make them happy.

55
 CONCLUSION

The study was conducted to analyze the stress level among the
employees. Besides the factors that may cause and measure that may reduce the stress
was also found out stress is one of the most creativity ambiguous words in the English
language with as many interpretation. Even the stress experts do not agree on its
definition. Stress cannot be directly enquired and found out. It can be identified only by
assessing the symptoms of stress. So to analyses the stress level I have a used a four
point scale questionnaire to test the presence of symptoms of stress among the
employees. The sample size that have been chosen in 50. Research has been conducted
among the employee working under PICOS in the Tellicherry area. Tool for data
analyses that have been used to find out the stress level is weighted average method.
The study related that employee full under moderate level stress. At the end of the
study, we conclude that through there are sign of stress among the employee and such
stress is offering. This can be done by giving counseling and incorporating the
suggestions explained above. The findings of this project may help the organization to
assess the present condition and take necessary steps to correct the same.

56