A

PROJECT REPORT ON

“CRITICAL ANALYSIS OF THE WORKPLACE STRESS AND EMPLOYEES

PERFORMANCE AND EFFECT OF WORKPLACE STRESS ON THE EMPLOYEES
OF DIFFERENT AGE GROUPS”

PROJECT UNDERTAKEN

AT

MapMyIndia

In partial fulfillment of

POST GRADUATE DIPLOMA IN MANAGEMENT

(2017-19)

By:

NAMRATA SINGH

Roll No. HR 4th Batch-H419

 DECLARATION

I Namrata Singh, declare that this project report titled “ has been carried out by me
under the guidance of Prof. Ravinder Kr. Arya- Associate Professor of Centre for
Management Development and Mrs Saumya, HR Recruiter; and it is my original
work as part of my academic course.

Signature
Namrata Singh
 ACKNOWLEDGEMENT

I would like to express my heartiest gratitude to Mr. Mrs. Saumya (HR Recruiter) of
MAPMYINDIA for giving me an opportunity to associate myself to the India’s leading ICT
Company.I would like to express my heartiest gratitude to Mr. Mithun Chakraborthy for giving
an opportunity to work under him., without whom an internship with, BLUE STAR INDIA LTD
would not have been possible. I am grateful to him, for giving me time from his busy schedule and
guiding me and helping in every moment during my internship.I would like to thank Smt. P.S.
Swathi ,my mentor who helped me in all the ways I needed .I express my gratitude to
MAPMYINDIA, DELHI for given me an opportunity to work with them and make the best out of
my internship.
And last but not the least I would like to thank my college CENTRE FOR MANAGEMENT
DEVELOPMENT

Place: Delhi Signature

Namrata Singh
CONTENTS:

Chapter -1

Industry Profile

Company Profile

Introduction

Purpose of the study

Objectives of the study

Literature Review

Chapter-2

Research Methodology

Introduction

Research Design

Sample Profile

Method of Data Collection

Limitations

Chapter-3

Data analysis

Chapter-4

Interpretation and findings

CHAPTER 1

INDUSTRY PROFILE-

Information Technology (IT) industry in India is one of the fastest growing industries. Indian IT
industry has built up valuable brand equity for itself in the global markets. IT industry in India
comprises of software industry and information technology enabled services (ITES), which also
includes business process outsourcing (BPO) industry. India is considered as a pioneer in
software development and a favorite destination for IT-enabled services.

The origin of IT industry in India can be traced to 1974, when the mainframe manufacturer,
Burroughs, asked its India sales agent, Tata Consultancy Services (TCS), to export programmers
for installing system software for a U.S. client. The IT industry originated under unfavorable
conditions. Local markets were absent and government policy toward private enterprise was
hostile. The industry was begun by Bombay-based conglomerates which entered the business by
supplying programmers to global IT firms located overseas.

During that time Indian economy was state-controlled and the state remained hostile to the
software industry through the 1970s. Import tariffs were high (135% on hardware and 100% on
software) and software was not considered an "industry", so that exporters were ineligible for
bank finance. Government policy towards IT sector changed when Rajiv Gandhi became Prime
Minister in 1984. His New Computer Policy (NCP-1984) consisted of a package of reduced
import tariffs on hardware and software (reduced to 60%), recognition of software exports as a
"delicensed industry", i.e., henceforth eligible for bank finance and freed from license-permit raj,
permission for foreign firms to set up wholly-owned, export-dedicated units and a project to set
up a chain of software parks that would offer infrastructure at below-market costs. These policies
laid the foundation for the development of a world-class IT industry in India.

Today, Indian IT companies such as Tata Consultancy Services (TCS), Wipro, Infosys, HCL et
al are renowned in the global market for their IT prowess. Some of the major factors which
played a key role in India's emergence as key global IT player are:
Indian Education System
The Indian education system places strong emphasis on mathematics and science, resulting in a
large number of science and engineering graduates. Mastery over quantitative concepts coupled
with English proficiency has resulted in a skill set that has enabled India to reap the benefits of
the current international demand for IT.

High Quality Human Resource

Indian programmers are known for their strong technical and analytical skills and their
willingness to accommodate clients. India also has one of the largest pools of English-speaking
professionals.

Competitive Costs
The cost of software development and other services in India is very competitive as compared to
the West.

Infrastructure Scenario
Indian IT industry has also gained immensely from the availability of a robust infrastructure
(telecom, power and roads) in the country.

In the last few years Indian IT industry has seen tremendous growth. Destinations such as
Bangalore, Delhi and Gurgaon have evolved into global IT hubs. Several IT parks have come up
at Bangalore, Delhi, Chennai, Pune, Gurgaon etc. These parks offer Silicon Valley type
infrastructure. In the light of all the factors that have added to the strength of Indian IT industry,
it seems that Indian success story is all set to continue.
COMPANY PROFILE-

MapMyIndia
New Delhi, June 2010: MapmyIndia, India’s leader in maps and GPS navigation solutions, is
helping the Food & Civil Supplies Department, Moradabad (FCSDM) make their Public
Distribution System (PDS) more efficient through the use of sophisticated GPS and Geographic
Information Systems (GIS) technology. MapmyIndia is deploying a special interactive system
through which FCSDM would be able to track their food and commodities distribution vehicles
in real-time, thus cutting down inefficiencies in the food distribution channel. The system will
help FCSDM keep a check on the distribution of food and commodities meant for the poor,
without any diversion and pilferage. The project is being run in Aonla, Barielly, Moradabad, JP
Nagar, Rampur and Bijnore districts of Uttar Pradesh.

In order to ensure that the project is a success and to remove any inefficiency in the system,
MapmyIndia undertook the following rigorous steps: 1. Mapping of the Fair Price Shops (FPS),
the base godown and commodity specific routes the trucks would take. MapmyIndia’s field
surveyors did a manual road survey to identify road ends, unpaved roads etc. This data was
plotted on a digital vector map and routes charted out 2. A special robust GPS tracking device
was installed in the trucks which would help the system keep a complete check on the
whereabouts of the truck including over speeding/accidents etc 3. Customization of
MapmyIndia’s highly accurate GIS VT1 Vehicle Tracking System to implement the following: •
Route deviations, undue stoppages, abnormal delays, over speeding in standard routes which
were to be plotted using MMI’s Field surveyors • Live tracking of all the trucks grouped
according to commodities being carried and commodity specific routes • SMS intimation to local
FPS Owners when a truck left from a godown and when it when it entered a FPS • SMS
intimation to FPS Smartcard Subscribers when a truck was about to reach a FPS • Setting of
control rooms (one for each district) and operators for monitoring/handling day-to-day
operations/incidents and MIS Reporting • Completely managing the end-to-end solution starting
from road survey, mapping, tracking, reporting, enhancements, management

According to Rakesh Verma, MD, MapmyIndia: “This is a prestigious project for the
MapmyIndia team and at the same time it also recognizes MapmyIndia’s capabilities as a leader
and pioneer in the GPS, digital mapping and Location Based Services (LBS) applications space.
Our aim is to provide a complete and robust end-to-end managed solution to tackle some of the
most primary issues that many public distribution systems departments face throughout India.”

About MapmyIndia (www.mapmyindia.com) MapmyIndia (CE Info Systems (P) Ltd.), a New
Delhi-based ISO 9001-2000 Company founded in 1992, is India's leader in premium quality
digital map data and consumer navigation services. Since 1994, through continuous field surveys
and state-of-the-art mapping technology, the company has built its proprietary MapmyIndia
Maps, the most comprehensive, accurate, robust and reliable navigable map dataset for all India.
MapmyIndia is driving the Indian navigation industry by providing internet, mobile and in-car
navigation products to end consumers directly as well as in partnership with leading international
and national players. The company has been providing GIS based enterprise solutions to over
500 leading corporate and government organizations in every vertical. In 2004, MapmyIndia was
short listed by NASSCOM as a showcase company for IT innovation in India. Most recently,
MapmyIndia's Managing Director was elected by GPS Business News as the "World's GPS
Businessman for the year 2007" for driving the navigation industry in India.
QUICK FACTS

Our Vision

To be the world’s most valued ‘ICT’ Company

Our Values

 Customer First
 Good Corporate Citizenship
 Individual Dignity
 Professionalism
 Quality Focus

No. of Countries Present in

35+
No. of Employees

32,092 (as of Q2, FY 2012)

Subsidiaries:

 Satyam BPO Limited

 Satyam Computer Services (Shanghai) Company Limited
 Satyam Computer Services (Nanjing) Company Limited
 Satyam Technologies, Inc.
 Knowledge Dynamics Pte. Ltd.
 Citisoft Plc.
 Citisoft Inc.
 Satyam Computer Services (Egypt) S. A. E.
 Nitor Global Solutions Limited
 Satyam Servicos De Informatica LTDA
 Bridge Strategy Group LLC
  Satyam Computer Services De Mexico S.DE R.L.DE C.V
 Satyam Computer Services Belgium BVBA
 C&S System Technologies Private Limited
 Satyam Venture Engineering Services Private Limited

INTRODUCTION

WORKPLACE STRESS

If you have a job that challenges you, you should expect to feel some pressure at work. However,
when that pressure is excessive and you suffer an adverse reaction to it, then it has become stress.
Stress is not a disease, but it can be a threat to your health and safety at work. Legally, your
employer must take care of your health and safety when you are at work.
Typical causes of work-related stress include poor communication, a bad working environment
and skills not matching those that are needed for the job.
Stress can also be triggered by events away from work, such as bereavement, money worries and
illness.

Workplace Environment and its Impact on Employee Performance

Share
Many managers and supervisors labor under the mistaken impression that the level of employee
performance on the job is proportional to the size of the employee’s pay packet. Although this may be
true in a minority of cases, numerous employee surveys have shown by and large this to be untrue. In
fact, salary increases and bonuses for performance, in many instances, have a very limited short-term
effect. The extra money soon comes to be regarded not as an incentive but as an "entitlement".
There are other factors that when combined provide a more powerful determinant of employee
performance. When these other factors are missing or diluted, the employee does come to work only
for a paycheck. In this case, the employee is present at work in body only, leaving their mind outside
the gate.

It is the quality of the employee’s workplace environment that most impacts on their level of
motivation and subsequent performance. How well they engage with the organisation, especially with
their immediate environment, influences to a great extent their error rate, level of innovation and
collaboration with other employees, absenteeism and, ultimately, how long they stay in the job. Many
studies have revealed that most employees leave their organisation because of the relationship with
their immediate supervisor or manager.

So, what are the workplace environment factors that need to be taken into consideration by any
serious manager? Described below are the key factors and how each can be utilised by supervisors
and managers to boost performance.
OBJECTIVES OF MY STUDY:
1) To analyze the workplace stress among the employees of MapMyIndia
2) To analyze the employees performance of the company.
3) To know the stress faced by employees of different age groups
4) To know the stress faced by employees of different position
5) To know the stress faced by employees of different residential area

Research Hypothesis-

1)Hypothesis 1

H0- There is no association between age and workplace stress.

H1- There is an association between age and workplace stress.

2)Hypothesis 2

H0- There is no association between marital status and workplace stress.

H2- There is an association between marital status and workplace stress

3)Hypothesis 3

H0- There is no association between position and workplace stress.

H3- There is an association between position and workplace stress.

LITERATURE REVIEW:
1) Impact of Stress on Employees Job Performance A Study on Banking Sector of Pakistan

By- Usman Bashir ( Faculty of Management Sciences, International Islamic University)

Muhammad Ismail Ramay Associate Professor, Chairman FMS (Faculty of Management

Sciences, International Islamic University )
Abstract
Bankers are under a great deal of stress and due to many antecedents of stress such as Overload, Role
ambiguity,
Role conflict, Responsibility for people, Participation, Lack of feedback, Keeping up with rapid
technological
change. Being in an innovative role, Career development, Organizational structure and climate, and
Recent
episodic events. One of the affected outcomes of stress is on job performance. This study examines
the relationship
between job stress and job performance on bank employees of banking sector in Pakistan. The study
tests the
purpose model in relation of job stress and its impact on job performance by using (n=144) data of
graduate, senior
employees including managers and customers services officers of well reputed growing bank in
Pakistan. The data
obtained through questioners was analyzed by statistical test correlation and regression and
reliabilities were also
confirmed. The results are significant with negative correlation between job stress and job
performances and
shows that job stress signifincently reduce the performance of an individual. The results suggest that
organization
should facilitate supportive culture within the working atmosphere of the organization.

2. A Study of Job Stress on Job Satisfaction among University Staff in Malaysia: Empirical
Study

By- Nilufar Ahsan,Zaini Abdullah, David Yong Gun Fie, Syed Shah Alam,

Abstract
This article investigates the relationship between job stress and job satisfaction. The
determinants of job stress that have been examined under this study include, management
role, relationship with others, workload pressure, homework interface, role ambiguity, and
performance pressure. The sample consists of a public university academician from Klang
Valley area in Malaysia. The results show there is a significant relationship between four of
the constructs tested. The results also show that there is significant negative relationship

between job stress and job satisfaction.

3. The effect of workplace relationships on employee job performance

By- Richard J. Harmer, Bruce M. Findlay

Abstract
Work and job satisfaction has been shown to impact upon an individual’s mental and physical health
and
overall satisfaction with life. Previous research into employee job satisfaction has explored workers’
relationships to their work tasks and their organisation. Less research has been conducted into the
impact
an individual’s workplace relationships has on their level of job satisfaction, with even less research
in
this area focusing on younger workers. The aim of the present study was to determine the role an
employee’s co-worker and direct supervisor relationships had in predicting their level of job
satisfaction.
Sixty-nine individuals participated in the study, 35 males (Age: M=31.8, SD=6.0) and 34 females
(Age:
M=29.5, SD=5.0). Fifty-three participants indicated that they were employed full time; twelve
indicated
that they were employed part time; and the remaining participants indicated that they were employed
casual or ‘other’. Work and job satisfaction was measured using the Job Descriptive Index (JDI) and
Job
in General (JIG) scales. Results indicate that 52.1% of an employee’s job satisfaction can be
predicted by
the quality of their workplace relationships, with an individual’s relationship with their co-workers
the
strongest predictor. Results indicate that the quality of an employee’s co-worker and immediate
supervisor relationships does not significantly predict their level of well-being. Implications of the
study’s

finding with respect to workforce planning are discussed and suggestions for further research are
made.

4. The Impact of Job Stress on Employee Job Satisfaction

A Study on Telecommunication Sector of Pakistan
By- Muhammad Mansoor, Mohammad Ali Jinnah University Islamabad
Sabtain Fida, Mohammad Ali Jinnah University Islamabad
Abstract
This paper aims to examine the impact of job stress on employee job satisfaction. A sample
of 134 employees from the telecom sector from Pakistan was used for this analysis. Job stress
has been measured by conflict at work, workload and physical environment. Prior study
indicate that the stressor workload, role conflict, physical environment negatively affect the
employee job satisfaction. This study results revealed that stress is negatively related to
employee’s job satisfaction which support Caplan (1991) and Keller (1975) result. This study
reinforces the importance of employee job satisfaction which is essential for successful firm
in current era.

CHAPTER 2
Research metedology

The study is equipped with primary data

 Primary data-The primary data is collected from the individuals working in the company and
contacting them in person to fill up the questionnaire.

Sample design:
A sample of 61 respondents has taken randomly from various departments of MapMyIndia, Delhi

Methods of data collection-

The data is collected from various department through questionnaire.

Limitations-
1. The sample size was limited to 61 respondents.
2. Resistence of the employees in filling up the questionnaire
3. Baised in formation:Some of the respondents have shown lack of interest in providing the
response.
4. The area of study will be limited to a company only.

.
CHAPTER 3
DATA ANALYSIS AND INTERPRETATION

I] FREQUENCIES

1) I have adequate control or input over my work duties.

Valid Cumulative
Frequency Percent Percent Percent
Valid Never 4 6.6 6.6 6.6
Rarely 4 6.6 6.6 13.1
Sometimes 8 13.1 13.1 26.2
Often 33 54.1 54.1 80.3
Very Often 12 19.7 19.7 100.0
Total 61 100.0 100.0

Interpretation-This table represents the frequency tab of the adequate control over the work duties of
the individual.out of total(61) of the respondent majority (54%) feel that they often have it followed
by (19%) feel that very often they have control followed by (13.%) sometimes feel control over their
work and (6%) each feel that they have control over their job.

2. I receive appropriate recognition or rewards for good performance.

Recieve appropriate recognition or rewards for good performance

Valid Cumulative
Frequency Percent Percent Percent
Valid Never 4 6.6 6.6 6.6
Rarely 8 13.1 13.1 19.7
 Sometimes 33 54.1 54.1 73.8
Often 12 19.7 19.7 93.4
Very Often 4 6.6 6.6 100.0
Total 61 100.0 100.0

Interpretation- This table represents the frequency tab of the receiving appropriate rewards for good
performance out of total(61) of the respondent majority (54%) feel that sometimes receive rewards
for their good performance followed by (20%) told that they often receive recognition for their
performance (13%) rarely get rewards and (7%) very often receive rewards and (7%) never get
rewards for their performance.

3. I am able to utilize my skills and talents to the fullest extent at work.

Able to utilize my skills and talents to the fullest extent at work

Valid Cumulative
Frequency Percent Percent Percent
Valid Never 4 6.6 6.6 6.6
Rarely 12 19.7 19.7 26.2
Sometimes 8 13.1 13.1 39.3
Often 29 47.5 47.5 86.9
Very Often 8 13.1 13.1 100.0
Total 61 100.0 100.0

Interpretation-The above table represents the frequency tab of utilization of skills and talents to the
work where out of total (61) number of respondents majority (47%) feel that they often utilize their
skills and talents in their work followed by (20%) rarely feel,(13%) sometimes feel as wel as 13%
very often feel this.
4. I worried about the lay offs and retrenchment in the organization.

Worried about the lay offs and retrenchment in the organization

Valid Cumulative
Frequency Percent Percent Percent
Valid Never 8 13.1 13.1 13.1
Sometimes 29 47.5 47.5 60.7
Often 24 39.3 39.3 100.0
Total 61 100.0 100.0
Interpretaion-The above table represents the frequency tab of the lay offs and retrenchment in the
organization.Where out of total (61) number of respondents majority 48% are sometimes worried
about their lay offs and retrenchment followed by 39% are often worried and 13% are never worried
about their lay offs and retrenchment.

5. I am able to fulfil the demands of my job.

Able to fulfill the demands of my job

Valid Cumulative
Frequency Percent Percent Percent
Valid Sometimes 4 6.6 6.6 6.6
Often 45 73.8 73.8 80.3
Very Often 12 19.7 19.7 100.0
Total 61 100.0 100.0
Interpretation- The above table represents the frequency tab of the employees able to fulfil the
demands of their jobs.Where out of total (61) number of respondents majority 74% often fulfill
the demands of their jobs followed by 19% very often and 7% sometimes are able to fulfil the
demands of their jobs.
6. I like to continue in the organization for a long period.

I like to continue in the organization for a long period.

Valid Cumulative
Frequency Percent Percent Percent
Valid Never 4 6.6 6.6 6.6
Sometimes 8 13.1 13.1 19.7
Often 24 39.3 39.3 59.0
Very Often 25 41.0 41.0 100.0
Total 61 100.0 100.0
The above table represents the frequency tab of the employees about their willingness to
continue in the organization for long period.Where out of total (61) number of respondents
majority 41% very often are willing followed by 39% often and 13% sometimes are willing to
continue in the organization.

7. I have been given my expected Promotion.

I have been given my expected Promotion.

Valid Cumulative
Frequency Percent Percent Percent
Valid Never 4 6.6 6.6 6.6
Rarely 8 13.1 13.1 19.7
Sometimes 25 41.0 41.0 60.7
Often 20 32.8 32.8 93.4
Very Often 4 6.6 6.6 100.0
Total 61 100.0 100.0
Interpretation-The above table represents the frequency tab of the employees getting their
expected promotion.Where out of total (61) number of respondents majority 41% say that
they sometimes get their expected promotion followed by 32% often and 13% rarely get
their expected promotion.

8. I experience conflicting conversations with co-workers or boss.

I experience conflicting conversations with co-workers or boss.

Valid Cumulative
Frequency Percent Percent Percent
Valid Never 33 54.1 54.1 54.1
Rarely 12 19.7 19.7 73.8
Sometimes 12 19.7 19.7 93.4
Very Often 4 6.6 6.6 100.0
Total 61 100.0 100.0
Interpretation-The above table represents the frequency tab of the employees experiencing
conflicting convertions with co workers or boss.Where out of total (61) number of
respondents majority 54% never feel this followed by 19% rarely and sometimes feel this
while 4% very often feel this

9. I will get appraisal for my work from my Boss

I will get appraisal for my work from my Boss.

Cumulative
Frequency Percent Valid Percent Percent

Valid Never 4 6.6 6.6 6.6

Sometimes 25 41.0 41.0 47.5

Often 20 32.8 32.8 80.3

Very Often 12 19.7 19.7 100.0

Total 61 100.0 100.0

Interpretation- The above table represents the frequency tab of the employees getting
appraisal for their work.Where out of total (61) number of respondents majority 41%
sometimes get appraisal from their boss whereas 32% often get appraisal from their boss
while 19 % very often get appraisals and 6 % never get appraisal frim their boss.

10. The working environment is very friendly to work in.

The working environment is very friendly to work in.

Valid Cumulative
Frequency Percent Percent Percent
Valid Never 4 6.6 6.6 6.6
Sometimes 8 13.1 13.1 19.7
Often 37 60.7 60.7 80.3
Very Often 12 19.7 19.7 100.0
Total 61 100.0 100.0
Interpretation- The above table represents the frequency tab of working environment is how
much friendly to an individual. Where out of total (61) no. of respondents, 61% feels that
working environment is very friendly followed by 20% very often feel, 13% sometimes feel and
7% never feels.

11. I feel that my job is negatively affecting my physical or emotional well being.

I feel that my job is negatively affecting my physical or emotional

well being.
Valid Cumulative
Frequency Percent Percent Percent
Valid Never 21 34.4 34.4 34.4
Rarely 24 39.3 39.3 73.8
Sometimes 8 13.1 13.1 86.9
Often 4 6.6 6.6 93.4
Very Often 4 6.6 6.6 100.0
Total 61 100.0 100.0
Interpretation- The above table represents the frequency tab of feeling of the individual about
how the job is negatively affecting their physical or emotional well being. Where out of (61)
respondents 39% feels that rarely their job is affecting their physical and emotional well being
followed by 34% never feels, 13% sometimes feels, 7% often feels and 7%very often feels.

12. I feel that job pressures interfere with my family or personal life.

I feel that job pressures interfere with my family or personal life.

Valid Cumulative
Frequency Percent Percent Percent
Valid Rarely 24 39.3 39.3 39.3
Sometimes 25 41.0 41.0 80.3
Often 8 13.1 13.1 93.4
Very Often 4 6.6 6.6 100.0
Total 61 100.0 100.0
Interpretation- The above table represents the frequency tab of feeling of the individual about
how their job pressures interfere with their family and personal life. Where out of 61 respondents
41% feels that sometimes job pressures interfere their family and personal life, followed by 39%
rarely feels, 13% often feels and 7% very often feels.

13. I am given enough time to do what is expected of me on my job.

I am given enough time to do what is expected of me on my job.

Valid Cumulative
Frequency Percent Percent Percent
Valid No 12 19.7 19.7 19.7
Sometimes 9 14.8 14.8 34.4
Yes 40 65.6 65.6 100.0
Total 61 100.0 100.0
Interpretation- The above table represents the frequency tab of weather the individual is getting
enough time to do what is expected of them on their job .Where out of 61 respondents 66% feels
that YES they are getting enough time, followed by 20% NO, 15% feels sometimes.

14. I get upset thinking that I am not able to prosper (or) make progress in my Job or carrier.

I get upset thinking that I am not able to prosper (or) make

progress in my Job or carrier
Valid Cumulative
Frequency Percent Percent Percent
Valid No 40 65.6 65.6 65.6
Sometimes 13 21.3 21.3 86.9
Yes 8 13.1 13.1 100.0
Total 61 100.0 100.0

Interpretation- The above table represents the frequency tab about the individual get upset
thinking that they are not able to prosper progress in their job or carrier .Where out of 61
respondents 66% feels that NO they are able to prosper progress, followed by 21% sometimes,
and 13% feels YES.

15. I very Often feel that I am being neglected when I am in the Team.

I very Often feel that I am being neglected when I am in the Team

Valid Cumulative
Frequency Percent Percent Percent
Valid No 48 78.7 78.7 78.7
Sometimes 8 13.1 13.1 91.8
Yes 5 8.2 8.2 100.0
Total 61 100.0 100.0

Interpretation- The above table represents the frequency tab about the feeling of the individual
that they are being neclected when they are in the team.Where out of 61 respondents 79% feels
that NO they are not, followed by 13% sometimes and 8% YES.
17. I find difficult to concentrate on my work.

I find difficult to concentrate on my work

Valid Cumulative
Frequency Percent Percent Percent
Valid No 48 78.7 78.7 78.7
Sometimes 9 14.8 14.8 93.4
5 4 6.6 6.6 100.0
Total 61 100.0 100.0
Interpretation- The above table represents the frequency tab of the difficulty faced by the
employees to concentrate on their work. Where out of 61 respondents 79% feels that NO they are
not, followed by 15% sometimes and 7% YES.

18. I often hesitate to take new initiative because I feel that I will not be successful and will not
be appreciated by my boss.

I often hesitate to take new initiative because I feel that I will not
be successful and will not be appreciated by my boss.
Valid Cumulative
Frequency Percent Percent Percent
Valid No 32 52.5 52.5 52.5
Sometimes 29 47.5 47.5 100.0
Total 61 100.0 100.0

Interpretation-The above table represents the frequency tabthat how often individuals hesitate to
take new initiatives.Where out of 61 respondents 52% feels that NO they are not, followed by
48% sometimes
19 Sometimes I am compelled to do the work in which I will not be successful

Sometimes I am compelled to do the work in which I will not be

successful
Valid Cumulative
Frequency Percent Percent Percent
Valid No 20 32.8 32.8 32.8
Sometimes 25 41.0 41.0 73.8
Yes 16 26.2 26.2 100.0
Total 61 100.0 100.0

Interpretation- The above table represents the frequency tab of the individual forced to do the
work that they are not willing to do.Where out of 61 respondents 41% feels thatsometimes they
are followed by 20% say NO they are not 16% YES.

20. I will not be given sufficient information for the work which is assigned to me

I will not be given sufficient information for the work which is

assigned to me
Valid Cumulative
Frequency Percent Percent Percent
Valid No 20 32.8 32.8 32.8
Sometimes 37 60.7 60.7 93.4
4 4 6.6 6.6 100.0
Total 61 100.0 100.0
Interpretation- The above table represents the frequency tab about weather individual are getting
sufficient information for the work which are assigned to them. Where out of 61 respondents
61% feels sometimes, followed by 33% NO and 7% YES.

21. I feel that I have been given too many jobs at a time

I feel that I have been given too many jobs at a time

Valid Cumulative
Frequency Percent Percent Percent
Valid No 24 39.3 39.3 39.3
Sometimes 37 60.7 60.7 100.0
Total 61 100.0 100.0

Interpretation- The above table represents the frequency tab about weather individual are given
too many jobs at a time. Where out of 61 respondents 61% feels sometimes, followed by 39%
NO.

22. Conditions at work are unpleasant and sometimes even unsafe.

Conditions at work are unpleasant and sometimes even unsafe

Valid Cumulative
Frequency Percent Percent Percent
Valid Never 32 52.5 52.5 52.5
Rarely 4 6.6 6.6 59.0
sometimes 25 41.0 41.0 100.0
Total 61 100.0 100.0
Interpretation- The above table represents the frequency tab about weather the conditions at work
are unpleasant and sometimes unsafe. Where out of 61 respondents 52% feels never the
condition at work is very pleasant and safe, followed by 41% feels sometimes and 7% feels
rarely.

23. I have too much work to do and/or too many unreasonable deadlines.

I have too much work to do and/or too many unreasonable

deadlines.
Valid Cumulative
Frequency Percent Percent Percent
Valid Never 8 13.1 13.1 13.1
Rarely 12 19.7 19.7 32.8
Sometimes 36 59.0 59.0 91.8
Often 5 8.2 8.2 100.0
Total 61 100.0 100.0

Interpretation- The above table represents the frequency tab about how an individual have plenty
of works to do with unreasonable deadlines. Where out of 61 respondents 59% feels sometimes
they have many works to within some unreasonable deadlines, followed by 20% feels rarely,
13% never feels and 8% often feels.

24. I find it difficult to express my opinions or feelings about my job conditions to my superiors.

I find it difficult to express my opinions or feelings about my job

conditions to my superiors
Valid Cumulative
Frequency Percent Percent Percent
Valid Never 12 19.7 19.7 19.7
 Rarely 17 27.9 27.9 47.5
Sometimes 28 45.9 45.9 93.4
Often 4 6.6 6.6 100.0
Total 61 100.0 100.0

Interpretation- The above table represents the frequency tab about an individual find it difficult
to express their opinions about their job conditions to their superiors. Where out of 61
respondents 46% feels sometimes they found it difficult, followed by 30% rarely feels, 20%
never feels and 7% often feels.

25. I feel to move from this company because of various reasons

I feel to move from this company because of various reasons

Valid Cumulative
Frequency Percent Percent Percent
Valid Never 25 41.0 41.0 41.0
Rarely 20 32.8 32.8 73.8
Sometimes 8 13.1 13.1 86.9
Often 4 6.6 6.6 93.4
Very Often 4 6.6 6.6 100.0
Total 61 100.0 100.0

Interpretation- The above table represents the frequency tab about the individuals feeling to
move out from the company because of various reasons. Where out of 61 respondents 41%
never feels to move out from the company, followed by 39% rarely feels, 13% sometimes feels,
7% often feels and 7% very often feels.
II]CROSS TABS (CHI SQUARE)

1)AGE
Crosstab
I do my work under considerable Tension
No Sometimes Yes 4 Total
Age Below 25 Count 9 16 0 0 25
years % within
36.0% 64.0% .0% .0% 100.0%
Age
26-35 years Count 4 12 8 4 28
% within
14.3% 42.9% 28.6% 14.3% 100.0%
Age
36-45 years Count 8 0 0 0 8
% within
100.0% .0% .0% .0% 100.0%
Age
Total Count 21 28 8 4 61
% within
34.4% 45.9% 13.1% 6.6% 100.0%
Age

The above table represents the cross tab between work tenshion and age out of total(61)
respondents majority (45.9%) of respondents sometimes feel tenshion during there
work,Followed by (35%) don’t feel any tenshion during there work and (13 %) agree that they
feel tenshion during there job.

Chi-Square Tests

Asymp. Sig. (2-

Value df sided)

Pearson Chi-Square 32.965a 6 .000

Likelihood Ratio 38.507 6 .000

Linear-by-Linear Association .007 1 .932

N of Valid Cases 61
Chi-Square Tests

Asymp. Sig. (2-

Value df sided)

Pearson Chi-Square 32.965a 6 .000

Likelihood Ratio 38.507 6 .000

Linear-by-Linear Association .007 1 .932

a. 8 cells (66.7%) have expected count less than 5. The minimum

expected count is .52.

From the above table we see that the p value is less than .05 so it is clear that there is an
association between age and workplace tenshion so we reject H1.

2)MARITAL STATUS

Crosstab
I do my work under considerable
Tension Total
No Sometimes Yes
Marital Status Married Count 8 8 0 4 20
% within Marital
40.0% 40.0% .0% 20% 100.0%
Status
Unmarried Count 13 20 8 0 41
% within Marital
31.7% 48.8% 19.5% .0% 100.0%
Status
Total Count 21 28 8 4 61
% within Marital
34.4% 45.9% 13.1% 6.6% 100.0%
Status

The above table represents the cross tab between work tenshion and marital status out of
total(61) respondents majority (46%) of respondents sometimes feel tenshion during there
work,followed by (35%) don’t feel any tenshion during there work and (13%) agree that they
feel tenshion during there work.

Chi-Square Tests
 Asymp. Sig. (2-
Value df sided)

Pearson Chi-Square 12.597a 3 .006

Likelihood Ratio 15.771 3 .001

Linear-by-Linear Association .269 1 .604

N of Valid Cases 61

From the above table we see that the p value is less than .05 so it is clear that there is an
association between marital status and workplace tenshion so we reject H2.

3)POSITION
Crosstab
I do my work under considerable Tension
No Sometimes Yes 4 Total
Position Worker level Count 0 12 8 0 20
% within
.0% 60.0% 40.0% .0% 100.0%
Position
Supervisory Count 17 8 0 4 29
% within
58.6% 27.6% .0% 13.8% 100.0%
Position
Manager Count 4 8 0 0 12
level % within
33.3% 66.7% .0% .0% 100.0%
Position
Total Count 21 28 8 4 61
% within
34.4% 45.9% 13.1% 6.6% 100.0%
Position
The above table represents the cross tab between work tenshion and position out of total(61)
respondents majority (46%) of respondents sometimes feel tenshion during there work,followed
by (35%) don’t feel any tension during their work and (13%)completely agree that they feel
tension during there work.

Chi-Square Tests
 Asymp. Sig. (2-
Value df sided)

Pearson Chi-Square 36.747a 6 .000

Likelihood Ratio 45.883 6 .000

Linear-by-Linear Association 6.963 1 .008

N of Valid Cases 61

a. 7 cells (58.3%) have expected count less than 5. The minimum

expected count is .79.

From the above table we see that the p value is less than .05 so it is clear that there is an
association between marital status and workplace tenshion so we reject H3
CHAPTER 4
FINDINGS

1)On the basis of the study done we found that the Workplace stress faced by the employees of
different age groups is minimum in the age below 25 years followed by age group of 25-35 face
maximum workplace strees and 36-45 years face normal workplace stress.

2)The unmarried people face more workplace strees as in compared with the married people.

3)The workplace stress faced by the worker level employees is more in comparison with the
supervisory and manager level.

BY APPPLYING CROSS TAB AND CHI SQUARE

4) There is an association between age and workplace stress.Hence we reject H0

5) There is an association between marital status and workplace stress hence we

reject H0

6) There is an association between position and workplace stress. Hence we reject

H0.

1. Out of 61 respondents out of total(61) respondents majority (45.9%) of

respondents sometimes feel tension during their work, Followed by (35%) don’t
feel any tension during their work and (13 %) agree that they feel tension during
their job.

2. Out of total (61) respondents majority (46%) of respondents sometimes feel

tension during their work, followed by (35%) don’t feel any tension during their
work and (13%) agree that they feel tension during their work..

3. Out of total(61) respondents majority (46%) of respondents sometimes feel

tension during their work, followed by (35%) don’t feel any tension during their
work and (13%)completely agree that they feel tension during their work.
BIBLIOGRAPHY
http://www.slideshare.net/ridhsi/effect-of-job-stress-and-job-satisfaction-on-performance-an-
empirical-study

http://www.statcan.gc.ca/survey-enquete/business-entreprise/8104208-eng.htm

http://www.humannatureatwork.com/Workplace-Stress-2.htm

http://www.ajol.info/index.php/saje/article/viewFile/25057/20728.
http://college.cengage.com/business/ober/buscom/6e/students/study/reports/apa.pdf

-- http://en.wikibooks.org/wiki/Concept_Of_Stress

http://www.manageyourstress.co.uk/worklegal.php

http://helpguide.org/mental/work_stress_management.htm

http://www.lifepositive.com/mind/psychology/stress/stress-at-work.asp

http://www.asuvic.org/stress-in-the-workplace-project