arun stress mgt. hrm

8/7/2019 arun stress mgt. HRM

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TERM PAPER

HUMAN RESOURCE MANAGEMENT

SUBMITTED TO:- SUBMITTED BY:-

Mr. Munish Sharma Arun Pathania

RV8901 A04

10902309

MBA(T&H) 3rd

Sem.

TOPIC:- STRESS MANAGEMENT

LOVELY SCHOOL OF HOSPITALITY


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Contents

Sr. no. Particulars

1. STRESS

2. Causes of Stress

3. Objective of the study

4. Review of literature

5. Stress At Workplace

6. Other source of stress

7. Symptoms of stress

8. Life style and management skills

9. Some relaxation therapy

10. Ways to reduce stress

11. Suggestions

12. References


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INTRODUCTION

What is stress?

Stress is the adverse reaction people have to excessive pressure placed on them from

extraordinary demands, constraints, or opportunities. It is related to demand or resources meanswhat the individual desire and for which the outcome is perceived to be both uncertain and

employment .it mean when the demand is greater than resources means if we have the need of

more work but we cant complete the due to lacking of time.

Stress is an increasing problem in an

organization for example, most people are says that they are suffering with stress due to greater

workloads and having to work longer hours because of downsizing of their company. Mostly

people suffered stress due to the unstability of their job, by the survey report we got information

about stress it mean employees are complaint about the stress created in trying to balance work

and family responsibilities.

As well as mentioned above stress is associated with demands and resources. Demands are

responsibilities, pressure, obligations, and even uncertainties individuals face in workplace.

Resources are things within an individuals control that can be used the resolve of demands.

CONCEPT:-

STRESS the term is introduced by HANS

SELYE in 1936 he views stress as the non specifically induced changes within a biological

system. It is non specific because any adaptation to a problem faced by the body , irrespective of

the nature of the problem , is included Ivancevich and Matteson define stress as an adaptive

response , mediated by individual characteristics and or psychological process , that is

consequence of any external action , situation, or event that places special physical and

psychological demand upon a person.

In a simplified way stress can be defined as an

adaptive response to an external factor that results in physical, psychological, or behavioral

deviations in an individual.

By some example we can understand stress in better way. Where as the demand of working long

hour leads to stress. Because, due to working load they dont spend sufficient time at home andthey are unable to fulfill the demand of their family person.Stress management is the amelioration of stress and especially chronic stress often for the

purpose of improving everyday functioning. Stress produces numerous symptoms which varyaccording to persons, situations, and severity. These can include physical health decline as well

as depression.


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CAUSES OF STRESS:-

There may be various conditions in which people may feel stress. Condition that tend to causemajor stress are called stressors. Although even a single stressor may cause major stress like

death of near one, usually stressor combine to press an individual in a variety of ways until

stress develops .

The various stressors can be grouped into four categories:

Individual stressors: there are many stressors at the level of individual which may be generated

in the context of organizational life or his personal life.

y Life and career changes,y personality typey Role characteristics.

Group stressor: there may be some factors in group processes which act as group stressors.

y lack of group cohesivenessy lack of social supporty Conflict.

Organizational stressors: an organization is composedof individual and groups and , therefore

individual and group stressor may also exist in organizational context however they are macro

level dimensions of organizational functioning which may work as stressors.

y organizational policiesy organization structurey organizational processesy Physical conditions.

STRESSS


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Extra-organizational stressors: since an organization interacts continuously with its

environment, events happening outside the organization also work as stressors. Thus, social and

technical changes , economic and financial condition, social classes conflicts, community

conditions etc. work as stressors.

EFFECTS OF STRESS:-

Generally, stress is considered to be negative, thereby meaning that it has negative consequences.

However, not all stresses can be put in the negative category. In fact, low level stress contributes

positively to the work performance. Mild stress such as working under new supervisor, transfer

from one place to another may result in an increased search for information in the job. this may

lead employees to new and better ways of doing their jobs. in certain jobs such as sales or

creativity (newspaper journalism, radio/television announcement time pressure is significant.), a

mild level contributes positively to productivity . if the level of stress is high, performance drops

of sharply stress effects human beings physically , psychology and behaviorally ,

And they face problems on these three levels.

Physical problem: physical reaction including autonomic, excitability of nerves, increased

heart rate and decrease in body temperature.

y Psychologically problem: high level of stress may be accompanied by psychologicalreaction such as anger, anxiety, depression, nervousness irritability ,tension and boredom

depending upon the nature of stress and the capacity of individuals to bear stress.

y Behavioral problem: people show dysfunctional behavior because of stress of highlevel.


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Objectives of the study

To examine the effect of stress on job satisfaction To examine the effect of work culture on job satisfaction To study the different type of stress

Review of literature

Cary L. Cooper(1987) in this paper we discuss the different types of stress management

interventions and their possible outcomes are provided. The various empirical investigations into

worksite stress management interventions are then reviewed within the context of this paradigm.

Questions are raised about the efficacy of these interventions in terms of individual and/or

organizational outcomes, and where future Programmes and research should be undertaken.

Lawrence R. Murphy, Hurrell Joseph J. (1987) A growing number of studies are being

demonstrated the efficiency of worksite stress management training for reducing worker psycho

physiological arousal and subjective reports of anxiety, depression, and somatic complaints. Therole of stress management in the larger context of occupational stress reduction, however, has not

been addressed. An application of the stress management as one component of an organizational

stressor reduction programme is described. Other components in the process which have been

completed include the formation of a stress reduction committee and conduct of a stress

assessment survey. Future plans include the formulation and implementation of

recommendations for reducing organizational stress and repeated evaluations of their efficacy.

Helen Taylor, Cary L. Cooper(1988) It has been found in the study that, given the same

organizational stressors, certain individuals fall victim to stress and ill-health, whereas others

remain healthy. In order to seek a clearer understanding of this phenomenon, the

personality/stress/health relationship is explored with reference to individual differences in TypeA behavior, locus of control, hardiness, extraversion, neuroticism, and tension discharge rate. It

is suggested that organizational change management should be within the framework of

communication control and counseling. Future research should pursue a multidimensional,

interactive course to gain a greater insight into this highly complex relationship. Angela G.

Stern(1989) it is essential that companies did not recognize these specific stresses and create a

policy to deal with them. The authors look at the roles of stress management courses and what

stress management policies should include, for example, seeing the company as a source of stress

and addressing issues, such as communications, to combat this. Neil Niven, David Johnson

(1989), Over the last 20 years, there have been many stress management programmes that have

been developed, with varying degrees of success. The reasons why effective programmes have

succeeded and why others have failed are illustrated. Steven B. Donovan, Brian H.

Kleiner(1994) Gives an overview of events in the field of stress management. Describes the

relationship of stress to the human autonomic nervous system and discusses the physiological

effects in relation to type A/B behavior. Investigates the sources and methods of detection of

stress. Examines methodologies for stress management, the design of stress management

programmes for industry application, and the results which selected corporations have achieved.


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Reviews a critique of current stress management programmes available to industry. Donovan

steven b. (1994) in the field of stress management. Describes the relationship of stress to the

human autonomic nervous system and discusses the physiological effects in relation to type A/B

behavior. Investigates the sources and methods of detection of stress. Examines methodologies

for stress management, the design of stress management programmes for industry application,

and the results which selected corporations have achieved. Johnson David (1995) The stress

management industry has developed whereby organizations and individuals offer stress

management interventions. These interventions claim to address a problem, about which there is

still a great deal of uncertainty. Most of the literature about stress and its management has been

derived from, and thus limited to, large organizations. Explores the issue of stress management

as it is experienced by owner-managers of small and medium-sized businesses in the UK. Looks

at some of the more recent theoretical and empirical literature and concludes with

recommendations for stress management within the small firms sector. Douglas Paton, Rhona

Flin(1999) This paper examines the sources of stress likely to be encountered by emergency

managers when responding to a disaster. Stressors relating to environmental (e.g. time pressure,level of risk, heat), organizational (e.g. bureaucracy, appropriateness of information, decision

support and management systems) and operational (e.g. incident command, decision making,

interagency liaison, team and media management) demands are considered. The mediating role

of personality and transient states of physical (e.g. fitness and fatigue) and psychological (e.g.

high levels of occupational stress) states are reviewed in terms of their influence on stress,

judgment and decision making. Strategies for identifying which of these potential stress factors

can be controlled or reduced and for training emergency managers to deal with the others are

discussed. Dewe Philip(2002)Presents a report of research which surveyed managers views on

stress, their beliefs about stress interventions and who should be responsible for addressing job-

related stress problems. Stress management interventions have embedded in them a range ofpractices that offer opportunities for individual development and employee wellbeing. Equally,

though, there is a strongly-held belief that many interventions fall short, because they offer only

a partial solution or fail to recognize the wider contextual-structural issues within which

organizational behaviour takes place. One reason for this may be that little attempt has been

made to find out what managers understand by stress and the extent to which they think that their

organisation has a responsibility to address problems of stress. Both qualitative and quantitative

techniques were used to explore these issues, using a sample of 540 New Zealand managers. The

results draw attention to a number of issues including: do managers views of stress reflect

acknowledged definitions? Douglas Paton(2003) this paper discusses an approach to

conceptualizing disaster stress risk that can be used to develop readiness strategies that facilitate

an adaptive response to disaster stress in emergency managers. It illustrates this process by

describing how incident, operational and organizational demands interact with resilience and

vulnerability factors to affect stress risk during the mobilization, response and reintegration

phases of disaster response. It argues for stress risk management to be integrated with the

application of the risk management paradigm to other aspects of disaster management. Sonja


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Treven, Vojko Potocan(2005) The purpose of this paper is to present: the problem of stress

employees might encounter; the individual inclination to stress; the individual methods for

reducing stress; and the authors' model of training for stress prevention. The purpose of this

paper is to present: the problem of stress employees might encounter; the individual inclination

to stress; the individual methods for reducing stress; and the authors' model of training for stress

prevention.

Models

Transactional model

Richard Lazarus and Susan Folkman suggested in 1984 that stress can be thought of as resulting

from an imbalance between demands and resources or as occurring when pressure exceeds

one's perceived ability to cope. Stress management was developed and premised on the idea that

stress is not a direct response to a stressor but rather one's resources and ability to cope mediate

the stress response and are amenable to change, thus allowing stress to be controllable.

In order to develop an effective stress management programme it is first necessary to identify the

factors that are central to a person controlling his/her stress, and to identify the intervention

methods which effectively target these factors. Lazarus and Folk mans interpretation of stress

focuses on the transaction between people and their external environment (known as the

Transactional Model). The model conceptualizes stress as a result of how a stressor is appraised.

and how a person appraises his/her resources to cope with the stressor. The model breaks the

stressor-stress link by proposing that if stressors are perceived as positive or challenging rather

than a threat, and if the stressed person is confident that he/she possesses adequate rather than

deficient coping strategies, stress may not necessarily follow the presence of a potential stressor.

The model proposes that stress can be reduced by helping stressed people change their

perceptions of stressors, providing them cope and improving their confidence in their ability to

do so.

Health realization/innate health model

The health realization/innate health model of stress is also founded on the idea that stress does

not necessarily follow the presence of a potential stressor. Instead of focusing on the individual's

appraisal of so-called stressors in relation to his or her own coping skills (as the transactional

model does), the health realization model focuses on the nature of thought, stating that it is


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ultimately a person's thought processes that determine the response to potentially stressful

external circumstances. In this model, stress results from appraising oneself and one's

circumstances through a mental filter of insecurity and negativity, whereas a feeling of well-

being results from approaching the world with a "quiet mind," "inner wisdom," and "common

sense

This model proposes that helping stressed individuals understand the nature of thought

especially providing them with the ability to recognize when they are in the grip of insecure

thinking, disengage from it, and access natural positive feelings will reduce their stress.

STRESS AT WORK PLACE

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

the most visible causes of workplace stress are:

JOB SECURITIES


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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 OF 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 technologycomputers, 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 constantpressure to keep up with technological breakthroughs and improvisations, forcing employees to

learn new software all the times.

WORK PLACE CULTURE

Adjusting to the workplace culture, whether in a new company or not, can be intensely stressful.

Making one 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.


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PERSONAL OR FAMILY PROBLEM

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.

JOB STRESS AND WOMEN

Women may suffer from mental and physical harassment at workplaces, apart from the common

job stress. Sexual harassment in workplace has been a major source of worry for women, since

long. Women may suffer from tremendous stress such as 'hostile work environment harassment',

which is defined in legal terms as 'offensive or intimidating behavior in the workplace'. This can

consist of unwelcome verbal or physical conduct. These can be a constant source of tension for

women in job sectors. Also, subtle discriminations at workplaces, family pressure and societal

demands add to these stress factors.

OTHER SOURCES OF STRESS

Almost all stressed out people state social anxiety and relationship difficulties as their primary

causes of stress. Broadly, social anxiety comes from three major relationship categorieschild-

parent, marital and career/professional.

PARENTAL STRESS

Stress is defined as any physical or emotional demand that you feel unable to handle. These

demands encompass all of the little hassles we experience every day, from the moment you try to

get children up for school to the moment you finally get them to bed at night. Even though these

daily hassles are often considered trivial, over time, these hassles add up, building in pressure,

until you are ready to burst out with anger and frustration.

Whether you stay at home or work, single or married,

mother or father, parent of one child or several childrenremaining cool, calm and full of

energy can be difficult. Some of the common parental stressors are:

Aggressive children


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Children under performing in school Handling stepchildren Hyperactive children Caring for a physically or mentally challenged child Nursing chronically ill child Parenting adolescents or teenagers

Parenting can be a pleasurable experience despite its inherent anxieties, worries, frustrations and

physical stress. Here is how:

Accept the fact that stress can't be avoided

Seek support from near and dear ones or experts

Plan the day's work

Communicate more freely with children

Encourage children to forget failure and help them to strive for better performances

Lend an ear to the children

Share quality time with them

MARITAL STRESS

Perhaps half of the adults suffering from severe stress blame the deteriorating relationships on

their spouse. Looking at the growing rate of divorces, court cases for alimony, physical abuses

and single parents; it does seem as if handling a relationship can be a tricky and often taxing

issue. The possible causes of stress can be endless, but some major factors are:

An unaffectionate spouse Unforgiving attitude of a spouse Handling of monetary affairs (budgeting, investments, expenditures) Lack of proper communication between spouses


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Unable to find quality time for each other Extramarital relationships Step children Dealing with in-laws

More often than not, stress arising from marital

relationships is manifested in chronic disorders such as depression, insomnia and hypertension.

Since a relationship depends on the nature of the persons involved, it helps to seek the middle

path when the inherent individual differences surface. It often helps to change one's attitude, go

for counseling or talk openly with your spouse about problems facing your relationship.

Ravi Bhoothalingam, President, the Oberoi Group, India, and a regular participant of Sri Sri

Ravishankar's Art of Living workshops, believes it is important to handle stress in marital

relationship at the primary level through proper communication. This can be done by letting

others know the exact issue that is bothering you. He practices this precept freely with his wife

and two children. In his words: " Honest communication is a great tool in family bonding and a

quick problem solver that helps one view a problem from different perceptive."

CAREER AND FAMILY LIFE

Balancing family with professional life is tricky and often a frustrating challenge. It is important

to consider the priorities and evaluate the choices, so that one can have time to work, time to play

and time to make sure that life is as fulfilling as it can be.

Stress often results from a conflict between work

and family responsibilities. According to Stephen F. Duncan, Family and Human Development

Specialist, your ability to cope successfully with work-family stress depends on three things: The

more resources you have and use well, the healthier your attitude, the more successful you will

be at coping with stress.

SIGN OF STRESS OVER LOAD


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Everyone experiences stress a little differently. Some people become angry and act out their

stress or take it out on others. Some people internalize it and develop eating disorders or

substance abuse problems. And some people who have a chronic illness may find that the

symptoms of their illness flare up under an overload of stress. People who are experiencing stress

overload may notice some of the following signs:

anxiety or panic attacks a feeling of being constantly pressured, hassled, and hurried irritability and moodiness physical symptoms, such as stomach problems, headaches, or even chest pain allergic reactions, such as eczema or asthma problems sleeping drinking too much, smoking, overeating, or doing drugs sadness or depression

SYMPTOMS OF STRESS

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,


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Extreme anger and frustration, Family conflict Physical illnesses such as heart disease, migraine, headaches, stomach problems, and

back problems.

MEDITAION TECHNIQUES FOR STRESS

LAUGHTER

Adopting a humorous view towards life's situations can take the edge off everyday stressors. Not

being too serious or in a constant alert mode helps maintain the equanimity of mind and promote

clear thinking. Being able to laugh stressaway is the smartest way to ward off its effects. A sense

of humor also allows us to perceive and appreciate the incongruities of life and provides

moments of delight. The emotions we experience directly affect our immune system.

The positive emotions can create neurochemical changes

that buffer the immunosuppressive effects of stress. During stress, the adrenal gland releases

corticosteroids, which are converted to cortisol in the blood stream. These have an


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immunosuppressive effect. Dr. Lee Berk and fellow researcher Dr. Stanley Tan at Loma Linda

University School of Medicine have produced carefully controlled studies showing that the

experience of laughter lowers serum cortisol levels, increases the amount and activity of T

lymphocytesthe natural killer cells. Laughter also increases the number of T cells that have

suppresser receptors.

MASSAGE

Massage is an ancient healing art, which works on the basis that when the body is calmed and

relaxed, mental anxiety is lessened. Perhaps the earliest mention of massage as a therapy for

mental and physical stress is found in the ayurvedic tradition of India. It is a common feature in

most of the traditional therapies. Massage has been applied daily as a physical and mental

relaxant in Indian lifestyles.

In Japan, shiatsu practitioners regularly visit people

from house to house, asking "Shiatsu today?" Acupressure is the Chinese variation of Indian

marma massage techniques, which deals with the acupoints (marmapoints) but without theapplication of needles. It is a great stress reliever and additionally, very user-friendly. The best

part about acupressure is, if needed, it can be applied any time and anywhere. Of late, the West

has also recognized that massage could be an important part of stress management. Oriental

massage has been modified further in the West to expand its application as a therapy.

Traditionally, specific massage techniques, using hands, forearms,

elbows, or even feet are applied to a patient's body for loosening the muscles and to locate areas

of tension and other soft-tissue problems. Practitioners learn to develop a sense of touch to

determine the right amount of pressure on specific parts of the body. Under severe stress, when

muscles are over-worked, the body shows many weakening symptoms such as soreness,

stiffness, and even muscle spasms. Heightened stress responses accumulate lactic acid in the

muscle and waste air inside the body. It exhausts the body and de-motivates the mind to remain

energized and active


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ACUPRESSURE

Acupressure is the needle-less variation of the Chinese healing system? Acupuncture. When

acupoints or meridians (energy pathways) become blocked or congested, a person experiences

pains or discomfort on a physical level. On emotional or mental level one may become frustrated

or irritable, and on a spiritual level one may experience a sense of feeling ungrounded,

vulnerable, and indecisive about life.

In acupressure, practitioners use deep but gentle finger pressure on specific

acupoints to release the blocked energy and to facilitate its smooth flow. In effect, this allows

your body/mind to relax. As your body/mind relaxes, you have an opportunity for mindful

exploration of your disturbing thought patterns and memories. You may find space to transform

your belief systems that are troubling you. This way you experience less discomfort and stress in

addition to an elevated sense of well being.

Acupressure is, perhaps, the most convenient as well as a

skillful healing art for stress and a host of related diseases. It is convenient because it can be

applied anywhere? in workplaces, on transition or at home, whenever the exigencies arise. It is

all about acquainting yourself with the important acupoints, and learning the skill of using your

fingertips to put the required amount of pressure on them.

Acupressure has been found to be extremely helpful in the following stress induced disorders:

The relief of daily stress

Headaches

Neck & shoulder pain

Aches and pains

Allergies

Migraines

Menstrual difficulties

PMS

Menopausal imbalances

Fatigue

Anxiety

Insomnia

Digestive problems

Nausea


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Gastro-Intestinal problems

Eye strain

Back pain

Chronic conditions

ACUPUNTURE

A large number of neurological and musculoskeletal disorders induced by stress are being

successfully treated by acupuncture. According to World Health Organization data, the following

list of disorders relating to stress can be effectively treated by acupuncture:

Headache and migraine Neuralgia Paralysis following stroke Meniere's disease Neurogenic bladder dysfunction Nocturnal enuresis (bed wetting) Intercostals neuralgia (pain in ribs) Cervicobrachial syndrome (pain radiating from neck to arm Frozen shoulder or tennis elbow Sciatica Low back pain

Acupuncture is also found to be effective for the treatment of acute and chronic stress induced

disorders such as anxiety, chronic fatigue, irritable bowel syndrome, hypertension, insomnia,

PMS, menopausal symptoms, and depression.

MEDICATION AND DRUGS FOR STRESSM

A range of 'natural' supplements such as ayurveda and herbal medicines, devoid of side effects,

can be more beneficial in reducing symptoms of anxiety or depression, which are directly


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associated with stress. According to ayurveda, human body is made of three doshasvata, pitta

and kapha, which are also present in the nature.

These three doshas are in constant interaction with each

other inside human body and, also outside of it, with the three doshas of nature. The three doshas

govern all metabolic activities. When their actions in our mind-body constitution are balanced,

we experience psychological and physical wellness.

Ayurveda prescribes medicines to bring back balance

among these three doshas to remove whatever anomalies present in our mind and body.

LIFE STYLE AND MANAGEMENT SKILLS

LIFESTYLE AND TIME MANAGEMENT SKILLS

EDICATION AND DRUGS

MEDICATION AND DRUGS

Effectivetime management and living in an organized way can save us from nagging day-to-day

stressors. We just can't keep count of missed or procrastinated calls to the doctor, a friend, a

relative or a business partner in a day. Many don't have the time for family and social

commitments, which often results in anxieties and relationship tensions. A bad time manager

invariably ends up a much-harried one at the close of the day. Getting organized in various fields

of lifebe it a holiday trip, household, office or management of children's affairscan be a sure

step towards avoiding stress.

Be Flexible.There is always more than one solution to a problem. One should be flexible enough to

accept alternative solutions and experiment with them. It doesn't help becoming anxious,

depressed and staying screwed, if one's dream formula for a problem didn't work.


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Be Realistic About Your Ability.It does help to set realistic and achievable goals? Long term or short term, in life. The

targets should correspond to one's capability to achieve them. Making unrealistic demand

on oneself and others is a sure way to invite stress.

Prioritize Your Tasks.Prioritizing the tasks on hand can help reduce the challenges in completing them. Putting

time and energy to important tasks and breaking a big task into smaller steps makes

things easier. When one finishes one thing at a time and is able to meet one's

responsibilities in time, the effect can be inspiring.

Do Not Baulk At Delegating Responsibility.Delegating responsibility when it is appropriate prevents emergence of stress. When one

has several tasks at hand and puzzles over how to go about them, assigning smaller tasks

to others can work wonders. This can be done both in office and at home.

Learn To Be Assertive.Practicing to be a little more assertive or learning to say `no' when required can prevent

you from taking up extra tasks which can eat into your precious time and energy. We

often come across a housewife at home or an executive in office putting them under

unwelcome stress by taking more than what they can handle.

Keep A Time Planner.Keeping a time planner ready helps going about one's task systematically.


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SOME RELAXATION THERAPY

MUSICE THERAPY

Music, or sound coordinated in a rhythmic manner, is known to appeal to our inner being so

powerfully that it can effect healing in our body. The science of yoga reveals that body is made

of vibrating energy. Difference in physicality suggests the presence of different types of

vibrations in that energy.

Music, whether vocal or instrumental, basically sends out various forms of

vibrating sound-energy to its surrounding. People are generally attracted to the types of music

appealing to their inherent body vibration. Some people may love to listen to the high and racy

vibrations of jazz, but to some other it's the slow and lilting sound of flute that appeals most.

The sound of music, when coordinates well with one's

inner vibration, untangles the knotted and stressed out nerves, soothes the mind-body, and

promotes well-being in human as well as other species. Music can be a source of emotional

enjoyment, whether one performs or just experiences it as a passive listener.

In human body, the music appreciation center is located in the right hemisphere of the brain.

It helps stimulate one's thinking pattern. Music has tremendous

relaxation effect on our mind as well as our body. Surveys on the effect of music therapy

reveal that favorable musical vibrations can promote a positive thought process in an

individual. Modern therapeutic science says that music has a massaging effect on our brain.

Perhaps, that is the primary reason for widespread usage of music as anti-anxiety and

antidepressant therapy and the handiest tool for relaxation. So, each day massaging your brain


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with a few moments of your favorite tunes and melodies can go a long way in making you a

cheerful and positive person.

SOUND THERAPY

This therapy employs sound in an organized or rhythmic form to disentangle the stressed out

nerves and brain, relaxing the mind-body as a whole. Certain sounds have telling effect upon the

state of our brain. Most of the sounds heard in the world today are 'dis-charging' sounds, draining

the brain of its vital energy. Sound therapy is a method of beneficially recharging the cortex of

the brain and distributing the latent energy throughout the nervous system.

Usually, the effect of therapeutic sound upon a person is

one of vitalizing, harmonizing and healing at almost every level of being. Sound therapy is oneof the most preferred techniques for relieving negative effects of stress. Brain energy is a form of

electricity, engendered by the central grey nuclei. These are like batteries constantly recharging

the brain.

The cells of the cortex are the ones which

are most energy laden and are accumulated particularly in the zone of the high frequency. High

frequency sound transmitted to the brain via the ear activates these cells and releases hitherto

untapped energy. As a consequence the balance in body vibration is restored and one can feel

relaxed, and lighter. Sound Therapy is simple in practice.

It consists of listening to therapeutic sounds, on quality

equipment, for at least three hours a day to a total of 100 to 200 hours. The therapist decides the

length of time depending on the condition of patients.


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Key Factors that create high levels ofstress

ANALYSIS:-

By the above graph we can understand easily the major causes for the stress increscent atHCL BPO is insufficient holidays , means employees are didnt got holidays duringfestive season, due to this the stress increases among the employees. And second causes

is long working hour it mean call center executives approximately 12 hours every day

while in other industry mostly working hour is 8 to 10 hours and in working period theygot hardly five to ten minutes it is so stress full. And another problem is health issues inwhich employees are suffered lots of health related problem and reason behind it long

night shift due to this reason employees are suffering with stress. Another big factor is call volumes/number of calls because, call center executive are

under pressure to keep the call volumes high as well as keep call times low. Andemployees are got break hardily five minutes and they have to attain the maximum call in

a day. So, it is also a big factor for increasement of stress among employees. Overtime is also a factor of stress because most freshers are do overtime for more money.

However the motivation of theirs tends to wear off after sometime and stress takeover.and Pressure to Perform on Metrics

is also the big reason because, Call center executives are usually faced withcontradictions. Organizational rhetoric in inbound calls centers in concerned with

customer satisfaction (quality service). Yet these goals are juxtaposed with an ongoingpressure to keep call times down and call volumes up. This is guided by the logic of

delivering quality on service while routinizing, centralizing, reducing costs andprescribing standards. Efforts to attain the desired balance between the quantity and

quality of calls remains a perennial challenge.


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Inbound call centers typically have targets for call durations; wrap time and daily callvolume. Outbound call centers often also have sales or completion targets, which are

closely monitored and pay could be partially linked to sales targets. BPO analysts arguethat targets are a significant source of stress for the workers. Over 19% of the respondents

felt that targets and pressure to perform on metrics is a challenge, up by nearly 8 percent

from last year. And these are also the factors which helps to stress for their increasement that is traveltime, workload, insufficient breaks, irate customers, constant monitoring by superiors,

non-negotiable performance matrics. Above all the reason helps to stress for their increasement.

CONCLUSION:-

To the Increasment of the productivity of workforce of HCL

BP

O HCL

have to co-operate their work force. Because, work force is the most decisive factor as far as thesuccess of an organization is concerned. The productivity in turn is dependant on the

psychosocial well being of the employees. In an age of highly dynamic and competitiveworld, man is exposed to all kinds of stressors that can affect him on all realms of life.

The growing importance of interventional strategies is felt more at organizational level.This particular research was intended to study the impact of occupational stress on BPO

employees. Although certain limitations were met with the study, every effort has beenmade to make it much comprehensive.

Ways to reduce stress

y Identify causes of stress. Make honest assessments whether stress is related to your homeand family, work or other relationship.

y Share your thoughts and feelings with your loved ones.y Discuss the causes of stress, openly with those concerned.y Try to avoid unpleasant situations.y Realize that there are other people experiencing problems similar to yours.y Simplify your life.


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y Manage time and conserve energy. Make time for hobbies, recreational and socialactivities which will help divert attention away from problems.

y Follow a regular exercise programme. Practice a relaxation routine involving exercises,breathing patterns and meditations.

y Seek help from professional organizations or self-help groups which offers support andadvice.

y Try to stay healthy.y Avoid drugs and alcohol.

SUGGESTION:-

Stress can be managed by the co-operation of each other personal approach and organizationalapproach some techniques, that is given below.

1. Take adequate steps to redesign jobs, which are taxing to employees' abilities andcapacities.

2. To reduce the workload role slimming and role adjustment process should be resorted

to.

3. Encourage the cross-functional and interdepartmental work arrangements to reduce

work related stress among low performers and low achievers.4. Facilitate role enlargement, role linkage and role enrichment to manage role isolation,

self-role distance and role erosion.

5. Adequate role clarification to be made whenever necessary to eliminate role ambiguity.

6. Introduce more job oriented training programs, which improve employees skill and

their confidence to work effectively.

7. Do concentrate on career planning to manage role stagnation.

8. Encourage open channel of communication to deal work related stress.

9. Let the employee clear about hard work related reward and smart work related reward.

10. Adequate resources i.e., material, technical and human, should be extended to make

employee feel safe and secure to perform their work effectively.11. Undertake stress audit at all levels in the organization to identify stress area

improving conditions of job and alleviating job stress.

12. Ensure justified use of grievance handling procedures to win trust and confidence of

employees and reduce their anxiety and tension related to job related problems.

13. Encourage involvement of leaders and personnel at various levels in all phases of

strategic interventions to ensure successful and long-standing interventions.


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14. Formulate HRD interventions and individual stress alleviation program.

15. Introduce 'Pranayam' (Brain Stilling and control of Vital Force) as a holistic

managerial strategy to deal with occupational strategy.

16. Provide counseling on work related and personnel problems and support from a team

of welfare health and counseling staff.

17. Attractive system of reward and recognition of good work.

18. Ensure an organizational climate with career planning and career growth to ensure

further the retention of talented employees.

19. Extent the counseling practices at employee family level including dependents and

relatives.

20. Effective follow up should be made to different leave category absentee employees.

21. Organization should organize regular check up and those found suffering from very

high stress should be subjected to stress management process.

22. Cut back excessive hours, which directly affect the employee's physical fitness.

23. Develop realistic self-concept among employees that is neither inflated nor deflated.24. Encourage management to practice proactive approaches rather than reactive

approaches as a strategic step.

REFRENCES

TO complete this term paper following internet portal, books, articles are consulted and visited.

1) www.lifepositive.com/stress.html - 57k2) www.rediff.com/getahead/2008/dec/04terror-aftermath-how-to-cope-with-stress.htm -

25k

3)

www.books.google.co.in/books?isbn=354000162X...4) www.stress.org/ - 20k5) www.hindu.com/2008/12/07/stories/2008120753330300.htm - 22k6) www.indiaedunews.net/Medical/Post-heart_attack_stress_can_be_damaging_6688/ -

57k

7) http://www.emeraldinsight.com/10.1108/02686909410061260


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8) http://www.emeraldinsight.com/10.1108/EUM00000000002089) http://www.emeraldinsight.com/10.1108/0019785891013366310)http://www.emeraldinsight.com/10.1108/0965356991028389711)http://www.emeraldinsight.com/10.1108/eb04338512)http://www.emeraldinsight.com/10.1108/1366562951009604713)

http://www.emeraldinsight.com/10.1108/0048348021041684714)http://www.emeraldinsight.com/10.1108/00400910510633170

15)http://www.emeraldinsight.com/10.1108/09653560310480677

Following books are consulted:-

1. The Stress ofLife, Hans Selye, 1956.2. Holmes, T.H. and Rahe, R.H. (1967). The social readjustments rating scales. Journal of

Psychosomatic Research 11:213-218

3. Petersen, C., Maier, S.F., Seligman, M.E.P. (1995). Learned Helplessness: A Theory forthe Age ofPersonal Control. New York: Oxford University Press

4. Coping and stress: a conceptual analysis Journal of Advanced Nursing.

arun stress mgt. hrm

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