a study on level of stress among the employees of nerolac company

A STUDY ON LEVEL OF STRESS AMONG THE EMPLOYEES OF NEROLAC COMPANY

By

J.LOGANATHAN(Reg.No.31709631049)

A PROJECT REPORT

Submitted to the

FACULTY OF MANAGEMENT STUDIES

In partial fulfilment of the requirements For the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

IN

HUMAN RESOURCES AND MARKETING

St. JOSEPH’S COLLEGE OF ENGINEERING, CHENNAIANNA UNIVERSITY

CHENNAI 600 025

AUGUST 2010

ST.JOSEPH’S COLLEGE OF ENGINEERING(Affiliated to Anna University)

JEPPIAR EDUCATIONAL TRUSTJEPPIAR NAGAR ,OLD MAMALLAPURAM ROAD, CHENNAI-119

8

BONAFIDE CERTIFICATE

Certified that this project report titled “A STUDY ON LEVEL OF STRESS AMONG THE EMPLOYEES OF NEROLAC COMPANY ” is the bonafide work of J.LOGANATHAN

“Reg.no.31709631049 who carried out the project work under my supervision . Certified further , that to the best of my knowledge the work reported herein does not from part of any

other project or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.

SIGNATURE SIGNATURE

Ms. ABIRAMI DR.JAYASHREE KRISHNAN B.Sc., M.B.A., PhD.,

INTERNAL GUIDE HEAD OF THE DEPARTMENTDepartment of Management Studies Department of Management

StudiesSt.Joseph’s college of Engineering St.Joseph’s college of EngineeringRajiv Gandhi Road Rajiv Gandhi RoadChennai-600 119. Chennai-600 119.

DECLARATION

I J.LOGANATHAN student of DEPARTMENT OF MANAGEMENT

STUDIES, ST.JOSEPH’S COLLEGE OF ENGINEERING , CHENNAI would like

to declare that the project titled “A STUDY ON IMPACT OF LEVEL OF STRESS

AMONG THE EMPLOYEES OF NEROLAC COMPANY done for the partial

fulfilment of M.B.A course of ANNA UNIVERSITY is my original work.

Place:

Date:

(R.NANDHAKUMAR)

ACKNOWLEDGMENT

First and foremost, I thank Almighty God for the strength and blessings showered, for

successfully completing the project

I express my sincere gratitude to the management of ST.JOSEPH’S COLLEGE OF

ENGINEERING for having provided me an opportunity to do my master degree in

their esteemed college

My sincere thanks and profound sense of gratitude goes to respected

Chairman Thiru. Jeppiar, M.A., B.L., and I also take this opportunity to thank

Dr. Babu Manohar M.A., M.B.A., Ph.D., honourable director of the esteemed

institution .

My heartfelt thanks to the project Prof. Jolly Abraham M.E., M.I.E., I am

exceedingly grateful to the Head Of the Department Dr. Jayashree Krishnan B.Sc,

M.B.A., PhD., for providing me necessary facilitates to complete this project work,

and also guided me throughout this project.

CONTENTS

S.NO. PARTICULARS PAGE NO.

1 INTRODUCTION

Need for study

Scope of the study

Company profile

Product profile

2 OBJECTIVES OF THE STUDY

3 RESEARCH METHODOLOGY

Research Design

Sources of Data

Sampling Design

Tools and Techniques used

4 REVIEW OF LITERATURE

5 LIMITATIONS OF THE STUDY

6 ANALYSIS AND INTERPRETATION

7 FINDINGS

8 SUGGESTIONS

9 CONCLUSION

10 ANNEXURE

Questionnaire

BIBLIOGRAPHY 45

CHAPTER 11.1 INTRODUCTION

STRESS The word “stress” is defined by the oxford dictionary as “a state of affair involving or mental energy”. A condition or circumstances (not always adverse), which can disturb normal and mental health of an individual. In medical parlance ‘stress’ is defined as a perturbation of the body’s homeostasis. This demand on mind-body occurs when it tries to cope with incessant changes in life. A stress condition seems relative in nature .extreme stresses conditions, psychologist say or detrimental to human health but in moderation stress is normal and in many cases proves useful. Stress, nonetheless is synonymous with negative conditions. Today, with the rapid diversification of human activity, we come face to face with numerous causes of stress and the symptoms of stress and depression.

THE DYNAMICS OF STRESS“Nothing gives one person so such advantage over another as to remain always cool and unruffled under all circumstances”.

-THOMAS JEFFERSONIn a challenging situation the brain prepares the body for defensive action-the fight or flight response by releasing stress hormones, namely, cortisone and adrenaline. These hormones raise the blood pressure and the body prepares to react to the situation. With a concrete defensive action (fight response) the stress hormones in the blood get used up, entailing reduced stress effects and symptoms of anxiety

CAUSES OF STRESS Headaches Irritable bowel syndrome Eating disorder Allergies

Insomnia Backaches Frequent cold and fatigue to disease as hypertension Asthma Diabetes Heart ailments Cancer

Methods of copying with stress are aplenty. The most significant or sensible way out is a change in lifestyle. Relaxation techniques such as meditation, physical exercises, listening to soothing music, deep breathing, various natural and alternative methods, personal growth techniques, visualization and massage are some of the most of the effective of the known non-invasive stress busters.

STRESS AT WORKPLACE Stress at work is relatively new phenomenon of modern lifestyles. The nature of work has gone through changes over the last century and it is still changing at whirlwind speed. They have touched almost all professionals, starting from an artist to a surgeon, or a commercial pilot sales executive. With changes comes stress, inevitably. Professional stress or job stress posses a threat to physical health. Work related stress in the life of organized workers, consequently affects the health of organizations.

WHAT’S IT ? Job stress is a chronic disease caused by condition 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 illness 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.

SYMPTOMS The signs of job stress vary from person to person depending on the particular situation how long the individual has been subjected to 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 illness such as heart disease, migrate, headaches,

stomach problems, and back pains.

CAUSES OF WORKPLACE STRESS Job stress may be caused by a complex set of reasons. Somme of the most visible causes of workplace stress are:

Job insecurity High demand performance Technology Workplace culture Personal nor family problems Job stress and women

ORGANISATIONAL ROLE STRESS (ORS) Modern life is full if stress. As organisation is more complex the potential for, and the amount of stress increases. There is being no escape from stress in modern life, we need to find out ways of using stress productively, and reducing dysfunctional stress. Several terms have been used that are synonymous or similar in meaning to stress. Stressor for stimuli which induce stress; stress for the affective part in the experience of incongruence; symptoms for the physiological, behavioural and conceptual responses or changes; and coping for any behaviour which deals with the emotional component in the experience of incongruence. A distinction has been made between functional stress and dysfunctional stress. The former has been called eustress and the letter distress

ROLE STRESS

A role can be defined as set of functions which an individual performs in response to the expectations of the significant members of a social system, and his expectations about the position that he occupies in it. There are two role systems:

ROLE SPACE

ROLE SET

The concept of role and the two role system have a built in potential for conflict and stress.

ROLE SPACE CONFLICTS Role space (the dynamic relationship amongst the various roles an individual occupies and his self) has three main variables: self, the role under question and the other roles he occupies. Any conflicts amongst these are referred to as role space conflicts take the forms as mentioned below.

1. SELF ROLE DISTANCE This stress arises out of the conflict between the self concept and the expectations from the role, as perceived by the role occupant. If a person occupies a role which he may subsequently find as conflicting with the self concept, he feels stressed. For example, an introvert who is found of studying and writing may develop a self-role distance if he accepts the role of sales man in an organization, and comes to realize that the expectations from the role would include his meeting people and being social. Such conflicts are fairly common, although they may not be so severe.

2. INTRA ROLE CONFLICT Since an individual learns to develop expectations as a result of his socialism and identification with ‘significant’ others, it is quite likely that he sees certain incompatibility (functions) of his role. For example a professor may see incompatibility between the expectations of teaching students and of doing research. These may not be inherently conflicting, but individual may perceive these as in compatible.

3. ROLE STAGNATION

AS the individual grows older, he also grows in the role that he occupies in an organization. With the advancement of individual the role changes, and with this change in the role, the need for taking up a new role becomes crucial. This problem of role growth becomes acute especially when an individual who has occupied a role for a long time enters another role in which he may feel less secure. However, the new role demands that an individual outgrow the previous one take charge of the new role effectively. This is bound to produce some stress. In organizations which are fast expanding, and which do not have any systematic strategy of manpower development, managers are likely to experience this stress of role stagnation when they are promoted.

4. INTER ROLE DISTANCE Where an individual occupies more than one role there is bound to be conflicts between the different roles that he occupies. For example, a lady executive often faces the conflict between her organization role an executive and her familial role as wife and a mother. The demands of her husband and children for sharing her time may be quite frequent in modern society, where an individual is increasingly occupying multiple roles in various organizations and groups.

ROLE SET CONFLICTS The other field which is important Vis –a –an individual’s role, is the role set which consists of important person who have varying expectations from the role that he occupies. The conflict which arise as a result of incompatibility amongst these expectations by the ‘significant, others (and by the individual himself) are referred to as role set conflicts. These conflicts take the forms mentioned below.

1. ROLE AMBIGUITY When the individual is not clear about the various expectations that people have from his role, the conflict that he faces is called ambiguity. Role ambiguity may be due to lack of information available to role occupant, or due to lack of understanding of the ‘cues’ available to him. Role ambiguity may be in relation to the activities, responsibilities, priorities, norms, or general expectations. Generally role ambiguity may be experienced by persons occupying roles which are undergoing change, or process roles (with less clear and correct activities)

2. ROLE EXPECTATION CONFLICT When there are conflicting expectations or demand by different role senders (persons having expectations from the role), the role occupant may experience this stress. There may be conflicting expectations from the boss, subordinates, peers or clients.

3. ROLE OVERLOAD When the role occupant feels that there are too many expectations from the ‘significant ‘others in his role set, he experiences role overload. Role overload has been measured by asking questions about people’s feelings on whether they could possibly finish work given to them during a modified work day and whether they felt that the amount of work they too might interfere with how well it was done. Most of the executive role occupants experience role overload. Role overload is more likely to occur where role occupants lack power, where there are large variations in the expected output, and when delegation or assistance cannot procure more time.

4. ROLE EROSION A role occupant may feel that the functions which he would like to perform are being performed by some other role. He stress felt may be called role erosion. Role erosion is the subjective feeling of an individual that some important role expectations he has form the role are shared by other roles within the role set. Role erosion is likely to be experienced in organizations which were redefining their structure; the stress of the role erosion was inevitably felt. In an organization, a particular role was abolished and in its place two roles were created to cater to the executive and planning needs. This led to great erosion, and feeling that the new roles were less important compared to the previous role.

5. RESOURCE INADEQUACY Resource inadequacy stress is experienced when the resources required by the role occupant for performing the role effectively are not available; these may be information, people, material, finance, or facilities.

6. PERSONAL INADEQUACY When a role occupant feels that he is not prepared to undertake the role effectively, he may experience this stress. The role occupant may feel that he does not have enough knowledge, skills, or training, he/she has not had time to prepare for the assigned role. Persons who are assigned new roles without enough preparation or orientation are likely to experience this type of stress.

7. ROLE ISOLATION In a role set, the role occupant may feel that certain roles are psychologically closer to him, while others are at a much greater distance. The main criterion of distance is the frequency and ease of interaction. When linkages are strong, the role isolation will be low and in the absence of strong linkages, the role isolation will be high. Role isolation can therefore be measured in terms of the existing and desired linkages.

The gap between the desired and the existing linkages will indicate the amount of role isolation.

1.3 NEED OF THE STUDY The employees are the important assets for any organization. They should be satisfied with the company practices. The role of each and every employee has to be taken into concern. As organization become more complex the potential for and the amount of stress increases. People experience the stress as they can do no longer have completed control over what happened in their life. The researchers were very much interested in doing the project in the manufacturing industry, hence when Kansai Nerolac Company offered project to find out the level of stress among employees in their organization. The researchers readily accepted the project with an aim to learn more and also to help it in best possible way. Kansai Nerolac Company is a developing manufacturing industry in terms of the employees’ work satisfaction. The top level management of the company were interested to know whether the employees were affected by stress while playing their role in the organization. It conducts periodical surveys to know the employees attitude in order to make any changes and motivate them accordingly. So they decided to analyse their employees’ level of stress towards their industrial relations practices study their behaviour inside the organization and take necessary steps to increase the performance and take measures to reduce among the employees.

1.4 OBJECTIVES OF THE STUDY Primary objective The primary objective of the project is to study “study the level of stress among the employees of Kansai Nerolac Company”

Secondary objective To find the amount of stress that affects the role of an employee. To study the difference in levels of organizational commitments

and stress level of male and female employees. To find out whether the role is provided with enough resources to

perform their commitments and take up higher responsibilities. To know the difference in levels of organizational commitment

and stress level among graduates and post graduates To know the difference in levels of organizational commitments

and stress level among graduates and ITI diploma. Family members and friends.

1.5 SCOPE OF THE STUDY

The study covers the important factors that cause stress due to occupation of a role in the company. The study is confined to one manufacturing industry.

CHAPTER 2

2.1 REVIEW OF LITERATURE

STRESS-ITS ORIGIN

The origin of the concept of stress predates antiquity. The word ‘stress seems to have come into English language (via middle English) from old French word ‘ destresse’ which meant to be placed under narrows or oppression a( old French estresse). In its middle English form it was therefore distress and it is only over the centuries that the ‘id’ sometimes got lost through slurring, leaving us with two words stress and distress which may have now come to carry rather different meanings, the one ambivalent, the second always indicating something unpleasant.

In terms of it’s of origin, therefore, ‘stress has to do with constriction or oppression of some kind and distress the state of being under this constriction or oppression. But modern English seems to need a word a word that lies partly way between pressure and emphasis carrying something of the potentially painful a connotations of the former and something of the neutral connotations of the later, and with the course of the time stress has become the word.

STRESS-DEFINED

Stress is a demand made upon the adaptive capacities of the mind and body.

Stress in individual is defined as any interference that disturbs a person’s physical or physical wellbeing. It occurs when the body is required to perform beyond its normal range of capacities.

STRESS AND ITS EFFECT It affects the society. It affects the role in the organization It affects the body It affects the physical health and well being. It affects on emotions.

AT WORK The modern world which is world of achievements is also the world of a stress. On finding stress everywhere, it is a family, a business

organization or any other social or economics organization. The extend of stress is however, a matter of degree. Some organizations are harmonious whereas others have greater friction and tension. Stress in the organization have been defined in term of misfit between a person’s skills and abilities and the demands of his job and misfit in terms of persons need not being fulfilled by his job environment.

COSTS OF WORK PLACE STRESS Stress cause problems, and these problems cost organizations in different ways.

Low quality of service. High staff turnover. Poor reputation. Poor organizational image. Dissatisfied workers

THE FOLLOWING ARE THE VARIOUS RESEARCH WORK DONE ON STRESS MANAGEMENT

RESEARCH WORK I

Researcher’s Name

V. Vanitha, M. Vasanthi, T.J. Kamalanabhan and T.A. Siva Subramanian.

Referred from

THE ICFAI JOURNAL OF ORGANISATIONAL BEHAVIOUR

Volume 1 January 2006

Title of the research

A study on organizational commitment and stress among information technology

professionals.

Objectives of the study

To study the organizational stress level of information technology professionals.

To study the difference in levels of organizational commitment and stress level of

male and female it professionals.

To study the difference in levels of organizational commitment and stress of

experienced and inexperienced it professionals.

Method

A total of 76 respondents from the information technology industry were studied, of

whom 50 were males and 26 females. Also, of these 76 professionals, 47 were

experienced, i.e. they had an experience of more than two years and 29 were

inexperienced.

Conclusion

This study shows that sex of the IT professionals does not affect their levels of

organizational commitment and stress. In the present day world women are claiming

to be treated equally with men and are willing to do all different kinds of work which

men are capable of doing we found that female IT professionals also had an equally

high organizational stress and commitment and in no way lesser than their counter

parts. This shows that the trend is changing and women are becoming competitive.

Even though female professionals face a lot of pressure at the home front and at the

office they are willing to give their best to the organization.

It was also found that the experience of the individual did not show significant

difference as far as organizational commitment and stress was concerned. This may

be due to the fact that experienced professionals and inexperienced professionals have

a high degree of commitment towards their organization. This explained that the

experienced professionals know as a result of their experience that they will be

rewarded in proportion to their efforts and hence are ready to give their maximum to

the organization. The inexperienced on the other hand are starting their careers and

naturally are inclined to carve a niche for themselves in their professionals. Hence,

they have a high level of commitment. It was also found that both the experienced

and the inexperienced had a high level of organizational stress. The uncertainty

prevailing in the industry could be the reason for the high stress among these

professionals. Thus, it can be concluded that organizational commitment and stress

among IT professionals is high and that sex and experience of the professionals does

not influence these factors.

RESEARCH WORK II

Researcher’s Name

Avinash Kumar Srivatsav

Referred from


Volume IV October 2005


Role Stress Across Management Levels in an Organization


The study is aimed at developing a better understanding on how the role stress

operates in an organization across the management levels through out the following:

1. Identification of prominent role stressors of each management levels.

2. Determining significant differences in experiencing of each type of role stress

and the total role stress across the management levels.

Methodology

A large multi-location, multiunit, public sector industry was selected for the

study. Ten management levels in the organization below board level were classified

in three groups as junior, middle and senior.

Role stress was measured using ORS scale involving 453 respondents who

were randomly selected from different locations, function and units, considering

diversity in the organization (different genders, age group, hierarchical levels and

education qualifications).

SPSS package was used for statistical analysis. Means where calculated for

each type of role stress and for the total stress for each group. Rank ordering of the

ten types of stress was done for each management level; t-test on means was

performed for each type of role stress for each pair of management levels to detect

statistically significant differences across the management level.

Result of the study

Rank ordering was given for the ten role stress variables among juniors,

middle and seniors.

Role erosion is the most predominant stress in all management levels.

Personal inadequacy for second ranking stress among junior levels.

Resource inadequacy for middle and senior level.

Role isolation is the third for 3 management levels.

Fourth rank for Resource inadequacy for junior management level.

Fourth rank for REC for middle and senior management levels.

The lowest ranking stress is IRD or junior, RA for middle and IRD and RA for

senior levels.

T-test gave the means result for each type of role stress for total stress for each

pair of management levels.

Statistically significant difference across the management levels have not been

found for IRD, REC, RO, RI, RA and Rin.

RS, RE and total role stress all weaker at the senior management level as

compared to junior and middle management level.

PI is stronger at the junior management level as compared to middle and

senior management levels.

SRD is strong at the junior management levels as compared to senior

management level.

RESEARCH WORK III

Researcher’s Name

R. Venkataramana Rao

Referred from


Volume IV October 2005


Work and family Interface: Its Results on Stress and Strain Relationship of

Executives.


The primary objective of the study is to know the factors, which would create

harmonious relationship between family life and work life.

To find out know the stress is built because of family alienation and how the

executives manage to overcome the stress.

To known how the family things/affairs can affect the work environment.

To know the work pressure and unhappiness can affect family life.

Methods

For collecting the data two questionnaires were prepared. They are

1. Personal data

2. Study data

They where structured in such a way both type of response i.e., open entered

and close entered where corrected. The collected primary data was completely

tabulated with the help of tables and percentages where drawn from the table

information data was analyzed and relevant inferences where drawn. Secondary data

was collected from magazines, news papers, journals and websites.

Conclusion

The objective of the study is to find out how the family life and work life

interface is managed by the executives of the public sector and to find out how the

stress affects their work in family life.

The study has revealed that the executives of the selected public sectors unit

are happy with their family life and a work life. It is not that they are free from family

problems or free from office work but has perfectly educated human beings. They

know the value of personal life as well as work life. This study is perfect study of

HRM to understand the family life and work life and counsel the executives in case of

needs. This study reveals that the offices have to manage and identify the importance

of the family requirements and decide priorities of the personal involvement so that

stress and strain can be avoided.

The study concludes that as part of HRM, frequent studies have to be

conducted to understand executives and their family so that stress and strain among

the executives arising out of family and work interfaces is removed.

With these objectives of the study get fulfilled and the hypothesis is proved

partially wrong, in that work and family life interface do pose the problems of stress

and strain to the executives but it can be managed by the proper planning of work and

family life.

RESEARCH METHODOLOGY

Introduction

Research in common parlance refers to the search for knowledge. One can

also research as a scientific and systematic search for pertinent information on a

specific topic. In fact research is an art of scientific investigation.

According to kerlinger, it is a systematic controlled empirical and critical

investigation of hypothetical propositions about the presumed relations among natural

phenomena.

Characteristic of Research

Research is a systematic and critical investigation into a phenomenon

It is not a mere compilation, but a purposive investigation; it aims a

describing, interpreting and explaining an phenomenon.

It adopts scientific method.

It is objective and logical.

It is based upon the observable experience and empirical evidence.

Research is directed towards findings answer to pertinent questions and

solutions.

Title of the study

The title of the project is “A study on level of stress among employees

working in Globe Radio Company”. The study was conducted among the employees

working in a manufacturing industry.

Statement of the problem

Stress is experienced when an individual encounters an opportunity,

constraints, demand or threat provided the outcome of the episode is both important

and uncertain. There are various factors which cause stress and therefore a study is

found necessary.

Role refers to the position one occupies in a social system as defined by the

expectation of significant persons. When a role is experienced in an organization he

has to interact, function various actions to perform the expectations of others for the

success of his role.

Membership of an organization and the concept of an organizational role have

in built potential for stress. Stress due to occupation of a role in an organization is

known as organizational role stress.

One of the private sectors was selected for the study because here the workers

have to spend most of their time in the company and these results in stress in their

family and work life.

Research Design

Descriptive Research is a type of research in which information needed is

clearly defined and where the purpose of the study would be described completely

like the factors and causes of stress which affects a role in an organization.

The purpose of the study is to known how stress affects the success of a role

performance. The study is done with the help of organizational role scale which

explains both the factors of Role set conflict and Role space conflicts.

Sampling

Sampling area : Tirunelveli region

Sample size : 70

Sampling method : Convenience sampling

Sampling unit : Globe Radio Company

Methods of Data Collection

There are two methods of data collection a) Primary data, b) Secondary

data.

The primary data is that data which is collected for the first time and for the

specific purpose. The data was collected through questionnaire method. In this

method the employee of Globe Radio Company are interviewed with the help of

well structured questionnaire. There are two sets of data 1. Personal data, 2. Study

data. The secondary data was collected from newspaper, journals, magazines and

other periodicals containing write-ups, articles, etc. were collected from several

libraries for the study.

Data of the study covers the following

Position in the company

Responses of the family members on overstaying in the company

Interaction with other roles in the company

Chance to take higher responsibilities

Stress at work

Education level and stress due to qualification

Promotion

Job requirements

Financial resources are provided to take up responsibilities

Tools for Analysis

The various tools used in this study are :

Chi – Square Test

Regression

Independent T-Test

Stepwise Regression

Organisational Role Stress

Stress due to occupation of a role in an organization is known as role stress.

This framework of ORS was developed by a PAREEK (1983 a; 2002) is most

relevant for the study of role stress in an organization.

To sum up, in relation to organizational roles, the following ten stressors are

worth considering.

1. Self – Role Distance (SRD)

2. Inter Role Distance (IRD)

3. Role Stagnation (RS)

4. Role Isolation (RI)

5. Role Ambiguity (RA)

6. Role Expectation Conflict (REC)

7. Role Overload (RO)

8. Role Erosion (RE)

9. Resource In Adequacy (Rin)

10. Personal Inadequacy (PI)

The organizational Role Scale (ORS)

(ORS Scale) can be used to measure these role stresses. The ORS scale

contains five items for each role stress (a total of 50 statements), it uses a 5-point

scale (from 0 to 4). Thus the total scores on each role stress range from 0 to 20. The

ORS scale and the answer sheet are given below. To get the total scores for each role

stress, the ratings given should be totaled horizontally (for five items) and entered on

the space given for this purpose.

The ORS scale has high reliability and validity, and detailed norms have been

worked out for different types of organizations. This instrument can give data about

the amount of different role stresses experienced by a respondent. A detailed analysis

of the stresses on which an respondent has high scores, can further be done and some

exercise can be used to manage them and reduce them. Role stress is reportedly

related to mental ill health, although the relationship is not simple one. Significant

relationship has also been reported between role stress and dysfunctional coping

styles.

ANSWER SHEET FOR ORS SCALE

Name Sex Age Date

Role Organization

1.--- 11.--- 21.--- 31.--- 41.--------------------- IRD 1

2.--- 12.--- 22.--- 32.--- 42.--------------------- RS 2

3.--- 13.--- 23.--- 33.--- 43.--------------------- REC 3

4.--- 14.--- 24.--- 34.--- 44.--------------------- RE 4

5.--- 15.--- 25.--- 35.--- 45.--------------------- RO 5

6.--- 16.--- 26.--- 36.--- 46.--------------------- RI 6

7.--- 17.--- 27.--- 37.--- 47.--------------------- PI 7

8.--- 18.--- 28.--- 38.--- 48.--------------------- SRD 8

9.--- 19.--- 29.--- 39.--- 49.--------------------- RA 9

10.--- 20.--- 30.--- 40.--- 50.--------------------- Rin 10

The Scoring was given according to the values given in the below table.

Stress Median Low High

SRD 5 3 9

IRD 5 2 8

RS 5 2 8

RI 6 3 9

RA 3 1 7

REC 4 2 7

RO 3 1 6

RE 9 7 12

Rin 5 2 8

Pin 4 2 8

LIMITATION OF THE STUDY

1. The study is limited to time, cost and physical reason so in depth study was not

possible.

2. Sample size was restricted to 70 employees only.

3. There can be some variance with the original view of the respondents, while

filling up the details in the questionnaire.

4. Findings of the study are based on assumption that respondents have correct

information.

ANALYSIS AND DATA INTERPRETATION

REGRESSION FOR EDUCATION QUALIFICATION

MODEL R VALUE

R SQUARE VALUE

Adjusted R Square

STD ERROR for the estimated

F VALUE

Significance e

1 .575 .330 .312 3.27032 180252 .0002 .735 .540 .515 2.74754 21.139 .0003 .828 .685 .658 2.30641 25.362 .0004 .869 .755 .726 2.06297 26.212 .0005 .904 .817 .789 1.81180 29.403 .0006 .928 .861 .835 1.60057 33.111 .0007 .949 .900 .878 1.37812 40.020 .0008 .972 .945 .930 1.04404 64.016 .0009 .984 .968 .958 .80621 97.793 .00010 1.0000 1.000 1.000 .00000

COEEFICIENTS FOR ITI

Model Unstandardized coeeficients

STD Error

Beta Value

T Value significance

1.RO 2.584 .605 `.575 4.272 .0002.RO RI

2.2801.961

.514

.484.507.463

4.4384.052

.000

.000

3.RO RI PI

2.1172.0461.671

.433

.407

.417

.471

.483

.383

4.8885.0294.011

.000

.000

.0004.RO RI PI RS

2.2311.6651.5591.546

.389

.384

.374

.495

.496

.393

.357

.280

5.7334.3384.1653.122

.000

.000

.000

.004

5.RO RI PI RS SRD

2.0051.2831.4381.7521.094

.348

.356

.331

.439

.329

.446

.303

.329

.318

.271

5.7533.6044.3483.9883.329

.000

.001

.000

.000

.0026.RO RI PI RS SRD RA

1.7141.0591.1501.8741.164.938

.321

.322

.306

.390

.291

.293

.381

.250

.263

.340

.289

.237

5.3393.2873.7624.8603.9983.207

.000

.002

.001

.000

.000

.003

7.RO RI PI RS SRD RA IRD

1.5651.0041.1111.4991.490.924.956

.280

.278

.263

.353

.268

.252

.274

.348

.237

.254

.272

.369

.233

.225

5.5973.6124.2184.2515.5683.6673.488

.000

.001

.000

.000

.000

.001

.0018.RO RI PI RS SRD RA IRD RIN

1.3601.0561.0081.2711.2301.0821.091.951

.216

.211

.201

.271

.209

.194

.210

.194

.302

.249

.231

.230

.305

.273

.256

.256

6.2985.0095.02646865.8735.5895.2054.900

.000

.000

.000

.000

.000

.000

.000

.0009.RO RI PI RS SRD RA

1.1641.048.9751.0391.0871.114

.172

.163

.155

.215

.165

.150

.259

.247

.223

.188

.270

.281

6.7646.4376.2874.8236.5997.443

.000

.000

.000

.000

.000

.000

IRDRINRE

1.0301.000.765

.162

.150

.166

.242

.246

.170

6.3436.6604.616

.000

.000

.000

10.RO RI PI RS SRD RA IRD RIN RE REC

1.0001.0001.0001.0001.0001.0001.0001.0001.0001.000

.000

.000

.000

.000

.000

.000

.000

.000

.000

.000

.222

.236

.229

.181

.248

.252

.235

.246

.222

.192

INFERENCEAll variables are contributed (RO,RI,PI,RS,SRD,RA,IRD.RIN.RE.REC) with work related stress among the respondents Table3.1.1 shows that r square value is 1.000, which means 100% of variance of work related stress is explained from (RO,RI,PI,RS,SRD,RA,IRD.RIN.RE.REC). Beta value of contributed variable is .575 is found to be significant at 1% level of significance.

STEPWISE REGRESSION FOR ORS SCALE EDUCATIONAL

QUALIFICATION (POST GRADUATE)

Model SREducationalQualification

=(PG)

RSquareValue

AdjustedR

SquareVale

STDError of

the Estimated

FValue

Significance

Selected1. .655 .430 .378 1.97523 8.282 .015

2. .833 .780 .736 1.28629 17.735 .001

3. .954 .911 .881 .86355 30.628 .000

4. .981 .962 .943 .59809 50.628 .000

5. .993 .985 .975 .39511 94.981 .000

Table 3.1.4COEFFICIENTS FOR EDUCATIONAL QUALIFICATION (POST GRADUATE)

Model UnstandardizedCoefficient

STDError

Beta Vale

T Value

Significance

1. RE 2.958 1.028 .655 2.878 .015

2. RE 3.182 .672 .705 4.737 .001

RO 2.682 .672 594 3.992 .003

3. RE 3.510 .460 .778 7.631 .000

RO 3.010 .460 .667 6.544 .000

RS 1.442 .397 .375 3.631 .005

4. RE 2.537 .435 .562 5.831 .000

RO 3.069 .319 .6380 9.620 .000

RS 1.085 .296 .282 3.668 .006

RI 1.032 .315 .316 3.281 .011

5. RE 2.711 .292 .601 9.284 .000

Ro 3.299 .222 .731 14.890 .000

RS 1.015 .197 .264 5.167 .001

RI 1.088 .208 .334 5.218 .001

IRD .655 .194 .170 3.366 .012

INFERENCE:RE, RO, RS, RI, IRD are the variables contributed with work related stress among the respondents. Table 3.1.3

shows that R square value is .378 which means 37% of variance is contributed with employees here P.G.degree. Beta value of Contributed variable is 0.655 is found with signification at 1% level. Hence the hypothesis partially accepted

Table 3.1.5STEPWISE REGRESSION FOR ORS SCALE

EDUCATIONALQUALIFICATION (UNDER GRADUATE)

Model SREducationalQualification

=(UG)Selected

RSquareValue

AdjustedR

SquareVale

STD Error of the

Estimated

FValue

Significance

1. .721 .520 .490 .98742 17.333 .001

2. .864 .746 .712 .74162 22.045 .000

3. .919 .845 .811 .60075 25.351 .000

4. .947 .898 .866 .50591 28.496 .000

COEFFICIENTS FOR EDUCATIONAL QUALIFICATION (UNDER

GRADUATE)Model Unstandardized

Coefficient STD

ErrorBeta Vale

T Value

Significance

1. REC 2.600 .624 .721 4.I63 .001

2. RES 2.250 .479 .624 4.700 .000

RS 1.750 .479 .485 3.656 .002

3. REC 2.487 .396 .690 6.282 .000

RS 1.987 .396 .551 5.019 .000

SRD 1.066 .358 .330 2.976 .010

4. REC 2.337 .338 .648 6.909 .000

RS 1.837 .338 .510 5.431 .000

SRD 1.039 .302 .321 3.442 .004

IRD .516 .199 .239 2.596 .022

INFERENCE:RE, RO, RS, RI, IRD are the variables contributed with

work related stress among the respondents. Table 3.1.5 shows that R square value is .866 which means 86% of variance is contributed with employees here U.G.degree. Beta value of Contributed variable is .721 is found with signification at 1% level. Hence the hypothesis partially accepted

Table 3.1.7ORS Scale Marital

Status N Mean STD

DeviationSTD

Error Mean

T Value

Significance

Single 11 1.9091 .94388 .28459 .099 .921

Inter role distance

Married 59 1.8814 .83221 .10834 .091 .929

Single 11 2.0000 1.0000 .30151 .912 .365

RoleStagnation

Married 59 1.7627 .75061 .09722 .749 .468

Single 11 2.0909 .83121 .25062 .896 .373

Role expectation

conflict

Married 59 1.8475 .82657 .10761 .893 .387

Single 11 2.0909 1.04447 .31492 .314 .755

RoleErosion

Married 59 2.0000 .85096 .11079 .272 .790

Single 11 1.9091 .94388 .28459 -.263 .793

RoleOverload

Married 59 1.9831 .84060 .10944 -.243 .812

Single 11 1.9091 1.04447 .31492 -.560 .577

Married 59 2.0678 .82763 .10775 -.477 .642

Single 11 2.2727 1.00905 .30424 1.385 .171

Personal inadequacy

Married 59 1.8814 .83221 .10834 1.212 .248

Single 11 1.9091 1.04447 .31492 -1.040 .302

SelfRole

Married 59 2.2034 .82587 .10752 -.884 .393

Single 11 2.0909 1.04447 .31492 -.333 .740

Role ambiguity

Married 59 2.1854 .84025 .10939 -.287 .779

Single 11 2.0909 1.0447 .31492 .314 .755

Resource inadequacy

Married 59 2.0000 .85096 .11079 .272 .790

INDEPENTENT T – TEST FOR ORS SCALE AND MARITAL STATUS

INFERENCE:All the variable are not significant. Married

experienced more RO, RI, SRD and RA then unmarried. There is no more significant between ORS and Marital status.

INDEPENDENT T-TEST FOR ORS AND GENDER

ORS Scale Gender N MeanSTD

Deviation

STD Error Mean

T Value

Significance

Inter role distance

Male 50 1.8400 .8176 .11556 - .714 .477

Female 20 2.0000 .91766 .20520 - .679 .502

Role Stagnation

Male 50 1.7600 .79693 .11270 - .666 .508

Female 20 1.9000 .78807 .17622 - .699 .508

Role Expectation

conflict

Male 50 1.8800 .84853 .12000 - .091 .928

Female 20 1.9000 .78807 .17622 - .094 .926

Role erosion

Male 50 1.9000 .88641 .12536 -1.751 .084

Female 20 2.3000 .80131 .17918 -1.829 .075

Role overload

Male 50 1.9600 .87970 .12441 - . 176 .860

Female 20 2.0000 .79472 .17770 - .184 .855

Role Isolation

Male 50 2.0400 .87970 .12441 - .044 .965

Female 20 2.0500 .82558 .18460 - .045 .964

Personal inadequacy

Male 50 1.8800 .87225 .12235 - .959 .341

Female 20 2.1000 .85224 .19057 - .969 .339

Self role distance

Male 50 2.2400 .87037 .12309 1.277 .206

Female 20 1.9500 .82558 .18460 1.307 .199

Role ambiguity

Male 50 2.1800 .87342 .12356 .130 .897

Female 20 2.1500 .87509 .19568 .130 .898

Resource inadequacy

Male 50 2.0200 .91451 .12933 .086 .932

Female 20 2.0000 .79472 .17770 .091 .928

INFERENCE

All the variables are not significant. Female employees experienced more

IRD, RS, REC, RE, RO, RI, PI. ale employees experienced more in SRD, RA, Rin

variables. From the above “T-Test” we conclude that there is no significance

difference between RS scale and gender. It is also know that female employees

contribute more stress than the male employees.

INDEPENDENT T-TEST FOR ORS SCALE AND EDU QUALIFICATION

ORS ScaleEdu.Qua

(UG & ITI)N Mean

STD Deviation

STD Error Mean

T Value

Significance

Inter role distance

Graduate 18 2.0556 .63914 .15065 1.608 .114

ITI 39 1.6667 .92717 .14847 1.839 .072

Role Stagnation

Graduate 18 2.1667 .38348 .09039 4.203 .000

ITI 39 1.4103 .71517 .11452 5.185 .000

Role Expectation

conflict

Graduate 18 2.1667 .38348 .09039 3.731 .000

ITI 39 1.4615 .75555 .12098 4.669 .000

Role Graduate 18 2.2778 .46089 .10863 3.008 .004

erosionITI 39 1.6154 .87706 .14044 3.731 .000

Role overload

Graduate 18 2.1111 .32338 .07622 2.317 .024

ITI 39 1.6154 .87706 .14044 3.102 .003

Role Isolation

Graduate 18 2.2222 .42779 .10083 1.964 .055

ITI 39 1.7692 .93080 .14905 2.517 .015

Personal inadequacy

Graduate 18 1.9444 .41618 .09809 1.356 .181

ITI 39 1.6410 .90280 .14457 1.737 .088

Self role distance

Graduate 18 2.2222 .42779 .10083 1.452 .152

ITI 39 1.8718 .97817 .15663 1.881 .065

Role ambiguity

Graduate 18 2.1667 .38348 .09039 1.107 .273

ITI 39 1.8974 .99459 .15926 1.470 .147

Role Inadequacy

Graduate 18 1.8333 .38348 .09039 .054 .957

ITI 39 1.8205 .96986 .15530 .071 .943

TotalGraduate 18 21.1667 1.38267 .32590 4.584 .000

ITI 39 16.7692 3.94343 .63145 6.188 .000

INFERENCES

From the above “T” test we can analysis that employees who contributed

graduate have more stress than I T I diploma employees. Here the variables IRD,

RI, PI, SRD, RA and Rin are not significant. Here the variables RS, REC, RE and

TOTAL are significant at highly significant at 1% level of significance. Here the

variable RO are significant at 5% level of significance. It is concluded that

graduate employees are experienced with more work related stress than their

counter parts. So it is partially accepted that there is a significance difference

between ORS scale and educational qualification (I T I diploma and graduate).

CHI-SQUARE TEST

Demographic Variables P – Value Significant Value

Gender .052 .819

Age 6.326 .176

Experience 8.215 .016

Educational qualification 31.802 .000

Hypothesis I :

Ho : There is no significance association between gender and stress.

H1 : There is significance association between gender and stress

P value is not significant

Result : Hence there is no significance association between gender and stress.

Hypothesis II :

Ho : There is no significance association between Age and stress.

H1 : There is significance association between Age and stress.

P value is not significant.

Result : Hence there is no significance association between AGE and stress.

Hypothesis III :

Ho : There is no significance association between Experience and stress.

H1 : There is significance association between Experience and stress.

P value is significant at 5% level.

Result : Hence there is significance association between Experience and stress.

Hypothesis IV :

Ho : There is no significance association between Educational qualification and

stress.

H1 : There is significance association between Educational qualification and stress.

P value is highly significant.

Result : Hence there is significance association between Educational qualification and

stress.

FINDINGS OF THE STUDY

The project study is given on the data given by the employees of different levels.

Many of the respondents are really matured in age and experience and are highly

qualified.

It is found that female employees have more stress than the male employees.

It is also found that post graduates employees are experienced with more stress

than their counter parts.

Most of the under graduates contributes all the factors like REC, RS, SRD and

IRD.

I.T.I. diploma employees contribute all the factors of stress while playing their

role in the company.

Most of the P.G. Graduated employees have high RE, RO, RS, RI and IRD.

It is found that married employees contribute more stress in RO, RI, SRD and RA.

SUGGESTIONS AND RECOMMENDATIONS

As it is a manufacturing industry they can allocate more days for training

programs.

They can arrange for yoga session for their employees.

They can allocate more frequent intervals and break during the working hours.

Female employees can be given high authorities to take decisions and higher

posts.

The industry can motivate their employees by providing promotion, cash rewards

and surprise family trips.

They can be allowed to work in team to avoid allotment of more work and

responsibilities to an individual.

They can also make arrangement scholarship for employee’s children’s education.

They can also provide free schemes for employee’s education.

CONCLUSION

The study was mainly conducted to find out the level of stress due to the

occupation of role in the Globe Radio Company. The study was conducted among

the employees of the company in Tirunelveli District. The study revealed that the

employees have moderate stress while playing their role in the company. It also

revealed that female employees have more work related stress than male employees.

The survey made sure that they were not given overstaying working hours. They

were also not affected by night shift working. So appropriate action can be taken on

implementing motivation factors and higher concern to female employees. So that

they can improve more in manufacturing of their machinery in a quick and qualified

manner.

A STUDY ON LEVEL OF STRESS AMONG THE EMPLOYEES OF KANSAI

NEROLAC

Respected sir/madam,I am J.Loganthan student of st.joseph’s college of engineering, Chennai-600119 doing my final year MBA project with human resource as specialization. This questionnaire is used to study the role stress of your organizational employees.

Personal data1. Gender a) Male b) Female

2. Age status a) 20-25 b) 26-30 c) 31-35 d) 35-40 e)>403. Marital status a) Single b) married4. Family a) Nuclear b) Joint5. Experience a) <5 b) 5-10 c)>106. Educational qualification a) graduate b) P.G c) others7. Health problem a) Yes b) No

Write 0-if you never or rarely feel this way. Write 1-if you occasionally (a few times) feel this way Write 2-if you sometimes feel this way Write 3-if you frequently feel this way Write 4-if you very frequently or always feel this way

1. My role tends to interfere with my family life 0 1 2 3 4 2. I am afraid and I am not learning enough in my present role for taking up higher responsibility. 0 1 2 3 4 3. I am not able to satisfy the conflicting demands of various people over me 0 1 2 3 44. My role has recently been reduced in importance. 0 1 2 3 4 5. My work load is too heavy. 0 1 2 3 4 6. Other role occupants do not give enough attention and time to my role. 0 1 2 3 4 7. I do not have adequate knowledge to handle the responsibilities in my role. 0 1 2 3 48. I have to do things in my role that are against my better judgement. 0 1 2 3 49. I do not get the information needed to carry out responsibilities assigned to me. 0 1 2 3 410. I have various other interests (social, religious, etc.) which remain neglected because I do not get time to attend to these. 0 1 2 3 411. I am too preoccupied with my present role responsibility to be able to prepare for taking higher responsibility 0 1 2 3 4

12. I am not able to satisfy the conflicting demands of the various peer level people and my juniors 0 1 2 3 413. Many functions of what should be a part of my role have been assigned to some other role. 0 1 2 3 414. The amount of work I have to do interfere with the quality I want to maintain. 0 1 2 3 415. There is not enough interaction between my role and other roles 0 1 2 3 416. I wish I had more skills to handle the responsibilities of my role 0 1 2 3 4 17. I am not able to use my training and expertise in my role. 0 1 2 3 4 18. I do not know what the people I work with expect of me. 0 1 2 3 419. I do not get enough resources to be effective in my role. 0 1 2 3 420. My role does not allow me to have enough time with my family. 0 1 2 3 421. I do not have time and opportunities to prepare myself for the future challenges of my role. 0 1 2 3 4

22. I am not able to satisfy the demands of clients and others, since these are conflicting with one another. 0 1 2 3 423. I would like to take more responsibility than I am handling at present 0 1 2 3 424. I have been given too much responsibility. 0 1 2 3 425. I wish there was more consultation between my role and other roles. 0 1 2 3 426. I have not had pertinent training for my role. 0 1 2 3 427. The work I do in the organization is not related to my interest. 0 1 2 3 4 28. Several aspects of my role are vague and unclear. 0 1 2 3 429. I do not have enough people to work with me in my role. 0 1 2 3 4

a study on level of stress among the employees of nerolac company

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