introduction to hrm srvs prjct

7/29/2019 Introduction to Hrm Srvs Prjct

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DECLARATION

I hereby declare that this Project Report titled STRESS MANAGEMENT submitted by

me to the Department of Business Management, O.U., Hyderabad, is a bonafied work

undertaken by me and it is not submitted to any other University or Institution for the

award of any degree diploma / certificate or published any time before.

CH.SHRAVANTHI Signature

1424-11-672-060


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ACKNOWLEDGEMENT

I deem it a great privilege to thank all these people who helped me to complete my projectwork successfully.

I convey my sincere thanks to the principal Prof.A.G. Moss, Head of the Department

Mrs. Latha and to the Faculty member of MBA department of St.Pious X PG (MBA)

College for Women, Snehapuri, opposite HMT bus stop, Nacharam. For giving me the

opportunity to undertake the project works.

I express deep sense of gratitude to my internal Guide Ms.Martina without whose

guidance and encouragement at all levels the study wouldnt have been completed

successfully.

I express my profound thanks to Mr.Sidharth for giving me valuable guidance and

sparing time in clarifying various points raised by me.

I would like to express my appreciation and heartfelt thanks to my Parents and Friends

for their support and help.

CH.SHRAVANTHI


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ABSTRACT

Stress refers to the strain from the conflict between our external environment and us, leading to

emotional and physical pressure. In our fast paced world, it is impossible to live without stress,

whether you are a student or a working adult. There is both positive and negative stress,

depending on each individuals unique perception of the tension between the two forces.

Stress management is the need of the hour. However hard we try to go beyond a stress situation,

life seems to find new ways of stressing us out and plaguing us with anxiety attacks. Moreover,

be it our anxiety, mind-body exhaustion or our erring attitudes, we tend to overlook causes of

stress and the conditions triggered by those. In such unsettling moments we often forget that

stressors, if not escapable, are fairly manageable and treatable.

The study refers to a wide spectrum of techniques and psychotherapies aimed at controlling a

person's levels of stress, especially chronic stress, usually for the purpose of improving everyday

functioning. Stress management is the amelioration of stress and especially chronic stress often

for the purpose of improving everyday functioning. Stress produces numerous symptoms which

vary according to persons, situations, and severity. These can include physical health decline as

well as depression.

This project on stress management gives a detailed idea of what is stress and also the definition

of stress is been defined. The research aims to understand the concept of stress management;analyze the companys working environment; check the degree of stress undergone by the

employees; study the stress management techniques adopted by the company and suggest

measures for improving the stress management and overall employee satisfaction.


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CONTENTS

Chapter No. Name of the concept Page No.

I

Introduction

Objectives of the study

Scope of the study

Methodology of the study

Limitations of the study

II Review of Literature

III Company Profile

IV Data analysis and interpretation

V Findings, Suggestions and Conclusion

VI Bibliography


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CHAPTER I - INTRODUCTION


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INTRODUCTION TO HRM

Human Resource Management is a distinctive approach to employment management which

seeks to achieve competitive advantage through the strategic deployment of a highly committed

and capable workforce, using an array of culture, structured and personnel techniques.

Human represents the dimension of Human Resource Management which relates to the soft

aspects such as commitment of employees through participation and the most important assets

being the employees.

Resource represents the hard aspects such as the strategy link of Human Resource

Management and the importance of efficient utilization of employees.

Management represents the role of Human Resource Management as part of management that

implies that its not only an administrative function that carries out the formulated policies but

also a managerial function that contributes to strategy formulation.

Human Resource management is usually shortened to HRM. It is defined as the design,

implementation and maintenance of strategies to manage people for optimum business

performance.

In other words, HRM is about how people are managed by a business in order to meet the

strategic objectives. The functional objectives set for HRM need to be consistent with the

corporate objectives.

The key is to remember that Human Resource Management is a strategic approach.HRM uses a

variety of tools to help meet the strategic needs of the business, each of which needs together in

an integrated way. The key tools are:

Workforce planning Recruitment and selection Training and development Rewarding and motivating staff Communication, Roles and responsibilities (organizational structures).


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INTRODUCTION TO

STRESS MANAGEMENT

Stress management is the amelioration of stress and especially chronic stress often for the

purpose of improving everyday functioning. Stress produces numerous symptoms which vary

according to persons, situations, and severity. These can include physical health decline as well

as depression.

This project on stress management gives a detailed idea of what is stress and also the

definition of stress is been defined. For more detailed study the types of the stress is also defined.

By looking at the starting of the project you will find:

Stress management is the need of the hour. However hard we try to go beyond a

stress situation, life seems to find new ways of stressing us out and plaguing us with anxiety

attacks. Moreover, be it our anxiety, mind-body exhaustion or our erring attitudes, we tend to

overlook causes of stress and the conditions triggered by those. In such unsettling moments we

often forget that stressors, if not escapable, are fairly manageable and treatable.

Stress, either quick or constant, can induce risky body-mind disorders. Immediate disorders such

as dizzy spells, anxiety attacks, tension, sleeplessness, nervousness and muscle cramps can all

result in chronic health problems. They may also affect our immune, cardiovascular and nervous

systems and lead individuals to habitual addictions, which are inter-linked with stress.

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 don't get relaxing and soothing situations without asking. To be relaxed we have to strive

to create such situations 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.


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OBJECTIVES OF THE STUDY

The research has been undertaken with following objectives.

To study the various factors which are leading to the stress at work place. To check the degree of stress undergone by the employees that reflects their performance. To study the types of stress and coping with stress at work place. To study the employees perception on the management in reducing the employee stress.

SCOPE OF THE STUDY

The main scope of the study is

The scope of the study on stress management gives a detailed idea of what is stress and also awide spectrum of techniques and psychotherapies aimed at controlling a persons levels of

stress.

The scope of stress management suggests the reduction of stress at workplace by jobanalysis, rational thinking and positive thinking.

The scope of the study is to study the stress management techniques adopted by the companyand suggest measures for improving the stress management and overall employee

satisfaction.


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RESEARCH METHODOLOGY

For many systematic inquiries application of appropriate methods and science bent of minds.

This has an important bearing on the collection of the reliable information. The present study is

to acquire an intensive opinion about the level of stress among the employees in Edlogix

Software Solutions, Hyderabad. For this purpose, a descriptive research method was followed.

The in this content has utilized the available material about various aspects of Human Resource

Management, data collected through well planned interview with the executive and non-

executives ofEdlogix Software Solutions, Hyderabad.

1. RESEARCH DESIGN : Descriptive in nature

2. DATA COLLECTION :The task of data collection begins after the research problem has been

defined and research design chalked out. While deciding the method of data collection to be used

for the study, the researcher should keep in mind two types of data i.e...Primary data and

Secondary data.

a) PRIMARY DATA :The primary data is collected using well-designed and structured questionnaire

based on the objectives.

Questionnaires Interviews observation


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b) SECONDARY DATA :Secondary data collected involves the history, website of the company

Edlogix Software Solutions and relevant information from the

Performance appraisal records Employee turnover period records Internet Newspapers and books.

.

3. SAMPLING TECHNIQUE:

A random sampling technique is used to collect data.

4. SAMPLE SIZE:

Questionnaire is filled by 50 employees ofEdlogix Software Solutions.

5. METHOD OF ANALYSIS:

A statistical random sampling technique used for the analysis of questionnaire is by

percentage analysis and is represented with the use of tables and graphs.

No. of respondents

Percentage analysis = X 100

Total no .of respondents


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LIMITATIONS

1. Opinions of employees may be biased at time.2. The attitude of the employees may change from time to time. Hence the result of the

project is applicable only at present.

3. Duration of the study was not sufficient to conduct the study in the detail.4. Unwillingness of respondents- While collection of the data many consumers were

unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time

for them.


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CHAPTER II: REVIEW OF LITERATURE


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INTRODUCTION TO HRM

Human Resource Management is an art of managing people at work in such a manner

that they give their best to the organization. In simple word human resource management

refers to the quantitative aspects of employees working in an organization.

Human Resource Management is also a management function concerned with hiring,

motivating, and maintains people in an organization. It focuses on people in organization.

Organizations are not mere bricks, mortar, machineries or inventories. They are

people. It is the who staff and manage organizations.

HRM involves the application of management functions and principles. The functions

and principles are applied to acquisitioning, developing, maintain, and remunerating employees

in organizations.

Decisions relating to employees must be integrated. Decision on different aspect of

employees must be consistent with other human resource decisions.

Decision made must influence the effectiveness of organization. Effectiveness of an

organization must result in betterment of services to customers in the form of high-qualityproduct supplied at reasonable costs.

HRM functions are not confined to business establishment only. They are applicable

to non-business organizations, too such as education, health care, recreation etc.


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The scope of HRM is indeed vast. All major activities in the working life of his or her entry into

an organization until he or she leaves-come under the previews of HRM specifically, the

activities included are HR planning, job analysis and be sign, recruitment and selection,

orientation and placement, training and development, performance appraisal and job evaluation,

employee and executive remuneration, motivation and communication, welfare, safety and

health, industrial relations and the like.

HRM is a broad concept Personnel management and human resource development is

a part of HRM.

Before we define Human Resource Management, it seems good to first

define heterogeneous in the sense that they differ in personality, perception, emotions,

values, attitudes, motives, and modes of thoughts.

Human resource management plays an important role in the development

process of modern economy. In fact it is said that all the development comes from the

human mind.

Human Resource Management is a process of producing development,

maintaining and controlling human resources for effective achievement of organization

goals.


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CONCEPT OF STRESS

A lot of research has been conducted into stress over the last hundred years. Some of

the theories behind it are now settled and accepted; others are still being researched and debated.

During this time, there seems to have been something approaching open warfare between

competing theories and definitions: Views have been passionately held and aggressively

defended.

What complicates this is that intuitively we all feel that we know what stress is, as it

is something we have all experienced. A definition should therefore be obviousexcept that it is

not.

Definition:

The most commonly accepted definition of stress (mainly attributed to Richard S

Lazarus) is that stress is a condition or feeling experienced when a person perceives that

demands exceed the personal and social resources the individual is able to mobilize, In

short, it's what we feel when we think we've lost control of events.

Hans Selye was one of the founding fathers of stress research. His view in 1956 was

that stress is not necessarily something bad it all depends on how you take it. The stress of

exhilarating, creative successful work is beneficial, while that of failure, humiliation or infection

is detrimental. Selye believed that the biochemical effects of stress would be experienced

irrespective of whether the situation was positive or negative.

Since then, a great deal of further research has been conducted, and ideas have moved

on. Stress is now viewed as a "bad thing", with a range of harmful biochemical and long-term

effects. These effects have rarely been observed in positive situations. t's what we feel when we

think we've lost control of events.


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This is the main definition used by this section of Mind Tools, although we also recognize

that there is an intertwined instinctive stress response to unexpected events. The stress response

inside us is therefore part instinct and part to do with the way we think.

WHAT IS STRESS?

Stress refers to the strain from the conflict between our external environment and us, leading to

emotional and physical pressure. In our fast paced world, it is impossible to live without stress,

whether you are a student or a working adult. There is both positive and negative stress,

depending on each individuals unique perception of the tension between the two forces. Not all

stress is bad. For example, positive stress, also known as eustress, can help an individual to

function at optimal effectiveness and efficiency.

Hence, it is evident that some form of positive stress can add more color and vibrancy to our

lives. The presence of a deadline, for example, can push us to make the most of our time and

produce greater efficiency. It is important to keep this in mind, as stress management refers to

using stress to our advantage, and not on eradicating the presence of stress in our lives.

On the other hand, negative stress can result in mental and physical strain. The individual will

experience symptoms such as tensions, headaches, irritability and in extreme cases, heart

palpitations. Hence, whilst some stress may be seen as a motivating force, it is important to

manage stress levels so that it does not have an adverse impact on your health and relationships.

Part of managing your stress levels include learning about how stress can affect you emotionally

and physically, as well as how to identify if you are performing at your optimal stress level

(OSL) or if you are experiencing negative stress. This knowledge will help you to identify when

you need to take a break, or perhaps seek professional help. It is also your first step towards

developing techniques to managing your stress levels.


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Modern day stresses can take the form of monetary needs, or emotional frictions. Competition at

work and an increased workload can also cause greater levels of stress. How do you identify if

you are suffering from excessive stress? Psychological symptoms commonly experienced

include insomnia, headaches and an inability to focus. Physical symptoms take the form of heart

palpitations, breathlessness, excessive sweating and stomachaches.

STRESSORS

The agents or demands that evoke the potential responses are referred to as stressors. According

to Syele a stressors is whatever produces stress with or without functioning hormonal or

nervous system.

What causes stress? There are many different causes of stress, and that which causes stress is

also known as a stressor. Common lifestyle stressors include performance, threat, and

bereavement stressors, to name a few. Performance stressors are triggered when an individual is

placed in a situation where he feels a need to excel. This could be during performance appraisals,

lunch with the boss, or giving a speech. Threat stressors are usually when the current situation

poses a dangerous threat, such as an economic downturn, or from an accident. Lastly,

bereavement stressors occur when there is a sense of loss such as the death of a loved one, or a

prized possession.

Thus, there are various stressors, and even more varied methods and techniques of dealing with

stress and turning it to our advantages. In order to do so, we must learn to tell when we have

crossed the line from positive to negative stress.


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RECOGNIZING STRESSOR:

It is important to recognize whether the person under stress or out of it. Many times, even if

under the influence of a stressful condition and body reacts to it internally as well as externally,

sometimes fail to realize that a person reacting under stress. This also happens when the causes

of stress are there long enough for us to get habituated to them. The body constantly tries to tell

us through symptoms such as rapid palpitation, dizzy spells, tight muscles or various body aches

that something is wrong. It is important to remain attentive to such symptoms and to learn to

cope with the situations.

A people cope better with stressful situation, when he encounters them voluntarily. In cases of

relocation, promotion or layoff, adventurous sports or having a baby, tend to respond positivelyunder stress. But, when we are compelled into such situations against our will or knowledge,

more often than not, person wilt at the face of unknown and imagined threats. For instance, stress

may mount when one is coerced into undertaking some work against one's will.

TYPES OF STRESS

Eustress:

this is a positive form of stress, which prepares your mind and body for the imminent challenges

that it has perceived. Eustress is a natural physical reaction by your body which increases blood

flow to your muscles, resulting in a higher heart rate. Athletes before a competition or perhaps a

manager before a major presentation would do well with eustress, allowing them to derive the

inspiration and strength that is needed.


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Distress:

Everyone is familiar with this word, and know that it is a negative form of stress. This occurs

when the mind and body is unable to cope with changes, and usually occurs when there are

deviations from the norm. They can be categorized into acute stress and chronic stress. Acute

stress is intense, but does not last for long. On the other hand, chronic stress persists over a long

period of time. Trigger events for distress can be a change in job scope or routine that the person

is unable to handle or cope with.

Hyper stress:

This is another form of negative stress that occurs when the individual is unable to cope with theworkload. Examples include highly stressful jobs, which require longer working hours than the

individual can handle. If you suspect that you are suffering from hyper stress, you are likely to

have sudden emotional breakdowns over insignificant issues, the proverbial straws that broke the

camels back. It is important for you to recognize that your body needs a break, or you may end

up with severe and chronic physical and psychological reactions.

Hypo stress:

lastly, hypo stress occurs when a person has nothing to do with his time and feels constantly

bored and unmotivated. This is due to an insufficient amount of stress; hence some stress is

inevitable and helpful to us. Companies should avoid having workers who experience hypo stress

as this will cause productivity and mindfulness to fall. If the job scope is boring and repetitive, it

would be a good idea to implement some form of job rotation so that there is always something

new to learn.

The types of stress are named as eustress and distress. Distress is the most commonly-

referred to type of stress, having negative implications, whereas eustress is a positive form of

stress, usually related to desirable events in person's life. Both can be equally taxing on the body,

and are cumulative in nature, depending on a person's way of adapting to a change that has

caused it.


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Chronic Stress:

Chronic stress is stress that lasts a long time or occurs frequently. Chronic stress is potentially

damaging.

Symptoms of chronic stress can be:

upset stomach headache backache insomnia anxiety depression anger

In the most severe cases it can lead to panic attacks or a panic disorder.

There are a variety of methods to control chronic stress, including exercise, healthy diet, stress

management, relaxation techniques, adequate rest, and relaxing hobbies.

Ensuring a healthy diet containing magnesium may help control or eliminate stress, in those

individuals with lower levels of magnesium or those who have a magnesium deficiency. Chronic

stress can also lead to a magnesium deficiency, which can be a factor in continued chronic stress,

and a whole host of other negative medical conditions caused by a magnesium deficiency.

It has been discovered that there is a huge upsurge in the number of people who suffer from this

condition. A very large number of these new cases suffer from insomnia.

In a review of the scientific literature on the relationship between stress and disease, the authors

found that stress plays a role in triggering or worsening depression and cardiovascular disease

and in speeding the progression of HIV/AIDS.


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Compressive stress:

Compressive stress is the stress applied to materials resulting in their compaction

(decrease of volume). When a material is subjected to compressive stress, then this material is

under compression. Usually, compressive stress applied to bars, columns, etc. leads to

shortening.

Loading a structural element or a specimen will increase the compressive stress until the reach of

compressive strength. According to the properties of the material, failure will occur as yield for

materials with ductile behavior (most metals, some soils and plastics) or as rupture for brittle

behavior (geometries, cast iron, glass, etc).

In long, slender structural elements -- such as columns or truss bars -- an increase of compressive

force F leads to structural failure due to buckling at lower stress than the compressive strength.

Compressive stress has stress units (force per unit area), usually with negative values to indicate

the compaction. However in geotechnical engineering, compressive stress is represented with

positive values.

Stress in Biological terms:

Stress is a biological term which refers to the consequences of the failure of a human or animal

body to respond appropriately to emotional or physical threats to the organism, whether actual or

imagined. It includes a state of alarm and adrenaline production, short-term resistance as a

coping mechanism, and exhaustion. It refers to the inability of a human or animal body to

respond. Common stress symptoms include irritability, muscular tension, inability to concentrate

and a variety of physical reactions, such as headaches and accelerated heart rate.

The term "stress" was first used by the endocrinologist Hans Selye in the 1930s to identify

physiological responses in laboratory animals. He later broadened and popularized the concept to

include the perceptions and responses of humans trying to adapt to the challenges of everyday


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life. In Selye's terminology, "stress" refers to the reaction of the organism, and "stressor" to the

perceived threat. Stress in certain circumstances may be experienced positively. Eustress, for

example, can be an adaptive response prompting the activation of internal resources to meet

challenges and achieve goals.

The term is commonly used by laypersons in a metaphorical rather than literal or biological

sense, as a catch-all for any perceived difficulties in life. It also became a euphemism, a way of

referring to problems and eliciting sympathy without being explicitly confessional, just "stressed

out". It covers a huge range of phenomena from mild irritation to the kind of severe problems

that might result in a real breakdown of health. In popular usage almost any event or situation

between these extremes could be described as stressfull.

SYMPTOMS OF STRESS:

PSYCHOSOMATIC:

When a condition is psychosomatic, that means that it involves both the mind and the body. A

psychosomatic illness originates with emotional stress or damaging thought patterns, and

progresses with physical symptoms, usually when a person's immune system is compromised

due to stress. A common misconception is that a psychosomatic condition is imaginary, or "all in

someone's mind". Actually, the physical symptoms of psychosomatic conditions are real, and

should be treated quickly, as with any other illness.

BEHAVIOURAL:

Yes, even behavior is affected by too much stress in life. The existing habits are exaggerated

during stressful periods of time. For example, if tend to overeat, will find that in times of stress

will be overeating that much more. Or, if more of an introverted nature, may find yourself totally

isolating during periods of stress.


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Some of the behavioral symptoms of stress are:

Aggressiveness Reckless driving Short temperedness Obsessing (unable to let go of thoughts) Edginess Overeating or not eating Increased or decreased sleeping Increased drinking or smoking Withdrawing and avoiding social situations Nail biting Hair pulling Restlessness

PSYCHOLOGICAL:

Psychological stress describes what people feel when they are under mental, physical, or

emotional pressure. Although it is normal to experience some psychological stress from time to

time, people who experience high levels of psychological stress or who experience it repeatedly.

Over a long period of time may develop health problems (mental and/or physical).


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CAUSES OF STRESS

1. Environmental Stressors:

The environment itself can be a source of stress. Pollution, extremes of temperatures, poor

living conditions all contribute to your stress.

Noise itself is a source of environmental stress. The stress response is triggered by noise over 85

decibels (a loud music, motorcycle, lawn mower, vacuum cleaner).

Some of the environmental causes of stress are:

Radiation

Lighting - too much or too little Fluorescent lighting Too hot or too cold Impure air and water supplies Heavy metal toxicities Other toxins - plastic, pesticides, toxic fumes Noise Electromagnetic pollution Severe storms, drought, famine, hurricanes, earthquakes, floods, or war

1. Organizational Stressor Besides the potential stressors that occur outside theorganization, there also those associated with the organization itself. Although the

organization is made up of groups and individuals, there are also more macro-level

dimensions unique to the organization that contains potential stressors.


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MACRO-LEVEL ORGANIZATIONAL STRESSORS:

Policies:

Unfair, arbitrary performance reviews. Rotating works shifts. Inflexible rules. Unrealistic job descriptions.

STRUCTURES:

Centralization; Lack of participation in decision making. Little opportunity for advancement. A great amount of formalization. JOB

Interdependence of departments. STRESS Line-Staff conflicts.

PHYSICAL CONDITIONS:

Crowding & lack of privacy. Air pollution. Safety hazards. Inadequate lighting. Excessive, heat or cold.

PROCESS:

Poor communication. Poor Inadequate feedback about performance. Inaccurate / ambiguous measurement of performance. Unfair control systems. Inadequate information.


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3. GROUP STRESSORS:

The group can also be a potential source of stress. Group stressors can be categorized into three

areas.

Lack of g roup cohesiveness:

Cohesiveness or togetherness is a very important to employees, especially at the lower levelsof the organizations. If the employee is denied the opportunity for this cohesiveness because ofthe task design, because the supervisor does things to prohibit or limit it, or because the othermembers of the group shut the person out, this can be very stress producing.

Lack of social support :

Employees are greatly affected by the support of one or more member of a cohesive group. Bysharing their problems & joys with others, they are much better off. If this type of social support

is lacking for an individual, it can be very stressful.

Inter group conflict:

Conflict is very closely conceptually or hostile acts between associated with in compatible orhostile acts between intra-individual dimensions, such as personal goals or motivational needs orvalues, between individuals within a group, and between groups.

4. INDIVIDUAL STRESSORS:

In a sense, the other stressors (Extra organizational, organizational, and Group

stressors) all eventually get down to the individual level. For example, role conflict,

ambiguity, self efficacy and psychological hardiness may all affect the level of stress

someone experiences.


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SOURCES OF STRESS

Individual Stressors:

Life and career changes Personality type Role of characteristics

Stress

Organizational stressors:

Organizational policies Organizational structure Organizational processes

Extra Organizational Stressors:

Change in any componeorganizational environm

Group Stressors:

Group cohesiveness Social support Conflict Physical conditions

Other Causes:

Job insecurity High demand for

performance

Technology


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CONSEQUENCES OF STRESS

The effect of stress is closely linked to individual personality. The same level of stress affects

different people in different ways & each person has different ways of coping. Recognizing these

personality types means that more focused help can be given. Stress shows itself number of

ways. For instance, individual who is experiencing 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 categories:

Individual consequences Organizational consequence Burnout

Individual consequences:

Individual consequences of stress are those, which affect the individual directly. Due to this theorganization may suffer directly or indirectly, but it is the individual who has to pays for it.

Individual consequences of stress are broadly divided into behavioral, psychological andmedical.

Behavioral consequences of stress are responses that may harm the person under stress or others.Behaviorally related stress symptoms include changes in productivity, turnover, as well aschanges in eating habits, increased smoking or consumption of alcohol, paid speech, and sleepdisorders.

Psychological consequences of stress replace to an individual mental health and well-being fromor felling depressed. Job related stress could cause dissatisfaction; in fact it has mostpsychological effect on the individual and lead to tension, anxiety irritability, and boredom.

Medical consequences ofstress affect a persons well being. According to a research conducted,it revealed that stress could create changes in metabolism, increase heart and breathing rates,increases blood pressure bring out headaches and induce heart attacks.

Organizational consequences:


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Organizational consequences of stress have direct affect on the organizations. These includedecline in performance, withdrawal and negative changes in attitude.

Decline in performance can translate into poor quality work or drop-in productivity. Promotions

and other organizational benefits get affected due to this.

Withdrawal behavior also can result from stress. Significant form of withdrawal behavior isabsenteeism.

One main affect of employee stress is directly related to attitudes. Job satisfaction, morale andorganizational commitment can all suffer, along with motivation to perform at higher levels.

Burnout:

A final consequence of stress has implementation for both people and organizations. Burnout is a

general feeling of exhaustion that develops when an individual simultaneously experiences too

much pressure and few sources of satisfaction.

Coping with Stress at Work place

With the rapid advancement of technology, the stresses faced at work have also increased. Many

people dread going to work, hence the term Monday Blues. What is the reason for this? There

is partly the fear from being retrenched in bad times, leading to greater job insecurity on the part

of those who remain. Undoubtedly, occupational stress is one of the most commonly cited

stressors faced by people all over the world.

Stress refers to the pressure and reactions to our environment which results in psychological and

physical reactions. Whilst some stress is good for motivation and increasing efficiency, too much

stress can result in negative impacts such as reduced effectiveness and efficiency. More and


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more people are feeling isolated and disrespected at work, and this has led to greater

occupational stress. Many companies have taken to consulting experts and professionals on ways

to increase connectedness and motivation of their employees.

Some companies organize parties and make their employees feel valued at work. These are

measures to motivate employees and help them to feel secure at their jobs, translating into

greater productivity. However, not all companies have such measures in place, and some have

not gotten it quite right. Hence, it is up to you to make sure that you can cope with stress at your

workplace, and use it to help you work better. Here are 3 simple steps to help you with coping

with stress in the workplace.

Step 1: Raising AwarenessHelp yourself to identify when you are facing rising levels of stress, tipping the scales from

positive to negative. This is important, as being able to identify signs of being stressed can help

you to take steps to ensure that your overall quality of life does not drop. If left unacknowledged,

the problem will only snowball, leading to disastrous consequences to your health and overall

wellbeing.

You can identify if you are feeling stressed by checking if you have any physical or

psychological reactions, such as excessive sweating or heart palpitations, or the onset of

headaches, irritability or the need to escape. If you experience any of these reactions, identify if

you are feeling any overwhelming negative emotions, and if you are constantly worried.

Step 2: Identify the Cause

Person need to be able to analyze the situation and identify what is causing the rise in stress.

These stressors can be external and internal. External stressors refer to things beyond your

control, such as the environment or your colleagues at work. Internal stressors refer to your own

thinking and attitude. Often, we only start reacting to stress when a combination of stressors

working together exceeds our ability to cope.


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Keep a diary or a list of events that have caused you to feel strong negative emotions, or that are

likely stressors. This will help you to identify the causes of your stress. Whilst it is not always

possible to eradicate them, we can change the way that we cope with it.

Step 3: Coping with Stress

In order to deal with the situation that is causing the stress, need to calm mind and body so as to

stave off the reactions and cope with it in a positive way. This can be through different methods,

such as taking time off. If a situation is triggering your stress and you are unable to calm down,

remove yourself from it. Go outside and take a walk to calm down. Alternatively, you can try

implementing relaxation techniques such as deep breathing. If it is an internal stressor, stop your

thought process until you are able to deal with it logically.

The key to making these 3 steps work for you is to practice them. These are not instantaneous

solutions, and you need to condition your mind and practice them so that you can implement it

when you are feeling stressed.

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 neuron chemical changes that buffer the immune suppressive effects

of stress.

During stress, the adrenal gland releases corticosteroids, which are converted to cortical in the

blood stream. These have an 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 cortical levels.


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What Laughter Can Do Against Stress And Its Effects?

Laughter lowers blood pressure and reduces hypertension. It provides good cardiac

conditioning especially for those who are unable to perform physical exercise.

Reduces stress hormones (studies shows, laughter induces reduction of at least four of

neuroendocrine hormonesepinephrine, cortical, dopac, and growth hormone, associated with

stress response).

Laughter cleanses the lungs and body tissues of accumulated stale air as it empties more air

than it takes in. It is beneficial for patients suffering from emphysema and other respiratory

ailments.

It increases muscle flexion, relaxation and fluent blood circulation in body.

Boosts immune function by raising levels of infection-fighting T-cells, disease-fighting

proteins called Gamma-interferon and disease-destroying antibodies called B-cells.

Laughtertriggers the release of endorphinsbody's natural painkillers.

Produces a general sense of well-being.


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Workplace Stress

Workplace stress is the harmful physical and emotional response that occurs when there is a

poor match between job demands and the capabilities, resources, or needs of the worker. Stress-

related disorders encompass a broad array of conditions, including psychological disorders (e.g.,

depression, anxiety, post-traumatic stress disorder) and other types of emotional strain (e.g.,

dissatisfaction, fatigue, tension, etc.), maladaptive behaviors (e.g., aggression, substance abuse),

and cognitive impairment (e.g., concentration and memory problems). In turn, these conditions

may lead to poor work performance or even injury. Job stress is also associated with various

biological reactions that may lead ultimately to compromised health, such as cardiovascular

disease.

Stress is a prevalent and costly problem in today's workplace. About one-third of workers report

high levels of stress. One-quarter of employees view their jobs as the number one stressor in

their lives. Three-quarters of employees believe the worker has more on-the-job stress than a

generation ago. Evidence also suggests that stress is the major cause of turnover in organizations.

(a).Health and Healthcare Utilization :

Problems at work are more strongly associated with health complaints than are any other life

stressor-more so than even financial problems or family problems. Many studies suggest that

psychologically demanding jobs that allow employees little control over the work process

increase the risk of cardiovascular disease. On the basis of research by the National Institute for

Occupational Safety and Health and many other organizations, it is widely believed that job

stress increases the risk for development of back and upper-extremity musculoskeletal disorders.

High levels of stress are associated with substantial increases in health service utilization.

Workers who report experiencing stress at work also show excessive health care utilization. In a

1998 study of 46,000 workers, health care costs were nearly 50% greater for workers reporting

high levels of stress in comparison to low risk workers. The increment rose to nearly 150%, an

increase of more than $1,700 per person annually.


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(b).Causes of Workplace Stress:

Job stress results from the interaction of the worker and the conditions of work. Views differ on

the importance of worker characteristics versus working conditions as the primary cause of job

stress. The differing viewpoints suggest different ways to prevent stress at work. According to

one school of thought, differences in individual characteristics such as personality and coping

skills are most important in predicting whether certain job conditions will result in stress-in other

words, what is stressful for one person may not be a problem for someone else. This viewpoint

leads to prevention strategies that focus on workers and ways to help them cope with demanding

job conditions. Although the importance of individual differences cannot be ignored, scientific

evidence suggests that certain working conditions are stressful to most people. Such evidenceargues for a greater emphasis on working conditions as the key source of job stress, and for job

redesign as a primary prevention strategy. Personal interview surveys of working conditions,

including conditions recognized as risk factors for job stress, were conducted in Member States

of the European Union in 1990, 1995, and 2000. Results showed a trend across these periods

suggestive of increasing work intensity. In 1990, the percentage of workers reporting that they

worked at high speeds at least one-fourth of their working time was 48%, increasing to 54% in

1995 and to 56% in 2000. Similarly, 50% of workers reported they work against tight deadlines

at least one-fourth of their working time in 1990, increasing to 56% in 1995 and 60 % in 2000.

However, no change was noted in the period 19952000 (data not collected in 1990) in the

percentage of workers reporting sufficient time to complete tasks. A substantial percentage of

Americans work very long hours. By one estimate, more than 26% of men and more than 11% of

women worked 50 hours per week or more in 2000. These figures represent a considerable

increase over the previous three decades, especially for women. According to the Department of

Labor, there has been an upward trend in hours worked among employed women, an increase in

extended work weeks (>40 hours) by men, and a considerable increase in combined working

hours among working couples, particularly couples with young children.


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(c).Signs of Workplace Stress :

Mood and sleep disturbances, upset stomach and headache, and disturbed relationships with

family; friends and girlfriends or boyfriends are examples of stress-related problems. The effects

of job stress on chronic diseases are more difficult to see because chronic diseases take a long

time to develop and can be influenced by many factors other than stress. Nonetheless, evidence

is rapidly accumulating to suggest that stress plays an important role in several types of chronic

health problems-especially cardiovascular disease, musculoskeletal disorders, and psychological

disorders.

(d).Prevention:

A combination of organizational change and stress management is often the most usefulapproach for preventing stress at work.

How to Change the Organization to Prevent Job Stress

Ensure that the workload is in line with workers' capabilities and resources. Design jobs to provide meaning, stimulation, and opportunities for workers to use their

skills.

Clearly define workers' roles and responsibilities. Give workers opportunities to participate in decisions and actions affecting their jobs. Improve communications-reduce uncertainty about career development and future

employment prospects.

Provide opportunities for social interaction among workers. Establish work schedules that are compatible with demands and responsibilities outside

the job.

Discrimination inside the workplace. (e.g. nationality and language )


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REDUCING OF STRESS

1. Job analysis:

The first of the action-oriented skills that we look at is Job Analysis. Job Analysis

is a key technique for managing job overloadan important source of stress.

To do an excellent job, need to fully understand what is expected of you. While this may seem

obvious, in the hurly-burly of a new, fast-moving, high-pressure role, it is oftentimes something

that is easy to overlook.

By understanding the priorities in your job, and what constitutes success within it, can focus on

these activities and minimize work on other tasks as much as possible. This helps to get the

greatest return from the work you do, and keep your workload under control.

Job Analysis is a useful technique for getting a firm grip on what really is important in the job so

that able to perform excellently. It helps to cut through clutter and distraction to get to the heart

of what you need to do.

2. Rational and Positive Thinking :Everyone are thinking negatively when they fear the future, put them self down,

criticize oneself for errors, doubt abilities, or expect failure. Negative thinking damages

confidence, harms performance and paralyzes mental skills.

Unfortunately, negative thoughts tend to flit into their consciousness, do their damage and flit

back out again, with their significance having barely been noticed. Since we barely realize that

they were there, we do not challenge them properly, which means that they can be completely

incorrect and wrong.

Thought Awareness is the process by which they observe their thoughts and become aware of

what is going through their head.


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One approach to it is to observe "stream of consciousness" as they think about the thing theyre

trying to achieve which is stressful. Do not suppress any thoughts. Instead, just let them run their

course while you watch them, and write them down on the free worksheet as they occur. Then let

them go.

Another more general approach to Thought Awareness comes with logging stress in the Stress

Diary. When analyze everyone diary at the end of the period, they should be able to see the most

common and the most damaging thoughts. Tackle these as a priority using the techniques below.

Here are some typical negative thoughts you might experience when preparing to give a major

presentation:

Fear about the quality of your performance or of problems that may interfere with it;

Worry about how the audience (especially important people in it like your boss) or thepress may react to you;

Dwelling on the negative consequences of a poor performance; or Self-criticism over a less-than-perfect rehearsal.

Thought awareness is the first step in the process of managing negative thoughts, as you cannotmanage thoughts that you are unaware of.

Rational Thinking:

The next step in dealing with negative thinking is to challenge the negative thoughts that

identified using the Thought Awareness technique. Look at every thought wrote down and

challenge it rationally. Ask oneself whether the thought is reasonable. What evidence is there for

and against the thought? Would the colleagues and mentors agree or disagree with it?

When challenged negative thoughts rationally, should be able to see quickly whether the

thoughts are wrong or whether they have some substance to them. Where there is some

substance, take appropriate action. However, make sure that negative thoughts are genuinely

important to achieving the goals, and don't just reflect a lack of experience, which everyone has

to go through at some stage.


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Positive Thinking and Opportunity Seeking :

By now, everyone should already be feeling more positive. The final step is to

prepare rational, positive thoughts and affirmations to counter any remaining negativity. It can

also be useful to look at the situation and see if there are any useful opportunities that are offeredby it.

By basing ones affirmations on the clear, rational assessments of facts that made using Rational

Thinking, can use them to undo the damage that negative thinking may have done to oneself-

confidence.

If appropriate, write the affirmations down on a worksheet so that can use them when they need

them.

As well as allowing to structure useful affirmations, part of Positive Thinking is to look at

opportunities that the situation might offer to employees. Successfully overcoming the situations

causing the original negative thinking will open up opportunities. It will acquire new skills, will

be seen as someone who can handle difficult challenges, and may open up new career

opportunities.

Make sure that identifying these opportunities and focusing on them is part ofeveryones

positive thinking.


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CHAPTER III - COMPANY PROFILE


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Edlogix Software Solutions Pvt Ltd is an information technology services provider of software

solutions and human capital needs to leading businesses across the globe. A long time player in

the business, the company has helped clients maximize value from deploying their applications

across various platforms and vendors.

Edlogix delivers solutions that help automate and streamline process and practices across the

enterprise. This in turn, helps the enterprise to develop an adaptive infrastructure to deal with

real-time market dynamics. With its combination of people, processes, technology, and

delivery models, Edlogix can be your preferred technology solutions partner.

Vision:

To be the leader in empowering infrastructural progress with technology as a competent,

respected and responsible player on the global platform, increasing value to every stakeholder

and to become a responsible corporate citizen.

Mission:

Exceed client expectations by going beyond software to provide solutions that transform

data into knowledge, enabling them to solve problems and better serve their customers.

PRODUCTS & SERVICES:

Consulting

Many IT consulting companies specialize in one or two areas. At Edlogix Software

Solutions you will find that we are well versed in many IT industries, technologies, and

industry trends. At Edlogix, we feel this diversity is one of strengths we bring to the table.We are often able to see the big picture, and use our knowledge of other industries and

areas to apply and improve our clients particular needs. We find that all too often a client

looks to just their competitors or the industry they are in for their answers.
http://www.jrdsi.com/EnterpriseArchitectureServices.htmlhttp://www.jrdsi.com/EnterpriseArchitectureServices.htmlhttp://www.jrdsi.com/EnterpriseArchitectureServices.html


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However, looking outside the box can really open up a world of options, unique answers,

and potential competitive advantages. This is where Edlogix can come into the picture, and

provide guidance, leadership, and solutions. We offer a wealth of talented, well rounded

consultants, system architects, business solution experts, and leaders that can add extreme

value to almost any situation.

IT Solutions

One of Edlogix Software Solutions core strengths and focuses is being a full solutions IT

provider. Edlogix solutions that exceed expectations at a cost very few can offer. For over

5 years Edlogix has been providing IT solutions in varied industries using a wide range of

technologies. We care about our clients and the quality of the work we provide. Edlogix

works hand in hand with our clients to fully understand their business practices, their IT

needs, their goals, and the solutions they are looking for. Once we understand your

company and its needs, we can then offer and provide solutions that make sense.

Edlogix Software Solutions can provide custom designed solutions tailored to meet

specialty needs you may have, or we can install and configure a packaged solutions that

makes sense for your company. We have provided full end to end custom solutions for

many Fortune 500 companies as well as to small startup companies and anything in

between. Being a Microsoft Gold Certified partner, also allows us to specialize and

provide custom solutions utilizing a wealth of Microsoft software and applications.

Our resume includes a very diverse set of past and current solutions and projects.

A few examples include:

Complex custom dynamic websites for clients such as insurance, healthcare, logistics

retails stores, education, etc.

Full custom enterprise resource planning solutions integrating time tracking, project

scheduling, resource tracking, reporting, and accounting.


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Inventory tracking and management solutions.

High end printing automation solutions.

Many state and government IT solutions in multiple states.

End to end Microsoft SharePoint solutions.

Extensive database and data warehouse solutions.

Miscellaneous applications in many other technologies and platforms.

At Edlogix Software Solutions, all our solutions and work come with a warrantee that

proves we stand behind all our work and solutions. We are a very client focused and client

satisfaction driven organization from top to bottom. This is very apparent by the amount of

repeat and long term clients we have and retain.

You will find that Edlogix Software Solutions is more than willing to meet with you at

your convenience and discuss any IT needs and services you may have.

Document Automation

With vast amounts of dynamic content continually flowing in and out of your organization

these days, we at Edlogix Software Solutions might just be the solution you are looking

for. We can offer our professional consulting services and a wealth of experience with

tools like HP Extreme to provide flexible customized printing solutions tailored to meet

your specific business needs.

In todays economy it is not always possible to spend the time and money to t rain and staff

resources to work with very specialized tools like HP Extreme. Edlogix Software

Solutions Pvt Ltd can offer you professionals that are fully trained in tools like HP

Extreme. Our resources can be used to supplement your team, and/or contracted to

perform a project and/or ongoing work.


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Edlogix Software Solutions is a full IT solutions provider that has designed, developed,

and delivered many successfully print projects to clients in a wide range of industries.

Edlogixs development and testing staff have been trained and specialize in the use of HP

Extreme and other printing related tools and techniques. The Edlogix management team

offers a great deal of experience, strong leadership, and the desire to achieve client

satisfaction. Together, the Edlogix team is committed to working with you to fully design

and implement the solution that works for your needs.

Services

HP Extreme resources

Document automation support

Custom solutions

Ongoing maintenance and support

Managed Services

Edlogix Software Solutions can offer a wide range of solutions for managing your ongoing IT

services including:

Edlogix Software can supplement your current staff with our IT professionals

Edlogix can take over maintenance and upkeep on your IT services at our locations or

yours

Edlogix can be contracted on a time and materials basis to work on your ongoing IT

needs

Edlogix can help find the person you are looking for to manage your IT services, so that

you can permanently hire them if you desire.

In todays dynamic and customized IT services world, it is critical to keep systems up and

running. So often an entire organization can be crippled if any one of their IT services goes


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down and becomes unavailable for any extended period of time. Ongoing maintenance,

enhancements, and general upkeep can be an area that an organization easily overlooks

until its too late and a system crashes.

Is there a disaster recovery plan? Can someone actually execute it? Are there experts on

staff or available to you that are familiar with your systems and set up and can get you

back up and running quickly? Any organization that counts on IT services to run their

business should be asking themselves these and several other questions. At Edlogix

Software Solutions we can work with you to manage your ongoing IT services and help

you answer YES to your organizations critical IT questions.

Staff Augmentation

In todays quick changing and aggressive IT Industry it is not always possible or practical

to staff full time IT professionals that you may need to build, enhance, or upgrade the IT in

your company. At Edlogix Software Solutions, we specialize in understanding your IT

needs and working with you to find the resources that will help make your organization

successful.

One of the major strengths of the Edlogix is their focus, attention to detail, and overall

knowledge of staff augmentation services. Edlogix has been working in this realm for over

12 years and as evident by its many high profile and repeat clients, is very successful at it.

Our well rounded and experienced recruiters not only recruit for the general public but, for

Edlogix itself and its many projects. At Edlogix, we are a full solutions IT provider, and

because we are always internally managing and working on client projects we know and

are familiar with a vast majority of the IT world and the needs many organizations would

have. In other words, we have done it so we understand what it takes to do it.

It all starts with understanding your needs. We understand that many candidates could

potentially fill your requirements but, are they truly a fit for your organization? Our

recruiters work hard to understand the job requirements, as well as the dynamics around


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and in your organization, and any intangible needs your organization may have for a

candidate.

Edlogix Software Solutions has a very rigorous screening and evaluation process for each

candidate. We dont just give you a stack of resumes and let you pick. Edlogix adds a

tremendous amount of value by researching each candidate and narrowing down your

choices so that your selection process is much quicker and easier. Generally, candidates go

through a series of interviews, both technical and non-technical, so that our staff gets to

know the candidate as much as possible. Candidates can also be tested in specific

technologies to assure their resume and actual technical background match. Ultimately,

Edlogix Software Solutions strives to present valid, experienced candidates that makes

sense for each particular client and their needs.

At Edlogix Software Solutions, we maintain a substantial database of potential candidates

that have already been screened and could potentially be a match for future clients. In

many cases this significantly speeds up the time necessary to present the client with

potential candidates. Clients have many options as to what type of staff augmentation

service Edlogix can provide.

We work with just about every possible scenario including:

Direct Hires

Contract to hire;

Time and materials;

Consulting services;

There are a lot of players out there in the staff augmentation world but, not many that truly

take the time to understand the clients and candidates needs and concerns. We work hard

to nurture each and every relationship we have, in order to build long term relationships

with all of our clients.


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Technology

Technology is ever changing and in many companies a large factor in the way a company

does business. Of course if utilized correctly, technology can be a huge completive

advantage, provide cost savings, increase productivity, and open up doors that many

businesses never had before. However, choose the wrong direction and in no time at all

you can be obsolete, forever have maintenance issues and costs, and never really get what

you wanted or meets your companys needs.

At Edlogix Software Solutions, Technology is our business. Whether its older, current, or

future technology Edlogix Software Solutions often lives and breathes it. On a daily basis

we work with clients from a variety of industries, infrastructures, platforms, operating

systems, and languages. Our professionals have 1000s of hours of training and have

achieved certifications in many of yesterdays and todays latest technologies.

We also have many Microsoft certified, Sun Java certified, Project Management Professionals

(PMP), and many other certifications within our company.

Our professionals can develop, implement, maintain, and enhance using a wide range of

Computer languages and skill sets. On a regular basis we often work on projects, or place

candidates that work with just about any computer language or technology.

While many organizations fear technology and change, they still know they have to deal

with and use it. Edlogix Software Solutions works with you and/or for you to solve and

provide all your technology needs thus letting you concentrate on the other aspects of your

business. You can focus on what you do best, and feel confident we will take care of what

we do bestthe technology!


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CHAPTER IV

DATA ANALYSIS & INTERPRETATIONS


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1.How often do you say the word I am busy or I am having hard time

At the work place?

Options No .of Respondents Response (%)

Very often4 9

Often13 26

Rarely14 28

Very rarely12 25

Never6 12

Total50 100

Interpretation:

As is evident from the chart, majority of the respondents (52%) rarely and very rarely says that

they are busy at work place

0

5

10

15

20

25

30

Very often often rarely Very rarely Never

NO .Of Respondents

Response (%)


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2. You think physical environment problem in the work place cause Stress?

(Temperature, lighting, gases, dust)

Options No. of Respondents Response (%)

Strongly agree13 26

Agree18 36

Cannot say8 16

Disagree8 16

Strongly disagree3 6

Total50 100

Interpretation:

Opinion of study reveal that, majority of the respondents (62%) agree with physical

environment (Temperature, Lighting, Gases and Dust) causes Stress.

0

5

10

15

20

25

30

35

40

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree

No. of Respondents

Response (%)


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3. Do you feel time pressure is causing stress?


Strongly agree5 10

Agree20 41

Cannot say6 13

Disagree14 28


Total 50 100

Interpretation:

The finally yet importantly, the question asked about the employees, majority of

the employees (51%) agree and strongly agree with above statement.

0

5

10

15

20

25

30

35

40

45

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree

No. of Respondents

Response (%)


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4. Do you feel lack of co-operation of co-workers at work causes stress?


Very often4 9

Often13 26

Rarely8 16

Very rarely8 17

Never16 32

Total50 100

Interpretation:

As is evident from the chart, majority of the respondents (68%) faced lack of co-operation in

office remaining (32%) of employees never faced lack of co-operation in organizatio

0

5

10

15

20

25

30

35

Very often Often Rarely Very

rarely

Never

No. of Respondents

Response (%)


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5. Do you have any family problem which causes stress?

Options No .of Respondents Response (%)

Strongly agree9 19

Agree20 41

Cannot say5 11

Disagree9 19


Total50 100

Interpretation:

It is found from the survey that the majority of the respondents (60%) strongly agrees and agree

with family problems causes stress.

0

5

10

15

20

25

30

35

40

45

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree

No .of Respondents

Response (%)


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6. Do you have any other health issue which leads to stress?


Very often2 5

Often8 17

Rarely9 19

Very rarely6 12

Never23 47

Total50 100

Interpretation:

As is evident from the chart, majority of the respondents (47%) said dont have health problems

like BP, sugar.

0

5

10

15

20

25

30

35

40

45

50

Very often Often Rarely Very

rarely

Never

No. Of Respondents

Response (%)


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7. Do you feel that when an unexpected task is given causes stress?

Options No .of Respondents Response ( % )

Strongly agree 19 39

Agree 18 36

Cannot say 5 11

Disagree 4 9

Strongly disagree 2 5

Total 50 100

Interpretation:

It is observed from the chart, majority of the respondents (75%) agree with above

statement that by doing physical exercise & yoga stress will be reduced.

0

5

10

1520

25

30

35

40

45

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree

No .of Respondents

Response ( % )


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8. Do you feel stress in organization because of personal reasons?



Agree 18 37

Cannot say 7 14

Disagree 3 6


Total 50 100

Interpretation:

As is evident from the chart, majority of the respondents (77%) agree with above

statement that meditation & prayer to reduce the stress.

0

5

10

15

20

25

30

35

40

45

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree

No .of Respondents

Response ( % )


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9. Do you feel lack of communication causes stress?

Options No. of Respondents Response ( % )

Strongly agree 6 13

Agree 27 55

Cannot say 8 17

Disagree 4 9


Total 50 100

Interpretation:

It is found from the chart, majority of the respondents (68%) agree with above statement

i.e. lack of communication causes stress.

0

10

20

30

40

50

60

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree

No. of Respondents

Response ( % )


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10. Do you feel that family problems are causing stress?



Agree 16 32

Cannot say 9 19

Disagree 12 25


Total 50 100

Interpretation:


statement i.e. appending more time with family reduces stress.

0

5

10

15

20

25

30

35

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree

No .of Respondents

Response ( % )


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11. Do you feel physical working conditions of company are causing stress?



Agree 28 56

Cannot say 4 8

Disagree 3 7


Total 50 100

Interpretation

It is observed from the chart, majority of the respondents (82%) agree with improving

working conditions in office stress will be reduced.

0

10

20

30

40

50

60

Strongly

agree Agree

Cannot

say Disagree

Strongly

disagree

No .of Respondents

Response ( % )


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12. Do you feel allocation of work causes the stress?


Strongly agree 5 11

Agree 10 20

Cannot say 27 55

Disagree 5 10


Total 50 100

Interpretation:

As is evident from the chart, majority of the respondents (66%) agree with

rational allocation of work reduces the stress.

0

10

20

30

40

50

60

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree

No .of Respondents

Response ( % )


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13. Do you feel financial problems causes stress?


Strongly agree 6 12

Agree 21 43

Cannot say 16 32

Disagree 5 10


Total 50 100

Interpretation:

It is observed from the chart, majority of the respondents (55%) agree with above

statement i.e. financial motivation reduces the stress.

0

5

10

15

20

25

30

35

40

45

50

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree

No .of Respondents

Response ( % )


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14. Do you feel Work from home after office hours causes stress?


Strongly agree 8 16

Agree 26 52

Cannot say 10 21

Disagree 4 8


Total 50 100

Interpretation:


statement i.e. training and development with changes.

0

10

20

30

40

50

60

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree

No .of Respondents

Response ( % )


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15. Do you feel stress when you go out to deal with clients?



Agree 24 48

Cannot say 6 13

Disagree 5 6


Total 50 100

Interpretation:

It is found from the chart, majority of the respondents (80%) agree with above

statement i.e. relaxation (holydays, leaves, family, tours etc.) reduces stress.

0

10

20

30

40

50

60

Strongly

agree

Agree Cannot

say

Disagree Strongly

disagree

No .of Respondents

Response ( % )


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16. Under what conditions you feel stress in organization?


When more work /

Responsibility is added

7 15

When someone keep on

monitors your work

25 50

When new technologies

introduced

10 21

Above all 5 10

None of the above 2 4

Total 50 100

Interpretation:

It is observed from the chart, majority of the respondents (65%) agree with above statement i.e.

following safety precautions stress is reduced.

0

10

2030

40

50

60

No .of Respondents

Response ( % )


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CHAPTER V

FINDINGS, SUGGESTIONS & CONCLUSION


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FINDINGS

The findings of the present revealed the following.

Most of the respondents fall under law stress category.

There is a significant relationship between stress & demography factors i.e. age,experience & designation.

Personal policies & practices of the organization have contribution to stress amongemployees.

The organization has a very tall structure of stress among hierarchy & this is one ofthe reasons for employees being stressed.

There is no significance difference of stress among employees working indevelopment & other departments.

The employees working in the development team gave a positive response inanswering the questionnaire


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SUGGESTIONS

The employees must give importance to time management techniques therebythey can complete their work within the specified time.

Many tasks can be delegated to subordinates without losing effectiveness so thatthe overload of work can be reduced.

Adopt the work to home transition strategy. It means instead of carrying thePressures of the work to home, the suggestion is to start the unwinding process

during the work day and enter the home in a relaxed and peaceful mind.

Giving counseling to the employees when they face problems, because counselingis the discussion of a problem that usually has emotional content with an

employee in order to help the employee cope within better.

The organization must introduce Employee Assistance Programmes (EAPs) andStress control workshops according to the level of employees, because there is a

strong relation between the level of stress and the level of employees. EAP

includes counseling employees who seek assistance on how to deal with alcohol

and drug abuse, managing personal finance, handling conflicts at the workplace,

dealing with marital and other family problems, and coping with health problems.

Engaging the bored employee in aerobic exercise, because it stimulates the brainand the body. Also the employee must do meditation and yoga in their daily life.


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CONCLUSION

The present study was conducted at Edlogix. 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 is

highly stressed & needed prevailing in the organization to some extent.

At the end of the study, we can conclude that through there are signs of stressamong 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 herein at individual & organization level.


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CHAPTER VI: BIBLIOGRAPHY


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BIBLIOGRAPHY

Books for reference:

Fred Luthans : Organization Behavior

McGraw-Hill International

Edition.

Stephen P. Robin : Organization Behavior concept

Controversies & Applications

V. Ashwatha Ramaiah : A celebration called Life

Unique consultants (P) Ltd.

V. K. Jain : The management journal of power

professionals

P.K. Dutta : Stress Relief

Through Holistic and Alternative Therapies

Websites:

www.citehr.com

www.wikipedia.com

www.edlogix.org
http://www.citehr.com/http://www.citehr.com/http://www.wikipedia.com/http://www.wikipedia.com/http://www.edlogix.org/http://www.edlogix.org/http://www.edlogix.org/http://www.wikipedia.com/http://www.citehr.com/


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QUESTIONNAIRE

1. How often do you say the word I am busy or I am having hard time At the work place?( )(a)Very often (b)Often (c)Rarely

(d)Very rarely (e)Never

2. You think physical environment problem in the work place cause Stress? (Temperature,lighting, gases, dust) ( )(a)Strongly agree (b)Agree (c)Cannot say

(d)Disagree (e)Strongly disagree

3. Do you feel time pressure to complete work in time? ( )(a)Strongly agree (b)Agree (c)Cannot say


4. Do you feel lack of co-operation in office? ( )(a)Very often (b)Often (c)Rarely


5. Do you have any family problems which causes stress? ( )(a)Strongly agree (b)Agree (c)Cannot say


6. Do you have any health issues which leads to stress? ( )(a)Very often (b)Often (c)Rarely



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7. Do you feel Physical exercise & yoga reduce the level of stress? ( )(a)Strongly agree (b)Agree (c)cannot say

(d)Disagree (e)strongly disagree

8. Do you feel meditation & prayer reduce the stress? ( )(a)Strongly agree (b)Agree (c)cannot say

(d)Disagree (e)strongly disagree

9. Do you feel lack of communication causes stress? ( )(a) Strongly agree (b)Agree (c)Cannot say


10. Do you feel spending time with your family reduces stress? ( )(a) Strongly agree ( ) (b)Agree ( ) (c)Cannot say ( )

(d) Disagree ( ) (e)Strongly disagree ( )

11. Do you feel improving working conditions, reduces the stress? ( )

(a)Strongly agree (b)Agree (c)Cannot say


12. Do you feel rational allocation of work reduces the stress? ( )(a)Strongly agree (b)Agree (c)Cannot say


13. Do you feel financial motivations reduce the stress? ( )(a)Strongly agree (b)Agree (c)Cannot say



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14. Do you feel Training & Development programs help to cope-up with new technologyreduces the Stress? ( )

(a)Strongly agree (b)Agree (c)Cannot say


15. Do you feel relaxation reduces the stress? ( )(a)Strongly agree (b)Agree (c)Cannot say


16. Do you feel by following the safety precautions reduces the stress? ( )(a)Strongly agree (b)Agree (c)Cannot say



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introduction to hrm srvs prjct

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