STRESS MANAGEMENT

By
..
(Registration No: .)
Of
.

A project report submitted to

FACULTY OF MANAGEMENT SCIENCES
In partial fulfillment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
ANNA UNIVERSITY
APRIL 2008

CERTIFICATE
This is to certify that the project report on the
is a bonafide project work done by Ms, a full time student
of the Department of Management Studies, ..,
in partial fulfillment of the requirements for the award of the degree of
Master of Business Administration of the Anna University during the year

.
.
Project Guide

..
Head of the Department
Of Management Studies

Principal

Internal Examiner
External Examiner

DECLARATION
I, hereby declare that the report on all fulfillments of the
requirements for the award of the degree in Masters in Business
Administration is a record of original work done by me during the period of
study 2006-2008, under the guidance and supervision of

Signature of the Faculty Guide

..
Signature of the Candidate

ACKNOWLEDGEMENT
I cordially thank Anna University for giving me the opportunity to undergo
my project work.
I

thank

the

chairman

.and

the

principal

. . for their full fledged support for having given me the

opportunity to study in this Institution.
I thank Mr. , Head of the Department of Management
Studies for his inspiration and providing me all the facilities to do my
project work.
I would also like to thank our faculty guide who
guided me through out the project.
Sincere thanks are also to all the staff members of MBA department for their
valuable guidance and support.
I would also like to thank ., Deputy General Manager,
Personnel Department for permitting me to pursue the project in their
esteemed concern and , Asst. Manager, Personnel
Department for sparing his valuable time to guide me during the project
work and also to all the employees of Avtar Steels.
3

Last but not the least I would like to thank the almighty, my family members
and friends for supporting me in hundred little ways that means a lot.

TABLE OF CONTENTS
S.NO

CONTENTS

PG. NO.

LIST OF TABLES
LIST OF CHARTS
EXECUTIVE SUMMARY
1

INTRODUCTION

INDUSTRY PROFILE

COMPANY PROFILE

15

REVIEW OF LITERATURE

25

OBJECTIVES OF THE STUDY

28

SCOPE OF THE STUDY

30

LIMITATIONS OF THE STUDY

32

RESEARCH METHODOLOGY

34

DATA ANALYSIS & INTERPRETATIONS

39

10

FINDINGS

65

11

SUGGESTIONS

67

12

CONCLUSION

69

BIBLIOGRAPHY

I
4

APPENDIX

IV

LIST OF TABLES
TABLE

TITLE

NO.

PAGE
NO.

9.1

DEPARTMENTT WISE CLASSIFICATION OF

EMPLOYEES

39

9.2

AGE WISE CLASSIFICATION OF EMPLOYEES

40

9.3

GENDER WISE CLASSIFICATION OF EMPLOYEES

41

9.4

CLASSIFICATION ON EDUCATIONAL
QUALIFICATION

42

9.5

MANAGEMENT LEVEL CLASSIFICATION OF

EMPLOYEES

43

9.6

WORK EXPERIENCE WITH AVTAR STEELS

44

9.7

PHYSICAL WORKING CONDITION OF THE

ORGANIZATION

45

9.8

PSYCHOLOGICAL WORKING CONDITION OF THE

ORGANIZATION

46

9.9

TRAINING PROGRAMS CONDUCTED IN THE

ORGANIZATION

47

9.10

PAY PACKAGE PROVIDED BY THE ORGANIZATION

48

9.11

NATURE OF JOB

49

9.12

COMPLETION OF WORK IN TIME

50

9.13

WORK OVERLOAD

51

9.14

STRESS IN JOB

52

9.15

KIND OF STRESS IN JOB AMONG DIFFERENT AGE

GROUP

53

9.16

STRESS CAUSING FACTORS AMONG DIFFERENT

LEVELS OF EMPLOYEES

54
6

9.17

LEVEL OF STRESS

55

9.18

KIND OF INCONVENIENCE

56

9.19

PREFERENCE FOR INDIVIDUAL COPING STRATEGIES

57

9.20

KIND OF INDIVIDUAL COPING STRATEGIES

58

9.21

ORGANIZATION COPING STRATEGIES

59

9.22

AGE Vs LEVEL OF STRESS

60

9.23

AGE Vs PHYSICAL INCONVENIENCE

61

9.24

EMPLOYEE LEVEL Vs STRESS LEVEL

62

9.25

WEIGHTED AVERAGES FOR THE LEVEL OF STRESS

AMONG THE EMPLOYEES OF VARIOUS
DEPARTMENTS

63

LISTOF CHARTS
7

CHART

TITLE

NO.

PAGE
NO.

9.1

DEPARTMENT WISE CLASSIFICATION OF EMPLOYEES

39

9.2

AGE WISE CLASSIFICATION OF EMPLOYEES

40

9.3

GENDER WISE CLASSIFICATION OF EMPLOYEES

41

9.4

CLASSIFICATION ON EDUCATIONAL QUALIFICATION

42

9.5

MANAGEMENT LEVEL CLASSIFICATION OF

EMPLOYEES

43

9.6

WORK EXPERIENCE WITH AVTAR STEELS

44

9.7

PHYSICAL WORKING CONDITION OF THE

ORGANIZATION

45

9.8

PSYCHOLOGICAL WORKING CONDITION OF THE

ORGANIZATION

46

9.9

TRAINING PROGRAMS CONDUCTED IN THE

ORGANIZATION

47

9.10

PAY PACKAGE PROVIDED BY THE ORGANIZATION

48

9.11

NATURE OF JOB

49

9.12

COMPLETION OF WORK IN TIME

50

9.13

WORK OVERLOAD

51

9.14

STRESS IN JOB

52

9.15

KIND OF STRESS IN JOB AMONG DIFFERENT AGE

GROUP

53

9.16

STRESS CAUSING FACTORS AMONG DIFFERENT

LEVELS OF EMPLOYEES

54
8

9.17

LEVEL OF STRESS

55

9.18

KIND OF INCONVENIENCE

56

9.19

PREFERENCE FOR INDIVIDUAL COPING STRATEGIES

57

9.20

KIND OF INDIVIDUAL COPING STRATEGIES

58

9.21

ORGANIZATION COPING STRATEGIES

59

ABSTARCT
The flagship company of Avtar Steel was a humble yet pioneering beginning made by
its founder and chairman Mr . B. B. JINDAL in the year 1996. He is very well supported
by his two sons Mr. AMIT JINDAL and Mr. SUMIT JINDAL and with the team of
professionals who are expert in their respective fields With his courage of conviction and
his undeterred pursuits for growth and excellence, the company has assumed its present
size and credence of global significance.
A strange new disease has found its way into lives of people of this
industrialized nation of the world. The most common disease is headache. Not only is
this, but diseases like heart attack, high Blood Pressure, stomach disorders, and skin
diseases very common to the people in the present world. These have become the effects
of stress and have become most common in many of the organizations, now-a-days.
Stress is an all pervading modern phenomenon that takes a heavy toll of human
life. Different situations and circumstances in our personal life and in our job produce
stress. We shall divide them into factors related to the organization or job factors related
to the person which include his experience or personality traits.

10

11

1. INTRODUCTION
IMPORTANCE OF THE STUDY
20TH century has been regarded as the period of incredible change in
human history. Philosophers and scientists have been various names to this period. Peter
Drucker has called it The Age of Discontinuity, John Galbraith has called it The Age
of Future Shock and Hari Albrecht called it The Age of Anxiety.
Stress has become the 21 century buzz word, from the high pervading corporate
echelons to the bassinets of teaching infants nurseries we find this world liberally used.
Stress is part of modern life. Various events in life cause stress, starting with the birth of a
child and enduring with the death of a dear one.
Urbanization, industrialization and the increase scale of operations in society are
some of the reasons for rising stress. It is an inevitable consequence of socio-economic
complexity and to some extent, its stimulant as well. People experience stress as they can
no longer have complete control over what happen in their lives. The telephone goes out
of order, power is shut down, water supply is disrupted, children perform poorly at school
etc, we feel frustrated and then stressed.
The word stress is derived from a Latin word stringere, meaning to draw
tight. From the view point of physical sciences, the phenomena of stress are evident in all
materials when they are subjected to force, pressure, strain or strong-front. Every
material steel, rock or wood has its own limit up to which it can withstand stress without
being damaged. Similarly human beings can tolerate certain level of stress. Stress is
highly individualistic in nature. Some people have high levels of stress tolerance for
stress and thrive very well in the face of several stressors in the environment. In fact,
some individuals will not perform well unless they experience a level of stress which
activates and energizes then to put forth their best results.
For every individual there is an optimum level of stress under which he or she
will perform to full capacity. If the stress experience is below the optimum level, then the
individual gets bored, the motivational level of work reaches a low point and it results to
careless mistakes, forgetting to do things and thinking of things other than work during
work hours and also leads to absenteeism which may ultimately lead to turnover. If on the
other hand, stress experience is above the optimum level, it leads to too many conflicts

12

with the supervisor or leads to increase of errors, bad decisions and the individual may
experience insomnia, stomach problems, and psychosomatic illness.
The present world is fast changing and there are lots of pressures and demands
at work. These pressures at work lead to physical disorders. Stress refers to individuals
reaction to a disturbing factor in the environment. It is an adaptive response to certain
external factor or situation or what can be called environmental stimuli as reflected in an
opportunity, constraint, or demand the outcome of which is uncertain but important. In
short stress is a response to an external factor that results in physical, emotional,
behavioral deviations in a person.
Stress is an all pervading modern phenomenon that takes a heavy toll of human
life. Different situations and circumstances in our personal life and in our job produce
stress. Those can be divided into factors related to the organization and factors related to
the person which include his experience and personality traits. Job related factors are
work overload, time pressures, poor quality of supervision, insecure political climate, role
conflict and ambiguity, difference between company values and employee values. Person
related factors are death of spouse, or of a close friend, family problems, change to a
different line of work, prolonged illness in the family, change in social activities, eating
habits, etc.,
Personality traits are Type A personality. They are impatient, ambitious,
competitive, aggressive, and hardworking. They set high goals and demands of
themselves and others. And they are particularly prone to stress inducing anticipatory
emotions such as anxiety.

13

REMEDIES TO REDUCE STRESS

There are two major approaches to reduce stress. They are,

Individual approaches

Organizational approaches

INDIVIDUAL APPROACHES
An employee can take individual responsibility to reduce his/her stress level.
Individual strategies that have proven effective include, implementing time management
techniques, increasing physical exercise, relaxation training, and expanding the social
support network.
Time management
Many people manage their time very poorly. Some of well known time
management principles include,
o Making daily list of activities to be accomplished
o Scheduling activities according to the priorities set
o Prioritizing activities by importance and urgency
o Knowing your daily cycle and handling the most demanding parts of your
job.
Physical exercise
Practicing non-competitive physical exercises like aerobics, race
walking, jogging, swimming, and riding a bi-cycle.
Relaxation training
Relaxation techniques such as meditation, hypnosis and bio-feedback.
The objective is to reach in state of deep relaxation, where one feels physically relaxed,
somewhat from detached from the immediate environment. Fifteen or twenty minutes a
day of deep relaxation releases tension and provides a person with a pronounced sense of
peacefulness.
Social support
Having families, friends or work colleagues to talk provides an outlet,
when stress levels become excessive. So expand your social support network that helps
you with someone to hear your problems.
14

ORGANIZATIONAL APPROACHES
Several of the factors that cause stress particularly task and role demands and
organizations structure are controlled by management. As such they can be modified or
changed. Some of the strategies that management want to consider include improved
personal self section and job placement, use of realistic goal setting, redesigning of jobs,
improved organizational communication and establishment of corporate wellness
programmes.
Certain jobs are more stressful than others. Individual with little experience
or an external lower of control tend to be more proven to stress. Selection and placement
decisions should take these facts into consideration. Goal setting helps to reduce stress. It
also provides motivation. Designing jobs to give employees more responsibility, more
meaningful work, more autonomy, and increased feedback can reduce stress, because
these factors give the employee greater control over work activities and lessen
dependence on others.
Increasingly formal organizational communication with employees reduces
uncertainly by lessency role ambiguity and role conflict. Wellness program, say,
employee counseling form on the employees total physical and mental condition. They
typically proud work ships to help people quit smoking, control alcohol usage, eat better
and develop a regular exercise program.
Another remedy for reducing stress is cognitive restructuring. It involves
two step procedures. First irrational or maladaptive thought processes that create stress
are identified. For example Type A individuals may believe that they must be successful
at everything they do. The second step consists of replacing these irrational thoughts with
more rational or reasonable ones.
One important remedy to reduce stress is the maintenance of good sleep.
Research conducted on laboratory specimen to have met with startling discoveries. Sleep
starved rats have developed stress syndrome. The amount of sleep one requires varies
from person to person and is dependent on ones lifestyle. The American National Sleep
Foundation claims that a minimum of eight hours of sleep is essential for good health.
Generally studies shows that young adults can manage with about 7-8 hours. After the
age of 35, six hours of sleep is sufficient whereas people over 65 years may just need
three or four hours.

15

16

2. INDUSTRY PROFILE
Steel Industry
Because of the critical role played by steel in infrastructural and overall economic
development, the steel industry is often considered to be an indicator of economic
progress.
The economic boom in China and India has caused a massive increase in the
demand for steel in recent years. Between 2000 and 2005, world steel demand increased
by 6%. Since 2000, several Indian and Chinese steel firms have risen to prominence like
Tata Steel (which bought Corus Group in 2007), Shanghai Baosteel Group Corporation
and Shagang Group. ArcelorMittal is however the world's largest steel producer.
The British Geological Survey reports that in 2005, China was the top producer of
steel with about one-third world share followed by Japan, Russia, and the USA.
In 2008, steel started to be traded as a commodity in the London Metal Exchange. At the
end of 2008, the steel industry faced a sharp downturn that led to many cut-backs
Steel is the most widely recycled material in the United States. The steel industry
has been actively recycling for more than 150 years, in large part because it is
economically advantageous to do so. It is cheaper to recycle steel than to mine iron ore
and manipulate it through the production process to form 'new' steel. Steel does not lose
any of its inherent physical properties during the recycling process, and has drastically
reduced energy and material requirements compared with refinement from iron ore. The
energy saved by recycling reduces the annual energy consumption of the industry by
about 75%, which is enough to power eighteen million homes for one year. Recycling
one ton of steel saves 1,100 kilograms of iron ore, 630 kilograms of coal, and
55 kilograms of limestone. 76 million tons of steel were recycled in 2005.

17

A pile of steel scrap in Brussels, waiting to be recycled.

In recent years, about three quarters of the steel produced annually has been recycled.
However, the numbers are much higher for certain types of products. For example, in
both 2004 and 2005, 97.5% of structural steel beams and plates were recycled. Other
steel construction elements such as reinforcement bars are recycled at a rate of about
65%. Indeed, structural steel typically contains around 95% recycled steel content,
whereas lighter gauge, flat rolled steel contains about 30% reused material.
Because steel beams are manufactured to standardized dimensions, there is often very
little waste produced during construction, and any waste that is produced may be
recycled. For a typical 2,000-square-foot (200 m2) two-story house, a steel frame is
equivalent to about six recycled cars, while a comparable wooden frame house may
require as many as 4050 trees.
Global demand for steel continues to grow, and though there are large amounts of
steel existing, much of it is actively in use. As such, recycled steel must be augmented by
some first-use metal, derived from raw materials. Commonly recycled steel products
include cans, automobiles, appliances, and debris from demolished buildings. A typical
appliance is about 65% steel by weight and automobiles are about 66% steel and iron.
While some recycling takes place through the integrated steel mills and the basic oxygen
process, most of the recycled steel is melted electrically, either using an electric arc
furnace (for production of low-carbon steel) or an induction furnace (for production of
some highly-alloyed ferrous products).
Modern steels are made with varying combinations of alloy metals to fulfill many
purposes. Carbon steel, composed simply of iron and carbon, accounts for 90% of steel
production.[1] High strength low alloy steel has small additions (usually < 2% by weight)
of other elements, typically 1.5% manganese, to provide additional strength for a modest
price increase. Low alloy steel is alloyed with other elements, usually molybdenum,
manganese, chromium, or nickel, in amounts of up to 10% by weight to improve the
harden ability of thick sections. Stainless steels and surgical stainless steels contain a
minimum of 10% chromium, often combined with nickel, to resist corrosion (rust). Some
stainless steels are magnetic, while others are nonmagnetic.
18

Some more modern steels include tool steels, which are alloyed with large
amounts of tungsten and cobalt or other elements to maximize solution hardening. This
also allows the use of precipitation hardening and improves the alloy's temperature
resistance.
Tool steel is generally used in axes, drills, and other devices that need a sharp,
long-lasting cutting edge. Other special-purpose alloys include weathering steels such as
Cor-ten, which weather by acquiring a stable, rusted surface, and so can be used unpainted.
Many other high-strength alloys exist, such as dual-phase steel, which is heat
treated to contain both a ferritic and martensitic microstructure for extra strength.
Transformation Induced Plasticity (TRIP) steel involves special alloying and heat
treatments to stabilize amounts of austentite at room temperature in normally austentitefree low-alloy ferritic steels. By applying strain to the metal, the austentite undergoes a
phase transition to martensite without the addition of heat. Maraging steel is alloyed with
nickel and other elements, but unlike most steel contains almost no carbon at all.
This creates a very strong but still malleable metal. Twinning Induced Plasticity
(TWIP) steel uses a specific type of strain to increase the effectiveness of work hardening
on the alloy. Eglin Steel uses a combination of over a dozen different elements in varying
amounts to create a relatively low-cost metal for use in bunker buster weapons. Hadfield
steel (after Sir Robert Hadfield) or manganese steel contains 1214% manganese which
when abraded forms an incredibly hard skin which resists wearing. Examples include
tank tracks, bulldozer blade edges and cutting blades on the jaws of life. A special class of
high-strength alloy, the superalloys, retain their mechanical properties at extreme
temperatures while minimizing creep. These are commonly used in applications such as
jet engine blades where temperatures can reach levels at which most other alloys would
become weak.
Most of the more commonly used steel alloys are categorized into various grades
by standards organizations. For example, the Society of Automotive Engineers has a
series of grades defining many types of steel. The American Society for Testing and
19

Materials has a separate set of standards, which define alloys such as A36 steel, the most
commonly used structural steel in the United States.
Though not an alloy, galvanized steel is a commonly used variety of steel which
has been hot-dipped or electroplated in zinc for protection against corrosion
Ministry of Steel (India)
The Ministry of Steel, a branch of Government of India, is the apex body for
formulating all policies regarding steel production, distribution and pricing in India. All
steel companies except Tata Steel are under the administrative control of the Government
of India. As of May 2008, The Ministry is headed by a Minister of Cabinet rank, Ram
Vilas Paswan, and is assisted by a Minister of State, Akhilesh Das

Steel industry reforms particularly in 1991 and 1992 have led to strong and
sustainable growth in Indias steel industry.
Since its independence, India has experienced steady growth in the steel industry, thanks
in part to the successive governments that have supported the industry and pushed for its
robust development.
Further illustrating this plan is the fact that a number of steel plants were established in
India, with technological assistance and investments by foreign countries.
In 1991, a substantial number of economic reforms were introduced by the Indian
government. These reforms boosted the development process of a number of industries
the steel industry in India in particular which has subsequently developed quite rapidly.
India continually posts phenomenal growth records in steel production. In 1992, India
produced 14.33 million tones of finished carbon steels and 1.59 million tones of pig iron.
Furthermore, the steel production capacity of the country has increased rapidly since
20

1991 in 2008, India produced nearly 46.575 million tones of finished steels and 4.393
million tones of pig iron.
Both primary and secondary producers contributed their share to this phenomenal
development, while these increases have pushed up the demand for finished steel at a
very stable rate.
In 1992, the total consumption of finished steel was 14.84 million tones. In 2008, the
total amount of domestic steel consumption was 43.925 million tones. With the increased
demand in the national market, a huge part of the international market is also served by
this industry. Today, India is in seventh position among all the crude steel producing
countries.

The 1991 reforms allowed for no licenses to be required for capacity creation, except for
some locations. Also, once Indias steel industry was moved from the listing of the
industries that were reserved exclusively for the public sector, huge foreign investments
were made in this industry.
Yet another reform for Indias steel industry came in 1992, when every type of control
over the pricing and distribution system was removed, making the modern Indian Steel
Industry extremely efficient, as well as competitive.
Additionally, a number of other government measures have stimulated the growth of the
steel industry, coming in the form of an unrestricted external trade, low import duties, and
an easy tax structure.

21

STEEL PRODUCTION BY COUNTRY

Countries

Production

Countries

Production

CHINA

394.9 Mton

FRANCE

19.5 Mton

JAPAN

112.5 Mton

TAIWAN

18.6 Mton

UNITED

94.9 Mton

SPAIN

17.8 Mton

66.1 Mton

MEXICO

16.2 Mton

SOUTH KOREA 47.8 Mton

CANADA

15.3 Mton

GERMANY

44.5 Mton

UK

13.2 Mton

UKRAINE

38.6 Mton

BELGIUM

10.4 Mton

STATES
RUSSIA

SWOT ANALYSIS
Strength

Huge fund

Skilled employees

Monopoly

22

expansion

Weakness

red tape

Opportunities

rules and regulation

Modernization

Threats

World class standard

Legal issues

Security issues

Avtar Steels proposition

Through its large pool of professional experts in varied disciplines of civil
aviation, it offers consultancy services in following fields.
1. Feasibility study and master planning
2. Economic impact study.
3. Environment impact study.
4. Construction and operations steels terminals.
5. Communication and navigation
6. HR department
7. Commercial exploitation
8.

R&D

HUMAN RESOURCES OF AVTAR STEELS

Avtar Steels comprises of highly professional motivated and trained man power
which helped it emerge as a professional organization on the horizon of aviation sector.
High morale of employees continues to boost smooth operation of its steelss towards
accomplishing the objective of customer satisfaction. The authority has successfully used
the Human Resource Tools like Job Rotation, Redeployment etc to sustain employee's
interest in their job.
Avtar Steels has a strength of about 21,000 employees both executives and nonexecutives the management of AVTAR STEELS firmly believes that through this
invaluable assets of human resources alone, it can achieve its goals utmost care is taken
in the employees welfare and various schemes have been introduced for the enlistment
and better living standards of the AVTAR STEELS Fraternity.
23

HIERARCHY OF STAFF AT AVTAR STEELS (IAD)

Levels of

1. GROUP A
2. GROUP B;

Management
3

3. GROUP C
4. GROUP D

CLASSIFICATION OF EMPLOYEES

EXECUTIVES

Group A

Exe. Director
Gen. Manager
Dy. GM
Asst. GM
Sr. Manager
Manager

Group B

Asst. Manager
Junior Executive
Sr. Spdt.

NON-EXECUTIVES

Group C

Superintendent
Supervisor
Sr. Assistant
Assistant
Jr. Assistant

Group D

Sr. Attendant
Attendant
Jr. Attendant

24

AVTAR STEELS has a professional consultancy

division comprising of competent designers, planners, architects, computer analysts and
research engineers. The construction division undertakes execution of projects strictly
according to schedule with the use of latest project management techniques and high-tech
construction equipment.
AVTAR STEELS MANAGEMENT:
In addition to technical services, AVTAR STEELS provides expertise in steels
management. AVTAR STEELS offers know-how and services in the fields of steels and
other industries .and financial management.
CUSTOMER SATISFACTION AND SAFETY
Customer satisfaction and safety are the core priorities of AVTAR
STEELS. In its endeavor to provide world class passenger amenities and services, the
authority is developing move international steelss in the country and improving facilities
in Domestic steelss
25

AVTAR STEELS IS REGISTERED WITH

International Bank of reconstruction and development (world Bank)

International civil aviation organization

African development bank

Asian development bank

Kuwait fund for Arab development

Government of Zambia

Republic of Iraq

FOREIGN PROJECTS EXECUTED BY AVTAR STEELS

AVTAR STEELS has undertaken assignments, like
steels feasibility studies, steels design project implementation & project supervision,
manpower training, Steels mgt and operation on turnkey basics , providing manpower for
steels operation including air traffic services, ground navigation / surveillance facilities
etc. The AVTAR STEELS has undertaken consultancy projects in Libya, Algeria, Yemen,
Maldives, Nauru, Afghanistan, Iraq, Nepal, Nigeria, Zambia etc.
STEELS CLASSIFICATION
International steels
There are declared as international steels and are available for scheduled international
operations by Indian and foreign carriers. Presently, Mumbai, Delhi, Chennai, Calcutta,
and Trivandrum are in this category.
Domestic steelss

Customs

steelss

with

limited

international

operations

(Limited

international operations)
26

Model steelss-runway-7500 feet and terminal capacity is 400 and above,

320 type of air craft.

Other domestic steelss -71

Civil enclaves in defense steels-28

GEOGRAPHICAL CLASSIFICATION OF STEELSS

Northern region

Southern region

Eastern region

Western region

North eastern region

27

28

3.
COMPANY PROFILE
AVTAR STEELS, CHENNAI DIVISION,

Avtar Steel Ltd. is a conglomerate of companies dealing in manufacturing and

exports ofa diverse range of Stainless Steels INGOTS, HOT ROLLED FLATS,
ROLLED ROUNDS, FORGED ROUNDS, BRIGHT BARS as well as ALLOY STEELS
also. With two of the companies being established houses recognized by the
government of India as Pvt. Ltd Firms being reputed, High Profile, Independent, Yet
Interlinked Units, the picture of a professionally managed and growth oriented industrial
empire is complete.
The flagship company of Avtar Steel was a humble yet pioneering beginning made by its
founder and chairman Mr . B. B. JINDAL in the year 1996. He is very well supported by
his two sons Mr. AMIT JINDAL and Mr. SUMIT JINDAL and with the team of
professionals who are expert in their respective fields With his courage of conviction and
his undeterred pursuits for growth and excellence, the company has assumed its present
size and credence of global significance. The journey has been tedious and tiring, the
efforts Herculean, The expectations of its Patrons-Nerve Wrecking and the never
receding competition in the global markets Mind Boggling. Yet success at Avtar Steel
has never been an end in itself rather a motivation to outperform its previous accolades.
And all through this long, Tedious and soul and body wrecking process of evolution, the
beautiful melody of the words of learned David Frost has been its constant companion:

QUALITY POLICY
To provide our passengers a safe smooth and enjoyable transit
through Chennai steels. Also to provide secured and speedy movement of international
steels through Chennai steels

29

MISSION
To deliver superior value to our customers, employees and society at large. We will
follow

this

principle

in

evaluating

and

guiding

our

business

activities.

We will to set an example of quality works and intend to contribute to build a flourishing
economy. We will achieve this by offering our clients a comprehensive portfolio of
commercially viable products coupled with the expertise and services required. We will
endeavour to create high quality products that enable the growth of our organization. At
Avtar Steel Ltd., the well-trained staff will achieve job satisfaction through security,
motivation

and

harmonious

work

environments.

VISION
We recognize that every organization is different with its own unique business objectives,
commercial approach and culture. That is why we have created flexibility and
pragmatism with in our service options enabling us to tailor services to meet specific
objectives
Our customers are our biggest asset and customer satisfaction ranks first on our business
priorities. Over the years, we have grown to diversify into various fields but never have
we let go off our roots. We lay stress on workers training, sensitization, orientation and
updating their skills for over all exposure as well as growth
VARIOUS DEPARTMENTS IN AVTAR STEELS CHENNAI
1. Human Resource department
2. Department of finance and Accounts
3. Department of Sales
4. Department of operations
5. Department of commercial
6. Department of Legal
7. Department of project
30

1) HUMAN RESOURCE DEPARTMENT IN AVTAR STEELS CHENNAI

As like any other organization, HR department at AA1 also takes the
responsibility in maintaining its employee's welfare as well as its policy.
Main functions

It identifies and meets the man power requirements of Chennai steels.

It recruits and selects the Group C and D positions

It implements welfare measures and carries out performance appraisal

techniques.

It conducts training and development programmes

It ensures discipline and maintains industrial relations.
STEELS DIRECTOR
Quality policy of the HR Department
"Select the right personnel for the Right job and provide him with the right
working at".
Manpower position at Chennai Steels::
Group
A
B
C
D
TOTAL

Sanctioned strength

Men in position

78
86
143
DY. GENERAL
MANAGER 151
(P&A)
668
557
549
479
1438
1273

Vacancy position
+8
+8
111
82
165

Main activities
1)

Recruitment and promotion cell.

2)

Disciplinary cell.

3)

Performance appraisal cell

4)

Advances (HBA, Vehicle and other advance)

5)

Leave cell

6)

Training and welfare cell.

7)

LTE and CEA cell.

8)

Services records

9)

Central dispatch

10)

Central diary
31

STEELS D
ORGANISATION CHART OF HUMAN RESOURCES DEPARTMENT

Personal
Assistant

SR. PERSONNEL
MANAGER

MANAGER
(PERSONNEL)

Sr. Asst. (O)

Leave Cell

Sr. Supdt.(O)
R & P Cell

Sr. Supdt. (Hindi

Translator)

Sr.Asst. (O)

Sr. Supdt.(O)

ASST. MANAGER
(OFF. LANGUAGE)

Disciplinary Cell

LTC & ALTC

Sr. Asst. (Steno)

Hindi

Sr. Supdt.(O)
Pay Fixation

Sr. Asst. (O)

Advances

Asst. (O) Service

Records

Asst.(O)
Training &
Welfare Cell

Central Dispatch
& Diary

Sr. Asst. (O)

Performance
Appraisal
Cell

Daftry &
DMO

Asst.(O)

ALL GROUP
D STAFF

32

DY. GENERAL MANAGER (P&A)

HUMAN RESOURCE POLICY &IRECTOR

RULES
Transfer policy
Generally, transfers are meant to utilize the individual skill/potential in areas in
which he/she has been trained /skilled. The transfer policy shall apply to all the
transferable posts in all discipline.
1. Normal transfer season: for both inter region and intra region.
Normal transfer season would be (April & May, each year)
2. Inter regional transfer.
3. Intra regional transfer
4. Home town
5. Transfer on promotion.
6. Transfer to tenure stations.
7. Transfer from tenure stations.
8. Exemptions from transfer.
Employee welfare measures in AVTAR STEELS
The employee welfare program at AVTAR STEELS in based on the
management policy, which is aimed shaping perfect employees. Therefore, the concept of
employee's welfare includes tow aspects, namely physical and mental welfare.
Welfare at AVTAR STEELS is,
1. Application of merit system or work performance system as the basis for
employee rewarding
2. Employee insurance program to provide the employees with better security.
3. Improvement in health security for one employees and their families, so that they
may work confidently and productively.
4. Receives on social psychology no reach a balance between physical and mental
well being.
5. Providing facilities for employees to make use of the allowance for housing,
vehicles etc.
6. Providing education allowance for employee's children for their studies.
7. Providing rest rooms to five the employees to relax after the light schedule.

33

Employee motivation schemes

1. Incentive scheme for acquiring professional/additional qualifications
2. Production linked incentive
3. Flexible complementing scheme (FCS): Staffs that have been waiting for
promotion for long years after completing the eligibility period.
4. Career

progression

scheme

(CPS): As

one

time

measure Asst.

managers/managers in various disciplines are eligible for consideration for

promotion to the next higher post.
Combination of different kinds of leaves / holidays

Regular leave - Saturday, Sundays

Casual leave

Restricted holiday

Compensatory holiday

Holidays

Special casual leave

2) DEPARTMENT OF FINANCE AND ACCOUNTS

Functions
o Maintenance of a system of financial control, internal check and financial
scrutiny of all expenditure and revenue proposals.
o Disbursements to staff including retired persons
o Disbursements to outside agencies for supplies and services provided.
o Revenue billing, follow up and realization.
o Preparation of budget and maintenance of a proper system of budgetary
control.
o Maintenance of financial accounts in accordance with the directions of
Headquarters and preparations of financial statements.
o Management of info systems.

34

o Coordinating with internal and external audit and government audit for
smooth disposal of audit queries.
Different sections in accounts department
1.

Revenue section.

2.

Steels accounts section.

3.

Budget and accounts section

4.

Works section

5.

Establishment sections

6.

Contributory provident fund section (CPF)

3) DEPARTMENT OF STEELS

1. Export
2. Import
3. Transshipment
AVTAR STEELS air steels terminals provide for truck locks, strong
rooms, live animals sheds, hazardous steels go down and palletisation station, offices for
airlines, government regulatory agencies, multimodal steels operators, break bulk agents,
and consolidators for ease of operation and user convenience.
4) DEPARTMENT OF OPERATIONS
The entire function of the terminal building is been
controlled by the operations dept. The work has been divided and is controlled by various
sections according to their activities such as house keeping, electronic, material
management.
Functions:

Receipt and disposal of complaints and possible action on comments and

suggestions from the passenger/user agencies.

To maintain and look after terminal building, city side and baggage make up
and baggage breakup areas to ensure service ability of facilities provided.
Handling terminal building and air craft emergencies and bomb threats as per
laid down emergency procedure.
35

Handling of VVIPS/VIPS and, up keep and allotment of retiring rooms.

Lost and found property receipt, shortages are sent to the department after
expiry of 24 hours. Perishable item can be disposed off with in reasonable
time.

Coordination with electrical, civil electronics departments for service ability

of terminal facilities.

Coordination with airlines/agencies and regulatory authorities in the

steels.

Endeavoring enjoyable transit for passengers.

Carrying out terminal inspections, city side, toilet inspections and record
observations toilet cave provided.

5) DEPARTMENT OF COMMERCIAL
AVTAR STEELS has over last 10 years or so
developed a team of experts in the field of commercial aspects and based on the
experience gained, can provide assistance to other steels operators in improving the
financial viability of the steelss.
Functions:

Management of all commercial revenue contracts

All space allotment s in the steels area

Insurance of AVTAR STEELS assets

Allotment of residential quarters

Allotment of community centre

Recommendation of passes to concessionaires/agencies.

Manage ground handling functions

Administrative work.

6) DEPARTMENT OF LEGAL
36

Objectives:
o To minimize the cases against AVTAR STEELS
o Providing legal assistance/advice to other dept on the queries required.
o Speedy disposal of the files.
o Attending and making available facts oat the time of contingency
situations of AA1 and acting according to the contingency plan.
Documents maintained:
o Policy circular issued of the HQ.
o Regulation of AA1.
o Delegation of power.
o Judgment copies of the important cases.
o Notification files.
7) DEPARTMENT OF GROUND FLIGHT SAFETY
Functions:

Issue of temporary/permanent vehicle permits.

Arranging airfield environment management and aerodrome

committee

meetings.

Issue of airfield driving permit to drivers/operators.

Arranging full scale aircraft crash mockup exercise.

Arranging for disabled aircraft movement.

Correspondence with air traffic services/ Hqrs/ airlines/ municipalities.

Implement safety management systems and future developments

8) DEPARTMENT OF PROJECT
The project department handles with under taking of new projects for the
development or the expansion of the steels. There are two major sub divisions which
handle the project by the specific department. They are
1) Electrical division
2) Civil division
Electrical department:
37

As per the head of the department DGM shall be over all in charge for proper
administration of "Work contract" and shall ensure that all provisions of the contract
agreement are correctly implemented and installed of the same quality.

RESPONSIBILITIES AND FUNCTIONS:

Over all proper admin of work contract and shall ensure that all
provisions of contract agreement are correctly implemented.
To accord technical sanction and approval of draft NIT as per
Delegation of power.
To assist and guide engineer-in charge. In processing and defending
the arbitration proceedings.
To exercise effective budgetary control.
To issue completion certificates.
To attend periodical HOD meetings conducted by APD.
Civil Department:
The main duty of civil department is to examine the details which are given
in the report as per the requirement. The total expenses for the completion of the project,
number of bricks required, and time required for the completion of the project and the
necessity of the product.
Duties and Responsibilities
o To project yearly budget for the maintenance and original works.
o Responsible for utilization of funds provided in the approved budget.
o To guide engineer in charge and approval of extra items/ substituted items.
38

o To finalize replies to CTE'S observations and submit the same with in the
stipulated time.
o Follow up observations of quality control and those raised by technical
and financial audit.
o To exercise effective budgetary control.
o The civil department is not only responsible for the construction works but
also take care of the environment of the steels through horticulture.

39

PRODUCT PROFILE
Avtar steels has a huge amount of products dealing with and it continues to produce more
for the welfare of the society. Following are some of the products of the company

1. INGOTS:
Ingots of all sizes and lengths confirming to all standards and grades are manufactured at
Avtar Steel. The products are well-suited for all industrial applications It covers the range
of both standard as well as special products. Ingots are manufactured confirming to ISO
standards.
Avtar Steel manufacture all types of :
INGOT SIZES

WEIGHT OF THE
INGOT

In Inches
3X4X47
4X5X39
4X5X47
4X5X47
5.5X6.5X46

In Millimeters
76X102X1194
102X127X991
102X127X1194
101X127X1194
140X165X1169

......In Kgs/piece
65
90
110
135
200
40

7X8X39
7X8X47
7.25X8.25X47
8X9X47

2.

178X203X991
178X203X1194
184X210X1194
203X229X1194

275
325
210
400

BRIGHT BARS :

In Steel Industry we are known amongst the Best Bright Bar producers in INDIA. The
production range includes Rounds, Flats, Ingots, Strips up to 15000 tons per annum.

3. HOT ROLLED BLACK BARS:

Our Hot Rolled Bar is perfect product for the needof the forging companies, likewise
upsetting or Re-Rolling.

While hot rolling by selection of the most appropriate Ingot/ Billet size optimum
reduction ratios are maintained. Which further ensure the complete breakage of as
cast product and afterwards resulting the good internal soundness in the rolled
products.

At every step proper identification and traceability of the material is maintained

for the proper sorting of the material as per grade vise.

4. FLATS:
Flats of different sizes and lengths confirming to all standards and grades are
manufactured at Avtar Steel. The products are well-suited for all industrial applications It
covers the range of both standard as well as special products. Flats are manufactured
confirming to ISO standards.
5. FORGED :
Heavy Forged rounds weighing are specially used in forging industry.

41

We at AVTAR STEEL offer forging rounds for the various application likewise forging
upsetting , ring rolling, production of bars, flats, and large sized flanges.
6. HOT ROLLED PATTI:
Flat strips of different sizesand lengths confirming to all standards and grades are
manufactured at Avtar Steel. The products are well-suited for all industrial applications It
covers the range of both standard as well as special products. Flats are manufactured
confirming to ISO standards.

7. FLAT (ACID BRIGHT):

Flats of acid bright of different sizes and lengths confirming to all standards and grades
are manufactured at Avtar Steel. The products are well-suited for all industrial
applications It covers the range of both standard as well as special products. Flats are
manufactured confirming to ISO standards.
Avtar Steel manufacture all types of Flats (Acid Bright):
THICKNES

WIDTH

5 mm
6 mm
8 mm
10 mm
12 mm
16 mm
20 mm
25 mm
30 mm

160 mm & 170 mm

160 mm & 170 mm
160 mm & 170 mm
160 mm & 170 mm
160 mm & 170 mm
160 mm & 170 mm
160 mm & 170 mm
160 mm & 170 mm
160 mm & 170 mm

LENGTH in ( in inches)
up to 6 Mtr
up to 6 Mtr
up to 6 Mtr
up to 6 Mtr
up to 6 Mtr
up to 6 Mtr
up to 6 Mtr
up to 6 Mtr
up to 6 Mtr

8. COLD ROLLED PATTA:

Cold Rolled Patta of different sizes and lengths confirming to all standards and grades
are manufactured at Avtar Steel. The products are well-suited for all industrial
applications It covers the range of both standard as well as special products are
manufactured confirming to ISO standards.

42

Avtar Steel manufacture all types of Cold Rolled Flat (Bright Patta):

Thickness (In mm)

3mm
4mm
5mm

Width (In mm)

500 mm
400 mm
400 mm

Length (In inches)

90"
70"
60"

43

4. REVIEW OF LITERATURE
A review on the previous studies on stress among the employees is
necessary to know the areas already covered. This will help to find our new areas
uncovered and to study them in depth. The earlier studies made on stress among the
employees are briefly reviewed here.
The research study of Jamal. M* finds that job stressors were significantly
related to employees psychosomatic problems, job satisfaction, unproductive time at the
job, and absenteeism. Type A behavior was found to be an important moderator of the
stress outcome relationship.
Brief. A. P. and J. M. Atieh*, argues that it is not safe to assume that job
conditions that have an adverse impact on affective reactions to the job will also have a
negative impact on overall subjective well-being.
Fienmann views stress as a psychological response state of negative effect
characterized by a persistent and a high level of experienced anxiety or tension.
Recent research into the interaction between the mind body show that we
may place our body on stress alert quite unconsciously, because of our psychological
and emotional attitudes to stress. Anticipatory emotions like impatience, anxiety, and
anger can produce the same nerve impulses and chemical reactions as being faced with a
concrete challenge. So when faced with a stressful situation, we must either use up the
energy created by the body to challenge or learn how to turn off, the response using a
conscious relaxation technique.

* Jamal M. Job stress-prone Type A behavior, personal and organizational

consequences, Canadian Journal Administration Sciences, 1985. pp 360-74.

44

Brief. A. P and J. M. Atieh, Studying job stress: Are we making mountains out of
molehills? Journal of occupational behavior, 1987 pp115-26.
Hans Seyle, the endocrinologist, whose research on General Adaptation
Syndrome (GAS), for the first time, revealed how human beings adapt themselves to
emotional strives and strains in their lives. According to him emotional stress occurs in
three important stages. 1. Alarm reaction stage 2. Resistance stage 3. Exhaustion stage.
Alarm reaction is caused by physical or psychological stressors. Resistances are
brought about by ACTH hormone of the body. Exhaustion follows when ACTH dwindles
as a result of continual stress. (ACTH-Aprinocorticotropic)
According to Stephen .P. Robbins*, stress related headaches are the leading
cause of loss of work time in U. S. industry.
Cooper and Marshall* visualize stress as characteristics of both the focal
individual and his environment. They designate the internal and external consultive
forces as pressures or stressors and the resulting stalk of the organism on stress.

* Stephen Robbins, Organizational Behavior, Prentice Hall, U.K, 1989 pp 499-501.

Cooper. C. L. and Marshall. J, Understanding Executive Stress, The McMillan Press
Ltd, 1978 p 4.
45

46

5. OBJECTIVES OF THE STUDY

Primary objective:

To undergo an in-depth study about the stress among the employees of AVTAR
STEELS.

Secondary objective:

To identify the factors causing stress among the employees.

To find out the level and kind of stress among the employees of different age
groups.

To study about the effects of stress on employees in AVTAR STEELS.

To identify the coping strategies to manage stress.

47

48

6. SCOPE OF THE STUDY

The present world is fast changing and there are lots of pressures and demands
at work. These pressures at work lead to physical disorders. Stress refers to individuals
reaction to a disturbing factor in the environment. Hence this study would help the
organization to know the factors of stress and to reduce the stress in employees. Since it
is a well known fact that healthy employee is a productive employee.

49

50

7. LIMITATIONS OF THE STUDY

In

spite

of

the

precautions,

vigilance

and

scrupulousness taken by the investigator to make the study objective, it cannot be denied
that there are certain limitations.

The employees were reluctant to give correct information.

Even though the employees gave correct information during the

unstructured interview conducted, they gave positive answer while
answering the questionnaire.

The investigator intended to cover only few areas of stress relevant to

the proposed study.

As the study was done within a limited time, investigator could not
select a sufficiently large sample for the study.

51

52

8. RESEARCH METHODOLOGY
Research is defined as human activity based on intellectual application in the
investigation of matter. The primary purpose for applied research is discovering,
interpreting, and the development of methods and systems for the advancement of human
knowledge on a wide variety of scientific matters of our world and the universe. Research
can use the scientific method, but need not do so.
Scientific research relies on the application of the scientific method, a harnessing of
curiosity. This research provides scientific information and theories for the explanation of
the nature and the properties of the world around us. It makes practical applications
possible. Scientific research is funded by public authorities, by charitable organisations
and by private groups, including many companies. Scientific research can be subdivided
into different classifications according to their academic and application disciplines.
Research methodology is a way to systematically solve the research problem. The
research methodology in the present study deals with research design, data collection
methods, sampling methods, survey, analysis and interpretations.
APPROACHES TO RESEARCH
Descriptive approach is one of the most popular approaches these days. In this
approach, a problem is described by the researcher by using questionnaire or schedule.
This approach enables a researcher to explore new areas of investigation.

53

RESEARCH DESIGN
A research design is the arrangement of conditions for collection and analysis of
data in a manner that aims to combine relevance to the research purpose with economy in
procedure.

A well structured questionnaire is framed.

Data is collected from the employees in AVTAR STEELS.

Findings are made and necessary suggestions and recommendations are given.

54

DATA SOURCES
There are two types of data collection namely primary data collection and
secondary data collection.
PRIMARY DATA
The primary data is defined as the data, which is collected for the first time and fresh in
nature, and happen to be original in character through field survey.
Primary data collection, you collect the data yourself using methods such as interviews
and questionnaires. The key point here is that the data you collect is unique to you and
your research and, until you publish, no one else has access to it.
There are many methods of collecting primary data and the main methods include:

questionnaires

interviews

focus group interviews

observation

case-studies

diaries

critical incidents

portfolios.

SECONDARY DATA
55

The secondary data are those which have already been collected by someone
else and have been passed through statistical process. The secondary data for this study
are already available in the firm's internal records, annual report, broaches, and
company's website.
In research, Secondary data is collecting and possibly processing data by people other
than the researcher in question. Common sources of secondary data for social science
include censuses, large surveys, and organizational records (Mintel). In sociology
primary data is data you have collected yourself and secondary data is data you have
gathered from primary sources to create new research. In terms of historical research,
these two terms have different meanings. A primary source is a book or set of archival
records. A secondary source is a summary of a book or set of records.
Advantages to the secondary data collection method are - 1) it saves time that would
otherwise be spent collecting data, 2) provides a larger database (usually) than what
would be possible to collect on ones own However there are disadvantages to the fact that
the researcher cannot personally check the data so it's reliability may be questioned.

DATA COLLECTION METHOD

The data collection method used in this research is survey method. Here the
data are systematically recorded from the respondents.
56

RESEARCH TOOL
A structured questionnaire has been prepared to get the relevant information from
the respondents. The questionnaire consists of a variety of questions presented to the
respondents for their despondence. The various types of questions used in this survey
are:

Open ended questions

Closed ended questions

Multiple choice questions

SAMPLING-MEANING
57

Sampling is that part of statistical practice concerned with the selection of individual
observations intended to yield some knowledge about a population of concern, especially
for the purposes of statistical inference. Each observation measures one or more
properties (weight, location, etc.) of an observable entity enumerated to distinguish
objects or individuals. Survey weights often need to be applied to the data to adjust for
the sample design. Results from probability theory and statistical theory are employed to
guide practice.
The sampling process comprises several stages:

Defining the population of concern

Specifying a sampling frame, a set of items or events possible to measure

Specifying a sampling method for selecting items or events from the frame

Determining the sample size

Implementing the sampling plan

Sampling and data collecting

Reviewing the sampling process

SAMPLE UNIT
The employees of AVTAR STEELS are the sample unit in the survey.
SAMPLE SIZE
The sample size chosen for this study is 100.
HR

15

CIVIL

10

ELECTRICAL

STEELS

10
-

ACCOUNTS

25

COMMERCIAL

35

---------100
TYPE OF SAMPLING

58

The sampling type is non-probability which involves deliberating selections of

particular units constituting a sample, which represents the universe.
STRATIFIED SAMPLING:
Stratum means a layer population from which samples are to be selected
may contain a number of layers from each layer a few samples are selected that is why
this method is called stratified sampling.
STATISTICAL METHODS USED
Percentage analysis
Bars & charts
Pie diagrams
STATISTICAL TOOLS USED
Chi-square test
Weighted average
PERCENTAGE ANALYSIS:
Percentage refers to a special kind of ratio. Percentages are used in making
comparison between two or more series of data. Percentage is used to describe relative
terms the distribution of two or more series of data.
No. of Respondents
Percentage of Respondents

------------------------

X 100

Total Respondents

59

DEFINITION OF HYPOTHESIS:
According to Goode and Hatt, "Hypothesis is a proposition, which can be put to
test to determine validity".
A hypothesis can be defined as a logically conjectured relationship between two
or more variables expressed in the form of testable statement.
NULL HYPOTHESIS (H0):
Null hypothesis is formulated only to test whether there is any relationship
between variables related to the problem being studied. Usually the null hypothesis is
formed as a negative statement.
ALTERNATE HYPOTHESIS (H1):
Alternate Hypothesis (H 1) is a statement, which is accepted after the null
hypothesis is rejected based on the test result. The alternate hypothesis usually is formed
as a positive statement
CHI-SQUARE TEST:
The Chi-Square test is one of the simplest and most
widely used non parametric tests in statistical work. The symbol X2 is the Greek letter
Chi. Karl Pearson first used the chi-square test in the year 1980. The quantity chi-square
describes the magnitude of the discrepancy between theory and observation.
In this Chi-square test Yates correction is used when the value of observed frequency in
less than 10. The formula is given as,
X2 = (|Oi Ei|)2
Ei
Power of Association Test:
If calculated value (cal) > X2

table value the Null

hypothesis is rejected and it is interpreted that the two variables are associated with each
other. This chi-square test is strong one for determining the existence of association
between two variables.

60

WEIGHTED AVERAGE:
It can be defined as an average whose component items are multiplied by
certain values (weights) and the aggregate of the products are divided by the total of
weights.
If x1, x2, x3 ...xn are n values and f1, f2, f3........fn are their weights (frequencies)
respectively then,
f1x1+f2x2+.....+fnxn
X = --------------------------f1+f2+.......+fn
PILOT STUDY (Tested with 10 samples initially):
Pilot study is defined as a study, which is done in the initial stage of the
project in order to find the reliability of the questionnaire and to restructure the
questionnaire on the respondent's suggestions.
IMPORTANCE OF PILOT STUDY:

It will increase the reliability of the scheduler.

It helps to restructure the scheduler.

It identifies the defects in the scheduler.

It helps to add or remove the questions in the scheduler.

AREA AND PERIOD OF SURVEY:

The project is being done for a period for three months from January 7, 2008 to
April 7, 2008 and the survey was conducted in AVTAR STEELS, Chennai.

61

62

9. DATA ANALYSIS AND INTERPRETATIONS

Table 9.2: AGE WISE CLASSIFICATION OF EMPLOYEES

AGE
(21-30) YRS
(31-40) YRS
(41-50) YRS
50 & ABOVE YRS
Total

NO. OF RESPONDENTS
69
75
72
84
300

PERCENTAGE
23%
25%
24%
28%
100%

CHART 9.2: AGE WISE CLASSIFICATION OF EMPLOYEES

Inference:
It is observed from the survey that 25% of the respondents are
between (31-40) yrs, 24% of the respondents are between (41-50) yrs, 28% of the
respondents are above 50 years and 23% of the respondents are between (21-30) yrs.
63

TABLE 9.3: GENDER WISE CLASSIFICATION OF EMPLOYEES

GENDER
MALE
FEMALE
Total

NO. OF RESPONDENTS
171
129
300

PERCENTAGE
57%
43%
100%

CHART 9. 1: GENDER WISE CLASSIFICATION OF EMPLOYEES

Inference:
It is found from the survey that 57% of the respondents are male and 43%
of the respondents are female.

64

TABLE 9.4: CLASSIFICATION ON EDUCATIONAL QUALIFICATION

QUALIFICATION
SSLC
UNDER GRADUATE
POST GRADUATE
TECHNICAL
PROFESSIONAL
Total

NO. OF RESPONDENTS
60
69
51
51
69
300

PERCENTAGE
20%
23%
17%
17%
23%
100%

CHART 9. 2: CLASSIFICATION ON EDUCATIONAL QUALIFICATION

Inference:
It is evident from the survey that 69% of the respondents are
professionally qualified,23% of the respondents have graduation, 17% of the respondents
have post graduation and technically qualified, 20% of the respondents have only done
finished SSLC.

65

TABLE 9.5: WORK EXPERIENCE WITH AVTAR STEELS

ATTRIBUTES
< 5 YRS
(5-10) YRS
(10-15) YRS
> 15 YRS
TOTAL

NO. OF RESPONDENTS
75
69
84
72
300

PERCENTAGE
25%
23%
28%
24%
100%

CHART 9. 5: WORK EXPERIENCE WITH AVTAR STEELS

Inference:
It is found from the survey that 24% of the respondents have more
than 15 years of experience, 23% of the respondents have (5-10) yrs of experience and
28% of the respondents have their experience between (10-15)yrs remaining 24% of the
respondents have less than 5 years of experience.

TABLE 9.6: PHYSICAL WORKING CONDITION OF THE ORGANIZATION

66

SATISFACTION
HIGHLY SATISFIED
SATISFIED
NUETRAL
HIGHLY DISSATISFIED
DISSATISFIED
TOTAL

NO. OF RESPONDENTS
69
84
72
51
24
300

PERCENTAGE
23%
28%
27%
17%
8%
100%

CHART 9.6: PHYSICAL WORKING CONDITION OF THE ORGANIZATION

Inference:
It is found from the survey that more than half of the respondents (28%) are
satisfied with the physical working condition of the organization. 27% of the
respondents are neither satisfied nor dissatisfied with the physical working condition
of the organization, 23% of the respondents are highly satisfied with the physical
working condition of the organization, 17% of the respondents are highly dissatisfied
wth physical condition provided and 8% respondents are dissatisfied with physical
working condition of the organization.

67

TABLE 9.7: OPINION ABOUT THE PAYPACKAGE PROVIDED BY THE

ORGANIZATION

68

SATISFACTION
HIGHLY SATISFIED
SATISFIED
NUETRAL
HIGHLY DISSATISFIED
DISSATISFIED
TOTAL

NO. OF RESPONDENTS
84
72
69
24
51
300

PERCENTAGE
28%
24%
23%
8%
17%
100%

CHART 9. 3 : OPINION ABOUT THE PAY PACKAGE

Inference:
It is evident from the survey that 28% of the employees are highly
satisfied with the pay scale provided, 24% of the respondents are satisfied with their pay
scale, 23% of them are neither satisfied nor dissatisfied, 8% of them are highly
dissatisfied, and 17% of the respondents are dissatisfied with the pay scale provided.

TABLE 9.8: OPINION ABOUT THE JOB

69

PARTICULARS

NO. OF RESPONDENTS PERCENTAGE

CHALLENGING
INTERESTING

24
84

8%
28%

ROUTINE

51

17%

BORING

72

24%

MONOTOUS

69

23%

TOTAL

300

100%

CHART 9.4: OPINION ABOUT THE JOB

Inference:
It is observed from the survey that 28% of the respondents feel the job
interesting, 24% of them feel it boring, 17% of the respondent feel it routine, 23% of
them feel it boring and 8% of them feel it challenging.

TABLE 9.9: OPINION ABOUT THE COMPLETION OF THE WORK AT THE

SPECIFIED TIME

70

SATISFACTION
STRONGLY AGREE
AGREE
UNDECIDED
STRONGLY DISAGREE
DISAGREE
TOTAL

NO. OF RESPONDENTS
69
24
72
84
51
300

PERCENTAGE
23%
8%
24%
28%
17%
100%

CHART 9. 9: PROGRAMS THAT COULD BE ADAPTED TO MANAGE STRESS

Inference:
It is found from the survey that 23% of them strongly agree that
they can complete the work at time, 8 % of them agree that they can complete work at
time, 24% of them have no idea, 28% of them strongly disagree that they cannot
complete the work in time, 17% of them disagree that they cannot finish the work in time.

TABLE 9.10: WORK OVERLOAD

PARTICULARS
STRONGLY AGREE
AGREE

NO. OF RESPONDENTS
51
84

PERCENTAGE
17%
28%
71

UNDECIDED
DISAGREE
STRONGLY DISAGREE
TOTAL

72
69
24
300

24%
23%
8%
100

CHART 9. 10 : WORK OVERLOAD

Inference:
It is observed from the survey that 17% of the respondents are
overloaded with work, 24% left it undecided and 23% of the respondents say that they are
not overloaded with work.

TABLE 9.11: STRESS IN JOB

72

PREFERNCE
YES
NO
TOTAL

NO. OF RESPONDENTS
183
117
300

PERCENTAGE
61%
39%
100%

CHART 9. 11: STRESS IN JOB

Inference:
It is evident from the survey that 61% of the respondents suffer
stress and 31% of the respondents do not suffer stress.

TABLE 9. 12: STRESS CAUSING FACTORS AMONG DIFFERENT LEVELS OF

EMPLOYEES

FACTORS
ROLE OVERLOAD

NO.OF
RESPONDENTS
120

PERCENTAGE
40%
73

ROLE
UNDERLOAD
INTERPERSONAL
RELATIONSHIP
TOTAL

93
87
300

31%
29%
100%

CHART 9. 12: STRESS CAUSING FACTORS AMONG DIFFERENT LEVELS OF EMPLOYEES

Inference:
It is observed from the survey that for most of the respondents of all the
level of employees role overload is the major stress causing factor; the second place goes
to the role under load and then comes the inter personal relationship

TABLE 9.13: KIND OF STRESS IN JOB AMONG DIFFERENT AGE GROUP

PARTICULARS

NO.OF
RESPONDENTS

PERCENTAGE

74

PHYSICAL
MENTAL
BOTH
TOTAL

93
87
120
300

31%
29%
40%
100%

CHART 9. 13: KIND OF STRESS AMONG DIFFERENT AGE GROUP

Inference:
It is found from the survey that 31% of them suffer physical stress,
29% of them suffer mental stress and the remaining of them suffer from both the stress.

TABLE 9. 14: LEVEL OF STRESS

75

LEVEL OF STRESS
VERY HIGH
HIGH
MODERATE
LOW
VERY LOW
TOTAL

NO. OF RESPONDENTS
72
69
51
72
36
300

PERCENTAGE
24%
23%
17%
24%
12%
100%

CHART 9.14: LEVEL OF STRESS

Inference:
It is found from the survey that 17% of the respondents have moderate level of
stress, 24% of the respondents have high level of stress, and only 12% of the respondents
have very low level of stress.

TABLE 9.15: PHYSICAL INCONVENIENCE DUE TO STRESS

PREFERNCE

NO. OF RESPONDENTS

PERCENTAGE
76

YES
NO
TOTAL

156
144
300

52%
48%
100%

CHART 9. 15: PHYSICAL INCONVENIENCE DUE TO STRESS

Inference:
It is evident from the survey that 52% of the respondents suffer
from physical inconvenience due to stress and 48% of the respondents do not suffer
stress.

TABLE 9.16: KIND OF INCONVENIENCE

INCONVENIENCE
HEADACHE
HIGH BLOOD PRESSURE

NO. OF RESPONDENTS
72
36

PERCENTAGE
24%
12%
77

DIGESTIVE PROBLEM
HYPERTENSION
NERVOUSNESS
TOTAL

69
72
51
300

23%
24%
17%
100%

CHART 9.16: KIND OF INCONVENIENCE

Inference:
It is observed from the survey that most of the respondents 24% suffer
from headache and hypertension and second comes the digestive problem due to stress,
then comes the nervousness and only less % of the respondents suffer from nervousness
and digestive problems.

TABLE 9.17: ORGANIZATION STEPS TO MANAGE STRESS

78

PREFERENCE
YES
NO
TOTAL

NO. OF RESPONDENTS
153
147
300

PERCENTAGE
51%
49%
100%

CHART 9.17: ORGANIZATION STEPS TO MANAGE STRESS

Inference:
It is evident from the survey that 51% of the respondents agrees that their
organization is helping them in overcoming stress, and the 49% of them are not satisfied
with the help provided by the organization to overcome stress.

TABLE 9.16: KIND OF INCONVENIENCE

INCONVENIENCE
HEADACHE
HIGH BLOOD PRESSURE

NO. OF RESPONDENTS
72
36

PERCENTAGE
24%
12%
79

DIGESTIVE PROBLEM
HYPERTENSION
NERVOUSNESS
TOTAL

69
72
51
300

23%
24%
17%
100%

CHART 9.16: KIND OF INCONVENIENCE

Inference:
It is observed from the survey that most of the respondents 24% suffer
from headache and hypertension and second comes the digestive problem due to stress,
then comes the nervousness and only less % of the respondents suffer from nervousness
and digestive problems.

TABLE 9.18 PROGRAMS THAT COULD BE ADABTED TO MANAGE STRESS

PARTICULARS
EMPLOYEE
COUNSELING
EFFECTIVE & TRAINING

NO. OF RESPONDENTS
72

PERCENTAGE

36

12%

24%
80

DEVELOPMENT
PROGRAM
WORK GROUPS
HEALTH CLUBS
AUTONOMOUS
TRANSPORT SUBSIDY
TOTAL

69
72
0
51
300

23%
24%
0%
17%
100%

CHART 9.18: PROGRAMS THAT COULD BE ADABTED TO MANAGE STRESS

Inference:
It is observed from the survey 24%

of them recommend employee

counseling,12% of them need effective training, 23% need work groups, 24% need health
groups, and the remaining need transport subsidy.

TABLE 9.19: OPINION ABOUT COUNSELING TO REDUCE THE STRESS

81

PARTICULARS
STRONGLY AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY DISAGREE
TOTAL

NO. OF RESPONDENTS
51
84
72
69
24
300

PERCENTAGE
17%
28%
24%
23%
8%
100%

CHART 9. 19 : OPINION ABOUT COUNSELING TO REDUCE THE STRESS

Inference:
From the above we can find that17% of them strongly agree that
counseling can overcome stress, 28% of them agree that they can over come stress
through counseling, 24% of them dont have any idea, 28% disagree and the remaining
disagree.

TABLE 9.20: ORGANIZATION POLICIES AND PROCEDURES ARE STRESS

FREE

82

PARTICULARS
HIGHLY ACCEPTED
ACCEPTED
NOT ACCEPTED
HIGHLY NOT ACCEPTED
TOTAL

NO. OF RESPONDENTS
51
84
72
93
300

PERCENTAGE
17%
28%
24%
31%
100%

CHART 9. 20: ORGANIZATION POLICIES AND PROCEDURES ARE STRESS FREE

Inference:
It is observed from the survey that most of the respondents accept that the
companies policies are stress free, 28% of them have accepted that organization policies
are stress free, 24% of them have not accepted it, 31% of them have not accepted that
their organization policy is full of stress.

TABLE 9.21: BEST INTERVENTION TO REDUCE STRESS

PARTICULARS
RELAXATION
TECHNIQUES
TIME MANAGEMENT
TRAINING AND
DEVELOPMENT
WORKING

NO. OF RESPONDENTS
93
84
72
51

PERCENTAGE
31%
28%
24%
17%
83

TOTAL

300

100%

CHART 9. 21: BEST INTERVENTION TO REDUCE STRESS

Inference:
It is observed from the survey that most of the respondents 31% says that
relaxation techniques, 28% of them need time management,24% says that training is the
best intervention,17% says working intervention is the best thing to overcome stress.

TABLE 9.22: OPINION ABOUT INTERPERSONAL RELATIONSHIP

PARTICULARS
STRONGLY AGREE
AGREE
NEUTRAL
DISAGREE

NO. OF RESPONDENTS
51
84
72
69

PERCENTAGE
17%
28%
24%
23%
84

STRONGLY DISAGREE
TOTAL

24
300

8%
100

CHART 9. 22 : OPINION ABOUT INTERPERSONAL RELATIONSHIP

Inference:
From the above we can find that17% of them strongly agree that
they have strained interpersonal relationship, 28% of them agree that they have strained
interpersonal relationship stress , 24% of them dont have any idea, 28% disagree that
they do not have strained interpersonal relationship.

TABLE 9.23: OPINION ABOUT STRESS LEVEL IN NIGHT SHIFT

COMPARED TO DAY SHIFT

PARTICULARS
VERY HIGH
HIGH
MODERATE

NO. OF RESPONDENTS
51
84
72

PERCENTAGE
17%
28%
24%
85

LOW
VERY LOW
TOTAL

69
24
300

23%
8%
100

CHART 9. 22 : OPINION ABOUT STRESS LEVEL IN NIGHT SHIFT COMPARED TO DAY

SHIFT

Inference:
From the above we can find that17% of them strongly agree that
they have stress in night shift, 28% of

them agree that they have stress in night

shifts,24% of them dont have any idea, 28% disagree that they do not have any stress in
night shift.

TABLE 9.24: SPENDING THE WEEKEND

PARTICULARS
GOING TO MOVIES
GET TOGETHER
VISIT
FRIENDS/RELATIVES

NO. OF RESPONDENTS
84
51
72

PERCENTAGE
28%
17%
24%
86

MUSIC CLASSES
ANY OTHER (SPECIFY)
TOTAL

69
24
300

23%
8%
100

CHART 9.24: SPENDING THE WEEKEND

Inference:
From the above we can find that 28% of them would like to go to
movies, 17% would like a get together,24% would like to visit friends/relatives, and23%
would like to go to music class and the remaining prefer any other thing.

TABLE 9.25: FAMILY FACTOR WHICH INFLUENCE STRESS

PARTICULARS
DEPENDENT
ILLNESS

NO.OF
RESPONDENTS
93
87

PERCENTAGE
31%
29%
87

FINANACIAL
POSITION

60

OTHER
PROBLEMS

60

TOTAL

300

20%
20%
100%

TABLE 9.25: FAMILY FACTOR WHICH INFLUENCE STRESS

Inference:
It is found from the survey that 31% of them says dependency
influence stress, 29% says that illness influence stress, 20% of them says that financial as
well as other problem influence stress.

TABLE 9.26: PERSONAL FACTOR INFLUENCING STRESS

PARTICULARS
PERCEPTION
ATTITUDE

NO.OF
RESPONDENTS
60
87

PERCENTAGE
20%
29%
88

HEALTH
CONDITION
PERSONALITY
TOTAL

20%

60

31%

93

100%

300

TABLE 9.26:PERSONAL FACTOR INFLUENCING STRESS

Inference:
It is found from the survey that 20% of them says perception
influence stress, 29% says that attitude influence stress, 20% of them says that health
condition influence stress, and the remaining says that personality influence stress.

TABLE 9.27: STRATERGY TO REDUCE STRESS

FACTORS

HIGHLY
SATISFIED

SATISFIED

NEUTRA
L

DISSATIS
FIED

YOGA
MEDITATIO

10
10

10
11

10
11

10
17

HIGHLY
DISSATISF
IED
11
20

TOTA
L
50
69

PERCENTAGE

17
23
89

N
MOTIVATIO
N
COUNSELIN
G
INDOOR
GAMES
OHTERS

11

11

10

20

20

72

24

11

20

20

11

11

72

23

10

10

28

6%

3%

CHART 9.27: STRATERGY TO REDUCE STRESS

Inference:
It is found from the above table that 17% prefer yoga, majority
prefer indoor games, and the next majority prefer motivation.

90

CHI-SQUARE TEST ON SPENDING WEEKEND Vs STRATEGY TO

REDUCE STRESS
Null Hypothesis (H0): There is no significant relation between spending weekend and
strategy to reduce stress
Alternate Hypothesis (H1): There is a significant relation between spending weekend
and strategy to reduce stress
TABLE 9.22: CROSS TABULATION FOR SPENDING WEEKEND Vs

STRATEGY TO REDUCE STRESS

STRATEGY

MEDITA

MOTIV

COUNS

TION

ATION

ELING

16

28

22

10

10

48

12

12

42

32

14

100

YOGA

ROW
INDOOR
GAMES OTHER TOTAL

SPENDING
WEEKEND

GOING TO
MOVIES
GET
TOGETHER
VISIT TO
FRIENDS/
RELATIVES
MUSIC
CLASSES
ANY
OTHER
COLUMN
TOTAL

Degrees of freedom = 12
Calculated value = 27.497
For 12 degrees of freedom at 5% level of significance, the chi-square table value is 5.226.
Inference:
91

Calculated value > Tabulated value.

Hence H0 is rejected and H1 is accepted.
Conclusion:
There is a significant relation between the spending weekend and strategy to reduce
stress

92

93

FINDINGS

Out of the total sample most of the respondents are male and many are between
50 and above. Most of the respondents are under graduate and have professional
qualification.

Most of the respondents have 10-15 years of long association with the
organization.

Almost all the respondents are satisfied with the physical and psychological
working condition of the organization, and only fewer respondents are dissatisfied
with the psychological working condition of the organization.

The opinion about the training programs conducted by the organization is almost
better, according to majority of the respondents.

Almost all the respondents are satisfied with the pay package provided by the
organization and nearly half of the respondents feel that they do a routine job.

Most of the respondents agree that they can complete their work within the
specified time and some of the respondents are undecided.

Nearly half of the respondents agree that they are overloaded with work.

More than half of the respondents suffer stress in their job.

Among all other factors, role overload cause more stress according to most of the
respondents.

Most of the respondents from steels department suffer from physical stress; most
of the respondents from accounts department suffer from mental stress, and most
of the respondents from civil department suffer from both physical and mental
stress.

Most of the respondents feel only moderate level of stress and some of the
respondents feel high level of stress in their job.

More than half of the respondents have physical inconvenience due to stress and
most of the respondents suffer from headache and high blood pressure.

Almost all the respondents prefer to follow coping strategies personally, to

manage stress and they prefer to do meditation and yoga to reduce stress.

Most of the respondents say that the organization does not take suitable steps to
manage stress.
94

Employee counseling and effective training & development programs are the
company wide programs that could be adapted to manage stress.

95

10.

SUGGESTIONS

The employees must give importance to time management techniques there by

they can complete their work within the specified time.

Many tasks can be delegated to subordinates without losing effectiveness so that

we can reduce the overload of work.

Adopt the work to home transition strategy. It means instead of carrying the
pressures of the work to home, the suggestion is to start the unwinding process
during the work day and enter the home in a relaxed and peaceful mind.

Giving counseling to the employees when they face problems, because counseling
is the discussion of a problem that usually has emotional content with an
employee in order to help the employee cope within better.

The organization must introduce Employee Assistance Programmes (EAPs) and

stress control workshops accordingly to the level of employees, because there is a
strong relation between the level of stress and level of employees. EAP includes
counseling employees who seek assistance on how to deal with alcohol and drug
abuse, managing personal finances, handling conflicts at the work place, dealing
with marital and other family problems, and coping with health problems.

Engaging the bored employee in aerobic exercise, because it stimulates the brain
and the body. Also the employee must do meditation and yoga in their daily life.

96

11.

CONCLUSION

Stress in the work place has become the black plague of the present century.
Much of the stress at work is caused not only by work overload and time pressure but
also by lack of rewards and praise, and more importantly, by not providing individuals
with the autonomy to do their work as they would like. Most of the employees were not
satisfied with the grievance handling procedure of the organization which was found by
the unstructured interview.
Organization must begin to manage people at work differently, treating
them with respect and valuing their contribution. If we enhance the psychological well
being and health of the employees, in the coming future the organization would make
more revenue as well as employee retention. Because it is said that,

A Healthy Employee is a Productive Employee

97

98

BIBLIOGRAPHY
BOOKS
1.

Ahuja. K.K- Industrial psychology and organizational behavior,

Khanna publishers, New Delhi, 1991.

2.

Biswanath Ghosh- A new look organizational behavior, Himalaya Publishing

House New Delhi, 1994.

3.

Finemann- A Psychological Model of Stress and its application to

managerial unemployment, Human relations, 1979.

4.

Ghosh P.K. and Ghorpade M.B. - Industrial and Organizational

Psychology, Himalaya Publishing House, Bombay 1991.

5.

Kapur S.K, Punia B.K.-Organizational Behavior and Management,

S.K.Publishers, New Delhi.

6.

Laurie J. Mullins Organizational Behavior, Pitmans publishing Ltd,

London, 1990.

7.

PaulHersey, Kenneth H. Blanchard, Dewey E. Johnson Organizational

Behavior, Prentice Hall of India Pvt. Ltd, 1998.

8.

Srivastava.A.K, A study of Roll Stress Mental health relationship a

moderator by adopted coping strategies, psychological studies, 1991.

9.

Stephen P. Robbins, Organizational Behavior, Prentice Hall, U .K. 1999.

JOURNALS AND MAGAZINES

1.

Business line, The stress is beginning to show, Financial Express published by

Hindu, Trivandrum, 1989.

2.

Brief A.P. and Atieth J.M., Studying Job Stress: Are we making mountains
out of mole Hills? Journal of occupational behavior, 1987.

3.

Jamal M., Job Stress-Prone Type A behavior and personal and

organizational consequences, Canadian Journal of Administrative.

4.

Dr.Satish Chandra Pandy, Indian ways of winning Stress, The Journal of

Indian Management and Strategy, 1997.
99

100

QUESTIONNAIRE
PERSONAL PROFILE
Kindly provide your valuable personal information.
:

_______________________

Dept:

_______
1. Name:
1. Age group

(2

(21-30) yrs

(31-40) yrs

(41-50) yrs
2.

Sex :Male / Female

3.

Educational Qualification:

5.

Experience

yrs

50 & above yrs

SSLC/UG/PG/Technical/Professional
:

< 5 yrs

(5-15)

> 15 yrs

QUALITY OF WORK LIFE

6.

How do you feel about the physical working condition of the organization?
Highly satisfied

Satisfied

Neutral

Highly dissatisfied

Dissatisfied
7.

How do you feel about the psychological working condition of the organization?
Highly Amicable

8.

Neutral

Strained

Very poor

What is your opinion about the training programs conducted in the organization?
Excellent

9.

Cordial
Good

Better

Bad

Worse

How do you feel about the pay package provided by the organization?
Highly satisfied

Satisfied

Neutral

Highly

dissatisfied
Dissatisfied
10.

How do you feel about your job?

Challenging

Interesting

Routine

Monotonous

Boring
11.

Do you agree that you can complete your work within the specified time?
101

Strongly agree

Agree

Undecided

Strongly Disagree

Disagree
12.

Do you agree that you are overloaded with work?

Strongly agree

Agree

Undecided

Strongly Disagree

Disagree
13.

Do you suffer any stress in your job?

Yes

No

FACTORS AND EFFECTS OF STRESS

14.

In your accordance which of the following factors cause more stress?

Role overload

15.

Role under load

What kind of stress do you suffer in your job?

Physical

16.

Interpersonal relationship

Mental

Both

What is the level of stress that you feel in your job?

Very high

High

Moderate

Low

Very

low
17.

Do you suffer any physical inconvenience due to stress in your job?

Yes

18.

No

If yes, what kind of inconvenience?

Headache

High blood pressure

Hypertension

Digestive problem
Nervousness

COPING STRATEGIES
19.

Have you taken any coping strategies personally to manage stress?

Yes

20.

What kind of strategies of the following have you taken?

Exercise

walk
21.

Meditation

Listening music

Take a

Spend time with children

Does this organization take any suitable steps to manage stress?
Yes

22.

No

No

What type of company-wide programs that are/could be adapted to manage

stress?
102

Employee counseling

Effective Training & Development program

Autonomous work groups

Health clubs

Transport subsidy
23.

Kindly give your suggestions to reduce stress

103