A study on stress management

ABSTRACT Stress is usually symptoms that people experience when they are stressed. STRESS MANAGEMENT is a very vital aspect of every organization. Stress management can be linked to our day to day activities. Job and career related stress has been on the rise in recent years, as occupations become more complex, and workers are taking on more and more responsibility. In fact, work place stress is now considered an occupational illness. Many employees undergo stress as a normal part of their jobs, but some experience it more severely than others, to point that they need time away from work. The issues concerned are:

To study the existing HR policies and procedures used to avoid stress at The company To find the stress levels of the employees To elicit the opinions of employees on the existing stress they are facing due to various factors. To find the relationship between the stress levels and demographic factors like age, experience, and designations. To find the stress causing factors arising out from the work atmosphere. To identify its merits and demerits. Finally to make an attempt to suggest measures and activities that helps in effective as management and control of stress. PROCEDURE FOLLOWED: A sample of 60 employees was selected and a questionnaire was framed in a structured and disguised form with 15 questions and survey process was conducted. The statistical tool used is percentage method and the analysis carried out is presented in the form of bar diagrams. The project has been successfully carried out with the cooperation of the employees. INTRODUCTION TO STRESS MANAGEMENT Stress is usually defined in terms of the internal and external conditions that create stressful situations, and the symptoms that people experience when they are stressed. STRESS MANAGEMENT is a very vital aspect of every organization. Stress management can be linked to our day to day activities. McGrath (1976) proposed a definition based on the conditions necessary for stress. The most commonly accepted definition of stress (mainly attributed to Richard S Lazarus) is

that Stress is a condition or feeling experienced when a person perceives that demands exceed the personal and social resources the individual is able to mobilize. Williams and Huber (1986) defined stress as a psychological and physical reaction to prolonged internal and/or environmental conditions in which an individuals adaptive capabilities are over extended. In Gestalt Therapy Verbatim (Real People Press, 1969) Perls proposes a more general definition, where stress is a manifestation of thinking about the future. Anxiety is created by focusing attention away from the here and now. When anxiety finds an outlet, we say that the stress was motivating; when it doesnt, we call it debilitating. French, Kast, and Rosenzweig(1985) also emphasized the idea that stress it self is not necessarily bad. The term stress can be considered neutral with the words distress and eustress used for designating bad and good effects. Corporate Stress Stress has become a part and parcel of human life and is more pronounced in corporate life. While the idea to excel in life is a great thing to have, the same should not result in such a stressful situation where the individual is forced to devote more time in solving stress related problems than in achieving his objectives. This is what is happening in the present day corporate environment with deadlines hanging over ones head, day in day out. Yes a certain amount of stress is essential even in our day-to-day life without which nothing can be achieved: it could be even at school level where a student goes through stress while appearing for his exams, extending upto a CEO of a company as the accounting year end approaches. This stress gives us zest for life and releases our creativity in finding better ways of performing our tasks. But with the intense competition, work _related stress has assumed economic proportions as identified by the WHO. Employees are experiencing work related stress a little too frequently resulting in their inability to cope with both official and domestic lives ,since it manifests on psychological, physiological and behavioral planes companies are doing their best to remedy the situation through recreational facilities, flexible timings, forced holidays, yoga centers, gymnasiums and even with art of living programs. Whatever may be done at the organizational level to alleviate and free people from stress, unless it is addressed at an individual level no tangible results can be achieved. Stress has got a lot to do with a persons attitude to start with and the next is the priority of things in life. People want to achieve too much in too short a time, in the process achieving too little or nothing, but landing up with lots of stress and the associated problems. Hence, a regular introspection is the first logical step in the fight against stress. Stress is additive and workplace stress can become cumulative with the one at home or vice versa thus each making the other worse. The situation is further aggravated with more and more women entering the workforce and the pressures mount when they have to balance workplace and family responsibilities. A recent worldwide survey indicated that working women with children under the age of 13 are getting into high stress situations.

Individual level techniques for coping with stress involve physical exercise, relaxation, getting away from work, putting off all communication gadgets , taking up meditation and spending quality time with family. Auto suggestion is yet another technique which can be applied at an individual level to fight stress. Basically a person is free to choose his own response to any situation and perceive challenges in life either at work or at home and thats what is going to decide whether one is getting into a manageable stress situation or the stress is getting the better of him. The 10 Secrets of Balancing Stress in our lives 1. Have a mind that is open to everything and attached to nothing. 2.Dont die with your music still in you .Live your life to the fullest. 3.Dont give yourself away to others. 4.Silence is the way to grow. Listen to yourself, listen to others. 5.Surrender your past dont make excuses, learn and move on. 6.Surrender your ego, learn from your mistakes. 7.Give up any anger or resentment that may be inside you. 8.Live by the golden rule. Is this how you want to be remembered? 9.Live for the present moment. It is a precious gift. 10.Stay away from negative thoughts and people. Source: Wayne Dywer NEED FOR THE STUDY Stress underlies diverse condition as psychosomatic diseases, heart diseases and can be major contributor to disturbances in ones emotional, social, industrial and family life. It inhibits creativity and personal effectiveness and exhibit itself in a general dissatisfaction, so obvious in our day-to-day lives. Stress is a path of every employees life. however, way stress is excessive, personal and organizational performance is at best damaged. At the worst, stress is a liability and a threat to the survival of the organization. Hence the problem of stress for the business and industry, is a substantial and serious one. It is a well-known fact that every organization has his own methods of managing or preventing stress among the employees, in this era of globalization, the organizations should adapt the most economical method and at the same time, a method that surfs the purpose of the function to the fullest extent. Organizations should not blindly choose a method or a technique to reduce the stress levels of the employees just because it is in vogue in an industry. The organizations should develop and implement its own methods, and at the same time use the one, which fits into its area of interest and ultimately servers the very purpose and helps the organization achieve its objectives. OBJECTIVES OF THE STUDY In order to achieve the organizational objectives and to be a successful organization, the organizations are to be manned by people who are highly qualified, skilled, and whose strike a balance mentally and physically. The only way of achieving this is by managing or preventing stress prevailing among the employees. These imply the objective of the study to be To study the existing HR policies and procedures used to avoid stress.

To find the stress levels of the employees To elicit the opinions of employees on the existing stress they are facing due to various factors. To find the relationship between the stress levels and demographic factors like age, experience, and designations. To find the stress causing factors arising out from the work atmosphere. To identify its merits and demerits. Finally to make an attempt to suggest measures and activities that helps in effective management and control of stress. PERIOD OF THE STUDY Based on the topic selected for the study, the time period allotted by the organization was 30 days but it was extended to 45 days. The information made available in the project work is a result of my effort at the office. SCOPE OF THE STUDY The study was made to have an insight of the type of job, the employees were into. The scope of the study was to identify various causes of stress among the employees and effect of stress on behavior, attitude of the measures to counter such stress. LIMITATIONS OF THE STUDY The study is limited to a small sample of 60 employees both at executive and staff level. The personnel bias of the respondents might have been an impact on the data collected due to the respondents reluctance to answer the questions. The duration of the study might be a limitation because of which it was not possible to gather information about some remote methodologies. The duration of the study might be a limitation because of which it was not possible to gather the information about some remote methodologies. The confidentiality aspect of the organization may play a spoil sport in some aspects. CONCLUSION Stress manifests itself physically, mentally and emotionally, it lies within and not outside. We need solutions that can manage stress at all levels of the body, mind and emotions. Often, we try to tackle it at only one plane and fail to find relief. For example, many turn to physical exercises as a coping mechanism, or others only resort to meditation. These are piecemeal techniques and are not complete solutions.

Yoga, by nature, is one of the most productive techniques of stress management as it deals with stress on various planes physical, mental emotional, attitudinal and lifestyle, thus having a holistic approach. Today, it is growing fast as the most popular tool for stress management in the corporate world and elsewhere.
http://www.websukat.com/SMU-Books/Management-Process-and-Organization-Behavior/13-Stressmanagement.pdf http://www.indianmba.com/Faculty_Column/FC1286/fc1286.html http://www.scribd.com/doc/47509199/Managing-Stress-in-the-Work-Place http://forums.sureshkumar.net/health-fitness/21264-causes-workplace-stress-how-overcome-work-stress.html http://www.lifepositive.com/mind/psychology/stress/stress-at-work.asp http://www.enotalone.com/article/6996.html http://www.industrialrehabservices.com/newsletter.html http://ezinearticles.com/?Achieve-Your-Goals-Without-Negative-Stress&id=89490 http://www.expresscomputeronline.com/20060417/bestoftechnologylife08.shtml http://www.enotalone.com/article/6995.html

REVIEW OF LITERATURE INTRODUCTION TO STRESS Stress has become a part and parcel of human life and is more pronounced in corporate life. While the idea to excel in life is a great thing to have, the same should not result in such a stressful situation where the individual is forced to devote more time in solving stress related problems than in achieving his objectives. This is what is happening in the present day corporate environment with deadlines hanging over ones head, day in day out. Yes a certain amount of stress is essential even in our day-to-day life without which nothing can be achieved: it could be even at school level where a student goes through stress while appearing for his exams, extending up to a CEO of a company as the accounting yearend approaches. This stress gives us zest for life and releases our creativity in finding better ways of performing our tasks. But with the intense competition, work related stress has assumed economic proportions as identified by the WHO. Employees are experiencing work related stress a little too frequently resulting in their inability to cope with both official and domestic lives, since it manifests on psychological, physiological and behavioral planes companies are doing their best to remedy the situation through recreational facilities, flexible timings, forced holidays, yoga centers, gymnasiums and even with art of living programs. Whatever may be done at the organizational level to alleviate and free people from stress, unless it is addressed at an individual level no tangible results can be achieved. Stress has got a lot to do with a persons attitude to start with and the next is the priority of things in life. People want to achieve too much in too short a time, in the process achieving too little or nothing, but landing up with lots of stress and the associated problems. Hence, a regular introspection is the first logical step in the fight against stress Stress is additive and workplace stress can become cumulative with the one at home or vice versa thus each making the other worse. The situation is further aggravated with more and more women entering the workforce and the pressures mount when they have to balance workplace and family responsibilities. A recent worldwide survey indicated that working women with children under the age of 13 are getting into high stress situations. Individual level techniques for coping with stress involve physical exercise, relaxation, getting away from work, putting off all communication gadgets, taking up meditation and spending quality time with family. Auto suggestion is yet another technique which can be applied at an individual level to fight stress. Basically a person is free to choose his own response to any situation and perceive challenges in life either at work or at home and thats what is going to decide whether one is getting into a manageable stress situation or the stress is getting the better of him.

EVOLUTION OF STRESS The Garden of Eden began as a tranquil stress environment. However when Adam was given the tantalizing chance to eat the forbidden fruit, he was thrust into mankinds first stressful situation. Adam was offered a chance and, as we know, decision-making is the breeding ground for conflict, frustration and distress. DEFINITION Stress in individual is defined as any interference that disturbs a persons healthy, mental and physical well-being. It occurs when the body is required to perform beyond its normal range of capabilities. Ivancevich and Matteson defined stress as the interaction of the individual with the environment. Beehr and Newman defined job stress as the condition arising from the interaction of people and their jobs and characterized by changes within people that force them to deviate from their normal functioning. Canadian physician Hans Selye (1907-1982) in his boot the stress of life 1956 popularized the idea of stress. According to Selye, the General Adaptation Syndrome consists of 3 phases: ALARM REACTION: The first is the alarm phase. Here the individual mobilizes Norma l

to meet the threat. The alarm reaction has two phases. The first phase includes an initial shock phase in which defensive mechanism become active. The second phase is mild invigoration in which the period of resistance varies and the severity of symptoms may differ to disease of adaptation. RESISTANCE: The individual attempts to resist or cope with the threat. Maximum adaptation occurs during this stage. The body signs characteristic of alarm reaction disappear. If the stressors persist, or the defensive reaction proves ineffective, it may overwhelm the body resources.

EXHAUSTION: Adaptation energy is exhausted. Signs of alarm reaction reappear, and the resistance level begins to decline irreversibly. The organism collapses.

The word STRESS is defined by the Oxford Dictionary as a state of affair involving demand on physical or mental energy. A condition or circumstance (not always adverse), which can disturb the normal physiological and psychological functioning of an individual. In medical parlance stress is defined as a perturbation of the bodys homeostasis. This demand on mind-body occurs when it tries to cope with incessant changes in life. A stress condition seems relative in nature. Extreme stress conditions, psychologists say, are detrimental to human health but in moderation stress is normal and, in many cases, proves useful. Stress, nonetheless, is synonymous with negative conditions. Stress at work is a relatively new phenomenon of modern lifestyles. The nature of work has gone through drastic changes over the last century and it is still changing at whirlwind speed. They have touched almost all professions, starting from an artist to surgeon, or a commercial pilot to a sales executive. With change comes stress, inevitably. Professional stress or job stress poses a threat to physical health. Work related stress in the life of organized workers, consequently, affects the health of organizations. WHATS IT? Job stress is a chronic disease caused by conditions in the workplace that negatively affect an individuals performance and/or overall well-being of his body and mind. One or more of a host of physical and mental illnesses manifests job stress. In some cases, job stress can be disabling. In chronic cases a psychiatric consultation is usually required to validate the reason and degree of work related stress. DYNAMICS OF STRESS In a challenging situation the brain prepares the body for defensive actionthe fight or flight response by releasing stress hormones, namely, cortisone and adrenaline. These hormones raise the blood pressure and the body prepares to react to the situation. With a concrete defensive action (fight response) the stress hormones in the blood get used up, entailing reduced stress effects and symptoms of anxiety. When we fail to counter a stress situation (flight response) the hormones and chemicals remain unreleased in the blood stream for a long period of time. It results in stress related physical symptoms such as tense muscles, unfocused anxiety, dizziness and rapid heartbeats. We all encounter various stressors(causes of stress) in everyday life, which can accumulate, if not released. Subsequently, it compels the mind and body to be in an almost constant alarm-state in preparation to fight or flee. This state of accumulated stress can increase the risk of both acute and chronic psychosomatic illnesses and weaken the immune system. STRESS CAN BE POSTIVE The words positive and stress may not often go together. But, there are innumerable instances of athletes rising to the challenge of stress and achieving the unachievable,

scientists stressing themselves out over a point to bring into light the most unthinkable secrets of the phenomenal world, and likewise a painter, a composer or a writer producing the best paintings, the most lilting of tunes or the most appealing piece of writing by pushing themselves to the limit. Psychologists second the opinion that some stress situations can actually boost our inner potential and can be creatively helpful. Sudha Chandran, lost both of her legs in an accident. But, the physical and social inadequacies gave her more impetus to carry on with her dance performances with the help of prosthetic legs rather than deter her spirits. Experts tell us that stress, in moderate doses, are necessary in our life. Stress responses are one of our bodys best defense systems against outer and inner dangers. In a risky situation in case of accidents or a sudden attack on life et al, body releases stress hormones that instantly make us more alert and our senses become more focused. The body is also prepared to act with increased strength and speed in a pressure situation. It is supposed to keep us sharp and ready for action. Research suggests that stress can actually increase our performance. Instead of wilting under stress, one can use it as an impetus to achieve success. Stress can stimulate ones faculties to delve deep into and discover ones true potential. Under stress the brain is emotionally and biochemical stimulated to sharpen its performance. JOB STRESS-- WHAT IS JOB STRESS? Job stress can be defined as the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker. Job stress can lead to poor health and even injury. The concept of job stress is often confused with challenge, but these concepts are not the same. Challenge energizes us psychologically and physically, and it motivates us to learn new skills and master our jobs. When a challenge is met, we feel relaxed and satisfied. Thus, challenge is an important ingredient for healthy and productive work. The importance of challenge in our work lives is probably what people are referring to when they say a little bit of stress is good for you. WHAT ARE THE CAUSES OF JOB STRESS? Nearly everyone agrees that job stress results from the interaction of the worker and the conditions of the work. Views differ, however, on the importance of worker characteristics verses working conditions as primary cause of job stress. Job stress may be caused by complex set of reasons. Some of the most visible causes of work place stress are; JOB INSECURITY: Organized work places are going through metamorphic changes under intense economic transformations and consequent pressures. Reorganizations, takeovers, mergers, downsizing and other changes have become major stressors for employees, as companies try to live up to the competition to survive. These reformations have put demand on everyone, from a CEO to a mere executive. HIGH DEMAND FOR PERFORMANCE: Unrealistic expectations, especially in the time of corporate reorganizations, which, sometimes, puts unhealthy and unreasonable pressures on the employee, can be a tremendous source of stress and suffering. Increased workload, extremely long work hours an intense pressure to perform at peak levels all the time for the same pay, can

actually leave an employee physically and emotionally drained. Excessive travel and too much time away from family also contribute to an employees stressors. TECHNOLOGY: The expansion of technology-computers, pagers, cell phones, fax machines and the internet has resulted in heightened expectations for productivity, speed and efficiency, increasing pressure on the individual worker to constantly operate at peak performance level. Workers working with heavy machinery are under constant stress to remain alert. In this case both the worker and their family members live under constant mental stress. There is also the constant pressure to keep up with technological breakthroughs and improvisations, forcing employees to learn new software all the times. WORKPLACE CULTURE: Adjusting to the work place culture, whether in a new company or not, can be intensely stressful. Making oneself adapt to the various aspects of workplace culture such as communication patterns, hierarchy, dress code if any, work space and most importantly working and behavioral patterns of the boss as well as the coworkers, can be a lesson of life. Maladjustment to work place culture may lead to subtle conflicts with colleagues or with superiors. In many cases office politics or gossips can be major stress inducers. PERSONAL OR FAMILY PROBLEMS: Employees going through personal family problems tend to carry their worries and anxieties to the workplace. When one is in a depressed mood his unfocussed attention or lack of motivation affects his ability to carry out job responsibilities. JOB STRESS IN WOMEN: Women may suffer from mental and physical harassment at work places, apart from the common job stress. Sexual harassment in work place has been a major source of worry for women, since long. Women may suffer from tremendous stress such as hostile work environment harassment, which is defined in legal terms offensive or intimidating behavior in the work place. This can consist of unwelcome verbal or physical conduct. These can be as constant source of tension for women in job sectors. Also, subtle discriminations at work places, family pressure and societal demands add to these stress factors. Because changes constant in life, stress is an integral part of it. Since we dont want to perish under it, we have to adhered to the bottom line for survival-adapt. Following are some of the long term tips to survive stress; Even if we feel secure in a habituated life, the truth remains that changing with the times makes ones position more secure. In todays business climate, you must continually be prepared for changes to avoid stress and survive in the competitive world. Find and protect whatever time you get to refresh, re-energize and re-motivate yourself. Spent quality time with your family. This can be an excellent source of emotional and moral support. Avoid giving in to alcohol, smoking and other substance abuses while under constant stress. Develop positive attitudes towards stressful situations in life. Give up negative mental traits such as fear, anger and revengeful attitudes, which actually regerminate stress. Try to revert to holistic relaxation and personal growth techniques such as meditation, breathing and exercises, to remodel your lifestyle.

In case of chronic stress consult a health professional. Reduce work place stress by celebrating yours or your colleagues accomplishments. Adapting to demands of stress also means changing a personality. Improve your line of communication, efficiency and learn from others experiences. Dont be complacent. Be prepared for any change physically, emotionally and financially. But, when you are under stress at work, some simple practices can help; Sit straight and comfortably on your seat, and try BREATHING EXERCISE. It will relax your nerves and muscles. Relax and count backwards (20, 19, 18, 17, 16,15..). ARE YOU IN DANGER OF BURNING OUT? If you feel that you are in danger of burning out, the suggestions below can help you correct the situation: Re-evaluate your goals and prioritize them. Evaluate the demands placed on you and see how they fit in with your goals. Identify your ability to comfortably meet these demands. If people demand too much emotional energy, become more unapproachable and less sympathetic. Involve other people in a supportive role. Acknowledge your own humanity: remember that you have a right to pleasure and right to relaxation. Learn stress management skills. Family and even counseling in reducing stress. Ensure that you are following healthy lifestyle: 1) Get adequate sleep and rest to maintain your energy levels. 2) Ensure that you are eating a healthy balanced diet-bad diet can make you ill or feel bad. Limit your caffeine and alcohol intake. 3) Try to recognize your spiritual needs that may have been buried under the mires of Develop alternative activities such as relaxing hobby to take your mind off problems. If do, then take some time off. Alternatively, try to switch to another area of activity within your organization. Take support and counseling of near and dear ones to bring change to the current situation. Enroll yourself with some meditation or yoga classes (to ensure groups spiritual practice), gyms, aerobics or sports clubs to switch your focus, and to recognize your priorities. If you are late stages of burnout, feeling deeply de-motivated and disenchanted with your job or life, get help from a good psychologist.

ABOUT NIOSH

The National Institute for Occupational Safety and Health (NIOSH) is the Federal agency responsible for conducting research and making recommendations' for the prevention of work-related illness and injury. NIOSH is part of the U.S. Department of Health and Human Services; it is distinct from the Occupational Safety and Health Administration (OSHA), which is regulatory agency located in the U.S. Department of Labor. As part of its mandate, NIOSH is directed by Congress to study The psychological aspects of occupational safer)' and health, including stress at work. NIOSH works in collaboration with industry, labor, and universities to better understand the stress of modern work, the effects of stress on worker safety and health, and ways to reduce stress in the workplace. 5) NIOSH APPROACH TO JOB STRESS 6) On the basis of experience- and research, NIOSH favors die view that, working conditions play a primary role in causing job stress. However, the rote of individual factors is not ignored. According to the NIOSH view, exposure to stressful working conditions (called job stressors) can have a direct influence on worker safety and health. But as shown below, individual and other situational factors can intervene to strengthen or weaken this influence. Theresa's need to care for her ill mother is an increasingly common example of an individual or situational factor that may intensify the effects of stressful working conditions. Examples of individual and situational factors that can help to reduce the effect of stressful working conditions include the following: 7) Balance between work and family or personal life 8) A support network of friends and coworkers 9) A relaxed and positive outlook.
4)

JOB CONDITIONS THAT MAY LEAD TO STRESS THE DESIGN OF TASKS Heavy workload, infrequent rest breaks, long work hours and shift work; hectic and routine tasks that have little inherent meaning, do not utilize workers' skills, and provide little sense of control Example: David works to the point of exhaustion. Theresa is tied to the computer, allowing little room for flexibility, self-initiative, or rest. ' MANAGEMENT STYLE

Lack of participation by workers in decision making, poor communication in the organization, lack of family friendly policies. Example: Theresa needs to get the bosss approval for everything and the company is insensitive to her family needs. INTER PERSONAL RELATIONSHIPS Poor social environment and lack of support or help from co-workers and supervisors Example: Theresas physical isolation reduces her opportunities to interact with other workers or receive help from them. WORK ROLES Conflicting or uncertain job expectations, too much responsibility too many "hats to wear. Example: Theresa is often caught in a difficult situation trying to satisfy both die customer's needs and the company's expectations. CAREER CONCERNS Job insecurity and lack of opportunity for growth, advancement, or promotion; rapid changes for which workers are unprepared.) Example: Since the reorganization at David's plant, everyone, is worried about their future with the company and what will happen next. ENVIRONMENTAL CONDITIONS Unpleasant or dangerous physical conditions such as crowding, noise, air pollution, or ergonomic problems. Example: David is exposed to constant noise at work. JOB STRESS AND HEALTH Stress sets off an alarm in the brain, which responds by preparing the body for defensive action. The nervous system is aroused and hormones are released to sharpen the senses, quicken the pulse, deepen respiration, and tense the muscles. This response (sometimes called the fight or flight response) is important because it helps ns defend against threatening situations. The response is preprogrammed biologically. Everyone responds in much die same way, regardless of whether the stressful situation is at work or home. EARLY WARNING SIGNS OF STRESS Head ache Sleep disturbances Difficulty in concentrating Short temper Upset stomach Job dissatisfaction Low morale WHAT THE RESULT TELLS US 10) CARDIOVVASCULAR DISEASE 11) Many studies suggest that psychologically demanding jobs that allow employees little control over the work process increase the risk of cardiovascular disease. 12) MUSCULO SKELETAL DISORDERS

On the basis of research by NIOHO and many other organizations, it is widely believe that job stress increases the risk for development of back and upper extremity muscular skeletal disorders. 14) PSYCHOLOGICAL DISORDERS 15) Several studies suggest that differences in rates of mental health problems (such as depression and burn out) for various occupations are due partly to differences in job stress levels. ( economic and life style differences between occupations may also contribute to some of these problems. 16) WORK PLACE INJURY 17) Although more study is needed, there is a growing concern that stressful working conditions interfere with safe work practices and set the stage for injuries at work. 18) SUICIDE, CANCER, ULCERS AND IMPAIRED IMMUNE FUNCTION 19) Some studies suggest a relationship between stressful working conditions and these help problems. However, more research is needed before firm conclusions can be drawn. 20) STRESS, HEALTH AND PRODUCTIVITY 21) Some employers assume that stressful working conditions are a necessary evilthat companies must turn up the pressure on workers and set aside health concerns to r4emain predictive and profitable in todays economy. But research finding challenge this belief. Studies show that stressful working conditions are actually associated with increased absenteeism, tardiness and intentions by workers to quit their jobs-all of which have negative effects. Recent studies of so-called healthy organizations suggest that policies benefiting worker health also benefit the bottom line. The healthy organization is defined as one that has low rate of illness, injury, and disability in its work force and is also competitive in the market place. NIOSH Research has identified organizational characteristics associated with both healthy, low stress work and high levels of productivity. Examples of these characteristics include the following: 22) Recognition of employees for good work performance 23) Opportunity for carrier development 24) An organizational culture that values the individual worker 25) Management actions that are consistent with organizational values
13)

LIST OF SYMPTOMS AND HEALTH DISORDERS ASSOCIATED WITH STRESS SYMPTOMS HEALTH DISORDERS

Headaches Muscular aches Grinding of teeth Nervous tics Increased sweating Rapid heart rate High blood pressure Low grade infection Increase in or loss of appetite Irritation, anger, hostility Fear, panic, anxiety Poor concentration Dizziness Restlessness Nightmares Insomnia Fatigue impotence

coronary heart disease hypertension eating disorders ulcers diabetes asthma depression migraine headaches sleep disorders chronic fatigue possibly some cancers

ACHIEVE YOUR GOALS WITHOUT NEGATIVE STRESS Working smart to reach your goals is important. Working hard on your goals is OK, but bewares of work without thought for better ways or new ways to reach your personal goals. Don't let unnecessary or harmful stress lead you away from what you want to achieve. Stress handling wouldn't seem like it would be a part of setting goals but it could be the difference between you accomplishing them or not There is positive stress versus negative stress. Positive stress blends expectation and excitement to life, and we one and all thrive under a certain amount of stress. Competition, conflict, and even our frustrations and sorrows add depth and enhancement to our lives. Your goal should not to eliminate stress but to learn how to manage it and how to use it to help you achieve your goals. Insufficient stress acts as a depressant and could leave you feeling bored or dejected; on the opposite, excessive stress may leave you feeling all mixed up inside. WHAT IS OPTIMAL STRESS FOR ME?

There is no single level of stress that is optimal for every person. As individuals with unique wants and needs, what is distressing to me might be a joy to you. A person who loves to clear up difficult situations for his boss and moves from job site to job site would be stressed in a job that was stable and routine, whereas the person who settles easily under stable conditions would very likely be stressed on a job where duties were highly varied. Also, personal stress requirements and the amount which we can tolerate before we become distressed changes with our ages. It has been further been found that many illnesses are related to unrelieved stress; for example, anxiety, disorders, bowel disorders etc. If you are experiencing stress symptoms, you have gone beyond your optimal stress level; you need to reduce the stress in your life and/or improve your ability to handle it. STRESS SYMPTOMS INCLUDE, AMONG OTHERS: Chronic fatigue - exhaustion, tiredness, a sense of being physically run down Anger at those making demands Self-criticism for putting up with the demands Cynicism, negativity, and irritability A sense or being besieged Exploding easily at seemingly inconsequential things Frequent headaches and gastrointestinal disturbance Weight loss or gain Sleeplessness and depression

Shortness of breath Suspiciousness Feelings of helplessness Anxiety attacks Headache Loss of appetite Increase of appetite Hair falling out ORGANIZATIONAL STRESS:

Stress affects organizations as well as the individuals within them. An organization with a high level of absenteeism, rapid staff turnover, deteriorating industrial customer relations, a worsening safely record, or poor quality control is suffering from organizational stress. 27) BURNOUT STRESS SYNDROME (BOSS)
26)

BOSS can lead to at least 4 types of stress related consequences such as, depletion of energy reverse showered resistance to illness ,increased dissatisfaction and pessimism and increased absenteeism and inefficiency at work. 29) VENINGLE AND SP RAD LEY HAVE IDENTIFIED 5 DISTINCT STAGES OF BOSS HONEYMOON STAGE:
28)

This stage can be described as accounting for the euphoric feeling of encounter for the new job such as excitement, enthusiasm, challenge and pride. Dysfunctional features emerge in 2 ways, first: the energy reverses are gradually depleted m coping with the demands of a challenging environment, second: habits or strategies for coping with stress are found in this stage , which are often not useful in coping with later challenges.
30)

FUEL SHORTAGE STAGE This stage can be identified as compose of die value feelings of loss; fatigue and confusion arising from die individuals overdraw on reverses of adaptation energy. Other symptoms are dissatisfaction, inefficiency, and fatigue and sleep disturbances leading to escape activities such as increased eating, drinking and smoking. CHRONIC SYMPTOM STAGE Fuel shortage stage is followed by physiological symptoms which become more pronounced and demand attention and help at this stage. Common symptoms are chronic exhaustion, physical illness, anger & depression. A sense of fatigue and exhaustion overtakes the individual. CRISIS STAGE When these feelings and physiological symptoms persist over a period of time, the individual enters the stage of crisis) At this stage he develops escape mentality and feels oppressed. HITTING THE WALL STAGE This stage of BOSS is characterized by total exhaustion of one's adaptation energy, which may mark die end of one's professional career. while recovery from this stage may elude some, others may be resourceful to tide over the crisis. CONSEQUENCES OF UNMANAGED STRESS Stressful working conditions have a direct negative impact on the mental and physical well-being of the workforce^ A disgruntled workforce obviously under-performs- and under-delivers, leading to an impact on the bottom line-. "In a more precautionary sense, unmanaged stress can be very infectious in large-sized organizations with workforces that are inhabited together. As a nation, we have spent the last two decades trying, to eradicate cohesion of employees in a formal context (unions, associations) from the workplace. Unfortunately, such scenarios are completely fuelled by intangible conditions like unmanaged stress. In addition, a company can easily suffer external image damage from being perceived as a hotbed of a stressful work environment, limiting its talent acquisition strategies, among other things," adds AdvaniT Stress undermines an employee's ability to think clearly, to work well with others and to perform his or her best. Seth Appel, Director., Talent Transformation Group, Office Tiger, focuses on the obvious consequences: poor decision-making, absenteeism, bum-out, attrition, unnecessary and wasteful inter-personal conflict

WORKPLACE STRESS Stress has being defined by many in different ways as it takes different forms depending on the situations. According to Douglas (1980), stress is defined as any action or situation that places special physical or psychological demands upon a person. According to van fleet (1998), stress is caused when a person is subjected to unusual situations, demands, extreme expectations, or pressure that is difficult to handle. Workplaces stress can be defined as the most harmful physical and emotional responses that occur within a human being when the requirements of the job do not match his capabilities, resources, or even needs. Some experts argue that moderate amount of both physical and mental stress is required for a normal and healthy growth. A little degree of stress a workplace energies them employees psychologically and physically, as it motivates them to learn new skills and master their jobs resulting in increased productivity. The problem arises only when stress is not managed properly. Excessive workplaces stress will affect the employees motivation and health leading to lack of interest in job, reduced productivity, and more incidents of sickness, frequent absence, and poor morale of employees. Stress also affects the growth and profit of any organization. The direct cost of stress in the organization is frequent absence of employees, replacement of staff, loss of service, or production time. The indirect cost of stress in the organization is reduced productivity, low morale, less

innovation, lower customer service, increased errors, high staff turnover, increased recruitment cost, poor time keeping, and more health insurance costs. According to dyer the cause of stress at workplace are as follows: Physical: lighting, noise, temperature, vibration, and/or air pollution. Individual: role conflict, work load, and/or family problem. Group: lack of unity, inadequate support, and/or conflict among team members. Organization: culture structure (inappropriate divisions), and/or leadership influence (style and impact of the leader). MODEL FOR WORKPLACE STRESS: Workplace stress builds up from various hazards related to individual, organization, family and society. Palmeter et al.,have developed the model of workplace stress, to highlite the relationship between potential work related stress hazards, individual and organizational stress, its negative outcomes, and the financial cost incurred. Organizational culture plays a major role for stress in the workplace, which is interlinked with all the other potential hazards such as demand, control, role, change, relationship, and support. Culture A good organizational culture should actually create trust, values, motivation and happiness to employees which in turn would lead to increase in productivity. Culture comprises of the assumptions, values, models, and tangible signs of behavior of the members of the organization. Organizational culture can be classified into three types such as role culture, task culture, and power culture. A bad culture such as harassment, feeling powerless, continuous unreasonable performance demands, lack of proper communication, threat of job security, long working hours office politics, conflict among team members, and lack of recognition for good performance can act as a stressor to the employees. Demands : The organization often demands that the employees perform more than their real potential Then the employees will start feeling the stress due to overwork, working methods, complexity of work, and unrealistic targets. Control: Employees feel a sense of low morale when their freedom is restricted in voicing their opinion and in revealing their originality in work. Support: Employees feel the stress when the organization does not provide them with adequate resources, encouragement, motivation, and proper training; Relationship: Employees feel the stress when they face harassment of any form or when there is a conflict between the team members and also when the behavior of a team member is strange. Role: The organization should define the employees' roles and responsibilities properly. Change: Change in management policies is very important for the growth of any organization. In the competitive world, the organization should change according to the new market environment. The employees feel the stress when the organization does not communicate properly with their employees. Organizational Approaches It is important for the organization to understand the main cause of workplace stress and try to manage it in an effective manner. The organization should not only manage stress, but should also prevent stress in its initial stages. Risk assessment helps to identify the risks to health arid

how it impacts the employees. This information is needed to make decisions on how to manage those risks, in turn managing workplace stress effectively. Stress Prevention The organization must make sure that the workload is in line with the employees' capabilities and resources and the job provides opportunities for the workers to use their skills. Roles and. responsibilities of the employees must be defined clearly. The organization should conduct a stress prevention program for the employees, which should consist of the following: Stress awareness among the employees Top management's commitment Employees' participation and interest Definite program objective. Stress Risk Assessment Work-related stress risk assessment allows measurement of the current situation in the workplace using surveys and other techniques promoting active discussion with the employees to help decide upon the practical improvements to facilitate stress-free environment in the work place. The health and safety executive is given a five-step work-related stress risk assessment to aid in the diagnosis of problems and provide a framework for workplace stress prevention. The five steps of stress risk assessments are: Identify hazards: The organization should identify the potential hazards like culture, demands, control, support, relationship, role, and change. It can be identified through both quantitative and qualitative methods. Identify who might be harmed and how: The organization should identify the persons affected by stress and find out how they are affected. Evaluate the risk: The organization should evaluate how the hazards affect the employee's health. The organization should ask questions such aswhat action has already been taken? And what more is required to be done?, etc Record the findings: The organization should record their findings so that they can be used to monitor the progress. Monitor and review: The organization should review the risk assessment program especially the significant changes occurring within the organi2ation. The purpose of risk assessment is to help the organization determine what measures should be taken to prevent stress in the workplace. Organizational Commitment The organization should have a well-defined stress management policy and strategy to manage workplace stress effectively. It must commit fully to reduce stress and provide adequate resources to the stress management team. It should take various steps to reduce/manage stress within the organization. Some of the steps are enumerated below: Work Culture The organization should provide a good work culture for the employees. Communication: The management should effectively communicate workplace changes to all the employees. Employees' autonomy: The organization should clearly define employees' roles and responsibilities and encourage them to express their concerns freely to the management.

 Workload: The management should monitor the workload of the employees and redesign when workload goes beyond employees' capabilities. Flexible times: The organization must provide flexible time in the workplace, which would lead to more productivity. Training Proper training is very essential for the employees to reduce workplace stress. The Training Program should deal with all aspects of stress creating awareness in the employees regarding symptoms of stress and its physiological processes along with various means of maintaining physical fitness through a proper diet program. The training should also contain practical suggestions on emotional control during times of depression, anxiety, psychological strain and burnout. Environment Team: the organization should create a good relationship ant team spirit among the employees by providing a flat organizational structure. Promote a relaxing workplace: the organization should sponsor quality facilities top employees. It should give personal space to the employees by providing comfortable furniture, a fitness center, a recreation center, and a library. Placing green indoor plans in the office will go a long way in adding to the pleasantness of the work atmosphere. Physical and psychological support It is the responsibility of the organization to provide all the necessary resources to the employees. This includes pickup facilities, picnic programs, periodical family counseling, health checkup programs, and assistance to the employees in balancing their time between work and home. Individual approaches The individual approach towards stress management is very important. The same amount of stress that may lead to depression in one person may become a stimulant for a challenge in other because the impact of stress depends on individual psychology, physical strength and general attitude. The cause of stress also varies from person to person. Is every individual should be aware of his strengths and weaknesses, the nature of his job, and personal symptoms of stress. He should also learn to balance all problems related to his work, family and society. Job analysis Each employee could conduct a job analysis so that he could avoid uncertainty, last minute deadlines etc. job analysis is a process to identify and determine in detail the particular job duties and requirements with the relative importance of these duties for a given job. Job analysis helps the employees gain a deeper understanding of job, so that they can quickly distinguish between important and unimportant task. The job analysis consists of six steps which are: Understanding the job: the employees should understand the nature of the job and identify its key objectives and priorities. He must know the importance of his role and the training needed for that. He should also understand the incentive schemes and reward policies of the organization.

Understanding the organization strategy: the employee should be aware of the organization mission and strategies and try to identify his role in helping the company achieve his mission. Understand the organizational culture: every organization has his own culture, rules, and rights. The employee should be aware of these and ensure that their actions should not go against all these. Benchmark top achievers: The employee should find out about the top achievers in the organization as well as outside. He must also find out how they are successful and what they have done to achieve success. Review resources: The employee should review the available resources and utilize what is needed to complete the job successfully. Consult with the boss: The employee should discuss his plan with his boss and decide the priorities in the job. Take action: The employee should do some sifting and avoid the unimportant tasks^ He also should negotiate with the boss, in case he needs any extra resources or training to complete the job. Individual Commitment Individual stress management is very important to reduce workplace stress. The following measures can help an employee manage stress effectively. Self-awareness: This is a very important aspect of stress management. The employee should recognize his limitations and health problems and be aware of the symptoms of stress. Positive thinking: The employee should have a positive approach towards stress management like maintaining motivation, increasing his zeal through rewards and avoiding people who try to exert a negative influence on him. Get organized: This includes keeping the work area organized, planning the work in the right way, setting priorities in work, managing time cleverly, and being serious about deadlines. Take care of health: This refers to diet, taking food on time, drinking more water, avoiding smoking and alcohol, attending regular fitness programs such as walking, swimming, doing aerobics, and weight exercise. Learn to relax: This includes practicing a few relaxation techniques regularly in the workplace like taking five minutes break away from work, reading books and novels, watching movies, listening to music, developing a good network of family and friends, involving in social activities, practicing regular relaxation and controlled breathing exercises like yoga and getting involving in spiritual activities.

66% CEO S ARE UNDER STRESS

About 70pc of the industry leaders coping with the work pressure suffer more of a mental stress than the physical strain. CEOs suffer quite a bit of stress mainly because of severe business competition, most of them do not consult doctors but read books and spend time with their families to cope with the work pressure, an ASSOCHAM Business Barometer (ABB) Survey has revealed. Over 66% of the 270 CEOs and CMDs contracted by the ABB Survey stated that they do come under stress, with the mental pressure being the severest of the trouble spots. As many as 22% said that the stress level was moderate for them, while 11% said that it was too much. About 70% 0f the industry leaders coping with the work pressure suffer more of a mental stress than physical strain, the ABB Survey covering most of the industry sectors showed. Paradoxically, not many of the corporate honchos prefer to consult their doctors unless they have symptoms of diabetes, blood pressure, indigestion and insomnia. In reply to a separate questionnaire, 82% of the medical consultants revealed that the company heads do not visit them unless they have visible and severe life-style related diseases. Doing business under severe competitive conditions is not easy. It tests your physical and mental stamina, ASSOCHAM President, Mr.Anil K Agarwal said while commenting on the findings of the Survey. Severe business competition (SBC) puts the maximum of pressure on the company heads who are always looking for 'innovative' ways to stay ahead of their rivals. As many as 77 per cent of the ABB respondents said the SBC was die main culprit for adding to their pressure. Staff constraint ( 44 per cent), work - related deadlines ( 44 per cent) and business traveling ( 44 per cent ) are other three main reasons for die stress level of the CEOs. There was an overlap of reasons among these three parameters.

The respondents were given the options to rank the causes of stress and all the three reasons were cited with equal weightage. Heading books (stealing time at the airport lounges etc), spending time with family and listening to music were cited as the three main stress busters. Yoga is catching up fast among the corporate leaders while the good old habit of playing golf has taken a back seat. Fifty five per cent of the CEOs and CMDs take to reading; while 44 per cent each find spending time with family and listening to their favorite numbers as the ways to relax their nerves. Thanks to popularity of the Yoga Gurus and things like Art of Living, 33 per cent of the ABB respondents said they do meditation and Pranayam and find it quite a stress- reliever. Interestingly, the CEOs said that their peers in die US , Europe and China suffer more stress . The SBC in these countries takes the maximum toll on the corporate leaders than here , the ABB found. PRESSURE COMES FROM: Severe business competition- 77% Business traveling- 44% Staff constraint- 44% Work related deadlines-44% Multi-tasking-22% 6 Family pressure along with business pressure- 11% STRESS BUSTERS: Reading books- 55% Spending time with family- 44% Music- 44% Yoga-33% Playing golf- 11% Working our- 11% Spending weekends away from city -11 %

COPING WITH STRESS When something happens in our lives, we automatically assess the situation mentally and try to determine if it is threatening to us. If we feel that we don't have the skills or resources necessary to deal with the situation then we feel stress. We don't tool stress when we think that we have more than enough resources to cope. Not everyone sees a situation in the same way; therefore, no two people react to stress in the same way. I have identified 5 steps for managing stress. 1. Identify the external and interior factors that create stress for you. External factors can include certain people, places, the time of the year, month or day. Interior factors can include when you are tired, hungry, not feeling well, bored or simply out of energy. Events that we perceive as joyful such as bringing home a new baby, moving to the house of our dreams, landing that job you've always wanted or

when your children leave home often leave us feeling stressed simply because we don't feel prepared to deal with them. 2. How do you know you are stressed? Identify the symptoms or indicators. Does your heart beat faster? Does your stomach feel knotted up? Are your muscles tense? Do you have a sense of dread? Do you spend a lot of time complaining to anyone who will listen? Find yourself getting angry easily? I often feel scattered, unfocused, like I'm being pulled in a thousand directions at once. These feelings are associated with the fight or- flight response causing a release of adrenaline. This is the response that has helped the human race survive up to this point by readying our body to deal with threatening situations. 3. You own it! You are ultimately responsible for your own reaction to the stress at hand. What goes on in our mind falls within our ownership and control. Even in the most difficult of external circumstances you can create your own thoughts, make any meaning or respond in any way you wish. No one can make you reel stress, if you decide to react otherwise. What is behind your reaction to the stress at hand? Do you feel helpless, out of control or victimized?1 Realize that you cannot control anybody else's behavior but you can definitely control your own attitude and therefore your reaction to their behavior. We create our own reality by what information we allow to come to our attention and how we choose to interpret it. There are billions of pieces of information fighting to our attention at all times. Based on what filters we have in place, we are only aware of a small portion of it. We interpret the information that we choose to be aware of based on a variety of factors including our beliefs. If we choose to pay attention to different pieces of information, or if we choose to interpret then, differently, then we change our attitude or reaction. 4. Cheer up! There are a variety of strategies available to help you cope with stress, a) Reframing The meaning we attach to a situation or event depends on the frame we put mound it. How many of you have a bad script in your head and it's looping over and over? Do any of you have a picture or a situation that you just can't forget about? Lets try some refraining. I want you to take a second and think about an incident that has upset you recently. Don't make it a 10 on the Richter scale. Make it lower than a 6. Run this incident through your head frame by frame like a movie. Close your eyes if it helps you. Try and see it, hear the audio track, are there any smells attached to it? Be there in that moment. Now run the movie again except mat this time it is in black and white. Run your black and white movie again only now add an absurd sound track to it. Choose a sound track that just doesn't fit with the situation or make the person in it have a Daffy Duck voice. Now run it one last time but change the viewpoint. When you see it in your mind, sec- it far, Far away or be looking down at it so that it appears (o be very small from a bird's eye point of view. Now think of the situation again. Does anyone feel a difference in its intensity? Less? We simply want to change the meaning of the event that is sent to die brain.

b)

What is in your head comes true in your life Nothing has any power over us except the power we give it in our own thoughts. Feeling stressed can be a direct result of what you are saying to yourself. The quality of your life is determined by what you communicate to yourself]. if you are anticipating a certain type of reaction when you see a particular person, go to a particular place or when it is a specific time of day etc. then that is exactly how you will feel . What you think is how you feel. How you feel is what you say What you say is what you do. Choose carefully what you say to yourself. c) Change your physiology Have you ever watched people when they are experiencing stress? We all have a particular way we hold our bodies when we are experiencing that flight or fight, signal. Change your physiology and you will change how you are feeling. Take on the body language that you use when you are confident and in control and that is how you will feel. Put a smile on your face, even if it feels artificial and take deep even breaths. d) Refocus on your intention or purpose 1 often feel stressed when I try and do a dozen things at once and need to stop and refocus. What is my intention here? What am I trying to accomplish? Often simply refocusing on the here and now and accomplishing one thing at a time will calm down. Your mind and body are part of one system Take care of yourself we react differently to stress, based on how we feel physically. Al! too often we simply don't put; ourselves first The end result is that we end up with no physical or emotion:)!resources left and take it out on everyone around us. In the long run we can also end up with serious illness. In order to cope with stress effectively we have to eat well, exercise regularly and get enough sleep. We all know what we have to do to care for our physical needs but we also need to take care of our spiritual and mental health as well. Take a course, learn something brand new, write every day, meditate or find times in the day to be totally silent. Spend time each day doing those things that you are passionate about. Remember to breath, both literally and figuratively! HANDLING STRESS A STEP BY STEP METHOD Shiv Khera needs no introduction. As motivational speaker, corporate guru and consultant, he has few equals. Stress is the major problem of our times, one reason for stress, as I see it, is going against the value system. The first time you cheat or have been dishonest, your conscience is bound to trouble you. And even when you have made it a habit, a lifestyle, it will continue to make you uneasy. It is a pity, but dishonesty is considered perfectly all right by manya way to cope with the modem times. "Do wrong it doesn't matter, as long as you don't get caught." This seems to be the guiding principle. Leading to a willingness to sacrifice the nation's or the larger interests for our own. Our behavior is a

reflection of our internal state. If we are doing wrong, our conscience keeps troubling us and this reflects itself as stress. There are ways of handling stress. "Handle" is the key word, rather than solve. We can't "solve" every problem, but we sure can "handle" every problem. A Step by Step Method The First Step: Ask yourself: Is it a problem or an s inconvenience? Nine times out of 10 it will turn out to be an inconvenience. And so no great cause for worry. Say the serenity prayer: "God grant me the serenity to accept the things I can't change, the courage to change the things I can and the wisdom to know the difference." Remember, there are many things that just cannot be changed, like parents or skin color And so many other things in your life. Learn to accept these things graciously, it will relax you; if you accept them grudgingly, it will stress you. About the second, if you can change things, then go ahead and act. Why brood over it? From my own experience as well as that of many I know, this prayer and the attitude contained in the prayer can be very energizing and tension-releasing. The Second Step: Write down the problem. It crystallizes the issue. Now you know clearly what you have to face. The Third Step: Next, ask yourself what is the worst that can happen? Visualize it and accept it, but don't expect it accepting it releases the tension and gives you a burst of energy in your system. However, don't, as cautioned, expect ityou will be overwhelmed by anxiety. The Fourth Step: Find the causes. This helps in constructive problem-solving. The Final Step: Find possible solutions. And having zeroed in on the best solution, act. Action is all-important. And then move on. It is important to keep the problem in perspective. Don't blow it out of proportion. Everyone has problems, how we face them distinguishes one individual from another. Circumstances don't make a man, they reveal him. Under the same set of circumstances, some people break records, others (lesser ones) break themselves. I once met Norman Vincent Peale, the legendary exponent of positive thinking. Me was addressing a congregation on how to face life's problems. He asked the persons assembled there to raise their hands if anyone had a problem. Everyone did. How many want to get rid of their problems, he asked? Again, everyone raised their hands. He explained that on the way to the church, he had encountered a set of people who'd no problems and were in possession of complete peace of mind. The place where he had met these people was the cemetery a few yards away from that church. Don't be afraid of or resist a problem. A problem is a sign of life. It means we are alive, and life's chief characteristic is the existence of problems. Some stress is indeed useful: it challenges you and acts as a stimulus to great performance. However, chronic stress is bad and must be avoided at all costs because it is both physically and emotionally damaging. Another way to avoid stress, is to have realistic goals. The problem with most people who suffer stress and psychosomatic disorders, especially corporate executives, is their pursuit of unrealistic goals. Goals should be out of reach (this makes for a challenge), but not out of sight (this is demodulating and stressful).

This is the crisis in many parent-child relationships in our country today. Parents have unrealistic goals and force them on their children. The reason is the competition. There are too few seats (in schools, colleges, at the workplace) being chased by too many students and aspirants. And when the child fails either to' secure the seat or the job, he or she acquires an inferiority complex, given all the pressure put on him or her and all the emphasis on winning by the parents so far. Failing doesn't mean you are a failure. In a scenario where there are too few rewards and too many aspirants, failing is got to happen somewhere. But the parents' duty is to explain that failing doesn't mean [hat the child is a failure, and to restore his self-esteem. Another stress-handling method, forgive oneself for past mistakes. And forgive others too. Nobody's flawless and nobody's lived life without making mistakes. Guilt and resentment are the result of not forgiving oneself and can be highly stressful. And revenge is senseless; it wastes the energy we could use constructively in our own betterment. However, this doesn't mean you don't learn from the other's evil and cunning and stay on guard against him or her. Cheat me once, it's a shame on you, but if I get cheated twice (by you, the same person) shame on me. John Kennedy said: "Forgive the deed but don't forget the man." What Can Be Done About Job Stress? Stress Management Theresa's company is providing stress management training and an employee assistance program (EAP) to improve the ability of workers to cope with difficult work situations. Nearly cine-half or large companies in the United States provide some type of stress management training for their workforces. Stress management programs teach workers about the nature and sources of stress, the effects of stress on health, and personal skills to reduce stressfor example, time management or relaxation exercises. (Heaps provide individual counseling for employees with both work and personal problems.) Stress management training may rapidly reduce stress symptoms such as anxiety and sleep disturbances; it also has the advantage of being inexpensive and easy to implement. However, stress management programs have two major disadvantages: The beneficial effects on stress symptoms are often short-lived. They often ignore important root causes of stress because they focus on die worker and not die environment. Organizational Change. In contrast to stress management training and EAP programs, David's company is trying to reduce job stress by bringing in consultant to recommend ways to improve working conditions. This approach is the most direct way to reduce stress at work. It involves the identification of stressful aspects of work (e.g., excessive workload, conflicting expectations) and the design of strategies to reduce or eliminate the identified stressors. The advantage of this approach is that it deals directly with the root causes of stress at work. However, managers are sometimes uncomfortable with this approach because it

can involve changes in work routines or production schedules, or changes in the organizational structure. As a general rule, actions to reduce job stress should give top priority to organizational change to improve working conditions. But even the most conscientious efforts to improve working conditions are unlikely to eliminate stress completely for all workers. For this reason, a combination of organizational change and stress management is often the most useful approach for preventing stress at work. How to change the organization to prevent job stress? Ensure that the workload is in line with workers capabilities and resources. Design jobs to provide meaning, stimulation and opportunities for workers to use their skills. Clearly define workers roles and responsibilities. Give workers opportunities to participate in decisions and affecting their jobs. Improve communicationsreduce uncertainty about career development and future employment prospects. Provide opportunities for social interaction among workers. Establish work schedules that are compatible with demands and responsibilities outside the job. American Psychologist Preventing Job Stress Getting Started No standardized approaches or simple "how to" manuals exist for developing a stress prevention program. Program design and appropriate solutions will be influenced by several factors die size and complexity of the organization, available resources, and especially the unique types of stress problems faced by the organization. In David's company, for example, the main problem is work overload. Theresa, on the other hand, is bothered by difficult interactions with the public and an inflexible work schedule. Although it is not possible to give a universal prescription for preventing stress at work, it is possible to offer guidelines on the process of stress prevention in organizations. In all situations, the process for stress prevention programs involves three distinct steps: problem identification, intervention and evaluation For this process to succeed, organizations need to be adequately prepared. At a minimum, preparation for a stress prevention program should include the following: Building general awareness about job stress (causes, costs, and control) Securing top management commitment and support for the program Incorporating employee input and involvement in all phases or the program Establishing the technical capacity to conduct die program (e.g., specialized training for in-house staff or use of job stress consultants) Bringing workers or workers and managers together in a committee or problemsolving group may be an especially useful approach for developing a stress prevention program. Research has shown these participatory efforts to be effective in dealing with ergonomic problems in the workplace, partly because they capitalize on workers' firsthand knowledge of hazards encountered in their jobs. However, when forming such

working groups, cure must be taken to be sure that they are in compliance with current labor laws.

STEPS TOWARDS PREVENTION Low morale, health and job complaints, and employee turnover often provide the first signs of job stress. But sometimes there are no clues, especially if employees are fearful of losing their jobs. Lack of obvious or widespread signs is not a good reason to dismiss concerns about job stress or minimize the importance of a prevention program. Step 1 Identify the Problem. The best method to explore the scope and source of a suspected stress problem in an organization depends partly on the size of die organization and die available resources. Group discussions among managers, labor representatives, and employees can provide rich sources of information. Such discussions may be all that is needed to track down and remedy stress problems in a small company. In a larger organization, such discussions can be used to help design form surveys for gathering input about stressful job conditions from large numbers of employees Regardless of the method used to collect data, information

should be obtained about employee perceptions of their job conditions and perceived levels of stress, health, and satisfaction The list of job conditions that may lead to stress and the warning signs and effects of stress provide good starting points for deciding what information to collect. Objective measures such as absenteeism, illness and turnover rates, or performance problems can also be examined to gauge the presence and scope of job stress. However, measures are only rough indicators of job stressat best. Data from discussions, surveys, and other sources should be summarized and analyzed answer questions about the location of a stress problem and job conditions that may be responsiblefor example, are problems present throughout the organization or confined to single departments or specific jobs? Step 2 Design and Implement Interventions: Once die sources of stress at work have been identified and the scope of the problem is understood, die stage is set for design and implementation of an intervention strategy. In small organizations, the informal discussions that helped identify stress problems may also produce fruitful ideas for prevention. In large organizations, a more formal process may be needed. Frequently, a team is asked to develop recommendations based on analysis of data from Step 1 and consultation with outside experts. Certain problems, such as a hostile work environment, may be pervasive in the organization and require company-wide interventions. Other problems such as excessive workload may exist only in some departments and thus require more narrow solutions such as redesign of the way a job is performed. Still other problems may be specific to certain employees and resistant to any kind of organizational change, calling instead for stress management or employee assistance interventions. Some interventions might be implemented rapidly (e.g., improved communication, stress management training), but others may require additional time to put into place Before any intervention occurs, employees should be informed about actions that will be taken and when they will occur. A Kick-off event, such as an all-hands meeting, is often useful for this purpose. Step 3 Evaluate the Interventions. Evaluation is an essential step in the intervention process. Evaluation is necessary to determine whether the intervention is producing desired effects and whether changes in direction are needed. Time frames for evaluating interventions should be established. Interventions involving organizational change should receive both short- and long-term scrutiny. Short-term evaluations might be done quarterly to provide an early indication of program effectiveness or possible need for redirection. Many interventions produce initial effects that do not persist. Long-term evaluations are often conducted annually and are necessary to determine whether interventions produce lasting effects. Evaluations should focus on the same types information collected during the problem identification phase of the intervention, including information from employees about working conditions, levels of perceived stress, health problems, and satisfaction. Employee perceptions are usually the most sensitive measure of stressful working

conditions and often provide the first indication of intervention effectiveness. Adding objective measures such as absenteeism and health care costs may also be useful. However, the effects of job stress interventions on such measures tend to be less clearcut and can take a long time to appear. The job stress prevention process does not end with evaluation. Rather, job stress prevention should be seen as a continuous process that uses evaluation data to refine or redirect the intervention strategy. 7 Successful Stress Management Techniques Everyone needs successful stress management techniques. Easy to learn and easy to implement, you can use them for your own stress management or teach them to help others manage theirs. 1. Make stress your friend Acknowledge that stress is good and make stress your friend! Based on the body's natural "fight or flight" response, that burst of energy will enhance your performance at the right moment I've yet to see a top sportsman totally relaxed before a big competition. Use stress wisely to push yourself that little bit harder when it counts most. 2. Stress is contagious Stressed people sneeze stress germs indiscriminately and before you knew it, you are infected with stress germs too! Protect yourself from stress germs by recognising stress in others and limiting your contact with them. Or if you've got the inclination, play stress doctor and reach them how to better manage their stress. 3. Copy good stress managers When people, around are losing their bead, which keeps calm? What are they doing differently? What is their attitude? What language do they use? Are they trained and experienced? Figure it out from afar or sit them down for a chat. Learn from the best stress managers and copy what they do. 4. Use heavy breathing You can trick your body into relaxing, by using heavy breathing. Breathe slowly for a count of 7 then breathe out for a count of 11. Repeat the 7-1l breathing until your heart rate slows down, your sweaty palms dry ff and things start to feel more normal. 5. Stop stress thought trains It is possible to tangle yourself up in a stress knot all by yourself. "If this happens, then that might happen and then we're all up the creek!" Most of these things never happen, so why waste all that energy worrying needlessly? Give stress thought-trains die red light and stop them in their tracks. Okay so it might go wrong - how likely is that, and what can you do to prevent it? 6. Know your stress hot spots and trigger points Presentations, interviews, meetings, giving difficult feedback, tight deadlines? My heart rate is cranking up just writing these down! Make your own list of stress trigger points or hot spots. Be specific. Is it only presentations to a certain audience that get you worked up? Does one project cause more stress than another? Did you drink too much coffee? Knowing what causes you stress is powerful information, as you can take action to make it less stressful. Do you

need to learn some new skills? Do you need extra resources? Do you need to switch to de-caffeinated coffee? 7. Eat, drink, sleep and be merry! Lack of sleep, poor diet and no exercise wreaks havoc on our body and mind. Kind of obvious, but worth mentioning as it's often ignored as a stress management technique. Don't burn the candle at both ends! Yoganomics In The Corporate Age Jetsetting corporate employees are turning to yoga as much as ergonomics in the office environment to fight work pressures. Reema Sisodia navigates through the corporate jungle to find yogic relevance in the stress-saturated workplace From the much publicized strict routine of Ashtanga Yoga that Madonna so famously adopted to having October 3 being declared as BKS Iyengar Day by City & County ot San Francisco in honor of the famous exponent, the 5,000-year old yoga tradition has definitely come a long way. More and more people are going back to their roots to look for answers that promise to solve their 21st century complaints. What is cementing its position firmly as the numero uno stress buster among working men and women is that yoga is seen as a definite, albeit gradual, healing process. This all-in one formula that is acting as a soothing agent for the burned-out corporate is only growing on the popularity charts. Corporate World, A Fast Follower Statistics reveal that the corporate segment is one the fastest growing clientele for yoga and stress management institutes. Companies are beginning to realize that their employees need a structured solution to manage stress and large corporate, multinationals and employee-friendly companies have already set the ball in motion. With the influx of foreign companies, the organizational culture is changing and companies are becoming more open to trying out new methods to boost employee productivity and morale. As a result, yoga is gaining acceptance as an effective tool, which can well be the beginning of a health revolution. The statement made by Balvinder Chandiok, an Art of hiving Foundation Course teacher reiterates this fact. According to him, the number of corporate classes in Mumbai has jumped from around 70 per year since 2000 to 100. (Source: CNN News). The government-recognized The Yoga Institute in Santacruz, Mumbai, founded by Shri Yogcndraji in 1918, also holds sessions for corporates. According to research conducted by the institute, more than 90 per cent of ailments emerge in the mind that get reflected in the body. A yoga trainer from the institute says, "For more than 10 years now, we have been holding workshops for leading corporate houses ranging from BPOs, entertainment industry, media, etc on stress management. We have a special cell with experienced teachers who conduct such workshops. Our aim is to introduce them to the wonders of yoga and make it a part of their daily life."

Working people, especially the young blood, are now realizing the importance of the age-old traditional and science of yoga and are ready to make that 360-degree turn. An executive of Tata Motors, who experienced a two-day workshop with VibrantLife, says, "This was the first time that I was introduced to yoga and relaxation techniques and I can feel the difference in just two days." A key lesson his colleague says he learned is that self control rather than control of others leads to better stress management. Executives from JM Morgan Stanley, when interviewed after a half-day session with VibrantLife, too felt that the relaxation technique were ?.n absolute winner. Some even admitted that yoga actually showed them the extent to which they had abused their bodies. Nandita explains that it is vital that the workshop-offers techniques that can be done at t'-e workstation itself without laying down the mat: or looking for a secluded corner or room to practice. "Most of our waking time is spent in office and it is important to introduce techniques that are simple, practical and effective. hence, we turn the workstation to a fitness station," she adds. A Part Of Company HR Policy Organizations such as ABN AMRO Bank have laid increased emphasis on fitness and health of their employees. Kumkum Nongrum, head (Learning & Development) at ABN AMRO, says, "Our leadership program Tit-in-job' module is based on the thought that a fit body is a fit mind. Yoga has been an important aspect of our company fitness program apart from other fitness regimes that we offer our staff. We outsource the yoga program and hire experts in the field as well and insist on the combination of mediation and nutrition with our yoga curriculum. Our staff has taken very well to yoga as we have recorded a 40 per cent participation increase between two yoga modules, which are designed across a certain time frame." International Popularity Yoga's popularity has transcended borders and made its impact felt even in the corporate sector of the western world. Sizable amounts are being spent on yoga workshops in Europe, US and China. Phil Aston, a yoga expert based in UK has been conducting workshops for many years now and confirms the fact that yoga has all the answers with regards to stress management. He believes that the demand for corporate yoga is definitely on the rise and trains others to conduct corporate yoga sessions. Gopalan concludes saying, "Yoga is beautiful as it shows results even through simple methods like breathing the right way. The technique of conscious relaxation has proved to be popular among corporates. Many participants have got back to us saying that it refreshes and rejuvenates them to face die remaining part of the day without fatigue." But she warns renders that little knowledge can be dangerous. Yoga should be learned practiced only under professional guidance especially for beginners, and she recommends joining only reputed institutes and experts with credibility. Stress Prevention Programs: What Some Organizations Have Done

A department head in a small public service organization sensed an escalating level of tension and deteriorating morale among her staff. Job dissatisfaction and health symptoms such as headaches also seemed to be on the rise. Suspecting that stress was a developing problem in the department, she decided to hold a series of all-hands meetings with employees in the different work units of the department to explore this concern further. These meetings could be best described as brainstorming sessions where individual employees freely expressed their views about the scope and sources of stress in their units and the measures that might be implemented to bring the problem under control. Using the information collected in these meetings and in meetings with middle managers, she concluded that a serious problem probably existed and that quick action was needed. Because she was relatively unfamiliar with the job stress field, she decided to seek help from a faculty member at a local university who taught courses on job stress and organism on a! behavior. After reviewing the information collected at the brainstorming sessions, they decided it would be useful for the faculty member to conduct informal classes to raise awareness about job stressits causes, effects, and preventionfor all workers and managers in the department. It was also decided that a survey would be useful to obtain a more reliable picture of problematic job conditions and stress-related health complaints in the department. The faculty member used information from the meetings with workers and managers to design the survey. The faculty member was also involved in the distribution and collection of the anonymous survey to ensure that workers felt free to respond honestly and openly about what was bothering them. He then helped the department head analyze and interpret the data. Analysis of the survey data suggested that three types of job conditions were linked to stress complaints among workers: Unrealistic deadlines Low levels of support from supervisors Lack of worker involvement in decision-making. I having pinpointed these problems, the department head developed and prioritized a list of corrective measures for implementation. Examples of these actions included (1) greater participation of employees in. work scheduling to reduce unrealistic deadlines and (2) more frequent meetings between workers and managers to keep supervisors and workers updated on developing problems. Stress in Today's Workplace The longer he waited, the more David worried. For weeks he had been plagued by aching muscles, loss of appetite, restless sleep, and a complete sense of exhaustion. At first he tried to ignore these problems, but eventually he became so short tempered and irritable that his wife insisted he get a checkup. Now, sitting in the doctor's office and wondering what the verdict would be, he didn't even notice when

Theresa took the seat beside him. They had been good friends when she worked in the front office at the plant, but he hadn't seen her since she left three years ago to take a job as a customer service representative. Her gentle poke in the ribs brought him around, and within minutes they were talking and gossiping as if she had never left "You got out just in time he told her. "Since the reorganization, nobody feels safe. It used to be that as long as you did your work, you had a job. That's not for sure anymore. They expect the same production rates even though two guys are now doing the work of three. We're so backed up I'm working twelve-hour shifts six days a week. ! .swear I hear those machines humming in my sleep. Guys are calling in sick just to get a break. Morale is so bad they're talking about bringing in some consultants to figure out a better way to get I he job done." CASE 2 "Well, I really miss you guys," she said. "I'm afraid I jumped from the frying pan into the fire. In my new job, the computer routes the calls and they never stop- I even have to schedule my bathroom breaks. All 1 hear the whole day are complaints from unhappy customers. I try to be helpful and sympathetic, but i can't promise anything without getting my boss's approval. Most of the time I'm caught between what the customer wants and company policy. I'm not sure who I'm supposed to keep happy- The other reps are so uptight and tense they don't even talk to one another. We all go to our own little cubicles and stay there until quitting time, to make matters worse, my mother's health is deteriorating. If only I could use some of my sick time to look after her. No wonder I'm in here with migraine headaches and high blood pressure. A lot of the reps are seeing the employee assistance counselor and taking stress management classes, which seems to help. But sooner or later, someone will have to make some changes in the way the place is run." Conclusion For David and Theresa, the situation is differentthe challenge has turned into job demands that cannot be met, relaxation has turned to exhaustion, and a sense of satisfaction has turned into feelings of stress. In short, the stage is set for illness, injury, and job failure. The Nine Stress Management Tips 1. Know what stresses you most. Not your co-worker, friend, husband, or wife. YOU!! Get your feelings out. Write them out and describe each situation. Share all bad feelings with a friend or in a journal. Before you can conquer your stresses you must know what is stressing you.

2. Say no. Focus on your own goals, not your spouse's or parents'. You must know yourself, your dreams, and your passions. If asked to chair another group or take on another responsibility, look at your mission statement or goals for the day. If it is does not fit it there say thank you but I just cannot. Saying no is one of the hardest things in life, but will help make you a success in your chosen field. 3. Learn to relax . Work hard but know when to take time off to be with the family, go to the beach, or read a book. Work all day if you must but when you get home play, watch cartoons, or tell your child a story. This allows stress tension to go away and helps you calm the heart's pace and digest food normally, and protect your immune system. Learn to meditate and take deep breaths to calm down 4. Eat healthy . Eat less junk food and more fruit and vegetables for an amazing overall lowering of stress levels. We can actually lower the amount of the bad stress hormone, Cortisol, by taking vitamins. Take those vitamin pills daily. 5. Keep laughing . Keep a sense of humor. Studies show a good attitude helps lower cancer rates, makes surgery more effective, and keeps a relationship together through hard times 6. Ask yourself WHY . Why are you doing this? Write down your wants, needs, goals, hopes, and dreams. Does what you are doing now help you get fulfill any of these things? What is your motivation? The more you understand why you doing what you are

doing the less stress you will have. If you cannot come up with a good reason, then stop doing it.

7. Stay active . Exercise is a great way to relive tension and gives you a great break from exams. A healthy body makes a happy body. Even a three minute jog is helpful at taking your mind off your pressures. You'll come back with an acute focus and renewed energy. 8. Follow your bliss. Try to know which subjects and type of people you enjoy. Structure your life around activities that you love. Joseph Campbell, a wise philosopher, advises you to follow your bliss. The more you do in life that goes with your own flow, the more passion you'll have for what you do 9. Organize and Prioritize. Do the worst and hardest tasks first. Keep a to-do list and calendar with you at all times. If you fail to plan, you plan to fail. CORPORATE STRESS

The fact that animate human resources are as vital as the inanimate plane and machinery for any organization is just stating obvious. Efficiency and productivity of modern organization largely depend on a sound and committed workforce. Thus, quality of human resources assumes an even greater significant in the modern-day world. The WHO has predicted that by 2020 depression is likely to spread its vicious tentacles as the second largest global factor contributing to the increase in a number of unproductive years in an individuals life. In view of the paucity of related data ns scenario, only on a global platform can the far reaching impacts of corporate stress be fathomed. It is estimated that over 150$bn is wasted due to corporate stress related failures, resulting in absenteeism, low employee morel, poor job satisfaction, ultimately leading to reduce performance standards, the survey of the economy of the UK is no exception; estimates reflect the total cost of job stress to be 2$bn. Xerox corporation estimate portray the cost of losing 1 executive to stress-related illness to be about $6,00,000bn, thus it is evident that stress is not only troublesome but also expensive. COST OF CORPORATE STRESS: The fact that corporate stress is expensive is evidence from the finding of the following empirical survey: Stress-related illnesses cause losses upto 30 times the working days which are lost due to industrial disputes [configuration of British industry (CBI) Report,1992]. Stress-related mental illness is responsible for the loss of 80million working days(CBI report, 1993) Around 28% of problem in an employees family life can be attributed to job stress. On an average, a company spends a quarter of their after tax profits on medical bills. In the US, stress-related problems are linked to half of all premature deaths. (Davis & Teasdelle,1994). Stress-related is responsible for an average employee being absent from the work place for one-and-half years of his/her working life. As per CBI survey conducted in 1993, 60% of companies now claim to ensure that jobs are in consonance to their personality, so that stress can be eradicated.

 The mind survey conducted in 2005, estimates that approximately 30-40% of all sickness and absenteeism is attributable to mental and emotional disturbances among employees at work places. It is observed that out of every 10 people, one seeks psychiatric help at some time or the other in his or her life time, as reported in the mind survey conducted in 2005. Causal Factors Leading to Organizational Stress Job stress is a major phenomenon that cripples organizational life. Earlier, the victims of job stress were mostly people in their middle age; but unfortunately with complexities of modern age and information technology revolution, stress-related disorders have begun to affect people in their early 20s or even late teens. The antecedents of stress or the so-called stressors, affecting today's employees, are diagrammatically represented in Exhibit 1. As shown, these causes originate from factors that are both external and internal to the organization. The below diagrammatic exposition represents the extent of influence that each factor exerts on stress. Three factors have been identified to be the causal factors contributing to job stress: Environment Stressors Organizational Stressors Individual Stressors. Stressors Effecting Today's Employees

The magnitude of stress depends on the proximity of the stressor to the job and the individual. As is evident, individual dispositions affect stress outcomes the most, environmental stressors have the least impact, whereas organizational factors are observed to exert a moderate degree of stress k is now important to take a closer look at each of these factors in detail: Environmental Stressors Although most analyzes of job stress ignore the importance of exogenous factors and events, it is now increasingly becoming clear that these do have a tremendous impact. Modern researchers opine that job stress is not just limited to factors that are internal to the organization but also to the ones that are external. Environmental stressors include societal or technological, financial, economic, political impacts, etc. For a majority of people in recent years, their financial situation has also proved to be a major cause of stress. Many people have been forced to take up a second job, or the spouse has had to enter the work force in order to make ends meet. This reduces time for recreational and family activities Changes in business cycles create economic imbalances. When the economy is contracting, people become increasingly anxious about their job security. Political factors also contribute to

job stress. Political threats and changes in developed countries like the US and Canada can also induce stress. Technology is another environmental factor contributing to job stress. New innovations, discoveries can make an employee's skills and experience obsolete in a very short time; computers, automation and other improved forms of technological innovations pose a potential threat to many people and cause stress. Terrorism is another potential cause, of environment-induced stress in the 21" Century. For instance, the terrorist attack on the World Trade Center on September 11, 2001, opened s new dimension of terrorism-related stress for the Americans. Organizational Stressors Besides potential stressors that occur outside the organization, there are a few stressors which are associated within the organization itself. Although the organization is an association of lndividuals, there are varied macro-level dimensions that are unique to the organization which contain potential stressors. These factors can be categorized as task, role, interpersonal, organizational pressures, etc, Task pressures are the ones that relate to a person's job, working conditions, physical work, layout, etc. for instance, working in a damp, uncongenial work environment can increase anxiety and stress. Role pressures relate to the demands placed on a person on account of a particular role he or she has to play in the organization. Role conflict creates expectations that may be hard to reconcile or satisfy. Role overload is experienced when more is expected from the employee what he or she is capable of. Interpersonal pressures are created by otter employees in an organization. Non-cooperation from other employees and poor interpersonal relationships can cause considerable degree of stress among employees, especially the ones with a high social need. Similar to a product, all organizations too pass through a life cycle. They are born, they and become mature and eventually decline. Employees face different problems and pressures during the course of an organization's life cycle; particularly the birth and decline stages of an organization's life cycle ate the most stressful for them. The establishment stage is characterized by a great deal of excitement and uncertainty, while the decline stage demands cutbacks, layoffs, retrenchment, etc. The incidence of stress is observed to be the least in the maturity stage, during which risks and uncertainties are the least. Individual Stressors Although an average employee works for about 50 hours a week, yet the hazards, problems that people encounter in the remaining 120 non-working hours can impact one's job. This encompasses factors prevalent in the employee's personal life. Primarily, these factors range from personal family issues those which are inherent to an individual's personal characteristics. Various surveys have consistently revealed that people hold family and persona! relationships dear. Marital problems, the breaking off of a relationship, discipline troubles with children are examples of relationship problems that tend to create stress for employees and even influence job performance. Economic problems are created by individuals, who overextend their financial resources and give rise to a fresh set of personal troubles that in turn prove stressful for them and distract their attention from their work. Regardless of one's income level these problems crop up because most people are poor money managers or have wants which always seem to exceed their earning capacity, aggravating symptoms of stress.

Table: Stress Scores According to their Magnitude Rank Score 1. 2. 16. 17. 20. 31. 35. 42. SO. 60. 103. 104. 119. 149. 173. Jobs US President Senior Executive . Advertising Account Executive Real Estate Agent Stock Broker. Lawyer Insurance Agent Advertising Salesperson College Professor School Principal Market Research Analyst Personnel. Recruiter Economist. Retail Salesperson Accountant Street Stress Score 176.6 108.6 74.6 73.1 71. 7 64.3 63.3 59.9 54.2 51.7 42.1 41.8 38.7 34.9 31.1 journal 1997

Source;Adapted from the Wall Dow Jones's & Company Inc.

Effects of Corporate Stress It's evident that stress stems from multifarious sources and exerts tremendous influence on the people who experience it. It is apparent that the effects of stress are extremely powerful and farreaching. In fact, so widespread are the antagonistic effects of stress, that it has been estimated that its annual costs exceed 10% of the US GNP Stress and Job Accomplishment The most recent evidence available suggests that stress exerts negative influence on job performance. Differently put, job performance levels are lowered even by relatively low levels of stress. The greater the stress people encounter on the job, the more adversely affected their job performance tends to be. There has been a significant amount of research investigating the stressjob accomplishment relationship. The most widely studied pattern in the stress-performance literature is the invertedU relationship which is represented in the following exhibit.

The logic underlying the inverted "U" is that low to moderate levels of stress stimulate the body and increase its ability to react. Individuals then often perform their tasks better, but excessive amounts of stress constrains a person and lowers his/her job performance. It is further argued that even moderate levels of stress can have a negative influence on performance in the long term', and continued intensity of the stress wears down an individual fast, and exhausts his or her energy resources. Stress and Desk Rage A manifestation of stress on job in recent years is the job/desk rage lashing out at othersas a consequence of stressful encounters on the job. Research reveals that office workers have been known to behave violently towards others when stressed out by long hours and difficult working conditions. This may take different forms, ranging from yelling or verbal abuse at co-workers to crying over work-related issues, to physical violence or even hitting a co-worker. Burnout - Leading to Psychological Symptoms Stress can cause dissatisfaction, job dissatisfaction in fact is "the simplest and most obvious psychological effect" of stress. Stress shows itself in other psychological statestension, anxiety, irritability, boredom and procrastination. Stress-affected people are often described to suffer from burnout, which is a syndrome of emotional, physical and mental exhaustion coupled with feelings of low self-esteem or low self-efficacy. ^ Physiological and Health Syndrome Research estimates reveal that stress accounts for around 50-70% of all forms of physical illness, It was predominantly due to the fact that the topic was researched by specialists in the health and medical sciences. This research led to the conclusion that stress can cause change^ metabolism, increased heart and breathing rates, increased blood pressure, headaches, induced heart rate, insomnia, etc. Stress Survival Sutras in Organizational Framework

Since change is a constant phenomenon in life, stress is also an integral part of it. Moreover, as refuse to perish under it, we need to adhere to the bottom line for survival. From the organization standpoint, the management may not be concerned when employees experience low to mode levels of stress. The reason for this being: Such levels of stress may be functional and may le; higher employee performance. But, high levels of stress are even low levels of stress sustained long period of time can lead to reduced employee performance and thus may require manage intervention. It is crystal clear that stress stems from multifarious factors and conditions that are al impossible to eliminate. However, concrete steps can be taken to minimize its harmful Fortunately, at the organizational level, several effective strategies are available for coping with this malady. Many companies have now introduced systematic programs designed to help employees reduce or prevent the occurrence of stress altogether. The underlying assumption of all these programs is: Minimizing employee's adverse reactions to stress will consequently lead to less absenteeism, thereby resulting in more productivity on the job. Wellness Programs Organizationally-supported wellness programs focus on the employees' total physical and mental conditions. Research studies indicate that around 56% of today's large companies have wellness programs which involve workshops, orientation programs, etc., to help people quit smoking, control alcohol use, lose weight, eat better and develop healthy lifestyles. The organization is a mere vehicle to facilitate employee involvement. Absence Control Programs It is acknowledged that employees do need to take time off from the job to reduce the incidence of stress; few companies are offering programs that provide employee flexibility so that employees are given time off from work. Typically, employees take time off when they are suffering problems caused by stress. Absence control programs are effective since they allow employees to take time off, before problems crop up or aggravate leading to discontentment among employees. Employee Assistance Programs A recent survey report suggests that almost two-thirds of all major companies have incorporated employee assistance programs in place. Such programs deal with various issues like personal problems, e.g., substance abuse, career planning, financial and legal problems. E-therapy or counseling assistance is another program that is gaining popularity these days. Here, people with psychological problems communicate with trained counselors via e-mail. Stress Management Programs Systematic efforts to train employees in a variety of stress-managing techniques like meditation, relaxation, recreation, etc., can be helpful for employees. This approach may not be what many employers approve of but is slowly gaining popularity. Defusing Corporate Stress The health and wellness of workers is not only a matter of serious concern for the employees them selves, but also for the employer. It is a well acknowledged truth that better the health of workers, the greater will be the productivity, profit and corporate success. It is therefore the duty of the employer to ensure that workers are made to work in a congenial work environment, conducive to their well-being, free of mental, physical and social stressors. Following are the measures that aim at reducing employee stress in an organizational setting:

The employer should ensure that the workplace environment is conducive to the wellbeing of employees; for example, the workplace needs to be well ventilated, well illuminated, non-humid and free from external disturbances like vibrations, gases, fumes, etc. The job profile of employees should be made in such a way that they find it meaningful, exciting, challenging and enterprising. Family responsibilities, demands and commitments are of prime importance for any individual which the employer should keep in mind. The employer should avoid setting unattainable deadlines for workers which expose the employees to greater magnitudes of stress. The employer should punctuate laborious work routine with intermissions and breaks. Working hours should be made more flexible and the time schedule must be realistic. The employees should be provided with job security, good salary, promotional opportunities and satisfactory retirement benefits that boost their morale. The employers should facilitate participative decision-making, provisions for free interactions with colleagues and co-workers should be available. The employers should provide the workers with facilities for yoga, exercise, relaxation, etc Last, but not the least the employer should ensure that the nature of the job is such that workers are not exposed to a great deal of physical difficulties in performing their work vis-vis a non physiological posture of carrying out any work requiring full contraction of muscles for long periods at a stretch, etc.

STRESS MANAGEMENT TOOLS Following are some practical ways to benchmark the current stress levels and monitor future stress-related conditions: Absences: maintaining a register for marking the number of absentees at regular interval of time can reveal the cause of stress. There may be a chance that the number is increasing due to the increased stress. Tardiness: with the help of daily report and weekly summaries, an analysis of the reasons why employees come late can be done. Medical claims: by analyzing the data of their health insurance companies, organizations can find out if their employees are victims of stress. Professional assistance: professional trainers can help employees to trace out the root cause of stress which develops into physical ailments and guide them accordingly. Complaints or grievances: departments with the greater number of complaints have to be facilitated with some stress-control strategies. Accident reports: research done on the accidents may reveal the effect of the stress over mind and the cause of the accident. Errors in judgment or misstatements: some employees are prone to errors and make wrong decisions. Hence companies should monitor their employees decision-making and estimate the cost of a wrong decision to the company. Personal relationships: the behavior of people changes as per the situation. Hence, companies should be proactive by taking appropriate action whenever required so that stressful relationships are prevented.

Customer service problems: companies can analyze their employees are facing stress because of customer service problems and can take measures to reduce the errors involved while taking customers orders, shipping, invoicing, etc. Quality problems: a quality report should contain the description of stress-related activities and their trends among certain employees or departments. This can help finding the cause of stress and eliminating it. DATA ANALYSIS & interpretation

DATA ANALYSIS In analysis part study mainly focuses on the employees of this organization. The analysis part mainly focuses on different aspects of stress management techniques in the organization. The analysis part depends upon the questionnaire. The questionnaire consists of question/variables on the different levels of stress and its management development The survey was conducted by taking the sample of 60. The following pages depict the information collected from the survey and is presented in an easy way to understand, in tabular form and graphs using certain statistical techniques, percentage

methods. Each of the tables carries necessary explanation for understanding and arriving at a conclusion. The attributes used in the table, from the questionnaire are as follows: SA A N D SD _ _ _ _ _ STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE

TABLE-1 1) Do you feel that your work hours are appropriate? Working hours of the employees are appropriate. ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 36 18 0 6 0 60 60 30 0 10 0 100

SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table, it is evident that 60% of the employees strongly agree and 30% of the employees agree that The company provides effective working hours.10% of the employees feel that the working hours are not appropriate.

Table-2 2) Do you feel that environment in the office is congenial to work comfortably? Congenial Working Environment ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 36 12 0 6 6 60 60 20 0 10 10 100

SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table, it is evident that 60% of the employees strongly agree and 20% of the employees agree that the company. Provides congenial work environment.

TABLE-3 3) According to you are you being paid what you deserve? Are you paid what you deserve? ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 36 12 0 6 6 60 60 20 0 10 10 100

SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is evident that 60% of the employees strongly agree and 20% of the employees agree while 10% disagree and 10% of the employees strongly disagree that they are being paid what they deserve.

Table-4 4) Do you think the medical and accidental benefits provided by the company are sufficient? Sufficient medical and accidental benefits ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 48 6 3 3 0 60 80 10 5 5 0 100

SOURCES OF DATA: QUESTIONAIRE Inference: From the above table it is evident that 80% of the employees strongly agree and 10% of the employees agree while 5% are neutral and 5% of the employees disagree that the medical and accidental benefits are sufficient and satisfactory.

Table-5 5) Do you think the recreation facilities provided by the company are sufficient? Sufficient recreation facilities ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 15 15 15 9 6 60 25 25 25 15 10 100

SOURCES OF DATA: QUESTIONNAIRE Inference: From the above table it can be inferred that 25% of the employees strongly agree and 25% agree while 25% are neutral, 15% disagree and 10% of the employees strongly disagree that the recreation facilities provided by The company are sufficient.

Table-6 6) Do you feel that you are constantly upgrading your skills with the continuous growth in technology? Upgrading skills with the growth in technology ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 42 9 3 6 0 60 70 15 5 10 0 100

SOURCE OF DATA: QUESTIONNAIRE Inferences: When asked whether the employees are upgrading their skills with the change and development in technology, 70% strongly agreed, 15% agreed, 5% were neutral and 10% of the employees disagreed that they are upgrading their technical skills and knowledge.

Table-7 7) Do you think that scheduling work saves time and energy? Scheduling work saves time and energy ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 42 12 3 3 0 60 70 20 5 5 0 100

SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is evident that 70% of the employees strongly agree, 20 % agree while 5% of the employees are neutral and 5% disagree that scheduling work saves time and energy.

Table-8 8) Do you feel run down and drained of physical or emotional energy due to work pressure? Rundown and drained of physical or emotional energy due to work pressure ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 36 12 0 6 6 60 60 20 0 10 10 100

SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is evident that 60% of the employees strongly agree, 20% agree and 10% of the employees disagree and 10% strongly disagree that they feel rundown and drained of physical energy due to the work pressure.

Table-9 9) Do you feel that your boss supports and encourages you at work? Boss supports and encourages you. ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 42 0 6 6 6 60 70 0 10 10 10 100

SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is clear that 70% of the employees strongly agree and 10% are neutral, 10% disagree and 10% of the employees strongly disagree that they receive total support and encouragement from their boss.

Table-10 10) Do you have the confidence to handle more responsibility than what you do now? Confidence to handle more responsibilities ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 36 9 12 3 0 60 60 15 20 5 0 100

SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is evident that 60% of the employees strongly agree, 15% agree while 20% are neutral, 5% disagree that they have confidence to handle more responsibilities than what they do now.

Table-11 11) Do you feel you are given enough authority to execute your daily activities? Proper delegation of authority ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 12 30 6 6 6 60 20 50 10 10 10 100

SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is evident that 20% of the employees strongly agree, 50% agree while 10% are neutral, 10% disagree and 10% of the employees strongly disagree that The company provides enough authorities to execute daily activities in the work place.

Table-12 12) Do you feel that your skills are being utilized appropriately by the organization? Appropriate utilization of skills ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 15 6 9 24 6 60 30 10 15 35 10 100

SOURCE OF DATA: QUESTIONNAIRE Inference: When asked whether their skills are utilized appropriately,30% of the employees strongly agree, 10% agreed while 15% were neutral,35% disagreed and 10% strongly disagreed that their skills were utilized appropriately.

Table-13 13) Do you think that your role in the organizations growth is note worthy? Role is note worthy ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 30 12 9 6 3 60 50 20 15 10 5 100

SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is evident that 50% of the employees strongly agree, 20% agree and 15% are neutral, 10% disagree and 5% of the employees strongly disagree that their role in the organizations growth is note worthy.

Table-14 14) Does your personal life affect your work? Personal life affect work life ATTRIBUTES NUMBER S.A A N D.A S.D TOTAL 0 6 3 6 39 60

PERCENTAGE 0 10 5 65 20 100

SOURCE OF DATA: QUESTIONNAIRE Inference: From the above table it is evident that 10% of the employees agree, 5% are neutral and 65% disagree and 20% strongly disagree that their personal life affect their work. They feel that they keep their personal life and professional life different.

Table-15 15) Are you able to build a balance between work and personal life? Balance personal and work life ATTRIBUTES NUMBER PERCENTAGE S.A A N D.A S.D TOTAL 12 39 3 6 0 60 20 65 5 10 0 100

SOURCE OF DATA: QUESTIONNAIRE Inference: When asked whether the employees are able to balance their personal and professional life 20% agreed, 65% strongly agreed while 5% were neutral and 10% disagreed that they were able to balance both of them.

RESEARCH METHODOLOGY RATIONALE BEHIND THE STUDY The company is an enterprise molded by global aspirations. This has always demanded a preparedness and long- term organizational vision that can encompass the turbulences and paradoxes of shifting terms and terrain's of business. The organization is a growing one and is in the growth stage of its life cycle. The present study entitled A STUDY ON STRESS MANAGEMENT is aimed at finding the workforce stress levels and major stressors. The questionnaire was administered in random sample basis to the work force and was collected with in a week. The data regarding the policies, procedures used in order to reduce the stress levels of the employees have been collected from the HR Department. Apart from this data, other information has been gathered by personal observation and interviews. The data was collected from both primary and secondary sources. The Primary data has been collected through a self-administered questionnaire, designed to assess the employees perception of the current HR practices and systems. The questionnaire consists of 15 questions and the sample size is 60. The secondary data for the study was collected from magazines, journals, text books and websites.

These questions are designed in such a way that they can be calibrated on a scale. The scale is a 5 point scale which has the following attributes, 1) Strongly agree 2) Agree 3) Neutral 4) Disagree 5) Strongly disagree Employees had to rate the questions on the scale from 1-5. FINDINGS The study reveals that the overall impact of stress prevailing at The company was found to be less than 60% among the employees.
1.

Achieving targets is the primary objective of the organization followed by employee satisfaction with good results and for more than 75% of employees goals compliment the organization goals.
2.

3. At least 50% of the employees feel that the recreation facilities provided to them are inadequate and they require more facilities to beat stress. 4. 5. 6.
7.

Overall work is not a source of stress for the respondents. Money and family are definitely sources of stress for the respondents. Majority of respondents work well even under stress. Majority of the respondents are comfortable with the present level of stress.

8. The major consequences of stress among the respondents are headache, anxiousness and irritation. 9. Most of the respondents feel relaxed when they speak to their friends and the others go for meditation, yoga, smoking, music, etc., to cope with their stress. 10. The coping mechanisms followed by the respondents are said to be effective in their opinion. SUGGESTIONS AND RECOMMENDATIONS According to the table there are a variety of stress factors in the organization, which need to be looked into. The following are some suggestions which need to be looked into with immediate effect contributing to a decrease in the overall stress of the organization.

1) To beat stress due to workload I suggested that meditation and Yoga camps should be organized with the help of professionals frequently. 2) The management should reconsider the roles and responsibilities of the employees and provide a vision of the growth opportunities as a factor of reassurance. 3) Planning is a continuous process and should be done well in advance and last minute changes should be minimized to avoid stress on the workers. 4) Each employee should be made aware of his responsibilities as well as his importance to the company. 5) The structure of the organization should be of pyramid type i.e the reporting authority should be one. 6) Performance appraisals should also consider KRAs.

7) Manpower should be adequate to meet the workload, so recruitment should be a continuous process. 8) Person facing stress at the organizational level leads to a lot of psychological problems. As a remedy for the above said, employees facing stress are advised to attend stress management courses, which will help them to build coping strategies and ease out their stress. The stress management courses comprises of a package program consisting of: Relaxation. Positive outlook towards work/responsibilities. Self analysis through personality type test. Interpersonal skill development Time management. 9) At the individual level the employees could practice a relaxing holiday, realize the excessive use of tea, coffee, cigarette, is not an answer to stress, try to get 6-7 hrs of continuous sleep per day. LIMITATIONS OF THE STUDY The study is limited to a small sample of 60 employees both at executive and staff level. The personnel bias of the respondents might have been an impact on the data collected due to the respondents reluctance to answer the questions. The duration of the study might be a limitation because of which it was not possible to gather information about some remote methodologies.

The duration of the study might be a limitation because of which it was not possible to gather the information about some remote methodologies. The confidentiality aspect of the organization may play a spoil sport in some aspects. CONCLUSION Stress manifests itself physically, mentally and emotionally, it lies within and not outside. We need solutions that can manage stress at all levels of the body, mind and emotions. Often, we try to tackle it at only one plane and fail to find relief. For example, many turn to physical exercises as a coping mechanism, or others only resort to meditation. These are piecemeal techniques and are not complete solutions. An individuals success or failure in controlling stress depends on his physical and psychological strength. If he faces stress with positive attitude, it will create a lot of positive energy to achieve the task. The commitment of the organization and the individual are very important factors in managing stress effectively. The cost of stress is very expensive because it affects the individual, the organization and the society at large. Moderate levels of stress increased effort, stimulate creativity and encourage diligence in ones work. Excessively high levels of stress can overload and break down a persons physical and mental system. Stress is an inevitable part of ones life and cannot be avoided. What can how ever be avoided is the negative reaction to stress. Yoga, by nature, is one of the most productive techniques of stress management as it deals with stress on various planes physical, mental emotional, attitudinal and lifestyle, thus having a holistic approach. Today, it is growing fast as the most popular tool for stress management in the corporate world and elsewhere.

APPENDIX ARE YOU STRESSED?

IF YES PLEASE ANSWER THIS QUESTIONNAIRE. This is a small questionnaire to know your views on Work Related Stress. This is for academic purpose ONLY and will be kept strictly confidential. GENERAL INFORMATION: Name: Designation: Department: 1. A. Sex: Date of birth/ Age: Date of joining:

DO YOU FEEL THAT YOUR WORK HOURS ARE APPROPRIATE? Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree

2. DO YOU FEEL THAT OFFICE ENVIRONMENT IS CONGENIAL TO WORK COMFORTABLY? A. Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree 3. A. ACCORDING TO YOU ARE YOU BEING PAID WHAT YOU DESERVE? Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree

4. DO YOU THINK THE MEDICAL AND ACCIDENTAL BENEFITS PROVI DED BY THE COMPANY ARE SUFFICIENT? A. Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree 5. DO YOU THINK THE RECREATION FACILITIES PROVIDED BY THE COMPANY ARE SUFFICIENT? A. Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree 6. DO YOU FEEL THAT YOU ARE CONSTANTLY UPGRADING YOUR SKILLS WITH THE CONTINUOUS GROWTH IN TECHNOLOGY? A. Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree 7. A. DO YOU THINK SCHEDULING WORK SAVES TIME AND ENERGY? Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree

8. DO YOU FEEL RUN DOWN AND DRAINED OF PHYSICAL OR EMOTIONAL ENERGY DUE TO WORK PRESSURE? A. Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree 9. DO YOU FEEL THAT YOUR BOSS SUPPORTS AND ENCOURAGES YOU AT WORK? A. Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree 10. DO YOU HAVE THE CONFIDENCE TO HANDLE MORE RESPONSIBILITIES THAN WHAT YOU DO NOW? A. Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree

11. A.

DO YOU FEEL THAT YOU ARE GIVEN ENOUGH AUTHORITY TO EXECUTE Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree

12. DO YOU FEEL THAT YOUR SKILLS ARE BEING UTILISED APPROPRIATELY BY THE ORGANISATION? A. Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree 13. DO YOU THINK THAT YOUR ROLE IN THE ORGANISATIONS GROWTH IS NOTE WORTHY? A. Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree 14. A. DOES YOUR WORK LIFE AFFECT YOUR PERSONAL LIFE? Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree

15. ARE YOU ABLE TO BUILD A BALANCE BETWEEN WORK LIFE AND PERSONAL LIFE? A. Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly Disagree OPEN ENDED QUESTIONNAIRE 1. What does stress mean to you? 2. What steps have you taken to reduce stress at your work place? 3. What steps have been implemented to improve working conditions of the employees? 4. Do your employees approach you with their issues and do you resolve them? Justify. 5. What steps have you taken to know the prevailing conditions of the employees? 6. Do you face similar stress conditions that your employees face at work? What do you do to reduce such conditions? 7. What is the severity level of importance you consider for the welfare of your employees where 1 being the lowest and 9 being the highest? 8. Do you feel that the existing manpower is enough to meet the work demands in your organization? 9. Does stress at work affect your output? 10. Do you feel the policies of your company cause stress among the employees? 11. Do you feel that leadership styles cause stress among the employees? 12. Do your employees face any physical or emotional ailments in common? What steps have you taken to avoid this? 13. Have you noticed stress warning signs in your company? Example: Mood and behavior changes Health complaints Absenteeism Indecisiveness Reduced performance Deteriorating relationships If yes, why? What have you done in such situations?

14. Did you ever feel that the employees in your company have TOO MANY HATS TO WEAR? 15. Have you ever organized brain storming sessions/ training sessions among your employees? BIBLIOGRAPHY BOOKS OF REFERENCE: AUTHOR PESTONJEE D.M FRED LUTHANS TIM HINDLE TITLE OF THE BOOK : STRESS AND COPING THE INDIAN EXPERIENCE Sage publications Indian Ltd. : ORGANIZATION BEHAVIOUR : REDUCING STRESS

MAGAZINES AND JOURNALS BUSINESS WORLD OSMANIA JOURNAL OF MANAGEMENT WEBSITES www.stress.com www.mindstool.com www.yogaincorp.com