stress at workplace of employee
TRANSCRIPT
STRESS AT WORK PLACE OF
EMPLOYEES
CONTENTS
CHAPTER
TOPICPAGE NO.
* PREFACE *****
* ACKNOWLEDGEMENT *****
* LIST OF TABLE *****
IINTRODUCTION & RESEARCH METHODOLOGY
1-43
II REVIEW OF LITERATURE 44-65
III RESEARCH SETTING 66-74
IVDATA ANALYSIS & INTERPRETATION
75-147
VFINDINGS, CONCLUSIONS & SUGGESTIONS
148-159
* BIBLIOGRAPHY *****
* ANNEXURE *****
LIST OF TABLES
TABLE NO
DISCRIPTIONPAGE NO
1Table showing distribution of the respondents based on designation
75
2Table showing distribution of the respondents based on age
76
3Table showing distribution of the respondents based on gender
77
4Table showing educational status of the respondents
78
5Table showing total work experience of the respondents
79
6Table showing work experience in this organization
80
7Table showing distribution of the respondents to department
81
8Table showing monthly income of the respondents
82
9Table showing opinion of the respondents of feeling secure and satisfied
83
10Table showing whether respondents ideas have always been rejected or not
84
11Table showing whether respondents have stained relation with supervisor or not
85
12Table showing whether respondents have stained relation with co-worker or not
86
13 Table showing whether respondents are happy with commute or not 87
14Table showing whether respondents having
fear of termination 88
15 Table showing whether respondents’ life and the work is a kind of burden or not
89
16Table showing whether respondents have to work for hours or not
90
17Table showing whether respondents get less salary as compare to people in organization of similar size
91
18Table showing respondents’ expenses are more over income
92
19Table showing whether respondents’ don’t get salary when it is due or not
93
20Table showing whether respondents get less payment at retirement or not
94
21Table showing whether respondents not given well deserved promotion or not
95
22Table showing whether respondents given enough opportunity to improve display abilities or not
96
23Table showing whether respondents learning and developing in organization or not
97
24Table showing whether strictness for following rules in organization which need to abide and become headache or not
98
25Table showing whether respondents share more responsibility than authority or not
99
26Table showing whether job responsibility creates tension or not
100
27Table showing rapid change in the organization
101
28 Table showing whether respondents satisfied with designation or not
102
29 Table showing respondents don’t get along well with the people they have to deal
103
30Table showing respondents lack of cohesiveness and cooperativeness with the other colleagues
104
31Table showing whether respondents are always neglected and disregarded by colleagues or not
105
32Table showing whether respondents doing physical exercise or not
106
33Table showing whether respondents indulge regular breathing exercise or not
107
34Table showing whether respondents practice meditation or not
108
35Table showing whether respondents smoke or not
109
36Table showing whether respondents drink or not
110
37Table showing whether respondents increase salt and sugar intake or not
111
38Table showing whether respondents increase of intake caffeine or not (Coffee, tea, cola)
112
39Table showing whether respondents accept others limitation or not
113
40Table showing whether respondents take decision without undue anxiety or not
114
41Table showing whether respondents allow others to share task and responsibilities or not
115
42Table showing whether respondents try helping others or not
116
43Table showing efforts of changing situation of respondents.
117
44Table showing respondents observed the situation as opportunity to learn
118
45Table showing respondents compromise to get something positive out of the situation
119
46Table showing respondents themselves oneself with hope that things will go better
120
47Table showing respondent often try to use humor to diffuse tension
121
48Table showing whether people helps at times of need to the respondents or not
122
49Table showing whether respondents includes relaxation time or not
123
50Table showing maintaining good relationship with others
124
51Table showing whether respondents discussing personal problems or not
125
52Table showing whether respondents become aggressive or not
126
53Table showing whether respondents feel angry or not
127
54Table showing whether respondents blaming oneself or not
128
55Table showing respondents deny that there is a problem
129
56Table showing whether respondents feel guilty or not
130
57Table showing whether respondents suffers from headache or not
131
58 Table showing whether respondents suffers from chest pain or not
132
59Table showing whether respondents suffers from indigestion or not
133
60Table showing whether respondents suffers from sleeplessness or not
134
61Table showing whether respondents suffers from irritability or not
135
62Table showing whether respondents suffer from backache or not
136
63Table showing whether respondents suffers from stomach disorder or not
137
64Table showing whether respondents suffers from blood pressure or not
138
65Table showing increasing of weight of respondents
139
66Table showing respondent become physically weak
140
67Table showing whether respondents feel frustrated or not
141
68Table showing respondents developing anxiety
142
69 Table showing respondents feeling restless 143
70Table showing whether respondents suffer from inability to concentrate or not
144
71Table showing respondents feeling that whether those closest to me at home are supportive towards me or not
145
72Table showing whether respondents are able to laugh or not
146
73Table showing whether respondents able to express their thoughts and ideas or not
147
CHAPTER- I
INTRODUCTION
Since the origin of the term 'stress' it is ambiguous 'stress' began life
as a variant on 'distress' in the 14th century. It meant the experience
of physical hardship, starvation, torture, and pain. These days,
however, the term revolves around the medieval definition, in which
'stress' simply meant 'hardship'. The recent scientific developments
inform us that 'stress' is actually good for us. Stress is derived from the
Latin word stranger, meaning to draw tight, and was used in the 17th
century to describe hardships or affliction. During the late 18th century
stress denoted "force, pressure, strain or strong effort," referring
primarily to an individual or to an individual's organs or mental powers
(Hinkle, 1973).
As has already been noted, stress has been defined as a stimulus, a
response, or the result of an interaction between the two, with the
interaction described in terms of some imbalance between the person
developed, particularly that surrounding the person-environment (P-E)
interaction, researches have considered the nature of that interaction
and, more importantly, the psychological processes which it takes
place (Dewey, 1992).
Stress is a physiological and psychological imbalance. It arises due to
the demands on a person and that person’s inability to meet these
demands. Stress is the body’s way of reacting to any situation and it
can have serious repercussions on an individual’s life. Yet, people fail
to realize the importance of stress management in their lives. Effective
managers can stay in control of life, without panicking even under
stressful situations. They handle stress by planning work, taking
regular breaks, and rejuvenating them.
Stress: Meaning and Definitions
The term 'stress' has a different meaning for researchers in various
disciplines. In the biological literature, it is used in relation to single
organisms, populations of organisms, and ecosystems. Biologists refer
to things such as heat, cold and inadequate food supply as being
sources of stress. Human biologists add to this microbial infection and
taking toxic substances. Social scientists, for their part, are more
concerned about people's interaction with their environment and the
resulting emotional disturbances that can sometimes accompany it
(Hinkle, 1987).
The term stress has many definitions (Lazarus & Folk man, 1984). We
all define stress as an internal state which can be caused by physical
demands on the body ( disease conditions, exercise, extremes of
temperature, and the like) or by environmental and social situations
which a evaluated as potentially, harmful, uncontrollable, or exceeding
resources for coping. The physical, environmental, and social causes of
the stress state are termed stressors.
Stress is a big problem in our society (Allen, 1983). Some75 percent of
bodily disease is said to be stress-related. For example, stress is often
a factor in heart disease. Furthermore, stress-related diseases cost
American industry billons of dollars a year; several billion tranquilizer
pills are prescribed in the United.
Stress in individuals is defined as anything that disrupts the normal
person’s physical or mental well-being. It occurs when the body
performs activities outside its capabilities or when a person faces
extraordinary demands. A simple display of stress may be a bad mood
while an extreme display may be an act of violence. The process of
stress has a stressor or a stimulus. A stressor is a factor or stimulant
that creates stress. A stressor is not in itself either positive or negative
or good or bad, it is how one reacts to it that determines its positivity
or negativity. For example, one person may perceive stressor as a
motivator, whereas another person may perceive it as a constraint.
One individual may perceive it as a challenge, another as a threat.
Stress can be positive or negative. Positive stress is called estruses
and negative stress is called distress. There is a difference between
the ways in which estruses and distress affect the body. Estruses
triggers the body alarm, enhances attention, performance, and
creativity. It has temporary effects. For instance, a person applying for
a visa to the US may be under estruses, and once he/she obtains the
visa his/her stress levels come back to normal. Distress has a negative
effect on the body. For instance, an individual who has lost his/her job
may become depressed, which is a result of distress. Distress,
If left unchecked, can have a serious effect on the body over a period
of time. The body’s nonspecific response to the external situation
results in stress and stress can create a number of health problems
both mental and physical. Some of these problems are sleeplessness,
eating disorders, heart problems, and suicidal tendencies. Stress
represents the wear and tear of the human body.
Hens Selye, developed a model called the General Adaptive Syndrome
model to explain the stress phenomenon and the stress levels. This
model has three stages. The first stage, which is the alarm reaction
stage, involves the body’s response to or familiarizing itself with the
new situation or stressor. In this stage, an individual is under estruses.
The second stage is the resistance stage, which involves resisting and
reacting to the situation. In this stage, an individual is in a flight or
fight situation (the body’s reaction to control stress situation). In this
situation, the body prepares to either escape from the situation or to
survive in it. The third stage is the exhaustion stage, which is the
aftermath of resistance. If the resistance stage goes on for a long
period, then the person becomes distressed.
A certain level of stress can act as a motivator. Without stress, a
person becomes lethargic and dull. Good stress encourages a person
to perform better. However, if this stress exceeds the resistance level
of the individual, it can turn into distress. The perception of stress
varies from person to person and each person has his/her own stress
limit. There are many reasons and sources of stress for every person.
Also, while some people tend to work better under pressure, there are
others who cannot bear the ‘last minute syndrome.’ They panic when
faced with even the most minor of stressful situations.
Most of the stress situations people encounter in everyday life are
minor and relatively easy to cope with. When one feels hungry he/she
may stop what he/she is doing and go to the cafeteria for lunch; when
he/she feels cold he/she puts on a sweater or coat. A serious illness
requiring major surgery, a broken engagement, marital discard or
divorce, the death of a loved one, flunking out of college, being
arrested, financial pressures or losses, social disapproval, severe guilt
feelings and value conflicts are example of such stressful situation.
Stress may involve biological-or-psychological-level processes.
Pneumonia viruses’ produces stress on a biological level and the basic
adjustive reaction involves defense on the biological level. (1) The
basic types of stress we encounter and some of the particular stress
that characterize our time and place in history, (2) factors influencing
the severity of streess, and (3) other key aspects of stress including its
cost to the organism.
There are a wide range of environmental obstacles, both physical and
social, which can lead to the frustration of our needs. Earthquakes,
famines, fires, accidents, and the death of loved ones are major
sources of the warting in the physical environment. Pens we are in a
hurry, rain when we want to play golf or tennis, advertisements that
make us want things we cannot have, red tape that prevents us from
taking a desired course, and long years of study before we can enter
professional field are examples of the counter less environmentally
caused frustrations that plague us in everyday life.
Stress is term which the biological and social science have taken over
with only imperfect success from the physical sciences. In engineering
usage a force directed at an object is said to place it under stress. The
resulting distortion or deformation caused in the object by the stress is
called strain. For example a small amount of weight placed on a bridge
would create a mild stress and the resulting strain would be minimal.
Increasing the weight and hence the level of stress. Would cause
increasing levels of strain depending on the materials of the bridge and
its construction, there might be bucking or sagging or perhaps
eventually even a breakdown of the bridge.
Living systems-particularly human beings have advantages over
nonliving ones in meeting stress for they can anticipate and prepare
for it change their strategies for coping with it, and some times leave
the field when it is too severe.
Response – Based Definitions of Stress
The origins of response-based definitions can be found in medicine and
are usually viewed from a physiological perspective a logical stance for
a discipline trained to diagnose and treat symptoms but not
necessarily their causes. The work of Hans Selye in the 1930s and
1940s marks the beginning of this approach to the study of stress. In
1936, Selye introduces the notion of stress-related illness in terms of
the general adaptation syndrome (GAS), suggesting that stress is a
non-specific response of the body to any demand made upon it (Selye,
1956). Selye’s focus was medical: general malaise was characterized
by loss of motivation, appetite, weight, and strength. Evidence from
animal studies also indicated internal physical degeneration and
deterioration. Responses to stress were considered to be invariant to
the nature of the stressor and therefore to follow a universal pattern.
Although the word stress usually has negative connotations, selye
(1976) emphasized that stress reactions are not automatically bad and
that they cannot be avoided because being alive is synonymous with
responding to stress. In fact, a certain level of stress is necessary for
motivation, growth, development, and change has been referred to as
stress. However, unwanted, unmanageable stressor situations are
damaging and can lead to distress.
In a similar manner, any condition that makes an adductive demand on
the organism places it may undergo degree of stress. Mild stress
usually causes little pain or strain, for the individual has ample
resources for coping with in and is not likely to see it as a threat.
Stress as an Interaction
The interaction approach to defining stress focuses on the statistical
interaction between the stimulus and the response. This approach is
essentially static (cause and effect), with any consideration of process
being limited to inferential explanations when the interaction fails to
materialize or is different from that predicted. This is where, according
to Lazarus and Launier (1978), description has taken a back seat to
simple cause-effect formulations.
Theories of Stress
A. Biological theories of stress
1. Somatic-weakness theory
2. Specific-reaction theory
B. Psychological Theories
A. Biological Theories of Stress
These theories explain psychological disorders in terms of specific
weakness or hyperactivity of an individual organic system as and when
she or he responds to a stressful experience. The Stress is explained as
a responds either the paucity or abundance requisite quantum of bio-
chemical material.
1. Somatic-weakness Theory
The fundamental assumption of somatic-weakness theory is that weak
bodily organs are pre-disposed to generate a specific kind of stress,
leading to a particular physiological disorder. A particular organ system
may remain weak in view of several factors vis-à-vis genetic
deficiency, undetected juvenile illness or diet imbalance deficiency etc.
these factors may cumulatively disrupt a particular organ system
making it weak and vulnerable to stress e.g., severe ulcers might be
generated owing to a weak digestive system, which ulcers in their true
may lead to serious stressful events and consequent psychological
disorders.
2. Specific-reaction Theory
According to specific-reaction theory, no hard and fast explanation can
be categorically branded as the prime mover or shaker of stress.
Different individuals respond to stress differently and every organic
system has its own idiosyncrasies way to cope up with on going
situational pressures. This theory maintains that the body system that
is the most responsive may most likely become the locus of a
particular psycho-physiological disorder e.g., high blood-pressure may
be more amenable to hypertension.
B. Psychological Theories
These theories explain the development of various psycho-
physiological disorders in terms of such factors as: unconscious
emotional states, personality traits, cognitive appraisal and specific
styles of coping with stress.
1. Psychoanalytic theory
Psychoanalytic theories explaining the development of stress
undermine the role of conscious-emotional states specific to each
disorder. According to Alexander (1950) various psycho-physiological
disorders can be explained as a function of our unconscious emotional
states.
Alexander has further argued that repressed hostile impulses
invariably lead to chronic emotional states. Such states, in turn, are
responsible for hypertension, anxieties and worries and depression.
"The damming up of such hostile impulses if continues might develop
stronger defensive measures in order to keep pent-up aggression in
check-because of the marked degree of their inhibition. These patients
are less effective in their occupational activities and for that reason
tend to fail in competition and….hostile feeling towards more
successful, less inhibited, competitors are further intensified"
Alexander's hypothesis of unexpressed anger or anger-in theory was
formulated on his first hand observations of patients undergoing
psychoanalysis.
2. Cognitive and behavioral theory
Cognitive and behavioral theories explained stress as a function of
cognitive and behavioral factors. The perceptions and experiences
stimulate sympathetic system activity. However, psychological
resentments and regrets are too embedded to be easily tossed out of
one's system. They are not as readily escapable as are the perceived
or real external threats. Nor can they be readily explained away, often
they keep our sympathetic system aroused. Such an arousal keeps the
body in a continuous state of emergency. It is unbearable to sustain a
balanced behavioral pattern for long in such circumstances. The
necessary balancing of sympathetic and parasympathetic action are so
gets tougher by the day. More often that not, the equilibrium is lost
and one is overtaken by distress. Such a bodily changes that can last
longer that they were meant to. This further contributes to an
imbalance between sympathetic and parasympathetic activity going
on in our system. Some psychologists have assumed that man's higher
mental faculties out-compete his physiological endowments. This is the
inbuilt dichotomy operating in human's albeit, very subtly and silently.
Moral, valuation or attitudinal changes may be experienced at very
higher or deeper levels of consciousness and our bodies may not be
attuned to such experiences easily and readily. In fact, it is pointed out
that our bodies are not designed to cope up with the outgoing
pressures of our higher mental faculties. They are not built to
withstand the storms brought about by our mental capacities. Thus,
life-experience of human beings seems continuously to be exceeding
their resources or capacities to cope with them. Such a dichotomous
state of affair is inherently germane to the fructification of chronic
stresses and conducive to the development of psycho-physiological
disorder. Therefore, most humans are prone to this or that kind of
stress-related disorder.
STRESSORS
Almost any change in the environment—even a pleasant change, such
as a vacation- demands some coping; and a little stress is useful in
helping us adapt.
STRESS CYCLES
Change Stressors Disease Stressors Phobic StressChemical Stressors Emotional Stressors Physical Stress Commuting Stressors Environmental Stressors Social StressDecision Stressors Family Stressors Work Stress
Pain Stressors
Stress Overloading
Physiological (e.g. heightened muscle tension, elevated blood pressure and rapid heart beat)
Emotional (e.g. heightened anxiety, depression and anger)
Behavioral (e.g. over eating and excessive alcohol consumption
Cognitive (e.g. increased distraction and decreased concentration
Medical disorders (e.g. headaches, hypertension and heart disease)
Emotional disorders e.g. chronic anxiety and depression, phobias, personality changes mental illness)
Behavioral disorders (e.g. obesity and alcoholism)
Cognitive disorders (e.g. many problems, obsessive thoughts and sleep disorder).
Decreased Productivity Decreased Enjoyment Decreased Intimacy
Where stress come s from
Immediate effects
Long term effects
Over all costs
Distress
Change Stressors Disease Stressors Phobic StressChemical Stressors Emotional Stressors Physical Stress Commuting Stressors Environmental Stressors Social StressDecision Stressors Family Stressors Work Stress
Pain Stressors
Stress Overloading
Physiological (e.g. heightened muscle tension, elevated blood pressure and rapid heart beat)
Emotional (e.g. heightened anxiety, depression and anger)
Behavioral (e.g. over eating and excessive alcohol consumption
Cognitive (e.g. increased distraction and decreased concentration
Medical disorders (e.g. headaches, hypertension and heart disease)
Emotional disorders e.g. chronic anxiety and depression, phobias, personality changes mental illness)
Behavioral disorders (e.g. obesity and alcoholism)
Cognitive disorders (e.g. many problems, obsessive thoughts and sleep disorder).
Decreased Productivity Decreased Enjoyment Decreased Intimacy
Where stress come sfrom
Immediate effects
Long term effects
Over all costs
Stress has a number of immediate effects and, if the stressors are
maintained, long-term behavioral physiological, emotional, and
cognitive (thinking) effects occur. If these effects hinder adaptation to
the environment or create discomfort and distress, they themselves
be- come stressors and, as shown by the dotted arrow in tend to
perpetuate a cycle of distress, On the other hand, many people have
developed ways of coping with stressors so that they are able to
respond adaptively. This is the wellness cycle of. Teaching people
adaptive ways of handling stress so as to promote the wellness.
Cause of stress
There are several factors causing stress. Recently, Desai (1999)
classified stressors into three major categories viz., (1) Physiological,
(2) Psychological, and (3) Environmental.
Physiological Causes: The physiological category includes genetic
and congenital factors, life experience, biological rhythms, sleep,
posture, diet, fatigue, muscular tension, and disease of adaptation.
Physiological Causes: The physiological causes comprised nine
elements: Perception, emotion, motivation, and condition and
appraisal.
Environmental Causes: This category of stressors consists of those
factors which originate from the environment like ambient
environment, physical events, psychological sub-systems, physiological
sub-systems. Social events and biotic events.
Eysenck (1996) also divided stressors into three broad
categories:
Stressful life events: This situation usually occurs mainly as a result of
our relationship with other people; Environmental stressors: The
stressors of this category are like noise, vibration, electric shock and
heat; Technological threat: This type of threat posed by nuclear power
advances sophisticated technology (automated devices) and the sick
building syndrome.
Major causes of stress include illness, job changes, boredom,
separation and divorces, deaths in the family and financial difficulties.
However, the arrival of a baby, or entertaining guests, can be stressful.
In his popular book, Future shock (1970), Alvin Toffler, attributes the
future shock to too much change in too short as “the shattering stress
and disorientation that we induce in individuals by subjecting them to
too much change in too short a time.”
The major job conditions that cause stress for employees
include:
(1) work-overload (2) time pressure; (3) poor quality and supervision;
(4) role conflict and ambiguity; (5) change of nay type, especially
when it is major or unusual, and (6)frustration.
FACTORS IN THE SEVERITY OF STRESS
In General stress is more severe
More important the motives blocks the needs deprived.
The longer the stress situation continues.
The greater the number of adductive demands placed on the individual at once or during a short interval of time.
The more unfamiliar and unexpected the problem
The less adequate the individual’s resources, including personal resources and social supports
The stronger and more equal the opposing forces in conflict situation.
The closer one gets to the goal in approach avoidance conflict
The greater the perceived threat and the more imminent the threat.
The less tolerance the individual has for this type and degree of stress.
The more the individual sees the threat as imposed on him and beyond his control.
In addition to type source and severity of stress three additional
aspects of stress are of immediate interest. First is the individual
nature of our stress. Patterns, however similar life situation may
appear. Second is the finding that as in the case of motives, we may
be only partially aware or even unaware of stress. And third is the
problem that adaptation. And third is the problem that adaptation to
stress may be expensive both physically and psychologically.
STRESS MAY HAVE POSITIVE EFFECTS
Although severe stress may lead to lowered adaptive efficiency and to
wear and tear on the system, stress can also have positive
consequences. The following are some of the possible positive effects
of stress:
New self understanding through his experience in a very difficult
situation. An individual may get a cheaper picture of his assets
liabilities, and adaptive potential.
Increased competencies after flunking a test an individual may find
more effective methods of study and learn to put more efforts into his
work. New approaches to problems. If he acknowledges past
approaches have not worked well an individual may find more effective
strategies. More realistic goals and expectations. Persistent failure or
frustration may lead an individual to a more realistic appraisal of the
alternatives actually open to him.
Increased to and “living with” difficult stresses, an individual may
increase his ability to meet stress as well as his confidence in his
ability to do so. The concept of 'stress' is elusive because it is poorly
defined. There is no single agreed definition in existence. It is a
concept which is familiar to both layman and professional a like. It is
understood by all when used in a general context but by very few
when more precise account is required and this seems to be the
central problem (Cox, 1985).
Stress to us is a very general term that means somewhat different
though related things at different levels of analysis. Each of the levels
of stress analysis is partially independent in that it refers to different
conditions, and processes (Lazarus & Launier, 1978).
Stress a term borrowed from physics by W. Canon and H. Selye and set
to mean the mutual action of force that takes place across any section
of the body is a state of threatened homeostasis (Stratakis & Chorusos,
1995).
Stress is a subset of emotion (Lazarus, 1993). Stress is caused by a
multitude of demands (stressors), such as an inadequate fit between
what we need and what we are capable of, and what our environment
offers and what it demands of us (Levi, 1996). Stress is the external
pressures and tensions the internal pressures (Saunders, 1997).
In the 1950's stress was described by researchers as a "response to
internal or external processes which reach those threshold levels that
strain its physical and psychological integrative capacities to, or
beyond, their limit" (Basowitz, Persky, Korchin, & Grinkler, 1955).
In the 1970s, Lazarus (1976) suggested that an individual's stress
reaction "depends on how the person interprets or appraises
(Consciously or unconsciously) the significance of a harmful,
threatening or challenging event." Lazarus's work disagrees with that
of others who see stress simply as environmental pressure. Instead,
"the intensity of the stress experience is determined significantly by
how well a person feels he or she can cope with an identified threat. If
a person is unsure of his/her coping abilities, they are likely to feel
helpless and overwhelmed.”
Cummings and Cooper (1979) have designed and explained a way of
understanding the stress process that can be put in the following
points.
Individuals, for the most part, try to keep their thoughts, emotions, and
relationships with the world in a “steady state”.
Each factor of a person’s emotional and physical state has a “range of
stability,” in which that person feels comfortable. On the other hand,
when disrupt one of these factors beyond the range of stability, the
individual must act or cope to restore a feeling of comfort.
An individual’s behavior aimed at maintaining a steady sate makes up
his or her “adjustment process” or coping strategies. A stress is any
force that puts a psychological or physical function beyond its range of
stability, producing a strain within the individual. Knowledge that a
stress is likely to occur constitutes a threat to the individual. A threat
can cause a strain because of what it signifies to the person
(Cummings & Cooper, 1979).
Stress at work is a relatively new phenomenon of modern lifestyles.
The nature of work has gone through drastic changes over the last
century and it is still changing at whirlwind speed. They have touched
almost all professions, starting from an artist to a surgeon, or a
commercial pilot to a sales executive. With change comes stress,
inevitably. Professional stress or job stress poses a threat to physical
health. Work related stress in the life of organized workers,
consequently, affects the health of organizations.
Job stress is a chronic disease caused by conditions in the workplace
that negatively affect an individual's^ performance and/or overall well-
being of his body and mind. One or more of a host of physical and
mental illnesses manifests job stress. In some cases, job stress can be
disabling. In chronic cases a psychiatric consultation is usually required
to validate the reason and degree of work related stress.
Working on a project on stress at work, Andy Ellis, Ruskin College,
Oxford, UK, has shown in a chart how stress can adversely affect an
employee's performance. In the early stages job stress can 'rev up' the
body and enhance performance in the workplace, thus the term 'I
perform better under pressure'. However, if this condition is allowed to
go unchecked and the body is revved up further, the performance
ultimately declines and the person's health degenerates.
Symptoms
The signs of job stress vary from person to person, depending on the
particular situation, how long the individual has been subjected to the
stressors, and the intensity of the stress itself. Typical symptoms of job
stress can be:
Insomnia
Loss of mental concentration,
Anxiety, stress
Absenteeism
Depression,
Substance abuse,
Extreme anger and frustration,
Family conflict
Physical illnesses such as heart disease, migraine, headaches, stomach problems, and back problems.
Causes of Work Place
Job stress may be caused by a complex set of reasons. Some of the
most visible causes of workplace stress.
Job Insecurity
Organized workplaces are going through metamorphic changes under
intense economic transformations and consequent pressures.
Reorganizations, takeovers, mergers, downsizing and other changes
have become major stressors for employees, as companies try to live
up to the competition to survive. These reformations have put demand
on everyone, from a CEO to a mere executive.
High Demand for Performance
Unrealistic expectations, especially in the time of corporate
reorganizations, which, sometimes, puts unhealthy and unreasonable
pressures on the employee, can be a tremendous source of stress and
suffering. Increased workload, extremely long work hours and intense
pressure to perform at peak levels all the time for the same pay, can
actually leave an employee physically and emotionally drained.
Excessive travel and too much time away from family also contribute
to an employee's stressors.
Technology
The expansion of technology - computers, pagers, cell phones, fax
machines and the Internet - has resulted in heightened expectations
for productivity, speed and efficiency, increasing pressure on the
individual worker to constantly operate at peak performance levels.
Workers working with heavy machinery are under constant stress to
remain alert. In this case both the worker and their family members
live under constant mental stress. There is also the constant pressure
to keep up with technological breakthroughs and improvisations,
forcing employees to learn new software all the times.
Workplace Culture
Adjusting to the workplace culture, whether in a new company or not,
can be intensely stressful. Making oneself adapt to the various aspects
of workplace culture such as communication patterns, hierarchy, dress
code if any, workspace and most importantly working and behavioral
patterns of the boss as well as the co-workers, can be a lesson of life.
Maladjustment to workplace cultures may lead to subtle conflicts with
colleagues or even with superiors. In many cases office politics or
gossips can be major stress inducers.
Personal or Family Problems
Employees going through personal or family problems tend to carry
their worries and anxieties to the workplace. When one is in a
depressed mood, his unfocused attention or lack of motivation affects
his ability to carry out job responsibilities.
Stress in the Work Place:
Work plays a powerful role in people's lives and exerts an important on
their well-being. Since the l960s paid work has occupied an increasing
proportion of most people's. Although employment can be an exciting
challenge for many individuals, it can also be a tremendous source of
stress. Consequently, as work makes more and more demands on time
and energy, Individuals are increasingly exposed to both the positive
and negative aspects of employment. The relationship between work
and mental and physical health may also contribute to career
adjustment as well as to the productivity and economic viability of
companies. Three concepts are important to understanding this
relationship:
Stress an interaction between individuals and any source of demand
(stressor) within their environment.
A stressor is the object or event that the individual perceives to be
disruptive. Stress results from the perception that the demands exceed
one's capacity to cope. The interpretation or appraisal of stress is
considered an intermediate step in the relationship between a given
stressor and the individual's response to it.
Appraisals are determined by the values, goals, individual
commitment, as personal resources (e.g. income, family, self-esteem)
and coping strategies that employees bring to the situation.
Newspaper headlines worldwide have heralded an unprecedented
concern about the detrimental effects of work stress. The United
Nations World Labor Report attributes the source of stress to work
places that are unstable, impersonal, and hostile. Since the early
1960s, researchers have been examining the psychosocial and
physical demands of the work environment that trigger stress.
Research has identified many organizational factors contributing to
increased stress levels: (a) job insecurity; (b) shift work; (c) long work
hours; (d) role conflict; (e) physical hazard exposures; and (f)
interpersonal conflicts with coworkers or supervisors.
Reciprocally, elevated stress levels in an organization are associated
with increased turnover, absenteeism; sickness, reduced productivity,
and low morale. At a personal level, work stressors are related to
depression, anxiety, general mental distress symptoms, heart disease,
ulcers, and chronic pain (Sauter, Hurrell, & Cooper, 1989). In addition,
many people are distressed by efforts to juggle work and family
demands, such as caring for sick or aging parents or children (Wiersma
& Berg, 1991). Therefore, any exploration of the relationship between
work conditions and mental distress must take into account individual
factors such as sex, age, race, income, education, marital and parental
status, personality, and ways of coping. To have a balanced approach
to understanding work stress, it is necessary to recognize that
employment provides rewards that are both internal (intrinsic) and
external (extrinsic) (Locke & Taylor, 1990), (e.g., skill development,
self-esteem, money, variety from domestic surroundings, social
contacts, and personal identity). Although increasing the rewards of
work can offset its stressful aspects, the physical environment and the
psychosocial conditions of employment can have deleterious effects on
workers' mental and physical well-being.
JOB CONTROL
Lack of control over work, the work place, and employment status
have been identified X both as sources of stress and as a critical health
risk for some workers. Employees who are unable to exert control over
their lives at work are more likely to experience work stress and are
therefore more likely to have impaired health (see Sutton & Kahn,
1984, for a review, and Sauter et al., 1989). Many studies have found
that heavy job demand, and low control, or decreased decision latitude
lead to job dissatisfaction, mental strain, and cardiovascular disease.
In general, job control is the ability to exert influence over one's
environment so that the environment becomes more rewarding and
less threatening. Individuals who have job control have the ability to
influence the planning and execution of work tasks. Research has
found that it is the influence resulting from participation, rather than
participation per se, which affects job stress and health (Israel, House,
Schurman, Heaney, & Mero, 1989). For example, Jackson (1983) found
that participation (attendance at staff meetings) had a negative effect
on perceived job stress, and a positive effect on perceived influence.
This, in turn, influenced emotional strain, job satisfaction, absenteeism,
and turnover intention. Similarly, Israel et al., (1989) concluded that
the ability to control or influence work factors (e.g., speed and pacing
of production) is linked to incidence of cardiovascular disease as well
as to psychosomatic disorders, job dissatisfaction, and depression.
Lazarus (1991) has identified three main strategies for reducing
work-related stress.
Alter the working conditions so that they are less stressful or more
conducive to effective coping. This strategy is most appropriate for
large numbers of workers working under severe conditions. Examples
include altering physical annoyances such as noise levels, or changing
organizational decision-making processes to include employees.
Help individuals adapt by teaching them better coping strategies for
conditions that are impossible or difficult to change. A limitation to this
strategy is that it is costly to deal with each individual's unique
transaction with the environment. Intervention strategies could include
individual counseling services for employees, Employee Assistance
Programs, or specialized stress management programs, such as
cognitive behavioral interventions (Long, 1988).
Individuals vary greatly in their capacity to endure stressful situations,
and there is, undoubtedly, self-selection in the kinds of jobs and
stressors that individuals choose. Because sources of stress may vary
from worker to worker, providing a solution for one worker may create
stress for another worker. For example, if the organization provides
more opportunity for influence over the work process, the change in
control may be experienced positively by some but negatively by
others. A partial solution to this problem (Lazarus, 1991) may involve
intervening with groups of workers that are formed based on person-
environment relationships, and which contribute to the generation or
reduction of stress.
SOURCES OF STRESS
Stress is unavoidable and has become an inherent part of human life.
As mentioned earlier, it arises as a result of the imbalance between the
demands placed on an individual and his/her capacity to meet those
demands. For instance, if the demands are way below his/her capacity,
then the individual may feel bored and disinterested. Conversely, if
demands are way above his/her capacity, then the individual may feel
overwhelmed and thus feel the pressure. One way to handle such a
situation is find a balance between the demands and capacities. An
individual must, therefore, try to reduce demands from the
environment and simultaneously increase his/her internal capacity. To
achieve this balance people must identify the sources of stress. There
are various sources of stress both at home and at work. The common
ones can be classified into internal and external stress.
Internal Stress
Human beings have a tendency to worry about actions that may or
may not take place. Internal stress generally happens when individuals
worry about things outside their control. The personality of an
individual plays a vital role in stress management. Every individual can
be categorized into Type A and Type B personalities. An individual of
Type A personality has a continual sense of urgency and has an
excessive competitive drive. He/she is always in a hurry and is
impatient. People with Type A personality are obsessive about winning
and do not have the ability to spend leisure time productively. These
people are likely to be under stress even in minor situations. People
with Type B personality never sense the urgency of time. They work at
their own pace, with no need to prove their achievements. These
people are less likely to be under stress. Studies suggest that people
with Type A personality are at greater risk of getting heart attacks than
people with Type B personality.
External Stress
This type of stress is the result of environmental influence on an
individual. External stress is a result of stress from the environment.
This can be stress from family, work, peers, and friends. Physical
conditions such as poor lighting, loud noise, poor seating
arrangements, and extreme workplace temperatures (a too hot or too
cold cabin) are also stressors. Even the climate where one resides can
be a significant contributor to one’s stress level. In particular, living in
extreme climates can heighten an individual’s stress level.
Temperature extremes and the amount of sunshine that exists on a
daily, weekly, or monthly basis can affect the level of stress
experienced.
Types of Stress
Types of stress that are personal and work related are discussed
below.
Personal stress:
This is extra-organizational stress. Individuals play many roles in life
like that of a father, brother, friend or mother, wife, sister, etc. In this
process, various factors cause stress.
Family stress: Family stress may arise from conflict of ideas or
relationships with spouse, children, siblings, parents. This stress may
also be caused by the ill-health of a family member, financial problems,
a divorce, or the death of a dear one.
Health related stress: This may be a result of undetected or
neglected health problems. For example, a person may neglect minor
ill health, which over a period may develop into a serious health
problem that may require immediate attention. Often people ignore
health and give importance to work. This results in loss of health and in
stress.
Society related stress: Society related stress occurs due to the
influence of the society on an individual. Here friends, colleagues, and
neighbors are the influencing factors. For example attending a
community meeting after a long workday may seem very stressful.
Work-related stress
This is organizational stress. Work-related stress relates to the working
environment and policies of the organization. Work related stress can
be further classified into organizational stress and job stress.
Organizational stress: The stress resulting from the conflict of
organizational goals with personal goals is called organizational or
work place stress.
Lack of organization skills: Poor organization skills lead to confusion
over
Delegation of authority and responsibility: For instance, an
employee may be given many responsibilities without sufficient
authority. This would result in stress in performing the duties and
responsibilities.
Long work hours: Everyone has a natural body clock. Working
against this clock can create stress. Attempts to alter the body clock
result in stress. Studies on call center executives show clearly the toll
long work hours take in terms of stress-related illness. A person
regularly working long hours without taking a break will be stressed.
Job Insecurity: Job insecurity is a major stress factor. This kind of
insecurity and lack of growth or promotions act as stressors. The
higher the uncertainty, higher is the stress. A sudden change in
management and work policies can also result in stress. For instance, a
manager who has not been promoted for a long period may feel
insecure about his/her future prospects in the organization and feel
stressed.
Job stress: Stress that occurs due to lack of resources or scarce
resources at the workplace is called job stress. Some of the common
job stressors are:
Difficult clients/ Subordinates/ Superiors/ Colleagues: Every
employee has to handle a difficult client at some point of time. A
difficult or dissatisfied client is a stress creator. Uncooperative
colleagues and subordinates too can build up high stress levels at the
workplace. Superiors often feel that putting pressure on subordinates
brings out the best in them, but this is not always true. Some
employees feel overwhelmed under stress and cannot work efficiently.
Personal Inadequacy: This can be a lack of knowledge or skills to
handle a particular task or job. This can create stress.
Role conflicts: This is a conflict between a person’s likes, values, and
job requirements. For instance, a manager may have to take a decision
regarding firing a subordinate keeping the organization’s interest in
mind even though he/she may like the subordinate’s work. This creates
a conflict between his/her likes and job responsibilities, resulting in
stress.
Setting high goals: Setting high goals for oneself is a major stressor.
For example, a sales manager may fix some high sales target for
himself/herself in a month. Not achieving the target may result in
stress and in extreme cases may even lead to depression.
Overwork and deadlines: Extended periods of work or continuous work
can lead to extreme stress situations. Employees, especially those in
the BPO industry are required to work in shifts that result in irregular
rest hours that create stress. Strict deadlines and rigid plans create
stress in employees.
Time and Stress: Stress is a result of doing things at the wrong
times. It is a result of mismanaging time and striving hard to stick to
deadlines. By developing the art of time management, people can
reduce stress. Effective time management and stress management are
inter-dependent. Time management includes planning, delegating,
organizing, and performing tasks as per schedule. Working against
deadlines can start to create stress in a person’s life over a period of
time. Stress management deals indirectly with time management, as
time management is a measure to keep stress under control.
EFFECTS OF STRESS
The human body’s reaction to stress is natural. It results from the need
to resist a stressful situation. For example, when a person is nervous,
there is an increase in his/her pulse rate. This is a ‘fight or flight’
response. However, things can go out of control if too much stress is
present. The person can have a heart attack or a nervous breakdown.
Too much of stress can tell upon a person’s health. If neglected, it can
lead to serious health disorders at a later stage. Stress has both
physical and psychological effects on an individual. (Refer Exhibit 1 to
find out the effects of stress on an individual.)
Exhibit 1
Effects of Stress on an Individual
Physical Effects :
- Increased heart rate and blood pressure
- Sudden increase or decrease in weight (change in appetite)
- Frequent headaches, fatigue, and respiratory problems
- Nervous weakness ( biting nails, too much sweating)
- Insomnia
- Reduced immunity to common colds and flu
- Ulcers and weak digestive system
Psychological Affects :
- Difficulty in concentrating
- Unable to spend leisure time productively
- Always anxious
- Bad decision making
- Mood swings
- Increased usage of food, cigarettes, alcohol and drugs
- Developing fears and phobias
- Feeling out of control and confused
Effects on Environment
Stress affects not only the individual but also his/her environment. It
has an affect on the individual’s family, work, and society.
Effect of stress on family
A stressed individual can play havoc with family life. He/she may
indulge in self-destructive behavior, which will have an influence on
family members. He/she may become absent-minded, neglect duties,
and overlook health problems. Stress can thus affect the family if left
unchecked.
Effect of stress on work
Stress mainly affects an individual’s work-life. Absenteeism could be a
major problem due to stress. Employees under stress do not feel
motivated to work, and so they absent themselves regularly. Frequent
absenteeism affects the organization. Workplace accidents and
conflicts are other major effects of stress. Employees under stress
have less concentration and this could lead to accidents. The more
stressed a person is the more likely he/she is of getting into conflicts.
Conflicts can lead to a turbulent work environment and affect the
organization as a whole. Stress can also be related to occupation. For
instance, a person working for long hours on the computer may get
computer vision. A person working in a noisy work environment may
develop hearing disorders.
Effect on society
Stress has an effect on society as well. It makes people feel isolated,
irritated, and unfriendly. This affects the interpersonal relations of the
person.
STRATEGIES FOR COPING WITH STRESS
After understanding the sources of stress and the effects of stress on
individuals, let us discuss some strategies to fight stress.
Strategies to Fight Stress
Some of the important strategies for managers to fight stress are
prioritizing and delegating work, laughing a lot, exercising regularly,
practicing relaxation techniques, maintaining a good balanced diet,
and having a good night’s sleep.
Prioritize work
Multi-tasking is the buzzword these days. An individual requires special
skills to perform multiple tasks simultaneously. One way to minimize
stress while multi-tasking is to plan, prioritize, and perform. Planning
involves preparing a list of activities that need to be performed. This
involves considering the time factor. Prioritizing involves ranking the
activities based on their importance and performing these activities in
that order. Prioritizing activities each day is the simplest way to tackle
stress. The next step is to schedule time for tasks depending on the
priorities. For instance, a person may have to attend a community
meeting and an official party. He/she may schedule time for both
activities by attending the official party first and then the community
meeting.
Delegate work
Some individuals prefer doing all the work themselves. This adds to
their stress. They should learn to delegate routine work to others. For
instance, a manager can delegate the work of preparing a report on a
project to a subordinate.
Laughter
Laughter is a good de-stressor. An individual can relax and de-stress
by watching a humorous movie, reading comics, etc. A sense of humor
allows an individual to perceive and appreciate the imbalances of life
and provides moments of delight.
‘A day without laughter is a day wasted for life’. This is very true.
Laughter is the best outlet for stress. It is a great stress buster.
Laughter is a no cost, no side effect medicine. A person with a sense of
humor is less likely to be under stress. A sense of humor allows an
individual to perceive and appreciate the imbalances of life and
provides moments of delight.
Exercise
Exercise is another good stress-buster. It keeps an individual physically
and mentally alert. When a person is nervous, tense, or angry, exercise
is the best outlet for giving vents to his/her emotions. Regular exercise
lowers blood pressure, lowers pulse rate, boosts blood circulation in
the body, increases artery suppleness, lowers cholesterol, and reduces
fatigue and tension. These benefits help an individual to tackle the
physiological changes that occur during stress. Exercise should
increase blood circulation to the heart.
Relaxation
The best strategy to reduce stress is to relax. Relaxation is not being
idle. It is doing what one wants to do, rather than what one should do.
It is very important for a person to schedule some time for relaxation.
This relaxation time should disconnect the person from all his/her
tensions, worries. This is the time when the person rebuilds his/her
energy levels. Relaxation techniques vary from person to person.
Diet
A good balanced diet plays a vital role in reducing stress. A person
tends to neglect diet when under stress. This may lead to overeating or
under-eating. This improper eating results in a weak immune system
and creates health problems. A well-balanced meal that is eaten on
time is very important to minimize stress.
Sleep
Sleep is a weapon. During sleep, a person prepares himself/herself to
face another day. Stress makes a person sleepless or very sleepy. A
stressed person may feel sleepy throughout the day and awake during
nights. On an average, everyone needs at least 7-8 hours of sleep per
day. Some may need more sleep or some less. After a good night’s
sleep, a person feels fresh. An individual must adopt a bedtime routine
that induces sleep like reading a book that is soothing, and listening to
music that is relaxing. One must go to bed at the same time every day.
Meditation
Meditation is one of the most effective techniques in reducing and
avoiding stress. Regular meditation helps in stress reduction. It
enables one to control the thought process
enables one to take effective decisions
helps in physical and mental relaxation
Improves concentration
Meditation is a technique to achieve a thoughtless or mindless state. In
this state, a person has no thoughts. This kind of state thus acts a
stress reliever and a great rejuvenator.
Yoga
Yoga is another important stress reliever. Yoga has been tried and
tested since ancient times. According to Patanjali Maharishi, yoga is
the cessation of mind. It is a state of no-mind. Yoga is not for
bodybuilding. It simply focuses on gentle postures that improve
circulation of blood to vital parts of the body. The increase in blood
circulation rejuvenates the organs and releases stress.
Maintaining work-life balance
Work-life balance means a harmonious balance of work and domestic
life. It allows an employee to fulfill all the roles in his/her life effectively
and efficiently. Researches have proved that employees are at their
best when they are contented and motivated both at work and at
home.
Achieving a work-life balance is not as easy as it seems. In the
corporate world, change is constant and imminent. The impact of
globalization has further fuelled these changes. The corporate world
signifies uncertainties, too many responsibilities, and long work hours.
These changes in the environment disturb the balance between
domestic and work-life of employees. The increasing competition and
demands of society further aggravate the situation. All this adds up to
stress.
Importance of Work-life balance
The corporate world is realizing the importance of the work-life
balance. Companies are realizing the fact that the work-life balance of
employees has a direct effect on the productivity of their
organizations. Exhibit 5 explains the various practices that companies
follow to maintain work-life balance.
The importance of work-life balance is due to the following
reasons:
Changing social scene: In today’s world, maintaining work-life
balance is the greatest challenge employees’ face. Employees have
realized that their personal lives have an effect on their work life.
Hence, they are striving hard to maintain the balance.
Changing work culture: There is a shift in the organizational work
culture. Today’s work culture provides flexible work hours, focus on
results, and recognition of achievements. However, this has made the
workplace even more competitive as employees are expected to
always give their best, and this leads to stress.
Increased work time: With globalization, organizations are working
365 days, 24 hours, and 7 days a week irrespective of time zones.
Businesses are focusing more and more on customer care. With the
coming of call centers, this focus has doubled. The technology has
added to the speed of work but the workload remains the same.
Dual income families: The shift in attitudes, work styles, and
cultures has disturbed the work-life balance. Working mothers have
major responsibilities of managing both home and work place. This
makes it all the more important for them to balance work and life.
Organizations are helping women by providing facilities like work from
home, day care etc.
Benefits of Work-life Balance
Achieving a work-life balance benefits both employers and employees.
While the employers get the benefit of productive and active
employees, the employees feel secure and loyal. It also improves
confidence, concentration, self-esteem, and loyalty among the
employees. The concept of work-life balance is still fresh in India.
Indian IT companies are probably the first ones to provide a fun-work
environment. Some companies are now investing in recreational
facilities at the worksite.
Steps to achieve work-life balance: To build up an awareness of
the importance of work-life balance in employees, companies should
conduct regular workshops and programs on work-life balance.
The following measures have to be taken by employers:
Discourage employees from working late
Take a regular employee satisfaction survey that can identify the pitfalls in the work pattern
Provide vacations and encourage employees to take breaks
Provide opportunities like work from home, flexi times
STRESS MANAGEMENT
Very one want stress-free life. Yet, stress is ubiquitous. Of course,
cannot be controlled by more nutrients as the real cause of stress is
anxiety or pressure which may ultimately lead to the neglect or proper
dietary habits. Stress refers to the “circumstances that threaten one’s
well being and thereby tax one’s coping abilities”.
Stress is inevitable part of modern life. Like janus, stress has two faces.
It is a good servant, but a bad master. In other words, it can be one’s
best friend or worst enemy. A certain amount of stress is necessary to
achieve success. But, undue stress causes distress.
Stress is received by different people differently. If two people
experience the same amount or pressure, one may be healthy while
the other is sick. This is so because our personalities do influence the
level of stress.
The present day’s lifestyle breeds stress and tension. When tension
lasts long, depression sets in. Depression is characterized by feelings
of sadness, hopelessness and pessimism.
According to Dr. Raw Baum, a Pittsburgh, Pennsylvanian
bioenergetics analyst and stress educator, “Stress is our body’s bio-
chemical reaction to how we live our lives. Stress can develop into
distress and disease through your personal adaptations to internal and
external environments.”
Stress is the body’s reaction to the external demands placed upon it by
the environment. Stress can be either good or bad. Good stress creates
the necessary excitement to perform an activity. This type of stress is
temporary and has no long-term effects on the body. Bad stress
creates an alarming reaction in the body. It affects the body’s immune
system and has detrimental affects on the body over a period.
There are many sources of stress for an individual. It can be family,
friends, workplace, superiors, and colleagues. The sources of stress for
an individual should be identified. The effects of stress may include
minor symptoms like headache, irritability, loss of concentration, loss
of appetite to major symptoms like insomnia, amnesia, heart attack,
ulcers etc. Stress should be identified and treated in the early stages
or it could result in a burnout. A severe case or neglected case of
stress leads to burnout. Stress can be handled by practicing yoga,
meditation, pranayama etc. In order to treat stress-related disorders,
holistic therapies like aroma therapy, massage therapy, etc., can be
very effective. Exercise, diet, and rest play a vital role in stress
handling. A healthy person is better at handling stressful situations
than an unhealthy person.
A working person should learn to balance work and personal life to lead
a happy life. This work- life balance can be achieved by giving
importance to both work and personal life. Organizations should help
their employees achieve work-life balance, as this has an effect on the
productivity of the organizations.
Spirituality at the workplace has become a necessity in today’s world.
The practice of spirituality at the workplace enables an individual to
deal with stressful situations. It provides an individual with the strength
to face unforeseen situations without panic. Spirituality helps a
manager to deal with stress internally instead of looking for external
solutions.
Action Points
Managers should:
Identify sources of stress and their effects on you.
Adopt a de-stressing routine like going for a solitary walk at the end of the day.
Spend time with family, friends.
Make time for vacations.
Practice relaxation methods like deep breathing, meditation, and yoga.
Sleep for at least 6-8 hours.
Plan, prioritize, and delegate work.
Try to maintain a work-life balance.
Managers should not:
Ignore symptoms like frequent headaches, coughs, and colds.
Take on too may responsibilities or demands that are outside your capabilities.
Use drugs, tobacco, alcohol to handle stress.
Use self-medication.
Wait for deadlines to approach.
Set unrealistic goals.
RESEARCH METHODOLOGY
Title:
To study on stress at work place
Sub Title:
A study on 80 respondents in Zydus Cadila health care Ltd Ahmedabad
Significance:
The modern world which is a world of achievement and progressing
very fast is also a would of stress person finds stress every where, in
family, business, organization etc. No men are stresses free we find
stress every where. Each and every person has to under go some kind
of stressful situation in lives.
Stress is a one kind of chronic disease and it affects an individuals lives
as well as it effect the work of the industry. Stress has to we perceived
or recognized by man. Often the stress comes not from a single
obstacle but from a conflict of motives. Stress is often further
intensified by our tendency to ignore what we do have and preoccupy
ourselves with the things that are still lacking. Each person
experiences a unique and changing pattern of stress though after
there are key, continuing stresses in one’s life that provide a focus far
his adjustive effects.
Organizational stress is a process by which the organization becomes
deformed slowly and gradually by the constant impairment of the
system. Stress is inevitable and sometimes chosen voluntarily. Coping
with stress can mean confronting or escaping the problem and taking
steps to prevent its recurrence it involves, solving the problem yet
stresses are an unavoidable part of life.
Objectives:
Sub Objective:
To know general information about the employee in their organization.
To know how they cope with stress situation.
To know what are the effect of stress on their life.
To know how employee maintain the relationship with others.
To know theirs day to days problems.
To know what problem they faced during working hours.
Universe:-
The universe of study is middle level of employees and they are like
manager, officer, and executive. The lower level of employees and
they are like technician, supervisor, operator, etc. and the staff
employees.
Sample and sampling process:-
Simple Random Sampling was used to collect information of 80
respondents. The Sample consists of Middle level and Lower level and
staff Employees working in various departments wherein four from
each department were selected randomly.
Tools of Data Collection:-
Primary Data:
Primary Data of the study are to be collected through Interview
schedule. In that one has to take personal interview of all the
respondents.
Secondary Data:
Secondary data of the study is to be collected through observation
method .In that on has to observe those respondents and on the basis
of observation the data should be collected.
Reference Period:-
The Reference period for data collection was from 10th May 2007 to
10th June 2007.
Research Design:-
This is an exploratory and descriptive study; it gives insight to
understand the type of stress faced by the employees in their day
today’s lives. The study explorer the fact cause of life and it depends
on employees how he displays the situation.
Variables:-
Independent and Dependent:
Independent Variable is Age and Department.
Dependent Variable here is Organizational Stress faced by the
employees.
Limitation:
Respondents were rather reluctant to display their personal information.
CHAPTER – V
FINDINGS, CONSLUSIONS & SUGGESTIONS
FINDINGS
Majority of the respondents are belonging to staff employee. One
could say that the respondents are mostly work as peon and
clerks.
Majority of the respondents belong to the age of 36 and above
which shows that the employees are more experienced and who
have reached their adulthood.
Majority i.e. 90 % of the employees are men and this also
indicates that there few female employees in the institutions.
Majority (49 %) of the employees have completed HSC. It is also
surprising that more than one fourth (27.5 %) employees have
completed graduation.
Majority of the employees are well experience in their field since
majority of them have worked more than 16 years.
Majority of the respondents have 16 and above years of work
experience i.e. 31(38.75%).
Majority of the respondents belong to production department i.e.
36(45%).
Majority of the respondents are having eleven to fifteen thousand
incomes per month.
Majority of the respondents’ i.e. 42.05% agree that they are satisfied
and secure in their job.
Majority of respondents 52.05% do agree that their pet ideas have
been rejected.
Majority of respondents 50% have disagreed, for the statement
that they have strained relationship with supervisor.
Majority of respondents have disagreed, 36 (45%) that they have
strained relationship with co-worker.
Majority of the respondents are happy with commute between
home and work i.e. 35 (43.75%).
Majority of the respondents i.e. 31(38.75%) have disagreed that
they usually fear that they might be terminated from the job.
Majority of respondents i.e. 34 (42.5%) of respondents agree that
the life and work is a kind of burden.
Majority of respondents i.e. 42(52.5%) of respondents agree that
they have to work for hours with out any break.
Majority of the respondents i.e. 26(32.50%) of respondents agreed
that they get less salary as compared to people in organization of
similar size. Once if it is compared with agreed and strongly
agreed the total percentage shows 60% which is higher than the
disagreeing group.
Majority of the respondents are agreed (36% + 52%) that their
expenses are more than income.
Majority of respondents i.e 35(43.75%) disagreed that they don’t
get salary when it is due.
Majority of the respondents that is 46 (57.50%) agree for the
opinion that they receive very less salary of money on their
retirement.
Majority of respondents i.e. 38(47.50%) of respondents have
agreed that they are not given well deserved promotion.
Majority of respondents i.e 42 (52.50%) of respondents have
disagreed that they don’t get enough opportunity to improve &
display abilities
Majority of respondents i.e. 44 (55%) have disagreed that they are
not learning & developing any of their abilities in the organization.
Majority of respondents i.e. 40 (50%) of respondents have
disagreed that there are many rules in organization which need to
abide & this become headache.
Majority of respondents i.e. 43 (53.75%) of respondents have
agreed that they share more responsibilities than their higher
authorities.
Majority of respondents i.e. 39 (48.75%) of respondents are
agreed that their job responsibility creates tension for them.
Majority of respondents i.e. 38 (47.50%) of respondents have
agreed that there is rapid change in the organization.
Majority that is 39(48.75%) of respondents agree for the opinion
that they are not satisfied with designation given to the person in
the organization.
Majority of respondents i.e. 44 (55%) of respondents have
disagreed that they don’t get along well with people they have to
deal with.
Majority that is 43 (53.75%) of respondents have disagreed that
they lack cohesiveness and cooperativeness with other colleagues.
Majority of respondents i.e. 41(57.25%) of respondents have
agreed that their supervisor is very authenticating.
Majority of respondents i.e. 45 (56.25%) of respondents disagree
that they are always neglected and disregarded by their
colleagues.
Majority of respondent i.e. 34(42.50%) of respondents agree that
they under go physical exercise.
Majority of respondents i.e. 38(47.50%) of respondents have
disagreed that they indulge in regular breathing exercise.
Majority of respondents i.e. 42 (52.50%) of respondents have
disagreed that they practice meditation.
Majority of respondents i.e. 49 (61.25%) of respondents have
disagreed that they smoke.
Majority of respondents i.e. 49 (61.25%) of respondents have
disagreed that they have drinking habit.
Majority of respondents i.e. 49 (61.25%) of respondents have
disagreed that they increase salt and sugar intake.
Majority of respondents i.e. 32(40%) of respondents have agreed
that they increase caffeine intake like tea, coffee, cola etc.
Majority of respondents i.e. 51(63.75%) of respondents have
agreed that they accept their and others limitations.
Majority of respondents i.e. 39 (48.75%) of respondents disagree
that they take decisions without undue anxiety.
Majority of respondents i.e. 46(57.50%) of respondents have
agreed that they allow others to share tasks & responsibilities.
Majority of respondents i.e. 40(50%) of respondents are agreed
that they try to helping others.
Majority of respondents i.e. 37(46.25%) of respondents have
agreed that they try to change the situation.
Majority of respondents i.e. 45(56.25%) of respondents have
agreed that they take situation as an opportunity to learn.
Majority of respondents i.e. 47(55.75%) of respondents have
agreed that they compromise to get something positive out of the
situation.
Majority of respondents i.e. 51(63.75%) of respondents have
agreed that they console themselves with the hope that things will
go better.
Majority of respondents i.e. 48(60%) of respondents agree that
they often try to use humor to diffuse tension.
Majority of respondents i.e. 53(66.25%) of respondents agree that
the people around them help them in times of need.
Majority of respondents i.e. 42(52.50%) of respondents agree that
they include some relaxation time in the daily routine.
Majority of respondents i.e. 51(63.75%) of respondents agree that
they maintain good relationship with others especially those
closest to them.
Majority of respondents i.e. 45(56.25%) of respondents agree that
they have someone with whom they can discuss personal problem
Majority of respondents i.e. 46(57.50%) of respondents disagree
that they become aggressive.
Majority of respondents i.e. 40(50%) of respondents agree,
25(31.25%) of respondents disagree that they get angry.
Majority of respondents i.e. 35(43.75%) of respondents have
disagreed that they blame themselves.
Majority of respondents i.e. 38(47.50%) of respondents have
disagreed that they deny that there is a problem.
Majority of respondents i.e. 38(47.50%) of respondents have
disagreed that they feel guilty.
Majority of respondents i.e. 34(42.50%) of respondents have
agreed that they suffer from headache.
Majority of respondents i.e. 38(47.50%) of respondents have
disagreed that they suffer from chest pain.
Majority of respondents i.e. 39(48.75%) of respondents have
disagreed that they suffer from indigestion.
Majority of respondents i.e. 38(47.50%) of respondents have
strongly agreed that they suffer from sleeplessness.
Majority of respondents i.e. 39(48.75%) of respondents have
agreed that they suffer from irritability.
Majority of respondents i.e. 31(38.75%) of respondents have
agreed that they suffer from backache
Majority of respondents i.e. 45 (56.25%) of respondents have
disagreed that they suffer from stomach disorder.
Majority of respondents i.e. 42 (52.50%) of respondents have
disagreed that they suffer from blood pressure.
Majority of respondents i.e. 42 (52.50%) of respondents have
disagreed that they put on lot of weight.
Majority of respondents i.e. 38(47.50%) of respondents have
disagreed that they become weak.
Majority of respondents i.e. 36(45%) of respondents have agreed
that they feel frustrated.
Majority of respondents i.e. 36(45%) of respondents have
disagreed that they develop lot of anxiety.
Majority of respondents i.e. 39(48.75%) of respondents have
disagreed that they feel restless.
Majority of respondents i.e. 44(55%) of respondents have agreed
that they suffer from inability to concentrate.
Majority of respondents i.e. 40(50%) of respondents have
disagreed that they feel that those closest to them at home are
not supportive towards them.
Majority of respondents i.e. 37(46.25%) of respondents have
agreed that they are not able to laugh.
Majority of respondents i.e. 35(43.75%) of respondents have
agreed that they are not able to express thoughts and ideas.
majority of respondents i.e. 34(42.50%) of respondents have
agreed that they feel that life has got no sense of purpose.
CONCLUSIONS
Most of the employees in the company belong to the staff
categories which means that they are either peons or
supervisors.
Most of the respondent i.e nearly half of them are above 36
years of age which shows that they well experienced
employees.
Most of the employees who have been approached are
seems to be male members that is 90% where as the women
seems to be very meager in number in such work place.
The respondents seems to have passed through HSC in the
majority of the cases (48.75%) where are the graduate also
show good in number who are more than one fourth of the
total number.
Though most of the people are considered to be well
experienced after five years here the study proves that the
majority belong to the group of 16 years and above which
means most of the workers have good amount of experience
and they are well settled in an institution.
There are four department in this institution among the four
the production department personal seems to be more. Since
the majority of the respondent belong to the staff employee it
is natural that most of such employees are found in the
production department.
When we think of the monthly income the majority have been
receiving between ten to fifteen thousands which means the
salary of the employee seems to be fairly good enough in this
situation.
When the question of job security and satisfaction come the
employees seems to be very positive that they are safe in
their job.
There is a mixed reaction from the respondent that the half
of them agree that their relation with supervisor is stained
where as other half feel the opposite. Such is the same with
co workers too. So mostly people have good relations.
Most of the people are happy to travel by various means and
this does not affect their work. And also they do not face any
legal problem in their work place.
Most of the people feel that the work is little burden to them. This
is due to the unlimited hours they work. This again seems to
contradict that the people who feel burden can not be satisfied in
their work.
More than three fourth of the respondents seems to agree that
they do not have poor self image. At the same time they seem to
contradict that the comparison of salary with coworker seems to
be higher. There is no self contentment in matter of money.
Majority of the people seems to agree that they have expenses
more than their income. This shows that they have no proper
budget in their family life.
There is a mixed feeling as well as majority of them seems to
agree that they do not get salary on time at the same time there
is also no proper promotion system hence there is a problem of
getting less money during the time of retirement. This again
indicate that the worker remain in a constant threat over their
future.
Majority of the respondents agree to the fact that they do have
chance to display their abilities and talents at the same time they
abide by the rules of the institution and they are able to learn new
things. This suggests that there is a free work atmosphere to the
workers.
The employees seem to say that there is a rapid growth in the
organization but they do accept that the work pressure creates
tension in their day today life. They are also not satisfied with
designation given to them.
Most of the workers can cooperate and accept one another due to
which there is a cooperation and cohesiveness. Getting along with
one another can bring unity which may lead to creation of unions.
Majority of the workers seems to be away from alcohol and
smoking but they do take coffee and tea. They take care of their
physical exercise. But they do not seem to be having the habit of
meditation. At the same time majority of them are able to cope up
with their work.
The employees seems to have certain level fear and anxiety about
their work and their future. In spite of this they are able to share
the responsibilities with one another. There is also a helping
attitude among them.
When ever situation changes the employees are able to learn from
the new situation at the same time they able to compromise such
situations. They also hope for better. Due to this hope they give
extra attention to their work.
The employees are able come out of their tension by creating
humor. They also help each other in the time of need. This make
them to sort out their mental and emotional imbalances.
In from of relaxation they are able to relate with one another. This
relation makes them to help one another in the personal and
family difficulties.
When the mattser of emotional feelings are brought out they are
having mixed feelings. Some are more angry than the others. But
the majority do not turn to be aggressive. They do have the habit
of blaming one another.
When the matter of physical problem like headache, chest pain,
stomach ache, sleeplessness come there is a mixed answers which
means all do not go through the same process. But most of them
have sleeplessness.
Most of the respondents have the feeling of anxiety, frustration,
burden and feeling of left out. But this seems to be contradicting
when they agree that they are able to get support of the co-worker
as well as support from the close people in the family.
SUGGESTIONS
Looking at the result reported in the various chapters, we find
important personality variable producing stress among employees in
the organization.
The following are the suggestions in this regard which have emerged
from this study.
Ensure an organizational climate with career planning and career
growth to ensure further the retention of talented employees.
Extent the counseling practices at employees family level including
dependents and relatives.
Organization should organize regular check up and those found
suffering from very high stress should be subjected to stress
management process.
Work out a plan for the work, should say ‘no’ to additional
responsibility till the employee should finish the existing burden.
Never make promise if don’t mean it try to be realistic at work place
regarding family affairs.
Employee should accept the realistic situation. Develop new skills
and look for new opportunities.
The anxiety and depression are the leading problems which can be
reduce to certain exercise practice and taking enough time with
family member.
Over all the employees do have fear and anxiety. This emotional
feeling do lead to stress in their personal life at the same time the
responses of the employees also shows that they are happy due to
their co-workers as well as family members. This attitude and
support of others makes them to lead a better life.
Though the situation is varies at different levels the company should
take serious steps to find out the real causes of the stress among
this staff employees and make them more comfortable and safe.
This needs lots of effort from the employees as well as from the part
of employers.
BIBLIOGRAPHY
BOOKS
ANNEXURE -A
Introduction to psychology by CLIFORD T. MARGAN
Published in 1974 by Tata Mcgraw – Hill Publishing company
limited 2nd edition
Recent Treads in Human stress management by AKBAR HUSAIN
MOHD. ILYAS KHAN, Globar vision publishing house in 2006 1st
Edition
Social Psychology by ROBERT A BARON, Published by Asoke K.
Ghosh, Prentice –Hall of India private limited
Psychology (An international perspective) by MICHAEL W.
EYSENCK Year – In 2004, Published by psychology press Ltd. 1st
Edition
Stress Management by B. K. JOSHI, Published by Mrs. Shashi Jain
for painter publishers in 2007, 1st Edition
Managerial Effectiveness, Managing the self and others
By The ICFAI Center for Management Research, 2005
JOSHI C.P in 1999 A study on stress and burnout
Website
www.apahelpcenter.org
www.pwclegal.com
www.icmrindia.org
www.ccoh.ca
ANNEXURE -B
Interview Schedule
STRESS AT WORK PLACE
Section: 1
1. Name of the Respondent: ___________________________________
2. Designation: ________________________________________________
3. Age : ________________________________________________________
4. Gender: _____________________________________________________
5. Educational Qualification : _________________________________
6. Years of work experience ( Total ) : _________________________
7. Years of work experience : __________________________________
(In this organization)
8. Name of the organization : _________________________________
9. Name of the department : __________________________________
10. Income per month : ________________________________________
(In Rs.)
Section: 2
SR.
NO
PARTICULAERS STRONGLY
AGREE
AGRE
E
DISAGREE STRONGLY
DISAGREE
I experience
stress because
11. I don’t feel secure and
satisfied with my job.
12 My pet ideas have
always been rejected.
13 I have strained
relationship with my
supervisor.
14 I have strained
relationship with my
co-worker.
15 I am happy with the
commute between
work and home.
16. I usually fear that I
might be terminated
from the job.
17. I feel that the life and
the work is a kind of
burden.
18. I have to work for
hours.
19. I feel that I get less
salary as compared to
people in Org. of
similar size.
20. My expenses are more
than my income.
21. I don’t get the salary
when it’s due.
22. I would receive very
less amount of money
on my retirement.
23. I feel that i am not
given well deserved
promotion.
24. I don’t get enough
opportunity to improve
and display my
abilities.
25. I worry that I am not
learning and
developing in the Org.
26. There are many rules
in my Org., which I
need to abide and this
becomes headache.
27. I feel that I share more
responsibilities than
authority.
28. My job responsibility
creates tension.
29. There is rapid change
in the Org.
30. I am not satisfied with
my designation.
31. I don’t get along well
with the people I have
to deal with.
32. I lack cohesiveness
and cooperativeness
with other colleagues.
33. I feel that I am always
neglected and
disregarded by my
colleagues.
Section: 3
SR. NO
PARTICULAERS STRONGLY AGREE
AGREE
DISAGREE STRONGLY DISAGREE
When I am under stress I try to cope with the situation using the following.
1 I exercise2 I indulge in regular
breathing exercises.3 I practice meditation.4 I smoke.5 I drink.6 I increase my salt and
sugar intake.7 I increase my caffeine
intake ( Coffee, tea, cola )
8 I accept my and others limitations.
9 I take decisions without undue anxiety.
10 I allow others to share tasks and responsibilities.
11 I try helping others.
12 I try to change situations.
13 I take situation as an opportunity to learn.
14 I compromise to get something positive out of the situation.
15 I console myself with the hope that things will go better.
16 I often try to use humor to diffuse tension.
17 People around me help me in times of needs.
18 I include some relaxation time in my daily routine.
19 I maintain good relationship with others, especially those closest to me.
20 I have someone with whom I can discuss personal problems.
21 I became aggressive.22 I feel angry.23 I blame myself.24 I deny that there is a
problem.25 I feel guilty.
Section: 4
SR.
NO
PARTICULAERS STRONGLY
AGREE
AGRE
E
DISAGREE STRONGL
Y
DISAGREE
When I am
stressed at work
place,
1. I suffer from
headache.
2. I suffer from chest
pain.
3. I suffer from
indigestion.
4. I suffer from
sleeplessness.
5. I suffer from
irritability.
6. I suffer from backache
7. I suffer from stomach
disorder
8. I suffer from blood
pressure.
9. I put on lot of weight.
10. I become weak.
11. I feel frustrated.
12. I develop lot of
anxiety.
13. I feel restless.
14. I suffer from inability
to concentrate.
15. I feel that those
closest to me at home
are not supportive
towards me.
16. I am not able to laugh.
17. I am not able to
express my thoughts
and ideas.
18. I feel that my life has
got no sense of
purpose.