Professional Documents
Culture Documents
1
INTRODUCTIOn
Stress is one of the most ambiguous words in the English language with an
many interpretation. The use of the term stress in other languages introduces a variety
of meaning and Spanish does not even have direct translation of the word stress. Stress
carries negative connotation for some people as though it where something to be
avoided. This is unfortunate because stress is a great asset in managing legitimate
emergencies and achieving peak performance. Understanding the sources of stress
within organization and managing those impact is an important responsibility for any
business this will demonstrate the organization have caring cultures. An effective
strategy to manage stress will reduce absenteeism and Improve productivity. Being able
to identify and eliminate hazards that can affect performance, such as stress, is thus
important
The project was constructed to analyze the stress level among the employees.
There are lot of workers are working in GEMINI PLASTICS. Because of this strength
my study become relevant. It is very important to analyze stress level among the
employees. So am interested to take this topic. Here am going to analyze the stress
level among employees GEMINI PLASTICS
2
RESERCH PROBLEM
The project leads to analyzing the factor, which one of the most effected in the
stress level of employees of GEMINI PLASTICS
3
OBJECTIVES OF THE STUDY
PRIMERY OBJECTIVES
SECONDARY OBJECTIVES
4
PERIOD OF THE STUDY
5
METHODOLOGY
In order to carry out the study in a systematic and specified procedure involved
in conducting a research problem. It deals with new search design, data collection
method, various tools used in other techniques applied during the study.
Research refers to the search for knowledge one can also define research
scientific search
SOURCES OF INFORMATION
Primary data
Primary data are those data collected by the investigator directly from the
respondent. Like direct interview with employees, primary data is collected by
using questionnaire.
Secondary data
6
SCOPE OF THE STUDY
They have the social responsibility to provide a good quality of working life
Stress can result inability to cope with demand of the job, which of course
create stress
7
LIMITATIONS OF THE STUDY
8
CHAPTERS SCHEME
CHAPTER 1: Introduction
: Literature review
CHAPTER4: Findings,
: Bibliography
: Appendix
9
CHAPTER 2
INDUSTRY PROFILE
COPANY PROFILE
REVIEW OF LITERATURE
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INDUSTRY PROFILE
The price or plastic material is much lower than substance and the
polymerized plastic can be prepared by simple techniques. We know that in older times
water pipes are made up of iron and there chance of reliability is 1/3rd of that of
plastics, and how the water pipes are mainly of polyvinyl chloride and that will also
reduce the chance of leakage and now we are also using water tanks made up of plastics
and the part of air crafts are also made up of plastics. And one thing is sure that any of
the plastic manufactures are not winning to make people aware about the benefits of
using of plastics helps to take away diseases.
One thing Is important that India has got very high rich deposit of
ethylene salt and other substances, which are essential for plastics. So that we could
easily manufactures plastics and also we can producing hose made up fiber of plastics
the effect of earth quake and other natural phenomena could not affect our hoses.
And now a day may of our needs are being satisfied with
plastics we cannot think about a life without plastics and most our needs are being
satisfied by plastics.
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One major benefit of plastic is that are easy to carry and also we
can produce plastics of any shape without much difficulty and out scientists are also
engaged in to good quality of plastics. Now as a result of these experiments we could
produce plastic was high thermal stability.
In India now there are several companies which are producing plastics
products, and some are meant for house needs other using outside houses. Hence all
most of the olden type are being replaced by plastics is now we are using ornaments,
which are made up of plastics.
USE OF PLASTICS
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PLASTICS INDUSTRIES IN INDIA
COMPANY PROFILE
13
Gemini plastics are partnership type of organization and were established in
year 1987. Growths through innovation and customers satisfaction are the prime drive
of the organization. The firm is situated in the industrial estate, Palayad SRI. K Remash
Kumar is the managing partner of the firm and SRI Sreenivasan is the manager
14
The main contributor of capital in Gemini plastic is the capital of partner
themselves. They borrowed working capital, loan from state bank of India and term
loan from Kerala financial corporation for procuring machinery. The preparing of
account is on basis of factories act 1948. They prepare various types of accounts like
journal, cash book, ledger, sundry debtors accounts, trial balance, profit and loss
account and balance sheet.
A Gemini plastic has the only plastics house hold industry in Kannur. Its
main competitors are TOOTAL, SOUTHERN, KAVERY, FAMILY etc. Gemini
plastics provide high quality color etc. than their competitors.
TRADE MARK
The trade mark of Gemini plastic industries is the picture of a baby in a bucket.
Produce goods and services in quantities and time in to meet customers needs.
Minimum sales and maximum profit.
Produce goods and services at lowest possible cost.
To purchase raw material at bulk quantities and produce goods and services in
durable quantity.
To obtain contract from distributers.
To provide attractive color to the product.
To provide good working atmosphere.
To provide storing facility.
To handle production and sale of product.
To provide more durability.
To find out the factors influencing to the availability of raw material.
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Produce goods and service in qualities time in to meet customers needs.
The firm used only virgin materials, no other substances are adding. So the
product obtained is of high quality.
16
ORGANISATIONAL STRUCTURE OF GEMPLAST
INDUSTRY
MANAGING
DIRECTOR
PARTNER
ADMINISTRATIVE
PARNER
ACC
HR SAL
OUNTANT
EXECUTI ES
VE EXECUTI
VE 17 CLER
SUPE ST
K
RVISOR ORE
DEPARTMENTS OF GEMPLAST INDUSTRY
FINANCE DEPARTMENT
MARKETING DEPARTMENT
PURCHASE DEPARTMENT
HUMAN RESOURCES DEARTMENT
PRODUCTION DEPARTMENT
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REVIEW OF LITERATUIRE
There is increasing evidence which suggests that today more than ever before,
employees are working in an atmosphere of anxiety and stress. A fundamental and
dynamic shift is taking place in the world of work. Many have called this change the
third revolution or tidal wave. Most experts have agreed, however, that the situation
is a transformation from an industrial economy to an information or knowledge based
economy. Structural changes (downsizing, mergers, acquisitions and restructuring),
changing social and working contexts and the introduction of new technology are all
implicated in the stress process. The negative impact of stress can be observed in the
wide range of conditions that are associated with it. Stress has been associated not
only with a variety of psychological conditions including anxiety and depression, but
also with a number of important physical conditions including heart attack, ulcers and
stroke. It is also considered to be a contributing factor to low back pain and repetitive
stress injuries.
The World Health Organization (2001) predicts that by 2020, mental illness will
be the second leading cause of disability worldwide, after heart disease. The
International Labour Organization ((ILO), 2000) says mental illness affects more
human lives and gives rise to a greater waste of human resources than all other
forms of disability. Mental disorders are one of the three leading causes of disability.
In the EU, for example, mental health disorders are a major reason for granting
disability pensions. Five of the 10 leading causes of disability worldwide are mental
health problems major depression, schizophrenia, bipolar disorders, alcohol use and
obsessive-compulsive disorders and account for 25-35% of all disability (Cameron,
2000). Employers are greatly affected by their employees mental health, and
employers affect positively or negatively their employees mental health.
The incidence of stress within European society is on the increase and accounts
for over 30% of all absence from work. Evidence for this is emerging from a number
of sources including surveys, longitudinal studies and absence statistics. Estimations
of the Health and Safety Executive (1998) are that between 30 60% of all Sickness
Absence in the UK is related to a mental or emotional disturbance (i.e. stress,
burnout). In The Netherlands long-term sickness absence due to mental disorders
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has increased from 17 % in 1974 to 32 % in 1992. This figure has increased over the
past decade. Evidence from the literature suggests that Workers on long-term absence
as a result of stress are less likely to return to work than those with physical injuries or
illnesses.
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The United Kingdom Department of Health and the Confederation of British
Industry have estimated that 15 to 30 percent of workers will experience some form
of mental health problems during their working lives. The most recent research from
the HSE (2002) suggests that since 1995 the number of working days lost to stress,
anxiety and depression in the UK has more than doubled. In 2001, more than 13
million days were lost because of stress, which affects one in five of all employees at
a cost of up to 3.8 billion.
Studies released by the ILO (2000) on mental health policies and programs
affecting the workforces of Finland, Germany, Poland, United Kingdom and United
States showed that the incidence of mental health problems is increasing. It reported
that as many as one in 10 workers suffer from depression, anxiety, stress or burnout.
In some cases, these problems lead to unemployment and hospitalization. The findings
of the report included:
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cynicism and sharply reduced professional capacity. Mental health
disorders are the leading cause of disability pensions in Finland.
Depressive disorders in Germany account for almost seven percent of
premature retirements, and depression-related work incapacity lasts
about two-and-a-half times longer than incapacity due to other illnesses.
The annual volume of production lost due to absenteeism related to
mental health disorders is an estimated 5 billion DM annually.
Nearly three out of 10 employees experience mental health problems in
the United Kingdom each year, and numerous studies show that work-
related stress and the illnesses it causes are common. One in every 20
working-age Britons is experiencing major depression.
In Poland, a growing number of people, especially those suffering from
depressive disorders, are receiving mental health care, a trend related to
the countrys socioeconomic transformation and resulting increases in
unemployment, job insecurity and declining living standards.
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The issue of disability or illness which prevents workers from participating in
the workplace is of major concern to both corporations and individuals. From an
organizational perspective, unscheduled worker absence, whether it is due to
incidental sick leave, disability or illness, reduces productivity, profits, organizational
competitiveness and employee satisfaction. For the individual the costs of absence
from work due to disability or illness include personal, career, financial and family
costs.
DEFENITION OF STRESS
Stress on the stress response is the unconscious preparation to fight or free that a person
experience when faced with any demand. A stressor or demand is the is the person or
event that triggers the stress repose. Distress on strain refers to the adverse
physiological, physical, behavioural and organizational consequences that may occur as
a result of stressful event.
The stress response was first discovered by Walter.B.Cannon early in the 20th
century. Later researches defined stress differently that Cannon. We shall review four
different approaches to define stress.
1. Homeostatic/Medical
2. Cognitive appraisal
3. Person environment
4. Psycho analytic
These four approaches will give more understanding of what stress really is:
1. HOMEOSTATIC/MEDICAL APPROACHES
Richard Lazarus was more concerned with the psychology of stress. He deemphasized
the medical and psychological cognitive aspects of the response. Like Cannon, Lazarus
saw stress as a result of person environment interaction and he emphasized the persons
cognitive appraisal in classifying persons or events as stressful or not. Individuals
differ in their appraisal of events and people. What is stressful for one person may not
be stressful for another. Perception and cognitive appraisal are important processes in
determining what is stressful and persons organizational position can shape such
perceptions. Lazarus also introduced problem focused and emotion focused coping.
Problem focused coping emphases managing the stressor and emotion focused coping
emphasizes managing your response.
Robert Khan was concerned with the social psychology of stress. His approach
emphasized how confusing and conflicting expatiation of a person in a social role
create stress for the person. He extended the approach to examine a persons fit in the
environment. A good person environment fit occurs when a persons skills and abilities
match a clearly defined consistent set of role, expectation. This result in a lack of stress
for the persons stress occurs when the role expectations are confusing and or
conflicting or when a persons skills and abilities are not able to meet the demands of
the social role. After a period of this stress the person can expect to experience strain
such as strain in the form of depression.
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Although not sharply defined, the ego-ideal encompasses admirable attributes of
parental personalities wished for and or imaginable qualities a person would like to
possess and absence of any negative or this taste full qualities. Stress result from the
discrepancy between the idealized self and the real self image the greater discrepancy
the greater stress a person experiences. More generally, psychoanalytic theory help us
understand the role of unconscious personality factor as causes of stress within a
person.
1. The redirection of the blood to the brain and large muscle group and away from
the skin, internal organs and extremities.
2. Increases alertness by way of improved vision, hearing and other sensory
process through the activation for the brainstem.
3. The release of glucose and fatty acids into the blood stream to sustain the body
during the stressful event.
4. Depression of the immune system as wel as restorative and emergent processes
(such as digestion).
The set of four changes shifts the person from a neutral or naturally defensive posture
to an offensive posture. The stress response can be very functional in preparing a
person to be with legitimate emergencies and to achieve peak performance. It is neither
inherently bad nor necessary destructive.
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SOURCES OF STRESS AT WORK
The four approaches to define stress emphasize demand or sources of stress at work.
We can organize these demands into the general categories of task demands, role
demand, interpersonal demands, and physical demands. In addition the organization
needs to be sensitive to non work stressors such as demands from the persons family
or non work activities.
TASK DEMANDS
Change and lack of control are two of the most stressful demands people face at work.
Change leads to uncertainty, a lack of predictability in a persons daily tasks and
activities and may be caused by job insecurity related to difficult economic times.
Concerns over career progress, new technologies and work overload are three
additional task demands triggering stress for the person at work. Career stress is related
to the thinning of mid managerial ranks in organizations through mergers, acquisitions,
and downsizing causing career gridlock for many. Thinning the organizational ranks
often leaves an abundance of work for those who are still employed. Work overload is
seen as the leading stressor for people at work. In some cases the reverse the work
under load can be equally stressful problem. New technologies also create both career
stress and techno stress for people at work. In some cases the reverse the work under
load can be equally stressful problem. New technologies also create both career stress
and techno stress for people at work who wonder if they will be replaced by smart
machines. Although they enhance the organizations productivity capacity, new
technologies may be viewed as the enemy by workers who must ultimately learn to use
the. This creates a real dilemma for management.
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ROLE DEMAND
The social psychological demands of the work environment may be every bit as
stressful task demands at work. People encounter two major categories of role stress at
work role conflict and role ambiguity. Role conflict result from inconsistent or
incompatible expectations communicated to a person. The conflict may be an inter-role,
intra-role, or person role conflict.
Ethics violations are likely to cause person to cause role conflicts, employee
expected to behave in ways that violate personal values, belief or principles experience
conflict. The unethical acts of committed employees exemplify this problem.
Organizations with high ethical standards are less likely to create ethical conflicts for
employees. Person role conflicts and ethical violations create a sense of divided
employees. Person role conflict and ethical violations create a sense of divided loyalty
for an employee.
The second major cause role stress is role ambiguity. Role ambiguity is the
confusion a person experiences related to the expectations of others. Role ambiguity
may be caused not understanding what is expected, not knowing how to do it or not
knowing the result failure to do it.
INTERPERSONAL DEMANDS
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open, participative style. Those comfortable with participative leadership may feel
restrained by directive style.
PHYSICAL DEMANDS
Extreme environments, strenuous hazardous substances and the global travel create
physical demands for people at work. Work environments that are very hot or very cold
place differing demands on people and create unique risks. Office work has its physical
hazards as well. Noisy, crowded offices such as those of some stock brokerages, can
prove stressful to work in. working with a computer terminal can also be stressful
especially if the ergonomic fit between the person and machine is not correct.
Eyestrain, neck fitness and arm and wrist problem can occur. arm and wrist problem
can occur. Office designs that use partition rather than full walls can create stress.
These systems offer little privacy for the occupant and little protection from
interruptions.
Non work demands creates stress for people who may carry over into the work
environment or vice versa. Not all workers are subject to family demands related to
marriage, child rearing and parental care. For those who are these demands may create
role conflicts or overloads that are difficult to manage. The tension between work and
family may lead to a real struggle to achieve balance in life. In addition to family
demand people may have personal demands related to non work organizational
commitments such as churches, synagogues, and public service organizations. These
demands become more pr less stressful depending on their compatibility with the
persons work and family life and their capacity to provide alternative satisfactions for
the person. Finally traumatic events need not be catastrophic in nature, although
catastrophic events related to war or death of a loved one are traumatic. Job loss,
examination failures, and termination of romantic attachments are all traumatic and
may lead to distress if not addresses and resolved.
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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.
1. 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 yor
body which increases blood flow to your muscles, resulting in a higher heart rate.
Athletes before a 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.
2. DISTRESS
We are familiar with this word, and know that it is a negative form of stress.
This 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 change in job scope or routine that the person is unable to handle or cope with.
3. HYPER STERESS
This is another form of negative stress that occurs when the individual is unable
to cope the workload. Examples including 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
29
for you to recognize that your body needs a break, or you may end up with severe and
chronic physical and psychological reactions.
4. 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 respective, it would be a good idea to implement
some form of job rotation so that there is always something new to learn.
The types of stress are named as eustress and distress. Distress is the most
commonly-referred to type of stress, having negative implications, whereas eustress is a
positive form of stress, usually related to describe events in persons life. Both can be
equally taxing on the body, and are cumulative in nature, depending on a persons way
of adapting to a change that has caused it.
CONSEQUENCES OF STRESS
The effect of stress is closely linked to individual personality. The same level of
stress affects different people in different ways and each person has different ways of
coping. Recognizing these personality types means that more focused help can be
given.
Individual consequences
Organizational consequences
Burnout
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Individual consequences
Individual consequences of stress are those which affect the individual directly.
Due to this the organization may suffer directly or indirectly, but it is the individual
who has to pays for it. Individual consequences of stress are broadly divided into
behavioural, psychological and medical.
Behavioural consequences of stress are responses that may harm the person
under stress or others. Behaviourally related stress symptoms include changes in
productivity, turnover, as well as changes in eating habits. Increased smoking or
consumption of alcohol, paid speech and sleep disorders.
Psychological consequences of stress replace to an individual mental health and
well-being from or feeling depressed. Job related stress could cause
dissatisfaction, in fact it has most psychological effect on the individual and
lead to tension, anxiety irritability and boredom.
Medical consequences of stress affect a persons well being. According to a
research conducted, it revealed that stress could create changes in metabolism,
increase heart and breathing rates, increase blood pressure brings out head ache
and induce heart attack.
Organizational consequences
Burnout
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A final consequences of stress has implementation for both people and
organizations. Burnout is a general feeling of exhaustion that develops when an
individual simultaneously experiences too much pressure and few sources of
satisfaction.
Apart from helping employees adopt certain coping strategies to deal with stress
providing them with the service of counselor is also useful. Many strategies have been
developed to help manage stress in work place. Some are strategies for individuals, and
other is geared toward organizations.
Many strategies for helping individual manage stress have been proposed.
Exercise
Relaxation
Time management
Role management
Support
Group/networking
Behavioural self control
Cognitive therapy
Counseling
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Individual coping strategies are used when an employee under stress exhibits
undesirable behaviour on the jobs such as performance, strained relationship with co-
workers, absenteeism, alcoholism and the like. Employee under one method by which
individual can manage their stress is through exercise. People who exercise regularly
are known to less likely to have heart attacks than inactive people are. Research also
has suggested that people who exercise regularly feel less tension and stress are more
conflict and slow greater optimism.
Relaxation
Time management
Time management is often recommended method for managing stress, the idea
is that many daily pressures can be eased or eliminated if a person does a better job of
managing time. One popular approach to time management is to make a list, every
morning or the thins to done that day. Then you group the items on the list into three
categories: critical activities that must be performed, important activities that should be
performed, and optimal or trivial things that can be delegated or postponed, then of
more of the important things done every day.
Role management
Support groups
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spend time. Supportive family and friends can help people deal with normal stress on
an ongoing basis. Support groups can be particularly useful during times of crisis.
Cognitive therapy
Counseling
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CHAPTER 3
35
TABLE 1
FIGURE 1
45
40 40
40
35
30
25
20
14
15
10
6
5
0
n Rarely Often Very often
Findings: From the above chart it can be found out that 40% rarely feel restless at
home thinking about job, another 40% often feel, 10% never feel and remaining 14%
very often feel
Inference: It is almost half and half while nearly half rarely feel restless there is
another almost half often feels it.
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TABLE 2
FIGURE 2
45
40
35
30
25
20
15
10
0
Never Rarely Often Very often
Inference: It can be inferred that there is good inter personal relation in the
organization
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TABLE 3
FIGURE 3
70
60
50
40
30
20
10
0
Never Rarely Often Very often
Findings: 60% employees never feel that they are doing their jobs role which is
against intuition, 16% often feel, 16% rarely feel and 8% very often feel
Inference: It can be understood the most of the employees are free from person role
conflict
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TABLE 4
FIGURE 4
45
40
35
30
25
20
15
10
0
Strongly agree Agree Disagree Strongly disagree
Findings: 42% disagree to the fact that their family problems bothers them much while
at job 20% strongly disagree, 30% agree to it and 8% strongly agree to it.
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TABLE5
FIGURE 5
70
60
50
40
30
20
10
0
Strongly agree Agree Disagree Strongly disagree
Findings: Work load is heavy is disagreed by more than half that is 60%. 28% agree to
it. 10% strongly disagree and merely 2% strongly agree.
Inference: Most of the employees agree that stress is not caused due to the over work.
40
TABLE 6
FIGURE 6
80
70
60
50
40
30
20
10
0
Strongly agree Agree Disagree Strongly disagree
Findings: 70% disagree that there is no proper communication at work place. 10%
strongly disagree. 10% agree and 10% strongly agree
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TABLE 7
FIGURE 7
70
60
50
40
30
20
10
0
Strongly agree Agree Disagree Strongly disagree
Findings: 66% strongly agree that they believe physical exercise and yoga can reduce
the stress. 30% agree, 2% disagree and 2% strongly disagree.
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TABLE 8
FIGURE 8
45
40
35
30
25
20
15
10
0
Strongly agree Agree Disagree Strongly disagree
Findings: 40% strongly agree that they feel the financial motivation can reduce the
stress, 40% agree to it, 20% disagree
Inference: It can be inferred that financial incentive could motivate the employees
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TABLE 9
FREEDOM OF WORK
FIGURE 9
70
60
50
40
30
20
10
0
Strongly agree Agree Disagree Strongly disagree
Findings: Majority of the employees that is 60 % disagree to it. 30% agree and 10%
strongly agree.
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TABLE 10
FIGURE 10
60
50
40
30
20
10
0
Strongly agree Agree Disagree Strongly disagree
Findings: 50% agree to the fact that training and development programmes could make
the work easy. 20% disagree, 10% strongly disagree, 20% strongly agree
Inference: It can be inferred that training and development help the employees to
reduce stress.
45
TABLE 11
FIGURE 11
90
80
70
60
50
40
30
20
10
0
Strongly agree Agree Disagree Strongly disagree
Findings: from the above chart it can be found that 80% of the employees agree that
breaks could give them relief in between jobs while 20% disagree to it
Inference: employees almost unanimously agrees to the fact that relaxation time is
good way to reduce stress
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TABLE 12
FIGURE 12
60
50
40
30
20
10
0
Strongly agree Agree Disagree Strongly disagree
Findings: From the above chart it can be understood that 50% of the employees agree
that the company provide them with various measures to reduce the stress, while 40%
disagree to it and 10% strongly agree to this.
47
TABLE 13
FIGURE 13
60
50
40
30
20
10
0
Strongly agree Agree Disagree Strongly disagree
Findings: From the above, it can be understood that moral values give them the best
measure to reduce the stress. 50% strongly agree to it and 50% disagree to it. No one
disagrees
Inference: It is the moral values that keeps the employees away from stress.
48
TABLE 14
FIGURE 14
45
40
35
30
25
20
15
10
0
Never Rarely Often Very often
Findings: From the below chart it can be found out that 40% of the respondent often
feel that there are busy or having a hard time at work place, 30% feel that they often
feel. 20% never feel never feel so and remaining 10% rarely feel.
Inference: It can be said that nearly half of the employees often feel that they are
having a hard time at the work place.
49
TABLE 15
FIGURE 15
45
40
35
30
25
20
15
10
0
Never Rarely Often Very often
Findings: 28% rarely feels like resigning from job and start a new life. 24% often feel
another 12% very often feels and the remaining 36% never feels.
Inference: This shows that employee may not quit the job.
50
TABLE 16
FIGURE 16
40
35
30
25
20
15
10
0
Never Rarely Often Very often
Findings: 34% never feel that they are at their work place, 26% nearly that they are
stressed. 20% often feel and another.
Inference: More than half of the employees never feel that they are stressed at work
place
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TABLE 17
FIGURE 17
45
40
35
30
25
20
15
10
0
Never Rarely Often Very often
Findings: 24% rarely cannot get, 60% cannot get good sleep thinking about the job.
18% very often cannot get good sleep and 42% does not have a problem like that.
Inference: This shows that employee sleep is never effected by their job because may
disagree to it.
52
CHAPTER 4
53
FINDINGS
It can be interpreted that employees are moderately stressed neither low nor
high. The employee are finally stressed which is quite normal.
Employees are in good relation with each other because only few get invited at
small problems from their co-workers.
Majority agrees that financial motivation can reduce stress.
Majority of the employees agree that physical and exercise and yoga can reduce
stress.
Stress is not caused by the work load because more than half of the employees
disagreed to it.
Majority disagree that they are under the strict rules and regulation which shows
that company has a free and pleasant working environment.
Majority of the people agree to the fact that there is a proper channel of
communication.
Only few feel that they are stressed.
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SUGGESTIONS
It can be found out that employees are finally stressed which is quite normal.
This does not called for immediate action from the part of the company. But
still the company could come up with some measures in future so that it is not
worsened.
Time for relaxation gives the employee good relief from stress. It helps them to
refresh their minds. It also helps them to have friendly talk with their colleague.
So breaks have double effect first of all it release from being stressed and have
to develop cordial relation among the employees.
It would be beneficial to the employee if the company open a free health centers
so that employee could practice yoga and physical exercise which organize
them.
Family get-together can be conducted which helps to incense the commitment
towards the origin and chance or resignation can be reduced.
Since minority of the employees is youngsters anything that attracts the youth
like music, social networking facilities during breaks could make them happy.
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CONCLUSION
The study was conducted to analyze the stress level among the
employees. Besides the factors that may cause and measure that may reduce the stress
was also found out stress is one of the most creativity ambiguous words in the English
language with as many interpretation. Even the stress experts do not agree on its
definition. Stress cannot be directly enquired and found out. It can be identified only by
assessing the symptoms of stress. So to analyses the stress level I have a used a four
point scale questionnaire to test the presence of symptoms of stress among the
employees. The sample size that have been chosen in 50. Research has been conducted
among the employee working under PICOS in the Tellicherry area. Tool for data
analyses that have been used to find out the stress level is weighted average method.
The study related that employee full under moderate level stress. At the end of the
study, we conclude that through there are sign of stress among the employee and such
stress is offering. This can be done by giving counseling and incorporating the
suggestions explained above. The findings of this project may help the organization to
assess the present condition and take necessary steps to correct the same.
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