stress at workplace of employee

STRESS AT WORK PLACE OF

EMPLOYEES

CONTENTS

CHAPTER

TOPICPAGE NO.

* PREFACE *****

* ACKNOWLEDGEMENT *****

* LIST OF TABLE *****

IINTRODUCTION & RESEARCH METHODOLOGY

1-43

II REVIEW OF LITERATURE 44-65

III RESEARCH SETTING 66-74

IVDATA ANALYSIS & INTERPRETATION

75-147

VFINDINGS, CONCLUSIONS & SUGGESTIONS

148-159

* BIBLIOGRAPHY *****

* ANNEXURE *****

LIST OF TABLES

TABLE NO

DISCRIPTIONPAGE NO

1Table showing distribution of the respondents based on designation

75

2Table showing distribution of the respondents based on age

76

3Table showing distribution of the respondents based on gender

77

4Table showing educational status of the respondents

78

5Table showing total work experience of the respondents

79

6Table showing work experience in this organization

80

7Table showing distribution of the respondents to department

81

8Table showing monthly income of the respondents

82

9Table showing opinion of the respondents of feeling secure and satisfied

83

10Table showing whether respondents ideas have always been rejected or not

84

11Table showing whether respondents have stained relation with supervisor or not

85

12Table showing whether respondents have stained relation with co-worker or not

86

13 Table showing whether respondents are happy with commute or not 87

14Table showing whether respondents having

fear of termination 88

15 Table showing whether respondents’ life and the work is a kind of burden or not

89

16Table showing whether respondents have to work for hours or not

90

17Table showing whether respondents get less salary as compare to people in organization of similar size

91

18Table showing respondents’ expenses are more over income

92

19Table showing whether respondents’ don’t get salary when it is due or not

93

20Table showing whether respondents get less payment at retirement or not

94

21Table showing whether respondents not given well deserved promotion or not

95

22Table showing whether respondents given enough opportunity to improve display abilities or not

96

23Table showing whether respondents learning and developing in organization or not

97

24Table showing whether strictness for following rules in organization which need to abide and become headache or not

98

25Table showing whether respondents share more responsibility than authority or not

99

26Table showing whether job responsibility creates tension or not

100

27Table showing rapid change in the organization

101

28 Table showing whether respondents satisfied with designation or not

102

29 Table showing respondents don’t get along well with the people they have to deal

103

30Table showing respondents lack of cohesiveness and cooperativeness with the other colleagues

104

31Table showing whether respondents are always neglected and disregarded by colleagues or not

105

32Table showing whether respondents doing physical exercise or not

106

33Table showing whether respondents indulge regular breathing exercise or not

107

34Table showing whether respondents practice meditation or not

108

35Table showing whether respondents smoke or not

109

36Table showing whether respondents drink or not

110

37Table showing whether respondents increase salt and sugar intake or not

111

38Table showing whether respondents increase of intake caffeine or not (Coffee, tea, cola)

112

39Table showing whether respondents accept others limitation or not

113

40Table showing whether respondents take decision without undue anxiety or not

114

41Table showing whether respondents allow others to share task and responsibilities or not

115

42Table showing whether respondents try helping others or not

116

43Table showing efforts of changing situation of respondents.

117

44Table showing respondents observed the situation as opportunity to learn

118

45Table showing respondents compromise to get something positive out of the situation

119

46Table showing respondents themselves oneself with hope that things will go better

120

47Table showing respondent often try to use humor to diffuse tension

121

48Table showing whether people helps at times of need to the respondents or not

122

49Table showing whether respondents includes relaxation time or not

123

50Table showing maintaining good relationship with others

124

51Table showing whether respondents discussing personal problems or not

125

52Table showing whether respondents become aggressive or not

126

53Table showing whether respondents feel angry or not

127

54Table showing whether respondents blaming oneself or not

128

55Table showing respondents deny that there is a problem

129

56Table showing whether respondents feel guilty or not

130

57Table showing whether respondents suffers from headache or not

131

58 Table showing whether respondents suffers from chest pain or not

132

59Table showing whether respondents suffers from indigestion or not

133

60Table showing whether respondents suffers from sleeplessness or not

134

61Table showing whether respondents suffers from irritability or not

135

62Table showing whether respondents suffer from backache or not

136

63Table showing whether respondents suffers from stomach disorder or not

137

64Table showing whether respondents suffers from blood pressure or not

138

65Table showing increasing of weight of respondents

139

66Table showing respondent become physically weak

140

67Table showing whether respondents feel frustrated or not

141

68Table showing respondents developing anxiety

142

69 Table showing respondents feeling restless 143

70Table showing whether respondents suffer from inability to concentrate or not

144

71Table showing respondents feeling that whether those closest to me at home are supportive towards me or not

145

72Table showing whether respondents are able to laugh or not

146

73Table showing whether respondents able to express their thoughts and ideas or not

147

CHAPTER- I

INTRODUCTION

Since the origin of the term 'stress' it is ambiguous 'stress' began life

as a variant on 'distress' in the 14th century. It meant the experience

of physical hardship, starvation, torture, and pain. These days,

however, the term revolves around the medieval definition, in which

'stress' simply meant 'hardship'. The recent scientific developments

inform us that 'stress' is actually good for us. Stress is derived from the

Latin word stranger, meaning to draw tight, and was used in the 17th

century to describe hardships or affliction. During the late 18th century

stress denoted "force, pressure, strain or strong effort," referring

primarily to an individual or to an individual's organs or mental powers

(Hinkle, 1973).

As has already been noted, stress has been defined as a stimulus, a

response, or the result of an interaction between the two, with the

interaction described in terms of some imbalance between the person

developed, particularly that surrounding the person-environment (P-E)

interaction, researches have considered the nature of that interaction

and, more importantly, the psychological processes which it takes

place (Dewey, 1992).

Stress is a physiological and psychological imbalance. It arises due to

the demands on a person and that person’s inability to meet these

demands. Stress is the body’s way of reacting to any situation and it

can have serious repercussions on an individual’s life. Yet, people fail

to realize the importance of stress management in their lives. Effective

managers can stay in control of life, without panicking even under

stressful situations. They handle stress by planning work, taking

regular breaks, and rejuvenating them.

Stress: Meaning and Definitions

The term 'stress' has a different meaning for researchers in various

disciplines. In the biological literature, it is used in relation to single

organisms, populations of organisms, and ecosystems. Biologists refer

to things such as heat, cold and inadequate food supply as being

sources of stress. Human biologists add to this microbial infection and

taking toxic substances. Social scientists, for their part, are more

concerned about people's interaction with their environment and the

resulting emotional disturbances that can sometimes accompany it

(Hinkle, 1987).

The term stress has many definitions (Lazarus & Folk man, 1984). We

all define stress as an internal state which can be caused by physical

demands on the body ( disease conditions, exercise, extremes of

temperature, and the like) or by environmental and social situations

which a evaluated as potentially, harmful, uncontrollable, or exceeding

resources for coping. The physical, environmental, and social causes of

the stress state are termed stressors.

Stress is a big problem in our society (Allen, 1983). Some75 percent of

bodily disease is said to be stress-related. For example, stress is often

a factor in heart disease. Furthermore, stress-related diseases cost

American industry billons of dollars a year; several billion tranquilizer

pills are prescribed in the United.

Stress in individuals is defined as anything that disrupts the normal

person’s physical or mental well-being. It occurs when the body

performs activities outside its capabilities or when a person faces

extraordinary demands. A simple display of stress may be a bad mood

while an extreme display may be an act of violence. The process of

stress has a stressor or a stimulus. A stressor is a factor or stimulant

that creates stress. A stressor is not in itself either positive or negative

or good or bad, it is how one reacts to it that determines its positivity

or negativity. For example, one person may perceive stressor as a

motivator, whereas another person may perceive it as a constraint.

One individual may perceive it as a challenge, another as a threat.

Stress can be positive or negative. Positive stress is called estruses

and negative stress is called distress. There is a difference between

the ways in which estruses and distress affect the body. Estruses

triggers the body alarm, enhances attention, performance, and

creativity. It has temporary effects. For instance, a person applying for

a visa to the US may be under estruses, and once he/she obtains the

visa his/her stress levels come back to normal. Distress has a negative

effect on the body. For instance, an individual who has lost his/her job

may become depressed, which is a result of distress. Distress,

If left unchecked, can have a serious effect on the body over a period

of time. The body’s nonspecific response to the external situation

results in stress and stress can create a number of health problems

both mental and physical. Some of these problems are sleeplessness,

eating disorders, heart problems, and suicidal tendencies. Stress

represents the wear and tear of the human body.

Hens Selye, developed a model called the General Adaptive Syndrome

model to explain the stress phenomenon and the stress levels. This

model has three stages. The first stage, which is the alarm reaction

stage, involves the body’s response to or familiarizing itself with the

new situation or stressor. In this stage, an individual is under estruses.

The second stage is the resistance stage, which involves resisting and

reacting to the situation. In this stage, an individual is in a flight or

fight situation (the body’s reaction to control stress situation). In this

situation, the body prepares to either escape from the situation or to

survive in it. The third stage is the exhaustion stage, which is the

aftermath of resistance. If the resistance stage goes on for a long

period, then the person becomes distressed.

A certain level of stress can act as a motivator. Without stress, a

person becomes lethargic and dull. Good stress encourages a person

to perform better. However, if this stress exceeds the resistance level

of the individual, it can turn into distress. The perception of stress

varies from person to person and each person has his/her own stress

limit. There are many reasons and sources of stress for every person.

Also, while some people tend to work better under pressure, there are

others who cannot bear the ‘last minute syndrome.’ They panic when

faced with even the most minor of stressful situations.

Most of the stress situations people encounter in everyday life are

minor and relatively easy to cope with. When one feels hungry he/she

may stop what he/she is doing and go to the cafeteria for lunch; when

he/she feels cold he/she puts on a sweater or coat. A serious illness

requiring major surgery, a broken engagement, marital discard or

divorce, the death of a loved one, flunking out of college, being

arrested, financial pressures or losses, social disapproval, severe guilt

feelings and value conflicts are example of such stressful situation.

Stress may involve biological-or-psychological-level processes.

Pneumonia viruses’ produces stress on a biological level and the basic

adjustive reaction involves defense on the biological level. (1) The

basic types of stress we encounter and some of the particular stress

that characterize our time and place in history, (2) factors influencing

the severity of streess, and (3) other key aspects of stress including its

cost to the organism.

There are a wide range of environmental obstacles, both physical and

social, which can lead to the frustration of our needs. Earthquakes,

famines, fires, accidents, and the death of loved ones are major

sources of the warting in the physical environment. Pens we are in a

hurry, rain when we want to play golf or tennis, advertisements that

make us want things we cannot have, red tape that prevents us from

taking a desired course, and long years of study before we can enter

professional field are examples of the counter less environmentally

caused frustrations that plague us in everyday life.

Stress is term which the biological and social science have taken over

with only imperfect success from the physical sciences. In engineering

usage a force directed at an object is said to place it under stress. The

resulting distortion or deformation caused in the object by the stress is

called strain. For example a small amount of weight placed on a bridge

would create a mild stress and the resulting strain would be minimal.

Increasing the weight and hence the level of stress. Would cause

increasing levels of strain depending on the materials of the bridge and

its construction, there might be bucking or sagging or perhaps

eventually even a breakdown of the bridge.

Living systems-particularly human beings have advantages over

nonliving ones in meeting stress for they can anticipate and prepare

for it change their strategies for coping with it, and some times leave

the field when it is too severe.

Response – Based Definitions of Stress

The origins of response-based definitions can be found in medicine and

are usually viewed from a physiological perspective a logical stance for

a discipline trained to diagnose and treat symptoms but not

necessarily their causes. The work of Hans Selye in the 1930s and

1940s marks the beginning of this approach to the study of stress. In

1936, Selye introduces the notion of stress-related illness in terms of

the general adaptation syndrome (GAS), suggesting that stress is a

non-specific response of the body to any demand made upon it (Selye,

1956). Selye’s focus was medical: general malaise was characterized

by loss of motivation, appetite, weight, and strength. Evidence from

animal studies also indicated internal physical degeneration and

deterioration. Responses to stress were considered to be invariant to

the nature of the stressor and therefore to follow a universal pattern.

Although the word stress usually has negative connotations, selye

(1976) emphasized that stress reactions are not automatically bad and

that they cannot be avoided because being alive is synonymous with

responding to stress. In fact, a certain level of stress is necessary for

motivation, growth, development, and change has been referred to as

stress. However, unwanted, unmanageable stressor situations are

damaging and can lead to distress.

In a similar manner, any condition that makes an adductive demand on

the organism places it may undergo degree of stress. Mild stress

usually causes little pain or strain, for the individual has ample

resources for coping with in and is not likely to see it as a threat.

Stress as an Interaction

The interaction approach to defining stress focuses on the statistical

interaction between the stimulus and the response. This approach is

essentially static (cause and effect), with any consideration of process

being limited to inferential explanations when the interaction fails to

materialize or is different from that predicted. This is where, according

to Lazarus and Launier (1978), description has taken a back seat to

simple cause-effect formulations.

Theories of Stress

A. Biological theories of stress

1. Somatic-weakness theory

2. Specific-reaction theory

B. Psychological Theories

A. Biological Theories of Stress

These theories explain psychological disorders in terms of specific

weakness or hyperactivity of an individual organic system as and when

she or he responds to a stressful experience. The Stress is explained as

a responds either the paucity or abundance requisite quantum of bio-

chemical material.

1. Somatic-weakness Theory

The fundamental assumption of somatic-weakness theory is that weak

bodily organs are pre-disposed to generate a specific kind of stress,

leading to a particular physiological disorder. A particular organ system

may remain weak in view of several factors vis-à-vis genetic

deficiency, undetected juvenile illness or diet imbalance deficiency etc.

these factors may cumulatively disrupt a particular organ system

making it weak and vulnerable to stress e.g., severe ulcers might be

generated owing to a weak digestive system, which ulcers in their true

may lead to serious stressful events and consequent psychological

disorders.

2. Specific-reaction Theory

According to specific-reaction theory, no hard and fast explanation can

be categorically branded as the prime mover or shaker of stress.

Different individuals respond to stress differently and every organic

system has its own idiosyncrasies way to cope up with on going

situational pressures. This theory maintains that the body system that

is the most responsive may most likely become the locus of a

particular psycho-physiological disorder e.g., high blood-pressure may

be more amenable to hypertension.

B. Psychological Theories

These theories explain the development of various psycho-

physiological disorders in terms of such factors as: unconscious

emotional states, personality traits, cognitive appraisal and specific

styles of coping with stress.

1. Psychoanalytic theory

Psychoanalytic theories explaining the development of stress

undermine the role of conscious-emotional states specific to each

disorder. According to Alexander (1950) various psycho-physiological

disorders can be explained as a function of our unconscious emotional

states.

Alexander has further argued that repressed hostile impulses

invariably lead to chronic emotional states. Such states, in turn, are

responsible for hypertension, anxieties and worries and depression.

"The damming up of such hostile impulses if continues might develop

stronger defensive measures in order to keep pent-up aggression in

check-because of the marked degree of their inhibition. These patients

are less effective in their occupational activities and for that reason

tend to fail in competition and….hostile feeling towards more

successful, less inhibited, competitors are further intensified"

Alexander's hypothesis of unexpressed anger or anger-in theory was

formulated on his first hand observations of patients undergoing

psychoanalysis.

2. Cognitive and behavioral theory

Cognitive and behavioral theories explained stress as a function of

cognitive and behavioral factors. The perceptions and experiences

stimulate sympathetic system activity. However, psychological

resentments and regrets are too embedded to be easily tossed out of

one's system. They are not as readily escapable as are the perceived

or real external threats. Nor can they be readily explained away, often

they keep our sympathetic system aroused. Such an arousal keeps the

body in a continuous state of emergency. It is unbearable to sustain a

balanced behavioral pattern for long in such circumstances. The

necessary balancing of sympathetic and parasympathetic action are so

gets tougher by the day. More often that not, the equilibrium is lost

and one is overtaken by distress. Such a bodily changes that can last

longer that they were meant to. This further contributes to an

imbalance between sympathetic and parasympathetic activity going

on in our system. Some psychologists have assumed that man's higher

mental faculties out-compete his physiological endowments. This is the

inbuilt dichotomy operating in human's albeit, very subtly and silently.

Moral, valuation or attitudinal changes may be experienced at very

higher or deeper levels of consciousness and our bodies may not be

attuned to such experiences easily and readily. In fact, it is pointed out

that our bodies are not designed to cope up with the outgoing

pressures of our higher mental faculties. They are not built to

withstand the storms brought about by our mental capacities. Thus,

life-experience of human beings seems continuously to be exceeding

their resources or capacities to cope with them. Such a dichotomous

state of affair is inherently germane to the fructification of chronic

stresses and conducive to the development of psycho-physiological

disorder. Therefore, most humans are prone to this or that kind of

stress-related disorder.

STRESSORS

Almost any change in the environment—even a pleasant change, such

as a vacation- demands some coping; and a little stress is useful in

helping us adapt.

STRESS CYCLES

Change Stressors Disease Stressors Phobic StressChemical Stressors Emotional Stressors Physical Stress Commuting Stressors Environmental Stressors Social StressDecision Stressors Family Stressors Work Stress

Pain Stressors

Stress Overloading

Physiological (e.g. heightened muscle tension, elevated blood pressure and rapid heart beat)

Emotional (e.g. heightened anxiety, depression and anger)

Behavioral (e.g. over eating and excessive alcohol consumption

Cognitive (e.g. increased distraction and decreased concentration

Medical disorders (e.g. headaches, hypertension and heart disease)

Emotional disorders e.g. chronic anxiety and depression, phobias, personality changes mental illness)

Behavioral disorders (e.g. obesity and alcoholism)

Cognitive disorders (e.g. many problems, obsessive thoughts and sleep disorder).

Decreased Productivity Decreased Enjoyment Decreased Intimacy

Where stress come s from

Immediate effects

Long term effects

Over all costs

Distress

Change Stressors Disease Stressors Phobic StressChemical Stressors Emotional Stressors Physical Stress Commuting Stressors Environmental Stressors Social StressDecision Stressors Family Stressors Work Stress

Pain Stressors

Stress Overloading

Physiological (e.g. heightened muscle tension, elevated blood pressure and rapid heart beat)

Emotional (e.g. heightened anxiety, depression and anger)

Behavioral (e.g. over eating and excessive alcohol consumption

Cognitive (e.g. increased distraction and decreased concentration

Medical disorders (e.g. headaches, hypertension and heart disease)

Emotional disorders e.g. chronic anxiety and depression, phobias, personality changes mental illness)

Behavioral disorders (e.g. obesity and alcoholism)

Cognitive disorders (e.g. many problems, obsessive thoughts and sleep disorder).

Decreased Productivity Decreased Enjoyment Decreased Intimacy

Where stress come sfrom

Immediate effects

Long term effects

Over all costs

Stress has a number of immediate effects and, if the stressors are

maintained, long-term behavioral physiological, emotional, and

cognitive (thinking) effects occur. If these effects hinder adaptation to

the environment or create discomfort and distress, they themselves

become stressors and, as shown by the dotted arrow in tend to

perpetuate a cycle of distress, On the other hand, many people have

developed ways of coping with stressors so that they are able to

respond adaptively. This is the wellness cycle of. Teaching people

adaptive ways of handling stress so as to promote the wellness.

Cause of stress

There are several factors causing stress. Recently, Desai (1999)

classified stressors into three major categories viz., (1) Physiological,

(2) Psychological, and (3) Environmental.

Physiological Causes: The physiological category includes genetic

and congenital factors, life experience, biological rhythms, sleep,

posture, diet, fatigue, muscular tension, and disease of adaptation.

Physiological Causes: The physiological causes comprised nine

elements: Perception, emotion, motivation, and condition and

appraisal.

Environmental Causes: This category of stressors consists of those

factors which originate from the environment like ambient

environment, physical events, psychological sub-systems, physiological

sub-systems. Social events and biotic events.

Eysenck (1996) also divided stressors into three broad

categories:

Stressful life events: This situation usually occurs mainly as a result of

our relationship with other people; Environmental stressors: The

stressors of this category are like noise, vibration, electric shock and

heat; Technological threat: This type of threat posed by nuclear power

advances sophisticated technology (automated devices) and the sick

building syndrome.

Major causes of stress include illness, job changes, boredom,

separation and divorces, deaths in the family and financial difficulties.

However, the arrival of a baby, or entertaining guests, can be stressful.

In his popular book, Future shock (1970), Alvin Toffler, attributes the

future shock to too much change in too short as “the shattering stress

and disorientation that we induce in individuals by subjecting them to

too much change in too short a time.”

The major job conditions that cause stress for employees

include:

(1) work-overload (2) time pressure; (3) poor quality and supervision;

(4) role conflict and ambiguity; (5) change of nay type, especially

when it is major or unusual, and (6)frustration.

FACTORS IN THE SEVERITY OF STRESS

In General stress is more severe

More important the motives blocks the needs deprived.

The longer the stress situation continues.

The greater the number of adductive demands placed on the individual at once or during a short interval of time.

The more unfamiliar and unexpected the problem

The less adequate the individual’s resources, including personal resources and social supports

The stronger and more equal the opposing forces in conflict situation.

The closer one gets to the goal in approach avoidance conflict

The greater the perceived threat and the more imminent the threat.

The less tolerance the individual has for this type and degree of stress.

The more the individual sees the threat as imposed on him and beyond his control.

In addition to type source and severity of stress three additional

aspects of stress are of immediate interest. First is the individual

nature of our stress. Patterns, however similar life situation may

appear. Second is the finding that as in the case of motives, we may

be only partially aware or even unaware of stress. And third is the

problem that adaptation. And third is the problem that adaptation to

stress may be expensive both physically and psychologically.

STRESS MAY HAVE POSITIVE EFFECTS

Although severe stress may lead to lowered adaptive efficiency and to

wear and tear on the system, stress can also have positive

consequences. The following are some of the possible positive effects

of stress:

New self understanding through his experience in a very difficult

situation. An individual may get a cheaper picture of his assets

liabilities, and adaptive potential.

Increased competencies after flunking a test an individual may find

more effective methods of study and learn to put more efforts into his

work. New approaches to problems. If he acknowledges past

approaches have not worked well an individual may find more effective

strategies. More realistic goals and expectations. Persistent failure or

frustration may lead an individual to a more realistic appraisal of the

alternatives actually open to him.

Increased to and “living with” difficult stresses, an individual may

increase his ability to meet stress as well as his confidence in his

ability to do so. The concept of 'stress' is elusive because it is poorly

defined. There is no single agreed definition in existence. It is a

concept which is familiar to both layman and professional a like. It is

understood by all when used in a general context but by very few

when more precise account is required and this seems to be the

central problem (Cox, 1985).

Stress to us is a very general term that means somewhat different

though related things at different levels of analysis. Each of the levels

of stress analysis is partially independent in that it refers to different

conditions, and processes (Lazarus & Launier, 1978).

Stress a term borrowed from physics by W. Canon and H. Selye and set

to mean the mutual action of force that takes place across any section

of the body is a state of threatened homeostasis (Stratakis & Chorusos,

1995).

Stress is a subset of emotion (Lazarus, 1993). Stress is caused by a

multitude of demands (stressors), such as an inadequate fit between

what we need and what we are capable of, and what our environment

offers and what it demands of us (Levi, 1996). Stress is the external

pressures and tensions the internal pressures (Saunders, 1997).

In the 1950's stress was described by researchers as a "response to

internal or external processes which reach those threshold levels that

strain its physical and psychological integrative capacities to, or

beyond, their limit" (Basowitz, Persky, Korchin, & Grinkler, 1955).

In the 1970s, Lazarus (1976) suggested that an individual's stress

reaction "depends on how the person interprets or appraises

(Consciously or unconsciously) the significance of a harmful,

threatening or challenging event." Lazarus's work disagrees with that

of others who see stress simply as environmental pressure. Instead,

"the intensity of the stress experience is determined significantly by

how well a person feels he or she can cope with an identified threat. If

a person is unsure of his/her coping abilities, they are likely to feel

helpless and overwhelmed.”

Cummings and Cooper (1979) have designed and explained a way of

understanding the stress process that can be put in the following

points.

Individuals, for the most part, try to keep their thoughts, emotions, and

relationships with the world in a “steady state”.

Each factor of a person’s emotional and physical state has a “range of

stability,” in which that person feels comfortable. On the other hand,

when disrupt one of these factors beyond the range of stability, the

individual must act or cope to restore a feeling of comfort.

An individual’s behavior aimed at maintaining a steady sate makes up

his or her “adjustment process” or coping strategies. A stress is any

force that puts a psychological or physical function beyond its range of

stability, producing a strain within the individual. Knowledge that a

stress is likely to occur constitutes a threat to the individual. A threat

can cause a strain because of what it signifies to the person

(Cummings & Cooper, 1979).

Stress at work is a relatively new phenomenon of modern lifestyles.

The nature of work has gone through drastic changes over the last

century and it is still changing at whirlwind speed. They have touched

almost all professions, starting from an artist to a surgeon, or a

commercial pilot to a sales executive. With change comes stress,

inevitably. Professional stress or job stress poses a threat to physical

health. Work related stress in the life of organized workers,

consequently, affects the health of organizations.

Job stress is a chronic disease caused by conditions in the workplace

that negatively affect an individual's^ performance and/or overall well-

being of his body and mind. One or more of a host of physical and

mental illnesses manifests job stress. In some cases, job stress can be

disabling. In chronic cases a psychiatric consultation is usually required

to validate the reason and degree of work related stress.

Working on a project on stress at work, Andy Ellis, Ruskin College,

Oxford, UK, has shown in a chart how stress can adversely affect an

employee's performance. In the early stages job stress can 'rev up' the

body and enhance performance in the workplace, thus the term 'I

perform better under pressure'. However, if this condition is allowed to

go unchecked and the body is revved up further, the performance

ultimately declines and the person's health degenerates.

Symptoms

The signs of job stress vary from person to person, depending on the

particular situation, how long the individual has been subjected to the

stressors, and the intensity of the stress itself. Typical symptoms of job

stress can be:

Insomnia

Loss of mental concentration,

Anxiety, stress

Absenteeism

Depression,

Substance abuse,

Extreme anger and frustration,

Family conflict

Physical illnesses such as heart disease, migraine, headaches, stomach problems, and back problems.

Causes of Work Place

Job stress may be caused by a complex set of reasons. Some of the

most visible causes of workplace stress.

Job Insecurity

Organized workplaces are going through metamorphic changes under

intense economic transformations and consequent pressures.

Reorganizations, takeovers, mergers, downsizing and other changes

have become major stressors for employees, as companies try to live

up to the competition to survive. These reformations have put demand

on everyone, from a CEO to a mere executive.

High Demand for Performance

Unrealistic expectations, especially in the time of corporate

reorganizations, which, sometimes, puts unhealthy and unreasonable

pressures on the employee, can be a tremendous source of stress and

suffering. Increased workload, extremely long work hours and intense

pressure to perform at peak levels all the time for the same pay, can

actually leave an employee physically and emotionally drained.

Excessive travel and too much time away from family also contribute

to an employee's stressors.

Technology

The expansion of technology - computers, pagers, cell phones, fax

machines and the Internet - has resulted in heightened expectations

for productivity, speed and efficiency, increasing pressure on the

individual worker to constantly operate at peak performance levels.

Workers working with heavy machinery are under constant stress to

remain alert. In this case both the worker and their family members

live under constant mental stress. There is also the constant pressure

to keep up with technological breakthroughs and improvisations,

forcing employees to learn new software all the times.

Workplace Culture

Adjusting to the workplace culture, whether in a new company or not,

can be intensely stressful. Making oneself adapt to the various aspects

of workplace culture such as communication patterns, hierarchy, dress

code if any, workspace and most importantly working and behavioral

patterns of the boss as well as the co-workers, can be a lesson of life.

Maladjustment to workplace cultures may lead to subtle conflicts with

colleagues or even with superiors. In many cases office politics or

gossips can be major stress inducers.

Personal or Family Problems

Employees going through personal or family problems tend to carry

their worries and anxieties to the workplace. When one is in a

depressed mood, his unfocused attention or lack of motivation affects

his ability to carry out job responsibilities.

Stress in the Work Place:

Work plays a powerful role in people's lives and exerts an important on

their well-being. Since the l960s paid work has occupied an increasing

proportion of most people's. Although employment can be an exciting

challenge for many individuals, it can also be a tremendous source of

stress. Consequently, as work makes more and more demands on time

and energy, Individuals are increasingly exposed to both the positive

and negative aspects of employment. The relationship between work

and mental and physical health may also contribute to career

adjustment as well as to the productivity and economic viability of

companies. Three concepts are important to understanding this

relationship:

Stress an interaction between individuals and any source of demand

(stressor) within their environment.

A stressor is the object or event that the individual perceives to be

disruptive. Stress results from the perception that the demands exceed

one's capacity to cope. The interpretation or appraisal of stress is

considered an intermediate step in the relationship between a given

stressor and the individual's response to it.

Appraisals are determined by the values, goals, individual

commitment, as personal resources (e.g. income, family, self-esteem)

and coping strategies that employees bring to the situation.

Newspaper headlines worldwide have heralded an unprecedented

concern about the detrimental effects of work stress. The United

Nations World Labor Report attributes the source of stress to work

places that are unstable, impersonal, and hostile. Since the early

1960s, researchers have been examining the psychosocial and

physical demands of the work environment that trigger stress.

Research has identified many organizational factors contributing to

increased stress levels: (a) job insecurity; (b) shift work; (c) long work

hours; (d) role conflict; (e) physical hazard exposures; and (f)

interpersonal conflicts with coworkers or supervisors.

Reciprocally, elevated stress levels in an organization are associated

with increased turnover, absenteeism; sickness, reduced productivity,

and low morale. At a personal level, work stressors are related to

depression, anxiety, general mental distress symptoms, heart disease,

ulcers, and chronic pain (Sauter, Hurrell, & Cooper, 1989). In addition,

many people are distressed by efforts to juggle work and family

demands, such as caring for sick or aging parents or children (Wiersma

& Berg, 1991). Therefore, any exploration of the relationship between

work conditions and mental distress must take into account individual

factors such as sex, age, race, income, education, marital and parental

status, personality, and ways of coping. To have a balanced approach

to understanding work stress, it is necessary to recognize that

employment provides rewards that are both internal (intrinsic) and

external (extrinsic) (Locke & Taylor, 1990), (e.g., skill development,

self-esteem, money, variety from domestic surroundings, social

contacts, and personal identity). Although increasing the rewards of

work can offset its stressful aspects, the physical environment and the

psychosocial conditions of employment can have deleterious effects on

workers' mental and physical well-being.

JOB CONTROL

Lack of control over work, the work place, and employment status

have been identified X both as sources of stress and as a critical health

risk for some workers. Employees who are unable to exert control over

their lives at work are more likely to experience work stress and are

therefore more likely to have impaired health (see Sutton & Kahn,

1984, for a review, and Sauter et al., 1989). Many studies have found

that heavy job demand, and low control, or decreased decision latitude

lead to job dissatisfaction, mental strain, and cardiovascular disease.

In general, job control is the ability to exert influence over one's

environment so that the environment becomes more rewarding and

less threatening. Individuals who have job control have the ability to

influence the planning and execution of work tasks. Research has

found that it is the influence resulting from participation, rather than

participation per se, which affects job stress and health (Israel, House,

Schurman, Heaney, & Mero, 1989). For example, Jackson (1983) found

that participation (attendance at staff meetings) had a negative effect

on perceived job stress, and a positive effect on perceived influence.

This, in turn, influenced emotional strain, job satisfaction, absenteeism,

and turnover intention. Similarly, Israel et al., (1989) concluded that

the ability to control or influence work factors (e.g., speed and pacing

of production) is linked to incidence of cardiovascular disease as well

as to psychosomatic disorders, job dissatisfaction, and depression.

Lazarus (1991) has identified three main strategies for reducing

work-related stress.

Alter the working conditions so that they are less stressful or more

conducive to effective coping. This strategy is most appropriate for

large numbers of workers working under severe conditions. Examples

include altering physical annoyances such as noise levels, or changing

organizational decision-making processes to include employees.

Help individuals adapt by teaching them better coping strategies for

conditions that are impossible or difficult to change. A limitation to this

strategy is that it is costly to deal with each individual's unique

transaction with the environment. Intervention strategies could include

individual counseling services for employees, Employee Assistance

Programs, or specialized stress management programs, such as

cognitive behavioral interventions (Long, 1988).

Individuals vary greatly in their capacity to endure stressful situations,

and there is, undoubtedly, self-selection in the kinds of jobs and

stressors that individuals choose. Because sources of stress may vary

from worker to worker, providing a solution for one worker may create

stress for another worker. For example, if the organization provides

more opportunity for influence over the work process, the change in

control may be experienced positively by some but negatively by

others. A partial solution to this problem (Lazarus, 1991) may involve

intervening with groups of workers that are formed based on person-

environment relationships, and which contribute to the generation or

reduction of stress.

SOURCES OF STRESS

Stress is unavoidable and has become an inherent part of human life.

As mentioned earlier, it arises as a result of the imbalance between the

demands placed on an individual and his/her capacity to meet those

demands. For instance, if the demands are way below his/her capacity,

then the individual may feel bored and disinterested. Conversely, if

demands are way above his/her capacity, then the individual may feel

overwhelmed and thus feel the pressure. One way to handle such a

situation is find a balance between the demands and capacities. An

individual must, therefore, try to reduce demands from the

environment and simultaneously increase his/her internal capacity. To

achieve this balance people must identify the sources of stress. There

are various sources of stress both at home and at work. The common

ones can be classified into internal and external stress.

Internal Stress

Human beings have a tendency to worry about actions that may or

may not take place. Internal stress generally happens when individuals

worry about things outside their control. The personality of an

individual plays a vital role in stress management. Every individual can

be categorized into Type A and Type B personalities. An individual of

Type A personality has a continual sense of urgency and has an

excessive competitive drive. He/she is always in a hurry and is

impatient. People with Type A personality are obsessive about winning

and do not have the ability to spend leisure time productively. These

people are likely to be under stress even in minor situations. People

with Type B personality never sense the urgency of time. They work at

their own pace, with no need to prove their achievements. These

people are less likely to be under stress. Studies suggest that people

with Type A personality are at greater risk of getting heart attacks than

people with Type B personality.

External Stress

This type of stress is the result of environmental influence on an

individual. External stress is a result of stress from the environment.

This can be stress from family, work, peers, and friends. Physical

conditions such as poor lighting, loud noise, poor seating

arrangements, and extreme workplace temperatures (a too hot or too

cold cabin) are also stressors. Even the climate where one resides can

be a significant contributor to one’s stress level. In particular, living in

extreme climates can heighten an individual’s stress level.

Temperature extremes and the amount of sunshine that exists on a

daily, weekly, or monthly basis can affect the level of stress

experienced.

Types of Stress

Types of stress that are personal and work related are discussed

below.

Personal stress:

This is extra-organizational stress. Individuals play many roles in life

like that of a father, brother, friend or mother, wife, sister, etc. In this

process, various factors cause stress.

Family stress: Family stress may arise from conflict of ideas or

relationships with spouse, children, siblings, parents. This stress may

also be caused by the ill-health of a family member, financial problems,

a divorce, or the death of a dear one.

Health related stress: This may be a result of undetected or

neglected health problems. For example, a person may neglect minor

ill health, which over a period may develop into a serious health

problem that may require immediate attention. Often people ignore

health and give importance to work. This results in loss of health and in

stress.

Society related stress: Society related stress occurs due to the

influence of the society on an individual. Here friends, colleagues, and

neighbors are the influencing factors. For example attending a

community meeting after a long workday may seem very stressful.

Work-related stress

This is organizational stress. Work-related stress relates to the working

environment and policies of the organization. Work related stress can

be further classified into organizational stress and job stress.

Organizational stress: The stress resulting from the conflict of

organizational goals with personal goals is called organizational or

work place stress.

Lack of organization skills: Poor organization skills lead to confusion

over

Delegation of authority and responsibility: For instance, an

employee may be given many responsibilities without sufficient

authority. This would result in stress in performing the duties and

responsibilities.

Long work hours: Everyone has a natural body clock. Working

against this clock can create stress. Attempts to alter the body clock

result in stress. Studies on call center executives show clearly the toll

long work hours take in terms of stress-related illness. A person

regularly working long hours without taking a break will be stressed.

Job Insecurity: Job insecurity is a major stress factor. This kind of

insecurity and lack of growth or promotions act as stressors. The

higher the uncertainty, higher is the stress. A sudden change in

management and work policies can also result in stress. For instance, a

manager who has not been promoted for a long period may feel

insecure about his/her future prospects in the organization and feel

stressed.

Job stress: Stress that occurs due to lack of resources or scarce

resources at the workplace is called job stress. Some of the common

job stressors are:

Difficult clients/ Subordinates/ Superiors/ Colleagues: Every

employee has to handle a difficult client at some point of time. A

difficult or dissatisfied client is a stress creator. Uncooperative

colleagues and subordinates too can build up high stress levels at the

workplace. Superiors often feel that putting pressure on subordinates

brings out the best in them, but this is not always true. Some

employees feel overwhelmed under stress and cannot work efficiently.

Personal Inadequacy: This can be a lack of knowledge or skills to

handle a particular task or job. This can create stress.

Role conflicts: This is a conflict between a person’s likes, values, and

job requirements. For instance, a manager may have to take a decision

regarding firing a subordinate keeping the organization’s interest in

mind even though he/she may like the subordinate’s work. This creates

a conflict between his/her likes and job responsibilities, resulting in

stress.

Setting high goals: Setting high goals for oneself is a major stressor.

For example, a sales manager may fix some high sales target for

himself/herself in a month. Not achieving the target may result in

stress and in extreme cases may even lead to depression.

Overwork and deadlines: Extended periods of work or continuous work

can lead to extreme stress situations. Employees, especially those in

the BPO industry are required to work in shifts that result in irregular

rest hours that create stress. Strict deadlines and rigid plans create

stress in employees.

Time and Stress: Stress is a result of doing things at the wrong

times. It is a result of mismanaging time and striving hard to stick to

deadlines. By developing the art of time management, people can

reduce stress. Effective time management and stress management are

inter-dependent. Time management includes planning, delegating,

organizing, and performing tasks as per schedule. Working against

deadlines can start to create stress in a person’s life over a period of

time. Stress management deals indirectly with time management, as

time management is a measure to keep stress under control.

EFFECTS OF STRESS

The human body’s reaction to stress is natural. It results from the need

to resist a stressful situation. For example, when a person is nervous,

there is an increase in his/her pulse rate. This is a ‘fight or flight’

response. However, things can go out of control if too much stress is

present. The person can have a heart attack or a nervous breakdown.

Too much of stress can tell upon a person’s health. If neglected, it can

lead to serious health disorders at a later stage. Stress has both

physical and psychological effects on an individual. (Refer Exhibit 1 to

find out the effects of stress on an individual.)

Exhibit 1

Effects of Stress on an Individual

Physical Effects :

- Increased heart rate and blood pressure

- Sudden increase or decrease in weight (change in appetite)

- Frequent headaches, fatigue, and respiratory problems

- Nervous weakness ( biting nails, too much sweating)

- Insomnia

- Reduced immunity to common colds and flu

- Ulcers and weak digestive system

Psychological Affects :

- Difficulty in concentrating

- Unable to spend leisure time productively

- Always anxious

- Bad decision making

- Mood swings

- Increased usage of food, cigarettes, alcohol and drugs

- Developing fears and phobias

- Feeling out of control and confused

Effects on Environment

Stress affects not only the individual but also his/her environment. It

has an affect on the individual’s family, work, and society.

Effect of stress on family

A stressed individual can play havoc with family life. He/she may

indulge in self-destructive behavior, which will have an influence on

family members. He/she may become absent-minded, neglect duties,

and overlook health problems. Stress can thus affect the family if left

unchecked.

Effect of stress on work

Stress mainly affects an individual’s work-life. Absenteeism could be a

major problem due to stress. Employees under stress do not feel

motivated to work, and so they absent themselves regularly. Frequent

absenteeism affects the organization. Workplace accidents and

conflicts are other major effects of stress. Employees under stress

have less concentration and this could lead to accidents. The more

stressed a person is the more likely he/she is of getting into conflicts.

Conflicts can lead to a turbulent work environment and affect the

organization as a whole. Stress can also be related to occupation. For

instance, a person working for long hours on the computer may get

computer vision. A person working in a noisy work environment may

develop hearing disorders.

Effect on society

Stress has an effect on society as well. It makes people feel isolated,

irritated, and unfriendly. This affects the interpersonal relations of the

person.

STRATEGIES FOR COPING WITH STRESS

After understanding the sources of stress and the effects of stress on

individuals, let us discuss some strategies to fight stress.

Strategies to Fight Stress

Some of the important strategies for managers to fight stress are

prioritizing and delegating work, laughing a lot, exercising regularly,

practicing relaxation techniques, maintaining a good balanced diet,

and having a good night’s sleep.

Prioritize work

Multi-tasking is the buzzword these days. An individual requires special

skills to perform multiple tasks simultaneously. One way to minimize

stress while multi-tasking is to plan, prioritize, and perform. Planning

involves preparing a list of activities that need to be performed. This

involves considering the time factor. Prioritizing involves ranking the

activities based on their importance and performing these activities in

that order. Prioritizing activities each day is the simplest way to tackle

stress. The next step is to schedule time for tasks depending on the

priorities. For instance, a person may have to attend a community

meeting and an official party. He/she may schedule time for both

activities by attending the official party first and then the community

meeting.

Delegate work

Some individuals prefer doing all the work themselves. This adds to

their stress. They should learn to delegate routine work to others. For

instance, a manager can delegate the work of preparing a report on a

project to a subordinate.

Laughter

Laughter is a good de-stressor. An individual can relax and de-stress

by watching a humorous movie, reading comics, etc. A sense of humor

allows an individual to perceive and appreciate the imbalances of life

and provides moments of delight.

‘A day without laughter is a day wasted for life’. This is very true.

Laughter is the best outlet for stress. It is a great stress buster.

Laughter is a no cost, no side effect medicine. A person with a sense of

humor is less likely to be under stress. A sense of humor allows an

individual to perceive and appreciate the imbalances of life and

provides moments of delight.

Exercise

Exercise is another good stress-buster. It keeps an individual physically

and mentally alert. When a person is nervous, tense, or angry, exercise

is the best outlet for giving vents to his/her emotions. Regular exercise

lowers blood pressure, lowers pulse rate, boosts blood circulation in

the body, increases artery suppleness, lowers cholesterol, and reduces

fatigue and tension. These benefits help an individual to tackle the

physiological changes that occur during stress. Exercise should

increase blood circulation to the heart.

Relaxation

The best strategy to reduce stress is to relax. Relaxation is not being

idle. It is doing what one wants to do, rather than what one should do.

It is very important for a person to schedule some time for relaxation.

This relaxation time should disconnect the person from all his/her

tensions, worries. This is the time when the person rebuilds his/her

energy levels. Relaxation techniques vary from person to person.

Diet

A good balanced diet plays a vital role in reducing stress. A person

tends to neglect diet when under stress. This may lead to overeating or

under-eating. This improper eating results in a weak immune system

and creates health problems. A well-balanced meal that is eaten on

time is very important to minimize stress.

Sleep

Sleep is a weapon. During sleep, a person prepares himself/herself to

face another day. Stress makes a person sleepless or very sleepy. A

stressed person may feel sleepy throughout the day and awake during

nights. On an average, everyone needs at least 7-8 hours of sleep per

day. Some may need more sleep or some less. After a good night’s

sleep, a person feels fresh. An individual must adopt a bedtime routine

that induces sleep like reading a book that is soothing, and listening to

music that is relaxing. One must go to bed at the same time every day.

Meditation

Meditation is one of the most effective techniques in reducing and

avoiding stress. Regular meditation helps in stress reduction. It

enables one to control the thought process

enables one to take effective decisions

helps in physical and mental relaxation

Improves concentration

Meditation is a technique to achieve a thoughtless or mindless state. In

this state, a person has no thoughts. This kind of state thus acts a

stress reliever and a great rejuvenator.

Yoga

Yoga is another important stress reliever. Yoga has been tried and

tested since ancient times. According to Patanjali Maharishi, yoga is

the cessation of mind. It is a state of no-mind. Yoga is not for

bodybuilding. It simply focuses on gentle postures that improve

circulation of blood to vital parts of the body. The increase in blood

circulation rejuvenates the organs and releases stress.

Maintaining work-life balance

Work-life balance means a harmonious balance of work and domestic

life. It allows an employee to fulfill all the roles in his/her life effectively

and efficiently. Researches have proved that employees are at their

best when they are contented and motivated both at work and at

home.

Achieving a work-life balance is not as easy as it seems. In the

corporate world, change is constant and imminent. The impact of

globalization has further fuelled these changes. The corporate world

signifies uncertainties, too many responsibilities, and long work hours.

These changes in the environment disturb the balance between

domestic and work-life of employees. The increasing competition and

demands of society further aggravate the situation. All this adds up to

stress.

Importance of Work-life balance

The corporate world is realizing the importance of the work-life

balance. Companies are realizing the fact that the work-life balance of

employees has a direct effect on the productivity of their

organizations. Exhibit 5 explains the various practices that companies

follow to maintain work-life balance.

The importance of work-life balance is due to the following

reasons:

Changing social scene: In today’s world, maintaining work-life

balance is the greatest challenge employees’ face. Employees have

realized that their personal lives have an effect on their work life.

Hence, they are striving hard to maintain the balance.

Changing work culture: There is a shift in the organizational work

culture. Today’s work culture provides flexible work hours, focus on

results, and recognition of achievements. However, this has made the

workplace even more competitive as employees are expected to

always give their best, and this leads to stress.

Increased work time: With globalization, organizations are working

365 days, 24 hours, and 7 days a week irrespective of time zones.

Businesses are focusing more and more on customer care. With the

coming of call centers, this focus has doubled. The technology has

added to the speed of work but the workload remains the same.

Dual income families: The shift in attitudes, work styles, and

cultures has disturbed the work-life balance. Working mothers have

major responsibilities of managing both home and work place. This

makes it all the more important for them to balance work and life.

Organizations are helping women by providing facilities like work from

home, day care etc.

Benefits of Work-life Balance

Achieving a work-life balance benefits both employers and employees.

While the employers get the benefit of productive and active

employees, the employees feel secure and loyal. It also improves

confidence, concentration, self-esteem, and loyalty among the

employees. The concept of work-life balance is still fresh in India.

Indian IT companies are probably the first ones to provide a fun-work

environment. Some companies are now investing in recreational

facilities at the worksite.

Steps to achieve work-life balance: To build up an awareness of

the importance of work-life balance in employees, companies should

conduct regular workshops and programs on work-life balance.

The following measures have to be taken by employers:

Discourage employees from working late

Take a regular employee satisfaction survey that can identify the pitfalls in the work pattern

Provide vacations and encourage employees to take breaks

Provide opportunities like work from home, flexi times

STRESS MANAGEMENT

Very one want stress-free life. Yet, stress is ubiquitous. Of course,

cannot be controlled by more nutrients as the real cause of stress is

anxiety or pressure which may ultimately lead to the neglect or proper

dietary habits. Stress refers to the “circumstances that threaten one’s

well being and thereby tax one’s coping abilities”.

Stress is inevitable part of modern life. Like janus, stress has two faces.

It is a good servant, but a bad master. In other words, it can be one’s

best friend or worst enemy. A certain amount of stress is necessary to

achieve success. But, undue stress causes distress.

Stress is received by different people differently. If two people

experience the same amount or pressure, one may be healthy while

the other is sick. This is so because our personalities do influence the

level of stress.

The present day’s lifestyle breeds stress and tension. When tension

lasts long, depression sets in. Depression is characterized by feelings

of sadness, hopelessness and pessimism.

According to Dr. Raw Baum, a Pittsburgh, Pennsylvanian

bioenergetics analyst and stress educator, “Stress is our body’s bio-

chemical reaction to how we live our lives. Stress can develop into

distress and disease through your personal adaptations to internal and

external environments.”

Stress is the body’s reaction to the external demands placed upon it by

the environment. Stress can be either good or bad. Good stress creates

the necessary excitement to perform an activity. This type of stress is

temporary and has no long-term effects on the body. Bad stress

creates an alarming reaction in the body. It affects the body’s immune

system and has detrimental affects on the body over a period.

There are many sources of stress for an individual. It can be family,

friends, workplace, superiors, and colleagues. The sources of stress for

an individual should be identified. The effects of stress may include

minor symptoms like headache, irritability, loss of concentration, loss

of appetite to major symptoms like insomnia, amnesia, heart attack,

ulcers etc. Stress should be identified and treated in the early stages

or it could result in a burnout. A severe case or neglected case of

stress leads to burnout. Stress can be handled by practicing yoga,

meditation, pranayama etc. In order to treat stress-related disorders,

holistic therapies like aroma therapy, massage therapy, etc., can be

very effective. Exercise, diet, and rest play a vital role in stress

handling. A healthy person is better at handling stressful situations

than an unhealthy person.

A working person should learn to balance work and personal life to lead

a happy life. This work- life balance can be achieved by giving

importance to both work and personal life. Organizations should help

their employees achieve work-life balance, as this has an effect on the

productivity of the organizations.

Spirituality at the workplace has become a necessity in today’s world.

The practice of spirituality at the workplace enables an individual to

deal with stressful situations. It provides an individual with the strength

to face unforeseen situations without panic. Spirituality helps a

manager to deal with stress internally instead of looking for external

solutions.

Action Points

Managers should:

Identify sources of stress and their effects on you.

Adopt a de-stressing routine like going for a solitary walk at the end of the day.

Spend time with family, friends.

Make time for vacations.

Practice relaxation methods like deep breathing, meditation, and yoga.

Sleep for at least 6-8 hours.

Plan, prioritize, and delegate work.

Try to maintain a work-life balance.

Managers should not:

Ignore symptoms like frequent headaches, coughs, and colds.

Take on too may responsibilities or demands that are outside your capabilities.

Use drugs, tobacco, alcohol to handle stress.

Use self-medication.

Wait for deadlines to approach.

Set unrealistic goals.

RESEARCH METHODOLOGY

Title:

To study on stress at work place

Sub Title:

A study on 80 respondents in Zydus Cadila health care Ltd Ahmedabad

Significance:

The modern world which is a world of achievement and progressing

very fast is also a would of stress person finds stress every where, in

family, business, organization etc. No men are stresses free we find

stress every where. Each and every person has to under go some kind

of stressful situation in lives.

Stress is a one kind of chronic disease and it affects an individuals lives

as well as it effect the work of the industry. Stress has to we perceived

or recognized by man. Often the stress comes not from a single

obstacle but from a conflict of motives. Stress is often further

intensified by our tendency to ignore what we do have and preoccupy

ourselves with the things that are still lacking. Each person

experiences a unique and changing pattern of stress though after

there are key, continuing stresses in one’s life that provide a focus far

his adjustive effects.

Organizational stress is a process by which the organization becomes

deformed slowly and gradually by the constant impairment of the

system. Stress is inevitable and sometimes chosen voluntarily. Coping

with stress can mean confronting or escaping the problem and taking

steps to prevent its recurrence it involves, solving the problem yet

stresses are an unavoidable part of life.

Objectives:

Sub Objective:

To know general information about the employee in their organization.

To know how they cope with stress situation.

To know what are the effect of stress on their life.

To know how employee maintain the relationship with others.

To know theirs day to days problems.

To know what problem they faced during working hours.

Universe:-

The universe of study is middle level of employees and they are like

manager, officer, and executive. The lower level of employees and

they are like technician, supervisor, operator, etc. and the staff

employees.

Sample and sampling process:-

Simple Random Sampling was used to collect information of 80

respondents. The Sample consists of Middle level and Lower level and

staff Employees working in various departments wherein four from

each department were selected randomly.

Tools of Data Collection:-

Primary Data:

Primary Data of the study are to be collected through Interview

schedule. In that one has to take personal interview of all the

respondents.

Secondary Data:

Secondary data of the study is to be collected through observation

method .In that on has to observe those respondents and on the basis

of observation the data should be collected.

Reference Period:-

The Reference period for data collection was from 10th May 2007 to

10th June 2007.

Research Design:-

This is an exploratory and descriptive study; it gives insight to

understand the type of stress faced by the employees in their day

today’s lives. The study explorer the fact cause of life and it depends

on employees how he displays the situation.

Variables:-

Independent and Dependent:

Independent Variable is Age and Department.

Dependent Variable here is Organizational Stress faced by the

employees.

Limitation:

Respondents were rather reluctant to display their personal information.

CHAPTER – V

FINDINGS, CONSLUSIONS & SUGGESTIONS

FINDINGS

Majority of the respondents are belonging to staff employee. One

could say that the respondents are mostly work as peon and

clerks.

Majority of the respondents belong to the age of 36 and above

which shows that the employees are more experienced and who

have reached their adulthood.

Majority i.e. 90 % of the employees are men and this also

indicates that there few female employees in the institutions.

Majority (49 %) of the employees have completed HSC. It is also

surprising that more than one fourth (27.5 %) employees have

completed graduation.

Majority of the employees are well experience in their field since

majority of them have worked more than 16 years.

Majority of the respondents have 16 and above years of work

experience i.e. 31(38.75%).

Majority of the respondents belong to production department i.e.

36(45%).

Majority of the respondents are having eleven to fifteen thousand

incomes per month.

Majority of the respondents’ i.e. 42.05% agree that they are satisfied

and secure in their job.

Majority of respondents 52.05% do agree that their pet ideas have

been rejected.

Majority of respondents 50% have disagreed, for the statement

that they have strained relationship with supervisor.

Majority of respondents have disagreed, 36 (45%) that they have

strained relationship with co-worker.

Majority of the respondents are happy with commute between

home and work i.e. 35 (43.75%).

Majority of the respondents i.e. 31(38.75%) have disagreed that

they usually fear that they might be terminated from the job.

Majority of respondents i.e. 34 (42.5%) of respondents agree that

the life and work is a kind of burden.

Majority of respondents i.e. 42(52.5%) of respondents agree that

they have to work for hours with out any break.

Majority of the respondents i.e. 26(32.50%) of respondents agreed

that they get less salary as compared to people in organization of

similar size. Once if it is compared with agreed and strongly

agreed the total percentage shows 60% which is higher than the

disagreeing group.

Majority of the respondents are agreed (36% + 52%) that their

expenses are more than income.

Majority of respondents i.e 35(43.75%) disagreed that they don’t

get salary when it is due.

Majority of the respondents that is 46 (57.50%) agree for the

opinion that they receive very less salary of money on their

retirement.

Majority of respondents i.e. 38(47.50%) of respondents have

agreed that they are not given well deserved promotion.

Majority of respondents i.e 42 (52.50%) of respondents have

disagreed that they don’t get enough opportunity to improve &

display abilities

Majority of respondents i.e. 44 (55%) have disagreed that they are

not learning & developing any of their abilities in the organization.

Majority of respondents i.e. 40 (50%) of respondents have

disagreed that there are many rules in organization which need to

abide & this become headache.

Majority of respondents i.e. 43 (53.75%) of respondents have

agreed that they share more responsibilities than their higher

authorities.

Majority of respondents i.e. 39 (48.75%) of respondents are

agreed that their job responsibility creates tension for them.


agreed that there is rapid change in the organization.

Majority that is 39(48.75%) of respondents agree for the opinion

that they are not satisfied with designation given to the person in

the organization.

Majority of respondents i.e. 44 (55%) of respondents have

disagreed that they don’t get along well with people they have to

deal with.

Majority that is 43 (53.75%) of respondents have disagreed that

they lack cohesiveness and cooperativeness with other colleagues.


agreed that their supervisor is very authenticating.

Majority of respondents i.e. 45 (56.25%) of respondents disagree

that they are always neglected and disregarded by their

colleagues.

Majority of respondent i.e. 34(42.50%) of respondents agree that

they under go physical exercise.


disagreed that they indulge in regular breathing exercise.


disagreed that they practice meditation.


disagreed that they smoke.


disagreed that they have drinking habit.


disagreed that they increase salt and sugar intake.

Majority of respondents i.e. 32(40%) of respondents have agreed

that they increase caffeine intake like tea, coffee, cola etc.


agreed that they accept their and others limitations.

Majority of respondents i.e. 39 (48.75%) of respondents disagree

that they take decisions without undue anxiety.


agreed that they allow others to share tasks & responsibilities.

Majority of respondents i.e. 40(50%) of respondents are agreed

that they try to helping others.


agreed that they try to change the situation.


agreed that they take situation as an opportunity to learn.


agreed that they compromise to get something positive out of the

situation.


agreed that they console themselves with the hope that things will

go better.

Majority of respondents i.e. 48(60%) of respondents agree that

they often try to use humor to diffuse tension.


the people around them help them in times of need.


they include some relaxation time in the daily routine.


they maintain good relationship with others especially those

closest to them.


they have someone with whom they can discuss personal problem

Majority of respondents i.e. 46(57.50%) of respondents disagree

that they become aggressive.

Majority of respondents i.e. 40(50%) of respondents agree,

25(31.25%) of respondents disagree that they get angry.


disagreed that they blame themselves.


disagreed that they deny that there is a problem.


disagreed that they feel guilty.


agreed that they suffer from headache.


disagreed that they suffer from chest pain.


disagreed that they suffer from indigestion.


strongly agreed that they suffer from sleeplessness.


agreed that they suffer from irritability.


agreed that they suffer from backache


disagreed that they suffer from stomach disorder.


disagreed that they suffer from blood pressure.


disagreed that they put on lot of weight.


disagreed that they become weak.


that they feel frustrated.

Majority of respondents i.e. 36(45%) of respondents have

disagreed that they develop lot of anxiety.


disagreed that they feel restless.


that they suffer from inability to concentrate.

Majority of respondents i.e. 40(50%) of respondents have

disagreed that they feel that those closest to them at home are

not supportive towards them.


agreed that they are not able to laugh.


agreed that they are not able to express thoughts and ideas.

majority of respondents i.e. 34(42.50%) of respondents have

agreed that they feel that life has got no sense of purpose.

CONCLUSIONS

Most of the employees in the company belong to the staff

categories which means that they are either peons or

supervisors.

Most of the respondent i.e nearly half of them are above 36

years of age which shows that they well experienced

employees.

Most of the employees who have been approached are

seems to be male members that is 90% where as the women

seems to be very meager in number in such work place.

The respondents seems to have passed through HSC in the

majority of the cases (48.75%) where are the graduate also

show good in number who are more than one fourth of the

total number.

Though most of the people are considered to be well

experienced after five years here the study proves that the

majority belong to the group of 16 years and above which

means most of the workers have good amount of experience

and they are well settled in an institution.

There are four department in this institution among the four

the production department personal seems to be more. Since

the majority of the respondent belong to the staff employee it

is natural that most of such employees are found in the

production department.

When we think of the monthly income the majority have been

receiving between ten to fifteen thousands which means the

salary of the employee seems to be fairly good enough in this

situation.

When the question of job security and satisfaction come the

employees seems to be very positive that they are safe in

their job.

There is a mixed reaction from the respondent that the half

of them agree that their relation with supervisor is stained

where as other half feel the opposite. Such is the same with

co workers too. So mostly people have good relations.

Most of the people are happy to travel by various means and

this does not affect their work. And also they do not face any

legal problem in their work place.

Most of the people feel that the work is little burden to them. This

is due to the unlimited hours they work. This again seems to

contradict that the people who feel burden can not be satisfied in

their work.

More than three fourth of the respondents seems to agree that

they do not have poor self image. At the same time they seem to

contradict that the comparison of salary with coworker seems to

be higher. There is no self contentment in matter of money.

Majority of the people seems to agree that they have expenses

more than their income. This shows that they have no proper

budget in their family life.

There is a mixed feeling as well as majority of them seems to

agree that they do not get salary on time at the same time there

is also no proper promotion system hence there is a problem of

getting less money during the time of retirement. This again

indicate that the worker remain in a constant threat over their

future.

Majority of the respondents agree to the fact that they do have

chance to display their abilities and talents at the same time they

abide by the rules of the institution and they are able to learn new

things. This suggests that there is a free work atmosphere to the

workers.

The employees seem to say that there is a rapid growth in the

organization but they do accept that the work pressure creates

tension in their day today life. They are also not satisfied with

designation given to them.

Most of the workers can cooperate and accept one another due to

which there is a cooperation and cohesiveness. Getting along with

one another can bring unity which may lead to creation of unions.

Majority of the workers seems to be away from alcohol and

smoking but they do take coffee and tea. They take care of their

physical exercise. But they do not seem to be having the habit of

meditation. At the same time majority of them are able to cope up

with their work.

The employees seems to have certain level fear and anxiety about

their work and their future. In spite of this they are able to share

the responsibilities with one another. There is also a helping

attitude among them.

When ever situation changes the employees are able to learn from

the new situation at the same time they able to compromise such

situations. They also hope for better. Due to this hope they give

extra attention to their work.

The employees are able come out of their tension by creating

humor. They also help each other in the time of need. This make

them to sort out their mental and emotional imbalances.

In from of relaxation they are able to relate with one another. This

relation makes them to help one another in the personal and

family difficulties.

When the mattser of emotional feelings are brought out they are

having mixed feelings. Some are more angry than the others. But

the majority do not turn to be aggressive. They do have the habit

of blaming one another.

When the matter of physical problem like headache, chest pain,

stomach ache, sleeplessness come there is a mixed answers which

means all do not go through the same process. But most of them

have sleeplessness.

Most of the respondents have the feeling of anxiety, frustration,

burden and feeling of left out. But this seems to be contradicting

when they agree that they are able to get support of the co-worker

as well as support from the close people in the family.

SUGGESTIONS

Looking at the result reported in the various chapters, we find

important personality variable producing stress among employees in

the organization.

The following are the suggestions in this regard which have emerged

from this study.

Ensure an organizational climate with career planning and career

growth to ensure further the retention of talented employees.

Extent the counseling practices at employees family level including

dependents and relatives.

Organization should organize regular check up and those found

suffering from very high stress should be subjected to stress

management process.

Work out a plan for the work, should say ‘no’ to additional

responsibility till the employee should finish the existing burden.

Never make promise if don’t mean it try to be realistic at work place

regarding family affairs.

Employee should accept the realistic situation. Develop new skills

and look for new opportunities.

The anxiety and depression are the leading problems which can be

reduce to certain exercise practice and taking enough time with

family member.

Over all the employees do have fear and anxiety. This emotional

feeling do lead to stress in their personal life at the same time the

responses of the employees also shows that they are happy due to

their co-workers as well as family members. This attitude and

support of others makes them to lead a better life.

Though the situation is varies at different levels the company should

take serious steps to find out the real causes of the stress among

this staff employees and make them more comfortable and safe.

This needs lots of effort from the employees as well as from the part

of employers.

BIBLIOGRAPHY

BOOKS

ANNEXURE -A

Introduction to psychology by CLIFORD T. MARGAN

Published in 1974 by Tata Mcgraw – Hill Publishing company

limited 2nd edition

Recent Treads in Human stress management by AKBAR HUSAIN

MOHD. ILYAS KHAN, Globar vision publishing house in 2006 1st

Edition

Social Psychology by ROBERT A BARON, Published by Asoke K.

Ghosh, Prentice –Hall of India private limited

Psychology (An international perspective) by MICHAEL W.

EYSENCK Year – In 2004, Published by psychology press Ltd. 1st

Edition

Stress Management by B. K. JOSHI, Published by Mrs. Shashi Jain

for painter publishers in 2007, 1st Edition

Managerial Effectiveness, Managing the self and others

By The ICFAI Center for Management Research, 2005

JOSHI C.P in 1999 A study on stress and burnout

Website

www.apahelpcenter.org

www.pwclegal.com

www.icmrindia.org

www.ccoh.ca

http://www.ccoh.ca/

http://www.icmrindia.org/

http://www.pwclegal.com/

http://www.apahelpcenter.org/

ANNEXURE -B

Interview Schedule

STRESS AT WORK PLACE

Section: 1

1. Name of the Respondent: ___________________________________

2. Designation: ________________________________________________

3. Age : ________________________________________________________

4. Gender: _____________________________________________________

5. Educational Qualification : _________________________________

6. Years of work experience ( Total ) : _________________________

7. Years of work experience : __________________________________

(In this organization)

8. Name of the organization : _________________________________

9. Name of the department : __________________________________

10. Income per month : ________________________________________

(In Rs.)

Section: 2

SR.

NO

PARTICULAERS STRONGLY

AGREE

AGRE

E

DISAGREE STRONGLY

DISAGREE

I experience

stress because

11. I don’t feel secure and

satisfied with my job.

12 My pet ideas have

always been rejected.

13 I have strained

relationship with my

supervisor.

14 I have strained

relationship with my

co-worker.

15 I am happy with the

commute between

work and home.

16. I usually fear that I

might be terminated

from the job.

17. I feel that the life and

the work is a kind of

burden.

18. I have to work for

hours.

19. I feel that I get less

salary as compared to

people in Org. of

similar size.

20. My expenses are more

than my income.

21. I don’t get the salary

when it’s due.

22. I would receive very

less amount of money

on my retirement.

23. I feel that i am not

given well deserved

promotion.

24. I don’t get enough

opportunity to improve

and display my

abilities.

25. I worry that I am not

learning and

developing in the Org.

26. There are many rules

in my Org., which I

need to abide and this

becomes headache.

27. I feel that I share more

responsibilities than

authority.

28. My job responsibility

creates tension.

29. There is rapid change

in the Org.

30. I am not satisfied with

my designation.

31. I don’t get along well

with the people I have

to deal with.

32. I lack cohesiveness

and cooperativeness

with other colleagues.

33. I feel that I am always

neglected and

disregarded by my

colleagues.

Section: 3

SR. NO

PARTICULAERS STRONGLY AGREE

AGREE

DISAGREE STRONGLY DISAGREE

When I am under stress I try to cope with the situation using the following.

1 I exercise2 I indulge in regular

breathing exercises.3 I practice meditation.4 I smoke.5 I drink.6 I increase my salt and

sugar intake.7 I increase my caffeine

intake ( Coffee, tea, cola )

8 I accept my and others limitations.

9 I take decisions without undue anxiety.

10 I allow others to share tasks and responsibilities.

11 I try helping others.

12 I try to change situations.

13 I take situation as an opportunity to learn.

14 I compromise to get something positive out of the situation.

15 I console myself with the hope that things will go better.

16 I often try to use humor to diffuse tension.

17 People around me help me in times of needs.

18 I include some relaxation time in my daily routine.

19 I maintain good relationship with others, especially those closest to me.

20 I have someone with whom I can discuss personal problems.

21 I became aggressive.22 I feel angry.23 I blame myself.24 I deny that there is a

problem.25 I feel guilty.

Section: 4

SR.

NO

PARTICULAERS STRONGLY

AGREE

AGRE

E

DISAGREE STRONGL

Y

DISAGREE

When I am

stressed at work

place,

1. I suffer from

headache.

2. I suffer from chest

pain.

3. I suffer from

indigestion.

4. I suffer from

sleeplessness.

5. I suffer from

irritability.

6. I suffer from backache

7. I suffer from stomach

disorder

8. I suffer from blood

pressure.

9. I put on lot of weight.

10. I become weak.

11. I feel frustrated.

12. I develop lot of

anxiety.

13. I feel restless.

14. I suffer from inability

to concentrate.

15. I feel that those

closest to me at home

are not supportive

towards me.

16. I am not able to laugh.

17. I am not able to

express my thoughts

and ideas.

18. I feel that my life has

got no sense of

purpose.

stress at workplace of employee

Documents

unconscious emotional states

setting high goals

rapid heart beat

heightened muscle tension

elevated blood pressure

higher mental faculties

good nights sleep

table showing respondent