changes with hitesh goyal(part-ii)

7/28/2019 Changes With Hitesh Goyal(Part-II).

1/90

INTRODUCTION TO THE INDUSTRY

Introduction of Dainik Bhaskar

Print Media

A newspaper is a regularly published print product containing information vital to the

function of the market it serves. Definition become more important as traditional newspaper

companies move from single product management to multi product management often

under the companys brand , typically the title of the newspaper . What newspaper

companies are learning is that the value of what they produce is not the ink on paper, but

the content, depth segmentation choices, credibility, and emotional attributes that are

delivered in any distribution channel they choose

Indian Newspaper Industry

Its a boom time for the press in India. And with six out of ten people now literate, its only

going to get bigger. The newspaper market has had to change considerably in recent years

as competition from other news source including the internet, and cable and satellite

television has put pressure on circulation. the focus has been shifted in order to

incorporate increased coverage of life style issues, with many newspaper adding new

section and stands alone supplements. Saturday edition have been a particular focus of

attention, and there has also and been an increase in sport coverage.

Despite these change, revenues from copy sales have remained stagnant- a trend

exacerbated by the fact that price wars over the past decade have, until recently, prevented

increases in cover prices. However, in 2001, a number of newspaper have introduced cover

price increases, and ever growing news print costs may force other to follow suit.

[1]


2/90

Until recently, advertising revenues had been growing at a healthy rate. however , the

newspaper industry , like other media sectors , has been severely affected during the past

year by an overall fall in advertising expenditure . A number of national newspaper groups

have reported falling advertising revenues during the same period,and have reacted with

cost cutting measures including job losses and adjustments to online activities. On the

whole, the national newspaper sector has been more severely affected than local and

regional newspaper groups. The national news paper market is in the hands of a relatively

small number of players.

Dainik Bhaskar

Vision & Mission

Bhaskar roots in India but its action and thoughts are of the world standard. Bhaskar group

would study the best in the world and implement then as per its local requirement which

would in able to emerge as a strong media group in the future. Its efforts in this direction will

not be limited to the news paper alone. It would march ahead with the times and would

reach where there are consumers.

[2]

Indias No 1 Daily Newspaper

Indias fastest growing newspaper

Newspaper Readers friendly

Second largest read newspaper in the world


3/90

Bhaskars Dream

Bhaskar Group has a dream to create a niche for itself in the international media

Scenario

Principles

ENTERPRENEURSHIP

AMBITION

INNOVATION

PROFESSIONALISM

[3]


4/90

INTRODUCTION:

Presently DAINIK BHASKAR is the no 1 daily newspaper of India, being published from

35 Places. The number of BHASKAR READERS has reached above 2.67crore.DAINIK

BHASKAR was first published from Gwalior about 47 yrs ago. In 1992 it became the no 1

newspaper of M.P being published from seven places. In 1995 strong leadership in M. P.

Progressing on its success path Dainik Bhaskar kept its footsteps in Rajasthan in the

middle of 1996. Within 18 months it becomes the no 1 newspaper of Rajasthan after doing

largest survey in Jaipur. Then it turned its progress journey towards Chandigarh &

Haryana. Now days in Chandigarh the English newspaper has lost their importance due to

DAINIK BHASKAR which is attached with about 10 lake readers. areas in Haryana the

dainik bhaskar has surveyed about 7 lakes houses and after ascertaining interest of

readers in newspaper the dainik bhaskar had started its publication from Faridabad since

17th June 2001 and from Panipat since 4th June 2000. At present there are about 25 lakes

readers of DAINIK BHASKAR and it has achieved status of national paper. in addition to

journalism, the BHASKAR has made progressive achievement in the field of printing ,cable

TV , food oil, cotton yarn, education , FM radio and hotels. There are about 10,000+

employed in the group of DAINIK BHASKAR which has turnover of about 2200 crores. The

DAINIK BHASKAR has a specialty that every time it creates history by establishing a new

record. Shri Ramesh Chandra Agarwal is the chairman of BHASKAR group. He is confident

that the real owners of BHASKAR are its readers and its always attentive towards the

benefit, interest and progress of readers.

[4]


5/90

Dainik Bhaskar in nine States

ORGANISITION STRUCTURE

[5]

S.No. Name of State Name of City

1. Madhya Pradesh Bhopal, Indore, Gwalior, Jabalpur, Sarna

Ujjain and Sager

2. Chhattisgarh Raipur, Bilaspur and Bhilai

3. Rajasthan Jaipur, Jodhpur, Udaipur, Ajmer, Bikaner,

Sriganganagar, Kota, Alwar, Sikar and

Bhilwara

4. Chandigarh Chandigarh

5. Punjab Jalandhar and Amritsar

6. Haryana Panipat, Hissar and Fridabad

7. Maharashtra Mumbai and Nagpur

8. Uttar Pradesh Jhansi

9. Gujarat Ahmadabad, Baroda, Surat, Bhavnagar and

Rajkot


6/90

SR. VICE PRESIDENT/ CGM

HOD/S PRODUCTEDITORIALHR/ADM

ACCOUNTS/

FINANCE

MKT.

MANAGER

ASST.

MANAGER

SR.

EXECUTIVE

EXECUTIVE

ASSISTANT

PEONS

[6]

CHAIRMAN

MANAGING DIRECTOR\ DIRECTORE

UNIT HEAD GM


7/90

DEPARTMENTATION

[7]

HR Department


8/90

Organization of HR department

In Dainik Bhaskar HR department consists of three parts:-

(1) Personnel Department

(2) Administrative

(3) Time Office

Functions of Personnel Department

(A) Recruitment Process

1. Receiving personal requisition form HOD after sanction fromdirector.

2. Identifying manpower requirement.

3. Searching the suitable candidature from data bank.

[8]

Personal & Administration

Record

Room

HouseKeeping Security

PublicRelation

TimeOffice


9/90

4. Advertisement preparation and publication.

5. Entering applications received in computer.

6. Report and checklist preparation.

7. Sending interview calls.

8. Interview- preliminary, final or written test.

9. Selection.

10. Approval of Directors.

11. Intimation of selection to candidate.

12. Issuing job offer latter.

13. Joining report.

14. P H form formalities.

15. Intimation to time office.

16. Placement and induction of employee.

(B) Traveling Bills Verification

1) Checking of bill

2) Verification form time office in case of doubt.

3) Verification of HOD

[9]


10/90

(C) Over Time (OT)/ Extra Payment

(1) Receiving of OT slips from concerned employees.

(2) Verification from time office

(3) Verification from HOD

(4) Position the system

(5) Checking of the dummy statement.

(6) Checking & final print out for payment.

(7) Signature of sr. executive-HR

(8) Signature of manager HR

(9) Signature of production head.

(10) Signature of chief manager finance

(11) Final approval of Director.

(12) Forwarded to Account Department for payment.

(D) No Dues System

(1) Clearing the dues from all the concerned departments

(2) Signature of related department heads.

(E) Full & Final Payment System

(1) Receiving resignation

(2) Get it accepted by HOD

(3) Calculation of full and final payment

(4) Approval by manager HRD

(5) Forwarded to accounts Department for payment.

[10]


11/90

(F) Staff Increment/ Promotion

(1) Appraisal of performance.

(2) Remarks/ recommendations of HOD.

(3) Approval by directors

(4) Revision in salary structure

(G) Pay Roll Maintenance

(1) Sending of blank work sheet to time office.

(2) Posting of the attendance in the system

(3) Arrear payment collection of relevant information

(4) Checking of the dummy statement of salary.

(5) Checking & reconciliation of the statement.

Functions of Administrative Department

PUBLIC RELATION

(A) Co-ordination with related Govt. Depts.

(B) Public relation activities.

(C) Ticketing Air, Railway, Bus.

[11]


12/90

1. Booking of tickets

2. Cancellation of tickets

3. Application in DRM office for confirmation

(D) Company Delegates-relation.

(E) GMTD- telephone.

SECURITY

(A) SECURITY ARRANGEMENT CHECKING

1. Checking by security supervisor

2. Surprise visit by manager HRD

(B) INCOMING OUTGOING MARTERIAL SYSTEM

1. Checking of incoming quantity as bill / challan

2. Entry of material in inward register.

3. Incoming material is send to store

4. Checking of outgoing material quantity as per bill/ challan.

5. Entry in outward register.

(C) GATE PASS- SYSTEM (RETURNABLE& NON RURNABLE

1. Entry of items in returnable register.

2. Checking of items as per non- returnable gate-pass

3. Checking of items as per returnable gate-pass

4. Entry of gate- pass in returnable register

5. Receipt of items send on returnable basis

6. Checking the items as per returnable register

7. Entry of gate pass in non- returnable register

[12]


13/90

HOUSE- KEEPING

(A) BUILDING CLEANING

1. Sweeping and washing of toilets

2. Sweeping and mopping of floors, stairs and passages with chemicals

3. Dusting of furniture, walls and apparatuses

4. Cleaning of glasses of cabins, doors, windows, etc.

5. Cleaning of dustbin

6. Maintenance & cleaning of water coolers, fans.

7. Other house keeping activities

8. Providing solution to keeping complaints.

TIME OFFICE

The main function of time office in any company or an industry is basically to mark the in

our time of the staff, handle leave maintenance, mail- receive and dispatch, hotel, tour

duties and vehicle and maintenance.

The time office of Bhaskar has many more function than just marketing the employees.

Some of the mail functioning of the office is as given below.

Marketing of attendance

Dispatch Mails

Receive Mails

Arrange for the guests of Bhaskar(stay and whereabouts)

Leave record maintenance

Tour duties

Vehicles maintenance.

[13]


14/90

A time office can work really well industry but does not work as good in a media

organization. The reason for this is because the industries have fixed working hours

whereas in this industry there is a fixed time to come in but the time of leaving is not certain.

In other words people come in to the office according to the reporting time but leave when

their work is done. Basically the working hour for Bhaskar is 10.30pm to 06.00pm. The time

office stays open till 12.00am. The staffs that work more than the working hours are not

entitled to overtime however the labors are.

ATTENDANCE

The Manual system (Attendance Register)

In media organization all the

employees do not have same reporting time. According the names is entered in the register.

The time office keeps a watch on the punctuality of the staff coming in according to the

schedule provided by each department. Every time office offers a flexibility of punctuality.

A tolerance of min is allowed but not daily but accessional. There is no register for outgoing

time because of the flexibility in working hours.

Holidays

One day off is permissible per week. This off is usually on Sundays. However if

a staff is called for duty on Sunday that holidays can be compensated on any other

forthcoming working day.

[14]


15/90

Leave

There are three types of leaves that the staffs are entitled to.They are.

Casual leave (CL)

Earned leave (EL)

Medical leave (ML)

In a year an employee is entitled to 6 Casual leaves 18 Earned leave 12 Medical leaves.

The times office is open till 12 in the night. After 12 nobody comes in for duty. The staffs that

sit in the time office mark on the column of the person who did not sign in that day & did not

inform the time office. An A is not marked. On the next day in case the employee brings in

a sanctioned leave note, in place of the red line a leave is marked. A leave is considered as

a working day for the employee. If the leave is marked the employee is entitled to salary for

that day. It is preferred that the employee informs beforehand that he would not be coming

for duty. But in case he does not inform earlier after joining back to his duty he is required togiven in his leave application duly signed by the HOD. The entire employees are covered by

insurance. United India insurance Bhopal offers the insurance schemes. The insurance

that is offered is as follows: All employees with adventurous jobs, marketing, circulation

recovery, production staff, reporters, photographers, cashers, electricians & drivers are

insured.

The risks are four types:-

Death due to accident 100%

Crippled for life due to accident 100%

Permanent injury of small parts of the body fixed % age

Temporary infirmness due to accident fixed weekly % age +40% of total expenditureor 100% of total insurance amount whichever is less.

[15]


16/90

Procedure for application of leave

Leave application forms are available at the time office.

If an employee has to go on leave he should first fill the leave form which is availed at the

time office, get the sanction from his HOD & then submit to the time office where it will be

filled & a leave would be marked in the attendance register. In the form there is column

where the choice of leave is to be filled, i.e. CL or ML or ML. in case the staff does not know

how many leaves he has left & still fills the form then his leaves are adjusted with EL or LP

(leave without pay). The staff of the time office does this adjusted. If however, the staff could

not submit the leave application before hand, a tolerance of 72 hours is offered to him.

When he joins his duty again within 72 hrs. He has to submit his leave duly accepted by his

HOD if he does not do this he is marked LWP. If an employee falls ill & does not attend duty

for more than two days, then he is required to bring along with him a medical certificate from

a registered to bring along with him a medical certificate from a registered doctor, attached

with the leave application sanctioned by the HOD. This is to be submitted in the time office

after which his medical leave is the register.

Tours

Staffs that go out on tours are on duty & have to be paid for the days that they are

on tour. A form obtained from the time office is to be duly filled before they leave for the tour.

This form consists of three sections. This form along with the travel tickets I submitted back

at the time office after the staff is back from the tour. The first part of the form is meant for

the time office reference, the second part is for the TA & DA, the third part is to verify the

[16]


17/90

time of departure. The HOD of the destination to which the staff on tour had been signs the

third part. This is to verify the time & the date of the departure of this staff. In case the

destination to which the staff has gone does not have a HOD or manager, the HOD of his

department here in this concern verifies the period of tour.

Compensatory leave

An employee if called for duty on his non working day would have to

come for duty, however he is entitled to the facility of compensatory leave this means that if

he works on his holiday he could adjust this holiday in the future against a working day. For

this he has to fill in a form that is availed at the time office. This form is to be filled at the time

the employee is called for duty. This form has to be signed by the HOD & kept with the

employee.

During the time when he needs the compensation another

form is filled which is availed at the time office. Both the aforesaid forms are submitted to the

time office & his compensatory holiday is sanctioned.

Late slip

Employees have particular incoming time. If late above the tolerance time, a late

slip is issued to them. There late slips issued imply that the employee has lost days salary,

that is, it is considered that he taken leave without pay.

Overtime

Overtime is offered to the people in the production department. This is because

they are the employees that have fixed working time. There is a common form that is to be

filled by the employees that have stayed back for overtime during that day. The HOD signs

this forms. This form then is filled at the time office & entered in a register.

[17]


18/90

Dispatch

Dispatch deals with all the post that comes in & goes out from Bhaskar. There

are various types of dispatches that are taken up by the time office.

Newspapers

All the newspapers that have to be mailed are done through the time

office. According to the list given to the time office the newspapers are mailed to the

destinations.

Subscription copies

People who stay outside the city of Jaipur & still want to be informed

about the happenings of Jaipur or Rajasthan can subscribe for this newspaper. They will

pay for the paper & also for the postage. Taking orders for subscription is not the work of the

time office. Only dispatching of the mails to the people who have their subscription is done

at the time office.

A part from this the time office under dispatch also takes care of letters. There are two types

of letters:

1. Envelope Closed

2. Book Post

Book post less as compared to envelope closed.

Free copies

There are some people to whom newspapers are sent without them being

charged for it. In other word they can be called complementary copies. These

complementary copies are sent to newspaper officials only outside jaipur. The receiver of

these copies neither pays for the paper nor does he pay for the postage.

[18]


19/90

Incomings mails

All the incomings mails are brought from the post office to the time office.

For the post of security: box no. is available.

Courier

The entire courier sent or received is recorded in a courier register. The entire in

the register is as follows

For incoming courier

For outgoing mails

There are six centers in the state of Rajasthan for Bhaskar. The courier that goes to

these places is fixed. And are usually the same always but the courier that has to go

states other than Rajasthan are different from the in state courier. Times are fixed for

the different dispatch to different places via different couriers. Taxies transport bulk

mails that have to go the center. The six centers are Ajmer, Shri Ganganagar,

Jodhpur, Bikaner and Jaipur.

[19]

S no. Date Courier Name No. To From Sign of the person

Of respect deptt.

S no. Date Sent from To Courier Sign


20/90

Vehicles

Bhaskar has a no. of vehicles for the staff that is of the use of people who do the

field job such as reporters, marketing personals, photographers etc. An application form is

brought from the department for which the vehicle is needed. The time office then looks in to

if there is any vehicle available and allots the vehicle to tem. Every vehicle has its own driver

put in his place. The time office also sees to the maintenance of the vehicle.

Procedure

The time office issues a form to the person who requires the vehicle. This

form is then duly signed by the Head of the department and brought back to the time office

where the vehicles are issued to the concerned person. In the form details like the driver of

the vehicles, the person going in the vehicles, time of departure, schedule etc. are to be

filled. The KM reading before the vehicle leave the campus is noted. This reading is again

noted when the vehicle is back from the trip. The meter readings are noted in three different

places.

1. Time office

2. Vehicle log book (in the vehicle)

3. Application form

Every vehicle has its own register in the time office; this is meant for the crosschecking of

the log book that is there in the vehicle, which is maintained by the driver.

[20]


21/90

Diversification of Bhaskar group:

Textile

Oil Extraction and Refining

FMCG

Cable TV

Family Entertainment

Art and Culture

Event promotion and Retail marketing

Education

FM Radio

Multi Media Desk

Real Estate

Shopping Mall

TEXTILE:

IN 1996, Bhaskar had diversified into textile and set up spinning unit at

Mandideep, near Bhopal, Dist. Raisen, MP in the name & style of M/s. Bhaskar Industries

Ltd. The business has since grown into an integrated source with spinning, weaving and

processing facilities that compare with the best in the world. The plant was awarded the

ISO 9002 certificate for total quality control in 2002 and Bhaskar Industries is now a

significant player in Indias textile sector.

[21]

INTRODUCTION TO THE ORAGANIZATION


22/90

OIL EXTRACTION & REFINING

Bhaskarexxols Ltd.

Sharda Solvents Ltd.

Solvent extraction and oil processing activity commenced with Soya processing. It now

includes edible oil refining and processing of vanaspati ghee as well. Distributed locally

Bhaskar oil is now a significant local brand.

ART& CULTURE :

Abhivyakti

Abhivyakti is the cultural arm and nonprofit center sponsored by the Bhaskar group. It

provides aspiring artists of all age groups with instruction and facilities to develop and

project their talent. Abhivyakti functions like an event management organization focused on

establishing a platform for artists to learn and perform.

FMCG :

BhaskarVenkatesh Ltd.

Engaged in the marketing of salt.

CABLE TV :

BhaskarMultinet Ltd.:

In Manipur, Indore, Mhow, Mandsaur, Jabalpur, Ajmer & Bhopal cities with 7 mass interest

channels. Covers total universe of 12 lakh households (population 50 lakh) and a C&S

household population of over 5 lakh. The group is having its own well equipped studio withall modernized equipments. This is the First network in India using digital network.

[22]


23/90

FAMILY ENTERTAINMENT :

The family entertainment center set up by Bhaskar group

at Gwalior situated in the heart of the city, the 15 acre complex is the only recreation

center in the town. Sun City brightens visitors experience with a blaze of cheery leisure

options including food courts, a shopping mall, virtual and live shows, celebrity shows,

adventure rides, boating and 3D cinema.

SUN CITY

EDUCATION :

The Sanskar valley school, Bhopal.

Bhaskar group has a mission of presenting Bhopal has a quintessential center of education.

This zeal and passion conceptualized into founding of The Sanskar valley school a co-

educational, day boarding cum residential, KG to class XII School. The school is spread

over a picturesque area of 37 acres. The school is affiliated to the ICSE board. Bhaskar

group is making The Sanskar valley school the destination of choice for all those who care

about education.

[23]


24/90

FM RADIO :

One of the most exciting and the fastest growing brand in FM radio space is 94.3. MY FM is

the FM radio station network of Synergy Media Entertainment Ltd, SMEL- a wholly owned

company of The Bhaskar group.

MULTIMEDIA DESK:

I MEDIA CROP. Ltd (IMCL)

IMCL has acquired a short code 54567 to conduct various activities mentioned as under:-

Make Newspaper interactive

Public demand in interactive ADVT.

Latest score

Subscription services

Snap pools

Horoscope

Locality sale

Weekend planning

[24]


25/90

Contests

[25]


26/90

REAL ESTATE:

Aditya Avenue, Bhopal

Sunrise of a new lifestyle

Independent villas

Well designed campus with beautiful landscape

100% power backup

Broadband internet connectivity in each villa

27000 sqft central park

Jogging track

Superstore

7.5 m paved internal road

SHOPPING MALL :

BHASKAR MALL

The first mall of the city spread over 5.9 acres of land with a GLA of approx 800000 sq. ft.

having a huge parking space.

One hypermarket on single level.

Three department stores.

Nine superstores and 90 vanilla stores.

11F&B outlets + 50400 sq. ft. food court.

Five screen, 1300 seat multiplex.

[26]


27/90

20,250 sq. ft indoor family entertainment center.

Growth & Development

Growth and Development at Bhaskar

Continuous development of employees is essential

for improving their performance at Bhaskar. The process is critical for attracting and

retaining a knowledgeable and skilled workforce. The purpose of the growth and

development policy is:

To promote a healthy sense of compensation as well as job satisfaction among.

To identify, train and develop competent personnel with growth potential and to

provide motivation for higher performance.

Foster a culture of learning within the organization.

Performance Appraisals:

Bhaskar believes in KRA (Key Result Area) mode of

evaluation. These KRAs are specific to the functional area and provided to each of the

employee and to the new employees on joining by their immediate senior. The KRAs are in

sync with the organizational goal, job responsibility and the performance expected from the

employee.

When is the appraisal carried out?

Appraisal is carried out on an annual basis in March and October for the financial year gone

by, or for the designated period on case to case basis. Employees joining Bhaskar are

informed of their appraisal period in their offer letter.

Example: for the employee joining 1stApril to 30th September 2010, the appraisal will be in

March 2011. On the other hand, for the employees joining between 1 st October 2010 to 31st

March 2011, the appraisal will be in October 2011 and then next in March 2010.

[27]


28/90

[28]


29/90

Who does the appraisal?

Appraisal is done by the immediate reporting designation. And any issue\disagreement is

resolved in discussion with the next senior level.

Career Development:

Bhaskar provides opportunities to its employees for participating

in activities which will enhance their specific job skills, their overall professional strengths,

and their personal development. This policy is applicable to all employees of Bhaskar at all

the locations.

Criteria used for nomination for training:

Training needs will be identified during the performance appraisal process by the appraisee

and appraiser. It may also be accomplished through training needs surveys undertaken by

the HR department from time to time. The criteria used for the nomination for training are:

Employees interest / self nomination (M3+).

Must be routed through the Department Head with justified reasons, cost details,

department head approval at least 15 days in advance to the date of training.

HR will revert within 3 days on the approval, excluding the day on which the

communication is received. Managers nomination to specific development areas.

Driven by the business need.

By the national vertical head, based on skill gap/performance management data.

State head/Unit head or HOD and corporate HR.

It must be ensured that the equal opportunity is provided to each deserving

employee.

[29]


30/90

Milestones:

2009

Inauguration of Bhaskar Print Planet at Changodar, Ahmadabad by NarendraModi,

chief minister, Gujarat, on November 13, 2009

Installation of KBA printing machines imported from Germany at Jaipur and

Ahmadabad facilities

Launch of DB Star Jodhpur editions on Aug15, 2009

2008

DainikBhaskar completes fifty glorious years as a leading Hindi publication

Business Bhaskar, a Hindi financial newspaper, was launched in Bhopal, Indore,

Raipur, New Delhi, Panipath, Jalandhar and Ludhiana with separate editions for

each of these cities

Launch of DainikBhaskar editions in Pali, Nagaur, Bhilai, Ratlam and Shimla

Launch of DNA in Jaipur as a franchise by DB Corp Ltd

Launch of editions of DB Star in Bhopal and Indore

MY FM consolidates its network with 17 radio stations in 7 states, across India

2007

Launch of DB Gold the first compact newspaper in Gujarati from Surat

Launch of DNA in Ahmadabad and Surat as a franchise by DB Corp Ltd

Launch of Young Bhaskar Magazine for children and Lakshya, a career magazine

MY FM enhances its reach to 14 cities across India

Launch of DainikBhaskars Ludhiana edition on Dec 15 Launch of DivyaBhaskarsBhuj edition on July 30, making it the only Gujarati

newspaper with seven editions in Gujarat

Launch of DivyaBhaskars Rajkot edition on Nov 01

2006

[30]


31/90

Entry in Punjab with launch of Amritsar and Jalandhar edition on Oct 08

2005

Inception of DB Corp Ltd, pursuant to the demerger of publishing business of Writers

and Publishers Limited (WPL)

The DainikBhaskar group won license from Ministry of Information and Broadcasting

for launch of radio business, through their subsidiary, Synergy Media Entertainment

Ltd (SMEL), in seventeen stations, in the name of MY FM

AHA! Zindagi magazine launched in Gujarati language

IMCL, a new web media company was formed as a subsidiary of DB Corp

2004

Launch of new Hindi magazine, AHA! Zindagi, the first of its kind on lifestyle and

positive thinking

In their first merger and acquisition, the DainikBhaskar group acquired

SaurashtraSamachar the sixty years old, largest circulated daily newspaper of

Saurashtra

Launch of DivyaBhaskars Baroda edition on Sept 12

Initiated presence in Maharashtra with the launch of DivyaBhaskars Mumbai edition

in July

Launch of DivyaBhaskarsSurat edition on March 28

2003

Launch of DivyaBhaskar from Ahmedabad on June 22. This was the biggest launch

of any new edition, across languages, across territories in India where the daily was

launched with 4,52,000 copies on day first and became the leading publication in

Ahmadabad city

2001

DainikBhaskar Group further consolidated its position by launching Faridabad

edition, in Haryana state, after two editions from Panipat and Hisar

[31]


32/90

2000

DainikBhaskar group expands presence to Haryana state on June 04, by launching

Panipat and Hisar editions

Launch of DainikBhaskars Chandigarh edition on May 07

1999

Launch of DainikBhaskars sixth edition of Rajasthan from Kota city, the educational

hub of the country.

1998

Launch of DainikBhaskars fifth edition of Rajasthan from Udaipur on May 31

1997

Launch of DainikBhaskars fourth edition of Rajasthan from Bikaner on Oct 16

Launch of the third edition in Rajasthan from Jodhpur on Aug 03

Launch of the second edition in Rajasthan from Ajmer on April 06

1996

Launch of DainikBhaskars Jaipur edition in Rajasthan on Dec 19. This development

marked a critical point for the company, which significantly altered the strategic

direction and growth plans of the company

1995

Dainik Bhaskar emerged as the number one newspaper in Madhya Pradesh and

was declared the fastest growing daily in India, by the Readership Survey

1993

Launch of Dainik Bhaskars Bilaspur edition on September 20

[32]


33/90

1988

Launch of Dainik Bhaskars Raipur edition

1983

Launch of Dainik Bhaskars Indore edition - the first and biggest move outside home

town of Bhopal on March 05

1981

Dainik Bhaskars Bhopal edition became the largest news paper of Bhopal City

1977

Indias one of first web offset machine got installed at Dainik Bhaskar for Bhopal

edition, against uniform prevalent practice of rotary machine

1958

Dainik Bhaskar launches its first edition in Bhopal on August 13

Title Of The Project :-

Stress Management of Dainik Bhaskar at Jaipur.

Duration Of The Project :-

Duration is from 15th MAY 2011 to 30th JUNE 2011

[33]

RESEARCH METHODOLOGY


34/90

Objective of the Study :-

Stress is a dynamic condition in which an individual is confronted with an opportunity,

demand or resource related to what the individual desires and for which the outcome is

perceived to be both uncertain and important. This is a complicated definition.Stress is not necessarily bad in and of itself. Although stress is typically discussed

in a negative context, it also has a positive value. Its an opportunity when it offers potential

gain. Consider for example, the superior performance that an athlete or stage performer

gives in clutch situations. Such individuals often use stress positively to rise to the

occasion and perform at or near their maximum. Similarly, many professionals see the

pressures of heavy workloads and deadlines as positive challenges that enhance the

quality of their work and the satisfaction the get from their job.Like "stress reactions", "relaxation responses" and stress management techniques

are some of the body's important built-in response systems. As a relaxation response the

body tries to get back balance in its homeostasis. Some hormones released during the 'fight

or flight' situation prompt the body to replace the lost carbohydrates and fats, and restore

the energy level. The knotted nerves, tightened muscles and an exhausted mind crave for

looseness. Unfortunately, today, we don't get relaxing and soothing situations without

asking. To be relaxed we have to strive to create such situations.

This research is to carry out the study that how much stressed the employees of the banks

are and how do their stress affect their work life, social life, output etc. so a sample of 14 to

15 employees are selected from all the three banks for the research of stress among them.

Types Of Research :-

Sampling Frame: The list of sampling units from which sample is taken is called

sampling frame. Jaipur City map was studied thoroughly and samples were selected

from the place in a scattered manner to get effective result.

Sample Size and method of selecting sample :-

I have taken the sample of 50 employees from three different organization of Jaipur. All the

employees were of the same designations.

[34]


35/90

Reason:As we find the employees of the bank to be more stressful as more and more

employees are taking VRS and are dismissed because of inflation. I have selected only

those three banks which are affiliated to the public and are specialized in consumer needs

fulfillment.

It is incumbent on the researcher to clearly define the target population.

There are no strict rules to follow, and the researcher must rely on logic and judgment. The

population is defined in keeping with the objectives of the study.

Usually, the population is too large for the researcher to attempt to survey all of

its members. A small, but carefully chosen sample can be used to represent the population.

The sample reflects the characteristics of the population from which it is drawn.

Sampling methods are classified as either probability or non probability. In

probability samples, each member of the population has a known non-zero probability of

being selected. Probability methods include random sampling, systematic sampling, and

stratified sampling. In non probability sampling, members are selected from the population

in some nonrandom manner. These include convenience sampling, judgment sampling,

quota sampling, and snowball sampling. The advantage of probability sampling is that

sampling error can be calculated. Sampling error is the degree to which a sample might

differ from the population. When inferring to the population, results are reported plus or

minus the sampling error. In non probability sampling, the degree to which the sample

differs from the population remains unknown.

Random sampling is the purest form of probability sampling. Each member of the

population has an equal and known chance of being selected. When there are very

large populations, it is often difficult or impossible to identify every member of the

population, so the pool of available subjects becomes biased.

Systematic sampling is often used instead of random sampling. It is also called an Nth

name selection technique. After the required sample size has been calculated, every Nth

record is selected from a list of population members. As long as the list does not contain

any hidden order, this sampling method is as good as the random sampling method. Its

[35]


36/90

only advantage over the random sampling technique is simplicity. Systematic sampling

is frequently used to select a specified number of records from a computer file.

Stratified sampling is commonly used probability method that is superior to randomsampling because it reduces sampling error. A stratum is a subset of the population that

shares at least one common characteristic. The researcher first identifies the relevant

stratums and their actual representation in the population. Random sampling is then

used to select subjects from each stratum until the number of subjects in that stratum is

proportional to its frequency in the population. Stratified sampling is often used when

one or more of the stratums in the population have a low incidence relative to the other

stratums.

Convenience sampling is used in exploratory research where the researcher is

interested in getting an inexpensive approximation of the truth. As the name implies, the

sample is selected because they are convenient. This non-probability method is often

used during preliminary research efforts to get a gross estimate of the results, without

incurring the cost or time required to select a random sample.

Judgment sampling is a common non-probability method. The researcher selects the

sample based on judgment. This is usually an extension of convenience sampling. For

example, a researcher may decide to draw the entire sample from one "representative"

city, even though the population includes all cities. When using this method, the

researcher must be confident that the chosen sample is truly representative of the entire

population.

Quota sampling is the non-probability equivalent of stratified sampling. Like stratified

sampling, the researcher first identifies the stratums and their proportions as they are

represented in the population. Then convenience or judgment sampling is used to select

the required number of subjects from each stratum. This differs from stratified sampling,

where the stratums are filled by random sampling.

Snowball sampling is a special non-probability method used when the desired sample

characteristic is rare. It may be extremely difficult or cost prohibitive to locate

[36]


37/90

respondents in these situations. Snowball sampling relies on referrals from initial

subjects to generate additional subjects. While this technique can dramatically lower

search costs, it comes at the expense of introducing bias because the technique itself

reduces the likelihood that the sample will represent a good cross section from the

population.

Scope of Study

The Stress Management policy covers all Services of the Council and as such is the

responsibility of all Elected Members, Directors, Area Managers, Service Managers

and any employee in a supervisory role.

To manage stress effectively, managers will promote and maintain systems of

management and behavior at work consistent with the principles of this policy and of

the various strategies outlined in the section on management interventions.

The Occupational Health Adviser, who is in the Health and Safety Team, is available to

all employees of the Highland Council. The Service is confidential and information will

only be divulged with the consent of the individual concerned. However in certain

circumstances the Occupational Health Adviser, with the knowledge of the employee,

will advise on employment issues e.g. ability to carry out their normal range of duties.

The Occupational Health Adviser will encourage and support activities which promote

good health and a healthy lifestyle.

Employees also have a responsibility and will be expected to co-operate in the

implementation of the Council's Stress Management policy, and to report matters of

concern relating to health and safety, including stress at work, to an appropriate

manager/supervisor.

[37]


38/90

Limitations of Study

Non-availability of the respondents due to their busy schedule.

Biasness and non seriousness of the respondents while filling the questionnaire.

Certain questions were straight and respondents were resistant to answer them.

The sample size was not sufficient.

Certain questions were framed only to form the background of other questions & to

create the interest of the respondents.

[38]


39/90

FACTS & FINDINGS

It is analyzed from the questionnaire filled by the employees that the employees who have

scored more than 20 marks in the burnout test are not satisfied with the performance which

they give in the organization. Thus it is proved that the employees who are desired to give

better performance than their original performance are found more stressful than the others.

While at the same time the employ that have scored less than 40 marks in the burnout test

are satisfied with the performance. From the sample of 50 employees who have been

surveyed, one is found to be a heart patient. This can be because of high level of stress.

Very rare of the employee are to be found suffering from depression. It is

proved from the survey that the employees who have scored more than 45 marks in the

burnout test are concern about the opinion of their colleagues and the employees who got

less than 45 marks do not mind about their colleagues opinion. Thus it is proved that the

colleagues opinion also play a lead role in the increase and decrease of the stress level.Those who mind about their colleagues opinion are found to be more stressful.

The employees who have scored 48-49 marks in the burnout test dont believe

in sharing their problems with their spouse or friend or any closed one. Thus we can say

that sharing your problems with your spouse or close friends is a better idea to reduce

stress.

In the second questionnaire one of the question was You have an important

function at your home and your boss asks to give a 4 hour over time what will be your

response Yes or No? the employees have given their opinion as per their mood.

[39]


40/90

While considering the point of view of entertainment it depends upon the mood of the

employees. The entertainment is considered one of the most ultimate solutions to reduce

stress. Most of the employees do not spend regular time in entertainment. This may be

because they may not be getting time for entertainment or they may not be interested in the

same.

One of the questions was asked that were their social life balanced? It is

observed that the employees who have scored above 40 marks in the burnout test did not

have their social life balanced. Thus we can conclude that the employees who are above 40

dont have their social life balanced. Thus it is proved that stress may affect our social life

also.

The employees were asked whether they plan their work or not, moderate

answers were given. The employees scoring more than 45 marks were not found their work

planned. Thus the employees who plan their work have scored below 45 marks in the

burnout test except some cases as there are always some drawbacks in making plan.

Failure of a plan may also lead a person to stress. Thus we can conclude that planning of

the work may help to reduce stress level.

Most of the employees who have scored more than 40 marks fear about their

quality of work they give. This aspect is not dependent of the burnout level. This aspect

depends upon the dedication of work. So it is meaningless to compare this question with

the burnout test.

A question was asked that weather you get stressed at the non-achievement of

their target? All the employees have responded positively. But this is not concern with the

burnout score. From this we can conclude that all the employees are given achievable

target and naturally by the non-achievement of the target all the employees may get

stressed. One of the other possibilities is that the employees have responded positively to

show themselves to be good.

[40]


41/90

The employees having more than 30 marks in the burnout test says that they

are under stress. Out of 50 employees of the sample 40 of the employees accepted that the

reason for their stress is workload. 40 employees are not stressed because of the workload

but because of their family problem. 30 of the employees are not suffering from stress. 44

employees out of 40 employees who are stressed feel stressful when their boss scolds

them while 46 employees refused that they are not stressed because their boss scolds

them. All the 50 employees have accepted that they try to find the solution of their stress.

40 employees out of 50 employees practice yoga to reduce their stress and the other 40

employees dont practice yoga. The burnout scores of the employees who practice yoga

are either more than 45 or less than 40. Thus we can conclude that the employees have

reduced their stress by yoga therapy and other employees have just started the yoga

because of high level of burnout

The above analysis is done by the data received from the questionnaire. So the

accuracy of data depends upon the response of the employees.

[41]


42/90

ANALYSIS AND INTERPRETATION

A TABLE SHOWING THE FEELING OF THE PHYSICAL WORKING CONDITIONOF THE ORGANIZATION

A CHART SHOWING THE FEELING OF THE PHYSICAL WORKING CONDITIONOF THE ORGANIZATION

[42]

Option No. Of Respondents Percentage

Highly Satisfied 12 24%

Satisfied 9 18%

Neutral 14 28%

Dissatisfied 7 14%

Highly Dissatisfied 8 16%

50 100%


43/90

Inference: 24% feel Highly Satisfied about the working condition of the organization, 18%

feel Satisfied, 28% feel Neutral, 14% feel Dissatisfied and 16% feel Dissatisfied about the

working condition of the organization.

A TABLE SHOWING THE FEELING OF THE PSYCHOLOGICAL WORKING CONDITION

OF THE ORGANIZATION

A CHART SHOWING THE FEELING OF THE PSYCHOLOGICAL WORKINGCONDITION OF THE ORGANIZATION

[43]


Highly Amicable 8 16%

Cordial 5 10%

Neutral 11 22%

Strained 21 42%

Very Poor 5 10%

50 100%


44/90

Inference-16% of the respondents feel that the psychological working condition of the

organization is highly amicable, 10% of the respondents feels that the psychological

working condition of the organization is cordial, 22% feels it is neutral, 42% of the

respondents feels that the psychological working condition of the organization is strained,

and the rest 10% feels it is very poor.

A TABLE SHOWING THE WORK LOAD

[44]


Strongly Agree 22 44%

Agree 10 20%

Undecided 9 18%

Strongly Agree 5 10%

Disagree 4 8%

50 100%


45/90

A CHART SHOWING THE WORK LOAD

Inference- 44% of the respondents strongly agree that they are overloaded with work, 20%

agree that they are overloaded with work, 18% are neutral to the said issue, 10% strongly

disagree and 8% disagree that they are overloaded with the work.

A TABLE SHOWING NO.OF LEAVE IN THE ORGANIZATION

[45]


46/90

A CHART SHOWING NO.OF LEAVE IN THE ORGANIZATION

[46]


Physical 18 36%

Mental 18 36%

Both 14 28%50 100%


47/90

A TABLE SHOWING THE KIND OF STRESS YOU SUFEER IN YOUR JOB

A CHART SHOWING THE KIND OF STRESS YOU SUFEER IN YOUR JOB

[47]


Physical 18 36%

Mental 18 36%

Both 14 28%

50 100%


48/90

Inference: 36% say that they suffer from physical stress from their job.36% say that they

suffer from mental stress from their job and 28% say they suffer from both mental and

physical stress from their job.

A TABLE SHOWING THE LEVEL OF STESS YOU FEEL IN THE JOB

A CHART SHOWING THE LEVEL OF STESS YOU FEEL IN THE JOB

[48]


Very High 20 40%

High 15 30%

Moderate 6 12%

Low 4 8%

Very Low 5 10%

50 100%


49/90

Inference: 40% of the employees feel that stress in their job is very high, 30% people feelthat stress in their job is high, 12% feel it is moderate, 8% feel that stress in their job is lowand 10% feel that stress in their job is very low.

A TABLE SHOWING KIND OF STRATEGIES WHICH PEOPLE IN THE JOB HAVE TOTAKE

[49]


Exercise 10 20%

Meditation 15 30%

Listening Music 16 32%

Take a walk 7 14%

Spend time with children 2 4%

50 100%


50/90

A CHART SHOWING KIND OF STRATEGIES WHICH PEOPLE IN THE JOB HAVE TOTAKE

Inference: 20% said that exercise is a good strategy to reduce stress, 30% saidthat meditation is a best strategy, 32% said that listening to music is a better way to controlstress, 14% said it is walking, 4% say spending time with children.

A TABLE SHOWING THE COMPANY-WIDE PROGRAMS THAT COULD BE ADAPTED

TO MANAGE STRESS

[50]


51/90

A CHART SHOWING THE COMPANY-WIDE PROGRAMS THAT COULD BE ADAPTED

TO MANAGE STRESS

Inference: 24% say employee counseling is the best program that could be adapted tomanage stress, 32% say training and development program is the best program that could

[51]


Employee Counseling 12 24%

Training & Development

Program

16 32%

Autonomous Work Groups 5 10%

Health Groups 7 14%

Transport Subsidy 10 20%

50 100%


52/90

be adapted to manage stress, 10% autonomous work groups is the best program that couldbe adapted to manage stress, 14% say health clubs is the best program that could beadapted to manage stress and 20% say health clubs is the best program that could beadapted to manage stress.

A TABLE SHOWING LEVEL OF STRESS IN THE ORGANIZATION

A CHART SHOWING LEVEL OF STRESS IN THE ORGANIZATION

[52]


Very Heavy 11 22%

Heavy 11 22%

Normal 14 26%

Low 13 28%Very Low 1 2%

50 100%


53/90

Inference: 22% of the respondents feel that they experience very heavy stress in the

organization, 22% told that it is heavy, for 28% the stress level is normal, for 26% it is low

and for the rest 2% of the respondents the level of the stress is very low.

A TABLE SHOWING EXCEED TO TIME AVAILABLE IN THE ORGANIZATION

[53]

Option MANAGER EMPLOYEE

YES 18% 22%

NO 32% 28%

50% 50%


54/90

A CHART SHOWING EXCEED TO TIME AVAILABLE IN THE ORGANIZATION

[54]


55/90

A TABLE SHOWING PERFORMANCE IN THE ORGANIZATION

A CHART SHOWING PERFORMANCE IN THE ORGANIZATION

[55]

Option MANAGER EMPLOYEE

Always 18% 18%

Sometime 14% 24%

Rarely 18% 8%

50% 50%


56/90

SITUATION RESPONSIBLE FOR LACK OF INTEREST AT WORK IN THE

ORGANIZATION

There is,

[56]


A 4 8%

B 7 14%

C 4 8%

D 4 8%

E 5 10%

F 5 10%

G 5 10%

H 4 8%

I 6 12%

J 6 12%


57/90

A- Improper lighting

B- Lack of communication

C- Noise

D- Low morale

E- Poor infrastructure

F-Lack of responsibility

G-Unsatisfied working condition

H-Indiscipline

I- Delayed decision

J-Lack of proper communication

SITUATION RESPONSIBLE FOR LACK OF INTEREST AT WORK IN THE

ORGANIZATION

[57]


58/90

A TABLE SHOWING THE GROWTH OF STRESS ALONG WITH THE RESPONSIBILITYLEVEL

[58]


59/90

A CHART SHOWING THE GROWTH OF STRESS ALONG WITH THE RESPONSIBILITYLEVEL

Inference-50% people say that the stress grows along with the responsibility level 50% it is

not.

[59]


YES 25 50%

NO 25 50%

50 100%


60/90

A TABLE SHOWING YOUR SATISFACTION LEVEL IN THE CURRENT JOB

A CHART SHOWING YOUR SATISFACTION LEVEL IN THE CURRENT JOB

[60]


Highly Satisfied 13 26%

Satisfied 14 28%

Natural 13 26%

Dissatisfied 5 10%

Highly Dissatisfied 5 10%

50 100%


61/90

Inference - 26% are highly satisfied with their current job.28% are satisfied, 26% areneutral on the issue, 10% are dissatisfied by the current job. 10% are highly dissatisfiedwith their job.

A TABLE SHOWING NECESSITY OF STRESS MANAGEMENT PROGRAMME

A TABLE SHOWING NECESSITY OF STRESS MANAGEMENT PROGRAMME

[61]


YES 30 60%

NO 20 40%50 100%


62/90

Inference: 60% of the respondents feel that stress management programmed is useful forthe organization; rest 40% of the respondents feels it is not required.

SWOT

STRENGTH:

The capabilities, Resources and Advantages of an organization.

WEAKNESS:

[62]


63/90

Things the organization is not good at, areas of resource scarcity and

areas where the organization is vulnerable.

OPPORTUNITY:

The good opportunities open to the organization, which perhaps exploit

its strengths or eliminate its weaknesses.

THREATS:

Things that can damage the organization, perhaps as people exploit its

limitations or as its environment changes.

The Stress SWOT tool is a variant of this technique, focused on helping you to

understand your unique strengths and weaknesses in the way you manage stress. It

also helps you to identify the resources you have available to you, and points out the

consequences of managing stress poorly.

CONCLUSION

1. Stress arises due to Workload, change in Organizational Policies, Structure,

Process, Duties and Conflict.

[63]


64/90

2. Effect of stress on organization decreases in employers performance, development

of negative thinking in employees.

3. Dainik Bhaskar is a number one newspaper in industry.

4. Various major individual copying strategies to solving stress in employees.

The present study was conducted at Dainik Bhaskar in Jaipur. The Aim was to find the

stress levels, personality type of the employees. This was done using a detailed

questionnaire. The study revealed that fall under low stress category only a small

percentage ishighly stressed & needed prevailing in the organization to someextent.At the

end of the study, we can conclude that through there are signs of stress among the

employees & such stress is affecting their behaviors, it can be controlled & reduced

effectively. This can be done by giving counseling & incorporating the suggestions given

here in at individual & organization level.

STRESS MANAGEMENT

[64]
http://groups.yahoo.com/subscribe/lovebeats


65/90

One of the greatest problems faced by people today is stress. Even successful people who

seem to have their lives in order are afflicted by stress related problem. To show you how

great a problem it has became in the unites states in the last 100years, all you need to know

is that century, the top ten killers of people in the u.s. ,where all infectious diseases. In the

1990s, the top ten killers are all stress- related diseases.

In India, the statistics show, the rate of people suffering from the heart-related problem has

gone up nine times within the last four decades. Although there is absolutely no doubt that

stress is killing many people, disabling many more and costing industry crores of rupees

every year, it is these environmental changes that have made stress more pronounced.These days stress is ubiquitous. None can escape stress. As a matter of fact stress has its

origin in the body chemistry which has remained unchanged since the man came in the

earth.

In todays context, stress is a costly business expense that affects both employee health

and company profiles. Stress is not necessary bad in and of itself. Although stress is

typically discussed in a negative context, it also has a positive value. Its an opportunitywhen it offers potential gain. Consider, for example, the superior performance that an athlete

or stage positively to rise to the occasion and perform at or near their maximum. Similarly,

many professionals see the pressures of heavy workloads and deadlines as positive

challenges that enhance the quality of their work and the satisfaction they get form their job.

Background of stress

The theory of General Adaptation Syndrome states that when an organism is confronted

with a threat, the general physiological response occurs in three stage viz. alarm reaction,

resistance reaction and state of exhaustion.

There are three stages:-

1. Alarm reaction

2. Resistance reaction

3. Stage of exhaustion

[65]


66/90

1. Alarm Reaction

The first stage includes an initial Shock phase in which resistance is lowered, and a

counter shock phase in which defensive mechanism become active. Alarm reaction is

characterized by autonomous excitability; and adrenaline discharge; increased heart rate;

muscle tone, and blood content; and gastro-intestinal ulceration. Depending on the nature

and intensity of threat and the conditions of the organism the severity of the symptoms may

differ from a mild invigoration to disease of adaptation.

2. Resistance Reaction

The second stage maximum adaptation occurs during this stage. The bodily signs of alarm

reaction disappear. Resistance increases to levels above normal. If the persists, or the

defensive reaction proves ineffective, the organism deteriorates to the next stage.

3. State of Exhaustion

Adaptation energy is exhausted, signs of alarm reaction reappear, and resistance level

begins to decline irreversibly the organism collapses.

Level of Resistance

One of the major shortcomings of this theory is that the related research was carried out on

animals where the stressors are usually physical or environment and this is not always the

case in relation to human organism. The concept of general adaptation syndrome is,

therefore, not given weight age in the present days. Present day human is being

[66]


67/90

compressed by stresses from various sources such as his own psychological and physical

make up; the familiar demands, the social demands, the demands of the job etc.

Whenever a superior scold a subordinate, the latters body chemistry acts in the same way it

did in the cave man when he was threatened by a tiger. Even all his body functions race up

to meet the emergency. However, physical emergency there is none. This additional burst of

energy is not only useless for him but is harmful. He can neither fight physically with the

superior nor leave the place of work. The adrenaline is metabolized. These metabolic

changes act on various balancing and self-correcting mechanisms of the body. The result is

the psychosomatic diseases.

What is Stress?

Stress is basically the impact of one object on another as per medical explanation; the term

stress is the bodys general response to environment situation

Excessive stress is a negative & unpleasant, condition which may be experienced when a

person perceives that she/he is unable to meet the demands and pressures that are placed

upon then.

Stress is the "wear and tear" our bodies experience as we adjust to our continually changing

environment; it has physical and emotional effects on us and can create positive or negative

feelings. Stress is an adaptive response mediated by individual characteristics and

[67]


68/90

psychological processor that is a consequence of any external action, situation or event that

places special physical and psychological demand upon a person.

According to Behr & Newman

Job stress is a conditions arising from the interaction of people

& their jobs and characterized by changes within people that forces them to deviate from

their normal functioning. Stress is takes as an adaptive response to external factor that

result in to physical, psychological and behavioral deviations in an individual.

Causes of Stress

There may be number conditions in which people may feel stress. Conditions that tend to

cause stress are called stressors. Although even a single stressor may cause major stress,

like death of near one, usually stressors combine to press an individual in a variety of ways

until stress develops. Various stressors have been presented in this figure.

[68]

Individual stressors

Life and career changes

Personality type

Role characteristics

Organizational stressors

Organization policesOrganizational structure

Organizational processes

Ph sical condition

Extra organizational

stressors

Social changesTechnological changes

Community conditions

Economic condition

IndividualStress


69/90

1. 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. There are several such

events which may work as stressors. These are life and carrier changes, personality type,

and role characteristics.

2. GROUP STRESSORS. ----

Group interaction affects human behavior. Therefore, there may be some

factor in group processes which act as stressors.

3. ORGANISATIONAL STRESSORS ---

An organizational is composed of individuals and group stressors

may also exist in organizational context. However, there are macro level dimensions of

organizational functioning which may work as stressors.

4. EXTRA ORGANISATIONAL STRESSORS ----

Since an organization interacts continuously

with its environment, event work performance. Thus, poor physical conditions also work

as stressors. Thus, social and technical changes, economic and financial conditions, social

class conflicts, community conditions, etc.

[69]

Group stressors

Group cohesiveness

Social support

Conflict


70/90

Effects of Stress

Generally, stress is considered to be negative, there by meaning that it has negative

consequences. However, stress has neutral connation: it is only the degree of stress which

produces positive or negative consequences. From this point of view, stress can be

classified as Eustress or distress.

Eustress: -

Eustress denotes the presence of optimum level of stress in an individual

which contributes positively to his performance to new and better ways of doing their jobs. Incertain jobs, such as sales, creativity (journalism, radio/ television announcement. Where

time pressure is significant). A mild level of stress contributes positively to productivity.

Distress: -

Distress denotes the presence of high of stress in an individual which affects job

performance adversely and creates many types of physical, psychological, and behavioralproblems.

Emotional Effects of Stress

[70]


71/90

0%

28%24%

36%

8%

4%

0%

5%

10%

15%

20%

25%

30%

35%

40%

SuicidalDepressed

Isolated/Alone

None of these

Dont know

refused

LEVEL OF STRESS & PERFORMANCE

[71]


72/90

Level of stress associated with different jobs

Too much work stress --------

Feel overworked 54%

Are overworked by workload 55%

Lack time for reflection 59%

Dont have time to complete tasks 56%

Must multi task too much 45%

At the optimum level of stress, the performance is maximum. It lowers in the case of very

low level stress. Though optimum level of stress may be different for different individuals,each individual can determine how much stress is functional for him to operate in a

productive manner High level of stress cause physical, psychological, and behavioral

problem.

CONSEQUENCES OF STRESS

[72]


73/90

Stress shoes itself the number of ways. For instance,

an individual who is experiencing a high level of stress may develop high blood pressure,

ulcers, irritability, difficulty in making routine decisions, loss of appetite, accident-

proneness, and the like. These can be subsumed under three general categories:

Psychological and behavioral symptoms.

1. Physiological Symptoms- Most of the early concern with stress was directed at

physiological symptoms. This was predominantly due to the fact that the topic was

researched by specialists in the health and medical science. This research led to the

conclusion that stress could create changes in metabolism, increase heart and

breathing rates, increase blood pressure, bring on headaches, and induce heart attacks.

The link between stress and particular physiological symptoms is not clear. There are

few, if any consistent relationships. This is attributed to the complexity of the symptoms

and the difficulty of objectively measuring them. But of greater relevance is the fact the

physiological symptoms have the last direct relevance to students of OB. Our concern is

with attitudes and behaviors. Therefore, the two other categories of symptoms are more

important to us.

2. Psychological symptoms- Stress can cause dissatisfaction. Job-related

dissatisfaction. Job dissatisfaction, in fact, is the simplest and most obvious

psychological effect of stress. But stress shows itself in other psychological states- for

instance, tension, anxiety, irritability, boredom, and procrastination.

The evidence indicates that when people are placed in jobs that make multiple and

conflicting demands or in which there is a lack of clarity about the incumbents duties,

authority, and responsibilities, both stress and dissatisfaction are increased. Similarly,

the less control people have over the pace of their work, the greater the stress and

dissatisfaction. While more research is needed to clarify the relationship, the evidence

suggest that jobs that provide a low level of variety, significance, autonomy, feedback,

and identity to incumbents create stress and reduce satisfaction and involvement in the

job

3. Behavioral symptoms- Behavior-related stress symptoms include changes in

productivity, absence, and turnover, as well as changes in eating habits, increasedsmoking or consumption of alcohol, rapid speech, fidgeting, and sleep disorders.

[73]


74/90

There has been a significant amount of research investing the stress performance

relationship. The most widely studied pattern in the stress- performance literature is the

inverted-u relationship.

4. Burnout- burnout is a syndrome where a person breaks down physically and

emotionally due to continuous over- work over a long period of time. The human body

cannot instantly rebuild its ability to cope with stress once it is depleted. As a result,

people become physically and emotionally weakened from trying to combat it. They

become detached from their jobs and feel unable to accomplish their goals. Burnout is a

slow process and goes through the following stages:

1. Stage of job contentment- enthusiasm to work with high energy level and

Positive attitudes.

2. Stage of fuel shortage- experiencing mental fatigue, frustration, disillusionment,

and low morale.

3. Stage of withdrawal and isolation- avoiding contact with co-worker, showing anger,

negativism, and emotion disturbances.

4. Stage of crisis- very low self-esteem, cynicism, and negative feeling.

5. Stage of final breakdown- alcoholism, drug addition, suicidal tendency, and heart

attacks.

5. Rust out Rust out is a syndrome where a person is chronically under- worked and his

skills are under- utilized in performing the job. This syndrome is a problem for

employees. Like a rusting tool, there is continuous erosion in employees and over the

period of time, they become useless. Rusting in employees occurs in two situation-

sidelined and misemployment. In sidelining an employee is isolated by his superior

either due to lack of confidence, prejudices, or due to demonstrated misdeeds. In

misemployment, the employee is placed on a job which requires much lesser skills than

what he possesses.

Stress Management

[74]


75/90

High-level stress affects the individuals directly and through them, their families and

organization are also affected. Therefore, efforts should be made to overcome the

negative consequences of high stress.

Stress and Coping Mechanism

How Can we Manage Stress Better?

Identifying unrelieved stress and being aware of its effect on

our lives is not sufficient for reducing its harmful effects. Just as there are many sources of

stress, there are many possibilities for its management. However, all require work toward

change: changing the source of stress and/or changing your reaction to it. How do you

proceed?

The Major Individual Coping Strategies:-

[75]

Unable to cope Anxiety

Defensive

behavior

Adaptive

behavior

Stress

symptoms

Maladaptive

behavior

Individual dealing

with a demanding

environment


76/90

1. Physical exercise: - physical exercise is a good strategy to get body fit and to

overcome stress. Physical exercise of different types, such as walking, jogging,

swimming, playing, etc. is good methods of overcoming stress. The role of Yoga, a

scientific technique of physical exercise to keep body fit and to overcome stress.

2. Relaxation: - impact of stress can be overcome by relaxation. The relaxation can be a

simple one or some specific technique of relaxation, such as bio-feedback and

meditation. Meditation has been recognized as a powerful technique for reducing stress.

Whether a person takes easy one or specific relaxation technique, the intent is to

eliminate the immediately stressful situation or manage a prolonged stressful situation

more effectively.

3. Work-home transition: - work-home transition is also like a relaxation technique. In this

technique, a person may attend to less pressure inducing type or routine work during

the last30 or 60 minutes of work time. For insistence, during the last hour of work, the

person can review the days activities. List the priorities of the activities that need to be

attended to the next day. Thus, he can finish his days work and come back in relaxed

manner.

4. Cognitive therapy: - because of increasing stress, special psychologist has developed

cognitive therapy techniques. In these techniques, lectures and interactive discussion

session are arranged to help participation to :(1) recognize events at work and what

cognitions they elicit (2) become aware of the effect of such cognition on their

physiological and emotional responses (3) systematically evaluate the objective

consequences of events at work (4) replace self defeating cognitions that unnecessarily

arouse strain .

5. Networking: - Networking is the formation of close association

with trusted empathic coworkers and colleagues who are good listeners and confidence

builders such persons provide mental support to get the person through successful

situation.

ORGANIZATIONAL COPING STRATEGIES

[76]


77/90

Organizational coping strategy is more of proactive

nature, that is, they attempt at removing existing or potential stressors and prevent the

onset of stress of individual job holders. As discussed earlier, there are many

organizational stressors. Therefore, the organizational coping strategies revolve around

those factors, which produce or help producing stresses.

1. Supportive organizational climate. - Many of the organizational stressors emerge

because of faulty organizational processes and practice. To a very great extent, these

can be controlled by creating supportive organizational climate. Supportive organizational

climate depends upon managerial leadership rather than the use of power and money to

control organizational behavior.

2. Job Enrichment:-. A major source of stress is the monotonous and disinteresting jobs,

as discussed earlier, jobs can be enriched. Improving content factors, such as

responsibility, recognition, opportunity for achievement and advancement.

3. Organizational Role Clarity: - people experience stress when they are not clear about

what they are expected to do in the organization. This may happen because either thereis ambiguity in the role or there is role conflict. Such a situation can be overcome by

defining role more clearly. This helps to eliminate imposing unrealistic expectations on the

individual. Role ambiguity, role conflict, and role overlade can be minimized,

consequently leading to reduced stress.

4. Career planning and counseling:- Career planning and counseling help the employees

to obtain professional advice regarding career paths that would help them to achieve

personal goals. It also makes them aware of what additional qualification, training, and

skills they should acquire for career advancement. Various career planning and

counseling programmers for individuals go long way in providing them satisfaction and

reducing the stress.

5. Stress Control Workshops and employee Assistance Program: - The organizational

can hold periodical workshops for control and reducing of stress such workshops may

[77]


78/90

help individuals to learn the dynamics of stress and the method of overcoming its ill

effects.

The Nine Stress Management Tips:

1. Know what stresses you most. Not your co-worker, friend, husband, or wife. YOU!!

Get your feelings out. Write them out and describe each situation. Share all bad feelings

with a friend or in a journal. Before you can conquer your stresses you must know what is

stressing you.

2. Say no. Focus on your own goals, not your spouse's or parents'. You must know

yourself, your dreams, and your passions. If asked to chair another group or take on

another responsibility, look at your mission statement or goals for the day. If it is does not fit

it there say thank you but I just cannot. Saying no is one of the hardest things in life, but will

help make you a success in your chosen field.

3. Learn to relax. Work hard but know when to take time off to be with the family, go to the

beach, or read a book. Work all day if you must but when you get home play, watch

cartoons, or tell your child a story. This allows stress tension to go away and helps you

calm the heart's pace and digest food normally, and protect your immune system. Learn to

meditate and take deep breaths to calm down.

4. Eat healthy. Eat less junk food and more fruit and vegetables for an amazing overall

lowering of stress levels. We can actually lower the amount of the bad stress hormone,

Cortical, by taking vitamins. Take those vitamin pills daily.

5. Keep laughing. Keep a sense of humor. Studies show a good attitude helps lower

cancer rates, makes surgery more effective, and keeps a relationship together through

[78]
http://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeatshttp://groups.yahoo.com/subscribe/lovebeats


79/90

hard times.

6. Ask yourself WHY. Why are you doing this? Write down your wants, needs, goals,

hopes, and dreams. Does what you are doing now help you get fulfill any of these things?

What is your motivation? The more you understand why you doing what you are doing the

less stress you will have. If you cannot come up with a good reason, then stop doing it.

Facilities required in organization

Proper planning should be there.

Better infrastructure should be there.

Healthy working environment should be provided.

Working privacy with sitting arrangement can be created.

System support should be given.

Training should be important.

Working management (working schedule)

Handling of work pressure

Relaxing hours should be given.

Morale responsibility should be taken.

Relaxation room should be arranging.

Communication should be clear.

Up gradation of staff

Refreshment arrangements should be made.

Technically soundness, feedback for employees,

motivation problems should be workout.

Leave encashment should be given time to time.

[79]


80/90

RECOMMENDATION AND SUGGESTIONS

RECOMMEDATION

The following five recommendations to reduce workplace stress are offered as a

beginning step.

1. Clarify:

Be sure each employee has a job description, and fully understands everything

on it. If you are the employee, request a job description. Know WHO is responsible for a

task, and WHAT the task is, and you will reduce workplace stress.

2.Control:

Give employees as much control as possible, since control directly impacts

reactions to high stress situations. An employee who is allowed, within reason, to control

his or her workflow will be much more able to handle workplace stress.

3.Communicate:

Make communication easy among workers. Employees and employers alike

should be comfortable with conversations about positive and negative situations.

Comfortable communication on small matters can lead to communication on workplace

stress, thereby reducing the problem.

4.Condition:

Physical exercise is an essential recommendation to reduce workplace stress. If

you are an employee, recommend this to your boss. If you are the boss, recommend it to

employees. Then take action to be sure there is a TIME and a PLACE where exercise

can take place. Research shows that stress can also lead to weight gain. But this does

not necessarily mean there is a need for a lipo procedure and expensive. Exercise is

good enough to do the trick to attain good physical condition.

[80]

changes with hitesh goyal(part-ii)

Documents