Stressdsss MGMT
Stressdsss MGMT
INTRODUCTION
INTRODUCTION
“Stress is a dynamic condition in which an individual is confronted with an opportunity,
constraint or demand related to what he or she desires and for which the outcome is perceived to
be both uncertain and important”.
Stress is not necessarily bad in and of itself. While stress is typically discussed in a
negative context, it also has positive value. It is an opportunity when it offers potential gain.
Sometimes individuals use stress positively to rise to the occasion and perform at or near their
maximum. The more working definition of stress is as follows;
More typically, stress is associated with constraints and demands. The constraints prevent
you from doing what you desire. The demands refer to the loss of sometime desired.
A lot of research has been conducted into stress over the last hundred years.
Some Of the theories behind it are now settled and accepted; others are still being
researched and debated. During this time’ there seems to have been something
approaching open Warfare between competing theories and definitions: views have
been passionately held and aggressively defended.
What complicates this is that intuitively we all feel that we know what stress is,
as it is something we have all experienced. A definition should therefore be
obvious…except that is not.
Stress has been called “the invisible”. It is a disease that may affect you,
your organization, and any of the people in it, so you cannot afford to ignore it.
NEED OF THE STUDY
Stress management in the workplace is a useful skill that many don’t take
advantage of. Many of us and leaders alike get caught up in day to day tasks. To many job
responsibilities might keep you busy. The result is that stress management is often overlooked or
ignored as a solution to business problems.
Whatever reason you have for not using stress management techniques is a big mistake.
Stress in life today is widespread and has no boundaries. We all deal with stress daily, at work
and at home. Stress comes in all forms and can affect emotions and physical abilities.
In the workplace, stress can cause all kinds of business issues and concerns. These issues and
concerns left unaddressed will ultimately hurt morale and profits. One simple solution to
managing stress is to understand what stress management is and how to handle workplace stress.
But before we get into solutions explore more reasons why stress management in the workplace
is important.
OBJECTIVES OF THE STUDY
The scope of the study is extended only to the employees working in HERO MOTO It does
not cover employees working in other branches of HERO MOTO To fulfill the objectives of
this research, the study is undertaken to analyse the stress management at HERO MOTO
Stress is an all too common part of life today. Something few individuals can avoid. In fact, a
nationwide survey conducted by a large BPO company showed that nearly 46% of American
workers believe their jobs are highly stressful.
This growing evidence suggests that high levels of stress adversely affect physical health,
psychological well-being and many aspects of task performance.
Concern about the impact of stress on people, has its roots in medicine and specifically in the
pioneering work of Hans selye, the recognized father of stress. In his search for a hormone by
chance he discovered that tissue damage is a non specific response to virtually all noxious
stimuli. He called this phenomenon the general adaption syndrome and about a decade later he
introduced the terms “stress” in his writings.
The most common and worldwide problem faced by a modern organization is “Stress”. Stress is
“wear and Tear”. It is a dynamic condition in which an individual is confronted with opportunity,
constrains or demands related to what he desires and for which the outcome is perceived to be
both uncertain and important. Stress can create and positive or negative feelings, as a positive
influence, stress can help compel us to Action, it can result in feelings of distrust, depression,
which in turn can lead to health problems, such as headaches, upsets & stroke
METHODOLOGY
Research in common parlance refers to a search for knowledge. The advanced learner’s
dictionary of current English lays down the meaning of research as “a careful investigation of
enquiry especially through search for new facts in any branch of knowledge.”
The systematic approach concerning generalization and the formulation of a theory is also
research. The purpose of research is to discover answers to questions through the application of
scientific procedures.
RESEARCH DESIGN
“A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.”
- JOHN.W.BEST
Research may be defined as “any organized inquiry designed and carried out to provide
information for solving a problem”.
- EMORY
“Research is essentially an investigation, a recording and an analysis of evidence for the purpose
of gaining knowledge”.
- ROBERT ROSS
Descriptive research design studies are those studies, which are concerned with
describing the character of a group.
The researcher makes a plan of the study his research work. That will enable the researcher to
save and resources such a plan of study or blue print or study is called a research design.
DATA COLLECTION
The study was based on questionnaire method. The study was about the STRESS
MANAGEMENT
Primary data
Secondary data
Primary data
The primary data are those, which are collected a fresh and for the first time happen to be
original in character. It has been collected through a Questionnaire and personal Stress
interview
Secondary data
Secondary data are those which have already been collected by someone else and which
have already been passed through the stratified process. It has collected through the books,
journals & Internet.
LIMITATIONS OF THE STUDY
1. The sample size chosen is covered only a small portion of the whole population of HERO
MOTO
3. Accuracy of the study is purely based on the information as given by the respondents.
4. Data collected cannot be asserted to the free from crores, as the sample size restricted
to the employees.
CHAPTER PLAN:
I would like to choose five Chapters for my project work.
RESEARCH INSTRUMENT
SAMPLE UNIT
SAMPLE PROCEDURES
In this study convenient sampling method was adopted. First the each
organization was divided into different departments like Operations, Customer
Services, Human Resources, Internet Marketing and under writing departments.
From this department, the respondents were selected on the basis of convenience.
NEED & IMPORTANCE OF STRESS ANAGEMENT
Employees stress is a growing concern for organizations today. Stress can be defined as a lively
circumstance in which people face constraints, opportunities, or loss of something they desire
and for which the consequence is both unpredictable as well as crucial. Stress is the response of
people to the unreasonable/excessive pressure or demands placed on them.
Stress is not always negative. It may also bring out the best in individuals at times. It may induce
an individual to discover innovative and smarter way of doing things. This positive dimension of
stress is called as Enstress. But usually, the term stress has a negative implication and this
negative aspect of stress is termed as distress. For instance - When a subordinate is harassed or
warned by his superior, unhappiness of unsuitable job, etc. We can say that “Stress causes some
people to break, and other to break records.”
The Stress Management in the Workplace training program delivers trademarked stress
management tools that are unmatched in the measured results they will produce for you and your
organization.
Stress management in the workplace requires more than helpful tips. Changing economic times
have us pulled in multiple directions. The pressures and demands between work and personal life
are blurred. As a result, the consequences of stress in the workplace come from what is
happening to each of us both on and off the job.
Through highly interactive learning, participants apply these stress management training tools to
getting more of what's important to them done in less time. Organizational skills are improved so
that less things "fall through the cracks."
A realistic and positive Big Picture view is instilled that helps keep all stresses in perspective.
Specific practical tools are learned that produce immediate results. Applications have a positive
impact on stress levels both on and off the job.
CHAPTER-2
COMPANY PROFILE
&
INDUSTRY PROFILE
CORPORATE PROFILE
Hero MotoCorp Ltd. (Formerly Hero Honda Motors Ltd.) is the world's largest manufacturer of
two - wheelers, based in India.
In 2001, the company achieved the coveted position of being the largest two-wheeler
manufacturing company in India and also, the 'World No.1' two-wheeler company in terms of
unit volume sales in a calendar year. Hero MotoCorp Ltd. continues to maintain this position till
date.
Today, every second motorcycle sold in the country is a Hero Honda bike. Every 30 seconds,
someone in India buys Hero Honda's top-selling motorcycle – Splendor.
Vision
The Hero Honda story began with a simple vision – the vision of a mobile and an empowered
India, powered by Hero Honda. This vision was driven by Hero Honda’s commitment to
customer, quality and excellence, and while doing so, maintaining the highest standards of ethics
and societal responsibilities. Hero Honda believes that the fastest way to turn that dream into a
reality is by remaining focused on that vision.
Strategy
Hero Honda’s key strategy has been driven by innovation in every sphere of activity – building a
robust product portfolio across categories, exploring new markets, aggressively expanding the
network and continuing to invest in brand building activities.
Manufacturing
Hero Honda bikes are manufactured across three globally benchmarked manufacturing facilities.
Two of these are based at Gurgaon and Dharuhera which are located in the state of Haryana in
northern India. The third and the latest manufacturing plant is based at Haridwar, in the hill state
of Uttrakhand.
Technology
In the 1980’s Hero Honda pioneered the introduction of fuel-efficient, environment friendly
four-stroke motorcycles in the country. Today, Hero Honda continues to be technology pioneer.
It became the first company to launch the Fuel Injection (FI) technology in Indian motorcycles,
with the launch of the Glamour FI in June 2006.
Products
Hero Honda's product range includes variety of motorcycles that have set the industry standards
across all the market segments. The company also started manufacturing scooter in 2006. Hero
Honda offers large no. of products and caters to wide variety of requirements across all the
segments.
Distribution
The company's growth in the two wheeler market in India is the result of an intrinsic ability to
increase reach in new geographies and growth markets. Hero Honda's extensive sales and service
network now spans close to 4500 customer touch points. These comprise a mix of authorized
dealerships, Service & Spare Parts outlets, and dealer-appointed outlets across the country.
Brand
The company has been continuously investing in brand building utilizing not only the new
product launch and new campaign launch opportunities but also through innovative marketing
initiatives revolving around cricket, entertainment and ground- level activation.
Hero Honda has been actively promoting various sports such as hockey, cricket and golf. Hero
Honda was the title sponsor of the Hero Honda FIH Hockey World Cup that was played in Delhi
during Feb-March 2010. Hero Honda also partners the Commonwealth Games Delhi 2010.
2010-11 Performance
Hero Honda’s mission is to strive for synergy between technology, systems and human
resources, to produce products and services that meet the quality, performance and price
aspirations of its customers. At the same time maintain the highest standards of ethics and social
responsibilities.
This mission is what drives Hero Honda to new heights in excellence and helps the organization
forge a unique and mutually beneficial relationship with all its stake holders.
Hero Honda is a world leader because of its excellent manpower, proven management, extensive
dealer network, efficient supply chain and world-class products with cutting edge technology
from Honda Motor Company, Japan. The teamwork and commitment are manifested in the
highest level of customer satisfaction, and this goes a long way towards reinforcing its leadership
status
BOARD OF DIRECTORS
Mr. Brijmohan Lall Munjal is the founder Director and Chairman of the Company and the $ 3.2
billion Hero Group. He is the Past President of Confederation of Indian Industry (CII), Society of
Indian Automobile Manufacturers (SIAM) and was a Member of the Board of the Country's
Central Bank (Reserve Bank of India). In recognition of his contribution to industry, Mr. Munjal
was conferred the Padma Bhushan Award by the Union Government.
Mr. Brijmohan Lall Munjal is currently on the board of the following companies:
Year Event
1983 Joint Collaboration Agreement with Honda Motor Co. Ltd. Japan signed
Shareholders Agreement signed
1984 Hero Honda Motors Ltd. incorporated
1985 First motorcycle "CD 100" rolled out
1987 100,000th motorcycle produced
1989 New motorcycle model - "Sleek" introduced
1991 New motorcycle model - "CD 100 SS" introduced
500,000th motorcycle produced
1992 Raman Munjal Vidya Mandir inaugurated - A School in the memory of founder Managing Director,
Mr. Raman Kant Munjal
1994 New motorcycle model - "Splendor" introduced
1,000,000th motorcycle produced
1997 New motorcycle model - "Street" introduced
Hero Honda's 2nd manufacturing plant at Gurgaon inaugurated
1998 2,000,000th motorcycle produced
1999 New motorcycle model - "CBZ" introduced
Environment Management System of Dharuhera Plant certified with ISO-14001 by DNV Holland
Raman Munjal Memorial Hospital inaugurated - A Hospital in the memory of founder Managing
Director, Mr. Raman Kant Munjal
2000 4,000,000th motorcycle produced
Environment Management System of Gurgaon Plant certified ISO-14001 by DNV Holland
Splendor declared 'World No. 1' - largest selling single two-wheeler model
"Hero Honda Passport Programme" - CRM Programme launched
2001 New motorcycle model - "Passion" introduced
One million production in one single year
New motorcycle model - "Joy" introduced
5,000,000th motorcycle produced
2002 New motorcycle model - "Dawn" introduced
New motorcycle model - "Ambition" introduced
Appointed Virender Sehwag, Mohammad Kaif, Yuvraj Singh, Harbhajan Singh and Zaheer Khan
as Brand Ambassadors
2003 Becomes the first Indian Company to cross the cumulative 7 million sales mark
Splendor has emerged as the World's largest selling model for the third calendar year in a row
(2000, 2001, 2002)
New motorcycle model - "CD Dawn" introduced
New motorcycle model - "Splendor +" introduced
New motorcycle model - "Passion Plus" introduced
New motorcycle model - "Karizma" introduced
2004 New motorcycle model - "Ambition 135" introduced
Hero Honda became the World No. 1 Company for the third consecutive year.
Crossed sales of over 2 million units in a single year, a global record.
Splendor - World's largest selling motorcycle crossed the 5 million mark
New motorcycle model - "CBZ*" introduced
Joint Technical Agreement renewed
Total sales crossed a record of 10 million motorcycles
2005 Hero Honda is the World No. 1 for the 4th year in a row
New motorcycle model - "Super Splendor" introduced
New motorcycle model - "CD Deluxe" introduced
New motorcycle model - "Glamour" introduced
New motorcycle model - "Achiever" introduced
First Scooter model from Hero Honda - "Pleasure" introduced
2006 Hero Honda is the World No. 1 for the 5th year in a row
Bike Maker of the Year by ET-ZigWheels Car & Bike of the Year Awards 2009
2009 'Two-wheeler Manufacturer of the Year' by NDTV Profit Car & Bike Awards 2009 and
Passion Pro adjudged as CNB Viewers' Choice two-wheeler
Top Indian Company under the 'Automobile - Two-wheelers' sector by the Dun &
Bradstreet-Rolta Corporate Awards
Won Gold in the Reader's Digest Trusted Brand 2009 in the 'Motorcycles' category
NDTV Profit Car India & Bike India Awards - Bike Manufacturer of the year
CD Deluxe rated as "No 1 standard motorcycle" by TNS Voice of the Customer Awards 2006.
2006 Adjudged 7th Top Indian Company by Wallstreet Journal Asia (Top Indian Two Wheeler
Company).
One of the 8 Indian companies to enter the Forbes top 200 list of world’s most reputed
companies.
Best in its class awards for each category by TNS Total Customer Satisfaction Awards
2006:
Splendor Plus (Executive)
CD Deluxe (Entry)
Adjudged 7th Top Indian Company by Wallstreet Journal Asia (Top Indian Two Wheeler
Company).
Top Indian company in the Automobile - Two Wheeler sector by Dun & Bradstreet -
American Express Corporate Awards 2006.
Hero Honda Splendor rated as India's most preferred two-wheeler brand at the Awaaz
Consumer Awards 2006.
Certificate of Export Excellence for outstanding export performance during 2003-04 for two-
wheeler & three- wheelers - Complete (Non SSI) by Engineering Export Promotion Council.
The NDTV Profit Car India & Bike India Awards 2006 in the following category:
Bike Maker of the Year
Hero Honda Motors takes considerable pride in its stakeholder relationships, especially ones
developed at the grassroots. The Company believes it has managed to bring an economically and
socially backward region in Dharuhera, Haryana, into the national economic mainstream.
An Integrated Rural Development Centre has been set up on 40 acres of land along the Delhi-
Jaipur Highway. The Centre-complete with wide approach roads, clean water, and education
facilities for both adults and children-now nurtures a vibrant, educated and healthy community.
The Foundation has adopted various villages located within vicinity of the Hero Honda factory at
Dharuhera for integrated rural development. This includes:
Renovating primary school buildings and providing hygienic water and toilet facilities.
The Raman Munjal Vidya Mandir began with three classes (up to class II) and 55 students
from nearby areas. It has now grown into a modern Senior Secondary, CBSE affiliated co-
educational school with over 1200 students and 61 teachers. The school has a spacious
playground, an ultra-modern laboratory, a well-equipped audio visual room, an activity room, a
well-stocked library and a computer centre.
The Raman Munjal Sports Complex has basketball courts, volleyball courts, and hockey and
football grounds are used by the local villagers. In the near future, sports academies are planned
for volley ball and basket ball, in collaboration with National Sports Authority of India.
In order to help local rural people, especially women, Hero Honda has set up a Vocational
Training Centre. So far 26 batches comprising of nearly 625 women have been trained in
tailoring, embroidery and knitting. The Company has helped women trained at this centre to set
up a production unit to stitch uniforms for Hero Honda employees. Interestingly, most of the
women are now self-employed.
This Scheme was launched on 21st September, 1999, covering the nearby villages of Malpura,
Kapriwas and Sidhrawali. The project started with a modest enrolment of 36 adults. Hero Honda
is now in the process of imparting Adult Literacy Capsules to another 100 adults by getting
village heads and other prominent villagers to motivate illiterate adults.
Besides setting up a modern hospital, the Foundation also regularly provides doorstep health care
services to the local community. Free health care and medical camps are now a regular feature in
the Hero Group's community outreach program
At Hero Honda, our goal is not only to sell you a bike, but also to help you every step of the way
in making your world a better place to live in. Besides its will to provide a high-quality service to
all of its customers, Hero Honda takes a stand as a socially responsible enterprise respectful of its
environment and respectful of the important issues.
Hero Honda has been strongly committed not only to environmental conservation programmers
but also expresses the increasingly inseparable balance between the economic concerns and the
environmental and social issues faced by a business. A business must not grow at the expense of
mankind and man's future but rather must serve mankind.
"We must do something for the community from whose land we generate our wealth."
A famous quote from our Worthy Chairman Mr.Brijmohan Lall Munjal.
Environment Policy
Integrate environmental attributes and cleaner production in all our business processes
and practices with specific consideration to substitution of hazardous chemicals, where
viable and strengthen the greening of supply chain.
Continue product innovations to improve environmental compatibility.
Comply with all applicable environmental legislation and also controlling our
environmental discharges through the principles of "alara" (as low as reasonably
achievable).
We are committed at all levels to achieve high quality in whatever we do, particularly in our
products and services which will meet and exceed customer's growing aspirations through:
Safety Policy
Hero Honda is committed to safety and health of its employees and other persons who may
be affected by its operations. We believe that the safe work practices lead to better business
performance, motivated workforce and higher productivity.
We shall create a safety culture in the organization by:
Promoting safety and health awareness amongst employees, suppliers and contractors.
PHOENIX MOTORS PVT LTD is dealership type of business. PHOENIX MOTORS PVT
LTD. is established on 21st march 2003. The business is running by only one man. The owner
name is ch .madhu mathi the firm is located at habsiguda in Hyderabad.
Generally the sale will be either on cash basis or on institutional basis. Bank like ICICI,
HDFC and CENTURION are providing loans to customers.
They are giving the ads through newspapers, wall paintings, hoardings and field staff. They
are upgrading sales by introducing the schemes, group bookings, institutional sales and customer
door-to-door activities.
Staff members are categorized for technicians, 25 members are allotted for field staff, 5
members are recruited for sales for persons, 5 persons are placed for evaluating for spare parts, 5
members are allotted for managerial accounts and another 3 persons for cash transaction and
They entertain the showroom providing a customer’s huge having pool game, internet
facility and television with home there system. They provide bile maintenance programs on
every week.
According to other dealers PHOENIX motors in first in sales and best in service. They treat
customer, is the very important person at PHOENIX motors customer satisfaction is their motto,
why because, they will satisfied customer is the best advertisement. They provide better value for
the customers and as well as employees also. At PHOENIX motors the customer is the boss.
Average they are selling 25 vehicles per day. PHOENIX motors PVT L.T.D is the
A.P s NO.1 dealership in sales and other activities? It is a QLAD (qualify leader through quality
dealer). At PHOENIX motor they gave the quality service to the customers why because ‘the
cost is long forgotten but the quality is remembered for ever”. They treat quality has a...
Warranty on proprietary items like Tyros, Tubes and Battery etc, will be directly
handled by the respective original manufactures (OEM’s) except AMCO for batteries and
Dunlop and Falcon tires and Tubes. In case of any defect in proprietary items, other than the
above two mentioned OEM’S the dealers must approach the Brach office dealer of the respective
manufacture. For AMCO batteries and Dunlop and falcon tires, tubes claims will be accepted at
our authorized dealerships per the mutually agreed terms and conditions between HERO
HONDA and of these two OEM’s in case the claim is not accepted for invalid reasons. Then the
claim along with the refusal note form the OEM can be sent to the warranty section at gorgon
plan after due to recommendation of the area service engineer. If any other six services or
subsequent paid services is not availed as per the recommended schedule given in the owner’s
manual. If HERO HONDA recommended engine oil is not used. To normal wear & tear
components like bulbs, electric wiring, filters, spark plug, clutch plates, braded shoes, fasteners,
shim washers, oil seals, gaskets, rubber parts (other than tyre and tube) plastic components,
If there is any damage due o modification or fittings of accessories other than ones recommended
by HERO HONDA. If the motor has been used in any competitive events like tracking races or
rallies. If there is any damage to the painted surface due to industrial pollution or other
extraneous factors. For clams made for any consequential damage due to any previous
malfunction. For normal phenomenon like noise, vibration, oil seepage, which do not affect the
PHOENIX motors participate and conduct social service activities. Recently the phoenix
motors organized a BLOOD DONATION CAMP for the trust on 21 st January 2006.they
motivated on the consumers to participated in this camp and also provide certificate for the
customers
CUSTOMER RELATIONSHIP:
To entertain the customers the showroom providing a customers huge having pool game,
Internet facility and television with home theatre system. They provide bike maintenance
programs on every week. According to other dealers PHOENIX motors in first in sales and best
in service. They treat customer, is the very important person at PHOENIX motors customer
satisfaction is their motto, why because, the well satisfied customer is the best advertisement.
They provide better value for the customers and as well as employees also. At PHONIX motors
the customer is the boss.
The invention of two wheelers is a much-debated issue. “Who invented the first
motorcycle?” May seem like a simple question, “safety”, bicycle, i.e., bicycle with front and
rear wheels of the same size, with a pedal crank mechanism to drive the rear wheel. Those
bicycles in turn described from high-wheel bicycles. The high –wheelers descended from an
early type of pushbike, without pedals, propelled by the rider’s feet pushing against the ground.
These appeared around 1800, used iron banded wagon wheels, and were called “bone-crushers”,
both for their jarring ride, and their tendency to toss their riders. Gottiieb Daimler (who credited
with the building the first motorcycle in 1885, one wheel in the front and one in the back,
although it had a smaller spring-loaded outrigger wheel on each side. It was constructed mostly
of wood, the wheels were of the iron-banded wooden-spooked wagon-type and it definitely had a
“bone-crusher” chassis!
FURTHER DEVELOPMENTS:
Most of the developments during the early phase concentrated on three and four-wheeled
design since it was complex enough to get the machines running with out having to worry about
them falling over. The next notable two-wheeler though was the Hildebrand & Wolf Mueller,
patented in Munich in 1894. In 1895, the French firm of DeDion-button built and engine that
was to make the mass production and common use of motorcycle possible. The first motorcycle
with electric start and a fully modem electrical system; the Hence special from the Indian
Motorcycle Company astounded the industry in 1931. Before World War 1, IMC was the largest
motorcycle manufacturer in the world producing over 20000 bikes per year.
INCREASING POPULARITY:
The popularity of the vehicle grew especially after 1910, in 1916; the Indian motorcycle
company introduced the model H racer, and placed it on sale. During World War 1, all branches
of the armed forces in Europe used motorcycles principally for dispatching. After the war, it
enjoyed a sport vogue until the Great Depression began in motorcycles lasted into the late 20 th
century; weight the vehicle being used for high-speed touring and sport competitions. The more
sophisticated of a 125cc model. Since then, an increasing number of powerful bikes have blazed
the roads.
INDUSTRY PROFILE
Indian is the second largest manufacturer and producer to two wheelers in the World. It
stands next only to Japan and China in terms of the number of V produced and domestic sales
respectively. This destination was achieved due to variety of reason like restrictive policy
followed by the government of India towards the passenger bike industry, rising demand for
personal transport, inefficiency in the public transportation system etc. The Indian two-wheelers
industry made a small beginning in the early 50s when Automobile products of India (API)
started manufacturing scooters in the country. Until 1958, API and Enfield were the sole
producers.
The two –wheelers market was opened were opened to foreign competition in the mid-
80s. And the then market leaders-Escorts and Enfield – were caught unaware by the onslaught of
the 100cc bikes of the four Indo- Japanese joint ventures. With the availability of fuel-efficiency
low power bikes, demand swelled, resulting in Hero Honda –then the only producer of four
stroke bikes (100cc category), gaining a top slot.
The first Japanese motorcycles were introduced in the early eighties. TVS Suzuki and
Hero Honda brought in the first two-stroke and four-stroke engine motorcycles respectively.
These two players initially started with assembly of CKD Kits, and later on progressed to
indigenous manufacturing.
The industry had a smooth ride in the 50s, 60s and 70s when government prohibited new
entries and strictly controlled capacity expansion. The industry saw a sudden growth in the 80s.
The industry witnessed a steady of 14% leading to a peak volume of 1.9 mn vehicles in 1990.
In 1990 the entire automobile industry saw a drastic fall in demand. This resulted in a
decline of 15% in 1991 and 8% in 1992, resulting in a production loss of 0.4mn vehicles.
Barring Hero Honda, all the major producers suffered from recession in FY93 and FY94. Hero
Honda showed a marginal decline in 1992.
The reason for recession in the sector were the incessant rise in fuel prices, high input costs
and reduced purchasing power due to significant like increased production in 1992, due to new
entrants coupled with recession in the industry resulted in companies either reporting losses or a
fall in profits.
The two-wheelers market has had a perceptible shift from a buyers market to a sellers
market with a variety of choice, players will have compete on various fronts viz. pricing,
technology product design, productivity after sale service, marketing and distribution. In the
short term, market shares of individual manufacturers are going to be sensitive to capacity,
product acceptance, pricing and competitive pressures from other manufacturers.
As incomes grow and people grow and people feel the need to own a private means of
transport, sales of two-wheelers will rise. Penetration is expected to increase to approximately to
more than 25% by 2005.
The motorcycle segment will continue to lead the demand for two-wheelers in the
coming years. Motorcycle sale is expected to increase by 20% yoy as compared to 1% growth in
the scooter market and 3% by moped sales respectively for the next two years.
The four-stroke scooters will add new dimension to the two-wheeler segment in the coming
future.The Asian continent is that largest user of the two-wheelers in the world. This is due to
poor road infrastructure and low per capita income, restrictive policy on bike industry. This is
due to oligopoly between top five players in the segment, compared to thirsty manufacturers in
the bike industry.
Hero MotoCorp Ltd.., is one of the leading companies in the two-wheeler industry. At
present it is the market leader in the motorcycle segment with around 47% the market share
during FY 2000 –01. During the year, company posted a 41.15% yoy rise in turnover to Rs.31,
686.5mn in motorcycles which driven by a 35.17% yoy rise in Motorcycle sales volumes. The
company has emerged as one of the most successful players, much ahead of its competitions an
account of its superior and reliable product quality complemented with excellent marketing
techniques. The company has been consistently addressing the growing demand for motorcycles
and has been cumulative customer base of over 4 million customers, which is expected to reach
5min mark with rural and semi-urban segment being the new class of consumers.
CHAPTER-3
REVIEW OF
LITERATURE
REVIEW OF LITERATURE
Stress is not necessarily bad in and of itself. While stress is typically discussed in
a negative context, it also has positive value. It is an opportunity when it offers potential
gain. Sometimes individuals use stress positively to rise to the occasion and perform at or
near their maximum.
More typically, stress is associated with constraints and demands. The constraints
prevent you from doing what you desire. The demands refer to the loss of sometime
desired.
Two conditions are necessary for potential stress to become actual stress. There must be
uncertainty over the outcome must be important. Stress is highest for those individuals
who perceive they are uncertain as to whether they will win or lose and lowest for those
individuals who think that winning or losing is a certainty. But importance is also critical.
If winning or losing is an important outcome, there is no stress.
The different types of stress:-
1. Ecustress: Ecustress is a type of short term stress that provides immediate strength. It
arises at points of increased physical activity, enthusiasm and creativity. It is a
positive stress that arises when motivation and inspiration are needed. A gymnast
experience ecustress before a competition.
2. Distress: Distress is a negative stress brought about my constant readjustment or
alterations in a routine. It creates feelings of discomfort and unfamiliarity. There are
two types of distress. Acuter stress is an intense stress that arrives and disappears
quickly. Chronic stress is a prolonged stress that exists for weeks, months or even
years. Someone how is constantly relocating or changing jobs may experience
distress.
3. Hyper Stress:- Hyper stress occurs when an individual is pushes beyond he or she can
handle. It results from being over loaded or over worked. When some is hyper
stressed, even little things can trigger a strong emotional response. A wall stress
trader is likely to experience hyper stress.
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 one’s head, day in day out. 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
behavioural planes. Companies are doing their best to remedy the situation through recreational
facilities, flexible timings, forced holidays, yoga centres, 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 result can be achieved.
Stress has got a lot to do with a person’s attitude to start with and the next is the priority
of things in life. People want to achieve too much in too short 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. 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 that’s what is going to
decide whether one is getting into a manageable stress situation or the stress is getting the better
of him.
The health and wellness of workers is not only a matter of serious concern for the employees
themselves, but also for the employer. It is a well acknowledge 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,
conductive to their well-being, free of mental, physical and social stressors.
The following are the measures that aim at reducing employee stress in an organizational setting:
The employer should ensure that the workplace environment is conductive to the well-
being of employees.
The job profile of employees should be made in such a way that they find it meaningful,
exciting, challenging and enterprising.
The employer should avoid setting unattainable deadlines for workers which expose the
employees to greater magnitudes of stress.
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, relaxations,
etc.
FACTOR THAT CAUSES STRESS
3. Individual differences:-
The ability to handle the stress differs from person to person. This difference is due to
following variables:
a) Perception:- Perception is moderate relationship between a potential stress
condition and an employee’s reaction to it.
b) Job Experience: Experience is said to be greater teacher. For many people
uncertainty and newness is creator of stress. But for the people who gained
experience the stress will disappear or at least significantly decreased.
c) Social support: Increasing evidence shows that social support that is collegial
relationships with co workers or supervisors can buffer the impact of stress. The
logic underlying this moderating variable is that social support acts as a palliative,
mitigating the negative effects of even high-stress jobs.
d) Belief in locus of control: Those with an external locus believe their lives are
controlled by outside forces. Those with an internal locus of control there believe
they control their own destiny. Evidence indicates that internals perceive their
jobs to be less stressful than do externals.
When internals and externals confront a similar stressful situation, the
internals are likely to believe they can have a significant effect on the
results. They, therefore act to take control of events. Externals are more
likely to be passive and defensive. Rather than do something to reduce the
stress, they acquiesce.
e) Hostility:- The recent researches showed that “the person characterized by feeling
a chronic sense of time urgency and by an excessive competitive drive and who
aggressively involved in a chronic, incessant struggle to achieve more and more
in less time, and if required to do so, against the opposing efforts of other of other
things or other persons” will be exposed negative effects of stress. So the
chronically angry, suspicious and mistrustful person is the one at risk.
Following are some practical ways to benchmark the current stress levels and monitor future
stress-related conditions:
A single stressor may seem relatively unimportant in and of itself, but it is added to an already
high level of stress, it can be the straw that breaks the camel’s back. If we want to appraise the
total amount of stress an individual is under, we have to sum up his or her opportunity stresses,
constrain stresses and demand stresses.
Consequences of stress:-
Stress shows itself in a number of ways such as high blood pressure, ulcers, irritability, difficulty
in making routine decisions, loss of appetite, accident proneness and the like. These can be
subsumed under three general categories: Physiological and behavioural systems.
Physiological symptoms: The research conducted by scientist has given the conclusion that stress
could create changes in metabolism, increase heart and breathing rates, increase blood pressure,
bring on headaches and induce heart attacks.
Psychological symptoms: Stress can cause dissatisfaction. Job related stress can cause job related
dissatisfaction. In fact, is “the simplest and most obvious psychological effect of stress”. But
stress shows itself in other psychological states for instance tension, anxiety, irritability, boredom
and procrastination.
Behavioural symptoms: It related stress symptoms include changes in productivity, absence and
turn over as well as changes in eating habits, increased smoking or consumption of alcohol, rapid
speech, fidgeting and sleep disorders.
The significant amount of research has stress performance relationship. The most widely
studied pattern in the stress performance literature is the inverted U relationship.
High
Performance
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, more intensely,
or more rapidly. But much stress places unattainable demands or constraints on a person which
results in lower in lower performance.
According to father of stress Hans the causes of stress are as Organizational stressors are as
follow
Job
stress
Economic Headaches
uncertainty
Individual differences: High blood pressure
Political Heart disease
uncertainty Perception
Job experience
Social support
Belief in locus of
control
hostility
Organizational Factors:
Behavioural symptoms:
2. Organizational Strategies:
Organizational Strategies are as follows:
Sound organizational climate: It facilitates an employee to overcome the stress. Its
participative nature, supportiveness etc., are advantages.
Job enrichment: It is a technique to reduce the monotonous and disinteresting
jobs, thus facilitate to overcome stress.
Role clarity: clear roles, defined objectives reduce the stress caused due to role
conflict.
Career planning and counselling: This techniques guide employees to overcome
personal as well as professional stress.
Goal setting: A recent research concluded that individuals perform better when
they have specific and challenging goals and receive feedback on how well they
are progressing towards these goals.
Selection and placement: These decisions should consider the fact that individuals
with little experience or an external locus of control tend to be more stress prone.
Redesigning jobs: More autonomy, more responsibility, more meaningful work
and individual feedback reduce stress because these factors give the employees
these factors give the employee greater control over work activities and lessen
dependence on others.
Employee involvement: This acts as motivator to employee so that he feels
empowered a experience less stress.
Organizational communication: This provides role clarity to the employee so that
it reduces stress to some extent.
Wellness program: These programs improve the employees total physical and
mental condition. Examples of this are workshops to quit smoking, control
alcohol use etc.
Stress management at Reliance Communication:
Tertiary Prevention: A category of stress prevention techniques aimed stress related symptoms.
(having physicians treat employees for various illness
Stress management refers to a wide spectrum of techniques and psychotherapies aimed at
controlling a person's levels of stress, especially chronic stress, usually for the purpose of
improving everyday functioning.
In this context, the term 'stress' refers only to a stress with significant negative consequences,
or distress in the terminology advocated by Hans Selye, rather than what he calls eustress, a
stress whose consequences are helpful or otherwise positive.
Stress produces numerous symptoms which vary according to persons, situations, and
severity. These can include physical health decline as well as depression. The process of
stress management is named as one of the keys to a happy and successful life in modern
society.Although life provides numerous demands that can prove difficult to handle, stress
management provides a number of ways to manage anxiety and maintain overall well-being.
Despite stress often being thought of as a subjective experience, levels of stress are readily
measureable using various physiological tests, similar to those used in polygraphs.
Many practical stress management techniques are available, some for use by health
practitioners and others for self-help, which may help an individual to reduce stress, provide
positive feelings of being in control of one's life and promote general well-being.
The effectiveness of the different stress management techniques can be difficult to assess, as
few of them have received significant attention from researchers. Consequently, the amount
and quality of evidence for the various techniques varies widely. Some are accepted as
effective treatments for use in psychotherapy, whilst others with less evidence favoring them
are considered alternative therapies. Many professional organizations exist to promote and
provide training in conventional or alternative therapies.
There are several models of stress management, each with distinctive explanations of
mechanisms for controlling stress. Much more research is necessary to provide a better
understanding of which mechanisms actually operate and are effective in practice.
Historical foundations [edit]Walter Cannon and Hans Selye used animal studies to establish
the earliest scientific basis for the study of stress. They measured the physiological responses
of animals to external pressures, such as heat and cold, prolonged restraint, and surgical
procedures, then extrapolated from these studies to human beings.[2][3]
Subsequent studies of stress in humans by Richard Rahe and others established the view that
stress is caused by distinct, measureable life stressors, and further, that these life stressors can
be ranked by the median degree of stress they produce (leading to the Holmes and Rahe
Stress Scale). Thus, stress was traditionally conceptualized to be a result of external insults
beyond the control of those experiencing the stress. More recently, however, it has been
argued that external circumstances do not have any intrinsic capacity to produce stress, but
instead their effect is mediated by the individual's perceptions, capacities, and understanding.
Transactional model [edit]Richard Lazarus and Susan Folk man suggested in 1984 that stress
can be thought of as resulting from an “imbalance between demands and resources” or as
occurring when “pressure exceeds one's perceived ability to cope”. Stress management was
developed and premised on the idea that stress is not a direct response to a stressor but rather
one's resources and ability to cope mediate the stress response and are amenable to change,
thus allowing stress to be controllable.
This model proposes that helping stressed individuals understand the nature of thought—
especially providing them with the ability to recognize when they are in the grip of insecure
thinking, disengage from it, and access natural positive feelings—will reduce their stress.
Stress prevention & resilience [edit]Although many techniques have traditionally been
developed to deal with the consequences of stress considerable research has also been
conducted on the prevention of stress, a subject closely related to psychological resilience-
building. A number of self-help approaches to stress-prevention and resilience-building have
been developed, drawing mainly on the theory and practice of cognitive-behavioural
therapy.
Measuring stress [edit]Levels of stress can be measured. One way is through the use of
psychological testing: the Holmes and Rahe Stress Scale is used to rate stressful life events,
while the DASS contains a scale for stress based on self-report items. Changes in blood
pressure and galvanic skin response can also be measured to test stress levels, and changes in
stress levels. A digital thermometer can be used to evaluate changes in skin temperature,
which can indicate activation of the fight-or-flight response drawing blood away from the
extremities. Cortisol is the main hormone released during a stress response and measuring
cortisol from hair will give a 60-90 baseline stress level of an individual. This method of
measuring stress is currently the most popular method in the clinic.
Types of Stress [edit]Acute Stress [edit]Acute Stress is the most common form of stress among
humans worldwide. Acute stress deals with the pressures of the near future or dealing with
the very recent past. This type of stress is often misinterpreted for being a negative
connotation. While this is the case in some circumstances, it is also a good thing to have
some acute stress in your life. Running or any other form of exercise is considered an acute
stressor. Some exciting or exhilarating experiences such as riding a roller coaster is an acute
stress but is usually very fun. Acute Stress is a short term stress and in result, does not have
enough time to do the damage that long term stress causes.[13]
Chronic Stress [edit]Chronic Stress is the exact opposite of acute stress. It has a wearing effect
on people that can become a very serious health risk if it continues over a long period of
time. It has been proven that chronic stress can have a huge impact on memory loss. Chronic
stress has also been studied by doctors who have concluded that it can also damage one's
spacial recognition as well. This same study showed that chronic stress produces a decreased
drive of eating. The severity varies from person to person and also sex difference can also be
an underlying factor according to doctors. Women have ben found to be able to take longer
durations of stress than men without showing the same maladaptive changes. Men can deal
with shorter stress duration better than women can but once males hit a certain threshold,
the chances of them developing mental issues increases drastically.
Stress in the Workplace [edit]Stress in the workplace is a commonality throughout the world
in every business. Managing that stress becomes vital in order to keep up job performance as
well as relationship with co-workers and employers. Changing the work environment has
proven to relieve work stress in some workers. Making the environment less competitive
between employees has shown to decrease some amounts of stress. However, each person is
different and some people like the pressure to perform better. Psychologists have found that
the main concern of workers, predictably, is salary. Salary cause huge amounts of stress in
the workplace. Salary effects the way a person works because they always want promotion
and in result, higher salary. This stress has been linked to chronic stress.
Coping with stress in the workplace has become a very important issue to CEOs and
presidents of companies over the years. Providing employers with stress managing programs
such as therapy, communication programs, and a more flexible work schedule. Cultural
differences have also shown to have some major effects on stress coping problems. Eastern
Asian employees may deal with certain work situations differently than a Western North
American employee would. This all ties in with balancing the work environment and
employers feel this has become very important because they want to have diversity in their
companies.
Medical Environment Stress [edit]A study was done on the stress levels in general
practitioners and hospital consultants in 1994. Over 500 medical employees participated in
this study done by Dr. R.P Caplan. These results showed that 47% of the workers scored high
on their questionnaire for high levels of stress. 27% of the general practitioners even scored
to be very depressed. These numbers came to a surprise to Dr. Caplan and it showed how
alarming the large number of medical workers become stressed out because of their jobs.
Managers stress levels were not as high as the actual practitioners themselves. An eye
opening statistic showed that nearly 54% of workers suffered from anxiety while being in
the hospital. Although this was a small sample size for hospitals around the world, Caplan
feels this trend is probably fairly accurate across the majority of hospitals. [16]
Stress Management Programs in Workplace [edit]Many businesses today have began to use
Stress Management Programs for employees who are having trouble adapting to stress at the
workplace or at home. Many people have spill over stress from home into their working
environment. There are a couple of ways businesses today try to alleviate stress on their
employees. One way is individual intervention. This starts off by monitoring the stressors in
the individual. After monitoring what causes the stress, next is attacking that stressor and
trying to figure out ways to alleviate them in any way. Developing social support is vital in
individual intervention, being with others to help you cope has proven to be a very effective
way to avoid stress. Avoiding the stressors all together is the best possible way to get rid of
stress but that is very difficult to do in the workplace. Changing behavioral patterns, may in
turn, help reduce some of the stress that is put on at work as well.
Another way of reducing stress at work is by simply changing the workload for an employee.
Some may be too overwhelmed that they have so much work to get done, or some also may
have such little work that they are not sure what to do with themselves at work. Improving
communications between employees also sounds like a simple approach, but it is very
effective for helping reduce stress. Sometimes making the employee feel like they are a
bigger part of the company, such as giving them a voice in bigger situations shows that you
trust them and value their opinion. Having all the employees mesh well together is a very
underlying factor which can take away much of workplace stress. If employees fit well
together and feed off of each other, the chances of lots of stress is very minimal. Lastly,
changing the physical qualities of the workplace may reduce stress. Changing simple things
such as the lighting, air temperature, odor, and up to date technology.
Intervention is broken down into three steps: Primary, Secondary, Tertiary. Primary deals
with eliminating the stressors all together. Secondary deals with detecting stress and figuring
out ways to cope with it and improving stress management skills. FInally, tertiary deals with
recovery and rehabbing the stress all together. These three steps are usually the most
effective way to deal with stress not just in the workplace, but overall.[17]
A relaxation technique (also known as relaxation training) is any method, process, procedure,
or activity that helps a person to relax; to attain a state of increased calmness; or otherwise
reduce levels of anxiety, stress or anger. Relaxation techniques are often employed as one
element of a wider stress management program and can decrease muscle tension, lower the
blood pressure and slow heart and breath rates, among other health benefits.[1]
"Dejection" and "despair" redirect here. For the poem, see Dejection: An Ode. For other uses
of despair, see despair (disambiguation).
Melencolia I (ca. 1514), by Albrecht DürerDepression is a state of low mood and aversion to
activity that can affect a person's thoughts, behavior, feelings and sense of well-being.[1]
Depressed people may feel sad, anxious, empty, hopeless, worried, helpless, worthless, guilty,
irritable, hurt, or restless. They may lose interest in activities that once were pleasurable,
experience loss of appetite or overeating, have problems concentrating, remembering details,
or making decisions, and may contemplate or attempt suicide. Insomnia, excessive sleeping,
fatigue, loss of energy, or aches, pains, or digestive problems that are resistant to treatment
may also be present.
Life events [edit]Life events and changes that may precipitate depressed mood include
menopause, financial difficulties, job problems, relationship troubles, separation,
bereavement, and catastrophic injury.
Medical treatments, alcohol and other drugs [edit]Certain medications are known to cause
depressed mood in a significant number of patients. These include hepatitis C drug therapy
and some drugs used to treat high blood pressure, such as beta-blockers or reserpine. High
rates of major depressive disorder occur in heavy alcohol drinkers and those who abuse
alcohol. Whether major depressive disorder causes self-medicating alcohol abuse, or alcohol
abuse increases the risk for the disorder is not known.
Outside the mood disorders: borderline personality disorder commonly features depressed
mood; adjustment disorder with depressed mood is a mood disturbance appearing as a
psychological response to an identifiable event or stressor, in which the resulting emotional
or behavioral symptoms are significant but do not meet the criteria for a major depressive
episode;[10] and posttraumatic stress disorder, an anxiety disorder that sometimes follows
trauma, is commonly accompanied by depressed mood
A meta-analysis showed that people who followed this course had a 38% lower incidence of
developing a major depressive disorder than the control group.[25] A stepped-care
intervention (watchful waiting, Cognitive behavioral therapy (CBT) and medication for
some) achieved a 50% lower incidence rate in a patient group aged 75 or older.[26] One
study on depression found a neutral effect compared to personal, social, and health
education, and included a comment on potential for increased depression scores from people
who have received CBT due to greater self recognition and acknowledgement of existing
symptoms of depression and especially negative thinking styles.[27] Another study also saw a
neutral result.
A headache or cephalalgia is pain anywhere in the region of the head or neck. It can be a
symptom of a number of different conditions of the head and neck.[1] The brain tissue itself
is not sensitive to pain because it lacks pain receptors. Rather, the pain is caused by
disturbance of the pain-sensitive structures around the brain. Nine areas of the head and
neck have these pain-sensitive structures, which are the cranium (the periosteum of the
skull), muscles, nerves, arteries and veins, subcutaneous tissues, eyes, ears, sinuses and
mucous membranes.
There are a number of different classification systems for headaches. The most well-
recognized is that of the International Headache Society. Headache is a non-specific
symptom, which means that it has many possible causes. Treatment of a headache depends
on the underlying etiology or cause, but commonly involves analgesics.
Pain management (also called pain medicine or algiatry) is a branch of medicine employing
an interdisciplinary approach for easing the suffering and improving the quality of life of
those living with pain.[1] The typical pain management team includes medical practitioners,
clinical psychologists, physiotherapists, occupational therapists, nurse practitioners, and
clinical nurse specialists.[2] The team may also include other mental-health specialists and
massage therapists. Pain sometimes resolves promptly once the underlying trauma or
pathology has healed, and is treated by one practitioner, with drugs such as analgesics and
(occasionally) anxiolytics. Effective management of chronic (long-term) pain, however,
frequently requires the coordinated efforts of the management team.[3]
Medicine treats injury and pathology to support and speed healing; and treats distressing
symptoms such as pain to relieve suffering during treatment and healing. When a painful
injury or pathology is resistant to treatment and persists, when pain persists after the injury
or pathology has healed, and when medical science cannot identify the cause of pain, the
task of medicine is to relieve suffering. Treatment approaches to chronic pain include
pharmacologic measures, such as analgesics, tricyclic antidepressants and anticonvulsants,
interventional procedures, physical therapy, physical exercise, application of ice and/or heat,
and psychological measures, such as biofeedback and cognitive behavioral therapy.
CHAPTER-4
DATA ANALYSIS
1 How often do you say the word “I am busy or I am having hard time” At the work
place?
Options Response ( % )
Very often 9
often 26
Rarely 28
Very rarely 25
Never 12
Interpretation:
As is evident from the chart, majority of the respondents (52%) rarely and very rarely
says that they are busy at work place.
No 23
Sometimes 26
Interpretation:
The finally yet importantly, the question asked about the employees, majority of
the employees (51%) of the RELIANCE feel time pressure to complete work.
Options Response ( % )
Always 60
Sometimes 19
Never 21
Interpretation:
As is evident from the chart, majority of the respondents (60%) always think that
family problems cause stress.
Options Response ( % )
Strongly Agree 75
agree 23
Disagree 12
Interpretation:
As is evident from the chart, majority of the respondents (68%) strongly agree
with above statement that by doing physical exercise & yoga stress will be
reduced.
Options Response ( % )
Yes 58
No 42
Interpretation:
As is evident from the chart, majority of the respondents (58%) have health problems like
BP, sugar or else.
Not accepted 32
Interpretation:
As is evident from the chart, majority of the respondents (68%) accept above
statement i.e. lack of communication causes stress.
7. How often you agree that spending time with your family reduces stress?
Options Response ( % )
Strongly agree 35
Agree 44
Cannot say 9
Disagree 8
Strongly disagree 4
Interpretation:
As is evident from the chart, majority of the respondents (79%) agree with above
statement i.e. appending more time with family reduces stress.
8. Do you feel lack of co-operation in office?
Options Response ( % )
Very often 9
often 26
Rarely 16
Very rarely 17
Never 32
Interpretation:
As is evident from the chart, majority of the respondents (68%) faced lack of co-
operation in office remaining (32%) of employees never faced lack of co-
operation in organization.
9. Do you have any practice in Meditation & prayer for to reduce the stress?
Options Response ( % )
Yes 77
No 9
Sometimes 14
Interpretation:
As is evident from the chart, majority of the respondents (77%) agree with above
statement that meditation & prayer to reduce the stress.
10.How do you feel about the work environment in the organization?
Options Response ( % )
Good 56
Better 26
Bad 11
Worse 7
Interpretation:
As is evident from the chart, majority of the respondents (56%) feel good about
the work environment in the organization.
11. Do the Financial motivations reduce the stress?
Options Response ( % )
Strongly agree 12
Agree 43
Cannot say 32
Disagree 10
Strongly disagree 3
Interpretation:
As is evident from the chart, majority of the respondents (55%) agree with above
statement i.e. financial motivation reduces the stress.
Partially 28
None 20
Interpretation:
As is evident from the chart, majority of the respondents (52%) have full
involvement in training & development programs.
Agree 48
Cannot say 13
Disagree 6
Strongly disagree 1
Interpretation:
As is evident from the chart, majority of the respondents (80%) agree with above
statement i.e. relaxation (holydays, leaves, family, tours etc.) reduces stress.
Options Response ( % )
Accepted 67
Not accepted 33
Interpretation:
As is evident from the chart, majority of the respondents (67%) accept that family
counseling is needed to plan and overcome the stress.
Agree 50
Cannot say 21
Disagree 10
Strongly disagree 4
Interpretation:
As is evident from the chart, majority of the respondents (65%) agree with above
statement i.e. following safety precautions stress is reduced.
CHAPTER-5
FINDINGS, SUGGESTIONS,
CONCUSIONS
FINDINGS
There is in significance relationship between stress & demography factors i.e. age,
experience & designation.
The following dimensions of personal policies & practices of the organization have
contributed to stress among employees.
Respondents who fall under the executive grade are more stressed in comparison with
the other grade.
The organization falls a very tall structure of stress among hierarchy & this is one of the
reasons for employees being stressed.
There is no significance difference of stress among employees working in plant & other
departments.
The employees working in the plat gave a positive response in answering the
questionnaire.
SUGGESTIONS
A Small percentage of the employees did have high stress. Person facing stress at the
organizational level of lot of psychological problems in the form of decreased motivation,
absenteeism low productivity targets not being achieving etc. 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 cause out their stress. The stress management cause comprise of a
package program consisting of:
Relaxation.
Time management.
Since T & D job related factors, performance appraisal & job satisfaction were
perceived stressful by the employees, the employees should be counseled regarded
the matter.
At the individual level the employees could practice a relaxing holiday (where in
quality time is spent with the family) every fortnight or mouth.
At the end of the study, we can conclude that through there are signs of stress among the
employees & such stress is affecting their behaviors, it can be controlled & reduced
effectively.
This can be done by giving counseling & incorporating the suggestions given here in at
individual & organization level.
QUESTIONNAIRE
1. How often do you say the word “I am busy or I am having hard time” At the work place?
Very often ( ) Often ( ) rarely ( )
7. How often you agree that spending time with your family reduces stress?
Strongly agree ( ) Agree ( ) cannot say ( ) Disagree ( ) strongly
disagree ( )
9. Do you have any practice in meditation & prayer to reduce the stress?
Yes ( ) No ( ) Sometimes( )
10. How do you feel about the work environment in the organization?
Good ( ) Better( ) Bad( ) Worse( )
**********
Bibliography:
Web sites:
www.humanresouyrce.com
www.stressmanagement.com
BIBLIORAPHY
McGrawHillInternational
Edition.