A RESEARCH PROJECT ON

STRESS MANAGEMENT
FOR
PUNJAB NATIONAL BANK

SUBMITTED TO:
-

MRS. MUNMUN MOHANTY PUNJAB

NATIONAL BANK

N.L. DALMIA INSTITUTE OF MANAGEMENT

STUDIES & RESEARCH

SUBMITTED BY:
DEEPIKA PARMANAND AMESAR
STUDENT OF N.L.DALMIA INSTITUTE OF
MANAGEMENT STUDIES & RESEARCH

GUIDED BY:
MRS. MUNMUN MOHANTY - PUNJAB NATIONAL
BANK
6/26/2010

PREFACE
During the past decade, the banking sector had under gone rapid and striking changes like
policy changes due to globalization and liberalization, increased competition due to the entrance
of more private sector banks, downsizing, introduction of new technologies, etc. Due to these
changes, the employees in the banking sector are experiencing a high level of stress. The
advent of technological revolution in all walks of life coupled with globalization, privatization
policies has drastically changed conventional patterns in all sectors. The banking sector is of no
exemption. The 1990s saw radical policy changes with regarding to fiscal deficit and structural
changes in India so as to prepare her to cope with the new economic world order. Globalization
and privatization led policies compelled the banking sector to reform and adjust to have a
competitive edge to cope with multinationals led environment. The advent of technological
changes, especially extensive use of computers in the sector has changed the work patterns of
the bank employees and has made it inevitable to downsize the work force in the sector. The
implications of the above said transformations have affected the social, economical and
psychological domains of the bank employees and their relations. Evidence from existing
literature states that more than 60% of the bank employees have one or other problem directly
or indirectly related to these drastic changes. Along with other sectors the banking sector is also
leaning towards the policy of appointing contract labor & various compulsive as well as
rewarding options such as VRS, etc. All the factors discussed above are prospective attributes
to cause occupational stress and related disorders among the employees.

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LETTER OF TRANSMITTAL
DATE JUNE 26, 2010
Mr. B.G.Pinto
Senior Manager for HRD
Subject: Presentation of Report on Stress Management
Respected Sir,
Here is my report on Stress Management as a part of my Summer Training project. This report
was prepared according to your authorization letter dated May 03, 2010.
Working on this subject has been an exciting learning experience for me. The topics Ive
covered in this study are Work Stress for which an employee survey was taken, suggestions
from employees & recommendations on how to help employees overcome their stress. As was
expected employees do suffer from work overload & pressure. Necessary measures to help
them have been incorporated in the report.
I hope that this study is helpful to you in your continuous endeavor to make working an
enjoyable experience for the employees. I am grateful to you for all the cooperation you have
extended to me in this important study. I want to extend my special gratitude to my Project
Guide, Mrs. Munmun Mohanty. I am also thankful to all the employees for helping me in my
study.
Yours sincerely,
Deepika Parmanand Amesar.

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TABLE OF CONTENTS
PREFACE........................................................................................................................................................................ 2
LETTER OF TRANSMITTAL........................................................................................................................................... 3
EXECUTIVE SUMMARY................................................................................................................................................. 5
CONCEPTUAL FRAMEWORK & LITERATURE REVIEW..............................................................................................7
INTRODUCTION TO STRESS........................................................................................................................................ 7
EXTREME PRODUCTS OF STRESS............................................................................................................................. 9
GOOD STRESS v/s BAD STRESS:................................................................................................................................ 9
GENERAL ADAPTATION SYNDROME......................................................................................................................... 11
SEVERITY OF STRESS:.............................................................................................................................................. 12
WORKPLACE STRESS:............................................................................................................................................... 13
ROLE STRESS IN THE NEW AGE WOMAN:...............................................................................................................15
ORGANIZATIONAL CONFLICT.................................................................................................................................... 17
STRESS VULNERABILITY........................................................................................................................................... 19
HOW TO IDENTIFY A STRESSED EMPLOYEE..........................................................................................................20
STRESS MANAGEMENT............................................................................................................................................. 22
WHAT THE EMPLOYERS NEED TO DO TO HELP THE EMPLOYEES OVERCOME WORK STRESS?..................23
STRESS MANAGEMENT SCENARIO IN INDIA..........................................................................................................25
STRESS MANAGEMENT TECHNIQUES.....................................................................................................................27
WHAT CAN THE EMPLOYEES DO TO MAKE THEIR WORK MORE ENJOYABLE?.................................................31
ABOUT PUNJAB NATIONAL BANK..............................................................................................................................34
RESEARCH................................................................................................................................................................... 41
DATA ANALYSIS & INTERPRETATION........................................................................................................................46
LIMITATIONS OF THE SURVEY................................................................................................................................... 54
WHAT DO THE EMPLOYEES FEEL?........................................................................................................................... 55
STRESS MANAGEMENT FOR PUNJAB NATIONAL BANK........................................................................................57
BIBLIOGRAPHY............................................................................................................................................................ 62

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EXECUTIVE SUMMARY
The productivity of the work force is the most decisive factor as far as the success of an
organization is concerned. This productivity is in turn dependent on the psychosocial well-being
of the employees. In an age of highly dynamic and competitive world, man is exposed to all
kinds of stressors that can affect him on all realms of life. The growing importance of
interventional strategies is felt more at organizational level. The increasing competition in the
Banking Industry which was the result of opening up of the economy has put forth various
challenges for the Bank employees. In view of the changing face of the Indian Banking Industry
& the challenges associated with the changes that come about as new technologies are being
used in this field, stress has become a common problem in the Banking Industry.
This particular research was intended to study the quantum of stress the employees at Punjab
National Bank face & to suggest them various ways in which they can cope with it & make their
work more enjoyable.
This study begins with the review of different terminologies associated with stress & the various
strategies adopted across sectors to help employees deal with work stress. A research was then
conducted at Punjab National Bank to study the level of stress the employees face & what they
feel about their work environment. A representative sample was taken for this research. Some of
the employees have also voiced their opinions regarding Stress Management at their
workplace.
Simple graphs & charts have been used to display the results of this questionnaire survey. The
results have been as expected. Bank jobs in general have been considered to be very
monotonous as was reflected in the survey results. The results indicate that employees in
general go through a moderate level of work stress & work overload. From the results it can be
concluded that the employees want their work to be more exciting & less monotonous. Their
suggestions have also been incorporated in this study. Various recommendations have also
been proposed for the management as well as the employees to make the organizational
atmosphere stress free. Some of these recommendations include having Stress management
workshops & centers, Dance therapy, Humor Clubs, allowing Sabbaticals, et al.

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Finally it is important to remember that stress is not a situation. It is an individual perception.

The techniques suggested for Stress Management in this study are plentiful. No one can do it
all, so choose one or two of the suggestions & incorporate it gradually into daily life. Theres no
need to do all the steps; thats too stressful! The simple ones, like laughing, talking to a friend or
engaging in short bursts of exercise are the easiest to follow. These basic strategies in Stress
Management, done over time, can significantly help in the reduction of stress. Fun ways to
relieve stress are essential to basic survival in a world where adults are on the run from the
moment they arise in the morning until they turn off the light at night. While long term stress
reduction requires behavioral modifications, there are fun activities that can be engaged in on a
semi-regular basis to relieve stress that has built up over time.

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Like an ugly bird of prey, tension hovers over millions

of people, ready to swoop down on its victims
Tension, in fact is probably one of the greatest
menaces the civilized world must face these days.
-

INDIRA DEVI

CONCEPTUAL FRAMEWORK & LITERATURE REVIEW

INTRODUCTION TO STRESS
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 obviousexcept that it is
not.
STRESS- HISTORY & USAGE:
The term stress had none of its contemporary connotations before the 1950s. It is a form of the
Middle English destresse, derived via Old French from the Latin stringere, to draw tight.
It had long been in use in physics to refer to the internal distribution of a force exerted on a
material body, resulting in strain. In the 1920s & 1930s, the term was occasionally being used in
psychological circles to refer to a mental strain or unwelcome happening, & by advocates of
holistic medicine to refer to a harmful environmental agent that could cause illness. Walter
Cannon used it in 1934 to refer to external factors that disrupted what he called homeostasis.
The novel usage arose out of Hans Selyes 1930 experiments. He started to use the term to
refer not just to the agent but to the state of the organism as it responded & adapted to the
environment. His theories of a universal non specific stress response attracted great interest &
contention in academic physiology & he undertook extensive research programs & publication
efforts.
The psychological uses of stress are frequently metaphorical rather than literal, used as a
catch-all for perceived difficulties in life. It also became a euphemism, a way of referring to
problems and eliciting sympathy without being explicitly confessional, just "stressed out". It

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covers a huge range of phenomena from mild irritation to the kind of severe problems that might
result in a real breakdown of health. In popular usage almost any event or situation between
these extremes could be described as stressful.
.
DEFINITION:
The most commonly accepted definition of stress (mainly attributed to Richard S Lazarus) is that
Stress is a condition or a feeling experienced when a person perceives that demands
exceed the personal and social resources the individual is able to mobilize. In short, it's
what we feel when we think we've lost control of events. The stress response inside us is
therefore part instinct and part to do with the way we think.
STRESS IN BIOLOGICAL TERMS
Stress is a biological term which refers to the consequences of the failure of a human or animal
body to respond appropriately to emotional or physical threats to the organism, whether actual
or imagined. It includes a state of alarm and adrenaline production, short-term resistance as a
coping mechanism, and exhaustion. It refers to the inability of a human or animal body to
respond.
TYPICAL NEGATIVE SYMPTOMS OF STRESS:

STRESS

BEHAVIORAL
PHYSIOLOGICAL

PSYCHOLOGICAL

SYMPTOMS

SYMPTOMS

SYMPTOMS

Ulcers

Emotional instability

Excessive smoking

Digestive problems

Moodiness

Abuse of alcohol or drugs

Headaches

Nervousness & tension

Absenteeism

High blood pressure

Chronic worry

Aggression

Sleep disruption

Depression

Safety problems

Burnout

Performance problems

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EXTREME PRODUCTS OF STRESS

BURNOUT:
According to the theory developed by Hans Selye, the human body cannot instantly rebuild its
ability to cope with stress once its depleted. As a result, people become physically &
psychologically weakened from trying to combat it. This condition is called Burnout a situation
in which employees are emotionally exhausted, become detached from their clients & their
work, & feel unable to accomplish their goals. When workers become burned out, they are more
likely to complain, to attribute their errors to others,& to be highly irritable. The alienation they
feel drives many of them to think about leaving their jobs, to seek out opportunities to become
trained for new careers, & actually to quit. In addition to higher turnover, burnout also leads to
increased absenteeism & decreased quality & quantity of job performance.
TRAUMA:
Another severe product of stress, called Trauma, occurs following a major threat to ones
security. The event could be a natural disaster, an organizational crisis, dramatic employee
abuse by the employer, or personal job loss. Three types of trauma that have achieved notoriety
in recent years are workplace trauma, layoff survivors sickness & post traumatic stress
disorder.

GOOD STRESS v/s BAD STRESS:

Stress has often been misunderstood to be negative, with few people acknowledging the
importance and usefulness of positive stress. In our everyday lives, stress is everywhere and
definitely unavoidable; hence our emphasis should be on differentiating between what is good
stress, and what is bad. This will help us to learn to cope with negative stress, and harness the
power of positive stress to help us achieve more.
There are 4 main categories of stress, namely Eustress, distress, hyper stress and hypo stress.
Negative stress can cause many physical and psychological problems, whilst positive stress can
be very helpful for us. Heres how we differentiate between them.
EUSTRESS:
This is a positive form of stress, which prepares your mind and body for the imminent
challenges that it has perceived. Eustress is a natural physical reaction by your body which
increases blood flow to your muscles, resulting in a higher heart rate. Athletes before

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competition or perhaps a manager before a major presentation would do well with Eustress,
allowing them to derive the inspiration and strength that is needed.
DISTRESS:
We are familiar with this word, and know that it is a negative form of stress. This occurs when
the mind and body is unable to cope with changes, and usually occurs when there are
deviations from the norm. They can be categorized into acute stress and chronic stress. Acute
stress is intense, but does not last for long. On the other hand, chronic stress persists over a
long period of time.
Trigger events for distress can be a change in job scope or routine that the person is unable to
handle or cope with.
HYPER STRESS:
This is another form of negative stress that occurs when the individual is unable to cope with the
workload. Examples include highly stressful jobs, which require longer working hours than the
individual can handle. If you suspect that you are suffering from hyper stress, you are likely to
have sudden emotional breakdowns over insignificant issues, the proverbial straws that broke
the camels back. It is important for you to recognize that your body needs a break, or you may
end up with severe and chronic physical and psychological reactions.
HYPO STRESS:
Lastly, hypo stress occurs when a person has nothing to do with his time and feels constantly
bored and unmotivated. This is due to an insufficient amount of stress; hence some stress is
inevitable and helpful to us. Companies should avoid having workers who experience hypo
stress as this will cause productivity and mindfulness to fall. If the job scope is boring and
repetitive, it would be a good idea to implement some form of job rotation so that there is always
something new to learn.

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GENERAL ADAPTATION SYNDROME

Stress is how the body reacts to a stressor, real

or imagined, a stimulus that causes stress. Acute stressors affect an organism in the short term;
chronic stressors over the longer term.
Selye researched the effects of stress.
Alarm is the first stage. When the threat or stressor is identified or realized, the body's stress
response is a state of alarm. During this stage adrenaline will be produced in order to bring
about the fight-or-flight response. There is also some activation of the HPA axis, producing
cortisol.
Resistance is the second stage. If the stressor persists, it becomes necessary to attempt some
means of coping with the stress. Although the body begins to try to adapt to the strains or
demands of the environment, the body cannot keep this up indefinitely, so its resources are
gradually depleted.
Exhaustion is the third and final stage in the GAS model. At this point, all of the body's
resources are eventually depleted and the body is unable to maintain normal function. The initial
autonomic nervous system symptoms may reappear (sweating, raised heart rate etc.). If stage
three is extended, long term damage may result as the capacity of glands, especially the
adrenal gland, and the immune system is exhausted and function is impaired resulting in
decomposition.
The result can manifest itself in obvious illnesses such as ulcers, depression, diabetes, trouble
with the digestive system or even cardiovascular problems, along with other mental illnesses.

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SEVERITY OF STRESS:
The severity of stress is gauged by the degree of disruption in the human system that will occur
if the individual fails to cope with the adjustive demand. For eg, lack of food over a sustained
period is regarded as a severe stress because it causes serious disruption of both physiological
and psychological functioning.
FACTORS INFLUENCING SEVERITY OF STRESS:
A. Characteristics of the adjustive demand
a) Importance, duration and multiplicity of demands
b) Strength and equality of conflicting forces
c) Imminence of anticipated stress
d) Unfamiliarity or suddenness of the problem
B. Characteristics of the individual
a) Perception of the problem
b) Degree of threat
c) Stress tolerance of the individual
BUILT-INPSYCHOLOGICAL COPING & DAMAGE REPAIR MECHANISMS:
There appear to be a number of coping and damage-repair mechanisms built into the human
system which operate on a psychological level. Among the more common and important of
these mechanisms are the following:

Crying

Talk it out

Laughing it off

Seeking Support[

Dreaming and nightmares

These Built-In reaction patterns may be used in varying degrees and combinations depending
on the individual, the social setting, and the nature of the traumatic event which resulted in the
psychological hurt or damage.

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WORKPLACE STRESS:
Workplace stress is the harmful physical & emotional response that occurs when there is a poor
match between the job demands & capabilities, resources & needs of the worker. Stress is a
prevalent & costly problem in todays workplace. Evidence suggests that stress is the major
cause of turnover in organizations
Problems at work are more strongly associated with health complaints than are any other life
stressor-more so than even financial problems or family problems. Many studies suggest that
psychologically demanding jobs that allow employees little control over the work process
increase the risk of cardiovascular disease. It is widely believed that job stress increases the
risk for development of back and upper-extremity musculoskeletal disorders. High levels of
stress are associated with substantial increases in health service utilization. Workers who report
experiencing stress at work also show excessive health care utilization. Additionally, periods of
disability due to job stress tend to be much longer than disability periods for other occupational
injuries and illnesses.
CAUSES OF WORKPLACE STRESS:
Almost any job condition can cause stress, depending on an employees reaction to it. For
example, one employee will accept a new work procedure & feel little or no stress, while another
experiences overwhelming pressure from the same task. Part of the difference lays in each
employees experiences, general outlooks, & expectations which are all internal factors. There
are, however, a number of job conditions that frequently cause stress for employees like:
i.

Work overload & time deadlines out employees under pressure & lead to stress. Often
these pressures arise from management, & a poor quality of management can cause
stress.

ii.

Role conflict & ambiguity are also related to stress. In situations of this type, people have
different expectations of an employees activities on a job, so the employee does not
know what to do & cannot meet all expectations. In addition, since the job often is poorly
defined, the employee has no official model on which to depend.

iii.

A further case of stress lies in difference between company values & ethical practices,
as often reflected in the organizations culture, & employee ethics & values. Substantial
differences can lead to significant mental stress as an effort is made to balance the
requirements of both sets of values.

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iv.

Some jobs produce more stress than others. Those which involve rotating shift work,
machine-paced tasks, routine & repetitive work, or hazardous environments are
associated with greater stress. Workers who spend many hours daily in front of
computer screens also report high stress levels. Evidence also indicates that the
sources of stress differ by organizational level. Executive stress may arise from the
pressure for short-term financial results or the fear of a hostile take-over attempt. Middle
managers may experience stress when their job security is threatened by news of
impending corporate downsizings. Supervisory stressors include the pressures to
increase quality & customer service, required attendance at numerous meetings, &
responsibility for the work of others. Workers are more likely to experience the stressors
of low status, lack of perceived control, resource shortages, & the demand for a large
volume of error-free work.

v.

A general & widely recognized cause of stress is change of any type because it requires
adaptation by employees. It tends to be especially stressful when it is major or unusual,
such as temporary layoff or transfer. A related source of stress that affects many
employees is worry over their financial well-being. This situation can arise when costsaving technology is introduced, contract negotiations begin, or the firms financial
performance suffers.

vi.

Another cause of stress is frustration. It is a result of a motivation (drive) being blocked

to prevent one from reaching a desired goal. When you feel that your goal may not be
reached you may become irritable, develop an uneasy feeling in our stomach, or have
some other reaction. These reactions to frustration are known as defense mechanisms
because you are trying to defend yourself form the psychological effects of the blocked
goal. One of the most common reactions to frustration is aggression. Additional reactions
to frustration include apathy, withdrawal, regression, fixation, physical disorders, &
substitute goals.
Physiological reactions to stress can have consequences for health over time.
Researchers have been studying how stress affects the cardiovascular system, as well
as how work stress can lead to hypertension & coronary artery disease.
There are 4 main physiological reactions to stress:

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Blood is shunted to the brain & large muscle groups, & away from extremities, skin, &
organs that are not currently serving the body.

An area near the brain system, known as the reticular activating system, goes to work,
causing a state of keen alertness as well as sharpening of hearing & vision.

vii.

Energy providing compounds of glucose & fatty acids are released into the bloodstream.

The immune & digestive systems are temporarily shut down.

Some research suggests that it is the little things, called hassles, rather than major life
crises, that produce frustration. Hassles are conditions of daily living that are perceived
to threaten ones well-being. They have been found to be related to both symptoms of illhealth & levels of absenteeism. The most frequent hassles include having too many
things to do, losing items, being interrupted, & having to do unchallenging work. Some of
the hassles with the greatest average severity are related to either the job or the
employees environment, such as dealing with problems of ageing parents, facing
prejudice & discrimination, & having insufficient personal energy. It is possible that none
of these hassles alone will cause the average person to become frustrated. However,
the cumulative effects of multiple hassles may result in a feeling of unwelcome stress.

ROLE STRESS IN THE NEW AGE WOMAN:

An increasing number of women are becoming career conscious and professional in their
outlook. Earlier women preferred jobs like nursing, medicine, clerical but now the number of
women executives is on the increase. The reasons for such a change are: increase in women's
education, changing socio-cultural values, increasing awareness and consciousness in women
and the rise in economic independence. Women are in a dilemma facing queries regarding self
and her rights. Her inner conflict keeps on puzzling her regarding existence in reality and what
people talk about (Gracia, June, 2005). Balancing work and family frequently means irregular
work hours for women professionals leading to stress and various problems related to it (Snell,
2004). The working woman, regardless of whether she is married or single, faces higher stress
levels. This is not so much in the work place but at home also. She may feel guilty for leaving
her children while she works; this not only increases her stress but also reduces her job
satisfaction.

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She may face overload of work, responsibility, and inadequate authority, non-cooperation from
subordinates, hostile boss, poor working conditions and conflicts in the organization. Social
Support is the physical and emotional comfort given by our family, friends, co-workers and
others. Maintaining a healthy social support network is hard work and something that requires
ongoing effort over time. People are emotionally supportive when they tell us that they care
about us and think well of us. It is important to have at least one close friend. (Cohen, S.,2000)
also tells us that social support does the best job of protecting us from the effects of stress when
we believe that emotional support is easy to come by and we have at least one person we can
confide in.
The key stressors which affect maximum number of women professionals are Poor Peer
Relations, Intrinsic Impoverishment and Under-participation. This is because women are
becoming more and more career conscious, they want to accept challenges, improve
performance and want to become socially and economically independent. If the women
professionals want to be accepted as efficient homemakers as well as employees, they have to
make use of effective stress management techniques, use appropriate coping patterns, must be
optimistic and have a positive attitude in life.

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ORGANIZATIONAL CONFLICT
Organizational conflict is a state of discord caused by the actual or perceived opposition of
needs, values and interests between people working together. Conflict takes many forms in
organizations. There is the inevitable clash between formal authority and power and those
individuals and groups affected. There are disputes over how revenues should be divided, how
the work should be done and how long and hard people should work. There are jurisdictional
disagreements among individuals, departments, and between unions and management. There
are subtler forms of conflict involving rivalries, jealousies, personality clashes, role definitions,
and struggles for power.
ORGANIZATIONAL CONFLICT THEORIES:
Maturity-immaturity theory
According to Maslow, Argyris, McGregor, Rogers, and other writers of the so-called growth
schools, there is a basic tendency in the development of the human personality toward selffulfillment, or self-actualization. This implies that as an individual matures, he wants to be given
more responsibility, broader horizons, and the opportunity to develop his personal potential. This
process is interrupted whenever a person's environment fails to encourage and nurture these
desires.
Formal organizations are rational structures that, based on their assumption of emotions,
feelings, and irrationality as human weaknesses, try to replace individual control with
institutional control. Thus the principle of task specialization is seen as a device that simplifies
tasks for the sake of efficiency. As a consequence, however, it uses only a fraction of a person's
capacity and ability. The principle of chain of command centralizes authority but makes the
individual more dependent on his superiors. The principle of normal span of control, which
assigns a maximum of six or seven subordinates to report to the chief executive, reduces the
number of individuals reporting to the head of the organization or to the manager of any subunit.
Although this simplifies the job of control for the manager, it also creates more intensive
surveillance of the subordinate, and therefore permits him less freedom to control himself.
Under such conditions, subordinates are bound to find themselves in conflict with the formal
organization, and sometimes with each other. They advance up the narrowing hierarchy where
jobs get fewer, and "fewer" implies competing with others for the decreasing number of
openings. Task specialization tends to focus the subordinate's attention on his own narrow

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function and divert him from thinking about the organization as a whole. This effect increases
the need for coordination and leads to a circular process of increasing the dependence on the
leader. They may respond to organizational pressures and threats by defensive reactions such
as aggression against their supervisors and co-workers, fixated behavior or apathy, compromise
and gamesmanship, or psychological withdrawal and daydreaming. All of these defense
mechanisms reduce a person's potential for creative, constructive activity on the job. Finally,
employees may organize unions or unsanctioned informal groups whose norms of behavior are
opposed to many of the organization's goals. As a sort of self-fulfilling prophecy, all of these
reactions to the constraints of the formal organization merely serve to reinforce and strengthen
them.
The conflict between the formal organization and the individual will continue to exist wherever
managers remain ignorant of its causes or wherever the organizational structure and the
leadership style are allowed to become inconsistent with the legitimate needs of the
psychologically healthy individual. Everyone recognizes the necessity for order and control in
organizations. Those of us who enter management, however, must learn to recognize in
addition that order and control can be achieved only at the expense of individual freedom.
Subordinates adapt to these conditions in the organization in several ways. In the extreme, they
may find the situation intolerable and leave the organization. Or they may strive to advance to
positions of higher authority, to adopt the controlling style they are trying to escape.

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STRESS VULNERABILITY
Two major factors help determine how stress will affect employee performance differently across
similar jobs. Worker vulnerability to stress is a function of both internal (organizational) &
external (non work) stressors. One internal factor is an employees STRESS THRESHOLD
the level of stressors (frequency & magnitude) that the person can tolerate before negative
feelings of stress occur & adversely affect performance. Some people have a low threshold, &
the stress of even relatively small changes or disruptions in their work routines causes a
reduction in performance. Others have a higher threshold, staying cool, calm, & productive
longer under the same conditions. This response may stem partly from their experience &
confidence in their ability to cope. A higher stress threshold helps prevent lowered performance
unless a stressor is major or prolonged.
The second internal factor affecting employee stress is the amount of PERCEIVED CONTROL
they have over their work & working conditions. Employees who have a substantial degree of
independence, autonomy, & freedom to make decisions seem to handle work pressures better.
Since two employees may have the same actual control & flexibility, it is clearly their relative
perception of freedom that counts. Managers can respond to this need for control through a
variety of measures such as allowing flexible work schedules, enriching jobs, placing individuals
on self managing teams, or empowering employees by using participative leadership styles.
Stress vulnerability is often related to Type A & Type B characteristics
TYPE A PEOPLE

TYPE B PEOPLE

Aggressive & competitive

More relaxed & easy going

Set high standards

Accept situations & work within them

Are impatient with themselves & others

Dont fight competitively

Thrive under constant time pressures

Relaxed regarding time pressures

Make excessive demands on themselves

Less prone to have problems associated with

Because of the constant stress they are more

stress

prone to physical ailments related to stress,

Still can be highly productive by obtaining

such as heart attacks.

result in a different manner.

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HOW TO IDENTIFY A STRESSED EMPLOYEE

It is vital for employers to identify stress in the workplace and one of the simplest ways to
pinpoint problems is to audit employees. Identifying stress, and the potential for it to occur, is
key to keeping employees healthy and productive and safeguarding an organization from
stress-related tribunals.
Running a stress audit can help pinpoint issues. The staff must be required to carry out an
assessment of the risks to the health and safety of employees arising from workplace activities.
One of the simplest ways to audit stress is to ask employees. This can be done with the help of
a regular employee questionnaire asking employees whether they enjoy their work. This will
help to identify any potential problems. It also creates an open culture so employees feel they
can approach the higher authorities in the organization for support if they are stressed.
Monitoring sickness absence can also help employers identify any problems. Absence
notification systems can make a significant difference at a small cost. Such systems can help
determine at an early stage whether an employee would benefit from further assistance.
Additionally the management information can, through consistent reporting, help identify trends,
such as high absence in a department, which could warrant further investigation.
Other management information can also help in identifying stress hot spots, such as work and
exit interviews and reports from occupational health and an employee assistance program.
Stress awareness and training are also important. Employees have a duty of care to look after
themselves and the managers can make this easier for them by training them to be aware of the
symptoms of stress. This would also help in removing the stigma that can be attached to stress
so employees feel able to support each other and ask for help early on. Line managers are in a
good position to know of any personal problems employees are experiencing and, with the right
training, to spot the signs of stress. This is particularly important as non-work related stress is
one of the main causes of long-term absence.
What to look for
Making managers and employees aware of the changes in behavior that can be caused by
stress can help them spot potential problems. Here are some of the early warning signs:
Reduction in the quality or quantity of work
Poor timekeeping

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 Changes in working hours, for instance staying late, working through lunch or taking more
breaks
An increase in smoking - or taking up the habit
Indecisiveness
Tiredness
Increased sickness absence or more illnesses such as headaches, colds and nausea
Irritability levels
Tearfulness
Loss of sense of humor
Poor co-worker relationships
Health and Safety Executive management standards
The HSE has put together a series of management standards for work-related stress to help
simplify stress risk assessments. These are designed to provide a benchmark that will enable
an organization to monitor stress levels and create a more open culture in which employers and
employees can tackle stress together.
The standards cover the main causes of stress in the workplace and relate to:
Demands - workloads, work patterns and work environment
Control - how much say the person has in the way they do their work
Support - encouragement, sponsorship and resources provided by the organization,
Management and colleagues
Relationships - promoting positive working
Role - ensuring employees understand their role within the organization.
Change - how organizational change is managed and communicated

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STRESS MANAGEMENT
A little stress (acute stress) can be good because it jumpstarts people to perform better and
keep the immune system vigilant. For example, some people do well on deadline. However,
when stress becomes chronic, it becomes unhealthy and saps our vitality. The people who are
most vulnerable to stress addiction are victims of 'identity theft;' they have lost their personal
power along the way to becoming a colleague, spouse, parent, etc. Another predisposing factor
is emotional programming by parents, teachers and religious leaders to be good, self-sacrificing
and giving people pleasers. People pleasers have plenty of parasites lined up for them.
Suppressed and silenced, these people wonder why everyone is happy, except for them.
Stress is fueled by perception. 'Life is a series of recoveries.' Each time you manage a stressor,
you raise your stress threshold to cope with the next stressor creating experience and
empowerment. Stress management means preparing to reinterpret those negatives into
optimistic resiliency with constant practice beginning with the little things.
Stress management is the need of the hour. However hard we try to go beyond a stress
situation, life seems to find new ways of stressing us out and plaguing us with anxiety attacks.
Moreover, be it our anxiety, mind-body exhaustion or our erring attitudes, we tend to overlook
causes of stress and the conditions triggered by those. In such unsettling moments we often
forget that stressors, if not escapable, are fairly manageable and treatable
Like "stress reactions", "relaxation responses" and stress management techniques are some of
the body's important built-in response systems. As a relaxation response the body tries to get
back balance in its homeostasis. Some hormones released during the 'fight or flight' situation
prompt the body to replace the lost carbohydrates and fats, and restore the energy level. The
knotted nerves, tightened muscles and an exhausted mind crave for looseness. Unfortunately,
today, we don't get relaxing and soothing situations without asking. To be relaxed we have to
strive to create such situations.

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WHAT THE EMPLOYERS NEED TO DO TO HELP THE

EMPLOYEES OVERCOME WORK STRESS?
Managing employee morale and stress is important to your business. When your staff is
unhappy, productivity decreases. As an employer, it is in your best interest to recognize how
stress can affect each employee's productivity and overall demeanor at work. A person under
stress can be irritable, hard to work with, and affect others ability to do their job. Addressing
stress and providing forms of stress management to employees can drastically improve the
quality of work you receive. To ensure that your business runs efficiently, it is worth spending
time working on the backbone of it: Your workers. Morale and stress go hand-in-hand. Raising
morale will decrease stress. This is why it's important to pay attention to how your personnel
feel when they are at work and encourage positive relations in the office.
As a manager you need to consider the following points while helping employees to deal with
stress:
Notice the Signs of Stress
Pay attention to the employees to identify if they are stressed out. Employees who are stressed
may have the following signs:
A sudden change in behavior
Begin conflicts with coworkers and executives
A decrease in productivity
An increase in calling out sick
Isolation
Complaints of illness (stomachaches, headaches, chronic colds, etc.)
Take Action: Pull the Employee Aside
If you notice the signs of a stressed employee, ask the person to meet with you in your office.
Do not approach the person in front of other employees. Let the stressed person know that
youve noticed that he/she has not been feeling well and you want to help. Opening up a
discussion on this subject invites the person to share what is really going on and how you can
help. It may be as simple as relieving some of the employees duties or letting the person take a
day off to recoup.
Create a Plan with the Stressed Employee
Once youve identified what is stressing your employee, its important to create a plan to help
him/her feel better and combat future stress. This is something you should do with your
employee because each person deals with stress differently.

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Encourage the Plan

Once the plan is put into place, take some time to encourage your employee to follow it. Give
the person a pep talk and remind him/her what to work on each day to relieve stress.
Check in Regularly
After a couple of days or a week, meet with the employee again to identify whether your worker
is feeling any less stressed. If not, reviewing the plan you two created to change it may help.
Dealing with Resistance
If you meet with an employee who seems stressed but denies it, there is not much more you
can do. You can only help as much as the person wants to be helped. Let your worker know that
you have an open door policy, meaning you are always available to discuss problems he/she
has. It may also be helpful to hold a group meeting to discuss stress in general.
Dealing with Employee Stress in a Group Setting
Managing employees in times of stress can also be done in a group setting in addition to
individually. Learn about work related stress and stress management techniques that your
workers can do while at work and at home. Schedule a meeting and make it mandatory. If you
make it voluntary, some people (usually the ones who are most stressed) will forgo it even
though they are the ones that need it the most.
Lead by Example
While helping your workers, make sure to keep your own stress in check. You will find it difficult
to deal with others stress if you are trying to overcome it yourself. Find appropriate outlets for
your own problems and practice stress management.
It is a good idea to determine factors that could motivate the employee in changing his or her
attitude.
Next, identify new factors that may motivate the employee. This could be an area where the
employee could be made to experience a sense of achievement. Secondly, the work of the
employee should be recognized and appreciated and should also be rewarded.
With a little bit of planning and organizing, employers can completely alleviate the chances of
employees facing the burnout syndrome.

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STRESS MANAGEMENT SCENARIO IN INDIA

Stress and a poor work-life balance can really affect an employees well-being and,
subsequently, his or her output. Thanks to much debate over this in corporate, HR & related
circles this is now a well known fact.

But while companies around the world are mapping employee stress as a compulsory HR
activity, the concept is only now gaining ground in India. Several organizations have come up
with specialized tools like fun at work, specialized yoga and power naps to audit staff stress
There are several intensely specialized de-stress training sessions which contribute to
seemingly age-beating performances that we see from, say, Sachin Tendulkar and Leander
Paes. Executives, too, can benefit from such programs which will, in turn, improve their
productivity.
-

Dr. Vece Paes

Fitness expert & Olympian

Corporate heads of the so-called best workplace companies are developing various ways to
keep their employees in high spirits. As HR gurus begin to realize that money may not be
enough to make an employee deliver his best, new concepts are being tried out to see how
employees react and whether their satisfaction and happiness translates into growth and better
bottom-line.
Acclaris, a US-based KPO ranked one of the best ITeS workplace companies in India, has
appointed a chief fun officer whose duty is to devise fun things for employees to do. The
company claims this also helps retain employees Acclaris attrition rate is 12% compared to
the industry average of 18-20%.
The employees work for punishing hours and are constantly under productivity pressure. So
some mental rejuvenation and a relaxed office environment are imperative for productivity. It can
be little things like face painting, throwing softballs during sessions or employees staying back
to play games in the office.

62

The concept of holiday homes in PSUs and companies like ITC, HUL and Standard Chartered
is also a big advantage. Philips India, on its part, conducts an Isha Yoga Inner Engineering
Program specifically designed for employees. According to the company, this contributes
immensely to individual and group excellence through productivity, work ethics and satisfaction.
At Angel Broking, apart from regular health check-ups, employees suffering from emotional or
intellectual stress can avail self-management programs. This encompasses some fundamental
understanding about ownership, responsibility, change management etc. which also could be
the primary reasons causing stress. IT major Wipro has started a campaign among employees,
called fit for life. Cycling clubs have been formed as part of this initiative, and employees are
encouraged to cycle within the campus; green clubs help de-stress through gardening, and
music clubs allow employees to express themselves through performances. Nutrition and health
camps have specialists providing guidance.

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STRESS MANAGEMENT TECHNIQUES

Some of the programs which are conducted to help employees deal with stress are summarized
underSTRESS MANAGEMENT WORKSHOPS:
Many employers are realizing the effects that stress has on their employees and are instituting
stress management programs in the workplace.
Some companies are bringing programs to their employees, such as the one offered by Work
Life Balance, to teach employees and managers the skills they need to reduce and manage
workplace stress. Through the program, employees and management learn the tools they need
to lower stress levels, improve communication and increase company morale.
A Stress Management and Relaxation Center
Another method of reducing stress in the workplace is instituting a stress management and
relaxation center within the company building. A trained coordinator overseas the centers
management and provides employees with individual consultations. After the coordinator meets
with the employee and has the results of the individual stress assessment, specific types of
stress management and relaxation techniques that would benefit the employee the most are
identified and recommended.
HUMOR STRESS RELIEF AT THE WORKPLACE
Whether it occurs as a result of down-time, team building activities, or humor stress relief in the
workplace can result in greater productivity.
While scheduling down time and team building training requires pre-planning, humor is
something that can be introduced into potentially stressful workplace situations on a moment's
notice. Sometimes having a good laugh on the job is a great way to control stress at work no
matter what the situation. Since it's difficult to predict when stress levels are going to get out of
control in the office, it's certainly a good idea to be prepared to utilize humor to defuse tense
situations. It's essential that any attempts at workplace humor be appropriate for the
environment. Jokes that may be offensive to your co-workers or clients should not be resorted
to. It must be made sure that the humor used cannot be perceived as discriminatory at any way.

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Benefits of Humor on the Job

Stress Relief

Improved Productivity

Job Satisfaction

INSPIRATIONAL SPEAKERS:
Inspirational speakers can be used to boost employees and provide them with stress
management techniques. They have the ability to address the issue to the employees as a
whole and teach them to identify sources of stress and give options on how to reduce the
source or eliminate it. Professional motivation speakers speak on topics like these regularly and
have the ability to inspire employees to deal with stress in a positive manner and improve their
situation.
Inspirational speakers can be used in a variety of ways. It can be considered to have someone
speak at a company meeting, holding a seminar, or having an employee event with professional
motivation speakers who are knowledgeable on various business and self improvement topics.

MEDITATION & EXERCISE:

People have claimed positive effects of meditation on the mind since the dawn of time, and for
those who doubt its effect, recent scientific studies confirm that meditation can bring about
emotional stability and a sense of peace.
There is a strong connection between exercise and stress control. The human body needs
physical activity, and exercise is a powerful way to get a handle on stress. Exercise uplifts your
mood to make you feel stronger, more confident, and able to relax. Even just ten minutes at a
time of vigorous effort can be counted toward this total and will help reduce stress and improve
mood.
The organizations can plan to arrange meditation & exercise programs at regular intervals, say,
every weekend. Specialists & trainers can be called to the organizations for this purpose. Even
simple breathing exercises or chanting mantra, walking activities or aerobics can go a long way
in improving employee health. Listening to music is also another way to meditate. Exercise &
meditation also help to improve diet, help bring a glow on the face & bring a general sense of
well being.

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DANCE:
Dancing vibrates the emotions & besides getting de stressed it helps the dancer to experience
spiritual bliss. It is medically proven that Aerobics exercises are better than weight exercises, as
besides working better on cardio vascular system of the body, they develop stamina, make body
lean & trim and avoid any spine or joints injuries that may happen during weight training
program. More over weight training is not for growing children and ladies keep away from the
same.
It is medically proven that music and dance are best de-stressing modes.
It is a known fact that Dance & Music Develop personality and removes inhibitions of
participants. The social aspect of the activity leads to less stress, depression and loneliness.
Besides this dancing helps improve flexibility, strength, endurance, helps in cardiovascular
conditioning & maintaining strong bones. It also gives a sense of social wellbeing.
The American National Heart, Lung and Blood Institute (NHLBI) in their Journals have
mentioned that dancing can:

Lower your risk of coronary heart disease

Decrease blood pressure

Help you manage your weight

Strengthen the bones of your legs and hips.

Considering the many benefits that dancing provides the organizations can help their
employees with stress management by organizing dance sessions at regular intervals. Besides
being a fun get together activity these sessions will also help in reducing stress among the
employees & make their job more enjoyable.
SABBATICALS:
Some employers, recognizing the need for employees to escape, have created programs
allowing sabbatical leaves to encourage stress relief & personal education. Most employees
return emotionally refreshed, feel rewarded & valued by their employers, & often bring back new
perspectives gained from readings & workshops. A side benefit sometimes reported is the
cross-training that takes place among colleagues while one employee is on sabbatical. This side
effect adds to organizational flexibility & raises employee competency & self esteem.

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PERSONAL WELLNESS:
In general, there is a trend towards in-house programs of preventive maintenance for personal
wellness that are based on research in behavioral medicine. Corporate wellness centers may
include disease screening, health education, & fitness centers.
Clearly, a preventive approach is preferable for reducing the causes of stress, although coping
methods can help employees to adapt to stressors that are beyond direct control. The key is to
create a better fit between people & their work environment, & alternative approaches may be
useful for different employees.

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WHAT CAN THE EMPLOYEES DO TO MAKE THEIR

WORK MORE ENJOYABLE?
Some employees can escape stress by requesting job transfers, finding alternative employment,
taking early retirement, or acquiring assertiveness skills that allow them to confront the stressor.
Several approaches also exist for coping with stress. These often involve cooperative efforts
among employees & management & may include social support, relaxation efforts &
biofeedback.
SOCIAL SUPPORT:
A power antidote to the problem of stress-producing anger, anxiety & loneliness lies in the
presence of social support at work. Social support is the network of helpful activities,
interactions & relationships that provides an employee with the satisfaction of important needs.
Social support may come from supervisors, coworkers, friends, or family. Its focus may be on
either work tasks or social exchanges & may even take the form of games, jokes, or teasing.
Females, in particular, not only place more value on social support but seem to feel more
comfortable, & capable, in providing it to others.
RELAXATION:
Some employees have turned to various means of mental relaxation to adjust to the stressors in
their lives. Patterned after the practice of meditation, the relaxation response involves quiet,
concentrated inner thought in order to rest the body physically & emotionally. It helps remove
people temporarily from the stressful world & reduce their symptoms of stress.
BIOFEEDBACK:
A different approach for working with stress is biofeedback, by which people under medical
guidance learn from instrument feedback to influence symptoms of stress, such as increased
heart rate or severe headaches. There is now evidence that people can exercise some control
over these internal processes; thus biofeedback may be helpful in reducing undesirable effects
of stress.
TRAVELLING:
Traveling is a good method to release stress because it gets you away from your problems. Just
planning a vacation keeps your mind off things that can stress you out. Dreaming about where

62

you're going to go and what you will do when you get there can take your mind off pressing
issues that cause sleeplessness, high blood pressure, and tension. The simple act of "getting
away from it all" helps people reduce stress, whether it is for a day or a week.
WRITING
Writing can help you cope with stress, anger, and depression. Using it as part of your daily
routine can be an important part of your overall stress reduction strategies.
Writing down your problems can help you manage your stress in many different ways. First, the
simple act of sitting down in a quiet place to collect your thoughts can have a positive impact on
your mood. Getting away from stress triggers in your life, be they situations or people, can
greatly improve how you feel. Even if its just for a few minutes a day, you should carve out time
to sit down and write in a journal.
Writing helps stress by giving you a birds eye perspective of your problems. When you are
feeling overwhelmed you may look at all of your problems and think that they are too big to be
overcome. This can cause you to feel even more stressed and overwhelmed. When you sit
down to write in your journal, you can look at your problems from a different perspective. Youll
gain insight on how you manage your problems which can help you in the future.
It is important to remember that it takes time to feel the effects of the above tips. Some of them
may work quickly but others take time to see the results. One should continue to take breaks
and do things for oneself. Creating schedules and sticking to them is necessary. One should not
procrastinate and take care of things as they come. When you feel out of control, take control by
finding something you can do to improve the situation. Finally, take care of your health by
sleeping and eating well. Before you know it, you will be able to accomplish more than you ever
have and love your life!
FOODS THAT CURE ANXIETY & STRESS:
Many people are looking for foods that cure anxiety and stress. Finding natural ways to relax will
not only help mood, but it will also improve the overall health.
There are many foods to incorporate into the diet to reduce stress. These foods include fruits,
vegetables, nuts, fish, and beans. Think of what goes into your body as crucial for calming your
entire system. We want natural, unprocessed foods that boost our mood, help the immune

62

system, and protect from illnesses, like heart disease and high blood pressure. Oatmeal,
oranges, spinach, fish, nuts & herbal tea are good for de stressing.
It is important to remember list of foods that cure anxiety and stress when one is having a
stressful day, & to also keep in mind this list of things one should avoid: Caffeine, Processed
foods, Sugar & Alcohol.
Unprocessed, natural foods that are free from preservatives and artificial flavors should be
consumed. With a consistent healthy diet, the stress levels should reduce, and youll do the rest
of your body a favor at the same time.
Following are some common personal strategies for managing stress
1. Resist working long hours or accepting overtime.
2. Volunteer for flextime or other alternative work schedules.
3. Identify the people who cause stress & avoid them.
4. Maintain a healthy diet.
5. Obtain regular exercise.
6. Avoid procrastination.
7. Set reasonable goals for yourself.
8. Develop a simple method of organizing things, & adhere to it.
9. Step back from stress & decide whether you need to fight every battle.
10. Consult with a trusted friend before becoming involved in new activities.

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ABOUT PUNJAB NATIONAL BANK

CORPORATE MISSION
VISIONTo be a leading Global Bank with Pan India foot prints & become a household brand in the IndoGangetic plains providing entire range of products & services under one roof.
MISSIONBanking for the unbanked.
ORIGIN OF PNB
Lala Lajpat Rai and PNB
Lala Lajpat Rai, one of our greatest freedom fighters, was keenly concerned with the fact that
though Indian capital was being used to run English Banks and companies, the profits went
entirely to the British, while Indians had to contend themselves with a small interest on their
capital. He echoed this sentiment in one of his writing while concurring with Rai Mul Raj of Arya
Samaj who had long cherished the idea that Indians should have a National Bank of their own.
At the instance of Rai Mul Raj, Lala Lajpat Rai sent a circular to selected friends insisting on an
Indian joint stock Bank as the first step in constructive Swadeshi and the response was
satisfactory.
After filing and registering the memorandum and Articles of Association on 19 May, 1894, the
bank was incorporated under Act VI of the 1882 Indian Companies Act. The prospectus of the
bank was published in the Tribune, and the Urdu Akhbar-e-Am and Paisa Akhbar. On 23rd May,
1894, the founders met at the Lahore residence of Sardar Dyal Singh Majithia, the first
Chairman of PNB, and resolved to go ahead with the scheme. They decided to hire a house in
the famous Anarkali Bazar of Lahore opposite the post office and near well known stores of
Rama Brothers.
On 12th April 1895, the bank opened for business, a day before the great Punjabi festival of
Baishakhi. The essence of the Banks culture was clear at this first meeting itself. The fourteen
original shareholders and seven directors took only a modest number of shares; the control of
the bank was to lie with the large, dispersed shareholding, a purely professional approach that
was as uncommon then as it is today.

62

HERITAGE
Established in 1895 at Lahore, undivided India, Punjab National Bank (PNB) has the distinction
of being the first Indian Bank to have been started solely with Indian capital. The bank was
nationalised in July 1969 along with 13 other banks. From its modest beginning, the bank has
grown in size & stature to become a front-line banking institution in India at present.
A professionally managed bank with a successful track record of over 110 years.
Largest branch network in India 4525 offices including 432 extensions counters spread
throughout the country.
Strategic business area covers the large Indo-Gangetic bet & the metropolitan centres.
Ranked as 248th biggest bank in the world by Bankers Almanac, London.
Strong correspondent banking relationships with more than 217 International banks of the world.
More than 50 renowned International banks maintain their Rupee Accounts with PNB.
Well equipped dealing rooms; 20 different foreign currency accounts are maintained at major
centres all over the globe.
Rupee drawing arrangements with M/s UAE Exchange Centre, UAE, M/s Al Fardan Exchange
Co. Doha, Qatar, M/s Bahrain Exchange Co. Kuwait, M/s Bahrain Finance Co. Bahrain, M/s
Thomas Cook Al Rostamani Exchange Co. Dubai, UAE, & M/s Musandam Exchange Ruwi,
Sultanate of Oman.
PROFILE
With over 56 million satisfied customers and 5002 offices, PNB has continued to retain its
leadership position amongst the nationalized banks. The bank enjoys strong fundamentals,
large franchise value and good brand image. Besides being ranked as one of India's top service
brands, PNB has remained fully committed to its guiding principles of sound and prudent
banking. Apart from offering banking products, the bank has also entered the credit card & debit

62

card business; bullion business; life and non-life insurance business; Gold coins & asset
management business, etc.
Since its humble beginning in 1895 with the distinction of being the first Indian bank to have
been started with Indian capital, PNB has achieved significant growth in business which at the
end of March 2010 amounted to Rs 435931 crore. Today, with assets of more than Rs 2,96,633
crore, PNB is ranked as the 3rd largest bank in the country (after SBI and ICICI Bank) and has
the 2nd largest network of branches (5002 offices including 5 overseas branches ).During the
FY 2009-10, with 40.85% share of CASA deposits, the bank achieved a net profit of Rs 3905
crore. Bank has a strong capital base with capital adequacy ratio of 14.16% as on Mar10 as per
Basel II with Tier I and Tier II capital ratio at 9.15% and 5.01% respectively. As on March10, the
Bank has the Gross and Net NPA ratio of 1.71% and 0.53% respectively. During the FY 200910, its ratio of Priority Sector Credit to Adjusted Net Bank Credit at 40.5% & Agriculture Credit to
Adjusted Net Bank Credit at 19.7% was also higher than the stipulated requirement of 40% &
18%.
The Bank has maintained its stake holders interest by posting an improved NIM of 3.57% in
Mar10 (3.52% Mar09) and a Return on Assets of 1.44% (1.39% Mar09). The Earning per
Share improved to Rs 123.98 (Rs 98.03 Mar09) while the Book value per share improved to Rs
514.77

(Rs

416.74

Mar09)

Punjab National Bank continues to maintain its frontline position in the Indian banking industry.
In particular, the bank has retained its NUMBER ONE position among the nationalized banks in
terms of number of branches, Deposit, Advances, total Business, Assets, Operating and Net
profit in the year 2009-10. The impressive operational and financial performance has been
brought about by Banks focus on customer based business with thrust on CASA deposits,
Retail, SME & Agri Advances and with more inclusive approach to banking; better asset liability
management; improved margin management, thrust on recovery and increased efficiency in
core operations of the Bank. The performance highlights of the bank in terms of business and
profit are shown below:
Rs in Crore
Parameters

Mar'08 Mar'09

Mar'10

CAGR(%)

Operating Profit

4006

5744

7326

22.29

Net Profit

2049

3091

3905

23.98

Deposit

166457 209760

249330

14.42

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Advance

119502 154703

186601

16.01

Total Business

285959 364463

435931

15.09

PNB has always looked at technology as a key facilitator to provide better customer service and
ensured that its IT strategy follows the Business strategy so as to arrive at Best Fit. The bank
has made rapid strides in this direction. All branches of the Bank are under Core Banking
Solution (CBS) since Dec08, thus covering 100% of its business and providing Anytime
Anywhere banking facility to all customers including customers of more than 3000 rural & semi
urban branches. The bank has also been offering Internet banking services to the customers of
CBS branches like booking of tickets, payment of bills of utilities, purchase of airline tickets etc.
Towards developing a cost effective alternative channels of delivery, the bank with more than
350 ATMs has the largest ATM network amongst Nationalized Banks.
With the help of advanced technology, the Bank has been a frontrunner in the industry so far as
the initiatives for Financial Inclusion is concerned. With its policy of inclusive growth in the IndoGangetic belt, the Banks mission is Banking for Unbanked. The Bank has launched a drive for
biometric smart card based technology enabled Financial Inclusion with the help of Business
Correspondents/Business Facilitators (BC/BF) so as to reach out to the last mile customer. The
Bank has started several innovative initiatives for marginal groups like rickshaw pullers,
vegetable vendors, dairy farmers, construction workers, etc. Under Branchless Banking model,
the Bank is implementing 40 projects in 16 States. The Bank launched an ambitious Project
Namaskar under which 1 lakh touch points will be established in unbanked villages by 2013 to
extend the Banks outreach. Under this, 30 Kiosks have been opened covering 119 Villages
reaching 1.32 Lakh beneficiaries.
Backed by strong domestic performance, the bank is planning to realize its global aspirations.
The Bank continues its selective foray in international markets with presence in 9 countries, with
branches at Kabul and Dubai, Hong Kong & representative offices at Almaty, Dubai, Shanghai
and Oslo, a wholly owned subsidiary in UK, a joint venture with Everest Bank Ltd. Nepal and a
JV banking subsidiary DRUK PNB Bank Ltd. in Bhutan. Bank is pursuing upgradation of its
representative offices in China & Norway and is in the process of setting up a representative
office in Sydney, Australia and taking controlling stake in JSC Dana Bank in Kazakhastan.
The Bank has been a recipient of many awards and accolades during the year:-

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 Gold trophy of SCOPE Meritorious Award for Excellence in Corporate Governance 2009 by
Standing Conference of Public Enterprises
As per Financial Express-Ernest & young (FE-EY) Indias Best Banks Survey, PNB is identified
as the best bank among the nationalized banks in terms of overall ranking.
As per HT-MaRS Survey on Customer Satisfaction, PNB stood NUMBER ONE in Delhi and
Chennai in terms of customer satisfaction.
As per the Forbes Annual list of 2000 global giants, PNB tops the list of nationalized banks with
a global ranking of 695, substantial improvement over last years placement at 946th position.
The Economic Times has ranked CEO of PNB as the 32nd Most Powerful CEO of 2010.
Skoch Challenge Award 2010 for Livelihood Linkage of the milk producers in Bulandshahr
District, Uttar Pradesh.
IDC Financial Insights Innovation awards 2010 by IDC Financial Insights
ORGANIZATONAL STRUCTURE
The Bank has its Corporate Office at New Delhi which supervises 58 Circle Offices under which
the branches function. The delegation of powers is decentralized up to the branch level to
facilitate quick decision making. The present Chairman & the Managing Director of the Bank is
Mr. K.V. Kamath.
SUBSIDIARIES & JOINT VENTURES
PNB GILTS Ltd.
It is the subsidiary of Punjab National Bank which was amongst the first ones to get the licence
for undertaking activities in the Government Security market, as a primary dealer in 1996. The
company received ISO 9002 certification from British Standard Institution, making it as the first
primary dealer in India to achieve this certification for its quality systems and procedures. This
certificate has been granted to the company as a whole including its corporate and branch
offices.

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PNB HOUSING FINANCE Ltd.

This is a wholly owned subsidiary of Punjab National Bank, is engaged in providing housing
loans for purchase, construction and upgradation of a dwelling unit. The company offers Loans
for construction or for purchase of house/flat from development authorities and also from private
builders/ group housing societies as well as for renovation/ repairs. The company also provides
finance for construction of residential projects. Loans to NRIs are also provided for purchase/
construction of house/ flat along with a resident/ non-resident co-borrower.
PNB(IL)
Punjab National Bank (International) Limited (PNBIL) is a wholly owned UK subsidiary of Punjab
National Bank, India. PNBIL was incorporated in UK on 13th April 2006 and registered with the
Companies House in England & Wales under No. 5781326. PNBIL was authorized by the
Financial Services Authority (FSA) on 13th April 2007 to conduct Banking Business in UK under
Registration No. 459701. PNBIL started banking operations in UK on 10th of May 2007 from two
locations. The corporate office and City branch was established at 87, Gresham Street, London
EC2V 7NQ and a branch office at 90, South Road, Southall, Middlesex UB1 1RD. In the year
2009, two more branches were opened at 160 Belgrave Road, Leicester LE4 5AU (UK) and 290
Soho Road, Birmingham B21 9LZ (UK).
Products & Services offered
Savings Fund Account

Total Freedom Salary Account, PNB

Prudent Sweep, PNB Vidyarthi SF Account,
PNB Mitra SF

Current Account

PNB Vaibhav, PNB Gaurav, PNB

Smart Roamer

Fixed Deposit Schemes

Spectrum Fixed Deposit Scheme,

Anupam Account, Mahabachat Schemes, Multi
Benefit Deposit

Scheme Credit Schemes

Flexible Housing Loan, Car Finanace,

Personal Loan, Credit Cards

Social Banking

Mahila Udyam Nidhi Scheme, Krishi

Card, PNB Farmers Welfare Trust

Corporate Banking

Gold Card scheme for exporters, EXIM

62

finance
Business Sector

PNB Karigar credit card, PNB Kushal

Udhami, PNB Pragati Udhami, PNB Vikas
Udhami

RESEARCH
Because employees spend roughly one third of their lives working in an organizational goal
setting, employee mental health is of particular importance. Two people exposed to the same
threatening situation may differ substantially in the magnitude and duration of stress responses
and stress related health problems might emerge in several contrasting ways both physically
and mentally. Some of these variations result from differences in temperament, social resources
and the effectiveness of the coping responses that the individual brings to bear on the stressful
transaction.

62

RESEARCH METHODOLOGY
OBJECTIVE:
The objective of this research was to estimate the level of work stress among the employees
here at Punjab National Bank. The research also intends to find out if the employees suffer from
any of the stress related disorders. The research also tries to find out if the employees have a
general sense of satisfaction with their work life. It is important to remember that the research
here is intended to calculate the negative stress among the employees & suggest measures to
overcome its effects.
SAMPLING:
The sample size selected for this research is 45 which comprise 23 employees from the Circle
Office located at Cuffe Parade, 12 employees from the bank branch located at Cuffe Parade &
10 employees from the bank branch located at Vashi, Sector 1.
Random sampling has been used for the research purpose.
The sample has been divided into the age groups as follows:
CIRCLE OFFICE
21-30
31-40
41-50
51-60

BANK BRANCHES
4%
13%
39%
44%

21-30
31-40
41-50
51-60

0%
9%
32%
59%

Further the gender classification is as follows:

CIRCLE OFFICE
MALE
FEMALE

BANK BRANCHES
83%
17%

MALE
FEMALE

59%
41%

RESEARCH INSTRUMENT:
A questionnaire was prepared for the purpose of this research & administered to the sample.
The questions intending to identify the stress level of the employees were close ended. Some
open ended job related questions were also included in the questionnaire. The probable
responses to the close ended questions have been assigned a respective weight. The response
which indicates the highest level of stress causing factor has been given a weight of 4. The

62

weight decreases as the intensity of stress causing factor reduces. The response which
indicates no stress has a weight of 0. Each question can have only one response.
Finally the stress levels have been categorized into four as follows:
0-22:- no to low levels of stress
23-45:- low to moderate levels of stress
46-68:- moderate to high levels of stress
69-92:- very high levels of stress

PROJECT ON STRESS MANAGEMENT

QUESTIONNAIRE
I, Deepika P. Amesar, student of N. L. Dalmia Institute of Management Studies &
Research, am working as an intern here at Punjab National Bank on the project Stress
Management. For my research I have made the following questionnaire. I would be
obliged if you could spare your time in filling the details below regarding your job.
Name (not mandatory):__________________________________________________________
Age group:
21-30

31-40

41-50

Gender:

Male

Female

51-60

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No of years worked: ____________________________________________________________

No. of years worked in this branch/office: ___________________________________________
Marital Status: ________________________________________________________________
Size of the family: _____________________________________________________________
No. of years remaining for retirement: _____________________________________________
Whom do you report to? ________________________________________________________
Do you have subordinates reporting to you?

Yes / No

Do you suffer from any of the following? (Tick whichever applies)

Diabetes

Migraine

Cardiovascular diseases

High blood pressure

Digestion problems

Sleeping disorders

Anxiety & Fear

Impatience

Frequent emotional disturbances

Have you recently gone through any stressful situation?

Yes / No

Does your family & friends support you & appreciate you with respect to your work?
Not at all

Rarely

Sometimes

Often

Very often

Do you spend enough time with your family & friends?

Not at all

Rarely

Sometimes

Often

Very often

Are you able to take time out for activities that you enjoy?
Not at all

Rarely

Sometimes

Often

Very often

Do you feel that you neglect your personal needs frequently?

Not at all

Rarely

Sometimes

Often

Very often

Do you feel run down or drained of physical & emotional energy?

Not at all

Rarely

Sometimes

Often

Very often

Do you feel that you are prone to negative thinking about your job?
Not at all

Rarely

Sometimes

Often

Very often

Do you find yourself getting easily irritated with small problems or with your co-workers & your
team?

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Not at all

Rarely

Sometimes

Often

Very often

Do you feel that you are achieving less than you should?
Not at all

Rarely

Sometimes

Often

Very often

Often

Very often

Do you feel under an intense pressure to succeed?

Not at all

Rarely

Sometimes

Do you feel that you are in the wrong organization or the wrong profession?
Not at all

Rarely

Sometimes

Often

Very often

Do you feel that organizational politics or bureaucracy frustrate your ability to do a good job?
Not at all

Rarely

Sometimes

Often

Very often

Often

Very often

Often

Very often

Do you feel that you are over worked?

Not at all

Rarely

Sometimes

Do you fear about the quality of your performance?

Not at all

Rarely

Sometimes

Do you get tensed at the non achievement of your target?

Not at all

Rarely

Sometimes

Often

Very often

Often

Very often

Often

Very often

Do you feel your job is boring & uninteresting?

Not at all

Rarely

Sometimes

Do you feel your job lacks challenge?

Not at all

Rarely

Sometimes

Have you ever refused Promotion for the fear of additional responsibilities?
Not at all

Rarely

Sometimes

Often

Very often

Are you satisfied with the salary & other allowances given to you?
Not at all

Rarely

Sometimes

Often

Very often

Often

Very often

Do you undergo Job Rotation at your workplace?

Not at all

Rarely

Sometimes

Do you find yourself overreacting to even small issues?

Not at all

Rarely

Sometimes

Often

Very often

Do you share a good relationship with your colleagues?

Not at all

Rarely

Sometimes

Often

Very often

Have you ever been rewarded for your performance?

Not at all

Rarely

Sometimes

Often

What is your Job Profile?

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Very often

Are you ready to take additional responsibilities?

Not at all

Rarely

Sometimes

Often

Very often

Which element would you like to add to your job to make it more appealing or interesting?
____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________

DATA ANALYSIS & INTERPRETATION

The project report shows the level of stress the bank employees are facing at the Circle Office &
the Bank branches.
Lets have a look at some of the basic findings of the survey:
Stress level among employees:
CIRCLE OFFICE
0-22
23-45
46-68
69-92

BANK BRANCHES
6
16
1
0

0-22
23-45
46-68
69-92

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4
16
2
0

GRAPHICAL REPRESENTATION:
CIRCLE OFFICE

BANK BRANCHES -

From the data collected it can be seen that the majority of the bank employees ( 70 % in the
circle office & 73% in the bank branches) are on the 2nd level of stress i.e., low to moderate level
of stress shown by the range 23-45. Few employees ( 4% in the circle office & 9% in the bank
branches) are on the 3rd level characterized by moderate to high level of stress indicated by
range 46-68. Special attention needs to be given to such employees so that their condition
doesnt worsen further. No employee is on the highest level of stress which is a good sign &
shows that the work9ing conditions are not very taxing in the bank in general. Few employees
also show no stress ( 26% in the circle office & 18% in the bank branches). It means that they
take their work in a positive mannner & hence may not face the negative consequences of work
overload, if any.

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Lets take a look at some other results derived from the survey. Some of the important questions
& the responses given for them are summarized as under:
Q. Do your family & friends support you & appreciate you with respect to your work?
Circle Office results-

Bank branches results-

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Social support is very important to deal with any kind of stress & for general well being. The
results calculated as above show that the employees do enjoy the support from their family &
friends.
Q. Are you satisfied with the salary & other allowances given to you?
Circle office results-

Bank branches results-

Satisfaction with salary & other allowances shows a sorry picture with majority of the employees
being either not at all or rarely satisfied with their pay packages. Important figures here are:
Circle office 35% are not at all satisfied while 17% are rarely satisfied
Bank branches 32% are not at all satisfied while 23% are rarely satisfied
Q. Do you feel that you are over worked?
Circle office results-

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Bank branches results-

This result shows that the majority i.e 55% of the branch employees do feel overworked at
times. This result is more true for the branch employees. This shows that the work load is more
for the branch employees. The corresponding figure for the circle office is 31%. The ones who
feel overworked most of the times are the ones who are more vulnerable to face the negative
consequences of work overload & stress.

Q. Are you ready to take additional responsibilities?

Circle Office results:

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Bank branches results:

The results show that 30% of the employees in the circle office & 23% of the employees in the
branches are ready to take additional responsibilities on a regular basis. This may be because
they might find their current job less interesting & want to add something to it. It may also be
true that these empoloyees yearn to learn newer things about the different jobs at their work
place which is a good sign. Such employees should be encouraged.

Q. Do you feel that you neglect your personal needs frequently?

Circle Office results:

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Bank branches results:

The results show that many of the employees feel that they neglect their personal needs
frequently. This is an important cause of stress because one must take time out for oneself on a
regular basis to take care of personal needs. Important figures here are:
Circle office 22% neglect their needs very often while 9% do it often. 43% neglect their needs
at times. This may happen when they are overworked.
Bank branches 14% neglect their needs very often while 27% do it often. 27% neglect their
needs at times. This may happen when they are overworked.

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Lets take a look at another important point. The following graphs show the percentage of
employees suffering from various disorders including lifestyle diseases like diabetes &
cardiovascular problems.
Circle office results:

Bank branches results:

The disorders covered in this study include Diabetes, Hypertension, Migraine, Cardiovascular
problems, Digestion problems, Sleeping disorders, Anxiety & fear, Impatience & Frequent
emotional disturbances. According to the above results 39% of the Circle office employees
suffer from one or more of the above mentioned disorders while in the bank branches a
shocking 64% suffer from one or more of the disorders. These disorders maybe a direct
consequence of stress & may also further contribute to more stress if suffered by anyone.

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Diabetes & Cardiovascular problems, specially, are life threatening disorders. An important fact
to note here is that most of the employees working here are in the age groups of 40-50 & 50-60.
Health care is extremely important as one ages because the immunity of an individual reduces
as age increases.
The points covered above are important indicators of stress & work overload. The responses
given maybe subjective to the time & mood of the respondent but stil they give a broad picture
of the quantum of stress the employees may feel while working in Punjab National Bank.
Following are some of the other observations at Punjab National Bank:

The working hours here range from 7-9 hours per day on the weekdays & 5-6 hours on
Saturdays. This is in the normal range.

Absentism leads too work burden many a times which can lead to work stress.

Most of the employees are in the age group of 41-50 & 51-60 years. Thus we can
observe that there is no young blood working in the organization which can lead to
paucity of fresh ideas alongwith less energetic work culture.

Frequent System failure also leads to work overload & stress among the employees as
was observed by me during my 1 week tenure at the Vashi branch. There is a very
strong need of technological upgradation which should be at par with International
standards. Frequent system failure reflects very poorly on the bank along with increasing
the employee workload & most importantly, delay in service leading to customer
dissatisfaction.

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LIMITATIONS OF THE SURVEY

Questionnaire, per se, as a survey instrument has certain disadvantages as far as its application
is concerned. The results of the research above also has certain limitations as stated below:

The sample size was only 45 which is very small considering the vast number of
employees Punjab National Bank has all over the country.

The responses given by the employees to the questions may vary with the changing
times. So the result of the survey may also vary as time changes.

The responses to some of the questions may be biased because some of the employees
may feel scared to answer some of the questions.

Some of the questions like being able to spend time with the family may not be
applicable to those employees who stay away from family simply because their family
cant relocate to the changing job locations. Thus the survey may not give accurate
results to such questions.

The questions being close ended give only a myopic view of the stress level of
employees & may not be able to give a clear understanding of the stress the employees
maybe going through.

The results of the survey may also vary with the changing loctaions. The stressors may
also vary with the changing locations. The employees of a branch in the north eastern
part of India may face stress due to the hostile working conditions in that part while the
employees in an urban area, say Mumbai, may face stress due to work overload on
account of too many customers. This survey, however, covers only one small part of the
country. Hence the results may be skewed.

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WHAT DO THE EMPLOYEES FEEL?

Casual conversations with the employees at both, the Circle office & the Bank branches have
highlighted certain important problems being faced by the employees. Certain important
suggestions given by the employees to make their work more enjoyable & stress free are also
listed below

A significant contributor to stress as far as a bank job is concerned is monotony in the

work. The employees feel that the work they do is routine & dull & lacks challenge for
certain positions. If the employees dont enjoy the work they do they may feel stressed &
frustrated after a point of time no matter how good the pay packages are.

Another important aspect is that there is hardly any young employee working in the PSU
banks. The employees feel that there is a very strong need to hire new talent because
along with bringing in new ideas it will also help to energize the atmosphere.

Understaffing is another critical area. According to the Vashi branch employees, for
instance, the desired employee strength for a bank branch of that size should be 40 but
they have to manage with a staff of only 25. Couple it with the problem of absenteeism &
you have a recipe for extreme work overload at times.

Some of the employees also feel that the paperwork culture should be done away with. It
also contributes to the work load. Automated systems will go a long way in making the
work faster & stress-free for the employees.

Another important aspect which the employees want to add to their job is some more
authority to take their decisions. Motivation & encouragement from their boss as well as
their peers is also important to them. For this regular awards & rewards commensurate
to the achievements of the employees can be introduced. This will make the work of the
employees more enjoyable & challenging & reduce their stress.

An important suggestion given by some of the employees is to allow them to have a

power nap in the post lunch session. Power naps are allowed in many of the
organizations. Initial studies suggest that they may help in improving the productivity of
the employees by refreshing them & boosting their energy levels.

62

Employees want to have some sort of recreation within the office premises. This can be
done by doing management games or by having informal coffee sessions after work
hours or by having family get together.

Employees want to have training & development sessions at regular intervals to update
themselves of the current developments. This shows that employees have the zeal to
work & learn further.

Some employees want to have flexible working hours. This can be done for the
employees whose work is such that they can work from their homes as well.

Employees feel that regular meetings with other employees & the bank customers will
help them know what is expected of them by the co workers & the boss & what is
expected of the bank by the customers. This will help them to improve their service.

Employees also feel that there is a need for better working conditions, especially as far
as infrastructure is concerned. Offices designed ergonomically enhance the work
experience & help in de stressing.

Lastly an important suggestion given by an employee is that one should take every day
as it comes. The monotonous nature of the job should be ignored & effort should be
taken to take the work in the positive spirit & enjoy it.

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STRESS MANAGEMENT FOR PUNJAB NATIONAL

BANK
The research results show that there is not much stress. Work pressure may exist at certain
levels & during certain times. Add to it the combined pressure of doing a monotonous bank job
which can also be target oriented for certain positions. There is a necessity for bringing more
fun & excitement to the work environment. Some of the following steps may be taken by the
management in this regard:
1. A FUN OFFICER
A fun officer can be appointed to keep the atmosphere lively. Many of the employees here feel
that there should also be youngsters working here. But since there is no new recruitment the fun
officer appointed should be young & energetic. It is not necessary for this officer to be a full time
employee. He or she can be an outsider coming here at regular intervals. Some fun games can
be arranged by him that can relax employees. The management games can also help
employees to bond among themselves & help build team spirit. The fun officer can also arrange
for outings & picnics at times. These outings can also bring the families of the employees
together.
2. DANCE
As mentioned before, dancing is a very important & fun way of relieving stress. SUNEHARI
LIFE SKILLS is a dance studio in Mumbai which conducts dance, life skills & de stress courses
for different organizations to help the employees relieve stress. Top PSUs & leading Corporate
MNCs like IDBI Bank, ONGC & Indian Oil ltd., Reserve Bank of India & State Bank of India,
HPCL & BPCL, & International Seminar for Society of Petroleum Geophysicists are some of
their satisfied clients. They have developed various dance forms like Fusion Ballet Dance, Tap
Dance and Power Kathak. These dances help in relaxation, rejuvenation & de stressing. Their
services can be hired to make the work environment more enjoyable.
3. LAUGHTER SESSIONS
Isnt it rightly said that laughter is the best medicine? Let the employees laugh their hearts out
at the workplace. A laughter club can be put up which gathers every week, say every Saturday,
after work hours. This will make the work environment more enjoyable, spread positive energy

62

around & bring employees closer. Besides this just like there is a notice board in the office
showing Hindi word of the day, there can be a board which shows Joke of the day & Thought of
the day. This board should be put right at the entrance so that when employees enter they read
it & have a smile on their faces. These small things can go a long way in easing work pressure.
4. STRESS MANAGEMENT WORKSHOPS & SEMINARS
Stress Management workshops & seminars should be arranged at intervals. Inspirational
speakers can be called at times to imbibe positive spirit among employees. At other times
meditation & yoga workshops can be arranged. Even a one day workshop arranged monthly
can go a long way in helping employees. Counsellors should be called at regular intervals that
can help employees deal with their stress or other issues, if any, on a one to one basis.
5. DESKTOP GAMES FOR STRESS RELIEF
With the amount of time that the employees spend in front of the computer these days, it can be
helpful to play desktop games for stress relief. These games can be a way to relax and unwind
while taking a break from a project or assignment.
Desktop games are a lot less complicated than other gaming products out there, but they still
have a way of keeping people entertained. These kinds of games are especially helpful for
stress relief because of their simplicity. There is nothing complicated and they dont take too
much brainpower to play. Plus, they are specifically designed for stress relief from computer
issues. Even though these games are simple, however, playing the game can be a useful and
instant stress reliever. When it seems like you are constantly challenged in life by your computer
and cant seem to get anywhere, the desktop games can be just the ticket you need to relax and
laugh off problems.
The following are some desktop games to choose from. These games are similar and give you
ways to destroy your desktop via the game:

Stress Relief 2.0

Termite Toolbox

Desktop Destroyer

Stress Reducer Desktop Destroyer

Other game choices are fun and amusing:

Neko Desktop Pet 4.0h is a kitten who runs around on your desktop, chasing after the
mouse.

62

WinPenguins has penguins that run, jump, and fly over your screen.

Gem Tree has a huge list of games and puzzles for download
Some online stress reliever games are so simple they are worth trying. Many of these do not
require download and can be played in a snap. Although they are not specifically desktop
games, they can be easily played in a small window open on your desktop.

Bubblewrap is exactly what the name says: a sheet of bubble wrap you can pop online.

3D Stress Ball is a simple flash game.

Interactive Buddy
The card game, solitaire is another desktop game that relieves stress and is usually already
built in to your computer.
At the individual level, it is important for the employees to remember that they can face Pressure
in life from various sources. Such sources are divided into 8 categories as under:

Resources

Time

Conflict

Organization

Emotions

Standards & values

Play

Health

Resources: We often encounter difficulties in controlling the resources at our disposal to

achieve the tasks that have been set. Control of resources is an essential part of management
though it is by no means only required at management grades.
Managing resources: Important skills to develop in coping with stress in this sector are
delegation & motivating staff.
Time: An important aspect of work at all levels of an organization is the ability to manage ones
own time. Failure to manage time may have many causes which could be due to the nature of
work, the organization itself or other sources of stress.
Managing time: However, time management can be reliably improved through delegation,
prioritization & avoiding procrastination, distraction & interruption.

62

Conflict: There are many situations where what you want to achieve from a situation is not what
another person wants. The other person might be a manager, a member of your staff, a
customer, or someone in another part of the organization who can influence your ability to
achieve your objective.
Managing conflict: Some ways of coping with conflict are having an understanding of the
principles of assertive behavior, developing an understanding of negotiation skills & being able
to apply the principles of transactional analysis to transactions between people.
Organization: You may find that others in the organization have views of what you ought to be
doing that conflict with yours & even with each others. At times you yourself may have different
views as to your role. This is a common cause of stress, particularly among managers.
Managing the organization: Among the tools that may help you to develop a better
understanding of your role in the organization are an appreciation of the causes of role stress,
an understanding of organizational culture & an appreciation of power & influence in
organizations.
Emotions: Sometimes people can have difficulties in recognizing, understanding & coping with
their emotional reactions to situations.
Managing emotions: Among the strategies which can be used to overcome this problem are
relaxation, assertiveness as a way of developing self-esteem & networking as a way of
developing sources of support.
Standards & values: There are times when we feel that we should have a better understanding
of what makes us tick & why we have done certain things or behaved in certain ways. This is
often linked with how satisfied we are about the way in which our life is going.
Managing standards & values: It can be useful to clarify our personal values. There are also
some models of the internal pressures on us to behave in certain ways such as drivers which
some people have found useful to explore & some ways of analyzing our level of selfunderstanding such as the Johari Window.
Play: This relates to the amount of satisfaction that we obtain from the use of our leisure time
in particular sports & holidays.

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Managing play: Time management can help us make the most of the leisure time we have. The
planning of leisure might sound like a contradiction, but it is important to ensure that this time is
not eaten into. Sports & their benefits can also be explored, in the context of what might best
suit individual people. Meditation techniques & massage are other ways in which we can ensure
that we do achieve some real relaxation.
Health: Whatever other sources of stress there are, an important part of stress proofing is
ensuring that we are in good health. This may seem like a negative list of donts but there are as
many positive aspects too.
Managing health: The main concerns here will be diet, exercise, lifestyle changes, therapy &
medicine including alternative medication & the avoidance of comfort tricks that give the
impressions of helping us to relax but which can be counterproductive such as smoking &
drinking.
Lastly there are a few small things which can be done to make the everyday working
atmosphere more relaxed. Avoid procrastination. De clutter the office & keep the premises
clean. It will go a long way in spreading positive energy. Slow music can be played in the office
to lighten the employees mood. Time management is very important. Avoid asking employees
to work overtime. The office systems should be maintained properly so that the work doesnt get
stuck up for want of a better working system. If the work flow is smooth employees will be less
tensed. Get togethers should be arranged to bring employees closer so that they feel
comfortable to share & care for their colleagues.
Small steps like the ones listed above can go a long way to ensure that the employees not only
do their work without getting stressed but also enjoy being a part of the Punjab National Bank
family.

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BIBLIOGRAPHY
-

ORGANIZATIONAL BEHAVIOR BY JOHN W. NEWSTROM & KEITH DAVIS

WRITE UPS IN THE ECONOMIC TIMES

www.lovetoknow.com

www.pnbindia.in

WIKIPEDIA

WRITE UPS ON STRESS MANAGEMENT BY PROF. ROOSHIKUMAR PANDYA

GUIDANCE NOTES ON SOURCES OF PRESSURE

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