CHAPTER 1 1. INTRODUCTION 1.1 INTRODUCTION TO THE STUDY Stress management at workplace is getting to be buzz word in corporate circles.

A survey indicated that workplace stress costs the nation close to $300 billion each year in terms of health care, work absenteeism and rehabilitation. The management can no longer brush aside the ever increasing concern of stress management in workplace because it has become clear that mismanagement of this problem cuts deeply into profits and productivity. Stress is a normal part of life. In small quantities, stress is good -- it can motivate the people and help people be more productive. However, too much stress, or a strong response to stress, is harmful. It can set us up for general poor health as well as specific physical or psychological illnesses like infection, heart disease, or depression. Stress produces numerous symptoms which vary according to persons, situations, and severity. These can include physical health decline as well as depression. Employees, now more than ever, are trying to find new ways for managing employee morale and stress. Stress management programs at work place, conducted by external consultancies or internal execs. Employee will have stress in physically as well as mentally. With the stress employee cant work in their organization. When employee is in stress he cant give the productive to his organization. If employee have personal problem like family problem, health problem, he cannot work properly. To give more production to an organization employee must be relief from his stress from his family, from his society and at his working place.

1.2. Introduction to the company Godrej Group is the one of the largest conglomerates based in Mumbai, India, involved in various industries that include appliances, precision equipment, machine tools, furniture, healthcare, interior solutions, office equipment, food-processing, security, materials handling and industrial storage solutions, construction and information technology. Its Products include security Systems and Safes, Typewriters and Word processors, Rocket Launchers, Refrigerators and Furniture, Outsourcing Services, Machine Tools and Process Equipment, Cosmetics and Detergents, Engineering Workstations, Medical Diagnostics and Aerospace Equipment, Edible Oils and Chemical, Mosquito Repellents, Car Perfumes, Chicken and Agri-products, Material Handling Equipment Like FORKLIFT Trucks, Stackers,Tyre handlers, Sweeping machines, access equipments etc. The Group is headed by Mr. Adi Godrej & Mr. Jamshyd Godrej. Traditionally, Vikhroli, a suburb to the Northeast of Mumbai has been godrejs manufacturing base, but increasingly the group have moved significant production facilities away from Mumbai. The Godrej group also owns cast land in Vikhroli, occupying 3500 acres (14 sq km) of land on both sides of the Vikhroli section of the LBS marg. That makes the Godrej group the biggest private land owner in Mumbai by far citation needed. Such vast land can, in theory, be used to create at least 1500 acres of residential floor space, which, at very modest rates (Rs.10000/sq ft), can be sold for USD 16 billion. Thus, the Godrej group is sitting on an invisible cash pile that is envy of other Indian conglomerates. SOCIAL RESPONSIBILITY Godrej has a philanthropic arm that has built schools, dispensaries and a residential Complex for their employees. Trusts established by Godrej continue to invest in education, healthcare and upliftment of the underprivileged.

MISSION They will Be among the largest two players in Asia (excluding Japan) in Household insecticides category. Build a profitable Rs.100 crore air care business in India. They shall achieve these objectives by Accelerating the growth and capturing dominant share in Indian Market. Actively pursuing overseas acquisitions. Building operational excellence through the principles of Theory of Constraints. Evolving cutting edge consumer insights in India and key overseas markets. Nurturing a high-performance high-values culture.

CORPORATE SHARED VALUES 1. Commitment to Quality. 2. Customer Orientation. 3. Dedication & Commitment. 4. Discipline. 5. Honesty & Integrity. 6. Learning Organization. 7. Openness & Transparency. 8. Respect/Care & Concern for People. 9. Teamwork. 10. Trust.

CHAPTER 2 2. MAIN THEME OF THE PROJECT 2.1 OBJECTIVES OF THE STUDY Primary Objective To find stress management system followed by the employees.

Secondary Objectives 1. To study about the job stress among employees. 2. To know and analysis the causes and impact of job stress among employees. 3. To suggest reduce measure to overcome the stress among employees. 4. To study the importance and stresss technique. 5. To describe the steps involved in effective counseling. 6. To teach them stress reduction techniques suitable to him.

2.2 SCOPE OF THE STUDY 1. It unique variance of affective well being and mainly enthusiasm, vigor and placidity explain unique variance of performance of employees. 2. Stress-management strategies and seek to extend the wellbeing of the Supervisor relationship with their subordinates. 3. This study explores the application of positive psychology to enhance the wellbeing of employees, who often work in inherently difficult in their working environment. 4. It develops effective prevention and suitable programs to understand of factors associated with employees stress. 5. This study captures the relationship between organizational role stress and life satisfaction levels among employees who are involved in intense organizational work.

2.3. LIMITATIONS OF THE STUDY

Some of the employees are not interest to fill the questionnaire. Time factor is not enough to employees to fill the questionnaire due to their busy schedule. This time factor is not an adequate. This research is base on only Godrej Sara Lee Ltd., Pondicherry. This study may not be extended to some other organizations.

CHAPTER 3 1.1. REVIEW OF LITERATURE (A) http://en.wikipedia.org/wiki/Stress_management Stress management is the amelioration of stress and especially chronic stress often for the purpose of improving everyday functioning. (B) http://changingminds.org/explanations/stress/stress_causes.html Causes of Stress Stress affects us all. If you can spot the symptoms, you can manage them. General Causes Threat A perceived threat will lead a person to feel stressed. This can include physical threats, social threats, financial threat, and so on. In particular it will be worse when the person feels they have no response that can reduce the threat, as this affects the need for a sense of control. Generally speaking, any threat to needs is likely to lead to stress being experienced. Fear Threat can lead to fear, which again leads to stress. Fear leads to imagined outcomes, which are the real source of stress. Uncertainty When we are not certain, we are unable to predict, and hence feel we are not in control, and hence may feel fear or feel threatened by that which is causing the uncertainty. Cognitive Dissonance When there is a gap between what we do and what we think, then we experience cognitive dissonance, which is felt as stress. Thus, if I think I am a nice person then do something that hurts someone else, I will experience dissonance and stress. Dissonance also occurs when we cannot meet our commitments. We believe we are honest and committed, but when circumstances prevent us from meeting our promises we are faced with the possibility of being perceived as dishonest or incapable (ie. a social threat).

STRESS AT WORK The UK's Health and Safety Executive lists six key stress factors: 1. 2. 3. 4. 5. 6. The demands of the job The control staff have over how they do their work The support they receive from colleagues and superiors Their relationships with colleagues Whether they understand their roles and responsibilities How far the company consults staff over workplace changes.

Other stress indicators at work include:

Sickness absence High staff turnover Poor communication between teams Bullying Lack of feedback on performance Value and contribution Technological change Lack of clarity of roles and responsibilities Dissatisfaction with non-monetary benefits Working long hours Boring and mundane work One-off incidents Uncomfortable workplace Lack of training

[C] http://www.outofstress.com/tips/stress-causes.php In our day to day living all of us go through a lot of stress some are subtle while some are overt and painful. Stress is a bodily felt sensation in response to a thought or an external

event. Psychologically, if you look at what causes stress the main cause would be our resistance to any situation, real or imaginary. The main causes of stress in lives of most people are as listed below: 1.) Work related stress Close 60% of the adult population goes through a lot of difficulty in handling their work related stress. This can easily be cited as one of the biggest causes of stress in the life of an adult. Work related stress entails several scenarios as mentioned below:

Getting dismissed or laid off from work Business relocation or readjustment Change in working hours or night shifts Change of job and orientation issues Trouble with superiors and colleagues Workplace discrimination Work place sexual harassment issues Hostile working conditions Project deadlines and performance issues Monetary compensations problems Job related travel Retirement

With the radical fluctuations in economy and rapidly changing corporate environment, people are finding it more and more difficult to deal with the stress of their work. If you are suffering from work related stress then here are some ways you can deal with work stress. 2.) Financial stress Recession and slowdown add several complications to an already indebted working population. The rise in the use of credit cards and easy availability of personal loans caused people to spend way beyond their means and end up with huge credits and debts. Each financial

liability becomes a source of increased stress for the individual involved. There is a general lack of financial acumen among most people and this aggravates the situation even further. Some common causes of financial stress are as listed below:

Loan and credit payment House mortgage Tax filing and management Bad or unprofitable investments Lack of sufficient savings Sudden and uncalled for expenditures When our wants go beyond our means, it is easy to guess that it wont be long before we

end up in a financial soup. Though people do learn from their mistakes, certain past financial errors stay around to stress up the present. (d) http://helpguide.org/mental/work_stress_management.htm How to Reduce and manage Job and Workplace Stress In this difficult economy, you may find it harder than ever to cope with challenges on the job. Both the stress we take with us when we go to work and the stress that awaits us on the job are on the rise and employers, managers, and workers all feel the added pressure. While some stress is a normal part of life, excessive stress interferes with your productivity and reduces your physical and emotional health, so its important to find ways to keep it under control. Fortunately, there is a lot that you can do to manage and reduce stress at work. Coping with work stress in todays uncertain climate:For workers everywhere, the troubled economy may feel like an emotional roller coaster. "Layoffs" and "budget cuts" have become bywords in the workplace, and the result is increased fear, uncertainty, and higher levels of stress. Since job and workplace stress grow in times of economic crisis, its important to learn new and better ways of coping with the pressure. The ability to manage stress in the workplace can make the difference between success or failure on the job.

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Your emotions are contagious, and stress has an impact on the quality of your interactions with others. The better you are at managing your own stress, the more you'll positively affect those around you and the less other people's stress will negatively affect you. You can learn how to manage job stress There are a variety of steps you can take to reduce both your overall stress levels and the stress you find on the job and in the workplace. These include:

Taking responsibility for improving your physical and emotional well-being. Avoiding pitfalls by identifying knee jerk habits and negative attitudes that add to the stress you experience at work. Learning better communication skills to ease and improve your relationships with management and coworkers.

Warning signs of excessive stress at work When people feel overwhelmed, they lose confidence and become irritable or withdrawn, making them less productive and effective and their work less rewarding. If the warning signs of work stress go unattended, they can lead to bigger problems. Beyond interfering with job performance and satisfaction, chronic or intense stress can also lead to physical and emotional health problems. Signs and symptoms of excessive job and workplace stress

Feeling anxious, irritable, or depressed Apathy, loss of interest in work. Problems sleeping Fatigue,

Muscle tension or headaches Stomach problems Social withdrawal Loss of sex drive Using alcohol or drugs to cope

Trouble concentrating Common causes of excessive workplace stress

Fear of layoffs Increased demands for overtime due to staff cutbacks Pressure to perform to meet rising expectations but with no increase in job satisfaction

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Pressure to work at optimum levels all the time!

Reducing JOB STRESS by taking care of yourself When stress on the job is interfering with your ability to work, care for yourself, or manage your personal life, its time to take action. Start by paying attention to your physical and emotional health. When your own needs are taken care of, youre stronger and more resilient to stress. The better you feel, the better equipped youll be to manage work stress without becoming overwhelmed. Taking care of you doesnt require a total lifestyle overhaul. Even small things can lift your mood, increase your energy, and make you feel like youre back in the drivers seat. Take things one step at a time, and as you make more positive lifestyle choices, youll soon notice a noticeable difference in your stress level, both at home at work. Get moving Aerobic exercise perspiring -is an effective anti-anxiety treatment lifting mood, increasing energy, sharpening focus and relaxing mind and body. For maximum stress relief, try to get at least 30 minutes of heart pounding activity on most days but activity can be broken up into two or three short segments. Make food choices that keep you going and make you feel good Eating small but frequent meals throughout the day maintains an even level of blood sugar in your body. Low blood sugar makes you feel anxious and irritable. On the other hand, eating too much can make you lethargic. Get enough sleep Stress and worry can cause insomnia. But lack of sleep also leaves you vulnerable to stress. When you're sleep deprived, your ability to handle stress is compromised. When you're

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well-rested, it's much easier to keep your emotional balance, a key factor in coping with job and workplace stress.

Reducing JOB STRESS by prioritizing and organizing When job and workplace stress surrounds you, you cant ignore it, but there are simple steps you can take to regain control over yourself and the situation. Your growing sense of selfcontrol will also be perceived by others as the strength it is, leading to better relationships at work. Here are some suggestions for reducing job stress by prioritizing and organizing your responsibilities. TIME MANAGEMENT TIPS FOR REDUCING JOB STRESS

Create a balanced schedule. Analyze your schedule, responsibilities, and daily tasks. All work and no play is a recipe for burnout. Try to find a balance between work and family life, social activities and solitary pursuits, daily responsibilities and downtime.

Dont over-commit yourself. Avoid scheduling things back-to-back or trying to fit too much into one day. All too often, we underestimate how long things will take. If you've got too much on your plate, distinguish between the "shoulds" and the "musts." Drop tasks that aren't truly necessary to the bottom of the list or eliminate them entirely.

Try to leave earlier in the morning. Even 10-15 minutes can make the difference between frantically rushing to your desk and having time to ease into your day. Dont add to your stress levels by running late.

Plan regular breaks. Make sure to take short breaks throughout the day to sit back and clear your mind. Also try to get away from your desk for lunch. Stepping away from work to briefly relax and recharge will help you be more, not less, productive.

Prioritize tasks. Make a list of tasks you have to do, and tackle them in order of importance. Do the high-priority items first. If you have something particularly unpleasant to do, get it over with early. The rest of your day will be more pleasant as a result.

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Break projects into small steps. If a large project seems overwhelming, make a step-bystep plan. Focus on one manageable step at a time, rather than taking on everything at once.

Delegate responsibility. You dont have to do it all yourself, whether at home, school, or on the job. If other people can take care of the task, why not let them? Let go of the desire to control or oversee every little step. Youll be letting go of unnecessary stress in the process.

REDUCING WORKPLACE STRESS BY IMPROVING EMTIONAL INTELLIGENCE Even if youre in a job where the environment has grown increasingly stressful, you can retain a large measure of self-control and self-confidence by understanding and practicing emotional intelligence. Emotional intelligence is the ability to manage and use your emotions in positive and constructive ways. It's about communicating with others in ways that draw people to you, overcome differences, repair wounded feelings, and defuse tension and stress. Emotional intelligence in the workplace: Emotional intelligence in the workplace has four major components:

Self-awareness The ability to recognize your emotions and their impact while using gut feelings to guide your decisions. Self-management The ability to control your emotions and behavior and adapt to changing circumstances. Social awareness The ability to sense, understands, and reacts to other's emotions and feel comfortable socially. Relationship management The ability to inspire, influence, and connect to others and manage conflict.

(e)http://www.icmrindia.org/business%20Updates/micro%20casestudies/Human%20 Resource %20Management/MCHR0007.htm Stress Management at the Workplace:-

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The workplace had become a high stress environment in many organizations cutting across industries. Employees were experiencing high level of stress due to various factors such as high workload, tight deadlines, high target, type of work, lack of job satisfaction, long working hours, pressure to perform, etc. Interpersonal conflicts at the workplace, such as boss-subordinate relations and relationships with peers, were also a source of stress. Experts believed that the dysfunctional aspects of stress could directly impact an organizations performance and also affect the well-being of its employees. Stress at the workplace was linked to absenteeism, higher attrition, and decrease productivity. Stress led to fatigue, irritability, poor communication, and quality problems/errors. High stress levels also affected the morale and motivation of the employees. Prolonged exposure to stress without effective coping mechanisms could lead to a host of physical and mental problem. Stress-related illness led to increase in absenteeism and attrition affecting the profitability of the organizations. Organizations cutting across industries were gearing up to provide employees with a stress-free healthy environment. The efforts to address this issue were more pronounced in some industries than others. Experts felt that, though stress at the workplace is a global phenomenon, professionals in some industries were more susceptible to stress than others. For instance, surveys conducted in 2006 and 2007 in the US and the UK respectively, found that employees in Information Technology (IT) industry (including the Its outsourcing industry) were the most stressed. Accordingly, these organizations had started implementing various unconventional methods to decrease stress at the workplace. Even in India, organizations had woken up to this menace and were resorting to novel methods including teaching the employees dancing and music, trekking, etc, to reduce stress at the workplace. For instance, Tata Consultancy Services Ltd., had started different clubs like Theatre club, Bibliophile club, Adventure and Trekking club, Fitness club, Sanctuary club, Music club and Community Services Club etc.,

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Infosys Technologies Ltd focuses on increasing self-awareness and provided the employees with guidance on how to cope with stress through a series of workshop by experts. In addition to conducting stress management workshops, organizations were also conducting off-site picnics, games, and inter-departmental competitions. Some companies were also using a system of mentors and promoted open communication to improve interactions and camaraderie at the workplace. Employees in most of the established companies had access to in-house counseling centers. Some companies had also employed nutritionists to provide healthy food at the office canteens and counsel the employees on healthy eating habits and lifestyle. Some companies were also considering employing psychologists to counsel their employees. Experts felt that organizations were resorting to creative methods to address the issue of stress at the workplace, but more action was required on this front, both in terms of assessment of the situation and implementation of concrete steps to tackle the problem. (f) http://workplaceculture.suite101.com/article.cfm/stress_management_in_the_workplace Consequences of Stress When eustress becomes distress, job performance decreases and workplace accidents tend to be more common. High stress levels also impair the person's ability to remember information, make effective decisions and take appropriate action. Overstressed employees tend to have higher levels of absenteeism due to sickness and workplace aggression. Other more serious consequences of distress are cardiovascular diseases, ulcers, sexual dysfunction, headaches and, ultimately, burnout. This refers to emotional exhaustion and reduced personal accomplishment resulting from prolonged exposure to stress. Managing Stress in the Workplace One of the ways organizations and employees can effectively manage stress is to remove the stressors that cause unnecessary tension and job burnout. This can be accomplished by: 1. organizations providing flexible working hours and days for their employees;

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2. employees telecommuting and working from home to decrease the time and stress of commuting; 3. employees accessing personal leave programs such as extended maternity and paternity leave; 4. Organizations providing child care facilities. Another way to manage stress is to withdraw from the stressor temporarily. This can be done by relaxing in the staff lounge or taking vacations. Physical exercise, wellness programs and Employee Assistance Programs are all tools used to control the consequences of stress. (g) http://www.quintcareers.com/managing_job_stress.html Strategies for Managing Job Stress While many of the methods of preventing job stress need to be developed and supported by the organization, there are things that workers can do to help you better manage job stress. Here are 10 tips for dealing with the stress from your job: 1. Put it in perspective. Jobs are disposable. Your friends, families, and health are not. If your employer expects too much of you, and it's starting to take its toll on you, start looking for a new job/new employer. 2. Modify your job situation. If you really like your employer, but the job has become too stressful (or too boring), ask about tailoring your job to your skills. And if you got promoted into a more stressful position that you just are not able to handle, ask about a lateral transfer -- or even a transfer back to your old job (if that's what you want). 3. Get time away. If you feel the stress building, take a break. Walk away from the situation, perhaps walking around the block, sitting on a park bench, taking in a little meditative time. Exercise does wonders for the psyche. But even just finding a quiet place and listening to your iPod can reduce stress. 4. Fight through the clutter. Taking the time to organization your desk or workspace can help ease the sense of losing control that comes from too much clutter. Keeping a to-do list -- and then crossing things off it -- also helps.

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5. Talk it out. Sometimes the best stress-reducer is simply sharing your stress with someone close to you. The act of talking it out - and getting support and empathy from someone else -- is often an excellent way of blowing of steam and reducing stress. Have a support system of trusted people. 6. Cultivate allies at work. Just knowing you have one or more co-workers who are willing to assist you in times of stress will reduce your stress level. Just remember to reciprocate and help them when they are in need. 7. Find humor in the situation. When you - or the people around you -- start taking things too seriously, find a way to break through with laughter. Share a joke or funny story. 8. Have realistic expectations. While Americans are working longer hours, we can still only fit so much work into one day. Having unrealistic expectations for what you can accomplish sets you up for failure -- and increased stress. 9. Nobody is perfect. If you are one of those types that obsess over every detail and micromanage to make sure "everything is perfect," you need to stop. Change your motto to performing your best, and leave perfection to the gods. 10.Maintain a positive attitude (and avoid those without one). Negativism sucks the energy and motivation out of any situation, so avoid it whenever possible. Instead, develop a positive attitude -- and learn to reward yourself for little accomplishments (even if no one else does).

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CHAPTER 4 RESEARCH METHODOLOGY Research: Research can be defined as A systematic effort to gain new knowledge. The quality of research is determined by the quality of methodology the use of proper methodology is an essential part of any research to be successful, an appropriate approach towards the research problem, efficient tool for data collection and a systematic for analyze and interpretation should be kept followed, because they helps a researcher to get accurate result and real findings. This chapter discusses in detail about various measures and methods adopted by the researcher to conduct this study in a scientific manner. Research Design: A Research design is the arrangement of the conditions for collection and analysis of data in a manner that aims to combine relevance to research purpose with economy in procedure. In this study used Descriptive Research Design. To study the research problem and phenomenon clearly researcher has chosen non probability convenient sampling deals with describing the characteristics of individuals and groups. This research design helped the researcher to describe the characteristics of variables which are relevant to research topic. Sampling Design: It is concerned with total strength in 60 employees in Godrej Sara Lee Ltd, Pondicherry. Among that 30 employees were taken as sample for this study. Area of this Study: The researcher has conducted his study at Pondicherry. Godrej Sara Lee Ltd, is one of the reputed concern in Pondicherry. Sampling techniques: Researcher to selected non-probability convenient sampling technique to collect information from individual respondent. The researchers (or) field workers have the freedom to choose whomever they find, that the name convenience.

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Data collection: Data are collected through primary data and secondary data. Primary Data: The primary data are collected from the vests of employees. Secondary Data: The secondary data are collected from the websites, company records, and magazines. Tool of data collection: Tool is a method used for data collection from the respondents. Therefore the researcher has selected to use the questionnaire method, as a tool for data collection. Simple percentage Analysis Chi-Square tests

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Chapter 5 ANALYSIS AND INTERPRETATION TABLE 5.1 DISTRIBUTION OF RESPONDENTS BY GENDER S.NO 1 2 Gender MALE FEMALE TOTAL Chart 5.1 DISTRIBUTION OF RESPONDENTS BY GENDER No of Respondents 29 1 30 Percentage 96.67 3.33 100

Inference: The above table shows that 96.67% of the respondents are male, 3.33% of the respondents are female.

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TABLE 5.2 DISTRIBUTION OF RESPONDENTS BY AGE S.No 1 2 3 4 Age Below 25Yrs 25-30 Yrs 31-35 Yrs 36 Yrs & above Total No of Respondents 0 2 14 14 30 Chart 5.2 DISTRIBUTION OF RESPONDENTS BY AGE Percentage 0 6.66 46.67 46.67 100

Inference: The above tables shows that6.66% of the respondents are belong in the age group of 2530 Yrs, 46.67% of the respondents are belong in the age group of 31-35 Yrs, 46.67% of the respondents are belong in the age group of above 36 Yrs.

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TABLE 5.3 DISTRIBUTION OF RESPONDENTS BY EDUCATIONAL QUALIFICATION S.NO 1 2 3 4 5 6 Qualification No formal course Schooling ITI Diploma Graduate Post Graduate TOTAL No of Respondents 2 0 13 5 9 1 30 Percentage 6.67 0 43.33 16.67 30 3.33 100

Chart 5.3 DISTRIBUTION OF RESPONDENTS BY EDUCATIONAL QUALIFICATION

Inference: The above table shows that 6.67% of the respondents are have no formal education, 43.33% of the respondents educational qualification is ITI level, 16.67% of the respondents educational qualification is under graduation, and 3.33% of the respondents educational qualification is post graduation.

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Table 5.4 DISTRIBUTION OF RESPONDENTS BY EXPERIENCE S.No 1 2 3 4 5 6 No of Respondents Percentage 0 0 1 3.33 0 0 2 6.67 21 70 6 20 30 100 Chart 5.4 DISTRIBUTION OF RESPONDENTS BY EXPERIENCE Experience Below 1 Yr 1-3 Yrs 3-5Yrs 5-10Yrs 10-15Yrs More than 15 Yrs TOTAL

Inference: The above table shows that 3.33% of the respondents are having 1-3 Yrs of experience, 6.67% of the respondents are having 5-10 yrs of experience, 70% of the respondents are having 10-15 Yrs of experience and 20% of the respondents are having more than 15 yrs of experience.

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TABLE 5.5 DISTRIBUTION OF RESPONDENTS BY INCOME LEVEL S.NO 1 2 3 4 5 Income level Below Rs.5000 Rs.5001-10000 Rs.10001-20000 Rs.20001-25000 Above Rs. 25000 TOTAL No of Respondents 0 0 27 3 0 30 Percentage 0 0 90 10 0 100

Chart 5.5 DISTRIBUTION OF RESPONDENTS BY INCOME LEVEL

Inference: The above table shows that 90% of the respondents monthly income level is Rs.1000120000, 10% of the respondents monthly income level is Rs20001-25000.

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TABLE 5.6 DISTRIBUTION OF RESPONDENTS BY OPINION ABOUT PRESENT JOB S.No 1 2 3 4 5 6 Satisfaction Level Highly Dissatisfied Dissatisfied Neither Satisfied Nor Dissatisfied Satisfied Highly Satisfied No Comments TOTAL No of Respondents 1 0 2 17 8 2 30 Percentage 3.33 0 6.67 56.67 26.67 6.66 100

TABLE 5.6 DISTRIBUTION OF RESPONDENTS BY OPINION ABOUT PRESENT JOB

Inference: The above table shows that 3.33% of the respondents are highly dissatisfied, none of the employees are dissatisfied, 6.67% of the respondents are neither satisfied nor dissatisfied, 56.67% of the respondents are satisfied, 26.67% of the respondents are highly satisfied about their present job, and 6.66% of the respondents are given no comments about their present job.

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TABLE 5.7 DISTRIBUTION OF RESPONDENTS BY OPINION REGARDING MODERN LIFE IS FULL OF STRESS S.NO 1 2 3 4 5 6 Level of Acceptance Strongly Disagree Disagree Neither Agree Nor Disagree Agree Strongly Agree No Comments TOTAL No of Respondents 3 7 1 15 3 1 30 Percentage 10 23.33 3.33 50 10 3.33 100

Chart 5.7 DISTRIBUTION OF RESPONDENTS BY OPINION REGARDING MODERN LIFE IS FULL OF STRESS

Inference: The above table shows that 10% of the respondents are strongly disagree, 7% of the respondents are disagree, 3.33% of the respondents are neither agree nor disagree, 50% of the respondents are agree, 10% of the respondents are strongly agree that modern life is full of stress, and 3.33% of the respondents are given no comments about their present job.

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TABLE 5.8 DISTRIBUTION OF RESPONDENTS BY STRESS AT THEIR WORK S.No 1 2 3 4 Occurrence Level Never Rarely Occasionally Usually TOTAL No of Respondents 2 12 8 8 30 Chart 5.8 DISTRIBUTION OF RESPONDENTS BY STRESS AT THEIR WORK Percentage 6.67 40 26.67 26.66 100

Inference: The above table shows that 6.67% of the respondents are never, 40% of the respondents are rarely, 26.67% of the respondents are occasionally and 26.66% of the respondents are usually facing stress at their work.

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TABLE 5.9 DISTRIBUTION OF RESPONDENTS BY SPEND TIME WITH THEIR FAMILY S.No 1 2 3 4 Spend time for family Never Rarely Occasionally Usually TOTAL No of Respondents 8 8 5 9 30 Chart 5.9 DISTRIBUTION OF RESPONDENTS BY SPEND TIME WITH THEIR FAMILY Percentage 26.67 26.66 16.67 30 100

Inference: The above table shows that 26.67% of the respondents are never, 26.66% of the respondents are rarely, 16.67% of the respondents are occasionally and 30% of the respondents are usually spend time with their family.

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TABLE 5.10 DISTRIBUTION OF RESPONDENTS BY STRESS EFFECT EMPLOYEE HEALTH S. No 1 2 3 4 5 Level Strongly Agree Agree Neither Agree Nor Disagree Disagree Strongly Disagree TOTAL No of Respondents 8 19 0 1 2 30 Chart 5.10 DISTRIBUTION OF RESPONDENTS BY STRESS EFFECT EMPLOYEE HEALTH Percentage 26.67 63.33 0 3.33 6.67 100

Inference: The above table shows that 26.67% of the respondents are strongly agree, 63.33% of the respondents are agree, none of the respondents are neither agree nor disagree, 3.33% of the respondents are disagree and 6.67% of the respondents are strongly disagree that the stress affects the health of the employees.

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TABLE 5.11 DISTRIBUTION OF RESPONDENTS BY STRESS LEVEL ALSO AFFECTS MORALE S.NO 1 2 3 4 5 Level Strongly Agree Agree Neither Agree Nor Disagree Disagree Strongly Disagree TOTAL Chart 5.11 DISTRIBUTION OF RESPONDENTS BY STRESS LEVEL ALSO AFFECTS MORALE No of Respondents 4 21 0 3 2 30 Percentage 13.33 70 0 10 6.67 100

Inference: The above table shows that 13.33% of the respondents are strongly agree, 70% of the respondents are agree, none of the respondents are neither agree nor disagree, 10% of the respondents are disagree and 6.67% of the respondents are strongly disagree that the stress level affects the morale.

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TABLE 5.12 DISTRIBUTION OF RESPONDENTS BY RELATIONSHIP BETWEEN MANAGEMENT & EMPLOYEES S.NO 1 2 3 4 5 Satisfaction Level Highly Satisfied Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Highly Dissatisfied TOTAL No of Respondents Percentage 0 0 20 66.67 1 3.33 4 13.33 5 16.67 30 100 Chart 5.12 DISTRIBUTION OF RESPONDENTS BY RELATIONSHIP BETWEEN MANAGEMENT & EMPLOYEES

Inference: The above table shows that none of the respondents are highly satisfied, 66.67% of the employees are satisfied, 3.33% of the respondents are neither satisfied nor dissatisfied, 13.33% of the respondents are dissatisfied, 16.67% of the respondents are highly dissatisfied about their relationship between management and employees.

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TABLE 5.13 DISTRIBUTION OF RESPONDENTS BY JOB WITHOUT INTERRUPTION S.No 1 2 3 4 Level of interruption Never Rarely Occasionally Usually TOTAL TABLE 5.13 DISTRIBUTION OF RESPONDENTS BY JOB WITHOUT INTERRUPTION No of Respondents 9 13 2 6 30 Percentage 30 43.33 6.67 20 100

Inference: The above table shows that 30% of the respondents are never, 43.33% of the employees are rarely, 6.67% of the respondents are occasionally, 20% of the respondents are usually doing job without any interruption.

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TABLE 5.14 DISTRIBUTION OF RESPONDENTS BY INTERRUPTED AT AN ACTIVITY, DO YOU RESPOND WITH ANGER S.NO 1 2 3 4 LEVEL Never Rarely Occasionally Usually TOTAL No of Respondents 3 19 7 1 30 Chart 5.14 Percentage 10 63.33 23.33 3.33 100

DISTRIBUTION OF RESPONDENTS BY INTERRUPTED AT AN ACTIVITY, DO YOU RESPOND WITH ANGER

Inference: The above table shows that 10% of the respondents are never, 63.33% of the employees are rarely, 23.33% of the respondents are occasionally, 3.33% of the respondents are usually interrupted at an activity and they respond with anger.

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TABLE 5.15 (A) DISTRIBUTION OF RESPONDENTS BY PLANNING OF THEIR WORK S.NO 1 2 3 Response Yes No No response TOTAL Chart 5.15 (A) DISTRIBUTION OF RESPONDENTS BY PLANNING OF THEIR WORK No of Respondents 19 10 1 30 Percentage 63.33 33.33 3.33 100

Inference: The above table shows that 63.33% of the respondents are agreed, 33.33% of the respondents are not agreed, 3.33% of the respondents are given no comments to that they are having planned work schedule.

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TABLE 5.16 (B) DISTRIBUTION OF RESPONDENTS BY HOW WILL THEY WORK OUT THE PLAN S.NO 1 2 3 4 5 Response Extent Some Extent Full Extent Large Extent No response TOTAL No of Respondents 4 15 5 1 5 30 Chart 5.16 PLAN Percentage 13.33 50 16.67 3.33 16.67 100

(B) DISTRIBUTION OF RESPONDENTS BY HOW WILL THEY WORK OUT THE

Inference: The above table shows that 13.33% of the respondents are extent, 50% of the respondents are some extent, 16.67% of the respondents are fully extent, 3.33% of the respondents are large extent and 16.67% of the respondents are given no comments to that they will work out the plan of their schedule.

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TABLE 5.17 DISTRIBUTION OF RESPONDENTS BY DIFFCULT TO CONTROL THE EMOTIONS S.NO 1 2 3 4 Response Never Rarely Occasionally Usually TOTAL No of respondents 8 11 8 3 30 Chart 5.17 DISTRIBUTION OF RESPONDENTS BY DIFFCULT TO CONTROL THE EMOTIONS Percentage 26.66 36.67 26.67 10 100

Inference: The above table shows that 26.66% of the respondents are never, 36.67% of the employees are rarely, 26.67% of the respondents are occasionally, 10% of the respondents are usually difficult to control the emotions.

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TABLE 5.18 DISTRIBUTION OF RESPONDENTS BY OVER WORKLOAD IN THE SPECIFIC PERIOD S.NO 1 2 3 4 Response Not at all Sometimes Most of Times Usually TOTAL No of Respondents 1 22 6 1 30 Chart 5.18 DISTRIBUTION OF RESPONDENTS BY OVER WORKLOAD IN THE SPECIFIC PERIOD Percentage 3.33 73.33 20 3.33 100

Inference: The above table shows that 3.33% of the respondents are not at all, 73.33% of the respondents are sometimes, 20% of the respondents are most of the times, and 3.33% of the respondents are usually facing over workload that unable to complete the task during the specific period. TABLE 5.19

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DISTRIBUTION OF RESPONDENTS BY COMFORTABLE WITH THEIR WORK SCHEDULE S.NO 1 2 3 4 Response Never Rarely Occasionally Usually TOTAL No of Respondents 2 15 8 5 30 Chart 5.19 DISTRIBUTION OF RESPONDENTS BY COMFORTABLE WITH THEIR WORK SCHEDULE Percentage 6.67 50 26.66 16.67 100

Inference: The above table shows that 6.67% of the respondents are never, 50% of the employees are rarely, 26.66% of the respondents are occasionally, 16.67% of the respondents are usually comfort with their work schedule.

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TABLE 5.20 DISTRIBUTION OF RESPONDENTS BY BREAK TIMING IS SUFFICIENT FOR THEM S.NO 1 2 3 4 5 Response Strongly Agree Agree Disagree Strongly Disagree Neither Agree Nor Disagree TOTAL Chart 5.20 DISTRIBUTION OF RESPONDENTS BY BREAK TIMING IS SUFFICIENT FOR THEM No of Respondents 0 25 1 1 3 30 Percentage 0 83.33 3.33 3.33 10 100

Inference: The above table shows that 0% of the respondents are strongly agree, 83.33% of the respondents are agree, 3.33% of the respondents are disagree, 3.33% of the respondents are strongly disagree and 10% of the respondents are neither agree nor disagree that they are having sufficient break time.

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TABLE 5.21 DISTRIBUTION OF RESPONDENTS BY WORKING CONDITIONS S.No 1 2 3 4 5 Response Strongly Agree Agree Disagree Strongly Disagree Neither Agree Nor Disagree TOTAL No of Respondents 6 16 5 1 2 30 Percentage 20 53.33 16.67 3.33 6.67 100

Chart 5.21 DISTRIBUTION OF RESPONDENTS BY WORKING CONDITIONS

Inference: The above table shows that 20% of the respondents are strongly agree, 53.33% of the employees are agree, 16.66% of the respondents are neither satisfied nor dissatisfied, 3.33% of the respondents are disagree, 3.33% of the respondents are strongly disagree and 6.67% of the respondents are neither agree nor disagree with their working condition is sophistication.

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TABLE 5.22 DISTRIBUTION OF RESPONDENTS BY THINKS THAT CO-WORKERS CREATE STRESS S.No 1 2 3 4 5 Response Strongly Agree Agree Disagree Strongly Disagree Neither Agree Nor Disagree TOTAL Chart 5.22 DISTRIBUTION OF RESPONDENTS BY THINKS THAT CO-WORKERS CREATE STRESS No of Respondents 3 17 7 1 2 30 Percentage 10 56.67 23.33 3.33 6.67 100

Inference: The above table shows that 10% of the respondents are strongly agree, 56.67% of the employees are agree, 23.33% of the respondents are disagree, 3.33% of the respondents are strongly disagree, 3.33% of the respondents are neither agree nor disagree that the co-workers are creating stress.

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TABLE 5.23 DISTRIBUTION OF RESPONDENTS BY GETTING ENOUGH AUTHORITY TO DO JOB S.No 1 2 3 4 Response Never Rarely Occasionally Usually TOTAL No of Respondents 2 15 9 4 30 Chart 5.23 DISTRIBUTION OF RESPONDENTS BY GETTING ENOUGH AUTHORITY TO DO JOB Percentage 6.67 50 30 13.33 100

Inference: The above table shows that 6.67% of the respondents are never, 50% of the employees are rarely, 30% of the respondents are occasionally, 13.33% of the respondents are usually getting enough authority to do the job.

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TABLE 5.24 DISTRIBUTION OF RESPONDENTS BY STRESS OF SUPERVISION S.No 1 2 3 4 5 Response Strongly Agree Agree Disagree Strongly Disagree Neither Agree Nor Disagree TOTAL Chart 5.24 DISTRIBUTION OF RESPONDENTS BY STRESS OF SUPERVISION No of Respondents 1 12 11 2 4 30 Percentage 3.33 40 36.67 6.67 13.33 100

Inference: The above table shows that 3.33% of the respondents are strongly agree, 40% of the employees are agree, 36.67% of the respondents are disagree, 6.67% of the respondents are strongly disagree, 13.33% of the respondents are neither agree nor disagree that the much supervision of the supervisors creates more stress.

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TABLE 5.25 DISTRIBUTION OF RESPONDENTS BY INADEQUATE FLOW OF INFORMATION CREATES STRESS S.No 1 2 3 4 5 6 Response Strongly Agree Agree Disagree Strongly Disagree Neither Agree Nor Disagree No comments TOTAL Chart 5.25 DISTRIBUTION OF RESPONDENTS BY INADEQUATE FLOW OF INFORMATION CREATES STRESS No of Respondents 1 12 8 0 8 1 30 Percentage 3.33 40 26.67 0 26.67 3.33 100

Inference: The above table shows that 3.33% of the respondents are strongly agree, 40% of the respondents are agree, 26.67% of the respondents are disagree, none of the respondents are strongly disagree, 26.67% of the respondents are neither agree nor disagree that the inadequate flow of information creates more stress. 3.33% of the respondents are given no comments.

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TABLE 5.26 DISTRIBUTION OF RESPONDENTS BY LIMITED KNOWLEDGE IN WORK CREATES THE STRESS S.No 1 2 3 4 5 Response Strongly Agree Agree Disagree Strongly Disagree Neither Agree Nor Disagree TOTAL No of Respondents 1 18 8 3 0 30 Percentage 3.33 60 26.67 10 0 100

Chart 5.26 DISTRIBUTION OF RESPONDENTS BY LIMITED KNOWLEDGE IN WORK CREATES THE STRESS

Inference: The above table shows that 3.33% of the respondents are strongly agree, 60% of the respondents are agree, 26.67% of the respondents are disagree, 10% of the respondents are strongly disagree, none of the respondents are neither agree nor disagree that the limited knowledge in work creates stress.

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TABLE 5.27 DISTRIBUTION OF RESPONDENTS BY SPENDING TIME TO THEIR RECREATIONAL ACTIVITIES S.NO 1 2 3 4 5 Response Less than 1 hrs 1-2 hrs 2-3 hrs More than 3 hrs No Comments TOTAL No of Respondents 18 8 3 0 1 30 Chart 5.27 Percentage 60 26.67 10 0 3.33 100

DISTRIBUTION OF RESPONDENTS BY SPENDING TIME TO THEIR RECREATIONAL ACTIVITIES

Inference: The above table shows that 60% of the respondents are spending less than 1 hr, 26.67% of the respondents are spending less than 1-2 hrs, 10% of the respondents are spending 23 hrs, and none of the respondents are spending more than 3 hrs for their recreational activities. TABLE 5.28

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DISTRIBUTION OF RESPONDENTS BY PHYSICAL EXERCISES REDUCES THE STRESS S.NO 1 2 3 4 5 Response Strongly Agree Agree Disagree Strongly Disagree Neither Agree Nor Disagree TOTAL No of Respondents 7 22 1 0 0 30 Percentage 23.33 73.33 3.33 0 0 100

Chart 5.28 DISTRIBUTION OF RESPONDENTS BY PHYSICAL EXERCISES REDUCES THE STRESS

Inference: The above table shows that 23.33% of the respondents are strongly agree, 73.33% of the respondents are agree, 3.33% of the respondents are disagree, none of the respondents are strongly disagree, none of the respondents are neither agree nor disagree that the physical exercises reduces the stress.

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TABLE 5.29 DISTRIBUTION OF RESPONDENTS BY STRESS EFFECT COMPANY PROFITS IN TODAYS CONTEXT S.NO 1 2 3 4 5 6 Response Strongly Agree Agree Disagree Strongly Disagree Neither Agree Nor Disagree No response TOTAL No of Respondents 5 14 9 0 0 2 30 Percentage 16.67 46.66 30 0 0 6.67 100

Chart 5.29 DISTRIBUTION OF RESPONDENTS BY STRESS EFFECT COMPANY PROFITS IN TODAYS CONTEXT

Inference: The above table shows that 16.67% of the respondents are strongly agree, 46.66% of the respondents are agree, 30% of the respondents are disagree, none of the respondents are strongly disagree, none of the respondents are neither agree nor disagree that the stress affects company profit in todays context.

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TABLE 5.30 DISTRIBUTION OF RESPONDENTS BY NEED OF ANY STRESS MANAGEMENT PROGRAM S.NO 1 2 Response Yes No TOTAL No of Respondents 11 19 30 Percentage 36.67 63.33 100

Chart 5.30 DISTRIBUTION OF RESPONDENTS BY NEED OF ANY STRESS MANAGEMENT PROGRAM

Inference: The above table shows that 36.67% of the respondents are required and 63.33% of the respondents are not required any stress management program.

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TABLE 5.31 DISTRIBUTION OF RESPONDENTS BY THE ADMINISTRATIVE ARRANGEMENT OF TRAINING PROGRAMS IN 10 SCALES RATING S.NO 1 2 3 4 5 Response 13 46 79 10 No Comments TOTAL No of Respondents 11 10 7 0 2 30 Percentage 36.67 33.33 23.33 0 6.67 100

Chart 5.31 DISTRIBUTION OF RESPONDENTS BY THE ADMINISTRATIVE ARRANGEMENT OF TRAINING PROGRAMS IN 10 SCALES RATING

Inference: The above table shows that 36.67% of the respondents are required 1-3 level, 33.33% of the respondents are required 4-6 level, 23.33% of the respondents are required 7-9 level, none of the respondents are required 10th level of training program.

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TABLE 5.32 DISTRIBUTION OF RESPONDENTS BY TRAINING PROGRAM HAD TO DECREASE THE STRESS S.NO 1 2 3 4 5 6 Technical Skill Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied Neither satisfied Nor Dissatisfied No response TOTAL Chart 5.32 DISTRIBUTION OF RESPONDENTS BY TRAINING PROGRAM HAD TO DECREASE THE STRESS No of Respondents 4 15 2 0 0 9 30 Percentage 13.33 50 6.67 0 0 30 100

Inference: The above table shows that 13.33% of the respondents are highly satisfied, 50% of the employees are satisfied, 6.67% of the respondents are dissatisfied, none of the respondents are highly dissatisfied, none of the respondents are neither satisfied nor dissatisfied about their technical skill that required fulfilling their job. TABLE 5.33

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DISTRIBUTION OF RESPONDENTS BY TRAINING PROGRAM HAD TO DECREASE THE STRESS S.NO 1 2 3 4 5 6 Behavioral Training Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied Neither satisfied Nor Dissatisfied No Comments TOTAL Chart 5.33 DISTRIBUTION OF RESPONDENTS BY TRAINING PROGRAM HAD TO DECREASE THE STRESS No of Respondents 5 8 3 1 1 12 30 Percentage 16.67 26.67 10 3.33 3.33 40 100

Inference: The above table shows that 16.67% of the respondents are highly satisfied, 26.67% of the employees are satisfied, 10% of the respondents are dissatisfied, 3.33% of the respondents are highly dissatisfied, 3.33% of the respondents are neither satisfied nor dissatisfied about their behavioral skill that required making cordial relationship with others. 40% or the respondents are given no comments.
TABLE 5.34 DISTRIBUTION OF RESPONDENTS BY OPINION TRAINING PROGRAM HAD TO DECREASE THE STRESS

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S.NO 1 2 3 4 5 6

Problem Solving & Analytical Skills Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied Neither satisfied Nor Dissatisfied No Comments TOTAL Chart 5.34

No of Respondents 4 16 3 0 0 7 30

Percentage 13.33 53.33 10 0 0 23.33 100

DISTRIBUTION OF RESPONDENTS BY OPINION TRAINING PROGRAM HAD TO DECREASE THE STRESS

Inference: The above table shows that 16.67% of the respondents are highly satisfied, 26.67% of the employees are satisfied, 10% of the respondents are dissatisfied, 3.33% of the respondents are highly dissatisfied, 3.33% of the respondents are neither satisfied nor dissatisfied about their behavioral skill that required making cordial relationship with others. 40% or the respondents are given no comments.
TABLE 5.35 DISTRIBUTION OF RESPONDENTS BY TRAINING PROGRAM HAD TO DECREASE THE STRESS S.NO Time Management No of Respondents Percentage

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1 2 3 4 5 6

Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied Neither satisfied Nor Dissatisfied No Comments TOTAL Chart 5.35

9 9 2 1 0 9 30

30 30 6.67 3.33 0 30 100

DISTRIBUTION OF RESPONDENTS BY TRAINING PROGRAM HAD TO DECREASE THE STRESS

Inference: The above table shows that 30% of the respondents are highly satisfied, 30% of the employees are satisfied, 6.67% of the respondents are dissatisfied, 3.33% of the respondents are highly dissatisfied and none of the respondents are neither satisfied nor dissatisfied about their time management. 30% or the respondents are given no comments.

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TABLE 5.36 DISTRIBUTION OF RESPONDENTS BY PRACTICING YOGA WILL REDUCE THE STRESS S.NO 1 2 3 4 5 Response Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied Neither satisfied Nor Dissatisfied TOTAL No of Respondents 7 22 0 0 1 30 Percentage 23.33 73.33 0 0 3.33 100

Chart 5.36 DISTRIBUTION OF RESPONDENTS BY PRACTICING YOGA WILL REDUCE THE STRESS

Inference: The above table shows that 23.33% of the respondents are highly satisfied, 7333% of the respondents are satisfied, none of the respondents are dissatisfied, none of the respondents are highly dissatisfied and 3.33% of the respondents are neither satisfied nor dissatisfied about they practicing yoga will reduce the stress.

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TABLE NO: 5.37 II CHI- SQUARE TEST Experience & Income Level AIM: To know about the relationship between the Experience and their Income about the employee in the concern.
INCOME LEVEL YEARS OF EXPERIENCE 5-10 10-15 Above yrs yrs 15 yrs 2 21 6 1 0 3 0 0 21 0 0 6

TOTAL 29 1 0 30

Rs:1000120000 Rs:2000125000 Above Rs:25000 TOTAL

Degrees of freedom = (3-1) (3-1) Degrees of freedom = 4 Level of significance = 5% Tabulated value = 9.49 Calculated value = 9.3 INFERENCE: The above table shows that the calculated value (9.3) is lesser than the tabulated value (9.3). So there is no significant relationship between the experience and income level. Hence null hypothesis (Ho) is accepted.

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6.1. Findings
96.67% of the respondents are male. 46.67% of the respondents are belonging the age group of 31-35 Yrs 43.33% of the respondents are in ITI level. 70% of the respondents are having 10-15 Yrs of experience. 90% of the respondents monthly income level is Rs.10001-20000. 56.67% of the respondents are satisfied about their present job. 50% of the respondents are agreeing that regarding modern life is full of stress. 26.66% of the respondents are usually facing stress at their work. 26.66% of the respondents are rarely spending time with their family. 63.33% of the respondents are agreeing that stress effect employee health. 13.33% of the respondents are strongly agreed that stress level also affect morale. 66.67% of the employees are satisfied with the relationship between management and employees. 43.33% of the employees are rarely doing job without any interruption.

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 63.33% of the employees are rarely said that interrupted at an activity, respond with anger. 63.33% of the respondents are agreed that they are planning of their work. 16.67% of the respondents are fully extent that they will work out the plan of their schedule. 36.67% of the employees are says that difficult to control the emotions. 73.33% of the respondents are having over workload in the specific period. 26.66% of the respondents are having comfortable with their work schedule. 83.33% of the respondents are agreeing that the break time is sufficient for them. 53.33% of the employees are satisfied with their working conditions. 56.67% of the employees are agreeing that the co-workers create stress. 50% of the employees are rarely getting enough authority to do job. 40% of the employees are agreeing that stress of much supervision. 40% of the respondents are agreeing that inadequate flow of information creates stress.

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 60% of the respondents are agreeing that limited knowledge in work creates the stress. 60% of the respondents are spending less than 1 hr time to their recreational activities. 73.33% of the respondents are agreeing that physical exercise reduces the stress. 46.66% of the respondents are agreeing that stress effect company profits in todays context. 63.33% of the respondents are agreeing that need of any stress management program. 36.67% of the respondents are required basic level training programs 50% of the employees are satisfied with their technical skills 40% or the respondents are given no comments to the stress in behavioral training. 53.33% of the employees are satisfied with their analytical skills. 30% of the employees are satisfied with the training program had to decrease the stress in time management. 73.33% of the respondents are agreeing that practicing yoga will reduce the stress.

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Chi- Square:
The analysis has been framed to identify the relationship between two nominal variables. The analysis proved that the income level of the respondents have unworthy relationship with the years of experience.

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6.2. SUGGESTIONS
Based upon the findings and responses the researcher has suggested some recommendations to decrease their stress level:: The suggestions are given below as per the findings identified. The management can reap the same benefits of the fruits to their employees, so that the employees can spend time for their personal work. As far as income level and experience is concerned, the employees have no difference of opinion, which has resulted in unworthy relationship, So the concern can reduce the stress level and take steps to improve the ability of employees in their individual advancement, The employees have to spare time with their peers to relax themselves. The organization can even more reduce the stress level by team coordination and also considering the employees in the decision making process. The management has to concentrate in the employees planning schedule so that they could avoid their work load and able to control their emotions, The organization has to concentrate in building relationships with their supervisors and their immediate subordinates.

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6.3. CONCLUSION Stress is the intense feelings that are directed at someone or something. It is a reaction to an object not a trait. Stress can turn into moods when we lose focus on the contextual object. The analyzed and interpreted findings of the study have led to the following conclusions: The organization can employ proper and adequate criticism to the employees individual development which may results in reducing their stress level and they could construct it to their work. The main purpose to reduce their stress level for the employees is to maintain a healthy work life balance. With the prediction on the level of stress level, the management has to mainly concentrate in turn to increase the teams performance level. Based on the analysis, this study concludes the employees are expecting criticism and HR training from their superiors which should focus on controlling personal emotions, short-temperness and create a room for them in decision making process.

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QUESTIONNAIRE A STUDY ON EMPLOYEE STRESS MANAGEMENT IN GODREJ SARA LEE LTD I) Personal

details
: _____________________________

1. Name (Optional) 2. Designation a) Executive [ 3. Gender a) Male [ 4. Age group a) Below 25Yrs [ d) 36Yrs&above [ ] ]

b) Team member [

c) Casual labor [

b) Female [

] ]

b) 25-30Yrs [

c) 31-35Yrs [

5. Current educational qualification a) No formal course [ e) Graduate [ ] ] b) Schooling [ ] ] c) ITI [ ] d) Diploma [ ]

f) Post Graduate [

6. Experience in this company a) Below 1 Yr [ e) 10-15Yrs [ 7. Monthly salary a) Below Rs.5000 [ d) Rs.20001 25000 [ ] ] b) Rs.5001 10000 [ e) above Rs.25000 [ ] ] c) Rs.10001 20000[ ] ] ] b) 1-3 yrs [ ] c) 3-5 yrs [ ] ] d) 5 10 Yrs [ ]

f) More than15yrs [

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II. Objectives

Details

8. How do you feel about your present job? Highly Dissatisfied Satisfied Dissatisfied Neither Satisfied Nor Dissatisfied

Highly Satisfied

9. Do you agree that modern life is full of stress? Strongly Disagree Agree Disagree Neither Agree Nor Disagree

Strongly Agree

10. Is, there stress at your work? Never Rarely Occasionally Usually

11. Do you have time to spend with your family? Never Rarely Occasionally Usually

12. Do you agree that stress effect employee health? Strongly Agree Agree Disagree

Strongly Disagree

Neither Agree Nor Disagree

13. Do you think that stress level also affects your morale? Strongly Agree Agree Disagree Strongly Disagree

Neither Agree Nor Disagree

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14. What do you feel about the relationship between Management and employees? Highly satisfied Satisfied Dissatisfied Highly dissatisfied

Neither Satisfied Nor Dissatisfied 15. Do you have time to do your job (official) without Interruption? Never Rarely Occasionally Usually

16. When you are interrupted at an activity, do you respond with anger? Never 17. Rarely Occasionally Usually

(a) Do you plan your life each day, and work out the plan? Yes No

(b) If yes, how will you work out the plan? Extent Some Extent Full Extent Large Extent

18. Do you find it more difficult to control your emotions? Never Rarely Occasionally Usually

19. Do you have overload at work unable to complete the task during the specific period? Not at all Sometimes Most Of Times Usually

20. Do you feel comfortable with your work starting and ending time? Never Rarely Occasionally Usually

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21. Do you feel your break timing is sufficient for you? Strongly Agree Agree Disagree Strongly Disagree

Neither Agree Nor Disagree 22. Do you feel that organizations physical working conditions affect work performance? Strongly Agree Agree Disagree Strongly Disagree

Neither Agree Nor Disagree 23. Do you think that unfriendly attitude in co-workers will create stress? Strongly Agree Agree Disagree Strongly Disagree

Neither Agree Nor Disagree 24. Are you getting enough authority to do job properly? Never 25. Rarely Occasionally Usually

Too much of supervision from your superior makes you to feel stressed? Strongly Agree Agree Disagree Strongly Disagree

Neither Agree Nor Disagree 26. Poor flow of information to you in order to carry out your work makes you stressed? Strongly Agree Agree Disagree Strongly Disagree

Neither Agree Nor Disagree

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27.

Do you think that having limited knowledge in work will increase the stress? Strongly agree Agree Disagree Strongly Disagree

Neither Agree Nor Disagree 28. How much time do you spent for your recreational activities in a day? Less than 1 hrs 29. 1- 2 hrs 2-3 hrs More than 3 hrs

Do you think that physical exercises are necessary to reduce the stress? Strongly Agree Agree Disagree Strongly Disagree

Neither Agree Nor Disagree 30. Do you agree that Stress Effect Company profits in todays context? Strongly Agree Agree Disagree Strongly Disagree

Neither Agree Nor Disagree 31. (a) Do you need any stress management-training program? Yes (b) If yes, name a few? ------------------------------------------------32. 1-3 no -----------------------------------------------

Rate the administrative arrangement of the training programs in 10 scale rating. 4-6 7-9 10

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33. Which kind of training program you had to decrease the stress and rate the Satisfactions level.

Satisfaction Level Training Program Highly Satisfied Technical skill Highly Satisfied Dissatisfied Dissatisfied Neither Satisfied Nor Dissatisfied

Behavioral training Problem solving & Analytical skills Time Management

34.

Do you think by practicing yoga it will reduce the stress? Strongly Agree Agree Disagree Strongly Disagree

Neither Agree Nor Disagree

Thanks for your Co-operation

Bibliography

69

www.godrej.com www.godrejsaralee.com http://en.wikipedia.org/wiki/Stress_management http://changingminds.org/explanations/stress/stress_causes.html http://www.outofstress.com/tips/stress-causes.php http://helpguide.org/mental/work_stress_management.htm Resource%20Management/MCHR0007.htm

http://www.icmrindia.org/business%20Updates/micro%20casestudies/Human%20 http://workplaceculture.suite101.com/article.cfm/stress_management_in_the_workpl ace http://www.quintcareers.com/managing_job_stress.html

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