A STUDY ON TECHNOLOGY UPDATIING AND ITS IMPACT TOWARDS

EMPLOYEE PERFORMANCE IN ORCADE HEALTH CARE PVT LTD ERODE.

ABSTRACT
The project titled “A STUDY ON TECHNOLOGY UPDATIING AND ITS
IMPACT TOWARDS EMPLOYEE PERFORMANCE IN ORCADE HEALTH CARE
PVT LTD ERODE. The study is attempted to analyze the impact of technology updating
among the employees on their performance. The objectives of this study are to find the
factors causing occupational technology updating, impact of occupational technology
updating and to suggest remedial steps to correct it. Researcher used Descriptive research for
this research work. A Sample size of 150 respondents was taken for the study. Primary data is
collected from the employees through the standard questionnaire framed on the basis of
objectives. Secondary data are collected from magazines Newspapers, websites. Statistical
tools like Percentage analysis, Chi-Square test and Weighted Average methods are used for
the data analysis and data interpretation. From this study it is found that majority of the
employees are in middle level of technology updating and also other findings are listed.
Based upon the findings, suggestions are also given to the organization to overcome the
impacts caused by technology updating.

INTRODUCTION
DEFINITION:
Technology updating in individual is defined as any interference that disturbs a
persons’ healthy mental and physical well-being. It occurs when the body is required to
perform beyond its normal range of capabilities.
Technology updating is the way that you react physically, mentally and emotionally
to various conditions, changes and demands in your life. High levels of technology updating
can affect your physical and mental well-being and performance.
The results of technology updating are harmful to individuals, families, society and
organizations, which can suffer from “organization technology updating”. Ivancevich and
Matteson define technology updating as individual with the environment. Technology
updating is highest for those individuals who perceive that they are uncertain as to whether
they will win or lose and lowest for those individuals who think that winning or losing is
certainty.
Canadian physician Hans Selye (1907-1982) in his book the technology updating of life 1956
popularized the idea of technology updating. According to Selye, the General Adaptation
Syndrome consists of three phases.

Technology updating has become the 21 century buzz word, from the high pervading
corporate echelons to the bassinets of teaching infants’ nurseries we find this world liberally
used. Technology updating is part of modern life. Various events in life cause technology
updating, starting with the birth of a child and enduring with the death of a dear one.
Urbanization, industrialization and the increase scale of operations in society are
some of the reasons for rising technology updating. It is an inevitable consequence of socio-
economic complexity and to some extent, its stimulant as well. People experience technology
updating as they can no longer have complete control over what happen in their lives. The
telephone goes out of order, power is shut down, water supply is disrupted, children perform
poorly at school etc, we feel frustrated and then technology updating.
The word technology updating is derived from a Latin word “stringere”, meaning
to draw tight. From the view point of physical sciences, the phenomena of technology
updating are evident in all materials when they are subjected to “force, pressure, strain or
strong-front”. Every material steel, rock or wood has its own limit up to which it can
withstand technology updating without being damaged. Similarly human beings can tolerate
certain level of technology updating. Technology updating is highly individualistic in nature.
Some people have high levels of technology updating tolerance for technology updating and
thrive very well in the face of several technology updating in the environment. In fact, some
individuals will not perform well unless they experience a level of technology updating
which activates and energizes then to put forth their best results.
For every individual there is an optimum level of technology updating under which
he or she will perform to full capacity. If the technology updating experience is below the
optimum level, then the individual gets bored, the motivational level of work reaches a low
point and it results to careless mistakes, forgetting to do things and thinking of things other
than work during work hours and also leads to absenteeism which may ultimately lead to
turnover. If on the other hand, technology updating experience is above the optimum level, it
leads to too many conflicts with the supervisor or leads to increase of errors, bad decisions
and the individual may experience insomnia, stomach problems, and psychosomatic illness.
The present world is fast changing and there are lots of pressures and demands at
work. These pressures at work lead to physical disorders. Technology updating refers to
individual’s reaction to a disturbing factor in the environment. It is an adaptive response to
certain external factor or situation or what can be called environmental stimuli as reflected in
an opportunity, constraint, or demand the outcome of which is uncertain but important. In
short technology updating is a response to an external factor that results in physical,
emotional, behavioral deviations in a person.
Technology updating is an all pervading modern phenomenon that takes a heavy toll
of human life. Different situations and circumstances in our personal life and in our job
produce technology updating. Those can be divided into factors related to the organization
and factors related to the person which include his experience and personality traits. Job
related factors are work overload, time pressures, poor quality of supervision, insecure
political climate, role conflict and ambiguity, difference between company values and
employee values. Person related factors are death of spouse, or of a close friend, family
problems, change to a different line of work, prolonged illness in the family, change in social
activities, eating habits, etc.,
Personality traits are ‘Type A’ personality. They are impatient, ambitious,
competitive, aggressive, and hardworking. They set high goals and demands of themselves
and others. And they are particularly prone to technology updating inducing anticipatory
emotions such as anxiety.

REMEDIES TO REDUCE TECHNOLOGY UPDATING

There are two major approaches to reduce technology updating. They are,
 Individual approaches
 Organizational approaches

INDIVIDUAL APPROACHES
An employee can take individual responsibility to reduce his/her technology
updating level. Individual strategies that have proven effective include, implementing time
management techniques, increasing physical exercise, relaxation training, and expanding the
social support network.
  Time management
Many people manage their time very poorly. Some of well known time
management principles include,
o Making daily list of activities to be accomplished
o Scheduling activities according to the priorities set
o Prioritizing activities by importance and urgency
o Knowing your daily cycle and handling the most demanding parts of your job.
 Physical exercise
Practicing non-competitive physical exercises like aerobics, race walking,
jogging, swimming, and riding a bi-cycle.
 Relaxation training
Relaxation techniques such as meditation, hypnosis and bio-feedback. The
objective is to reach in state of deep relaxation, where one feels physically relaxed, somewhat
from detached from the immediate environment. Fifteen or twenty minutes a day of deep
relaxation releases tension and provides a person with a pronounced sense of peacefulness.
 Social support
Having families, friends or work colleagues to talk provides an outlet,
when technology updating levels become excessive. So expand your social support network
that helps you with someone to hear your problems.

ORGANIZATIONAL APPROACHES
Several of the factors that cause technology updating particularly task and role
demands and organizations structure are controlled by management. As such they can be
modified or changed. Some of the strategies that management want to consider include
improved personal self section and job placement, use of realistic goal setting, redesigning of
jobs, improved organizational communication and establishment of corporate wellness
programmes.
Certain jobs are more technology up datingful than others. Individual with little
experience or an external lower of control tend to be more proven to technology updating.
Selection and placement decisions should take these facts into consideration. Goal setting
helps to reduce technology updating. It also provides motivation. Designing jobs to give
employees more responsibility, more meaningful work, more autonomy, and increased
feedback can reduce technology updating, because these factors give the employee greater
control over work activities and lessen dependence on others.
Increasingly formal organizational communication with employees reduces
uncertainly by lessency role ambiguity and role conflict. Wellness program, say, employee
counseling form on the employee’s total physical and mental condition. They typically proud
work ships to help people quit smoking, control alcohol usage, eat better and develop a
regular exercise program.
Another remedy for reducing technology updating is cognitive restructuring.
It involves two step procedures. First irrational or maladaptive thought processes that create
technology updating are identified. For example Type A individuals may believe that they
must be successful at everything they do. The second step consists of replacing these
irrational thoughts with more rational or reasonable ones.
One important remedy to reduce technology updating is the maintenance of
good sleep. Research conducted on laboratory specimen to have met with startling
discoveries. Sleep starved rats have developed technology updating syndrome. The amount of
sleep one requires varies from person to person and is dependent on one’s lifestyle. The
American National Sleep Foundation claims that a minimum of eight hours of sleep is
essential for good health. Generally studies shows that young adults can manage with about
7-8 hours. After the age of 35, six hours of sleep is sufficient whereas people over 65 years
may just need three or four hours.

 Alarm Reaction: The first is the alarm phases. Here the individual mobilizes to meet
the threat. The alarm reaction has two phases. The first phases includes in initial
“stock shock phase” in which defensive mechanism become active. Alarm reaction is
characterized by autonomous excitability; adrenaline discharges; increase heart rate,
ulceration. Depending on the nature & intensity of the threat and the condition of the
organization the period of resistance varies and the severity of symptoms may differ
from “mild invigoration” to “disease of adaptation”.

 Resistance: The second is the phase of resistance. The individual attempts to resist or
cope with the threat. Maximum adaptation occurs during this stage. The bodily signs
characteristic of the alarm reaction disappear. It the technology updating persist, or
 the defensive reaction proves ineffective, it may overwhelm the body resources.
Depleted of energy, the body enters the phase of third.

 Exhaustion: Adaptation energy is exhausted. Sings of the alarm reaction reappear,

and the resistance level begins to define irreversibly. The organism collapses.

DEFINING TECHNOLOGY UPDATING AT WORK

Change in working practices, such as the introduction of new technology or the alternation of
new technology or the alternative of targets, my cause technology updating, or technology
updating may be built into an organizations’ structure. Organizational technology updating
can be measured by absenteeism and quality or work.

ORGANIZATIONAL TECHNOLOGY UPDATING:-

 Technology updating affects as well as the individual within them. An organization
with a high level of absenteeism, rapid staff turnover, deteriorating industrial and
customer relations, a worsening safety record, or poor quality control is suffering
from organizational technology updating.
 The below chart shows one example of the structure of a department in an
organization, indicating typical causes of technology updating that may affect
technology updating at certain levels in the structure, and particular.
 Technology updating is contagious; anyone who is not performing well due to
increases the amount of pressure on their colleagues, superiors, and subordinates.
 The cause may range from unclear or overlapping job descriptions, to lack of
communication, to poor working conditions, including “sick building syndrome”.

POTENTIAL SOURCES OF TECHNOLOGY UPDATING:

There are three categories of potential technology updatingors:
 Environmental factor
 Organization factor
 Individual factors
ENVIRONMENTAL FACTORS:
Just as environmental uncertainty influences the design of an organization. Changes in
business cycle create economic uncertainties.

 Political uncertainties:
If the political system in a country is implemented in an orderly manner, there
would not be any type of technology updating.

 Technological uncertainties:
New innovations can make an employee’s skills and experiences obsolete in a
very short period of time. Technological uncertainty therefore is a third type of
environmental factor that can cause technology updating. Computers, robotics,
automation and other forms of technological innovations are threat to many people
and cause them technology updating.

ORGANIZATION FACTORS:

 There are no storages of factors within the organization that can cause technology
updating; pressures to avoid error or complete tasks in a limited time period, work
overload are few examples.
 Task demands are factors related to a person’s job. They include the design of the
individual’s job working conditions, and the physical work layout.

INDIVIDUAL FACTORS:
The typical individual only works about 40 hrs. a week. The experience and problems
that people encounter in those other 128 non-work hrs.each week can spell over to the job.

Family problems:
National surveys consistently show that people hold family and discipline, troubles
with children are examples of relationship problems that create technology updating for
employee and that aren’t at the front door when they arrive at work.
Economic problems:
Economic problems created by individuals overextending their financial resources are
another set of personal troubles that can create technology updating for employees and
distract their attention from their work

CAUSES OF TECHNOLOGY UPDATING

Society the working world and daily life have changed almost beyond recognition in
the past 50 years. These changes have contributed to a major increase in technology updating.
Technology updating is caused from both outside & inside the organization & from groups
that employees are influenced by & from employees themselves.

Technology updatingors:
The agents or demands that evoke the potential response are referred to as technology
updatingors. According to Syele a technology updatingors is “Whatever produces technology
updating with or without functioning hormonal or nervous systems”.

 Organizational technology updatingors:

 Group Technology updatingors
 Individual Technology updatingors

Organizational technology updatingors:

Besides the potential technology updatingors that occur outside the organization, there
are also those associated with the organization itself. Although the organization is made up of
groups & individuals, there are also more macro-level dimensions unique to the organization
that contains potential technology updatingors.
MACRO-LEVEL ORGANIZATIONAL TECHNOLOGY UPDATINGORS:

POLICIES
 Unfair, arbitrary performance reviews.
 Rotating works shifts.
 Inflexible rules.

STRUCTURES
 Centralization; Lack of participation in decision making.
 Little opportunity for advancement.
 A great amount of formalization.
 Interdependence of departments.
 Line-Staff conflicts.
PHYSICAL CONDITIONS
 Crowding & lack of privacy.
 Air pollution.
 Safety hazards.
 Inadequate lighting.
 Excessive, heat or cold.
PROCESS
 Poor communication.
 Poor / inadequate feedback about performance.
 Inaccurate / ambiguous measurement of performance.
 Unfair control systems.
 Inadequate information.

GROUP TECHNOLOGY UPDATINGORS:

The group can also be a potential source of technology updating. Group technology updating
can be categorized into three areas.
1. Lack of groups cohesiveness:-
“Cohesiveness” or “togetherness” is a very important to employees, especially at the
lower levels of the organizations. If the employee is denied the opportunity for this
cohesiveness because of the task design, because the supervisor does things to
 prohibit or limit it, or because the other members of the group shut the person out, this
can be very technology updating producing.

2. Lack of social support:-

Employees are greatly affected by the support of one or more member of a cohesive
group. By sharing their problems & joys with others, they are much better off. It this
type of social support is lacking for an individual, it can be very technology updating

3. Intra-Individual, interpersonal & inter-group conflict:-

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

INDIVIDUAL TECHNOLOGY UPDATINGORS:

In a sense, the other technology updating (Extra organizational, organizational, &
Group technology updating) all eventually get down to the individual level. For example, role
conflict, ambiguity, self-efficacy & psychological hardiness may all affect the level of
technology updating someone experiences.

CONSEQUENCES OF TECHNOLOGY UPDATING

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

 Behavioral consequences of technology updating are responses that may harm the
person under technology updating or others. Behaviorally related technology updating
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 technology updating replace to an individual mental
health and well-being from or felling depressed. Job related technology updating
could cause dissatisfaction, infact it has most psychological effect on the individual
and lead to tension, anxiety irritability, and boredom.
 Medical consequences of technology updating affect a person’s well-being.
According to a research conducted, it revealed that technology updating could create
changes in metabolism, increase heart and breathing rates, increases blood pressure
bring out headaches and induce heart attacks.

Organizational consequences:
Organizational consequences of technology updating have direct effect 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 behavior also can result from technology updating. Significant form of
withdrawal behavior is absenteeism.
 One main effect of employee technology updating is directly related to attitudes. Job
satisfaction, morale and organizational commitment can all suffer, along with
motivation to perform at higher levels.
Burnout:-
A final consequence of technology updating 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 TECHNOLOGY UPDATING IN THE WORK PLACE

 Every responds to technology updating in a different way, it is only by understanding

the nature of individual responses that you can start fighting technology updating
yourself and others.
 Reduction or elimination of technology updating is necessary for psychological and
physical well-being of an individual.
 Efficiency in technology updating management enables the individual to deal or cope
with the technology updating 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 technology updating successfully.
 Apart from helping employees adopt certain coping strategies to deal with technology
updating providing them with the service of counselor is also useful.
 Many strategies have been developed to help manage technology updating in the work
place. Some are strategies for individuals, and other is geared toward organizations.

INDIVIDUAL COPING STRATEGIES:

Many strategies for helping individuals manage technology updating have been
proposed.
Individual coping strategies are used when an employee under technology updating exhibits
undesirable behavior on the jobs such as performance, strained relationship with co-workers,
absenteeism alcoholism and the like. Employees under technology updating require help in
overcoming its negative effects. The strategies used are:

Exercise:-
 One method by which individual can manage their technology updating 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
technology updating are more conflict and slow greater optimism.

Relaxation:-
 A related method individual can manage technology updating is relaxation. Copying
with technology updating 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 (i.e. take regular breaks during their normal workday).
 A popular way of resting is to sit quietly with closed eyes for ten minutes every
afternoon.

Time management:-
 Time management is an often recommended method for managing technology
updating, 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 be 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 technology updating is to develop and maintain support
group. A support group is simply a group of family member or friends with whom a person
can spend time. Supportive family and friends can help people deal with normal technology
updating on an ongoing basis. Support groups can be particularly useful during times of
crisis.

BEHAVIORAL SELF-CONTROL:-
In ultimate analysis, effective management if technology updating presupposes
exercise of self-control on the part of an employee. By consciously analyzing the cause and
consequences of their own behavior, the employees can achieve self-control. They can further
develop awareness of their own limits of tolerance and learn to anticipate their own responses
to various technology updatingful situations. The strategy involves increasing an individual’s
control over the situations rather than being solely controlled by them.

COGNITIVE THERAPY:-
The cognitive therapy techniques such as Elli’s rational emotive model and
Meichenbaum’s cognitive strategy fir modification have been used as an individual strategy
for reducing job technology updating.

COUNSELING:
Personal counseling help employees understand and appreciate a diverse workforce,
the holistic approach adopted by the counselor gives him a comprehensive view 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.

One of the advantage of the individual interventions is the individual can use these
skills to improve the quality of life in offer domains like family, social support and self, thus
reducing the negative carry of experiences in these domains into the work life which might
affect his occupation mental health.

ORGANIZATIONAL STRATEGIES:-
The most effective way of managing technology updating calls for adopting
technology updating and prevent occurrence of potential technology updatingors.’
Two basic organizational strategies for helping employees manage technology
updating are institutional programs and collateral programs.

INSTITUTIONAL PROGRAMS:-
 Institutional programs for managing technology updating are undertaken to
established organizational mechanism for example, a properly designed job and word
schedules can help ease technology updating. Shift work in particular can constantly
have to adjust their sleep and relaxation patterns. Thus, the design of work schedules
should be a focused of organizational efforts to reduce technology updating.
 The organization’s culture can also used to help to manage technology updating. The
organization should strive to foster a culture that reinforces a healthy mix of work and
nonworking activities.
 Finally, supervision can play an important institutional role in overload. In managing
technology updating. A supervisor is a potential manager source of overload. If made
aware of their potential for assigning technology updatingful amounts of work,
supervisors can do a better job keeping workloads reasonable.

COLLATERAL PROGRAMS:
In addition to their institutional efforts aimed at reducing technology updating, many
organizations are turning to collateral programs. A collateral technology updating program in
an organizational program specifically created to help employees deal with technology
updating. The organizations have adopted technology updating management programs, health
promotion programs and other kinds of programs for this purpose.
OBJECTIVEV OF THE STUDY:

PRIMARY OBJECTIVE:
 To study the Technology updating among employees and its impact on their
performance AT ORCADE HEALTH CARE PVT LTD ERODE.

SECONDARYOBJECTIVES:
 To identify the factors causing technology updating among the employee.
 To find out the existing level of technology updating level.
 To know the impact of technology updating among the employees on their
performance.
 To suggest suitable measures that would reduce the technology updating level.

SCOPE OF THE STUDY

 The present world is fast changing and there are lots of pressures and demands
at work. These pressures at work lead to physical disorders.
 Technology updating refers to individual’s reaction to a disturbing factor in the
environment.
 Hence this study would help the organization to know the factors of technology
updating and to reduce the technology updating in employees.
 Since it is a well known fact that healthy employee is a productive employee.

LIMITATIONS OF THE STUDY

In spite of the precautions, vigilance and scrupulousness taken by the investigator to make the
study objective, it cannot be denied that there are certain limitations.

 The employees were reluctant to give correct information.

 Even though the employees gave correct information during the unstructured
interview conducted, they gave positive answer while answering the questionnaire.
  The investigator intended to cover only few areas of technology updating relevant to
the proposed study.
 As the study was done within a limited time, investigator could not select a
sufficiently large sample for the study.

IMPORTANCE OF THE STUDY:

 It will increase the reliability of the scheduler.
 It helps to restructure the scheduler.
 It identifies the defects in the scheduler.
 It helps to add or remove the questions in the scheduler.

RESEARCH METHODOLOGY:
Discuss the research design, research problems, important of the study, scope and
significance of the study, source of data, questionnaire, sample design statistically techniques
used in this study. Research methodology is the way in which researchers specify how they
are going to retrieve the all-important data and information that they need to conduct the
research. Hence Methodology is the pathway or an approach to get the needed information by
locating the data from different sources

RESEARCH DESIGN:
The research design used for the study is DESCRIPTIVE design. Descriptive
research, also known as statistical research, describes data and characteristics about the
population or phenomenon being studied .The description is used for frequencies, averages
and other statistical calculations. The major purpose of descriptive research is description of
the state of affairs, as it exists at present. In short descriptive research deals with everything
that can be counted and studied.

SAMPLE DESIGN:
Sample design used in this study is Convenient Sampling. Convenience sampling
(sometimes known as grab or opportunity sampling) is a type of no probability sampling
which involves the sample being drawn from that part of the population which is close to
hand. That is, a sample population selected because it is readily available and convenient.
SAMPLE SIZE:
A sample of 150 respondents has been taken for the study. The researcher contacted
the respondents personally and brief summary of the nature of the study and details in the
questionnaire were narrated to them.

DATA COLLECTION TOOL:

Questionnaire is used for the collection of required data. Questionnaire is framed on
the basis of the objective of this study. Five Point Scale is used in most part of the
questionnaire.

SOURCE OF DATA:

The relevant data has been collected from the primary source and secondary sources.

PRIMARY DATA:
The primary data is collected by a questionnaire from the employees. For this purpose of data
collection, the questionnaire was circulated among the employees to collect information.

SECONDARY DATA
The secondary data is collected by newspapers, company journals, magazines, websites etc.

STATISTICAL TOOLS USED:

Statistical tools that are used in this study are

 Percentage Analysis
 Chi-Square
 Weighted Average

LIMITATION OF THE STUDY

 Accuracy of the study is purely based on the information as given by the respondents.
  The study is confined to limited period i.e. Six weeks.
 The sample size chosen is covered only a small portion of the whole population.

TYPE OF SAMPLING
The sampling type is non-probability which involves deliberating selections of
particular units constituting a sample, which represents the universe.
STRATIFIED SAMPLING:
Stratum means a layer population from which samples are to be selected may
contain a number of layers from each layer a few samples are selected that is why this
method is called stratified sampling.

STATISTICAL METHODS USED

 Percentage analysis
 Bars & charts
 Pie diagrams
STATISTICAL TOOLS USED
 Chi-square test
 Weighted average
PERCENTAGE ANALYSIS:
Percentage refers to a special kind of ratio. Percentages are used in making
comparison between two or more series of data. Percentage is used to describe relative terms
the distribution of two or more series of data.
No. of Respondents
Percentage of Respondents = ------------------------ X 100
Total Respondents
 CHAPTER II
REVIEW OF LITERATURE
REVIEW OF LITERATURE
1. Fay, Doris & Sonnentag, Sabine (2002) examined the relationship between
technology updatingors at work and personal initiative (PI), proactive concept of
extra-role performance. Using a control theory framework to describe the technology
updating process, the authors hypothesized that technology updatingors should be
positively related to PI. This departed from findings of negative relationships between
technology updatingors and other types of performance. Furthermore, curvilinear
relationships were tested. The analyses with 172 to 193 participants, showed that
technology updatingors were positively related to subsequent changes in PI; there was
no support for a curvilinear relationship.
2. Bernin, Peggy et al. (2003) conducted a study which was a part of the Collaborative
International Study of Managerial Technology updating. Swedish managers (N=288)
from the 3 highest levels in the organizations were included. Swedish results were
compared with managerial coping data from 4 other nations. Cross-national
differences in support coping were found. Covert coping seemed to be a
predominantly female strategy. In general, however, female and male managers were
more alike with regard to coping patterns. Some of the coping behavior of managers
was associated 68 with health risks. The data implied that coping strategies should be
improved in organizational settings, particularly for females.
3. Brotheridge, Celeste M (2003) reported that organizational change could become a
source of resistance and technology updating if it was implemented without attention
to the needs of organizational members. The participants in the present study, 604
government employees, worked in a climate of ongoing change and, thus, were at
particular risk for experiencing high levels of technology updating and other
deleterious consequences. This study examined and found support for the central role
played by procedural and distributive fairness in mediating the effects of change
justification and voice on the extent to which employees experience technology
updating, which, in turn, predicts their levels of work effort, intention to leave, and a
host of physiological and affective symptoms.
4. Torkelson and Muhonen (2004) investigated the relationship between coping and
health problems in the context of gender and level in the organization. Data was
collected from 279 men and women ( 100 managers and 179 non- managers) working
at a sales department at similar levels in a Swedish Telecom Company. The study
examined two things: If gender and level in the organization were controlled for, the
use of problem focused strategies would be associated with fewer health problems and
the use of emotional focused strategies with greater health problem. It was also
predicted that men and women at a similar organizational level would not differ in
their use of problem –focused coping strategies.
5. Yoshi., MacKay, Kelly J., Ristock, Janice (2004) wanted to explore the experiences
of technology updating among both female and male managers, using a series of
single-sex and mixed focus groups. In addition to substantial similarities between
female and male participants' descriptions about their experiences of technology
updating (e.g., negative and positive aspects of technology updating, different levels
of technology updating, lack of sleep, pressure, financial technology updatingors,
being a manager), a number of important gender differences emerged from their
descriptions.
6. Kesimci, Asli., Göral, F. Sevinç and Gençöz,Tülin (2005) aimed to investigate the
determinants of technology updating-related growth. For this aim the associations of
gender, technology updatingfulness of the event, and three coping strategies
(problem-oriented, fatalistic, and helplessness) with technology updating-related
growth were tested by multiple regression analysis. Participants were 132
undergraduate students. Results revealed that females reported higher levels of
technology updating-related growth than males, and as expected, higher levels of the
technology updatingfulness of the event associated with more technology updating-
related growth. Furthermore, frequent utilization of problem-oriented and fatalistic
coping strategies was associated with higher technology updating-related growth.
These findings were discussed in the light of relevant literature and culture-specific
features.
7. Brown, Steven P., Jones, Eli., Leigh, T. W. (2005) reported research examined the
moderating effects of role overload on the antecedents and consequences of
selfefficacy and personal goal level in a longitudinal study conducted in an industrial
selling context. The results indicated that role overload moderated the antecedent
effect of perceived organizational resources on self-efficacy beliefs. They also
 showed that role overload moderated the direct effects of both self-efficacy and goal
level on performance, such that these relationships were positive when role overload
was low but not significant when role overload was high. Further, the results revealed
a pattern of moderated mediation, in which goal level mediated the indirect effect of
self-efficacy on performance when role overload was low but not when it was high.
8. De Jonge, Jan; Dormann, Christian (2006) conducted two longitudinal studies and
investigated the issue of match between job technology updatingors and job resources
in the prediction of job-related strain. On the basis of the triple-match principle
(TMP), it was hypothesized that resources were most likely to moderate the relation
between technology updatingors and strains if resources, technology updatingors, and
strains all match. Resources were less likely to moderate the relation between
technology updatingors and strains if (a) only resources and technology updatingors
match, (b) only resources and strains match, or (c) only technology updatingors and
strains match. Resources were least likely to moderate the relation between
technology updatingors and strains if there is no match among technology
updatingors, resources, and strains.
9. McGowan, J., et.al.,( 2006) studied one hundred and forty four employees from three
organizations of New Zealand, who completed a survey that assessed cognitive
appraisals and coping processes used to deal with a technology updatingful work-
related event. A model was posited that proposed that appraisal and coping processes
would be the precursors of work-related ditechnology updating and eutechnology
updating. The precursors of eutechnology updating were the appraisal of a demand as
a challenge and the use of task-focused coping strategies. Ditechnology updating was
related to threat appraisals and emotion-focused coping strategies. Results suggested
that the model fit was reasonable and the hypothesised paths were all statistically
significant and in the correct direction.
10. Grant, Sharon and Langan-Fox, Janice (2006) reported that past research on
personality and the occupational technology updatingor–strain relationship had
examined traits independently rather than interactively.Their research examined the
combined/ interactive effect of the Big Five traits in predicting tress, coping, and
strain among 211 managers
11. Chang, Te-Yi & Chang, Yu-Lien (2007) investigated the relationship between role
technology updating, service capability, and job performance in 318 salespeople
employed by travel agents in Taiwan. They found a negative relationship between
 role ambiguity and job performance, and a positive relationship between role conflict
and performance outcomes. Moreover, the relation between role technology updating
and job performance varied with the service capability of the salesperson.
12. Jamal (2007) conducted a study and examined the relationship between the measures
of job technology updating and job performance among employees Data was
collected by means of a structured questionnaire, from employees, on job technology
updating and turnover intention. Job performance and absenteeism data were obtained
from the company's records. In both countries, data were more supportive of the
negative linear relationship between technology updating and performance than other
types of relationships. Overall, 90% of comparisons supported the negative linear
relationship, whereas a u-shaped/curvilinear relationship was supported in 10% of
instances.
13. Jacobs, Pamela A., et al (2007) conducted a study and used university-based
statistics of performance and self-rated employee productivity to examine the
relationship between technology updating levels, organizational commitment, health,
and performance. The authors conducted a secondary analysis of data from staff in 13
higher education institutions. In common with earlier research, the authors found that
technology updatingors had a negative linear relationship with all the performance
measures used. However, this relationship was also influenced by physical health, 73
psychological well-being, and organizational commitment, and by the measure of
performance used. In addition, the authors found variations in the relationship
between performance and technology updating by category of staff, which suggests
the influence of job factors. These findings were discussed in relation to previous
research and their implications for English academic institutions.
14. . Jessica,Lang., et.al (2007) set twofold aim of their study. They were: First, in
differentiating between specific job characteristics, the authors examined the
moderating influence of role clarity on the relationship between job demands and
psychological and physical strain. Second, in providing a more comprehensive link
between job demands and job performance, the authors examined strain as a mediator
of that relationship.
15. Fried, Yitzhak, Shirom, Arie. Gilboa., Simona., Cooper, Cary L. (2008) examined
mediating effects of job satisfaction and propensity to leave on role technology
updating-job performance relationships. This article combined meta-analysis with
structural equation modelling to compare alternative models of the relationships
 among work technology updating, psychological mediators, and job performance.
Specifically, the authors examined the mediating effects of job satisfaction and
propensity to leave and their effect on the relationships between role ambiguity, role
conflict, and job performance.
16. Dolcos, Sanda M., Daley, Dennis (2009) stated that although research had
extensively examined work–family issues in the private sector but little was known
about sector-related differences. They used data to compare the levels and
mechanisms through which work pressure and 3 workplace social resources (i.e.,
work–family culture, supervisor support, and co worker support) were related to
work–family conflict in the public and private sectors.
17. Ruyter, Ko de., Wetzels, Martin and Feinberg, Richard (2009) stated that the Call
centres had become an important customer access channel as well as an important
source of customer-related information. Frequently, call centre employees
experienced role technology updating as a result of the conflicting demands of the
company, supervisors, and customers. In this article, antecedents and consequences of
role technology updating in a call centre setting were examined.
18. . Leung, Sharron S. K., et.al.(2009) examined occupational technology updating and
mental health among secondary school teachers in Hong Kong, and tried to identify
differences between those actively engaged in technology updating management
behaviours and those who were not.. All students who attended the professional
development course were invited and 89 consented to participate and returned the
completed questionnaires.
19. Tuckey, Michelle R., Dollard, Maureen F., Hosking, Patrick J., Winefield,
Anthony H. (2009) examined the role of psychosocial work environment factors in
workplace bullying, focusing on the moderating effects of control and support
resources against job demands. Their sample was 716 Australian frontline police
officers who completed an anonymous mail survey.Their research was unique in
finding evidence for moderating factors within the psychosocial environment and
suggests risk assessment of the work environment as an avenue for bullying
prevention. They strongly recommend that the future research should examine more
closely the mechanisms underlying bullying within technology updatingful work
environments and the reciprocal effect of witnessing and experiencing bullying on
psychosocial working conditions.
20. Jimmieson, Nerina L., et al. (2010) explored how the social context influenced the
technology updating-buffering effects of social support on employee adjustment. It
was anticipated that the positive relationship between support from colleagues and
employee 78 adjustment would be more marked for those strongly identifying with
their work team. Furthermore, as part of a three-way interactive effect, it was
predicted that high identification would increase the efficacy of co-worker support as
a buffer of two role technology updatingors (role overload and role ambiguity).
21. Flaxman, Paul E., and Bond, Frank W. (2010) revealed that psychologically
healthy participants diluted the observed effects of worksite technology updating
management training (SMT) programs, therefore hiding the true effectiveness of these
interventions for more ditechnology updatinged workers.
22. Catano, Vic (2010) conducted technology updating surveys in U.K. and Australian
universities and found that high occupational technology updating levels among
faculty. This study investigated whether the same occupational technology
updatingors and technology updating outcomes applied at Canadian universities.
Randomly selected staff (n = 1440) from 56 universities completed a Web-based
questionnaire.
23. Klassen, Robert M.; Chiu, Ming Ming (2010) sought to examine the relationships
among teachers' years of experience, teacher characteristics (gender and teaching
level), three domains of self-efficacy (instructional strategies, classroom management,
and student engagement), two types of job technology updating (workload and
classroom technology updating), and job satisfaction with a sample of 1,430
practicing teachers 80 using factor analysis, item response modeling, systems of
equations, and a structural equation model.
24. Biron, Caroline., Gatrell, Caroline., and Cooper, Cary L. (2010) reported that
the difficulties associated with the evaluation of organizational-level work
technology updating interventions were notorious, yet little attention had been paid to
the reasons why they failed. This case study took place in a department of 205
employees from a private company where an intervention was developed but poorly
implemented.
25. Prati, Gabriele., Pietrantoni, Luca., Cicognani, Elvira (2011) examined the
mediation role of coping strategies and collective efficacy in the relationship between
technology updating appraisal and quality of life (compassion satisfaction,
compassion fatigue, and burnout) in a correlation study. Fire-fighters, paramedics, and
 emergency medical technicians routinely confront potentially traumatic events in the
course of their jobs. Participants were rescue workers (fire fighters and different
categories of emergency health care professionals). Participants filled out measures of
technology updating appraisal, collective efficacy, coping strategies, and quality of
life.
26. Hahn, Verena C., Binnewies, Carmen, Sonnentag, Sabine., Mojza, Eva J. (2011)
conducted a experimental study on learning strategies of job technology updating.
This quasiexperimental study evaluated the effects of a recovery training program on
recovery experiences (psychological detachment from work, relaxation, mastery
experiences, and control during off-job time), recovery-related self-efficacy, and well-
being outcomes.
27. Hawk, Nita & Martin Barbara (2011) examined the ways and to what degree, if
any, school superintendents perceived technology updating and what, if any, coping
mechanisms were engaged. Study findings revealed that there was a statistical
difference between the types of coping mechanisms utilized and effectiveness
between male and female superintendents. While no significant difference existed
between the overall occupational technology updatingors experienced by gender, the
data identified high levels of technology updating among over 50 percent of the
superintendents. Qualitative findings established the board of education provided no
known support to superintendents in developing technology updating management
skills and coping strategies. Implications of this research study were identified in the
areas of leadership preparatory programs, as well as education in technology
updating-management skills reform at the district level.
28. Ellis, Aleksander P. J., & Pearsall, Matthew J. (2011) examined the utilization of
the job demands-resources model to the direct and interactive effects of job demands
and cross-training on cognitive, behavioural, and affective outcomes in teams. Results
from 54 teams indicated that an increase in job demands reduced mental model
accuracy and information allocation and increased tension among team members.
Cross-training, on the other hand, increased mental model accuracy and decreased
tension among team members. More importantly, the direct effects of cross-training
were qualified by the interaction.
29. Kavitha in her research titled Role of technology updating among women employees
forming majority workforce at IT sector in Chennai and Coimbatore (2012), she has
focuses on the organizational role technology updating for the employees in the IT
 sector. She found in her research that, women face more technology updating than
men in the organization and she viewed to be more specific married women faces
more technology updating than the unmarried women.
30. P.S. Swaminathan,& Rajkumar S. in their work on ―Technology updating
levels in Organizations and their Impact on Employees’ Behaviou (2013). They
have conducted a study that focused on the levels of technology updating among the
age group, profession, different varieties of jobs, hours of work and the influence of
work environment on the degree of technology updating faced by employees.
Technology updating in an employees’ individual in nature. This study indicates that,
an optimum level in which every individual can perform with his full capacity and
identified three conditions responsible.

31. Satija S. & Khan W. in their research work titled ―Emotional Intelligence as
Predictor of Occupational Technology updating among Working Professionals
(2013). According to them Occupational Technology updating is as same as Job
Technology updating that needs to be controlled at the workplace otherwise it will
negatively affect on employee’s work attitudes & behavior. This study investigates
that, the relationship between Emotional Intelligence and Occupational Technology
updating. This study revealed findings that, Emotional Intelligence is a most
significant predictor of Occupational Technology updating.
 CHAPTER III

ORCADE HEALTHCARE PVT LTD, ERODE.

INDUSTRIAL PROFILE:

INTRODUCTION OF THE ORGANIZATION:

The Pharmaceutical industry in India is the world's third-largest in terms of volume and
stands 14th in terms of value.

The Indian pharmaceutical industry currently tops the chart amongst India's science-based
industries with wide ranging capabilities in the complex field of drug manufacture and
technology. A highly organized sector, the Indian pharmaceutical industry is estimated to be
worth $ 4.5 billion, growing at about 8 to 9 percent annually. It ranks very high amongst all
the third world countries, in terms of technology, quality and the vast range of medicines that
are manufactured. It ranges from simple headache pills to sophisticated antibiotics and
complex cardiac compounds; almost every type of medicine is now made in the Indian
pharmaceutical industry. The Indian pharmaceutical sector is highly fragmented with more
than 20,000 registered units. It has expanded drastically in the last two decades. The
Pharmaceutical and Chemical industry in India is an extremely fragmented market with
severe price competition and government price control. The Pharmaceutical industry in India
meets around 70% of the country's demand for bulk drugs, drug intermediates,
pharmaceutical formulations, chemicals, tablets, capsules, orals and injectibles. There are
approximately 250 large units and about 8000 Small Scale Units, which form the core of the
pharmaceutical industry in India (including 5 Central Public Sector Units). The Government
has also played a vital role in the development of the India Software Industry. In 1986, the
Indian government announced a new software policy which was designed to serve as a
catalyst for the software industry. This was followed in 1988 with the World Market Policy
and the establishment of the Software Technology Parks of India (STP) scheme. In addition,
to attract foreign direct investment, the Indian Government permitted foreign equity of up to
100 percent and duty free import on all inputs and products.
Current Scenario The industry has enormous growth potential. Factors listed below
determine the rising demand for pharmaceuticals.

• The growing population of over a billion.

• Increasing income.
• Demand for quality healthcare service.
• Changing lifestyle has led to change in disease patterns, and increased demand for
new medicines to combat lifestyle related diseases.

More than 85 per cent of the formulations produced in the country are sold in the domestic
market. India is largely self-sufficient in case of formulations. Some life saving, new
generation under-patent formulations continue to be imported, especially by MNCs, which
then market them in India. Overall, the size of the domestic formulations market is around
Rs160 billion and it is growing at 10 per cent per annum.

Demand for drugs for treatment of lifestyle-related diseases such as diabetes, cardiovascular
diseases, and central nervous system are on the increase. There are around 700,000 new cases
of cancer each year and total of around 2.5 million cases. It is estimated that there are around
40 million people in India with diabetes and the number is rising, 5.1 million. HIV/AIDS
patients, and 14 million tuberculosis cases. According to industry reports, while the Indian
pharmaceutical industry witnessed a growth of 7 percent, the cardio-vascular segment
recorded 15 to 17 percent growth and anti-diabetes segment of over 10-12 percent growth.

Diagnostic Outsourcing/ Clinical Trails the Indian diagnostic services are projected to
grow at a CAGR of more than 20 per cent during 2010-2012. Some of the major Indian
pharmaceutical firms, including Sun Pharma, Cadilla Healthcare and Piramal Life Sciences,
had applied for conducting clinical trials on at least 12 new drugs in 2010, indicating a
growing interest in new drug discovery research.

Generics India tops the world in exporting generic medicines worth US$ 11 billion and
currently, the Indian pharmaceutical industry is one of the world's largest and most
developed. Moreover, the Indian generic drug market to grow at a CAGR of around 17 per
cent between 2010-11 and 2012-13. Union Minister of Commerce and Industry and Minister
for Trade and Industry, Singapore, have signed a 'Special Scheme for Registration of Generic
Medicinal Products from India' in May 2010, which seeks to fast-track the registration
process for Indian generic medicines in Singapore.

Advantage India The Indian Pharmaceutical Industry, particularly, has been the front runner
in a wide range of specialties involving complex drugs' manufacture, development and
technology. With the advantage of being a highly organized sector, the pharmaceutical
companies in India are growing at the rate of $ 4.5 billion, registering further growth of 8 - 9
% annually. More than 20,000 registered units are fragmented across the country and reports
say that 250 leading Indian pharmaceutical companies control 70% of the market share with
stark price competition and government price regulations.

Competent workforce: India has a pool of personnel with high managerial and technical
competence as also skilled workforce. It has an educated work force and English is
commonly used. Professional services are easily available.

Cost-effective chemical synthesis: Its track record of development, particularly in the area
of improved cost-beneficial chemical synthesis for various drug molecules is excellent. It
provides a wide variety of bulk drugs and exports sophisticated bulk drugs.
Legal & Financial Framework: India has a 53 year old democracy and hence has a solid
legal framework and strong financial markets. There is already an established international
industry and business community.

Information &Technology: It has a good network of world-class educational institutions

and established strengths in Information Technology.

Globalization: The country is committed to a free market economy and globalization. Above
all, it has a 70 million middle class market, which is continuously growing.

Consolidation: For the first time in many years, the international pharmaceutical industry is
finding great opportunities in India. The process of consolidation, which has become a
generalized phenomenon in the world pharmaceutical industry, has started taking place in
India.

The lack of patent protection made the Indian market undesirable to the multinational
companies that had dominated the market, and while they streamed out. Indian companies
carved a niche in both the Indian and world markets with their expertise in reverse-
engineering new processes for manufacturing drugs at low costs. Although some of the larger
companies have taken baby steps towards drug innovation, the industry as a whole has been
following this business model until the present.

The Indian pharmaceutical sector has come a long way, being almost non-existent before
1970 to a prominent provider of healthcare products, meeting almost 95 per cent of the
country's pharmaceuticals needs. The Industry today is in the front rank of India’s science-
based industries with wide ranging capabilities in the complex field of drug manufacture and
technology. It ranks very high in the third world, in terms of technology, quality and range of
medicines manufactured. From simple headache pills to sophisticated antibiotics and
complex cardiac compounds, almost every type of medicine is now made indigenously.

Playing a key role in promoting and sustaining development in the vital field of medicines,
Indian Pharma Industry boasts of quality producers and many units approved by regulatory
authorities in USA and UK. International companies associated with this sector have
stimulated, assisted and spearheaded this dynamic development in the past 53 years and
helped to put India on the pharmaceutical map of the world.

The Indian Pharmaceutical sector is highly fragmented with more than 20,000 registered
units with severe price competition and government price control. It has expanded drastically
in the last two decades. There are about 250 large units that control 70 per cent of the market
with market leader holding nearly 7 per cent of the market share and about 8000 Small Scale
Units together which form the core of the pharmaceutical industry in India (including 5
Central Public Sector Units). These units produce the complete range of pharmaceutical
formulations, i.e., medicines ready for consumption by patients and about 350 bulk drugs,
i.e., chemicals having therapeutic value and used for production of pharmaceutical
formulations.
Following the de-licensing of the pharmaceutical industry, industrial licensing for most of the
drugs and pharmaceutical products has been done away with. Manufacturers are free to
produce any drug duly approved by the Drug Control Authority. Technologically strong and
totally self-reliant, the pharmaceutical industry in India has low costs of production, low
R&D costs, innovative scientific manpower, strength of national laboratories and an
increasing balance of trade.

The number of purely Indian pharma companies is fairly low. Indian pharma industry is
mainly operated as well as controlled by dominant foreign companies having subsidiaries in
India due to availability of cheap labor in India at lowest cost. Most pharma companies
operating in India, even the multinationals, employ Indians almost exclusively from the
lowest ranks to high level management. Mirroring the social structure, firms are very
hierarchical. Homegrown pharmaceuticals, like many other businesses in India, are often a
mix of public and private enterprise. Although many of these companies are publicly owned,
leadership passes from father to son and the founding family holds a majority share.

The total Indian production constitutes about 13 per cent of the world market in value terms
and, 8 per cent in volume terms. The per capita consumption of drugs in India, stands at
US$3, is amongst the lowest in the world, as compared to Japan- US$412, Germany- US$222
and USA- US$191.

Our Specialization:
 I. Ayurvedic / Herbal Products

The Ayurveda medicinal system was based on herbs which are taken forward in forming the
herbal medicines. These herbal medicines includes herbs, herbal materials, herbal preparation
& finished herbal products that contains as active ingredients parts of plants or other plant
materials or combination.

II. Nutraceuticals

Nutraceuticals is a broad umbrella term that is used to describe any product derived from
food sources with extra health benefits in addition to the basic nutritional value found in
foods. They can be considered non-specific biological therapies used to promote general
well-being, control symptoms and prevent malignant processes.
The term “nutraceutical” combines two words – “nutrient” (a nourishing food
component) and “pharmaceutical” (a medical drug). The name was coined in 1989 by
Stephen DeFelice, founder and chairman of the Foundation for Innovation in Medicine,
an American organization located in Cranford, New Jersey.
 The philosophy behind nutraceuticals is to focus on prevention, according to the saying
by a Greek physician Hippocrates (known as the father of medicine) who said “let food
be your medicine”. Their role in human nutrition is one of the most important areas of
investigation, with wide-raging implications for consumers, health-care providers,
regulators, food producers and distributors.

I. Ayurvedic / Herbal Products

Ayurvedic products are of two types:
1. Herbal Medicinal
2. Herbal Cosmetics

1. Herbal Medicinal Products

Some plants contain substances that may be used to treat diseases. Medicinal products
that are made from these substances are known as "herbal medicinal products". Even though
they are natural, a number of these products may be dangerous for patients. This is why they
are covered by pharmaceutical legislation, which aims to protect public health by ensuring
the safety, efficacy and quality of medicinal products. Within the group of herbal medicinal
products, some have a long tradition of use.

Some examples of herbals used in traditional herbal medicinal products are: Calendula
officinal is L; Echinacea purpurea L., Moench; Eleutherococcussenticosus (Rupr. ET
Maxim.) Maxi; Foeniculumvulgare Miller subsp. vulgare var. vulgare; Foeniculumvulgare
Miller subsp. vulgare var. dulce (Miller) Thellung; Hamamelisvirginiana L; Mentha x
piperita L. and Pimpinellaanisum L.

A herbal product will be considered a medicinal product where presented as having

properties for treating or preventing disease in human beings or where it has a
pharmacological, immunological or metabolic action. It is the competence and responsibility
of national authorities to decide, on a case-by-case basis, whether a herbal product fulfills the
definition of medicinal product.

However, herbal products may be classified and placed on the market as food provided that
they do not fulfill the definition of medicinal products and that they do comply with the
applicable food law. In particular, herbal products marketed in the form of food supplements
should comply with Directive 2002/46/EC on food supplements and Regulation (EC) No
1924/2006 on nutrition and health claims made on foods.

Advantages
There are a number advantages associated with using herbal medicines as opposed to
pharmaceutical products. Examples include the following:
 Reduced risk of side effects: Most herbal medicines are well tolerated by the patient,
with fewer unintended consequences than pharmaceutical drugs. Herbs typically have
fewer side effects than traditional medicine, and may be safer to use over time.
 Effectives with chronic conditions: Herbal medicines tend to be more effective for
long-standing health complaints that don't respond well to traditional medicine. One
example is the herbs and alternative remedies used to treat arthritis. Vioxx, a well-
known prescription drug used to treat arthritis, was recalled due to increased risk of
cardiovascular complications. Alternative treatments for arthritis, on the other hand,
have few side effects. Such treatments include dietary changes like adding simple
herbs, eliminating vegetables from the nightshade family and reducing white sugar
consumption.
 Lower cost: Another advantage to herbal medicine is cost. Herbs cost much less than
prescription medications. Research, testing, and marketing add considerably to the
cost of prescription medicines. Herbs tend to be inexpensive compared to drugs.
  Widespread availability: Yet another advantage of herbal medicines are their
availability. Herbs are available without a prescription. You can grow some simple
herbs, such as peppermint and chamomile, at home. In some remote parts of the
world, herbs may be the only treatment available to the majority of people.

Disadvantages
Herbs are not without disadvantages, and herbal medicine is not appropriate in all
situations. These are a few of the disadvantages to consider:
 Inappropriate for many conditions: Modern medicine treats sudden and serious
illnesses and accidents much more effectively than herbal or alternative treatments.
An herbalist would not be able to treat serious trauma, such as a broken leg, nor
would he be able to heal an appendicitis or a heart attack as effectively as a
conventional doctor using modern diagnostic tests, surgery, and drugs.
 Lack of dosage instructions: Another disadvantage of herbal medicine is the very real
risks of doing yourself harm through self-dosing with herbs. While you can argue that
the same thing can happen with medications, such as accidentally overdosing on cold
remedies, many herbs do not come with instructions or package inserts. There's a very
real risk of overdose.
 Poison risk associated with wild herbs: Harvesting herbs in the wild is risky, if not
foolhardy, yet some people try to identify and pick wild herbs. They run a very real
risk of poisoning themselves if they don't correctly identify the herb, or if they use the
wrong part of the plant.
 Medication interactions: Herbal treatments can interact with medications. Nearly all
herbs come with some warning, and many, like the herbs used for anxiety such as
Valerian and St. John's Wort, can interact with prescription medication like
antidepressants. It's important to discuss your medications and herbal supplements
with your doctor to avoid dangerous interactions.
 Lack of regulation: Because herbal products are not tightly regulated, consumers also
run the risk of buying inferior quality herbs. The quality of herbal products may vary
among batches, brands or manufacturers. This can make it much more difficult to
prescribe the proper dose of an herb.
 2. Herbal Cosmetic Products

Herbal Cosmetics, referred as Products, are formulated, using various permissible

cosmetic ingredients to form the base in which one or more herbal ingredients are used to
provide defined cosmetic benefits only, shall be called as “Herbal Cosmetics”. Herbs do
not produce instant cures. They offer a way to put the body in proper tune with nature [3].
A huge number of cosmetic and toiletry formulations have been designed and developed
based u p o n Indian Herbs recently. Other than traditionally documented applications,
some modern trials have also been using the utility of Indian herbs in Personal Care
products. The demand of herbal medicines is increasing rapidly due to their skin
friendliness and lack of side effects. The best thing of the herbal cosmetics is that it is
purely made by the herbs and shrubs and thus is side-effects free. The natural content in
the herbs does not have any side effects on the human body; instead provide the body
with nutrients and other useful minerals [4]. The term Cosmoceuticals was first used by
Raymond Reed founding member of U.S Society of Cosmetics Chemist in 1961. He
actually used the word to brief the active and science based cosmetics. The above term
was further used by Dr Albert Kligman in the year 1984 to refer the substances that have
both cosmetic and therapeutic benefits [5]. Cosmoceuticals are cosmetic-pharmaceutical
hybrids intended to enhance health and beauty through ingredients that influence the
skin's biological texture and function.

Advantages of Herbal Cosmetics over Synthetic

Herbal cosmetics are the modern trend in the field of beauty and fashion. These agents are
gaining popularity as nowadays most women prefer natural products over chemicals for
their personal care to enhance their beauty as these products supply the body with
nutrients and enhance health and provide satisfaction as these are free from synthetic
chemicals and have relatively less side-effects compared to the synthetic cosmetics.

Following are some of the advantages of using natural cosmetics which make them a
better choice over the synthetic ones:

1) Natural products
The name itself suggests that herbal cosmetics are natural and free from all the harmful
synthetic chemicals which otherwise may prove to be toxic to the skin. Instead of
traditional synthetic products different plant parts and plant extracts are used in these
products, e.g. aloe-vera gel and coconut oil. They also consist of natural nutrients like
Vitamin E that keeps skin healthy, glowing and beautiful. For example, Aloevera is a
herbal plant species belonging to liliaceae family and is naturally and easily available [8].
There are a rising number of consumers concerned about ingredients such as synthetic
chemicals, mineral oils who demand more natural products with traceable and more
natural ingredients, free from harmful chemicals and with an emphasis on the properties
of botanicals [9].

2) Safe to use
Compared to other beauty products, natural cosmetics are safe to use. They are hypo-
allergenic and tested and proven by dermatologists to be safe to use anytime, anywhere.
Since they are made of natural ingredients, people don’t have to worry about getting skin
rashes or experience skin itchiness. Example - BHA (Butylated Hydroxyanisole) and
BHT (Butylated Hydroxytoluene) are closely related synthetic antioxidants and are used
as preservatives in lipsticks and moisturizers [10]. BHA and BHT can induce allergic
reactions in the skin [11]. The international Agency for Research on Cancer classifies
BHA as a possible human carcinogen [12]. Herbal cosmetics contain natural antioxidants
like vitamin C [13].

3) Compatible with all skin types

Natural cosmetics are suitable for all skin types. No matter if you are dark or fair, you
will find natural cosmetics like foundation, eye shadow, and lipstick which are
appropriate irrespective of your skin tone. Women with oily or sensitive skin can also use
them and never have to worry about degrading their skin condition. Coal tar-derived
colors are used extensively in cosmetics, Coal tar is recognized as a human carcinogen
and the main concern with individual coal tar a color (whether produced from coal tar or
synthetically) is they can cause cancer [14]. But natural colors that are obtained from
herbs are safer.

4) Wide selection to choose from

Natural cosmetics may still be a new type in the beauty industry but they already offer a
variety of beauty products for all make up crazy people out there to choose from. One
will find a variety of foundation, eye shadow, lipstick, blush, mascara, concealer and
many more which are all naturally formulated. Furthermore, one will find locally made
natural cosmetics or those made by famous designers worldwide. There exist a large
variety of herbal extracts, to name a few Andrographis Paniculata (Kalmegh), Asparagus
Racemosus (Shatawari), BoswelliaSerrata (SalaiGuggal), Asphalt (Shilajit) etc [15].

5) Fits your budget

Natural cosmetics are not that expensive. In fact, some of these products are more
affordable than synthetic ones. They are offered at discounted prices and are sold for a
cheap price during sales. Just need to survey enough to look for great deals. An estimate
of WHO demonstrates about 80% of world population depends on natural products for
their health care, because of side effects inflicted and rising cost of modern medicine.
World Health Organization currently recommends and encourages traditional herbal cures
in natural health care programs as these drugs are easily available at low cost and are
comparatively safe [16].

6) Not tested on animals

Some cosmetics are initially tested on animals to ensure that they are safe and effective to
use for human. However, natural cosmetics need not be tested on animals. These natural
formulations are tested by experts in laboratories using state of the art equipment with no
animals involved [7].

7) No side effects
The synthetic beauty products can irritate your skin, and cause pimples. They might block
your pores and make your skin dry or oily. With natural cosmetics, one need not worry
about these. The natural ingredients used assure no side effects; one can apply them
anytime, anywhere. For example herbal cosmetics are free from parabens that are the
most widely used preservative in cosmetics and can penetrate the skin [17]. And are
suspected of interfering with hormone function (endocrine disruption) [10].
Herbs Used in Cosmetics/Cosmeceuticals

There are numerous herbs available naturally having different uses in cosmetic
preparations for skincare, hair care and as antioxidants, fragrant etc. Some of the
important examples are as follows:

1) Skincare

 Coconut oil: It is produced by crushing copra, the dried kernel, which contains about
60-65% of the oil. Coconut oil contains a high amount of glycerides of lower chain
fatty acids. Coconut oil is derived from the fruit or seed of the coconut palm tree
Cocosnucifera, family Arecaceae. The melting point of coconut oil is 24 to 25°C (75-
76ºF) and thus can be used easily in liquid or solid forms and is often used in cooking
and baking. Coconut oil is excellent as a skin moisturizer and softener.

 Sunflower oil: It is the non-volatile oil extracted from sunflower seeds obtained from
Helianthus annuus, family Asteraceae. Sunflower oil contains lecithin, tocopherols,
carotenoids and waxes. It has smoothing properties and is considered non-
comedogenic [4]. Simple yet cost-effective oil, well tried and tested for generations in
a wide variety of emulsions formulated for face and body Products.
 Jojoba oil: It is a mixture of long chain, linear liquid wax esters extracted from the
seeds of the desert shrub simmondsiachinenesis, family simmondsiaceae. Jojoba oil is
easily refined to remove any odor, color it is oxidative stable, and is often used in
cosmetics as a moisturizer and as a carrier oil for exotic fragrances. Human sebum
and jojoba oil are virtually identical. Sebum protects and moisturizes the skin and hair
but is stripped away by chemicals, pollutants, sun and the aging process, resulting in
dry skin and hair. Jojoba oil replenishes what skin and hair lose and restores them to
their natural pH balance.

 Olive oil:This oil is a fixed oil extracted from the fruits of oleaeuropaea, family
oleaceae. The major constituents are triolein, tripalmitin, trilinolein, tristearate,
monosterate, triarachidin, squalene, β-sitosterol and tocopherol. It is used as skin and
 hair conditioner in cosmetics like lotions, shampoos etc. It is a potent fatty acid
penetration enhancer.

 Aloevera: Aloevera is a herbal plant species belonging to liliaceae family that is

found only in cultivation, having no naturally occurring populations, although closely
related aloes do have presence in northern Africa [8]. It is an ingredient in many
cosmetics because it heals, moisturizes, and softens skin. Simply cut one of the aloe
vera leaves to extract the soothing gel [4]. Aloe vera contains amino acids like
leucine, isoleucine, saponin glycosides that provide cleansing action, vitamins
A,C,E,B, choline, B12 and folic acid and provide antioxidant activity.

2) Antiaging
 Carrot:It is obtained from the plant Daucuscarotabelonging to family Apiaceae. It is
a valuable herb since ages as due to its richness in Vitamin A along with other
essential vitamins. Carrot seed oil is used as anti-aging, revitalizing and rejuvenating
agent [4]. The carrot gets its characteristic and bright orange colour from β-carotene,
and lesser amounts of α-carotene and γ-carotene. α and β-carotenes are partly
metabolized into vitamin Ain humans.

 Gingko:In China and Japan, the leaves and nuts of the Ginkgo biloba(G. biloba) tree
have been used for thousands of years to treat various medical conditions, including
poor blood circulation; hypertension; poor memory, and depression, particularly
among the elderly; male impotence. In addition, it is gaining a similar reputation as an
antioxidant and anti-inflammatory agent. Ginkgo bilobabelongs to family
Ginkgoaceae, which grows to a huge size [30]. The G. bilobaextractEGb 761,
prepared from the tree's leaves, is a natural mixture containing flavone glycosides
(33%), mostly quercetin and kaempferol derivatives, and terpenes (6%), which has
exhibited the capacity to reduce the number of ultraviolet B (UVB)-induced sunburn
cells in mice.

3) Dandruff treatment
 Ayurveda has numerous natural medications wherein the most common herbs include
Neem, Kapoor (naphthalene), and Henna, Hirda, Behada, and Amalaki, Magic nut,
Bringaraj, Rosary Pea, Sweet Flag, Cashmere tree and Mandor.

 Henna: Hennacomes from the plant awsoniainermisfamilyLythraceae, which contain

a dye molecule called Lawsone, which when processed produces Henna powder.
Besides lawsone other constituents present are gallic acid, glucose, mannitol, fats,
resin (2%), mucilage and traces of an alkaloid. Leaves yield hennatannic acid and an
olive oil green resin, soluble in ether and alcohol [32]. Lawsone isolated from the
leaves of L.inermishas shown significant antifungal antibiotic effect.

 Neem:Neem or Margosa is a botanical relative of mahogany. It belongs to the family

Meliaceae. The Latinized name of Neem- Azadirachtaindica-is derived from the
Persian.

The common treatment for the dandruff is Neem as it produces antifungal, antibacterial, pain-
relieving, and anti- compounds that would treat dandruff.

4) Skin Protection

 Green tea: The tea plant (Camellia sinensis) has been cultivated in Asia for
thousands of years [35]. The 4 major polyphenoliccatechins present in green tea
leaves are (2)-epicatechin (EC), EGC, (2)-EC-3-gallate, and EGCG, which is the most
abundant [36,37]. It was found that green tea extracts or an individual green tea
polyphenol (GTPP), especially epigallocatechin (EGC)-3-gallate (EGCG), inhibited
two-stage chemical carcinogenesis (eg, induced by 7,12-di-methylbenz(a)anthracene
[DMBA] and 12-O-tetra-decanoylphorbol 13-acetate [TPA]), and
photocarcinogenesis (induced by UVB).

 Calendula:Calendulaofficinalisis reported to have a remarkable antioxidant activity,

anti- inflammatory activity and wound healing activity [39]. A previous study
demonstrated that the essential oil of Calendula consists mainly of α-thujene, α-
pinene, 1,8-Cineole, dihydrotagetone and T-muurolol .
 Turmeric:It is a deep yellow-to-orange powder that comes from the underground
stems of the tropical perennial herb Curcuma longa of the family Zingiberaceae[41].
Turmeric contains a wide range of phytochemicals including, demethoxycurcumin,
bisdemethoxycurcumin, zingiberene, curcumol, curcumenol, eugenol,
tetrahydrocurcumin, triethylcurcumin, curcumin, turmerin, turmerones, and
turmeronols. Curcumin is the phytochemical that gives a yellow color to turmeric and
is now recognized as being responsible for most of the therapeutic effects [42]. Uses
of turmeric include antiseptic, analgesic, anti-inflammatory, antioxidant, antimalarial,
insect-
 repellant, and other activities associated to turmericigure 13).

5) Haircare

 Amla:Amla is the name given to the fruit of a small leafy tree (EmblicaOfficinalis),
which grows throughout India and yields an edible fruit. It is highly praised both for
its high vitamin C content and for the precious oil, which is extracted from its seeds
and pulp and used as a treatment for hair and scalp problems. It is used in eye
syndromes, hair loss, and children ailments etc.

 Shikakai:Acaciaconcinna Linn. (Leguminosae) is a medicinal plant that grows in

tropical rainforests of southern Asia. The fruits of this plant are used for washing hair,
for improving hair growth, as an expectorant, emetic, and purgative. The powder of
Acacia Concinna Linn shows the presence of saponins, alkaloid, sugar, tannin,
flavanoids, anthraquinone glycosides.

6) Essential oils

 Rose oil:Roses are widely referred to as the world’s favorite flower in part due to
their vast diversity in plant habitat and floral characteristics. There are mainly four
species of roses for oil production. These are Rosa damascenaMill.,R. gallicaL., R.
 moschataHerrm. andR. centifoliaL. Rose oil and rose water have many therapeutic
effects. Rose oil helps soothe the mind and heals depression, grief, nervous stress and
tension. It also helps to heal wound and skin.

 Eucalyptus oil:There are around 700 different species of Eucalyptus in the world, of
which at least 500 produce a type of essential oil. It is produced by steam distillation
from the leaves of Eucalyptus species (E. cinerea F. Muell., E. baueriana F. Muell., E.
smithii R. T. Baker, E. bridgesiana R. T. Baker, E. microtheca F. Muell., E.
foecundaSchau., E. pulverulenta Sims, E. propinqua Deane and Maiden, E.
erythrocorys F. Muell.) etc. They are widely used in the preparation of liniments,
inhalants, cough syrups, ointments, toothpaste and also as pharmaceutical flavors. The
European Pharmacopoeia monograph for Eucalyptus oil sports a chromatographic
profile: 1,8-cineole (eucalyptol; not less than70%), limonene (4- 12%), α-pinene (2-
8%), α- phellandrene (less than 1.5%), β-pinene (less than 0.5%), camphor (less than
0.1%).

7) Antioxidants

 Tamarind:Tamarind or TamarindusindicaL. of the Fabaceae, subfamily

Caesalpinioideaeconsists of amino acids, fatty acids and minerals of tamarind plant
parts. The most distinguished characteristic of tamarind is its sweet acidic taste due to
tartaric acid. Besides being a rich source of sugars, tamarind fruit is also an excellent
source of vitamin B and contain minerals, exhibit high antioxidant capacity that
appear to be associated with a high phenolic content, and thus can be an important
food source.

 Vitamin C: Vitamin C is necessary for the hydroxylation of proline, procollagen, and

lysine. Vitamin C improves the changes caused by photo damage. Vitamin C has been
used effectively to stimulate collagen repair, thus removing some of the effects of
photo-aging on skin [13].

 Vitamin E :( Alpha-tocopherol) is the major lipophilic antioxidant in plasma

membranes and tissues. The term vitamin E collectively refers to 30 naturally
 occurring molecules (4 tocopherols and 4 tocotrienols), all of which exhibit vitamin E
activity. Its major role is generally considered to be the arrest of chain propagation
and lipid peroxidation by scavenging lipid peroxyl radicals, hence protecting the cell
membrane from destruction.

COMPANY PROFILE:

Orcade Healthcare Pvt Ltd, Erode is a renowned and one of the fastest growing companies in
India involved exclusively into the manufacturing of Herbal/ Ayurveda products along with
Dietary/ Nutraceutical supplements. The foundation stone of the company was laid down
in year 2001 The major change in the company started immediately after the New
Management took over, under the leadership and guidance of a team of Doctors headed by
Dr. O.P. Sharma. Dr. Sharma carries the experience of conducting clinical trials on herbal
medicines for over a period of three decades. The company which initially started on a small
scale has now become a reputed herbal products manufacturer in the industry.

Dr. Sharma has executed many major corrections in the infrastructure required for the better
business execution. The first step in the direction was sharing his personal knowledge of
herbs found in the Himalayan region with the manufacturing technical team of Company,
which proved to be a boon in the form of Herbal/ Ayurveda medicines to the society. A wide
range of New Herbal/ Ayurveda products/ Formulations has been developed to cure various
ailments. Many new manufacturing procedures have been incorporated to further increase the
product efficacy. His dream is to make people aware of the medicinal utility of these plants
and to promote Herbal/ Ayurveda. The management aims to make people aware that
Herbal/Ayurveda medicines give long term fitness as against the allopathic medicines, also
these medicines have less toxicity and no side effects and are very well absorbed in the
human body and provide permanent cure to many ailments.

The company is managed under the leadership of young & dynamic entrepreneur, Managing
Director Mr. Yash Sharma along with his team of qualified scientists and techno–
commercial people to manage the day to day operations of the company. We, at Makin
Laboratories make use of the latest manufacturing technologies and produce the highest
quality products. The diligence of the entire team has yielded brilliant results and has helped
us flourish as a profound name in the Herbal/Ayurveda industry. It is one of the few
manufacturing plant which blend modern production technology and advanced quality
measures into the area of Herbal/ Ayurveda healthcare medicines and nutraceutical. On the
commercial front, we have presented many new dimensions in packing, which is still not very
prevalent in Ayurveda Industry, e.g. Alu-Alu facility with “Print Registration Control”
feature, Met-pat finish products etc.

Company’s Mission:
We want to offer products of highest quality standards at the most competitive prices in India.
We are on a never ending research, development and manufacturing of a broad spectrum of
Herbal/ Ayurvedic and nutraceutical products and thriving to fulfill the needs of our valued
customers in terms of product range, quality, efficacy, safety and price.

Company’s Vision:
We aspire to work on our consistent self-improvising mind-set and be the best manufacturer
and supplier of high quality Herbal/ Ayurvedic and Nutraceutical products in the country. We
also aim at satisfaction and reliability of our associates for quality and purity of the product
for lifetime.
 CHAPTER IV
DATA ANALYSIS AND INTERPRETATION
TABLE 4.1
AGE OF THE RESPONDNENT
age
Frequency Percent Valid Cumulative
Percent Percent
>25 years 37 24.7 24.7 24.7
25-40 years 68 45.3 45.3 70.0
Valid < 40 years 45 30.0 30.0 100.0
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the 45 % of the respondent are in the age group of 25-40 and
24% of the respondent are less than 25 years of age and Remaining30% of the respondent is
above 40 years of age.
CHART 4.1
AGE OF THE RESPONDNENT
TABLE 4.2
GENDER OF THE RESPONDENT
gender
Frequency Percent Valid Cumulative
Percent Percent
Male 79 52.7 52.7 52.7
Female 71 47.3 47.3 100.0
Valid 150 100.0 100.0
Total

INFERENCE:
The above table analyze that the employees 53% of the respondent are male and the
remaining47% of the respondent are female.
CHART 4.2
GENDER OF THE RESPONDENT
TABLE 4.3
MARITAL STATUS OF THE RESPONDENT

Frequency Percent Valid Cumulative

Percent Percent
Married 77 51.3 51.3 51.3
Unmarrie 73 48.7 48.7 100.0
d
Valid
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the employees 51% of the respondent are married and the
remaining 49% of the respondent are unmarried.
CHART 4.3
MARITAL STATUS OF THE RESPONDENT
TABLE 4.4
QUALIFICATION OF THE RESPONDENT

qualification
Frequency Percent Valid Cumulative
Percent Percent
HSC 16 10.7 10.7 10.7
UG 33 22.0 22.0 32.7
Diploma 32 21.3 21.3 54.0
Valid
PG 32 21.3 21.3 75.3
others 37 24.7 24.7 100.0
Total 150 100.0 100.0

INFERENCE:
The above table analyze that the 11% of the employee are qualified in hsc, 22% of the
employee are qualified in ug 21% of the employee are qualified in diploma, 21% of the
employee are qualified in pg, 25% of the employee are qualified in others.
CHART 4.4
QUALIFICATION OF THE RESPONDENT
TABLE 4.5
ANNUALINCOME OF THE RESPONDENT

Frequency Percent Valid Cumulative

Percent Percent
less than 2 lakhs 29 19.3 19.3 19.3
2-3 lakhs 44 29.3 29.3 48.7
3-5 lakhs 42 28.0 28.0 76.7
Valid
above 5 lakhs 35 23.3 23.3 100.0
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the 19% of the respondent are earn the annual income is less
than 2 lakhs, 29% of the respondent are earn the annual income is 2-3 lakhs, 28% of the
respondent are earn the annual income is 3-5 lakhs, 23% of the respondent are earn the
annual income is above 5 lakhs.
CHART 4.5
ANNUALINCOME OF THE RESPONDENT
TABLE 4.6
LONG YOU HAVE BEEN THE PART OF THIS ORGANIZATION

Frequency Percent Valid Cumulative

Percent Percent
less than 1 16 10.7 10.7 10.7
years
1-3 years 33 22.0 22.0 32.7
Valid 3-5 years 58 38.7 38.7 71.3
above 5 years 43 28.7 28.7 100.0
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the 11% of the respondent are working in this organization for
less than 1 year, 22% of the respondent are working in this organization for 1-3 years, 39% of
the respondent are working in this organization for 3-5years, 29% of the respondent are
working in this organization for above 5 years.
CHART 4.6
LONG YOU HAVE BEEN THE PART OF THIS ORGANIZATION
TABLE 4.7
YOU FIND YOU JOB PROFILE

Frequency Percent Valid Cumulative

Percent Percent
highly 29 19.3 19.3 19.3
interesting
interesting 44 29.3 29.3 48.7
neither 42 28.0 28.0 76.7
Valid
interesting
uninteresting 35 23.3 23.3 100.0
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the 19% of the respondent are you find you job profile is highly
interesting, 29% of the respondent are you find you job profile is interesting, 28% of the
respondent are you find you job profile is neither interesting, 23% of the respondent are you
find you job profile is uninteresting.
CHART 4.7
YOU FIND YOU JOB PROFILE
TABLE 4.8
I GET STRESSED WHEN SOMEONE FIND FAULT IN MY WORK.

Frequency Percent Valid Cumulative

Percent Percent
Strongly agree 22 14.7 14.7 14.7
Agree 34 22.7 22.7 37.3
Neither agree 43 28.7 28.7 66.0
Valid Disagree 34 22.7 22.7 88.7
Strongly 17 11.3 11.3 100.0
disagree
Total 150 100.0 100.0

INFERENCE:
The above table analyze that the 15% of the respondent are strongly agree with the stressed
when someone find fault in my work, 23% of the respondent are says that they agree with the
stressed when someone find fault in my work, 29% of the respondent are says that they
neither agree, 23% of the respondent are says that they disagree, 12% of the respondent are
says that they strongly disagree with the stressed when someone find fault in my work.
CHART 4.8
I GET STRESSED WHEN SOMEONE FIND FAULT IN MY WORK.
TABLE 4.9
I FEEL MY JOB DESCRIPTION DOESN’T SUITE MY PROFILE

Frequency Percent Valid Cumulative

Percent Percent
Strongly agree 14 9.3 9.3 9.3
Agree 26 17.3 17.3 26.7
Neither agree 54 36.0 36.0 62.7
Valid Disagree 46 30.7 30.7 93.3
Strongly 10 6.7 6.7 100.0
disagree
Total 150 100.0 100.0

INFERENCE:
The above table analyze that the 9% of the respondent are strongly agree with the description
doesn’t suite my profile, 17% of the respondent are says that they agree with the stressed
when someone find fault in my work, 36% of the respondent are says that they neither agree,
31% of the respondent are says that they disagree that description doesn’t suite my profile,
08% of the respondent are says that they strongly disagree with the description doesn’t suite
my profile
CHART 4.9
I FEEL MY JOB DESCRIPTION DOESN’T SUITE MY PROFILE
TABLE 4.10
I HAVE FAMILY PROBLEM AND THAT CAUSE TECHNOLOGY UPDATING

Frequency Percent Valid Cumulative

Percent Percent
Strongly agree 17 11.3 11.3 11.3
Agree 45 30.0 30.0 41.3
Neither agree 55 36.7 36.7 78.0
Disagree 25 16.7 16.7 94.7
Valid
Strongly 8 5.3 5.3 100.0
disagree
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the 11% of the respondent are strongly agree with the family
problem and that cause technology updating 30% of the respondent are says that they agree
with the family problem and that cause technology updating 37% of the respondent are says
that they neither agree, 17% of the respondent are says that they disagree, 05% of the
respondent are says that strongly disagree family problem and that cause stress.
CHART 4.10
I HAVE FAMILY PROBLEM AND THAT CAUSE TECHNOLOGY UPDATING
TABLE 4.11
I GET TECHNOLOGY UPDATING WHEN MY WORK IS NOT RECOGNIZED

Frequency Percent Valid Cumulative

Percent Percent
Strongly agree 11 7.3 7.3 7.3
Agree 37 24.7 24.7 32.0
neither agree 45 30.0 30.0 62.0
Disagree 38 25.3 25.3 87.3
Valid
Strongly 19 12.7 12.7 100.0
disagree
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the 7% of the respondent are strongly agree with the stressed
when my work is not recognized, 24% of the respondent are says that agree, 30% of the
respondent are says that they neither agree with stressed when my work is not recognized,
25% of the respondent are says that disagree, 13% of the respondent are says that they
strongly disagree with the stressed when my work is not recognized.
CHART 4.11
I GET TECHNOLOGY UPDATING WHEN MY WORK IS NOT RECOGNIZED
TABLE 4.12
LONG WORKING HOUR AND HIGH WORK LOAD CAUSE TECHNOLOGY
UPDATING

Frequency Percent Valid Cumulative

Percent Percent
Strongly agree 11 7.3 7.3 7.3
Agree 15 10.0 10.0 17.3
Neither agree 41 27.3 27.3 44.7
Disagree 43 28.7 28.7 73.3
Valid
Strongly 40 26.7 26.7 100.0
disagree
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the 7% of the respondent are strongly agree with the working
hour and high work load cause stress., 10% of the respondent are says that agree, 27% of the
respondent are says that they neither agree with working hour and high work load cause
stress., 29% of the respondent are says that disagree, 27% of the respondent are says that they
strongly disagree with the working hour and high work load cause stress.
CHART 4.12
LONG WORKING HOUR AND HIGH WORK LOAD CAUSE TECHNOLOGY
UPDATING
TABLE 4.13
I HAVE FINANCIAL PROBLEM AND THAT CAUSE TECHNOLOGY UPDATING

Frequency Percent Valid Cumulative

Percent Percent
Strongly agree 21 14.0 14.0 14.0
Agree 38 25.3 25.3 39.3
Neither agree 43 28.7 28.7 68.0
Disagree 32 21.3 21.3 89.3
Valid
Strongly 16 10.7 10.7 100.0
disagree
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the 14% of the respondent are strongly agree with the financial
problem and that cause technology updating 25% of the respondent are says that they agree
with financial problem and that cause technology updating 29% of the respondent are says
that they neither agree, 21% of the respondent are says that they disagree, 11% of the
respondent are says that they strongly disagree with the financial problem and that cause
stress.
CHART 4.13
I HAVE FINANCIAL PROBLEM AND THAT CAUSE TECHNOLOGY UPDATING
TABLE 4.14
FEELING TIRED

Frequency Percent Valid Cumulative

Percent Percent
Always 19 12.7 12.7 12.7
Rarely 41 27.3 27.3 40.0
Sometimes 41 27.3 27.3 67.3
Often 34 22.7 22.7 90.0
Valid
Most of the 15 10.0 10.0 100.0
time
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the 12% of the respondent are said that always with feeling
tired, 27% of the respondent are said that rarely with feeling tired, 27% of the respondent are
said that sometimes with feeling tired, 23% of the respondent are said that often with feeling
tired, 10% of the respondent are said that most of the time with feeling tired.
CHART 4.14
FEELING TIRED
TABLE 4.15
LESS INTEREST IN WORK

Frequency Percent Valid Cumulative

Percent Percent
Always 22 14.7 14.7 14.7
Rarely 30 20.0 20.0 34.7
Sometimes 47 31.3 31.3 66.0
Often 33 22.0 22.0 88.0
Valid
Most of the 18 12.0 12.0 100.0
times
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the 14% of the respondent are said that always with less interest
in work, 20% of the respondent are said that rarely with less interest in work, 31% of the
respondent are said that sometimes with less interest in work, 22% of the respondent are said
that often with less interest in work, 12% of the respondent are said that most of the time
with less interest in work.

CHART 4.15
LESS INTEREST IN WORK

TABLE 4.16
UNABLE TO TAKE DECISIONS

Frequency Percent Valid Cumulative

Percent Percent
Always 22 14.7 14.7 14.7
Rarely 33 22.0 22.0 36.7
Sometimes 43 28.7 28.7 65.3
Often 35 23.3 23.3 88.7
Valid
most of the 17 11.3 11.3 100.0
time
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the 15% of the respondent are said that always with unable to
take decisions , 22% of the respondent are said that rarely with unable to take decisions, 29%
of the respondent are said that sometimes with unable to take decisions, 23% of the
respondent are said that often with unable to take decisions, 11% of the respondent are said
that most of the time with unable to take decisions.

CHART 4.16
UNABLE TO TAKE DECISIONS

TABLE 4.17
FORGET THINGS AND GET CONFUSED

Frequency Percent Valid Cumulative

Percent Percent
Always 24 16.0 16.0 16.0
Rarely 32 21.3 21.3 37.3
Sometimes 45 30.0 30.0 67.3
Valid often 38 25.3 25.3 92.7
most of the 11 7.3 7.3 100.0
times
Total 150 100.0 100.0

INFERENCE:
The above table analyze that the 16% of the respondent are said that always with forget
things and get confused , 21% of the respondent are said that rarely with forget things and get
confused, 30% of the respondent are said that sometimes with forget things and get confused,
25% of the respondent are said that often with forget things and get confused, 07% of the
respondent are said that most of the time with forget things and get confused.

CHART 4.17
FORGET THINGS AND GET CONFUSED

TABLE 4.18
FEELING ANGRY OR IRRITATED

Frequency Percent Valid Cumulative

Percent Percent
Always 20 13.3 13.3 13.3
Rarely 32 21.3 21.3 34.7
Sometimes 46 30.7 30.7 65.3
Valid Often 35 23.3 23.3 88.7
Most of the 17 11.3 11.3 100.0
times
Total 150 100.0 100.0

INFERENCE:
The above table analyze that the 13% of the respondent are said that always with feeling
angry or irritated, 21% of the respondent are said that rarely with feeling angry or irritated,
31% of the respondent are said that sometimes with feeling angry or irritated, 23% of the
respondent are said that often with feeling angry or irritated, 11% of the respondent are said
that most of the time with feeling angry or irritated.

CHART 4.18
FEELING ANGRY OR IRRITATED

TABLE 4.19
SLEEPLESSNESS

Frequency Percent Valid Cumulative

Percent Percent
Always 15 10.0 10.0 10.0
Rarely 32 21.3 21.3 31.3
Sometimes 50 33.3 33.3 64.7
Valid Often 34 22.7 22.7 87.3
Most of the 19 12.7 12.7 100.0
time
Total 150 100.0 100.0

INFERENCE:
The above table analyze that the 10% of the respondent are said that always with
sleeplessness, 21% of the respondent are said that rarely with sleeplessness, 33% of the
respondent are said that sometimes with sleeplessness, 23% of the respondent are said that
often with sleeplessness, 13% of the respondent are said that most of the time with
sleeplessness.

CHART 4.19
SLEEPLESSNESS

TABLE 4.20
HEADACHE, BLOOD PRESSURE, BACK PAIN ETC

Frequency Percent Valid Cumulative

Percent Percent
Always 35 23.3 23.3 23.3
Rarely 26 17.3 17.3 40.7
Sometimes 41 27.3 27.3 68.0
Valid Often 30 20.0 20.0 88.0
Most of the 18 12.0 12.0 100.0
times
Total 150 100.0 100.0

INFERENCE:
The above table analyze that the 23% of the respondent are said that always with headache,
blood pressure, back pain etc, 17% of the respondent are said that rarely with headache, blood
pressure, back pain etc, 27% of the respondent are said that sometimes with headache, blood
pressure, back pain etc, 20% of the respondent are said that often with headache, blood
pressure, back pain etc, 12% of the respondent are said that most of the time with headache,
blood pressure, back pain etc.

CHART 4.20
HEADACHE, BLOOD PRESSURE, BACK PAIN ETC

TABLE 4.21
I CAN’T COMPLETE MY WORK WITHIN THE SPECIFIC TIME

Frequency Percent Valid Cumulative

Percent Percent
Strongly agree 36 24.0 24.0 24.0
Agree 31 20.7 20.7 44.7
Neutral 31 20.7 20.7 65.3
Valid Disagree 24 16.0 16.0 81.3
Strongly 28 18.7 18.7 100.0
disagree
Total 150 100.0 100.0

INFERENCE:
The above table analyze that the 24% of the respondent are strongly agree with the complete
my work within the specific time , 21% of the respondent are says that they agree , 21% of
the respondent are says that they neutral with complete my work within the specific time ,
16% of the respondent are says that they disagree, 19% of the respondent are says that
strongly disagree with the complete my work within the specific time.

CHART 4.21
I CAN’T COMPLETE MY WORK WITHIN THE SPECIFIC TIME

TABLE 4.22
MY RELATIONSHIP WITH OTHER EMPLOYEES GETS AFFECTED

Frequency Percent Valid Cumulative

Percent Percent
Strongly agree 32 21.3 21.3 21.3
Agree 29 19.3 19.3 40.7
Neutral 41 27.3 27.3 68.0
Valid Disagree 24 16.0 16.0 84.0
Strongly 24 16.0 16.0 100.0
disagree
Total 150 100.0 100.0

INFERENCE:
The above table analyze that the 21% of the respondent are strongly agree with the my
relationship with other employees gets affected , 19% of the respondent are says that they
agree , 27% of the respondent are says that they neutral , 16% of the respondent are says that
they disagree, 16% of the respondent are says that strongly disagree with the my relationship
with other employees gets affected

CHART 4.22
MY RELATIONSHIP WITH OTHER EMPLOYEES GETS AFFECTED

TABLE 4.23
I FEEL LIKE QUITTING THE JOB

Frequency Percent Valid Cumulative

Percent Percent
Strongly agree 25 16.7 16.7 16.7
Agree 18 12.0 12.0 28.7
Neutral 34 22.7 22.7 51.3
Disagree 41 27.3 27.3 78.7
Valid
Strongly 32 21.3 21.3 100.0
disagree
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the 17% of the respondent are strongly agree with the feel like
quitting the job, 12% of the respondent are says that they agree with feel like quitting the job
, 22% of the respondent are says that they neutral, 27% of the respondent are says that they
disagree with feel like quitting the job, 21% of the respondent are says that strongly disagree
with the feel like quitting the job.

CHART 4.23
I FEEL LIKE QUITTING THE JOB

TABLE 4.24
I COMMIT MORE NUMBER OF MISTAKES

Frequency Percent Valid Cumulative

Percent Percent
Strongly agree 16 10.7 10.7 10.7
Agree 27 18.0 18.0 28.7
Neutral 42 28.0 28.0 56.7
Disagree 43 28.7 28.7 85.3
Valid
Strongly 22 14.7 14.7 100.0
disagree
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the 11% of the respondent are strongly agree with the i commit
more number of mistakes, 18% of the respondent are says that they agree , 28% of the
respondent are says that they neutral with i commit more number of mistakes, 29% of the
respondent are says that they disagree, 15% of the respondent are says that strongly disagree
with the i commit more number of mistakes.
CHART 4.24
I COMMIT MORE NUMBER OF MISTAKES

TABLE 4.25
I LOSE MY PATIENCE WHILE DEALING WITH CUSTOMERS

Frequency Percent Valid Cumulative

Percent Percent
Strongly agree 25 16.7 16.7 16.7
Agree 54 36.0 36.0 52.7
Neutral 34 22.7 22.7 75.3
Disagree 21 14.0 14.0 89.3
Valid
Strongly 16 10.7 10.7 100.0
disagree
150 100.0 100.0
Total

INFERENCE:
The above table analyze that the 17% of the respondent are strongly agree with the patience
while dealing with customers, 36% of the respondent are says that they agree , 23% of the
respondent are says that they neutral , 14% of the respondent are says that they disagree that
patience while dealing with customers, 11% of the respondent are says that strongly disagree
with the patience while dealing with customers

CHART 4.25
I LOSE MY PATIENCE WHILE DEALING WITH CUSTOMERS
CHI-SQUARE TEST

Case Processing Summary

Cases
Valid Missing Total
N Percent N Percent N Percent
age * 150 100.0% 0 0.0% 150 100.0%
qualification

age * qualification Cross tabulation

Count
qualification Total
HSC UG Diploma PG others
>25 years 2 8 11 5 11 37
age 25-40 years 7 17 13 18 13 68
< 40 years 7 8 8 9 13 45
Total 16 33 32 32 37 150

Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 7.766a 8 .457
Likelihood Ratio 7.887 8 .445
Linear-by-Linear .120 1 .729
Association
N of Valid Cases 150
a. 2 cells (13.3%) have expected count less than 5. The
minimum expected count is 3.95.
 Symmetric Measures
Value Approx.
Sig.
Nominal by Contingency .222 .457
Nominal Coefficient
N of Valid Cases 150

ONE-WAY ANOVA
ANOVA
lessinterestinwork
Sum of df Mean F Sig.
Squares Square
Between 11.485 4 2.871 1.970 .102
Groups
Within Groups 211.348 145 1.458
Total 222.833 149

Multiple Comparisons
Dependent Variable: less interest in work
Tukey HSD
(I) for get things and (J) for get things and Mean Std. Sig. 95% Confidence
get confused get confused Difference Error Interval
(I-J) Lower Upper
Bound Bound
Rarely .26042 .32601 .931 -.6402 1.1610
Sometimes -.20278 .30516 .964 -1.0458 .6402
Always
often .06798 .31478 1.000 -.8016 .9375
most of the times .85985 .43959 .293 -.3545 2.0742
Always -.26042 .32601 .931 -1.1610 .6402
Sometimes -.46319 .27918 .462 -1.2344 .3080
Rarely
often -.19243 .28967 .964 -.9926 .6077
most of the times .59943 .42197 .615 -.5662 1.7651
Always .20278 .30516 .964 -.6402 1.0458
Rarely .46319 .27918 .462 -.3080 1.2344
Sometimes
often .27076 .26598 .847 -.4640 1.0055
most of the times 1.06263 .40608 .073 -.0591 2.1844
Always -.06798 .31478 1.000 -.9375 .8016
Rarely .19243 .28967 .964 -.6077 .9926
often
Sometimes -.27076 .26598 .847 -1.0055 .4640
most of the times .79187 .41336 .314 -.3500 1.9337
Always -.85985 .43959 .293 -2.0742 .3545
Rarely -.59943 .42197 .615 -1.7651 .5662
most of the times
Sometimes -1.06263 .40608 .073 -2.1844 .0591
often -.79187 .41336 .314 -1.9337 .3500

Less interest in work

Tukey HSDa,b
 Forget things and get N Subset for alpha =
confused 0.05
1 2
most of the times 11 2.1818
Rarely 32 2.7813 2.7813
often 38 2.9737 2.9737
Always 24 3.0417 3.0417
Sometimes 45 3.2444
Sig. .110 .682
Means for groups in homogeneous subsets are displayed.
a. Uses Harmonic Mean Sample Size = 23.545.
b. The group sizes are unequal. The harmonic mean of
the group sizes is used. Type I error levels are not
guaranteed.

CORRELATION METHOD
Case Processing Summary
Cases
Valid Missing Total
N Percent N Percent N Percent
I can’t complete my 150 100.0% 0 0.0% 150 100.0%
work within the
specific time * I lose
my patience while
dealing with customers
 I can’t complete my work within the specific time * I lose my patience while dealing with
customers Cross tabulation
Count
I lose my patience while dealing with customers Total
Strongly Agree Neutral Disagree Strongly
agree disagree
Strongly 11 11 5 8 1 36
agree

I can’t complete my Agree 6 11 5 1 831

work within the Neutral 0 12 14 5 0 31
specific time Disagree 1 12 5 1 5 24
Strongly 7 8 5 6 2 28
disagree
Total 25 54 34 21 16 150

Symmetric Measures
Value Asymp. Std. Approx. Approx.
Errora Tb Sig.
Nominal by Contingency .484 .000
Nominal Coefficient
Interval by .066 .085 .802 .424c
Pearson's R
Interval
Spearman .082 .087 1.004 .317c
Ordinal by Ordinal
Correlation
N of Valid Cases 150
a. Not assuming the null hypothesis.
b. Using the asymptotic standard error assuming the null hypothesis.
c. Based on normal approximation.

CHAPTER V
FINDING, SUGESSTION AND CONCLUSION

FINDING

1. Most of 45 % of the respondent are in the age group of 25-40 and 24% of the
respondent are less than 25 years of age and
2. Most of employees 53% of the respondent are male
3. Most of employees 51% of the respondent are married
4. Most of 21% of the employee are qualified in pg, 25% of the employee are qualified in
others.
5. Most of 29% of the respondent are earn the annual income is 2-3 lakhs, 28% of the
respondent are earn the annual income is 3-5 lakhs
6. Most of 22% of the respondent are working in this organization for 1-3 years, 39% of
the respondent is working in this organization for 3-5years, 29% of the respondents are
working in this organization for above 5 years.
7. Most of 28% of the respondent are you find you job profile is neither interesting, 23%
of the respondent are you find you job profile is uninteresting.
8. Most of 23% of the respondent are says that they agree with the stressed when
someone find fault in my work, 29% of the respondent are says that they neither agree,
23% of the respondent are says that they disagree,
9. Most of 36% of the respondent are says that they neither agree, 31% of the respondent
are says that they disagree that description doesn’t suite my profile
10. Most of 30% of the respondent are says that they agree with the family problem and
that cause stress , 37% of the respondent are says that they neither agree
11. Most of 24% of the respondent are says that agree ,30% of the respondent are says that
they neither agree with stressed when my work is not recognized , 25% of the
respondent are says that disagree,
12. Most of 27% of the respondent are says that they neither agree with working hour and
high work load cause stress., 29% of the respondent are says that disagree, 27% of the
respondent are says that they strongly disagree with the working hour and high work
load cause stress.
13. Most of 25% of the respondent are says that they agree with financial problem and that
cause stress , 29% of the respondent are says that they neither agree, 21% of the
respondent are says that they disagree,
14. Most of 27% of the respondent are said that rarely with feeling tired, 27% of the
respondent are said that sometimes with feeling tired, 23% of the respondent are said
that often with feeling tired
15. Most of 31% of the respondent are said that sometimes with less interest in work, 22%
of the respondent are said that often with less interest in work,
16. Most of 29% of the respondent are said that sometimes with unable to take decisions,
23% of the respondent are said that often with unable to take decisions
17. Most of 30% of the respondent are said that sometimes with forget things and get
confused, 25% of the respondents are said that often with forget things and get
confused.
18. Most of 31% of the respondent are said that sometimes with feeling angry or irritated,
23% of the respondent are said that often with feeling angry or irritated
 19. Most of 33% of the respondent are said that sometimes with sleeplessness, 23% of the
respondent are said that often with sleeplessness
20. Most of 27% of the respondent are said that sometimes with headache, blood pressure,
back pain etc, 20% of the respondent are said that often with headache, blood
pressure, back pain etc
21. Most of 24% of the respondent are strongly agree with the complete my work within
the specific time , 21% of the respondent are says that they agree
22. Most of 21% of the respondent are strongly agree with the my relationship with other
employees gets affected , 19% of the respondent are says that they agree , 27% of the
respondent are says that they neutral.
23. Most of 22% of the respondent are says that they neutral, 27% of the respondent are
says that they disagree with feel like quitting the job
24. Most of 28% of the respondent are says that they neutral with i commit more number
of mistakes, 29% of the respondent are says that they disagree

SUGGESTIONS:
 Employees’ achievement in their work is appreciated and rewarded very rarely by the
management in the organization. This is one of the reasons where the employees fell
dissatisfied and vexed about his job. So the Management start appreciate and reward
the employees work whenever needed which will motivate the employees and also
reduce the stress level.
 Performance appraisal methods like 360oappraisal, field review, ranking method, HR
accounting can be conducted by the management which will help the employees to
identify their position and help to improve their potential. Hence this will improve the
job satisfaction of the employee resulting in reduced occupational stress.

 Both the Management and the employees have no idea about stress reduction or stress
management program. Stress management programs will teach the employees
techniques, etc .which will help to cope with stress .So the management can try some
stress reduction programs.
CONCLUSION:

The present study was conducted at ORCADE HEALTH CARE PVT LTD
ERODE. The aim was to find the stress level among the employees and its impact. This was
done using a detailed questionnaire. The study revealed that only a small percentage is highly
stressed and majority of the employees are in middle level of stress and also accept that it
affect their performance to some extent.
At the end of the study, we can conclude that through there are signs of stress among
the employees & such stress is affecting their behaviors, it can be controlled & reduced
effectively.

BIBILOGRAPHY:
Books:

 Mathews, R.A. Diaz W.M &Cole, The organizational stress and effects; Personnel
review 2003.
 Schuler, Randall S, Personnel & HR management 3rd edition 1987.
 Uma Sekaran ; Research Methodology for business, John Wiley and Sons Inc
,Singapore 2003.
 Arora P.M. “Statistics for Management” S Chand and company ltd, Delhi, 2003.
 Kothari CR “Research methodology”, WiswaPrakasham, New Delhi, 2001.

Websites:

 www.humanresources.com
 www.1000ventures.com
 www.citehr.com
 www.innovations.com
 www.indiachannel.com
 A STUDY ON TECHNOLOGY UPDATIING AND ITS IMPACT TOWARDS
EMPLOYEE PERFORMANCE IN ORCADE HEALTH CARE PVT LTD ERODE.

QUESTIONNAIRE

1. Name (optional)
2. Age
a) <25 years
b) 25-40 years
c) >40 years

3. Gender
a) Male
b) Female

4. Marital status
a) Single
b) Married

5. Qualification
a) HSC
b) UG
c) Diploma
d) PG
e) Other

6. Annual income
a) Less than 2 lakh
b) 2-3lakhs
c) 3-5 lakhs
d) 5lakhs
 7. How long you have been the part of this organization?
a) Less than1 year
b) 1-3 years
c) 3-5 years
d) Above 5years

8. How do you find you job profile?

a) Highly interesting
b) Interesting
c) Neither interesting nor uninteresting
d) Uninteresting

I. Given below are few factors which will cause stress in occupation. Please tick accordingly.
(SA-Strongly / agree A-Agree / NANDA- Neither agree nor disagree / DA-Disagree / SDA-
Strongly disagree)

Factors SA A NANDA DA SDA

9 I get stressed when someone find fault in

my work.
10 I feel my job description doesn’t suite my
profile
11 I have family problem and that cause
technology updating
12 I get technology updating when my work is
not recognized
13 Long working hour and high work load
cause technology updating
14 I have financial problem and that cause
technology updating
 II. Please consider the following condition and answer the question
When you are in a stressful situation which of the following you experience?

Factors Always Rarely Sometimes Often Most of

the time
15 Feeling tired
16 Less interest in work
17 Unable to take decisions
18 Forget things and get
confused
19 Feeling angry or irritated

20 Sleeplessness
21 Headache, blood pressure,
back pain etc

III.Following is the statements aiming to know the impact of technology updating on

employees performance.
When I am in stress.

Statements SA A N DA SDA

22 I can’t complete my work within the

specific time
23 My relationship with other employees gets
affected
24 I feel like quitting the job
25 I commit more number of mistakes
26 I lose my patience while dealing with
customers